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Article
Publication date: 23 November 2020

Filipa Oliveira and Tânia M.G. Marques

This work aims to study the relationship between individuals' love of money and their propensity to engage in unethical behaviour.

Abstract

Purpose

This work aims to study the relationship between individuals' love of money and their propensity to engage in unethical behaviour.

Design/methodology/approach

Data were collected through a questionnaire, with the final sample consisting of 297 Portuguese individuals. The hypotheses were tested using linear regression models.

Findings

The results demonstrate that there is no significant relationship between the love of money and the propensity to engage in unethical behaviour. However, there was a significant relationship between the level of budgeting and the propensity to engage in unethical behaviours – for those individuals who have a greater ability to manage their money are less likely to engage in behaviours unethical. The existence of a significant relationship between the “evil” factor and the propensity to engage in unethical behaviour was also validated, which demonstrates that when individuals both associate negative feelings with money and consider love of money to be the “root of evil”, then they are less likely to be involved in unethical behaviour.

Originality/value

This work contributes theoretically and empirically to a better understanding of individuals' attitudes towards money and their propensity to engage in unethical behaviour. The results are of particular academic and organisational relevance due to the implications for human resource management.

Objetivo

Este trabalho tem como objetivo estudar as relações entre o amor ao dinheiro dos indivíduos e a sua propensão para o envolvimento em comportamentos não éticos.

Design/metodologia/abordagem

Os dados foram recolhidos através de questionário, sendo a amostra final composta por 297 indivíduos portugueses. As hipóteses foram testadas através de regressões lineares.

Resultados

Os resultados demonstram a não existência de uma relação significativa entre o amor ao dinheiro e a propensão para o envolvimento em comportamentos não éticos. Contudo, comprovou-se a existência de uma relação significativa entre o nível de orçamentação e a propensão para o envolvimento em comportamentos não éticos, à medida que os indivíduos apresentam uma maior capacidade para gerir o seu dinheiro, apresentam um menor propensão para se envolverem em comportamentos não éticos. Também se validou a existência de relação significativa entre o fator maléfico e a propensão para o envolvimento em comportamentos não éticos, demonstrando que quando os indivíduos associam ao dinheiro sentimentos negativos e que consideram o amor ao dinheiro como a raiz da maldade apresentam menor propensão para o envolvimento em comportamentos não éticos.

Originalidade/valor

Este trabalho contribui teórica e empiricamente para melhor compreender as atitudes dos indivíduos perante o dinheiro e a sua propensão para o envolvimento em comportamentos não éticos. Os resultados são de especial relevância académica e organizacional devido às implicações na gestão de recursos humanos.

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Book part
Publication date: 9 December 2013

Iraj Hashi and Alban Hashani

The purpose of this paper is to investigate the incidence of employee financial participation (EFP) schemes in Europe and examine the factors that influence the likelihood…

Abstract

Purpose

The purpose of this paper is to investigate the incidence of employee financial participation (EFP) schemes in Europe and examine the factors that influence the likelihood of (i) a company offering EFP schemes and (ii) employees taking up EFP schemes.

Design/methodology/approach

Using a combination of descriptive and econometric techniques, the paper provides information on the incidence of EFP schemes in the EU and profiles a typical company and a typical employee that, respectively, offers and takes up EFP schemes. The empirical investigation is based on two models employing probabilistic techniques. Data used for this analysis include the European Company Survey (ECS) conducted in 2009 and three rounds of the European Working Conditions Survey (EWCS) conducted in 2000, 2005, and 2009.

Findings

Results display a significant rise in EFP in the EU-27 in the last decade. In addition, results seem to suggest that the employees’ and companies’ characteristics, as well as sector and region of operation explain some of the variation in likelihoods of companies and employees, respectively, offering and taking up EFP schemes.

Research limitations/implications

Due to data limitation, our analysis lacks a dynamic assessment of the relationship between parameters. Studies that exploit longitudinal data are suggested to follow this paper.

Originality/value

This paper contributes to the existing empirical literature by examining jointly the determinants of financial participation from both employers’ and employees’ perspective.

Details

Sharing Ownership, Profits, and Decision-Making in the 21st Century
Type: Book
ISBN: 978-1-78190-750-4

Keywords

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Book part
Publication date: 6 June 2017

Erik Poutsma and Paul E. M. Ligthart

This chapter analyzes the determinants of adoption of sharing arrangements by companies. Using propositions from agency and strategic human resource management frameworks…

Abstract

This chapter analyzes the determinants of adoption of sharing arrangements by companies. Using propositions from agency and strategic human resource management frameworks predicting the adoption of sharing arrangements, we test the relationships with a large international dataset. The study finds that adoption of sharing arrangements is related to human capital investments, individual incentives, involvement practices, and human resource management practices and that adoption is affected by country differences.

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Book part
Publication date: 25 May 2021

İrem Kaptangil

The Covid-19 pandemic, which started in China and spread rapidly all over the world in a short time, can be considered as a dynamic struggle that forces all individuals…

Abstract

The Covid-19 pandemic, which started in China and spread rapidly all over the world in a short time, can be considered as a dynamic struggle that forces all individuals and therefore organizations to act with new strategies. When considered in terms of its effects and consequences, it can even be regarded as the beginning of a new world order. In this new order, individuals who are unintentionally exposed to chaos theories and possible disaster scenarios related to Covid-19, both in their daily life and in organizational life, can make an effort to continue their lives with the increase in their anxiety levels. While this new order, which shakes the vital balance, forces individuals to struggle, the managers of the organization become a part of this struggle. In addition to the individual struggles of the employees, organizations are also in a separate struggle as providing the necessary support. In this chaos environment, it is important that the psychological health of the employees and the strategic moves of the organizations are mutually supportive in order to ensure a healthier working life. Therefore, this research was carried out with the support of current data and literature to evaluate the Covid-19 pandemic under the headings of remote work, work−family balance and the psychological reflections they cause. In this context, the changes caused by covid-19 were evaluated from the employee’s point of view, and inferences were made from the possible consequences of the situation.

Details

Contemporary Issues in Social Science
Type: Book
ISBN: 978-1-80043-931-3

Keywords

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Book part
Publication date: 9 December 2013

Daphne P. Berry

This paper examines job satisfaction and participation in decision making in three home health aide facilities with different organizational structures (worker-owned…

Abstract

Purpose

This paper examines job satisfaction and participation in decision making in three home health aide facilities with different organizational structures (worker-owned for-profit, for-profit with no participation or ownership by workers, and nonprofit).

Design/methodology/approach

More than 600 surveys were completed by home health aides across the three facilities. The author also engaged in participant observation during training sessions and other meetings and conducted a small number of interviews with caregivers and agency management.

Findings

Home health aides at the worker-owned, participative decision making organization were significantly more satisfied with their jobs than those at the other agencies. Results for the other agencies were not significantly distinguishable from one another.

Research limitations/implications

This study involved respondents from one of each type of business. A study across several of each type of organization would allow more focus on the effects of the structural characteristics of the organizations.

Practical implications

In the United States, the work that home health aides perform provides a valuable service to society. On behalf of caregivers and those for whom they provide care, conditions of the work need improvement. If participative democratic workplaces provide better outcomes, they should receive more attention from lawmakers, the business community, and researchers.

Social implications

This research highlights the working conditions of the people (primarily women) who perform this work. The poor compensation received is a reminder of inequality in opportunity for some workers and of the value placed on this type of caring labor.

Originality/value

This research is unique in its focus on work environment and outcomes in home health care across nonprofit, for-profit, and worker-owned for-profit organizations. The findings of different job satisfaction outcomes from the others in the worker-owned organization and similar outcomes in the nonprofit and conventional for-profit organizations are also unique.

Details

Sharing Ownership, Profits, and Decision-Making in the 21st Century
Type: Book
ISBN: 978-1-78190-750-4

Keywords

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Book part
Publication date: 6 June 2017

Erik Poutsma and Paul E. M. Ligthart

This chapter investigates the differences in share-plan participation among various employee groups and why these differences exist. For strategic and tactical reasons…

Abstract

This chapter investigates the differences in share-plan participation among various employee groups and why these differences exist. For strategic and tactical reasons, inequality may result from an employer’s choice to distinguish among groups when allocating or offering shares. Differences among groups are also based on employee preferences. In addition, differences may be caused by social stratification, which limits access to plans for certain groups. Using these three perspectives, this study found important demographic differences in participation and received benefits. The study revealed that employers tend to focus on high-level personnel. It also found that employees may differ in how knowledgeable they are regarding share plans and how they value the usefulness of participating in share schemes.

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Book part
Publication date: 15 December 2015

Heung-Jun Jung, Yoon-Ho Kim and Heesang Yoon

Using two nationally representative data sets, we examine the wages, benefits, and social insurance of contingent workers compared with standard employees in South Korea…

Abstract

Using two nationally representative data sets, we examine the wages, benefits, and social insurance of contingent workers compared with standard employees in South Korea. In addition, we measure employers’ investments in their contingent workforce. Our results indicate that contingent workers have become the dominant form of labor in South Korea after the 1998 Asian financial crisis and are faced with working conditions that are discriminative compared with those of standard employees. We also find that employers’ investments in contingent workers as human resources, as well as the upward mobility of contingent workers, are limited in the Korean labor market. Overall, our findings provide a comprehensive understanding of the working poor, including the social exclusion of contingent workers in an advanced developing economy.

Details

Advances in the Economic Analysis of Participatory & Labor-Managed Firms
Type: Book
ISBN: 978-1-78560-379-2

Keywords

Content available
Article
Publication date: 28 April 2020

Maryam Saeed

This study aims to test the mediating role of psychological contract (PC) in a relationship between personality dimensions and turnover intention.

Abstract

Purpose

This study aims to test the mediating role of psychological contract (PC) in a relationship between personality dimensions and turnover intention.

Design/methodology/approach

The current study is analytical in nature. The data for the purpose of the analysis is collected from 300 software engineers working in Lahore, Punjab. Purposive sampling technique is used for the collection of this data. The response rate was 87.33 per cent. Different data analysis techniques such as correlation, regression analysis, are used to test the 10 hypotheses of the study. Moreover, the study adopted a cross-sectional survey design.

Findings

According to regression analysis, extroversion, conscientiousness and agreeableness personality dimensions brought positive but insignificant increments in turnover intention. However, emotionally stable personality dimensions brought positive and significant increments in turnover intention. Open to experience personality dimension brought negative but insignificant decrement in turnover intention. Results showed extroversion personality dimension brought a very less but insignificant increment in variations of PC, which have higher contributions in variations of turnover intention. Emotional stable, conscientiousness and agreeableness personality dimensions brought also very less but a significant increment in PC. Open to experience personality dimension have negative but insignificant decrement in PC. Results showed the mediation impact of PC among emotional stability, conscientiousness and agreeableness personality dimensions and turnover intention. However, PC does not mediate among extroversion, open to experience personality dimensions and turnover intention. The paper concludes with recommendations for further research.

Originality/value

This study will help the organization in reducing the turnover rate and can enhance the motivation level of their employees.

Content available
Article
Publication date: 26 August 2020

Oluyemi Theophilus Adeosun and Adeku Salihu OHIANI

Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment…

Abstract

Purpose

Understanding matching patterns and determinants of attracting quality talents is an under-researched area, especially from a firm perspective. Firm’s recruitment strategies have an impact on the sorting patterns in the labour market which remains undetermined. This paper aims to explore the drivers of attracting and recruiting quality talents. Also, the role of policies including the national labour laws, industry norms and localised firm policies have on hiring practices and drivers in a developing country.

Design/methodology/approach

This study is underpinned by network theory, equity theory, social exchange theory and resource-based theory. The authors leveraged on a mixed methodology that is a structured questionnaire administered to 200 firm representatives in Lagos and interviews with key informants from the demand side for labour.

Findings

The study revealed that firms can leverage on salary, brand name, referral, job security as core factors in attracting and recruiting quality talents. Also, digitisation is a key strategy leveraged on attracting and recruiting quality talents. Techniques such as the use of social media, traditional media, online interviews, physical interviews have proven to help in selecting quality talents.

Originality/value

Specifically, the paper throws light on how firms use different recruitment channels for hiring workers, and how the use of these channels affects the quality of matches. Furthermore, the role of social networks, wages and benefits for firm recruitment and matching efficiency was well highlighted.

Details

Rajagiri Management Journal, vol. 14 no. 2
Type: Research Article
ISSN: 0972-9968

Keywords

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Article
Publication date: 7 November 2016

Luigi Bonaventura and Alessio Emanuele Biondo

Discrimination and hostility in the workplace prevents homosexual workers from performing their core functions on the job. Moreover, it introduces unnecessary costs by…

Abstract

Purpose

Discrimination and hostility in the workplace prevents homosexual workers from performing their core functions on the job. Moreover, it introduces unnecessary costs by increasing absenteeism, lowering productivity, and fostering a less motivated, less entrepreneurial, and less committed workforce. By means of an agent-based model, the authors simulated the effects on unemployment rates of an increasing of sexual orientation (SO) disclosure in the workplaces. The authors tested the effects on workers’ utility, level of job satisfaction and segregation. The results show a complessive improvement of the firms’ performances and a better job satisfaction for undeclared and homosexual workers and employers. With a homosexual employer, the authors can observe an increasing homosexual utility and firm profit, with a low decrease in undeclared utility. Instead, with an undeclared employer, the firm’s profit decreases but the total effect is positive. The paper aims to discuss these issues.

Design/methodology/approach

An agent-based model applied.

Findings

Effects of sexual disclosure on unemployment rates, job satisfaction, and job segregation.

Originality/value

The economic literature on SO and job satisfaction is very meager.

Details

International Journal of Social Economics, vol. 43 no. 11
Type: Research Article
ISSN: 0306-8293

Keywords

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