Journal articles: 'Employee adjustment'

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HIMAKI, Yuko, and Reiji SASAKI. "Influence of Relationship between Employee and Superior on Employee’s Adjustment." Proceedings of the Annual Convention of the Japanese Psychological Association 77 (September 19, 2013): 2PM—134–2PM—134. http://dx.doi.org/10.4992/pacjpa.77.0_2pm-134.

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Terry, Deborah J., and Victor J. Callan. "Employee Adjustment to Large-Scale Organisational Change." Australian Psychologist 32, no. 3 (November 1997): 203–10. http://dx.doi.org/10.1080/00050069708257382.

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Brown, M. "Employee pay adjustment preferences: Recent Australian evidence." Asia Pacific Journal of Human Resources 39, no. 3 (January 1, 2001): 1–22. http://dx.doi.org/10.1177/103841110103900302.

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Na-Nan, Khahan. "Employee work adjustment scale for small and medium-sized enterprises in Thailand." International Journal of Quality & Reliability Management 36, no. 8 (September 2, 2019): 1284–300. http://dx.doi.org/10.1108/ijqrm-07-2018-0178.

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Purpose Employee work adjustment (EWA) represents the ability of individuals to adjust effectively to working conditions, supervisors, the environment and their peers. To deal with work adjustment in different environments, companies need to both understand and continually assess their employees. The purpose of this paper is to develop an instrument to measure EWA for small- and medium-sized enterprises (SMEs) in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for EWA. First, 18 questions were developed as a questionnaire based on concepts and theories of EWA and validated using exploratory factor analysis (EFA) into four dimensions such as work, supervisor, environment and peer adjustments. Then, a survey was conducted for 360 new employees in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were tested along the four adjustment dimensions. Findings This research extended and broadened the EWA concept to provide theoretical support for the adjustment of intelligence research. Four dimensions were developed to measure EWA including aspects of work, supervisor, environment and peer. Research limitations/implications The EWA model was examined using EFA and CFA only. Questionnaire results suggested that concrete constructs were stronger because of single-source, self-assessed data collection as the sample included only employees of SMEs in high-growth sectors of Thailand. EWA findings exhibited a good fit but results require further future refinement and validation using a larger sample size and sampling area. Practical implications The EWA questionnaire has practical use regarding management behaviour and can assist companies and practitioners to better understand the required adjustments for new employees at start-up. This knowledge will help managers to encourage and support newcomers to work better and deliver effective results. Managers and practitioners can develop and hone work adjustment practices for new recruits according to the four dimensions proposed here. Originality/value The validity of this EWA questionnaire will facilitate the future study on boundaries with EWA measurements spanning SMEs contexts. Empirical research results verified that EWA assessment offered new perspectives to explore vital individual work adjustments that are necessary for new recruits to succeed. This instrumental support will help researchers to effectively understand EWA and explore its potential in future studies.

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Martin, Angela J., Elizabeth S. Jones, and Victor J. Callan. "Status differences in employee adjustment during organizational change." Journal of Managerial Psychology 21, no. 2 (February 2006): 145–62. http://dx.doi.org/10.1108/02683940610650758.

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윤애림. "An ‘employee’ and an ‘employer’ in the Trade Union and Labour Relations Adjustment Act." Democratic Legal Studies ll, no. 56 (November 2014): 205–45. http://dx.doi.org/10.15756/dls.2014..56.205.

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Terry, Deborah J., Craig J. Carey, and Victor J. Callan. "Employee Adjustment to an Organizational Merger: An Intergroup Perspective." Personality and Social Psychology Bulletin 27, no. 3 (March 2001): 267–80. http://dx.doi.org/10.1177/0146167201273001.

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Newton, Cameron J., and Nerina L. Jimmieson. "Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes." Journal of Management & Organization 14, no. 1 (March 2008): 20–39. http://dx.doi.org/10.1017/s183336720000345x.

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AbstractResearch investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

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Newton, Cameron J., and Nerina L. Jimmieson. "Role stressors, participative control, and subjective fit with organisational values: Main and moderating effects on employee outcomes." Journal of Management & Organization 14, no. 1 (March 2008): 20–39. http://dx.doi.org/10.5172/jmo.2008.14.1.20.

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AbstractResearch investigating Karasek's (1979) Demand–Control Model (D-CM) has produced mixed results relating to the stress-buffering effects of job decision latitude, or job control, on employee adjustment. Cited reasons for these mixed results include the way control is operationalised and also the potential effects of secondary moderators in the relationship among job demand, job control, and employee adjustment. Towards addressing these issues, the present study assessed the secondary moderating effects of subjective fit with organisational culture and values in the D-CM. Participation in decision-making was used as the measure of job control. Moderated multiple regression analyses revealed three significant interactions in a sample of 119 employees. The results revealed a three-way interaction between role overload, participative control, and subjective fit on physiological symptoms and psychological health. Further analyses demonstrated a significant interaction between role conflict, participative control, and subjective fit on intentions to leave. In all interactions, participative control buffered the negative effects of the stressors on levels of employee adjustment only when employees' subjective fit with the organisational values was high. The theoretical importance and practical implications of the results are discussed.

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Petrou, Paraskevas, Evangelia Demerouti, and Wilmar B. Schaufeli. "Crafting the Change: The Role of Employee Job Crafting Behaviors for Successful Organizational Change." Journal of Management 44, no. 5 (July 9, 2016): 1766–92. http://dx.doi.org/10.1177/0149206315624961.

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Organizations today have to change constantly. Although both practitioners and scientists agree that organizational change communication is the most effective strategy to improve employee adjustment to change, little is known about how change communication enhances more proactive employee reactions to change. The present study addresses employee job crafting behaviors (i.e., seeking job resources, seeking job challenges, and reducing job demands) as a tool used by employees in order to respond to and cope with implemented organizational change. Using regulatory focus theory, we propose that on the basis of their promotion or prevention regulatory focus, employees respond to organizational change communication via job crafting behaviors that further enhance or hinder their adjustment to change (i.e., work engagement and adaptivity). Hypotheses are tested with a latent change score analytical approach via a three-wave longitudinal design among 368 police officers. Findings reveal that while adequate change communication is linked to increased job crafting behaviors for promotion focused employees, inadequate change communication is linked to increased job crafting behaviors for prevention focused employees. Furthermore, seeking resources is positively associated with employee work engagement, seeking challenges is positively associated with adaptivity, and reducing demands is negatively associated with work engagement. These findings bring together three different streams of literature (i.e., organizational change, regulatory focus, and job crafting). Implications for management are outlined, and they are, thereafter, translated to a specific workplace intervention, which is proposed to organizations and managers.

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Edwards, Martin R., and Nerina L. Jimmieson. "Communication, Procedural Justice & Employee Adjustment During Change: A Longitudinal Investigation." Academy of Management Proceedings 2012, no. 1 (July 2012): 16641. http://dx.doi.org/10.5465/ambpp.2012.16641abstract.

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Terry, Dr Deborah J., Victor J. Callan, and Geoffrey Sartori. "Employee adjustment to an organizational merger: stress, coping and intergroup differences." Stress Medicine 12, no. 2 (April 1996): 105–22. http://dx.doi.org/10.1002/(sici)1099-1700(199604)12:2<105::aid-smi695>3.0.co;2-q.

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Trompetter, D., M. Bussin, and R. Nienaber. "The relationship between family adjustment and expatriate performance." South African Journal of Business Management 47, no. 2 (June 30, 2016): 13–21. http://dx.doi.org/10.4102/sajbm.v47i2.56.

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Following the global economic collapse, executives are significantly more demanding in understanding the Return on Investment of employee-related programmes including expatriate programmes. Expatriates are defined as employees who are recruited to provide a service in a country which is not the country of residence, typically for at least three years. Expatriate programmes carry high risk; even more so when the family accompanies the employee. The cost of an expatriate assignment is, on average, three times higher than that of a local; yet the failure rate is estimated to be up to 40%. Despite the cost, expatriate resources are critical to embed culture, policies and transfer of skills to a host country environment. The objective of this study was to identify the relationship between the adjustments of the expatriate’s family in the hostcountry on the performance of expatriates. The study was conducted using a quantitative research approach. A convenience sample was used and 81 expatriates completed the questionnaire. The results confirmed home to work spillover and that expatriates would value more organisational support for families in the new location. The length of stay in the host location was linked to higher levels of performance – the longer the assignment, the better the performance levels of the expatriate. Human Resources Practitioners can develop support programmes to ensure that expatriates and families are equipped to enhance their adjustment period and consequently positively impact the expatriate’s performance whilst on assignment.

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Philip Adekanmbi, Foluso, and Wilfred Ukpere. "Self-efficacy and social adjustment as predictors of achievement motivation among bank employees." Banks and Bank Systems 16, no. 2 (June 29, 2021): 190–99. http://dx.doi.org/10.21511/bbs.16(2).2021.18.

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Despite the surge of studies on employee achievement motivation, there is little research that looks at the combination of self-efficacy and social adjustment as predictors of achievement motivation in Nigeria. Hence, this paper examines the influence of self-efficacy and social adjustment on achievement motivation in Nigeria’s banking industry. The study’s sample was drawn from six banks (Guarantee Trust Bank, First Bank of Nigeria, United Bank for Africa, Ecobank, First City Monument Bank, and Access Bank) in Ibadan, Oyo State, Nigeria. Also, it assumes a quantitative research approach. In this study, questionnaires were distributed randomly, and out of 200 questionnaires, 149 were suitable for analysis. Hence, the analysis was completed using the SPSS version 26. The results of this paper reveal that self-efficacy provided about 22% of influence and social adjustment about 82% of the influence on variance in achievement motivation among bank employees. Further results showed that gender, marital status, educational qualification and work experience have a significant and independent influence on achievement motivation among bank employees. The findings denote that increased levels of self-efficacy and social adjustment significantly predict achievement motivation. Therefore, human resource managers in Nigeria’s banking industry should always consider the psychosocial factors of employees, which will help management to know the practical measures and motivating conditions that are useful for enhancing achievement motivation. Also, banking industry managers should train employees in social adjustment skills that will help them managing their life achievements. AcknowledgmentThe Department of Industrial Psychology and People Management, College of Business and Economics, University of Johannesburg, under Professor Wilfred Ukpere is acknowledged, in funding this study and its publication.

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Lu, Changhong, and Dean Tjosvold. "Socialization Tactics as Antecedents for Goal Interdependence and Employee Adjustment and Retention." Academy of Management Proceedings 2012, no. 1 (July 2012): 12196. http://dx.doi.org/10.5465/ambpp.2012.12196abstract.

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Martin, Angela J., Elizabeth S. Jones, and Victor J. Callan. "The role of psychological climate in facilitating employee adjustment during organizational change." European Journal of Work and Organizational Psychology 14, no. 3 (September 2005): 263–89. http://dx.doi.org/10.1080/13594320500141228.

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Raghuram, Sumita, Raghu Garud, Batia Wiesenfeld, and Vipin Gupta. "Factors contributing to virtual work adjustment." Journal of Management 27, no. 3 (June 2001): 383–405. http://dx.doi.org/10.1177/014920630102700309.

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We explore factors associated with employee adjustment to virtual work. In particular, we explore structural factors (i.e., work independence and evaluation criteria) and relational factors (i.e., trust and organizational connectedness) as predictors of adjustment to virtual work. Additionally, we explore age, virtual work experience and gender as moderators of the relationships. We find that structural and relational factors are important predictors of adjustment and that the strength of the relationship is contingent upon individual differences. We explore the implications of these findings for future research and for practice.

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Hieu, Tran Minh, Huynh Thanh Tu, and Nguyen Diem Yen. "The impact of corporate culture on the employee’s commitment at Saigon Thuong Tin commercial joint stock bank in An Giang." Science & Technology Development Journal - Economics - Law and Management 5, no. 3 (June 23, 2021): 1659–72. http://dx.doi.org/10.32508/stdjelm.v5i3.741.

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This study applies the scale of Ricardo & Jolly in 1997 to measure the impact of corporate culture on the employee's commitment at Saigon Thuong Tin Commercial Joint Stock Bank in An Giang Branch (Sacombank An Giang). The study utilises Cronbach's Alpha reliability test method, Exploratory factor analysis (EFA), and Linear regression to verify and evaluate the scale. The adjustment coefficient R2 = 0.391 means that 39.1% of the variation of the employee's commitment dependent variable is explained by 8 independent variables in the regression model. Besides, 60.9% of employee commitment variation is explained by other factors that have not been included in the research model. The results show that the elements of banking communication (Beta = 0.283), teamwork (Beta = 0.260), risk taking in innovation and innovation (Beta = 0.176), fairness and consistency in governance policy (Beta = 0.163), rewards and recognition (Beta = 0.159) and training and development (Beta = 0.146) affect the commitment of employees at Sacombank in An Giang. The research results will be the basis for Sacombank An Giang to recognize the factors that affect employees' commitment to the bank, enabling the bank to plan to improve employee cohesion with the bank and develop a team of professional personnel. At the same time, the study proposes advanced governance implications of elements of corporate culture to employee's commitment in Sacombank An Giang. Building a truly strong corporate culture, enhancing employee commitment and sustainable development at Sacombank An Giang Branch is the core statement of this financial institution

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Gkorezis, Panagiotis, Eugenia Petridou, and Katerina Lioliou. "The impact of supervisor humor on newcomer adjustment." Leadership & Organization Development Journal 37, no. 4 (June 6, 2016): 540–54. http://dx.doi.org/10.1108/lodj-08-2014-0161.

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Purpose – Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association. Design/methodology/approach – Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted. Findings – The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment. Research limitations/implications – Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships. Originality/value – To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

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Harrison, J. Kline, and Holly H. Brower. "The Impact of Cultural Intelligence and Psychological Hardiness on Homesickness among Study Abroad Students." Frontiers: The Interdisciplinary Journal of Study Abroad 21, no. 1 (August 15, 2011): 41–62. http://dx.doi.org/10.36366/frontiers.v21i1.303.

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Because of the growth and impact of study abroad experiences, it is important to identify and evaluate factors contributing to students’ success. Unfortunately, a survey of leading U.S. study abroad institutions found that 96% of assessment instruments only gauged students’ satisfaction as the single measurement of success (Berg, 2003). In contrast, the literature on international job assignments identifies psychological adjustment as a vital construct underlying the success of expatriate employee experiences (Selmer & Leung, 2003). Furthermore, personality characteristics or stable personal traits are considered among the most important factors affecting the psychological adjustment of expatriate employees, and thus their success (Huang, Chi & Lawler, 2005; Jassawalla, Truglia, & Garvey, 2004). Two of these traits that are especially appropriate in the study of successful cross-cultural adjustment are cultural intelligence and psychological hardiness. This article presents a study about these constructs and presents a rationale for predictions about their impact on successful psychological adjustment for study abroad participants.

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Kang, Fei, and Han Zhang. "Ethical leadership and newcomer adjustment: examining a moderated mediation model." Leadership & Organization Development Journal 41, no. 8 (September 2, 2020): 1053–68. http://dx.doi.org/10.1108/lodj-10-2019-0427.

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PurposeSubstantial research has examined the pivotal role of ethical leadership in generating employee outcomes. To date, though, little is known about the relationship between ethical leadership and newcomers' adjustment. The purpose of this paper is to contribute to this gap by examining the effect of ethical leadership on newcomers' adjustment. In doing so, the authors highlighted positive emotions of newcomers as a mediating mechanism that explains the aforementioned association.Design/methodology/approachData were drawn from a two-wave sample of 271 newcomers. The hypotheses were tested by using hierarchical regression analyses and Hayes' PROCESS macro.FindingsThe results demonstrated that ethical leadership affects employees' positive emotions which, in turn, positively relates to newcomers' adjustment. Additionally, newcomers' social comparison orientation moderated the effect of ethical leadership on newcomers' positive emotions.Research limitations/implicationsThe research uses a correlational research design, making it difficult to derive causal inferences from the data. Moreover, the data we obtained on the variables were all based on employees' self-reports, which might inflate the relationship between some of the variables.Originality/valueTo the best of the knowledge, this is the first study that illustrates the role of ethical leadership in enhancing both newcomers’ positive emotions and adjustment.

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Feitosa, Jennifer, Christine Kreutzer, Angela Kramperth, William S. Kramer, and Eduardo Salas. "Expatriate adjustment: considerations for selection and training." Journal of Global Mobility 2, no. 2 (September 2, 2014): 134–59. http://dx.doi.org/10.1108/jgm-06-2013-0042.

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Purpose – The purpose of this paper is to first, synthesize employee characteristics that have been shown to help expatriate adjustment into best practices that can aid in expatriate selection. Second, the authors aim to identify training design variables that can be implemented to not only increase learning and expatriate adjustment, but also to maximize the benefits of employee characteristics. Finally, the authors point out environmental factors that are often overlooked, but yet important influencing forces of expatriate adjustment. Design/methodology/approach – PsychINFO was searched using variations of the following terms: expatriate selection and expatriate training. For the selection criteria, the authors selected articles in which cross-cultural adjustment, expatriate performance, or learning was the dependent variable. Reference sections of these articles were then cross-referenced for additional support. Authors then double-coded every article independently to record variables, study methodology, and research results. Findings – The authors have identified cultural intelligence, learning orientation, technical KSAO's, and language skills to be the most significant antecedents of expatriate adjustment. Furthermore, the authors have found environmental factors (i.e. organizational, family, and interpersonal support) to play a crucial role in the adjustment process. The authors have also identified training factors (i.e. content, process, and elements) to be crucial, and the authors propose how these design variables further facilitate learning and adjustment. Originality/value – This manuscript contributes to the extant expatriate adjustment literature by providing a new, integrative framework. While the individual variables explored within the paper have been examined in past research, this manuscript is the first to offer a framework which integrates them to shape future research.

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Terry, Deborah J., Linda Tonge, and Victor J. Callan. "Employee adjustment to stress: The role of coping resources, situational factors, and coping responses." Anxiety, Stress & Coping 8, no. 1 (January 1995): 1–24. http://dx.doi.org/10.1080/10615809508249360.

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Sargent, Leisa D., and Deborah J. Terry. "The effects of work control and job demands on employee adjustment and work performance." Journal of Occupational and Organizational Psychology 71, no. 3 (September 1998): 219–36. http://dx.doi.org/10.1111/j.2044-8325.1998.tb00674.x.

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Lee, Wanhyung, Mo-Yeol Kang, and Jin-Ha Yoon. "Cancer Incidence Among Air Transportation Industry Workers Using the National Cohort Study of Korea." International Journal of Environmental Research and Public Health 16, no. 16 (August 14, 2019): 2906. http://dx.doi.org/10.3390/ijerph16162906.

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Background: There are increasing concerns regarding increased cancer risks in professional flight attendants due to their exposure to occupational hazards that are known or suspected to be carcinogenic. In this study, we aimed to analyze various cancer risks among a cohort of Korean air transportation industry workers. Methods: We used data from the Korean National Health Insurance Service (NHIS) database from 2002 to 2015. The age-standardized incidence ratios (SIRs) for all types of cancers in the aircraft transport industry workers compared to government employees and the entire employee population were calculated with adjustment for five-year age ranges via the indirect standardized method with gender stratification. Results: Leukemia (ICD-10; C91–C95) showed significantly higher SIRs (95% confidence interval (CI)) compared to the government employee group (1.86, 1.15–2.84) and the whole employee group (1.77, 1.10–2.70). Conclusion: Air transportation industry workers have an increased risk of leukemia compared to other occupational groups.

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Tureková, Ivana, Jana Depešová, and Terézia Bagalová. "Machinery Risk Analysis Application in the System of Employee Training." Applied Mechanics and Materials 635-637 (September 2014): 439–42. http://dx.doi.org/10.4028/www.scientific.net/amm.635-637.439.

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The area of security affects the entire life cycle of the machine from design, manufacturing, installation, adjustment, maintenance all the way to its disposal. Clearly, the longest as well as the most dangerous stage of the machine, is its own operation and maintenance. At this stage it is necessary to assess the risks associated with its use and possess the documentation so as to use the machine safely. These materials are the basic documentation, which is the subject of familiarization and practical training of the employees rather than immediate use of the machine. This article describes the risk analysis of the machinery and its application to risk management particularly the process of training and educating the employees.

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Aslan, Gonca, and Aylin Araza. "EMPLOYEE INNOVATION RESILIENCE: A PROPOSAL FOR MULTIDIMENSIONAL CONSTRUCT." Business & Management Studies: An International Journal 3, no. 3 (January 11, 2016): 290–308. http://dx.doi.org/10.15295/bmij.v3i3.121.

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As being one of the prominent phenomenon in ecology, engineering and pyschology studies for more than thirty years, resilience has started to gain attraction and attention in management and organization fields in the last decade. The concept is accepted as an antidote of invulnerability (Weick, 1993), adaptive functioning against risk hazards (Rutter, 1987) and ability to cope with multiple changes (Boyd and Folke, 2012). Resilience is either defined as set of available and accessible behaviors over time that reflects growth (Ungar; 2010,2011) or as the maintenance of positive adjustment under challenging conditions (Vogus and Sutcliffe, 2007), it fosters the strenght and the survival of the organism. Resilience could be accepted in its infancy in management and organization studies, however, it has a grand potential to understand how employees in organizations endure ongoing changes, challenges and uncertainty that reveal through innovation and its potential effects on innovation performance. Due to lack of any measurement scale in employee innovation resilience, in this study,,we aim at proposing a model that presents innovation resilience as a second order multidimensional construct that consists of three dimensions and three sub-dimensions of each observable variables.

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Simon, Lauren S., Talya N. Bauer, Berrin Erdogan, and William Shepherd. "Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment." Personnel Psychology 72, no. 2 (October 23, 2018): 213–40. http://dx.doi.org/10.1111/peps.12297.

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Reeve, Charlie L., Christiane Spitzmuller, Steven G. Rogelberg, Alan Walker, Lisa Schultz, and Olga Clark. "Employee Reactions and Adjustment to Euthanasia-Related Work: Identifying Turning-Point Events Through Retrospective Narratives." Journal of Applied Animal Welfare Science 7, no. 1 (January 2004): 1–25. http://dx.doi.org/10.1207/s15327604jaws0701_1.

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Quratulain, Samina, and Mohd Ahmad Al-Hawari. "Interactive effects of supervisor support, diversity climate, and employee cynicism on work adjustment and performance." International Journal of Hospitality Management 93 (February 2021): 102803. http://dx.doi.org/10.1016/j.ijhm.2020.102803.

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Rizaldy, Aldy, Lindawati Kartika, and Roni Jayawinangun. "EMPLOYEE COMPENSATION EVALUATION BASED ON COST OF LIVING ADJUSTMENT (COLA) IN RETAIL INDUSTRY BOGOR, INDONESIA." JABE (Journal of Applied Business and Economic) 7, no. 2 (January 31, 2021): 180. http://dx.doi.org/10.30998/jabe.v7i2.7603.

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<p>The retail industry is a field that has a high contribution to the Indonesian economy. This research will examine the compensation based on the need for a decent living for retail workers. The purpose of this study is to (1) Analyze and evaluate the fulfillment of compensation (2) Creating a design and compensation strategy based on the requirements of decent living in Bogor. The type of data in this study is primary data (interview and questionnaires) and secondary data obtained from the <em>website</em> of Bogor, BPS, literature study, and relevant report. The method used is the descriptive analysis, control chart, and Grid ERRC. The results show that according to 60 components of Living Standards/KHL, only 53 items have been fulfilled and the rest (7 items are expected to be reviewed/Omited) and equal to Rp 2.753.000 which are below to Minimum Wage in Bogor. There is a priority in financial compensation and non-financial compensation, which are health benefits, holiday benefits, work accidents, and work incentives and non-financial compensation consists of career systems, work facilities, responsibilities, work status, working conditions. According to the control chart only 38% of the total respondents whose number of the COLA can be fulfilled above the average retail sector worker.</p>

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Kadam, Raavee, Srinivasa A. Rao, Waheed K. Abdul, and Shazi S. Jabeen. "Cultural intelligence as an enabler of cross-cultural adjustment in the context of intra-national diversity." International Journal of Cross Cultural Management 21, no. 1 (March 3, 2021): 31–51. http://dx.doi.org/10.1177/1470595821995857.

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Job transfers within the country can lead to adjustment issues, similar to what expatriates face, especially in the case of highly diverse countries, where a host of sub-cultures exist with distinct cultural practices within a single national culture. Intra-national variations in terms of language, ethnicity, food, clothing, economic development, geographic regions or urban-rural differences can be as significant as cross-cultural differences and cause barriers to social integration. Thus, it becomes important to equip employees with cross-cultural capabilities when they are deployed to a culturally distinct part of the country. The purpose of this study is to investigate the role of cultural intelligence (CQ) as a critical capability that can enable the cross-cultural adjustment (CCA) of employees in a domestic context. Participants of this study consisted of employees from the information technology sector of India, who were transferred to a different state within the country in the past 1-month. They were further categorized into those working in culturally homogenous versus heterogeneous environments. Data were gathered using a structured questionnaire. The hypotheses under study were tested using structural equation modeling. The results indicated that CQ enabled the adjustment of employees within the domestic context. Furthermore, the CQ-CCA relationship was found to be positively moderated by intra-national diversity. While the ability of CQ to predict outcomes in cross-cultural scenarios has already been explored in employee mobility literature, this paper addresses the issues of intra-national diversity and domestic adjustment within the CQ framework, and establishes the usefulness of CQ to overcome the challenges put forth by intra-national differences and within-country cultural variations.

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Kang, Hee Jung (Annette), James Busser, and Hyung-Min Choi. "Service climate: how does it affect turnover intention?" International Journal of Contemporary Hospitality Management 30, no. 1 (January 8, 2018): 76–94. http://dx.doi.org/10.1108/ijchm-04-2016-0185.

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Purpose This study aims to develop a conceptual model of service climate in hospitality, which tests its relationship with psychological capital (PsyCap), quality of work life (QWL) and turnover intention. Design/methodology/approach Data were collected among hotel employees by using an intercept approach and Qualtrics online survey system. Structural equation modeling examined the hypothesized relationships among the constructs in the conceptual model. Findings Service climate showed a positive relationship with PsyCap and QWL, and PsyCap partially mediated this relationship. Employees’ level of PsyCap had a powerful impact on QWL. Specifically, employee QWL was a critical mediator (full mediation) between service climate and turnover intention. Finally, PsyCap and QWL showed combined mediating effects between service climate and turnover intention. Research limitations/implications This study extends the service climate literature in hospitality by offering a new conceptual model representing employees’ perceptions of service climate that influence their willingness to leave the organization with the mediating effects of PsyCap and QWL based on the theory of work adjustment. Practical implications The theory of work adjustment provides a deeper understanding of how employees’ perception of service climate affects their turnover intention in hospitality, based on a sample of hotel employees. Originality/value This study demonstrates the importance of service climate in understanding the turnover intention of hotel employees.

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Massa-Wirth, Heiko, and Hartmut Seifert. "German pacts for employment and competitiveness Concessionary bargaining as a reaction to globalisation and European integration?" Transfer: European Review of Labour and Research 11, no. 1 (February 2005): 026–44. http://dx.doi.org/10.1177/102425890501100105.

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This contribution deals with company-level pacts for employment and competitiveness (PECs) under the German collective bargaining system. Due to the introduction of collectively agreed opening clauses and the associated decentralisation of the collective bargaining system, the social partners at the company level now have greater opportunities to negotiate company-specific adjustments in the areas of compensation and working conditions. Currently, in return for – generally fixed-term – employer guarantees concerning location and job preservation, PECs have been negotiated in about one in four companies with a works council. The new ‘pacts’ increase internal flexibility in the firm by extending the leeway for a flexible adjustment of working time, work organisation and remuneration. A survey of works councils, conducted by the WSI, provides understanding of the economic and institutional factors which influence the spread and composition of these concessionary agreements. Alongside a commitment to social partnership on the management side, the presence of a sectoral collective agreement is an important prerequisite for ensuring, first of all, that the employer agrees to employment guarantees in exchange for the employee concessions and, secondly, that these management pledges are actually observed in practice.

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Coleman, Nicholas. "A Comment on “Employee Tenure and Economic Losses in Wrongful Termination Cases”." Journal of Forensic Economics 26, no. 1 (December 1, 2015): 85–93. http://dx.doi.org/10.5085/0898-5510-26.1.85.

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Abstract In the April 2013 issue of the Journal of Forensic Economics, Charles L. Baum II develops a model to estimate the annual probability of a worker remaining with a particular employer and applies his results to estimates of economic losses resulting from wrongful termination. Baum's adjustment for job survival is based only on forecast experience in the job held at the time of the termination. This method seems inconsistent with Baum's own findings that early years in any job are associated with much higher hazard rates. In this comment we apply Baum's survival coefficients in a model that incorporates the probability of termination and survival in both the original job and the replacement job.

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Wang, Chun-Hsiao. "To relocate internationally or not to relocate internationally: a Taiwanese case study." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 2 (June 11, 2018): 226–40. http://dx.doi.org/10.1108/jgm-12-2017-0050.

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PurposeMultinational organizations are often unable to send their first-choice candidates on international assignments because employees are unwilling to relocate internationally. The purpose of this paper is to understand how organizations can effectively increase employees’ willingness to relocate internationally.Design/methodology/approachThe study sample consisted of 229 employees who have not previously worked abroad in a large and global-minded Taiwanese bank.FindingsThis study found that when employees perceived international assignment experience to be valuable to their career and valued by their organization, they reported a higher level of willingness to relocate internationally. Moreover, this study also found the perceived organizational support (POS) on career and adjustment as moderators.Research limitations/implicationsThe use of one company in Taiwan as the source of the sample may limit the generalizability of the results. The cross-sectional design of this study also makes it impossible to examine the causality among variables.Practical implicationsTo enhance employees’ willingness to relocate internationally, organizations should ensure that they communicate clearly that organizations value employees’ international assignment experience before, during, and after the assignment.Originality/valueThis study uses social informational processing theory to examine the effects of international assignment value on employee willingness to relocate internationally, as well as the effects of POS for international assignment on employee willingness to relocate internationally.

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Gómez Chacón, Ramón, Jerónimo García Fernández, Verónica Morales Sánchez, and Antonio Hernández Mendo. "Adaptación y validación del cuestionario del empleado saludable del modelo HERO." Anales de Psicología 36, no. 2 (April 9, 2020): 361–69. http://dx.doi.org/10.6018/analesps.395431.

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Las organizaciones están implementado acciones para la mejora de la salud y calidad de vida de sus empleados. Este hecho repercute por tanto en las empresas y en sus empleados, caracterizándose éstos últimos por disponer de cinco fortalezas como el engagement, la resiliencia, la autoeficacia, el optimismo y la esperanza. El cuestionario del empleado saludable mide ocho dimensiones, por lo que el objetivo del trabajo es validar el instrumento reduciendo el constructo del empleado saludable de ocho dimensiones a cinco dimensiones y constatar la fiabilidad del mismo como medio de evaluación del empleado saludable. 287 empleado (208 hombres y 79 mujeres) de edades comprendidas entre 20-59 años participaron en este estudio. Se analizó el ajuste de los modelos de cinco y ocho dimensiones mediante un Análisis Factorial Confirmatorio (AFC), utilizando el método de estimación de Máxima Verosimilitud Robusto. Los índices incrementales (CFI y NNFI) y el absoluto SRMR mostraron un buen ajuste en ambos modelos al ser superiores a ,90 e inferior a ,08 respectivamente. En cuanto a la comparación de modelos se observa un aumento significativo del estadístico de contraste Chi Cuadrado de Satorra-Bentler en el modelo de cinco frente al de ocho dimensiones, aunque la reducción del CFI en el modelo de cinco dimensiones no superó el criterio de ,01, lo que permitió considerar ambos modelos como similares en cuanto a ajuste. Ambos modelos mostraron resultados satisfactorios en cuanto al ajuste, este hecho confirma el uso del cuestionario del empleado saludable de ocho dimensiones a cinco dimensiones. Organizations are implementing actions to improve the health and quality of life of employees, this fact affects the companies and their employees, the latter being characterized by having five strengths such as engagement, resilience, Self-efficacy, optimism and hope. The questionnaire of the healthy employee measures eight dimensions, so the objective of the work is to validate the instrument by reducing the construct of the healthy employee from eight dimensions to five dimensions and to verify its reliability as a means of evaluating the healthy employee. 287 employees (ages 20-59 years) participated in this study. The adjustment of the five and eight-dimensional models was analyzed by means of a Confirmatory Factorial Analysis (CFA), using the method of estimation of Maximum Robust Likelihood. The incremental indices (CFI and NNFI) and the absolute SRMR showed a good fit in both models, being higher than, 90 and lower than, respectively. Regarding the comparison of models, a significant increase was observed in the Satorra-Bentler Chi Square contrast statistic in the five model compared to the eight dimension model, although the reduction of the CFI in the five-dimensional model did not exceed the criterion of, 01, which allowed to consider both models as similar in terms of adjustment. Both models showed satisfactory results in terms of adjustment, this fact confirms the use of the healthy employee questionnaire from eight dimensions to five dimensions.

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Rumrill Jr., Phillip D., and Michelle R. Garnette. "Career adjustment via reasonable accommodations: the effects of an employee-empowerment intervention for people with disabilities." Work 9, no. 1 (1997): 57–64. http://dx.doi.org/10.3233/wor-1997-9107.

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Carnevale, Joel B., and Isabella Hatak. "Employee adjustment and well-being in the era of COVID-19: Implications for human resource management." Journal of Business Research 116 (August 2020): 183–87. http://dx.doi.org/10.1016/j.jbusres.2020.05.037.

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Ndou, Moffat Maitele. "Mental illness, harassment and labour laws: Some thoughts on harassment by employees suffering from mental illness." Obiter 41, no. 3 (January 1, 2021): 538–54. http://dx.doi.org/10.17159/obiter.v41i3.9578.

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Section 23 of the Constitution of the Republic of South Africa, 1996 provides that everyone has the right to fair labour practices. Section 9 of the Constitution prohibits unfair discrimination directly or indirectly against anyone on one or more grounds, including among others disability. In terms of section 6(1) of the Employment Equity Act (EEA), no person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy or practice, on one or more grounds, including among others disability or on any other arbitrary ground. Section 6(1) applies to employees, which includes applicants; but it is only limited to conduct occurring within the scope of an “employment policy or practice”. In Marsland v New Way Motor & Diesel Engineering (2009) 30 ILJ 169 (LC), the court concluded that discrimination based on the fact that a person suffers from a mental health problem, has the potential to impair the fundamental dignity of that person as a human being, or to affect them in a comparably serious manner. Consequently, discrimination based on mental illness must be treated as a prohibited ground of discrimination. However, as it was pointed out in Hoffmann v South African Airways 2001 (1) SA 1 (CC), it may in some instances be justified to discriminate on the ground of mental illness, if it is proved that the discrimination is based on an inherent requirement of a job. Section 15 of the EEA requires that, when the employer implements affirmative action measures, he/she must make reasonable accommodation for people from designated groups, in order to ensure that they enjoy equal opportunities and are equitably represented in the workforce of a designated employer. Section 1 defines “reasonable accommodation” as “any modification or adjustment to a job or to the working environment that will enable a person from a designated group to have access to or participate or advance in employment”. Section 6(3) of the EEA provides that harassment is a form of discrimination and is prohibited among others on the ground of disability or any other arbitrary ground. Harassment is also a form of misconduct. The employer is required to take reasonable steps to prevent harassment and failure to do so, the employer is liable for such harassment. Where an employee who has a mental illness, commits an act of harassment against another employee, the employer should take into account its duty to reasonably accommodate the offending employee, the duty to take steps to prevent harassment and the fact that it may be automatically unfair to dismiss an employee for misconduct which was committed because of mental illness.

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Chalmers, Norma J. "Changing Patterns of Employment in Japan: Employee Transfers in the Private Sector." Journal of Industrial Relations 37, no. 2 (June 1995): 281–96. http://dx.doi.org/10.1177/002218569503700205.

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Patterns of employment in Japan's large enterprises have undergone significant adjustment since the early 1980s. An ongoing and accelerating transformation is under way, where once the basis of regular employment was the recruitment of graduates, career-long identification in the enterprise and security in its stable internal labour market. The process reflects a Just In Time approach to managing human resources, which is designed to have 'the right workers, in the right quantity, in the right place and at the right time'. The approach is exemplified in Japan's private sector, although it is not confined to that sector; nor is it unique to Japan. This paper examines one of a variety of Just In Time strategies: the transfer of regular employees out of the firm that originally employed them. The study relies on the limited amount of English language literature on the phenomenon and the analysis also draws on recent research in Japan. It is argued that regular employees who are sent out by their employer to work under the total control of a third party are a special type of non-regular labour. It is also argued that the transferring practice, together with an increasing proportion of non-regular em ployment relationships, has significant implications for Japan's internal labour market structures and its enterprise-based unionism. The implications are relevant for industrial societies undergoing restructuring and for those rethinking their industrial relations situation.

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Amiot, Catherine E., Deborah J. Terry, Nerina L. Jimmieson, and Victor J. Callan. "A Longitudinal Investigation of Coping Processes During a Merger: Implications for Job Satisfaction and Organizational Identification." Journal of Management 32, no. 4 (August 2006): 552–74. http://dx.doi.org/10.1177/0149206306287542.

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This study tested the utility of a stress and coping model of employee adjustment to a merger. Two hundred and twenty employees completed both questionnaires (Time 1: 3 months after merger implementation; Time 2: 2 years later). Structural equation modeling analyses revealed that positive event characteristics predicted greater appraisals of self-efficacy and less stress at Time 1. Self-efficacy, in turn, predicted greater use of problem-focused coping at Time 2, whereas stress predicted a greater use of problem-focused and avoidance coping. Finally, problem-focused coping predicted higher levels of job satisfaction and identification with the merged organization (Time 2), whereas avoidance coping predicted lower identification.

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Kim, Peter Beomcheol, Gyumin Lee, and Jichul Jang. "Employee empowerment and its contextual determinants and outcome for service workers." Management Decision 55, no. 5 (June 19, 2017): 1022–41. http://dx.doi.org/10.1108/md-02-2016-0089.

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Purpose The purpose of this paper is to investigate a research model of employee empowerment along with its contextual determinants (i.e. leader-member exchange (LMX) and schedule flexibility) and primary consequence (i.e. service performance) for restaurant workers in New Zealand and South Korea. The study further examines a moderating role of national differences derived from the power distance theory for the hypothesized paths between empowerment and its determinants and consequences. Design/methodology/approach This study utilized traditional paper-and-pencil surveys for data collection. A final sample of 303 service employees from restaurants in New Zealand (n=152) and South Korea (n=151) was used to test research hypotheses by structural equation modeling using LISREL (version 8.80). Findings The study concludes with two core findings supporting research hypotheses. First, as hypothesized, employees who consider their schedule flexible with high LMX quality with their immediate supervisor are more likely to feel empowered, and empowered workers are more likely to perform well in customer services. Furthermore, the results show that the impact of schedule flexibility and LMX on empowerment and the impact of empowerment on service performance are more salient among South Korean employees than their New Zealand counterpart. Originality/value Based on job characteristics, work adjustment, and social exchange theories, this study develops and tests a research model of employee empowerment including service context-relevant determinants, i.e., schedule flexibility and LMX, as well as a crucial work outcome, i.e., service performance, using two different national samples. The findings of this study contribute to the body of knowledge in understanding the organizational dynamic of employee empowerment in the service industry, suggesting that managers incorporate relevant contextual practices to promote empowerment, which ultimately enhances employees’ service performance. It is also recommended that such practices are carefully implemented, taking into consideration the cultural background of the workforce.

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Erogul, Murat, and Afzalur Rahman. "The Impact of Family Adjustment in Expatriate Success." Journal of International Business and Economy 18, no. 1 (July 1, 2017): 1–23. http://dx.doi.org/10.51240/jibe.2017.1.1.

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Family adjustment to a new country plays a significant role in expatriate success. This paper investigates the reasons behind expatriate failure relative to personal characteristics of partner, family characteristics, and cultural distance. The authors discuss family related issues and contribute to the better understanding on the problems that cause expatriate failure through identity theory and investigate how organizations could support the expatriate experience by taking into consideration the role of the spouse and family, along with cultural distance to the expatriate destination. There are only a few studies that link experiences of expatriate family and partner to international assignment success. We add to this research by examining the spouse and family adjustment process through the use of identity theory. We provide guidelines on the impact of family adjustment in expatriation literature to help organizations better equip both the expatriate employee and their family with sufficient cross-cultural training and social learning opportunities. Our contribution provides a level of analysis on determining expatriation success factors and guiding organizations in facilitating the cultural adjustment of expatriates and their families. The paper provides implications to industry and practice on key success factors needed to reduce failure.

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Kurniawan, Tria Sandi, Dyah Wulan Sari, and Dyah Reni Irmawati. "Analisis Pengaruh Realisasi Belanja Pemerintah Terhadap Penerimaan Pajak di Indonesia." Indonesian Treasury Review: Jurnal Perbendaharaan, Keuangan Negara dan Kebijakan Publik 5, no. 3 (September 30, 2020): 171–81. http://dx.doi.org/10.33105/itrev.v5i3.212.

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This study examines the effect of the realization of government spending consisting of goods expenditure, capital expenditure and employee expenditure on tax revenue in Indonesia. In this study, we use four analytical methods that consist of Granger Test, Partial Adjustment Model (PAM), Error Correction Model (ECM) and Vector Autoregression (VAR). The result shows that the realization of goods and employee expenditure are significant determinant of the tax revenue. Further examination shows that the shocks on goods and employee expenditure have a positive impacts toward tax revenue. However the shock effect are different on those variables. On the shock to goods expenditure, the tax revenue response will occur directly, in contrast to shock on employee expenditure that requires time lag. This study also find that between PAM and ECM, the ECM model is more appropriate to be used to explain the effect of government spending on tax revenue in Indonesia.

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Supangco, Vivien, and Wolfgang Mayrhofer. "Determinants of work role transition outcomes of Filipinos in Singapore." Journal of Global Mobility 2, no. 3 (December 2, 2014): 317–42. http://dx.doi.org/10.1108/jgm-07-2013-0048.

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Purpose – The purpose of this paper is to address the following questions: what factors affect work role transition outcomes of Filipino employees in Singapore? What is the influence of type of expatriation on work role transition outcomes? Two outcomes of interest are work adjustment and job satisfaction. Design/methodology/approach – An e-mail containing the link to a web-based structured questionnaire was sent to Filipinos working in local and multinational organizations in Singapore, who were also encouraged to forward the link to other Filipinos working in Singapore. The number of respondents totals 106. We used regression analysis to address the research question. Findings – Work adjustment and job satisfaction do not share common factors, indicating differences in their dynamics. Work adjustment is singly explained by the individual factor: the self-efficacy beliefs of the global employees. It is not influenced by the content and context of work but by the disposition of the individual alone. On the other hand, job satisfaction is explained by job factors (role discretion and role conflict) and organizational or job context factors (supervisory support and perceived organizational support). It is not explained by self-efficacy belief. Both work role adjustment and job satisfaction are not influenced by whether or not the global employee is company assigned or self-initiated. Research limitations/implications – Given the nonprobabilistic sampling employed, results of the study, in a strict sense, apply only to the individuals who participated in the survey. In addition, cross-sectional nature of the study also limits inference on causality. Practical implications – The null results of gender, marital status, and age imply that these are not good indicators of success and are not a good basis for selection. However, one important dimension to consider in recruitment is self-efficacy belief. Managers also need to nurture self-efficacy of existing employees by enabling them to experience success and for the managers to consciously develop and maintain high self-efficacy belief themselves to serve as role model of employees. Moreover, organizations can enhance and manage job satisfaction by providing support from both the supervisor and the organization, and designing jobs that provide role discretion and less role conflict. In addition, the null result of type of expatriation suggests that pre-departure support erodes through time such that companies that send employees to foreign subsidiaries must continue to provide support beyond the pre-departure phase and highlight the role of host country operations in providing job content and context conducive to job satisfaction. Originality/value – This study furthers the understanding of work role transition outcomes of people from Asia and the developing world who work in countries other than their own. It also broadens our perspective of work role transition by looking at two outcomes: work adjustment and job satisfaction. Moreover, this study provides an important contribution to the literature by examining the differences in outcomes of company assigned and self-initiated global employees.

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Singh, Archana. "Detailed Literature Review: Antecedents Affecting the Flight Risk or Turnover Intention of Professionals." Ushus - Journal of Business Management 17, no. 2 (April 1, 2018): 41–68. http://dx.doi.org/10.12725/ujbm.43.4.

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Employee turnover has attracted significant research worldwide because of the high cost it entails. These costs include recruitment, selection, training, adjustment time, possible product, and/or service quality problems which often exceed hundred percent of the annual salary for the position being filled. Understanding the factors that influence the turnover gives organisations the opportunity to reduce selection and training costs, increase employee morale and customer satisfaction and enhance organisational productivity. This paper traces the work done by researchers in understanding the flight risk or Turnover Intention behaviour of professionals and thus helps understand and curtail turnover thereby curtail costs for organisations.

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Newton, Cameron J., and Nerina L. Jimmieson. "Subjective fit with organizational culture: an investigation of moderating effects in the work stressor-employee adjustment relationship." International Journal of Human Resource Management 20, no. 8 (August 2009): 1770–89. http://dx.doi.org/10.1080/09585190903087198.

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Edwards, Keith J., Carley H. Dodd, Katherine H. Rosenbusch, and Leonard J. Cerny. "Measuring Expatriate Cross-Cultural Stress: A Reanalysis of the CernySmith Assessment." Journal of Psychology and Theology 44, no. 4 (December 2016): 268–80. http://dx.doi.org/10.1177/009164711604400402.

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This study reports a statistical modification of a psychometric expatriate adjustment survey (e.g., the CernySmith Assessment or CSA) applied to expatriate missionary and humanitarian workers and their families. Earlier CSA survey items assisted in a need for rapid response clinical assessment originating from clinical observations, literature with a factor analysis resulting in 20 subscales and 5 qualitative content domains (Organizational, Cultural, Relational, Behavioral, and Personal). However, the assessment required more robust scale and factor analysis development to assure replicability. The present study analyzed 1,133 respondents working in 130 host countries. After various factor analytical iterations, a final CSA psychometric scale of 5 factors and 15 subscales (and a final 3 factor solution) emerged that compares with other known expatriate employee and spousal adjustment scales (Bhaskar-Shrinivas, Harrison, Shaffer, & Luk, 2005; Black, Mendenhall, & Oddou, 1991; Brown, 2008). This improved adjustment assessment answers Hippler, Caligiuri, and Johnson's (2014) call for robust expatriate adjustment assessments. The CSA moves adjustment measurement forward with new domains of resilience (Well-Being, Past Stresses, and Focus) and personal foundation (Spirituality, Health, and Habits). In light of 20–40% rate of preventable missionary attrition, the CSA should contribute to research, practice, and organizational support.

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Newton, Cameron, Stephen T. T. Teo, David Pick, Marcus Ho, and Drew Thomas. "Emotional intelligence as a buffer of occupational stress." Personnel Review 45, no. 5 (August 1, 2016): 1010–28. http://dx.doi.org/10.1108/pr-11-2014-0271.

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Purpose – The purpose of this paper is to examine the role of emotional intelligence (EI) as a buffer to job stressors on employee adjustment. Design/methodology/approach – Based on the job demands resources model, this study examined 306 nurses in the healthcare sector to test a model of job stressors, EI, and their interactions nursing adjustment outcomes (i.e. job satisfaction and psychological health). The hypothesized model predicted that higher trait EI would act as a buffer to the potential negative effects of stressors on employee adjustment. Two-way moderated hierarchical multiple regression analyses was used to test the model in addition to interaction effects. Findings – The results of this study revealed mixed results in terms of the expected main effects of EI and the five significant moderating effects. While some interactions support a buffering hypothesis; contrary to expectations, a buffering effect was also found for those with low EI. Research limitations/implications – The findings enable a better understanding how EI moderates the effects of stressors on important work outcomes in healthcare. Additionally, the implications from this study allows healthcare administrators and managers to improve staffing and work outcomes through identifying and selecting staff who are characterized by higher trait EI or alternatively, train staff in self-awareness and dealing with emotional behaviors. Practical implications – HR managers could focus on selecting staff, who possessed higher trait EI for roles where overload and ambiguity are endemic to the job performed. Training could also be used to enhance EI among managers to focus on self-awareness and dealing with emotional behaviors. Originality/value – This study makes several contributions to understanding how EI moderates the relationships between work stressors and workplace adjustment and wellbeing.

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Journal articles on the topic 'Employee adjustment'

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