Work-related health attributions as a mediator of the effect of work climate on subsequent employee attitudes and behavioural intentions

2012 ◽  
Author(s):  
Katharina Naswall ◽  
Sara Goransson ◽  
Magnus Sverke
Keyword(s):  
Employee Attitudes ◽  
Work Climate ◽  
Behavioural Intentions ◽  
Work Related

Authentic leadership and employee psychological well-being: An integrated review of the literature

2020 ◽  
Vol 11 (1) ◽  
pp. 82-82
Author(s):  
Hellya Agustina ◽  
Nur Atiqah Abdullah ◽  
Ihil S. Baron
Keyword(s):  
Authentic Leadership ◽  
Turnover Intentions ◽  
Well Being ◽  
Negative Influence ◽  
Employee Attitudes ◽  
Work Climate ◽  
Psychological Well Being ◽  
Management Culture ◽  
Employee Silence ◽  
Being There

As we known that one resource that supports work of employee is a good relationship among the leader and co-workers. Leaders who have styles that are able to improve employees' psychological well-being by making workplaces healthy, do not neglect supervision, are able to motivate employees, and reflect values that are important to employees (see, Hsiung 2012; Winkler et al. 2015; Huang et al. 2016; Joo, Park, & Lim 2016). There seems to be general agreement that effective leadership will encourage positive employee attitudes and behaviour (e.g., Fong & Snape 2015; Afsar, Badir & Kiani 2016; Semedo, Coelho, & Ribeiro 2016; Wu & Lee 2017; Kim & Beehr 2018; Buil , Martinez, & Matute 2019; Mostafa & Bottomley 2020). Meanwhile, most of the previous studies link that authentic leadership also has a negative influence on employees, such as: employee silence (Guenter et al. 2016); job stress (Weiss, et al. 2017); cynicism and immodesty (A Megeirhi, et al. 2018); burnout (Fair & Kamal 2019); management culture errors (Farnese et al. 2018); and turnover intentions (Gordon et al. 2019). Researchers found that only a few studied the relationship between authentic leadership and employee psychological well-being. There is only one study that examines this by using work climate as mediator variable in the type of nurse's work. Research conducted by Nelson et al. (2014) which states that authentic leadership has been recognized to influence psychological well-being through its impact on the work climate. Moving on from these issues, the interests of employees in Indonesia should be considered because the employee is required to work for eight hours a day and employees are working to make ends meet. Keywords: authentic leadership, psychological well-being, mediators, moderators, integrated review.

An extended model of the interaction between work-related attitudes and job performance

2016 ◽  
Vol 65 (1) ◽  
pp. 42-57 ◽  
Author(s):  
Santiago Melián-González
Keyword(s):  
Job Performance ◽  
Organizational Support ◽  
Psychological Contract ◽  
Employee Attitudes ◽  
Psychological Contract Breach ◽  
Extended Model ◽  
Cross Sectional ◽  
Contract Breach ◽  
Content Type ◽  
Work Related

Purpose – The purpose of this paper is to test a comprehensive work-related attitudinal model relevant for job performance by extending the perceived organizational support (POS), job satisfaction, and organizational commitment model with both perceived supervisor support (PSS) and psychological contract breach attitudes. Design/methodology/approach – The proposed model was tested using a sample of a company’s 104 employees and through partial least squares analysis. Findings – A total of 23 percent of the variance in job performance was explained. Interactions among attitudes were all significant. PSS and psychological contract breach accounted for 70 percent of the POS variance. Research limitations/implications – There is a risk of common-method bias. The cross-sectional design limits making causal inferences. Practical implications – Instead of measuring employee attitudes in an amorphous way, managers can rely on the included attitudes since these are significant for job performance. The construct’s content allows managers to elaborate specific practices to improve staffs’ attitudinal state. Originality/value – This model incorporates five independent attitudes that any employee can experience. This is the first study that proposes and tests an interaction among all of them that is significant for job performance.

scholarly journals Fatigue on Oil Refinery Workers and Related Factors

2021 ◽  
Vol 9 (E) ◽  
pp. 887-894
Author(s):  
Iwan Muhamad Ramdan ◽  
Krishna Purnawan Candra ◽  
Ulfah Rana Mahdiyyah
Keyword(s):  
Heat Stress ◽  
Health Status ◽  
Respiratory Rate ◽  
Noise Exposure ◽  
Work Climate ◽  
Sound Level ◽  
Oil Refinery ◽  
Related Factors ◽  
Cross Sectional ◽  
Work Related

Background: Work fatigue plays a large role in all industries in terms of performance, work safety, and work productivity. Oil and gas is an industry with a high level of occupational safety and health risks. Research of work-related fatigue is needed to detect critical risk factors early in order to prevent the adverse effect of work-related fatigue. Objectives: This study aims to analyze the prevalence of work fatigue in oil refinery workers at one of the oil refinery companies in Indonesia, and analyze the factors that influence it. Design and Methods: A cross-sectional study was conducted on 224 oil refinery workers. Questionnaire and work-related fatigue scales were used to assess demographic characteristics and work-related fatigue. A medical examination was applied to assess the health status of workers based on blood pressure, body temperature, and respiratory rate. The sound level meter and heat stress meter was used to measure noise and work climate. Cramer’s V correlation was applied to identify correlations between work-related fatigue and other parameters. Results: Work-related fatigue of 100% was found among workers, with categorized as low, medium, high, and very high in 9.38, 53.57, 30.35, and 6.7% of the workers, respectively. Work-related fatigue was significantly correlated with working period (p=0.028), health status (respiratory rate) (p=0.018), noise exposure (p=0.000) and work climate/heat stress (p=0.001). Conclusion: The companies should improve the health status of workers, reduce workload for aging workers, control noise, and control heat exposure in the workplace.

Relational impact of authentic and transactional leadership styles on employee creativity

2017 ◽  
Vol 8 (3) ◽  
pp. 274-295 ◽  
Author(s):  
Aminu Sanda ◽  
Nana Ama Dodua Arthur
Keyword(s):  
Leadership Styles ◽  
Transactional Leadership ◽  
Authentic Leadership ◽  
Work Climate ◽  
Employee Creativity ◽  
Content Type ◽  
Organizational Goals ◽  
Work Related ◽  
Industrial Sectors ◽  
Innovative Climate

Purpose The purpose of this paper is to explore how authentic leadership and transactional leadership styles in Ghanaian telecom firms influence employees’ creativity, and the effect that climate for innovation and work-related flow have on such influencing relationship. Design/methodology/approach Guided by the implicit theory of leadership, and using questionnaires, data were collected from 335 employees in five mining firms and analyzed descriptively and inferentially. Findings It was found that managers in the telecom firms use transactional leadership styles and authentic leadership styles to enhance employees’ creativity. The work climate fostered employees’ creativity and encouraged their innovation. The prevalence of work-related flow enhanced employees’ job performances. The innovative climate mediated the effect of authentic leadership on employees’ creativity, but moderated the effect of transactional leadership on the employees’ creativity. Work-related flow also moderated the effects of both authentic and transactional leadership styles on employee creativity. It is concluded that managers in telecom firms influence their followers’ creativity by altering their leadership styles in accordance with the given situation to achieve organizational goals. Research limitations/implications The study sample was drawn from a single sub-sector of the Ghanaian economy. This represents a limitation, for which the findings cannot be generalized. Replications and extensions of the study in different industrial sectors will help test the robustness and generalizability of the findings. Originality/value This study has shown that managers of telecom firms in Ghana can cultivate and nurture the creativities of their employees toward increased performances by creating conducive psychosocial work climate that supports innovativeness, and use the requisite authentic and transactional leadership skills in the conduct of their managerial functions.

Job attitudes between unionized and non-unionized employees

2017 ◽  
Vol 25 (4) ◽  
pp. 647-661 ◽  
Author(s):  
Joshua Chang ◽  
Antonio Travaglione ◽  
Grant O’Neill
Keyword(s):  
Industrial Relations ◽  
Health And Safety ◽  
Job Attitudes ◽  
Employee Attitudes ◽  
Social Attitudes ◽  
Pay Equity ◽  
Data Set ◽  
Content Type ◽  
Attitudinal Differences ◽  
Work Related

Purpose The purpose of this paper is to study job attitudes between unionized and non-unionized employees in Australia as recent research on attitudes among unionized employees has centred on topics such as attitudes towards unionization and involvement, but not on work-related attitudes. Design/methodology/approach This study uses a data set of over 5,000 responses from the Australia at Work survey. Ten attitudinal survey questions adapted from the Australian Workplace Industrial Relations Survey and the Australian Survey of Social Attitudes were used to compare work-related attitudinal differences between unionized and non-unionized employees. Findings Findings show that unionized employees perceive less manager–employee consultation, health and safety, dispensability, time flexibility, workload flexibility, managerial trust, fair treatment and pay equity. Originality/value Not much is known about the attitudinal differences between unionized and non-unionized employees, given the paucity of research on unionist job attitudes. Recent research in this area has centred on employee attitudes towards unionization and involvement as opposed to studying work-related attitudes. The findings can help the management predict behavioural responses between unionized and non-unionized employees for improved decision making.

The “Levels” Problem in Assessing Organizational Climate: Evidence From the Federal Employee Viewpoint Survey

2020 ◽  
pp. 009102602091771
Author(s):  
James R. Thompson ◽  
Michael D. Siciliano
Keyword(s):  
Organizational Climate ◽  
Federal Agency ◽  
Employee Attitudes ◽  
Public Employees ◽  
Federal Employees ◽  
Regional Office ◽  
Federal Employee ◽  
Work Related ◽  
Hierarchical Levels

The Federal Employees Viewpoint Survey (FEVS) has gained prominence as the primary vehicle through which agencies assess the work-related attitudes of their employees. Within the discipline, the FEVS results have proven a fertile source of data on the job-related attitudes of public employees. However, concerns have been raised with the instrument and with how the FEVS data has been used by scholars. This article highlights a concern with the use of ambiguous terms which impede interpretation of the FEVS results. An investigation in partnership with officials from the regional office of a federal agency confirmed the divergent meanings respondents assign terms such as “my organization” and brought to the fore the extent to which, in large organizations, employee attitudes are distinctive to the units to which they belong at different hierarchical levels. The literature on organizational climate provides a useful framework within which the phenomenon can be understood and analyzed.

scholarly journals Relationship between Work Climate and Physical Workload with Work-Related Fatigue

2019 ◽  
Vol 8 (2) ◽  
pp. 150
Author(s):  
Mustofani Mustofani ◽  
Endang Dwiyanti
Keyword(s):  
Simple Random Sampling ◽  
Work Climate ◽  
Physical Workload ◽  
National Standard ◽  
P Value ◽  
Cross Sectional ◽  
Wet Bulb Globe Temperature ◽  
Work Related ◽  
Workplace Accidents ◽  
Globe Temperature

Introduction: Work-related fatigue is a common problem in the workplace that must be solved because it has an impact on the occurrence of workplace accidents, reduces productivity and affects workers’ health. A survey conducted by the National Safety Council on 2010 workers in 2017 stated that 69% of them experienced work-related fatigue and 13% of them could be attributed to workplace accidents. Other studies conducted by O'Neill and Panuwatwanich in 2013 stated the loss that could arise due to work-related fatigue is averaged around $ 1,000/week. The purpose of this study was to determine the relationship between work climate and physical workload with work-related fatigue on workers in the 5th warehouse of fabrication area of Bangun Sarana Baja Company. Metods: This study is an observational analytic with a cross-sectional approach with 30 respondents who were randomly selected using the simple random sampling method. Measurements of the work climate used heat stress apparatus by calculating the Wet Bulb Globe Temperature, and measurement of physical workload is carried out by observations referring to Indonesian national standard No. 7269 in 2009. Meanwhile, work-related fatigue is measured objectively by using reaction timer. Results: This study indicates the average work climate is exceeding TLV (28.4° C), and the majority of workers got a moderate physical workload (53.3%) and experience mild work-related fatigue (50%). Conclusion: There was no relation between work climate and work-related fatigue (p-value = 0.192) and there was a significant relationship between physical workload and work-related fatigue (p-value = 0.028, r = 0.400). Keywords: physcal workload, work climate, work-related fatigue

The influence of humor on workplace mentoring and employee attitudes

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Zachary M. Love ◽  
Jennifer L. Bowler ◽  
Mark C. Bowler
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intentions ◽  
Employee Attitudes ◽  
Direct Care ◽  
Care Staff ◽  
Direct Care Staff ◽  
Work Related ◽  
Mentoring Relationship ◽  
Humor Style

Organizations are under continual pressure to cultivate an environment in which employees feel valued and committed, and mentoring provides one channel through which this may be achieved. In particular, the dynamics characterizing the mentoring relationship are of paramount importance. In the current study of 108 direct-care staff at a psychiatric hospital, we investigated the influence of 2 aspects of these dynamics—mentor humor style and the frequency with which humor is used—on protégé satisfaction with the mentoring relationship and on several key work-related outcomes (i. e., organizational commitment, job satisfaction, and turnover intentions). Overall, mentor humor style and frequency were both positively associated with protégés' mentoring satisfaction. Furthermore, mentoring satisfaction favorably influenced protégés' affective organizational commitment and job satisfaction, both of which were inversely related to their turnover intentions. Theoretical and practical implications of these results, along with the role of indirect effects, are discussed.

scholarly journals Mechanisms of Social Capital in Organizations: How Team Cognition Influences Employee Commitment and Engagement

2019 ◽  
Vol 49 (7) ◽  
pp. 777-791
Author(s):  
Alexander Kroll ◽  
Leisha DeHart-Davis ◽  
Dominik Vogel
Keyword(s):  
Social Capital ◽  
Critical Role ◽  
Employee Attitudes ◽  
Team Cognition ◽  
Organizational Social Capital ◽  
Government Organizations ◽  
Work Related ◽  
Individual Perceptions ◽  
The Social ◽  
Performance Gains

While previous research has shown that organizational social capital benefits organizations and creates performance gains, most of this work examined this relationship at the macro level based on organizational aggregates. In this article, we study organizational social capital effects at the micro level, that is, its impact on important work-related attitudes of employees within organizations. We argue that individual perceptions of organization-wide social capital matter in determining employee attitudes such as engagement and commitment. We also point to the critical role of team cognition in shaping individual perceptions of social capital in organizations. Using an organizationally representative sample of nearly 1,200 individuals from two local government organizations in North Carolina, we find support for the indirect effect of team cognition on employee work attitudes. The findings suggest that a promising way to increase the social capital of organizations is through interventions at the team level.

scholarly journals Technostressors – a boon or bane? Toward an integrative conceptual model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rofia Ramesh ◽  
Subramaniam Ananthram ◽  
V. Vijayalakshmi ◽  
Piyush Sharma
Keyword(s):  
Conceptual Model ◽  
Technology Use ◽  
Employee Attitudes ◽  
Need Satisfaction ◽  
Negative Effects ◽  
Content Type ◽  
Personal Resource ◽  
Psychological Need ◽  
Work Related ◽  
Psychological Need Satisfaction

Purpose This paper aims to highlight the positive and negative effects of technostressors on employee attitudes using psychological need satisfaction as an explanatory mechanism and mindfulness as an individual resource, thereby developing an integrative conceptual model. Design/methodology/approach A narrative literature review was performed in the technostress, job demands-resources and mindfulness literature to develop the propositions of the integrative conceptual model. Findings This paper posits psychological need satisfaction as a mediator in the process by which technostressors impact important employee outcomes. It also proposes mindfulness as a personal resource that helps alleviate technostressor induced burnout and foster work engagement. Research limitations/implications The proposed integrative conceptual framework provides some useful directions for future empirical research on this topic of growing importance. Practical implications Based on the findings of this paper, managers can devise and implement a technostressor-specific mitigation strategy to cope with information and communication technology–induced work demands. They can also introduce mindfulness-based programs to support positive outcomes when technostressors are present. Originality/value This paper is the first to theoretically delineate specific characteristics of technostressors as challenge and hindrance demands and makes interdisciplinary contributions by extending the role of psychological mechanisms such as psychological need satisfaction and personal resources such as mindfulness in work-related technology use research.

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