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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Article

Joshua Chang, Antonio Travaglione and Grant O’Neill

The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees…

Abstract

Purpose

The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees has centred on topics such as attitudes towards unionization and involvement, but not on work-related attitudes.

Design/methodology/approach

This study uses a data set of over 5,000 responses from the Australia at Work survey. Ten attitudinal survey questions adapted from the Australian Workplace Industrial Relations Survey and the Australian Survey of Social Attitudes were used to compare work-related attitudinal differences between unionized and non-unionized employees.

Findings

Findings show that unionized employees perceive less manager–employee consultation, health and safety, dispensability, time flexibility, workload flexibility, managerial trust, fair treatment and pay equity.

Originality/value

Not much is known about the attitudinal differences between unionized and non-unionized employees, given the paucity of research on unionist job attitudes. Recent research in this area has centred on employee attitudes towards unionization and involvement as opposed to studying work-related attitudes. The findings can help the management predict behavioural responses between unionized and non-unionized employees for improved decision making.

Details

International Journal of Organizational Analysis, vol. 25 no. 4
Type: Research Article
ISSN: 1934-8835

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Article

Carol Reade

The purpose of this paper is to examine the relationship between employee sensitivity to terrorism and employee attitudes in supply chain firms located in an environment…

Abstract

Purpose

The purpose of this paper is to examine the relationship between employee sensitivity to terrorism and employee attitudes in supply chain firms located in an environment with ongoing terrorist threat. Implications for human resource management in supply chain firms and future directions for research are discussed.

Design/methodology/approach

The paper is based on questionnaire data collected from 898 managers in Sri Lanka. Included in the paper are manufacturing and service firms that constitute integral parts of global supply chains such as garment and textile firms, software solutions firms, and import‐export trading firms. Correlation analysis is used to examine the relationship between variables.

Findings

The results generally indicate a statistically significant negative relationship between employee sensitivity to terrorism and employee attitudes toward the organization, team, and job. Results vary by sector and industry, with a comparatively strong negative association between employee sensitivity to terrorism and employee attitudes in the service sector, particularly among employees in import‐export trading firms.

Originality/value

This paper is among the first to examine the relationship between terrorism and employee work attitudes in supply chain firms. While the direct effects of terrorism on the supply chain have been well documented, such as disruption to the physical distribution of goods, much less is known about the indirect effects of terrorism on supply chain performance.

Details

International Journal of Physical Distribution & Logistics Management, vol. 39 no. 6
Type: Research Article
ISSN: 0960-0035

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Abstract

Details

Servitization Strategy and Managerial Control
Type: Book
ISBN: 978-1-78714-845-1

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Article

Evan H. Offstein, Rebecca M. Chory and J. Stephen Childers Jr

– This study aims to offer insights into the contextual and situational variables that influence volunteering choices.

Abstract

Purpose

This study aims to offer insights into the contextual and situational variables that influence volunteering choices.

Design/methodology/approach

An analysis of European and US business students’ volunteering experiences is performed. Cross-cultural and experiential outcomes are compared and contrasted at both the undergraduate and graduate levels.

Findings

A majority of volunteering decisions are made without thoughtful reflection, based on convenience in an effort to reduce personal hardship, and influenced heavily by institutional and organizational structures.

Originality/value

These results call into question the notion that volunteering-related choices are deeply personal, purposeful and/or reflective decisions. Moreover, the findings begin to explain why volunteerism continues to be dogged by labels such as “ineffective”, “inefficient” or “lacking in value” when benchmarked against expectations.

Details

Competitiveness Review, vol. 25 no. 1
Type: Research Article
ISSN: 1059-5422

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Article

Ali Turkyilmaz, Gulsen Akman, Coskun Ozkan and Zbigniew Pastuszak

The purpose of this paper is to identify the factors which determine the level of public employees' job satisfaction and as result help to have effective and efficient…

Abstract

Purpose

The purpose of this paper is to identify the factors which determine the level of public employees' job satisfaction and as result help to have effective and efficient management system in the public sector, in developing countries such as Turkey.

Design/methodology/approach

Based on theoretical considerations, a model was proposed linking the employee satisfaction and loyalty (ESL) constructs. The paper exhibits the findings of a satisfaction and loyalty survey of employment factors within the Turkish public sector. The survey was conducted in 2009 and covered 220 employees within the Istanbul Branch of a Social Security Institution in Turkey. A model was developed by including effecting factors of employee satisfaction, their relations and effects of employee satisfaction on employee loyalty. Partial least squares structural equation model was employed to test the model in the public insurance sector in Turkey.

Findings

Data analysis reveals that there is a strong relationship between ESL in a branch of a public sector Social Security Institution in Turkey. Training and personal development was found the most effecting factor of customer satisfaction. The study also finds a positive relationship between working conditions and satisfaction.

Originality/value

The paper reveals the relationship between the employee satisfaction and affecting factors in the public sector in Turkey. These factors are developed only incidentally in the public sector in Turkey. Human resource management (HRM) applications such as measuring employee satisfaction, performance development are widely used in private sector. Specifically, in developing countries such as Turkey, these applications are rarely used in the public sector. Therefore, the paper advocates the use of HRM applications in the public sector in a developing country.

Details

Industrial Management & Data Systems, vol. 111 no. 5
Type: Research Article
ISSN: 0263-5577

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Article

Frank Dewhurst, Angel R. Martínez‐Lorente and Barrie G. Dale

This paper explores the application of total quality management (TQM) to public sector organisations. The examination of the operating characteristics of these…

Abstract

This paper explores the application of total quality management (TQM) to public sector organisations. The examination of the operating characteristics of these organisations has been made against ten dimensions of TQM (e.g. supplier relationships and workforce management) identified and defined by the authors using the academic literature. From the examination TQM is found to be of benefit to public sector organisations but particular characteristics of their operation, in particular, the lack of understanding of customer satisfaction issues, the contentment of managers and staff to work to rules and regulations and observe precedent, and the lack of internal drive and motivation to improve processes, make the TQM intervention more difficult. It is also observed that regulatory bodies can provide the incentive to improve, acting in the same role as demanding customers in a competitive situation.

Details

Managing Service Quality: An International Journal, vol. 9 no. 4
Type: Research Article
ISSN: 0960-4529

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Article

Ceridwyn King and Debra Grace

The purpose of this paper is to present the first known empirically‐tested model of Employee Based Brand Equity (EBBE). In doing so, it seeks to provide insight into how…

Abstract

Purpose

The purpose of this paper is to present the first known empirically‐tested model of Employee Based Brand Equity (EBBE). In doing so, it seeks to provide insight into how organisations can not only effectively manage the internal brand building‐process but also, more importantly, appreciate the subsequent employee effects and organisational benefits.

Design/methodology/approach

Data were collected via an online survey of 371 employees who work in service organisations, sourced from a market research database list.

Findings

Strong support was found for nine out of the ten hypothesised relationships, thus providing strong validation for the proposed model.

Research limitations/implications

The employment of surveys can present data collection problems stemming from such things as lack of willingness to participate on behalf of the respondent, loss of validity when using structured questionnaires, and inherent challenges of wording questions properly. However, in acknowledging these limitations, actions, such as the utilisation of a national database of “opt in” survey participants coupled with the good reliability results and the methodical four‐stage survey design process undertaken, it is suggested that every effort was made to negate the limitations.

Practical implications

Knowledge is gained from empirically validating a model of EBBE: it further enriches the application of traditional brand management techniques; provides a framework for brand communication training; increases organisational understanding of how to engender positive employee actions; and increases the accountability of such an internal investment by identifying measurable organisational benefits that accrue as a result of such efforts.

Originality/value

The paper makes three important contributions: expanding the existing brand equity literature to incorporate a third yet equally relevant perspective, that being the employee; the adoption of a multi‐disciplined approach to addressing a marketing issue and, in doing so, extending beyond the connectionist cognitive psychology view of brand equity to incorporate a contextual/organisation cultural element; and reflecting the perceptions of employees, who are currently under‐represented in the internal brand management literature.

Details

European Journal of Marketing, vol. 44 no. 7/8
Type: Research Article
ISSN: 0309-0566

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Article

Wioleta Kucharska and G. Scott Erickson

Technology makes knowledge management easier. Knowledge sharing is essential for organizational development. Job satisfaction fosters knowledge sharing. Hence, this study…

Abstract

Purpose

Technology makes knowledge management easier. Knowledge sharing is essential for organizational development. Job satisfaction fosters knowledge sharing. Hence, this study aims to develop an understanding of the mutual relationship between knowledge sharing and job satisfaction when both are predicted by information technology (IT)-competency dimensions such as IT-operations, IT-knowledge and IT-infrastructure in the context of company performance.

Design/methodology/approach

The results were achieved based on the examination of 910 Polish knowledge workers with different roles and experiences across various sectors. Data were analyzed using structural equation modeling method.

Findings

The findings suggest that the company’s IT-competency drives job satisfaction and knowledge sharing more strongly for IT industry knowledge workers than for other industries. Also, a stronger mediation function of knowledge sharing and job satisfaction is observed for IT-operations when the IT industry is controlled.

Originality/value

The main value of the study is the empirical evidence that the influence of a particular IT-competency dimension varies for industries when it comes to job satisfaction and knowledge sharing processes.

Details

VINE Journal of Information and Knowledge Management Systems, vol. 50 no. 3
Type: Research Article
ISSN: 2059-5891

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Article

Ali Mohammad Mosadegh Rad and Mohammad Hossein Yarmohammadian

The purpose of this descriptive and cross‐sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan…

Abstract

Purpose

The purpose of this descriptive and cross‐sectional study is to explore the relationships between managers' leadership styles and employees' job satisfaction in Isfahan University Hospitals, Isfahan, Iran, 2004.

Design/methodology/approach

The data were collected through the distribution of two questionnaires among the 814 employees, first line, middle and senior managers of these hospitals through a stratified random sampling.

Findings

The dominant leadership style of managers was participative. The mean score of employee‐oriented dimension of leadership style in first line, middle and senior managers were 52, 54, and 54 (from 75 credit) respectively. The mean score of task‐oriented dimension of leadership style in first line, middle and senior managers were 68, 69, and 70 (from 100 credit) respectively. The mean score of employee's job satisfaction was 3.26±0.56 on a 6 scale (moderate satisfaction), 1.9, 26.1, 64.7, and 7.3 percent of hospital employees had respectively very low, low, moderate, and high satisfaction with their job. Employees demonstrated less satisfaction with salaries, benefits, work conditions, promotion and communication as satisfier factors and more satisfaction with factors such as the nature of the job, co‐workers and supervision type factors. There was significant correlation (p<0.001) between the use of leadership behaviors and employees and job satisfaction.

Research limitations/implications

Employee job satisfaction depends upon the leadership style of managers. Nevertheless, participative management is not always a good management style. Managers should select the best leadership style according to the organizational culture and employees' organizational maturity.

Originality/value

Although this study conducted in Iran, it is anticipated that the findings may have relevance on a broader scale. By replicating this study in different countries and contexts the results of could be very helpful for developing a new model of leadership with new implementation techniques that can be implemented easily and successfully in a cross cultural context.

Details

Leadership in Health Services, vol. 19 no. 2
Type: Research Article
ISSN: 1366-0756

Keywords

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