Maintaining hope: the intrinsic role of professional support

2017 ◽  
Vol 12 (1) ◽  
pp. 13-23 ◽  
Author(s):  
Leigh-ann L. Onnis ◽  
Geraldine Dyer
Keyword(s):  
Job Satisfaction ◽  
Health Professionals ◽  
Professional Support ◽  
Team Approach ◽  
Remote Work ◽  
Structured Interviews ◽  
Content Type ◽  
Improved Stability ◽  
The Impact

Purpose The purpose of this paper is to examine the supportive aspects of a team approach for a remote mental health team that report high stability in senior clinical roles, in a region where voluntary turnover is typically high. Design/methodology/approach This qualitative research study examines the reflections of team members on their role and job characteristics through informal semi-structured interviews. Findings The extant themes identified as supportive aspects of the team approach included engagement and both personal and professional support. The intrinsic role of support in remote work environments, and the impact of intrinsic job satisfaction through client-focussed practices further supported low turnover, improved stability and consistency of service provision. Originality/value Continued support for existing experienced health professionals will contribute to workforce stability in remote regions where needs are complex and continuity of care is improved by consistent, reliable services. With health professionals working in remote Australia reporting high levels of job satisfaction; it follows that the next steps involve minimising dissatisfaction through effective workforce support mechanisms. Health professionals already working in remote regions, suggest that this is about engagement and personal and professional support through flexible work systems. While the findings of this study may not be generalisable, the authors suggest that these supportive aspects are transferable to other multi-disciplinary team settings.

The role of salesperson brand selling confidence in enhancing important sales management outcomes: a social identity approach

2018 ◽  
Vol 33 (3) ◽  
pp. 277-290 ◽  
Author(s):  
Bashar S. Gammoh ◽  
Michael L. Mallin ◽  
Ellen Bolman Pullins ◽  
Catherine M. Johnson
Keyword(s):  
Job Satisfaction ◽  
Cross Section ◽  
Design Methodology ◽  
Sales Management ◽  
Measurement Model ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Social Identity Approach

Purpose The purpose of the study is to address the gap in understanding how the brand influences sales outcomes by focusing one’s attention on the salesperson perceptions of the brand and the salesperson brand selling confidence. Design/methodology/approach The study uses a cross-section survey of professional salespeople. SmartPLS was used to estimate the measurement model and test the hypothesized path relationships. Findings The study’s results indicate that salespeople who believe in the strength of the brands they represent are more likely to identify with the brand, are more confident in selling the brand and, overall, tend to perform better, have higher job satisfaction and are more committed to their companies. Originality/value This paper contributes to the sales literature by further exploring the relationship between the brand and sales function in the firm. This area has recently received academic attention but has not yet considered the mediating processes that connect the two areas. This study identifies perceptions of brand strength and brand selling confidence as mechanisms that mediate the impact of brand on sales outcomes.

Pay inequality and job satisfaction of law firms: the role of strategic positioning

2020 ◽  
Vol 16 (2) ◽  
pp. 189-213
Author(s):  
Ki Kyung Song ◽  
Eunyoung Whang
Keyword(s):  
Job Satisfaction ◽  
Law Firms ◽  
Strategic Positioning ◽  
Pay Gap ◽  
Content Type ◽  
Differentiation Strategy ◽  
Generic Strategy ◽  
Pay Inequality ◽  
The Impact

Purpose Using Porter’s (1980) generic strategy to define strategic positioning of law firms, this paper aims to explain why some law firms have more/less pay inequality than others do and examine the impact of pay inequality on law firms’ partners and the job satisfaction of their associates. Design/methodology/approach This paper uses data from The American Lawyer. The strategic positioning, compensation and job satisfaction scores of 614 firm-year observations of US law firms are hand-collected over the period from 2007 to 2016. Findings Non-equity partners at law firms with differentiation strategy (Porter, 1980) are more likely to build rainmaking ability than those at law firms relying on billable hours. As a result, law firms with differentiation strategy have a narrower pay gap between their equity and non-equity partners than those firms relying on billable hours. After controlling for the effects of strategy on pay inequality using two-stage and three-stage least squares models, this paper finds that a wider pay gap deprives associates of job satisfaction. Originality/value Considering strategic positioning, this paper validates why some law firms have more/less pay inequality and proves how pay inequality affects job satisfaction.

The German advertising industry – from 1950 to 2018

2019 ◽  
Vol 12 (1) ◽  
pp. 101-125
Author(s):  
Damian Hesse ◽  
Katja Lurie
Keyword(s):  
Special Focus ◽  
German Industry ◽  
Sustainable Leadership ◽  
Advertising Agencies ◽  
Structured Interviews ◽  
Content Type ◽  
Advertising Industry ◽  
Secondary Sources ◽  
The Impact

Purpose The purpose of this paper is to review the development of the German advertising industry starting from 1950 to 2018 with a special focus on the American influence. Design/methodology/approach The paper uses the oral history methodology. The content is based on 27 semi-structured interviews with current and former experts from the German and American advertising industry. An analysis of secondary sources supports the line of argumentation. Findings The paper confirms the outstanding role of the American influence on the German advertising industry, owing to new standards of professionalism, to novel versions of terminology and to the introduction of the theory of marketing. However, incompatible management styles, increasing global competition and financial pressure diminished the impact. Likewise, the American interference did not suppress the development of specific German industry characteristics such as a strong entrepreneurial culture or sustainable leadership. Originality/value This paper provides an overview of the history of German advertising with a focus on advertising agencies in the period from 1950 to today (2018). Further, this paper assesses the special impact of the American influence on the German advertising industry. Further, subjects of investigation are particularities of the German advertising industry, such as special attributes of agency leaders and their relationship with clients, distinct versions of ownership structures, agency service offerings and, finally, the role of creativity.

scholarly journals Key determinants of organisational silence for non-standard workers

2016 ◽  
Vol 54 (6) ◽  
pp. 1522-1538 ◽  
Author(s):  
Willam Joseph Pirie
Keyword(s):  
Life Cycle ◽  
Academic Research ◽  
Limited Liability ◽  
Future Contract ◽  
Structured Interviews ◽  
Diverse Range ◽  
Content Type ◽  
Start Up ◽  
The Impact

Purpose – The purpose of this paper is to identify the key determinants of organisational silence from the perspective of non-standard workers (NSWs). The study focuses on three research themes: first, analysing the experiences motivating NSWs to remain silent; second, analysing the role of the NSW life cycle in the motivation to remain silent, the final theme is evaluation of the impact on organisational voice of an organisation employing a workforce in which NSWs and standard workers (SWs) are blended. Design/methodology/approach – The study utilises a phenomenological approach, as defined by Van Manen (2007), to collect and analyse the phenomenon of organisational silence from the perspective of NSWs. The NSWs are defined as individuals operating via Limited Liability UK registered companies created for the purpose of delivering services to organisations via a contract of services. This study employed a combination of phenomenology and hermeneutics to collect and analyse the data collected from the NSWs using semi-structured interviews (Lindseth and Norberg, 2004). Findings – The study concludes with three core findings. NSWs experience similar motivational factors to silence as experienced by standard workers (SWs). The key differential between a SW and a NSW is the role of defensive silence as a dominant motivator for a start-up NSW. The study identified that the reasons for this is that new NSWs are defensive to protect their reputation for any future contract opportunities. In addition, organisations are utilising the low confidence of new start up NSWs to suppress the ability of NSWs to voice. The research indicates how experienced NSWs use the marketing stage of their life cycle to establish voice mechanisms. The study identified that NSWs, fulfiling management and supervisory roles for organisations, are supporting/creating climates of silence through their transfer of experiences as SWs prior to becoming NSWs. Research limitations/implications – This study is a pilot study, and the findings from this study will be carried forward into a larger scale study through engagement with further participants across a diverse range of sectors. This study has identified that there is a need for further studies on organisational silence and NSWs to analyse more fully the impact of silence on the individuals and the organisation itself. A qualitative phenomenological hermeneutical study is not intended to be extrapolated to provide broad trends. The focus of the phenomenological hermeneutic research methodology is on describing and analysing the richness and depth of the NSW’s experiences of silence in organisational settings. Originality/value – This paper draws together the studies of worker classification, motivators for organisational silence, and the impact of blending SWs and NSWs in an organisational setting. The study demonstrates that academic research to date has focused predominantly on SWs to the exclusion of the 1.5 million, and growing, NSWs in the UK. This study examines these under-represented workers to analyse the participants’ experiences of organisational silence, and its consequences in organisational settings, demonstrating a need for further studies.

Workplace diversity and job satisfaction

2020 ◽  
Vol 39 (4) ◽  
pp. 419-446
Author(s):  
Laetitia Hauret ◽  
Donald R. Williams
Keyword(s):  
Job Satisfaction ◽  
Empirical Relationship ◽  
Workplace Diversity ◽  
Probit Regression ◽  
Content Type ◽  
Two Measures ◽  
The Impact ◽  
The Relationship ◽  
Nationality Diversity

PurposeThis article estimates the empirical relationship between workplace diversity in terms of nationality and individual worker job satisfaction in the context of a multicultural country. It also examines the role of the level of communication between coworkers in moderating this relationship.Design/methodology/approachUsing merged survey and administrative data, the paper estimates OLS and ordered Probit regression estimates of the correlations between two measures of workplace diversity and self-reported job satisfaction.FindingsThe relationship between nationality diversity and job satisfaction is negative. While there is some evidence of a nonlinear relationship, it depends on the specification and measure of diversity used. Contrary to expectations, the level of interaction between colleagues does not moderate this relationship.Practical implicationsThe research highlights the need for employers to actively manage the diversity within their firms.Originality/valueThe paper adds to the diversity and job satisfaction literature by focusing on the nationalities of coworkers. It also is the first to measure the impact of the levels of interactions with coworkers on the diversity-satisfaction relationship.

Perceived organizational support on episodic volunteers' affective and behavioral outcomes: a case of the 2016 Rio Olympic Games

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Doyeon Won ◽  
Weisheng Chiu ◽  
Hyejin Bang ◽  
Gonzalo A. Bravo
Keyword(s):  
Job Satisfaction ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Olympic Games ◽  
Equation Modeling ◽  
Age Difference ◽  
Continuance Intention ◽  
Content Type ◽  
The Impact

PurposeThe aim of this study was to investigate the effects of perceived organizational support (POS) on the relationships between volunteer job satisfaction, attitude toward volunteering and continuance intention. Also, this study investigated the moderating role of volunteer age in the relationships between study variables.Design/methodology/approachParticipants were recruited from volunteers in the Rio 2016 Olympic Games and/or the Rio 2016 Paralympic Games (N = 4,824). Data were primarily analyzed using the partial least squares structural equation modeling (PLS-SEM) and multigroup analysis (PLS-MGA).FindingsResults of the PLS-SEM indicated that, firstly, POS had a positive and significant effect on continuance intention, attitude and job satisfaction. Moreover, the influence of job satisfaction on attitude was statistically significant. Paths from attitude and job satisfaction to continuance intention were statistically and positively significant. As a next step, PLS-MGA was conducted using basic bootstrapping to test the age difference in the research model. Significant differences were found in the paths from POS to attitude and from satisfaction to continuance intention. More specifically, the influence of POS on attitude was significantly stronger for the younger group. On the other hand, the impact of satisfaction on continuance intention was significantly stronger for the older group.Originality/valueThe large sample size of this study offered more persuasive empirical evidence on the role of POS in volunteers' perception and behavior. The findings suggest the importance of the event organizer's support for volunteer outcomes and clear communication with volunteers on their needs and wants.

Workplace bullying and organizational citizenship behavior: the parallel mediating effects of job satisfaction and resilience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aparna Mendiratta ◽  
Shalini Srivastava
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Workplace Bullying ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Hospitality Sector ◽  
The Impact

PurposeUpholding congruency with conservation of resources (COR) theory, the study intends to analyze the impact of workplace bullying on organizational citizenship behavior (OCB) via job satisfaction and resilience as parallel mediators in the Indian hospitality sector.Design/methodology/approachThe study used a data of 240 respondents working in the hospitality sector in India. Direct and indirect effects were assessed through statistical techniques such as structural equation modeling and mediation analysis (Preacher and Hayes, 2004) for hypotheses testing using SPSS and AMOS tools.FindingsThe findings of the study suggest the negative correlation between workplace bullying and OCB. This study demonstrates the role of job satisfaction and resilience as parallel mediators in combating the cascading ill effect of workplace bullying on OCB.Research limitations/implicationsThe results help India's hospitality sector to understand the intensity and impact of workplace bullying on job satisfaction and OCB.Originality/valueThis is the original and first study examining the role of workplace bullying on OCB via job satisfaction and resilience as parallel mediators in the non-Western context.

Empowering Jordanian women through entrepreneurship

2020 ◽  
Vol 22 (1) ◽  
pp. 133-144 ◽  
Author(s):  
Muntaha Banihani
Keyword(s):  
Economic Development ◽  
Women Entrepreneurs ◽  
Social Perceptions ◽  
Structured Interviews ◽  
Female Entrepreneurs ◽  
Family Responsibilities ◽  
Content Type ◽  
Physical Mobility ◽  
The Impact

Purpose A strong correlation has been found across several countries between women’s positions in society and economic development, suggesting that there is a relationship between women’s empowerment and countries’ economic development. Despite the impact women have in terms of economic activity and job creation, however, the role of women entrepreneurs is often underplayed and undervalued. Therefore, this paper aims to investigate the challenges women entrepreneurs face in Jordan to uncover ways to empower them. Design/methodology/approach This qualitative research used in-depth interviews with 15 women to investigate their perceptions regarding the challenges affecting their businesses. Semi-structured interviews were used to allow participants flexibility in expressing their views and experiences. The results from the interviews were analysed using NVIVO software to identify themes and categories. Findings It was found that women entrepreneurs in Jordan still face many challenges, primarily related to family responsibilities, networking and physical mobility. Research limitations/implications Recommendations for scholars and decision makers are presented to reduce the impact of the challenges faced by women entrepreneurs in Jordan. Originality/value This research contributes to the current entrepreneurial literature as it provides a deeper understanding of the experiences of women entrepreneurs in Jordan. Thus, it heeds the call for more research on women entrepreneurs in developing countries. In shedding light on the experiences of female entrepreneurs in Jordan, this paper provides strong arguments for challenging the traditional social perceptions regarding the roles of women.

Perceptions of corporate social responsibility, organizational commitment and job satisfaction

2015 ◽  
Vol 13 (1) ◽  
pp. 31-54 ◽  
Author(s):  
Caroline Closon ◽  
Christophe Leys ◽  
Catherine Hellemans
Keyword(s):  
Job Satisfaction ◽  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Self Report ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Corporate Social ◽  
The Impact

Purpose – This paper aims to, first, investigate the impact of corporate social responsibility (CSR)’s various dimensions on organizational commitment and job satisfaction, and, second, to examine the moderating role of employee expectations in this relationship. Studies have increasingly focused the attention on the links between perceptions of CSR and employees’ attitudes. However, a majority of studies do concentrate on internal CSR impact. Design/methodology/approach – A field study based on data from 621 workers. The constructs were measured by validated self-report questionnaires. Findings – The results show that ethical and legal internal and external practices significantly influence the affective organizational commitment. The results also indicate that job satisfaction is positively influenced by internal and external ethico-legal practices as well as by philanthropic practices. Nonetheless, the role of expectation as moderator could not be demonstrated. This matter is discussed in the section dedicated to the limitations of the study. Originality/value – The originality of the contribution is undoubtedly to have integrated the concept of citizen-worker in this research on CSR.

The mitigating effects of core self-evaluations in uncertain environments

2016 ◽  
Vol 37 (2) ◽  
pp. 226-240 ◽  
Author(s):  
Jeffrey J. Haynie ◽  
Stanley G Harris ◽  
Christopher Brian Flynn
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intentions ◽  
Negative Impact ◽  
Job Attitudes ◽  
Future Research ◽  
Content Type ◽  
Core Self ◽  
The Impact

Purpose – The purpose of this paper is to examine the impact of core self-evaluations (CSE) and change uncertainty on job satisfaction and turnover intentions within the context of an organizational change. Because individuals high in CSE are expected to be able to cope better with uncertainty, the authors also tested the mitigating effect of CSE on the change uncertainty-attitude relationships. Design/methodology/approach – Surveys were completed and returned by 398 employees in the midst of a merger containing measures of CSE, change uncertainty, job satisfaction, and turnover intentions. The survey was voluntary and administered cross-sectionally. Findings – Change uncertainty was found to negatively influence job satisfaction and positively influence turnover intentions. Additionally, CSE positively impacted job satisfaction and negatively impacted turnover intentions. High CSE was also found to minimize the negative impact of examined change uncertainty-job attitude relationships. Research limitations/implications – The research has implications for the role of CSE in attitude formation within a change context and adds to existing literature supporting the detrimental effects of change uncertainty on job attitudes. Also, the study provided evidence of how CSE interacts with change uncertainty reducing the detrimental impact on job attitudes. Future research should continue to examine the role of CSE in the way employees react to other change-related stressors. Originality/value – The relationships among change uncertainty, CSE, and job attitudes were explored through a theoretical lens and tested empirically using employees in the midst of an organizational change.

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