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JACOBY, SANFORD M. "Employee Attitude Surveys in Historical Perspective." Industrial Relations: A Journal of Economy and Society 27, no. 1 (January 1988): 74–93. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01047.x.
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Kaman, Vicki S., and Jodie Barr. "Employee Attitude Surveys for Strategic Compensation Management." Compensation & Benefits Review 23, no. 1 (January 1991): 52–65. http://dx.doi.org/10.1177/088636879102300106.
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Moore, David G. "Employee Attitude Surveys in the United States." Relations industrielles 11, no. 3 (February 19, 2014): 150–60. http://dx.doi.org/10.7202/1022620ar.
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Summary The Author first discusses generally the employee attitude survey, describing the techniques commonly used, evaluating the ordinary questionnaire technique with its many drawbacks and limitations; these, however, can be — and have been — gradually corrected with time, and one of them has been refined into an instrument called the SRA Employee Inventory. The rest of the article is spent describing and assessing the Inventory, and finally giving the results and trends in employee attitudes which it has yielded.
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Jaiyeoba, Olumide Olasimbo, and Jane Iloanya. "E-learning in tertiary institutions in Botswana: apathy to adoption." International Journal of Information and Learning Technology 36, no. 2 (March 22, 2019): 157–68. http://dx.doi.org/10.1108/ijilt-05-2018-0058.
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Purpose The purpose of this paper is to investigate the nomological web between technology acceptance model metrics such as perceived ease of use, perceived usefulness, perceived web privacy of e-learning resources on attitude and behavioural intention of virtual platform for learning by university students. Design/methodology/approach The study employed a quantitative method by using self-administered survey instruments among university students who have at least one year of e-learning experience. Psychometric nomenclature of survey instruments was conducted and the reliability and validity metrics of perceived ease of use, perceived usefulness, extent of e-learning use, perceived web-based privacy, attitude and behavioural intentions meet the threshold as established in extant literature. Correlation and regression analysis were conducted to explicate hypothesised relationship. Findings The study found out that e-learning use, perceived usefulness and attitude are associated with learners behavioural intentions, while perceived ease of use and perceived web-based privacy are not significantly associated with behavioural intentions of e-learners in Botswana. The findings further showed in the regression analysis that the extent of e-learning use, perceived usefulness, perceived ease of use and attitude are significantly related to behavioural intentions, while the perceived web-based privacy is not significantly related to behavioural intentions. Practical implications The e-learning processes thus help outline the effective marketing strategies and promotions or nichemanship among university students which help uncover the influence of innovation metrics on e-learning among the youth target audience in Botswana as the country seeks to achieve a paradigm shift from mineral-led economy to knowledge-based society. Originality/value Despite the popularity of e-learning approach as explicated in extant literature, the extent to which such platform is accepted with respect to security and reliability most especially in an emerging economy like Botswana is ambiguous. This study thus seeks to establish the extent to which e-learning in Botho University and Botswana Open University creates a platform for intention to use as regards technological acceptance parsimonious model in Botswana.
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Rogelberg, Steven G., Alexandra Luong, Matthew E. Sederburg, and Dean S. Cristol. "Employee attitude surveys: Examining the attitudes of noncompliant employees." Journal of Applied Psychology 85, no. 2 (April 2000): 284–93. http://dx.doi.org/10.1037/0021-9010.85.2.284.
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Sahi, Robert J. "Using tailored employee attitude surveys to measure HR's effectiveness." Employment Relations Today 23, no. 3 (September 1996): 55–63. http://dx.doi.org/10.1002/ert.3910230307.
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Fauth, Thorsten, Kate Hattrup, Karsten Mueller, and Brandon Roberts. "Nonresponse in Employee Attitude Surveys: A Group-Level Analysis." Journal of Business and Psychology 28, no. 1 (April 18, 2012): 1–16. http://dx.doi.org/10.1007/s10869-012-9260-y.
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SCHNEIDER, BENJAMIN, STEVEN D. ASHWORTH, A. CATHERINE HIGGS, and LINDA CARR. "DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS." Personnel Psychology 49, no. 3 (September 1996): 695–705. http://dx.doi.org/10.1111/j.1744-6570.1996.tb01591.x.
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RYAN, ANN MARIE, DAVID CHAN, ROBERT E. PLOYHART, and L. ALLEN SLADE. "EMPLOYEE ATTITUDE SURVEYS IN A MULTINATIONAL ORGANIZATION: CONSIDERING LANGUAGE AND CULTURE IN ASSESSING MEASUREMENT EQUIVALENCE." Personnel Psychology 52, no. 1 (March 1999): 37–58. http://dx.doi.org/10.1111/j.1744-6570.1999.tb01812.x.
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Schay, Brigitte W. "Effects of Performance-Contingent Pay on Employee Attitudes." Public Personnel Management 17, no. 2 (June 1988): 237–50. http://dx.doi.org/10.1177/009102608801700212.
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This article compares the effects of two different pay-for-performance systems implemented as a result of the Civil Service Reform Act of 1978. Analyses are based on responses to five annual attitude surveys administered between 1979 and 1984 to civilian employees at four Navy R&D laboratories. Two of the labs, located in California, implemented pay for performance for all their white collar employees under a CSRA demonstration project testing an integrated approach to pay performance appraisal and position classification. The other two labs, located on the East coast, served as a comparison group for the federal-wide merit pay system covering supervisors and managers. Overall results were found to be more positive for the two demonstration labs in California.
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Mueller, Karsten, Manuel C. Voelkle, and Keith Hattrup. "On the relationship between job satisfaction and non-response in employee attitude surveys: A longitudinal field study." Journal of Occupational and Organizational Psychology 84, no. 4 (April 7, 2011): 780–98. http://dx.doi.org/10.1348/096317910x526777.
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Zumrah, Abdul Rahim. "Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector." European Journal of Training and Development 39, no. 2 (February 16, 2015): 143–60. http://dx.doi.org/10.1108/ejtd-09-2014-0066.
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Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.
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Way, Christine, Deborah Gregory, Michael Doyle, Laurie Twells, Brendan Barrett, and Patrick Parfrey. "Health care provider outcomes during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 58–67. http://dx.doi.org/10.1258/135581905774424519.
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Objectives To monitor changes in human resource indicators during six years of restructuring in Newfoundland and Labrador, and to measure providers’ perceptions of reform impact and attitudinal and behavioural reactions comparing changes in the St John's region, where hospital aggregation occurred, to other regions. Methods Data on human resource indicators from 1995/96 to 2001/02 were obtained and analysed. The Employee Attitude Survey was sent to acute care staff (n=5353) to assess perceptions of reform impact on workplace conditions, work-related attitudes, turnover intentions and personal characteristics. The response rate for 2000 and 2002 was approximately 42% (n=1222 and 1034, respectively). Only respondents to both surveys (n=589) were used in the analysis. Results Increases in average employee and full-time equivalent numbers occurred in the St John's region, despite hospital closure and aggregation. Increases in staff dislocation and turnover were observed, but paid sick hours decreased. Sick leave and overtime costs increased. Although perceived workplace conditions, and attitudes and behaviours were generally negative, there was evidence of improvement over time, especially in St John's. Few significant regional or provider group differences were observed on most study variables. Conclusions Aggregation of hospitals in StJohn's did not lead to a decrease in employee counts, or deterioration in human resource indicators or attitudes. However, province-wide initiatives are needed to promote more positive work environments and increase organizational effectiveness.
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Bryson, Alex, Harald Dale-Olsen, and Kristine Nergaard. "Gender differences in the union wage premium? A comparative case study." European Journal of Industrial Relations 26, no. 2 (April 12, 2019): 173–90. http://dx.doi.org/10.1177/0959680119840572.
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Trade unions have changed from being male dominated to majority-female organizations. We use linked employer–employee surveys for Norway and Britain to examine whether, in keeping with a median voter model, the gender shift in union membership has resulted in differential wage returns to unionization among men and women. In Britain, while only women receive a union wage premium, only men benefit from the increased bargaining power of their union as indicated by workplace union density. In Norway, however, both men and women receive a union wage premium in male-dominated workplaces; but where the union is female dominated, women benefit more than men. The findings suggest British unions continue to adopt a paternalistic attitude to representing their membership, in contrast to their more progressive counterparts in Norway.
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Hechanova, Ma Regina M., and Jason O. Manaois. "Blowing the whistle on workplace corruption: the role of ethical leadership." International Journal of Law and Management 62, no. 3 (April 1, 2020): 277–94. http://dx.doi.org/10.1108/ijlma-02-2019-0038.
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Purpose The purpose of this study is to provide a structural model of the role of ethical leadership on intent to whistle blow workplace corruption using the theory of planned behaviors. Design/methodology/approach The study used a mixed method, sequential design. Interviews were conducted in the first phase to identify corrupt practices and validate the salience of the variables in the study. The second phase administered surveys to test the hypotheses of the study. Structural equation modeling (SEM) was done to analyze structural relationships among variables. Findings SEM results showed an adequately fit model, indicating ethical leadership predicting organizational norms and controls. It also found that ethical leadership has indirect effect toward employees’ attitude toward corruption through organizational norms and control. Furthermore, ethical leadership also has indirect effect on intent to whistle blow through organizational controls. Research limitations/implications This study was conducted in the Philippines, a high-power distance culture. In such a culture, the influence of leadership is crucial, as it dictates standard behaviors of members and the organization as a whole. Future research may wish to explore whether the findings would also apply in low-power distance cultures. Practical implications The finding suggests that ethical leadership is crucial in shaping organizational norms and controls, which in turn, influences employees’ attitude toward corruption and their intention to whistle blow. Originality/value The study contributes to corruption literature by providing empirical evidence of the structure model how the role of ethical leadership shapes organizational norms and controls that, in turn, influences employee attitude toward corruption and intent to whistle blow.
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Grigoletto, Alessia, Mario Mauro, Francesco Campa, Alberto Loi, Maria Cristina Zambon, Marzia Bettocchi, Mark Nieuwenhuijsen, Laura Bragonzoni, Pasqualino Maietta Latessa, and Stefania Toselli. "Attitudes towards Green Urban Space: A Case Study of Two Italian Regions." International Journal of Environmental Research and Public Health 18, no. 12 (June 14, 2021): 6442. http://dx.doi.org/10.3390/ijerph18126442.
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Green spaces are defined as open spaces of ground, covered by vegetation, including parks and gardens. This kind of environment is linked to many positive effects and its importance is growing due to increasing urbanization. Understanding what drives people to use green urban space is fundamental to creating appropriate campaigns to develop the use of such spaces and improve the citizens’ quality of life. A questionnaire on the attitude towards green space was developed and submitted to people from two Italian regions. Emilia-Romagna and Veneto are two regions in the North of Italy with different territorial policies. Three hundred and ten surveys were collected (167 in Emilia-Romagna and 143 in Veneto). Significant differences were observed between regions, age groups and in relation to the kind of work (p < 0.05). People from Emilia-Romagna have higher scores of attitudes towards green space than people from Veneto, underlining the importance of territorial policies. Moreover, younger participants (18–30 years) seem to be less attracted to green urban space. Being an employee seems to influence the attitude towards green space. Particular attention should be given to subjects of the younger age groups and to the number of hours spent at work. This could be an important element for future research, so that political action can be implemented with these categories in mind.
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Gregory, Deborah, Christine Way, Brendan Barrett, and Patrick Parfrey. "Health care quality from the perspective of health care providers and patients during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 48–57. http://dx.doi.org/10.1258/135581905774424456.
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Objectives To monitor changes in providers' perceptions of health care quality and the importance of health reform, and in patients' satisfaction with services during and two years after restructuring, comparing the region of the province that was restructured (StJohn's) with those regions in which hospitals were not aggregated. Methods The Employee Attitude Survey questionnaire was sent to acute care providers (n=5353) to assess personal characteristics and perceptions of the impact of reform on workplace conditions, work-related attitudes and turnover intentions. The response rate for 2000 and 2002 was 42% (n=1222 and1034, respectively). Only respondents in both surveys (n=589) were used in the analysis because study results were the same for both the repeat sample and total samples. A Patient Satisfaction Survey questionnaire was administered to patients discharged from acute care facilities in 2000 (n=1741) and 2002 (n=704). Response rates were 82.5% and 90.2%, respectively. Results Most providers felt, at both time periods, that restructuring of the health care system was a positive step, but felt that health care quality was low. In the StJohn's region, perceptions of quality and standards of care improved over time. Patients were extremely satisfied with the admission process and hospital stay at both time periods in StJohn's. However, satisfaction declined in 2002 in regions outside StJohn's. Conclusions Aggregation of acute care hospitals is possible without adverse effects on providers' perceptions of health care quality or on patient satisfaction.
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Sprūdža, Dagmāra, Lāsma Kozlova, Svetlana Lakiša, Inese Mārtiņsone, Ivars Vanadziņš, Mārīte Ārija Baķe, and Renārs Erts. "The Impact of Metal Age® Training Programme on the Well-Being of Latvian Office Workers." Proceedings of the Latvian Academy of Sciences. Section B. Natural, Exact, and Applied Sciences. 70, no. 5 (October 1, 2016): 315–24. http://dx.doi.org/10.1515/prolas-2016-0048.
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Abstract There are many factors that affect the well-being and health of employees and the productivity of organisations. The aim of this study was to determine the impact of the Metal Age training programme (MA®) on the well-being of office workers, including investigation of work ability, the stress-causing factors and role of leadership. The study was carried out using questions from four international questionnaires about stress, leadership, and work ability. The intervention group had a training course between the surveys using the ME® method. Several employee stress-causing factors were identified: bad relationship with their workmates was mentioned by 94% of workers; competitive and strenuous atmosphere — by more than 80%; psychological violence or bullying at the workplace by more than 80%, and more than 75% of employee’s could not relax after work. Wellness and microclimate in the workplaces were on a relatively high level: the average rating of seven Kiva questions was 7.5. The respondent attitude after ME® did not change significantly. Latvian office workers displayed moderate and good work ability (Work Ability Index, WAI 34.5–38.6). The best work ability was shown in the age group from 20 to 49 (WAI 34.8–39.4); work ability decreased with age. The best correlation was observed between Work Ability Index and “get into situations, that invoke negative feelings” (r = 0.26) and “carrying out ongoing tasks because of other intervening or more urgent matters” (r = −0.24). After ME® the reaction to some stress-causing factors was improved.
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Dale, Ann Marie, Skye Buckner-Petty, and Bradley Evanoff. "P.1.08 Connecting contractor safety management programs and worker perceived safety climate in commercial construction projects." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A79.3—A80. http://dx.doi.org/10.1136/oem-2019-epi.214.
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BackgroundLeading indicators are preferred to identify injuries and fatalities in construction industry. Safety climate is a leading indicator of construction injuries yet it is not known how workers’ safety climate scores relate to safety programs of different maturity levels.MethodsThis study examined the relationship between safety program scores based on documents and contractor reported activities and project leading indicators of contractor safety climate, safety behaviors of workers and crews, and safety attitudes of coworkers from employee surveys. Hierarchical linear regression models accounted for contractor size and number of workers, nested in contractors within projects. Separate models examined the relationships between safety program scores and 1) contractor safety climate; 2) coworker attitude scores, 3) employees’ own behavior score, and 4) crew behavior scores.Results446 employees of 40 contractors from three commercial construction projects participated. Many contractors (n=16) had good safety programs with 15 or more safety activities (out of 17) from organizational management, worker participation, hazard identification, and training domains. Stronger safety programs had higher safety climate scores (5.15 point difference on a 100 point scale, p=0.05), better coworker safety attitudes (6.69 points, p=0.01), better crew safety behaviors (5.34 points, p=0.02) and higher self-rated behaviors (5.14 points, p=0.02) compared to safety programs with fewer safety items.ConclusionsContractors with more comprehensive safety programs were perceived to have stronger safety climate. Better safety programs were also associated with better self-reported safety performance of coworkers, crews, and individual workers. Stronger safety programs incorporated activities from all four domains Safety programs that include activities that cover safety of management and worker influence safety performance and safety climate as perceived by the workers.
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Editor, Executive. "Editorial." Ushus - Journal of Business Management 4, no. 2 (June 10, 2005): v—vi. http://dx.doi.org/10.12725/ujbm.6.0.
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The seven papers published in this edition of Ushus have a wide ranging scope by various academicians, professionals and researchers with varying areas of interest. The first paper is on the 'Health Care System in Goa: Analysis of Role in Sustainable Development' by Anna Rovina Ferrao e Fernandes. It offers an in-depth study of a unique approach of Health Care in aiding sustainable development. The second paper by Triveni S. and Vijayalaxmi A. Amminabhavi is 'A Study of Quality of Work Life of Nationalised and Non Nationalised Bank Employees'. It is relevant and contemporary as it highlights the shifted focus of work-life balance and issues relating to job satisfaction. Rev. S. Peter, K.J. Raman and R Ravilochanan have drafted a detailed analysis of 'The Role of Non-governmental Organisations in Minimising School Dropouts'. Further, A. Abdulraheem and A. Raman's study of the 'Descriptive Model of Community Participation: Delivering Urban Service' is extremely exhausting in terms of coverage. Given the same, both these papers tackle new-age issues in a rapidly changing socio-economy driven by concerns from the local to the global level and influenced by numerous factors of modernisation. 'Dynamics of Rupee Convertibility' by V.K. Xavier and 'Employee Attitude Surveys: A Powerful Tool for Enhancing Organisational Effectiveness' by Rashmi Nakra deal with conventional subjects of study in the domain of International Finance/Forex and statistical value in managerial decision making. The last paper by P.A. Mathew deals with 'Diaspora to Transnational Networks: The Case of Chinese Diaspora in the Mainland China'. It stands out as a subject of modern interest given the role of diaspora in third world and developed economies, especially the Asian continent.
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Abidin, Mohd Aizuddin Zainal, Anuar Nawawi, and Ahmad Saiful Azlin Puteh Salin. "Customer data security and theft: a Malaysian organization’s experience." Information & Computer Security 27, no. 1 (March 11, 2019): 81–100. http://dx.doi.org/10.1108/ics-04-2018-0043.
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PurposeThis study aims to identify weaknesses in current internal control systems in protecting customer data and the drivers that motivate employees to steal customer data and the impact of customer data theft on the organization.Design/methodology/approachA case study approach was taken to investigate and analyze internal control system weaknesses. One organization that involved investor and treasury services was selected as a case study in this research. A mixed method of data collection, specifically survey questionnaires and observations, was used.FindingsThis study revealed that employees are aware of the policy to protect customer data in their organization. Ironically, customer data theft still occurred despite the company having an internal control system. The main concern was the attitude of the employees to adhere to the policies in place, which becomes the major cause of internal control violation. Employees tend to ignore policies and standard operating procedures, providing opportunities for data theft and fraud to occur, although they realize this will result in a severe impact on the reputation of a company.Research limitations/implicationsThe results provide further confirmation of the fraud triangle theory, i.e. opportunity on the possible causes of the data theft and fraud, supporting prior empirical research and surveys conducted by researchers and global professional firms on fraud. This study, however, was conducted on only one organization with limited participation from employees because of the sensitivity of the nature of the topic.Practical implicationsThis study provided recommendations that can be a reference for companies and regulatory bodies in preventing customer data theft cases, such as regular training and awareness campaigns to the staff, stringent recruitment policies, close monitoring on the accessibility of customer data and continuous use of advanced technology to prevent a data breach.Originality/valueThis study is original, as it focuses on an organization that operates in the financial services industry, which is one of the most attacked sectors for data theft and cybercrime activity globally. Furthermore, this kind of research is rare in fraud literature, particularly in developing markets such as Malaysia. The findings of this study are inferred from the direct observation of the organizational and employee work environments, activities and behaviors, which are private and confidential and difficult to access by researchers for publication in academic journals.
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Guerrazzi, Marco. "Workforce ageing and the training propensity of Italian firms." European Journal of Training and Development 38, no. 9 (October 28, 2014): 803–21. http://dx.doi.org/10.1108/ejtd-06-2014-0047.
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Purpose – The purpose of this paper is to take into consideration the propensity to offer vocational training of a large sample of Italian private firms by retrieving cross-sectional data from INDACO (2009). Design/methodology/approach – Estimating a probit model, the author assesses how the age and the gender composition of the employed workforce, as well as a set of relevant corporate characteristics, such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves, are linked to the willingness of firms to supply on-the-job training. Findings – First, as far as the average age of the whole employed workforce is concerned, it was found that the propensity of surveyed firms toward training provision follows an inverted U-shaped pattern. Furthermore, it was shown that larger firms have a higher training propensity with respect to small firms, and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, it was found that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications – The sample of business units taken into consideration is quite large, but it has some biases toward larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow implementation of the finer identification procedures that can be applied with panel data. Furthermore, the lack of employer – employee linked data does not allow to fully address the issue of compliance to training activities. Social implications – From a policy point of view, the results shown throughout the paper suggest some broad guidelines. First, especially in small firms, vocational training for young and older workers should be somehow stimulated. Moreover, as far as mature employees are concerned, those interventions should be framed in an active ageing perspective. Subsidies and targeted job placement programmes are often claimed as being the most appropriate ways to improve the underprivileged position of older workers. However, continuous learning during the whole working life still appears as the most effective device to reduce the employment disadvantages in the older years. Originality/value – While there are a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.
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Pong Bija, Andarias. "Influence of Leadership Style, Work Culture, and Job Satisfaction on Employee Engagement." KnE Social Sciences, November 11, 2020. http://dx.doi.org/10.18502/kss.v4i14.7895.
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Employee engagement is important in an organization. In order to realize employee engagement, various experts and literature explain that there is an influence of leadership style, work culture, and job satisfaction. Therefore, this study aims to analyze the influence of leadership style, work culture, and job satisfaction on employee engagement. Taking the object of research at the Ministry of Defense of the Republic of Indonesia, this study uses a quantitative approach in which research data is collected through surveys. Data were analyzed descriptively and inferentially. The results showed that leadership style, work culture, and job satisfaction had a significant influence on employee engagement at the Ministry of Defense of the Republic of Indonesia. All path coefficients are significant at α = 0.05, because all values are greater than t table. Path coefficient value X1 (leadership style) to Y (employee engagement) of py2 = 0.198, and X3 ( job satisfaction) to Y (employee engagement) of py3 = 0.535. Employees at the Ministry of Defense have an enthusiastic, dedicated, and caring attitude.
Keywords: leadership style, work culture, job satisfaction, employee engagement
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Kundi, Yasir Mansoor, Mohammed Aboramadan, Eissa M. I. Elhamalawi, and Subhan Shahid. "Employee psychological well-being and job performance: exploring mediating and moderating mechanisms." International Journal of Organizational Analysis ahead-of-print, ahead-of-print (August 12, 2020). http://dx.doi.org/10.1108/ijoa-05-2020-2204.
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Purpose Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship. Design/methodology/approach The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1. Findings Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment. Practical implications The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors. Originality/value The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.
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Heim, Irina, and Nibedita Sardar-Drenda. "Assessment of employees’ attitudes toward ongoing organizational transformations." Journal of Organizational Change Management ahead-of-print, ahead-of-print (December 31, 2020). http://dx.doi.org/10.1108/jocm-04-2019-0119.
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PurposeGlobal companies in the digital service industry are experiencing a pressing urgency for ongoing transformations caused by external factors driven by the need to change business models. This study aims to evaluate the willingness and ability to change as constructs of employee attitude toward change, assess their predictors and develop an approach to analyzing willingness and ability to change.Design/methodology/approachThis study uses an abductive approach, building on the refinement of existing theories. The authors conducted 306 employees' surveys and nine interviews to collect primary data.FindingsThe result of this study suggests that the employees are willing to change when they have a sense of perceived control based on collaboration with management. Factors that have an impact on the willingness and ability to change include job function, age, years of job experience, knowledge of values, company background, understanding the current challenges, understating the urgency for change, positive attitude toward past changes and trust in leadership.Research limitations/implicationsThis is research is focused on one organization, and research in other industries or firms in the digital service industry would be beneficial.Practical implicationsThis research contributes to the practice on the conduct of diagnostic investigation in an organization's readiness and risk for a planned change. The authors add to the existing literature the new dimensions related to the prior experience with change and understanding the need and urgency for change -specific factors that are relevant to individual ability to change. Managers can use findings in this study to learn how to plan and manage organizational change in the fast-paced business environment of digital service industries.Social implicationsThis research will help to understand work attitudes, emotions and behaviors and therefore will improve the well-being in the organizations experiencing transformation.Originality/valueIndividual readiness as a stand-alone concept was not enough explored in the literature, thus creating an opportunity for this study to fill the research gap. The lessons learned from this study are the following: ongoing change initiatives require longer time with a need to extend the organizational restructuring to behavioral and mindset change. This research suggests a practical approach to the assessment of change readiness in organizations. A simple model explaining factors affecting employees' willingness and ability to change has been suggested.