The Concept and Typology of Ineffective Work Behavior: A Qualitative Analysis

Author(s):  
Hao Zhou ◽  
Qian Ma
2019 ◽  
Vol 11 (2) ◽  
pp. 131-151
Author(s):  
La Usman

The idea system within the Skouw Sae community, Muara Tami District, Jayapura City plays an important role in fulfilling their basic needs. This study analyzes what kind of ideas system is found in the society. The data were processed using qualitative analysis. The results of the study found three types of ideas systems. The first, which is sourced from the knowledge in culture, such as: the knowledge that comes from the traditional house of tangfa, the position of the land in society, the work behavior, the money as the symbol of the head payment, the work behavior, the money as the symbol of the head payment, Hoo as a symbol of the regulation of natural resource utilization, prohibition of liquor, arisan education as a behavior support the completion of higher education, beads and money as a symbol of dowry, behavior in kinship, shamanism and the symbol of village administration. Secondly, which is based on beliefs and religions, such as: order or kati as a symbol of belief and parade of Easter and Christmas torches as a religious behavior. Third, sourced from sports, arts and ceremonies, such as sports, bajo dance, wo and mandep as a symbol of art and ceremonial behavior around the circle of life. ABSTRAKSistem gagasan dalam komunitas Skouw Sae, Distrik Muara Tami, Kota Jayapura memegang peranan penting dalam memenuhi kebutuhan dasar mereka. Penelitian ini menganalisis apa saja sistem gagasan yang terdapat pada masyarakat tersebut. Data diolah menggunakan analisis kualitatif. Hasil penelitian menemukan tiga jenis sistem gagasan. Pertama, yang bersumber pada pengetahuan dalam budaya, seperti: pengetahuan yang bersumber pada rumah adat tangfa, kedudukan tanah dalam masyarakat, perilaku kerja, uang sebagai simbol pembayaran kepala, perilaku kerja, uang sebagai simbol pembayaran kepala, Hoo sebagai simbol pengaturan pemanfaatan sumber daya alam, pelarangan minuman keras, arisan pendidikan sebagai perilaku mendukung penyelesaian pendidikan tinggi, manik-manik dan uang sebagai simbol mas kawin, perilaku dalam kekerabatan, perdukunan serta simbol pemerintahan kampung. Kedua, yang bersumber pada kepercayaan dan agama, seperti: tata atau kati sebagai simbol kepercayaan serta pawai obor Paskah dan Natal sebagai perilaku keagamaan. Ketiga, yang bersumber pada olah raga, kesenian dan upacara, seperti olah raga, tarian bajo, wo serta mandep sebagai simbol kesenian serta perilaku upacara sekitar lingkaran hidup.


2017 ◽  
Vol 33 (6) ◽  
pp. 409-421 ◽  
Author(s):  
Anne B. Janssen ◽  
Martin Schultze ◽  
Adrian Grötsch

Abstract. Employees’ innovative work is a facet of proactive work behavior that is of increasing interest to industrial and organizational psychologists. As proactive personality and supervisor support are key predictors of innovative work behavior, reliable, and valid employee ratings of these two constructs are crucial for organizations’ planning of personnel development measures. However, the time for assessments is often limited. The present study therefore aimed at constructing reliable short scales of two measures of proactive personality and supervisor support. For this purpose, we compared an innovative approach of item selection, namely Ant Colony Optimization (ACO; Leite, Huang, & Marcoulides, 2008 ) and classical item selection procedures. For proactive personality, the two item selection approaches provided similar results. Both five-item short forms showed a satisfactory reliability and a small, however negligible loss of criterion validity. For a two-dimensional supervisor support scale, ACO found a reliable and valid short form. Psychometric properties of the short version were in accordance with those of the parent form. A manual supervisor support short form revealed a rather poor model fit and a serious loss of validity. We discuss benefits and shortcomings of ACO compared to classical item selection approaches and recommendations for the application of ACO.


2020 ◽  
Vol 19 (3) ◽  
pp. 113-124
Author(s):  
Justin R. Feeney ◽  
Ian R. Gellatly ◽  
Richard D. Goffin ◽  
Michelle Inness

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.


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