A Cultural Orientation Approach to Work Orientation: Mongolian Workers’ Jobs, Careers, and Callings

Culturally held beliefs about the self and its relations with others affect the way individuals view their work. In this study, we examined the associations between individualism-collectivism and the three work orientations (i.e., viewing work as a job, a career, or a calling). We also investigated whether the positive effects of a calling orientation can be generalized to a developing eastern country, Mongolia. Using a sample of 352 Mongolian workers, we found that those endorsing horizontal collectivism tended to view their work as a calling more than as a job or a career. Mongolians with a calling orientation reported having better satisfaction with job, salary, and life, more work meaningfulness, and less turnover intention than those viewing work as a job or a career. The results suggest that cultural orientations and work orientations are intertwined, and the positive roles of a calling orientation are generalizable to Mongolia.

STRUCTURAL PRESENTATION OF PHYSICAL EDUCATION AND SPORTS IN GEORGIAN SCHOOLS

The work discusses the content of physical education and sports in Georgian schools. Work orientation in classis from 1-6 and grades 7-12 is specified. The actual situation of the subject is analyzed and practical recommendations are provided.

Pengaruh Kepribadian, Orientasi Kerja Dan Penempatan Pegawai Terhadap Kinerja Pegawai Bank Nagari Cabang Utama Kota PadangPengaruh Kepribadian, Orientasi Kerja Dan Penempatan Pegawai Terhadap Kinerja Pegawai Bank Nagari Cabang Utama Kota Padang

This study was conducted to determine the extent of the influence of personality, work orientation and employee placement on the performance of employees of Bank Nagari Main Branch of Padang City. This type of research is descriptive and causal research with 98 respondents. Test and analysis methods with validity, reliability, multiple linear regression analysis and coefficient of determination tests. In testing the hypothesis for Personality on Employee Performance obtained partially the influence of employee personality has a significant influence on employee loyalty. For testing the Work Orientation variable towards Employee Performance, partially perceived value has a significant effect on Employee Performance. For testing the Employee Placement variable on Employee Performance obtained partially has a significant effect on Employee Performance. With the results of this study it is expected to help the management of Bank Nagari in formulating strategies in improving the performance of employees of Bank Nagari in Padang City Branch.

Why Do People Work? An Empirical Test of Hybrid Work Orientations

The present study analyzed whether one’s work orientation can be organized into work orientation profiles beyond the three pure orientations of job, career, and calling. We tested the existence of these hybrid work orientations in a sample of 959 adults aged from 18 to 71 years old (M = 40.61, SD = 9.54). A cluster analysis showed that the best result consisted of four profiles: “Career-Calling”, “Career-Job”, “Pure Job”, and “Indifference”. Theoretical and practical implications of profile approach to the study of work orientations are discussed at the end.

Jobs, Careers, and Callings: Exploring Work Orientation at Mid-Career

Mid-career is a time when work orientation (i.e., viewing ones’ work as a job, a career, or a calling) comes into sharper focus. Using Wrzeniewski et al.’s tripartite model, we conducted a discriminant function analysis to determine the combination of variables that best discriminates among people who are aligned with a job, a career, or a calling orientation in a sample of 251 full-time, North American mid-career employees. Compared to those who approach work as a job, those with a calling orientation were more engaged in work. The career-oriented stood apart from the others as a function of shorter job tenure, greater turnover intentions, work engagement, career satisfaction, and a tendency to engage in career self-comparisons. Work-orientation groups did not differ significantly in terms of family centrality, work–life balance, life satisfaction, or well-being. The results suggest that the work orientations represent distinct and equally valid ways to approach work.

Reasons to postpone or renounce childbearing during fertility decline in Finland

We examined self-reported reasons to postpone or renounce childbearing during fertility decline in Finland in 2010s and their associations with socio-demographic and lifestyle factors, including social media use and work-related attitudes. Using representative survey data from Finnish Family Barometers, the sample comprised participants aged 20-44 who did not plan having children soon. Based on exploratory factor analysis, self-reported reasons were grouped into perceived uncertainty, childfree preference, and completed fertility factors. More stable life situation, infrequent social media use, lower work-orientation were related to lower perceived uncertainty, whereas being a woman, having no children, frequent social media use, and higher work-orientation were associated with increased childfree preferences. Perceived uncertainty and childfree preferences may contribute to recent fertility decline by influencing childbearing decisions, independently of socio-demographic characteristics.

Misaligned Meaning: Couples’ Work-Orientation Incongruence and Their Work Outcomes

This research investigates the relationship between couples’ work-orientation incongruence—the degree to which romantic partners view the meaning of their own work differently—and their ability to succeed in making job transitions and experiencing satisfaction with the jobs they hold. We use a social information-processing approach to develop arguments that romantic partners serve as powerful social referents in the domain of work. By cueing social information regarding the salience and value of different aspects of work, partners with incongruent work orientations can complicate each other’s evaluation of their own jobs and the jobs they seek. In a longitudinal study of couples in which one partner is searching for work, we find that greater incongruence in couples’ calling orientations toward work relates to lower reemployment probability, a relationship that is mediated by an increased feeling of uncertainty about the future experienced by job seekers in such couples. Calling-orientation incongruence also relates to lower job satisfaction for employed partners over time. We contribute to the burgeoning literature on the role romantic partners play in shaping work outcomes by examining the effect of romantic partners’ perception of the meaning of work, offering empirical evidence of the ways in which romantic partners influence key work and organizational outcomes. Our research also contributes to the meaning of work literature by demonstrating how work-orientation incongruence at the dyadic level matters for individual work attitudes and success in making job transitions.

The role of work orientation and gender on feelings toward pay

Purpose This paper aims to examine the moderating effect of employees’ work orientation and gender on their feelings toward pay, that is, the relationship between perceived fairness of a pay system and pay level satisfaction. The perceived fairness of pay system is investigated with two pay system procedures, namely, job evaluation and performance evaluation, both determining the level of base pay. Design/methodology/approach Survey data were collected from three public sector organizations in Finland (N = 526). Linear regression analysis was used to investigate the relationship between pay satisfaction, pay system fairness, work orientation and gender. Findings The results show that employees’ work orientation significantly and negatively relates to pay satisfaction. The interaction analyses suggest significant gender differences in the relationship between work orientation and pay satisfaction, as work orientation is negatively associated with pay satisfaction for women. They also show that work orientation and job evaluation fairness have a positive, joint effect on pay satisfaction. Practical implications This study has implications for the implementation of fair pay practices in organizations. The role of work orientation in the relationship between job evaluation fairness and pay satisfaction highlights the importance of pay system fairness especially among work-oriented employees. Special attention should be paid on work-oriented women: With equal perception of pay system fairness, work-oriented women feel unsatisfied with their pay. Originality/value This paper is the first study to highlight the role of work orientation and gender in reactions related to pay.