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Zhalifunnas, Muhammad Shafwan, Resekiani Mas Bakar, and Abdul Rahmat. "Increasing Well-being in the Workplace: The Role of Job Autonomy." International Journal of Research and Scientific Innovation X, no. XI (2023): 159–66. http://dx.doi.org/10.51244/ijrsi.2023.1011012.
Повний текст джерелаАнотація:
Detrimental behavior in the workplace such as turnover, absenteeism, and loss of productivity is a sign that employees have low well-being in the workplace. Employee well-being plays a crucial role in the company’s sustainability. One of the factors that can affect workplace well-being is job autonomy. This study aimed to determine the effect of job autonomy on workplace well-being. This study used a quantitative regression analysis. Respondents were 322 employees with accidental sampling technique. The results of this study indicated that there was a positive and significant effect of job autonomy on workplace well-being. The higher the job autonomy, the higher the well-being in the workplace. This study proves that job autonomy can increase the well-being of employees in the workplace. Companies are advised to give autonomy at work to increase well-being in the workplace.
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Kim, Deuk Hwan, Joon Won Lee, Won Souk Eoh, Yun Ho Lee, and Chung Dong Im. "A Study on the Job Satisfaction of Workers in Specialized Safety Management Agency: Focus on the safety environment, job autonomy, and workplace culture." Forum of Public Safety and Culture 28 (March 30, 2024): 105–19. http://dx.doi.org/10.52902/kjsc.2024.28.105.
Повний текст джерелаАнотація:
On November 30, 2022, the government also unveiled the “Serious Accidents Reduction Roadmap,” emphasizing collaboration between safety management agencies and private accident prevention agencies, and governance for a safe and healthy workplace. This study, based on Article 17, Paragraph 5 of the Industrial Safety and Health Act, involves 361 workers in workplaces with 50 to 300 regular workers who have delegated safety management tasks to safety management agencies. The study aims to improve job satisfaction by enhancing the working environment of workers performing safety management tasks through high-quality safety management technical guidance, inspection, and other services. Using the KOSS basic form of KOSHA GUIDE H-67-2022, “Guidelines for Measuring Job Stress Factors,” the research method involved surveying workers in four areas and 18 items. The study hypothesized that job environmental factors significantly influence job satisfaction, with safety environment, job autonomy, and workplace culture reconstructed as independent variables and job satisfaction as the dependent variable. The results showed that job environmental factors explained 46.1% of job satisfaction (R² = 0.461). The regression model was appropriate at F = 101.788 ( =0.001). The impact of job environmental factors on job satisfaction revealed significant positive effects for safety environment (β = 0.126, p < 0.01), job autonomy (β = 0.332, p < 0.001), and workplace culture (β = 0.381, p < 0.001). The relative impact indicated that workplace culture, job autonomy, and safety environment ranked in descending order. The study concluded that improving job environmental factors in safety management entrusted workplaces through specialized technical guidance and inspections positively impacts job satisfaction. Urgent attention from individuals, institutions, and the government is necessary, alongside institutional improvements, to prevent and reduce industrial accidents in safety management entrusted workplaces.
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Littman-Ovadia, Hadassah, Lior Oren, and Shiri Lavy. "Attachment and Autonomy in the Workplace." Journal of Career Assessment 21, no. 4 (February 8, 2013): 502–18. http://dx.doi.org/10.1177/1069072712475282.
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Li, Jiacheng. "How and When Humble Leadership Impact Employees Well-Being: A Moderated Mediation Model." Lecture Notes in Education Psychology and Public Media 1, no. 1 (December 26, 2021): 226–33. http://dx.doi.org/10.54254/lnep.iceipi.2021203.
Повний текст джерелаАнотація:
This study aimed to explore how humble leadership affects employees autonomy need satisfaction and workplace well-being, and whether employees prevention regulation focus can moderate the association between humble leadership and autonomy need satisfaction. A questionnaire survey finally produced 222 valid cases. According to the results, humble leadership significantly impacts employees workplace well-being through autonomy need satisfaction, and employees prevention regulatory focus amplify the positive relationship between humble leadership and autonomy need satisfaction. The current research is extended in terms of humble leadership and workplace well-being.
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Melzer, Silvia Maja, and Martin Diewald. "How Individual Involvement with Digitalized Work and Digitalization at the Workplace Level Impacts Supervisory and Coworker Bullying in German Workplaces." Social Sciences 9, no. 9 (September 10, 2020): 156. http://dx.doi.org/10.3390/socsci9090156.
Повний текст джерелаАнотація:
Digitalized work has gained importance across industrialized countries. Simultaneously, research investigating the consequences of digitalized work for workplace relations among employees, supervisors, and coworkers, such as workplace bullying, is largely missing. This study is, to the best of our knowledge, the first to investigate how digitalized work influences supervisory and coworker bullying dependent on individual, job, and workplace characteristics. We use representative linked-employer-employee data from 3612 employees located in 100 large workplaces in Germany across all industrial sectors and apply random effects multilevel linear analyses. Individual involvement in digitalized work is related to less supervisory bullying for all employees, and for lower qualified employees to less coworker bullying. At the workplace level, when digitalization has advanced, supervisory bullying increases for highly qualified employees. Neither the individual nor the workplace effects of digitalization are explained by mediating factors such as job autonomy, routine or machine work, competency, or psychological or physical stress. Competence and job autonomy prevent the occurrence of bullying, while routine work, psychological stress, and physically demanding work are positively related to bullying. All effects are more pronounced for supervisory bullying than for coworker bullying. Individual involvement with digitalized work seems to change relational dynamics within workplaces and to protect employees from bullying. For highly qualified employees, this is probably related to the gathering of key competencies; for lower qualified employees, it might be linked to working with digital devices. In workplaces where digitalization has progressed, digitalized work may disrupt and change the established work processes and relations and increase the necessity for new coordination and, thus, the occurrence of conflicts.
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Cho, Hyunghoon, and Jusung Jun. "The Structural Relationships between Job Autonomy, Self-efficacy, Learning Agility, and Job Crafting of Workplace Trainers in the Work and Learning Dual System." Institute of Humanities at Soonchunhyang University 41, no. 2 (June 30, 2022): 117–40. http://dx.doi.org/10.35222/ihsu.2022.41.2.117.
Повний текст джерелаАнотація:
The purpose of this study was to investigate the structural relationship between job autonomy, self-efficacy, learning agility, and job crafting of workplace trainers who participated in a work and learning dual system. The subjects of this study are 223 workplace trainers serving at work and learning dual system participating companies across the country. The analysis of the collected data was conducted using structural equation modeling. The results of this study are as follows. First, the job autonomy of workplace trainers at companies participating in a work and learning dual system has not had a significant direct impact on job crafting. However, self-efficacy and learning agility have been shown to have a significant direct effect on job crafting. It was also confirmed that job autonomy and self-efficacy had a direct impact on learning agility. Second, job autonomy and self-efficacy of workplace trainers have been shown to have an indirect effect on job crafting through learning agility as acuity.
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Lucena Barbosa, Flávia, and Jairo Eduardo Borges-Andrade. "Informal learning behaviors, interaction and workplace autonomy and readiness to learn." Journal of Workplace Learning 34, no. 4 (December 17, 2021): 388–402. http://dx.doi.org/10.1108/jwl-04-2021-0047.
Повний текст джерелаАнотація:
Purpose This paper aims to find a measurement model with better evidence of validity, with data extracted from the Program for the International Assessment of Adult Competencies (PIAAC). To test a parsimonious model in which dispositional and workplace context characteristics are predictors of informal learning behaviors (ILBs). Design/methodology/approach The authors performed exploratory and confirmatory factor analyses to improve the fit of the PIAAC data measurement model. Multiple linear regression was used to examine the prediction of ILBs by one dispositional variable (Readiness to Learn) and two workplace context variables (Autonomy and Interaction in the Workplace). Findings A measurement model emerged with 18 items divided into four factors. The three antecedent variables predicted ILBs. Interaction in the workplace resulted in higher scores, and workplace autonomy resulted in lower scores. Research limitations/implications The small number of items for ILBs prevented a more detailed exploration of predictors of different types of these behaviors. ILBs can be stimulated by policies that promote readiness to learn and that encourage the design of environments that require worker interactions and autonomy. Originality/value Few studies on ILBs in the workplace have investigated the prediction of dispositional and contextual antecedents based on a theoretical model. The findings herein were obtained using a diverse sample of countries, occupations and generations, allowing better generalization. The importance of interpersonal relationships in the workplace for predicting ILBs was emphasized.
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Rooksby, Emma, and Natasha Cica. "Managing Electronic Workplace Surveillance to Respect Employee Autonomy." Philosophy of Management 6, no. 3 (2008): 75–85. http://dx.doi.org/10.5840/pom20086322.
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Lagasi, Donna, Cristina Smith, and Carol Delgado. "Improving Nurse Satisfaction: Celebrating Autonomy in the Workplace." Journal of PeriAnesthesia Nursing 28, no. 3 (June 2013): e7. http://dx.doi.org/10.1016/j.jopan.2013.04.022.
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Rarick, Charles A. "Workplace autonomy and industrial democracy: The equity solution." International Journal of Value-Based Management 1, no. 2 (June 1988): 91–96. http://dx.doi.org/10.1007/bf03184885.
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Cahyani, Fanny Tri, and Sri Widati. "THE INFLUENCE OF BEHAVIOR INTENTION, PERSONAL AUTONOMY, ACCESSIBILITY OF INFORMATION, AND SOCIAL SUPPORT ON THE COMPLIANCE OF THE USE OF PPE AT PT. PLN." Indonesian Journal of Public Health 16, no. 1 (April 12, 2021): 112. http://dx.doi.org/10.20473/ijph.v16i1.2021.112-123.
Повний текст джерелаАнотація:
The International Labor Organization states that more than 250,000,000 workplace accidents, more than 160,000,000 become ill because of hazards caused by the workplace, and 1,200,000 workers died due to their workplaces each year. Workplaces that have high levels of danger can cause harm to workers, and thus, companies as well. One effort to reduce the risk of danger is the use of Personal Protective Equipment (PPE). Compliance with the use of PPE is influenced by many factors. This study aims to analyze the influence of behavioral intention, personal autonomy, accessibility of information, and social support in complying with the use of PPE. This study was analytic observational and used the cross-sectional research design. The population of this research, amounting to 44 workers, were all employees at PT. PLN. The sample size was 41 samples selected using the simple random sampling method. This study shows (1) behavioral intention had no effect on compliance with the use of PPE (sig.= 0.581), and (2) personal autonomy had no effect on compliance with the use of PPE (sig. = 0.075). Meanwhile, (3) social support had no effect on compliance with the use of PPE (sig. = 0.575). However, accessibility of information affected the use of PPE (sig. = 0.042). To maintain compliance with the use of PPE, researchers suggest to continue health promotion, conduct monitors, and implement a reward and punishment system for workers.Keywords: accessibility of information, behavior intention, personal autonomy, personal protective equipment, social support
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Yao, Johnny J. "Predictors of Counterproductive Workplace Behaviors of Nurses." Asia Pacific Journal of Health Management 16, no. 2 (June 27, 2021): 39–44. http://dx.doi.org/10.24083/apjhm.v16i2.489.
Повний текст джерелаАнотація:
Disruptive actions in healthcare settings can cause errors, poor client satisfaction, employee turnover, and bigger hospital expenses. This research investigated the determinants of counterproductive work behavior (CWB) such as work-related proactive coping, autonomy, interpersonal conflict, organizational constraints of hospital nurses in a tertiary hospital in large metropolitan city in the Philippines. A descriptive correlational design was utilized in the study. Nurses from the different clinical areas of the hospital were chosen as respondents for this study. Proactive coping received the strongest weight in the model followed by autonomy and organizational constraints; interpersonal conflicts received the lowest of the four weights. Based on the results of the study, the researcher can conclude that work-related proactive coping, autonomy, interpersonal conflicts, and organizational constraints are determinants of counterproductive work behaviors of hospital nurses. Health care managers should formulate customized programs and strategies that can improve employee performance and coping to reduce counterproductive work behaviors. Lastly, further studies would be conducted on other variables that can predict and mediate with counterproductive work behaviors.
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Tuckey, Michelle R., Yiqiong Li, and Peter Y. Chen. "The role of transformational leadership in workplace bullying." Journal of Organizational Effectiveness: People and Performance 4, no. 3 (September 4, 2017): 199–217. http://dx.doi.org/10.1108/joepp-01-2017-0008.
Повний текст джерелаАнотація:
Purpose The purpose of this paper is to examine the moderating role of transformational leadership on the relationship between job characteristics of both leaders and followers and workplace bullying within the workgroup. The central hypotheses were that, in a process of resource erosion, leaders’ task demands would be positively associated with workplace bullying in the workgroup, but that transformational leadership would moderate this effect, and the effect of followers’ autonomy on bullying. Design/methodology/approach Anonymous surveys were completed by 540 volunteer fire-fighters’ from 68 fire brigades and, separately, by 68 brigade captains. Findings The multi-level analyses show that leaders’ task demands positively predicted both bullying outcomes, after controlling for followers’ emotional demands and autonomy. Of most interest, transformational leadership moderated the influence of leaders’ task demands and followers’ autonomy on workplace bullying assessed by two approaches: self-labeling and behavioral experience. Further, a significant three-way interaction demonstrated that transformational leadership is actually associated with higher bullying as followers’ emotional demands increase under conditions wherein followers’ autonomy is constrained, but not when followers’ autonomy is high. Practical implications This study offers important practical implications in terms of leadership development in bullying prevention and reduction. For transformational leadership to be effective in reducing bullying at work, the situation must be matched to support this leadership style, or bullying could actually increase. Originality/value The study contributes to the research on workplace bullying by advancing the understanding of organizational factors that can influence bullying at work. The study also provides the first quantitative evidence of a relationship between the demands faced by leaders and the bullying experienced by members of the workgroup.
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DeSisto, Marie C., and Thomas Patrick DeSisto. "School Nurses’ Perceptions of Empowerment and Autonomy." Journal of School Nursing 20, no. 4 (August 2004): 228–33. http://dx.doi.org/10.1177/10598405040200040801.
Повний текст джерелаАнотація:
The purpose of this study was to explore Kanter’s Theory of Structural Power in Organizations, using school nurses and to answer the research question of whether there is a relationship between empowerment and autonomy in school nurses. This study found a positive relationship between the nurses’ perceptions of empowerment and autonomy. The school nurses surveyed perceived themselves to have a high degree of autonomy and a moderate degree of empowerment, and they reported that their access to informal power structures was higher than their access to formal power structures in their school systems. School nurses can benefit by understanding factors that can increase their empowerment in the workplace. They need to understand the organizational structure of their workplace to increase their effectiveness and job satisfaction.
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van der Baan, Niels, Christophe Lejeune, Simon Beausaert, and Isabel Raemdonck. "The relation between perceived autonomy support and (in) formal learning when using a PDP: the mediating role of self-direction in learning." European Journal of Training and Development 48, no. 10 (November 4, 2024): 84–101. http://dx.doi.org/10.1108/ejtd-05-2024-0068.
Повний текст джерелаАнотація:
Purpose To keep up with their changing environment, organizations are investing in continuous skills development of their employees and therefore implement personal development plans (PDPs). However, to be effective, PDPs require employees to show self-direction in learning (SDL). Autonomy-supportive supervisors can foster employees’ SDL. Therefore, the purpose of this cross-sectional study is two-fold. First, this study explores the relationship between perceived autonomy support and learning at the workplace. Second, this study investigates the mediating role of SDL when using a PDP. Design/methodology/approach Based on data from a convenience sample from employees in various industries (n = 193), structural equation modelling was used to investigate the relationships between the different variables. Findings First, a positive relationship was found between perceived autonomy support and informal learning activities, but not with formal learning activities. Second, results indicated that SDL when using a PDP mediates the relation between perceived autonomy support and both formal and informal learning activities at the workplace. These results suggest that a supervisor who is perceived as autonomy supportive can foster employees’ SDL when using a PDP and, in turn, support learning at the workplace. Practical implications Also, these findings indicate that autonomy-supportive supervisors can encourage the undertaking of learning activities by stimulating SDL when using a PDP. Originality/value For a PDP to be effective, a degree of SDL is assumed. To the best of the authors’ knowledge, this is the first study to investigate SDL within a PDP setting.
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Vishwakarma, Amit Kumar, Pushpa Kumari, and Babita Vishwakarma. "Role of Workplace Bullying in Self-determination Needs among University Teachers." Indian Journal of Extension Education 60, no. 4 (2024): 95–100. http://dx.doi.org/10.48165/ijee.2024.60417.
Повний текст джерелаАнотація:
Workplace bullying is a pervasive issue that significantly affects the professional performance of university teachers. This research explores the relationship between workplace bullying and the fulfilment of self-determination needs specifically autonomy, competence, and relatedness among university faculty. The study’s sample comprised 333 faculty members from the University of Varanasi, Uttar Pradesh, India. Data were collected during 2023 using the Negative Act Questionnaire-Revised (NAQ-R) to assess workplace bullying and the Intrinsic Need Satisfaction Scale (INS) to measure self-determination needs. Before analysis, the basic assumptions of statistical methods were verified. The data were then analyzed using descriptive statistics, Pearson’s product-moment correlation, and simple linear regression (SLR) through SPSS. The findings revealed a significant negative correlation between workplace bullying and the satisfaction of self-determination needs at a 0.001 significance level. Additionally, workplace bullying was identified as a significant predictor, accounting for an 8 per cent variance in self-determination needs. In conclusion, workplace bullying undermines intrinsic motivational needs-autonomy, competence, and relatedness. The study also discusses limitations and suggests future directions to improve the work environment.
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Örnebring, Henrik, Johan Lindell, Christer Clerwall, and Michael Karlsson. "Dimensions of Journalistic Workplace Autonomy: A Five-nation Comparison." Javnost - The Public 23, no. 3 (July 2, 2016): 307–26. http://dx.doi.org/10.1080/13183222.2016.1215833.
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Maharjan, Shreejana. "Employee Perceptions of Job Demands, Autonomy, and Organizational Support: A Study on Workplace Stress and Satisfaction." NPRC Journal of Multidisciplinary Research 1, no. 6 (November 21, 2024): 84–97. http://dx.doi.org/10.3126/nprcjmr.v1i6.71750.
Повний текст джерелаАнотація:
Background: Employee well-being has become a key determinant of organizational performance, with demands, autonomy, and support identified as major contributors to workplace satisfaction and mental health. Objective: The study aims to investigate the extent to which employees perceive their work as demanding, requiring significant skills, and allowing autonomy, as well as how these factors impact feelings of favoritism, stress, and workplace support, including health benefits and training. Methods: Data were collected through a structured survey administered to 89 respondents, utilizing Likert-scale questions to assess opinions on job demands, autonomy, favoritism, stress levels, information sufficiency, and consistency in job roles. Descriptive statistics, primarily frequency and percentage distributions, were employed to analyze participant responses. Findings: The results indicate a mixed response to job demands, with a notable portion of employees agreeing that their work is effort-intensive and skill-demanding. Despite these demands, only moderate levels of autonomy were reported, as many participants indicated limited choice in determining their work processes. Favoritism and bullying perceptions were low overall, but stress was reported to impact performance for a considerable segment of employees. Health and training support appeared somewhat limited, with only a portion of employees confirming regular access to these resources. Conclusion: Findings suggest a critical need for organizations to balance job demands with adequate autonomy and support, as these factors significantly affect employee well-being and productivity. Novelty: This study uniquely combines various workplace dimensions—demands, autonomy, favoritism, stress, and support structures—into a single analysis, providing a holistic view of factors influencing employee satisfaction and stress.
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Briante, Fabio, and Antje Barabasch. "Supporting apprentices’ autonomy in vocational training: Insights into the practices at the Swiss Postal Service." Journal of Vocational, Adult and Continuing Education and Training 7, no. 1 (October 31, 2024): 21. http://dx.doi.org/10.14426/jovacet.v7i1.394.
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Satisfying people’s basic psychological needs of relatedness, competence and autonomy plays an important role in human motivation and affects people’s well-being, engagement and performance positively. Companies can contribute to the satisfaction of all three basic psychological needs by establishing autonomy-supportive working conditions, benefitting as a result from associated positive outcomes. Based on an empirical, qualitative exploratory case study, the present article supports the assumption that satisfying the need for autonomy is especially beneficial to the healthy and successful development of young adults throughout their apprenticeship. The findings indicate that various pedagogic measures support the experience of autonomy and also increase work satisfaction and the drive towards workplace learning and collaboration. Such practices include apprentices planning and steering their learning pathways together with their coaches, taking on more comprehensive responsibilities, showing greater initiative in, and ownership of, projects, and actively representing apprentices’ needs in the workplace.
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Soomro, Fayyaz Ahmad, Naveed Ahmad Toru, Noor A. Alam, and Muhammad Bakhsh. "Factors Affecting Emotional Intelligence at Workplace Performance." International Journal of Technology Diffusion 13, no. 1 (January 1, 2022): 1–19. http://dx.doi.org/10.4018/ijtd.315581.
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Emotional intelligence is assuming plenteous position in the social and association life. The individuals who are profoundly equipped with emotional intelligence (EI) can perform better at the workplace. There are some environmental factors that affect EI at the workplace in public and private organizations. The paper presents a conceptual model that explains the environmental factors that influence EI directly or indirectly. EI mainly depends on personal emotions, so this study considers the individual context. Primary data from 250 personals having authoritative jobs is collected through properly designed questionnaire by using random sampling technique. The analyzed factors were job autonomy, environmental mastery, personal growth, positive role, purpose in life, and organizational commitment. The results show that factors like job autonomy and organizational commitment have significant and positive impact on emotional intelligence, and employees can enhance the level of performance.
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Sabir, Maryam, Shabbir Hussain, and Mudasar Ali Nadeem. "In-Household and Workplace Working Experiences of Housemaids Under Patriarchal Framework in Suburban Areas of Lahore." Journal of Asian Development Studies 13, no. 4 (December 1, 2024): 911–19. https://doi.org/10.62345/jads.2024.13.4.73.
Повний текст джерелаАнотація:
Although countless housemaids work in Pakistan, their working experiences are missing from published literature. Therefore, the present study explores the working experiences of housemaids in suburban areas of Lahore while employing the framework of patriarchy and women's autonomy. The researcher applied exploratory research design in the present study and collected data from 35 housemaids living in suburban areas of Lahore using a semi-structured interview guide as a data collection tool. The findings indicated that housemaids face negative consequences in-house and in the workplace. In the workplace, facing segregation of strict gender roles inside their household and a lack of autonomy and decision-making power despite financial contribution and masculine control over their mobility. They are facing patriarchal norms and values inside their families and facing verbal, physical and sexual bullying, mental health (depression & anxiety) and discrimination at their workplace. Housemaids were facing segregation of strict gender roles inside their household and a lack of autonomy and decision-making power despite financial contribution and masculine control over their mobility.
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Sugiyama, Takemi, Nyssa T. Hadgraft, Genevieve N. Healy, Neville Owen, and David W. Dunstan. "Perceived Availability of Office Shared Spaces and Workplace Sitting: Moderation by Organizational Norms and Behavioral Autonomy." Environment and Behavior 51, no. 7 (May 16, 2018): 856–78. http://dx.doi.org/10.1177/0013916518772014.
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A large amount of time spent sitting is a newly identified health risk. Although desk-based workers spend much of their time at work sitting, little is known about how office spaces may be related to workplace sitting time. This study examined cross-sectional associations of the perceived availability of office shared spaces with workers’ sitting time, and the potential role of workplace normative-social factors in the relationship. Participants ( N = 221) wore an activity monitor (activPAL3) and reported availability of shared spaces (for formal meetings, informal discussion, collaborative working), organizational norms, and workplace behavioral autonomy. No shared-space variables were associated with workplace sitting time. However, the perceived availability of sufficient informal discussion space was associated with lower levels of sitting among those who reported more-supportive organizational norms and greater behavioral autonomy. These findings highlight environmental, organizational, and psychosocial factors that will be important to address in future initiatives to reduce work place sitting time.
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Maghrifani, Dila, Adennia Oktaviana Fadli, and Aref Mahdavi Ardekani. "Workplace digital transformation: Impact of employees’ autonomy and relatedness to employees’ intention actively support digital transformation." Sebelas Maret Business Review 7, no. 2 (December 27, 2022): 101. http://dx.doi.org/10.20961/smbr.v7i2.73472.
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The existence of the Covid-19 pandemic has significantly changed the world order to become completely digital. Therefore it is necessary to have the desire to continue to change with the times, whether for each individual or the company. Before carrying out digital transformation in the workplace, companies need to think about how their employees can actively support digital transformation. This research examines several factors, such as autonomy, relatedness, and performance, in actively fostering employee intentions to support digital transformation in the workplace. Using the cross-sectional method, there were 95 respondents from employees in the banking sector in Surakarta and its surroundings. In general, this study found that autonomy, relatedness, and performance can increase employee intention to support digital transformation in the workplace. This research is expected to provide insights for companies to examine what factors are needed to prepare for workplace digital transformation. In addition, this research is also expected to add to the literature for up-to-date research on digital transformation in Indonesia.
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Khan, Kamran, Kashif Riaz Riaz, and Syed Karamatullah Hussainy. "An Investigation of the Relationship between Organizational Justice, Job Autonomy, Workplace Trust and Psychological Ownership: The Role of Ethical Leadership." Market Forces 16, no. 2 (February 11, 2022): 109–32. http://dx.doi.org/10.51153/mf.v16i2.513.
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This study investigates the effect of “organizational justice, job autonomy, organizational trust, and ethical leadership†on psychological ownership. It also examines the moderating role of ethical leadership on psychological ownership. The study used a survey method to obtain the data from the respondents of the banking sector. Our results support six direct and one moderating relationship. The study suggests that organizational, distributive, interpersonal, and informal justice do not affect psychological ownership. At the same time, we found that job autonomy, workplace trust, trust in co-workers, trust in organizations, trust in immediate manager, and ethical leadership affects psychological ownership. The study also found that ethical leadership moderates organizational justice and psychological ownership. But psychological ownership does not moderate (1) job autonomy and psychological leadership, and (2) workplace trust and psychological ownership.
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van Dam, Karen. "Workplace Goal Orientation." European Journal of Psychological Assessment 31, no. 1 (June 1, 2015): 62–68. http://dx.doi.org/10.1027/1015-5759/a000207.
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A measure for workplace goal orientation was developed and validated across three independent samples. In Study 1 (n = 415), scales for workplace learning, performance, and avoidance goal orientation were developed. Study 2 (n = 511) examined the scales’ associations with dispositional goal orientations and employee achievements. Study 3 (n = 292) investigated the scales’ associations with several workplace characteristics, that is, autonomy, challenging work, and Leader-Member Exchange (LMX). The data were analyzed with confirmative factor analysis and structural equation modeling. Overall, the findings indicate that the scales were reliable, measured distinct constructs, were distinct from measures for dispositional goal orientation, contributed to the prediction of self-reported achievement beyond the effect of dispositional goal orientation, and had meaningful relationships with workplace characteristics. As such, the new measure appears a valuable tool for measuring workplace goal orientation that can be used for theoretical and applied purposes.
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Li, Beili, Xu Fan, Susana Álvarez-Otero, Muhammad Safdar Sial, Ubaldo Comite, Jacob Cherian, and László Vasa. "CSR and Workplace Autonomy as Enablers of Workplace Innovation in SMEs through Employees: Extending the Boundary Conditions of Self-Determination Theory." Sustainability 13, no. 11 (May 28, 2021): 6104. http://dx.doi.org/10.3390/su13116104.
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The current business environment characterized by high uncertainty, volatility, and stiff situation of competitiveness that is evident in almost every sector has increased the importance of workplace innovation for contemporary businesses. In this regard, a considerable attention in realizing employees of an organization as a source of innovation is not evident from the existing literature. In this aspect, the current study is an attempt to foster workplace innovation through employees in the SME sector of an emerging economy. In doing so, the authors propose that corporate social responsibility (CSR) initiatives of an SME, along with workplace autonomy, are helpful in creating an environment at the workplace that fosters innovative employee behavior (IEB). Furthermore, the current study also extends the boundary condition of the theory of self-determination by arguing that this theory provides a comprehensive framework to explain employees’ motivation for workplace innovation. The data of the current survey was obtained from the SME sector situated in two large cities of a developing country through a self-administered questionnaire which was then analyzed through structural-equation-modeling (SEM) using the AMOS software. The results confirmed that CSR directly relates to IEB and workplace autonomy mediates this relationship. The study also discusses the implications of this survey for theory and practice.
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Smids, Jilles, Sven Nyholm, and Hannah Berkers. "Robots in the Workplace: a Threat to—or Opportunity for—Meaningful Work?" Philosophy & Technology 33, no. 3 (November 1, 2019): 503–22. http://dx.doi.org/10.1007/s13347-019-00377-4.
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Abstract The concept of meaningful work has recently received increased attention in philosophy and other disciplines. However, the impact of the increasing robotization of the workplace on meaningful work has received very little attention so far. Doing work that is meaningful leads to higher job satisfaction and increased worker well-being, and some argue for a right to access to meaningful work. In this paper, we therefore address the impact of robotization on meaningful work. We do so by identifying five key aspects of meaningful work: pursuing a purpose, social relationships, exercising skills and self-development, self-esteem and recognition, and autonomy. For each aspect, we analyze how the introduction of robots into the workplace may diminish or enhance the meaningfulness of work. We also identify a few ethical issues that emerge from our analysis. We conclude that robotization of the workplace can have both significant negative and positive effects on meaningful work. Our findings about ways in which robotization of the workplace can be a threat or opportunity for meaningful work can serve as the basis for ethical arguments for how to—and how not to—implement robots into workplaces.
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Han, Kyueun, and You Jin Kim. "Emotional Valence, Interdependence, and Job Autonomy as Predictors of Creativity Through Perspective-Taking: An Integrative Model." Behavioral Sciences 15, no. 3 (February 28, 2025): 284. https://doi.org/10.3390/bs15030284.
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This study examines the underexplored intersection of emotional valence and perspective-taking in workplace creativity, and how job characteristics like interdependence and autonomy moderate these relationships. Participants (N = 307; 41% women) recruited through Amazon’s Mechanical Turk platform and employed across various U.S. companies completed an experimental study where they were randomly assigned to recall either positive or negative workplace relationships. Through this manipulation, the participants identified specific colleagues with whom they had direct working experience and reported their emotional valence toward these relationships before completing questionnaires on perspective-taking, creativity, autonomy, and interdependence. Integrating emotional valence and perspective-taking into a moderated mediation model yielded insights into how these variables shape creativity within organizations. The findings demonstrate that positive emotional states significantly enhance creativity through perspective-taking, especially in environments that promote collaboration and independent decision-making. This research broadens workplace dynamics by illuminating the roles of emotional and contextual factors in fostering creativity. It provides practical implications for organizations, recommending positive emotional climates and roles that balance interdependence with autonomy to maximize employee creativity. This study’s comprehensive approach provides a holistic understanding of conditions that foster creativity in organizational environments, expanding on existing frameworks.
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Shadbolt, Martin. "Safe autonomous systems require changes to business relationships." APPEA Journal 59, no. 2 (2019): 819. http://dx.doi.org/10.1071/aj18250.
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Autonomy offers significant benefits to many industries, especially those operating in dangerous environments. Autonomous systems offer improved safety and repeatability. The technical and organisational challenges of autonomy are usually managed very carefully, but commercial relationships need to change as systems become more complex. Current suppliers are unwilling to share IP for the design, analysis and testing behind a system. In the absence of this information, customers may not be able to meet their obligation to provide a safe workplace. Business, technical and safety principals need to lead this discussion and lift the engagement between customers and suppliers; otherwise safety of the systems, workplace and personnel cannot be assured.
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Eakin, Joan M. "Leaving it up to the Workers: Sociological Perspective on the Management of Health and Safety in Small Workplaces." International Journal of Health Services 22, no. 4 (October 1992): 689–704. http://dx.doi.org/10.2190/dnv0-57vv-fj7k-8ku5.
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Small workplaces present particular challenges for the promotion of occupational health and safety. However, little is known about the social organization of work in such settings and how it relates to matters of health and safety. The research on which this article is based relates patterns of occupational health behavior to the nature of social relationships within the workplace. From a qualitative analysts of interviews with 53 small business owners, the author describes the most common approach to managing workplace health and safety: leaving it up to the workers. This posture is explained in terms of the owners' perception of risk, particularly their understanding of workplace hazards, and their assessment of the social costs of ignoring or addressing such issues. Owners tended to discount or normalize health hazards, and to believe that management intervention in employee health behavior was paternalistic and inconsistent with prevailing patterns of labor relations and norms respecting individual autonomy. Many owners understood health and safety not as a bureaucratic function of management but as a personal moral enterprise in which they did not have legitimate authority. The conceptualization of the owners' responses in terms of “social rationality” has implications for addressing problems of health and safety in small workplaces.
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Amina Tariq, Nyela Ashraf, and Jamila Khurshid. "Using job autonomy as an explanatory mechanism between participative leadership and workplace well-being." Journal of Excellence in Social Sciences 3, no. 3 (August 1, 2024): 117–27. http://dx.doi.org/10.69565/jess.v3i3.323.
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Leaders play a vital role in overseeing organizational interventions, which involve changing how work is structured, designed, and supervised to enhance employee health and well-being. This research examines the relationship between the participative leadership style and employee workplace well-being, considering the mediating impact of job autonomy. Data for this study was gathered using questionnaires from 446 employees working in different firms in free trade zones of Pakistan using a convenient sampling technique. For the current research work, SPSS 24 and the Process Macros model were used for hypothesis testing. Current studies indicate that participative leadership is positively and significantly related to workplace well-being. Furthermore, the study's findings indicate that job autonomy mediates between participative leadership and workplace well-being. In future endeavors, it is important to categorize free trade zone enterprises by size, control, and ownership to assess the positive association between leadership and well-being.
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Coetzee, Mariette. "The perceived treatment of employees from designated groups in the workplace." South African Journal of Economic and Management Sciences 18, no. 1 (March 4, 2015): 58–69. http://dx.doi.org/10.4102/sajems.v18i1.798.
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This article reports on employees’ perceptions of the treatment of employees from designated groups in the workplace. The objective of the study was to identify the components of workplace treatment that indicate the perceived treatment of employees from designated groups. The study further investigated the influence of demographic factors on these perceptions. A quantitative approach was followed, and a questionnaire was developed to collect data pertaining to employees’ biographical details and their perceptions of the treatment of employees from designated groups in the workplace. The population consisted of 29 688 employees at a leading South African bank and a sample of 1720 was used. A disproportionate, stratified sampling method was adopted and a sample of 349 employees participated. Factor analysis, correlations, T-tests and analysis of variance statistics were computed to achieve the objectives. The factor analysis identified four factors relating to the treatment of employees from designated groups: task autonomy, respect, responsibility and realistic expectations. The results of the T-tests revealed that race, years of service and staff category do influence employees’ perceptions of the treatment of workers from designated groups in terms of task autonomy and respect. Black respondents, unlike white respondents, believe that employees from designated groups are not treated with respect, nor are they accorded task autonomy. This study represents a vital step towards a better understanding of the dimensionality of perceptions of fair and just treatment and should ultimately contribute to more effective treatment of all employees in the workplace.
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Sia, Surendra Kumar, and Aneesh V. Appu. "Work Autonomy and Workplace Creativity: Moderating Role of Task Complexity." Global Business Review 16, no. 5 (September 21, 2015): 772–84. http://dx.doi.org/10.1177/0972150915591435.
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Slemp, Gavin R., Margaret L. Kern, Kent J. Patrick, and Richard M. Ryan. "Leader autonomy support in the workplace: A meta-analytic review." Motivation and Emotion 42, no. 5 (May 17, 2018): 706–24. http://dx.doi.org/10.1007/s11031-018-9698-y.
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Petrie, Michelle, and Paul M. Roman. "Race and Gender Differences in Workplace Autonomy: A Research Note." Sociological Inquiry 74, no. 4 (November 2004): 590–603. http://dx.doi.org/10.1111/j.1475-682x.2004.00106.x.
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Patel, Aastha. "Workplace Conformity and Workplace Values: A Comparative Study of TCS and Infosys." Journal of Management & Public Policy 14, no. 2 (June 30, 2023): 49–63. http://dx.doi.org/10.47914/jmpp.2023.v14i2.006.
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This study examines the difference between workplace values and workplace conformity at two IT giants, Tata Consultancy Services (TCS) and Infosys. Conformity is the act of aligning oneself with the group, and the bulk of employee activities in a company revolves around sustaining group conformity as a group habit. An organization's guiding beliefs and principles are its organizational values. They include openness, confrontation, trust, authenticity, proaction (taking the initiative, preplanning, preventative activity and evaluating alternative payoffs before acting), autonomy, collaboration, and experimentation. For the current study, TCS and Infosys employees provided 60 responses to a 4-point scale questionnaire based on the OCTAPACE profile and a 7-point scale questionnaire based on the normative influence scale. The result of the study highlights the workplace ideals having a significant difference with workplace conformity at both TCS and Infosys.
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Wadhwa, Shivani, and Parth Aggarwal. "Workplace Conformity and Workplace Values: A Comparative Study of TCS and Infosys." Journal of Management & Public Policy 14, no. 2 (June 30, 2023): 64–73. http://dx.doi.org/10.47914/jmpp.2023.v14i2.007.
Повний текст джерелаАнотація:
This study examines the difference between workplace values and workplace conformity at two IT giants, Tata Consultancy Services (TCS) and Infosys. Conformity is the act of aligning oneself with the group, and the bulk of employee activities in a company revolves around sustaining group conformity as a group habit. An organization's guiding beliefs and principles are its organizational values. They include openness, confrontation, trust, authenticity, proaction (taking the initiative, preplanning, preventative activity and evaluating alternative payoffs before acting), autonomy, collaboration, and experimentation. For the current study, TCS and Infosys employees provided 60 responses to a 4-point scale questionnaire based on the OCTAPACE profile and a 7-point scale questionnaire based on the normative influence scale. The result of the study highlights the workplace ideals having a significant difference with workplace conformity at both TCS and Infosys.
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Davis, Michael. "Professional Autonomy: A Framework for Empirical Research." Business Ethics Quarterly 6, no. 4 (October 1996): 441–60. http://dx.doi.org/10.2307/3857498.
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AbstractEmployed professionals (e.g., accountants or engineers)—and those who study them—sometimes claim that their status as employees denies them the “autonomy” necessary to be “true professionals.” Is this a conceptual claim or an empirical claim? How might it be proved or disproved? This paper draws on recent work on autonomy to try to answer these questions. In the course of doing that, it identifies three literatures concerned with autonomy and suggests an approach bringing them together in a way likely to be useful both to philosophers interested in the concept and to social scientists interested in studying autonomy in the workplace.
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Abozaid, Rafeed Faiz, Rafique Mansoor Mansoor, Sayyed Sadaqat Hussain Shah, Sinan Abdullah Harjan, Ahmed Alalimi, and Almushaira Mustafa. "Perceived overqualification and its positive impact on organization employee's behavior." International Journal of Research in Business and Social Science (2147- 4478) 8, no. 6 (October 20, 2019): 58–71. http://dx.doi.org/10.20525/ijrbs.v8i6.531.
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Preceding researchers have tended to focus on the negative aspect of the perceived overqualification and its inadequacy in the organization. We offer an alternative perspective and postulate that perceived overqualification could influence employees’ behavior through an interactive mechanism. We propose that relational skill abilities, in the form of job autonomy of overqualified employees, determine their tendency to experience interpersonal influences, and, thus engage in helping behavior with devastating work deviance behavior. Data were collected from 20 multinational companies in China through a survey of 500 participants. Structural equation modeling was used for the analysis of data. The results indicate that perceived overqualification has a strong indirect impact via interpersonal influence on the helping behavior and workplace deviance behavior, and increase the helping behavior and decrease the workplace deviance behavior at the working environment. Further, outcomes concluded that job autonomy and prosocial motivation have a significant moderating role and increase the employers helping behavior and deteriorations their Workplace deviance behavior.
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Albro, Maggie, and Jenessa McElfresh. "Academic Library as Workplace." Journal of New Librarianship 9, no. 1 (April 28, 2024): 85–98. http://dx.doi.org/10.33011/newlibs/15/8.
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This study seeks to explore the academic library as a workplace and understand indicators of successful performance and areas that indicate a need for improvement. A survey containing the Knowledge Intensive Work Environment Survey Target (KIWEST) was sent to academic library listservs and received 351 complete responses eligible for analysis. Respondents were library workers employed in an academic library in the United States at the time of taking the survey. Academic libraries performed best in the areas of job autonomy, task completion clarity, competency demands, and meaning of work. Academic libraries indicated less positively in the areas of perceived investment in employee development, engagement (dedication), social support from supervisors, and role conflicts. Findings were consistent with previous studies about the individual factors in the library workplace, and this study demonstrates consistency with academic library strengths and areas of growth in the rapidly changing post-COVID workplace environment.
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Volevakha, Iryna B., Nataliia V. Kolomiiets, and Tetiana V. Kukhar. "ORGANIZATIONAL FACTORS OF PSYCHOLOGICAL SAFETY IN THE WORKPLACE." Wiadomości Lekarskie 74, no. 11 (2021): 2789–93. http://dx.doi.org/10.36740/wlek202111119.
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The aim: To reveal the organizational factors of psychological safety in the workplace. Materials and methods: Methods of psychological survey, statistical assessment and analysis of the received data were used. Results: Psychological safety is regarded in the paper as a state of preservation of mind that involves maintaining a balance between the negative effects of the environment and a person’s resilience, that is, the ability to overcome such effects. In the structure of the psychological safety of the organization member three components were identified and explored: cognitive, emotional and “confidence in the future”. The results of the survey study confirmed that such organizational factors as level of organizational culture, working team cohesion, working team self-organization, management style of the immediate supervisor, work autonomy, role ambiguity have positive effect on psychological safety. Conclusions: The results imply the importance of purposeful implementation of company policies aiming to improve the revealed factors: providing autonomy to employees and work groups within the organization, establishing clear job descriptions, work performance requirements and interaction principles, improving works design, internal communications.
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Leovaridis, Cristina. "Workplace Innovations as Reflected in the Romanian Economic Press." Romanian Journal of Communication and Public Relations 17, no. 1 (April 1, 2015): 101. http://dx.doi.org/10.21018/rjcpr.2015.1.134.
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<p>Workplace innovations are designed to optimize production processes in firms and improve employees’ working conditions; few researches on this topic have shown that workplace innovations increased employees’ job satisfaction, as well as a sense of responsibility and autonomy, but also employees’ overall well-being, especially regarding to work–life balance and health. Workplace innovation includes aspects regarding work organization (job autonomy, self-managed teams, flexible working etc.), organizational structure and systems (devolution of decision-making to employees, fairness and equality, supporting employee initiative etc.), learning and development (high involvement innovation, staff learning and development, shared knowledge and experience etc.), workplace partnership (social dialogue, representative participation, involvement in change, openness and communication, integrating tacit and strategic knowledge etc.). This paper aims to highlight the main characteristics of workplace innovations in Romanian firms, as they are presented in some economical, business and academic, journals in our country. The research methodology consisted of a content analysis performed on four Romanian economic journals two from academic area (Management and Marketing and Management Dynamics in Knowledge Economy) and two from business area (Cariere and Biz). The dimensions of content analysis included the different types of workplace innovations and their effects on organizational performance as well as on employees’ quality of life at the workplace, the size and the source of capital and economic sector of firms that innovate in human resource management, barriers and drivers to the implementation of workplace innovations etc. The period for journals content analysis was 1 year, between January 1 and December 31, 2013. The paper contains a case study for each journal, including abstracts of the most relevant articles on the workplace innovations and related topics.</p>
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Francois, Aurora, Aparna Hebbani, and Sean Rintel. "Facebook in the University Workplace." Media International Australia 149, no. 1 (November 2013): 15–27. http://dx.doi.org/10.1177/1329878x1314900104.
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Access to social network sites (SNS) in the workplace has been much debated. While some consider SNS a distraction, others consider them a tool for professional socialisation and that recreational access positively impacts satisfaction. This exploratory study reports results from an online survey of employees from one faculty of an Australian university, exploring how they used Facebook at work and how they would react to a hypothetical Facebook ban. Three-quarters of respondents used Facebook at work, primarily for personal socialisation during breaks. Many self-imposed a strict personal/professional separation, but opposed a hypothetical SNS ban, perceiving it as an infringement on their workplace autonomy. It is argued that university employees – academic and professional – can be trusted to self-regulate access.
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Renger, Daniela, Sophus Renger, Marcel Miché, and Bernd Simon. "A Social Recognition Approach to Autonomy." Personality and Social Psychology Bulletin 43, no. 4 (January 30, 2017): 479–92. http://dx.doi.org/10.1177/0146167216688212.
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Inspired by philosophical reasoning about the connection between equality and freedom, we examined whether experiences of (equality-based) respect increase perceived autonomy. This link was tested with generalized experiences of respect and autonomy people make in their daily lives (Study 1) and with more specific experiences of employees at the workplace (Study 2). In both studies, respect strongly and independently contributed to perceived autonomy over and above other forms of social recognition (need-based care and achievement-based social esteem) and further affected (life/work) satisfaction. Study 3 experimentally confirmed the hypothesized causal influence of respect on perceived autonomy and demonstrated that this effect further translates into social cooperation. The respect–cooperation link was simultaneously mediated by perceived autonomy and superordinate collective identification. We discuss how the recognition approach, which differentiates between respect, care, and social esteem, can enrich research on autonomy.
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Gerten, Elisa, Michael Beckmann, and Lutz Bellmann. "Controlling Working Crowds: The Impact of Digitalization on Worker Autonomy and Monitoring Across Hierarchical Levels." Jahrbücher für Nationalökonomie und Statistik 239, no. 3 (July 26, 2019): 441–81. http://dx.doi.org/10.1515/jbnst-2017-0154.
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Abstract This study investigates the impact of information and communication technologies (ICT) on worker autonomy and monitoring using the second wave of the German Linked Personnel Panel, a linked employer-employee data set. From a theoretical point of view, the impact of ICT on workplace organization is ambiguous. On the one hand, the fast diffusion of ICT among employees makes it possible to monitor professional activities, leading to greater centralization. On the other hand, ICT enable employees to work more autonomously, so that workplace organization becomes more decentralized. Based on ordinary least squares and instrumental variable estimates, we find that ICT promotes both centralization and decentralization tendencies. Furthermore, managerial employees are more affected by ICT-induced monitoring and autonomy than their non-managerial counterparts. Finally, the effect of digital ICT on employee autonomy is more pronounced than the corresponding effect on employee monitoring. Again, this does especially hold for managerial employees. All in all, our results support the view that unlike prior technological revolutions digitalization primarily affects the employment prospects and working conditions of employees at medium and higher hierarchical levels.
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Jiang, Lixin, Xiaohong (Violet) Xu, and Stephen Jacobs. "From Incivility to Turnover Intentions among Nurses: A Multifoci and Self-Determination Perspective." Journal of Nursing Management 2023 (July 21, 2023): 1–12. http://dx.doi.org/10.1155/2023/7649047.
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Purpose. We investigate the associations between incivility from multiple sources (i.e., doctors, supervisors, fellow nurses, and patients/visitors) and nurse turnover intentions. We take a self-determination perspective to explore whether psychological needs for autonomy, belongingness, and competence explain the relationship between incivility and turnover intentions. Finally, we examine whether incivility from doctors, supervisors, fellow nurses, and patients/visitors may primarily relate to one of the three basic psychological needs and whether the autonomy need may have the strongest relationship with turnover intentions. Design. A three-wave time-lagged design was used. Each measurement point was separated by one workweek. New Zealand nurses were asked to evaluate their workplace incivility at Time 1, three basic psychological needs at Time 2, and turnover intentions at Time 3. Findings. Supervisor incivility directly related to turnover intentions. The autonomy need was the only significant mechanism underlying the relationships of incivility from doctors, supervisors, and fellow nurses with turnover intentions. In addition, doctor incivility related to the autonomy need, patient/visitor incivility was not significantly related to any psychological needs, and incivility from fellow nurses and supervisors related to psychological needs for belongingness and autonomy. Originality. This study takes a multifoci perspective to examine nurse incivility from multiple sources. The novelty lies in the introduction of self-determination theory to the understanding of workplace incivility. Finally, we turn the spotlight on the importance of examining whether incivility from different sources may be primarily related to different psychological needs and whether the autonomy need plays a key role in turnover intentions.
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Wu, Di, and Haitianyu Lin. "Job autonomy, harmonious passion, and work engagement: The moderating role of observational monitoring." Social Behavior and Personality: an international journal 52, no. 1 (January 11, 2024): 1–10. http://dx.doi.org/10.2224/sbp.12880.
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Job autonomy serves as an effective catalyst for passion and engagement in the workplace. However, the rapid advancement of information technology has greatly facilitated observational monitoring, which has the potential to diminish the benefits of job autonomy. Drawing upon self-determination theory, our study explored the mediating role of harmonious passion for work in the relationship between job autonomy and work engagement, as well as the moderating role of observational monitoring in the relationship between job autonomy and harmonious passion for work. Findings from a two-wave survey conducted among incumbent employees (1 = 281) revealed that harmonious passion for work partially mediated the relationship between job autonomy and work engagement. Further, when employees perceived a high level of observational monitoring, the positive impact of job autonomy on harmonious passion for work was weakened. Theoretical and practical implications of these findings are thoroughly discussed.
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Abdul Rahim, Abdul Rahman, and Aizzat Mohd. Nasurdin. "Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence." Social and Management Research Journal 8, no. 2 (December 1, 2011): 37. http://dx.doi.org/10.24191/smrj.v8i2.5202.
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Workplace deviant behaviour refers to "the voluntary behaviour that violates significant organizational norms". In this study, 355 manufacturing industry employees participated in an investigation into the impact of Psychological Contract Violation (PCV) on Workplace Deviant Behaviour (WDB). Three forms of deviant behaviour were identified: interpersonal deviance, production deviance, and property deviance. Further to this three PCV dimensions were also identified, namely, growth and development, autonomy and organizational support. The regression analyses performed yielded mixed results. PCV with respect to 'autonomy and control' demonstrated a negative relationship with interpersonal deviance and property deviance, but a positive relationship with production deviance. PCV with regard to 'growth and development' was found to exhibit a negative relationship with interpersonal deviance, but a positive relationship with property deviance. 'Organizational support' PCV exhibited no significant relationship with WDB.
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Sungkhawan, Jatuporn, Bahaudin G. Mujtaba, Ziad Swaidan, and Tanin Kaweevisultrakul. "Intrapreneurial Workplaces And Job Satisfaction: The Case Of Thai Employees." Journal of Applied Business Research (JABR) 28, no. 4 (June 27, 2012): 527. http://dx.doi.org/10.19030/jabr.v28i4.7038.
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Todays competitive workplace requires that employees think creatively and take personal responsibility for their work as if they owned the business. Such ideal and perceived ownership can lead to higher productivity and better job satisfaction levels in the workplace. The purpose of this research is to investigate the relationship between corporate entrepreneurship and organizational performance and overall job satisfaction. Using the responses of 450 employees who work in private companies in Thailand, the study found differences in corporate entrepreneurship and overall job satisfaction based on various demographic variables, namely education, occupation, and position. Regarding autonomy/work discretion, there are differences in autonomy/work discretion and demographic profile, which include gender, education level, salary, type of company, and type of business. Implications for practice and recommendations for future research are presented.
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B. Whyman, Philip, and Alina Ileana Petrescu. "Workforce nationality composition and workplace flexibility in Britain." International Journal of Manpower 35, no. 6 (August 26, 2014): 776–97. http://dx.doi.org/10.1108/ijm-06-2013-0133.
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Purpose – The purpose of this paper, with an organisational focus, is to offer a novel examination of the association between workforce nationality composition and workplace flexibility practices (WFPs), an under-researched topic with high potential benefits at microeconomic and macroeconomic level. Design/methodology/approach – British data are used, as the UK has experienced significant immigrant flows and has a relatively high level of labour market flexibility. The Workplace Employee Relations Survey 2011, sampling 2,500 British workplaces, offers for the first time data on workforce nationality. Via zero-inflated regressions, the number of non-UK nationals employed in a workplace is assessed against a wide range of numerical, functional and cost WFPs. Findings – There are significant links between WFPs and the employment of non-UK nationals, and these are distinct for non-UK nationals from the European Economic Area (EEA) when compared to non-UK nationals from outside the EEA. The former are more likely to be in “good” employment, with job security, working from home, job autonomy and training. Yet, both types of non-UK nationals are more likely to be employed in workplaces making high use of causal contracts. The implications of these results are discussed. Originality/value – The paper addresses the need to research migration from a relatively new perspective of WFPs while also taking into account the diversity of non-UK nationals. The topic is of importance to organisations, as well as to labour market and migration policymakers. Timely results are of value in view of heightened interest in migration.