Work value orientations and worker well-being in the new economy

2018 ◽  
Vol 38 (9/10) ◽  
pp. 736-753 ◽  
Author(s):  
Andrey Shevchuk ◽  
Denis Strebkov ◽  
Shannon N. Davis
Keyword(s):  
Work Values ◽  
Job Demands ◽  
New Economy ◽  
Working Hours ◽  
Well Being ◽  
Value Orientations ◽  
Subjective Well Being ◽  
Content Type ◽  
Negative Effect ◽  
Work Value

Purpose The purpose of this paper is to integrate work values research with the Job Demands–Resources model to assess the role that work value orientations play in self-employed workers’ subjective well-being. Design/methodology/approach The paper analyzes unique data on freelancers participating in an online labor market (n=9,984). Findings Intrinsic work values are associated with greater subjective well-being, whereas extrinsic work values are associated with lower subjective well-being. Consistent with the buffer hypothesis, intrinsic work value orientation reduces the negative effect of working hours on worker’s well-being, and extrinsic orientation enhances the negative effect. Originality/value This paper calls into question the importance of working conditions relative to worker values when assessing the role that job demands and resources play in the new economy. As work becomes more demanding and employment relations more flexible, personal resources such as work value orientations may become increasingly important for worker’s well-being.

Work environment transformation in the post COVID-19 based on work values of the future workforce

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fruzsina Pataki-Bittó ◽  
Kata Kapusy
Keyword(s):  
Work Environment ◽  
Work Values ◽  
Well Being ◽  
Value Theory ◽  
Physical Work ◽  
Theory Approach ◽  
Content Type ◽  
Generation Z ◽  
The Future ◽  
Work Value

Purpose The purpose of this study is to find out the future workforce’s work values and, based on them, to examine the work environment Generation Z are looking for in the situation of job search. Moreover, this study aims to provide ideas for organizations on how to transform the work environment for the post-COVID-19 era to attract and retain employees, especially the members of Generation Z. Design/methodology/approach The research design is based on the theory development method. Data were generated and collected from 28 focus groups and a survey (n = 773). First, initial coding was done with an affinity diagram, followed by the intermediate coding phase, when the authors compared the codings’ results and selected the core data. Finally, the advanced coding resulted in a work value model, which presents Generation Z’s core work value categories. Findings The paper presents a work value theory for Generation Z, which reflects their expectations of the physical work environment and the flexible work arrangements among the work values. To prepare for the post-COVID-19 era, this study suggests organizations applying hybrid working models. Practical implications Based on impacts and expected transformations in office work in the post-COVID-19 era, the paper calls attention to the critical management issues concerning Generation Z’s preferences and expectations. Originality/value The findings propose a broader work value theory approach that highlights the work environment’s convenience features and integrates values that support the employees’ desired lifestyle and well-being.

Is procrastination a “friend or foe”? Building the relationship between fear of the failure and entrepreneurs’ well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Strong Relationship ◽  
Well Being ◽  
Mediating Effect ◽  
Fear Of Failure ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Negative Effect ◽  
The Government ◽  
The Relationship

Purpose In the present era, entrepreneurs’ well-being is considered a significant factor owing to its strong relationship with entrepreneurship. Therefore, this study aims to investigate the relationship between fear of failure and entrepreneurs’ well-being through the mediating effect of procrastination. Design/methodology/approach This study is descriptive, with cross-sectional data obtained through a survey questionnaire distributed randomly in Pakistan. Overall, data from 346 valid cases were used to achieve suitable study outcomes. Findings This study’s empirical findings highlight the negative effect of fear of failure on subjective well-being. Fear of failure is found to have a significant positive effect on procrastination. Furthermore, procrastination has a negative effect on subjective well-being. Finally, procrastination has a negative role in mediating the relationship between fear of failure and subjective well-being. Practical implications The conceptualization of the fear of failure and procrastination (direct and indirect) in relation to subjective well-being may offer a novel contribution in terms of a framework, policymaking and practice. Policymakers, top management and the government may consider the hindering effects of procrastination and fear of failure on entrepreneurs’ well-being and ventures’ success. The study findings may also enrich views in the literature on entrepreneurship and management, particularly in the developing country context. Originality/value This study could be helpful in eradicating the traps of procrastination and fear of failure, raising entrepreneurs’ confidence and levels of activity.

The effect of employment on the subjective well-being of 60–80 years old people

2020 ◽  
Vol 47 (12) ◽  
pp. 1481-1497
Author(s):  
Hila Axelrad ◽  
Arie Sherman ◽  
Israel Luski
Keyword(s):  
Life Satisfaction ◽  
Older Workers ◽  
Working Hours ◽  
Well Being ◽  
Positive Contribution ◽  
Subjective Well Being ◽  
Policy Makers ◽  
Content Type ◽  
Cognitive Component ◽  
Self Employment

PurposeThe current study investigates the association of employment at older age (60–80 years ) with the cognitive component of subjective well-being (SWB): life satisfaction.Design/methodology/approachOut of the Survey of Health, Ageing and Retirement in Europe (SHARE), the present study’s sample included 58,197 observations of participants aged 60–80 years from 18 countries. The authors estimate the direct effects of employment and number of working hours on life satisfaction while considering the characteristics of the job and their impact.FindingsResults reveal that individuals who do not work enjoy a higher level of life satisfaction and so do those who work in developing jobs. Work under pressure reduces the level of SWB and working in physically demanding jobs has no significant impact on SWB. The results confirm previous findings regarding the positive contribution of self-employment to individuals’ SWB.Originality/valueThe results allow policy makers to implement policy measures that can improve older workers' SWB.

scholarly journals Instrumental work values and responses to HR practices

2018 ◽  
Vol 47 (1) ◽  
pp. 60-73 ◽  
Author(s):  
Meng-Long Huo ◽  
Peter Boxall
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Work Values ◽  
Well Being ◽  
Value Orientations ◽  
Content Type ◽  
Hr Practices ◽  
Chinese Workers ◽  
The Impact ◽  
Positive Effect

Purpose Grounded in the theory of person-organisation fit, the purpose of this paper is to investigate the extent to which instrumental work values influence the relationship between HR practices and employee well-being (measured by job satisfaction) in a sample of Chinese workers. Design/methodology/approach Questionnaire data for this cross-sectional, quantitative study were collected from 371 front-line workers in a Chinese manufacturer. Structural equation modelling was used to test the hypotheses. Findings The results show that work instrumentalism significantly reduces the positive effect of training on job satisfaction while boosting the positive effect of remuneration on job satisfaction. In contrast, there is no evidence for an interaction between instrumentalism and employee involvement. Practical implications The results imply that the degree to which HR practices are effective in promoting job satisfaction among these Chinese workers depends both on their work-value orientations and on the implications of the particular HR practice. Managers concerned about job satisfaction in China need to consider the impact of work values and the goals of particular HR practices. Originality/value China makes an enormously important contribution to world manufacturing output but the authors need a better understanding of how Chinese workers are likely to interpret and respond to HR practices if employee well-being in Chinese enterprises is to be fostered.

Compensatory Coping Through the Extension of Working Hours

2019 ◽  
Vol 63 (3) ◽  
pp. 115-128 ◽  
Author(s):  
Maie Stein ◽  
Sylvie Vincent-Höper ◽  
Nicole Deci ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Job Demands ◽  
Working Hours ◽  
Well Being ◽  
Leader Member Exchange ◽  
Workplace Health ◽  
High Quality ◽  
Data Analyses ◽  
Member Exchange ◽  
The Relationship ◽  
Advance Knowledge

Abstract. To advance knowledge of the mechanisms underlying the relationship between leadership and employees’ well-being, this study examines leaders’ effects on their employees’ compensatory coping efforts. Using an extension of the job demands–resources model, we propose that high-quality leader–member exchange (LMX) allows employees to cope with high job demands without increasing their effort expenditure through the extension of working hours. Data analyses ( N = 356) revealed that LMX buffers the effect of quantitative demands on the extension of working hours such that the indirect effect of quantitative demands on emotional exhaustion is only significant at low and average levels of LMX. This study indicates that integrating leadership with employees’ coping efforts into a unifying model contributes to understanding how leadership is related to employees’ well-being. The notion that leaders can affect their employees’ use of compensatory coping efforts that detract from well-being offers promising approaches to the promotion of workplace health.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

The Autonomy Paradox: How Night Work Undermines Subjective Well-Being of Internet-Based Freelancers

ILR Review ◽  
2018 ◽  
Vol 72 (1) ◽  
pp. 75-100 ◽  
Author(s):  
Andrey Shevchuk ◽  
Denis Strebkov ◽  
Shannon N. Davis
Keyword(s):  
New Economy ◽  
Well Being ◽  
Russian Language ◽  
Night Work ◽  
Subjective Well Being ◽  
Unique Data ◽  
Flexible Schedule ◽  
Partnership Status ◽  
Online Labor ◽  
Nonstandard Work Schedules

Nonstandard work schedules have important consequences for workers in the new economy. Using unique data on the work times of Internet-based freelancers, specifically, self-employed professionals participating in a Russian-language online labor market ( N = 4,280), the authors find that working at night has adverse effects on workers’ subjective well-being as measured by satisfaction with work–life balance, life satisfaction, and emotional exhaustion. Night work has differential effects on freelancers’ well-being based on gender, partnership status, and caregiving responsibilities. Highlighting the autonomy paradox, the authors’ findings document how freelancers’ discretionary application of a flexible schedule to work at night consequently undermines their well-being.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

scholarly journals Mothers’ non-standard working and childcare-related challenges

2016 ◽  
Vol 36 (1/2) ◽  
pp. 36-52 ◽  
Author(s):  
Sanna Moilanen ◽  
Vanessa May ◽  
Eija Räikkönen ◽  
Eija Sevón ◽  
Marja-Leena Laakso
Keyword(s):  
Maternal Employment ◽  
Working Hours ◽  
Well Being ◽  
Multivariate Regression Analysis ◽  
Welfare States ◽  
Content Type ◽  
Maternal Work ◽  
Lone Mother ◽  
Lone Mothers ◽  
Country Specific

Purpose – The purpose of this paper is to particularly focus on lone-mother families, comparing the childcare-related challenges experienced by working lone mothers and coupled mothers in three European countries in the context of a 24/7 economy and non-standard working hours (e.g. evening, night and weekend work). Design/methodology/approach – This study utilises survey data from Finnish, Dutch and British working mothers (n=1,106) collected as part of the “Families 24/7” research project. Multivariate regression analysis is used to analyse the associations between childcare-related challenges, maternal non-standard working, lone motherhood and country of residence. Findings – The results indicated similar results across the three countries by showing that working lone mothers experience childcare-related challenges more often compared with coupled mothers. Furthermore, an increase in maternal non-standard working associated positively with increased childcare-related challenges in both lone mother and coupled families but lone motherhood did not moderate this association. The findings suggest that, regardless of family form, families in all three countries struggle with childcare arrangements when the mother works during non-standard hours. This possibly relates to the inadequate provision of state-subsidised and flexible formal childcare during non-standard hours and to the country-specific maternal work hours cultures. Originality/value – This study responds to the need for comparative research on the reconciliation of maternal non-standard working and childcare with self-collected data from three European welfare states. The importance of the study is further highlighted by the risks posed to the maintenance of maternal employment and family well-being when reconciliation of work and childcare is unsuccessful, especially in lone-mother families.

Psychological capital and career commitment: the mediating effect of subjective well-being

2018 ◽  
Vol 56 (2) ◽  
pp. 458-473 ◽  
Author(s):  
Hansika Singhal ◽  
Renu Rastogi
Keyword(s):  
Life Satisfaction ◽  
Negative Affect ◽  
Positive Affect ◽  
Psychological Capital ◽  
Career Commitment ◽  
Well Being ◽  
Subjective Well Being ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to discover the role of psychological capital (PsyCap) as a predictor of subjective well-being (SWB) and career commitment (CC). Further, it aims to analyze the mediating role of SWB in the relationship between PsyCap and CC in the Indian manufacturing sector. Design/methodology/approach A quantitative survey-based research design employing data from 300 employees in the National Capital Region (NCR) of India was used in the present research. Findings The results demonstrated that PsyCap acted as a predictor for SWB and CC. Additionally, SWB partially mediated the relationship between PsyCap and CC. Research limitations/implications The limitations of the present research would have to do with the purposive sample set chosen during the data collection. The sample consisted of middle- and upper-middle-class Indian employees working in the NCR having knowledge of English language and computer skills. Perhaps, future research works should take into account a wider sample in terms of the regions across India and not only the NCR. Although the findings showed that SWB reduced the relationship between PsyCap and CC, still that relationship was significant statistically. Further research studies might also explore various moderators while simultaneously studying SWB. In the research, SWB acted as a significant mediator of the relation between PsyCap and CC, yet at the same time, it may be the scenario that employees who are committed toward their career would be more inclined to espouse a greater sense of SWB (i.e. mediator is caused by the outcome). Hence, the authors duly recognize the need to test this substitute model. Since, SWB places chief emphasis on respondent’s own experiences and perspectives; it does not denote a consummate understanding of their mental health as people may have psychological disorders even if they experience happiness. Hence, the use of other measures in addition to SWB in comprehending a person’s psychological health is desirable (Diener et al., 1997). Practical implications This study suggests that in order for organizations to have a workforce committed to their career and hence, their profession, the supervisors will need to train the employees having a higher incidence of PsyCap to increase their SWB. Consequently, the supervisors will, in turn, need to recruit employees already having the four dimensions of PsyCap, i.e. hope, efficacy, resilience and optimism at the workplace in order for them to have a higher life satisfaction, positive affect, reduced negative affect (three components of SWB) and increased CC. Social implications Employees who develop within themselves a state of being hopeful, efficacious, resilient and optimistic will also be strongly oriented toward having greater life satisfaction, positive affect and lower levels of negative affect. This, in part, would help them achieve the required commitment toward their career and hence, help them in sticking with their jobs. Originality/value The present study advances the existing work on positive organizational behavior by exhibiting the noteworthy role of PsyCap in predicting SWB and CC. Further, it helps in demonstrating the inevitable role of SWB in partially mediating the relationship between PsyCap and CC.

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