Personal costs and benefits of employee intrapreneurship: Disentangling the employee intrapreneurship, well-being, and job performance relationship.

2018 ◽  
Vol 23 (4) ◽  
pp. 508-519 ◽  
Author(s):  
Jason C. Gawke ◽  
Marjan J. Gorgievski ◽  
Arnold B. Bakker
Keyword(s):  
Job Performance ◽  
Well Being ◽  
Costs And Benefits ◽  
Personal Costs

scholarly journals Incorporating Ecosystem Services in the Assessment of Water Framework Directive Programmes of Measures

2021 ◽  
Author(s):  
Ioannis Souliotis ◽  
Nikolaos Voulvoulis
Keyword(s):  
Ecosystem Services ◽  
Water Framework Directive ◽  
Water Status ◽  
Monitoring And Evaluation ◽  
Well Being ◽  
Ecological Condition ◽  
Costs And Benefits ◽  
Ecological Objectives ◽  
The Eu

AbstractThe EU Water Framework Directive requires the development of management responses aimed towards improving water quality as a result of improving ecosystem health (system state). Ecosystems have potential to supply a range of services that are of fundamental importance to human well-being, health, livelihoods and survival, and their capacity to supply these services depends on the ecosystem condition (its structure and processes). According to the WFD, Programmes of Measures should be developed to improve overall water status by reducing anthropogenic catchment pressures to levels compatible with the achievement of the ecological objectives of the directive, and when designed and implemented properly should improve the ecological condition of aquatic ecosystems that the delivery of ecosystem services depends on. Monitoring and evaluation of implemented measures are crucial for assessing their effectiveness and creating the agenda for consecutive planning cycles. Considering the challenges of achieving water status improvements, and the difficulties of communicating these to the wider public, we develop a framework for the evaluation of measures cost-effectiveness that considers ecosystem services as the benefits from the reduction of pressures on water bodies. We demonstrate its application through a case study and discuss its potential to facilitate the economic analysis required by the directive, and that most European water authorities had problems with. Findings demonstrate the potential of the methodology to effectively incorporate ecosystem services in the assessment of costs and benefits of proposed actions, as well as its potential to engage stakeholders.

Trauma in the correctional field and the correctional worker habitus

Incarceration ◽  
2021 ◽  
Vol 2 (2) ◽  
pp. 263266632110217
Author(s):  
Laura McKendy ◽  
Rose Ricciardelli ◽  
Kate Konyk
Keyword(s):  
Job Performance ◽  
Stress Disorder ◽  
Subjective Effects ◽  
Well Being ◽  
Negative Effects ◽  
Work Stressors ◽  
The Social ◽  
Emotional Insecurity ◽  
Correctional Settings ◽  
Key Aspects

Prisons and other correctional settings are spaces often marked by numerous sources of physical, psychological, and emotional insecurity. Researchers have consistently found correctional work to be associated with outcomes such as burnout, posttraumatic stress disorder, and depression. Drawing on open-ended survey questions with correctional workers (CWs) in the province of Ontario, we first identify salient themes in discussions of work stressors and potentially psychologically traumatic events (PPTEs); these include situations involving harm to prisoners, harm to staff, and harms associated with occupational and organizational culture. Next, employing the concept of “habitus,” we consider the social-subjective effects of exposure to PPTEs as revealed in respondent accounts. Key aspects include a disposition of hypervigilance, desensitization, disillusionment, and distrust. We suggest that the CW habitus may, in some ways, serve to mitigate threats in the work environment, though may have negative effects on job performance and well-being, and come to shape social experiences in everyday life.

scholarly journals Jointly Predicting Job Performance, Personality, Cognitive Ability, Affect, and Well-Being

2021 ◽  
Vol 16 (2) ◽  
pp. 46-61
Author(s):  
Pablo Robles-Granda ◽  
Suwen Lin ◽  
Xian Wu ◽  
Gonzalo J. Martinez ◽  
Stephen M. Mattingly ◽  
...  
Keyword(s):  
Job Performance ◽  
Cognitive Ability ◽  
Well Being

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

scholarly journals ACCENTUATING THE POSITIVE ORGANIZATIONAL BEHAVIOUR AND WORK ENGAGEMENT CONCEPTS TOWARDS JOB PERFORMANCE QUALITY OF PUBLIC SECTOR STAFF IN WILAYAH PERSEKUTUAN PUTRAJAYA

2017 ◽  
Vol 5 (2) ◽  
pp. 134-140
Author(s):  
Nordayana Zulkifli ◽  
Kalsom Binti Ali
Keyword(s):  
Public Sector ◽  
Job Performance ◽  
Performance Appraisal ◽  
Work Engagement ◽  
Well Being ◽  
Actual State ◽  
Organizational Behaviour ◽  
Performance Quality ◽  
Quality Aspects ◽  
Relationship Of

This study is directed to answer the utilization of positive organization behaviour (POB) theory to encourage the actual state-like psychological resource capacities such as self-efficacy, hope, optimism, and resilience to ascertain workforce capabilities and issues of job performance quality aspects of in-role behaviour and extra-role behaviour, which the researcher believes it can contribute to the development of the workforce.  The questions and relationship of many factors towards job performance quality has been widely debated in human resources field, with scholars discusses various facets such as psychological well-being, performance appraisal, and workplace environment, however the application and implementation of POB are still less discussed in the Asia country as a whole and Malaysia context  as compared to the Western region. This study will also examine the moderating effects of work engagement on the relationship of POB and job performance capabilities among  public sector staff in Wilayah Persekutuan Putrajaya, which focuses to the “Pegawai Tadbir dan Diplomatik” (PTD) officer with the current service year maximum of 5 years.  Data will be collected via questionnaires and the study will be using SPSS and AMOS to analyse the data.  A quantitative study will be conducted towards the process of gaining data and a result regarding POB, work engagement and job performance quality to uncover the philosophy of organizational behaviour with the psychology adding concept and directly it hopes to reveal its antecedents and consequences. Therefore, the findings will be expected to show the effects of POB and work engagement in job performance capabilities which substantial for the public sector staff in order to improve their service quality and higher performance.  

Work–family interface: Effect of enrichment and conflict on job performance of Korean workers

2012 ◽  
Vol 18 (3) ◽  
pp. 383-397 ◽  
Author(s):  
Doo Hun Lim ◽  
Ji Hoon Song ◽  
Myungweon Choi
Keyword(s):  
Life Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Structural Equation ◽  
Work Performance ◽  
Organizational Context ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Work Family

AbstractMany studies conducted in Western societies indicated that work–family enrichment (WFE) and conflict influence employees' work performance positively and/or negatively. However, few studies have been conducted in collectivist, rapidly growing societies like Korea. The purpose of this study was to identify the extent to which those work–family interface variables influence the work performance of employees within the Korean organizational context. We performed forward and backward translation procedure to develop the Korean language versions of the WFE scale, work–family conflict (WFC) scale, and other scales assessing life satisfaction and job performance. Data were collected from a sample of 425 workers from various for-profit firms and universities in Korea. For data analysis, basic descriptive analyses, item reliability and construct validity tests, and a two-step structural equation modeling (SEM) approach were employed to identify influential relationships among WFE/WFC, life satisfaction, and job performance. Results indicated that WFE was a significant factor influencing Korean workers' life satisfaction (WLS) and job performance, whereas WFC was not. Implications of the study findings, including the strategies for improving employee well-being within the Korean cultural context, were presented.

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