Employee Work Attitudes Research Articles

Citizens as Co-producers of Public Service Culture: How Citizen Incivility Affects Public Employee Motivations to Stay and Serve

While public administration ethics literature has accumulated a significant amount of knowledge on how to promote public service culture steeped in ethics, the primary focus of the scholarly discussion has long been on the importance of developing ethics among public employees and in their organizations. Based on the premise that citizens are co-producers of the public service culture, this study turns attention to citizens and their commitment to ethical values when interacting with public employees. Specifically, this study examines how citizen incivility influences public employee work attitudes, particularly public employee turnover intention and their desire to serve the public. The analyses were conducted using survey data collected from Korean public employees. The findings suggest that citizen incivility is negatively associated with public employees’ motivation to serve the public (i.e., public service motivation), that citizen incivility is positively associated with public employee intention to leave their jobs, and that the relationship between uncivil citizen behaviors and public employee turnover intention is partially mediated through public service motivation.

Enhancing Organizational Effectiveness Through Employee Work Attitude: Dissection of Nigeria’s Hospitality Industry

This study aims to examine the predictability of employee work attitude on the effectiveness of hospitality firms operating in Nigeria's work setting. Middleline managers, supervisors, and low-level employees constitute the sample frame. To avoid bias in selection, simple random was used. Copies of the primary instrument were used to collect data. Frequency distribution was used to analyze respondents’ data while the research propositions were analyzed with linear regression with the aid of IBM SPSS statistical software version 25. The finding of the study showed that employee work attitude has a positive significant effect on organizational effectiveness. The study concluded that employee work attitude measured in terms of job satisfaction and job involvement enhances and improves the organizational effectiveness of hospitality firms in Nigeria through prompt service delivery and customer satisfaction. The implication of the study is that; supervisors, operations managers, and HR managers should pay positive attention to the attitude of their employees to discourage employee turnover that could lead to customer withdrawal

Eco-green mirage: investigating turnover intention as organizational turbulence through perceived greenwashing, cynicism and alienation

PurposeUsing social and moral identity theory, this study aims to investigate the influence of perceived greenwashing on employee work attitudes by using social and moral identity theory. By examining the relationships between perceived greenwashing, employee cynicism, work alienation and turnover intention, this study unveils essential mechanisms that shed light on the complex relationship between these variables.Design/methodology/approachThe study gathered data from a sample of 267 employees in the service industry and used variance-based structuring equation modeling to test the hypothesized associations. The results of the study indicated a positive relationship between perceived greenwashing and turnover intention.FindingsEmployee cynicism and work alienation emerged as crucial mediating factors, revealing the underlying psychological dynamics linking perceived greenwashing to turnover intention. Moreover, the study identified organizational pride as a powerful moderator that mitigates the adverse effects of greenwashing on employee attitudes.Practical implicationsGenuine and transparent environmental practices are crucial in the service industry to avoid misleading claims, safeguard reputation and establish trust. Leaders should exemplify genuine commitment to environmental practices, serving as role models. Regular and honest feedback mechanisms should be established to gauge employee perceptions of the organization’s environmental initiatives. Educating employees about the signs of deceptive practices can empower them to make informed judgments, reducing the likelihood of falling victim to misrepresentations and mitigating associated negative outcomes.Originality/valueThe current research seeks to shed light on the profound impact of greenwashing on employees, an area that has been surprisingly overlooked. The study responds to the call of the antecedents that influence employees’ intentions to leave their organizations. The study explored the vital relationship between perceived greenwashing and employee attitudes, thereby contributing valuable insights to the existing literature on the sustainable practices of organizations, particularly those in the service industry.

Employees’ Motivation as A Determinant of Work Attitude and Performance in Elizade University

Employees’ motivation as a determinant of work attitude and performance of employees of Elizade University, Ilara-Mokin, Ondo State, Nigeria was examined in this study. Regardless of rank, age, job, gender, or educational background, employers have defined employee motivation as instruments and strategies used to affect the work attitude and performance of employees at various levels of the organisation. Purposive sampling technique was adopted in selecting Elizade University, Ilara-Mokin in Ondo state out of the 111 private universities in Nigeria. Self-structured questionnaire named Employees Motivation, Work Attitude and Performance (EMWAAPQ) was used for primary data collection. The collected data underwent analysis, focusing on the descriptive examination of demographic information. To test the two hypotheses formulated for this study, Pearson correlation and linear regression analyses were conducted. The scrutiny of all hypotheses adhered to a significance level of 0.05 alpha. The study revealed a positive correlation between employees’ motivation and employee attitudes within the institution (r=0.205**, n=181, p<0.05). Furthermore, this study established that both intrinsic and extrinsic motivation significantly influence employee performance (R2=0.136=13.6% of the variance). The implication is that organizations should prioritize employee well-being, with a particular emphasis on fostering motivation among staff. Therefore, to sustain and enhance productivity, the study recommends the implementation of comprehensive compensation packages, encompassing both monetary and non-monetary benefits.

The Effect of Information and Communication Sector Employees' Person-Environment Adaptation on Their Attitudes Towards Work: The Mediation Role of Organizational Trust

The effect of person-environment fit on the work attitudes of employees in the information and communication sector throughout Turkey is important in terms of organizational effectiveness and efficiency. In this context, the degree to which person-environment fit affects organizational trust and organizational trust on attitude towards work can also make a difference in employees' motivation and performance. For this purpose, an integrative model was developed and tested, suggesting that organizational trust mediates the effect of person-environment fit on employees' attitudes towards work. While developing the research hypotheses, they were based on the Condition Dependency Theory (CBK). The analysis of the data obtained with the applied survey method was made with SPSS 24.0. T Test and ANOVA method were used to measure the relationship between scale scores. Process analysis was applied for the mediation test, a model was created for each sub-dimension of person-environment fit and the mediating effect of each sub-dimension of the organizational trust mediator variable was examined. The analysis results showed that person-environment fit has an effect on attitude towards work and organizational trust has a mediating role in this effect. The findings support the developed research model. According to the analysis results, trust in colleagues was seen to be a strong determinant. In addition, it was determined that trust in the manager did not play a mediating role in any of the sub-dimensions of attitude towards work in the effect of person-environment fit on attitude towards work.

Intragroup conflict: Role stressors and work attitude

Intragroup conflict can adversely affect employee work attitudes and performance. Vagueness regarding conflicting roles and demands can lead to tension and conflict among group members, which it is can reduce positive work attitudes, such as job satisfaction, commitment to the organization, and job engagement. This study aims to determine the role of intragroup conflict in mediating effect of role stressor on work attitude. This research was conducted on contract education personnel in Udayana University with a sample of 87 employees. The samples were collected by using proportionate random sampling. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The result showed that intragroup conflict was not able to mediate the effect of role stressors on work attitude performance (no mediation). These results showed that even though employees feel they know what to do for every aspect of the job, employees still feel that there are often differences of opinion in the workplace. But that does not degrade employees' strong sense of organizational ownership. Employees still love their jobs and still make sure tasks are completed properly.

The Role of Work Attitude in Mediating the Influence of Corporate Culture and Management Support on the Work Productivity of PLN Employees

This research investigates the role of work attitude as a mediator in the relationship between corporate culture, management support, and employee work productivity. Corporate culture and management support are key factors influencing employee productivity. However, there has been no research that thoroughly explores how work attitude mediates the influence of both on work productivity. The population that researchers use is employees of PT PLN (Persero) East Bali Customer Service Implementation Unit (UP3). With as many as 119 employees, the sample was determined with the census method; therefore, the whole population made the sample study. Next, data was collected through distributing questionnaires via Google Forms. The existing data collected was furthermore analyzed with SEM-PLS. The study results find That corporate culture positively affects employee work productivity. Management support has a positive role in the work productivity of PT PLN East Bali employees. Work attitude has a positive role in the work productivity of PT PLN East Bali employees. Corporate culture has a positive effect on the work attitude of PT PLN East Bali employees. Management supports a positive role in the work attitude of PT PLN East Bali employees. Work attitude can mediate the influence of corporate culture on the work productivity of PT PLN East Bali employees. Work attitude can mediate the influence of management support on the work productivity of PT PLN East Bali employees. Expected study: This Can be theoretical and practical in developing human resource management literature and guiding practitioners to increase the effectiveness of management strategies in a competitive work environment.

Employee psychological ownership and work attitudes

PurposeThis study aims to explain the link between employee psychological ownership (EPO) and work engagement (WE). The authors conceptualize EPO as a combination of various personal resources, i.e. self-efficacy, self-identity, accountability, belongingness and territoriality, and expected it to positively contribute to WE.Design/methodology/approachThe authors analyze survey data from employees of a public service organization in Greece and verify key findings using a two-wave cross-sectional survey design targeting a heterogeneous population of employees in the United States of America.FindingsThe findings indicate that EPO is positively related to WE and job satisfaction mediates the relationship between EPO and WE. Furthermore, the authors' results support the discriminant validity between promotive EPO, preventative EPO (territoriality), WE and job satisfaction.Originality/valueThe present study provides a deeper understanding of EPO, as it is explained in the theoretical foundations of the job demands-resources model (JD-R) model and helps us understand how EPO can affect WE.

Pengaruh Kecerdasan Emosional Dan Sikap Kerja Terhadap Kinerja Pegawai Pada Badan Pendapatan Daerah Kabupaten Sikka

The Background of this research was to (1) grasp the representation of employee performance, emotional intelligence, and work attitude;(2) analyze the influence of emotional intelligence, and work attitude on employee performance partially or simultaneously. The population in this research was employee of Local Government Revenue Agency of Sikka Regency as many as of 57 people. The research was conducted by census or saturated sampling due to to limited population. Data were collected through questioner and analysed with descriptive and statistic inferential methods that was multiple regression linear. The hypothesis was done through F-test and t-test. The result of descriptive analysis showed that the variables of employee performance, emotional intelligence, and work attitude were categorized as good. The result of the statistic t-test showed that partially the variable of emotional intelligence, and work attitude had a positive impact on employee performance. The statistic F-test showed that simultaneously the variable of emotional intelligence, and work attitude significantly affected employee performance. The result of the determination showed that both independent variables in this research could enlighten the fluctuation of employee at the Local Government Revenue Agency of Sikka Regency of 22,16%.

Employee motivation, work attitude and work performance in manufacturing enterprises in China: Inputs to innovative manufacturing performance framework

Employee motivation, work attitude and work performance in manufacturing enterprises in China: Inputs to innovative manufacturing performance framework

Using the P-O Fit Theory to Examine Work Attitudes of Employees in Shanghai, China

This study investigates factors which transform work attitudes among Chinese employees. Using purposive sampling, a survey questionnaire was distributed to employees in Shanghai, where 479 were usable. Firstly, the study examines the relationship between demographic factors and employees' work attitudes. Secondly, the Person-Organisation Fit theory is used to examine the relationship between generational differences, personality traits, organisational culture and work attitudes. PLS-SEM results show that all three factors are positively related to work attitudes. This study is unique as it uses the P-O fit theory to understand work attitudes, which is essential for employees' well-being and quality of life.

Keeping warm: racial disparities of warmth judgments in the service industry

PurposePeople develop general stereotypes and beliefs about how people look and behave, and discrepancies in perceptions of warmth and competence can lead to incongruence in expected behaviors during service interactions. These perceptions can contribute to negative outcomes for employees; therefore, this study aims to examine how perceptions of warmth affect both customer reactions to employees who are Asian and the work stress, strain and attitudes of employees who are Asian toward their jobs.Design/methodology/approachTo investigate the phenomenon, the authors conducted three studies. The first study examined whether occupational-racial stereotypes influence customers’ evaluation of employees’ service recovery performance. The second study temporally examined whether employees who are Asian engage in more emotional labor strategies to counter these occupational-racial stereotypes and as a result experience more negative outcomes. And a third study investigated the cumulative effects of negative perceptions on employee outcomes.FindingsThe results suggest employees in the hospitality industry who are Asian are perceived as less warm during service failure interactions and, thus, must work harder to regulate their emotions. As a result, employees who are Asian reported experiencing more negative outcomes, supporting the notion that occupational-racial stereotypes contribute to racial disparity and act as challenges and barriers for employees in the service industry.Research limitations/implicationsThese findings emphasize the need to understand and address occupational-racial stereotypes for employees who are Asian to mitigate racial disparities in the service industry. Organizations can promote diverse work climates, provide emotional support and foster high-quality relationships to support employee well-being and satisfaction.Originality/valueThe results provide insight into how stereotypical warmth perceptions of employees who are Asian may affect the demands they face when engaging in service recovery, and how these increased demands may reduce the quality of their work experiences.

The relationship between leader spiritual behaviours and subordinate work attitudes: an exploratory empirical examination

PurposeThis paper aims to examine empirical support for 18 hypotheses specifying relationship between leader spiritual behaviours towards subordinates and subordinate work attitudes of job satisfaction, job involvement and affective commitment. It also does concept specification, scale development and a preliminary scale validation for leader spiritual behaviours towards subordinates.Design/methodology/approachUsing a survey design, this study assesses support for 18 hypothesized relationships between leader spiritual behaviours towards subordinates and three forms of subordinate work attitudes and also provides preliminary evidence on the construct validity of the new leader spiritual behaviours towards subordinates scale.FindingsThe results are mostly supportive of the hypotheses and also demonstrate the validity of leader spiritual behaviours towards subordinates scale in terms of an interpretable factor structure, high reliability level and convergent and discriminant validity.Research limitations/implicationsThe study provides a scale for leader spiritual behaviours towards subordinates. It also outlines meaningful directions for future research.Practical implicationsThe positive relationship of leader spiritual behaviours towards subordinates with three work attitudes in this study and already established relationship between these work attitudes and employee performance suggest that managers’ practice of leader spiritual behaviours towards subordinates can potentially enhance employee performance.Social implicationsThe study results suggest that leader spiritual behaviours can enhance positive employee work attitudes and potentially employee performance, and thus can make organizations both spiritual and productive.Originality/valueThis is, to the best of the author’s knowledge, the first study to formally specify the concept and components of leader spiritual behaviours towards subordinates and to demonstrate its positive relationship with three forms of subordinate work attitudes.

The influence of work attitude, work communication and work environment on employee performance

The purpose of this research is to examine how the influence of work attitude, work communication, and work environment on employee performance. Use a saturated sample of 52 PT MATU workers in Pasuruan City, Indonesia. SPSS 23 was used for data analysis. The results of the study are as follows: work environment has no significant effect on employee performance, work attitude and communication have a significant effect on employee performance and the three variables simultaneously have a significant effect on employee performance. The findings of this study add to knowledge about the relationship between workplace communication, attitudes, and the environment on employee performance.

More isn’t always better: exploring the curvilinear effects of telework

While telework has become a popular occupational mode, research has found both positive and negative effects on employee outcomes. To reconcile these inconsistent findings, we apply the job demands–resources model and investigate the possible curvilinear effect of telework on innovative and counterproductive work behavior. Analysis of two-wave survey data from South Korean public officials indicates that the relationship between the extent of telework and employee work attitudes is not always positive or negative. We find that telework can be a job resource promoting positive work attitudes, but this beneficial impact decreases and can eventually become negative as employees telework more extensively. Additionally, leader–member exchange relationships play an important moderating role. A high-quality employee–supervisor relationship can enhance the benefits of extensive teleworking, but a low-quality relationship can make the downsides of telework even worse.

Editorial: Leadership, organizational stressors, and employee work attitudes in educational organizations

Editorial: Leadership, organizational stressors, and employee work attitudes in educational organizations

Effects of Training on Organizational Performance in the Ethiopian Textile Industry: Interview based Investigation using MAXQDA

Global competitiveness is based on the serious matter of the work attitude of employees because it is dependent on how well companies train their work force. With the advent of technology, it is important to investigate and improve the employee attitude towards work with the inclusion of technological upgrades for humans through training. Training may differ from one organization to the next in the form of on-the-job and off-the-job training. Training paved the way for the type of attitude employees have towards their work. Skill labor's positive view towards work is substructure on advanced training methods that make them differentiate in work place competition. Researchers first make thematic analysis in the form of code data segments with the help of MAXQDA 2020 software. After activation of all inserted interviews, researchers conducted the mixed-method analysis. A single-case analysis was framed for theme identification with the help of thematic analysis. After that, thematic coding was framed for content analysis. For identification, screening, and intent, PRISMA was employed. A coded frequency matrix was assimilated to depict the functionalism of training in the study area in the form of bibliographic analysis. Systematic evaluation of the interview text manifested that training is considered by most employees as the initial point of skill development and an extended part of positive work attitude development, resulting in enhanced organizational performance in textile industries. Study outcomes based on the positivism approach will inform policy recommendations because of its objectivity.

Qualitative Analysis with MAXQDA Approach: HRM Practices effect on Organization Performance with Mediation of Employee Work Attitude in Textile Industries of Ethiopia

Businesses cannot ignore the critical issue of employee work attitude since it affects how committed both current employees and recruits are to the company. It is now simpler to access many resources, especially with the advancement of technology. However, locating motivated human resources has never been as simple. Now that motivated individuals have been found, performance appraisal to, and worked with for a while, a critical role has been assigned to employee commitment. In this vein, the study's goal is to look into how HRM procedures help recruit individuals to the company for job openings. The study employed content analysis, a qualitative analytical technique. The results of this investigation were made accessible using the MAXQDA 2020 software tool. The study outcomes revealed a significant overlap in the usage of employee commitment and human resource management ideas. The study's findings have led to a better understanding of how organizations can use employee commitment and effective external rewards to attract motivated workers. It has been observed that this contact helps the business selection, which has been crucial in raising the company's visibility, favorability, and dependability.

Co-worker incivility and employee engagement among Ghanaian bank workers: does emotional intelligence matter?

PurposeThe purpose of this study is to ascertain the mechanism through which an employee engages at the workplace when faced with an uncivil act.Design/methodology/approachThe study adopted a cross-sectional survey design to sample 482 participants drawn from commercial banks operating in Ghana. The population of the study (employees working in banks in Ghana) was selected owing to the recent reforms in the sector coupled with the emerging fear of loss of jobs as a result of the corona virus pandemic and the potential impact on employee work attitudes. Participants were however selected conveniently and employees who were available and willing to participate given questionnaires to complete.FindingsCo-worker incivility significantly and negatively predicted employee engagement, while emotional intelligence (EI) predicted employee engagement positively. Furthermore, EI served as a mediator between co-worker incivility and engagement.Research limitations/implicationsDespite these encouraging findings, the mechanism underlying these effects could not be identified. Therefore, future studies can establish the underlying mechanisms of these effects by using qualitative studies or the mixed-method. Future studies can also explore other personal resources such as psychological capital or personality traits in mitigating the negative effects of workplace incivility.Practical implicationsGiven the fact that incivility has a significant negative influence on employees within the organisation, there is the need for government and policy makers to enact an inclusive policy that deals with employee mistreatments and most especially low key mistreatment. This could be done through the promulgation of a national policy on psychosocial risk management (PRIMA) as most of the uncivil acts in organisations present as psychosocial risk factors. Secondly, at the organisational level there is the need to consider EI of employees most especially when recruiting employees so as to avoid squared pegs being placed in round holes.Originality/valueThis research found out that for an employee to engage or not when faced with an uncivil act, one’s EI has to play a role. The appraisal theory was used to provide a sufficient grounds in exploring the role of EI in the evaluations and determination of occurrences in organisations as intentional or unintentional, positive or negative and hence the resultant work outcomes.

Pengaruh Budaya Organisasi dan Sikap Kerja Terhadap Kinerja Karyawan Di Dinas Kebudayaan dan Pariwisata Kota Bandung

The background in this research is that there are problems with organizational culture and work attitudes that are being faced by Dinas Kebudayaan and Pariwisata Kota Bandung. Therefore, the purpose of this study was to examine the effect of organizational culture and work attitudes on employee performance. Researchers want to know and overcome the problems that are happening to the object being addressed. The method used is a quantitative method with descriptive and causal techniques. Sampling used a non probability random sampling method, with a saturated sample of 68 employees. The results of the analysis using software SPSS 21 which proves that organizational culture and work attitudes have a positive and significant effect simultaneously and partially on the performance of the intended object. Partial influence of organizational culture is 23.6% and work attitude is 13.8%. Meanwhile, simultaneously at 37.4%. The conclusion of this study is organizational culture, work attitudes, and employee performance as seen from the results of the overall description analysis included in the good category. This shows that the higher the organizational culture and employee work attitudes, the higher the employee performance at the Dinas Kebudayaan dan Pariwisata Kota Bandung.