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Kim S. Are Your Employees Hopeful at Work? The Influence of Female Leadership, Gender Diversity and Inclusion Climate on Japanese Employees’ Hope. Front Psychol 2022; 13:936811. [PMID: 35923739 PMCID: PMC9341296 DOI: 10.3389/fpsyg.2022.936811] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/05/2022] [Accepted: 06/24/2022] [Indexed: 11/13/2022] Open
Abstract
There are two well-known truths about Japan: one is that Japan is one of the most advanced economies, which takes pride in its highly advanced technology, social infrastructure and system; the other is that Japan ranks lowest at women’s social participation among Organization for Economic Co-operation and Development countries. Even though the Japanese government has initiated programs to promote female participation and advancement in society, these initiatives have not yet borne remarkable fruit. This study intends to address this issue by investigating the effectiveness of female leadership in Japan, specifically its effect on organizations’ gender diversity and inclusion (D&I) climate and employees’ task-related positive attitudes. Synthesizing social information processing theory and social identity theory, the study examines 306 Japanese employees working with their female supervisors in medium- and large-sized manufacturing companies. The findings show that female ambidextrous leadership contributes to shape and strengthen a gender D&I climate and ultimately enhances employees’ hope on their work. In addition, the positive effect of a gender D&I climate on employees’ hope is the same for all employees regardless of gender. The findings clarify the role of female leadership and the underlying psychological mechanism through which female leadership influences employees’ positive work attitudes. This first empirical study in Japan contributes to the research on female leadership and D&I management.
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Namono R, Musenze IA, Mayende TS. Activating creative behaviour of academic knowledge workers in selected public universities in Uganda: The role of hope. NEW IDEAS IN PSYCHOLOGY 2022. [DOI: 10.1016/j.newideapsych.2021.100930] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
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Saleem MS, Isha ASN, Yusop YM, Awan MI, Naji GMA. The Role of Psychological Capital and Work Engagement in Enhancing Construction Workers' Safety Behavior. Front Public Health 2022; 10:810145. [PMID: 35317512 PMCID: PMC8934392 DOI: 10.3389/fpubh.2022.810145] [Citation(s) in RCA: 12] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/06/2021] [Accepted: 01/11/2022] [Indexed: 11/13/2022] Open
Abstract
Objectives Construction is one of the unsafe industrial sectors, causing a considerable amount of harm to its workforce and organizations globally. Only a handful of research evidence has been found evaluating individuals' cognitive and engagement-related constructs to improve occupational safety. Psychological Capital (PsyCap) can have a promising impact on construction workers' psychological health, possibly leading to positive performance. Limited studies have tested PsyCap and work engagement regarding safety specifically in the context of the construction industry, with non-harmonious findings. Methods The proposed framework was assessed through the structural equation modeling (SEM) technique along with bootstrapping for mediation analysis. Responses were collected from different states of Malaysia from 345 construction workers. PsyCap dimensions (hope, efficacy, resilience, and optimism) were measured in connection with safety compliance and safety participation, with the mediating role of work engagement. Results According to findings, hope, optimism, and work engagement have a positive and significant impact on safety compliance. Also, hope, self-efficacy, resilience, optimism, and work engagement have a positive and significant impact on safety participation. Further, self-efficacy and optimism both have a positive impact on work engagement. Conclusions PsyCap can be a possible predictor for work engagement, which may enhance safety-related behavior. PsyCap should be treated as a multidimensional instrument to enhance occupational safety. In-depth deliberation is needed by the organization while applying PsyCap to enhance employees' work engagement as well as safety behavior. Practical interventions based on interactive training are proposed to enhance construction industry safety. Other industries can also adapt suitable dimension(s) of PsyCap to safety behavior improvements.
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Affiliation(s)
- Muhammad Shoaib Saleem
- Department of Management and Humanities, Universiti Teknologi PETRONAS, Seri Iskandar, Malaysia
- *Correspondence: Muhammad Shoaib Saleem
| | | | - Yuzana Mohd Yusop
- Faculty of Medicine, Universiti Sultan Zainal Abidin, Kuala Terengganu, Malaysia
| | - Maheen Iqbal Awan
- Department of Management and Humanities, Universiti Teknologi PETRONAS, Seri Iskandar, Malaysia
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Dolan P, Laffan K, Kudrna L. The Welleye: A Conceptual Framework for Understanding and Promoting Wellbeing. Front Psychol 2021; 12:716572. [PMID: 34777096 PMCID: PMC8586076 DOI: 10.3389/fpsyg.2021.716572] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2021] [Accepted: 09/29/2021] [Indexed: 11/23/2022] Open
Abstract
We present the Welleye – a novel and conceptually clear framework that shows how attention links the objective circumstances of people’s lives and selves to how they spend their time and feel day to day. While existing wellbeing frameworks in policy contain many of the factors included in the Welleye, they all lack attention as the “lens” that determines the impact of these factors on how people feel. Policymakers and organizations can use the Welleye to better understand how people are faring and design and evaluate interventions aimed at making people better off.
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Affiliation(s)
- Paul Dolan
- Department of Psychological and Behavioural Science, London School of Economics and Political Science, London, United Kingdom
| | - Kate Laffan
- Department of Psychological and Behavioural Science, London School of Economics and Political Science, London, United Kingdom.,UCD Geary Institute for Public Policy, University College Dublin, Dublin, Ireland.,UCD Economics, University College Dublin, Dublin, Ireland
| | - Laura Kudrna
- Murray Learning Centre, Institute of Applied Health Research, University of Birmingham, Birmingham, United Kingdom
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Namono R, Kemboi A, Chepkwony J. Enhancing innovative work behaviour in higher institutions of learning: the role of hope. WORLD JOURNAL OF ENTREPRENEURSHIP MANAGEMENT AND SUSTAINABLE DEVELOPMENT 2021. [DOI: 10.1108/wjemsd-07-2020-0073] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeDespite the current dynamism in the education sector that was manifested in new approaches to work that require innovative workforce, little empirical studies have been conducted on how to influence innovativeness in higher education institutions. Moreover, though studies have established a link between hope and innovative work behaviour, no study has established how hope and its two components of agency and pathways influence innovative work behaviour. The purpose of this study is to establish the influence of hope and its two components of agency and pathways on innovative work behaviour.Design/methodology/approachA quantitative cross-sectional research design was adopted in this study. The study employed hierarchical regression to test the hypothesised relationship between hope and its components of agency and pathways on innovative work behaviour using a sample drawn from public universities in Uganda in the two categories of academic and administrative staff.FindingsThe findings reveal that pathways and agency influence innovative work behaviour. The Findings also revealed that hope significantly influences innovative work behaviour over and above its individual components of agency and pathways.Research limitations/implicationsThe study was cross-sectional in nature and the findings may not portray a true picture of the relationship between the study variables over time as behaviour is ever changing. Further studies could carry out a longitudinal study to establish the effect established in this study at different time intervals. The results provide a more complex understanding of how hope and its two components of agency and pathways enhance innovative work behaviour.Practical implicationsThe findings of the study provide insightful direction to managers in public universities in Uganda to consider different avenues of increasing employee hope so as to enhance innovative work behaviour. This can be done through targeted interventions like involving employees in goal setting and setting alternative means to achieve goals.Originality/valueThe value of this study is both empirical and theoretical. Empirically, this study is the first to establish the influence of hope and its two components of agency and pathways on innovative work behaviour in Uganda’s university setting. Theoretically, the study extends veracity of the conservation of resources theory (COR) by clarifying those employees who possess the psychological characteristics of hope exhibit innovative work behaviour. The study also extends on the theory of hope by revealing that agency and pathways influence innovative work behaviour.
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Mat N, Abdullah NA, Abu Hassan N, Juhdi NH. PENGARUH NILAI KERJA TERHADAP TINGKAH LAKU KERJA INOVATIF DAN KESEJAHTERAAN PSIKOLOGI: MODAL PSIKOLOGI SEBAGAI PENGANTARA (The Influence of Work Values on Innovative Work Behaviour and Psychological Well-Being: The Psychological Capital as a Mediator). INTERNATIONAL JOURNAL OF MANAGEMENT STUDIES 2020. [DOI: 10.32890/ijms.27.1.2020.7674] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
Tujuan makalah ini adalah untuk menguji pengaruh nilai kerja ke atas tingkah laku kerja inovatif dan kesejahteraan psikologi pekerja. Kajian ini juga menguji peranan modal psikologi sebagai pengantara dalam perhubungan ini. Data kajian (n=227) dikumpulkan daripada pegawai pengurusan dalam sektor awam di Putrajaya, Malaysia. Analisis Pengesahan Faktor (Confirmatory Factor Analysis, CFA) digunakan untuk menguji kesahan konvergen model pengukuran konstruk. Analisis pemodelan persamaan struktur digunakan untuk menganggarkan kesepadanan model hipotesis dengan data kajian. Keputusan kajian menunjukkan nilai kerja mempengaruhi kedua-dua modal psikologi dan kesejahteraan psikologi secara langsung. Hasil kajian juga menunjukkan nilai kerja mempengaruhi tingkah laku kerja inovatif secara tidak langsung melalui modal psikologi sebagai pengantara. Dapatan kajian ini menyarankan dengan memupuk dan memperbaiki nilai kerja dapat memberi kesan yang positif terhadap modal psikologi pekerja dan seterusnya dapat meningkatkan tingkah laku kerja inovatif dan kesejahteraan psikologi di tempat kerja. Abstract The purpose of this paper is to examine the effect of work values on innovative work behaviours and employees’ psychological well-being. This study also examines the mediating role of psychological capital in the relationships. Data were collected (n=227) from the management officers of the public sector in Putrajaya, Malaysia. Confirmatory Factor Analysis was conducted to examine the convergent validity of the construct measures. The structural equation modeling was used to estimate the fit of the hypothesised model to the data. The findings reveal that work values influenced directly both the psychological capital and psychological well-being. The findings also show that work values indirectly influence the innovative work behaviours through the psychological capital as mediator. The study suggests that nurturing and improving work values will have positive impacts on employees’ psychological capitals thus will enhance innovative work behaviours and psychological well-being in the workplace. Keywords: Work values, psychological capital, innovative work behaviour, psychological well-being, Malaysia.
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Affiliation(s)
- Norazila Mat
- Fakulti Ekonomi dan Pengurusan Universiti Kebangsaan Malaysia
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Slåtten T, Lien G, Horn CMF, Pedersen E. The links between psychological capital, social capital, and work-related performance – A study of service sales representatives. TOTAL QUALITY MANAGEMENT & BUSINESS EXCELLENCE 2019. [DOI: 10.1080/14783363.2019.1665845] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/31/2023]
Affiliation(s)
- Terje Slåtten
- Inland Norway University of Applied Sciences, Elverum, Norway
| | - Gudbrand Lien
- Inland Norway University of Applied Sciences, Elverum, Norway
| | | | - Erik Pedersen
- Inland Norway University of Applied Sciences, Elverum, Norway
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Anwar A, Abid G, Waqas A. Authentic Leadership and Creativity: Moderated Meditation Model of Resilience and Hope in the Health Sector. Eur J Investig Health Psychol Educ 2019; 10:18-29. [PMID: 34542466 PMCID: PMC8314234 DOI: 10.3390/ejihpe10010003] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2019] [Revised: 07/06/2019] [Accepted: 07/14/2019] [Indexed: 02/03/2023] Open
Abstract
Authentic leaders are recognized as self-aware individuals who act according to their values and beliefs in the organization. Most of the studies have acknowledged the positive impact of authentic leaders on followers. However, the characteristics of an authentic leader, such as making decisions according to his/her own belief system, might negatively affect the followers. The current study aims to investigate the relationship of authenthic leadership/leaders (AL) and creativity through the mediating role of resilience. In this study, data were collected from 172 nurses working at public hospitals using a three-wave, time-lagged study design. The findings show that authentic leadership significantly predicts hope among employees. A hopeful individual positively reflects creativity in the workplace and also mediates the relationship between authentic leadership and creativity at workplace. These results report that authentic leadership impacts hope in a positive manner; thereby, increasing the level of creativity of nurses at the workplace. The study also highlights that if a resilient nurse is supervised by an authentic leader, it decreases hope and eventually creativity at work. The paper elaborates theoretical and practical implications for the health care sector along with limitations and direction for future research.
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Affiliation(s)
- Aizza Anwar
- School of Professional Advancement, University of Management and Technology, Lahore 54782, Pakistan
- Correspondence: ; Tel.: +92-42-35212801
| | - Ghulam Abid
- School of Business Administration, National College of Business Administration and Economics, Lahore 54660, Pakistan
| | - Ali Waqas
- Department of Management Sciences, The Superior University, Lahore 55150, Pakistan
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The Outcomes of Corporate Social Responsibility to Employees: Empirical Evidence from a Developing Country. SUSTAINABILITY 2018. [DOI: 10.3390/su10030698] [Citation(s) in RCA: 30] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
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Abstract
Purpose
– The purpose of this paper was to examine the relationship between organizational tenure and employee innovative behavior and the influence of culture difference and status-related moderators (i.e. status hierarchy and status stability) on the linkage.
Design/methodology/approach
– By using a meta-analysis method that included 76 empirical studies, this study examines the relationship of organizational tenure and innovative behavior. In this study, 79 samples (N = 21659) derived from 76 empirical studies that met the inclusion criteria in the meta-analysis.
Findings
– The results show that organizational tenure has a weak positive effect on employee innovative behavior (r = 0.04), and status hierarchy, position tenure, culture difference and measurement ways influence the relationship between the two. In addition, a three-way interaction among status hierarchy, position tenure and organizational tenure is found to jointly affect innovative behavior; specifically, for those who are low in status hierarchy and short in position tenure, their organizational tenures are positively related to innovative behavior, but for those with a longer position tenure in organizations, their organizational tenure may relate to innovative behavior negatively, whatever their status hierarchies are (high or low). This study is helpful in providing theoretical foundation and practical skills to such issues regarding how to trigger innovative behavior efficiently at different career stages.
Research limitations/implications
– Limitations include tenure range of participants and no longitudinal samples in our studies. Future research should examine more contextual factors which influenced the relationship between organizational tenure and innovative behavior.
Practical implications
– The results of this study show that long organizational tenure is not negatively related to innovative behaviors. For managers, do not ignore the contribution of long-tenured employees to innovation. Through promotion or job rotation to increase employees’ job satisfaction and innovative willing.
Originality/value
– To authors’ knowledge, this is the first study to examine status attribute class variables in the relationship between organizational tenure on innovative behavior. The study is helpful in providing theoretical foundation and practical skills to such issues regarding how to trigger innovative behavior at different career stages correctly.
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Lasrado F, Arif M, Rizvi A. Employee suggestion scheme sustainability excellence model and linking organizational learning. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2015. [DOI: 10.1108/ijoa-04-2014-0754] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to propose a sustainability assessment model and to discuss the implications for organizational learning. Paper presents a sustainability excellence model comprising of three stages and discuss the good practices for sustaining the employee suggestion scheme.
Design/methodology/approach
– The assessment framework was developed drawing on a thorough review of the literature and data collected and analyzed using various statistical tools. The developed assessment framework was validated through a case of an organization based in the United Arab Emirates. Semi-structured interviews were used to elicit relevant information during the case study.
Findings
– An assessment framework comprising five major factors for sustainability of suggestion scheme of has been presented. The five factors include: leadership and work environment, system capability, system effectiveness, organizational encouragement and system barriers. Sustainability of a suggestion system can be understood as a three-stage model comprising the initial stage, the developmental stage and the advanced stage. The key practices associated for each of these stages are discussed in detail.
Practical implications
– The framework has taken into consideration the critical success factors and critical success factors emerged from the literature review conducted for this study. Therefore, the framework could be further refined by conducting more case studies and can propose maturity levels.
Originality/value
– The paper has developed a framework that can be used to assess the sustainability of the suggestion scheme in an organization. This model has been applied to assess the individual schemes and draw upon potential change strategies.
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Lasrado F, Arif M, Rizvi A. The determinants for sustainability of an employee suggestion system. INTERNATIONAL JOURNAL OF QUALITY & RELIABILITY MANAGEMENT 2015. [DOI: 10.1108/ijqrm-02-2013-0035] [Citation(s) in RCA: 14] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– Although the corporations widely use the suggestion schemes to elicit the creative ideas of their employee, sustaining a suggestion scheme is still a challenge. Employee suggestion schemes have been studied from many perspectives to illustrate its objectives, nature, content, process, significance and the benefits. Arguments have also been made with respect to the success and failures of the suggestion schemes. The purpose of this paper is to explore the factors to assess the sustainability of a suggestion system.
Design/methodology/approach
– This paper thus explores the critical success factors of suggestion scheme through a literature review and filters the critical determinants for sustainability of suggestion using factor analysis. The data collection was done using a survey technique.
Findings
– The results identity the five major factors as determinants to sustainability of a suggestion system as reported in the paper.
Originality/value
– This paper has made an attempt to explore the determinants to assess the sustainability of a suggestion system and has contributed toward the new knowledge in terms of sustainability of a suggestion system.
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Ng TWH, Feldman DC. A meta-analysis of the relationships of age and tenure with innovation-related behaviour. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1111/joop.12031] [Citation(s) in RCA: 138] [Impact Index Per Article: 12.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Thomas W. H. Ng
- Faculty of Business and Economics; The University of Hong Kong; Pok Fu Lam Hong Kong
| | - Daniel C. Feldman
- Terry College of Business; The University of Georgia; Athens Georgia USA
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Reichard RJ, Avey JB, Lopez S, Dollwet M. Having the will and finding the way: A review and meta-analysis of hope at work. JOURNAL OF POSITIVE PSYCHOLOGY 2013. [DOI: 10.1080/17439760.2013.800903] [Citation(s) in RCA: 36] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
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Dawkins S, Martin A, Scott J, Sanderson K. Building on the positives: A psychometric review and critical analysis of the construct of Psychological Capital. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2013. [DOI: 10.1111/joop.12007] [Citation(s) in RCA: 115] [Impact Index Per Article: 10.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Sarah Dawkins
- School of Management; University of Tasmania; Hobart Tasmania Australia
| | - Angela Martin
- School of Management; University of Tasmania; Hobart Tasmania Australia
| | - Jenn Scott
- School of Psychology; University of Tasmania; Hobart Tasmania Australia
| | - Kristy Sanderson
- Menzies Research Institute Tasmania; University of Tasmania; Hobart Tasmania Australia
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Rego A, Sousa F, Marques C, Cunha MPE. Retail employees' self-efficacy and hope predicting their positive affect and creativity. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2012. [DOI: 10.1080/1359432x.2011.610891] [Citation(s) in RCA: 26] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
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Rego A, Sousa F, Marques C, Cunha MPE. Optimism predicting employees' creativity: The mediating role of positive affect and the positivity ratio. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2012. [DOI: 10.1080/1359432x.2010.550679] [Citation(s) in RCA: 42] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/12/2022]
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Wandeler CA, Bundick MJ. Hope and self-determination of young adults in the workplace. JOURNAL OF POSITIVE PSYCHOLOGY 2011. [DOI: 10.1080/17439760.2011.584547] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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Li CH, Wu JJ. The Structural Relationships Between Optimism and Innovative Behavior: Understanding Potential Antecedents and Mediating Effects. CREATIVITY RESEARCH JOURNAL 2011. [DOI: 10.1080/10400419.2011.571184] [Citation(s) in RCA: 34] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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