The next generation of workers in Australia: their views on organizations,work and rewards

This study draws upon a small sample of university students in Australia to investigate how organizational preferences are related to different attitudes about work and reward. It extends past sectoral research to analyse both sectoral and organizational differences, and looks beyond individuals who are working in the sectors and organizations, to those who aspire to enter the various sectors and organizations, and therefore is valuable for recruitment. Apart from a few exceptions, the respondents in this survey who intend to enter the different sectors in the near future appeared to be largely motivated by job attributes which are similar to those reported in past studies on the employees in these sectors.     

What role does culture play? A look at motivation and job satisfaction among hotel workers in Brazil

Job satisfaction has been associated with positive organizational outcomes such as increased employee productivity, higher innovation and reduced turnover, all of which are linked to improved firm performance. Motivation is considered to be a primary determinant of job satisfaction. Yet little research has focused on the links between motivation, job satisfaction and the impact of culture in the workplace. This qualitative research uses Herzberg's Two-Factor Theory of Motivation to assess job satisfaction in the Brazilian hotel industry. The results partially support the theory and suggest that culture influences the degree of job satisfaction.     

Does corporatisation improve organisational commitment? Evidence from public hospitals in Indonesia

This study aims to investigate the consequences of corporatisation on organisational commitment and to explain the relationship between work values, job satisfaction and organisational commitment. The research was carried out in 54 public hospitals in East Java, Indonesia, applying a multilevel structural equation model to survey data on 1282 workers in those hospitals. Analysis suggests that the longer a hospital has been corporatised, the greater the organisational commitment of its employees. Incentives have positive and substantive association with organisational commitment, while training and resource availability do not. We found that employees in larger hospitals are more committed than those in smaller hospitals and that work values and job satisfaction have a positive and significant relationship with organisational commitment. Our findings shed light on the debate on corporatisation as a lever for improving organisational commitment in public hospitals in developing countries.     

企业中层管理人员工作应激源研究

本文的目的是研究企业中层管理人员工作应激的影响因素。研究以地处上海的企业中层管理者为对象,通过调查问卷搜集资料,然后使用因素分析方法对所得资料进行统计分析。     

浅谈企业的激励机制

文章试图探讨当前企业人力资源管理中激励的重要作用以及企业如何来构建有效的激励机制,从而提高企业的竞争力。     

Work–family enrichment and satisfaction: the mediating role of self-efficacy and work–life balance

Although the direct effects of work–family enrichment on satisfaction are well-documented, previous theoretical predictions and empirical findings of the relationship have been inconsistent. Drawing on social cognitive theory, the current research examined how work–family enrichment contributes to job and family satisfaction by exploring the mediating mechanisms of self-efficacy and work–life balance. This study also empirically validated a new self-efficacy measure using the work–life interface nomological network. A heterogeneous sample of Australian employees (N = 234) from four different organisations responded to two waves of data collection separated by a 12-month interval. Using structural equation modelling, the results of the statistical analysis provided preliminary support for the hypothesised chain mediation model and the newly developed five-item self-efficacy to regulate work and life scale. Specifically, work-to-family enrichment and family-to-work enrichment were positively related to self-efficacy, which in turn had a positive effect on work–life balance. Similarly, work–life balance had a positive impact on job and family satisfaction. Evidence of these relationships over time was demonstrated, thereby emphasising the importance of person–cognitive resources (e.g. self-efficacy) in influencing life outcomes. Validation of the self-efficacy scale also demonstrated robust psychometric properties and criterion validity. Implications of these results were subsequently discussed.     

Leader–Member Exchange and Relational Quality in a Singapore Public Sector Organization

An objective of Singapore’s ongoing public sector reform (PS21) requires agencies to focus on getting the best out of its employees. One way of doing this is by creating a positive leader–member exchange (LMX) relationship, enabling supervisors to motivate their subordinates towards the development of organizational citizenship behaviours (OCBs). This article reports the extent of LMX and relational quality in a public sector agency experiencing PS21 reform and high staff turnover. In addition, we examined the effects of organizational justice perceptions and job satisfaction towards a subordinates’ OCB. A path model was developed to examine the relationships between LMX, organizational justice, job satisfaction, and OCB and tested by applying LMX theory. The path analysis results showed that LMX mediates the relationship between organizational justice perceptions and OCB. The results also showed that one’s job satisfaction led to higher level of OCB. The study findings have implications for theory and practice which have been presented in the discussion section.     

Exploring the psychological mechanisms linking work-related factors with work–family conflict and work–family facilitation among Taiwanese nurses

Based on the logic of the job demands-resources model, we argue that work-related factors that demand workers’ resources, such as job overload and organizational constraints, may lead to work–family conflict through emotional exhaustion. Other work-related factors that generate resources for workers, such as job autonomy and task significance, may lead to work–family facilitation through job satisfaction. Analyzing survey data collected from different sources among professional nurses in Taiwan, we use structural equation modeling technique to find support for our hypotheses. Our study complements the work and family literature by demonstrating the mechanisms through which work-related factors may demand or provide workers with resources that lead to work–family conflict and work–family facilitation, respectively.     

What Motivates Experts to Share? A Prospective Test of the Model of Knowledge‐Sharing Motivation

Knowledge sharing is an employee behavior, critical to organizational success in knowledge‐intensive work environments. This study set out to empirically test the model of knowledge‐sharing motivation designed and presented in this journal by Gagné (2009). The model combines two established behavioral theories, the theory of planned behavior and self‐determination theory, and connects various human resource practices to it. This prospective survey study ( n = 200) in a large expert organization employed structural equation modeling. The results mainly supported the proposed model, with attitudes, autonomous motivation, and sharing norms predicting knowledge‐sharing intentions ( R² = .69), which predicted knowledge‐sharing behavior ( R² = .42). We also identified potential ways to modify the model to better suit typical knowledge‐sharing contexts. Implications for practice, with the emphasis on how our findings can benefit and be used by human resource management, are discussed. © 2016 Wiley Periodicals, Inc.