Search results for "organizational behavior"
showing 10 items of 758 documents
How do differing degrees of working-time autonomy and overtime affect worker well-being? A multilevel approach using data from the German Socio-Econo…
2018
Flextime, or Flexitime, leads to greater worker satisfaction and well-being, but evidence shows increased working-time autonomy also leads to a greater risk of burnout and overload. The aim of this study is to estimate the effects of working-time arrangements with differing levels of autonomy on job and leisure satisfaction as well as subjective health. It uses working excessive hours as the threshold moderator. Based on German data, hypotheses were tested using a balanced sample of 4019 individuals spanning 16,076 person-years. Changing to or remaining in autonomous working-time arrangements had a positive effect on job satisfaction. Advancing to self-managed working time (trust-based wor…
"Take a break?!" : off-job recovery, job demands, and job resources as predictors of health, active learning, and creativity
2012
The aim of this study is to investigate the moderating effect of matching job resources as well as matching off-job recovery (i.e., detachment from work) on the relation between corresponding job demands and psychological outcomes. Using the Demand-Induced Strain Compensation (DISC) Model as a theoretical framework, we conducted a cross-sectional survey study with 399 employees from three Dutch organizations. Results showed that (1) cognitive demands, resources, and lack of detachment are predictors of cognitive outcomes (i.e., active learning and creativity), (2) emotional demands and lack of detachment are predictors of emotional outcomes (i.e., emotional exhaustion), and (3) physical dem…
Investigating the links between resilience, perceived HRM practices, and retirement intentions
2019
Purpose Human resource management (HRM) scholars’ interest in older employees’ resilience has only recently started to emerge. Little is known about how resilience and perceived HRM are linked to different retirement intentions. Drawing on the conservation of resources and social exchange theories, the purpose of this paper is to investigate the links between perceived HRM practices, resilience and retirement intentions. Additionally, the paper examines the possible mediating role of resilience in the relationship between perceived HRM practices and retirement intentions. Design/methodology/approach In 2016, a cross-sectional study was conducted among older (50+) nursing professionals work…
Can intervention in emotional competences increase employability prospects of unemployed adults?
2015
Abstract The purpose of the present study is to explore the effects of a structured intervention in emotional competences (EC) on employability prospects of unemployed adults. More precisely, the objective is to analyse whether enhancing EC (such as identifying and expressing emotions, understanding emotions, and regulating one's own and others' emotions) can improve perception of employability, job search, entrepreneurial intention and entrepreneurial self-efficacy and improve reemployment success among unemployed participants. Seventy three participants were randomly assigned to either an experimental (40) or control group (33), and the experimental group underwent a 15 h intervention foc…
Psychological Well-Being and Career Indecision in Emerging Adulthood: The Moderating Role of Hardiness
2016
Choosing a career path is an important developmental task during the transition from adolescence to adulthood. However, many emerging adults (EAs)-individuals between 18 and 29 years of age (Inguglia et al., 2016)-struggle to get their career decision-making processes under way because they need a long time to explore various possible career directions (Arnett, 2004; Miller & Rottinghaus, 2014). In particular, this condition concerns EAs who are never employed and is traditionally associated with the construct of career indecision (Gati et al., 2011; Gati, Krausz, & Osipow, 1996), referring to the difficulties that can slow or even stop the career decision-making process.Among such difficul…
Organizational climate and climate strength in UK hospitals
2008
In recent years, researchers have paid increasing attention to the idea of “climate strength” – the level of agreement about climate within a work group or organization. However, at present the literature is unclear about the extent to which climate strength is a positive attribute, and is concerned predominantly with small teams or organizational units. This paper considers three theoretical perspectives of climate strength, and extends these to the organizational level. These three roles of climate strength are then tested in 56 hospitals in the United Kingdom. Positive relationships were discovered between two of three climate dimensions (Quality and Integration) and expert ratings of or…
The moderator effect of psychological climate on the relationship between leader – member exchange (LMX) quality and role overload
2008
The aim of the present study was to analyse the moderator influence of psychological climate on the relationship between leader – member exchange (LMX) quality and role overload. Hierarchical regression analyses were conducted in a sample of 383 employees. Results showed that LMX quality was negatively related to role overload and that three out of the four climate dimensions considered moderated the LMX – role overload relationship. This relationship was stronger when innovation climate, goals orientation, and rules orientation were high than when these climate dimensions were low.
Interface between work and family: A longitudinal individual and crossover perspective
2010
This study assessed longitudinal individual and crossover relationships between work-family conflict and well-being in the domains of work (job satisfaction) and family (parental distress) in a sample of 239 dual-earner couples. The results revealed only longitudinal individual effects over a 1-year period. First, high family-to-work conflict (WFC) at Time 1 was related to a high level of work-to-family conflict (WFC) 1 year later in both partners. Second, the wife's high level of FWC was related to her decreased job satisfaction 1 year later. Thus, the longitudinal effects identified supported normal causality, that is, work-family conflict led to poor well-being outcomes or increased perc…
Studying innovation in organizations: a dialectic perspectiveintroduction to the special issue
2016
The Guest Editors also wish to acknowledge the Leverhulme Trust (UK), the Spanish Psycologists’ Association (Consejo Nacional de Colegios Oficiales de Psicólogos, COP-CV and COP’s Division on Work, Organizations and Personnel Psychology), the Valencian Government (Conselleria de Educación, Generalitat Valenciana), the University of Valencia and the European Association of Work, and Organizational Psychology (EAWOP) for their kind funding contributions that made this Special Issue possible.
Cultural variation of leadership prototypes across 22 European countries
2000
This study sets out to test the assumption that concepts of leadership differ as a function of cultural differences in Europe and to identify dimensions which describe differences in leadership concepts across European countries. Middle‐level managers (N = 6052) from 22 European countries rated 112 questionnaire items containing descriptions of leadership traits and behaviours. For each attribute respondents rated how well it fits their concept of an outstanding business leader. The findings support the assumption that leadership concepts are culturally endorsed. Specifically, clusters of European countries which share similar cultural values according to prior cross‐cultural research (Rone…