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Article
Publication date: 28 April 2020

Seung-Hyun Han, Eunjung Grace Oh and Sung “Pil” Kang

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees'…

3580

Abstract

Purpose

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.

Design/methodology/approach

Based on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.

Findings

Understanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.

Originality/value

This study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

Details

Leadership & Organization Development Journal, vol. 41 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 12 July 2013

Elaine Berkery, Michael Morley and Siobhan Tiernan

The aims of this study are threefold: to examine the relationship between gender role stereotypes and requisite managerial characteristics, to test Lord and Maher's…

7657

Abstract

Purpose

The aims of this study are threefold: to examine the relationship between gender role stereotypes and requisite managerial characteristics, to test Lord and Maher's recognition‐based processes to determine whether familiarity with women in leadership positions decreases the “think manager‐think male” stereotype and to examine the nature of the attributes used to describe men, women and managers.

Design/methodology/approach

Schein's Descriptive Index was used in this study. A total of 1,236 surveys were included in the study. Intraclass correlation coefficients (ICC, r1) were computed to determine the relationship between the different moderators and requisite managerial characteristics. Factorial analysis and agglomerative hierarchal cluster analysis were used to identify the traits attributed to men, women and managers.

Findings

Male respondents continue to gender type the managerial role in favour of men. Both males and managers continue to be viewed as agentic in nature while women are viewed in more androgynous terms by both male and female respondents.

Practical implications

This study expands our understanding of how males and females view women, men and managers. Based on the results of this study, the authors would argue that women are better equipped to adopt an androgynous leadership style and to practise transformational leadership.

Originality/value

This study looks beyond ICC scores and looks at how each of the traits is linked to men, women and managers. The findings are discussed in terms of how organisations need to look beyond the misfit between women and requisite managerial characteristics and focus on what females can contribute at board level and to management in general.

Details

Gender in Management: An International Journal, vol. 28 no. 5
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 September 1997

Godwin J. Udo, Tor Guimãrães and Magid Igbaria

Shows how a survey of 216 plant managers is used to develop and test an integrated model of their turnover intentions. The model incorporates role stressors, task characteristics

4089

Abstract

Shows how a survey of 216 plant managers is used to develop and test an integrated model of their turnover intentions. The model incorporates role stressors, task characteristics, job involvement, job satisfaction, and organizational commitment as predictors of intention to stay in the organization. The results provide moderate support for the proposed model and show that organizational commitment had a direct and positive effect on plant managers’ intention to stay with their organization. Indirect effects on intention to stay were found for job satisfaction, job involvement, task characteristics and role stressors. Results show that job satisfaction is considered the most important factor directly affecting organizational commitment, while job involvement also had a direct effect on organizational commitment. Role stressors were found to be the most disfunctional variables affecting satisfaction of the plant managers. The results also indicated that task characteristics play an important role in predicting job satisfaction, organizational commitment, and intention to stay. Presents implications for top management to improve job satisfaction, organization commitment and retention of plant managers.

Details

International Journal of Operations & Production Management, vol. 17 no. 9
Type: Research Article
ISSN: 0144-3577

Keywords

Article
Publication date: 28 October 2003

Jill Kickul and Matthew A. Liao‐Troth

It has been argued that the social and informational cues within the work environment need to be investigated to better understand and identify a nomological network underlying…

Abstract

It has been argued that the social and informational cues within the work environment need to be investigated to better understand and identify a nomological network underlying the psychological contract construct. This study is one of the first to investigate how employees may use social and informational messages and cues in the work environment to formulate and place meaning behind their employee employer exchange relationship. We present a model that examines specific dimensions of employees’ psychological climates that may serve as a basis for understanding their contract with their organization. Three hundred and seventy employees from a variety of organizational settings completed measures of their climate (role characteristics, job characteristics, workgroup and social environment, leader behaviors, and organizational and subsystem attributes) as well as their perceptions of their psychological contract. The model and proposed relationships were tested through a series of hierarchical regression analyses. Results revealed that role characteristics were associated with the workload and clarity components of the contract while job characteristics were related to the work variety, work importance, and autonomy contract factors. Workgroup and social environment dimensions were related to the contract components of social interaction and work conditions and leader behaviors were associated with the feedback contract factor. Finally, organizational and subsystem attributes were linked to the compensation, benefits, security, advancement, development opportunities, fairness, and interpersonal factors of an employee’s psychological contract. Study contributions and limitations as well as directions for future research are discussed.

Details

American Journal of Business, vol. 18 no. 2
Type: Research Article
ISSN: 1935-5181

Keywords

Article
Publication date: 30 November 2022

Yi Li, Chongli Wang and Bo Song

This paper investigates the reasons for the differences in customers' acceptance of service robots (CASR) in actual experience and credence service settings for the following two…

1015

Abstract

Purpose

This paper investigates the reasons for the differences in customers' acceptance of service robots (CASR) in actual experience and credence service settings for the following two aspects: (1) different antecedents affecting CASR and (2) different customer perceptions of their own characteristics (role clarity and ability) and service robot characteristics (anthropomorphism and ability).

Design/methodology/approach

The data were collected using online surveys in an experience service setting (Hotel, N = 426) and a credence service setting (Hospital, N = 406). Differences in experience and credence service settings were examined using two statistical methods, namely, PLS-SEM to test the differences in antecedents affecting CASR and independent-samples t-tests to test the differences in customer perceptions of their own characteristics and service robot characteristics.

Findings

The results indicate that customers in an experience (vs credence) service setting have stronger positive attitudes toward and a greater intention to use service robots. Further, this paper finds there are two key reasons for the differences in CASR. The first is different antecedents. Perceived usefulness is positively influenced by the anthropomorphism of a service robot and customer ability in the experience service setting, but is influenced not in the credence service setting. Conversely, service robot autonomy positively relates to perceived ease of use in the credence service setting, but does not in the experience service setting. The second reason for CASR differences is different customer perceptions. Customers' ability and perceived ease of use are higher, while their perception of anthropomorphism of the service robot is lower in the experience (vs credence) service setting.

Originality/value

This study helps explain why there are differences in the CASR in different settings and presents two perspectives: (1) antecedents' affecting CASR and (2) customer perceptions of their own as well as service robot characteristics.

Details

Journal of Service Theory and Practice, vol. 33 no. 1
Type: Research Article
ISSN: 2055-6225

Keywords

Article
Publication date: 1 September 2003

Michael J. Morley and Mary Flynn

Borrowing from earlier contributions in the cross‐cultural management and international human resource management literatures, firstly we conceptualise expatriate adjustment as a…

1375

Abstract

Borrowing from earlier contributions in the cross‐cultural management and international human resource management literatures, firstly we conceptualise expatriate adjustment as a multifaceted construct encompassing work, general, interaction and overall adjustment and then we examine the impact of work‐role characteristics in the form of role novelty, role ambiguity, role conflict and role overload on these different domains of adjustment. With respect to adjustment, while our data, drawn from a postal survey of US and Canadian expatriates on assignment in Ireland, show some variations in work, general, interaction and overall adjustment, the composite measure of overall adjustment reveals that, on the whole, respondents are well adjusted to working and living in Ireland. Turning to the impact of work‐role characteristics on adjustment domains, role novelty is positively correlated with work adjustment. Both role ambiguity and role conflict are negatively correlated with work adjustment. Multiple regression results reveal that, combined, role novelty, role ambiguity, role conflict and role overload account for 31.1 per cent of the variance in work adjustment, 13.4 per cent of the variance in general adjustment, 17.2 per cent in the case of interaction adjustment and 17.5 per cent of the variance in overall adjustment.

Details

Cross Cultural Management: An International Journal, vol. 10 no. 3
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 25 March 2019

Dian Prama Irfani, Dermawan Wibisono and Mursyid Hasan Basri

Companies with multiple roles, as both a profit generator and public service provider, have specific characteristics that differentiate them from single-role companies. However…

Abstract

Purpose

Companies with multiple roles, as both a profit generator and public service provider, have specific characteristics that differentiate them from single-role companies. However, literature suggests that no performance measurement framework exists to fully suit the characteristics of such companies. This study aims to develop a novel performance-measuring framework to manage logistics performance in multiple-role companies.

Design/methodology/approach

The framework is developed by combining a literature review and a case study approach as applied to a company with multiple roles. The case study is conducted to identify the characteristics of multiple-role companies, the factors that potentially affect such companies’ logistics performance and criteria for a new framework. The literature review identifies the concepts, performance attributes and indicators from existing frameworks with the potential for incorporation and synthesis in the new framework.

Findings

This study identified several characteristics, performance drivers and criteria for a logistics performance-measuring framework for multiple-role companies. Additionally, this study successfully developed a new logistics performance-measuring framework that consists of eight performance management stages and an aggregated index to measure overall logistics performance.

Practical implications

The proposed logistics performance-measuring methodology provides useful guidance for stakeholders of multiple-role companies to plan, organize, execute and evaluate logistics performance.

Originality/value

This research fills a theoretical gap by explaining the characteristics of logistics systems in multiple-role companies, as well as the factors that may affect such companies’ logistics performance. Further, the proposed framework contributes to academia by integrating performance attributes from several available frameworks to manage objective conflicts, dynamism issues and the inconsistent performance evaluations that exist in companies with multiple roles.

Details

Measuring Business Excellence, vol. 23 no. 2
Type: Research Article
ISSN: 1368-3047

Keywords

Article
Publication date: 1 July 2006

Ramudu Bhanugopan and Alan Fish

The purpose of this study was to determine the level of workplace “job burnout” experienced by expatriate managers in Papua New Guinea (PNG). The study also examined the…

5666

Abstract

Purpose

The purpose of this study was to determine the level of workplace “job burnout” experienced by expatriate managers in Papua New Guinea (PNG). The study also examined the relationship between job burnout and intention to quit, and findings suggest that expatriates are affected by job burnout.

Design/methodology/approach

The study has assessed three key job characteristics (role conflict, role ambiguity and role overload) and their association with three dimensions of job burnout (emotional exhaustion, depersonalisation and reduced personal commitment). Data were collected from 189 respondents who were stratified via industry, age, size of organization, education and nationality. LISREL VIII was employed to evaluate the fit of the measurement model, and to examine the relationship between “job burnout” and expatriates “intention to quit”.

Findings

The results demonstrate that the three job characteristics are significantly associated with job burnout with role conflict being the main reason. Whilst role ambiguity was also a key issue, job burnout was least effected by role overload.

Research limitations/implications

The research has only begun to address the many issues that are of importance to the expatriates working in PNG and developing countries more generally. Also, this study was based on expatriates at a management level only; hence it is difficult to generalise beyond this.

Practical implications

Provides insights into the effects and consequences “job burnout” on expatriates in a developing country.

Originality/value

This paper contributes to understanding on relationship between the job burnout and expatriate failure.

Details

Personnel Review, vol. 35 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 5 December 2019

Thomas N. Garavan, Sinead Heneghan, Fergal O’Brien, Claire Gubbins, Yanqing Lai, Ronan Carbery, James Duggan, Ronnie Lannon, Maura Sheehan and Kirsteen Grant

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational…

2870

Abstract

Purpose

This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.

Design/methodology/approach

The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).

Findings

The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.

Originality/value

This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

Details

European Journal of Training and Development, vol. 44 no. 1
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 8 January 2021

Yousra Harb, Ali Zahrawi, Issa Shehabat and Zuopeng (Justin) Zhang

Sharing knowledge of physicians in hospitals is critical and significant in terms of providing better healthcare services. Despite the significance of knowledge sharing in the…

Abstract

Purpose

Sharing knowledge of physicians in hospitals is critical and significant in terms of providing better healthcare services. Despite the significance of knowledge sharing in the healthcare setting, very few studies have empirically investigated knowledge sharing drivers among physicians. Particularly, the process of knowledge sharing through the interplay between individual characteristics, knowledge characteristics, and intention in a healthcare setting has received very little empirical support. In this study, the authors draw upon personality traits and knowledge characteristics theories to develop a theoretical model to empirically examine the effect of individual characteristics and knowledge characteristics on physicians' knowledge sharing behavior.

Design/methodology/approach

Based on a sample of 215 physicians from 20 hospitals in Jordan, the authors conducted data analysis using the partial least squares statistical technique.

Findings

The study revealed that the personality traits (Extraversion, Neuroticism, Agreeableness and Conscientiousness) significantly influence physician intention to share knowledge. Knowledge characteristic (Situatedness) was also found to affect the intention to share knowledge.

Originality/value

Very little is known about the effect of individual characteristics and knowledge characteristics on knowledge sharing behavior among physicians. The study contributes to the related literature by empirically investigating how individual characteristics and knowledge characteristics influence physicians' knowledge sharing behavior. The findings add to the understanding of the role of personality traits and knowledge characteristics in physicians' intention to share knowledge and give important insights for practice and theory.

Details

Industrial Management & Data Systems, vol. 121 no. 2
Type: Research Article
ISSN: 0263-5577

Keywords

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