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Article
Publication date: 1 January 1992

Tichatonga J. Nhundu

Findings of studies on self‐appraisals conducted mainly innon‐educational settings indicate that self‐ratings are generouslyinflated, do not correlate with other sources…

Abstract

Findings of studies on self‐appraisals conducted mainly in non‐educational settings indicate that self‐ratings are generously inflated, do not correlate with other sources, and show less reliability than ratings from counter‐positions. Reports on self‐appraisals in an educational setting using perceptions of teacher interns and their supervisors. Self – and supervisor appraisals were found to be significantly correlated, with self‐appraisals showing less leniency than corresponding supervisor appraisals. In addition, self‐appraisals were a better predictor of job satisfaction than supervisor appraisals.

Details

Journal of Educational Administration, vol. 30 no. 1
Type: Research Article
ISSN: 0957-8234

Keywords

Article
Publication date: 2 August 2011

Jamshed A. Halepota and Naimatullah Shah

Increasing dynamic technological and communication net working environment today reflects to employee attitudes and behaviours with respect of their inputs. Employee…

3859

Abstract

Purpose

Increasing dynamic technological and communication net working environment today reflects to employee attitudes and behaviours with respect of their inputs. Employee motivation is an important and critical issue specifically for health organisation where they relate to patients. The purpose of this paper is to focus on the employee perception regarding procedural justices, on job training, esprit de corps, and job clarity variables towards job satisfaction in a developing country.

Design/methodology/approach

This study is a cross‐sectional study which applied a self‐administered survey questionnaire for data collection. By using statistical package for social sciences (SPSS) 15.0 version for Windows, analytical techniques were used to the results of descriptive statistics and Pearson's correlations. The hypotheses were tested using the hierarchical regression analysis techniques.

Findings

The findings showed significant and positive impact of procedural justices, on job training, esprit de corps for job satisfaction. However, employees reported less job satisfaction with their jobs due to lack of job clarity in a developing country.

Research limitations/implications

This study has three limitations such as single source of data, examined limited factors, and small sample of population.

Practical implications

With few limitations this study contributes to literature in the field of human resource management and organisational behaviour and can support public sector management to design policies that may help to enhance employee job satisfaction in the context of developing countries.

Originality/value

The paper provides empirical evidence of employee job satisfaction in a developing country.

Details

Transforming Government: People, Process and Policy, vol. 5 no. 3
Type: Research Article
ISSN: 1750-6166

Keywords

Article
Publication date: 7 August 2017

Michelle Chin Chin Lee and Mohd. Awang Idris

The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect…

1441

Abstract

Purpose

The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect of psychosocial safety climate (PSC) and team climate on job performance, particularly through job engagement, by using a multilevel survey. The study also predicted that only PSC (and not team climate) predicted job resources (i.e. role clarity and performance feedback).

Design/methodology/approach

A total of 412 employees from 44 teams (72.6 per cent response rate) in Malaysian private organizations participated in the current study.

Findings

Research findings revealed that performance feedback and role clarity mediate the relationship between PSC and job engagement, and that there is no direct effect between the variables, team climate, and job resources. As expected, the study also discovered that job engagement mediates the relationship between PSC and team climate related to job performance.

Practical implications

This paper suggests the importance of PSC as the precursor to better working conditions (i.e. job resources) and to indirectly boosting employees’ engagement and job performance.

Originality/value

The study compared two distinctive organizational climate constructs that affect the different types of job resources using multilevel approach within the Asian context.

Details

Personnel Review, vol. 46 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 16 May 2016

Vathsala Wickramasinghe

The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social…

1708

Abstract

Purpose

The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity.

Design/methodology/approach

In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed.

Findings

Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment.

Originality/value

An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one’s career.

Details

Journal of Health Organization and Management, vol. 30 no. 3
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 30 March 2022

Junbang Lan, Chi-Sum Wong and IpKin Anthony Wong

Hospitality managers face constant challenges in promoting hotel service principles such as innovation and flexibility to their new employees, as such knowledge is usually…

Abstract

Purpose

Hospitality managers face constant challenges in promoting hotel service principles such as innovation and flexibility to their new employees, as such knowledge is usually tacit in nature and hard to formalize. This study aims to suggest that this problem can be addressed by using a knowledge sharing group intervention. Specifically, the authors propose that knowledge sharing groups can enhance a newcomer’s job clarity and positive work attitude by encouraging a stronger sense of perceived importance of and affection toward the hotel service principles.

Design/methodology/approach

The authors designed a three-month knowledge sharing program in a five-star hotel chain in Hong Kong. Newcomers were randomly assigned into an experimental group (knowledge sharing group) (N = 235) and a control group (N = 233). The authors tested all the hypotheses via path analyses using Mplus 8.0.

Findings

The results revealed that employees of the experimental group showed a stronger sense of importance of and affection toward the service principles, which in turn resulted in higher levels of job clarity, satisfaction and commitment and lower levels of turnover intention.

Practical implications

This research provides hotel managers with practical knowledge regarding sharing programs as key socialization intervention mechanisms. By triggering the employees’ deeper understanding of hotel policy, this program can help hotels fortify high-quality service and develop realistic and useful materials for their future training activities.

Originality/value

Although hospitality scholars have consistently acknowledged the positive influence of knowledge sharing, field experimental research on the outcomes of knowledge management for the newcomer socialization process has been scanty. This study seeks to fill this gap by designing and testing a practical knowledge sharing intervention program in the hotel industry.

Details

International Journal of Contemporary Hospitality Management, vol. 34 no. 6
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 1 March 1994

Jerry D. Rogers, Kenneth E. Clow and Toby J. Kash

As customer satisfaction is gaining the highest priority among theinterest of corporate America′s constituent groups and the economybecomes service‐oriented, more jobs

9900

Abstract

As customer satisfaction is gaining the highest priority among the interest of corporate America′s constituent groups and the economy becomes service‐oriented, more jobs than ever before require customer contacts. Investigates the relationship between employee satisfaction, job tension, role clarity, role conflict and empathetic concern among customer service personnel. Finds that the traditional variables, i.e. role conflict, role clarity, and job tension, do influence job satisfaction as hypothesized. Additionally, identifies empathy, a previously overlooked dimension of employee‐job interactions, as a significant determinant of job tension. Discusses the managerial implications resulting from these relationships.

Details

Journal of Services Marketing, vol. 8 no. 1
Type: Research Article
ISSN: 0887-6045

Keywords

Article
Publication date: 1 June 1990

Scott W. Kelley

The competitive nature of the financial servicesmarket has placed increased importance on thesatisfaction of customer needs. This study considersthe customer orientation…

Abstract

The competitive nature of the financial services market has placed increased importance on the satisfaction of customer needs. This study considers the customer orientation of the customer contact personnel in four banks. Specifically, the relationships between employee motivation, satisfaction, and role clarity, and customer orientation are assessed. Findings indicate that motivation, satisfaction, and role clarity are all directly related to customer orientation. However, when these variables are considered together, motivation and role clarity appear to have the greatest impact on the customer orientation of employees. In addition, tellers were found to be less satisfied and motivated than other customer contact personnel. Managerial implications based on these findings are also discussed.

Details

International Journal of Bank Marketing, vol. 8 no. 6
Type: Research Article
ISSN: 0265-2323

Keywords

Article
Publication date: 10 May 2011

Jan Selmer and Jakob Lauring

The literature on business expatriates has been increasing rapidly, but research on expatriate academics has remained scant, despite the apparent increasing globalisation…

2889

Abstract

Purpose

The literature on business expatriates has been increasing rapidly, but research on expatriate academics has remained scant, despite the apparent increasing globalisation of the academic world. Therefore, more research is needed on the latter group of expatriates. This paper aims to fill some of the gaps.

Design/methodology/approach

A questionnaire was directed electronically towards expatriate academics occupying regular positions in science faculty departments in universities in northern Europe.

Findings

Results showed that job clarity was the dominating job factor with strong relationships with all of the five investigated work outcome variables, work adjustment, work performance, work effectiveness, job satisfaction, and time to proficiency. Job conflict and job freedom had an association with some of the work outcome variables but not with all of them. Neither workload nor job novelty had a relationship with any of the work outcome variables of the expatriate academics.

Originality/value

The paper shows that the findings are only partly consistent with previous research results concerning business expatriates, suggesting that the work situation for expatriate academics could have both similarities and discrepancies as compared to that of business expatriates.

Details

International Journal of Manpower, vol. 32 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 11 April 2018

Markku Jokisaari and Jukka Vuori

Organizational socialization refers to the process by which newcomers learn to perform in their role and adjust to work after organizational entry. Unfortunately, there is…

2517

Abstract

Purpose

Organizational socialization refers to the process by which newcomers learn to perform in their role and adjust to work after organizational entry. Unfortunately, there is little knowledge regarding organizational socialization from the supervisors’ perspectives, although the importance of supervisors in newcomer socialization is one of the most robust findings in the field. The purpose of this paper is to examine how supervisors’ perceived organizational support (supervisor POS) and the quality of their working relationships with newcomers (supervisor leader-member exchange (LMX)) relate to the delegation of authority to newcomers and how delegation in turn relates to newcomers’ work adjustment.

Design/methodology/approach

A sample of new employees completed questionnaires that included delegation and socialization outcome measures. Supervisors evaluated their POS and the quality of their working relationships with newcomers (LMX).

Findings

The results showed that supervisor POS moderated the relationship between supervisor LMX and delegation. Specifically, supervisors with high POS showed delegation to newcomers irrespective of their LMX. Conversely, when supervisors’ POS was low, a high LMX was related to delegation. The results further showed that delegation was positively related to newcomers’ role clarity, organizational knowledge, and job satisfaction. Finally, the results showed indirect effects of supervisor LMX on newcomers’ role clarity and job satisfaction through delegation contingent on supervisor POS.

Originality/value

This study showed that a supervisor’s social exchange relations both with the organization and with a new employee are important in the delegation of authority and responsibility to a newcomer and that this delegation in turn relates to newcomers’ work adjustment.

Article
Publication date: 9 July 2018

Sangeeta Sahu

The purpose of this paper is to examine the factors which influence positive and antagonistic job behavior of employees and their effects on work outcome. Such factors are…

Abstract

Purpose

The purpose of this paper is to examine the factors which influence positive and antagonistic job behavior of employees and their effects on work outcome. Such factors are regulated by the job design and policies of an organization. This is part of the findings.

Design/methodology/approach

The paper surveys a sample of 635 middle and lower level executives working in insurance organizations. Structural equation modeling was employed to test the nomological network.

Findings

Results reveal significant roles of empowerment and job interdependence in explaining positive job behavior and its influence on work outcome. In addition, limited role of organization support on employee job behavior was observed.

Research limitations/implications

This study was limited by its cross-sectional design and self- reported data. Issues of common method bias have been addressed. The outcome of this quantitative research provides input for job design focused on increasing work outcome.

Originality/value

This study highlights that empowerment at work brings about positive work behavior that significantly enhances employee commitment to customer service. Further, organization support at work does not explain employee behavior influencing work outcome; whereas, most past studies show significant role of support factors. Antagonistic behavior does not necessarily make an individual decide to leave the organization, indicating that such behaviors can be controlled by managing the contextual factors. The findings offer insights to motivation and behavior-related theories and suggest a shift in HR practices by predicting employee behavior.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 6
Type: Research Article
ISSN: 1741-0401

Keywords

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