Search results

1 – 3 of 3
To view the access options for this content please click here
Article
Publication date: 28 May 2021

Yael Brender-Ilan and Avi Kay

This paper examines personal and situational factors that may contribute to biases in hiring decisions at the workplace, focusing on willingness to hire male gay or male…

Abstract

Purpose

This paper examines personal and situational factors that may contribute to biases in hiring decisions at the workplace, focusing on willingness to hire male gay or male Jewish ultra-Orthodox Jewish job candidates.

Design/methodology/approach

942 Jewish participants in Israel responded to an anonymous online questionnaire regarding a scenario addressing the possible employments of two male applicants: a homosexual and an ultra-Orthodox Jew. A variety of statistical tools, including regression analysis were performed to test hypotheses.

Findings

Findings show that social dominance orientation, conservatism, gender and religiosity as well as frequency of contact with the “unlike other” impacted on hiring intention of the participants. These relationships varied in strength and direction with regard to the two applicant types in question.

Practical implications

The explication of the phenomenon in question has both important theoretical and practical importance in a world where – concurrently – there exists increasing contact among individuals from different backgrounds and (perhaps not coincidently) increased signs of wariness of and discrimination toward those unlike ourselves. In light of economic costs related to discrimination – not to mention the personal costs to those discriminated against – organizations must better understand the dynamics of the phenomenon in question.

Originality/value

This is one of the first empirical examinations of the relative impact of personal and situational factors on hiring bias. In addition, it is the first study of its kind in Israel focusing on the mechanisms behind hiring bias toward gay males and ultra-orthodox males.

Details

Equality, Diversity and Inclusion: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-7149

Keywords

To view the access options for this content please click here
Article
Publication date: 9 August 2019

Abira Reizer, Yael Brender-Ilan and Zachary Sheaffer

Numerous studies have focused on the effect of motivation on performance in the workplace. The purpose of this paper is to evaluate the somewhat overlooked role of…

Abstract

Purpose

Numerous studies have focused on the effect of motivation on performance in the workplace. The purpose of this paper is to evaluate the somewhat overlooked role of positive and negative emotions as potential mediators of this critical association.

Design/methodology/approach

The longitudinal study employed multilevel modeling for assessing the effects of motivation, emotions and work satisfaction on job performance. In total, 116 respondents provided 1,044 responses at nine consecutive measurement points.

Findings

Findings indicated that positive emotions and job satisfaction mediate the positive association between autonomous motivation and performance. Concurrently, negative emotions and decreased job satisfaction mediated the negative associations between controlled motivation and job performance.

Research limitations/implications

The results address only the within-subject and between-subject analysis of temporal variations in emotions and behavior. Future studies can include higher levels of analysis, such as group, team and organizational contexts.

Originality/value

This research contributes to self-determination theory by highlighting the role of emotions in understanding how motivation shapes workplace performance.

Details

Journal of Managerial Psychology, vol. 34 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
Article
Publication date: 8 May 2007

Gavriel Meirovich, Yael Brender‐Ilan and Alexander Meirovich

To investigate the relationship between two structural dimensions (formalization and decentralization) and two quality dimensions (design and conformance).

Abstract

Purpose

To investigate the relationship between two structural dimensions (formalization and decentralization) and two quality dimensions (design and conformance).

Design/methodology/approach

A total sample of 758 staff members and patients in five hospitals completed a questionnaire composed of four scales designed to measure the main variables in our study. Correlation and regression analysis were used to measure and confirm the study's hypotheses.

Findings

It was found that higher levels of decentralization are related to higher levels of design quality while higher levels of formalization are related to higher levels of conformance quality.

Practical implications

The results suggest that hospital managers need to skillfully handle the structural conflict between decentralization and formalization, and use both dimensions simultaneously to improve hospital performance and patients' service quality.

Originality/value

Previous studies are advanced by clarifying the impact of structural variables on total quality. A positive relationship between decentralization and design quality; and between formalization and conformance quality is empirically confirmed. The study points out the necessity of simultaneously achieving high levels of both formalization and decentralization in order to improve hospital performance in general and both components of total quality in particular.

Details

International Journal of Health Care Quality Assurance, vol. 20 no. 3
Type: Research Article
ISSN: 0952-6862

Keywords

1 – 3 of 3