Prosocial behavior in the professoriate

2018 ◽  
Vol 32 (5) ◽  
pp. 783-798 ◽  
Author(s):  
Christine Victorino ◽  
Karen Nylund-Gibson ◽  
Sharon Conley
Keyword(s):  
Job Satisfaction ◽  
Research Universities ◽  
Prosocial Behaviors ◽  
Tenured Faculty ◽  
Content Type ◽  
Institutional Level ◽  
Individual Level ◽  
Multi Level ◽  
The Individual ◽  
The Relationship

Purpose The purpose of this paper is to focus on the relationship between college and university faculty collegiality, conceptualized as a set of prosocial behaviors, and job satisfaction. Design/methodology/approach A multi-level structural equation model was developed to examine the relationship between faculty collegiality and job satisfaction at the individual and institutional levels, the effects of gender and race/ethnicity, the effect of institutional type (i.e. research universities vs non-research universities), and whether institutional-level perceptions of faculty collegiality and job satisfaction influence perceptions of faculty collegiality and job satisfaction at the individual level. Findings Faculty collegiality was highly and significantly related to job satisfaction at the individual level (0.86) and at the institutional level (0.93). At the individual level, pretenured women faculty and faculty of color indicated significantly lower levels of collegiality. At the institutional level, pretenured faculty interactions with tenured faculty colleagues were positively and significantly related to individual-level perceptions of faculty collegiality. Research limitations/implications Study limitations include self-report data that were dependent upon accurate responses from faculty participants, and cross-sectional data. Future analyses could extend study findings by examining the influence of faculty collegiality upon such outcomes as faculty productivity and retention in future multi-level analyses. Practical implications It is recommended that interventions be undertaken to embed prosocial behaviors into faculty research, teaching, and service activities, and to foster relationships between pretenured and tenured faculty members. Originality/value This paper underscores the importance of collecting nationally representative faculty data and conducting rigorous multi-level analyses to inform higher education policy and practice.

scholarly journals Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover

2017 ◽  
Vol 29 (1) ◽  
pp. 248-267 ◽  
Author(s):  
Aristides I. Ferreira ◽  
Luis F. Martinez ◽  
José Pereira Lamelas ◽  
Rosa I. Rodrigues
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Task Characteristics ◽  
Content Type ◽  
Individual Level ◽  
The Individual ◽  
Hotel Managers ◽  
The Relationship

Purpose Employees’ turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions. Design/methodology/approach A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness and turnover intentions. The study used a multilevel statistical approach considering both the individual and the hotel levels of analysis. Findings Through multilevel statistics, the findings suggest that both at the individual level and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions. Research limitations/implications Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey. Practical implications Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, to increase job embeddedness, managers should also rethink the organizational dynamics of this industry. Originality/value This research provides empirical evidence of the antecedents and mediators of employees’ intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

The individual side of ambidexterity

2019 ◽  
Vol 41 (3) ◽  
pp. 592-613 ◽  
Author(s):  
Andrés Salas Vallina ◽  
Maria D. Moreno-Luzon ◽  
Anna Ferrer-Franco
Keyword(s):  
Structural Equation ◽  
Public Hospitals ◽  
Equation Modeling ◽  
Exploration And Exploitation ◽  
Cross Sectional ◽  
Learning Capability ◽  
Content Type ◽  
Individual Level ◽  
The Individual ◽  
The Relationship

PurposeThe purpose of this paper is twofold: first, to examine whether inspirational leadership of heads of specialized medical units is related to individual ambidexterity of their dependent physicians; and second, to study the possible mediating role of organizational learning capability (OLC) in the relationship between inspirational leadership and individual ambidexterity.Design/methodology/approachStructural equation modeling was used on a sample of 194 medical specialists from Spanish public hospitals.FindingsResults show that inspirational leadership is positively related to individual ambidexterity among healthcare physicians. In addition, the results of the study revealed that the relationship between inspirational leadership and individual ambidexterity is mediated by conditions that facilitate learning, namely, OLC.Research limitations/implicationsThis study uses cross-sectional data, which do not guarantee causality relationships among the examined variables.Practical implicationsThe results of this paper suggest first that heads of healthcare units should inspire followers to achieve both exploration and exploitation. Second, it is also necessary to consider that inspirational leaders promote those conditions that facilitate learning, which should be particularly taken into account to enhance both physician’s exploration and exploitation.Originality/valueIn stressing an evident gap in the relationship between leadership and ambidexterity at the individual level, this paper attempts to advance in the leadership literature by revealing how the action or power of moving the intellect or emotions, and enhancing enthusiasm and confidence, empowers physicians to both explore and exploit knowledge. The results also indicate that the inspiration transmitted by the heads of medical services, facilitate physician’s perceived learning conditions which, in turn, fosters their individual ambidexterity.

The value of human capital within Canadian business schools

2018 ◽  
Vol 19 (4) ◽  
pp. 836-855 ◽  
Author(s):  
Ajantha Velayutham ◽  
Asheq Razaur Rahman
Keyword(s):  
Human Capital ◽  
Design Methodology ◽  
Positive Association ◽  
Content Type ◽  
Individual Level ◽  
Structural Capital ◽  
The Individual ◽  
Academic Salaries ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to empirically investigate whether an individual’s knowledge, skills and capabilities (human capital) are reflected in their compensation. Design/methodology/approach Data are drawn from university academics in the Province of Ontario, Canada, earning more than CAD$100,000 per annum. Data on academics human capital are drawn from Research Gate. The authors construct a regression analysis to examine the relationship between human capital and salary. Findings The analyses performed indicates a positive association between academic human capital and academic salaries. Research limitations/implications This study is limited in that it measures an academic’s human capital solely through their research outputs as opposed to also considering their teaching outputs. Continuing research needs to be conducted in different country contexts and using negative proxies of human capital. Practical implications This study will create awareness about the value of human capital and its contribution towards improving organisational structural capital. Social implications The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. Originality/value The study contributes to the literature on human capital in accounting and business by focussing on the economic relevance of individual level human capital. It will help create awareness of the importance of valuing human capital at the individual level.

Do empowered employees absorb knowledge?

2014 ◽  
Vol 37 (2) ◽  
pp. 130-151 ◽  
Author(s):  
Evangelia Siachou ◽  
Panagiotis Gkorezis
Keyword(s):  
Geographical Area ◽  
Three Dimensions ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Manufacturing Organizations ◽  
The Individual ◽  
The Impact ◽  
The Relationship

Purpose – The present study aims to contribute to the limited empirical research regarding the individual level antecedents of absorptive capacity (AC). In this vein, the authors examined the impact of employees' psychological empowerment (PE) dimensions on their AC. Moreover, the authors explored the magnitude of the relationship between one of PE four dimensions, namely competence, and AC compared to that of the rest three dimensions of PE. Design/methodology/approach – The authors collected data from 100 private employees working in two manufacturing organizations. In order to investigate the hypotheses, the authors conducted hierarchical regression and usefulness analysis. Findings – As predicted, the present results showed that all four PE dimensions affected employees' AC. Furthermore, competence demonstrated the strongest impact among all PE dimensions. Research limitations/implications – Data were drawn from two manufacturing organizations located in specific geographical area. Thus, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality. Originality/value – To the best of the authors' knowledge, this is the first empirical study examining the relationship between PE and AC.

Does job position moderate the relationship between gender and ethics?: a cross-cultural analysis

2014 ◽  
Vol 21 (4) ◽  
pp. 437-452 ◽  
Author(s):  
Chung-wen Chen
Keyword(s):  
Cultural Values ◽  
Ethical Issues ◽  
Data Set ◽  
Content Type ◽  
Individual Level ◽  
Performance Orientation ◽  
And Gender ◽  
The Individual ◽  
The Relationship ◽  
Job Position

Purpose – The purpose of this paper is to examine the relationship between gender and ethics, the interaction of job position and gender on ethics, and the three-way interacting effects of cultural values, job position, and gender on ethics. Design/methodology/approach – The individual-level data were from the 2005-2008 wave of World Values Survey data set and the cultural values were from the GLOBE study. The research contained 26,639 subjects from 30 nations and used HLM to conduct data analysis. Findings – Results showed that men are more likely than women to justify ethically suspect behaviors. In addition, under high in-group collectivism, the ethical difference between genders tends to decrease at high job positions and under high performance orientation, the ethical difference between genders tends to increase at high job positions. Research limitations/implications – This research depends on secondary data; it is therefore impossible for the author to control the data collection process, which could be an issue for discussion. In addition, because of limited available studies to refer to, the formation of the individual-level moderator, job position, might cause some attention. Practical implications – Corporate education and training in regards to ethical issues becomes even more vital, especially for men, since the statistical results showed that men are more likely than women to be deviant. Meanwhile, organizations can help themselves by recruiting a greater number of females, as this study shows that females are seen to make more ethically sound decisions than males. Furthermore, under the contexts of high in-group collectivism and low performance orientation, both genders in higher job positions tend to be more unethical than people in lower positions. Since people in higher positions have the right and the power to set the ethical tone for the organization (Clinard, 1983; Posner and Schmidt, 1992), it becomes particularly essential for firms to pay close attention to ethical issues in higher job positions. Originality/value – The study proved that the relationship between gender and ethics is more complicated than expected; job position, and cultural values can jointly influence the individual-level relationship. In addition, since human behavior is complicated, employing multilevel method to investigate humane behaviors in the field of management becomes necessary in the future.

scholarly journals Toward understanding three phases of individual responses to paradox

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gunnar Birkelund
Keyword(s):  
Future Research ◽  
Individual Response ◽  
Content Type ◽  
Individual Level ◽  
Three Phase ◽  
Paradox Theory ◽  
The Individual ◽  
The Relationship ◽  
Three Phases

PurposeThe purpose of this study is to further paradox research at the individual level through applying a framework of three phases of individual response to paradox – recognition, understanding and behaviour.Design/methodology/approachCritical and integrative review of previous studies of individual responses to paradox.FindingsThe role of individual understanding is limited in extant research on individual responses to paradox. Individual understanding tends to be equated with behaviour, and thus knowledge of understanding is not differentiated enough, neither is the link between understanding and behaviour sufficiently developed.Research limitations/implicationsThe review does not consider the relationship to interactional, organisational and environmental contexts. The recommendation for future research is to explore individual responses to paradox more entirely, to provide an adequate ground for extending paradox theory across individual and broader levels of analysis.Originality/valueThe review contributes to paradox theory by separating individual understanding and then providing a framework in which recognition, understanding and behaviour can be reintegrated in new ways. In addition to more accurate discernment of individual understanding and of combinations of responses across phases, the three-phase framework facilitates investigation of more intricate influences across phases and paths of evolution of such responses over time.

Relationships between conflicts and employee perceived job performance

2019 ◽  
Vol 30 (5) ◽  
pp. 706-728 ◽  
Author(s):  
Zhongjun Ye ◽  
Hefu Liu ◽  
Jibao Gu
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Conflict Management ◽  
Management Practices ◽  
Negative Relationship ◽  
Cross Sectional ◽  
Content Type ◽  
Individual Level ◽  
Employee Relationships ◽  
The Individual

Purpose Over 83.72 million Chinese firms employing more than 775 million employees. It is essential to explore employee relationships and conflict management practices in China. Although collectivism can influence employee cognition and emotions, the psychological mechanism that links collectivism and job satisfaction is still unclear. Researchers have found existing empirical findings on conflict–performance relationships to be mixed and inconsistent, and have identified the need to pinpoint the explanatory mechanisms and boundary conditions that underlie the effect of conflict on job performance. This study aims to provide some clarification to this important yet relatively unclear issue. Design/methodology/approach A questionnaire survey was conducted in China to collect data. The authors received completed questionnaires from 466 employees. Findings Analysis of questionnaire results reveals that job satisfaction mediates the relationships between conflicts and perceived job performance, and that collectivism moderates the relationships between conflicts and job satisfaction. Specifically, the positive relationship between task conflict and job satisfaction is amplified by high levels of horizontal collectivism (HC) and vertical collectivism (VC), while the negative relationship between relationship conflict and job satisfaction is strengthened by HC. Research limitations/implications The main limitation is that this study used a cross-sectional design, meaning that causality in relationships cannot be established from results. Despite this limitation, the present findings provide insights into conflict management, job satisfaction and culture value literature. Originality/value This paper examines the moderating role of employees’ collectivist orientation (not national culture) on the relationships between conflicts and employee job satisfaction at the individual level. It also explores HC and VC and identifies their differential effects on the relationships between conflicts and job satisfaction.

Envy climate and group performance in full-service hotels: the roles of intragroup relationship conflict and competitive climate

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wen Wu ◽  
Dan Ni ◽  
Shaoxue Wu ◽  
Lu Lu ◽  
Xijing Zhang ◽  
...  
Keyword(s):  
Group Performance ◽  
Relationship Conflict ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Functional Perspective ◽  
Group Members ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose The extant literature mainly focuses on the antecedents and outcomes of envy at the individual level. Workgroups have become ideal units for research on envy given the ubiquitous teamwork in organizations. This study aims to examine whether, how and when envy climate can influence group performance. Design/methodology/approach The authors analyzed data collected in three waves from a sample of 72 groups with 475 team members in full-service hotels in China. Findings Envy climate was negatively associated with group performance via intragroup relationship conflict. Furthermore, competitive climate moderated the effect of envy climate on intragroup relationship conflict and the indirect effect of envy climate on group performance through intragroup relationship conflict. Practical implications The present research offers organizations valuable insights into how to minimize the climate of envy and competition within a group and relieve the relationship conflict that may damage group performance. Originality/value Drawing on a social functional perspective of emotions, this study enriches the envy research by conceptualizing envy climate as a collective perception and clarifying its effect on group performance. The authors extend the understanding of envy climate by showing how a climate of envy embedded in a group influences group performance and also explain when group members may be more likely to act in a destructive way to respond to such a climate.

scholarly journals Factors influencing time allocation of sport event volunteers

2018 ◽  
Vol 9 (3) ◽  
pp. 316-331 ◽  
Author(s):  
Kirstin Hallmann ◽  
Paul Downward ◽  
Geoff Dickson
Keyword(s):  
Time Allocation ◽  
Macro Level ◽  
Sport Event ◽  
Content Type ◽  
Individual Level ◽  
Factors Influencing ◽  
Multi Level ◽  
Sport Events ◽  
The Individual ◽  
Sport Event Volunteers

Purpose Given the increasing demands placed on a sport event workforce in servicing the needs of spectators, to attract and recruit volunteers to the industry, it is important for sport event managers to know what is driving how much time volunteers allocate to an event. The purpose of this paper is to investigate the individual and macro-level factors influencing the allocation of time to volunteer at sport events. Design/methodology/approach Survey data were collected from volunteers at 25 sport events (n=2,303). Multi-level modelling was used to identify common effects controlling for event differences. Findings Male gender significantly influences time allocated to an event at the individual level. At the macro-level, the number of local inhabitants has a significant negative effect whereas the status of an international event and duration contribute positively to time allocation. Research limitations/implications The results provide clear evidence that macro-level variables can stimulate interest in event volunteering opportunities. Originality/value This paper uses a multi-level approach to assess the influence of micro- and macro-level variables on time allocation by sport event volunteers. Using this approach, event heterogeneity can be controlled.

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