The cultural similarities of work as dignity: bringing sense of community in business organizations

2015 ◽  
Vol 29 (4) ◽  
pp. 6-9 ◽  
Author(s):  
Ralph Palliam ◽  
Robert Ankli
Keyword(s):  
Cultural Values ◽  
High Performance ◽  
Theoretical Foundation ◽  
Critical Role ◽  
Well Being ◽  
Management Theory ◽  
High Quality ◽  
Content Type ◽  
Self Worth ◽  
Conceptual Paper

Purpose – The pursuit of the culture of work as dignity is rarely a focus of scholarly writings. One dominant, widely shared and accepted cultural value of work ethic is the belief that it is work that accords dignity to a human being. While seemingly neglected in traditional management research, the concepts of dignity and well-being have experienced renewed attention from the humanities and social sciences. The ability to utilize this sense of dignity becomes a critical role of human resources in advancing self-worth and self-respect. The relationships between worker and management are considered within the culture of work as dignity. Design/methodology/approach – This is a conceptual paper. A theoretical foundation of work as dignity is developed. It is uses Hofstede’s analysis of work-related cultural values in different countries. Work is identified as dignity that is equated to a universal property like the doctrine of modern democracy that is enjoyed by other societies. Findings – If work accords dignity to humans, the ability to establish a sense of employee self-worth and self-respect and to enjoy the respect of others becomes critical objectives of management. This notion results in moving high-performance workplaces to high quality workplaces resulting in managerial conduct that is fair, equitable, reasonable and just. This paper is a call to rethink management theory from a humanistic perspective and highlights the role and protection of human dignity as a cornerstone in management theory. The concept of dignity elevates human responsibilities to the degree that they support the promotion of well-being. Research limitations/implications – This is a conceptual paper. A rigorous empirical study needs to be conducted to substantiate the theoretical foundation. Practical implications – Guidance is offered to managerial responsibility in promoting work as dignity, support for work as dignity, maintaining the dominant culture of work as dignity and identifying high-performance versus high-quality workplace. Social implications – Dignity is a virtue. Cultural differences play a less meaningful role and individuals become more alike than unalike. Together with the dictates of modernizing technology, there is a measure of uniformity to how everyone approaches the world. Originality/value – This study adds value in a somewhat different vein by presenting dignity as a central purpose of human life. This paper is a call to rethink management theory from a humanistic perspective and highlights the role and protection of human. The ability to establish a sense of employee self-worth and self-respect and to enjoy the respect of others becomes critical objectives of management. Moving high-performance workplaces to high-quality workplaces results in management conduct that is fair, equitable, reasonable and just. Human responsibilities need to be elevated to a degree that they support the promotion of well-being.

Antecedent and employee well-being outcomes of perceived benefits schemes: a two-wave study

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Qijie Xiao ◽  
Fang Lee Cooke ◽  
Felix Mavondo ◽  
Greg J. Bamber
Keyword(s):  
Cultural Values ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
Job Involvement ◽  
Well Being ◽  
Future Research ◽  
Perceived Benefits ◽  
Manufacturing Companies ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of the research is to examine the antecedent and employee well-being outcomes of employees' perceptions of benefits schemes.Design/methodology/approachData were collected using both paper-based and web-based questionnaires over two time points (one month apart). The sample included 281 participants in eight companies in China. Structural equation modelling was employed to investigate the relationship between Chinese traditionality, perceived benefits schemes, job involvement and emotional exhaustion.FindingsChinese traditionality is an antecedent of employees' perceptions of benefits schemes. Perceived benefits schemes are negatively associated with emotional exhaustion. Moreover, job involvement mediates the relationship between perceived benefits schemes and emotional exhaustion.Research limitations/implications The data were collected in eight manufacturing companies in China, which may raise concerns about the generalisability of findings across industries, nations and cultures. Larger, more representative and cross-contextual samples are needed for future research to test the results further.Practical implicationsManagers should anticipate that employees with different cultural values may develop dissimilar perceptions of the same benefits schemes. Hence, managers need to communicate the benefits schemes to distinct employee groups in different ways.Originality/valueBased on the conservation of resources model, this research offers theoretical insights into the mechanisms through which perceived benefits schemes influence employee health well-being. In addition, this research tests an antecedent of perceived benefits schemes.

scholarly journals Development of “My Experiences Scale” for Children and Adolescents in India

2020 ◽  
pp. 025371762093926
Author(s):  
Snigdhasree Bhattacharyya ◽  
Uma Hirisave ◽  
Mariamma Philip ◽  
N. Janardhana
Keyword(s):  
Psychometric Properties ◽  
Children And Adolescents ◽  
Critical Role ◽  
Objective Measure ◽  
Well Being ◽  
Self Report ◽  
Self Worth ◽  
Good Internal Consistency ◽  
Test Retest Reliability ◽  
Age Range

Background: Experiences that a child or adolescent goes through play a critical role in their development as an individual. To understand the world of adolescents and their mental health and well-being, it would be important to be able to access their experiences. Therefore, an objective measure to assess experiences is necessary. The study aimed to develop a scale to assess experiences and establish their psychometric properties. Materials and methods: My Experiences Scale (MES) is a newly developed 50-item, multiple-choice, self-report measure. Various steps involved in developing the MES and establishing its psychometric properties have been elaborated. The study was carried out across four phases, and the sample consisted of 1,260 school-going children and adolescents. The participants were representative of both genders, a wide age range, and diverse socioeconomic backgrounds. Results: MES was found to have good internal consistency (Alpha 0.85) and test–retest reliability (0.96). MES was found to have significant correlations with Strengths and Difficulties Questionnaire and global self-worth. Conclusions: The newly developed experiences scale shows promising psychometric properties and a wide scope for application.

Untangling the antecedents of code of ethics quality: does corporate governance matter?

2015 ◽  
Vol 15 (5) ◽  
pp. 607-622 ◽  
Author(s):  
Giovanni Maria Garegnani ◽  
Emilia Piera Merlotti ◽  
Angeloantonio Russo
Keyword(s):  
Corporate Governance ◽  
Code Of Ethics ◽  
Critical Role ◽  
Codes Of Ethics ◽  
Strategic Decision ◽  
Independent Directors ◽  
High Quality ◽  
Board Size ◽  
Content Type ◽  
Ceo Age

Purpose – This study aims to investigate the antecedents of code of ethics’ quality with specific regard to the peculiarities of corporate governance, which include the role of the primary shareholders within the firm, the role and influence of independent directors on the board, the effect of board size on the strategic decision-making process and the influence of the chief executive officer’s (CEO) age and gender diversity. Design/methodology/approach – A sample of 248 Italian public companies publishing a code of ethics as of 2011 is used to test the hypotheses through Tobit regression models. Findings – A positive or negative impact is derived from the implementation of a high-quality code of ethics. Codes of ethics are strongly influenced by the ownership structure of the company given the critical role played by primary shareholders with larger stakes in influencing the quality of a code. Moreover, the lower the number of independent directors, the higher the firm’s propensity to invest in code of ethics’ quality. Similar results were found in relation to board size and CEO age, where smaller boards and younger CEOs are more inclined to implement higher-quality codes of ethics. Originality/value – Results support the argument that when linked to a sustainability strategic orientation focused on a high-quality code of ethics, corporate governance characteristics reveal influences that differ from those found in prior literature.

The importance of developing confidence and self-esteem in children with a learning disability

2014 ◽  
Vol 8 (3) ◽  
pp. 188-191 ◽  
Author(s):  
Hayley Goleniowska
Keyword(s):  
Learning Disabilities ◽  
Learning Disability ◽  
Risk Taking ◽  
Role Models ◽  
Design Methodology ◽  
Well Being ◽  
Self Esteem ◽  
Positive Role ◽  
Content Type ◽  
Self Worth

Purpose – The purpose of this paper is to look at the importance of self-esteem in individuals with a learning disability. Design/methodology/approach – The paper explore ways of developing self-esteem and confidence with simple techniques for parents and carers of those with learning disabilities to try. Findings – Anecdotal examples are given by a mother of a child who has Down's Syndrome. The paper outlines ways parents and professionals can increase the self-worth of individuals with a learning disability through fun play, encouraging relevant social and life skills, even safe risk taking. The paper outlines the need for accepting and praising your child for who they are as well as seeking out positive role models. Originality/value – Self-esteem and confidence are crucial ingredients in giving people with learning disabilities a sense of well-being and of beings valued member of a community. They are also key in keeping depression and loneliness at bay.

Developing a scale for measuring high performance partnerships

2015 ◽  
Vol 8 (1) ◽  
pp. 87-108 ◽  
Author(s):  
André de Waal ◽  
Robert Goedegebuure ◽  
Eveline Hinfelaar
Keyword(s):  
Value Chain ◽  
High Performance ◽  
Strong Relationship ◽  
Literature Study ◽  
High Quality ◽  
Content Type ◽  
World Class ◽  
Potential Factors ◽  
Cable Company

Purpose – The importance of partnerships to organizational success has increased considerably the past decennia and many organizations strive at creating high-performance partnerships (HPPs). For this to happen, organizations in the partnerships have to be of high quality and their collaborations should be world-class. Whereas the factors that create high-performance organizations (HPO) are by now reasonably well established, the HPP factors are still unclear. The purpose of this paper is to develop a scale for measuring the factors of importance for creating and maintaining HPPs, and relates these factors to the factors of the HPO framework and to the success of the partnership. Design/methodology/approach – During a literature study ten potential factors of importance for creating and maintaining HPPs were identified. These potential factors were put in a questionnaire, together with the factors that create the HPO and the factor that measures the success of the partnership. This questionnaire was administered to a cable company, which was working on becoming an HPO, and four of its main suppliers. The data were subjected to a factor analysis which yielded a HPP framework consisting of three factors and 19 underlying characteristics. In addition, these HPP factors were put in a regression analysis with the factors of the HPO framework and the success of the partnership factor. Findings – The research results show a strong relationship between three HPP factors, the five HPO factors, and the success of a partnership factor. Research limitations/implications – This research adds to the literature by extending the concept of HPOs to the value chain these HPOs operate in. Thus the research into the factors of successful partnerships has been brought forward. The practical benefit of the research is that organizations can use the HPP factors to increase the quality of the partnerships they have with their suppliers and customers. Originality/value – There is much literature on partnerships but not so much on partnerships between organizations which strive to become a HPOs, and in the process need to create partnership of high quality.

Target experiences of workplace bullying on online labour markets

2018 ◽  
Vol 40 (1) ◽  
pp. 139-154 ◽  
Author(s):  
Premilla D’Cruz ◽  
Ernesto Noronha
Keyword(s):  
Workplace Bullying ◽  
Critical Role ◽  
Well Being ◽  
Labour Markets ◽  
Positive Outcomes ◽  
Content Type ◽  
External Resources ◽  
Workplace Support ◽  
Empirical Inquiry ◽  
Recommendations For Action

Purpose The purpose of this paper is to report a study of bullying on online labour markets (OLMs), highlighting how abuse unfolds in digital workplaces and depicting the trajectory of target resilience. Design/methodology/approach Adopting van Manen’s hermeneutic phenomenology, targets’ lived experiences of bullying on OLMs was explored. Data gathered from Indian freelancers located on Upwork via conversational telephonic interviews were subjected to sententious and selective thematic analyses. Findings The core theme of “pursuing long-term and holistic well-being” showed how targets tapped into yet augmented their resilience while navigating the features of OLMs as they coped with their experiences of bullying. The interface between targets’ internal and external resources, including platform support, vis-à-vis the concreteness and permanence of the site as targets asserted agency, sought control and realized positive outcomes while preserving their reputation, relationality, success and continuity was captured. It may be noted that bullying in digital workplaces is exclusively virtual in form. Research limitations/implications Alongside theoretical generalizability, statistical generalizability of the findings should be established. Practical implications Recommendations for action for platforms and targets are forwarded. In particular, the critical role of formal workplace support in influencing employee resilience is emphasized. Originality/value The paper makes several pioneering contributions. First, it reports the first empirical inquiry examining bullying in digital workplaces. Moreover, OLM research on abuse and harassment has not been undertaken so far. Second, it furthers theorization of resilience, especially with regard to workplace antecedents. Apart from identifying the new organizational antecedent of formal workplace support, it uncovers the complexities of resilience. Third, it extends knowledge on workplace cyberbullying, positive outcomes of workplace bullying and OLMs in India.

Spiritual quotient towards organizational sustainability: the Islamic perspective

2017 ◽  
Vol 13 (2) ◽  
pp. 163-170 ◽  
Author(s):  
Sohail Akhtar ◽  
Mohd Anuar Arshad ◽  
Arshad Mahmood ◽  
Adeel Ahmed
Keyword(s):  
Design Methodology ◽  
Well Being ◽  
Future Research ◽  
Organizational Sustainability ◽  
Content Type ◽  
Spiritual Awareness ◽  
Islamic Perspective ◽  
Conceptual Paper ◽  
The Impact

Purpose The purpose of this paper is to explore the impact of spiritual quotient (SQ) on the organisational sustainability from the Islamic perspective. Till date, many organisations around the world are facing environmental, social and economic issues affecting their organisational sustainability. Design/methodology/approach The present paper is conceptual paper based on literature review on employee’s behavioural issues and role of SQ for organisational sustainability. Findings This present paper argues that SQ must be considered as the important factor for employee development in the organisation. It develops spiritual awareness among employees which enhances their productivity within the organisation. Furthermore, SQ is necessary means of identifying and harnessing deeper inner resources with the capacity to care for the well-being of the organisation and advance its development. Research limitations/implications The paper suggests SQ and its multi-dimensions with the implication for future research in organisational sustainability. Originality/value The paper discusses the development of the concept of SQ from the Islamic perspective.

Individual-level cultural consumer engagement styles

2018 ◽  
Vol 35 (1) ◽  
pp. 42-71 ◽  
Author(s):  
Linda D. Hollebeek
Keyword(s):  
Cultural Values ◽  
Social Dynamics ◽  
Consumer Engagement ◽  
Content Type ◽  
Individual Level ◽  
Managerial Implications ◽  
Conceptual Paper ◽  
Cultural Traits ◽  
Research Propositions ◽  
S Model

Purpose While the consumer engagement (CE) concept is gaining traction in the literature, little remains known regarding the ways in which consumers displaying differing cultural traits engage with brands and their differences. The purpose of this paper is to explore CE with brands for consumers exhibiting differing cultural traits, and develop a set of research propositions for these individuals’ cognitive, emotional, behavioral, and social CE in brand interactions. These propositions, collectively, reflect consumers’ individual-level cultural CE styles – consumers’ motivationally driven disposition to think, feel, act, and relate to others in a certain manner characteristic of their specific individual cultural traits in brand interactions. Design/methodology/approach In this conceptual paper, literature is reviewed in the areas of CE and its conceptual relationship with Yoo et al.’s (2011) individual cultural values. Findings Key differences between individual-level cultural traits and consumers’ ensuing cognitive, emotional, behavioral, and social CE with brands are addressed in a set of research propositions based on Yoo et al.’s model of individual cultural values, from which the concept of individual-level cultural CE styles is developed. Research limitations/implications This research explores differences across individuals displaying differing cultural traits and their ensuing CE with brands, which remains underexplored to date. It also develops the concept of individual-level cultural CE styles, which reflect consumers’ characteristic cultural trait-based cognitions, emotions, behaviors, and social dynamics in engaging with particular brands. Practical implications The outlined managerial implications reveal that unique marketing approaches are expected to be effective for engaging consumers exhibiting different cultural traits with brands, based on their distinctive CE styles (e.g. focusing on personalized interactions/interactions that stress consumers’ similarity to and fit with salient others for individualist/collectivist consumers, respectively). Originality/value This paper makes two important theoretical contributions. First, by offering a conceptual analysis of consumers displaying differing cultural traits and their ensuing engagement with brands, it provides an early attempt to explore individual-level cultural CE-based differences. Second, it develops the concept of individual-level cultural CE styles, which is expected to hold important theoretical and managerial implications.

Developing sustainable management theory: goal-setting theory based in virtue

2016 ◽  
Vol 54 (2) ◽  
pp. 304-320 ◽  
Author(s):  
Mitchell J. Neubert ◽  
Bruno Dyck
Keyword(s):  
Goal Setting ◽  
Sustainable Management ◽  
Well Being ◽  
Theory And Practice ◽  
Virtue Theory ◽  
Management Theory ◽  
Content Type ◽  
Conventional Management ◽  
Goal Setting Theory ◽  
Setting Theory

Purpose – This paper responds to ongoing calls to develop alternative management theory to guide management practice. In particular, the purpose of the paper is to demonstrate the merit of developing sustainable management theory and organizational practices that parallel conventional management theory and practices. Sustainable theory is based on a variation of virtue theory that seeks to achieve multiple forms of well-being for multiple stakeholders in the immediate as well as distant future. To illustrate the approach, the authors develop a sustainable variation of goal setting theory. Design/methodology/approach – The paper includes three parts. First, the authors establish the need for developing sustainable management theory (based on virtue theory) that parallels conventional management theory. Second, the authors identify and briefly review the main tenets of goal setting theory and then describe a Sustainable variation of this theory. Finally, the authors discuss the implications of the paper for management and organization theory and practice. Findings – The conceptual arguments for a sustainable version of goal setting theory based in virtue are supported by research and practitioner examples. Originality/value – Although there is growing concern regarding the shortcomings of management theory and practice based on a materialist-individualist moral-point-of-view, few alternatives have been discussed in detail. This paper presents an alternative based in virtue theory and illustrates how it relates to goal setting theory and practice.

Employee high-performance work systems-experience attributions of well-being and exploitation: a multilevel study of Greek workplaces

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anastasia Katou
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Well Being ◽  
Work Systems ◽  
Content Type ◽  
High Performance Work Systems ◽  
Attitudes And Behaviors ◽  
Mediating Mechanisms ◽  
And Behaviors ◽  
The Relationship

PurposeThis paper aims to theoretically propose and empirically test a research framework that investigates the relationship between high-performance work systems (HPWSs) and organizational performance through the serially mediating mechanisms of employee HPWS-experience attributions of well-being and exploitation, attitudes, and behaviors.Design/methodology/approachMultilevel structural equation modeling through Mplus was applied to a sample of 1,112 employees working at 158 Greek organizations.FindingsThe modeling's findings indicate that the serially mediating mechanism of employee HPWS-experience attributions of well-being, attitudes and behaviors improves organizational performance. Meanwhile, the serially mediating mechanism of employee HPWS-experience attributions of exploitation, attitudes and behaviors was found to weaken organizational performance.Practical implicationsThis study shows that, to improve employees' well-being and weaken employee exploitation through employees' HPWS-experience attributions, senior and line managers should gain competencies and communication skills through training and development programs, successfully communicating HPWS messages to employees.Originality/valueThis study may be the first study to elucidate the serially mediating mechanisms of employees' well-being and exploitation through employees' HPWS-experience attributions, attitudes and behaviors in the relationship between HPWSs and organizational performance.

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