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Article
Publication date: 6 March 2019

Noorliza Karia and Muhammad Hasmi Abu Hassan Asaari

The purpose of this paper is to understand the emergence of employee leadership attributes and, further, examine its impact on employee work-related attitudes in terms of…

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1727

Abstract

Purpose

The purpose of this paper is to understand the emergence of employee leadership attributes and, further, examine its impact on employee work-related attitudes in terms of the competitive context of higher education institutions.

Design/methodology/approach

A data from a survey of 245 academic employees in Malaysian public universities were tested and analyzed on the 12 proposed hypotheses.

Findings

The results reveal that the emergence of employee leadership attributes, independently, has a significantly positive effect on work-related attitudes. Specifically, executive leadership has a significantly positive effect on organizational commitment, career satisfaction and job satisfaction, while innovative leadership has a significantly positive effect on organizational commitment and career satisfaction. In contrast, adaptive and effective leadership is associated when explaining organizational commitment, career satisfaction and job satisfaction, while innovative leadership is associated when explaining job satisfaction.

Practical implications

Academic scholars/leaders in higher education should realize that the emergence of employee leadership attributes has a positive effect on work-related attitudes, such as organizational commitment, career satisfaction and job satisfaction.

Originality/value

The paper extends the knowledge regarding complexity leadership theory which explains the emergence of employee leadership attributes naturally and, further, provides empirical evidence.

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Article
Publication date: 27 March 2009

Sara Göransson, Katharina Näswall and Magnus Sverke

The purpose of this study is to introduce the concept of work‐related health attributions and investigate the effects of such perceptions as well as of health status on…

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1271

Abstract

Purpose

The purpose of this study is to introduce the concept of work‐related health attributions and investigate the effects of such perceptions as well as of health status on work‐related attitudes and turnover intentions.

Design/methodology/approach

Building on attribution theory, the study tests the assumption that negative work‐related health attributions impair employee work‐related attitudes and intentions, and moderate the relation between health status and work‐related attitudes. Cross‐sectional questionnaire data from 785 Swedish retail white‐collar workers are collected to test these assumptions by utilizing moderated regression analyses.

Findings

The results show that negative work‐related health attributions are related to lower levels of job satisfaction and organizational commitment as well as higher levels of turnover intention, even after controlling for demographics, work climate variables, and mental distress. Further, the significant interaction between attributions and mental distress indicates that it makes a difference for employees' turnover intentions if an individual with high mental distress attributes it to work or not.

Practical implications

Work‐related health attributions should be taken into account in order to avoid impaired levels of employee work motivation. The measure introduced renders it possible to identify and help those individuals who believe that work affects their health negatively.

Originality/value

The results underscore the relevance of how individuals think their health is affected by their work, and contributes to the understanding of how health status relates to work‐related attitudes. Since the measure of work‐related health attributions is easily administered it is also valuable for practitioners working with employee health and attitudes.

Details

International Journal of Workplace Health Management, vol. 2 no. 1
Type: Research Article
ISSN: 1753-8351

Keywords

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Article
Publication date: 31 May 2021

Noorliza Karia and Firas Izzat Mahmoud Saleh

This paper aims to investigate the impact of total quality management (TQM) practices on the work-related attitudes of International Non-Governmental Organisations (INGOs…

Abstract

Purpose

This paper aims to investigate the impact of total quality management (TQM) practices on the work-related attitudes of International Non-Governmental Organisations (INGOs) staff, including job involvement, job satisfaction, career satisfaction and organisational commitment.

Design/methodology/approach

The paper developed and tested 16 hypotheses on the relationship between TQM practices and work-related attitudes. Out of 295 targeted staff working for 59 INGOs operating in Jordan, 126 staff have responded to the research questionnaire. The collected dataset has been analysed using the structural equation modelling-partial least square (SEM-PLS) technique.

Findings

Analysis of the data revealed the significant positive effect of TQM practices. Beneficiary focus, empowerment-teamwork and continuous improvement impact 35% of job involvement. Meanwhile, beneficiary focus and empowerment-teamwork affect 34 and 47% of career satisfaction and organisational commitment, respectively. Significantly, empowerment-teamwork and continuous improvement determine 62% of job satisfaction. However, the low extent of training and education is challenging to enhance employees' positive emotions.

Practical implications

This research provides further evidence on the importance of TQM practices to the leaders of INGOs. Therefore, to orient their resources towards TQM implementation to enhance work-related attitudes, and in turn, the performance of interventions in this challenging sector.

Originality/value

This research extends the knowledge regarding certain TQM practices that naturally and variably empower job and career satisfaction, job involvement, and organisational commitment within the INGOs. Therefore, to confirm the validity of this research direction in a new uncovered sector, which has its own specificities.

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

Keywords

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Article
Publication date: 23 February 2010

Vathsala Wickramasinghe and Saman Kumara

The purpose of this paper is to explore work‐related attitudes of information technology (IT) enabled business process outsourcing (ITES‐BPO) employees.

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1206

Abstract

Purpose

The purpose of this paper is to explore work‐related attitudes of information technology (IT) enabled business process outsourcing (ITES‐BPO) employees.

Design/methodology/approach

There are 25 firms operating in Sri Lanka that fall into the category of ITES‐BPO; a random sample of 117 employees from these 25 firms responded to the survey.

Findings

The findings suggest that tenure has a significant effect on task autonomy and marital status has a significant effect on working hours.

Originality/value

A research exploring work‐related attitudes of ITES‐BPO employees towards their work and work environment, in a South Asian country that is considered as active and promising destination for such services, could provide practitioners with key information that could enable them to make informed managerial decisions.

Details

Strategic Outsourcing: An International Journal, vol. 3 no. 1
Type: Research Article
ISSN: 1753-8297

Keywords

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Article
Publication date: 3 July 2017

Hamid Yeganeh

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).

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1153

Abstract

Purpose

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).

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Originality/value

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.

Details

International Journal of Development Issues, vol. 16 no. 2
Type: Research Article
ISSN: 1446-8956

Keywords

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Article
Publication date: 1 August 1998

Rita Mano‐Negrin

The “work attitudes‐turnover” linkage was compared among four medical‐sector occupational groups. In a sample of 707 employees, drawn from eight variously‐sized…

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5932

Abstract

The “work attitudes‐turnover” linkage was compared among four medical‐sector occupational groups. In a sample of 707 employees, drawn from eight variously‐sized medical‐sector sites, intended and actual turnover behavior is predicted. Combining a cross‐sectional and longitudinal analysis, and using two logistic regression models, the direct effect of work attitudes on intended and actual turnover was assessed. The “work attitudes‐turnover” was shown to be occupationally‐dependent.

Details

Health Manpower Management, vol. 24 no. 4
Type: Research Article
ISSN: 0955-2065

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Article
Publication date: 7 August 2018

Wen-Jye Shyr, Ya-Ling Pan, Chin-Chung Huang and Shu-Hsuan Chang

The purpose of this paper is to focus on the development of competences for use by professional teppanyaki chefs in food and beverage education in Taiwan.

Abstract

Purpose

The purpose of this paper is to focus on the development of competences for use by professional teppanyaki chefs in food and beverage education in Taiwan.

Design/methodology/approach

The research methodology includes the Delphi technique and incorporates interviews with three types of experts: instructors from culinary departments at a university, seasoned teppanyaki professionals and owners of teppanyaki establishments. An analysis of the responses provided by these industry experts led to identification of four dimensions of competences needed by teppanyaki chefs: knowledge, technique, affect and attitude. The K-S test involves using a z-test on ordinal variables for single samples to determine whether the sample distribution diverges from the frequency distribution. The z-score is greater than 1.96 which implies significance and consistency.

Findings

This study analyzed the responses provided by the interviewed experts to identify and extract competences for teppanyaki chefs. The extracted competences comprise four dimensions (knowledge, technique, affect and attitude), 16 work-related tasks and 74 skills items.

Originality/value

This study includes 16 work-related tasks, and 74 competences. The study recommends the establishment of an organization for competence certification to act as the authority for teppanyaki skill certification. Such an organization could utilize the results from this study as a reference, as could culinary departments at vocational institutes as well as other teppanyaki training courses offered in Taiwan.

Details

British Food Journal, vol. 120 no. 8
Type: Research Article
ISSN: 0007-070X

Keywords

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Article
Publication date: 5 January 2015

Xiang Yi, Barbara Ribbens, Linna Fu and Weibo Cheng

– The purpose of this paper is to compare and understand how age, gender and culture affect individual career and work-related attitudes in Chinese and American samples.

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6427

Abstract

Purpose

The purpose of this paper is to compare and understand how age, gender and culture affect individual career and work-related attitudes in Chinese and American samples.

Design/methodology/approach

Online and printed questionnaires were administered to employees and managers in China, whereas in the USA, faculty, staff and students at a Midwestern university responded to an online survey. Snowball sampling technique was used to collect data. Independent sample t-tests were conducted to test the hypothesis.

Findings

The study showed different work values and attitudes in the workplace between Chinese and the US samples, and indicated the specifics influences that national culture has on them. Culture affects generational changes; generational differences in the US sample are bigger than in Chinese sample; work values differ across generations and cultures; traditional gender role differences persist more strongly across generations in Chinese sample than in the US sample.

Research limitations/implications

Generalizability issues; cross-sectional data.

Practical implications

US-based multi-national corporations need to understand these differences and better manage their diverse employees operating in China.

Originality/value

This study compared generation, culture and gender differences simultaneously; parallel groups at similar life stages were used by basing the boundaries of each generation on the distinct cultural events of each nation. This approach is more consistent with generation definitions than by using influential specific events of each country, respectively. Useful to managers, it will provide guidance for understanding work values and attitudes across gender and generations in the USA and China. Most benefit will occur for US based multinational companies that have Chinese operations, and manage employees with cultural, gender and generational differences.

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Article
Publication date: 10 May 2011

Aleksandra Pop‐Vasileva, Kevin Baird and Bill Blair

The purpose of this paper is to examine the work‐related attitudes (job satisfaction, job stress and the propensity to remain) of Australian academics and their…

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3574

Abstract

Purpose

The purpose of this paper is to examine the work‐related attitudes (job satisfaction, job stress and the propensity to remain) of Australian academics and their association with organisational, institutional and demographic factors.

Design/methodology/approach

Data were collected by distributing a survey questionnaire to 750 academics, from 37 Australian universities.

Findings

The results indicate a moderately low level of job satisfaction, moderately high level of job stress, and high propensity to remain. The findings reveal that the organisational factors (management style, perceived organisational support, and the characteristics of the performance management system) exhibited the most significant association with academic work‐related attitudes, with the only significant institutional factor, the declining ability of students, negatively impacting on job satisfaction and job stress. The findings revealed that work‐related attitudes differ, based on discipline, with science academics found to be more stressed and less satisfied than accounting academics. Different organisational and institutional factors were associated with the work‐related attitudes of academics from these two disciplines.

Practical implications

The findings will make university management aware of the work‐related attitudes of staff, and the factors that are associated with such attitudes, thereby assisting management in developing management policies, and taking appropriate action to address the concerns of staff.

Originality/value

The study provides an initial comparison of the work‐related attitudes (job satisfaction, job stress, and propensity to remain) of Australian academics across the accounting and science disciplines. The study also provides an important insight into the association between specific organisational and institutional factors, with the work‐related attitudes of Australian academics across both disciplines.

Details

Accounting, Auditing & Accountability Journal, vol. 24 no. 4
Type: Research Article
ISSN: 0951-3574

Keywords

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