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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.

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

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.

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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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

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.

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.

This study explores how status, demographic and positional, moderates the negative effect of deep-level dissimilarity on leader–member exchange (LMX) quality.

Data from three samples were analyzed using hierarchical linear regression and linear mixed-effects methods.

Results suggest that the negative effect of deep-level dissimilarity (perceived work-related attitude and perspective differences) on LMX quality is stronger when the LMX partner has low demographic status (e.g. the LMX partner is an African-American woman). This moderating effect was not significant when deep-level dissimilarity was extended to include differences in personality, interests and values. Results were mixed on whether low positional status (i.e. when the LMX partner is a member rather than a leader) strengthens the negative effect of deep-level dissimilarity on LMX quality.

This study may help leaders, organizational members and diversity managers better manage attitude and perspective dissimilarity in leader–member dyads.

This study expands research exploring interactive effects of dissimilarity and status on work-related outcomes. It is novel in that it explores status not in relative terms but at the societal level. It is also the first study to analyze the moderating effects of two types of status: demographic and positional.

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.

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.

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.

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.

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.

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.

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.

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.

Generalizability issues; cross-sectional data.

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

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.

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.

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

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.

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.

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.