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Journal articles on the topic 'Positive Work Relationships'

Author: Grafiati

Published: 4 June 2021

Last updated: 12 February 2022

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1

VanRonk, Sevelyn, Jeffrey Yip, and Wendy Marcinkus Murphy. "Psychological Foundations for Positive Work Relationships." Academy of Management Proceedings 2018, no. 1 (2018): 11032. http://dx.doi.org/10.5465/ambpp.2018.11032symposium.

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Voydanoff, Patricia. "Work Demands and Work-to-Family and Family-to-Work Conflict." Journal of Family Issues 26, no. 6 (2005): 707–26. http://dx.doi.org/10.1177/0192513x05277516.

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This article uses a demands-and-resources approach to examine relationships between three types of work demands and work-to-family and family-to-work conflict: time-based demands, strain-based demands, and boundary-spanning demands. The analysis is based on data from 2,155 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce (NSCW). The results indicate consistent positive relationships between the three types of demands and work-to-family conflict. Strain-based demands show the strongest relationships with family-to-work confli

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Thian, Jazreel Hui Min, Premarani Kannusamy, Hong-Gu He, and Piyanee Klainin-Yobas. "Relationships among Stress, Positive Affectivity, and Work Engagement among Registered Nurses." Psychology 06, no. 02 (2015): 159–67. http://dx.doi.org/10.4236/psych.2015.62015.

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Jain, Kokil, and Isha Sharma. "Negative outcomes of positive brand relationships." Journal of Consumer Marketing 36, no. 7 (2019): 986–1002. http://dx.doi.org/10.1108/jcm-07-2018-2764.

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Purpose This paper aims to understand how strong brand attachment can intensify the feeling of perceived betrayal, leading to brand hate after a negative experience with the brand. The study further investigates how consumers make causal attributions for negative experiences when strong brand attachment exists. The moderating effect of a narcissistic personality in the dissemination of negative electronic word of mouth (eWOM) following brand hate is also tested. Design/methodology/approach The study uses a within-the-subject repeated measures experimental design. A total of 202 college student

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Ronda, Lorena, Andrea Ollo-López, and Salomé Goñi-Legaz. "Family-friendly practices, high-performance work practices and work–family balance." Management Research: The Journal of the Iberoamerican Academy of Management 14, no. 1 (2016): 2–23. http://dx.doi.org/10.1108/mrjiam-02-2016-0633.

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Purpose This paper aims to establish to what extent family-friendly practices and high-performance work practices are positively related to work–family balance and to identify the role played by job satisfaction and working hours as mediators of this relationship Design/methodology/approach We use data for a representative sample of almost 17,000 employees of dual-earner couples from European countries. To test the mediation mechanism implied by our hypotheses, we follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit and regression

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Ramaditya, Muhammad, Lisa Rosa Liana, and Ridwan Maronrong. "Does Interpersonal Relations and Work Incentives Affect Work Motivation and Organizational Commitments?" Jurnal Analisis Bisnis Ekonomi 18, no. 2 (2020): 70–82. http://dx.doi.org/10.31603/bisnisekonomi.v18i2.3741.

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This study aims to determine the effect of interpersonal relationships and work incentives on work motivation and organizational commitment of PT. Technology Karya Mandiri. The research sample was total all employees of 70 respondents. The method of collecting data through a questionnaire and used path analysis method using SmartPLS 3.0. Based on the results of the study, work motivation and organizational commitment has a positive and significant effect on interpersonal relationships. Work motivation and organizational commitment has a positive and significant effect on work incentives. Moreo

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Glińska-Neweś, Aldona, Agata Sudolska, Arkadiusz Karwacki, and Joanna Górka. "Innovations among people. How positive relationships at work can trigger innovation creation." E+M Ekonomie a Management 20, no. 3 (2017): 84–100. http://dx.doi.org/10.15240/tul/001/2017-3-006.

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Pierotti, Abigail J., and Maria Kraimer. "Stressful Work Relationships: A Study of Target Characteristics, Coping, and Positive Outcomes." Academy of Management Proceedings 2012, no. 1 (2012): 14205. http://dx.doi.org/10.5465/ambpp.2012.14205abstract.

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Yang, Tao, and Paresh Mishra. "Positive Interventions: Alternate Routes to Quality Workplace Relationships." Industrial and Organizational Psychology 11, no. 3 (2018): 504–10. http://dx.doi.org/10.1017/iop.2018.103.

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Social exchange theory (SET) is an important foundation of social sciences from which many workplace theories have emerged. Chernyak-Hai and Rabenu (2018) contend that social exchange is at the heart of workplace relationships. Although SET is a complex framework, in essence, it views workplace interactions as exchanges of resources broadly construed, ranging from tangible resources such as money, goods, and services to intangible ones such as information, support, and trust (Cropanzano & Mitchell, 2005; Foa & Foa, 1980). Governed by the rule of reciprocity, parties involved in social

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Sok, Jenny, Robert Jan Blomme, Melanie De Ruiter, Debbie Tromp, and X. D. Lub. "Home to work spillover and turnover intentions." European Journal of Training and Development 42, no. 3/4 (2018): 246–65. http://dx.doi.org/10.1108/ejtd-07-2017-0060.

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Purpose This paper aims to investigate the relationship between home-to-work spillover, measured as positive and negative home–work interference (HWI) and turnover intentions, as well as the mediating role of perceptions concerning training and development practices. Design/methodology/approach Data were collected among 418 respondents who were working at two business schools. A confirmative structural equation modeling analysis was conducted for the analysis. Findings As expected, positive HWI showed negative relationships with turnover intentions, while negative HWI related positively to tur

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Costantini, Arianna, and Riccardo Sartori. "The Intertwined Relationship Between Job Crafting, Work-Related Positive Emotions, and Work Engagement. Evidence from a Positive Psychology Intervention Study." Open Psychology Journal 11, no. 1 (2018): 210–21. http://dx.doi.org/10.2174/1874350101811010210.

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Purpose: The present study examines the impact of a positive psychology intervention on job crafting, positive emotions and work engagement. Design: A sample of 43 employees working in a public organisation received a three day-long resource-based intervention grounded on meaningfulness and practical exercises. Findings: Results showed that the intervention had a positive effect on job crafting, positive job-related affective well-being and work engagement. Moreover, findings from a mediation model show that the intervention was effective in sustaining work engagement resulting from experience

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Moon, Hyejin, Sanghee Nam, Choonshin Park, and JaeYoon Chang. "Daily work characteristics and daily creativity." Korean Journal of Industrial and Organizational Psychology 29, no. 4 (2016): 525–47. http://dx.doi.org/10.24230/kjiop.v29i4.525-547.

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The current research aimed to investigate the relationship between daily changing work characteristics and daily creativity at work. More specifically, we focused on the separate effects of daily interpersonal support from supervisor and daily-perceived time pressure on creativity. In addition, we investigated the cross-level moderating effect of individual’s attitude toward job in the relation between daily time pressure and daily creativity. In order to perform within-person and cross-level analyses, we used daily diary method and collected responses from 39 full-time workers for 5 working d

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Mohd Zin, Md Lazim, Hadziroh Ibrahim, Mohd Hafiz Mohd Noor, and Umair Ahmad. "Unveiling the Determinants of Work-Related Stress in the Policing Occupation." Vol. 9, Number 2, 2019 9, Number 2 (2019): 23–39. http://dx.doi.org/10.32890/jbma2019.9.2.2.

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The present study attempts to provide empirical evidence on the relationship between workload, working conditions, role conflict and job stress among the Royal Malaysian Police (RMP) Personnel. A survey among 178 RMP from six departments at one XYZ Police District in Selangor was conducted. Self-reported measures for all variables were used to obtain data pertaining to determinants of job stress. Multiple regression was employed to investigate three hypotheses that postulated significant positive relationships between workload, working conditions, role conflicts and job stress. The regression

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Hammond, Michelle, Jeanette N. Cleveland, John W. O'Neill, Robert S. Stawski, and April Jones Tate. "Mediators of transformational leadership and the work-family relationship." Journal of Managerial Psychology 30, no. 4 (2015): 454–69. http://dx.doi.org/10.1108/jmp-10-2011-0090.

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Purpose – The purpose of this paper is to examine the ways in which leaders influence follower’s work-life management. Specifically, the authors propose that personal (positive affect), social (managerial support for work-family balance), and job (autonomy) resources mediate the relationships between transformational leadership and work-family conflict (WFC) and enrichment. Design/methodology/approach – The sample included 411 managers in 37 hotel properties across the USA. Findings – The relationship between TL and WFC was mediated by autonomy, positive affect and managerial support for work-

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R. Fluegge-Woolf, Erin. "Play hard, work hard." Management Research Review 37, no. 8 (2014): 682–705. http://dx.doi.org/10.1108/mrr-11-2012-0252.

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Purpose – This paper aims to examine the relationship between workplace fun and three elements of job performance: task performance, organizational citizenship behaviors and creative performance. Positive affect and engagement are proposed as mediators of the relationships between fun at work and performance. Design/methodology/approach – A sample of 245 working individuals who worked in a variety of organizational roles was used. Respondents completed an online survey to assess elements of workplace fun, positive affect and engagement. Participants were also asked to have a supervisor at work

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Ragins, Belle Rose. "Positive Relationships at Work: Expanding the Empirical Foundations of an Emerging Research Domain." Academy of Management Proceedings 2013, no. 1 (2013): 10793. http://dx.doi.org/10.5465/ambpp.2013.10793symposium.

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Asif, Qing, Hwang, and Shi. "Ethical Leadership, Affective Commitment, Work Engagement, and Creativity: Testing a Multiple Mediation Approach." Sustainability 11, no. 16 (2019): 4489. http://dx.doi.org/10.3390/su11164489.

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This study aimed to explore the relationships among ethical leadership (EL), affective commitment (AC), work engagement (WE), and employees’ creativity (EC). In total, 233 Chinese public sector employees completed the survey in three phases. We used confirmatory factor analysis (CFA) and structural equation modeling (SEM) to analyze the data. The paper found positive relationships between EL and WE and with EL and EC. The results further revealed that AC partially mediates the EL-WE relationship, while both AC and WE fully mediate the relationship between EL and EC. Testing these relationships

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Sun, Yuan, Mengyi Zhu, and Zuopeng (Justin) Zhang. "How Newcomers’ Work-Related Use of Enterprise Social Media Affects Their Thriving at Work—The Swift Guanxi Perspective." Sustainability 11, no. 10 (2019): 2794. http://dx.doi.org/10.3390/su11102794.

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This study aims to explore the relationship between newcomers’ use of enterprise social media (ESM) and their thriving at work. Adopting the conception of swift guanxi, we propose a model to examine how newcomers’ work-related use of ESM influences their thriving at work through promoting swift guanxi (i.e., mutual understanding, reciprocal favors, and relationship harmony) between newcomers and veterans. A valid sample consisted of 77 new employee-veteran dyads in a large telecom company was used in Smart-PLS to test our research model. The results show that newcomers’ work-related use of ESM

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Aikens, Shontarius D. "Building positive relationships in the first 100 days." CASE Journal 15, no. 5 (2019): 441–62. http://dx.doi.org/10.1108/tcj-01-2018-0019.

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Research methodology The author used narrative research as a research methodology. Case overview/synopsis Winston Thompson is the new Residential Manager of Drayson Residential Complex at Sybel University. After meeting with staff in his area of responsibility and learning about the complexities of his new position, Winston needs to determine the best way to build positive relationships with each member of the leadership team in his complex. In this case, students are challenged to determine the best relationship building approach for each staff member using concepts from leader–member exchang

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van de Luitgaarden, Guido, and Michelle van der Tier. "Establishing working relationships in online social work." Journal of Social Work 18, no. 3 (2016): 307–25. http://dx.doi.org/10.1177/1468017316654347.

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Summary This article reports on an empirical case study into the process of establishing a working relationship between social workers and service users in an online social work service. Workers were using an online chat application to interact with young people, who sought professional help for various types of psychosocial problems. Two chat conversations and one interview of each of five research participants were analysed in terms of the way in which the working relationship between the service user and the online social worker was established. Thus, a total of 10 chat conversations and fi

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Kocak, Omer Erdem. "How to Enable Thriving at Work through Organizational Trust." International Journal of Research in Business and Social Science (2147-4478) 5, no. 4 (2016): 40–52. http://dx.doi.org/10.20525/ijrbs.v5i4.580.

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Positive organizational scholarship has gained attention in recent years which emphasizes investing in employee strengths. Review of relevant literature gave some insights on the relationship between organizational climate, inter-individual relationships and thriving at work. This study examines the impact of organizational trust on thriving at work quantitatively. Data was obtained from sample of academicians all over Turkey (n=422) participated to cross-sectional survey study stating their trust to management, supervisor, colleagues and their thriving at work. The structural equation modelli

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Hans Setiadi Wijaya, Nikodemus. "Linking job dissatisfaction, learning motivation, creative work involvement, and proactive personality." Problems and Perspectives in Management 17, no. 1 (2019): 32–41. http://dx.doi.org/10.21511/ppm.17(1).2019.04.

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This study examines the links among job dissatisfaction, intrinsic and extrinsic learning motivation, and creative work involvement (CWI). It also investigates the moderating effect of proactive personality. The research data were obtained from two surveys conducted four months apart involving 271 employees. Negative impacts of job dissatisfaction on (1) intrinsic learning motivation and (2) CWI were discovered. Positive impacts of both intrinsic and extrinsic learning motivation on CWI were found. Intrinsic learning motivation mediated the relationship between job dissatisfaction and CWI. In

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Sugiantara, I. Wayan, and I. Komang Ardana. "PENGARUH KEPEMIMPINAN, HUBUNGAN KERJA DAN LINGKUNGAN KERJA FISIK TERHADAP DISIPLIN KERJA KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 7 (2019): 4125. http://dx.doi.org/10.24843/ejmunud.2019.v08.i07.p05.

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Business competition in the field of tourism accommodation causes corporate leaders and employees, especially lodging places, are required to always act professionally. The purpose of this study are (1) to determine the leadership style, work relationship and physical work environment simultaneously have a significant effect on employee work discipline, (2) to know the leadership style, work relationship and physical work environment partially have a significant effect on employee work discipline , (3) to find out the leadership style, work relationship and physical work environment dominantly

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Zhu, Yu-Qian, Donald G. Gardner, and Houn-Gee Chen. "Relationships Between Work Team Climate, Individual Motivation, and Creativity." Journal of Management 44, no. 5 (2016): 2094–115. http://dx.doi.org/10.1177/0149206316638161.

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Creativity of employees is a major focus of research in the organization sciences. In this study we examine the relationships between both micro (intrinsic and extrinsic motivation) and molar (team climate) variables with manager-rated creativity of R&D employees. Specifically, we hypothesize that (a) extrinsic motivation has a direct relationship with creativity, (b) intrinsic motivation is more strongly related to creativity when extrinsic motivation is low compared to when it is high, (c) team collaborative and competitive climates have direct effects on creativity as well as indirect e

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Valentine, Sean, David Hollingworth, and Bradley Eidsness. "Ethics-related selection and reduced ethical conflict as drivers of positive work attitudes." Personnel Review 43, no. 5 (2014): 692–716. http://dx.doi.org/10.1108/pr-12-2012-0207.

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Purpose – There is reason to believe that an ethically minded approach to hiring and the development of an ethical context should be associated with incremental decreases in employees’ perceptions of ethical conflict. It is also likely that the selection of ethical employees, and the reduced ethical conflict that follows, are positively related to employees’ positive work attitudes. The purpose of this paper is to test these relationships. Design/methodology/approach – Using a self-report questionnaire, information was collected from 187 employees working for a medium-sized financial services

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Park, Jiyoung, and Young Woo Sohn. "Is it happy to work with leaders viewing their work as a calling?" Korean Journal of Industrial and Organizational Psychology 31, no. 2 (2018): 353–85. http://dx.doi.org/10.24230/kjiop.v31i2.353-385.

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Although scholars have paid increasing attention to people with callings, relationships between leader's calling and follower's job attitudes have been understudied. The purpose of this study was to investigate the relationship between leader calling and follower job satisfaction, and mediators and a moderator on the relationship. We hypothesized that leader calling would be positively related to follower job satisfaction via follower's perceived transformational leadership and occupational self-efficacy and that the two mediators would be positively related. As a boundary condition, we tested

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Carmeli, Abraham, and Hedva Vinarski-Peretz. "Linking Leader Social Skills and Organisational Health to Positive Work Relationships in Local Governments." Local Government Studies 36, no. 1 (2010): 151–69. http://dx.doi.org/10.1080/03003930903435872.

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Lim, Hee Young, Hong Da Eun, and Min-Soo Kim. "The Feeling of Recovery as a Predictor of Work Engagement through Positive Coworker Relationships." Academy of Management Proceedings 2021, no. 1 (2021): 15882. http://dx.doi.org/10.5465/ambpp.2021.15882abstract.

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Breevaart, Kimberley, Arnold B. Bakker, Evangelia Demerouti, and Machteld van den Heuvel. "Leader-member exchange, work engagement, and job performance." Journal of Managerial Psychology 30, no. 7 (2015): 754–70. http://dx.doi.org/10.1108/jmp-03-2013-0088.

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Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job performance is sequentially mediated by job resources (autonomy, developmental opportunities, and social support) and employee work engagement. Design/methodology/approach – In total, 847 Dutch police officers filled out an online questionnaire. Multilevel structural equation modeling was used to test t

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Minahan, Jessica. "Building positive relationships with students struggling with mental health." Phi Delta Kappan 100, no. 6 (2019): 56–59. http://dx.doi.org/10.1177/0031721719834030.

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Teachers today work in classrooms where a large proportion of students have mental health disorders. Yet, because these teachers lack training in mental health issues, they often react to these students in ways that cause them to shut down or escalate their aggressive behavior. Other teachers, however, seem to intuitively understand how to connect with these students. Behavioral analyst Jessica Minahan suggests that the strategies these teachers employ be treated as accommodations, similar to those provided for students with other special needs. Carefully articulating and writing down these in

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Goswami, Ashita, Prakash Nair, Terry Beehr, and Michael Grossenbacher. "The relationship of leaders’ humor and employees’ work engagement mediated by positive emotions." Leadership & Organization Development Journal 37, no. 8 (2016): 1083–99. http://dx.doi.org/10.1108/lodj-01-2015-0001.

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Purpose The purpose of this paper is to examine affective events theory (AET) by testing the mediating effect of employees’ positive affect at work in the relationships of leaders’ use of positive humor with employees’ work engagement, job performance, and organizational citizenship behaviors (OCBs); and the moderating effect of transformational leadership style on the relationship between leaders’ use of positive humor and subordinate’s positive affect at work. Design/methodology/approach Data were obtained from 235 full-time employees working for a large information technology and business c

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Hlatywayo, Clifford Kendrick, Tawanda Zingwe, Tatenda Shaleen Mhlanga, and Bukhosi Dumoluhle Mpofu. "Precursors Of Emotional Stability, Stress, And Work-Family Conflict Among Female Bank Employees." International Business & Economics Research Journal (IBER) 13, no. 4 (2014): 861. http://dx.doi.org/10.19030/iber.v13i4.8695.

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Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biographical data of female banking employees. The implications of this study are discussed

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Dobbs-Oates, Jennifer. "Internships and Work-Based Learning: Strategies for Enhancing Key Relationships." Journal of Family & Consumer Sciences 111, no. 4 (2019): 62–65. http://dx.doi.org/10.14307/jfcs111.4.62.

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Internships and other work-based learning experiences provide significant learning and professional development opportunities for students at both high school and college levels. Work-based learning has been shown to have positive effects on retention and graduation rates as well as career development and motivation (Davis & Snyder, 2009). Employers report valuing internship experiences highly when filling entry-level positions, and surveys indicate that students find internships to be valuable and satisfying experiences (Brooks & Simpson, 2014).

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Arslaner, Ebru, and Yasin Boylu. "Perceived organizational support, work-family/family-work conflict and presenteeism in hotel industry." Tourism Review 72, no. 2 (2017): 171–83. http://dx.doi.org/10.1108/tr-09-2016-0031.

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PurposeThe purpose of this paper is to examine the relationships between perceived organizational support, work-family conflict, family-work conflict and presenteeism in the context of hotel industry. Design/methodology/approachData were collected via survey administered to 402 employees of five-star hotels in Antalya, Turkey. Data were analyzed using SPSS package program. FindingsThe results showed that there was a significant and negative relationship between perceived organizational support and presenteeism and a significant and positive relationship between work-family/family-work conflict

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Park, Yoonhee, Doo Hun Lim, Woocheol Kim, and Hana Kang. "Organizational Support and Adaptive Performance: The Revolving Structural Relationships between Job Crafting, Work Engagement, and Adaptive Performance." Sustainability 12, no. 12 (2020): 4872. http://dx.doi.org/10.3390/su12124872.

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This study has two primary purposes: (1) examining the structural relationships between organizational support, job crafting, work engagement, and adaptive performance, and (2) identifying a revolving relationship derived from these relationships. To that end, the research sampled 250 human resources professionals in companies with at least 300 employees in South Korea and employed structural equation modeling. The study’s findings showed that organizational support affects adaptive performance through job crafting and work engagement. In addition, job crafting and adaptive performance mediate

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Soomro, Aqeel Ahmed, Robert J. Breitenecker, and Syed Afzal Moshadi Shah. "Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction." South Asian Journal of Business Studies 7, no. 1 (2018): 129–46. http://dx.doi.org/10.1108/sajbs-02-2017-0018.

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Purpose People in both the developing and developed worlds now face issues like work-to-family and family-to-work conflicts. Accordingly, the purpose of this paper is to explore the relationships between work-life balance, work-family conflict, and family-work conflict and perceived employee performance with job satisfaction serving as a moderating variable. Design/methodology/approach The object of this study is a full-time teaching faculty. Responses from 280 young university teaching faculty serving in public-sector universities in Islamabad, Pakistan, were investigated by applying linear r

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McMurray, Adela, Don Scott, and Claire A. Simmers. "Work values ethic and personal discretionary non-work activities." International Journal of Manpower 40, no. 4 (2019): 704–16. http://dx.doi.org/10.1108/ijm-04-2018-0133.

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Purpose The purpose of this paper is to examine the constituents of personal discretionary non-work activities and their influence on the work values ethic (WVE). Design/methodology/approach The constituents of personal discretionary non-work activities and their relationship to the WVE for 1,349 employees drawn from three manufacturing companies were surveyed. The data was used to test a measure of WVE, to develop a valid measure of personal discretionary non-work activities and to test a model of the relationship between personal discretionary non-work activities and a WVE. Findings Data obt

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C. Barnes, Donald, Joel E. Collier, and Stacey Robinson. "Customer delight and work engagement." Journal of Services Marketing 28, no. 5 (2014): 380–90. http://dx.doi.org/10.1108/jsm-02-2013-0051.

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Purpose – The purpose of the current research is to evaluate how customer contact level and customer service-based role conflict influence the relationship between customer emotions and work engagement, while simultaneously evaluating psychological capital as an outcome of work engagement. Customer service research highlights the impact of employee attitudes and behaviors on customer satisfaction. More recently, this relationship has been examined in reverse, evaluating how customer emotions influence the employee. Unfortunately, previous research has not evaluated variables that inhibit the i

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De Looze, M. P., H. M. Toussaint, D. A. Commissaris, M. P. Jans, and A. J. Sargeant. "Relationships between energy expenditure and positive and negative mechanical work in repetitive lifting and lowering." Journal of Applied Physiology 77, no. 1 (1994): 420–26. http://dx.doi.org/10.1152/jappl.1994.77.1.420.

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Determining the separate energy costs of the positive and negative mechanical work in repetitive lifting or lowering is quite complex, as a mixture of both work components will always be involved in the up- and downward motion of the lifter's body mass. In the current study, a new method was tested in which coefficients specifically related to the positive and negative work were estimated by multiple regression on a data set of weight-lifting and weight-lowering tasks. The energy cost was obtained from oxygen uptake measurements. The slopes of the regression lines for energy cost and mechanica

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Liang, Haui-Ren, Huai-Liang Liang, and Chi-Kuo Sun. "Coping with Negative Work Experience and Work-related Family Issues: Spirituality as A Buffer against Emotional Exhaustion and Work-Family Conflict." Asian Business Research 1, no. 1 (2016): 42. http://dx.doi.org/10.20849/abr.v1i1.13.

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<p>The current research examined the effects of psychological contract breach on employees’ work to family conflict and their partners’ family-work conflict. This study also investigated the buffering effect of employee spirituality on the employees’ emotional exhaustion caused by such conflicts. Analysis of a sample of 235 employee-partner dyads (188 men, 47 women, <em>M</em> age = 44 yr.) from a plastics corporation in Taiwan found as positive relationship between psychological contract breach and family issues, through employee’s emotional exhaustion. Employees with high s

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Baba, Vishwanath, and Muhammad Jamal. "Company Satisfaction, Company Commitment and Work Involvement : An Empirical Examination of Blue Collar." Relations industrielles 31, no. 3 (2005): 434–47. http://dx.doi.org/10.7202/028726ar.

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This study investigates the relationships among Company satisfaction, company commitment and work involvement for a sample of blue-collar workers drawn from packaging, power distribution and manufacturing industries in Canada. Guttman scaling, factor analysis and correlational analysis are the statistical techniques employed to analyze the data. The results confirms the hypothesized positive relationship among the three attitudes.

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Jung, Hyo Sun, Min Kyung Song, and Hye Hyun Yoon. "The Effects of Workplace Loneliness on Work Engagement and Organizational Commitment: Moderating Roles of Leader-Member Exchange and Coworker Exchange." Sustainability 13, no. 2 (2021): 948. http://dx.doi.org/10.3390/su13020948.

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This study aims to examine the effect of workplace loneliness on work engagement and organizational commitment and the moderating role of social relationships between an employee and his or her superior and coworkers in such mechanisms. Workplace loneliness decreased employees’ engagement with their jobs and, as such, decreased engagement had a positive relationship with organizational commitment. Also, the negative influence of workplace loneliness on work engagement was found to be moderated by coworker exchange, and employees’ maintenance of positive social exchange relationships with their

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W. Rudolph, Cort, Jesse S. Michel, Michael B. Harari, and Tyler J. Stout. "Perceived social support and work-family conflict." Cross Cultural Management 21, no. 3 (2014): 306–25. http://dx.doi.org/10.1108/ccm-01-2013-0002.

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Purpose – Despite the abundance of research on work social support and work-family conflict, the generalizability of these relationships to immigrant and non-immigrant Hispanics is still unknown. Based on role and cultural theories, the purpose of this paper is to provide an empirical examination of these relationships within this growing yet understudied population. Design/methodology/approach – Survey data were collected from a diverse sample of employed immigrant and non-immigrant Hispanics from a broad set of occupational groups within Miami, Florida (USA). Structural equation modeling (SE

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Barbuto, John E., and Joana S. Story. "Relations between Locus of Control and Sources of Work Motivation amongst Government Workers." Psychological Reports 102, no. 1 (2008): 335–38. http://dx.doi.org/10.2466/pr0.102.1.335-338.

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This field study tested the relationship between locus of control and sources of work motivation for a sample of 382 government employees, selected as part of a leadership development initiative. Their mean age was 46 yr., 53% were women, and 42% had earned bachelor's degrees. Analysis showed a significant positive relationship between follower's locus of control and self-concept external motivation ( r = .11), self-concept internal work motivation ( r = .14), and goal internalization ( r = .14); however, these relationships accounted for 2% or less of the common variance in the data. Other re

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Kwan, Ho Kwong, Victor P. Lau, and Kevin Au. "Effects of Family-to-Work Conflict on Business Owners." Family Business Review 25, no. 2 (2011): 178–90. http://dx.doi.org/10.1177/0894486511426006.

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Family plays an important part in personal lives, career success, and organizational success. This study examines how type of businesses (family business vs. nonfamily business) moderates the relationships between family-to-work conflict (FWC) and job satisfaction and social networks. Results of a study on 158 Chinese business owners indicate that among nonfamily businesses, the relationship between owners’ FWC and job satisfaction is negative, whereas the relationship between their FWC and social networks is positive. Among family businesses, in comparison, owners’ FWC is not related to their

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Ibrahim, Hadziroh, Nabilah Asyikin Mohd Noor Shatri, and Md Lazim Mohd Zin. "Workplace Spirituality, Work-Family Conflict, Perceived Organizational Support and Employee Well-Being among Hotel Employees." Annals of Contemporary Developments in Management & HR 2, no. 2 (2020): 1–9. http://dx.doi.org/10.33166/acdmhr.2020.02.001.

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The main purpose of this study is to investigate the factors influencing employee well-being among employees. Specifically, the study is conducted to examine the relationships between workplace spirituality, work-family conflict, perceived organizational support, and employee well-being among hotel’s employees in Perak, Malaysia. A total of 140 questionnaires were used for data analysis. Pearson correlation analysis shows that workplace spirituality and perceived organizational support have positive relationships to employee well-being, and work-family conflict has a negative relationship to e

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Hetland, Hilde, Anders Skogstad, Jørn Hetland, and Aslaug Mikkelsen. "Leadership and Learning Climate in a Work Setting." European Psychologist 16, no. 3 (2011): 163–73. http://dx.doi.org/10.1027/1016-9040/a000037.

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The aim of this study is to investigate the relationship between transformational and passive-avoidant leadership and learning climate in a work setting. A sample consisting of 1,061 employees from the Norwegian Postal Service completed the multifactor leadership questionnaire and the learning climate questionnaire. Learning climate dimensions used in the analyses were time, autonomy, team style, opportunities to develop, and guidelines. Findings revealed significant positive paths between transformational leadership and opportunities to develop (β .53), autonomy (β .34), guidelines (β .30), a

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Wang, Chih-Hung, and Hsi-Tien Chen. "Relationships among workplace incivility, work engagement and job performance." Journal of Hospitality and Tourism Insights 3, no. 4 (2020): 415–29. http://dx.doi.org/10.1108/jhti-09-2019-0105.

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PurposeThis empirical study explored how coworker incivility and customer incivility affect the work engagement and job performance of frontline employees.Design/methodology/approachTo investigate the incivility and characteristics of hospitality industry workplaces, this study recruited frontline employees from tourist hotels as study participants. Because complete contact information could not be obtained for this population, convenience sampling was employed. A structured questionnaire was used for data collection.FindingsCoworker incivility and customer incivility reduced work engagement a

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Jones, Allan P., Joan M. Glaman, and Debra Steele Johnson. "Perceptions of a Quality Program and Relationships with Work Perceptions and Job Attitudes." Psychological Reports 72, no. 2 (1993): 619–24. http://dx.doi.org/10.2466/pr0.1993.72.2.619.

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Numerous organizations have incorporated quality-oriented interventions to improve effectiveness; however, little systematic research has concerned how employees' perceptions about such interventions influence perceptions of work characteristics or job-related attitudes. The present study of 113 professional and support staff in a large petrochemical company suggested that perceptions about management's commitment to the success of the intervention was related to perceptions of reduced role stress, more positive relationships with management and more positive job-related attitudes.

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Issock Issock, Paul Blaise, Mercy Mpinganjira, and Mornay Roberts-Lombard. "Modelling green customer loyalty and positive word of mouth." International Journal of Emerging Markets 15, no. 3 (2019): 405–26. http://dx.doi.org/10.1108/ijoem-09-2018-0489.

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Purpose The purpose of this paper is to examine the influence of consumption values, green customer satisfaction and customer trust in energy-efficient labels on green customer loyalty and positive word of mouth (PWOM) towards energy-efficient products, and how environmental knowledge moderates these relationships. Design/methodology/approach A quantitative research approach was followed using a cross-sectional design. Data were collected from 440 consumers in South Africa, who used electronic home appliances that have energy efficiency labels. A structural equation model and a multigroup anal

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