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Women's participation in the workforce and in managerial positions, which has led to greater diversity, reconstructs professional perceptions and preferences. The purpose of this research is to examine “Work Outcome Preferences” among men and women according to organizational status and the impact of other demographic factors.

The Meaning of Work (MOW) questionnaire was filled by 1,161 men and women employees in organizations: 744 workers, 256 junior managers and 161 middle managers. To examine the hypotheses, authors conducted an analysis of variance (ANOVA) test and a linear regression analysis for women and men.

The gender differences regarding work outcomes preferences decreases with career promotion. Further, the higher the organizational status, the higher the need for interesting and satisfying work among both men and women. Among women, the higher the organizational status, the higher the need for status and prestige and for serving society and the lower the need for interpersonal contacts and income.

Better understanding of the preferred outcomes among women and men in the three organizational statuses and the impact of promotion and varied demographic variables can help in the planning of material and non-material reward systems and methods suitable to the different sub-groups.

As far as authors know, there is not a single study focusing on the differences between narrow career stages such as workers, junior and middle managers according to gender regarding work values/work outcome preferences.

The purpose of this paper is to examine work outcomes preferences of Jewish, Muslim and Christian employees. The study attempts to explain the similarities and the differences among the ethno-religious groups.

The Meaning-of-Work (MOW) questionnaire was conducted on 898 Jews, 215 Muslims and 103 Christians working respondents. The work outcomes were: status and prestige, income, time filling, interpersonal relations, serving society, interest and satisfaction.

Significant differences were found between the three ethno-religious groups, especially between Jews and Muslims, regarding the preferences of work outcomes and their rankings. The findings can be explained mainly by cultural differences.

There is the unbalanced proportion of Jews, Muslims and Christians in the study.

This study provides a better understanding of the three ethno-religious groups and their valued work outcomes. This knowledge can help in the planning of material and non-material rewards systems and methods suitable to the different ethnic groups. Implementing “Diversity Management” programs in organizations based on the variance among sub-groups can maximize the potential of the organizational human resources.

There are no other studies that compared the work values of Jews, Muslims and Christians, in or out of Israel. This study explores the work outcomes preferences of the three ethno-religious groups in Israel and the causes for those differences.

This paper aims to examine the relationship between welfare state configurations, family status, family responsibilities, job attribute preferences, employment, and weekly paid work hours.

International data for women and men were analyzed separately using regressions to determine if different welfare state configurations and individual family status and responsibilities predicted job attribute preferences. Additional regressions examined the effects of welfare state configurations, family status, family responsibilities, and job attribute preferences on women's and men's employment and weekly paid work hours.

In many cases, the variables were significant predictors of women's and men's job attribute preferences, employment and paid work hours.

While the attributes that people seek from their employment vary from individual to individual, it is also important to recognize that there are cultural patterns that can inform motivational efforts.

This multinational study is the first to examine the relationship between family status, conducting housework, providing family income, and job attribute preferences while considering labor market opportunities for women and societal support for the family. In addition, it examines the effects of these variables on employment and weekly paid work hours.

The purpose of this paper is to provide an analysis of the factor structure of the equity preference questionnaire (EPQ).

Individual level data are collected from two samples (n₁=382, n₂=455) and subjected to confirmatory factor analysis of an a priori two‐factor structure for equity sensitivity. Sample two is randomly split and one half subjected to structural equation modeling.

Superior fit in both samples is found for a two‐factor structure compared to a one‐factor structure. Additionally, in sample two empathy, positive affectivity, and feminine gender role identity related differentially to the factors of entitlement and benevolence.

Samples are comprise of college students. However, the average level of full‐time work experience (sample one 45.6 percent > 1 year, sample two mean 23.57 months) is large and the racial groups in sample two are diverse (76 percent non‐white). Additionally, the data are collected cross‐sectionally so causality cannot be inferred.

Entitlement and benevolence seem to be two different components of equity sensitivity. Thus, people can be high or low on one or both by choosing different comparison others in different situations.

Previous research has not used a confirmatory framework to analyze the EPQ, but rather it focuse on the relationship between scores on the EPQ and other variables or used exploratory factor analysis.

Drawing on an equity theory framework, the purpose of this paper is to examine the degree to which dispositional correlates – Machiavellianism and Protestant work ethic (PWE) – predict perceived work entitlement in employed persons.

In two independent samples (n=270 and n=214), currently employed participants completed self-report surveys. Multiple regression analyses were used to test the hypotheses and confirmatory factor analyses were conducted to assess common method variance and provide evidence of construct validity.

In Study 1, a general measure of Machiavellianism was positively related to perceived work entitlement, but PWE was not significantly related to the criterion. In Study 2, three sub-scales of Machiavellianism, as well as a different measure of the PWE, were positively related to perceived work entitlement. However, the fourth sub-scale of Machiavellianism was negatively related and therefore in the opposite direction of that which was hypothesized.

The primary limitations of the research are the cross-sectional research design and minor risk of common method bias. However, numerous a priori and post hoc procedures were incorporated in an attempt to minimize this risk.

Managers need to understand how certain dispositional factors influence the degree to which employees perceive that they are entitled to rewards that at times are inconsistent with their contribution to the organization.

As the workforce ages and older employees are replaced, understanding the dispositional influences on perceived work entitlement helps explain why some, often times younger, workers feel more entitled to organizational rewards than do others.

This paper is one of the first to examine relevant dispositional correlates of perceived work entitlement, which is a construct developed from equity theory.

The purpose of this paper is to investigate the relationships between job satisfaction, interpersonal trust, intrinsic motivation and job‐related tension in this non‐Western context. And to establish whether there is evidence of similarity in the nature of the relationships between these variables and those found in Western contexts.

Data collected from different employees who are working in deterrent organizations in Egypt (N=140). Reliability test is computed for the measures used in the research. Descriptive statistics, inter‐correlations and regression analysis are computed for the variables used in this research to test the research hypothesis.

The findings indicate that employees are satisfied, intrinsically motivated, trust their peers and managers and suffer from relatively low levels of job tension. The significant predictors of job satisfaction are intrinsic motivation, confidence in the competence of management and the lack of work‐related tension.

Some tentative conclusions regarding the policies and practices that should be pursued in order to maintain or enhance levels of job satisfaction among employees in the Egyptian context.

There are no reported studies examining the relationship between these variables in Egypt. The findings of this research would help deriving conclusions concerning employees' likely perceptions and responses; which is not available up‐to‐date.

This study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy.

Applying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes.

The empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate.

This study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

The purpose of this study is to rely on the modernization theory to analyze and explain the cross-national differences in work-related values and attitudes (WVA).

First, the modernization theory and WVA are conceptualized, their relations are discussed and the hypotheses are formulated. Next, the data, measures, variables and empirical tests are presented. Finally, the theoretical and managerial implications are discussed, an integrative model is proposed and avenues for future research are suggested.

The empirical results confirm the explanatory strength of the modernization theory and provide valuable insights into the patterns of WVA across the world. It is found that the countries involved in the first phase of human development emphasize work centrality, extrinsic aspects of a job and material rewards and are likely to show noticeable discrimination against women and foreign workers. In contrast, post-industrial societies that are involved in the second phase of human development prefer emancipative WVA, such as low work centrality, tolerance of foreign workers, gender equality and hedonism at the workplace.

Despite the remarkable acceptance of the modernization theory, some of Inglehart’s propositions have been subject to criticism. Furthermore, human development, modernization and the subsequent cultural shifts are “path-dependent” as they are affected by the national, religious and civilization heritage of a country.

The findings of this study can help international mangers adopt the appropriate strategies for a wide range of issues, such as staffing, planning, job description and compensation policies.

The modernization theory is a suitable alternative to national cultural dimensions. This approach relies on the premise that socioeconomic development creates consistent patterns of values, beliefs and behaviors that ultimately shape WVA around the globe.

The purpose of this paper is to use international survey data to investigate the effects of religiosity, religious denomination, communist heritage, and socio-economic development on work values.

First, religiosity and work values are conceptualized. Next, the relationships among these concepts are discussed and the hypotheses, variables, and data are presented. Finally, the results of the empirical tests are presented and the theoretical and managerial implications, as well as avenues for future research, are discussed.

It is found that socio-economic development negatively, whereas religiosity and communist heritage positively, influence extrinsic work values. Further analysis reveals that religiosity has a quadratic relationship with intrinsic work values. Conspicuously, after controlling for the effects of religiosity, no significant association is found between religious denominations and work values.

The current analysis relies only on national/societal level data and overlooks the effects of independent variables (religiosity and communist heritage) at the individual level. Furthermore, the methodologies and measurements of religiosity and work values are of a limited scope. Thus, future studies may look into the effects of religiosity on work values at the individual level and apply other conceptualizations and measures to test the validity of the results.

Based on the findings of this study, it can be suggested that the use of intrinsic rewards might be less appropriate in the societies marked by communist heritage or high religiosity. On the contrary, these societies may embrace more extrinsic work values associated with direct, restrictive, and tangible aspects of work.

This study contributes to the literature by conceptualizing, measuring, and incorporating various variables into the research design and by providing original insights into the influence of religion on work values. Furthermore, this study suggests that, at least with regard to work values, religiosity (the strength of one’s conviction for their religion) is more important than religious denomination (Protestantism, Catholicism, Islam, Orthodox Christianity, Hinduism, and Buddhism).

This study aims to clarify the ambiguous nature of equity sensitivity and understand the associations between equity perceptions and the personality domain in organizational behaviour.

The study reviews 56 articles that rendered associations between different HEXACO personality domains and equity sensitivity and proposed a possibility of equity sensitivity being a situation-activated trait.

The domains of Honesty-humility, Conscientiousness and Agreeableness are predominantly associated with equity sensitivity. The domain of Emotionality is also associated but not as significant as the aforementioned domains. Unexpectedly, Extraversion, the domain of social interactions, and Openness to experience showed little to no associations. The transient nature of equity sensitivity has been proposed that postulates that such nature might help predict an individual’s personality characteristics in a given context.

This review is one of the first, to the best of the authors’ knowledge, to describe the associations between equity sensitivity and the HEXACO personality domains. Additionally, the situational nature of equity sensitivity and relationship with the personality traits is proposed.