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1 – 10 of over 49000Feelings about conflict in labor relations are determined by both the objective conditions surrounding the dimension of labor relations and their subjective evaluation. This study…
Abstract
Purpose
Feelings about conflict in labor relations are determined by both the objective conditions surrounding the dimension of labor relations and their subjective evaluation. This study aims to examine features of the subjective evaluation factors in labor relations for new generation employees born in the post-1980s, transitional China, and to explore the conflict reduction strategies in labor relations.
Design/methodology/approach
This study designed items and a scale to measure employees’ subjective evaluation bias regarding labor relations, and conducted a survey of 1,500 employees in 80 Chinese enterprises. It conducted a principal components analysis of the subjective evaluation biases, and a covariance analysis to explore differences in the common factors between employees of two generations. Comparing the subjective bias with the objective status of labor relations, as well as with employers’ expectations, this study analyzed the feelings toward conflict and conflict management strategies.
Findings
There are eight common factors in the subjective evaluation bias toward labor relations, four of which show significant differences between employees of two generations. Employers should study these differences, and apply conflict reduction measures to manage labor relations.
Originality/value
This is one of the first studies to propose the concept of a subjective evaluation bias regarding labor relations, and examine the common factors and features among new generation employees. It establishes a model for feelings toward conflict through four combinations of the subjective preferences and objective status dimensions. This study offers new insights for reducing workplace conflict.
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Tianwei Ding, Ziru Qi and Jiaoping Yang
In today's digitalized world, platform leadership is a novel leadership style that facilitates employee innovation. However, the impact mechanism of platform leadership on employee…
Abstract
Purpose
In today's digitalized world, platform leadership is a novel leadership style that facilitates employee innovation. However, the impact mechanism of platform leadership on employee innovation passion has not been explored.
Design/methodology/approach
In this study, based on the theory of a self-organizing objective system, 591 new-generation employees were surveyed to explore the impact of platform leadership on the harmonious innovation passion of new-generation employees.
Findings
The results showed that platform leadership stimulates the harmonious innovation passion of employees by promoting the integration of organizational and employee objectives. This mechanism was found to be weakened by the internal integrated organizational culture and strengthened by the external adaptive organizational culture.
Originality/value
This study explores the mechanism by which platform leadership style influences the harmonious innovation passion of new-generation employees and provides theoretical guidance and practical insight into ways to improve the innovation capability of new-generation employees.
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Xiangyu Li and Ming Kong
This paper aims to address following three research questions: Are employees with high political skill willing to do extra-role behavior? Can leader–member exchange (LMX) affect…
Abstract
Purpose
This paper aims to address following three research questions: Are employees with high political skill willing to do extra-role behavior? Can leader–member exchange (LMX) affect organizational citizenship behavior (OCB)? Can perception of organizational politics (POP) influence LMX?
Design/methodology/approach
The paper is based on a survey of 227 questionnaires. Multiple linear regression analysis was used.
Findings
Findings indicate that employees’ political skill not only are helpful for them in dealing with the relationship with their leaders, but also can stimulate their OCB. The paper also shows that the mediation effect of POP is not obvious when they handle LMX.
Originality/value
This paper’s main contributions are as follows: When studying new generation employees, many managers find that their accumulated experience of management is ineffective in applying to this group of new generation employees. In Chinese culture, new organizational and new employee environment relationship can be regarded normal, positive and beneficial to the development of new generation employees. New generation employees use their own political skills to handle LMX; they are not well aware of POP.
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Khahan Na-Nan, Suteeluck N. Kanthong and Auemporn Dhienhirun
The turnover intention (TI) is a very challenging concept for an organisation, but there are seemingly not many instruments around to measure TI. The purpose of this paper was to…
Abstract
Purpose
The turnover intention (TI) is a very challenging concept for an organisation, but there are seemingly not many instruments around to measure TI. The purpose of this paper was to develop and validate an instrument to measure the TI concept of Generation Y in Thailand.
Design/methodology/approach
Ten questions were developed as an instrument to measure TI based on previous concepts and theories and verified using exploratory factor analysis, confirmatory factor analysis and convergent validity.
Findings
Three dimensions were proposed to measure TI including aspects of intention to quit, turnover thinking and opportunities for new job with excellent reliability at 0.811, 0.837 and 0.830, respectively.
Originality/value
A measurement scale to assess TI of Generation Y salespeople has never been studied in Thailand. The measurement scale was proved to be valid and will enable human resource officers, divisions and companies to accurately analyse the level of employee TI. This instrument can help educators and researchers to better understand and comprehend factors of employee TI.
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The reasons for turnover intention of millennial employees show intergenerational differences and gradually have become a hot topic in the field of management. From the…
Abstract
Purpose
The reasons for turnover intention of millennial employees show intergenerational differences and gradually have become a hot topic in the field of management. From the perspective of knowledge management, this paper aims to explore the mechanism of individual knowledge distance on the turnover intention of millennial employees. Based on the social comparison theory and the person-environment fit theory, this study discusses the moderation role of individual perception of organizational innovation climate in this model by integrating social and cultural factors into the cognitive behavior model, and empirically tests the impact of individual knowledge distance on the turnover intention of millennial employees.
Design/methodology/approach
In this paper, 585 valid questionnaires were collected from the millennial employees, and the moderated intermediary model was empirically tested by using hierarchical regression analysis and conditional process analysis.
Findings
The results show that the knowledge distance between individuals has a significant positive impact on the turnover intention of the millennial employees; the ability-based Mianzi stress has a significant positive impact on the turnover intention of the millennial employees; in organizations with a high innovation climate perception, the ability-based Mianzi stress partially mediates the positive impact of the knowledge distance between individuals on the turnover intention; the organizational innovation climate perception positively moderates the influence of individual knowledge distance on ability-based Mianzi stress, and the boundary condition of ability-based Mianzi stress is discussed, which shows that knowledge distance can induce ability-based Mianzi stress only when individual are able to perceive organizational innovation climate.
Originality/value
This study explores the influence mechanism between knowledge distance and employee turnover intention from the perspective of Mianzi, which is a supplement and enrichment to the study of millennial employees’ turnover intention. It enlightens managers to take effective measures to reduce the negative impact of knowledge difference among millennial employees in the process of actively creating innovation climate in the organization. Because Western countries also have face problems, the conclusion of this study is also of practical significance to managers in Western countries.
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Elizabeth George and Zakkariya K.A.
– The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors.
Abstract
Purpose
The purpose of this paper is to examine whether job satisfaction and job-related stress differ among employees of different banking sectors.
Design/methodology/approach
Questionnaire were administered to 337 employees from various banks belonging to private sector, public sector and new generation banks. One way ANOVA was conducted to find out whether job satisfaction and job relates stress varied on the basis of three different sectors of banks. Further post hoc test was conducted to find out which sector differs significantly.
Findings
Results indicated that employees of different sectors of bank had different level of job satisfaction and job-related stress. Further it was revealed that public sector banks have lower job-related stress when compared to private sector banks and new generation banks; and higher job satisfaction when compared to new generation banks.
Practical implications
With the rapid developments and competition in banks, measures should be taken in private sector banks and new generations banks to reduce job-related stress and enhance job satisfaction level of employees. This may also result in increased quality of services and reduced labour turnover in banks.
Originality/value
The study is original and empirical in nature. It shows that the job satisfaction and job-related stress differ among employees of different groups of banks in the banking sector. If banking sector is considered as a true representative of the service sector, the results of this study has wider implication in the service industry as a whole.
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Ting Nie, Zhihua Lian and Hua Huang
The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit…
Abstract
Purpose
The purpose of this paper is to explore the mediating effect of vocational identity and the moderating effect of work values on the relation between career exploration and fit perception of Chinese new generation employees.
Design/methodology/approach
A survey was conducted to measure variables in this study. Based on review of the related studies about work value, career exploration, vocational identity and fit perception, the authors establish a theoretical model and propose hypotheses. Data were obtained from 647 Chinese post‐1980s generation employees.
Findings
According to the statistical analysis result, the paper demonstrates that career exploration can affect fit perception through mediator of vocational identity; when people have stronger preference to chase for job comfort and security, the relations between career exploration effort, vocational identity and fit perception becomes stronger; once individual has stronger preference for status and independence, the relations between career exploration effort, vocational identity and fit perception becomes weakened.
Research limitations/implications
The data used in this study only came from the employees, although the authors test homologous deviation through Harman single factor test. If the authors can conduct the survey from both employees and their supervisors, it will be better for them to avoid homology bias. Furthermore, more factors need to be considered in the formation of fit perception of Chinese new generation employees.
Originality/value
The paper explains the internal relations between work value, career exploration, vocational identity and fit perception on the basis on of the characteristics of Chinese new generation employees.
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Xander D. Lub, Rob J. Blomme and P. Matthijs Bal
This research aims to shed light on organizational citizenship behaviors (OCBs) of different generations of hospitality workers in relation to their psychological contract. The…
Abstract
This research aims to shed light on organizational citizenship behaviors (OCBs) of different generations of hospitality workers in relation to their psychological contract. The psychological contract, which describes employees' implicit expectations of their employer, is related to a range of work-related outcomes such as commitment, turnover intention and OCB. Yet, virtually no studies have explored the psychological contract or OCB in a hospitality setting. These topics were approached from a generational context as a new generation of employees is entering the workplace with a reportedly different approach to work. Data were collected through face-to-face surveys on site from a sample (N=111) in 7 hotels of an international hotel chain. Findings provide evidence of generational differences in the content of the psychological contract, as well as the process through which the psychological contract impacts OCB. In particular, findings indicate that hospitality managers will increasingly have to consider motivating their staff through satisfaction of intrinsic needs for development, job content, and a pleasant working atmosphere. This was found to be particularly true for Generation Y, the youngest generation of workers.
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Ziyang Song, Fan Yang, Edwin J. Boezeman and Xiaodong Li
The declining attractiveness of construction industry to the new-generation onsite construction professionals (OCPs) in China can be the result of insufficient supply of what they…
Abstract
Purpose
The declining attractiveness of construction industry to the new-generation onsite construction professionals (OCPs) in China can be the result of insufficient supply of what they desire at work. There is a lack of studies that make clear the work values of this cohort and the fit between their work value preferences and job supplies. Therefore, the purpose of this study is to address this issue.
Design/methodology/approach
This study focused on Chinese new-generation OCPs. Work values and job supplies were measured by two rounds of questionnaire surveys. Factor analysis was implemented to identify work value types. Paired samples t-test, independent samples t-test and one-way ANOVA were performed to figure out work value preferences and degree of supplies–values (S-V) fit and compare them across subgroups.
Findings
Intrinsic, “good time”, work-team-related, altruistic/prestigious and extrinsic work value types were identified. Chinese new-generation OCPs most valued work-team-related and intrinsic work aspects, while significant insufficient supply was relevant to intrinsic, extrinsic and “good time” aspects. Work value preferences and S-V fit showed significant differences among subgroups of gender, growth background, work rank and project type.
Practical implications
The results provide insights for construction companies to practice work-value-based human resource management toward new-generation OCPs and make targeted measures to address the misfit between supplies and values experienced by these OCPs.
Originality/value
This study for the first time examined work values of Chinese new-generation OCPs. It opens a new perspective for research based on S-V fit theory that focused on industry level. The effects of demographic and professional variables on the work values and the degree of S-V fit were revealed. This study thus contributes to the extant literature of work values and S-V fit.
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Soner Polat and Yılmazer Yılmaz
The purpose of this study is to determine barriers to intergenerational learning.
Abstract
Purpose
The purpose of this study is to determine barriers to intergenerational learning.
Design/methodology/approach
The research design is phenomenological, which is a qualitative research method. The study was carried out in a large-scale production facility in the Central District of Kocaeli, Turkey, and the study group of the research consists of 61 participants determined using the maximum diversity technique, one of the purposeful sampling techniques. Significant attention was paid to the examination of employees from all levels and every generation within the hierarchical structure of the company while selecting the working groups for the study. Data were collected through semi-structured interviews, and content analysis method was applied in the analysis of the data. Participants were questioned about barriers to their prejudices.
Findings
As a result of the research, it was observed that barriers “to being a leader for intergenerational learning” were gathered under three distinct themes: personal factors, relational factors and managerial factors. The most frequently stated subthemes of these were: “seeing knowledge and experience as a power” and “lack of job commitment and motivation” under personal factors, “communication problems” under relational factors and “insufficient support or not being supported or encouraged by management” under managerial factors.
Originality/value
This study should be of interest to researchers interested in educational organization use of barriers to intergenerational learning: a case of a workplace in Turkey, use of intergenerational learning by organization and management.
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