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1 – 10 of 10Matthew S. O'Connell, Dennis Doverspike, Christina Norris‐Watts and Keith Hattrup
The present study examined multiple antecedents of organizational citizenship behaviors (OCB) in a Mexican sample of retail salespeople. Although a quota based measure of sales…
Abstract
The present study examined multiple antecedents of organizational citizenship behaviors (OCB) in a Mexican sample of retail salespeople. Although a quota based measure of sales performance was correlated with OCB, the correlation was relatively low. However, personality and attitude measures, with conscientiousness having the cleanest relationship, were significantly correlated with OCB. A situational judgment measure was significantly correlated with sales performance. These findings indicate that individual personality facets may be stable predictors of OCB in Mexican samples.
Winfred Arthur, Dennis Doverspike and James E. Kuthy
This paper is a case study of the effects of an organizational intervention on the recovery of the Ashanti Goldfields Corporations Limited mining operations in Ghana, a country in…
Abstract
This paper is a case study of the effects of an organizational intervention on the recovery of the Ashanti Goldfields Corporations Limited mining operations in Ghana, a country in West Africa. We examine the events leading up to the company's decline, the deep‐level intervention strategy that was applied, and the effects of that intervention. The design of the change initiative could best be classified as a system‐renewal intervention, in that comprehensive changes in the organization were sought through an eclectic combination of strategies that recognized the unique cultural milieu in which the company was operating. Major emphasis was placed upon the development and establishment among management of a new shared vision of performance, the introduction of managerial goal setting, the development of managerial teams, and an improvement in the basic standard of living for line employees.
Laurie Larwood, Sergei Rodkin and Dean Judson
The need to maintain up-to-date technological skills despite an aging workforce makes it imperative that organizations increasingly focus on retraining older employees. This…
Abstract
The need to maintain up-to-date technological skills despite an aging workforce makes it imperative that organizations increasingly focus on retraining older employees. This article develops an adult career model based on the acquisition of technological skills and gradual skill obsolescence. The model suggests the importance of retraining and provides practical implications to the development of retraining programs. Suggestions for future research are also offered.
Whatever else, Organization Development and Change (henceforth, ODC) is preeminently an integrative area of concentration. Thus, ODC encompasses a broad range of arts and…
Abstract
Whatever else, Organization Development and Change (henceforth, ODC) is preeminently an integrative area of concentration. Thus, ODC encompasses a broad range of arts and sciences; it blends values, as well as empirical research and theory in applications; and those applications in diverse settings include the cross‐national and the cross‐cultural.
Steven H. Appelbaum, Maria Serena and Barbara T. Shapiro
An extensive literature search was conducted to better understand and to dispel the current stereotypes in the workplace regarding Generation X and Baby Boomers. For the purpose…
Abstract
An extensive literature search was conducted to better understand and to dispel the current stereotypes in the workplace regarding Generation X and Baby Boomers. For the purpose of the article Generation X consisted of those born between 1961 and 1981, while Baby Boomers consisted of those born between 1943 and 1960. The purpose of this article was to use an exhaustive review of eclectic/multidisciplinary literature to address six commonly held myths presented by Paul and Townsend (1993). Furthermore, it was intended to examine empirical research gathered by a literature review of the stereotypes in the workplace, to better understand the profiles and factors that motivate the Baby Boomers and Generation X, in conjunction with the following independent variables: age, productivity, motivation, training, and mentoring and job satisfaction. Selected hypotheses were tested suggesting Generation Xers are more productive, more motivated, easily trainable and exhibit higher job satisfaction levels as compared to Baby Boomers. Results were convergent and divergent in several cases worth noting. It is important for organizations to recognize the limitations that stereotypes create in the workplace. As was demonstrated by the varied research, Baby Boomers and Generation Xers are not dissimilar as employees; they possess more similarities than differences. Organizations need to engineer/design an environment of respect for both groups to create synergies between them to build and maintain a productive workforce.
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Krishna Murari, Shalini Shukla and Bhupendra Adhikari
The aim of this study is to understand the effects of psychological social and financial perceptions of post-retirement life and demographic characteristics on retirement planning…
Abstract
Purpose
The aim of this study is to understand the effects of psychological social and financial perceptions of post-retirement life and demographic characteristics on retirement planning behaviour (RPB) of the employees from different occupational sectors.
Design/methodology/approach
The primary data from 400 employees in central government, state government and private sector is collected through a structured questionnaire. The questionnaire comprised of 43 items to measure social and financial perceptions and RPB along with demographic information. An exploratory factor analysis (EFA) and multiple linear regression (MLR) analysis are performed to find the significant variables of social and financial perceptions influencing the RPB.
Findings
The results of exploratory factor analysis revealed three principle components of social perceptions, four of financial perceptions and three of RPB. The role clarity, involvement, obligations, uncertainty and preparations have significant impact on RPB. This study found a moderate positive correlation between RPB and extracted factors of social and financial perceptions. The study confirms the significant effect of demographic variables such as age, marital status, occupational sector, income and education levels on RPB.
Originality/value
The study has number of implications for government and private sector organisations involved in offering the retirement planning solutions as well as to the employees. The stakeholders may take a note of the role of psychological social (role clarity and social involvement) and financial (financial obligations, uncertainty and preparation for post-retirement life) perceptions that influence RPB. The study also provides an insight to the policy makers for considering the demographic information such as age, education, marital status and income of the employees while designing/offering the choices of retirement plans to them. Further studies are recommended to validate the findings of this study in terms of testing the effect of psychological social and financial perceptions on retirement planning behaviour of the employees.
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Gabriela Topa and Carlos-María Alcover
Retirement adjustment is the process by which aged workers become accustomed to the changed facts of life in the transition from work to retirement and develop psychological…
Abstract
Purpose
Retirement adjustment is the process by which aged workers become accustomed to the changed facts of life in the transition from work to retirement and develop psychological well-being in their post-working life. The purpose of this paper is to explore the psychosocial factors that significantly explain retirement intentions and retirement adjustment, using two separate empirical studies.
Design/methodology/approach
Retirement self-efficacy, low work involvement, older worker identity and relative deprivation significantly explained retirement intentions (bridge employment engagement, part-time retirement, late retirement and full retirement) of workers over 60 years (Study 1, n=157). Retirement adjustment indices (retirement satisfaction, feelings of anxiety and depression) were associated with psychosocial factors for retirees (Study 2, n=218).
Findings
The findings highlight that retirement self-efficacy and older worker identity positively and significantly explained both full retirement of aged workers and retirement satisfaction of retirees. Relative deprivation negatively significantly explained partial and late retirement intentions and retirement satisfaction of retirees.
Research limitations/implications
The implications of these studies are discussed for understanding retirement planning and counselling practice.
Practical implications
Retirement adjustment conceptualized as a process has important implications for retirement planning, and consequently can influence the project of the life course, as well as career’s decisions.
Social implications
Social contexts should consider all factors that can negatively affect self-efficacy, work involvement and identity of employees in the mid and late-career stages, and thus contribute to reinforce and strengthen personal and psychosocial resources involved in planning and adaptation to retirement, and to increase the insight into the planning and decisions older workers make to face retirement.
Originality/value
This work had two goals, pursued by two empirical studies with two samples: workers over 60 years, and retirees. The authors contend that the availability of two different sets of data increases the generalizability of the findings.
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Rimjhim Banerjee-Batist and Thomas G. Reio
The purpose of this paper is to examine the relationships between attachment styles, mentoring (psychosocial support and career support), organizational commitment, and turnover…
Abstract
Purpose
The purpose of this paper is to examine the relationships between attachment styles, mentoring (psychosocial support and career support), organizational commitment, and turnover intent of protégés in formal faculty mentoring.
Design/methodology/approach
An internet survey was conducted with a population of 125 protégés in a formal faculty mentoring program at a US university.
Findings
Results from linear regression analyses revealed that protégés’ secure attachment was positively and significantly related with their organizational commitment and was negatively and significantly related to intent to turnover. Additional linear regression analyses revealed that psychosocial support and career support were positively and significantly related with protégé organizational commitment and were negatively and significantly related to intent to turnover. Hierarchical regression showed that secure attachment alone was a unique predictor of protégés’ organizational commitment and intent to turnover. Further, attachment and career support interacted to predict both organizational commitment and intent to turnover.
Research limitations/implications
Although psychosocial support and career support in mentoring influence organizational commitment and turnover intent, protégés who are securely attached experience more support. Furthermore, career support the positive association between secure attachment and organizational commitment and the negative association between secure attachment and turnover intent.
Originality/value
Little research has specifically addressed attachment and its links to mentoring and organizational outcomes such as organizational commitment and turnover intent in the context of faculty mentoring. Therefore, the study contributes to the understanding of how attachment and mentoring influence organizational commitment and turnover intent in academe.
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Mike Schraeder, Dennis R. Self and Douglas R. Lindsay
The primary purpose of this article is to examine two alternative approaches for the use of performance appraisals in selecting individuals out of the organization (i.e. to be…
Abstract
Purpose
The primary purpose of this article is to examine two alternative approaches for the use of performance appraisals in selecting individuals out of the organization (i.e. to be laid off). A rank‐order approach and a banding approach are compared to provide insight regarding issues associated with each approach.
Design/methodology/approach
Literature examining the status of downsizing as an organizational strategy, as well as some of the legal and practical considerations associated with the use of performance appraisals in downsizing decisions is reviewed as a precursor to an illustrated comparison of a rank‐order approach and banding approach to select individuals to be downsized. Actual performance appraisal scores for 106 individuals working in an organization were analyzed for the purposed of the comparative illustration.
Findings
The illustrative comparison highlights specific issues associated with using two different approaches for selecting individuals for an organizational downsizing.
Research limitations/implications
To provide a more comprehensive examination of rank‐order and banding approaches for selecting individuals for an organizational downsizing, larger samples from a variety of organizations in different industries would be insightful. Further, organizations considering either approach for the purpose of making downsizing decisions should more closely examine existing case law and legal precedents to insure compliance with appropriate laws.
Practical implications
The article highlights the potential dilemmas faced by organizations using a banding or rank‐order approach in making downsizing decisions.
Originality/value
The paper contributes to a growing body of literature emphasizing the importance of performance appraisals in organizations.
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Deepak S Kumar, K. Unnikrishnan Nair and Keyoor Purani
As physical evidence, servicescapes play a crucial role in tangibilizing service value. Since value creation and consumption are inseparable in many services, servicescapes also…
Abstract
Purpose
As physical evidence, servicescapes play a crucial role in tangibilizing service value. Since value creation and consumption are inseparable in many services, servicescapes also contribute significantly to consumer experiences. By reviewing the role of design factors on the physical and psychological safety of customers, particularly in different service contexts based on social factors, this paper aims to provide insights into how servicescape frameworks may be re-examined from a safety perspective.
Design/methodology/approach
Based on a critical review of studies in multidisciplinary domains, including environmental psychology, community medicine, architecture and engineering, this paper proposes a conceptual model anchored in stimulus–organization–response (S-O-R) theory and presents related propositions for safer servicescape designs.
Findings
The study reveals the need for re-evaluating current servicescape design frameworks by incorporating the concept of servicescape safety, discusses the significance of various interior factors and presents the moderating effects of social factors and service types on perceived safety.
Originality/value
With no robust models currently available to evaluate the impact of servicescape designs on users' physical and psychological safety, this paper provides guidelines based on a multidisciplinary review of studies. A healthy and safe servicescape requires interdisciplinary investigations, the results of which will reshape future design approaches.
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