When the abuse is unevenly distributed: The effects of abusive supervision variability on work attitudes and behaviors

2012 ◽  
Vol 34 (8) ◽  
pp. 1105-1123 ◽  
Author(s):  
Babatunde Ogunfowora
Keyword(s):  
Abusive Supervision ◽  
Work Attitudes ◽  
Attitudes And Behaviors ◽  
And Behaviors

scholarly journals Military Experience in Civilian Government Organizations: An Exploratory Study of Its Effects on a Range of Work Attitudes and Behaviors

2021 ◽  
Vol 11 (4) ◽  
pp. 116
Author(s):  
Leonard Bright
Keyword(s):  
Work Experience ◽  
Public Management ◽  
Turnover Intentions ◽  
Large Body ◽  
The United States ◽  
Work Attitudes ◽  
Full Time ◽  
Military Experience ◽  
Attitudes And Behaviors ◽  
And Behaviors

There is a large body of research that has comparatively explored the relationship that military experience has with the attitudes and behaviors of employees who work in military organizations. However, very few studies have extended this line of research in civilian organizations. This study seeks to add to this body of research by exploring whether there are meaningful attitude and behavioral differences between veterans and non-veterans who work in a government civilian organization. Using a sample of 500 federal employees in the United States, the findings of this study revealed that prior military experience had no meaningful relationship to the work satisfaction, performance, person-organization fit, public service motivation, work stress, nor turnover intentions of public employees. The most important predictors of the work attitudes of employees were their age, education level, full-time status, and years of work experience. The implications this study has for the field of public management are discussed.

scholarly journals Cultural Nuances in Work Attitudes and Behaviors: Towards a Model of African Work Culture

2021 ◽  
Vol 10 (2) ◽  
pp. 259
Author(s):  
Elizabeth I. Olowookere ◽  
Benedict C. Agoha ◽  
Dare O. Omonijo ◽  
Jonathan A. Odukoya ◽  
Ayotunde O. Elegbeleye
Keyword(s):  
Survey Design ◽  
Sampling Technique ◽  
Work Attitudes ◽  
Structured Interview ◽  
Cultural Dimensions ◽  
Work Culture ◽  
Attitudes And Behaviors ◽  
Ogun State ◽  
And Behaviors ◽  
Organizational Rules

This study explored managers’ perception of the work behaviors and attitudes of Nigerian workers with reference to Nigeria’s cultural orientation and the global culture. It compared Japan, USA and Nigeria on Hofstede’s cultural dimensions, work culture and organizational outcomes. Descriptive survey design and purposive sampling technique were used in data collection. A total of 131 managers (74 males and 57 females) from manufacturing organizations in Ota, Ogun State were interviewed. The structured interview comprised of 12 statements on work attitudes and behaviors to which respondents agreed or disagreed and made remarks. Four research questions were asked and answered using frequency distribution. The result showed that greater percentage of managers perceived Nigerian workers to require close supervision, sanctions and coercion in driving compliance with organizational rules. Workers were also perceived to be motivated mostly by pay, rewards and benefits. However, only about half of the respondents agreed that Nigerian workers are self-centered and individualistic. Lastly, they perceived that given the right circumstances, Nigerian workers are highly resourceful and capable of participative decision-making and mutual responsibility. This study concluded that Nigeria as well as Japan have collectivist cultures while America has individualistic culture. Although collectivism has paid off as evinced in the successes of Japanese companies, Nigerian organizations, like many others in Africa, have been victims of acculturation with adverse consequences for organizational growth. Hence, a model of African work culture was recommended, one that should not jettison indigenous cultures, but ensure an effective blend with global best practices.   Received: 2 September 2020 / Accepted: 1 November 2020 / Published: 5 March 2021

Promoting desirable work attitudes and behaviors among accountants: a field study

2020 ◽  
Vol 35 (10) ◽  
pp. 1591-1604
Author(s):  
Enoch Kusi Asare ◽  
J. Lee Whittington ◽  
Robert Walsh
Keyword(s):  
Performance Management ◽  
Affective Commitment ◽  
Online Survey ◽  
Management Practices ◽  
Work Attitudes ◽  
Work Outcomes ◽  
Future Research ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
And Behaviors

Purpose Accounting work is characterized by high job demands and tight deadlines. With less task variety, accounting work is susceptible to employee disengagement. This paper aims to examine the role of enhanced performance management practices as intervention mechanism to the disengagement among accountants. Design/methodology/approach A total of 105 accountants participated in an online survey, answering self and social reports. Hypotheses were tested using regression analyses. Findings Enhanced performance management practices promote engagement among accountants. In turn, engagement promotes job satisfaction and affective commitment among accountants. Research limitations/implications Further studies are necessary to test the study’s findings. Future research should focus on replicating this study in other settings. Practical implications Performance planning and implementation are critical to enhancing accountants’ work attitudes and behaviors. Originality/value The accounting literature has consistently addressed negative accounting work outcomes from the perspective of burnout (a negative approach). This paper addresses the issue from the perspective of engagement (a positive approach).

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