Digital natives vs digital immigrants

2019 ◽  
Vol 32 (6) ◽  
pp. 1051-1070 ◽  
Author(s):  
Mohammad Hossein Jarrahi ◽  
Ali Eshraghi
Keyword(s):  
Technology Use ◽  
Generational Differences ◽  
Personal Characteristics ◽  
Digital Natives ◽  
Digital Immigrants ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Knowledge Practices ◽  
Social Technologies

Purpose Generational membership is argued to have an impact on how social technologies are used for knowledge sharing and communication in organizational contexts. Previous research has especially underscored the difference between digital natives and digital immigrants in how they make sense of and interact with social technologies for work. The purpose of this paper is to provide a multidimensional perspective and to explore generational differences as well as other factors deriving from both work-related and personal characteristics. Design/methodology/approach The paper presents a summary of the findings from interviews with 58 consultants from 17 managing consulting firms. Participants were selected based on their knowledge-intensive roles and their willingness to share information about their knowledge practices. Findings Findings highlight the significance of the organizational rank, knowledge needs, individuals’ enthusiasm for technology use and personality disposition in shaping workers’ attitudes toward social technologies for knowledge practices. This work builds from a social construction of technology perspective to provide a comprehensive insight into the roles played by work and personality-related factors beyond age and generational differences in the use of social technologies in and for work. Originality/value This research contributes to the discourse on generational differences and the use of social technologies. It puts this question into a broader context, and highlights other factors that shape this relationship.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

After-hours work-related technology use and individuals' deviance: the role of interruption overload, psychological transition and task closure

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Junaid Khalid ◽  
Qingxiong Derek Weng ◽  
Adeel Luqman ◽  
Muhammad Imran Rasheed ◽  
Maryam Hina
Keyword(s):  
Information And Communication Technologies ◽  
Technology Use ◽  
Deviant Behavior ◽  
Positive Association ◽  
Primary Data ◽  
Research Model ◽  
Content Type ◽  
Work Related ◽  
After Hours ◽  
And Task

PurposeThe information and communication technologies have made it progressively practical for employees to remain associated with work, even when they are not in the workplace. However, prior studies have provided very little understanding of the implications for the deviant behavior aspect. The current study aims to investigate the association between after-hours work-related technology usage and interpersonal, organizational and nonwork deviance through psychological transition, interruption overload and task closure. The authors draw upon the theory of conservation of resource (COR) to examine the research model.Design/methodology/approachThe primary data for the study has been collected in two waves from the sample of 318 employees who were working in diverse organizations in the Anhui province of the People's Republic of China for empirical testing of the authors’ research model.FindingsThis study's findings have revealed the positive association of after-hour work-related technology use with individuals' deviance in its entire three forms through psychological transition and interruption overload and have negative associations with all forms of deviance through task closure.Originality/valueThe significant contribution of this study is in the literature on technology use and employee outcomes, by identifying the consequences of technology use in both work (interpersonal deviance and organizational deviance) and outside work domain (nonwork deviance) and exploring the underlying mechanisms for these relationships in detail. To the best of the authors’ knowledge, this study is the first of its kind that investigates a relationship between after-hours technology use and all three kinds of deviance while exploring both the positive and negative perspectives in one study.

Transition to work, mismatch and underemployment among graduates: an Australian longitudinal study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Denise Jackson ◽  
Ian Li
Keyword(s):  
Learning Strategies ◽  
Personal Characteristics ◽  
Full Time ◽  
Graduate Level ◽  
Medium Term ◽  
Related Factors ◽  
Data Set ◽  
Content Type ◽  
Determining Factors ◽  
Over Time

PurposeThere are ongoing concerns regarding university degree credentials leading to graduate-level employment. Tracking graduate underemployment is complicated by inconsistent measures and tendencies to report on outcomes soon after graduation. Our study explored transition into graduate-level work beyond the short-term, examining how determining factors change over time.Design/methodology/approachWe considered time-based underemployment (graduates are working less hours than desired) and overqualification (skills in employment not matching education level/type) perspectives. We used a national data set for 41,671 graduates of Australian universities in 2016 and 2017, surveyed at four months and three years' post-graduation, to explore determining factors in the short and medium-term. Descriptive statistical techniques and binary logistic regression were used to address our research aims.FindingsGraduates' medium-term employment states were generally positive with reduced unemployment and increased full-time job attainment. Importantly, most graduates that were initially underemployed transited to full-time work at three years post-graduation. However, around one-fifth of graduates were overqualified in the medium-term. While there was some evidence of the initially qualified transitioning to matched employment, supporting career mobility theory, over one-third remaining overqualified. Skills, personal characteristics and degree-related factors each influenced initial overqualification, while discipline was more important in the medium-term.Originality/valueOur study explores both time-based underemployment and overqualification, and over time, builds on earlier work. Given the longer-term, negative effects of mismatch on graduates' career and wellbeing, findings highlight the need for career learning strategies to manage underemployment and consideration of future labour market policy for tertiary graduates.

scholarly journals Social- and healthcare managers' work wellbeing – literature review and key informant interviews

2020 ◽  
Vol 13 (6) ◽  
pp. 633-648
Author(s):  
Niina Herttuala ◽  
Lauri Kokkinen ◽  
Anne Konu
Keyword(s):  
Literature Review ◽  
Literature Search ◽  
Organizational Factors ◽  
International Studies ◽  
Systematic Literature Search ◽  
Healthcare Organizations ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related

PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

How authentic leadership and inclusion benefit organizations

2014 ◽  
Vol 33 (3) ◽  
pp. 275-292 ◽  
Author(s):  
Kenna Cottrill ◽  
Patricia Denise Lopez ◽  
Calvin C. Hoffman
Keyword(s):  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Online Survey ◽  
Self Esteem ◽  
Theory And Practice ◽  
Citizenship Behavior ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
The Relationship

Purpose – The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion, and two outcomes, organization-based self-esteem (OBSE) and organizational citizenship behavior (OCB). Design/methodology/approach – Using an online survey, data were collected from 107 primary and 219 peer participants in various industries throughout the USA. Primary participants provided perceptual ratings on inclusion, AL, OBSE and OCB. Co-workers assessed primary participants’ OCB. Findings – AL was positively related to inclusion (β=0.58, p<0.01) as well as self-rated OCB (β=0.36, p<0.01). Inclusion was positively associated with OBSE (β=0.48, p<0.01) and self-rated OCB (β=0.63, p<0.01). Inclusion mediated the relationship between AL and self-rated OCB. OBSE mediated the relationship between inclusion and self-rated OCB. All analyses controlled for the effects of race and gender. Practical implications – Results suggest organizations can promote inclusive environments through AL, and that inclusive environments promote employees’ work-related self-esteem and their willingness to go above and beyond in their jobs. Originality/value – This paper examines previously unstudied relationships, thus contributing to organizational theory and practice.

Gauging the impact of personal lifestyle, indoor environmental quality and work-related factors on occupant productivity when working from home

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xingzhou Guo ◽  
Hongyue Wu ◽  
Yunfeng Chen ◽  
Yuan Chang ◽  
Yibin Ao
Keyword(s):  
Environmental Quality ◽  
Healthy Lifestyle ◽  
Indoor Environmental Quality ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Working From Home ◽  
Home Based ◽  
Flexible Schedule ◽  
Environment Control

PurposePersonal lifestyle, work environments and work-related factors can significantly affect occupant productivity. Although many studies examine the affecting factors of occupant productivity in offices, explorations for the home-based work environment, which is designed mainly for living purposes, are still scarce. Moreover, current pandemic has made work from home a new normal for workers around the world. Therefore, it is important to identify key causal factors of occupant productivity when working from home.Design/methodology/approachThis study employed descriptive analysis and regression analysis method to explore the relationship among personal lifestyle, indoor environmental quality and work-related factors toward occupant productivity. A questionnaire including a comprehensive list of key measures was designed and 189 valid responses were collected from more than 13,000 participants.FindingsResults show that a healthy lifestyle, the perceived satisfaction of visual and acoustic environment, communication, interest in work, workload, flexible schedule and privacy positively affect occupant productivity when working from home, while coffee consumption, outside views and windows have negative effect.Originality/valueOpportunities to enhance occupants' home-based work productivity include developing a healthy lifestyle by taking advantage of flexible schedule, equipping a working room at home with advanced and intelligent environment control systems, and improving communication, workload and schedule by changing the policy of companies.

“As soon as people hear that word…”: associative stigma among clinicians working with people with serious mental illness

2018 ◽  
Vol 17 (1) ◽  
pp. 20-28 ◽  
Author(s):  
Beth A. Vayshenker ◽  
Joseph DeLuca ◽  
Timothy Bustle ◽  
Philip Yanos
Keyword(s):  
Mental Illness ◽  
Qualitative Study ◽  
Serious Mental Illness ◽  
Service Providers ◽  
Personal Characteristics ◽  
Content Type ◽  
Work Related ◽  
Stigma By Association ◽  
Related Stigma ◽  
Associative Stigma

Purpose Stigma by association occurs when members affiliated with a marginalized group become discredited themselves. The purpose of this paper is to explore associative stigma among mental health (MH) clinicians working with individuals diagnosed with serious mental illness (SMI). Design/methodology/approach In total, 47 eligible service providers completed an online qualitative study, with open-ended questions about areas touching on associative stigma such as assumptions about the MH profession, personal experiences of work-related stigma, and ways of coping. Findings The data revealed that MH clinicians commonly endorse experiences of associative stigma. The following themes were derived: experiences of stigma in describing the profession to others, media portrayal of MH professionals, assumptions about the field, ascriptions of personal characteristics, job devaluation, means of coping with associative stigma, and impact of associative stigma on work on clients. Originality/value This is the first qualitative study to examine the phenomenon of associative stigma with MH clinicians. This study suggests that MH providers working with people with SMI do encounter associative stigma when discussing their profession with community members. Professionals discussed encountering the stereotype that the work that they do is dangerous, that it is something “unwanted” and that it does not require much skill but could be done by anyone. Associative stigma could be an important component in the understanding of factors related to professional burnout.

Investigation of the Generational Differences of Two Types of Blog Writers

2019 ◽  
Vol 17 (4) ◽  
pp. 54-70
Author(s):  
Benazir Quadir ◽  
Nian Shing Chen ◽  
Jie Chi Yang
Keyword(s):  
Logistic Regression ◽  
Empirical Study ◽  
Web 2.0 ◽  
Knowledge Acquisition ◽  
Generational Differences ◽  
Digital Natives ◽  
Digital Immigrants ◽  
Web Based ◽  
Online Writing ◽  
Positive Attitudes

This study aimed to gain insights into the differences in perceptions of blog writing of two types of writers (i.e., digital natives [DNs] vs. digital immigrants [DIs]). The study focused on the generational literature and Web 2.0 as an online writing platform, investigating the generational differences in DN and DI writers' perceptions on a blog-based writing platform. The “WritingGen” blog was developed for this study to provide a web-based writing place to facilitate writers' writing and editing practices. An empirical study was conducted involving 34 Taiwanese blog writers with five hypotheses to be verified. Data were analyzed using independent samples t tests and logistic regression. The results revealed that the DN writers have significantly more positive attitudes toward blog writing, higher frequencies in blog-based writing behavior, perceived higher satisfaction, and higher knowledge acquisition than the DI writers. Based on these findings, pedagogical implications are provided.

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