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1 – 10 of over 13000Paola Briganti, Davide de Gennaro, Filomena Buonocore and Luisa Varriale
Drawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to…
Abstract
Purpose
Drawing on the pay-for-performance (P4P) and job satisfaction literatures through an analysis of qualitative studies published on the topic, the purpose of this study is to investigate the effect of a P4P-based system on job satisfaction and dissatisfaction among health care workers.
Design/methodology/approach
A meta-synthesis of the qualitative literature was conducted to investigate health care workers' opinions, perceptions and behaviors and fully understand what processes generate job satisfaction or dissatisfaction under P4P systems.
Findings
The findings suggest that P4P systems impact the job (dis-)satisfaction of health care workers based on the institutional, organizational, geographic and cultural context of reference. Specifically, job satisfaction – and thus motivation, occupational well-being and work engagement – can occur when the context is supportive, whereas job dissatisfaction – and thus work stress and pressure, burnout and work-life balance issues and distraction – is generated in the case of unsupportive contexts. Moreover, the findings suggest a virtuous/vicious circle whereby job satisfaction leads to positive performance and further fuels job satisfaction, while conversely job dissatisfaction generates worse performance, and this further worsens worker satisfaction.
Originality/value
There is a lack of studies comparing and analyzing current evidence on the job (dis-)satisfaction of health care workers operating in different contexts based on the reward system. This is the first research to analyze a significant number of studies with reference to the relation between P4P and job (dis-)satisfaction, which are topics in need of further study and investigation in health care settings around the world.
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Mohamed Mousa, Ahmad Arslan, Hala Abdelgaffar, Jean Pierre Seclen Luna and Bernardo Ramon Dante De la Gala Velasquez
This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.
Abstract
Purpose
This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.
Design/methodology/approach
The empirical sample comprises of 35 semi-structured interviews with public sector hospital nurses in under-researched contexts of Egypt and Peru.
Findings
Three types of motives were found to play a critical role in nurses’ commitment to their profession despite the difficulties associated with extreme work conditions. These factors include cultural (religious values, governmental coercion), contextual (limited education, organisational support) and personal (good nurse identity, submissive nature) dimensions.
Originality/value
This paper is one of the pioneering works to link existing literature streams on career commitment, extreme jobs, extreme context and management under disruptions (particularly COVID-19) by analysing these aspects in the under-researched Peruvian and Egyptian contexts.
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Gamze Güner Kibaroğlu, Bircan Güner and H. Nejat Basım
Research on the relationship between high job satisfaction human resources (HR) practices and work-related outcomes at the individual level rarely focuses on job crafting and…
Abstract
Research on the relationship between high job satisfaction human resources (HR) practices and work-related outcomes at the individual level rarely focuses on job crafting and levels of job passion. To fill this knowledge gap, we show how the relationships between perceived job passion by employees and the availability of HR practices and job satisfaction can vary in job crafting. Based on the job demands–resources (JD-R) perspective, this study was conducted primarily to test the effect of job crafting on the relationship between job passion and job satisfaction. Within the scope of the study, the mediator and moderator role of job crafting between these variables was investigated. The study was collected from 790 people working as blue collars in companies operating in the field of industry in Turkey by survey method. According to the findings of the study, it was observed that job crafting affects job satisfaction in the same direction. In addition to these, the partial mediator and moderator role of job crafting has been observed in the effect of job passion on job satisfaction. Considering these results, it has been observed that the passion for work of blue-collar employees affects job satisfaction. When job crafting is added to this effect, the intensity, strength, and direction of the effect between two variables can change. As a result of the study findings, it has been shown that managers and especially HR managers will strengthen the effect between job crafting and job satisfaction by ensuring the passion of blue-collar individuals.
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Zia Ul Islam, Qingxiong (Derek) Weng, Ahmed Ali, Usman Ghani and Rana Muhammad Naeem
The purpose of this study is to examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and…
Abstract
Purpose
The purpose of this study is to examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and to explore how the job seekers' level of dispositional mindfulness buffers these relationships.
Design/methodology/approach
Using self-report measures, time-lagged data were obtained from 242 graduating students of a Chinese university.
Findings
Results showed that perceived incivility during job search was negatively related to job search-specific self-esteem, and that job search-specific self-esteem was positively related to job search intensity. Further, dispositional mindfulness mitigated the direct link between perceived incivility and job search-specific self-esteem and the indirect link between job seekers' perception of incivility and job search intensity through job search-specific self-esteem.
Originality/value
By integrating the recruitment and job search literature, we investigated how negative experiences (perceived incivility during recruitment) stemming from the context of job search influence the motivation of job seekers to continue their job search via the mediating role of job search-specific self-esteem. Further, for the first time, we explored the moderating role of dispositional mindfulness in the job search literature by utilizing the framework of positive psychology.
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Vibhav Singh and Surabhi Verma
The uncontrolled spread of COVID-19 has forced employees to use telework technologies and platforms to perform different tasks, that is, “mandatory telework”. COVID-19 is a…
Abstract
Purpose
The uncontrolled spread of COVID-19 has forced employees to use telework technologies and platforms to perform different tasks, that is, “mandatory telework”. COVID-19 is a unique situation that has shocked economies and societies and led to a reshaping of the perception of employees and firms about work practices. However, due to the recent nature of the phenomenon, it is not usually understood how employees would cope with this forced change. Thus, the study aims to explore COVID-19 awareness and employees’ behavior toward mandatory telework.
Design/methodology/approach
A sample of 201 Danish employees was selected to examine the research questions using partial least square (PLS) structural equation modeling.
Findings
The findings show that COVID-19 awareness reduces technological anxiety and increases positive attitudes and job satisfaction. The authors have also found the full and partially mediating role of attitude and technological anxiety on the relationship between COVID-19 awareness and job satisfaction.
Originality/value
The study employed the theoretical lens of job demands-resources theory to understand COVID-19 awareness and technological anxiety dynamics on employees’ attitudes toward mandatory telework and job satisfaction during the pandemic.
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Sanjeet Kumar Sameer and Pushpendra Priyadarshi
This paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and…
Abstract
Purpose
This paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.
Design/methodology/approach
Survey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.
Findings
Promotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.
Practical implications
Employees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.
Originality/value
The study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.
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Amna Yousaf, Fatima Yusuf and Waheed Ali Umrani
Using social information processing and sense-making theory, the current study examines how the poly-contextual factors and social environment of employees provide unique cues and…
Abstract
Purpose
Using social information processing and sense-making theory, the current study examines how the poly-contextual factors and social environment of employees provide unique cues and shape an employee's person-job (PJ) fit perceptions in ways that enable males to perceive a better PJ fit than their female counterparts at work. These perceptions of PJ fit act as mediating processes between gender-based differences in HR commitment or HR control attributions.
Design/methodology/approach
After collecting two waves of data over a six-month period from a sample of 498 banking sector professionals in Pakistan, the hypothesized relationships were tested using hierarchical multiple regression.
Findings
It was found that gender (female) was positively related to HR control attributions and negatively related to PJ fit perceptions and HR commitment attributions. The mean differences between males and females concerning these study variables were significant. Also, PJ fit mediated the relationship between gender and HR attributions.
Originality/value
The study contributes to the advancement and understanding of the predictors of HR attributions by examining the poly-contextual factors that shape unique experiences, knowledge structures and social information processing, thus forming distinct PJ fit perceptions and subsequent HR commitment or control attributions for males and females.
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Yufan Shang, Ruonan Zhao and Malika Richards
The purpose of this paper is to investigate the mechanism through which stressors influence job crafting. Based on regulatory focus theory, this study explores the mediating role…
Abstract
Purpose
The purpose of this paper is to investigate the mechanism through which stressors influence job crafting. Based on regulatory focus theory, this study explores the mediating role of work regulatory focus between the challenge-hindrance stressors and approach-avoidance job crafting and the moderating role of trait regulatory focus.
Design/methodology/approach
The authors collected survey data in a northwestern city of China from 578 employees working in the finance, real estate and IT industries. Results were analyzed using Mplus 7.
Findings
The results reveal that challenge stressors have a positive effect on both approach job crafting (i.e. increasing structural job resources, increasing social job resources and increasing challenging job demands) and avoidance job crafting (i.e. decreasing hindering job demands) via work promotion focus. On the other hand, hindrance stressors have a positive effect on only avoidance job crafting via work prevention focus. In addition, trait promotion focus accentuates the influence of challenge-hindrance stressors on work regulatory focus, as well as the indirect effect of challenge-hindrance stressors on approach-avoidance job crafting respectively. Trait prevention focus only weakens the influence of challenge stressors on work promotion focus.
Research limitations/implications
This study unfolds how stressors relate to job crafting. However, the cross-sectional design may limit the causal inferences.
Originality/value
This study provides new insight into the relationship between stressors and job crafting by explicating the motivational mechanism and boundary conditions.
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Anders Gustafsson, Delphine Caruelle and David E. Bowen
The purpose of this paper is to provide an overview of what (service) experience is and examine it using three distinct perspectives: customer experience (CX), employee experience…
Abstract
Purpose
The purpose of this paper is to provide an overview of what (service) experience is and examine it using three distinct perspectives: customer experience (CX), employee experience (EX) and human experience (HX).
Design/methodology/approach
The present conceptualization blends the marketing and organizational behavior/human resources management (OB/HRM) disciplines to clarify and reflect over the meaning of (service) experience. The marketing discipline illuminates the concept of CX, whereas the OB/HRM discipline illuminates the concept of EX. The concept of HX, which transcends CX and EX, is examined in light of its recent development in service research. For each of the three concepts, key themes are identified, and future research directions are proposed.
Findings
Because the goal that individuals seek to achieve depends on the role they are enacting, each of the three perspectives on experience (CX, EX and HX) should have a different focal point. CX requires to focus on the process of solving customer goals. EX necessitates to think in terms of organizational context and job content that support employees. Finally, the focus of HX should be on well-being via enhanced gratification, and reduced violation, of basic human needs.
Originality/value
This paper offers an interdisciplinary perspective on (service) experience and simultaneously addresses CX, EX and HX in order to reconcile the different perspectives on experience in service research.
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Niki Glaveli, Panagiotis Manolitzas and Evangelos Grigoroudis
The purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent…
Abstract
Purpose
The purpose of this paper is threefold. First, to explore the importance of specific work environment facets for the overall job satisfaction (JS) of primary full-time permanent teachers (PTs) and substitute/temporary teachers (STs). Second, to highlight the similarity or difference in JS patterns among PTs and STs. Third, to provide guidelines for effective evidence-based human resource management (HRM) interventions targeting to boost PTs and STs JS levels by considering: (1) the perceived importance of individual work facets for them and (2) the school's performance in providing a satisfactory work environment.
Design/methodology/approach
Data on overall and important JS facets (i.e. satisfaction with opportunities for self-fulfillment, work intensity/load, salary/income, leadership and collegial relations) were collected from a sample of 438 PTs and STs in Greece. Moreover, MUSA, a method that combines Multi-Criteria Decision (MCDA) and Importance-Performance Analysis (IPA), was applied to uncover the critical work environment facets of PTs and STs overall JS that call for interventions.
Findings
The findings suggest that PTs seem to value, more than STs, the transactional and economic aspects of the school environment. More precisely, on the part of PTs, self-fulfillment and salary/income are the main contributors to their JS, whilst leadership is the least important facet of JS. For STs self-fulfillment and collegial relationships are the aspects of work that contribute the most to their overall JS, whilst salary/income is the least important contributor. The study results further indicate that self-fulfillment is the strong attribute of Greek schools' work environment in boosting TJS regardless teachers' status, whilst salary/income and workload are potential threats.
Originality/value
It is one of the few studies that provide insights into the differing JS patterns of STs and PTs through the application of a MCDA/IPA method. Therefore, it offers evidence-based guidelines that take into consideration both the school's performance (overall and facet JS) and importance of core aspects of the work experience for STs and PTs.
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