Work-Value Orientation

2017 ◽  
pp. 426-442
Author(s):  
Anshuman Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Correlation Coefficient ◽  
Work Values ◽  
Value Congruence ◽  
Job Involvement ◽  
Value Orientation ◽  
Staff Members ◽  
Work Value ◽  
The Impact

O'Reilly et al. (1991) defines value congruence as the match between the organization's culture and individual's values. The study is based on the same definition. It aims at determining the importance of rewards and resources for staff-members having different continuum of work values, association of work value congruence with organizational facilities, and assessing the impact of interpersonal interactional opportunity on attitudinal responses of employees. Significance of a particular aspect of job and organizational arrangements are correlated; further, significance of difference in the correlation coefficient is measured. The study reveals significant effect of work-value orientation on response to autonomy, organizational facilities, and organizational arrangements in terms of job satisfaction, citizenship and retaliatory behavior, intrinsic motivation, and job-involvement in employees. The chapter suggests that appropriate match between dominant values in individual employees and corresponding organizational arrangements is one of the significant antecedents of job satisfaction and involvement in the employees.

Work-Value Orientation

2015 ◽  
pp. 309-323
Author(s):  
Anshuman Bhattacharya
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Correlation Coefficient ◽  
Work Values ◽  
Value Congruence ◽  
Job Involvement ◽  
Value Orientation ◽  
Staff Members ◽  
Work Value ◽  
The Impact

O'Reilly et al. (1991) defines value congruence as the match between the organization's culture and individual's values. The study is based on the same definition. It aims at determining the importance of rewards and resources for staff-members having different continuum of work values, association of work value congruence with organizational facilities, and assessing the impact of interpersonal interactional opportunity on attitudinal responses of employees. Significance of a particular aspect of job and organizational arrangements are correlated; further, significance of difference in the correlation coefficient is measured. The study reveals significant effect of work-value orientation on response to autonomy, organizational facilities, and organizational arrangements in terms of job satisfaction, citizenship and retaliatory behavior, intrinsic motivation, and job-involvement in employees. The chapter suggests that appropriate match between dominant values in individual employees and corresponding organizational arrangements is one of the significant antecedents of job satisfaction and involvement in the employees.

Analysis of the impact of referral-based recruitment on job attitudes and turnover in temporary agency workers

2018 ◽  
Vol 40 (1) ◽  
pp. 89-105
Author(s):  
Luis González ◽  
Lorenzo Rivarés
Keyword(s):  
Job Satisfaction ◽  
Repeated Measures ◽  
Longitudinal Research ◽  
Job Involvement ◽  
Recruitment Process ◽  
Content Type ◽  
Group Satisfaction ◽  
Quasi Experimental ◽  
The Impact ◽  
Task Commitment

Purpose The purpose of this paper is to analyse the referral-based recruitment process in temporary work agencies (TWA) and its influence on workers’ attitudes and turnover. Design/methodology/approach By means of a quasi-experimental design with equivalent groups and repeated measures, differences in attitudes -group commitment, task commitment, group satisfaction, general job satisfaction and job involvement- and turnover in a group of workers recruited by the TWA through the “bring a friend” procedure based on employee referrals and in another group comprising workers not recruited through employee referrals are studied. Findings The results obtained show that workers recruited through employee referrals by the TWA are characterized by having greater group commitment, task commitment, task satisfaction, general job satisfaction and turnover than employees not recruited through employee referrals. These differences are explained on the basis of expectations and the feeling of obligation generated in the recruitment process. Research limitations/implications The sample size is an element to take into account when valuing the obtained results. Moreover, the effects of the recruitment programs with employee referral on the TWA should be analyze on more qualified jobs. Furthermore, they should be also evaluated if the effects on the attitudes stay the same in longer periods. Originality/value This is the first paper to examine the impact of the employee-referral-based recruitment method known as “bring a friend” on attitudes – group commitment, task commitment, group satisfaction, general job satisfaction, and job involvement – and turnover of employees when used by TWA. Likewise, we want highlight the fact that this is a longitudinal research study.

scholarly journals Apparatus performance improvement model of the national narcotics agency in preventing illegal circulation of narcotics

2021 ◽  
pp. 217-222
Author(s):  
Mr. Marbawi ◽  
Sapna Biby ◽  
Faisal Matriadi ◽  
Muhammad Nasir ◽  
Muhammad Kefvin Suwira
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Intrinsic Motivation ◽  
Organization Culture ◽  
Performance Model ◽  
Equation Modeling ◽  
Variable Effect ◽  
Aceh Province ◽  
Motivation Effect ◽  
The Impact

This study aims to determine apparatus performance model variabels of job satisfaction and the impact on personil performance of National Narcotics Agency Aceh Province. The data used is the data by distributing questionnaires to 177 respondent of personil National Narcotics Agency Aceh Province. To analyze the data, the statistical analysis used structure equation modeling (SEM) and processed with the help of the application Amos. The variables of apparatus performance model measured include transformational leadership, organization culture and Intrinsic Motivation effect toward job satisfaction and then analysis of statistical test is transformational leadership, organization culture, Intrinsic Motivation and job satisfaction effect toward of Personil Performance of National Narcotics Agency Aceh Province. The result job satisfaction variable effect dominand variabel to Apparatus Performance of National Narcotics Agency Aceh Province.

The moderating role of intrinsic work value orientation on the dual-process of job demands and resources among Chinese employees

2015 ◽  
Vol 8 (2) ◽  
pp. 78-91 ◽  
Author(s):  
Luo Lu ◽  
Hui Yen Lin ◽  
Chang-Qin Lu ◽  
Oi-Ling Siu
Keyword(s):  
Job Satisfaction ◽  
Mainland China ◽  
Job Demands ◽  
Value Orientation ◽  
Dual Process ◽  
Personal Resources ◽  
Unique Contribution ◽  
Content Type ◽  
Work Value

Purpose – The moderating roles of personal resources in the Job Demands-Resources (JD-R) model are relatively rarely examined, especially in non-western countries. The purpose of this paper is to investigate the moderating effect of a personal resource (i.e. intrinsic work value orientation) on the relationships between job demands, job resources, and job satisfaction among a large sample of Chinese employees from both mainland China and Taiwan. Design/methodology/approach – Structured questionnaire survey was carried out to collect data from 402 employees in mainland China and 306 employees in Taiwan. Findings – The authors found that intrinsic work value orientation amplified the negative relationship between work constraints (a job demand) and job satisfaction. Meanwhile, intrinsic work value orientation strengthened the positive relationship between autonomy (a job resource) and job satisfaction. Originality/value – This is one of the few studies that explored the role of personal resources in the JD-R model. One unique contribution of the study is that the authors extended the JD-R model to include the intrinsic work value orientation as a resourceful work value for Chinese employees in two major Chinese societies. Based upon the findings, the authors suggest that personal resources such as work value orientation should be taken into account in the research of the JD-R model. Managerial implications of the findings are also discussed.

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