Search results

1 – 10 of 14
Content available
Article
Publication date: 1 March 2012

David J. Prottas

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280…

1184

Abstract

Self-employment is presented as enabling people to better balance their work and family roles but research on its effectiveness is equivocal. We collected survey data from 280 self- and organizationally-employed certified public accountants and conducted a multivariate analysis comparing positive spillover and conflict between the two groups.The self-employed reported less work-to-family conflict with no differences with respect to family-to-work conflict or positive spillovers. However, there were different patterns between male and female subsamples: self-employed males experienced less conflict and more positive spillover than male employees, whereas self-employed females had less of one form of conflict but more of the other.

Details

New England Journal of Entrepreneurship, vol. 15 no. 1
Type: Research Article
ISSN: 2574-8904

Keywords

Article
Publication date: 10 April 2017

David J. Prottas, Rita J. Shea-Van Fossen, Catherine M. Cleaver and Jeanine K. Andreassi

Notwithstanding the rise of contingent faculty, tenured and tenured track faculty continue to play vital roles in US higher education and the tenure decision is central to the…

Abstract

Purpose

Notwithstanding the rise of contingent faculty, tenured and tenured track faculty continue to play vital roles in US higher education and the tenure decision is central to the lives of many academics. While the literature is replete with anecdotes about faculty complaining about the process to which they were subject, there has been surprisingly little empirical research on faculty perceptions of the clarity and fairness of the tenure process and the relationship of these perceptions to work outcomes. The purpose of this paper is to examine the motivational impact of these processes on faculty who are pre-tenure as well as those who had successfully navigated the tenure process.

Design/methodology/approach

Self-reported survey data were collected from 410 full-time pre-tenured and tenured faculty at three universities in the Northeastern USA. Participants were assessed on their uncertainty and their perceptions of justice in the tenure process as well as their affective and continuance organizational commitment and work engagement. Data were subject to exploratory factor analysis, correlation, and hierarchical regression.

Findings

The results indicated that there was a lack of clarity with respect to both the criteria for tenure and the procedures by which institutions made tenure decisions. The results indicated no gender differences in the perception of clarity, but the results suggest women perceived the tenure process as being less just than men do. Perceived justice was positively related to both affective organizational commitment and work engagement with affective commitment fully mediating the relationship with there being no relationship between continuance commitment and perceived justice. These relations held for both tenured and later career faculty and pre-tenured and earlier career faculty.

Research limitations/implications

The study extends understanding of the dimensionality of justice perceptions in higher education setting. The design was cross-sectional and data common was self-report.

Practical implications

The results provide empirical support to anecdotes of faculty feeling that tenure processes often lack clarity and appear to be capricious and unfair. It provides evidence that the negative impact of a process being viewed as unfair may affect the dedication and effort that the faculty who are granted tenure and remain at their institutions for decades afterward. At a time, when higher education is resource challenged, it behooves both faculty and administrators to critically review their tenure processes against best practices.

Originality/value

This study adds to the limited empirical literature on the tenure process and does so from a motivational perspective.

Details

Journal of Applied Research in Higher Education, vol. 9 no. 2
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 9 March 2010

Richard E. Kopelman, David J. Prottas and David W. Falk

This paper aims to discuss the historical importance and current relevance of Douglas McGregor's Theory X and Y, and to suggest that the paucity of related empirical research is…

12635

Abstract

Purpose

This paper aims to discuss the historical importance and current relevance of Douglas McGregor's Theory X and Y, and to suggest that the paucity of related empirical research is, in part, attributable to the lack of validated measures. The present research seeks to describe the development and construct validation of a measure pertinent to Theory X/Y behaviors.

Design/methodology/approach

Surveys completed by 512 working adults provide the present data. A total of 26 initial Theory X/Y behavior items are reduced to 13 through factor analysis. Convergent and discriminant validities are examined through correlational and regression analyses with measures of proximal, distal, and unrelated constructs. Test re‐test reliability is assessed using longitudinal panel data from a subset of respondents.

Findings

The results provide evidence of the construct validity of the new measure.

Research limitations/implications

Respondents are relatively young and drawn from one region of the USA. Future research should collect multi‐source and multi‐level data.

Practical implications

The 13‐item scale may be useful as a diagnostic tool for individual and organizational development.

Originality/value

This paper represents the first research endeavor that focuses on construct‐validating a measure of managerial X/Y behaviors, as distinct from attitudes. The scale can be used in substantive research, including a more robust test of McGregor's theorizing.

Details

Leadership & Organization Development Journal, vol. 31 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 13 February 2007

David J. Prottas, Cynthia A. Thompson, Richard E. Kopelman and Eileen W. Jahn

This paper aims to analyze the factors contributing to employee professed knowledge of work‐family practices offered by employers and the accuracy of their knowledge.

1949

Abstract

Purpose

This paper aims to analyze the factors contributing to employee professed knowledge of work‐family practices offered by employers and the accuracy of their knowledge.

Designed/methodology/approach

Survey data from four studies (ns=276, 2,877, 2,810, and 310) were used to relate employee demographics to their professed knowledge regarding the availability from their employing organizations of work‐family practices. For a subset of one study (n=140) the accuracy of employee perceptions was compared to the practice availability as reported by HR counterparts.

Findings

Women, employees with dependent care responsibilities and individuals with longer organizational tenure professed greater knowledge of practice availability. Employee attitudes were more related to employee perceptions than to the actual practices as reported by their HR manager. Employees who perceived their organization as family supportive were more likely to over‐report practices that their HR managers said did not exist, rather than to under‐report them. Professed knowledge and accuracy of the knowledge varied substantially among practices.

Researchlimitations/implications

This study suggests that the relationships between practices as reported by organizations and attitudes of their employees are likely attenuated by inaccurate employee knowledge.

Practical implications

Organizations likely fail to reap full benefits of their enacted practices and should have strategies to better communicate their existence.

Originality/value

In summary, the results of this research give suggestions to reap the benefits of programs, it behooves organizations to think creatively about how best to communicate their existence, as well as reduce the time and effort that employees must expend to learn about program availability.

Details

Personnel Review, vol. 36 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 17 February 2015

Phyllis Moen, Anne Kaduk, Ellen Ernst Kossek, Leslie Hammer, Orfeu M. Buxton, Emily O’Donnell, David Almeida, Kimberly Fox, Eric Tranby, J. Michael Oakes and Lynne Casper

Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit…

Abstract

Purpose

Most research on the work conditions and family responsibilities associated with work-family conflict and other measures of mental health uses the individual employee as the unit of analysis. We argue that work conditions are both individual psychosocial assessments and objective characteristics of the proximal work environment, necessitating multilevel analyses of both individual- and team-level work conditions on mental health.

Methodology/approach

This study uses multilevel data on 748 high-tech professionals in 120 teams to investigate relationships between team- and individual-level job conditions, work-family conflict, and four mental health outcomes (job satisfaction, emotional exhaustion, perceived stress, and psychological distress).

Findings

We find that work-to-family conflict is socially patterned across teams, as are job satisfaction and emotional exhaustion. Team-level job conditions predict team-level outcomes, while individuals’ perceptions of their job conditions are better predictors of individuals’ work-to-family conflict and mental health. Work-to-family conflict operates as a partial mediator between job demands and mental health outcomes.

Practical implications

Our findings suggest that organizational leaders concerned about presenteeism, sickness absences, and productivity would do well to focus on changing job conditions in ways that reduce job demands and work-to-family conflict in order to promote employees’ mental health.

Originality/value of the chapter

We show that both work-to-family conflict and job conditions can be fruitfully framed as team characteristics, shared appraisals held in common by team members. This challenges the framing of work-to-family conflict as a “private trouble” and provides support for work-to-family conflict as a structural mismatch grounded in the social and temporal organization of work.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

Keywords

Article
Publication date: 8 February 2008

David Prottas

The purpose of this paper is to examine whether the relations between perceived job autonomy and attitudes are stronger among self‐employed than employees.

2034

Abstract

Purpose

The purpose of this paper is to examine whether the relations between perceived job autonomy and attitudes are stronger among self‐employed than employees.

Design/methodology/approach

Four samples (total n=25,974), consisting of self‐report data from working adults, were used. In each, participants were classified under three work arrangements: owners of businesses employing others, independent contractors, and employees. The perceived job autonomy for each work arrangement was determined, as were the strengths of the relationship with attitudinal variables (job satisfaction, life satisfaction, professional commitment, and stress). Correlational analysis and hierarchical regression were used to test whether the strengths of these relationships were stronger among the self‐employed.

Findings

In all four samples, both types of self‐employed reported more job autonomy than employees. In all samples and within all work arrangements, the relationships between job autonomy were statistically significant and positive with respect to desirable outcomes and negative with respect to stress. However, the strengths of these relationships were no greater among owners or independents than among employees.

Practical implications

From a career advising and planning perspective, the research indicates that self‐employment, either as an owner or independent, is an effective tactic for individuals to increase their job autonomy. However, there was no evidence that the self‐employed differ from employees with respect to the benefit they receive from the job autonomy they perceive.

Originality/value

This study adds to the literature on career choice and self‐employment by comparing the strengths of relationships between job autonomy within and across work arrangements.

Details

Career Development International, vol. 13 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Book part
Publication date: 10 June 2011

Jing Wang

This study explores how participation in decision making (PDM) can help employees balance the demands from work and life. Based on Karasek's (1979) job demand–job control model…

Abstract

This study explores how participation in decision making (PDM) can help employees balance the demands from work and life. Based on Karasek's (1979) job demand–job control model, this study hypothesizes that work hours moderate the relationship between PDW and work–life conflict. Using a linked employer and employee two-year survey, this study finds that PDM can reduce work–life conflict, but the reduction only works for employees who work long hours. For those employees who work short hours, PDM increases their work–life conflict.

Details

Advances in Industrial and Labor Relations
Type: Book
ISBN: 978-0-85724-907-4

Keywords

Book part
Publication date: 16 May 2007

Cynthia A. Thompson, Steven A.Y. Poelmans, Tammy D. Allen and Jeanine K. Andreassi

In this chapter, we review empirical research evidence regarding coping and work–family conflict. Limitations and gaps associated with the existing literature are discussed. Of…

Abstract

In this chapter, we review empirical research evidence regarding coping and work–family conflict. Limitations and gaps associated with the existing literature are discussed. Of special note is the finding that there is little systematic research that examines the process of coping with work–family conflict. Building on the general stress and coping literature, we present a theoretical model that is specifically focused on the process of coping with work–family conflict, and highlight presumed personal and situational antecedents. Finally, the chapter concludes with an agenda for future research.

Details

Exploring the Work and Non-Work Interface
Type: Book
ISBN: 978-0-7623-1444-7

Article
Publication date: 21 March 2016

Daniel Philip Hepworth and David Russell White

The purpose of this paper is to examine the 22-month life of a three-officer specialized Traffic Enforcement Unit (TEU) within one mid-sized municipal police agency. The case…

Abstract

Purpose

The purpose of this paper is to examine the 22-month life of a three-officer specialized Traffic Enforcement Unit (TEU) within one mid-sized municipal police agency. The case study allowed for the examination of the impact of this structural change from a generalist to a specialist approach on the rate of traffic citations. Additionally, officer attitudes related to the change were considered.

Design/methodology/approach

The study used a mixed method approach, which included both an objective output (traffic citations) and the results of a management survey to consider officers’ attitudes.

Findings

Despite the fact that most officers reported the introduction of the TEU did not change their commitment to traffic enforcement, the findings indicate citations by non-TEU officers declined sharply over time. Likewise, citations by the three specialized officers also dropped, which, when combined with non-TEU officers, resulted in no real differences between the generalist and specialist approach on the number of citations issued.

Research limitations/implications

Beyond the natural limitations of a single case study, the use of a management-issued survey concerning attitudes was not ideal.

Practical implications

The study provides some evidence that generalists approaches – at least as they apply to traffic enforcement – may be just as productive as specialist approaches.

Originality/value

While there has been a significant amount of rhetoric over the years, it seems scholars have largely ignored real differences between the generalist and specialist approaches on objective organizational outputs. This is an area that needs to be subjected to additional research.

Details

Policing: An International Journal of Police Strategies & Management, vol. 39 no. 1
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 13 June 2024

Rahul Bodhi

Recent studies have suggested that the workplace fear of missing out (Workplace FoMO) harms employees' health and performance. Thus, the present study examines the impact of…

Abstract

Purpose

Recent studies have suggested that the workplace fear of missing out (Workplace FoMO) harms employees' health and performance. Thus, the present study examines the impact of workplace FoMO and organisational support (OSP) on innovative work performance (IP) using dual theoretical lenses based on the conservation of resource theory (COR) and self-determination theory (SDT). Furthermore, this study investigates the mediating role of enterprise social media (ESM) use and psychological well-being (PW).

Design/methodology/approach

The present study uses a rigorous methodology using structural equation modelling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA). The author has conducted a cross-sectional survey to collect data on working professionals in India’s service industries (i.e. IT & ITeS; information technology enables services). Moreover, SEM was employed to analyse the data based on (n = 240) responses. Furthermore, fsQCA was used to reveal configurational models.

Findings

The SEM results revealed that workplace FoMO harms PW and stimulates ESM use. OSP has a positive impact on ESM use and PW. Furthermore, ESM use is positively associated with PW and enriches IP. The ESM use partially and significantly mediates (a) workplace FoMO and PW, and (b) OSP and PW. The fsQCA results revealed that two configurational models, (a) “ESM” and (b) “OSP*PW”, are vital in enhancing IP.

Originality/value

The present study utilises symmetric and asymmetric modelling approaches considering a separate prediction-oriented pioneer method. This study provides a novel perspective and adds new insights to the literature on ESM use, workplace FoMO and employee-related outcomes.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

1 – 10 of 14