Convergent perceptions of organizational efficacy among team members and positive work outcomes in organizational teams

2014 ◽  
Vol 88 (1) ◽  
pp. 178-202 ◽  
Author(s):  
Jing Du ◽  
Yuhyung Shin ◽  
Jin Nam Choi
Keyword(s):  
Work Outcomes ◽  
Team Members ◽  
Organizational Efficacy ◽  
Organizational Teams ◽  
Positive Work

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

Minding the Mechanisms: A Discussion of How Mindfulness Leads to Positive Outcomes at Work

2015 ◽  
Vol 8 (4) ◽  
pp. 620-629 ◽  
Author(s):  
Dexter Miksch ◽  
Meghan I. H. Lindeman ◽  
Lebena Varghese
Keyword(s):  
Theoretical Model ◽  
Empirical Research ◽  
Practical Importance ◽  
Work Outcomes ◽  
Future Research ◽  
Positive Outcomes ◽  
Mindfulness Practices ◽  
Mediating Mechanisms ◽  
The Many ◽  
Positive Work

Hyland, Lee, and Mills (2015) asserted that the many benefits of mindfulness practices have been underutilized and understudied at work. We agree with the focal article's stance that more research is needed on mindfulness at work. We extend this argument to include a request that future research pays attention to the mechanisms responsible for the effects of mindfulness at work. In this commentary, we (a) briefly discuss the practical importance of understanding the mechanisms by which mindfulness practices lead to positive outcomes, (b) outline the mediating mechanisms proposed by the leading theoretical model of mindfulness effects and how those mediators apply to work, and (c) argue that more rigorous, empirical research is needed to understand the mechanisms through which mindfulness practices lead to positive work outcomes.

Effect of Perceptions of Pay Equity on Employees' Motivation, Involvement, Satisfaction, and Performance

1987 ◽  
Vol 65 (2) ◽  
pp. 601-602
Author(s):  
Christopher Orpen ◽  
Josef Bonnici
Keyword(s):  
Work Satisfaction ◽  
Job Demands ◽  
Job Involvement ◽  
Work Outcomes ◽  
Pay Equity ◽  
Internal Motivation ◽  
University Teachers ◽  
And Performance ◽  
The Relationship ◽  
Positive Work

The relationship between perceptions of pay level, internal pay equity, external pay equity, personal input, and job demands and a number of work outcomes was examined in a sample of 101 university teachers. Only two of the 20 correlations between those perceptions and the outcomes of work satisfaction, job involvement, internal motivation and self-rated performance were significant, suggesting that in this sample perceptions of different aspects of pay equity are unrelated to positive work outcomes.

scholarly journals Some antecedents and outcomes of informal learning behavior in a virtual team

2020 ◽  
Vol 3 (SI) ◽  
pp. SI14-SI23
Author(s):  
Huynh Thi Minh Chau ◽  
Nguyen Manh Tuan ◽  
Truong Thi Lan Anh
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Informal Learning ◽  
Relationship Quality ◽  
Virtual Teams ◽  
Psychological Empowerment ◽  
Virtual Team ◽  
Work Outcomes ◽  
Learning Behavior ◽  
Team Members

Virtual teams are commonly used in businesses to meet employees’ needs for teleworking. Meanwhile, informal learning is a social phenomenon that influences work outcomes in learning organizations. Understanding informal learning behavior with its important antecedents and outcomes is necessary, especially in the context of teleworking via electronic communication media as virtual teams. This paper proposes and examines a structured model that describes the relationships among employee-coworker relationship quality, psychological empowerment, informal learning behavior, job performance, and job satisfaction of virtual team members. The results show a positive relationship between ((i) job performance and job satisfaction, (ii) informal learning behavior and job performance, (iii) psychological empowerment and informal learning behavior, (iv) employee-coworker relationship quality and psychological empowerment. The employee-coworker relationship quality, psychological empowerment, and informal learning behavior can explain 30.3% of the variance of job performance, indicating the role of informal learning behavior and its antecedents on the work outcomes of virtual team members.

scholarly journals Fostering Student Awareness of Team Skills: A Participative Team Formation Process for Class Projects

2021 ◽  
Vol 16 ◽  
pp. 115-126
Author(s):  
Gregory Berka ◽  
Amber Greenwood ◽  
Jae Hwan Lee
Keyword(s):  
Formation Process ◽  
Team Formation ◽  
Hybrid Process ◽  
Team Members ◽  
Team Projects ◽  
Self Selection ◽  
Organizational Teams

This essay outlines a participative team formation process for class projects with resources to support instructors in implementing this process. This hybrid process, integrating self-selection and teacher assigned methods, includes four touch points that foster students’ awareness of effective team behaviors and the presence (or absence) of these behaviors within themselves and in team members. The awareness can provide students the foundation for developing team skills—beneficial in both team projects and in organizational teams.

scholarly journals Giving Work a Rain Check: Relationship Between Soldiering and Positive Work Outcomes Within the Job Demands-Resources Model

2015 ◽  
Vol 6 (2) ◽  
pp. 90-94
Author(s):  
Ümit Baran Metin ◽  
Reny Baykova ◽  
Dariia Gaioshko ◽  
Monika Kolářová ◽  
Max Korpinen ◽  
...  
Keyword(s):  
Job Demands ◽  
Work Outcomes ◽  
Positive Work

scholarly journals Navigating the tensions of flexible work: An exploration of the individual strategies employed by flexibly working parents

2021 ◽  
Author(s):  
◽  
Natalija Andrejic
Keyword(s):  
Life Course Perspective ◽  
Work Outcomes ◽  
Valuable Insight ◽  
Work Organisation ◽  
Flexible Work ◽  
Working Parents ◽  
Work Intensification ◽  
The Individual ◽  
Individual Strategies ◽  
Positive Work

<p>The demand for workplace flexibility is growing in New Zealand. The increasing and fragmented employment participation of women has given rise to growing complexity within family lives and higher demand for flexible work. Flexible work arrangements (FWAs) are intended to assist parents in managing care responsibilities, while discouraging unemployment among women in particular. Evidence linking FWA usage with positive work outcomes and reduced work-family conflict has grown in recent years. However, research also suggests a darker side to FWAs. For some, research shows that FWAs may exacerbate work-life balance (WLB) issues and negatively affect career advancement, with indications that attempts to promote WLB can come at the expense of positive work outcomes, and vice versa. As a result, less is known about the factors that shape outcomes for flexibly working parents, or indeed, the individual strategies that parents employ to promote positive outcomes while working flexibly. The complex way in which FWAs can either promote or hinder positive employee outcomes necessitates concurrent examination of the tensions between WLB and career outlooks for users of FWAs. Drawing on the experiences of 21 professional, flexibly working parents across public service organisations, this thesis finds parents navigate the tensions of flexible work using a variety of WLB, work organisation, and career-promoting strategies, with varying effects. Work intensification and efficiency strategies are shown to be commonly used by flexibly working parents for promoting positive work outcomes. However, while work efficiency appears to also promote WLB, work intensification is seen to negatively impact WLB. This research provides valuable insight into flexibly working employee strategies, hitherto largely neglected within the literature, and highlights the need for applying the life course perspective to FWA research.</p>

Predictors of Life Satisfaction among Filipino Managerial and Professional Women

1999 ◽  
Vol 84 (3) ◽  
pp. 805-808 ◽  
Author(s):  
Ronald J. Burke ◽  
Louie A. Divinagracia ◽  
Ermias Mamo
Keyword(s):  
Life Satisfaction ◽  
Financial Services ◽  
Professional Women ◽  
Work Outcomes ◽  
Work Experiences ◽  
Work Situation ◽  
Situational Characteristics ◽  
Positive Work

This study examined predictors of life satisfaction reported by 200 Filipino managerial and professional women. Two types of correlates were considered, personal and work-situation characteristics and work experiences and work outcomes. Data were collected using anonymous questionnaires from women working in fashion or cosmetics and banking or financial services. Personal and situational characteristics were generally unrelated to self-reported life satisfaction; however, work experiences and work outcomes were consistently and strongly related to self-reported life satisfaction. Filipino managerial and professional women reporting more positive work experiences and more favorable work outcomes also reported greater life satisfaction.

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