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1 – 2 of 2Georg Dutschke, Lia Jacobsohn, Alvaro Dias and Jaime Combadão
The purpose of this paper is to identify the factors that individuals consider necessary to be happy in their job. Based on these factors, a measure of job design happiness (JDH…
Abstract
Purpose
The purpose of this paper is to identify the factors that individuals consider necessary to be happy in their job. Based on these factors, a measure of job design happiness (JDH) is proposed.
Design/methodology/approach
Two methods were applied: a qualitative study with content analyses (n=969) to develop an exploratory questionnaire; and exploratory and confirmatory factor analysis by applying structural equations models. In this second study the questionnaire was sent to a second sample (n=1,079).
Findings
Five first-order factors were identified: self-fulfillment; group working, attaining goals; leadership; and sustainability and job/family balance. These factors are explained by a second order factor: JDH.
Research limitations/implications
Further research is needed to determine how the identified “job design happiness” components may interact with one another. Testing the measure of different industries and national cultures is also suggested.
Practical implications
Managers and human resources practitioners can improve job and organizational performance by applying the scale in several moments in time measuring the job happiness “pulse,” monitoring their decisions.
Social implications
The adoption of this measure for decision making in organizational and job design can contribute to the improvement of living standards and firm sustainability.
Originality/value
Research on organizational happiness has been increasing but instruments to measure JDH, considering organizational factors, are limited.
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Burcu Üzüm, Osman Seray Özkan and Irene Huertas-Valdivia
A quantitative study sought to better understand responsible leadership (RL) style in the private security sector. The authors analyzed RL’s mediating role in the relationship…
Abstract
Purpose
A quantitative study sought to better understand responsible leadership (RL) style in the private security sector. The authors analyzed RL’s mediating role in the relationship between rules climate (RC) and employees' perceived organizational support (POS).
Design/methodology/approach
The data were collected through an online questionnaire administered to full-time private guards in Ankara (Turkey). A mediation model was proposed, and research hypotheses were tested with structural equation modeling (SEM).
Findings
The results indicate a significant positive relationship between the company’s RC and managers' RL, and a positive significant relationship between managers' RL and employees' POS. RL mediates the relationship between company’s RC and employees' POS.
Research limitations/implications
The theoretical framework draws on conservation of resources (COR) theory to consider RL an effective resource. The organization’s RC was a key factor the affecting leader’s responsible behaviors.
Originality/value
This study explores a thriving leadership style, gaining research attention across fields. To the authors' knowledge, no prior research has studied this leadership style in the security sector. The authors use COR to increase understanding of an important antecedent (company’s RC) and consequence (employees' POS) of RL, highlighting this emerging style’s mediating role.
Propósito
Este artículo de enfoque cuantitativo favorece una mayor comprensión del liderazgo responsable (RL) en el sector de la seguridad privada. Analiza el papel mediador de este estilo de liderazgo en la relación entre un clima de regulación (RC) y la percepción de los trabajadores del apoyo organizacional (POS).
Diseño/metodología/enfoque
Los datos fueron recolectados a través de un cuestionario online que se administró a guardas de seguridad privados empleados a tiempo completo en la región de Ankara (Turquía). Se propone un modelo de mediación y se comprueban las hipótesis propuestas a través de ecuaciones estructurales con el software (SEM).
Resultados
Los resultados obtenidos indican una relación positiva y significativa entre el RC y el liderazgo responsable de los superiores, así como una relación también positiva y significativa entre el RL y la POS de los empleados. Se encuentra que el RL media la relación entre el RC y el POS.
Implicaciones de la investigación
Bajo el marco teórico de la Teoría de Conservación de Recursos (COR) se considera que el RL es un recurso altamente efectivo para las organizaciones. El RC de la organización se perfila como un factor clave que afecta los comportamientos del líder responsable.
Limitaciones del trabajo
El diseño transversal del estudio (datos recogidos en un memento del tiempo) y el uso de una muestra de conveniencia son las principales limitaciones del trabajo.
Originalidad/valor
Este estudio explora un estilo de liderazgo aún desconocido, pero con gran potencial, que está ganando fuerza en el ámbito de la investigación científica en los últimos años. Según nuestro conocimiento, se trata del primer estudio que explora este novedoso estilo de liderazgo en el sector de la seguridad privada. El empleo de la Teoría COR favorece la comprensión del RC como un antecedente de este estilo de liderazgo (RL), y también contribuye a comprender la POS de los empleados como clara consecuencia, destacando el papel mediador de este estilo de liderazgo emergente.
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