Young workers’ perception of brand image: main and moderating effects

2015 ◽  
Vol 2 (3) ◽  
pp. 267-281 ◽  
Author(s):  
Susan E. Myrden ◽  
Kevin Kelloway
Keyword(s):  
Work Experience ◽  
Brand Image ◽  
Research Work ◽  
Self Report ◽  
Young Workers ◽  
Job Seekers ◽  
Cross Sectional ◽  
Content Type ◽  
Functional Attributes ◽  
Self Report Data

Purpose – The purpose of this paper is to examine the relationship between an employer’s brand image (i.e. symbolic and functional attributes) and job seekers’ attraction to the firm among a sample of young workers. Design/methodology/approach – Job seekers completed a questionnaire regarding their knowledge of a particular firm, their perceived image of that firm, and their attraction toward that firm in terms of future employment. Moderated regression analyses were used to test the hypotheses of interest. Findings – Consistent with previous findings, both functional and symbolic attributes of the brand image were related to job seekers’ attraction to the firm. In contrast to previous research, work experience moderated the effect of symbolic, but not functional, attributes such that these effects became stronger with more experience. Symbolic and functional attributes also interacted to predict job seekers’ attraction to the firm. Research limitations/implications – The study is based on cross-sectional self-report data, which limits causal inference. Practical implications – Results suggest that young workers are particularly influenced by symbolic attributes of the organizations’ brand image. Originality/value – This paper compares the role of symbolic and functional attributes in predicting young workers’ attraction to the firm. Young workers are more influenced by symbolic attributes and these influences are stronger when individuals gain in work experience and when they perceive higher functional attributes.

Organizational powerlessness, dehumanization, and gendered effects of procedural justice

2016 ◽  
Vol 31 (2) ◽  
pp. 570-585 ◽  
Author(s):  
Chris M Bell ◽  
Careen Khoury
Keyword(s):  
Procedural Justice ◽  
Turnover Intention ◽  
Self Report ◽  
Interpersonal Justice ◽  
Cross Sectional ◽  
Content Type ◽  
Human Needs ◽  
Mediated Effects ◽  
Moderated Mediation Model ◽  
Self Report Data

Purpose – The purpose of this paper is to test whether procedural justice effects on organizational powerlessness and dehumanization are stronger for women than men and, consequently, mediated effects on turnover intention are conditional upon gender. Design/methodology/approach – The authors recruited to a two-wave survey of workplace attitudes with flyers distributed at downtown subway exits. The authors controlled for and tested alternative models for distributive and interpersonal justice. Findings – Gender moderated procedural justice effects on both mediators. The moderated mediation model held only for organizational dehumanization, even controlling for powerlessness. Models for distributive and interpersonal justice were not significant. Research limitations/implications – The authors used cross-sectional, self-report data but separated predictor and criterion variables in two surveys to counteract common method bias. Nevertheless, causal inferences are limited. Practical implications – To retain personnel, managers, and organizations should be aware of the different needs of their employees and corresponding effects of justice. Likewise, women should be diligent in assessing justice and their response to being treated fairly. Social implications – The model is not predicated on an innate quality of gender but on endemic inequities in society. Procedural justice is associated with basic human needs, and effects that are conditional on gender may be socially constructed rather than based in supposed inherent gender differences. Originality/value – Research and lay theories have emphasized that women value procedural justice because of inherently stronger relational needs. The findings suggest gendered effects are due to broader social conditions affecting women’s instrumental and existential needs.

Perceived investment in employee development and taking charge

2016 ◽  
Vol 31 (1) ◽  
pp. 50-60 ◽  
Author(s):  
Anders Dysvik ◽  
Bård Kuvaas ◽  
Robert Buch
Keyword(s):  
Employee Development ◽  
Work Conditions ◽  
Self Report ◽  
Job Autonomy ◽  
Causal Inferences ◽  
Cross Sectional ◽  
Content Type ◽  
Taking Charge ◽  
Report Data ◽  
Self Report Data

Purpose – The purpose of this paper is to investigate whether the relationship between perceived investment in employee development (PIED) and taking charge is moderated by perceived job autonomy. Design/methodology/approach – Self-report data were obtained from 737 employees. In addition, manager ratings of taking charge were obtained for 154 employees from their respective managers. Hierarchical moderated regression analyses were used to test the hypotheses. Findings – The results revealed a positive relationship between PIED and both self-reported and manager-rated taking charge only for employees who perceived high levels of job autonomy. Research limitations/implications – Given the cross-sectional nature of the data, no causal inferences can be drawn. Practical implications – Managers and organizations may benefit from providing work conditions that facilitate a felt obligation to reciprocate, but at the same time provide sufficient levels of perceived job autonomy to actually do so with respect to increasing the levels of employees’ voluntary and constructive efforts to improve work situations. Social implications – Greater levels of employee taking charge behaviors may offset the decline of businesses and thus aid in reducing long-term unemployment in the society at large. Originality/value – This study contributes to a more complete understanding of how job characteristics may facilitate or inhibit the influence of antecedents for taking charge.

scholarly journals Employee involvement and job satisfaction: a tale of the millennial generation

2019 ◽  
Vol 41 (3) ◽  
pp. 374-388 ◽  
Author(s):  
Gustavo A. García ◽  
Diego René Gonzales-Miranda ◽  
Oscar Gallo ◽  
Juan Pablo Roman-Calderon
Keyword(s):  
Job Satisfaction ◽  
Employee Involvement ◽  
Positive Impact ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Report Data ◽  
Self Report Data ◽  
Ordered Probit Models ◽  
General Aspects

Purpose The purpose of this paper is to empirically study the effect of employee involvement in the workplace on job satisfaction for millennial workers in Colombia. Design/methodology/approach Data were obtained from a sample of 2103 millennial employees working in 11 companies of different sectors located in the five main cities of Colombia. Ordered probit models were estimated to study the effect of employee involvement on job satisfaction, in general, and how different forms of participative decision making in the workplace produce different impacts on individual satisfaction with objective and intrinsic aspects of the job, in particular. Findings The empirical results show that, for millennial workers, there is a positive link between employee involvement and job satisfaction. Moreover, there is a higher positive impact on job satisfaction when millennial workers participate in decisions on general aspects of the company than when they participate in specific decisions such as those concerning teamwork or main tasks at work. Another interesting result is that millennial workers attach high importance to intrinsic aspects of their jobs (such as the possibility to use their knowledge in the work), which may improve their satisfaction in a higher participative environment. Research limitations/implications The results can present bias due to the use of self-report data from millennial workers. Another potential limitation is the cross-sectional nature of the data, which does not control for unobserved individual effects. The study may be extended to other developing countries to help identify results more precisely for different contexts. Originality/value The value lies in exploring the relationship between employee involvement and job satisfaction for millennial workers in the context of a developing country. The paper simultaneously considers different types of employee involvement and estimates their effects on different facets of job satisfaction.

The meaning of work for Italian school principals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
School Leadership ◽  
School Principals ◽  
Self Report ◽  
Meaning Of Work ◽  
Role Clarity ◽  
Cross Sectional ◽  
Content Type ◽  
Italian School ◽  
Self Report Data ◽  
Practical Implications

Purpose Firstly, to verify whether and how school principals' meaning of work is associated with personal, organizational and relational aspects of work. Secondly, to verify whether the organizational and relational factors mentioned incrementally predict the meaning of work, when compared with the effect of personal dimensions. Design/methodology/approach Self-report data was collected using a questionnaire adapted to the cultural and work setting of Italian school principals. The data was analyzed using hierarchical multiple regression. Findings The results showed the meaning of work correlated positively [moderately] with all of the predictors considered in the study. Job satisfaction and self-efficacy explained 21% of the variance in the meaning of work. A further 24% of the variance was explained by role clarity, possibilities for development and sense of belonging to the workplace. Finally, positive feedback from colleagues did not explain an incremental variance of the meaning of work. Research limitations/implications The authors note the following limitations of the research: firstly, the cross-sectional design does not allow the inference of causal links among the variables; secondly, because of the use of a self-report questionnaire, non-significant effects such as relationships at work are not explained as they would likely to be by cross-informant approaches. Practical implications The practical implications are the occupation-specific approach to the study of the meaning of work and the need to focus on different roles within the same types of occupation. The more we can understand how principals perceive and value their work, the more effectively training for school leadership can be tailored to the role this entails. Originality/value This study has originality and value in that it investigates an area that has previously been under-researched.

Workplace bullying

2018 ◽  
Vol 40 (2) ◽  
pp. 264-280 ◽  
Author(s):  
Darcy McCormack ◽  
Nikola Djurkovic ◽  
Apollo Nsubuga-Kyobe ◽  
Gian Casimir
Keyword(s):  
Policy Development ◽  
Workplace Bullying ◽  
Self Report ◽  
Interactive Effects ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Gender Dyads ◽  
Report Data ◽  
Self Report Data

Purpose The purpose of this paper is to examine if the gender of the perpetrator and the gender of the target have interactive effects on the frequency of downward workplace bullying to which targets are subjected. Design/methodology/approach A cross-sectional design was used on a sample of 125 schoolteachers in Uganda. Self-report data on downward workplace bullying were obtained using the Negative Acts Questionnaire. Findings The perpetrator’s gender and the target’s gender have interactive effects on the level of downward bullying to which targets are subjected. Although targets in within-gender dyads reported higher levels of overall downward workplace bullying than did targets in between-gender dyads, a significant gender-gender interaction was found for personal harassment and work-related harassment but not for intimidation nor organisational harassment. Research limitations/implications The generalisability of the findings is limited due to the sample consisting entirely of schoolteachers in Uganda. Self-report data are a limitation as they are subjective and thus susceptible to various perceptual biases (e.g. social desirability, personality of the respondent). Examining the interactive effects of gender on workplace bullying helps to provide a better understanding of the potential influence of gender in bullying scenarios. The findings from research that considers only the main effects of gender whilst ignoring interactive effects can misinform any theory or policy development. Practical implications Organisations need to resocialise their members so that they learn new attitudes and norms regarding aggressive behaviour in the workplace. Originality/value This paper contributes to the literature on workplace bullying by examining the interactive effects of gender on the frequency of downward workplace bullying.

Motivational mechanisms influencing error reporting among nurses

2015 ◽  
Vol 30 (2) ◽  
pp. 118-132 ◽  
Author(s):  
Marcello Russo ◽  
Filomena Buonocore ◽  
Maria Ferrara
Keyword(s):  
Perceived Control ◽  
Equation Model ◽  
Subjective Norms ◽  
Self Report ◽  
Error Reporting ◽  
Cross Sectional ◽  
Content Type ◽  
Behavioral Reasoning Theory ◽  
Report Data ◽  
Self Report Data

Purpose – The purpose of this paper is to explore antecedents, namely reasons for/against error reporting, attitudes, subjective norms, and perceived control, of nurses’ intentions to report their errors at work. Design/methodology/approach – A structured equation model with cross-sectional data were estimated to test the hypotheses on a sample of 188 Italian nurses. Findings – Reasons for/against error reporting were associated with attitudes, subjective norms and perceived control. Further, reasons against were related to nurses’ intentions to report errors whereas reasons for error reporting were not. Lastly, perceived control was found to partially mediate the effects of reasons against error reporting on nurses’ intentions to act. Research limitations/implications – Self-report data were collected at one point in time. Practical implications – This study offers recommendations to healthcare managers on what factors may encourage nurses to report their errors. Social implications – Lack of error reporting prevents timely interventions. The study contributes to documenting motivations that can persuade or dissuade nurses in this important decision. Originality/value – This study extends prior research on error reporting that lacks a strong theoretical foundation by drawing on behavioral reasoning theory.

Effects of personality, education and opportunities on entrepreneurial intentions

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hee Song Ng ◽  
Daisy Mui Hung Kee ◽  
Mohammad Jamal Khan
Keyword(s):  
University Students ◽  
Developmental Stages ◽  
Self Report ◽  
Entrepreneurial Intentions ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Self Report Data ◽  
New Perspective ◽  
Graduate Entrepreneurship

Purpose The purpose of this paper is to examine the effects of proactive personality (PP), entrepreneurship education (EE) and entrepreneurial opportunities (EO) on shaping entrepreneurial intentions (EI) among university students through attitude toward entrepreneurship (ATE) and perceived behavioural control (PBC) according to Ajzen’s (1985) theory of planned behaviour. Design/methodology/approach The study used questionnaires to collect data from university students enroled in undergraduate programmes. A total of 209 surveys were successfully collected. SPSS and SmartPLS 3.0 software were used to analyse and test nine hypotheses derived from the intentions-centred model. Findings The results supported seven hypotheses. There were positive relationships between PP and ATE; PP and PBC; EE and ATE; EO and ATE; EO and PBC; ATE and EI; and PBC and EI. However, there were no relationships between EE and PBC, and subjective norms and EI. Research limitations/implications This study used a cross-sectional survey and self-report data which hinder conclusively making correlational inferences. In addition, the various developmental stages of students may influence perceptions of EI. Practical implications The empirical findings provide new insights for policymakers, educators and academics about the antecedents governing EI. This study also enhances the understanding of the preconditions for EI, which can be utilised by practitioners to encourage and manage graduate entrepreneurship. Originality/value This study advances an intentions-based model which suggests a simultaneous presence of the three core factors, PP, EE and EO for an effective formation of EI. By doing so, the study addresses the issue of the scarcity of investigations on the combined effects, thus closing the research gap and bringing new perspective to the antecedents-intentions nexus of graduate entrepreneurship.

Disentangling the emergence of perceived environmental uncertainty among technology entrepreneurs

Kybernetes ◽  
2016 ◽  
Vol 45 (6) ◽  
pp. 962-976 ◽  
Author(s):  
Asghar Afshar Jahanshahi
Keyword(s):  
New Technology ◽  
Environmental Uncertainty ◽  
Self Report ◽  
Network Effect ◽  
Sampling Frame ◽  
Cross Sectional ◽  
Content Type ◽  
Wide Range ◽  
Self Report Data ◽  
Perceived Environmental Uncertainty

Purpose – The purpose of this paper is to examine how network externalities impact on perception of environmental uncertainties. Design/methodology/approach – The source of sample comes from the Science & Technology Parks database, a major association of corporate information of new technology ventures in Iran. The sampling frame comprises a wide range of industry segments including electronics, chemicals, agriculture, computer equipment, pharmaceuticals and medicines, telecommunication equipment, and others. The author used the conventional method of back-translation to translate the measures from English to Persian. There were 380 NTVs that the author could reach to send the survey. Among 380 NTVs, 177 entrepreneurs fully completed all the items (46 percent response rate). Findings – The findings showed that what might decrease the state uncertainty perception, at same time it can give arise to other types of uncertainty. Thus, the result confirmed that the three types of uncertainty are differentiable. Research limitations/implications – In the study, the author used cross-sectional self-report data, which cannot suggest causal relationships very well. Practical implications – Investigating factors that influence the perception of environmental uncertainty may help explain why organizations, under the same environment, can behave heterogeneously. Originality/value – By providing a clear picture about the relationship between market with network effect and perception of environmental uncertainty, this study contributes to the theoretical and empirical understanding of the emergence of environmental uncertainty perception.

Re-examining the relationship between perceived workgroup norms, self-regulatory efficacy and deviant workplace behaviour

2016 ◽  
Vol 7 (3) ◽  
pp. 379-396
Author(s):  
Kabiru Maitama Kura
Keyword(s):  
Self Regulation ◽  
Selection Criterion ◽  
Self Report ◽  
Injunctive Norms ◽  
Descriptive Norms ◽  
Cross Sectional ◽  
Content Type ◽  
Interaction Terms ◽  
Self Report Data ◽  
The Relationship

Purpose Drawing on social learning and self-efficacy theories, the purpose of this paper is to examine links among perceived workgroup norms, self-regulatory efficacy, and deviant workplace behaviours. Design/methodology/approach Faculty members from universities located in the northwest geopolitical zone of Nigeria participated. Partial least squares path modelling tested moderation of self-regulatory efficacy on the relationship between perceived workgroup norms and deviant workplace behaviours. Findings Findings suggest a positive relationship between perceived descriptive norms and deviant workplace behaviours. A hypothesised effect of perceived injunctive norms on deviant workplace behaviours was not supported. Results also suggest interaction terms representing perceived descriptive norms and self-regulatory efficacy are significant. Similar results regarding moderation of self-regulatory efficacy on the relationship between perceived injunctive norms and deviant workplace behaviours were found. Findings support the view that self-regulatory efficacy overrides predispositions individuals hold to engage in deviant workplace behaviours. Research limitations/implications A cross-sectional design did not allow causal inferences, and self-report data associate with common method variance and social-desirability bias. Practical implications Individual factors should be considered during selection in Nigerian universities. Moderation of self-regulatory efficacy suggests self-regulation minimises individual engagement in deviant acts. Thus, human resources managers in Nigerian universities should consider self-regulatory efficacy as a selection criterion when hiring academicians. This can be achieved by conducting personality inventory tests to screen those whose values are incompatible. Originality/value Although extant research on organisational socialisation demonstrates mix findings regarding the link between perceived workgroup norms and deviant work behaviours, this study tests whether self-regulatory efficacy addresses these inconsistencies.

The impact of gay-friendly recruitment statements and due process employment on a firm’s attractiveness as an employer

2015 ◽  
Vol 34 (6) ◽  
pp. 510-526 ◽  
Author(s):  
Jason R. Lambert
Keyword(s):  
Due Process ◽  
Equal Opportunity ◽  
Self Report ◽  
Research Approach ◽  
Job Seekers ◽  
Cross Sectional ◽  
Content Type ◽  
Recruitment Methods ◽  
The Impact ◽  
At Will

Purpose – Using early recruitment and workplace diversity literature, the purpose of this paper is to investigate how employee recruitment statements regarding employment-at-will moderate the effect that gay, lesbian, bisexual, and transgender (GLBT)-supportive recruitment statements have on job seekers’ job pursuit intentions (JPI) and attraction toward a firm. Design/methodology/approach – A between-subjects, cross-sectional experimental design was used where subjects answered self-report questionnaires after viewing mock recruitment web ads. The ads included statements where the condition for job security or at-will employment and GLBT-supportive or equal opportunity employment climates were manipulated. Findings – The paper provides empirical insights about how gay-friendly work climate perceptions impact the organizational attractiveness and JPI of job seekers. Furthermore, the results suggest that the combination of recruitment strategies affect subjects differently based on their individual level of heterosexist attitudes. Research limitations/implications – Because of the chosen research approach, research results may lack generalizability and be affected by social desirability effects. Because a cross-sectional design was used, causality cannot necessarily be inferred. Therefore, researchers are encouraged to test the proposed propositions further. Practical implications – The implications of these findings will assist human resources managers in creating cultures of tolerance within their workforce by helping them better understand who their recruitment methods target, and how to effectively use statements in recruitment literature to attract tolerant workers. Originality/value – There is limited research that investigates the effects that diversity statements supportive of sexual minorities have on job seekers. A major contribution of the current study is the empirical evidence supporting the understanding of how individuals are affected by recruitment literature containing statements in support of sexual orientation employee diversity.

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