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1 – 10 of over 2000The booming social media attracts construction professionals (CPs) to express emotions caused by work pressure (WP) through online behaviors. Previous works focus on the analysis…
Abstract
Purpose
The booming social media attracts construction professionals (CPs) to express emotions caused by work pressure (WP) through online behaviors. Previous works focus on the analysis of WP and emotions but do not adequately consider how WP can be reflected through online emotions. Thus, this study aims to attempt to explore the quantitative relationship between online emotional intensity and WP.
Design/methodology/approach
This study developed a linguistic-sticker (LS) model to quantitatively evaluate the sentiment intensity of posts published on social media. Moreover, the authors designed two econometric models of ordinary least squares regression and negative binomial regression to test the hypothesis.
Findings
The research found that posts with stronger negative sentiment (or positive sentiment) indicate that CPs face higher (or lower) WP. Besides, there is a negative bias between the sentiment intensity of posts and the comment quantity.
Practical implications
The positive correlation between sentiment intensity of posts and WP has been confirmed, which indicates that construction managers should pay more attention to CPs' behavior on social media, and take a more direct way to analyze work-related online behavior (e.g. posting, commenting). The dynamic monitoring of emotion-related posts also provides a direct basis for the management team to learn about CP's pressure status and propose measures to reduce their negative emotions. Furthermore, the emotional posts published by CPs on social media provide a direct basis for team managers to obtain their psychological state.
Originality/value
The research contributes to incorporating CPs' emotions into the LS model and to providing information systems artifacts and new findings on the analysis of WP and online emotions.
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Mohamed Mousa, Ahmad Arslan, Hala Abdelgaffar, Jean Pierre Seclen Luna and Bernardo Ramon Dante De la Gala Velasquez
This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.
Abstract
Purpose
This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.
Design/methodology/approach
The empirical sample comprises of 35 semi-structured interviews with public sector hospital nurses in under-researched contexts of Egypt and Peru.
Findings
Three types of motives were found to play a critical role in nurses’ commitment to their profession despite the difficulties associated with extreme work conditions. These factors include cultural (religious values, governmental coercion), contextual (limited education, organisational support) and personal (good nurse identity, submissive nature) dimensions.
Originality/value
This paper is one of the pioneering works to link existing literature streams on career commitment, extreme jobs, extreme context and management under disruptions (particularly COVID-19) by analysing these aspects in the under-researched Peruvian and Egyptian contexts.
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Samantha Evans and Madeleine Wyatt
This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in…
Abstract
This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.
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Thi Vinh Tran Nguyen and Seng-Su Tsang
The current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on…
Abstract
Purpose
The current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.
Design/methodology/approach
An online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.
Findings
The study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.
Practical implications
These findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.
Originality/value
By integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.
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This paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the…
Abstract
Purpose
This paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working.
Design/methodology/approach
Results of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens.
Findings
The main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy.
Practical implications
This paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working.
Originality/value
Although many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.
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Linlin Xie, Ziyuan Luo and Bo Xia
From a psychosocial perspective, this study aims to understand the impact of psychosocial safety climate (PSC) on the intent to stay of construction workers and provides practical…
Abstract
Purpose
From a psychosocial perspective, this study aims to understand the impact of psychosocial safety climate (PSC) on the intent to stay of construction workers and provides practical recommendations for construction enterprises to retain construction workers.
Design/methodology/approach
This study proposes the conceptual framework explained by the conservation of resources (COR) theory and develops a mediation model of “PSC – job satisfaction – intent to stay” within the framework supported by the stimulus–organism–response (SOR) model. Then, a questionnaire survey of 489 construction workers in Guangzhou was conducted and structural equation modeling (SEM) analysis was performed on the data collected.
Findings
Results show that PSC has a significant and positive effect on job satisfaction and intent to stay. In addition, job satisfaction partially mediates the effect of PSC on intent to stay. Hence, the theoretical model of “PSC – job satisfaction – intent to stay” has been empirically tested and supported.
Originality/value
This study is the first to investigate the effect of PSC on intent to stay and enriches the research on the retention of construction workers. The COR theory explains well the mechanism of PSC influence on intent to stay, thus expanding its application to the construction field. Moreover, this study provides practical recommendations for construction enterprises to retain workers so as to build a stable and productive workforce.
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The aim of the study was to investigate the relationship between remote work and subjective well-being and the potential moderating role of gender, household size and childcare.
Abstract
Purpose
The aim of the study was to investigate the relationship between remote work and subjective well-being and the potential moderating role of gender, household size and childcare.
Design/methodology/approach
The current research used data from the 2016 and 2020 editions of the Survey on Household Income and Wealth (SHIW) of the Bank of Italy. Italian workers were asked to report their subjective well-being and how many days per month they work remotely (at the time of the COVID-19 pandemic). Cross-sectional and longitudinal analyses were conducted on a sample of 1.103 and 184 participants, respectively.
Findings
After controlling for the effects of gender, age, education and perceived economic condition, ordered probit models revealed that the relationship between remote work and subjective well-being was nonsignificant. Moreover, gender, household size and childcare did not play a moderating role in the relationship between remote work and subjective well-being.
Practical implications
The findings of the current study suggest that an individualized approach is required to maximize the possible benefits of remote work.
Originality/value
The potential positive effects of remote work on subjective well-being might be overestimated.
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Santiago Melián-González and Jacques Bulchand Gidumal
The purpose of this study is to analyze whether higher tourism development in a region is associated with lower-quality employment in that region.
Abstract
Purpose
The purpose of this study is to analyze whether higher tourism development in a region is associated with lower-quality employment in that region.
Design/methodology/approach
The analysis is based on the last two editions of the European Working Conditions Survey and on the tourism development of European regions. Two samples were studied (2015 and 2021).
Findings
Tourism development does not affect the quality of employment in regions. The institutional regime of the country to which the region belongs is associated with the job quality (JQ) in the region.
Research limitations/implications
Only subjective indicators of employment quality are considered in the analysis.
Practical implications
The quality of employment is related to the institutional regime. Policymakers should consider the institutional factors of social democratic countries to improve the low quality of tourism occupations.
Originality/value
Research on the quality of employment in tourism has mostly focused on tourism occupations without considering determinants other than industry characteristics. This research is unique because it includes both the institutional view of JQ and the overall regional employment.
目的
分析一个地区较高的旅游业发展是否与该地区较低品质的就业有关
设计/方法/途径
分析基于最近两版的欧洲工作条件调查和欧洲地区的旅游业发展。研究了两个样本, 分别为 2015 年和 2021 年。
研究结果
旅游业发展不影响地区就业品质。该地区所属国家的制度体系与该地区的就业品质相关。
独创性
旅游就业品质的研究多集中在旅游职业, 没有考虑产业特征以外的决定因素。这项研究的独特之处在于它既包含了工作品质的制度观点, 也包含了整体地区就业情况。
研究限制/影响
分析中仅考虑就业品质的主观指标。
实践意义
就业品质与制度体系有关; 因此, 政策制定者应考虑社会民主国家的体制因素, 以改善某些旅游职业的低品质状况。
Objetivo
Analizar si un mayor desarrollo turístico en una región está asociado a un empleo de menor calidad en dicha región.
Diseño/metodología/enfoque
El análisis se basa en las dos últimas ediciones de la Encuesta Europea sobre las Condiciones de Trabajo y en el desarrollo turístico de las regiones europeas. Se estudiaron dos muestras (2015 y 2021).
Resultados
El desarrollo turístico no afecta a la calidad del empleo en las regiones. El régimen institucional del país al que pertenece la región está asociado a la calidad del empleo en la región.
Originalidad
La investigación sobre la calidad del empleo en el turismo se ha centrado mayoritariamente en las ocupaciones turísticas sin tener en cuenta otros factores determinantes aparte de las características de la industria. Esta investigación es única porque incluye tanto el punto de vista institucional de la calidad del empleo como el empleo regional global.
Limitaciones/implicaciones de la investigación
En el análisis sólo se consideran indicadores subjetivos de la calidad del empleo.
Implicaciones prácticas
La calidad del empleo está relacionada con el régimen institucional. Los responsables políticos deberían tener en cuenta los factores institucionales de los países socialdemócratas para mejorar la baja calidad de las ocupaciones turísticas.
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Mohd Tariq Jamal, Imran Anwar, Nawab Ali Khan and Gayas Ahmad
Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers…
Abstract
Purpose
Working remotely in a COVID-19-induced lockdown has been challenging for both organisations and their employees; studies report that job demands changed, and teleworkers experienced increased burnout. This paper explores the negative employee outcomes that this work arrangement brings along and offers possible solutions to counter such negative outcomes since they could be detrimental to the much-touted future of work.
Design/methodology/approach
The study adopted a time-lagged longitudinal design and collected two-waved data from 403 quaternary sector employees. The data were analysed using structural equation modelling and model-21 in PROCESS macro for SPSS.
Findings
Findings affirm that employees experienced increased job demands during this crisis. Employees reported an increase in turnover intention because of burnout caused by increased job demands. However, increased task interdependence alone did not have any effect on turnover intention. The perceived organisational task support (POTS) was found to forestall the negative effect of job demands on burnout, and employee resilience (ER) buffered the burnout and turnover intention relationship.
Practical implications
Providing remote work task support and boosting resilience among employees will help in doing away with the negative effects of teleworking. However, managers shall prioritise reducing job demands for teleworkers.
Originality/value
The linkage between work factors and turnover intention is well established. Drawing on the event system theory and using the COVID-19 context, the present study added to the existing knowledge by studying the role of job demands (workload pressure and task interdependence) on turnover intention through the mediation of burnout. The study goes beyond the existing literature by accounting for POTS as a first-level moderator between job demands and burnout relationship, and ER as a second-level moderator between burnout and turnover intention relationship.
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Xiuyun Yang and Qi Han
The purpose of this study is to investigate whether the corporate environmental, social and governance (ESG) performance of enterprise is influenced by the enterprise digital…
Abstract
Purpose
The purpose of this study is to investigate whether the corporate environmental, social and governance (ESG) performance of enterprise is influenced by the enterprise digital transformation. In addition, this study explains how enterprise digital transformation affects ESG performance.
Design/methodology/approach
The sample covers 4,646 nonfinancial companies listed on China’s A-share market from 2009 to 2021. The study adopts the fixed-effects multiple linear regression to perform the data analysis.
Findings
The study finds that enterprise digital transformation has a significant inverted U-shaped impact on ESG performance. Moderate digital transformation can improve enterprise ESG performance, whereas excessive digital transformation will bring new organizational conflicts and increase enterprise costs, which is detrimental to ESG performance. This inverted U-shaped effect is more pronounced in industrial cities, manufacturing industries and enterprises with less financing constraints and executives with financial backgrounds. Enterprise digital transformation mainly affects ESG performance by affecting the level of internal information communication and disclosure, the level of internal control and the principal-agent cost.
Practical implications
The government should take multiple measures to encourage enterprises to choose appropriate digital transformation based on their own production behaviors and development strategies, encourage them to innovate and upgrade their organizational management and development models in conjunction with digital transformation and guide them to use digital technology to improve ESG performance.
Social implications
This study shows that irrational digital transformation cannot effectively improve the ESG performance of enterprises and promote the sustainable development of the country. Enterprises should carry out reasonable digital transformation according to their own development needs and finally improve the green and sustainable development ability of enterprises and promote the sustainable development of society.
Originality/value
This study examines the relationship between enterprise digital transformation and ESG performance. Different from the linear relationship between the two in previous major studies, this study proves the inverse U-shaped relationship between enterprise digital transformation and ESG performance through mathematical theoretical model derivation and empirical test. This study also explores in detail how corporate digital transformation affects ESG performance, as well as discusses heterogeneity at the city, industry and firm levels. It is proposed that enterprises should take into account their own characteristics and carry out reasonable digital transformation according to their development needs.
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