Discrepancy between individual and organizational values: Occupational burnout and work engagement among white-collar workers

2013 ◽  
Vol 43 (3) ◽  
pp. 225-231 ◽  
Author(s):  
Anna Dyląg ◽  
Magdalena Jaworek ◽  
Waldemar Karwowski ◽  
Małgorzata Kożusznik ◽  
Tadeusz Marek
Keyword(s):  
Work Engagement ◽  
White Collar ◽  
Organizational Values ◽  
Occupational Burnout ◽  
White Collar Workers

scholarly journals Playful work design: A diary study on its correlates in white collar workers

2018 ◽  
Vol 9 (1) ◽  
pp. 38-53
Author(s):  
Laura Petrescu
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
White Collar ◽  
Work Design ◽  
Job Autonomy ◽  
Individual Factor ◽  
Manager Support ◽  
White Collar Workers ◽  
The Relationship

The present study addresses playful work design as the consistent initiative of employees to integrate game-like elements into their day-to-day work in order to reach theirimposed work-related goals. We adapted a short measure for daily playful work design and followed 55 white-collar workers over 5 consecutive working days. We hypothesized that playful work design would be predicted by contextual factors and an individual factor (i.e. job autonomy, manager support for fun and growth need strength). Furthermore, we predicted that, across days, playful work design would relate positively with work engagement and positive affect and negatively with negative affect. Additionally, we tested for the moderation of growth need strength in the relationship between work engagement and playful work design. Results indicated that playful work design was not predicted by job either job autonomy, manager support for fun or growth need strength. We found that playful work design was related positively to work engagement and positive affect, but not related to negative affect. Moreover, growth need strength didn’t moderate the relationship between daily playful work design and daily work engagement. We discuss theoretical and practical implications of our findings for the work design literature.

scholarly journals Playful work design: A diary study on its correlates in white collar workers

2018 ◽  
Vol 9 (1) ◽  
pp. 38-53
Author(s):  
Laura Petrescu
Keyword(s):  
Negative Affect ◽  
Positive Affect ◽  
Work Engagement ◽  
White Collar ◽  
Work Design ◽  
Job Autonomy ◽  
Individual Factor ◽  
Manager Support ◽  
White Collar Workers ◽  
The Relationship

The present study addresses playful work design as the consistent initiative of employees to integrate game-like elements into their day-to-day work in order to reach theirimposed work-related goals. We adapted a short measure for daily playful work design and followed 55 white-collar workers over 5 consecutive working days. We hypothesized that playful work design would be predicted by contextual factors and an individual factor (i.e. job autonomy, manager support for fun and growth need strength). Furthermore, we predicted that, across days, playful work design would relate positively with work engagement and positive affect and negatively with negative affect. Additionally, we tested for the moderation of growth need strength in the relationship between work engagement and playful work design. Results indicated that playful work design was not predicted by job either job autonomy, manager support for fun or growth need strength. We found that playful work design was related positively to work engagement and positive affect, but not related to negative affect. Moreover, growth need strength didn’t moderate the relationship between daily playful work design and daily work engagement. We discuss theoretical and practical implications of our findings for the work design literature.

scholarly journals Differential Effects of Mindfulness-Based Intervention Programs at Work on Psychological Wellbeing and Work Engagement

2021 ◽  
Vol 12 ◽  
Author(s):  
Cristián Coo Calcagni ◽  
Marisa Salanova ◽  
Susana Llorens ◽  
Miguel Bellosta-Batalla ◽  
David Martínez-Rubio ◽  
...  
Keyword(s):  
Work Engagement ◽  
White Collar ◽  
Intervention Programs ◽  
Psychological Wellbeing ◽  
Control Group ◽  
Differential Effects ◽  
Mindfulness Intervention ◽  
White Collar Workers ◽  
Mindfulness Interventions ◽  
And Performance

Two different mindfulness-based interventions were deployed in a sample of white-collar workers to explore the differential effects on different facets of mindfulness, dimensions of psychological wellbeing, work engagement, performance, and stress of a participant. A total of 28 participants completed one of the different programs, and their results were compared between groups and against 27 participants randomly allocated to a waiting list control group. Results suggest both mindfulness intervention programs were successful at increasing the levels of psychological wellbeing, work engagement, and performance of the participants, as well as decreasing their levels of stress. Significant differences were found between the two programs in all outcome variables. Results suggest that brief and customized mindfulness interventions at work are as successful as lengthier programs.

Perceptions of organizational culture and value conflicts in information security management

2018 ◽  
Vol 26 (2) ◽  
pp. 213-229 ◽  
Author(s):  
Martin Karlsson ◽  
Thomas Denk ◽  
Joachim Åström
Keyword(s):  
Organizational Culture ◽  
Information Security ◽  
White Collar ◽  
Organizational Values ◽  
Explanatory Models ◽  
Value Conflicts ◽  
Content Type ◽  
Two Samples ◽  
White Collar Workers ◽  
Business Sectors

Purpose The purpose of this paper is to investigate the occurrence of value conflicts between information security and other organizational values among white-collar workers. Further, analyzes are conducted of the relationship between white-collar workers’ perceptions of the culture of their organizations and value conflicts involving information security. Design/methodology/approach Descriptive analyses and regression analyses were conducted on survey data gathered among two samples of white-collar workers in Sweden. Findings Value conflicts regarding information security occur regularly among white-collar workers in the private and public sectors and within different business sectors. Variations in their occurrence can be understood partly as a function of employees’ work situations and the sensitivity of the information handled in the organization. Regarding how perceived organizational culture affects the occurrence of value conflicts, multivariate regression analysis reveals that employees who perceive their organizations as having externally oriented, flexible cultures experience value conflicts more often. Research limitations/implications The relatively low share of explained variance in the explanatory models indicates the need to identify alternative explanations of the occurrence of value conflicts regarding information security. Practical implications Information security managers need to recognize that value conflicts occur regularly among white-collar workers in different business sectors, more often among workers in organizations that handle sensitive information, and most often among white-collar workers who perceive the cultures of their organizations as being externally oriented and flexible. Originality/value The study addresses a gap in the information security literature by contributing to the understanding of value conflicts between information security and other organizational values. This study has mapped the occurrence of value conflicts regarding information security among white-collar professionals and shows that the occurrence of value conflicts is associated with work situation, information sensitivity and perceived organizational culture.

Association Between Job-Stress and VDT Work, and Musculoskeletal Symptoms of Neck and Shoulder Among White-Collar Workers

2007 ◽  
Vol 19 (3) ◽  
pp. 187 ◽  
Author(s):  
Eui Cheol Lee ◽  
Hawn Cheol Kim ◽  
Dal Young Jung ◽  
Dong Hyun Kim ◽  
Jong Han Leem ◽  
...  
Keyword(s):  
Job Stress ◽  
White Collar ◽  
Musculoskeletal Symptoms ◽  
White Collar Workers

scholarly journals Design of female white-collar office chair based on ergonomics

2020 ◽  
Vol 179 ◽  
pp. 02101
Author(s):  
Jiao Hu ◽  
Qing Yin ◽  
Canqun He
Keyword(s):  
Field Research ◽  
White Collar ◽  
Office Workers ◽  
Current Status ◽  
Work Efficiency ◽  
Literature Research ◽  
Daily Work ◽  
White Collar Workers ◽  
Long Time ◽  
Office Chair

In the daily work of office workers, the comfort of the office chair has a great impact on the staff’s work efficiency and human health. Sitting on the office chair for a long time may cause diseases such as cervical, shoulder, and lumbar spine. This article uses online literature research, brand analysis, and offline field research to understand the current status and deficiencies of office chairs, find design points and design directions, and based on ergonomics and sitting analysis research, design general office chairs for female white-collar workers to achieve a comfortable and healthy office purpose.

scholarly journals Determinants of voluntary turnover: A data-driven analysis for blue and white collar workers

Work ◽  
2021 ◽  
pp. 1-19
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Turnover Intentions ◽  
Voluntary Turnover ◽  
White Collar ◽  
Interview Data ◽  
Data Driven ◽  
Employee Behavior ◽  
Number Of Children ◽  
White Collar Workers ◽  
Specific Factors ◽  
Actual Turnover

BACKGROUND: There is a growing interest in HR-analytics because of its ability to analyze employee behavior based on HR data. Predicting voluntary turnover of employees is an important topic of study, both in academia and industry. OBJECTIVE: The current study analyzes determinants for turnover, distinguishing between blue and white collar workers. The turnover analyses are based on a dataset from a payroll company, in contrary to previous turnover studies that used survey and interview data. METHODS: The studied dataset contains demographic and work specific factors for more than 380000 employees in 15692 Belgian corporations. Logistic regression is used to estimate individual turnover probabilities, the goodness of the model is tested with the AUC method. RESULTS: The study confirms turnover determinants and differences between blue and white collar workers that were described in previous work based on survey and interview data. Additionally, the study exposes so far unstudied turnover determinants and differences between blue and white collar workers. Confirmed determinants are among others age, seniority, pay and work distance. New determinants are company car, meal vouchers, night work and sickness. Different relationships to turnover are revealed for blue and white collar workers based on gender, number of children, nationality and pay. CONCLUSIONS: The presented dataset-based approach has its merit in analyzing turnover: it enables to study actual turnover instead of turnover intentions, and reveals new turnover determinants and differences between blue and white collar workers.

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