Job security and work performance in Chinese employees: The mediating role of organisational identification

This research focuses on investigating whether organisational identification mediates the effects of job security on in‐role behaviour and extra‐role behaviour and how these mediation mechanisms differ according to gender. Through analysing 212 supervisor‐subordinate dyads from a Chinese air transportation group, the research indicated that organisational identification partially mediated the effect of job security on in‐role behaviour and fully mediated the effect of job security on extra‐role behaviour. A multi‐group analysis also showed that there were significant differences between male and female employees in these relationships. In addition, moderated mediation analyses showed that gender moderated the indirect effects of job security on in‐role behaviour and extra‐role behaviour through organisational identification. Limitations and implications of these findings are discussed.     

Développement et première validation d’une Échelle de Satisfaction Environnementale au Travail (ESET)

Our article presents the results of three studies carried out to develop and validate a scale to measure satisfaction with the work environment (ESET). Environmental satisfaction refers to the way people evaluate their workplace and has become a central concept in environmental psychology. However, so far, it has been little explored in an organizational framework. Our study aims to fill that gap by drawing up a French scale of environmental satisfaction at work based on an overall view of satisfaction toward the work environment. A systemic approach needs to be taken, covering the different spaces that make up these work environments, including the work-station, the office space, the working area and the external environment. Participants were 143 office workers in different job sectors. Confirmatory analysis showed that our environmental satisfaction at work questionnaire had good psychometric qualities.     

Racial Differences in Work Attitudes: What You See Depends on What You Study

Differences in a constellation of work attitudes were studied with respect to black and white employees using a sample of healthcare workers. Preliminary analyses using MANOVA indicated that blacks had more positive work attitudes than did whites. However, systematic analyses of set of covariates including personal, lifestyle, and organizational variables eliminated all racial differences in work attitudes. Implications of these findings and directions for future research were discussed.     

Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior

We tested the hypothesis that employees are willing to maintain their motivation when their work is relationally designed to provide opportunities for respectful contact with the beneficiaries of their efforts. In Experiment 1, a longitudinal field experiment in a fundraising organization, callers in an intervention group briefly interacted with a beneficiary; callers in two control groups read a letter from the beneficiary and discussed it amongst themselves or had no exposure to him. One month later, the intervention group displayed significantly greater persistence and job performance than the control groups. The intervention group increased significantly in persistence (142% more phone time) and job performance (171% more money raised); the control groups did not. Experiments 2 and 3 used a laboratory editing task to examine mediating mechanisms and boundary conditions. In Experiment 2, respectful contact with beneficiaries increased persistence, mediated by perceived impact. In Experiment 3, mere contact with beneficiaries and task significance interacted to increase persistence, mediated by affective commitment to beneficiaries. Implications for job design and work motivation are discussed.     

组织中的工作伦理研究概况

工作伦理是指员工在组织中对职权行为和人际互动的价值判断,包括个体的态度和价值观以及反映这些态度和价值的外在行为。文章从工作伦理的概念形成、结构与测量、相关实证研究、跨文化比较研究等5个方面,对目前组织中工作伦理的研究现状进行了介绍和评价。文章最后指出了工作伦理的未来研究趋势     

Work-family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders

This paper presents empirical research analyzing the relationship between work-family climate (operationalized in terms of three work-family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using multilevel modeling, we found significant associations between work-family climate, and both organizational commitment and turnover intent, both within and between hotels. Findings underscored the importance of managerial support for employee work-family balance, the relevance of senior managers’ own work-family circumstances in relation to employees’ work outcomes, and the existence of possible contagion effects of leaders in relation to work-family climate.     

Test of a social cognitive model of work satisfaction in teachers

Lent and Brown [Lent, R. W., & Brown, S. D. (2006). Integrating person and situation perspectives on work satisfaction: A social-cognitive view. Journal of Vocational Behavior,69, 236-247] recently proposed an integrative model of work satisfaction linked to social cognitive career theory. The model posits that work satisfaction is predicted by five classes of variables: work conditions, goal progress, self-efficacy, goal and efficacy relevant supports, and personality traits (e.g., positive affect). We tested this model in a sample of 366 teachers, finding good overall model-data fit. Of the five predictor classes, work conditions, self-efficacy, and positive affect were each found to explain unique predictive variance. This suggests that teachers who are most satisfied with their jobs see their work environment as supportive, are confident in their abilities to complete work-related tasks and goals, and report high levels of trait positive affect. Findings also offered support for the contention that measures of subjective person-environment fit may not be empirically distinct from work satisfaction. Implications of these findings for future research and applied efforts are considered.     

Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D

Purpose  In this study we evaluate competing models of the direct and indirect effects of work interference with family (WIF) and family interference with work (FIW) on two turnover intentions relevant to scientists and engineers: (i) leaving R&D for non-R&D work within the same organization and (ii) leaving one’s organization for another one. Design/methodology/approach  A cross-sectional design was used. Our sample consists of almost 500 scientists and engineers in dual-earner families and with dependent care responsibilities. Findings  We find some support for the domain-specific predictors-to-outcomes model: FIW indirectly (but not directly) increases intentions to change organization through work dissatisfaction. Contrary to expectations from the stress management model we find neither direct nor indirect relationships between WIF and turnover intentions. Implications  Our findings suggest that organizations that help employees manage the effects of FIW on work dissatisfaction may be able to reduce the turnover among their technical workforce. Originality/value  The study examines an overlooked outcome of work-family conflict: turnover intentions. In addition, it provides much needed attention to the implications of workfamily conflict for scientists and engineers, who have received little attention in the work-family conflict literature despite longstanding efforts to understand the relationship between marriage, parenthood, and productivity in these fields.

The Relationship Between Career-Related Antecedents and Graduates’ Anticipatory Psychological Contracts

Purpose  The purpose of this study was to investigate career-related antecedents of graduates’ anticipatory psychological contracts. Design/Methodology/Approach  A survey was filled out by a sample of 722 graduates addressing questions on career strategy, individual career management, work importance, and beliefs about employer and employee obligations. Findings  Graduates with a high score on careerism, who are engaged in a high level of individual career management and with management ambitions, reported a higher level of employer obligations and a higher level of employee obligations related to flexibility and employability. Implications  This study adds to the literature by addressing the initial stage of psychological contract formation, taking place in the anticipatory socialization stage. The obligations that are salient in graduates’ pre-employment beliefs are likely to affect their psychological contracts after organizational entry. Moreover, depending on their career goals and other career-related factors, graduates approach their future employment relationship with different beliefs about what they should contribute and what they will receive in return. Employers may use these findings when working out recruitment strategies for young graduates. They also provide input for actively managing the expectations of new hires. Originality/Value  Most studies on psychological contracts addressed the relationship between employees’ psychological contract evaluations and subsequent attitudes and behaviors. Only recently scholars have started to address the topic of psychological contract formation. This study adds to this line of research by addressing the pre-employment stage. It also adds to the literature by addressing the relationship between career-related antecedents and psychological contracts.