Temporary employees in Singapore: what drives them?

In this study the authors provide an empirical analysis of the job attitudes and behavior of temporary workers in Singapore, compiling and categorizing the various reasons individuals choose temporary jobs, in an effort to provide a clear and comprehensive understanding of why people choose this work arrangement. A profile of temporary employees showed that job attitudes are affected by the importance of the various reasons given for being a temporary worker. This exploratory study provides a foundation on which more complex relationships between these variables can be examined.     

People performance enablers in relation to employees’ psychological attachment to the organisation

This study investigated the relationship between a set of people performance enablers and psychological attachment behavioural states in a variety of South African work settings. The sample (N?=?582) comprised mostly males (69%) and black Africans from organisations in the manufacturing (17%), financial services (14%), information technology (16%) and the non-profit sectors (53%). Data on employees’ perceptions of performance enablers and their psychological attachment to the particular organisation were collected using the Psychological Work Immersion Scale (PWIS: Veldsman, 2013 Veldsman, D. (2013). Moving towards a strategic human capital return on investment model: An exploratory study of the Psychological Work Immersion Scale. Unpublished research report, Rocketfuel Consulting, Randburg, South Africa. [Google Scholar]). The data were analysed using confirmatory factor analysis to reveal the structure of the people enablers and psychological attachment variables in the South African work settings. Structural equation modelling was used to predict psychological attachment from the performance enabler indicators. The findings provided evidence that employees’ perceptions of performance enablers significantly explain their level of psychological attachment (commitment, motivation and work absorption). Manager credibility appears as a key performance enabler and commitment as a strong element of psychological attachment. The research contributes to the literature on individual and organisational performance by extending research on work psychology in the South African context.     

Quality of working life and commitment amongst employees in public organisations in Ghana: does job involvement matter?

This study tested a mediation model of job involvement to predict organisational commitment from quality of work life. A total of 137 workers employed in two public organisations participated in the study (males?=?52.6%, females?=?47.4%, junior staff?=?67.9%, senior staff?=?32.1%, age range 24 to 53 years). Hierarchical multiple regression analysis was computed on the data to model the effects of job involvement on organisational commitment taking into account quality of work life. The results indicated job involvement partially mediated the relationship between quality of worklife and organisational commitment (β?=?0.242, t(134)?=?4.475, p?=?0.05). Thus job involvement is important to employee commitment and should be targeted for intervention support in work organisations.     

Spousal influence on employees’ career paths in dual ladder systems: a dyadic model

ABSTRACT

This cross-sectional field study examines the influence of employee and spousal characteristics on employees’ career-related motivations in dual ladder systems. We go beyond “constraints-based” explanations of spousal influence and focus on the degree to which the spouse has aspirations for the focal employee’s career – referred to as spousal career aspirations. Using a dyadic study design, we tested a model that specifies the influence of both partners’ career salience and materialism on an employee’s motivation for a particular career path: as manager or technical specialist. According to survey responses from a matched sample of 207 employees and their spouses, the spouse’s career salience and materialism (the latter only for women) were associated with higher levels of spousal career aspirations. In turn, those employees whose spouses aspired for them to have a career were less motivated to obtain a specialist position. Employees’ own career salience was positively associated with their motivation for a managerial position and, in combination with high levels of spousal career aspirations, pulled employees away from a career on the technical ladder. Our results shed light on the family-relatedness of career decisions and have notable implications for dual ladder organizations.     

Why do employees undertake creative action?

There is much research identifying factors that lead to a creative outcome, but little on what leads employees to begin the creative process in the first place. This research used semi‐structured interviews with 65 engineers to explore the factors and processes involved in this phenomenon. We found that general work motivation, creativity requirements, cultural support for creativity, time resources, and autonomy were all used as cues in deciding whether undertaking creative action would be worthwhile via judgmental processes of expectancy and instrumentality. We also discovered overlaps with the cognate literatures of organizational citizenship and proactivity and explore these in discussing new areas for research.     

Resilience in elite sport and at work – A comparative analysis among German elite athletes and employees

ObjectiveThe first purpose was to examine and compare the different levels of resilience for elite athletes and employees. Second, we investigated the relationship between resilience and personality traits for both groups. Finally, we explored how resilience is linked to sporting success.DesignCross-sectional, self-report survey.MethodA total of 720 participants (mean age = 28.59, SD = 22.02, males = 51.7%, 256 elite athletes, 132 dual students, and 332 employees) were surveyed and completed scales about resilience, personality traits, and sporting success. Analysis of variance to identify mean level differences between groups and regression analysis to examine the effect of resilience on sporting success.Results and conclusionsThe group of athletes shows significantly higher levels of resilience than the groups of dual students and employees. We find positive relationships between resilience and all considered personality traits but find that the level of correlations varies. Resilience is rather a prerequisite for top-level sports participation than a predictor for sporting success.     

Work stress,work–home interference and perceptions of organisational culture amongst insurance employees in Zimbabwe

The objective of the study was to determine the relationship between work stress, work-home interference, and perceptions of organisational culture amongst insurance employees in the Zimbabwean context. Data were collected from a sample of 190 employees (females=46%) who completed the Occupational Stress Inventory-Revised (OSI-R), the Work-Home Interference Questionnaire (SWING), and the Organisational Culture Index (OCI). Data analysis consisted of correlational and standard multiple regression analyses. The results revealed significant positive correlations between the sub-scales Role Overload, Role Insufficiency, Role Ambiguity, Role Boundary, Responsibilities, and Physical Environment of the OSI-R, the sub-scales Positive Work-Home Interference and Negative Work-Home Interference of the SWING, and the sub-scales Bureaucratic, Innovative and Supportive Culture of the OCI. These findings contribute to new knowledge in terms of the work stress experienced by insurance employees who are always under continuous pressure from the industry. Furthermore, it could be used to gain insight to enhance the work-life balance of insurance employees and the effect of organisational culture as perceived by insurance employees.     

There is more than obeying display rules: Service employees’ motives for emotion regulation in customer interactions

Although research has focused on how service employees regulate their emotions, few studies have explored why they do so. In this article, we first described which kinds of motives for emotion regulation exist in customer interactions. Second, we investigated how the motives are related to four emotion regulation strategies. The application of an explorative approach resulted in a list of 10 motives, which could be classified into the three motive categories: pleasure, prevention, and instrumental. Hierarchical linear modelling of 421 reported service interactions from a diary study revealed that the motive categories were differently related to the emotion regulation strategies. Motives of the instrumental category were only significantly positively related to surface acting. Motives of the pleasure category were positively related to deep acting and automatic regulation as well as negatively related to surface acting and emotional deviance. Motives of the prevention category were positively related to deep acting, surface acting, and emotional deviance as well as negatively related to automatic regulation. These results can be used by organizations not only to enhance the motivation of employees towards emotion regulation, but also towards more authentic emotional expressions.     

How do cynical employees serve their customers? A multi-method study

In this multi-method study, we investigate how social job demands (i.e., social interruptions) and resources (i.e., colleague support) in the service context influence employee (negative) (re)actions to customers through cynicism towards the job. In addition, we investigate why customers are less satisfied with the provided service when employees endorse a cynical attitude. To test the hypothesized process, we used observer ratings of the employee–customer interactions regarding the number of interruptions and employee negative (re)actions during service encounters, employee self-reports of overall colleague support and daily cynicism, and customer-ratings of service quality. Participants were 48 service employees and 141 customers. Results of multi-level structural equation modelling analyses showed that whereas the number of observed social interruptions during service encounters related positively to cynicism, social support related negatively. Cynical employees exhibited more negative (re)actions towards their customers (e.g., expressed tension, were unfriendly). Consequently, the more negative (re)actions employees showed towards their customers, the less satisfied customers were with the service quality. The study contributes to the literature by explaining what makes service employees cynical about their work, and why cynical employees provide low-quality services.     

When do employees cross boundaries? Individual and contextual determinants of career mobility

This study investigates the joint effects of individual characteristics and the labour market on career mobility. We propose that level of education, openness to experience, and a favourable labour market relate positively to employees crossing organizational, industrial, and occupational boundaries. Management programme alumni (N = 503) provided information through an online survey about their career histories, their level of education, and their openness to experience. Additionally, we used the unemployment rate as an indicator for yearly changes in the labour market. The results of our cross-classified multilevel analysis indicate that both individual characteristics and the labour market are determinants of career mobility. Level of education had a positive effect on organizational and industrial boundary crossing, and changes in the labour market related to organizational boundary crossing. Against our assumptions, openness to experience had no effect on career mobility, and none of the predictors were related to occupational boundary crossing. Our results demonstrate the importance of investigating career mobility from a boundary perspective combined with a focus on both individual and contextual characteristics. The dominance of education compared to personality and the difficulty of explaining occupational mobility open new research avenues and yield practical implications for employees, career counsellors, and organizations.     

Converting interns into regular employees: The role of intern–supervisor exchange

Internship participation has undergone rapid expansion over the past three decades, to a point where today, many graduates and internship host-organisations regard internships as the preferred career entry point into a range of professional vocations. To date, however, there has been a dearth of studies examining factors that can influence the conversion of interns into regular employees with their host-organisations. This study bridges that gap as it involved the collection of data at three time intervals from 303 intern–supervisor dyads (n = 606), in order to determine the key predictors of intern conversion. Findings indicated that although intern–supervisor exchange played a strong role in influencing intern's performance, learning opportunities and satisfaction it did not play a significant role in predicting both the intern's and the supervisor's conversion intentions. Nonetheless, both intern's and supervisor's conversion intentions measured during the internship period did play a strong role in predicting actual conversion to employment at the host-organisation subsequent to the intern's graduation. Thus, this study begins to shed light on the dynamics on intern conversion, as a pivotal early juncture in an employee's career lifespan.     

Colorblind or colorful? How diversity approaches affect cultural majority and minority employees

We examined how perceived organizational diversity approaches (colorblindness and multiculturalism) relate to affective and productive work outcomes for cultural majority and minority employees. Using structural equation modeling on data collected in a panel study among 152 native Dutch majority and 77 non‐Western minority employees, we found that perceptions of a colorblind approach were most strongly related to work satisfaction and perceived innovation for majority members, while perceptions of a multicultural approach “worked best” for minority members. Moreover, these effects were fully mediated by the extent to which employees felt socially included in the organization. Thus, while inclusion is an important factor for both groups to enhance work outcomes, it is facilitated by different diversity approaches for majority and minority members.     

Reasonable accommodation for employees with mental disabilities: a mandate for effective supervision?

Reasonable accommodation under Title I of the Americans with Disabilities Act (ADA) for employees with mental disabilities is explored from a behavior analytic perspective. Although much of the attention in issues of reasonable accommodation is concentrated on persons with physical disabilities, it is argued that the needs of individuals with mental disabilities are in greater need of further study. The criteria for successful accommodation in the workplace for employees with mental disabilities is seen to be structurally different, but functionally similar to successful accommodations for employees with physical disabilities, and is based on the development of enabling environments. Behavior analysis offers a theoretical basis and performance management presents a methodological basis for analyzing, developing, implementing, and evaluating reasonable accommodation for persons with mental disabilities, largely in terms of effective supervision. It is concluded that Title I of the ADA may be seen as providing a mandate for effective supervision, which may also be extended to all employees.     

Perceived organizational support and employees’ well-being: the mediating role of organizational dehumanization

Perceived organizational support (POS) has been found to predict important organizational outcomes such as increasing employees’ well-being. In this research, we examine a new underlying mechanism of the relationship between POS and employees’ well-being, that is, employees’ perceptions that their organization dehumanizes them. This proposition was tested across two studies. Using an experimental design manipulating POS in a laboratory setting, Study 1 indicated that in the high POS condition, the subsequent feelings of being dehumanized by the organization were lower than in the low POS condition. More importantly, organizational dehumanization perceptions were found to mediate the POS condition and satisfaction link. Furthermore, using a sample of 1209 employees, results of Study 2 indicated that organizational dehumanization mediates the relationship between POS and three indicators of employees’ well-being (i.e., job satisfaction, emotional exhaustion, and psychosomatic strains). Implications for research on both organizational support theory and dehumanization theory are discussed.     

Why does service with a smile make employees happy? A social interaction model

Drawing on the social interaction model, we examine the mediating role that the customer's display of positive emotions plays on the relationship between the employee's display of positive emotions and the employee's positive mood. We also examine the moderating role that the customer's personality traits-agreeableness, extraversion, and emotional stability-play on the relationship between the employee's display of positive emotions and the customer's display of positive emotions. The results show that the customer's display of positive emotions mediates the relationship between the employee's display of positive emotions and the employee's positive mood. In addition, the customer's personality traits moderate the relationship between the employee's display of positive emotions and the customer's display of positive emotions. The customer's display of positive emotions depends less on the employee's display of positive emotions when the customer has high levels of agreeableness and emotional stability than when the customer has low levels of agreeableness and emotional stability. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Forecasting the influence of customer-related micro-events on employees’ emotional,attitudinal and physiological responses

The affective events theory proposes that daily events elicit affective reactions on workers that, over time, influence affective and judgement-driven behaviours. It also suggests that this relation is moderated by dispositions and appraisals. On the other hand, the social interaction model argues that the impact of emotions is moderated by how individuals regulate them. This study aimed to: (1) investigate what customer-related events elicit affect; (2) test the moderating role of workers’ susceptibility for emotional contagion on the relation events-affect; and (3) explore whether affective states influence cardiovascular efficiency and turnover intentions. We conducted a longitudinal study in an inbound call centre by following 48 workers during 10 working days, gathering 267 events and 1,232 affective reactions. We combined diaries, questionnaires and physiological data. Data was analysed qualitatively and quantitatively. We extracted 13 event categories and, using artificial neural networks (ANN), found support for the moderating role of emotional contagion. At daily level, fear was the stronger predictor of cardiovascular efficiency, whereas anger was the stronger predictor of turnover. ANN models showed satisfactory predictive values (R²_Turnover = .51, p < .01; R²_{Cardiovascular efficiency} = .32, p < .01). The importance of results for theory and practice is discussed.     

A diary study on the role of psychological detachment in the spillover of self-control demands to employees’ ego depletion and the crossover to their partner

This study examined whether daily self-control demands at work deplete one’s self-control resources (i.e., ego depletion) at work and whether these demands have prolonged effects by spilling over to the home domain via a lack of psychological detachment. Moreover, we investigated the daily crossover of ego depletion at home between partners and its influence on spousal interactions. Results of our dyadic diary study revealed that daily self-control demands at work are positively related to ego depletion experienced at work and at home, and negatively related to psychological detachment. Psychological detachment is directly negatively related to ego depletion experienced at home and mediates the positive relationship between self-control demands at work and ego depletion at home. With regard to crossover mechanisms, we found support for a direct positive crossover of ego depletion of the actor to the ego depletion of the actor’s partner. In addition, the ego depletion of the actor’s partner related directly negatively to providing spousal support and positively to spousal conflict and moreover mediated the relation between ego depletion of the actor and both spousal interactions. Implications for practice and suggestions for future research are discussed.     

How do employees react to leaders’ unethical behavior? The role of moral disengagement

Concerns over unethical leader behavior persist in today's workplace. Although some employees continue to support their leaders after learning of their unethical actions, others do not. In this paper, we integrate social cognitive theory with social information processing theory to propose that the support employees give to leaders who act unethically hinges on their propensity to morally disengage. Specifically, we develop a conditional indirect effects model, wherein moral disengagement propensity mitigates the negative impact of unethical leader behavior on leader-directed support via employees’ perceptions of value congruence with and trust in the leader. The sum result is an improved understanding of when and why employees offer support to versus withhold support from leaders who act in ethically questionable ways.     

Service with style and smile. How and why employees are performing emotional labour?

IntroductionThree main emotion regulation strategies (naturally felt emotions, reappraisal and emotion suppression) have been identified among customer service agents. Each has an important impact on employees’ attitudes. Yet, employees are likely to combine these strategies in what we call emotion regulation styles.ObjectivesTwo studies aimed at identifying the emotion regulation styles used by customer service employees and at linking these styles to organizational consequences and motivation to perform emotional labour.MethodTwo studies (n₁ = 147 and n₂ = 195) evaluated the use of these strategies. Measures of job attitudes (satisfaction, affective commitment and intention to quit) were taken, as well as measures of motivation to perform emotional labour.ResultsSix styles were identified; four were common to both studies. Globally, employees classified as suppressors (use of emotion suppression only) or as non-regulators (no strategy used) reported lower levels of job satisfaction and affective commitment toward their organization compared to employees who used a flexible style (use of all three strategies) or an authentic style (use of reappraisal and expression of the naturally felt emotions). Employees adopting an acting style (use of emotion suppression and reappraisal) or a reappraising style (marked by preferential use of reappraisal) obtained results located between the non-regulating and the suppressing styles on one hand, and the authentic and the flexible styles on the other hand. Employees adopting a suppressing or a non-regulating style also manifested lower levels of motivation to regulate their emotions.ConclusionResults suggest that employees use a dynamic range of styles, which differ in their associated consequences.