scholarly journals Job challenges are hindrances too: examining experiences of managers and employees in Finnish SMEs

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Outi Vanharanta ◽  
Matti Vartiainen ◽  
Kirsi Polvinen
Keyword(s):  
Time Management ◽  
Job Demands ◽  
Content Type ◽  
Stakeholder Relationships ◽  
Organization And Management ◽  
Job Challenges ◽  
Nuanced Understanding ◽  
Survey Responses ◽  
Employee Experience ◽  
Micro Enterprises

PurposeThe study aims to explore job demands experienced by employees and managers in micro-enterprises and small and medium-sized enterprises (SMEs). Drawing on the job demands framework, the study discusses the experienced demands from the perspective of challenges that create opportunities for learning and achievement and hindrances that create obstacles for work. The study builds on the idea that the same demand can be perceived both as a challenge and a hindrance. That approach opens a path to responding to challenges by reformulating working practices and removing hindrances by designing, developing and crafting jobs and tasks.Design/methodology/approachThe authors analyzed open-ended survey responses (N = 306) to study experienced job demands in 50 micro-enterprises and SMEs, how the perceived demands differ between employees and managers and whether they represent challenge or hindrance demands.FindingsThe authors identified 17 job demand categories most including both challenge and hindrance demands. Time management and prioritization was the most central challenge and hindrance category for both employees and managers. For employees, sales and stakeholder relationships represented the second largest challenge category and communication and information flow was the second largest hindrance category. For managers, the second largest challenge and hindrance categories were organization and management of activities and the fragmentation of work, respectively.Originality/valueBy focusing on employee experience, the achieve a more nuanced understanding of the SME context, which has been dominated by managerial evaluations. The study also advances the discussion on job demands by extending our knowledge of demands that may be experienced both as a challenge and a hindrance.

Challenge accepted! Distinguishing between challenge- and hindrance demands

2018 ◽  
Vol 33 (4/5) ◽  
pp. 345-357 ◽  
Author(s):  
Anja Hagen Olafsen ◽  
Claus Wiemann Frølund
Keyword(s):  
Work Motivation ◽  
Job Demands ◽  
Well Being ◽  
Psychological Needs ◽  
Need Satisfaction ◽  
Basic Psychological Needs ◽  
Content Type ◽  
Path Analyses ◽  
Motivational Process ◽  
Job Challenges

Purpose The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways. Design/methodology/approach Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations. Findings The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality. Originality/value These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.

Effect of internal competitive work environment on working smart and emotional exhaustion: the moderating role of time management

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ashish Kalra ◽  
Raj Agnihotri ◽  
Sunali Talwar ◽  
Amin Rostami ◽  
Prabhat K. Dwivedi
Keyword(s):  
Work Environment ◽  
Emotional Exhaustion ◽  
Time Management ◽  
Job Demands ◽  
Organizational Factors ◽  
Sales Performance ◽  
Equation Modeling ◽  
Management Skills ◽  
Content Type

Purpose Although the role of the internal competitive work environment is important, it remains understudied in a business-to-business (B2B) selling context. Grounded in job-demands resources theory, this study aims to investigate the relationships between internal competitive work environment, working smart, emotional exhaustion and sales performance. Design/methodology/approach Data were gathered from 147 salespeople working for a financial service firm. Sales performance ratings were reported by supervisors. Hypotheses were tested using structural equation modeling. Findings This study finds dual effects of the internal competitive work environment on salesperson’s job outcomes. Although such an environment improves working smart behaviors, which increases sales performance, it also increases emotional exhaustion, which reduces sales performance. Research limitations/implications This study extends job-demands resources theory by proposing internal competitive work environment as a challenge demand and extends the theory by proposing that a salesperson’s time management skills as a personal resource that may reduce such environment’s deleterious effects. Practical implications Sales managers should consider the complex nature of increasing competition within the organization and assess the ability of their workforce to effectively manage their time. Training programs that develop time management skills should also be promoted. Originality/value To the best of the authors’ knowledge, this study is among the first to consider the multifaceted effects of the internal competitive work environment in a B2B sales context. By focusing on the duality of the work environment, this study provides a greater understanding of the influences of organizational factors on sales performance.

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.

A cognitive process model of trust repair

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Edward C. Tomlinson ◽  
Christopher A. Nelson ◽  
Luke A. Langlinais
Keyword(s):  
Structural Change ◽  
Organizational Justice ◽  
Attribution Theory ◽  
Cognitive Process ◽  
Process Model ◽  
Causal Attribution ◽  
Content Type ◽  
Trust Repair ◽  
Nuanced Understanding ◽  
Practical Implications

Purpose This paper aims to investigate how the reparative efforts of extensive apologies, compensation and structural change affect trust after a violation has occurred. Specifically, this paper presents a cognitive process model positing that voluntary reparative efforts will shape the victim’s stability attributions for the cause of the violation such that it will be deemed less stable (i.e. unlikely to recur); as a result, the victim is more likely to perceive the transgressor as being fair, and hence extend subsequent trust. Design/methodology/approach Two experiments were conducted to test the cognitive process model. Findings The results of both experiments supported this predicted sequence for extensive apologies. Support for the predicted sequence was also found when compensation and structural change are invoked as reparative efforts. Originality/value This research has theoretical and practical implications for a more nuanced understanding of how causal attribution theory and organizational justice theory can be integrated within the context of trust repair.

Generational differences and implicit leadership schemas in the Philippine workforce

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Helen C. Salvosa ◽  
Maria Regina M. Hechanova
Keyword(s):  
Generational Differences ◽  
The Political ◽  
Generational Cohort ◽  
Implicit Leadership ◽  
Content Type ◽  
Diverse Workforce ◽  
Technology Generation ◽  
Generation Cohorts ◽  
Cohort Theory ◽  
Survey Responses

PurposeThis study examined generational differences in traits and desired schemas of leaders among Filipino workers using the lens of the generational cohort theory.Design/methodology/approachThis study utilized a sequential exploratory mixed-method approach. Phase One of the study utilized a qualitative approach in eliciting perceived characteristics and leadership schemas. Phase Two utilized a quantitative approach utilizing a survey to test generational differences.FindingsCluster analysis of survey responses of 341 Filipino workers showed two generation cohorts – the political and technological generation. Respondents from the political generation characterized themselves as being work-centered, family-oriented, traditional, seasoned, decisive and multi-tasking. The political generation also believes that an ideal leader is someone who cares about people's welfare, delegates, and is able to control others. On the other hand, the technology generation described themselves as being tech-savvy, carefree, laid-back, proud, individualistic, self-centered, arrogant, energetic and adventurous. The technological generation views an ideal leader as someone who is responsible, provides clear instructions, listens, and recognizes people.Research limitations/implicationsThe study focuses on Filipino workers and more studies in other countries are needed to establish generational differences in schemas.Practical implicationsThe results have implications on the way that leaders are selected and developed especially in an increasingly diverse workforce.Social implicationsThe results highlight the role of political, sociocultural events and technological trends that shape the traits and schemas of workers.Originality/valueThe study contributes to both generational studies as well as implicit leadership literature. The study highlights the value of examining the intersection of both culture and generation in the context of leadership.

ICT and sustainable tourism development: an innovative perspective

2014 ◽  
Vol 5 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Alisha Ali ◽  
Andrew J. Frew
Keyword(s):  
Technology Acceptance ◽  
Online Survey ◽  
Sustainable Tourism ◽  
Structured Interviews ◽  
Content Type ◽  
Sustainable Tourism Development ◽  
Stakeholder Relationships ◽  
Tourism Product ◽  
Electronic Distribution ◽  
Information And Communication

Purpose – The aim of this research is to foreground information and communication technology (ICT) as an innovative approach for sustainable tourism (ST) development of destinations. ICT is the technology required for information processing which facilitates data processing, information sharing, communication, searching and selection. This paper concentrates on the Abernathy and Clark model and its usefulness in applying ICT as innovative in managing ST. Design/methodology/approach – An online survey was administered to destination managers and to eTourism experts. Destination managers were selected as they were identified as the person responsible for the overall management of a Destination Management Organisation. eTourism experts were identified as someone who possesses special expertise, knowledge and skills on ICT applications to tourism and offered expertise on which ranged from such areas as electronic distribution, recommender systems, user-generated content, online communities, mobile technology, technology acceptance, tourism networks and Web 2.0. This was followed by semi-structured interviews. Findings – These ICT tools were found to be innovative for information management and distribution for critical decision-making. Innovation was fostered through the use of ICT for ST by leading to a better understanding of the tourism product, monitoring, measuring and evaluating, forecasting trends, developing partnerships and engaging and supporting stakeholder relationships. ICT would provide novel ways of approaching marketing, energy monitoring, waste management, and communication for destinations. Originality/value – This research is important in demonstrating the value that technology can have to ST and further develops the work on tourism innovation theory.

Knowledge needs in the non-profit sector: an evidence-based model of organizational practices

2016 ◽  
Vol 20 (1) ◽  
pp. 23-48 ◽  
Author(s):  
Dinesh Rathi ◽  
Lisa M. Given ◽  
Eric Forcier
Keyword(s):  
Quantitative Data ◽  
Qualitative Data ◽  
Free Text ◽  
Evidence Based ◽  
Theory Approach ◽  
Organizational Practices ◽  
Content Type ◽  
Non Profit ◽  
Types Of Knowledge ◽  
Survey Responses

Purpose – This paper aims to present findings from a study of non-profit organizations (NPOs), including a model of knowledge needs that can be applied by practitioners and scholars to further develop the NPO sector. Design/methodology/approach – A survey was conducted with NPOs operating in Canada and Australia. An analysis of survey responses identified the different types of knowledge essential for each organization. Respondents identified the importance of three pre-determined themes (quantitative data) related to knowledge needs, as well as a fourth option, which was a free text box (qualitative data). The quantitative and qualitative data were analyzed using descriptive statistical analyses and a grounded theory approach, respectively. Findings – Analysis of the quantitative data indicates that NPOs ' needs are comparable in both countries. Analysis of qualitative data identified five major categories and multiple sub-categories representing the types of knowledge needs of NPOs. Major categories are knowledge about management and organizational practices, knowledge about resources, community knowledge, sectoral knowledge and situated knowledge. The paper discusses the results using semantic proximity and presents an emergent, evidence-based knowledge management (KM)-NPO model. Originality/value – The findings contribute to the growing body of literature in the KM domain, and in the understudied research domain related to the knowledge needs and experiences of NPOs. NPOs will find the identified categories and sub-categories useful to undertake KM initiatives within their individual organizations. The study is also unique, as it includes data from two countries, Canada and Australia.

Being moral and doing good to others

2017 ◽  
Vol 35 (2) ◽  
pp. 180-191 ◽  
Author(s):  
Felix Septianto ◽  
Bambang Soegianto
Keyword(s):  
Prosocial Behavior ◽  
Moral Judgment ◽  
Cultural Context ◽  
Moral Identity ◽  
Qualitative Comparative Analysis ◽  
Marketing Strategies ◽  
Moral Emotion ◽  
Content Type ◽  
Judgment Process ◽  
Nuanced Understanding

Purpose Although previous research has established that moral emotion, moral judgment, and moral identity influence consumer intention to engage in prosocial behavior (e.g. donating, volunteering) under some circumstances, these factors, in reality, can concurrently influence judgment process. Therefore, it is important to get a more nuanced understanding of how the combinations of each factor can lead to a high intention to engage in prosocial behavior. The paper aims to discuss these issues. Design/methodology/approach This research employs fuzzy-set qualitative comparative analysis to explore different configurations of moral emotion, judgment, and identity that lead to a high consumer intention to engage in prosocial behavior. Findings Findings indicate four configurations of moral emotion, moral judgment, and moral identity that lead to a high intention to engage in prosocial behavior. Research limitations/implications This research focuses on the case of a hospital in Indonesia; thus, it is important not to overgeneralize the findings. Nonetheless, from a methodological standpoint, opportunity emerges to broaden the examinations in other service and cultural contexts. Practical implications The findings of this research can help the hospital to develop effective combinations of advertising and marketing strategies to promote prosocial behavior among its customers. Originality/value This paper provides the first empirical evidence on the existence of multiple pathways of moral emotion, judgment, and identity that lead to a high consumer intention to engage in prosocial behavior. The implications of this research also highlight the importance of cultural context in understanding consumer behavior.

Comparing entrepreneurial communities

2015 ◽  
Vol 9 (3) ◽  
pp. 206-220 ◽  
Author(s):  
Justin Paul ◽  
Archana Shrivastava
Keyword(s):  
Information Technology ◽  
Developed Countries ◽  
Personality Factors ◽  
Asian Countries ◽  
Cross Sectional ◽  
Developed Country ◽  
Content Type ◽  
Mba Students ◽  
Emerging Country ◽  
Survey Responses

Purpose – The purpose of this paper is to compare entrepreneurial attributes of MBA students, the next generation business people, from two important Asian countries, India from South Asia and Japan from East Asia (India, being an emerging country and Japan, a developed country). Design/methodology/approach – Survey responses from MBA students in India and Japan were measured on an entrepreneurial personality index. Bateman and Crant’s scale consisting of 17 traits is used to identify if entrepreneurial traits are a learned cultural behaviour or intrinsic personality factors. Findings – Although the findings indicate that India has benefitted from entrepreneurship in the information technology and information technology-enabled service ventures during the past two decades, the country still has a long way to go when compared to developed countries like Japan, where entrepreneurship is widespread. Research limitations/implications – The results are based on a single survey, using cross-sectional data. Originality/value – The level of entrepreneurship differs considerably across countries and periods. The authors put forward a theoretical framework to denote the linkage between entrepreneurial attitude, pro-active personality and culture, besides highlighting the three pillars of entrepreneurship.

scholarly journals The job demands-resources model and the international work context – a systematic review

2014 ◽  
Vol 2 (3) ◽  
pp. 260-279 ◽  
Author(s):  
Lucy T.B. Rattrie ◽  
Markus G. Kittler
Keyword(s):  
Systematic Review ◽  
Empirical Studies ◽  
Domestic Work ◽  
Job Demands ◽  
Empirical Literature ◽  
Future Research ◽  
Content Type ◽  
International Work ◽  
Work Related ◽  
Work Contexts

Purpose – The purpose of this paper is to provide a synthesis and evaluation of literature surrounding the job demands-resources (JD-R) model (Demerouti et al., 2001) in the first decade since its inception, with particular emphasis on establishing an evidence-based universal application towards different national and international work contexts. Design/methodology/approach – The study uses a systematic review approach following the stages suggested by Tranfield et al. (2003). Based on empirical data from 62 studies, the authors systematically analyse the application of the JD-R model and queries whether it is applicable outside merely domestic work contexts. Findings – The authors find convincing support for the JD-R model in different national contexts. However, the authors also found an absence of studies employing the JD-R model in cross-national settings. None of the empirical studies in the sample had explicitly considered the international context of today’s work environment or had clearly associated JD-R research with the IHRM literature. Research limitations/implications – Based on the wide acceptance of the JD-R model in domestic work contexts and the increased interest in work-related outcomes such as burnout and engagement in the IHRM literature, the study identifies a gap and suggests future research applying the JD-R model to international work and global mobility contexts. Originality/value – This study is the first to systematically assess the application of the JD-R model in domestic and international work contexts based on a systematic review of empirical literature in the first decade since the inception of the model. The study identifies a lack of internationally focussed JD-R studies and invites further empirical research and theoretical extensions.

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