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1 – 10 of 17Sobia Hassan, Nighat Ansari and Ali Rehman
The present research aims to examine the effect of workplace spirituality (WPS) and employee well-being (EWB) on public service motivation (PSM) in the public institutions…
Abstract
Purpose
The present research aims to examine the effect of workplace spirituality (WPS) and employee well-being (EWB) on public service motivation (PSM) in the public institutions. Workplace spirituality and EWB are two concepts related to the optimal level of human performance, while the motivation of academic staff is a vital concern in higher education institutions (HEIs), particularly in the public sector. In this competitive age, it is a challenge to improve the motivation of academic staff due to limited resources in developing countries. This study examines the association between WPS and PSM through the lens of EWB in the context of HEIs.
Design/methodology/approach
This study opted for a quantitative research method by using a stratified sampling technique. A structured questionnaire was used to collect data from the academic staff of renowned public sector universities located in Lahore, Pakistan. Hypothesized relationships were tested using structural equation modeling through AMOS: 22.
Findings
The results supported the established conceptual model that WPS is positively associated with PSM through the mediating role of EWB.
Research limitations/implications
The research approach chosen may lack generalizability of the results because the data were collected from a specific population. Moreover, self-report measures were used, which may have led to common method bias which is also another drawback of the study.
Practical implications
This study is a pioneer in conceptualizing and testing a model that links WPS, EWB and PSM in the context of HEIs. The implications regarding enhancing the culture of spirituality in the workplace, EWB and PSM are elaborated in the specific context of academic staff, attempting to fill a gap in the extant literature.
Originality/value
This study accomplishes a recognized need to study how PSM can be improved by facilitating EWB and WPS.
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Mauricio A. Valle, Gonzalo A. Ruz and Samuel Varas
The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation…
Abstract
Purpose
The purpose of this paper is to investigate the effect of risk aversion (RA) on expected income and job satisfaction (JS) with pay in the case of sales agents under a compensation system based on pay-for-performance.
Design/methodology/approach
Data were collected from 125 sales agents of an outbound call center via questionnaires and controlled experiments. Seemingly unrelated equations using maximum likelihood estimation was employed to estimate the proposed model and test relationships.
Findings
Findings show that income expectations (IE) respond to a model of trade-off between value and risk. The sales agents trade off their expected value of performance (i.e. expected income) with RA. Additionally, IE and actual performance of the salesperson have influence on JS with pay with opposite signs.
Research limitations/implications
The results of this research may need to be modified to consider jobs with compensation systems with a higher proportion of fixed component of the wage than the variable component. Also, a broader concept of JS and not just related to the pay, should be considered.
Practical implications
Given the importance of RA in the attitudes of employees in relation to their expectations, the authors believe that it should be necessary and useful to incorporate measures of RA in the process of selection and recruitment for these jobs.
Originality/value
This paper assessed an important element as the RA at the micro level inside of an organization. This element could be very important for job environments with high uncertainty in income that could influence JS via employee expectations.
Propósito
El propósito de esta investigación fue investigar el efecto de la aversión al riesgo sobre la remuneración esperada para agentes de ventas, bajo un sistema de compensación basado en resultados, a través de un modelo de ecuaciones estructurales.
Diseño/metodología/enfoque
Los datos fueron recolectados de 125 agentes de ventas de un Call Center de telemarketing y ventas a través de encuestas estructuradas y experimentos controlados. Se utilizó “Seemingly unrelated equations” utilizando estimación por máxima verosimilitud para estimar el modelo propuesto.
Resultados
Los resultados mostraron que las expectativas de remuneración responden a un modelo de compensación entre “valor y riesgo”. Los agentes de ventas compensan el valor de su desempeño (en términos de remuneraciones esperadas) con su aversión al riesgo. Adicionalmente, las expectativas de remuneración y el desempeño actual del agente, poseen una influencia significativa en la satisfacción con el sueldo, pero con signos opuestos.
Limitaciones de la Investigación/implicaciones
Los resultados de esta investigación debieran ser tomados con cautela, particularmente en trabajos con sistemas de compensación cuya proporción entre el componente fijo y variable del salario es alto. Además, debiera considerarse un concepto más amplio de satisfacción en el trabajo, y no sólo el de la satisfacción con el sueldo obtenido por el agente de ventas.
Implicaciones prácticas
Dada la importancia de la aversión al riesgo en las actitudes de los empleados en relación a sus expectativas, nosotros sugerimos que es posible y útil, incorporar medidas de aversión al riesgo en los procesos de selección y reclutamiento en este tipo de sistemas de compensación.
Originalidad/Valor
Este trabajo evalúa un elemento importante, tal como lo es la aversión al riesgo, a nivel individual al interior de una organización. Este elemento podría ser muy importante en ambientes de trabajo que se caracterizan por tener alta incertidumbre en las remuneraciones, lo cual puede influir en las satisfacción de los empleados, vía expectativas salariales.
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Mauricio A. Valle, Gonzalo A. Ruz and Samuel Varas
The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from…
Abstract
Purpose
The purpose of this paper is to propose a model of voluntary employee turnover based on the theory of met expectations and self-perceived efficacy of the employee, using data from a field survey conducted in a call center.
Design/methodology/approach
The paper formulates a model of employee turnover. First explaining the fulfillment of expectations from initial expectations of the employee (before starting work) and their experience after a period of time. Second, explaining the turnover of employees from the fulfillment of their expectations.
Findings
Some of the variability in the fulfillment of expectations can be explained by the difference between expectations and experiences in different job dimensions (e.g. income levels and job recognition). Results show that the level of fulfillment of expectations helps explain the process of employee turnover.
Research limitations/implications
This work provides evidence for the met expectation theory, where the gap between the individual’s expectations and subsequent experiences lead to abandonment behaviors in the organization.
Practical implications
The results suggest two paths of action to reduce the high turnover rates in the call center: the first, through realistic expectations setting of the employee, and the second, with a constant monitoring of the fulfillment of those expectations.
Originality/value
A statistical model of survival is used, which is appropriate for the study of the employee turnover processes, and its inherent temporal nature.
Propósito
El propószito de este trabajo es proponer un modelo de rotación voluntaria de empleados basado en la teoría de cumplimiento de expectativas y autoeficacia del empleado, utilizando datos de un estudio de campo llevado a cabo en un centro de llamados (call center).
Diseño/metodología
Este trabajo fomula un modelo de rotación de empleados. Primero, explica el cumplimiento de expectativas laborales a partir de las expectativas iniciales (antes de comenzar a trabajar), y las experiencias laborales después de un período de tiempo. Segundo, explica la rotación de empleados a partir del cumplimiento de las expectativas laborales.
Resultados
Parte de la variabilidad del cumplimiento de expectativas laborales puede ser explicado a partir de la diferencia entre expectativas y experiencias en distintas dimensiones del trabajo (por ejemplo, niveles de salario y reconocimientos laborales). Los resultados muestran que el nivel de cumplimiento de expectativas ayuda a explicar el proceso de rotación de empleados.
Limitaciones/implicaciones
Este trabajo porvee evidencia empírica de la teoría del cumplimiento de expectativas, en donde la brecha entre las expectativas individuales y las subsecuentes experiencias, conducen a comportamientos de abandono en la organización.
Implicaciones prácticas
Los resultados sugieren dos distintas vías de acción para reducir la alta rotación de empleados en los centros de llamados. La primera es a través de fijación de expectativas iniciales realistas al empleado, y la segunda, un monitoreo constante del cumplimiento de tales expectativas.
Originalidad/valor
Se utiliza un modelo estadísitico de sobrevivencia, el cual es apropiado para estudios de procesos de rotación, cuya naturaleza es inherentemente temporal.
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Francisco Trincado-Munoz, Leslier Valenzuela-Fernández and Melany Hebles
While companies have increasingly encouraged employees to adopt a customer orientation, less attention has been given to the impact that customer orientation has on employees' job…
Abstract
Purpose
While companies have increasingly encouraged employees to adopt a customer orientation, less attention has been given to the impact that customer orientation has on employees' job outcomes and performance. Previous research has used job demands-resource theory (JD-R) and proposed several mechanisms through which customer orientation influences performance, yet the intervening variables in the process have shown inconsistent results. The purpose of this paper is to investigate the contextual role of organizational justice on the relationship between customer orientation and performance through work engagement. In this way, offering more understanding of the contingent effects that intervene in the customer orientation–performance relationship.
Design/methodology/approach
Using a structural equation model (SEM) in a sample of 249 marketing, sales and management managers in Chilean companies, this paper tested different hypotheses concerning the role of work engagement, organizational justice and customer orientation in relation to perceived performance.
Findings
This study informs that organizational justice (procedural and distributive justice) moderates the relationship between customer orientation and performance through work engagement. Precisely, the findings reveal that at lower values of organizational justice, changes in customer orientation negatively influence work engagement and in turn performance.
Originality/value
The results contribute to strengthening customer orientation theory by integrating a contextual variable often omitted: organizational justice. By exploring the moderation effect of organizational justice on customer orientation, this paper reveals contingent effects of employees' perceived fairness on the organization in the relationship between customer orientation and performance through work engagement. The findings encourage managers to look after employees' perceived organizational justice when they implement customer-oriented approaches, in particular, of those employees who work in the frontline sales and service positions.
Propósito
Mientras las empresas han incentivado la adopción de una orientación al cliente por parte de los empleados, menos atención se ha dado al impacto que la orientación al cliente tiene en los resultados laborales y el desempeño. Investigación previa ha usado la teoría de Demandas y Recursos del Trabajo (Job Demands-Resource Theory en inglés) y propuesto varios mecanismos a través de los cuales la orientación al cliente tiene un efecto en el desempeño, no obstante las variables que intervienen en el proceso han mostrado resultados inconsistentes. Por tanto, este estudio tiene por objetivo investigar el rol contextual de justicia organizacional en la relación entre orientación al cliente y performance a través del compromiso organizacional. De esta manera, ofrecer mayor entendimiento de los efectos contingentes que intervienen la relación orientación al cliente-desempeño.
Diseño/metodología/enfoque
Usando un modelo de ecuaciones estructurales en una muestra de 249 ejecutivos de marketing, ventas y negocios en compañías chilenas, este estudio evalúa diferentes hipótesis respecto al rol del compromiso organizacional, justicia organizacional, y orientación al cliente en relación a la percepción del desempeño organizacional.
Hallazgos
Este estudio demuestra que la justicia organizacional (como justicia distributiva y procedural) modera la relación entre orientación al cliente y desempeño a través del compromiso organizacional. Precisamente, los resultados revelan que a menores valores de justicia organizacional, cambios en la orientación al cliente influencian negativamente el compromiso organizacional y a su vez el desempeño.
Originalidad/valor
Los resultados contribuyen a fortalecer la teoría de Orientación al Valor del Cliente integrando una variable contextual que a menudo ha sido omitida: Justicia organizacional. Explorando la moderación de la justicia organizacional en la orientación al cliente, esta investigación revela efectos contingentes de la percepción de justicia de los empleados en la organización en la relación entre orientación al cliente y el desempeño percibido a través del compromiso organizacional. Estos hallazgos invitan a los gerentes a preocuparse por la percepción de justicia de los empleados cuando deciden implementar la orientación al cliente en especial con quiénes trabajan en la provisión de servicios y atención a clientes.
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On June 27,1950 President Truman ordered American air and naval forces to South Korea to provide support in that country's defense against the North Koreans. By June 30 U.S…
Abstract
On June 27,1950 President Truman ordered American air and naval forces to South Korea to provide support in that country's defense against the North Koreans. By June 30 U.S. ground forces had entered the battle. On July 7 the United Nations agreed to send troops to S. Korea, the UN's first armed response to aggression. General Douglas MacArthur was named commander of both the troops of the United States and the United Nations. Three years later, July 27, 1953, an armistice agreement was signed and the Korean War drew to a close.
Given the rise of sport non-fungible tokens (NFTs) and sponsorships from cryptocurrency companies in the sport industry during the coronavirus disease 2019 (COVID-19) pandemic…
Abstract
Purpose
Given the rise of sport non-fungible tokens (NFTs) and sponsorships from cryptocurrency companies in the sport industry during the coronavirus disease 2019 (COVID-19) pandemic, this paper aims to critically frame the partnerships between cryptocurrency and sport by exploring the reception of fan tokens amongst supporters of three English Premier League clubs: Manchester City, Everton and Crystal Palace.
Design/methodology/approach
Drawing upon the emerging critical scholarship on cryptocurrency and the political economy of professional football, this study uses digital ethnography in an attempt to understand the major themes emanating from the online forum discussions amongst fans in response to the issuance of fan tokens by the aforementioned three clubs, among other types of partnerships with crypto companies.
Findings
The supporters’ critical deliberations revolved around the contradictions of fan tokens (as a means for supposed “fan engagement” or for financial speculation) and the utility of cryptocurrency for the public. These reactions in turn showcase a larger tension underlying the financially unstable professional football industry: the contest between the owners and the fan bases over the exchange value (for profit) and use value (for community) of the clubs.
Originality/value
This paper is one of the first studies to adopt a critical framework to examine the emerging partnerships between sports and cryptocurrency companies during the COVID-19 pandemic. It also provides one of the first in-depth analyses of the critical receptions of sport NFTs amongst sport fans. While contributing to the literature on fan activism/protest in the context of the commercialization and commodification of sport, the paper also raises new questions on the responsible use of cryptocurrency/NFT in sport.
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A company as an entity could cease to exist owing to its merger and dormancy in activity. The latter can be attributed to two causes – unsustainability of present state of…
Abstract
Purpose
A company as an entity could cease to exist owing to its merger and dormancy in activity. The latter can be attributed to two causes – unsustainability of present state of production or shell companies. Therefore, three questions are posed – one, why do companies merge, two – why do companies shut down and third – of those that disappear can they be identified as shell.
Methodology/approach
The motives for each of these cases of disappearance of a company are enlisted and a firm-level analysis is undertaken where each firm is compared with a counterfactual.
Findings
It is found that companies that survived despite the inefficiencies and smaller market shares were the ones that had some foreign affiliation and were unrelated to existing business entities. On the other hand, the dormancy or shutdown can be attributed to lack of access to imported technology and low shares of market with dismal profitability. With the growing intensity of globalisation, the Indian corporate sector is now more prone to global economic conditions. Lastly, the disappearance or shutdown of companies that may have been used for tax avoidance is supported by the data.
Originality/value
The present study is the first to amalgamate and discuss various the causes for shutdown of companies. Further, the methodology adopted is unique in terms of the use of counterfactuals.
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Stuart Locke and Geeta Duppati
This paper empirically examines the impact of corporate governance reforms on the financial performance of Indian state-owned enterprises (SOEs) for the period 2003–2011.
Abstract
Research question
This paper empirically examines the impact of corporate governance reforms on the financial performance of Indian state-owned enterprises (SOEs) for the period 2003–2011.
Research findings/insights
The findings indicate that the various corporate governance reforms collectively exhibited a statistically significant positive impact on performance when a difference in difference estimation process is used. However, the performance of SOEs is less than that of publicly listed companies, which is consistent with prior research. When the SOEs are compared with a matched pairing of publicly listed companies of similar size and same industry, their performance was comparable and in many instances superior. This is indicative of the regulatory constraints on competitors and preferential access to resources and markets given to the SOEs. As SOEs move towards a more mixed ownership model with more of them listed on the stock exchange and greater public ownership of shares the corporate governance issues will increase in importance.
Theoretical/academic implications
The controlled sell down of shares in SOEs presents a need for continuing governance reforms and ongoing research to track progress.
Practitioner/policy implications
The most striking observation from the study is that changes that were introduced as a corporate governance reform, such greater professionalism in boards, did not gain traction and enhance performance, rather the process of director selection and the concentrated bureaucratic and political interference stymied what was asserted to be conceptually sound reforms.
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