Acculturation and work attitudes in Polish-American employees

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

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Employee Compensation Strategy as Sustainable Competitive Advantage for HR Education Practitioners

Sustainability ◽

10.3390/su13031049 ◽

2021 ◽

Vol 13 (3) ◽

pp. 1049

Author(s):

Eungoo Kang ◽

Hyoyoung Lee

Keyword(s):

Manufacturing Industry ◽

Pay For Performance ◽

Sustainable Competitive Advantage ◽

Alternative Compensation ◽

Use Of Data ◽

Significant Relationships ◽

The Subject ◽

Compensation Program ◽

Employee Competencies ◽

American Employees

By building on compensation literature, the current study explored and identified the ties between workers’ competencies, corporate cultures, and compensation schemes. These schemes were typically the subject of literature on the factors dealing with the implementation of incentive systems for pay for performance (PFP) or problems that can lead to a PFP system’s failure. Unfortunately, when it comes to research that HR education practitioners may do, the literature has been scarce. It shows which organizational elements might be necessary to examine when deciding whether a PFP or an alternative compensation program is acceptable. This study aimed to add insight into this gap in research. The findings of this study showed from the use of data from 385 American employees in the manufacturing industry that there are significant relationships statistically between employee competencies and organizational cultures and those findings can be corroborated with existing researches, suggesting compensation schemes were related to multiple types of competence organizations and different organization cultures, thus adding meaningfully to the current literature.

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Political Affiliation Dissimilarity: Exploring Lone Affiliate Employees’ Work Attitudes and Experiences

Stress and Health ◽

10.1002/smi.3089 ◽

2021 ◽

Author(s):

Alexandra A. Henderson ◽

Sophia S. Jeong

Keyword(s):

Work Attitudes ◽

Political Affiliation

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The effect of actual workplace learning on job satisfaction and organizational commitment

Journal of Workplace Learning ◽

10.1108/jwl-05-2019-0061 ◽

2019 ◽

Vol 31 (8) ◽

pp. 481-497 ◽

Cited By ~ 2

Author(s):

Geunpil Ryu ◽

Seong-Gin Moon

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resource Development ◽

Workplace Learning ◽

Learning Experience ◽

Work Attitudes ◽

Moderating Effect ◽

Data Set ◽

Content Type ◽

Learning Programs

Purpose This study aims to examine the effect of workplace learning experience and intrinsic learning motive on job satisfaction and organizational commitment. In addition, the study examined the moderating effect of intrinsic learning motives on the relationship between learning experience and job satisfaction and organizational commitment. Design/methodology/approach The current research used the Human Capital Corporate Panel survey data set, which aimed to explore how human resource development practices influence corporate performance. In all, 10,003 samples from 441 companies were used for data analysis. Findings Results indicate that taking part in workplace learning programs positively affects job satisfaction and organizational commitment. Likewise, intrinsic learning motives are also positively related to work attitudes. However, no interaction effect between the intrinsic learning motive and the learning experience was found, which may imply that an autonomous extrinsic learning motive is a better predictor for explaining job satisfaction than is a purely intrinsic learning motive within an organizational context. Originality/value Little research has examined the actual effect of workplace learning programs on employees’ attitudes regarding job satisfaction and organizational commitment. Furthermore, to the authors’ knowledge, no research has examined the moderating effect of intrinsic learning motive with workplace learning experience on employees’ positive work attitudes.

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