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1.
Eric D. Sundstrom John W. Lounsbury Lucy W. Gibson Jason L. Huang 《Human Resource Development Quarterly》2016,27(1):13-40
As careers in training and development (T&D) continue to evolve, almost no human resource development (HRD) research has investigated personality traits in today's T&D occupations, despite evidence linking personality with work success. Toward filling this lacuna, we identified four Big Five personality traits and four narrow traits with content matching T&D competencies. Based on person–career fit theory, we hypothesized that the trait profile would differentiate T&D from other occupations, and the traits would correlate with T&D career satisfaction. From 90,000+ individuals receiving private career transition services, we compared trait scores of 284 individuals in T&D occupations and the others via bootstrapping (5,000 random samples, n = 284, with the same age and gender distributions). The T&D personality profile was significantly elevated, with greatest differences on the narrow trait empathy, closely followed by assertiveness and customer service orientation plus optimism (small difference), and significant differences on Big Five traits extraversion, openness, and agreeableness (small difference), but no difference on emotional stability. T&D career satisfaction correlated significantly with five traits in the profile, most strongly with emotional stability and optimism. Also, emotional stability correlated more highly with career satisfaction for T&D than non‐T&D occupations. The distinctive T&D personality profile raises questions for further HRD research and carries practical value for training and development of T&D personnel. 相似文献
2.
Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed. 相似文献
3.
由于主管承诺的研究刚刚起步,对于主管承诺的前因变量探索不够,仅仅停留在"环境性"因素的层面如文化因素、主管支持感、领导-成员交换等的探索,缺乏对主管承诺研究的深层次影响因素—人格因素的研究。本研究应用问卷调查法采集数据,用spss11.0软件对数据进行了T检验、单因素方差分析、相关分析和回归分析,探讨了不同的人口学变量对主管承诺及主管承诺各维度的影响作用;企业员工的人格特征与主管承诺及其各维度之间的复杂关系。 相似文献
4.
本文使用2016年中国企业-劳动力匹配调查（CEES）数据,以员工是否进行体育锻炼作为健康投资的衡量指标,运用普通最小二乘回归分析（OLS）和倾向得分匹配法（PSM）探究各类人格特质对健康投资的影响。结果表明,员工的人格特质显著影响健康投资行为,且具有因果效应。其中正向人格特质中,开放性、责任心和外向性均对健康投资具有正向影响,边际影响分别为65.0%、32.1%和40.2%;负向人格特质中,神经质对健康投资具有负向影响,边际影响为17.3%,而顺同性对健康投资的影响不显著。 相似文献
5.
Although pay secrecy continues to garner attention in human resource management, little research examines how these policies impact employees. Research inconsistently links secretive pay policies to unfavourable outcomes but has yet to consider that employees may have varying attitudes toward these policies. We examine how employee preferences modify the effect that organisational pay secrecy policies have on employee attitudes in a sample of 431 employed adults. To accomplish this goal, we create measures of pay secrecy policies and pay secrecy preferences that each differentiate two facets of pay secrecy: distributive pay non‐disclosure and communication restriction. Polynomial and moderated regression analyses indicated that disparities between employee preferences and organisational pay secrecy policies can reduce job satisfaction and perceptions of informational, interpersonal, and procedural justice under certain circumstances. These results simultaneously highlight the importance of employee attitudes toward pay secrecy policies and the challenges human resource practitioners face in managing employees with diverse preferences. 相似文献
6.
Patrick Kampkötter 《International Journal of Human Resource Management》2017,28(5):750-774
The research in this article is focused on formal performance appraisals (PA), one of the most important human resource management practices in firms. In detail, the study analyzes the effect of PAs on employees’ overall job satisfaction. We are able to differentiate between appraisals that are linked to monetary outcomes, such as bonus payments and promotions, and appraisals that have no monetary consequences. Building on a representative, longitudinal sample of around 10,500 German employees, we apply fixed effects regressions that allow us to more closely estimate the causal effect of appraisals on job satisfaction compared to previous cross-sectional studies. We find a significantly positive effect of PAs on job satisfaction, which is primarily driven by appraisals linked to monetary outcomes. The results demonstrate that PAs linked to monetary outcomes are a powerful HR management tool that is appreciated by employees. Furthermore, we explore the moderating effects of personality traits (Big Five, locus of control) on the relationship between PAs and job satisfaction. The results show that if tangible benefits cannot be provided or are not tied to the assessment procedure, the use of appraisals with no monetary consequences can be detrimental for open-minded and self-determined employees, as appraisals could then potentially raise expectations that are not fulfilled. Theoretical and practical implications of these results are discussed. 相似文献
7.
Tsai-Jung Huang Shu-Cheng Chi John J. Lawler 《International Journal of Human Resource Management》2013,24(9):1656-1670
This study investigates the relationship between personality traits of expatriates and their adjustment to international assignments. We focused in particular on the Big Five personality traits: extroversion, agreeableness, conscientiousness, neuroticism and openness to experience. We sampled eighty-three US expatriates in Taiwan and found statistically significant relationships between expatriate adjustment and three personality traits in theoretically reasonable directions. Specifically, our results showed that a US expatriate's general living adjustment in Taiwan is positively related to his or her degree of extroversion and openness to experience. We found that extroversion and agreeableness are both positively related to interaction adjustment (i.e. relationships with local people). Furthermore, a US expatriate's work adjustment is positively related to his or her openness to experience. Unlike prior research on expatriate adjustment, we have examined multiple traits rooted in personality theory, and we have derived hypotheses that are specific to a Chinese context. 相似文献
8.
María Fernanda Wagstaff María del Carmen Triana Sihyun Kim Said Al‐Riyami 《人力资源管理》2015,54(4):673-687
Drawing from the theory of conservation of resources (Hobfoll, 1989), we examined relationships between social support seeking as a response to perceived discrimination from supervisors, core self‐evaluations, and withdrawal behaviors. We further studied how the relationship between social support seeking and withdrawal behaviors was moderated by core self‐evaluations. With two different samples, we found, as expected, that social support seeking in response to discrimination from supervisors is positively related to employee withdrawal behaviors, and core self‐evaluations is negatively related to withdrawal behaviors. Across the two samples, we also found evidence that the relationship between social support seeking and withdrawal behaviors was weaker when core self‐evaluations were high compared to low. We discuss implications of our results in the context of past research. © 2014 Wiley Periodicals, Inc. 相似文献
9.
《Asia Pacific Journal of Human Resources》2017,55(3):320-336
Using knowledge‐based theories of self‐esteem, we investigate the relationship between employed adults' change in self‐esteem following cosmetic facial surgery and changes in their job satisfaction and workplace burnout. Quantitative data are collected from patients who have undergone cosmetic facial surgical procedures within a four‐year period. The survey responses of 106 employed adults are analysed using hierarchical moderator regression. The findings show a positive relationship between change in self‐esteem and change in job satisfaction, and a negative relationship with change in burnout. Cumulative effects are identified. For those who strongly perceive an improvement in their post‐operative self‐esteem, the longer the time since surgery, the greater the increase in job satisfaction and decrease in burnout; for those who strongly perceive their self‐esteem has not improved, the greater the decrease in job satisfaction. These results demonstrate that the influence of change in self‐esteem following surgery extends into the workplace. 相似文献
10.
Chidiebere Ogbonnaya Kevin Daniels Karina Nielsen 《Human Resource Management Journal》2017,27(1):94-112
This article explores the relationships between three dimensions of contingent pay – performance‐related pay, profit‐related pay and employee share‐ownership – and positive employee attitudes (job satisfaction, employee commitment and trust in management). The article also examines a conflicting argument that contingent pay may intensify work, and this can detract from its positive impact on employee attitudes. Of the three contingent pay dimensions, only performance‐related pay had direct positive relationships with all three employee attitudes. Profit‐related pay and employee share‐ownership had a mix of negative and no significant direct relationships with employee attitudes, but profit‐related pay showed U‐shaped curvilinear relationships with all three employee attitudes. The results also indicated that performance‐related pay is associated with work intensification, and this offsets some of its positive impact on employee attitudes. 相似文献
11.
员工的薪酬满意度是衡量企业薪酬管理的重要指标。员工的薪酬满意度越高,薪酬的激励效果就越明显。薪酬管理具有留住老员工吸引新员工的作用。薪酬满意度的影响因素除了薪水、福利等经济性薪酬外还包括非经济性薪酬。从非经济性薪酬和组织公平性两个方面对薪酬满意度的影响进行研究,得出非经济性薪酬中社会地位、个人价值实现和工作挑战性对薪酬满意度有显著影响,组织公平性对薪酬满意度也有影响。 相似文献
12.
While many studies that have been conducted in recent years examining the education and workforce outcomes of STEM graduates, few have focused on the behavioral and social sciences (BSS). Federal agencies, such as National Institutes of Health (NIH), are implementing policies to foster multidisciplinary research in an effort to find more effective solutions to complex problems. As a result, there is growing interest in the career pathways of BSS scientists. This study seeks to increase our understanding of how BSS graduates, particularly women and underrepresented minorities, transition to employment within their respective fields. The focus of this research is the impact of horizontal mismatch, defined as the misalignment between a worker's degree and occupational fields, on job satisfaction and wage outcomes. This analysis of returns to education when mismatch occurs, including a comparison among majors and various demographic groups, provides insights into the labor market experiences of these scientists. Mismatched graduates were found to be much more vulnerable, earning less, and having lower job satisfaction, than their counterparts employed in jobs that aligned with their field of study. Additional job‐related training was found to have a positive influence on these outcomes. Also of interest in this study were variations in wage penalties and job satisfaction between groups having different gender and race diversity characteristics. These findings are useful to human resource development (HRD) professionals, governmental policymakers, and other stakeholders seeking strategies to improve the workforce outcomes of BSS scientists. 相似文献
13.
Stephen Wood Lilian M. de Menezes 《International Journal of Human Resource Management》2013,24(7):1586-1610
Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction. 相似文献
14.
Alan Felstead Duncan Gallie Francis Green Hande Inanc 《Human Resource Management Journal》2015,25(3):294-310
The resource‐based view (RBV) of the firm has focused attention on the importance of aligning employees' needs with the requirements of the jobs they do. This article focuses on how these needs and requirements interact in terms of learning. It does so in two ways. First, it develops new survey instruments to capture the learning demands of jobs and the learning dispositions of workers and uses them for the first time in a survey of 2,810 employees. Second, it examines how these person and job characteristics correlate with specific aspects of job satisfaction and job‐related well‐being. The results show that although learning alignment is associated with high levels of satisfaction and well‐being, not all learning misalignments are associated with the reverse. 相似文献
15.
Samuel Aryee Fred O. Walumbwa Reuben Mondejar Chris W. L. Chu 《Journal of Management Studies》2015,52(2):231-252
Grounded in self‐determination and social exchange theories, this study examined two pathways through which overall justice influences job performance. Specifically, we hypothesized need satisfaction as a mediator of the influence of overall justice on intrinsic motivation and trust in organization which, in turn, relate to job performance. Results of structural equation modelling using Mplus revealed that need satisfaction mediated the overall justice–intrinsic motivation relationship as well as the overall justice–trust in organization relationship. We also found that intrinsic motivation mediated the respective influence of need satisfaction and trust in organization on job performance. We interpret our findings as suggesting an integration of need‐based theories of motivation into explanations of the performance implications of justice. 相似文献
16.
人-组织匹配(P-O Fit)已成为当今国内外企业管理者和学者研究的热点领域,也是人力资源管理与组织行为学研究的热点问题。主要是因为二者的匹配度能很好地预测个人的工作态度和行为结果,从而影响组织绩效。本文以深圳一民营高科技企业为调查对象,分析研究了个人、组织价值观及其匹配与工作满意度、工作绩效的关系与影响。 相似文献
17.
Workaholism versus work engagement and job crafting: What is the role of self‐management strategies?
Marijntje E.L. Zeijen Maria C.W. Peeters Jari J. Hakanen 《Human Resource Management Journal》2018,28(2):357-373
Job crafting refers to the proactive actions employees take to redesign their jobs in order to get a better fit with their competencies, expectations, and wishes. So far, little is known about job crafting's underlying mechanisms. In this study, we examine how two different states of affective well‐being (workaholism and work engagement) relate to job crafting 3 months later and how these well‐being states steer different self‐management behaviours, which ultimately lead to job crafting. Structural equation modelling on a heterogeneous sample (N = 287) revealed that work engagement and workaholism both relate to expansive job crafting through different self‐management strategies. Work engagement relates to challenge and resource seeking via self‐goal setting and self‐observation strategies, whereas workaholism associates with challenge and resource seeking only through self‐goal setting. In addition, the results show a strong relationship between workaholism and self‐punishment. Altogether, the findings suggest that self‐management strategies can function as an explanatory mechanism for different job crafting behaviours. 相似文献
18.
Using data collected from over 1,000 individuals in 30 Finnish personnel funds, we study the links between pay knowledge, pay satisfaction and pay effectiveness. We find consistent evidence that higher levels of pay knowledge are associated with improved pay satisfaction and perceived pay effectiveness at the organizational level. We find that pay knowledge has an independent impact on organizational outcomes, rather than being mediated through pay satisfaction. Finally, comparing measures of actual pay knowledge and perceived pay knowledge, we find that the measures of actual knowledge were better connected to the outcomes. This last result suggests that to reliably estimate the relationship between pay knowledge and pay effectiveness researchers should prefer measures of actual knowledge. 相似文献
19.
Research on motivation in the public sector has used public service motivation (PSM) and self-determination theory (SDT) interchangeably. This paper compares both theories, develops hypotheses pertaining to their assumptions, and empirically tests them in two public offices in Switzerland. We then explore their relationship with job satisfaction as an indicator of predictive validity. We find that SDT and PSM display conceptual differentiation and SDT has a strongest relationship to job satisfaction. However, moderation analysis suggests that employees with high levels of PSM have more stable job satisfaction compared to their low-PSM counterparts. 相似文献
20.
Vesa Peltokorpi 《International Journal of Human Resource Management》2013,24(9):1588-1606
This study examines determinants of expatriate cross-cultural adjustment related to non-work- (interaction and general living adjustment) and work- (work adjustment and job satisfaction) aspects in Japan. It was hypothesized that cultural distance and expatriate gender, language proficiency, type (organizational or self-initiated expatriates), and stable personality traits (social initiative, emotional stability, cultural empathy, flexibility, and open-mindedness) have an influence on both non-work- and work-related adjustment. Hierarchical regression analyses, performed on data from 110 expatriates, indicate that expatriate language proficiency, type, and the personality traits of emotional stability and cultural empathy have a positive influence on both types of adjustment. Implications of these findings for practice are discussed. 相似文献