SEX AND JOB ORIENTATION

Three samples, each divided into males and females, were asked to indicate to what degree some job characteristics were important to them. The job characteristics represented both intrinsic and extrinsic factors. In the first sample (40 male and 44 female university students) there was no sex difference in job orientation. Both selected the intrinsic factors more than the extrinsic factors. There was also no sex difference in the second sample, which consisted of 68 male and 33 female public school teachers. They, however, stressed as many intrinsic factors as extrinsic. The general results of the third sample showed significant sex differences. The sample of 259 male and 143 female employees represented a technical division of a large service-oriented organization. Education and job level were significantly different for the two subgroups. When these two variables were controlled for a sample of clerks and of first-level supervisors, no sex difference appeared in job orientation. The results also showed that the higher the job level, the more intrinsically-oriented the employees were regardless of their sex.     

Self-esteem,employability attributes,and retention factors of employees within the financial sector

This study explored the relationship between personal factors and job retention in a South African financial services sector setting. A non-probability purposive sample of employees (n = 383; females = 57%, black = 42%) of two financial institutions were participants (age range = 25 to 65; middle management = 34%). The employees reported on their self-esteem, employability attributes, and job retention factors. The data were analysed to predict job retention factors from the personal factors of self-esteem and employability. The results indicate overall self-esteem, employability attributes, and age to significantly and positively predict job retention factors of employees within the financial services industry. The self-esteem psychological aspects of general self-esteem, social self-esteem, and personal self-esteem, uniquely predicted job retention factors. Additionally, the employability attributes of career self-management, cultural competence, self-efficacy career resilience, sociability, entrepreneurial orientation, proactivity, and emotional literacy uniquely predicted job retention factors.     

Job burnout and depression: unraveling their temporal relationship and considering the role of physical activity

Job burnout and depression have been generally found to be correlated with one another. However, evidence regarding the job burnout-depression association is limited in that most studies are cross-sectional in nature. Moreover, little is known about factors that may influence the job burnout-depression association, other than individual or organizational factors (e.g., gender, supervisor support). The current study seeks to address these gaps by (a) unraveling the temporal relationship between job burnout and depression and (b) examining whether the job burnout-depression association may be contingent upon the degree to which employees engage in physical activity. On the basis of a full-panel 3-wave longitudinal design with a large sample of employees (N = 1,632), latent difference score modeling indicated that an increase in depression from Time 1 to Time 2 predicts an increase in job burnout from Time 2 to Time 3, and vice versa. In addition, physical activity attenuated these effects in a dose-response manner, so that the increase in job burnout and depression was strongest among employees who did not engage in physical activity and weakest to the point of nonsignificance among those engaging in high physical activity.     

Job insecurity in Finland: Antecedents and consequences

Abstract

Trends towards more unpredictable and flexible labour markets are often presumed to fuel feelings of job insecurity among employees, especially the threat of losing one's job. The aim of the study was to examine the prevalence, antecedents, and consequences of job insecurity in a representative sample of Finnish wage and salary earners (N = 3503) gathered in 1990. One out of ten respondents felt the threat of lay-off, dismissal, or unemployment. According to hierarchical regression analysis, perceived job insecurity was best explained by positional factors, especially earlier unemployment experiences and the temporary nature of the employment relationship. The role of demographic factors predicting job insecurity was strikingly minor. Variance and regression analysis confirmed the negative effects of perceived insecurity on work and health behaviour found in previous studies. Social support was found to have a light moderating effect in alleviating the negative effects of job insecurity. Thus, job insecurity was a psychological stressor with adverse effects for a sizeable proportion of the employees.     

Factors related to bridge employment participation among private sector early retirees

Many retirees choose to participate in some form of bridge employment—part time, self-employment or temporary work that follows an individual’s long-term or career job and precedes permanent retirement (Feldman, 1994). In this study, correlates of bridge employment participation were examined using a sample of 133 early retirees from an oil and gas services firm. Hierarchical regression analysis indicated that organizational tenure, certainty of retirement plans, and career-related pull factors accounted for a significant portion of the variance in overall participation in bridge employment after controlling for the effects of age, gender, and marital status. At the same time, the significance of organizational tenure, career-related pull factors, and entrepreneurial orientation, varied as a function of the category of bridge work performed by retirees, that is, whether retirees were employed within the same industry or a different industry. Differences between these results and those of previous studies using public sector employees are discussed.     

Favorable Job Conditions and Perceived Support: The Role of Organizations and Supervisors1

Two studies were conducted to examine the linkages between favorable intrinsically (IS) and extrinsically satisfying (ES) job conditions, and perceived support from the organization (POS) and the supervisor (PSS). Using a sample of 427 employees, Study 1 showed through a longitudinal design that, controlling for PSS, both favorablc IS and ES job conditions exerted a significant effect on POS, while only favorable IS job conditions contributed to PSS when the effects of POS were controlled for. Study 2, conducted with a sample of 292 employees, showed that the organization's discretionary control over IS job conditions moderated the relationship between IS job conditions and POS, while supervisor's control over IS job conditions moderated the relationship between IS job conditions and PSS.     

The relationship between abusive supervision,distributive justice and job satisfaction: A substitutes for leadership approach

IntroductionRecently, interest in abusive supervision has grown (Tepper, 2007). However, little is still known about organizational factors that can reduce the adverse effects of abusive supervision.ObjectiveBased on a substitute for leadership perspective (Kerr & Jermier, 1978), we predict that job resources adequacy and role clarity act as buffers in the negative relationship between abusive supervision, distributive justice and job satisfaction.MethodA sample of 253 employees from a City Hall was used to test our hypotheses.ResultsWe found that abusive supervision was significant and negatively related to distributive justice when job resources adequacy and role clarity were low, but not when job resources adequacy and role clarity were high, with consequences for job satisfaction.ConclusionsThese findings suggest that job resources adequacy and role clarity can reduce the negative impact of abusive supervision, which then lessens distributive unfairness perceptions and job dissatisfaction.     

职业乐观对组织承诺、求职行为的影响:有调节的中介模型

职业乐观是影响个体职业适应的重要因素之一。尽管以往文献大多认为职业乐观是有利的,然而职业乐观的个体也会出现求职行为,导致对现有工作的专注程度降低的负面影响。为了探讨职业乐观的双刃剑效应及其边界条件,通过2个时间点问卷调查法对581名企业员工进行调查,结果发现:(1)职业乐观对求职行为和组织承诺均有正向影响;(2)易变职业生涯定向在职业乐观对求职行为影响中起中介作用,工作归属感在职业乐观对组织承诺影响中起中介作用;(3)心理授权在职业乐观对易变职业生涯定向的影响中起负向调节作用,在职业乐观对工作归属感的影响中起正向调节作用。     

Job attitudes of part‐time vs. full‐time workers: A meta‐analytic review

A meta‐analysis was conducted (k =38, N =51,231) to examine the size of the difference between full‐ and part‐time employees on job attitudes. Results indicated that there was little difference between full‐time (FT) and part‐time (PT) employees on job satisfaction, organizational commitment, intentions to leave and facets of job satisfaction. Full‐time employees were found to be more involved with their jobs than PT employees (d_c=0.39). Moderating variables were examined (type of job, sex of the sample and sampling strategy used), but these variables explained little of the variability in effect sizes across the studies. An additional analysis of voluntary vs. involuntary employment status was conducted on job satisfaction, but only small differences were found. The theoretical implications are discussed.     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

Doing good,doing harm,being well and burning out: The interactions of perceived prosocial and antisocial impact in service work

Service employees often perceive their actions as harming and benefiting others, and these perceptions have significant consequences for their own well‐being. We conducted two studies to test the hypothesis that perceptions of benefiting others attenuate the detrimental effects of perceptions of harming others on the well‐being of service employees. In Study 1, a survey of 377 transportation service employees and 99 secretaries, perceived prosocial impact moderated the negative association between perceived antisocial impact and job satisfaction, such that the association decreased as perceived prosocial impact increased. In Study 2, a survey of 79 school teachers, perceived prosocial impact moderated the association between perceived antisocial impact and burnout, and this moderated relationship was mediated by moral justification; the results held after controlling for common antecedents of burnout. The results suggest that perceptions of benefiting others may protect service employees against the decreased job satisfaction and increased burnout typically associated with perceptions of harming others. Implications for research on burnout, job satisfaction, positive organizational scholarship and job design are discussed.     

Employees' Political Skill and Job Performance: An Inverted U‐Shaped Relation?

During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U‐shape. Findings from two field studies (N₁ = 178, N₂ = 115 employee‐supervisor‐colleague triads) that incorporated different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships.     

Understanding the factors that promote employability orientation: The impact of employability culture,career satisfaction,and role breadth self‐efficacy

This study among 702 Dutch employees working in the health care and welfare sector examined individual and organizational factors that are related to workers' employability orientation and turnover intention. Additionally, push and pull motives were examined of employees who aimed to leave their job. Results indicated that a strong employability culture adds extra variance over and above individual factors such as career satisfaction and role breadth self‐efficacy in the explanation of employability orientation, turnover intention, and push motives of employees who aim to leave their job. That is, employability culture is positively related to employability orientation, but negatively related to turnover intention and to push motives of those who aim to leave. Pull motives of employees who want to leave are explained by individual factors only, such as career dissatisfaction and role breadth self‐efficacy, but not by employability culture. These findings suggest that organizations that need to adapt to changing environments should implement a strong employability culture, because such a culture stimulates employability orientations among their employees while simultaneously decreasing turnover intentions.     

Assessing the impact of organizational communication on job satisfaction and job performance

The present paper analyses the impact of organizational communication on job satisfaction and job performance. Data were collected from 380 employees working at different managerial levels in various organizations in India by using Organizational Communication Scale (Roberts & O’Reilly, 1974), Job Satisfaction Survey scale (Spector, 1985), and Job Performance scale (Rodwell, Kienzle & Shadur, 1998). It was found that organizational communication had a significant effect on job satisfaction and job performance of the employees. The analysis further indicated that the employees at different levels perceived job satisfaction differently. Thus, it can be inferred that in Indian organizations, job satisfaction and performance are very much dependent on the communication behavior of the organization.     

Understanding the employee job satisfaction depending on manager's fair treatment: The role of cynicism towards the organization and co-worker support

IntroductionThe present study claims that perceived interactional justice can be a significant antecedent of job satisfaction. In this relationship, cynicism towards the organization has a mediating role on the impact of perceived interactional justice on employees’ job satisfaction. In addition, co-worker support has a moderator role on the impact of employees’ cynic attitudes and behavior on their job satisfaction.ObjectiveThis study discusses the above mentioned theoretical research model and tries to clarify the relationship among present concepts.MethodTo this end, a cross-sectional research study has been performed with the participation of 1606 employees from various banks (public and private) in Istanbul/Turkey during the coronovirus pandemic.ResultsAccording to the findings of the research, perceived interactional justice has significant positive impacts on employees’ job satisfaction. In addition, the results indicated that cynicism towards the organization has significant mediating role between perceived interactional justice and job satisfaction. Subsequently, the findings confirmed that co-worker support has significant moderating role in the relationship between cynicism towards the organization and job satisfaction.ConclusionThis study helps to understand and evaluate the factors influencing attitudes towards work at the organizational and relational levels. All study variables and the possible relationship among these, are discussed in the literature review. Finally, the implications of study for both the individual and the organization are presented in the conclusion and discussion section.     

When promoting positive feelings pays: Aggregate job satisfaction,work design features,and innovation in manufacturing organizations

This study investigates the relationship between aggregate job satisfaction and organizational innovation. In a sample of manufacturing companies, data were gathered from 3717 employees in 28 UK manufacturing organizations about their job satisfaction and aggregated to the organizational level. Data on innovation in technology/processes were gathered from multiple respondents in the same organizations 24 months later. The results revealed that aggregate job satisfaction was a significant predictor of subsequent organizational innovation, even after controlling for prior organizational innovation and profitability. Moreover the data indicated that the relationship between aggregate job satisfaction and innovation in production technology/processes was moderated by two factors: job variety and a commitment to “single status”. Unlike previous studies, we conceptualize job satisfaction at the aggregate rather than the individual level and examine innovation rather than creativity. We propose that where the majority of employees experience job satisfaction, they will endorse rather than resist innovation and work collaboratively to implement as well as to generate creative ideas.     

THE EFFECTIVENESS OF AN ORGANIZATIONAL-LEVEL ORIENTATION TRAINING PROGRAM IN THE SOCIALIZATION OF NEW HIRES

This quasi-experimental field study examined the impact of attending a voluntary, organizational-level new employee orientation training program on organizational socialization. Six content dimensions of socialization were measured before and 1 to 2 months following orientation training for a sample of 116 new employees in a variety of occupations. Results revealed that employees attending the orientation training were significantly more socialized on 3 of the 6 socialization content dimensions (goals/values, history, & people) than employees who did not attend the training. Employees attending the orientation training also had significantly higher levels of affective organizational commitment than nonattendees, a relationship that was fully mediated by the socialization content dimensions, primarily goals/values, and history.     

Gender differences in the family-relatedness of relocation decisions

Using a dyadic study design, the present study draws on research into the family-relatedness of work decisions to examine the impact of the spouse's characteristics on an employee's willingness to engage in job-related relocation. With a sample of 1234 employees, the results show that spousal willingness to relocate mediates (a) the negative effect of the spouse's community ties and (b) the positive effect of the spouse's job alternatives on an employee's willingness to relocate. The indirect effect of the spouse's job alternatives was stronger among female than among male employees. To validate employees' perceptions, this study uses matched data from a subsample of 207 employees and their spouses to test a multi-source model, which revealed several notable inconsistencies. Our exploration of discrepancies between employee and spousal ratings helps explain these differences between single-source and multi-source models. Overall, findings suggest that employees consider various spousal factors in their career decision-making, and the family-relatedness of relocation decisions is particularly strong among female employees.     

创造性人格与员工创造力:一个被调节的中介模型研究

本文基于动机行动和成就动机理论,构建一个被调节的中介模型以检验创造性人格对员工创造力产生的作用机理。以251套来自主管-下属配对的问卷数据为样本,实证分析结果表明:创造性人格可预测员工创造力产生,学习目标导向与绩效证明目标导向在两者之间起部分中介作用;内在动机能够强化个体目标导向对创造力的作用,并显著正向调节创造性人格对员工创造力的间接效应。最后,论文讨论了研究发现对员工创造力产生的理论和实践意义。     

Challenging the status quo: What motivates proactive behaviour?

To replicate and extend previous research regarding antecedents of proactive behaviour at work, we examined four forms of work motivation (job self‐efficacy, role breadth self‐efficacy, intrinsic work motivation and role orientation) in a sample of 98 employees in software development using co‐worker rated proactive behaviour as an outcome. Correlations indicate that whereas intrinsic motivation and job self‐efficacy were not related to co‐worker rated proactive behaviour, role orientation and role breadth self‐efficacy showed significant relationships. This study stresses the importance of role breadth self‐efficacy in enhancing proactive behaviour at work.