Academic literature on the topic 'External job attribute'
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Journal articles on the topic "External job attribute"
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Adedapo Alagabi, AbdGhaffar, Abdul-Halim Abdul-Majid, and Rosemaliza Rashid. "WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS." International Journal of Engineering Technologies and Management Research 4, no. 10 (February 5, 2020): 99–108. http://dx.doi.org/10.29121/ijetmr.v4.i10.2017.110.
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The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malaysia. All identified job and organisation attributes were found to positively significant in determining job choice of talents. Job security is relatively the most preferred attribute and donation to charity is the least preferred. Organization reputation attributes such as training and development which are internal reputation attributes are found to be relatively very important. In contrast, donation to charity, an external corporate reputation attribute, is found to be least relatively important. This study results strongly suggest that policy makers in Malaysian Islamic finance industry should incorporate the preferred attributes in the employee value proposition to attract the needed pool of talent.
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Chong, Melody P. M., Xiji Zhu, Pingping Fu, and Ling Ying Sarinna Wong. "Influence strategies and work outcomes: effects of attributions." Chinese Management Studies 13, no. 4 (November 4, 2019): 967–84. http://dx.doi.org/10.1108/cms-09-2018-0673.
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Purpose Previous research on influence strategies has almost exclusively indicated negative relationships between assertive influence and employee work outcomes; the purpose of this study is to argue that an assertive influence strategy can also lead to both positive and negative work outcomes, when subordinates hold different attributions towards the leaders’ motive of using assertive influence (hereafter “the cause”). Design/methodology/approach The empirical study was based on data collected from 930 employees in China. The authors developed hypotheses to test the mediating effects of three types of perception in the relationship between an assertive influence strategy and five outcomes, and additional analyses on persuasive and relational influence strategies are also conducted. Findings Results show that when subordinates attribute the cause to their ability (internal attribution), an assertive influence has indirect positive effect on felt obligation, organizational commitment, job performance and organizational citizenship behavior; when subordinates attribute the cause to the poor relationship with their superiors (relational attribution), an assertive influence has indirect negative impact on most outcomes except for job performance; when subordinates perceive that the cause is to the superiors, such as authoritarian leadership (external attribution), an assertive influence has indirect positive effect on job performance. Practical implications The study highlights the importance of subordinates’ perceptions during the leadership influence processes. Originality/value This study was the first to examine the mediation relationship between three types of influence strategies and five organizational outcomes based on a large sample of front-line staff in China. The findings of the study also enrich the literature of leadership and attribution theories.
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Krausz, Moshe, Aharon Bizman, and Itzhak Weiss. "CAUSAL ATTRIBUTIONS FOR TURNOVER B SUPERVISORY AND NON-SUPERVISORY PERSONNEL." Social Behavior and Personality: an international journal 17, no. 1 (January 1, 1989): 93–101. http://dx.doi.org/10.2224/sbp.1989.17.1.93.
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The present study examined the causal attributions for turnover of employees by supervisory and non-supervisory employees. It was hypothesized that only among non-supervisors but not among supervisors, causes of turnover will be related to the respondents' own job attitudes. One hundred and seven supervisors and 155 non supervisors rated the extent of their agreement which each of the following two reasons for employee turnover: Employees leave because they were dissatisfied with their work. 2. Employees leave because of external causes such as family matters. In addition, participants' attitudes and commitment toward their organization were measured. Contrary to expectations, causal attributions of both supervisory and non-supervisory respondents were found to be related to their job attitudes: Those who were less satisfied tended more to attribute turnover to dissatisfaction of the leaver. The findings were discussed and compared to those of Mowday (1981), and implications for supervisory management in organizations were suggested.
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Khan, Irfan Ullah, Muhammad Saqib Khan, and Muhammad Haroon Rehan. "Exploring the Effects of Contingent Rewards on Employee Responsiveness and Affective Commitment." Global Regional Review V, no. I (March 30, 2020): 170–80. http://dx.doi.org/10.31703/.2020(v-i).21.
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The leading attribute of ‘transactional-leadership’ is ‘contingent-rewards’ which is supposed to be generating positive outcomes from the employees’ performance. For example, the ‘employee-responsiveness’ is increased when employees are rewarded for their worthy performances. The robotic behaviors by leadership have apprehensions of uninvited effects like employees’ discouragement, on the other hand, commitment with work when rewards are attached only with physical and external behavior, efforts and outputs. The employees feel unrecognized; as human beings, it is obviously a critical objective of every single employee for seeking a good professional status. Data were collected from the employees, working in higher education institutions. The study statistically measured the contingent rewards links with employees’ responsiveness and affective commitment. The results support the assumptions extracted from theoretical framework. The findings suggest that leadership in higher institution needs to implement the best suitable blend of different rewards as per distinct requirements of job and as per efforts and knowledge of workforces.
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Khan, Irfan Ullah, Muhammad Saqib Khan, and Muhammad Haroon Rehan. "Exploring the Effects of Contingent Rewards on Employee Responsiveness and Affective Commitment." Global Regional Review V, no. I (March 30, 2020): 170–80. http://dx.doi.org/10.31703/grr.2020(v-i).21.
Full textAbstract:
The leading attribute of ‘transactional-leadership’ is ‘contingent-rewards’ which is supposed to be generating positive outcomes from the employees’ performance. For example, the ‘employee-responsiveness’ is increased when employees are rewarded for their worthy performances. The robotic behaviors by leadership have apprehensions of uninvited effects like employees’ discouragement, on the other hand, commitment with work when rewards are attached only with physical and external behavior, efforts and outputs. The employees feel unrecognized; as human beings, it is obviously a critical objective of every single employee for seeking a good professional status. Data were collected from the employees, working in higher education institutions. The study statistically measured the contingent rewards links with employees’ responsiveness and affective commitment. The results support the assumptions extracted from theoretical framework. The findings suggest that leadership in higher institution needs to implement the best suitable blend of different rewards as per distinct requirements of job and as per efforts and knowledge of workforces.
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Watts, Jane C. "Black Managers and Their Work Colleagues: A Study of Perceptions." South African Journal of Psychology 18, no. 2 (June 1988): 31–40. http://dx.doi.org/10.1177/008124638801800201.
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South African black managers are experiencing numerous problems as pioneers in the white-dominated managerial world. Management and research studies have usually concentrated on black managers' behaviour without considering their perceptions. Investigations have also typically examined the viewpoints of either black managers or white employees without exploring both groups' perspectives and perceptual differences. The present investigation attempted to redress this by examining the perceptions of 34 black managers, and of selected work colleagues (a boss, peer and subordinate, if available) in regard to the black manager and black job advancement issues. In-depth, focused interviews were conducted. Fundamental interpersonal perceptual discrepancies emerged between the black managers and their work associates. The black managers tended to attribute their work problems and behaviour to external, situational factors. By contrast, their work colleagues often ascribed them to personal dispositions of the black manager. Euclidean distance analyses revealed that the largest interpersonal perceptual differences existed between black manager—boss dyads. This was followed by black manager—peer dyads, boss—peer dyads and black manager—subordinate dyads. The black managers' perceptions diverged significantly from those of their white bosses, whose perceptions were closer to those of the white peers.
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Shaikh, Abdul Rehman, and Asad Ali Qazi. "Chohan Decoration Services Pakistan – survival amid COVID-19." Emerald Emerging Markets Case Studies 10, no. 4 (December 1, 2020): 1–17. http://dx.doi.org/10.1108/eemcs-05-2020-0142.
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Learning outcomes The learning outcomes of this paper is as follows: understand the impact of macroeconomic challenges on startups; gain insights into the effects of self-management attribute over entrepreneurial effectiveness and performance; create a conceptual framework for customer satisfaction; analyze the internal and external factors affecting the entrepreneurial journey of new startups. Case overview/synopsis This case revolves around the entrepreneurial journey of Mr Khursheed Chohan who belonged to Sukkur (Pakistan). He started his journey as a daily wage worker in the year 2002 at the age of 17 years. After one year he acquired a rickshaw on rent and would drive the same as a taxi. In the year 2006, he started the job as a private driver. For achieving his dreams, he moved to Karachi (the land of opportunities) at the age of 27 years. During his stay in Karachi, he learned about insights into the wedding decoration industry. Keeping in view the market requirements, he also took some training courses on learning computers. By the age of 34, he returned to his hometown with the will to start his business venture of wedding decoration services. It had been around one year, he was successfully running his business. However, the emergence of Coronavirus (COVID-19) and the imposition of lockdown over businesses were his most recent challenges. While Chohan had pre-booked several orders and secured advance money, shall he be able to survive the COVID-19 effects? Shall he be able to continue his entrepreneurial journey? Complexity academic level Undergraduate. Supplementary materials Teaching Notes are available for educators only. Subject code CSS 3: Entrepreneurship.
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Plumly, L. Wayne, and John E. Oliver. "The Locus of Control Attribute and the Job Search Process." Psychological Reports 61, no. 3 (December 1987): 907–10. http://dx.doi.org/10.2466/pr0.1987.61.3.907.
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Numerous psychological differences among ethnic groups have been reported. These differences affect the economic performance of the groups and influence the efficiency of policy actions taken to alter the economic behavior. Only through the effective integration of both psychological knowledge and economic policy can the job search process be optimized for the externally oriented hard-core unemployed.
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Orpen, Christopher. "THE EFFECTS OF SELF-ESTEEM AND PERSONAL CONTROL ON THE RELATIONSHIP BETWEEN JOB INSECURITY AND PSYCHOLOGICAL WELL-BEING." Social Behavior and Personality: an international journal 22, no. 1 (January 1, 1994): 53–55. http://dx.doi.org/10.2224/sbp.1994.22.1.53.
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129 employees of an Australian manufacturer completed measures of job insecurity, self-esteem, personal control and psychological well-being. Using hierarchical regression analysis, it was shown that the personal attributes of self-esteem and personal control moderated the impact of job insecurity on psychological well being, as predicted, with low self-esteem and external control employees being significantly more adversely affected by insecurity than their high self-esteem and internal control counterparts.
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Guillot-Soulez, Chloé, and Sébastien Soulez. "On the heterogeneity of Generation Y job preferences." Employee Relations 36, no. 4 (May 27, 2014): 319–32. http://dx.doi.org/10.1108/er-07-2013-0073.
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Purpose – Based on generational theory, this research studies the preferences of French young graduates from Generation Y for job and organizational attributes of a future employer. The purpose of this paper is to contribute to the debate on the inter- vs intragenerational differences and discusses the common stereotype of an intragroup homogeneity within the Generation Y. Design/methodology/approach – Reviewing generation and job search literature, the paper update graduates’ preferences for job and organizational attributes in their initial job search by using conjoint analysis, a rarely used methodology in human resource management (HRM). To test the intragroup homogeneity and to overcome methodological difficulties inherent in examining differences within a generational cohort, the paper operationalized a homogeneous sample (n=592) composed of people of the same age, career stage, cohort and nationality. Findings – The authors demonstrate that, even if on the whole young graduates from Generation Y prefer job security and a relaxed work atmosphere, their preferences are heterogeneous. Research limitations/implications – This research leads to discuss the relevance of the concept of Generation Y for recruitment. Additional research is needed to improve the external validity of this study which must be reproduced in other contexts and with different populations. Practical implications – The results provide useful information to assist HR managers and recruitment specialists in improving the efficiency of the recruitment process and in considering the relevant segmentation criteria for recruitment. Originality/value – Using an original methodology, conjoint analysis, this paper focusses on the heterogeneity of Generation Y and its consequences in terms of HRM.
Dissertations / Theses on the topic "External job attribute"
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Aspler, Simon, and Mansvelt Lucas Van. "Vad söker studenter i sitt framtida arbete? : En kvantitativ studie av högskolestudenter vid Jönköping University." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35497.
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Föreliggande studie ämnade att undersöka vilka jobbattribut studenter på Jönköpings Tekniska Högskola (JTH) samt Hälsohögskolan (HH) i Jönköping värderade i valet av framtida arbetsgivare. Vidare undersöktes även huruvida kön och skola påverkade hur studenter värderade jobbattribut. Forskningsstrategin har utgått från en deduktiv ansats och grundade sig i kvantitativ design där en enkät valts som undersökningsmetod som distribuerades vid föreläsningar vid de båda högskolorna. Urvalsmetoden bestod i huvudsak av ett slumpmässigt klusterurval med inslag av ett bekvämlighetsurval vilket genererade 346 enkätsvar. Envägs ANOVA, Mann-Whitney U samt Univariat analyser utfördes för att analysera data. De fem högst värderade jobbattributen bland studenterna var arbetsuppgifter jag tycker om, trevliga kollegor, en säker och trygg anställning, bra arbetsförhållanden och möjligheten till att använda mina färdigheter. En signifikansnivå på p= .05 tillämpades och signifikanta skillnader visade sig i hur både kön och skola värderade enskilda jobbattribut. Vid kategorisering av jobbattribut visade det sig att inre jobbattribut värderades högre av studenterna än de yttre jobbattributen. Resultatet av studien bidrar med värdefull information om hur studenter i Jönköping värderar olika jobbattribut i valet av framtida arbete och kan användas av organisationer för att kunna rekrytera den målgrupp som efterfrågas.The aim of this study was to examine what job attributes students at The School of Health and Welfare (HH) and The School of Engineering (JTH) in Jönköping preferred in the choice of their future employer. Furthermore, it was investigated whether sex and the choice of school influence students’ job attribute preferences. The study had a deductive research approach and quantitative data were collected by a delivery and collection questionnaire, which was handed out in classes at JTH and HH. The selection method consisted mainly of a random cluster sample with some elements of a convenience sample and the findings in this thesis are based on 346 students preferred job attributes conducted through a survey. One-way ANOVA, Mann-Whitney U and Univariate analysis was made to analyze collected data. The top five job attribute preferences among students was “work I like doing”, “friendly people to work with”, “a secure job”, “good working conditions”, and “opportunities to use my abilities”. A significant level at p= .05 was applied and showed significant differences in separate job attributes for both sex and school. By categorizing the job attributes the results showed that the internal job attributes was more preferred than the external job attributes. The result of this study contributes valuable information by which job attribute students prefer in their choice of their future employer and could be used by organizations to identify the target group which is inquired for.
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HANG, HO-LI, and 何麗香. "The Effects of job characteristics and personal attributes on personal creativity-The Mediating Effect of internal and external motives." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/90979402841664946347.
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碩士國立成功大學
工學院工程管理專班
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“Employees” play a very important role in the development of an enterprise. Employees have to contact customers frequently, so that they apprehend technology, problems or opportunities very well and can propose novel and useful products, services, ideas or procedures. The employees’ job characteristics and personal attributes are critical to improving their personal creativity. Meanwhile, the employees’ personal creativity may be upgraded by virtue of the effect brought by internal and external motives. Therefore, this study is conducted in three major steps. First of all, the author will draw the preliminary conceptual framework from some literature, introduce such framework as the empirical research framework of the study after modifying the theoretical conceptual model and then prepare the formal questionnaire based on the framework and experts’ opinions to conduct the exploration and verification by quantifying the relationship of job characteristics, personal attributes and personal creativity and including the internal and external motives. The study is focused on the employees of the steel and iron industries, and takes the southern member manufacturers of Taiwan Steel & Iron Industries Association 2006 as samples. As a result, a total of 300 questionnaires were distributed and 250 questionnaires were recalled, including 230 effective recalled samples. The recalling rate of effective samples was 91.6%.Thereafter, the statistics and analysis were conducted by SPSS software, and the following empirical research result was obtained after the variance analysis, correlation analysis and regression analysis: The study result shows that job characteristics and personal attributes do affect personal creativity. The mediated result of the said two factors and internal and external motives can generate optimal personal creativity. Given this, the study suggests that enterprises should discover employees’ creativity in terms of job characteristics and personal attributes, and enable employees’ internal and external motives to be upgraded to strengthen their personal creativity.
Book chapters on the topic "External job attribute"
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Bauder, Harald. "Cultural Judgments." In Labor Movement. Oxford University Press, 2006. http://dx.doi.org/10.1093/oso/9780195180879.003.0011.
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No one would seriously argue that South Asian men drive taxis because of their navigational superiority or that South Asian women are preternaturally inclined to sew. However, cultural representations of a more subtle nature are a common ideological tool to organize the labor market and match immigrants with particular jobs. Stereotypical perceptions of the cultural characteristics of immigrant workers can typecast immigrants into certain occupations. Yet, cultural labor market processes typically involve more than stereotypes. They include processes of social and cultural distinction aimed at reproducing prevailing labor market structures. In other words, the subordination of immigrants in the labor market elevates nonimmigrants into a position of relative superiority. Cultural judgments differ from the processes involving norms and conventions discussed in the previous chapter. The latter relate to internal, group-particular structures of engagement and prioritization that guide the behavior of immigrants. The former, on the other hand, involve the external representation of immigrants by nonimmigrants. Though conceptually distinct, the two processes are related in the manner in which they occur in the everyday. Group-particular norms and conventions often provide the basis for critical judgment by people outside the group. Emphasizing processes of cultural judgment links the segmentation of immigrant labor to the forces of social reproduction. It does not simply attribute segmentation to the characteristics of immigrants themselves. The focus in this chapter is on representation of embodied cultural markers and performances, such as clothing and speech patterns. I use the example of South Asian immigrants to examine how exactly these characteristics relate to the segmentation of immigrant labor. The human body can be seen “as a surface of inscription” (McDowell and Sharpe 1997: 3) that is subject to the reading and interpretation of employers and other labor market actors. It creates distinct labor market identities for South Asian immigrants that imply a special suitability for certain occupations. For example, one respondent remarked that the concierge of the office building in which she worked as a consultant asked her to sign the janitor’s book every day. Office workers are usually not asked to sign this book.
Conference papers on the topic "External job attribute"
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Williams, John F., and John C. Parker. "Measuring the Sustainable Return on Investment (SROI) of Waste-to-Energy." In 18th Annual North American Waste-to-Energy Conference. ASMEDC, 2010. http://dx.doi.org/10.1115/nawtec18-3552.
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Waste to Energy facilities serve their communities in a number of important ways. Our industry does a terrific job reducing volumes that would have otherwise been destined for landfills. Energy recovery is an important and positive byproduct of that process but not the only one. Beyond these two obvious attributes you seldom hear of anything else. This is unfortunate because there are significant social, environmental, and economic benefits associated with the technology. Industry “silence” can be attributed to an inability to describe those benefits in ways people understand or see a dollar value in. In other words, we have a tough time measuring the value of “Green.” This paper describes a framework through which we can make the case for sustainable benefits associated with Waste to Energy. It begins with discussion of why it is important to seek a connection with the “triple bottom line” including the social, environmental, and economic attributes of a given program/project/facility. It sheds light on the need to think beyond traditional life cycle cost analysis techniques that focus on direct cash benefits. It describes a process through which noncash and external costs and benefits can be calculated and presented in monetary terms, referred to as the Sustainable Return on Investment or SROI (direct cash + noncash + external costs and benefits = SROI). This paper should help readers make an aggressive case to reveal the FULL VALUE of Waste to Energy across the sustainability triple bottom line.