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Book part
Publication date: 23 November 2020

Xin Jin

This chapter studies the negative signals associated with nonpromotion. I first show theoretically that, when workers' productivity rises little with additional years on…

Abstract

This chapter studies the negative signals associated with nonpromotion. I first show theoretically that, when workers' productivity rises little with additional years on the same job level, the negative signal associated with nonpromotion leads to wage decreases. On the other hand, when additional job-level tenure leads to a sizable increase in productivity, workers' wages increase. I then test my model's predictions using the personnel records from a large US firm from 1970–1988. I find a clear hump-shaped wage-job-tenure profile for workers who stay at the same job level, which supports my model's prediction.

Details

Change at Home, in the Labor Market, and On the Job
Type: Book
ISBN: 978-1-83909-933-5

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Article
Publication date: 1 June 2005

Abubakr M. Suliman and Mohamed H. Abdulla

This paper aims to explore the role of work climate in influencing employees’ perceptions of intra‐individual conflict in a Middle Eastern context.

Abstract

Purpose

This paper aims to explore the role of work climate in influencing employees’ perceptions of intra‐individual conflict in a Middle Eastern context.

Design/methodology/approach

A self‐administered questionnaire in which 600 employees were surveyed. The co‐opted participants were selected from 17 companies and represented top‐, middle‐ and bottom‐level management.

Findings

The findings revealed that feelings of frustration and perceptions of role and goal conflict among participants were largely determined by the factors of work climate.

Research limitations/implications

The sample represented only industrial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

Practical implications

The paper provides practitioners with some advice about understanding and managing climate and conflict.

Originality/value

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of climate and conflict.

Details

Management Decision, vol. 43 no. 5
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 22 March 2013

Hemang Jauhari and Shailendra Singh

This paper aims to explore the impact of a company's diversity strategy on employees’ attitudes and behaviors at the workplace. Specifically, the paper seeks to test the…

Abstract

Purpose

This paper aims to explore the impact of a company's diversity strategy on employees’ attitudes and behaviors at the workplace. Specifically, the paper seeks to test the relationship between perceived diversity climate and employee's organizational loyalty with mediating role of perceived organizational support.

Design/methodology/approach

The paper is based on survey based empirical research. Measurements of predictor and criterion variables were temporally separated and the hypothesized relationships were investigated by using a structural equation modelling approach.

Findings

The findings show that perceived organizational support mediates the positive relationship between perceived diversity climate and employee's organizational loyalty, after controlling for the demographic factors.

Research limitations/implications

This paper relies on self‐report surveys for data collection from a single organization. Future studies should consider multiple organizations for generalizability and collect data through multiple methods to avoid common‐method bias.

Practical implications

The paper suggests that management should adopt a strategic approach to diversity management for building employees’ organizational loyalty, which will help them counter talent attraction and retention problems.

Originality/value

This study contributes to the diversity management literature by investigating how the company's diversity strategy influences employees’ attitudes and behaviors at the workplace.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 32 no. 3
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 17 April 2007

Abubakr Mohyeldin Tahir Suliman

The purpose of this paper is to examine the nature, strength and significance of the links between organisational justice, job satisfaction and work performance.

Abstract

Purpose

The purpose of this paper is to examine the nature, strength and significance of the links between organisational justice, job satisfaction and work performance.

Design/methodology/approach

Using a self‐administered questionnaire 1,500 employees from 29 organisations were surveyed in order to examine the five main hypotheses of the study.

Findings

The study results revealed that employees' perceptions of justice influence their work performance and that job satisfaction plays a partial role in mediating this effect and influencing work performance.

Practical implications

The theoretical and managerial implications of the results are discussed in the paper, together with some recommendations for managing justice, satisfaction and performance in today's diverse work teams and environments.

Originality/value

The paper examines the above mentioned links for the first time in the UAE and the Arabic context.

Details

Journal of Management Development, vol. 26 no. 4
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 January 2012

Abdallah M. Elamin

The purpose of this paper is two‐fold: first, to examine the influence of perceived organizational justice on Saudis’ work‐related attitudes, namely, job satisfaction and…

Abstract

Purpose

The purpose of this paper is two‐fold: first, to examine the influence of perceived organizational justice on Saudis’ work‐related attitudes, namely, job satisfaction and organizational commitment. Second, to examine the differential effects of distributive and procedural justice on the above‐mentioned work‐related attitudes.

Design/methodology/approach

Using a self‐administered questionnaire, 600 Saudi employees from 24 organizations operating in an Eastern province in Saudi Arabia were surveyed. Correlation and hierarchical regression analyses were used to examine the hypotheses of the study.

Findings

The paper revealed that justice plays a significant role in influencing Saudi employees’ level of job satisfaction and commitment. An examination of the differential affects of justice revealed that distributive justice tends to be a stronger predictor of job satisfaction compared to procedural justice. Moreover, despite the significant positive correlation between procedural justice and organizational commitment, there was no influence of procedural justice on organizational commitment when the influence of inter‐actional justice and distributive justice had been controlled.

Practical implications

The theoretical and practical implications of the results are discussed in the paper. Recommendations are provided to managers in Saudi organizations to enhance perceptions of justice in the workplace.

Originality/value

The paper contributes to the knowledge of the topic of organizational justice in Saudi Arabia, which is under‐studied in academia. The paper not only advances the literature pertaining to organizational justice theories by empirically demonstrating the importance of organizational justice for developing positive work outcomes in a non‐Western developing context, but also elucidates the differential effects of distributive and procedural justice on work‐related attitudes.

Details

World Journal of Entrepreneurship, Management and Sustainable Development, vol. 8 no. 1
Type: Research Article
ISSN: 2042-5961

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Article
Publication date: 1 May 1998

Darwish A. Yousef

The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It…

Abstract

The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.

Details

International Journal of Manpower, vol. 19 no. 3
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 24 April 2007

Lawrence P. Kalbers and William J. Cenker

The purpose of this paper is to examine organizational commitment within the context of important antecedents, correlates, and consequences for auditors in public…

Abstract

Purpose

The purpose of this paper is to examine organizational commitment within the context of important antecedents, correlates, and consequences for auditors in public accounting. Specifically, to explore the relationships among the constructs of experience, role ambiguity, organizational commitment (affective and continuance), job satisfaction, and turnover intentions.

Design/methodology/approach

An integrated model is developed and tested using structural equation modeling techniques. A sample of 334 auditors working for international and regional public accounting firms in a major metropolitan area of the USA is used to test the model.

Findings

The findings support nearly all of the hypothesized relationships. Auditors with more experience have less role ambiguity, have more affection for their organization, and are less inclined to leave their organization. Continuance commitment plays a less important role in the integrated model. However, the study lends support to the notion that the two dimensions of continuance commitment, high sacrifice and low alternatives, are distinct and have different patterns of relationships with other important variables.

Research limitations/implications

The sample was taken from one geographic area of the US and may not be representative of all auditors. Auditors from the regional public accounting firms may not be representative of other regional firms.

Practical implications

Despite the fact that auditors with higher levels of affective organizational commitment and job satisfaction are less likely to leave their organizations, the findings also indicate a direct link with more experience and the desire to leave the firm. Role ambiguity and continuance commitment do not have direct links to turnover intentions, but deserve consideration for their indirect influence on important job outcomes.

Originality/value

This study contributes to the study of organizational commitment by using auditors from all job levels and from public accounting firms from varying sizes. Few studies have examined the sub‐dimensions of continuance commitment for auditors.

Details

Managerial Auditing Journal, vol. 22 no. 4
Type: Research Article
ISSN: 0268-6902

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Article
Publication date: 16 April 2018

Jesus Gacilo, Brigitte Steinheider, Thomas H. Stone, Vivian Hoffmeister, I.M. Jawahar and Tara Garrett

Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual…

Abstract

Purpose

Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and transgender (LGBT) workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT workers. The paper aims to discuss these issues.

Design/methodology/approach

Multiple regression and qualitative analyses were used to analyze Likert scale questions along with open-ended options.

Findings

The majority of respondents agree that being LGBT offers a unique perspective compared to heterosexual workers. The more respondents agree that they have a different perspective, the more they feel discriminated against. After controlling for demographic variables as well as education, tenure, job level, and disclosure, hierarchical linear regression analyses showed offering a unique perspective increases perceived career advantages. Results also showed increased perceived career advantages if the employer appreciates this perspective. Results of a second regression analysis also showed that a unique perspective is associated with more perceived discrimination, unless their employer appreciates this perspective.

Research limitations/implications

Although single-item measures and a small international sample limit generalizability, rich qualitative responses provide insights into LGBT attitudes across multiple countries.

Practical implications

This study can be applied to future understandings of the diverse nature of LGBT perceptions and attitudes in the workplace.

Social implications

This is one of the first studies to examine LGBT perceptions that they possess a unique perspective that should be valued by employers.

Originality/value

This exploratory study is one of the first to recognize unique LGBT perspectives and examine the relationship between their perspectives and perceived discrimination and career advantages.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 3
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 9 January 2007

Abubakr M. Suliman and Fuad N. Al‐Shaikh

This paper aims at exploring, for the first time in the Arab World, the role of emotional intelligence (EI) in affecting work outcomes.

Abstract

Purpose

This paper aims at exploring, for the first time in the Arab World, the role of emotional intelligence (EI) in affecting work outcomes.

Design/methodology/approach

A self‐administered questionnaire was used to survey 500 employees from 19 organizations in the United Arab Emirates. The findings are discussed in the paper along with some recommendations for managers and researchers.

Findings

The results revealed significant differences between employees' perceptions of emotional intelligence, conflict and readiness to create and innovate.

Research limitations/implications

The sample represented only financial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

Practical implications

The paper provides practitioners with some advice about understanding and managing climate and conflict.

Originality/value

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of EI, satisfaction and performance.

Details

Employee Relations, vol. 29 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Content available
Book part
Publication date: 23 November 2020

Abstract

Details

Change at Home, in the Labor Market, and On the Job
Type: Book
ISBN: 978-1-83909-933-5

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