scholarly journals Sex Differences in Work Experiences and Work Outcomes among Egyptian Managers and Professionals: An Exploratory Study

2016 ◽  
Vol 8 (1) ◽  
pp. 7-29 ◽  
Author(s):  
Ronald J. Burke ◽  
Ghada El-Kot ◽  
Jacob Wolpin
Keyword(s):  
Sex Differences ◽  
Workplace Learning ◽  
Work Engagement ◽  
Well Being ◽  
Learning Opportunities ◽  
Work Outcomes ◽  
Work Experiences ◽  
Intent To Quit ◽  
Professional Employees ◽  
The Arab Spring

Abstract This research examined potential sex differences in work experiences and work outcomes in a sample of Egyptian managers and professionals. Relatively little research has been undertaken on potential sex differences in human resource management in Egyptian organizations and even less during and following the Arab spring. Data were collected from 121 managerial and professional employees, 77 males and 44 females, using anonymously completed questionnaires. Respondents were relatively young, had university educations, had short job and organizational tenures, and held lower level -management jobs. All measures employed here had been used and validated previously by other researchers. Work experiences included supervisor empowerment behaviors and levels of personal empowerment. Work and well-being outcomes included job satisfaction, organizational commitment, work engagement, exhibiting voice behaviors, workplace learning opportunities, intent to quit and employee health symptoms. Significant sex differences were present on most personal demographic and work situation characteristics: men were at higher organizational levels, earned more money, were older and had longer organizational tenures, among others. There were fewer significant sex differences on work experiences and work outcomes. When differences were observed here, women indicated less positive responses.

scholarly journals Gender Differences in Work Experiences and Work and Learning Outcomes among Employees in the Manufacturing Sector in Turkey: An Exploratory Study

2015 ◽  
Author(s):  
Mustafa Koyuncu ◽  
Fusun Tekin Acar ◽  
Ronald J Burke ◽  
Kadife Koyuncu
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Affective Commitment ◽  
Manufacturing Sector ◽  
Learning Opportunities ◽  
Work Outcomes ◽  
Lower Percentage ◽  
Full Time ◽  
Work Experiences ◽  
Intent To Quit

This study examined gender differences in work experiences and work outcomes among 215 male and 46 female employees working in the textile and furniture sectors in Turkey. Data were collected from 261 employees, a 65 percent response rate, using anonymously completed questionnaires. Respondents were mostly male, worked full-time, had relatively short job and firm tenures, generally held jobs involving some supervisory responsibilities, and worked 41 to 50 hours per week in fairly large firms. All measures used here had been used and validated previously by other researchers. Work experiences included perceptions of supervisor empowering behaviors; outcomes included job satisfaction, affective commitment, work engagement, engaging in voice behaviors, and intent to quit. Learning related outcomes included learning opportunities and self-rated employability. There were small differences in departments in which men and women worked with a slightly higher percentage of men in production and a slightly lower percentage of men in accounting, human resource management and marketing. Consistent with earlier work, significant gender differences were found on several personal demographic and work situation characteristics. Women were younger, less likely to be married, were more highly educated, were at lower organizational levels, had less job and organizational tenure. Males and females had similar perceptions of their supervisor’s empowering behaviors, their own levels of psychological empowerment, similar learning opportunities and levels of self-rated employability and on most work outcomes (e.g, job satisfaction, organizational commitment, intent to quit).

scholarly journals The Effects of Personal and Organizational Resources on Work and Well-Being Outcomes among Turkish Nurses

2016 ◽  
Vol 8 (2) ◽  
pp. 29-54
Author(s):  
Ronald J. Burke ◽  
Mustafa Koyuncu ◽  
Lisa Fiksenbaum ◽  
Sevket Yirik ◽  
Kadife Koynncu
Keyword(s):  
Psychological Empowerment ◽  
Well Being ◽  
Work Outcomes ◽  
Hierarchical Regression ◽  
Exploratory Research ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Intent To Quit ◽  
Family Work ◽  
Work Family

AbstractThis exploratory research examined the relationship of a personal and an organizational resource, optimism and levels of hospital support respectively, on a variety of work and well-being outcomes in a sample of nurses in Turkey. Data were collected from 212 nurses using anonymously completed questionnaires. Feelings of psychological empowerment was positioned as a mediator between resources and work and well-being outcomes which included job satisfaction, work engagement, affective hospital commitment, work-family conflict, family-work conflict, and intent to quit. The sample scored at moderate levels on the measures of resources and work outcomes, though scoring higher of feelings of psychological empowerment. These data indicate potential room for improvement in the work experiences of our nursing respondents. Hierarchical regression analyses controlling for personal demographics indicated that levels of hospital support were significantly and positively associated with most work and well-being outcomes, with levels of optimism significantly and positively associated with fewer of these outcomes. Practical implications of the findings are offered. Hospital efforts to increase levels of optimism and hospital support are described.

scholarly journals Supervisory Empowerment Behaviors, Psychological Empowerment and Work Outcomes among Egyptian Managers and Professionals: A Preliminary Study

2018 ◽  
Vol 10 (4) ◽  
pp. 85-108
Author(s):  
Ghada El-Kot ◽  
Ronald J. Burke ◽  
Jacob Wolpin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Arab Spring ◽  
Psychological Empowerment ◽  
Value Added ◽  
Well Being ◽  
The Body ◽  
Work Outcomes ◽  
The Arab Spring

Abstract Objective: This research examined the relationship of perceived supervisor empowerment behaviors with important work and well-being outcomes in a sample of Egyptian managers and professionals. Relatively little research has been undertaken on human resource management in Egyptian organizations and even less during and following the Arab spring. Methodology: Data were collected from 121 managerial and professional employees using anonymously completed questionnaires. Respondents were relatively young, had university educations, had short job and organizational tenures, and held lower level -management jobs. All measures used here had been used and validated previously by other researchers. Findings: Work outcomes included job satisfaction, organizational commitment, work engagement, exhibiting voice behaviors, workplace learning opportunities, psychological well-being and intent to quit. Employee perceptions of supervisory empowering behaviors predicted their levels of psychological empowerment. And both perceived levels of supervisory/leader empowerment behaviors and self-reported feelings of empowerment had significant relationships with the majority of work and well-being outcomes Value Added: Relatively little research has been undertaken on human resource management in Egyptian organizations and even less during and following the Arab spring. This will add to the body of knowledge about Egyptian managers and other Arab regions. Recommendations: Practical implications of these findings along with future research directions are offered. Practical applications include training supervisors on empowerment behaviors, and training all employees on the benefits of personal empowerment and efficacy and ways to increase them.

Work and organisation engagement: aligning research and practice

2014 ◽  
Vol 1 (2) ◽  
pp. 157-176 ◽  
Author(s):  
Elaine Farndale ◽  
Susanne E. Beijer ◽  
Marc J.P.M. Van Veldhoven ◽  
Clare Kelliher ◽  
Veronica Hope-Hailey
Keyword(s):  
Work Engagement ◽  
Design Methodology ◽  
Discriminant Validity ◽  
Work Outcomes ◽  
Content Type ◽  
Research And Practice ◽  
Different Types ◽  
Professional Employees ◽  
Practical Implications ◽  
Insight Into

Purpose – To date, work engagement has been the domain of academics whilst organisation engagement has been the focus of practice. The purpose of this paper is to address the growing divide by exploring the construct clarity and discriminant validity of work and organisation engagement simultaneously, providing insight into how these constructs relate empirically, as well as investigating the nomological network of each. Design/methodology/approach – Empirical data were collected through online surveys from 298 employees in two multinational companies. Respondents were primarily managerial and professional employees. The survey included measures of work and organisation engagement, as well as work outcomes and organisation performance. Findings – The findings indicate that work and organisation engagement are distinct constructs, and have differential relationships with important employee outcomes (commitment, organisational citizenship behaviour, initiative, active learning, job satisfaction), and organisational performance. Practical implications – The findings provide opportunities for practitioners to explore the potentially unique ways in which different types of engagement may add value to jobs and organisations. Originality/value – The study takes important steps in bridging the academic/practitioner divide: the paper clearly demonstrates how the two concepts of work and organisation engagement relate to and complement each other as useful constructs for research and practice.

scholarly journals Thriving or surviving at work: how workplace learning opportunities and subjective career success are connected with job satisfaction and turnover intention?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eija Elina Lehtonen ◽  
Petri Nokelainen ◽  
Heta Rintala ◽  
Ilmari Puhakka
Keyword(s):  
Job Satisfaction ◽  
Workplace Learning ◽  
Turnover Intention ◽  
Professional Growth ◽  
Career Success ◽  
Well Being ◽  
Learning Opportunities ◽  
Detailed Knowledge ◽  
Content Type ◽  
Subjective Career Success

Purpose The purpose of this study is to better understand factors related to turnover intention (TI) and job satisfaction (JS) in the information technology and engineering sectors. Specifically, this study investigates the role of workplace learning opportunities (WLO) afforded by the environment and individual’s subjective career success (SCS). The connections between learning opportunities and career success are examined, as well as their connections to JS and TI. Design/methodology/approach The current research was based on self-report questionnaire data (N = 153). The questionnaire included existing instruments measuring WLO, SCS, JS and TI. The analyses of the data included Pearson product-moment correlations, path analysis (based on multiple regression) and analysis of relative importance (dominance analysis). Findings Results indicated that higher access to resources that support learning, more opportunities for professional growth and satisfactory career decisions made by employees were connected to lower TI. The processes of well-being and learning are strongly intertwined and mutually reinforce each other, reducing the willingness to change a job in the near future. Originality/value This study adds to the previous research by providing more detailed knowledge on the connections between the various dimensions of WLO and SCS. The findings of the present study can offer insights for developing work environments where employees wish to remain, learn and are satisfied with their job and careers, thus ultimately supporting their well-being.

scholarly journals Stay Mindful and Carry on: Mindfulness Neutralizes COVID-19 Stressors on Work Engagement via Sleep Duration

2020 ◽  
Vol 11 ◽  
Author(s):  
Michelle Xue Zheng ◽  
Theodore Charles Masters-Waage ◽  
Jingxian Yao ◽  
Yizhen Lu ◽  
Noriko Tan ◽  
...  
Keyword(s):  
Sleep Duration ◽  
Work Engagement ◽  
Negative Impact ◽  
Well Being ◽  
Mindfulness Practice ◽  
Work Outcomes ◽  
Daily Diary Study ◽  
The United Kingdom ◽  
State Mindfulness ◽  
Negative Effect

We examine whether mindfulness can neutralize the negative impact of COVID-19 stressors on employees’ sleep duration and work engagement. In Study 1, we conducted a field experiment in Wuhan, China during the lockdown between February 20, 2020, and March 2, 2020, in which we induced state mindfulness by randomly assigning participants to either a daily mindfulness practice or a daily mind-wandering practice. Results showed that the sleep duration of participants in the mindfulness condition, compared with the control condition, was less impacted by COVID-19 stressors (i.e., the increase of infections in the community). In Study 2, in a 10-day daily diary study in the United Kingdom between June 8, 2020, and June 19, 2020, we replicate our results from Study 1 using a subjective measure of COVID-19 stressors and a daily measure of state mindfulness. In addition, we find that mindfulness buffers the negative effect of COVID-19 stressors on work engagement mediated by sleep duration. As the COVID-19 pandemic is ongoing and the number of reported cases continues to rise globally, our findings suggest that mindfulness is an evidence-based practice that can effectively neutralize the negative effect of COVID-19 stressors on sleep and work outcomes. The findings of the present study contribute to the employee stress and well-being literature as well as the emerging organizational research on mindfulness.

scholarly journals Organizational Experiences, Satisfactions and Psychological Wellbeing among Managerial and Professional Women in Turkey

2015 ◽  
Vol 7 (2) ◽  
pp. 5-20
Author(s):  
Ronald J. Burke ◽  
Hayakl Koksal ◽  
Jacob Wolpin
Keyword(s):  
Well Being ◽  
Professional Women ◽  
Career Barriers ◽  
Work Outcomes ◽  
Psychological Wellbeing ◽  
Work Experiences ◽  
Work Family Conflict ◽  
Family Responsibilities ◽  
Organizational Experiences ◽  
Negative Perceptions

Abstract This research, building on previous work of others, examines the association of four work experiences with work and extra-work satisfactions and psychological wellbeing of a sample of managerial and professional women in Turkey. The four work experiences: Use of male standards, Career barriers, Negative perceptions of family responsibilities, and Workplace supports. Data were collected from 209 women using anonymously completed questionnaires. Women worked in the private, public, and voluntary sectors. Work outcomes included job and career satisfaction, work engagement, intent to quit, work-family conflict and perceptions of male bias in their workplaces; psychological wellbeing included levels of emotional exhaustion, life satisfaction and health complaints. Women reporting more negative perceptions of Family responsibilities also indicated higher levels of Male standards and Career barriers in their workplaces; women reporting a greater prevalence of Male standards also indicated more Career barriers in their workplaces. One or more organizational experiences had significant relationships with all work and well-being outcomes, controlling for the effects of both personal demographic characteristics and work situation factors. Career supports were associated with more positive outcomes; career barriers and more negative perceptions of family responsibilities were associated with more negative outcomes

scholarly journals Return to work of transgender people: A systematic review through the blender of occupational health

PLoS ONE ◽  
2021 ◽  
Vol 16 (11) ◽  
pp. e0259206
Author(s):  
Joy Van de Cauter ◽  
Hanna Van Schoorisse ◽  
Dominique Van de Velde ◽  
Joz Motmans ◽  
Lutgart Braeckman
Keyword(s):  
Occupational Health ◽  
Return To Work ◽  
Well Being ◽  
Work Outcomes ◽  
Full Time ◽  
Work Experiences ◽  
Transgender People ◽  
Transition Plan ◽  
Employment Rates ◽  
Work Accommodations

Background and objectives Return to work (RTW) or work resumption after a work absence due to psychosocial or medical reasons benefits the well-being of a person, including transgender people, and is nowadays a major research domain. The objective is to examine, through an occupational lens, the literature reporting objective RTW outcomes and experiences in transgender people to (a) synthesize what is known about return to work (full-time, part-time, or self-employed) and (b) describe which gaps persist. Methods & sample Several databases and the gray literature were explored systematically. Studies between November 1, 2006 and March 1, 2021 revealing RTW quantitative and qualitative data of adult transgender people were eligible. This review was registered on PROSPERO (CRD42019128395) on April 30, 2019. Results Among the 14,592 articles initially identified, 97 fulfilled the inclusion criteria which resulted in 20 being analyzed. Objective RTW outcomes, such as number of RTW attempts, time to RTW or number of sick days, were lacking; thus, other relevant work outcomes were reported. Compared to the general population, lower employment rates and more economic distress were observed, with trans women in particular saying that their work situation had deteriorated. Research on positive RTW experiences was highlighted by the importance of disclosure, the support from especially managers and coworkers who acted as mediators, personal coping, and a transition plan along with work accommodations. Negative work experiences, such as demotion, lay-offs, and discrimination were often prominent together with a lack of knowledge of trans issues among all stakeholders, including occupational health professionals. Conclusion & recommendations Few studies have explored employment characteristics and experiences of transgender people (TP). RTW is a dynamic process along with transition in itself, which should be tailored through supportive policies, education, a transition plan and work accommodations with the help of external experts. Future studies should include more occupational information and report RTW outcomes to enhance our knowledge about the guidance of TP and to make way for interventional studies.

Time affluence, material affluence and work experiences of professional women in Russia

2014 ◽  
Vol 36 (6) ◽  
pp. 642-653
Author(s):  
Ronald J. Burke ◽  
Marina Astakhova ◽  
Parbudyal Singh
Keyword(s):  
Design Methodology ◽  
Family Satisfaction ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Intent To Quit ◽  
Content Type ◽  
Cultural Contexts

Purpose – The purpose of this paper is to examine the role of time affluence (TA) and material affluence (MA) in work and extra-work experiences of a sample of professional women working in Russia. Design/methodology/approach – Data were collected form 168 women using anonymously completed questionnaires. Measures included personal demographic and work situation characteristics, work outcomes, indicators of work investment and extra-work outcomes. Findings – TA and MA were significantly and positively correlated (r=0.22), with women indicating similar levels of TA and MA. Women reporting higher levels of MA generally indicated more favorable work outcomes (higher job satisfaction, lower intent to quit). Women reporting lower levels of TA generally indicated higher levels of work investment. However, neither TA nor MA predicted family satisfaction. Research limitations/implications – This study highlights the importance to take steps to increase TA and MA of Russian women to positively influence their work and extra-work experiences. Originality/value – These findings replicate and extend earlier USA, Egyptian and Turkish results to Russia. Unlike previous studies, the authors simultaneously included TA and MA constructs, thus providing important comparisons of their relationships with different outcomes. The authors also respond to the call to study TA and MA in different cultural contexts.

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