From fun-lovers to institutionalists: uncovering pluralism in IT occupational culture

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jocelyn Cranefield ◽  
Mary Ellen Gordon ◽  
Prashant Palvia ◽  
Alexander Serenko ◽  
Tim Jacks
Keyword(s):  
Job Satisfaction ◽  
Discriminant Analysis ◽  
National Culture ◽  
Hierarchical Cluster ◽  
Inductive Method ◽  
Occupational Culture ◽  
Content Type ◽  
Individual Motivation ◽  
It Workers ◽  
It Occupational Culture

PurposeThe study aims to explore whether there is diversity of occupational culture among IT workers. Prior work conceptualizes IT occupational culture (ITOC) as based around six distinctive values (ASPIRE) but has not explored whether there is variation in ITOC.Design/methodology/approachSurvey data from 496 New Zealand IT workers was used to create factors representing IT occupational values based on the ASPIRE tool. Hierarchical cluster analysis and discriminant analysis were applied to identify distinctive segments of ITOC.FindingsFour ITOC segments were identified: fun-lovers, innovators, independents and institutionalists. These differed in the relative emphasis ascribed to the ITOC values with each segment being distinguished by 1–2 dominant values. Segment membership varied according to level of responsibility and birth country. Institutionalists and innovators had higher concern about organizational and IT issues than fun-lovers and independents. Job satisfaction was lowest among innovators and highest along institutionalists.Research limitations/implicationsThis study challenges the concept of a unified ITOC, suggesting that ITOC is pluralistic. It also theorizes about interactions between ITOC, individual motivation and values and national culture.Practical implicationsManagement needs to be cognizant of the fact that IT occupational culture is not homogeneous and different IT occupational segments require unique management approaches, and that their own values may not match those of others in IT work. By understanding ITOC segments, managers can tailor support, assign tasks appropriately and design teams to optimize synergies and avoid conflict.Originality/valueThis study reveals the existence of ITOC segments and theorizes about the relationship of these to innovation-orientation, job satisfaction, individual motivation, work styles and national culture. The combination of cluster and discriminant analysis is a valuable replicable inductive method that is underrepresented in Information Systems (IS) research.

Participation impacts IT workers’ organisational commitment through the mediating roles of internal communication adequacy, burnout and job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Bachelor's Degree ◽  
Internal Communication ◽  
Organisational Commitment ◽  
High Turnover ◽  
Related Services ◽  
Content Type ◽  
Knowledge Based ◽  
Communication Practices ◽  
It Workers

Purpose The author said it was important to study organisational commitment in knowledge-based sectors like IT, where the quality and commitment of employees was critical. In addition, IT workers can easily find new jobs and high turnover is costly for organisations. His goal was to establish the antecedents of EOC Design/methodology/approach Data came from a public IT company (PITC) owned by a large Midwestern US university. PITC employs around 300 people in IT-related services, including engineers, technicians, and systems support personnel. There were 111 completed surveys. Around 61% had a bachelor’s degree and 23% had a postgraduate diploma. Findings The results showed that the three proposed mediators – ICA, burnout and job satisfaction ? were all significantly correlated with organisational commitment. But the data also indicated that there was no direct relationship between EWP and EOC. Instead, the relationship was found to be indirect. Originality/value There are several important implications for IT managers: first, when participative communication practices fail to increase the adequacy of internal communication, employees? understanding of their jobs, they are unlikely to foster EOC. Second, for EWP to positively impact EOC, it has to reduce employees? emotional exhaustion to the extent that it also increases their job satisfaction. Third, employees should be involved in the design of participation communication practices.

scholarly journals Revisiting the moderating role of culture between job characteristics and job satisfaction: a multilevel analysis of 33 countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Manli Gu ◽  
John Horng Li Tan ◽  
Muslim Amin ◽  
Md Imtiaz Mostafiz ◽  
Ken Kyid Yeoh
Keyword(s):  
Job Satisfaction ◽  
National Culture ◽  
Job Characteristics ◽  
Job Security ◽  
Cultural Dimensions ◽  
Cultural Dimension ◽  
Content Type ◽  
Job Experience ◽  
Job Motivation ◽  
The Relationship

PurposeThis paper aims to address how national culture moderates the relationship between job characteristics and job satisfaction.Design/methodology/approachThe authors examine the most recent data collected from the International Social Survey Programme (ISSP) in 2015 from a group of 33 countries. Hofstede's cultural model is used to represent and measure national culture.FindingsOne of the most significant findings from the authors’ two-level regression analysis is that having an interesting job contributes more to job satisfaction in individualistic countries than in collectivist countries. The authors also find that the newly introduced cultural dimension indulgence vs restraint has some significant moderating effect on the relationship between job security, salary, the perceived interest of a job and job satisfaction. Job security also seems to contribute less to job satisfaction in societies that are long-term oriented.Practical implicationsThis study provides further support for a more careful, nuanced examination of job motivation theories. Multinational companies should understand the needs of their employees and diversify their compensation packages accordingly. More attention should be paid to job design in individualistic or indulgent-oriented countries to create a satisfying job experience.Originality/valueThe authors examine the most recent data from ISSP and extend the literature by incorporating two additional cultural dimensions from Hofstede's model as moderators.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

Family-supportive organizational environment and turnover intention

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Work Life ◽  
Organizational Environment ◽  
Staff Retention ◽  
Negative Consequences ◽  
Content Type ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this paper is to test a model in which family-supportive organizational environment is associated with lower levels of turnover intention through higher levels of work-family enrichment and job satisfaction.Design/methodology/approachBased on a sample of 300 employees, the bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the research hypotheses.FindingsThe results suggest that employees experiencing high levels of family-supportive organizational environment are likely to report lower intention to leave their profession by virtue of their higher levels of job satisfaction and work-life enrichment.Research limitations/implicationsThe study is limited to public organization and sample size. Further research is needed to make comparison between large/state-owned and small/private organizations.Practical implicationsIn the Iran context, work-family enrichment and job satisfaction are effective in reducing the employees' turnover intention. Organizations should show concerns for the employees' work-life enrichment and job satisfaction to reduce their turnover intention.Social implicationsTurnover is one of the problems of organizations in many countries throughout the world including Iran, which has negative consequences through increasing the cost of organizations. The results of this study suggest ways in which staff retention could be improved.Originality/valueThe present study contributes to supportive organizational environment literature by addressing the relationship between family-supportive organizational environment and employee-related outcomes. Given some commonalities between Iran and other developing countries, the findings might be of potential interest in comparative studies dealing with the employees' turnover issue.

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

2019 ◽  
Vol 31 (8) ◽  
pp. 481-497 ◽  
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.

School leadership, teacher’s psychological empowerment and work-related outcomes

2019 ◽  
Vol 33 (7) ◽  
pp. 1501-1514
Author(s):  
Kersti Kõiv ◽  
Kadi Liik ◽  
Mati Heidmets
Keyword(s):  
Job Satisfaction ◽  
School Leadership ◽  
Leadership Style ◽  
Indirect Effect ◽  
School Principals ◽  
Psychological Empowerment ◽  
Content Type ◽  
Work Related ◽  
Perceived Leadership ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.

Collaboration strategies for a transition economy: measuring culture in Albania

2014 ◽  
Vol 21 (1) ◽  
pp. 78-103 ◽  
Author(s):  
Narasimha Rao Vajjhala ◽  
Kenneth David Strang
Keyword(s):  
Nonprofit Organizations ◽  
National Culture ◽  
Transition Economy ◽  
Factor Model ◽  
Five Factor Model ◽  
Content Type ◽  
Foreign Government ◽  
Norms And Values ◽  
The Usa ◽  
Private Corporations

Purpose – The researchers in this study reviewed the literature to locate the most relevant multicultural theories, factors, and instruments in order to measure Albania's national culture. The paper aims to discuss these issues. Design/methodology/approach – An innovative combination of exploratory and confirmatory factor analysis was used to fit the multicultural construct to the sample data and then estimate the national culture (n=73). The multicultural indexes were calculated for five generally accepted national culture factors to compare with the benchmarks published in the literature. Findings – The multicultural indexes were calculated for five generally accepted national culture factors to compare with the benchmarks published in the literature. An asymmetric plot was created for critical comparison of Albania with five other theoretically selected countries, using the indexes for PDi, ICi, MFi, UAi, and LTi. Albania was found to be most similar to its Balkan and Turkish neighbors, as compared with Asian or Western cultures such as that of the USA. Research limitations/implications – The researchers discussed the implications of knowing Albania's national culture profile with reference to how other countries might collaborate and transact with this emerging transition economy. Practical implications – From a business standpoint, the multicultural indexes for Albania provide general indicators of the national beliefs, norms and values, which foreign organizations may compare to their own cultural profile when interacting with professionals in this country. The best use for such indexes is for benchmarking and comparison. Foreign government, private corporations, or nonprofit organizations may compare their own culture profile with that of Albania to be aware of the similarities and differences. Originality/value – Albanian national culture was estimated for the first time in the literature, using a five-factor model adapted from the work of Hofstede.

The central role of knowledge management in business operations

2015 ◽  
Vol 21 (5) ◽  
pp. 1117-1139 ◽  
Author(s):  
Dimitrios Chatzoudes ◽  
Prodromos Chatzoglou ◽  
Eftichia Vraimaki
Keyword(s):  
Job Satisfaction ◽  
Knowledge Management ◽  
Conceptual Framework ◽  
Self Report ◽  
Successful Implementation ◽  
Management Process ◽  
Content Type ◽  
Organisational Climate ◽  
Innovative Culture ◽  
The Impact

Purpose – Knowledge Management (KM) is a contemporary research field of high interest for both academics and practitioners. For more than 15 years, successful companies have used KM as their most valuable source of competitive advantage. The purpose of this paper is attempt to extend the existing empirical approaches (research models), by focusing on the process of KM and its diffusion throughout the organisation. Design/methodology/approach – The present study proposes a newly developed conceptual framework that adopts a four-step approach, highlighting four areas of interest that have never been simultaneously examined before: knowledge antecedents, KM process, KM outcomes (satisfaction from the KM process) and individual (employee) outcomes. The proposed conceptual framework is tested, using a structured questionnaire, in a sample of 211 bank employees. The reliability and the validity of the questionnaire were thoroughly examined, while research hypotheses were tested using the “Structural Equation Modelling” technique. Findings – The results revealed that companies with enhanced innovative culture and an organisational climate that facilitates cooperation between employees tend to promote and ultimately maximise knowledge diffusion. Moreover, a contribution of the present study is the empirical confirmation of the relationship between the proposed factor “satisfaction from the knowledge management process” and both organisational commitment and job satisfaction. Research limitations/implications – A limitation stemming from the adopted methodology is the use of self-report scales to measure the factors (constructs) of the proposed model. Moreover, the present paper lacks a longitudinal approach, since it provides a static picture (snapshot) of the application of KM within enterprises. Practical implications – The paper highlights-specific areas (factors) that companies should enhance in order to harvest the potential benefits of KM. According to the empirical findings, organisations should focus on their human capital when managing their knowledge processes. After all, employee satisfaction from the KM process is found to be crucial for enhancing their job satisfaction and job performance. Originality/value – The paper proposes an enhanced conceptual framework that incorporates critical issues concerning the successful implementation of KM, thus, providing valuable tools for decision makers and academics. Its originality lies in the nature of its approach. More specifically, the present study examines the impact of KM on individual-level (employee), something that rarely appears in the relevant literature. Additionally, it incorporates “satisfaction from the knowledge management process” as a significant outcome of the KM process, thus, enriching the literature of the field. Finally, it investigates the impact of three contextual factors (innovative culture, organisational climate, inter-functional coordination) on KM process (externalisation, internalisation, socialisation, combination), adopting an approach that acknowledges KM as a function (factor) that transmits contextual influence onto individual effectiveness. The results of the study may be generalised in other sectors with similar characteristics (knowledge-intensive and learning organisations, service sector companies, etc) and in other developed countries whose financial institutions face similar challenges as the ones in Greece.

scholarly journals A typology of personal factor attributes among shoppers

2014 ◽  
Vol 18 (4) ◽  
pp. 394-412 ◽  
Author(s):  
Yue Teng Wong ◽  
Syuhaily Osman ◽  
Aini Said ◽  
Laily Paim
Keyword(s):  
Hierarchical Cluster ◽  
Measurement Model ◽  
Shopping Behavior ◽  
Personal Factors ◽  
Shopping Malls ◽  
Personal Factor ◽  
Content Type ◽  
Practical Applications ◽  
Confirmatory Factor ◽  
Klang Valley

Purpose – The purpose of this paper is to derive a comprehensive model with integrated dimensions of trait constructs to understand the shoppers’ dispositional traits in consumption. This study endeavors to gain empirical validation of a motivational network of shoppers’ traits in consumption as well as to ascertain different shoppers’ typology from the configurations of personal factor attributes. Design/methodology/approach – Store-intercept method was used to collect data from a sample of 600 apparel adult shoppers at five shopping malls in Klang Valley, Malaysia. The factor structure of personal factors was achieved using confirmatory factory analysis. The hierarchical and non-hierarchical cluster analysis was employed to develop the shoppers’ typology. Findings – A relatively good fit in confirmatory factor analysis validates the applicability of the conceptualized personal factor attributes measurement model. The constitution of personal factor attributes results in three shoppers typology of Confident, Enthusiastic Shoppers; Moderate, Pragmatic Shoppers and Self-Confined, Apathetic Shoppers. Practical implications – The study provides an understanding of the personal attribute factors and disseminates insightful information about profile of shoppers’ typology. Accordingly, the implementation of the strategy which involving the personality and psychological desires of the consumers, is now possible. Originality/value – This paper stipulates new insights to discern other dimensions in personality traits to examine the personal factor attributes, by considering the elemental traits, compound traits, situational traits and surface traits in a holistic manner. The findings of this study advance the knowledge on personal factor attributes that shape shopping behavior along with practical applications.

Toward sustainable supply chain orientation (SSCO): mapping managerial perspectives

2015 ◽  
Vol 45 (6) ◽  
pp. 536-564 ◽  
Author(s):  
Paola Signori ◽  
Daniel John Flint ◽  
Susan Golicic
Keyword(s):  
Supply Chain ◽  
Wine Industry ◽  
Inductive Method ◽  
Future Research ◽  
Sustainable Supply Chain ◽  
Content Type ◽  
Chain Orientation ◽  
Business Executive ◽  
Individual Level ◽  
Supply Chain Orientation

Purpose – The purpose this paper is to profile individual-level perspectives on sustainability and supply chain partnering, introduces the concept of sustainable supply chain orientation (SSCO), and suggests pathways between executive profiles toward SSCO. Design/methodology/approach – The research relies on inductive, theory-building grounded theory and phenomenological data collection and interpretations in the wine industry. In-depth interviews were conducted over five years with 112 senior managers from 88 organizations in the global wine industry representing nine wine regions in four countries. Findings – Ten profiles were developed depicting executives’ perspectives on embracing sustainability, the extent to which motivations for various forms of sustainability and partnering compete, and being self-or supply chain partner focussed. A SSCO depicts a leader who embraces sustainability, sees alignment in motivations and is supply chain partner focussed. Research limitations/implications – The paper contributes to the sustainable supply chain management and general business orientation discourses by introducing the concept of SSCO and profiling executives’ perspectives that may help to define pathways toward SSCO. It may be limited by its inductive method and the industry context. Limitations suggest future research in discovering additional profiles and pathways as well as validating them. Practical implications – Findings reveal the importance of understanding what sustainability means to business executives of firms in hyper-competitive markets with global supply chains. Managers will recognize that there are many possible routes toward SSCO, each one revealing potentially unique differentiation opportunities while also providing clues to competitors’ strategies. Originality/value – This work introduces the concept of SSCO and contributes a classification scheme consisting of detailed business executive profile descriptions and specific pathways toward SSCO followed by those executives.

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