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Article

Desmond Yuen

This study aims to investigate two antecedents to participation in budgetary activities – a need for a sense of achievement and a positive work attitudeand then to…

Abstract

Purpose

This study aims to investigate two antecedents to participation in budgetary activities – a need for a sense of achievement and a positive work attitudeand then to assess the impact of these two variables on job performance in the context of public‐sector organizations in Macau.

Design/methodology/approach

Data for the study were collected by a survey questionnaire administered to a sample of 216 managers in three departments of the Macau public service.

Findings

This paper demonstrates that the two antecedent factors – a positive work attitude and a need for achievement – have a significant positive relationship with budgetary participation. It is concluded that indirect relationships exist between the two antecedent variables (work attitude and a need for achievement) and the dependent variable (job performance), with participation in budgeting as an intervening variable.

Research limitations/implications

The results should be interpreted within the usual limitations of survey research. The participants volunteered to participate in the present study, and the sample was thus not strictly random. Because, less than 100 per cent of the questionnaires were returned, non‐response bias might exist.

Practical implications

The results of the study have implications for the design of effective budgeting planning control process in public‐sector organizations in Macau. In providing a formal conceptual framework, the paper argues that the interactive process of budgeting systems means that individual‐level factors are crucial to the achievement of budget plans.

Originality/value

The results provide an improved understanding of the effect of individual‐level behaviour on job performance in a budgetary context on the basis of the current study's findings.

Details

Managerial Auditing Journal, vol. 22 no. 5
Type: Research Article
ISSN: 0268-6902

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Article

Jørn Hetland, Hilde Hetland, Arnold B. Bakker, Evangelia Demerouti, Cecilie S. Andreassen and Ståle Pallesen

The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes

Abstract

Purpose

The purpose of this paper is to explore the possible mediating role of need fulfilment in the relationship between transformational leadership and employee job attitudes (job satisfaction and dedication).

Design/methodology/approach

The two samples include both cross-sectional and diary data. The cross-sectional sample (sample 1) consisted of 661 employees from various organizations. In the diary study (sample 2), 65 employees completed a daily questionnaire on five consecutive working days, yielding 325 measurement points in total. The authors analyzed the data using structural equation modeling (Mplus 5) and multilevel analyses (MLwiN 2.20).

Findings

As hypothesized, support for full mediation of the relationship between transformational leadership and positive job attitudes through the fulfilment of psychological needs were found both on a general level and on a daily basis.

Originality/value

The paper is based on a multi study approach and empirically addresses the link between transformational leadership and positive job attitudes, and the role of basic need fulfilment in this relationship on both a general and daily level.

Details

Career Development International, vol. 20 no. 5
Type: Research Article
ISSN: 1362-0436

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Article

Ivan T. Robertson, Alex Jansen Birch and Cary L. Cooper

This article aims to test the hypothesis that employee productivity levels will be better predicted by a combination of positive job and work attitudes (employee…

Abstract

Purpose

This article aims to test the hypothesis that employee productivity levels will be better predicted by a combination of positive job and work attitudes (employee engagement) and psychological well‐being than by positive job and work attitudes alone.

Design/methodology/approach

Survey data using psychometrically sound measures of the key constructs were collected for a sample of over 9,000 people across 12 organisations.

Findings

Multiple regression analyses reveal that psychological well‐being has incremental value over and above that of positive job and work attitudes in predicting self‐reported levels of performance.

Research limitations/implications

The study design involves cross sectional self‐report data and as such firm conclusions about causality cannot be drawn.

Practical implications

The results suggest that if employers focus only on job and work attitudes and ignore employee psychological well‐being, they will limit the benefits that can be obtained through initiatives such as programmes designed to improve employee engagement.

Originality/value

The study provides evidence that two previously separate constructs are both important in predicting measures of employee productivity.

Details

Leadership & Organization Development Journal, vol. 33 no. 3
Type: Research Article
ISSN: 0143-7739

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Article

Mert Aktaş

– The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.

Abstract

Purpose

The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship.

Design/methodology/approach

The survey data were collected from 426 employees of a holding company.

Findings

The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship.

Originality/value

This research adds a cultural component to the person-environment fit research.

Details

Cross Cultural Management, vol. 21 no. 3
Type: Research Article
ISSN: 1352-7606

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Article

Keith Newton, Norman Leckie and Barrie O. Pettman

The body of literature in the field now commonly known as the “quality of working life” (QWL) has grown steadily over a period in which the industrialised nations have…

Abstract

The body of literature in the field now commonly known as the “quality of working life” (QWL) has grown steadily over a period in which the industrialised nations have increasingly come to question the role and status of human beings in the modern technological environment. In recent years concern with the nature of work, its impact upon people, and their attitudes towards it, seem to have sharpened. Investigation of, and experimentation with, the qualitative aspects of working life—its ability to confer self‐fulfilment directly, for example, as opposed to being a means of acquiring goods—has gained momentum under the influence of a unique set of economic, social, political and technological factors. The outpouring of books, reports and articles from a wide variety of sources has, not surprisingly, grown apace.

Details

International Journal of Social Economics, vol. 6 no. 4
Type: Research Article
ISSN: 0306-8293

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Book part

Xiangmin Liu and Liang Zhang

This study investigates the relationship among preference for full-time employment, primacy of part-time employment, and work-related outcomes in a nationally…

Abstract

This study investigates the relationship among preference for full-time employment, primacy of part-time employment, and work-related outcomes in a nationally representative sample of part-time college instructors. Results based on multilevel cross-classified random effects models indicate that part-time faculty who prefer full-time positions report working on average more hours per week and express greater work-related dissatisfaction than those who choose reduced work hours. Individuals whose part-time jobs are their primary jobs have less job satisfaction but work longer hours than those who treat part-time work as secondary. Finally, those who prefer full-time employment report more negative job satisfaction when the primacy of their part-time jobs is high.

Details

Advances in Industrial and Labor Relations
Type: Book
ISBN: 978-1-78441-380-4

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Article

Yerim Sim and Eun-Suk Lee

The purpose of this paper is to delve into perceived underqualification, which refers to employees’ awareness that they have deficient abilities relative to their job

Abstract

Purpose

The purpose of this paper is to delve into perceived underqualification, which refers to employees’ awareness that they have deficient abilities relative to their job demands (abilities<demands). In examining person–job (P–J) misfit, previous research has primarily focused on one type of misfit, overqualification (abilities>demands), leaving the other type, underqualification, unexplored. To address the neglect, this study investigates how perceived underqualification relates to job attitudes (job satisfaction, organizational commitment, and turnover intention) and how transformational leadership moderates the relationships.

Design/methodology/approach

Survey data were collected from employees working at diverse organizations in South Korea over two waves; at Time 1, perceived underqualification and transformational leadership were measured and at Time 2, job attitude variables were measured. Responses from 188 employees were used for hypothesis testing.

Findings

Perceived underqualification is negatively related to job satisfaction and organizational commitment and positively related to turnover intention when transformational leadership is low. However, under high transformational leadership, such negative attitudinal implications of perceived underqualification are weakened.

Originality/value

By examining underqualification for the first time, this study corrects the current incomplete and biased understanding of P–J misfit, which is exclusively overqualification-focused. In addition, this study provides new insight into individual responses to P–J misfit by revealing that the responses are not always negative. This study specifies transformational leadership as the contingency factor that enables such responses, thus further advancing the P–J misfit literature that has hardly examined the leadership effect.

Details

Leadership & Organization Development Journal, vol. 39 no. 8
Type: Research Article
ISSN: 0143-7739

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Article

Raymond Loi, Ngo Hang‐yue and Sharon Foley

This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and

Abstract

This study examined the effect of professional identification on several job attitudes (i.e., job satisfaction, organizational commitment, and career satisfaction), and explored the moderating roles of gender and organizational tenure on these relationships. Informed by social identity theory, gender role theory, and organizational socialization theory, several hypotheses were developed and tested with a data set consisting of 309 salaried lawyers collected in Hong Kong. Regression analysis revealed that (1) professional identification had a significant positive effect on both job satisfaction and organizational commitment, (2) gender moderated the relationship between professional identification—job satisfaction and professional identification—organizational commitment, and (3) organizational tenure moderated the relationship between professional identification and job satisfaction as well as the relationship between professional identification and career satisfaction. Theoretical and practical implications are discussed.

Details

Organizational Analysis, vol. 12 no. 2
Type: Research Article
ISSN: 1551-7470

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Article

Hanna Salminen, Mika Vanhala and Pia Heilmann

The purpose of this paper is to the debate on employees’ subjective performance evaluations by examining how organisational commitment and job satisfaction are related to…

Abstract

Purpose

The purpose of this paper is to the debate on employees’ subjective performance evaluations by examining how organisational commitment and job satisfaction are related to perceived performance at the individual, unit and organisation levels.

Design/methodology/approach

Quantitative survey data were collected from two large corporations in Finland: one operating in the field of information and communications technology and the other in the forestry industry. The partial least squares (PLS) method was used for the data analyses.

Findings

Both job satisfaction and organisational commitment had a positive effect on employees’ perceived individual-, unit- and organisation-level performance. These effects were the strongest at the organisation level.

Originality/value

To date, limited attention has been paid to perceived individual-, unit- and organisation-level performance as a consequence of organisational commitment and job satisfaction.

Details

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

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Article

Jennifer L. Welbourne, Ashwini Gangadharan and Celina A. Esparza

The purpose of this paper is to examine whether emotion- and problem-focussed employee coping styles affect the relationship between workplace incivility and job attitudes

Abstract

Purpose

The purpose of this paper is to examine whether emotion- and problem-focussed employee coping styles affect the relationship between workplace incivility and job attitudes (job satisfaction, sense of community), and whether these effects vary by gender.

Design/methodology/approach

Survey methodology was used to obtain self-report data from a sample of 314 working adults (90 percent Hispanic, 62 percent female) enrolled in courses at a public university.

Findings

Targets of workplace incivility experienced lower job satisfaction and sense of community at work. Employees who typically used problem-focussed coping (PFC) to respond to work stressors experienced greater negative outcomes associated with incivility. Mixed results were found for employees who typically engaged in emotion-focussed coping (EFC) at work: frequent use of avoidant coping and religious coping buffered against the impact of incivility, however, support seeking coping styles strengthened the negative outcomes associated with incivility. These effects varied by gender.

Practical implications

The results highlight the benefits of two EFC styles (religious coping, avoidance coping) in the context of workplace incivility. The findings also indicate limitations of PFC and support seeking coping in the context of incivility. Accordingly, the authors make suggestions for managers to facilitate employees to overcome problems of incivility.

Originality/value

Few studies have investigated qualities that enable employees to effectively manage incivility. Further, the role of coping styles in relation to incivility is relatively unexplored. To address these gaps, the authors examined the extent to which PFC and EFC styles impact the relationship between incivility and work attitudes.

Details

Journal of Managerial Psychology, vol. 31 no. 3
Type: Research Article
ISSN: 0268-3946

Keywords

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