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Book part
Publication date: 11 August 2014

Nikolaos Georgantzis and Efi Vasileiou

This article tests whether workers are indifferent between risky and safe jobs provided that, in labor market equilibrium, wages should serve as a utility equalizing device…

Abstract

This article tests whether workers are indifferent between risky and safe jobs provided that, in labor market equilibrium, wages should serve as a utility equalizing device. Workers’ preferences are elicited through a partial measure of overall job satisfaction: satisfaction with job-related risk. Given that selectivity turns out to be important, we use selectivity corrected models. Results show that wage differentials do not exclusively compensate workers for being in dangerous jobs. However, as job characteristics are substitutable in workers’ utility, they could feel satisfied, even if they were not fully compensated financially for working in dangerous jobs.

Details

New Analyses of Worker Well-Being
Type: Book
ISBN: 978-1-78350-056-7

Keywords

Article
Publication date: 9 December 2022

Limor Kessler Ladelsky and Thomas William Lee

Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job

Abstract

Purpose

Turnover in high-tech companies has long been a concern for managers and executives. Recent meta-analyses from the general turnover literature consistently show that job satisfaction is a major attitudinal antecedent to turnover intention and turnover behavior. Additionally, the available research on information technology (IT) employees focuses primarily on turnover intentions and not on a risky decision-making perspective and actual turnover (turnover behavior). The paper aim is to focus on that.

Design/methodology/approach

This study uses hierarchical ordinary least squares, process (Preacher and Hayes, 2004) and logistic regression.

Findings

The main predictor of actual turnover is risky decision-making, whereas job satisfaction is the main predictor of turnover intention.

Originality/value

The joint effects of risk and job satisfaction on turnover intention and behavior have not been studied in the IT domain. Hence, this study extends our understanding of turnover in general and particularly among IT employees by studying the combined effect of risk and job satisfaction on turnover intentions and turnover behavior. The study’s theoretical and practical implications are likewise discussed.

Details

International Journal of Organizational Analysis, vol. 31 no. 7
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 2 November 2015

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.

Details

Academia Revista Latinoamericana de Administración, vol. 28 no. 4
Type: Research Article
ISSN: 1012-8255

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Article
Publication date: 28 January 2014

Jacob Guinot, Ricardo Chiva and Vicente Roca-Puig

Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress…

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Abstract

Purpose

Due to the divergent conclusions about the effects of interpersonal trust on job satisfaction, the study aims to look more deeply into this relationship by introducing job stress as a mediator variable.

Design/methodology/approach

The paper uses structural equation modeling to analyze the opinions of 6,407 Spanish employees, taken from the 2008 Quality of Working Life Survey carried out by the Spanish Ministry of Labor and Immigration.

Findings

The findings show that interpersonal trust has a positive effect on job satisfaction, and that job stress partially mediates this relationship. Furthermore, interpersonal trust is negatively related to job stress, which in turn is negatively related to job satisfaction.

Research limitations/implications

Despite the pertinence and size of the database used in the study, it is very heterogeneous. Future research might delimit the database by organization size or sector. Qualitative studies may also improve our understanding of the relationships studied and enable other concepts to be included.

Practical implications

Cultivating a climate of trust may provide organizations with a strategy to improve levels of mental well-being and satisfaction among their employees.

Originality/value

This research explains why interpersonal trust has a positive effect on job satisfaction. The paper's conceptualization of trust implies risk assumption and low risk perception; low perception of risk is presumed to reduce job stress, and in turn, increase job satisfaction. The paper also puts forward reasons for why “excessive” interpersonal trust has been related to negative effects on job satisfaction. “Excessive” trust might infer high risk perception, which might increase job stress, and in turn decrease job satisfaction.

Details

Personnel Review, vol. 43 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 31 December 2019

Denelle Mohammed, Edrea Chan, Rezwan Ahmad, Aleksandar Dusic, Cheryl Boglarsky, Patrick Blessinger and Rana Zeine

The purpose of this paper is to analyze job-related stress, motivation and satisfaction in higher education institutions, and assesses their implications on health in various…

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Abstract

Purpose

The purpose of this paper is to analyze job-related stress, motivation and satisfaction in higher education institutions, and assesses their implications on health in various industries including higher education. In total, 52 higher education faculty and administrators from institutions in more than 16 countries participated in the study that utilized the organizational surveys, Organizational Effectiveness Inventory® from human synergistics. Subgroup analysis was done to compare faculty and administrators; males to females, private, public, for-profit and not-for-profit institutions.

Design/methodology/approach

To assess health implications, 160 respondents employed in seven industries were surveyed using a custom medical/stress questionnaire to collect self-reported data on levels of job-related stress, motivation and satisfaction as well as the presence of several medical conditions, including myocardial infarction, stroke, angina pectoris/coronary heart disease, hypertension, gastro-esophageal reflux disease and diabetes mellitus. The results from each of the two surveys were statistically analyzed separately.

Findings

Results show undesirable levels of job-related stress, motivation and satisfaction in some segments of higher education employees; as well as associations between poorer health and high stress levels. The study established a potential justification consequently, the authors recommend organizational offerings of: stress relief programs; health fairs and health club memberships; stress management workshops; use of mobile apps for stress relief; job description reviews to eliminate work-related demands; changes to managerial styles that align with the culture of employees; re-evaluation of organizational structure; and enhanced communication amongst workplace management and employees.

Research limitations/implications

Limitations of this study include small sample sizes and the presence of confounding factors that were not considered. In addition, this study did not look into whether occupational position or occupational difficulty compromised the nature of work causing employees to experience lower levels of satisfaction, since the extent to which employees feel satisfied with their work may influence their physical well-being.

Originality/value

There are a number of factors that can affect employees with regards to medical illnesses in a job-related setting. There are three factors in particular that have been shown to negatively affect the health of employees: job-related stress; motivation; and satisfaction. These effects have not been studied in depth in faculty and administrators of higher education institutions, hence this study seeks to achieve that.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 4
Type: Research Article
ISSN: 2050-7003

Keywords

Article
Publication date: 15 August 2016

Silvia De Simone, Gianfranco Cicotto, Roberta Pinna and Luca Giustiniano

Considering the ongoing international debate on the role of public administrations in economic systems, the interest around public service motivation (PSM) has significantly grown…

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Abstract

Purpose

Considering the ongoing international debate on the role of public administrations in economic systems, the interest around public service motivation (PSM) has significantly grown among practitioners and scholars in the past two decades. Following the research streams that have investigated topics of organizational behavior within the public context, the purpose of this paper is to examine the influence of PSM on public employees’ feelings of job satisfaction. The novelty of the study lies in linking some characteristics of the work context presumed to be more prevalent in public organizations with specific job characteristics, regarded as relevant antecedents of job satisfaction.

Design/methodology/approach

The study is based on two complementary studies conducted in an Italian public administration. The paper shows how PSM influences job satisfaction, job engagement, and life satisfaction.

Findings

This paper shows how PSM influences job satisfaction, job engagement, and life satisfaction. The findings display how job engagement affects both job and life satisfaction in such contexts. Additionally, the findings display how job engagement affects both job and life satisfaction in such contexts.

Research limitations/implications

Although based on a specific context of public administration, the analysis allows some generalizations.

Originality/value

Based on these results, the paper contributes to two main streams of the literature. First, it enriches the existing research on PSM by analyzing how it can be managed in complex organizations. Second, it informs the literature on job satisfaction and work-related stress and relates to the intersection between organizational behavior and human resource management that informs the drawing up of HR policies. Furthermore, the paper sheds new light on how to deal with such problems and at the same time opens new avenues for investigations.

Details

Management Decision, vol. 54 no. 7
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 8 February 2024

Weijie Zhou, Tao Wang, Jianhua Zhu, Yuan Tao and Qingzhi Liu

This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job

Abstract

Purpose

This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China.

Design/methodology/approach

This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias.

Findings

Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased.

Originality/value

This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 6 September 2022

Gaurav Deep Rai and Saurabh Verma

Principally, this study aims to test a conceptual framework of the moderating influence of fear of COVID-19 on the following hypothesized relationships (1) quality of work life…

Abstract

Purpose

Principally, this study aims to test a conceptual framework of the moderating influence of fear of COVID-19 on the following hypothesized relationships (1) quality of work life and bankers' commitment, (2) the mediating spillover effect of job satisfaction in the quality of work life (QWL) and affective commitment relationship.

Design/methodology/approach

A quantitative cross-sectional research design is adopted on 318 bankers chosen from four prominent Indian cities. The mediation model is tested through SPSS, PROCESS macro, and AMOS. Conditional process modeling is also administered to test the moderating effect of fear of COVID-19.

Findings

The results suggest that the positive effect of QWL on commitment is completely mediated through job satisfaction. Further, the fear induced by COVID-19 negatively moderated the positive direct relation of QWL with commitment and the positive mediating spillover effect of job satisfaction.

Originality/value

The present research is virtually the first to introduce fear of COVID-19 as a psychological construct, to test a moderated mediation model for implications to organizational behavior and human psychology theory and practice. In coalescence of the need satisfaction, spillover, and COR theories, the authors postulate that as spillover between the domains of an individual's life (work, social, financial, personal, and overall life satisfaction) occurs, such effect is calibrated (augmented or attenuated) by the degree of risk/threat/depletion of their resources in the quest for attaining higher valued resources (overall life satisfaction). The moderated mediation mechanism is suggested for replication in other avenues for greater generalizability.

Details

International Journal of Productivity and Performance Management, vol. 72 no. 10
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 20 May 2020

Xavier Bartoll and Raul Ramos

This study aims to analyse the potential confounding and moderator role of job satisfaction on the effect of working hours on self-perceived health and to analyse the effect of…

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Abstract

Purpose

This study aims to analyse the potential confounding and moderator role of job satisfaction on the effect of working hours on self-perceived health and to analyse the effect of transitions between working hours and job satisfaction.

Design/methodology/approach

Using longitudinal data for the Catalan economy in 2005–2009, first, it runs a linear probability random effects model, with self-perceived health as the dependent variable, on one-year lagged job satisfaction, working hours and its interaction. Second, it estimated an ordered logit model to test the effect of transitions to working hours and different levels of job satisfaction on self-perceived health.

Findings

Short working hours ≤ 20 h/w predict good self-perceived health for women. Long working hours 41–47 h/w predict poor self-perceived health among men and women but not for very long hours ≥ 48 h/w. Interaction effects between working 41–47 h/w and job satisfaction levels were found for men and women. Improvements in job satisfaction for health are reduced when working long hours. For employees, a decrease in job satisfaction may suggest a health risk except if hours also reduce.

Social implications

Workplace practices aimed at gaining flexibility in working hours may be offset, in terms of health outcomes, by lower job satisfaction. Flexible working hours from the employees' side should be favoured to face reductions in job satisfaction.

Originality/value

The novelty of this paper is that highlights differential effect of job satisfaction in the relation between working hours and health status.

Details

Journal of Economic Studies, vol. 48 no. 1
Type: Research Article
ISSN: 0144-3585

Keywords

Article
Publication date: 1 May 1983

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…

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Abstract

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Details

Management Decision, vol. 21 no. 5
Type: Research Article
ISSN: 0025-1747

Keywords

1 – 10 of over 36000