Differences In Work Ethic Research Articles

Live to Work, Work to Live, and Work as a Necessary Evil: An Examination of the Structure and Stability of Work Ethic Profiles

The goal of the present study is twofold. First, we take a person-centered approach to individual differences in work ethic. Here, we focus on the identification and stability of profiles of work ethic dimensions across individuals from two relatively diverse samples. Second, we examine the extent to which work ethic profile membership influences which characteristics of an ideal coworker are viewed as most important. To assess our hypotheses, we used a diverse US-based sample of 2440 as well as a sample of 692 employees in sales-related positions in the financial sector in Mexico. Results from a series of latent profile analyses (LPAs) clearly support the idea that from the combination of scores on the seven dimensions of work ethic, clear and reliable profiles emerge and were generalizable across samples. The three profiles were identified as “Live to Work,” “Work to Live,” and “Work as a Necessary Evil.” Significant differences were found in 5 of 11 desired attributes of an ideal coworker between the employees in the three emerging profiles. Also, in line with our hypotheses, results show that employees belonging to the profile with the highest scores on the core dimensions of the work ethic construct reported that the top desired characteristic in an ideal peer is the hard worker attribute.

Work ethic and grit: Explaining responses to dissatisfaction at work

The purpose of this research was to further examine the distinction between work ethic and grit, including their relative importance in explaining work engagement and retention. With the onset of the “great resignation”, many organizations have increased their focus on fostering worker engagement and retention, underscoring the importance of understanding variables that facilitate positive work outcomes. In this research, 250 participants from the United States were recruited to examine the relationship between individual differences in work ethic and grit on job satisfaction, work stress, and behavioral responses to dissatisfaction at work. Work ethic and grit were found to be related, but distinct constructs, consistent with prior research. Compared with grit, work ethic was found to explain more unique variance in job satisfaction, turnover intentions, exit, voice, and loyalty. In contrast, grit was found to explain more unique variance in work stress and neglect. Study implications, including employee retention and engagement, as well as limitations and future directions are discussed.

The Baby Boomer – Gen Z Work Ethic Divide

This study examines the work ethic differences between baby boomers and Gen Z (Centennials). The Multidimensional Work Ethic Profile (MWEP) is used to operationalize seven dimensions of work ethic. Findings indicate that the level of work ethic varies by generation. Specifically, the work ethic of baby boomer respondents is greater than the work ethic for Gen Z respondents across nearly all MWEP dimensions. This may have important implications for corporate managers, who are typically baby boomers, as they hire and manage new employees, who are typically centennials.

Generational Differences in Work Ethic Among Speech-Language Pathologists

Purpose To date, there is limited available research with a specific focus on the potential differences in work ethic among speech-language pathologists from different social generations. The purpose of this study was to provide a better understanding of the work ethic profile of three generations of speech-language pathologists and, in particular, of any differences in work ethic profiles among the three generations. Method This study used a quantitative, nonexperimental, cross-sectional design to better understand work ethic among the three generations of speech-language pathologists through the use of an online survey containing the Multidimensional Work Ethic Profile–Short Form. Results The 814 surveys analyzed indicated that the three distinct generations of speech-language pathologists exhibited differences in four out of the seven dimensions of work ethic. Conclusions Through this study, the authors developed a work ethic profile for each of the three generations of speech-language pathologists licensed in the Commonwealth of Pennsylvania. While there were some similarities in the dimensions of work ethic among the three generational cohorts, statistically significant differences were discovered in the dimensions of Morality/Ethics, Leisure, Centrality of Work, and Wasted Time. Understanding differences in work ethic could be beneficial to employers, administrators, and supervisors for recruitment and retention purposes as well as to speech-language pathologists who work with colleagues of different generational cohorts.

Experiences of employers, work colleagues, and mentors with new veterinary graduates and preferences towards new graduate support programmes

ABSTRACT Aims: To describe the experiences of employers, work colleagues, and mentors who have recently worked with new veterinary graduates in New Zealand, explore factors influencing perceptions of new graduate performance, and identify opportunities for providing better support to new graduates and their employers. Methods: All veterinarians registered with the Veterinary Council of New Zealand (VCNZ) were invited to participate in a cross-sectional survey. Descriptive statistics were calculated for all study variables and a mixed-effects multivariable logistic regression model was constructed to explore factors associated with perceptions of new graduate performance. Thematic analysis was performed on free-text comments to identify key issues with new graduate support. Results: The survey was completed by 83 veterinarians with 68 (81.9%) providing information on 95 individual new graduates they had mentored. New graduates exceeded expectations in their ability to research cases and communicate with colleagues while time management and awareness of financial issues were highlighted as weaknesses. The mean total time respondents spent supervising new graduates during their first year was 166.8 (median 95; min 0; max 852) hours. New graduates who were not considered the best applicants for the job and those who had left their job were 6.3 (95% CI = 2.11–11.8) and 5.4 (95% CI = 1.55–19.0) times, respectively, more likely to be rated as performing below expectations. Thematic analysis revealed major themes related to the inadequate preparation of students in veterinary school, employers lacking adequate training and resources to supervise new graduates, and intergenerational differences in work ethic and expectations, which may be contributing to burnout and dissatisfaction for new graduates and their employers. Components of new graduate support programmes that were perceived to be most helpful were having regular meetings between the supervisor and employee to discuss performance and wellbeing, having compulsory sessions with an experienced veterinarian for career advice, and having non-compulsory checklists of technical and non-technical skills to guide professional development planning. However, there was varying levels of support for including these measures in a formal new graduate support programme. Conclusions: While respondents highlighted many challenges faced by new graduates and their employers, there was often disagreement about the root cause of the problem and potential solutions. Clinical relevance: Providing non-compulsory checklists to help employers work with new graduates to develop tailored professional development plans and support structures within their unique practice environment may result in more positive experiences as new graduates transition from student to independent practitioner.

Work Ethic in China Changes over Time from 2004 to 2018

Work ethic was a persistent concern in the work place during the 20th century and continues to be important in the 21st century as well. Key components of work ethic include interpersonal skills, initiative, and dependability. This study examined significant changes on the work ethic differences between women and men in two samples of work ethic data collected over a fourteen year period of time. One data set was gathered from 201 working adults in China in 2004 and the other was collected from 248 working adults in 2018. Data was gathered using a Chinese translation of the Occupational Work Ethic Inventory (OWEI) constructed by Petty (1993). Significant differences were measured for initiative between women and men in the 2004 data set, but not in the 2018 data set. No significant differences were detected between women and men for interpersonal skills or dependability in either set of data. A review of literature and discussion is provided to explain changes over time in initiative of Chinese women and men. The findings reveal some interesting insights into the Chinese workforce during a time when the economy has been rapidly developing.

Millennial Work Ethic: A Preliminary Examination of the Work Ethic Profile of Filipino University Students

Abstract At present, most students in the universities are considered millennials. As explained by Delcampo, Haggerty, Haney, and Knippel (2010), millennials are individuals born from 1981-2000. In general, millennials are perceived to be the “me” generation or “hero” generation. In addition, they are criticized as individuals who are self-centered, unmotivated, disrespectful, and disloyal (Myers & Sadaghiani, 2010). Given the conflicting and, to some extent, uncritical generalizations about the millennial cohort, this paper explores the work ethic profile of Filipino millennial university students. The respondents of this study are 248 university students from a private university in Metro Manila, Philippines. Through the Multidimensional Work Ethic Profile - Short Form (MWEP-SF), the seven dimension of work ethic were described. Results reveal that Filipino millennial university students scored high on self-reliance. Likewise, they have high mean scores in the dimensions of centrality of work, wasted time, morality/ethics, delay of gratification, and hard work. The dimension of leisure is ranked the lowest. The findings further reveal that there are significant differences in work ethic between male and female respondents. However, in terms of academic specialization, no significant differences were observed. Considering academic achievement, workload, and study hours, these factors interact with the different facets of work ethic.

ETOS KERJA MASYARAKAT NELAYAN KECIL KELURAHAN BAGAN DELI, BELAWAN, MEDAN

The fishing community is a social element that is very important in the structure of coastal communities which they had colored cultural characteristics and socio-cultural behavior of coastal communities in particular that of Bagan Deli, Belawan, Medan. This study views their work ethic differences between the shipmen/crew, skipper/captain and ship owner that caused the differences of their social stratification. Using a qualitative method and non-parametric statistical analysis of kolmogorov smirnov, this study results that the work ethic among the crew and skipper there has no differences, whereas between the crew and the skipper with the owners there are differences in higher ethic.

Generational Differences in Work Ethic: Fact or Fiction?

Even though stereotypes suggest that older generational cohorts (e.g., Baby Boomers) endorse higher levels of work ethic than younger generations (e.g., Millennials), both the academic literature and popular press have found mixed evidence as to whether or not generational differences actually exist. To examine whether generational differences exist in work ethic, a dataset was compiled (k = 105) of all published studies that provided an average sample age and average work ethic score, with each sample becoming an observation, and being assigned a generational cohort based upon the average age of the sample. Three hierarchical multiple regressions found no effect of generational cohort on work ethic endorsement. In two of the three phases, results found a main effect of sample type, such that industry samples had higher work ethic endorsement than student samples. Implications for applied practitioners and future research streams for generational and work ethic research are discussed.

Generational differences in work ethic among 3 generations of registered nurses.

The purpose of this study was to understand if differences in dimensions of work ethic exist among 3 generations of nurses working in an inpatient setting at an acute care facility. Generational differences are linked with increased turnover, with work ethic frequently cited as an important difference. The quantitative, quasi-experimental cross-sectional study recruited inpatient registered nurses from 2 teaching hospitals in a southern US metropolitan area to complete the Multidimensional Work Ethic Profile online. The 285 completed surveys indicated that similarities exist among the 3 generations, with statistically significant differences only in leisure, hard work, and delay of gratification dimensions. Understanding differences in work ethic dimensions could lead to strategies for improving the generational conflict. These results also lead to the conclusion that work ethic differences may not be the cause of the generational conflict among nurses.

EXPLAINING VARIATION IN WORK ETHIC IN EUROPE

ABSTRACT This paper presents unique descriptive and explanatory analyses of cross-national variation in work ethic in 44 European countries (European Values Study 2008). A strong work ethic is the conviction that people have a moral duty to work. To explain differences in the adherence of the work ethic between countries two alternative theories are tested: modernisation theory and social institutional theory. Modernisation theory hypothesises that richer, more highly educated and urbanised countries have a weaker work ethic. Alternatively, social institutional theory predicts that countries' religious heritage, generosity of the welfare state and political history can explain differences in work ethic between countries. Multilevel regression models on an unprecedented set of 44 countries show that the modernisation hypotheses are supported. With regard to institutions, it is shown that work ethic is stronger in countries with an Islamic and Orthodox heritage as compared to a Protestant and Catholic heritage and in ex-communist countries and countries with less generous welfare states. When both theories are tested simultaneously, variance decomposition suggests that social institutional theory has more explanatory power than modernisation theory. Religious heritage is shown to be the most important factor to explain variation in work ethic between countries. Thus, although our modern societies become increasingly secularised, religious heritage still impacts our norms and values about work in a significant manner.

Generational Differences in Work Ethic: An Examination of Measurement Equivalence Across Three Cohorts

Purpose The purpose of this study was to examine the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers) on dimensions of the work ethic construct using the multidimensional work ethic profile (MWEP).

Stories�Appreciating Both Sides of the Generation Gap: Baby Boomer and Generation X Nurses Working Together

With nurses from the baby boomer and Generation X providing the majority of bedside nursing care, multigenerational differences are present in the workplace. The key to improved job satisfaction is the development of understanding and talking through differences between nurses of these age groups. From the perspective of a Generation X nurse, this paper addresses the differences in work ethic and values between these age groups and shows how such differences affect satisfaction with professional nursing. Improved job fulfillment can increase nursing retention and lessen the effects of the nursing shortage.

Occupational work ethic differences: Implications for organizational diversity initiatives in health care organizations

This study was conducted to examine the extent of work value differences among ethnic classifications of baccalaureate nursing students. Major findings revealed significant differences between ethnic classifications and work ethic behaviors. Contrasts resulting from post-hoc tests indicated that Asian nursing students reported significantly lower scores of work ethic behavior when compared to African American, Caucasian, and Hispanic students. These differences remain unexplained due to low effect sizes.

Double Jeopardy: Work Ethic Differences in Youth at Risk of School Failure

The purpose of this study was to determine if work ethic differed for a sample of 152 selected 9th‐grade students categorized by risk of school failure and by gender. Work ethic attributes were measured using the Occupational Work Ethic Inventory (Petty, 1993). Results of a two‐way multivariate analysis of variance indicated significant work ethic differences in main effects of at‐risk classification and gender for dependent variables of interpersonal skills, initiative, and being dependable. Interaction effects were not significant. Underlying constructs indicated that adolescents with greater degrees of risk were less dependable and that girls in the study were more dependable than boys.

Work Ethic Differences Between Traditional and Telework Employees

Work Ethic Differences Between Traditional and Telework Employees