共查询到20条相似文献,搜索用时 31 毫秒
1.
This study adopted a dynamic perspective in investigating the effects of employees’ perception of equity (PoE) and perception
of organizational politics (POP) on their trust in organizations and the subsequent effect of such on their commitment. Data
were collected from 216 employees from various industries. The positive effect of PoE and negative effect of POP on employees’
trust were confirmed in this study. It is also found that employees’ trust in organizations has a positive effect on their
organizational commitment. This study also confirmed the mediation of employees’ trust on the relationships between POP, PoE,
and organizational commitment. Besides, the moderation of employees’ trust on the relationships between POP, PoE, and organizational
commitment was not confirmed. Implications and suggestions for future research are discussed. 相似文献
2.
This article explores the influence that an organisation’s corporate values have on employees’ behaviour and values both within
and outside the work environment. In particular, it focuses on the impact of these values on the personal buying behaviour
of employees. The empirical research was undertaken within a case study organisation that produces wine in Spain and involved
interviews with senior management, an analysis of company documentation, as well as group discussions with employees supported
by an employee survey. The article argues that an organisation’s corporate values influence not only its employees’ behaviour
within the work environment, but also impacts on their global values system outside of the work environment. In particular,
this was evident within the employees’ buying behaviour practices in relation to supplier loyalty and environmental concern.
This has implications for business ethics as an organisation’s value system may go beyond the purely business context. Organisations
need to be aware of their impact on employees’ behaviour outside of the work environment; this is particularly the case for
multinational companies working across many cultures. 相似文献
3.
Natural disasters cause serious damage to businesses in the stricken areas and greatly affect survivors’ psychology and behaviors.
Based on data from 206 survival employees in 33 affected firms in Wenchuan Earthquake, this study analyzes the impact of natural
disaster on absenteeism, job satisfaction, and job performance of survival employees. Results indicate that after the earthquake,
survival employees’ absenteeism and job satisfaction (including intrinsic, extrinsic, and general job satisfaction) decrease
significantly, but their task performance, contextual performance, and overall job performance improve significantly. Employees’
learning and innovative performance have no significant change in comparison with that before the earthquake. The authors
thus suggest that the affected businesses need to communicate with the survival employees actively, focus more on job security,
compensation and working conditions, in order to maintain these employees’ job satisfaction. In addition, enterprises outside
the affected areas should give priority to the recruitment of the survival employees given the same conditions, because it
is beneficial to both the employing enterprises and the reconstruction of affected areas. 相似文献
4.
This study proposes two identification cuing factors (i.e., CSR associations and CSR participation) to understand how corporate
social responsibility (CSR) relates to employees’ identification with their firm. The results reveal that a firm’s CSR initiatives
increase employee–company identification (E–C identification). E–C identification, in turn, influences employees’ commitment
to their company. However, CSR associations do not directly influence employees’ identification with a firm, but rather influence
their identification through perceived external prestige (PEP). Compared to CSR associations, CSR participation has a direct
influence on E–C identification. On the basis of these findings, it is argued that CSR performance can be an effective way
for companies to maintain a positive relationship with their employees. 相似文献
5.
The article suggests that the four-factor model of corporate citizenship (CC: economic, legal, ethical, and discretionary
responsibilities) does not fairly represent all pertinent dimensions of employees’ CC perceptions. Based on an empirical study
with a sample of 316 employees, we show that, at least in some contexts, individuals distinguish seven CC dimensions: (1)
economic responsibilities toward customers; (2) economic responsibilities toward owners; (3) legal responsibilities; (4) ethical
responsibilities; (5) discretionary responsibilities toward employees; (6) discretionary responsibilities toward the community;
and (7) discretionary responsibilities toward the natural environment. We do not suggest that this seven-factor model represents
all of the (more) relevant CC dimensions in the employees’ minds. We aim to share evidence showing that the four-factor model
proposed by Maignan et al. (Journal of the Academy of Marketing Science 27(4):455–469, 1999) may be refined, at least when the employees are the stakeholders in question. 相似文献
6.
This study examines the notion of ‹spirituality’ as a dimension of human self, and its relevance and role in management. Major
thesis of this research is that spirituality of employees is reflected in work climate. This may in turn affect the employees’
service to the customers. In the first part of the study a Spiritual Climate Inventory is developed and validated with the
data from manufacturing and service sector employees. In the later part, hypothesis of positive impact of spiritual climate
on customers’ experience of employees’ service is examined and found to be substantiated empirically.
相似文献
A. P. AroraEmail: |
7.
Arménio Rego Susana Leal Miguel P. Cunha Jorge Faria Carlos Pinho 《Journal of Business Ethics》2010,94(1):107-127
Through a convenience sample of 260 employees, the study shows how employees’ perceptions about corporate citizenship (CC)
predict their affective commitment. The study was carried out in Portugal, a high in-group and low societal collectivistic
culture. Maignan et al.’s (1999, Journal of the Academy of Marketing Science
27(4), 455–469) construct, including economic, legal, ethical, and discretionary responsibilities was used. The main findings
are: (a) contrary to what has been presumed in the literature, the discretionary dimension includes two factors: CC toward
employees and toward community; (b) perceptions of CC explain 35% of unique variance of affective commitment; (c) the best
predictors are perceptions of economic and legal CC and, mainly, perceptions of discretionary CC toward employees; (d) the
perceptions of discretionary CC toward employees are significantly better predictors of affective commitment than are perceptions
of economic, ethical, and discretionary CC toward the community; (e) perceived inconsistency of the several CC dimensions
is detrimental to employees’ affective commitment. The study questions the four-dimensional model of the CC construct as operationalized
by Maignan et al., suggests that culture should be included as a moderating variable in future research, and stresses that
affective commitment may decrease when employees perceive that their organizations act upon the several areas of CC inconsistently. 相似文献
8.
Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature.
However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level
ethical climates on employees’ job satisfaction. On the basis of a multilevel analysis, the present study used a sample of
472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed
that within the organizations, individual employees’ instrumental climate perceptions were negatively related to job satisfaction,
whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also,
the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction,
whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications
for research and managerial practices were derived from these findings. 相似文献
9.
Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the
extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications
of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters
with respectful leadership (N
1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore,
to also harness this comprehensive repertoire for quantitative organizational research, we undertook two more studies (N
2a = 228; N
2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities.
In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement
and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their
appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. 相似文献
10.
Service firms must remember that the way they treat their employees is exactly how those employees will, in turn, treat customers. As such, taking good care of frontline personnel should be a top management concern. One way that service employees can be shown they are valued members of the organization entails the implementation of thoughtful and organized career development programs, initiatives which help increase employees’ job satisfaction and feelings of empowerment in their customer-facing roles. Before they can become enthusiastic about meeting the needs of their customers, employees have to feel that their own needs are being met within the organization. In this regard, firm investment in frontline employee career development programs will be money well spent: they are capable of reducing employee turnover and increasing customer satisfaction, loyalty, and profitability. This article provides a conceptual model of career development which should prove useful to service managers in evaluating their own career development efforts. Also presented herein is a framework for tying together many disparate areas of career development that have heretofore been handled separately in the services literature. 相似文献
11.
Two large online surveys were conducted among employees in Germany to explore the importance employees and organizations place
on aspects of interpersonal respect in relation to other work values. The first study (n = 589) extracted a general ranking of work values, showing that employees rate issues of respect involving supervisors particularly
high. The second study (n = 318) replicated the previous value ranking. Additionally, it is shown that the value priorities indicated by employees
do not always match their perceptions of actual organizational practices. Particularly, interpersonal respect issues that
involve employees’ supervisors diverge strongly negative. Consequences and potentials for change in organizations are discussed. 相似文献
12.
Ting Wu Jingfeng Uen Suling Wu Tzujung Chang 《Frontiers of Business Research in China》2011,5(1):79-95
This study examines the relationship among family supportive culture, organizational attachment, and work-life segmentation
in high-tech service industry in Taiwan, China. Using survey data from 369 professionals, this study shows that family supportive
culture has significant influence on organizational attachment, namely, affective commitment. Results indicate that individuals’
work-life segmentation has a significant negative effect on organizational attachment. Meanwhile, our results further apply
employees’ segmentation between work and life as a moderator to investigating the impact of individual’s perceptions of family
supportive culture and values on a sense of attachment toward organizations. The result illustrates that work-life segmentation
does not moderate the relationship between supportive family culture and employees’ organizational attachment. Findings from
this research provide insights into the influence of organizational family supportive culture and how it may further encourage
employees’ organizational attachment in high-tech industry in Taiwan. 相似文献
13.
G. Stoney Alder Marshall Schminke Terry W. Noel Maribeth Kuenzi 《Journal of Business Ethics》2008,80(3):481-498
Research has demonstrated that employee reactions to monitoring systems depend on both the characteristics of the monitoring
system and how it is implemented. However, little is known about the role individual differences may play in this process.
This study proposes that individuals have generalized attitudes toward organizational control and monitoring activities. We
examined this argument by assessing the relationship between employees’ baseline attitudes toward a set of monitoring and
control techniques that span the employment relationship. We further explore the effects of employees’ generalized attitudes
toward monitoring and their individual ethical orientations on their attitudinal reactions to an Internet monitoring system
implemented in their workplace. Results of a longitudinal study indicate that as expected, prior beliefs and ethical orientation
interact to affect employees’ reactions to monitoring systems. Implications for research and practice are discussed. 相似文献
14.
Fahri Karakas 《Journal of Business Ethics》2010,94(1):89-106
The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees’
performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review
their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how
spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances
employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning at work; (c) Spirituality
provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing
spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively
in organizations. 相似文献
15.
A survey of 316 participants from Chinese enterprises indicated that the level of their work values was more likely in line
with increasing age and education, and associated with employment position and gender. The older the employees, the higher
the work values they perceive. The higher the education one receives, the higher the work values he or she counts. Managers
rate higher work values than the employees do, and male employees show higher work value perceptions than do those of females.
The results of the study suggest that the employees’ age, education, position and gender are important antecedents of work
values, and these demographic effects can be a good revelation to enterprise management in both theory and practice. 相似文献
16.
Rudi Kirkhaug 《Journal of Business Ethics》2010,96(4):647-656
Previous studies have consistently argued that employees’ perception of their leaders as charismatic will positively influence
their willingness to commit themselves to the ethical and philanthropic objectives of the organization. However, the empirical
relationship between charisma and employee work effort is only modestly explored. This study hypothesizes that in decentralized,
professional, and normative organizations characterized by demanding and philanthropic tasks, group belonging, in its capacity
to socially and professionally support employees, is better suited to explain employee work effort than leadership charisma.
Hierarchical regression analyses based on data from a bishopric supported this assumption. Practical and theoretical consequences
are discussed. 相似文献
17.
Robert W. Stewart 《Journal of Business Ethics》2011,99(3):453-465
Efforts to identify antecedents of employee turnover are likely to offer value to organizations through money saved on recruitment
and new-hire training. The authors utilized the stakeholder perspective to corporate social responsibility to examine the
effects of a perceived climate for ethics on the relationship between diversity climate and voluntary turnover intentions.
Specifically, they examined how ethics climate (employees’ perceptions that their organization values and enforces ethically
correct behavior) affected the diversity climate–turnover intentions relationship. Results indicated that ethics climate moderated
the diversity climate–turnover intentions relationship. Turnover intentions were lowest among workers perceiving both a pro-diversity
and highly ethical climate. These results reinforce the need to communicate both diversity values and ethical standards to
employees. 相似文献
18.
Haina Zhang Xia Zhou Ying Wang Malcolm H. Cone 《Frontiers of Business Research in China》2011,5(2):199-218
There is a lack of knowledge in the literature regarding the effects of the work-family interface on employees’ behaviors
while taking into consideration of cultural values in developing countries. This study investigates the impact of work-to-family
enrichment on employees’ voice behavior by focusing on the moderating role of modernity in a Chinese setting. Results from
a survey of 230 Chinese married managers indicate that work-to-family enrichment positively influences voice behavior. In
addition, the enrichment-voice relationship is weaker when modernity is high rather than low. The findings are discussed in
terms of their theoretical and practical implications for human resource management. 相似文献
19.
Robert Stewart Sabrina D. Volpone Derek R. Avery Patrick McKay 《Journal of Business Ethics》2011,100(4):581-593
Efforts to identify antecedents of employee turnover are likely to offer value to organizations through money saved on recruitment
and new-hire training. The authors utilized the stakeholder perspective to corporate social responsibility to examine the
effects of a perceived climate for ethics on the relationship between diversity climate and voluntary turnover intentions.
Specifically, they examined how ethics climate (employees’ perceptions that their organization values and enforces ethically
correct behavior) affected the diversity climate–turnover intentions relationship. Results indicated that ethics climate moderated
the diversity climate–turnover intentions relationship. Turnover intentions were lowest among workers perceiving both a pro-diversity
and highly ethical climate. These results reinforce the need to communicate both diversity values and ethical standards to
employees. 相似文献
20.
Hyo-Sook Kim 《Journal of Business Ethics》2009,88(2):297-312
The purpose of this study was to examine how employees’ experiences, in the wake of an organization’s downsizing, would influence
employee–organization relationships and the employees’ decisions to remain with the organization. In investigating survivors’
responses to downsizing, informational justice was chosen as an antecedent of the survivors’ intentions to leave and Organization–Public
Relationship (OPR) was hypothesized to function as a mediator between informational justice and turnover intentions. The results
revealed significant associations between informational justice and OPR as well as associations between OPR and turnover intentions
in a downsizing context. Also, it was shown that OPR mediates the relationship between informational justice perceptions during
the downsizing and turnover intentions after the downsizing. 相似文献