scholarly journals The influence on carer wellbeing of motivations to care for older people and the relationship with the care recipient

2003 ◽  
Vol 23 (4) ◽  
pp. 487-506 ◽  
Author(s):  
CLARE LYONETTE ◽  
LUCY YARDLEY
Keyword(s):  
Generational Differences ◽  
Elder Care ◽  
Negative Relationship ◽  
Care Recipient ◽  
Personal Factors ◽  
Older Person ◽  
Good Reliability ◽  
Work Related ◽  
Intrinsic Motivations ◽  
The Relationship

This paper reports an analysis of the relative influence of work-related, care-related and personal factors on carer outcomes among 204 working female carers. To examine the importance of personal factors, the ‘Motivations in Elder Care Scale’ (MECS) and the ‘Relationships in Elder Care Scale’ (RECS) were developed. In a qualitative pilot study, interviews with working-age carers were drawn on to form the items for inclusion. The MECS included items for external pressures to care, e.g. guilt, the older person's expectation of care, and perceived disapproval of others, and for internal desires to adopt the caring role, e.g. carer's resistance to other forms of care, living up to one's principles and caring nature. Psychometric tests revealed that two subscales had greater reliability, the EXMECS (extrinsic motivations to care) and the INMECS (intrinsic motivations). The RECS included both positive items, e.g. respect, admiration for the older person, and lack of generational differences, and negative relationship items, e.g. struggle for power, and older person's resistance to caring efforts, and had good reliability. Measures of carer stress and carer satisfaction were included as outcome variables. Multiple regression analyses showed that the RECS and the MECS were the most significant predictors of carer outcomes. Greater extrinsic motivations to care and poorer quality of the relationship with the older person were the most significant predictors of carer stress. Better relationship quality and greater intrinsic motivations to care were the most significant predictors of carer satisfaction.

The Impact of Context on Employee Perceptions of Acceptable Non-Work Related Computing

2012 ◽  
pp. 125-139
Author(s):  
Troy J. Strader ◽  
J. Royce Fichtner ◽  
Suzanne R. Clayton ◽  
Lou Ann Simpson
Keyword(s):  
Negative Relationship ◽  
Employee Perceptions ◽  
Future Research ◽  
Ethical Orientation ◽  
Ethical Perceptions ◽  
Monetary Cost ◽  
Work Related ◽  
Wide Range ◽  
The Impact ◽  
The Relationship

Employees have access to a wide range of computer-related resources at work, and often these resources are used for non-work related personal activities. In this study, the authors address the relationship between employee’s utilitarian ethical orientation, the factors that create the context that influences their ethical perceptions, and their overall perceptions regarding the level of acceptability for 14 different non-work related computing activities. The authors find that time and monetary cost associated with an activity has a negative relationship to perceived acceptability. Results indicate that contextual variables, such as an employee’s supervisory or non-supervisory role, opportunity, computer self-efficacy, and whether or not an organization has computer use policies, training, and monitoring, influence individual ethical perceptions. Implications and conclusions are discussed for organizations and future research.

scholarly journals The Relationship between Personality Five Factor Theory and the Career Success of Executive Workers in Apparel Sector Organizations in Sabaragamuwa Province Sri Lanka

2018 ◽  
Vol 5 (1) ◽  
Author(s):  
SH Dias ◽  
P Jayasekara
Keyword(s):  
Sri Lanka ◽  
Career Success ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Process Models ◽  
Future Research ◽  
Work Related ◽  
Strong Positive Relationship ◽  
The Impact ◽  
The Relationship

Area of the Study As a significant determinant of career success of employee, this study is discussing the relationship between Personality Five Factor theory and the Career Success of executive workers in the apparel sector organizations in Sabaragamuwa province Sri Lanka.Problem of the Study There is an empirical knowledge gap in the context of the impact of personality five factor theory on the career success of employees in Sri Lanka. therefore, the problem of the study is: Does Five Factor Theory of personality affect to the career success of executives in the apparel sector organization in Sabaragamuwa province.Method of the study The data were collected from a selected sample of 122 executives in the apparel industry in Sabaragamuwa province Sri Lanka by administrating a structured questionnaire, which consisted of 63 questions/ statements with 5 points scale. The data analyses included the univariate and bivariate analyses.Findings of the Study The authors found that some of the factors have strong positive relationship and some have negative relationship and some haven’t any relationship with career success of executives in apparel sector organizations in Sabaragamuwa province, Sri Lanka. Extraversion and Conscientiousness have strong positive relationship with career success of the executives and Agreeableness and Neuroticism have negative relationship with the executives of the apparel sector organizations. However, there is no any relationship in Openness to experience with career success of the executives.Conclusion of the Study Future research based on the current theoretical model can investigate the relationship of personality with other work related behaviors and outcomes. The empirical confirmation of this conceptual model is another area of future research. Future research should attempt to replicate these results and develop process models that may explain why conscientiousness and Extraversion have such apparently enduring associations with career success.Keywords: Personality Five Factors, Career Success, Executives, Apparel Sector Organizations

scholarly journals Managers are Less Burned-Out at the Top: the Roles of Sense of Power and Self-Efficacy at Different Hierarchy Levels

2021 ◽  
Author(s):  
Jennifer V. Korman ◽  
Niels Van Quaquebeke ◽  
Christian Tröster
Keyword(s):  
Self Efficacy ◽  
Negative Relationship ◽  
Hierarchy Level ◽  
Fine Grained ◽  
Work Related ◽  
Low Levels ◽  
Media Reports ◽  
The Relationship ◽  
Sense Of Power ◽  
High Sense

AbstractWhile managers generally seem to enjoy better mental health than regular employees, there are also plenty of reports about them suffering from burnout. The present study explores this relationship between hierarchy level and burnout in more detail. In doing so, we not only investigate what impact managerial rank may have on burnout, but we also contrast two different theoretically meaningful mediators for the relationship: sense of power (feeling in control over people) and work-related self-efficacy (feeling in control over tasks). The results of two surveys—the first with 580 managers (single-source) and the second with 154 managers matched with ratings from close others (multi-source)—show a negative relationship between managers’ hierarchy level and burnout that is explained by both mediators independently. Additional analyses reveal that high sense of power and high self-efficacy are both necessary conditions for low levels of burnout. Such fine-grained analyses allow us to understand why managers at the top are less threatened by burnout, in contrast to what some media reports suggest.

The Impact of Context on Employee Perceptions of Acceptable Non-Work Related Computing

2011 ◽  
Vol 2 (2) ◽  
pp. 30-44 ◽  
Author(s):  
Troy J. Strader ◽  
J. Royce Fichtner ◽  
Suzanne R. Clayton ◽  
Lou Ann Simpson
Keyword(s):  
Negative Relationship ◽  
Employee Perceptions ◽  
Future Research ◽  
Ethical Orientation ◽  
Ethical Perceptions ◽  
Monetary Cost ◽  
Work Related ◽  
Wide Range ◽  
The Impact ◽  
The Relationship

Employees have access to a wide range of computer-related resources at work, and often these resources are used for non-work related personal activities. In this study, the authors address the relationship between employee’s utilitarian ethical orientation, the factors that create the context that influences their ethical perceptions, and their overall perceptions regarding the level of acceptability for 14 different non-work related computing activities. The authors find that time and monetary cost associated with an activity has a negative relationship to perceived acceptability. Results indicate that contextual variables, such as an employee’s supervisory or non-supervisory role, opportunity, computer self-efficacy, and whether or not an organization has computer use policies, training, and monitoring, influence individual ethical perceptions. Implications and conclusions are discussed for organizations and future research.

Work-related identity discrepancy and employee innovation behavior: the role of intrinsic motivation and self-construal

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yahui Chen ◽  
Jianmin Zhang ◽  
Chang-E Liu ◽  
Tingting Liu ◽  
Wei He
Keyword(s):  
Intrinsic Motivation ◽  
Negative Relationship ◽  
Mediating Effect ◽  
Content Type ◽  
Work Related ◽  
Self Construal ◽  
The Relationship ◽  
Related Identity ◽  
Innovation Behavior

Purpose The purpose of this paper is to investigate the role of intrinsic motivation and self-construal in explaining the relationship between work-related identity discrepancy and employee innovation behavior. Design/methodology/approach Based on a survey of 637 respondents from 15 organizations in southern China, this study examines four hypotheses with regard to the relationship between work-related identity discrepancy and employee innovation behavior through hierarchical regression analysis. Findings The research results indicate that work-related identity discrepancy is negatively related to employee innovation behavior, but intrinsic motivation mediates their negative relationship, and self-construal moderates this mediating effect further. Specifically, the results demonstrate that perceiving work-related identity discrepancy can lower intrinsic motivation among employees with interdependent self-construal and subsequently reduce their innovation behavior. Originality/value Drawn on social cognitive theory, this study reveals the negative effect of work-related identity discrepancy on employee innovation behavior and the moderated mediation effect of intrinsic motivation and self-construal on the negative relationship. The finding expands existing literature on work-related identity discrepancy and employee innovation behavior.

Risk Attitude and Corporate Investment under Output Market Uncertainty: Evidence from The Mekong River Delta, Vietnam

2016 ◽  
pp. 59-70
Author(s):  
Ninh Le Khuong ◽  
Nghiem Le Tan ◽  
Tho Huynh Huu
Keyword(s):  
Negative Relationship ◽  
Risk Attitude ◽  
Business Strategies ◽  
Risk Averse ◽  
Market Uncertainty ◽  
Firm Investment ◽  
Output Market ◽  
The Impact ◽  
The Relationship

This paper aims to detect the impact of firm managers’ risk attitude on the relationship between the degree of output market uncertainty and firm investment. The findings show that there is a negative relationship between these two aspects for risk-averse managers while there is a positive relationship for risk-loving ones, since they have different utility functions. Based on the findings, this paper proposes recommendations for firm managers to take into account when making investment decisions and long-term business strategies as well.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

YENİDOĞAN YOĞUN BAKIM ÜNİTELERİNDE İŞ KAZALARI RİSKLERİ VE NEDENLERİNE YÖNELİK BİR ARAŞTIRMA

2015 ◽  
Vol 3 (2) ◽  
Author(s):  
Haluk Tanrıverdi ◽  
Orhan Akova ◽  
Nurcan Türkoğlu Latifoğlu
Keyword(s):  
Intensive Care ◽  
Intensive Care Units ◽  
Physical Environment ◽  
Neonatal Intensive Care ◽  
Organizational Factors ◽  
Occupational Accidents ◽  
Neonatal Intensive Care Units ◽  
Work Related ◽  
Physical Conditions ◽  
The Relationship

This study aims to demonstrate the relationship between the qualifications of neonatal intensive care units of hospitals (physical conditions, standard applications, employee qualifications and use of personal protective equipment) and work related causes and risks, employee related causes and risks when occupational accidents occur. Accordingly, a survey was prepared and was made among 105 nurses working in 3 public and 3 private hospital's neonatal intensive care units, in the January of 2010. The survey consists of questions about the qualifications of neonatal intensive care units, work related causes and risks, and employee related causes and risks. From the regression analysis conducted, it has been found that confirmed hypotheses in several studies in the literature were not significant in this study. The sub-dimensions in which relationships has been found show that the improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications can reduce the rate of occupational accidents. According to the results of this study management should take care of the organizational factors besides to improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications.

Work Stress and Organisational Citizenship Behaviours (OCBs) in Call Centers Employees

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Sunita ◽  
Urvashi Singh ◽  
Shalini Singh ◽  
Rajnee Sharma
Keyword(s):  
Negative Impact ◽  
Call Centers ◽  
Negative Relationship ◽  
Married Couples ◽  
Call Centre ◽  
Simple Correlation ◽  
Nuclear Families ◽  
Set Up ◽  
Stress At Work ◽  
The Relationship

The present study was conducted to examine the relationship between organisational stress and organisational citizenship behaviours (OCBs) in employees of call centers. The study also further explored as how stress at work set-up has negative impact on OCBs. A sample of 250 employees working in call centre of Gurgaon belonging to an age group of 25-30 years were selected on availability basis. All were working married couples living in nuclear families. Job stress survey (Spielberger & Vagg, 1999) and Organisational Citizenship Behaviour (Bateman & Organ, 1983) were administered. Data was analysed by using simple correlation and multiple regression. Results showed the negative relationship between organisational stress and OCBs. Results of regression analysis also exhibited the negative impact of stress on OCBs. The implications for the employees are discussed.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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