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1 – 10 of over 120000Kong Beng Ang, Chye Tee Goh and Hian Chye Koh
Analyses the effects of age on the level of job satisfaction ofaccountants in Singapore. Four categories of accountants namely,government auditors, internal auditors, non‐auditor…
Abstract
Analyses the effects of age on the level of job satisfaction of accountants in Singapore. Four categories of accountants namely, government auditors, internal auditors, non‐auditor accountants, and external auditors were identified according to the nature of work performed by each, i.e. job‐type. Results of a three‐way analysis of variance (ANOVA) show that both age and job type, taken individually, have a direct significant effect on job satisfaction. In addition, there is also an interaction effect between age and job‐type on job satisfaction. In general, older accountants are more satisfied with their jobs than their younger counterparts. However their satisfaction increases at varying rates depending on their job types.
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Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…
Abstract
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
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The purpose of this paper is to answer the question: What happens to the outcomes of pay dispersion when the employees own stock in their own company?
Abstract
Purpose
The purpose of this paper is to answer the question: What happens to the outcomes of pay dispersion when the employees own stock in their own company?
Design/methodology/approach
The data set consisted of over 20,000 employee surveys. Pay dispersion was measured with the Gini coefficient. The outcome variables were attitudes and behaviors with numerous controls. The moderation effect of employee ownership was investigated at the individual and group level using multilevel regression analysis.
Findings
Most hypothesized outcomes did not yield statistically significant results. The results that were statistically significant had two patterns: first, higher pay dispersion was consistently associated with improved attitudes and behaviors; and second, employee ownership moderated the outcomes of pay dispersion for certain outcomes and job types (e.g. perceptions of company fairness among administrative support personnel, or absenteeism and production personnel). There was no evidence to support a link between pay dispersion and attitudes across job types (vertical), only within job types (horizontal).
Research limitations/implications
All the data were self-reported in surveys. Attitudes were measured with single items rather than validated scales. The data were cross-sectional, so no causality can be inferred.
Practical implications
While both higher pay dispersion and employee ownership can motivate employees, the interaction between them can be negative, especially in a cooperative environment. Consideration should be given to this when designing compensation packages.
Social implications
There was a surprisingly strong link between higher pay differentials and improved attitudes, suggesting that the opportunity for higher pay is more influential than any feelings of inequity.
Originality/value
The effect of employee ownership on the outcomes of pay dispersion has never been investigated. This should be valuable given how widely higher pay is used to attract, retain and motivate employees (leading to pay dispersion) as well as how increasingly popular employee ownership is becoming.
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Shlomo Hareli, Motti Klang and Ursula Hess
The purpose of the present research is to test the hypothesis that hiring decisions are influenced by the perceived femininity and masculinity of candidates as inferred from their…
Abstract
Purpose
The purpose of the present research is to test the hypothesis that hiring decisions are influenced by the perceived femininity and masculinity of candidates as inferred from their career history.
Design/methodology/approach
Two job selection simulation studies were conducted in which students with and without personnel selection experience assessed the suitability of male and female job candidates for male and female sex‐typed jobs. The candidate's CVs varied with regard to the gender typicality of the candidate's career history.
Findings
As predicted, when they previously had occupied another gender atypical job, both men and women were perceived as more suitable for a job that is more typical of the opposite gender. These decisions were mediated fully for women and partially for men by the impact of the gender typicality of the candidate's career on their perceived masculinity or femininity. In addition, men who had a gender atypical career history were perceived as less suitable for gender typical jobs. Thus, for men a gender atypical career history can serve as a “double edged sword.” Importantly, experienced and inexperienced decision makers were equally subject to this effect.
Originality/value
Career history provides individuating information about a candidate over and above the skills and experiences they are likely to have. Gender type is one such information that is pertinent in a job market that divides jobs into male and female typical and makes hiring decisions on this basis. Previous research has largely ignored this aspect of career history.
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Muhammad Jamal and Jamal A. Badawi
The present study examined the relationship of job stress and Type‐A behavior pattern with employees' job satisfaction, turnover intention, absence behavior, organizational…
Abstract
The present study examined the relationship of job stress and Type‐A behavior pattern with employees' job satisfaction, turnover intention, absence behavior, organizational commitment, psychosomatic health problems, and happiness in life. Data were collected by means of a structured questionnaire from full‐time employed Muslims (N = 325) living in Canada and United States of America. Pearson correlation and moderated multiple regression were the statistical techniques employed to analyze data. Results generally supported the prediction that job stress will be significantly related with the dependent variables. Type‐A behavior was found to be related with only a few dependent variables. In addition, Type‐A behavior was found to be an important moderator of job stress and outcome relationships. Implications of the findings for management and for future research are highlighted.
Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of…
Abstract
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.
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In job advertisements, companies present claims about their organizational identity. My study explores how employers use multimodality in visuals and verbal text to construct…
Abstract
In job advertisements, companies present claims about their organizational identity. My study explores how employers use multimodality in visuals and verbal text to construct organizational identity claims and address potential future employees. Drawing on a multimodal analysis of job advertisements used by German fashion companies between 1968 and 2013, I identify three types of job advertisements and analyze their content and latent meanings. I find three specific relationships between identity claims’ verbal and visual dimensions that also influence viewers’ attraction to, perception of the legitimacy of, and identification with organizations. My study contributes to research on multimodality and on organizational identity claims.
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Tejinder K. Billing and Pamela Steverson
The purpose of this paper is to examine the moderating role of Type A/Type B personality on job stress-work and non-work outcomes. While research on the etiology of this…
Abstract
Purpose
The purpose of this paper is to examine the moderating role of Type A/Type B personality on job stress-work and non-work outcomes. While research on the etiology of this predisposition has become important in recent years, there seems to be a lack of agreement regarding its exact moderating effects on important work and non-work outcomes.
Design/methodology/approach
Data collected from US-based organizations were analyzed using moderated regression analyses.
Findings
The results of the study reveal that Type A personality moderates the relationships between job stress and job satisfaction, job involvement and personal life satisfaction. Findings indicate that individuals with Type A personalities do not necessarily experience concomitant decreases in these outcome measures when organizational stress increases.
Originality/value
Although there has been an increased interest on the significance of Type A/Type B personality in the area of human stress and cognition, there is no consensus in the literature as to how it might act as a moderator or buffer of the effects of work stress on organizationally and personally valued outcomes. By examining the moderating role of these personality dispositions, our study provides important insights for organizational stress literature.
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Petra Lindfors and Niklas Hansen
New ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to…
Abstract
Purpose
New ownership types in health care of welfare states raise concerns regarding psychosocial work conditions including different control dimensions. The purpose of this paper is to investigate how job demands, control over work and control within work (CWW) were related to job satisfaction in publicly administered, private non-profit and private for-profit hospitals.
Design/methodology/approach
Questionnaire data came from employees at three hospitals; a publicly administered (n=774), a private non-profit (n=1,481) and a private for-profit (n=694) hospital. Mean-level analyses and hierarchical regressions with multiple group tests were conducted.
Findings
Demands including workload were significantly lower at the publicly administered hospital while the control dimension CWW was significantly higher. Background factors and their associations with job satisfaction differed slightly between ownership types. Attitudes to privatization were not associated with job satisfaction within any ownership type. Overall, psychosocial work characteristics, including job demands and control, were significantly associated with job satisfaction while their interactions showed no consistent associations with job satisfaction. As for the strength of the associations, no consistent differences emerged between ownership types.
Research limitations/implications
Using self-reports only, the associations between psychosocial work characteristics and job satisfaction seemed comparable across ownership types.
Practical implications
Associations between psychosocial work characteristics and job satisfaction seem comparable across ownership types. This may relate to societal demands on the structuring of costs, work and production efficiency being similar for all.
Originality/value
Contributions include researching different occupations and their attitudes to privatization and two control dimensions considered important for different ownership types.
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Klarita Gërxhani and Ferry Koster
The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship…
Abstract
Purpose
The purpose of this paper is to investigate employers’ recruitment strategies to address distinct job-related agency problems before establishing an employment relationship. Insights from agency theory and the social embeddedness perspective are combined to hypothesize whether and why employers adapt their recruitment strategies to the job type (differing in level of discretion) for which they are externally hiring.
Design/methodology/approach
The hypotheses are empirically tested using data from a survey of 288 Dutch employers. Questions were asked about the two types of jobs. Multi-level logistic regression analysis is applied to investigate the effect of social context on the choice of recruitment strategy. In addition to that, separate analyses are conducted for the two job types, using logistic regression analysis.
Findings
As predicted, employers have the tendency to use informal recruitment channels more often for jobs with high degree of discretion (i.e. managerial, professional, and specialists jobs (MPS)) than for jobs with low degree of discretion (i.e. administrative and supporting jobs). In addition, the type of information transmitted through employers’ social contacts matters for their recruitment strategies. In particular, the reliable and trustworthy information from contacts with friends and family is more important for MPS jobs. This seems to be the way employers deal with the high agency costs characterizing this type of jobs.
Originality/value
This study extends prior research as follows. First, while earlier studies more closely looked at why organizations use formal or informal recruitment, this study specifically focusses on the role the job type plays in the hiring process. Second, it provides an extension of agency theory by including job type in the analyses. And, third, the study examines how the networks of employers, rather than employees, affect the hiring process.
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