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1 – 10 of over 1000Yahui Chen, Jianmin Zhang, Chang-E Liu, Tingting Liu and Wei He
The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and…
Abstract
Purpose
The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior.
Design/methodology/approach
Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis.
Findings
The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior.
Originality/value
Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.
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Jie Huang, Chunyong Tang and Yali Li
This research aims to present the results of a study that operationalizes the construct of perceived work identity deprivation (PWID) and examines its validity.
Abstract
Purpose
This research aims to present the results of a study that operationalizes the construct of perceived work identity deprivation (PWID) and examines its validity.
Design/methodology/approach
The authors adopted a mixed method design in this study where a Likert-type scale to measure PWID was developed based on the interviews of 40 workers and the questionnaires of 625 participants successively. Later, the generalizability of the scale was tested through quantitative data from 412 workers. Finally, validity analysis was conducted based on 380 usable questionnaires. Data were analyzed using IBM SPSS 24 and Mplus 7.0.
Findings
The findings of the study indicate that the reliability measures, exploratory factor analyses, confirmatory factor analysis and subsequent convergent and discriminant validity tests support the PWID scale. The nomological validity of PWID is also presented, which demonstrates its predictive validity.
Originality/value
Despite highlighting the importance of work identity, prior research lacked to provide empirical foundations to understand this perception. This study fills this gap in the literature by providing a measure of PWID, distinguishing it from similar constructs and establishing convergent, discriminant and nomological validity. Moreover, by extending the range of theoretical and measurable deprivation of work identity, the authors hope to allow research to take into account a more complete picture of it. PWID scale can be used to develop more relevant suppression plans.
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Kausar Fiaz Khawaja, Muddassar Sarfraz, Misbah Rashid and Mariam Rashid
This study divulges the new concept of employees' withdrawal behavior during the global pandemic (COVID-19). The study's purpose is to draw new insights into workplace stressors…
Abstract
Purpose
This study divulges the new concept of employees' withdrawal behavior during the global pandemic (COVID-19). The study's purpose is to draw new insights into workplace stressors and employee withdrawal behavior. The study also considers the mediating role of aggression and the moderating role of COVID-19 worry and cyberloafing.
Design/methodology/approach
The study's statistical population consists of 384 frontline hotel employees from Pakistan's hospitality industry. Statistical analysis SPSS and AMOS were utilized to conduct Pearson's correlation and multilevel regression analysis. A Hayes process technique has been used for moderation and mediation analysis.
Findings
The results demonstrated that COVID-19 has a psychological effect on the employee's mental health and higher turnover intention during the current pandemic. Workplace stressor is significantly related to aggression and employee withdrawal behavior. Aggression mediates the relationship between workplace stressors and withdrawal behavior. The study results show that COVID-19 worry moderates between workplace stressors and aggression – notably, cyberloafing moderate aggression and withdrawal behavior.
Practical implications
The government and hospitality organizations need to implement crisis management strategies in response to COVID-19. This research can help management in coping with employees' mental and psychological challenges. Employees' mental health has been affected during the current global health crises. Firms should encourage their employees psychologically while going for downsizing.
Originality/value
This study enhances the existing literature on the COVID-19 crisis in Pakistan's hospitality industry. This study contributes to new understandings of employees' withdrawal behavior in the hospitality industry. The research shows how COVID-19 affects employees' turnover, mental health and job performance in the hospitality industry. Employees are facing mental and physiological challenges during COVID-19. The study fills a considerable gap in the hospitality industry by exploring the role organization's crisis management during a global pandemic.
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This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.
Abstract
Purpose
This study aims to develop a model for female expatriate work adjustment from the identity conflict perspective.
Design/methodology/approach
This is a theoretical paper that focuses on integrating the existing literature and proposing new constructive relationships.
Findings
We study female expatriates' adjustment processes in the work domain from the identity conflict perspective. Specifically, we categorize female expatriates' identities in the work domain into their gender identity and a work-related role identity cluster and propose that when gender identity is salient, unsupportive national and organizational cultures will lead to gender–work role identity conflicts and eventually result in maladjustment in the work domain.
Originality/value
First, we suggest that female expatriates' work role identities can form a cluster that includes expatriate role, managerial role and occupational role identity. We further theorize how the gender role identity and the work-related role identity cluster of female expatriates interact to influence how they adjust to their work. Second, we explore two contingency factors – host organizational culture and host national culture–and explain how they influence the interaction between female expatriates' gender identity and work-related role identities. Finally, we introduce the concept of gender–work role identity conflict and theorize how it serves as the underlying mechanism linking female expatriate identity patterns and work adjustment.
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Ana Burcharth, Pernille Smith and Lars Frederiksen
This paper investigates how a new entrepreneurial identity forms in conjunction with prior work-related identities during sponsored self-employment after an emotional job loss.
Abstract
Purpose
This paper investigates how a new entrepreneurial identity forms in conjunction with prior work-related identities during sponsored self-employment after an emotional job loss.
Design/methodology/approach
The authors empirically examine why some dismissed employees failed and others succeeded in transitioning from a wage-earner career via corporate sponsorship to a career as an entrepreneur, investigating how those employees meaningfully constructed (or did not) an entrepreneurial identity.
Findings
The authors' findings show that the simultaneous preservation of central attributes of prior work-related identities and the engenderment of new entrepreneurial attributes support the formation of an entrepreneurial identity and that a liminal state, in which people practice entrepreneurship at work, may facilitate identity transition.
Originality/value
This paper demonstrates that the initial entrepreneurial endeavor is based on prior work-related identity and identity congruence between prior work-related identities and a projected entrepreneurial identity is of great importance for the identity transition. However, the authors also show that incongruence may in some cases turn into congruence if entrepreneurs are given the opportunity to experiment with provisional entrepreneurial selves in a risk-free environment (so-called liminal states).
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This study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors…
Abstract
Purpose
This study investigated the joint impact of organizational and individual career management on employees' ideal self-discrepancy. Drawing on the identity literature, the authors aimed to uncover the mechanism and boundary condition of this impact, focusing on how organizations influence ideal and actual selves of employees with different protean career orientation.
Design/methodology/approach
The authors conducted a four-wave time-lagged study over eight months, with a sample of 331 employees from various organizations.
Findings
Perceived organizational career management negatively influenced ideal self-discrepancy via organizational identification, and such relationship was strengthened by protean career orientation. Employees with stronger protean career orientation saw a stronger moderating effect of individual career management on the relationship between organizational identification and ideal self-discrepancy, whereas their counterparts saw an opposite effect.
Practical implications
This study highlighted the essential role of organization in narrowing employees' ideal self-discrepancy in the protean career era. It suggested that organizations should set differentiated career practices depending on employees' protean career orientation levels.
Originality/value
By integrating vocational psychology and organizational scholarship, this study extended the ideal self-discrepancy literature by offering a nuanced understanding of the mechanism and boundary condition of the role of organizational career management in narrowing ideal self-discrepancy in the protean career era. It identified the joint efforts of organization and employee as a fascinating avenue for future studies.
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Beate Flath and Maryam Momen Pour Tafreshi
The purpose of this article is to illuminate the relations of work-related practices of local managers of live music events in Ostwestfalen-Lippe (OWL) and barriers and needs of…
Abstract
Purpose
The purpose of this article is to illuminate the relations of work-related practices of local managers of live music events in Ostwestfalen-Lippe (OWL) and barriers and needs of vulnerable customers (VC) in order to explore possibilities to increase cultural participation of VC.
Design/methodology/approach
This article explores work-related practices of managers of live music events in OWL and asks if and to what extent these practices have an influence on the cultural participation of “vulnerable customers” (VC). It combines the findings of two studies: a) an explorative investigation on the work-related self-conceptions of managers of live music events in OWL (Study 1), and b) a sub-project on cultural participation of VC, which is part of the research project “kulturPreis. Increasing cultural participation through innovative and economically sustainable pricing concepts”, funded by the German Federal Ministry of Education and Research (Study 2).
Findings
It can be stated that there is an imbalance of knowledge: while VC tend to have a clear understanding of which barriers are the responsibility of managers of live music events, managers tend to lack knowledge regarding the needs of VC, and regarding the interrelationships between financial and social barriers facing them. Whether this knowledge and understanding can be developed in the future depends on the possibilities of exchanges between managers of live music events, cultural institutions, welfare organisations, political institutions and not least VC.
Originality/value
Based on these studies, this article combines different approaches by linking work-related practices of managers of live music events with cultural participation of VC.
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Batia M Wiesenfeld and Patricia F Hewlin
Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must…
Abstract
Managers’ boundary spanning role is critical to the effectiveness of groups, teams and organizations. We explore the identity predicament of boundary spanning managers, who must create synergies across multiple identities. In the context of identity threat, formerly synergistic identities may be brought into conflict – a phenomenon we label identity splintering. Our theory and empirical results suggest that identity splintering creates a discrepancy between the identities that boundary spanning managers claim and those they enact.
Jill E. Ellingson and Kristina B. Tirol-Carmody
Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes…
Abstract
Self-report questionnaires are the predominant method used in human resource management (HRM) research to assess employees’ work-related psychological constructs (e.g., processes, states, and attributes). However, this method is associated with significant shortcomings, including the introduction of self-serving bias and common method variance when used exclusively. In this chapter, the authors challenge the assumption that individuals themselves are the only accurate source of the self-focused information collected in HRM research. Instead, the authors propose that other-ratings – ratings of a target individual that are provided by a workplace observer, such as a coworker, supervisor, or subordinate – can accurately assess commonly measured work-related psychological constructs. The authors begin by explaining the advantages of other-ratings for HRM research and practice, reviewing the history of other-ratings and how they emerged in the personality and person-perception literature, and outlining how they have been used in HRM research to date. Then, the authors build upon Funder’s (1995) realistic accuracy model to develop a theoretical argument detailing why workplace others should be able to accurately judge how another employee thinks and feels about work. Next, the authors highlight existing evidence in the literature on the accuracy of other-ratings and present the results of a preliminary meta-analysis on the ability of other-ratings to predict self-ratings of work-related psychological constructs. Finally, the authors discuss potential moderators of other-rating accuracy and reflect on a number of practical considerations for researchers looking to use other-ratings in their own work. The authors intend for this chapter to meaningfully contribute to the larger conversation on HRM research methods. Other-ratings are a simple, yet powerful, addition to the methodological toolkit of HRM researchers that can increase flexibility in research design and improve the overall quality of research.
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