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Article
Publication date: 19 March 2024

Andrew Miller and Adam Vanhove

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job…

Abstract

Purpose

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.

Design/methodology/approach

We collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.

Findings

The positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.

Practical implications

Recruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.

Originality/value

Despite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.

Details

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

Keywords

Article
Publication date: 10 October 2023

Anatoliy Goncharuk and Didier Vinot

The purpose of this study is to determine whether the pandemic affects the motivation and job satisfaction of university researchers as a whole and by their separate groups by…

Abstract

Purpose

The purpose of this study is to determine whether the pandemic affects the motivation and job satisfaction of university researchers as a whole and by their separate groups by gender, age, academic position (career stage) and degree.

Design/methodology/approach

The authors studied French universities for changes in motivation and job satisfaction among researchers under the impact of the COVID-19 pandemic. For this, two hypotheses were tested, using the one-way ANOVA parametric test and the Kruskal–Wallis nonparametric statistical test with the data collected during the in-depth interviews and surveys with university researchers from the Paris Diderot University and Jean Moulin University of Lyon III in 2019 and 2021.

Findings

There were found significant differences between changes in motivation and job satisfaction of respondent groups by gender, career stage and scientific degrees. All these differences in changes confirm hypothesis about the significant impact of the pandemic on certain motivators and elements of job satisfaction of various groups of university researchers. The study showed that pandemic restrictions and fears positively affect the motivation and job satisfaction of the younger generation of researchers and males, and negatively on the older generation and female researchers. During the pandemic, early-stage researchers are mostly unhappy only with the salary and the lack of teaching skills. While experienced and senior researchers do not have time to fulfill all their duties due to overload by a combination of different forms of teaching, many teaching hours, administrative duties and mastering new communication tools.

Research limitations/implications

The results capture the selective impact of pandemic restrictions, its physical and mental effects on academic staff. Although only two universities in a single country were considered, the findings show the heterogeneity of the perception of new (pandemic) working conditions by different groups of university workers. If such heterogeneity is revealed in the example of two universities, then it is very likely to be observable also in broader studies.

Practical implications

The results of this study can help university administrations, higher education regulators and national research agencies address the needs of all groups of researchers, alleviating the most acute restrictions and fears caused by the pandemic and providing the necessary incentives for relevant groups, e.g. higher salary, teaching school and awards for young researchers and a lower teaching loading for experienced and senior researchers.

Originality/value

This is the first study that define pandemic impact on motivation and job satisfaction of university researchers in France.

Details

International Journal of Educational Management, vol. 37 no. 6/7
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 29 September 2023

Parviz Ghoddousi and Ali Zamani

Given the cruciality of construction workers' safe behaviors, the possible influential factors on workers' behaviors should be studied, and one of these factors is…

Abstract

Purpose

Given the cruciality of construction workers' safe behaviors, the possible influential factors on workers' behaviors should be studied, and one of these factors is characteristics. The authors identified emotional intelligence (EI), motivation and job burnout as characteristics that might affect a worker's safety behavior, and the aim of this study is to investigate these possible relationships.

Design/methodology/approach

Workers' EI, motivation and job burnout status were assessed by a structured interview. Furthermore, workers' safety behaviors were assessed by a checklist derived from national codes, regulations and other research studies. Then, the researcher's observations took place, and the data were acquired.

Findings

EI and motivation of workers were able to predict safety behaviors, and the effect of job burnout on safety behaviors was not significant. In addition, motivation's influence on job burnout was not significant. Therefore, in order to promote safety behaviors, the EI and motivation of workers need to be taken into consideration.

Practical implications

The results indicate why construction managers should consider the workers' EI and motivation competencies and how this consideration could lead to safer and better performance in construction projects.

Originality/value

The possible effects of EI, motivation and job burnout on the safety behaviors of construction workers haven't been paid enough attention. Moreover, the authors couldn't find a study similar to the present one that was conducted in Iran. Also, an original model was presented, and safety behaviors were studied through fieldwork rather than using questionnaires.

Details

Engineering, Construction and Architectural Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 30 October 2023

Musarrat Shaheen, Ritu Gupta and Farrah Zeba

The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting…

Abstract

Purpose

The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting outcome variables, namely, in-role and extra-role job performance.

Design/methodology/approach

Data were collected from 640 employees working in the information technology sector of India. Covariance-based structural equation modeling (CB-SEM) was used to test the hypothesized relationships.

Findings

Analysis revealed a significant positive impact of PsyCap on the two behavioral facets of job performance. Intrinsic motivation and goal-commitment were found mediating the influence of PsyCap on the two facets of job performance.

Practical implications

The information technology sector is characterised by continuous change. It requires voluntary prosocial behavior from employees, where the employees are expected to display multifaceted job performance behaviors, where they go beyond their job duties to cater for the dynamics of the IT sector. The present study provides means by which intrinsic motivated and goal-committed behavior are facilitated for both the in-role and extra-role job performance.

Originality/value

The present study is among the few preliminary studies that have provided evidence that intrinsic motivation and goal-commitment are the two variables which aid PsyCap in predicting both the prescribed and voluntary job performance behaviors.

Details

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

Keywords

Article
Publication date: 27 November 2023

Isaac A. Lindquist, Joseph A. Allen and William S. Kramer

Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can…

Abstract

Purpose

Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.

Design/methodology/approach

Following the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.

Findings

Consistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.

Practical implications

Organizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.

Originality/value

This work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

Keywords

Open Access
Article
Publication date: 19 October 2023

Amlan Haque

It has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual…

1828

Abstract

Purpose

It has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual model, based on the resource-based view (RBV), to address the pandemic crisis and highlight the importance of strategic human resource management (SHRM) in promoting employee motivation and organisational resilience. The paper aims to provide insights and practical guidance for organisations to leverage their internal resources and capabilities to thrive in the post-pandemic landscape.

Design/methodology/approach

This paper conducted a comprehensive literature review of the existing research on the impact of the COVID-19 pandemic, SHRM, RBV, job satisfaction, turnover intentions and organisational resilience, covering the main contributors to this research stream and their findings.

Findings

The conceptual model presented in this paper offers five testable propositions to examine the impact of the COVID-19 pandemic on employee motivation and organisational resilience and how organisations can navigate challenging times through SHRM, which enables RBV. It highlights the foundational role of RBV and identifies the resources employed by SHRM as intervening constructs that significantly enhance employee outcomes, including motivation, job satisfaction, turnover intention and organisational resilience.

Practical implications

The proposed model counsels that organisations need to look beyond the straightforward application of SHRM and should enable the RBV climate to protect and uphold employee motivation and organisational resilience. Finally, measurement and analysis implications are presented for future research opportunities and managerial interventions to mitigate the impact of difficult times such as the COVID-19 pandemic.

Originality/value

Currently, there is a lack of research regarding the conceptualisation of the COVID-19 pandemic and its impact on employee and organisational resilience. Therefore, the proposed model discusses the significance of the alignment of SHRM and RBV as a moderator of the relationships between the impact of COVID-19 pandemic, employee motivation and organisational resilience.

Article
Publication date: 13 September 2023

Irfan Saleem and Muhammad Ashfaq

The purpose of this study is to provide a nuanced explanation of the linkage between entrepreneurial motivations, job attractiveness and growth of family-owned small and mid-sized…

Abstract

Purpose

The purpose of this study is to provide a nuanced explanation of the linkage between entrepreneurial motivations, job attractiveness and growth of family-owned small and mid-sized enterprises (SMEs) using expectancy and institutional theories.

Design/methodology/approach

The data was collected from small family business owners and job seekers in the same companies during interview time using a simple random technique.

Findings

The study found that three EMs among small business owners play a pivotal role in family SME business growth in underdeveloped trade regions like China–Pakistan Economic Corridor. These firms are interested in investing in seaport-related commerce, restaurants or hotels and real estate business.

Practical implications

The government, small family business owners, universities and regional youth can use this applied research for their benefits alike.

Originality/value

The study contributes in multiple ways. First, the authors brought a unique context in the emerging economies context of an informal economy like Pakistan. Second, the authors have uniquely tested the moderating role of job attractiveness in the least developed regions. Finally, the authors have integrated family SMEs’ expectancy theory and institutional perspective.

Details

Journal of Chinese Economic and Foreign Trade Studies, vol. 16 no. 3
Type: Research Article
ISSN: 1754-4408

Keywords

Open Access
Article
Publication date: 29 December 2022

Fredrick Muyia Nafukho, Beverly J. Irby, Roya Pashmforoosh, Rafael Lara-Alecio, Fuhui Tong, Mary E. Lockhart, Walid El Mansour, Shifang Tang, Matthew Etchells and Zhuoying Wang

The purpose of this paper is to examine the relationship among training design, trainee motivation and work environment on the transfer of learning for teachers enrolled in a…

4462

Abstract

Purpose

The purpose of this paper is to examine the relationship among training design, trainee motivation and work environment on the transfer of learning for teachers enrolled in a continuing professional education (CPE) training program and the confirmation of potential positive, predictive relationships of trainee motivation, work environment and training design to transfer of learning. This study investigated the contribution of training efficiency and relevance as measured by the training design; work environment as measured by work autonomy, work complexity and work variability; and trainee’s motivation of training (learning- and job-oriented) to the transfer of knowledge and skills from the training program to their workplace. Both direct and indirect effects of mentioned components on the learning transfer were explored.

Design/methodology/approach

This study included 160 teachers working in high-needs schools with large numbers of English learners (ELs) Southwest USA. Teachers in this study primarily needed professional development to empower them and enhance their instructional capacity for ELs and economically challenged students. During the recruitment, participants completed a demographic information (e.g. gender, ethnicity, number of years teaching, age, educational background) survey.

Findings

A mediation model with training design as the mediating factor was developed and analyzed. The results revealed that training design fully mediated the relationship between trainees’ work environments and the transfer of knowledge, skills and attitude acquired from the training to their workplace. Furthermore, it partially mediated the relationship between learning-oriented motivation and the transfer of learning. These findings further amplify the significance of CPE program training design and foster important considerations for future research regarding the isolation of specific training design aspects that significantly contribute to the mediation of these relationships.

Research limitations/implications

Considering the significance of learning transfer in developing professional knowledge and skills for target employees and trainees, confirming the mediating effects of training design on training transfer holds critical implications for future research. Specific and purposeful attention needs to be given to the design of CPE training. Investigations into the effects of training design and successful elements such as the training platform (online, hybrid or in-person), sample size, group structure, facilitation and participant demographics are warranted.

Practical implications

The finding of this research provides a preliminary guide for scholar-practitioners. Results of the study confirmed the role that learning-oriented motivation, job-oriented motivation, work variability or flexibility, work complexity and training design play in transfer of learning. In practice, training professionals will be more comfortable pinpointing the factors that lead to the transfer of learning or the lack of it.

Originality/value

Learning transfer has been found to be imperative for target employees and trainees to develop professional knowledge, skills and attitudes. Results of this study reveal variables that promote the positive transfer of learning to the workplace.

Details

European Journal of Training and Development, vol. 47 no. 10
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 7 September 2023

Şerife Uğuz Arsu and Esra Sipahi Döngül

This study aims to identify articles examining human-robot interaction and the effects of robotic systems on employment.

Abstract

Purpose

This study aims to identify articles examining human-robot interaction and the effects of robotic systems on employment.

Design/methodology/approach

In this research, electronic searches were performed for articles published between 2000 and 2022 in Emerald, Springer, PubMed, Science Direct, Wiley and Google Scholar. In the searches of robotic systems with keywords such as “motivation, job satisfaction, job loss, performance, job giving,” 5 quantitative and 5 qualitative studies were included in the systematic review. The selected research was conducted using the Johanna Briggs Analytical Cross-Sectional Studies Checklist from the Joanna Briggs Institute (JBI) critical evaluation lists and the JBI Critical Appraisal Checklist for Qualitative Research, depending on their type. The included studies are mostly on employee-robot collaboration.

Findings

Although the majority of the articles examined in this study are included in keywords or titles, it is determined that there is a gap in descriptive quantitative studies in the literature on the effects of employee-robot collaboration, robotic systems and robotic systems on variables such as motivation, job satisfaction, job loss, performance and employment, although they do not mention a framework that directly investigates human-robot interaction and the effects of robotic systems on employment.

Research limitations/implications

There are several limitations in this study. One of them is that, although the databases are comprehensively scanned, only studies published in English between 2000 and 2022 are included in the systematic review. Another limitation is the heterogeneity between studies.

Practical implications

As a result of the authors’ findings, the practical effects of the research are reflected as follows: It serves as a guide for future studies to fill the gap in the field, especially for academics and researchers working in the field of social sciences on robotic systems and intelligent automations. In addition to the qualitative studies on this subject, there is a need for the use of robotic systems in the field of human resources and management and quantitative studies with more sample sizes, especially at the corporate (firms) and individual (employees) level. Considering that the number of studies on this subject is very insufficient, this research is important in terms of shedding light on future studies.

Originality/value

The authors believe that the impact of robotic systems on employment is one of the few conceptual articles that systematically examines 6 dimensions (job satisfaction, performance, job loss, employment, motivation, employment).

Details

Journal of Organizational Change Management, vol. 36 no. 7
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 12 July 2023

Mark Anthony Camilleri, Ciro Troise and Alastair M. Morrison

A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it…

Abstract

Purpose

A number of hospitality businesses are understaffed and are experiencing severe labor shortages, in various contexts. In many cases, hotels and restaurants are finding it difficult to retain and recruit motivated employees. In this light, this research uses key constructs related to the self-determination theory and integrates them with a responsible human resources management (HRM) measure, to investigate the antecedents of organizational commitment. The underlying objective of this study is to shed light on employee psychology and on responsible organizational behaviors in the hospitality industry.

Design/methodology/approach

Primary data were captured through an online questionnaire distributed via popular LinkedIn groups that represent hospitality employees. A composite-based structural equations modeling approach was used to confirm the reliability and validity of the chosen factors and to shed light on the causal paths of this contribution’s proposed model.

Findings

The results indicate that there are highly significant direct and indirect effects in this study, particularly between extrinsic motivations – organizational commitment and between responsible HRM – organizational commitment. These relationships are mediated by intrinsic motivations.

Research limitations/implications

This contribution advances a robust responsible organizational behavior model comprising responsible HRM, extrinsic rewards, intrinsic motivation and organizational commitment.

Practical implications

This research implies that practitioners ought to incentivize and reward hardworking employees, in a commensurate manner, to offer them great working environments as well as appropriate conditions of employment, to enhance their loyalty, minimize turnover rates and to attract promising talent.

Originality/value

This empirical study incorporates a responsible HRM construct with extrinsic and intrinsic motivations. It confirms that they are significant antecedents of organizational commitment. Unlike previous research, this contribution focuses on employee psychology as well as on strategic organizational behaviors during a time when tourism businesses are experiencing an increase in demand for their services, in the aftermath of the COVID-19 pandemic. It raises awareness on the industry’s perennial challenges in attracting and retaining employees.

目的

许多酒店业都面临劳动力短缺。一些酒店和餐馆人手不足。在许多情况下, 他们发现很难留住和招聘有积极性的员工。有鉴于此, 本研究使用与自决理论 (SDT) 相关的关键结构, 并将它们与负责任的人力资源管理 (HRM) 措施相结合, 以调查员工的组织承诺。

设计/方法/方法

主要数据是通过代表酒店员工的热门 LinkedIn 群组分发的在线问卷获取的。利用基于复合材料的结构方程建模方法来确认所选因素的可靠性和有效性, 并阐明该模型的因果路径。

调查结果

结果表明, 本研究中存在非常显着的直接和间接影响, 特别是在外在动机 - 组织承诺和负责任的 HRM - 组织承诺之间。这些关系由内在动机调节。

实际意义

这项研究表明, 从业者应该以相称的方式激励和奖励勤奋的员工, 为他们提供良好的工作环境和适当的就业条件, 培养人力资源的忠诚度, 尽量减少他们的离职率, 并吸引有前途的人才。

理论意义

这一贡献推进了一个强大的负责任的组织行为 (ROB) 模型, 包括负责任的人力资源管理、外在奖励、内在动机和组织承诺。

独创性/价值

据作者所知, 没有其他研究将负责任的 HRM 结构与外在和内在动机结合起来, 并将它们视为组织承诺的重要前因。与之前的研究不同, 这篇文章的重点是在冠状病毒 (COVID-19) 大流行之后旅游企业对其服务的需求增加期间的员工心理以及组织行为。它提高了人们对该行业在吸引和留住员工方面长期存在的挑战的认识。

Objetivo

Una gran parte de las empresas hosteleras carecen de personal suficiente y experimentan una grave escasez de mano de obra, en diversos contextos. En muchos casos, los hoteles y restaurantes tienen dificultades para retener y contratar a empleados motivados. En vista de ello, esta investigación utiliza constructos clave relacionados con la teoría de la autodeterminación (TAD) y los integra con una medida de gestión responsable de los recursos humanos (GRH), para investigar el compromiso de la organización de los empleados de hostelería.

Diseño/metodología/enfoque

Los datos primarios se obtuvieron mediante un cuestionario en línea distribuido a través de grupos populares de LinkedIn que representan a empleados de hostelería. Se utilizó un enfoque de modelización de ecuaciones estructurales basado en compuestos para confirmar la fiabilidad y validez de los factores elegidos y arrojar luz sobre las vías causales del modelo propuesto en esta contribución.

Resultados

Los resultados indican que en este estudio existen efectos directos e indirectos altamente significativos, en particular entre las motivaciones extrínsecas - el compromiso de la organización y entre la GRH responsable – el compromiso organizacional. Estas relaciones están mediadas por las motivaciones intrínsecas.

Limitaciones/implicaciones de la investigación

Esta contribución avanza un modelo robusto de Comportamiento Organizacional Responsable (ROB) que comprende la GRH responsable, las recompensas extrínsecas, la motivación intrínseca y el compromiso de la organización.

Implicaciones prácticas

Esta investigación implica que los profesionales deben incentivar y recompensar a los empleados más trabajadores, de forma proporcionada, para ofrecerles entornos de trabajo idóneos, así como condiciones de empleo adecuadas, con el fin de aumentar su lealtad, minimizar las tasas de rotación y atraer a talentos prometedores.

Originalidad/valor

Este estudio empírico incorpora un constructo de GRH responsable con motivaciones extrínsecas e intrínsecas. Confirma que son antecedentes significativos del compromiso de la organización. A diferencia de investigaciones anteriores, esta contribución se centra en la psicología de los empleados, así como en los comportamientos organizativos estratégicos en un momento en el que las empresas turísticas están experimentando un aumento de la demanda de sus servicios, tras la pandemia del coronavirus (COVID-19). Asimismo, sensibiliza sobre los retos perennes de la industria a la hora de atraer y retener a los empleados.

1 – 10 of over 4000