A model of individual and organizational factors affecting quality-related outcomes

This article integrates previous theory and research on work adjustment, individual performance, human relations, and high involvement systems to develop a model of the individual and organizational factors thought to affect quality-related outcomes. The model suggests that organizational values influence the design of internal organizational systems, and the degree of congruence between individuals and organizational systems influences the attainment of quality-goals. Furthermore, the model emphasizes that the success of a TQM system may depend on the congruence between organizational systems (e.g., human resources practices) and quality goals. A number of research propositions based on the model are offered to motivate future research on quality-related issues.     

Individual entrepreneurial orientation,value congruence,and individual outcomes: Does the institutional entrepreneurial environment matter?

Although entrepreneurial orientation (EO) at the firm-level is often conceptualized as a direct antecedent of performance, the findings of previous studies lending support to this association are inconsistent. Consequently, drawing on the attraction/selection/attrition and institutional theories and employing the moderated mediation analysis approach, this study conceptualizes the individual perception of a firm's EO or individual entrepreneurial orientation (IEO). It examines the direct and indirect effects of IEO on individual outcomes measured in terms of performance expectation, job involvement, and organizational commitment. More specifically, it examines whether these effects are mediated by value congruence and moderated by the institutional entrepreneurial environment to understand these inconsistent findings better. Using a sample of 398 environmentally concerned small and medium-sized enterprises (SMEs) in South Korea, partial least squares structural equation modeling (PLS-SEM), and the PROCESS macro were employed to analyzed the research model. This study finds that value congruence mediates the association between IEO and performance expectation, job involvement, and organizational commitment. The moderated mediation model analysis also suggests that the mediating role of value congruence increases as the level of the institutional entrepreneurial environment increases. These findings offer useful theoretical and managerial implications of the IEO on individual outcomes.     

Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors

A conceptual model is proposed that identifies critical antecedents of expatriate adjustment. Adjustment is conceptualized as the degree of fit between the expatriate manager and the environment, both work and socio-cultural. Adjustment is marked by both reduced conflict and increased effectiveness. As a multidimensional phenomenon, expatriate adjustment can be identified in psychological, socio-cultural and work domains. The model predicts that psychological and socio-cultural adjustment are the most immediate predictors of work adjustment. In this paper, it is asserted that the success of the expatriation process depends not only on the expatriate manager's competencies and skills, but also on organizational (both parent-company and local-unit) support and assistance prior to and during the assignment. Various international human resource management models are utilized to examine the organizational level antecedents of expatriate adjustment. Managerial resourcefulness, acculturation attitudes, personality dimensions and coping strategies are discussed in relation to individual predictors, whereas MNCs' international structure, value orientation, organizational life-cycle, diversity training, strategic planning and socialization are proposed as organizational predictors of expatriate adjustment.     

Work goals among male and female business students in Canada and China: the effects of culture and gender

The work goals of 374 male and female business students in Canada and China were compared along six dimensions: simplicity/routine, extrinsic rewards, organizational influence, intrinsic rewards, balanced life and moral congruence. Compared with Canadians, the Chinese exhibited a weaker concern for balanced life, an equal attention to extrinsic rewards and organizational influence, and a stronger interest in intrinsic rewards, simplicity/routine and moral congruence. The young educated women in the two countries appear to face similar challenges of balancing their career and family interests. Canadian and Chinese women, while giving higher priority to the goals of balanced life and simplicity/routine than their male counterparts, were as concerned about their career success as the latter, in terms of both materialistic and intrinsic rewards. The pattern of sex differences in work goals was, however, not entirely identical between the two countries. While no sex difference existed with respect to organizational influence in Canada and moral congruence in China, Chinese women assigned less importance to organizational influence than their male counterparts and Canadian women focused more on moral congruence than their male counterparts. For Western multinational firms in China, the results of this study suggest that, even though the Chinese male and female professionals give very high priority to career success, the special needs of the Chinese women should not be overlooked. To compete effectively for the talents of professional women in China, these firms need to consider providing their Chinese employees some of the 'family-friendly' organizational initiatives, such as flextime and part-time work, which are already made available for many of their North American employees.     

Climate for opportunity:: A conceptual model

Climate theory is integrated with justice theory and the values literature to develop a model of climate for opportunity. The climate for opportunity model is offered as a useful framework for organizations interested in managing diversity. The core of the model addresses the complex manner in which environmental factors, experiences, values, and cognitions create perceptions about fair treatment in the workplace. Antecedents at the organizational, work group, and individual levels are considered. Climate for opportunity's impact on individual, work group, and organizational level outcomes are also discussed. The model provides a practical framework for understanding the complexities of managing fairly and undertaking climate change interventions.     

Newcomer and Organizational Socialization Tactics: An Interactionist Perspective

During the past 15 years, organizational socialization research has focused on two issues. The first is the need for researchers to take an interactionist perspective on the process. The second has been both a conceptual and empirical concern with the pro-active socialization techniques employed by newcomers. The present article takes an interactionist perspective by presenting a model and propositions of how organization socialization tactics impact on and interact with newcomer pro-active socialization tactics to influence socialization outcomes.     

Implementing multiple perspective feedback: An integrated framework

Despite the recent popularity of multiple perspective feedback systems, there is little theory to guide research in this area and to promote the successful implementation of multiple perspective feedback in organizations. By integrating organizational development and individual performance perspectives, a theoretical framework is developed that illustrates the mechanisms by which feedback can lead to improved individual, work group, and organizational performance. According to this framework, when the structure and systems of the organization are congruent with the goals of the feedback program, feedback positively influences individual performance determinants (e.g., declarative knowledge, motivation). This leads to improved individual performance, which contributes to desired organizational outcomes. Based on this framework, practical questions that should be addressed before a feedback process is implemented are presented.     

个人组织价值观匹配对新生代工作积极性的影响

论文基于社会认定理论、匹配理论以及计划理论分析了个人组织价值观匹配如何影响新生代员工工作积极性,并探索组织承诺在两者之间所发挥的作用。研究结果表明,当个人组织价值观匹配程度越高时,新生代员工工作积极性越高,且组织承诺在两者之间存在着中介的作用。此结论丰富了论文的相关理论,同时对企业提高新生代员工积极性有一定的参考价值。     

Looking beyond - socialization tactics: The role of human resource systems in the socialization process

Previous research questions whether the association between socialization tactics and human resource systems has been properly explored. Based on theory, we present a framework that links socialization tactics and human resource systems for various groups of newcomers. In doing so, we contribute to academic theory by exploring the under-researched areas of the content and context of socialization tactics, while illustrating helpful practices to retain key newcomers in organizations. The article provides new insights into socialization tactics and human resource systems by bridging the two theoretical areas, opening up this conceptual space for examination by organizational scholars. We also discuss the theoretical and practical implications for human resource scholars and practitioners accordingly.     

Creating supply chain relational capital: The impact of formal and informal socialization processes

Establishing closer social ties between buying and supplying organizations is increasingly cited as a critical differentiator of high and low performers in global supply chains. While the creation of relational capital within an organization is a relatively well identified concept in organizational research, comparatively little research exists on the inter-organizational socialization processes that create relational value in supply chains. In our research, we extend theoretical models of group social conduits into this context, and develop a model that posits the impact of formal and informal socialization processes on the creation of relational capital between buyers and suppliers. Results from our study of 111 manufacturing organizations in the United Kingdom suggest that informal socialization processes are important in the creation of relational capital, which in turn can lead to improved supplier relationship outcomes. Formal bridging socialization conduits appear to play a lesser role in deriving these benefits.     

Value congruence and job-related attitudes in a nonprofit organization: a competing values approach

Researchers have highlighted the importance of the nonprofit sector, its continued growth, and a relative lack of literature particularly related to nonprofit organizational values. Therefore, this study investigates organizational culture in a human services nonprofit organization. The relationship between person-organization value congruence and employee and volunteer job-related attitudes is examined (N = 227). Following initial qualitative enquiry, confirmatory factor analyses of the Competing Values Framework and additional values revealed five dimensions of organizational values. The relationship between value congruence, and employee and volunteers' job-related attitudes was examined using polynomial regression techniques. Analyses revealed that for employees, job-related attitudes were influenced strongly by organization values ratings, particularly when exceeding person ratings of the same values. For volunteers, person value ratings exceeding organization value ratings were especially detrimental to their job-related attitudes. Findings are discussed in terms of their theoretical and practical implications.     

“I want it all and I want it now!” An examination of the etiology,expression, and escalation of excessive employee entitlement

Excessive entitlement is a pervasive and pernicious social issue, one that has considerable significance for human resource management. Despite its implications for work settings, relatively little research has examined this construct through a management lens. In this paper, a definition of excessive entitlement is offered and a model describing how it is expressed and encouraged in organizational settings is proposed. Key human resource functions drawn from the practitioner literature on employee entitlement (recruitment and socialization tactics, performance appraisal and reward structure; Wellner, 2004) are situated as interacting with employee trait levels of excessive entitlement to trigger counterproductive work behaviors. To the extent counterproductive behaviors are rewarded, the psychological correlates of excessive entitlement will spiral in an upward fashion, ultimately reinforcing trait expression. In contrast, ignoring or punishing the behavioral outcomes of excessive entitlement will prompt “regulation,” whereby individuals disavow their entitled attitudes or “retribution,” which may include retaliation, disengagement, and turnover. The implications of this work, along with strategies for advancing the study of excessive entitlement in work settings, are discussed.     

Bringing Networks In: A model of organizational socialization in the public sector

Abstract

Integrating new employees so that they perform well, fit in well and are committed to the agency is a salient concern for public managers. Organizational socialization is the process by which new employees learn the knowledge, skills and values required to become organizational members. This article develops a model of organizational socialization grounded in newcomer social networks and set within a context of public service identity. Social network theory and methods offer a means for examining and interpreting patterns of interactions between newcomers and organizational members. This article concludes with propositions for future studies of organizational socialization and social networks.     

Entitlement to Work‐Life Balance Support: Employee/Manager Perceptual Discrepancies and Their Effect on Outcomes

We broaden contemporary understandings of the relationship between HR practices that support work‐life balance and organizational as well as individual outcomes, through a focus on perceptual discrepancies of entitlement. To theorize this notion, we adopt the self‐perception accuracy model and extend it by investigating whether any employee/management discrepancies in perceptions of entitlement mediate the relationship between HR practices supporting work‐life balance and outcomes. We use data from 20 European countries and apply a multilevel statistical methodology. Our results did not reveal significant mediation effects, but the perceptions of managers, not of employees, are related to HR practices that support work‐life balance. Furthermore, employees tend to have higher expectations of entitlement than does management. Finally, the more aligned management and employee perceptions of entitlement, the higher the positive organizational and individual outcomes over and above contextual idiosyncrasies. Findings denote that, in achieving positive outcomes for employees and organizations, managing perceptions regarding organizational support for work‐life balance is more important than actual support practices. © 2015 Wiley Periodicals, Inc.     

The intranet's role in newcomer socialization in the hotel industry in Taiwan – technology acceptance model analysis

This study examined a research model for explaining the relationships of intranet adoption and newcomers' organizational socialization in the hotel industry. Data were gathered for a structural equation model (SEM) analysis, from 298 individual participants, who had only worked in a hotel for 6 months to 1 year. The research results demonstrated the mediation role of the perceived usefulness (PU) and perceived ease of use of the intranet. The SEM results also revealed that usage of the intranet did increase the extent of an employee's socialization into the organization. Moreover, PU has direct and indirect effects on socialization. Tests on gender and age differences were conducted. The invariance analysis of the theory model showed that both males and females demonstrated the same patterns in performing technology acceptance factors and socialization, whereas different age groups demonstrated significantly different paths. The direct effect of PU was not significant for the newcomers aged over 35.     

Religious identity in the workplace: A systematic review,research agenda,and practical implications

We conducted a systematic review of relevant literature to address how religious and occupational identities relate to each other in the workplace. We identified 53 relevant publications for analysis and synthesis. Studies addressed value differences associated with religion and occupation, identity tensions, unmet expectations, and the connection of religious identity to well-being and work outcomes. Key variables in the connection between religious and occupational identities included personal preferences, the fit between religious identity and job-related concerns, and the organization's policies, practices, and expectations. We highlight the personal and organizational consequences of being able to express religious identity at work and the conditions that promote high congruence between religious identity and its expression in the workplace. From these findings, we develop a research agenda and offer recommendations for management practice that focus on support for expression of religious identity at work while maintaining a broader climate of inclusion.     

Work motivation and social communication among public managers

This article tests hypotheses about the effects of two types of work motivation (i.e. intrinsic motivation and extrinsic motivation) and four types of social communication on three important work dispositions (i.e. job involvement, red tape, and perceived organizational effectiveness) among 790 managers employed in public agencies in the states of Illinois and Georgia. The results show that intrinsic motivation is significantly associated with public managers' job involvement, perceptions of red tape, and organizational effectiveness. Also, certain types of organizational communication and mentoring socialization are closely related to the outcomes. The results of cross-interaction effects between motivation and communications on outcome variables support the SDT prediction that when public managers are more involved with different types of social communication behaviors, the relationship between extrinsic motivation and three outcome variables becomes more pronounced. That is, communication in public agencies provides more autonomy and discretion for extrinsically motivated public managers, thus leading to more positive organizational dispositions.     

The pay-for-performance dilemma

To recapitulate briefly, I believe that the basis for most of the problems we have with merit pay plans is the fact that the great majority of people think their own job performance is above average. Even a well-administered merit pay plan cannot give positive feedback to this majority. The consequence is likely to be that the individual's self-esteem is threatened. Too often one copes with such a threat by demeaning the importance of the job or by derogating the source—that is, disparaging the boss or management in general.In addition, merit pay emphasizes the direct relationship between job performance and dollar rewards, thereby detracting from intrinsic motivation in the work itself. A system that would switch the emphasis to rewards for self-development and opportunities for greater responsibility would seem to serve both individual and organizational goals in a more effective manner.     

Build Coalitions to Fit: Autonomy Expectations,Competence Mobilization,and Job Crafting

Job crafting offers several beneficial organizational outcomes, yet little is known about what makes employees engage in it. In particular, the role of leaders in influencing their subordinates to engage in job crafting has been insufficiently studied. Drawing on role theory, we suggest that the congruence of leader‐subordinate autonomy expectations nurtures subordinates’ experiences of having their competences adequately utilized in their jobs. This experience, which involves the competence mobilization of their work roles, subsequently fosters subordinates’ engagement in job‐crafting behavior. A two‐stage field study of 145 leader‐subordinate dyads using cross‐level polynomial regression and response surface analysis supported the (in)congruence hypotheses. The results also demonstrated that subordinates’ perceived competence mobilization mediates the relationship between autonomy expectation (in)congruence and job crafting. In addition, leader coalition as a moderator strengthens the effect of perceived competence mobilization as a psychological condition for job crafting. Implications for practice and future research are discussed. © 2016 Wiley Periodicals, Inc.