Search results for "ORGANIZATIONAL BEHAVIOR AND HUMAN RESOURCE MANAGEMENT"

Supervisors’ relational transparency moderates effects among employees’ illegitimate tasks and job dissatisfaction: a four-wave panel study

2019

Despite repeated calls for the inclusion of leadership in research on illegitimate tasks, little is known about what supervisors can actually do to mitigate negative effects of illegitimate tasks. ...

A model of high performance work practices and turnover intentions

2007

– This paper aims to clarify the relationship between human resource practices and staff retention by selecting three high performance work practices (precursors) and one outcome variable (turnover intentions), and trying to demonstrate the mediator role of employee commitment and job satisfaction in this relationship., – The proposed model has been analyzed with a sample of 198 employees and a structural equation modeling methodology., – Salary strategies and job enrichment strategies were positively related to job satisfaction. Job enrichment strategies and job stability strategies were positively related to employee commitment. Employee commitment was negatively related to turnover inten…

Cross-lagged associations between perceived external employability, job insecurity, and exhaustion: Testing gain and loss spirals according to the Co…

2012

Summary This study investigates perceived external employability (PEE) as a personal resource in relation to job insecurity and exhaustion. We advance the idea that PEE may reduce feelings of job insecurity and, through felt job insecurity, also exhaustion. That is, we probe the paths from PEE to job insecurity and from job insecurity to exhaustion. We furthermore account for possible reversed causality, so that exhaustion  felt job insecurity and felt job insecurity  PEE. This aligns with insights from the Conservation of Resources Theory, which is built on the assumption of resource caravans passageways and associated gain and loss spirals. We based the results on a sample of 1314 workers…

The impact of remote work and mediated communication frequency on isolation and psychological distress

2021

A massive shift towards remote work practices has presented many organizations and employees with acute challenges associated with multi-locational work. This shift underscores the need to reconsider isolation as one of the focal challenges of organizations in an era of increasingly dispersed and mediated work practices. This study relies on a three-wave survey among Finnish workers to investigate how remote work practices and the use of information and communication technology (ICT) have impacted perceptions of isolation during the global health pandemic, and whether these relationships have an effect on psychological distress. The findings indicate that facilitating the use of ICTs may he…

Talent management, talent mindset competency and job performance: the mediating role of job satisfaction

2015

This study advances and tests four interlinked hypotheses explicating the relationship between talent mindset competency, job satisfaction and job performance. Talent mindset competency is dimensionalised as: (a) value and goal alignment with the organisation, (b) manager's talent mindset, (c) talent application in everyday behaviours, (d) autonomy using talent and (e) development of talent in organisation. Results generated from a series of path analyses from a data set of 198 public and private sector employees suggest that strategies centred on talent management impact job performance, but through job satisfaction which acts as a mediator. Thus, it is not postulated that we have to pursu…

Talent management and organizational commitment: the partial mediating role of pay satisfaction

2020

PurposeThe purpose of this study is to better understand the role of pay satisfaction and employee perception of talent management in business loyalty strategies, which implies considering both economic and non-economic variables in order to achieve organizational success.Design/methodology/approachResults from a survey of 198 workers were analysed using structural equation modelling (SEM) based on three constructs (confirmatory factor analysis, CFA). The scales used were: employee perception of talent management, pay satisfaction, and organizational commitment. Pay satisfaction acts as a mediating variable in the significant relationship between the perception of talent management and orga…

Family-supportive organization perceptions, multiple dimensions of work–family conflict, and employee satisfaction : a test of model across five samp…

2008

Work-family conflict (WFC) is recognized as a major issue affecting both individual employees and their employers. Preliminary research shows that the more employees perceive their work environment as family-supportive, the less they experience WFC (Allen, 2001). Moreover, there are theoretical and empirical reasons to expect that by reducing WFC, a family-supportive work environment would enhance employees’ satisfaction with their job, family, and life in general. In addition, despite the impressive body of research that has been devoted to WFC, there have been few studies that have assessed WFC as a multidimensional construct, other than those that distinguish between directions of confli…

2019

In this diary study with N = 348 employees, we examine whether the contagion effect of workplace incivility transfers beyond one work day that is whether the experience of workplace incivility is r...

Collective stress and coping in the context of organizational culture

2000

We examined from a cultural perspective how well-being was collectively defined, what were the sources of collective stress, and what kind of collective coping mechanisms were used to alleviate such stress in three divisions of a multinational company. In the first phase of the study we collected data on organizational culture by using individual thematic interviews ( N = 63). Applying the grounded theory methodology and an inductive analysis, specific cultures describing the divisions were identified. In terms of co-operation we found the following fundamental cultural recipes: joint focused efforts on money-making, despite the awareness of the common goals employees interested only in ful…

Three-Way Interactions Among Interruptions/Multitasking Demands, Occupational Age, and Alertness: A Diary Study

2015

In this study, we examined the within-person relationships between workday “cognitive” stressors (multitasking demands and workflow interruptions) and strain (situational well-being throughout the day and irritation in the evening). We hypothesized that occupational age, in terms of job tenure and an indicator of functional age (alertness), would moderate these relationships in that employees with low experience and low alertness would suffer most from the stressors. We conducted a 5-day diary study in a sample of 123 nurses, with 4 measurements per day (3 taken during the work shift and 1 taken in the evening), and 1 survey (occupational age) and computer-based cognitive performance test b…