scholarly journals A Multilevel Analysis of the Impact of Unit Tightness vs. Looseness Culture on Attitudes and Behaviors in the Workplace

2021 ◽  
Vol 12 ◽  
Author(s):  
Daniela Di Santo ◽  
Alessandra Talamo ◽  
Flavia Bonaiuto ◽  
Cristina Cabras ◽  
Antonio Pierro
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Multilevel Analysis ◽  
Intention To Leave ◽  
Organizational Deviance ◽  
Individual Level ◽  
Unit Level ◽  
Attitudes And Behaviors ◽  
And Behaviors ◽  
The Impact

This study examines the impact of work unit-level perceived Tightness vs. Looseness (T-L) culture on individual-level perceived stress, intention to leave, organizational deviance, job satisfaction, effort investment, and organizational commitment. Using quantitative cross-sectional data (N=417) collected from preexisting work units (N=57) in different organizations in Italy, multilevel analysis results revealed that a perceived cultural tightness at the unit level was significantly and positively related to individual-level job satisfaction, effort investment, and organizational commitment and significantly and negatively related to individual-level stress, intention to leave, and organizational deviance. The findings suggest that organizations should promote a culture of tightness to positively influence employee attitudes and behaviors. Limitations and recommendations for future research are discussed.

Unintended effects of marketing messages on salespeople’s cynicism

2016 ◽  
Vol 50 (5/6) ◽  
pp. 1047-1072 ◽  
Author(s):  
Olalekan K. Seriki ◽  
Kenneth R. Evans ◽  
Hyo-Jin (Jean) Jeon ◽  
Rajiv P. Dant ◽  
Amanda Helm
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Attitudes ◽  
Role Performance ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Organizational Cynicism ◽  
And Behaviors ◽  
The Impact ◽  
Marketing Messages

Purpose This paper aims to examine how external marketing messages, which are generally used to convey company and product information to external target audiences, influence job attitudes and behaviors of salespeople. Design/methodology/approach The study is conducted based on survey data on 348 salespeople working at regional banks in the Midwestern USA. The relationships among salespeople’s perceptions of marketing messages (i.e. in terms of value incongruence and claim inaccuracy), organizational cynicism, job attitudes (i.e. organizational commitment and job satisfaction) and behaviors (i.e. extra-role performance) are empirically tested. Findings Salespeople’s perceptions of value incongruence and claim inaccuracy of marketing messages heighten organizational cynicism, which in turn negatively impacts on organizational commitment, job satisfaction and extra-role performance. Also, inaccurate claim directly decreases job attitudes and behaviors. Research limitations/implications The results are limited to salespeople in financial institutions, and future research should investigate perceptions of non-customer contact employees in other industry contexts. Future investigation may also include objective performance metrics and consumer satisfaction ratings. Practical implications Service firms should strive to align salespeople’s perceptions of marketing messages with firms’ intended goals from those messages. Originality/value Drawing on attitude theory and perspectives from sales literature, social psychology and organizational behavior literature, in the first of such investigations, the authors studied the impact of external marketing messages on salespeople’s cynicism, job attitudes and behaviors.

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 111-127 ◽  
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

The Impact of Job Satisfaction and Organizational commitment on the Intention to leave among the Academicians

2014 ◽  
Vol 4 (2) ◽  
Author(s):  
Muhammad Saqib Khan ◽  
Irfanullah Khan ◽  
Dr. Ghulam Muhammad Kundi ◽  
Dr. Shadiullah Khan ◽  
Dr. Allah Nawaz ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Intention To Leave ◽  
The Impact

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 305-321
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

The Impact of Individual and Institutional Factors on Turnover Intent Among Taiwanese Correctional Staff

2016 ◽  
Vol 61 (1) ◽  
pp. 100-121 ◽  
Author(s):  
Yung-Lien Lai
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hierarchical Linear Modeling ◽  
Personal Characteristics ◽  
Institutional Factors ◽  
Turnover Intent ◽  
Correctional Staff ◽  
Linear Modeling ◽  
Individual Level ◽  
The Impact

The existing literature on turnover intent among correctional staff conducted in Western societies focuses on the impact of individual-level factors; the possible effects of institutional contexts have been largely overlooked. Moreover, the relationships of various multidimensional conceptualizations of both job satisfaction and organizational commitment to turnover intent are still largely unknown. Using data collected by a self-reported survey of 676 custody staff employed in 22 Taiwanese correctional facilities during April of 2011, the present study expands upon theoretical models developed in Western societies and examines the effects of both individual and institutional factors on turnover intent simultaneously. Results from the use of the hierarchical linear modeling (HLM) statistical method indicate that, at the individual-level, supervisory versus non-supervisory status, job stress, job dangerousness, job satisfaction, and organizational commitment consistently produce a significant association with turnover intent after controlling for personal characteristics. Specifically, three distinct forms of organizational commitment demonstrated an inverse impact on turnover intent. Among institutional-level variables, custody staff who came from a larger facility reported higher likelihood of thinking about quitting their job.

The Impact of Universal Suicide-Prevention Programs on the Help-Seeking Attitudes and Behaviors of Youths

Crisis ◽  
2013 ◽  
Vol 34 (2) ◽  
pp. 82-97 ◽  
Author(s):  
Bonnie Klimes-Dougan ◽  
David A. Klingbeil ◽  
Sarah J. Meller
Keyword(s):  
Suicide Prevention ◽  
Help Seeking ◽  
Prevention Programs ◽  
Universal Prevention ◽  
Help Seeking Attitudes ◽  
Attitudes And Behaviors ◽  
Seeking Behavior ◽  
And Behaviors ◽  
Suicide Prevention Programs ◽  
The Impact

Background: While the ultimate goal of adolescent suicide-prevention efforts is to decrease the incidence of death by suicide, a critical intermediary goal is directing youths toward effective sources of assistance. Aim: To comprehensively review the universal prevention literature and examine the effects of universal prevention programs on student’s attitudes and behaviors related to help-seeking. Method: We systematically reviewed studies that assessed help-seeking outcomes including prevention efforts utilizing (1) psychoeducational curricula, (2) gatekeeper training, and (3) public service messaging directed at youths. Of the studies reviewed, 17 studies evaluated the help-seeking outcomes. These studies were identified through a range of sources (e.g., searching online databases, examining references of published articles on suicide prevention). Results: The results of this review suggest that suicide-prevention programming has a limited impact on help-seeking behavior. Although there was some evidence that suicide-prevention programs had a positive impact on students’ help-seeking attitudes and behaviors, there was also evidence of no effects or iatrogenic effects. Sex and risk status were moderators of program effects on students help-seeking. Conclusions: Caution is warranted when considering which suicidal prevention interventions best optimize the intended goals. The impact on adolescents’ help-seeking behavior is a key concern for educators and mental-health professionals.

Impact of perceived corporate social responsibility on attitudes and behaviors of pharmacists working in MNCs

Humanomics ◽  
2017 ◽  
Vol 33 (4) ◽  
pp. 453-469 ◽  
Author(s):  
Muhammad Khaleel ◽  
Shankar Chelliah ◽  
Sana Rauf ◽  
Muhammad Jamil
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Supervisory Support ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Perceived Supervisory Support ◽  
And Behaviors ◽  
Corporate Social ◽  
The Relationship

Purpose This study aims to find out how corporate social responsibility (CSR) initiatives are perceived by pharmacists and how it influences employees’ organizational commitment and organizational citizenship behavior (OCB) and role of perceived supervisor support in the study. Design/methodology/approach Pharmacists of different hierarchical levels from five multinational pharmaceutical industries in Pakistan were selected as study samples. Data were collected from 136 pharmacists working in Punjab Region. PLS-SEM was used to test the hypotheses. Findings The results from this study found that CSR was a predictor of affective organizational commitment (AOC) and OCB. AOC fully mediates the relationship between CSR and OCB. While perceived supervisory support did not moderate the relationship between AOC and OCB. Pharmaceutical firms can promote commitment toward organization and OCBs by initiating CSR activities. Research limitations/implications This research is one of the innovative studies that empirically examine the predicting role of CSR and moderating role of perceived supervisory support on employees’ attitude and behaviors in the pharmaceutical companies’ context. Moreover, this research will also help the management by adopting CSR activities as core element in shaping employees attitudes and behaviors. Originality/value It is a significant study shifting the focus of research into organizational behavior context and further influences employee’s attitudes and behavior because of perceived CSR in the pharmacy industry.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

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