Job Management Research Articles

An investigation of the relationship between subordinate–manager conflict and job satisfaction in a cross-cultural context: An affective events theory approach

PurposeThis study aims to reveal the association between task conflict and job satisfaction with the mediating role of incivility and the moderating role of self-esteem. In addition, the data collected from the UK and Turkey were analyzed separately, and the aim was to contribute to the literature in this field by analyzing the research model in a cultural context.Design/methodology/approachThis research focuses on the relationship between managers and subordinates in organizations. In this study, a survey method was applied to 708 subordinates, both UK and Turkish citizens, working in nine different industries. The obtained data were first analyzed in combination; then, the data of both countries were analyzed separately, and the effect of cultural differences on the research model was investigated.>FindingsAccording to the results obtained, the relationship between task conflict and job satisfaction is negative, and subordinates’ perceptions of incivility play a mediating role in this relationship. In addition, subordinates’ self-esteem level has a moderating role in the effect of task conflict on job satisfaction through incivility. However, there is no evidence of an effect of culture on this model.Originality/valueThis study contributes to the literature by presenting new evidence on the antecedents of job satisfaction. In addition, it is one of the pioneering studies that provides evidence of the impact of the perceptions and personal characteristics of disputants in a task conflict on task conflict outcomes. Furthermore, this study contributes to the limited cross-cultural studies in the conflict and job satisfaction literature.

Maladaptive (dark-side) and adaptive (bright-side) personality traits and defense styles

This study explores the relationship between bright- and dark-side personality traits and four major styles of defense mechanisms (DMs) as this relationship remains unexplored and important in understanding the DMs. In all, 435 adult working participants (241 men; 194 women; Mean age 46.06 yrs) mainly in middle management jobs, completed a 78-item, six-trait measure of bright-side personality (HPTI: High Potential Type Indicator), a 25-item five-trait measure of the dark-side personality (PID-5;BF: DSM-5—Brief Form) and 88-item, four-styles measure of defense mechanisms (Defense Style Questionnaire). The aim was to examine demographic (sex, age, education), ideological and personality trait correlates of the DMs. It was hypothesized that the dark-side traits, particularly Detachment would be most strongly related to the DMs. Thereafter, a hierarchical linear regression was performed with each DM factor as criterion and predictors being demography, ideology, self-esteem as well as bright- and dark-side personality traits. Detachment was associated with all DMs, particularly Maladaptive (r = 0.68) and Image Distorting Style (r = 0.38) while Conscientiousness was associated with none. One implication concerns the assessment of DMs by standard tests. Limitations are acknowledged and include method invariance and sample homogeneity.

Promoting Workers’ Well-being Through Human Resource Management Practices and Job Crafting

Promoting Workers’ Well-being Through Human Resource Management Practices and Job Crafting

Change Manager Job Crafting: Strategies for Successfully Managing the Process of Change

Change Manager Job Crafting: Strategies for Successfully Managing the Process of Change

Building a nomological network for creative learning transfer focusing on leadership development

PurposeThe study attempts to build a creative learning transfer (CLT) theory represented by a nomological network incorporating relevant theories and empirical support for the relationships among the transfer predictors in the learning transfer system (LTS), leaders' CLT and their job performance.Design/methodology/approachThe authors used 76-item survey data from 471 managers who worked for 16 large companies located in South Korea, had completed leadership training at least three months before the data collection and had received a performance review just before the data collection. A series of exploratory and confirmatory factor analyses (CFA) and reliability tests were conducted, followed by a common method variance test and structural equation modeling.FindingsA nomological network of LTS, CLT and job performance was established. The findings supported the mechanism for motivating managers to transfer acquired leadership skills to challenging organizational situations and eventually, increase their managerial job performance. This study provided a parsimonious CLT scale and verified the influence of CLT on leaders' job performance.Originality/valueThis study is the first attempt to measure the concept of CLT and suggest a parsimonious CLT scale. In addition, this study conceptualized, operationalized and confirmed a nomological network for CLT. Organizations may develop such a system and help managers apply the learned leadership knowledge and skills to novel business situations for creating more competitive work systems, products and services.

Individual and Organizational Factors Associated With Nurse Manager Success.

The aim of this study was to synthesize previous findings and provide practical guidance for maximizing nurse manager and nurse performance. Two recent studies have linked nurse manager job design factors and individual differences to a variety of valued outcomes, but practical implications remain unclear. A large US sample of nurse managers was divided on the basis of nurse and patient outcomes. Various characteristics are compared across the highest and lowest performers. Wider nurse manager span of control is associated with negative outcomes; the availability of support positions does not fully alleviate the consequences of wide spans. Nurse managers with fewer subordinates can effectively manage multiple units. Nurse manager experience is critical for success and cannot be fully replaced by leadership training programs. Staffing and job design decisions have critical downstream implications. The present research provides guidance for effective staffing and job design.

Career Satisfaction: Role of Proactive Personality with mediating effect of Psychological Empowerment

Psychological empowerment plays a crucial role in enhancing career satisfaction in the telecom sector of Pakistan. A proactive personality, which involves taking initiative and achieving opportunities, contributes to career satisfaction. This study investigates the relationship between proactive personality and career satisfaction using a sample size of 350 participants. Results show partial mediation of psychological empowerment, suggesting that proactive employees who gain empowerment from their environment are satisfied with their careers. Further research is needed to understand the impact of psychological empowerment on various managerial positions and job sectors in Pakistan.

GREEN HRM & JOB PERFORMANCE: UNVEILING PATHWAY THROUGH JOB SATISFACTION

This study aims to investigate relationship between Green Human Resource Management (GHRM) practices and job performance, while examining the mediating role of job satisfaction. GHRM practices focus upon integrating the environmentally sustainable practices into the human resource policies and procedures. The study used quantitative research design, with data collected through structured questionnaire from a sample of employees across various industries. The statistical techniques like correlation analysis and regression analysis were employed to analyze the data. The results of study revealed a positive & significant relationship amid GHRM practices & job performance, indicating that organizations that implement environmentally friendly HR practices tend to have higher job performance levels among their employees. Findings indicated that job satisfaction partially mediates relationship amid GHRM practices & job performance. organizations should prioritize creation of work environment that promotes job satisfaction amid employees. This can be realized by providing chances for employee involvement, recognition, and growth, among other factors.

Gender and Managerial Job Mobility: Career Prospects for Executives Displaced by Acquisitions

Abstract We investigate how men and women fare in the managerial labor market in the plausibly exogenous circumstance of their firms being acquired when most target-firm managers (about 90%) are displaced. These career disruptions result in a larger drop in rank and compensation for female managers, despite similar job search attributes. Gender differences are mitigated when hiring firms have more women in upper-echelon positions. Rich managerial experience and external board service also reduce gender-related differences. Overall, results point to a (implicit) “gender penalty” in terms of managerial job mobility, but also indicate contexts in which penalty is alleviated, and even reversed.

The Changing Face of Human Resources Development with Technology Dynamics

We all are living under the umbrella of technology driven lifestyle. No matter whatsoever walk of life you belonged to, the boons of technology and its dynamics are thriving its potential to the best in that respective area of interest. Interestingly technological innovations are dynamic by nature, therefore one can easily leverage the frequent upgradations and modifications into the existing version in use, making our life more comfortable and full of ease. Technology is a big aid for modern man to access everything in just few clicks without putting his hard efforts in real terms. Since technology is never stagnant, we humans are always in the state of bliss for getting better things every time. In the milieu, where technology had thrilled almost every aspect of human life. We can easily relate its presence in our professional lifestyle as well. When we said; Human Resources Development in particular, we not only mean training and development of manpower or the human resource, rather it means Electronic Human Resource Development or how technology dynamics are actually changing the entire concept of doing HRD. In this research paper, we will be focusing upon how the rapid changing technology is acting as a corner stone for e-HRD, vis-a-vis future workforce. How technology dynamics is making the job of modern HR managers much easy with respect to training and development needs of their respective workforce. Although there are variety of aspects which are covered under HRD as a subject. It is impossible to cover all of them in single research paper, therefore the entire focus of this research paper is on how technology dynamics are changing the face of HRD in general and it's Training and Development part in particular. Our entire focus is on how technology is helpful for modern manager to conveniently conduct the training of their human resource working under them, along with their holistic development. The research paper is based upon literature review collected from like-minded research papers and also from primary data, secondary sources, reports and magazines. We have taken the sample size of 65 respondent for conducting this study. The paper further suggest suitable measures that can be adopted for more improvement with respect to HRD.

Identification and Prioritization of Required Managerial Competencies for Healthcare Management Graduates in Iran Health System

Background. Students and graduates in the field of health management will be future managers of the health field. Improving the skills of health system managers as one of the main pillars of health service organizations is essential to meet the health needs of the community. Therefore, this study aimed to identify and prioritize the key skills required by healthcare management graduates as future managers of the health system. Methods. This study was performed in three steps using the method of content analysis, Delphi, and factor analysis. In the first step, a semi-structured and interactive in-depth interview was used to determine the skills required for managerial jobs in the health system, and the data were analyzed based on the content analysis method. The sample size was 14 health experts. In the second step, a Delphi study was designed to build consensus on skills. The participants scored 44 skills extracted from the interviews through a three-point Likert scale from disagree to agree (from 1 to 3), then the skills were divided into several component groups through factor analysis. Results. In this study, 44 key skills needed by managers and graduated students in the field of health service management were identified in 10 components. Conclusion. Costs and resources allocated to the training of health service management graduated students should be based on the need of the labor market and workspace.

CONFLICT MANAGEMENT AND TEACHERS' JOB PERFORMANCE IN SENIOR SECONDARY SCHOOLS IN KOGI STATE, NIGERIA

This study investigated conflict management and teachers job performance in selected senior secondary schools in Kogi State. The objectives of the study included identifying the sources of conflict between principals and teachers in senior secondary schools in Kogi State, investigating the impact of conflict management on teachers' efficiency in senior secondary schools in Kogi State, examining conflict management challenges facing teachers' effectiveness and motivation in senior secondary schools in Kogi State and to bring to light conflict management strategies that will boost teachers' performance in senior secondary schools in Kogi State. Utilizing frustration-aggression theory, the study adopted descriptive survey research design with the population of the study comprising of 3,300 teachers and Principals from 283 senior secondary schools in Kogi State. A sample of 341 was drawn using Krjcie & Morgan table. Simple random sampling cum purposive sampling techniques were used to select 341 teachers and principals for the study. The hypotheses of the study were tested using t-test analysis of mean score and standard deviation. In this study, questionnaire served as a major tool for collection of data for the study. The instrument was validated by three experts One from Measurement and evaluation and two from educational administration and planning. A reliability co-coefficient of 0.82 was obtained. Mean and standard deviation were used to answer the research questions while t-test statistics was employed in testing the stated hypotheses for the study. The findings of this study indicated unfavourable condition of service, late payment of entitlements, managerial inefficiency, misunderstanding, organizations role ambiguity, conflict of interests over schools' resources etc as sources of conflict in the schools, it also revealed boosting teachers' morales, enhances teachers' job performances, boosting teachers confidence and integrity etc as effects of effective conflict management, common challenges disrupting conflict management included communication barriers, inadequate interactions between staff etc in the study area. The study finally unveiled factors such as effective Welfare Scheme for teachers, dialogue, regular payment of salary and arrears to teachers, management open door policy and mounting of suggestion boxes around the school premises etc as effective conflict managemnt strategies. The study therefore recommended that government secondary schools in Kogi State should create and maintain a level playing field for its staff and should apply effective conflict management strategies to boost organizational performance and teachers' job performance and also dialogue as an effective conflict management strategy should be adopted for the resolution of conflicts in Senior Secondary schools in Kogi State etc.
 Keywords: Conflict Management, Conflict, Job Performance, Teachers, Secondary Schools, Formal Education.

Provisional management of Jobs and Skills as a strategic lever of HRM: towards the establishment of an integrative theoretical model based on the theory of dynamic capabilities

Provisional management of Jobs and Skills as a strategic lever of HRM: towards the establishment of an integrative theoretical model based on the theory of dynamic capabilities

Supporting the Emergency Management Pipeline: How Institutions of Higher Education can Increase the Emergency Management Career Goal for Students to Enhance Disaster Preparedness and Response Globally

Introduction:The local, national, and global disasters have increased the demand for Emergency Management professionals. Institutions of higher education can play a key role to support and respond to this demand. One institution of higher education responding to this demand is Anna Maria College (AMC). AMC is a four-year, independent, Catholic institution accredited by the New England Commission of Higher Education, which was formerly known as the New England Association of Schools and Colleges. Established in 1946 by the Sisters of Saint Anne, the College was founded to increase access to quality education, educational innovation, and respect for service to others through development of the total human being. AMC offers exceptional professional programs at all degree levels, especially in community-oriented professions, propelling students to lives of civic, spiritual, and personal consequence. Based on the number of public safety majors and their networks, an area of interest has become how the college could contribute and respond to the demand for emergency managers.Method:These search resources were used: Chronicle, HigherEd jobs, Indeed, GoogleScholar Emergency Management majors curriculum, with searches from 2012 onward. Keywords used included emergency management jobs, higher education emergency management curriculum, public safety and community networking, disaster, and emergency preparedness, and filling the emergency management pipeline.Results:Data collection and analysis planned for completion by February 2023.Conclusion:Higher education can support the pipeline to narrow the gap and respond to the demands for trained and educated community members in disaster and emergency preparedness. Higher education responses include strategies such as, creative emergency management curriculum and community networking.

호텔기업 구성원의 자기관리특성, 자기효능감, 고객지향성, 직무만족 간의 구조적 관계에 관한 연구

The purpose of this study is to test the structural relationships of self management characteristics, self-efficacy, customer orientation and job satisfaction in the hotel industry. To accomplish the goals, a field survey was conducted on the employees" of deluxe hotels in the Seoul area. The statistical tools to be undertaken in this research were frequency analysis, exploratory factor analysis, reliability analysis, correlation analysis, confirmatory factor analysis, and covariance analysis using the statistical package of SPSS (18.0) and AMOS (18.0). The results of this study could be summarized as follows; First, the self management characteristics (Image management, self leadership, Resilience) positively affects the level of hotel employees" self-efficacy. Second, the self management characteristics (self leadership, Resilience) positively affects the level of hotel employees" customer orientation. Third, the self management characteristics positively affects the level of hotel employees" job satisfaction. Fourth, the self-efficacy have a positively affects the level of hotel employees" customer orientation. Fifth, the self-efficacy have a positively affects the level of hotel employees" job satisfaction. In the last chapter, the paper concludes with discussions and the managerial implications for effective personnel policies.

The Relationship between Mushroom Management Approach and Job Embeddedness

Bu araştırmanın temel amacı mantar yönetim yaklaşımının işe gömülmüşlük üzerine etkisini incelemektir. Ek olarak, çalışmada demografik değişkenlere göre (yaş, medeni durum, pozisyon, kıdem gibi) hem mantar yönetim hem de işe gömülmüşlük algısının farklılaşıp farklılaşmadığı araştırılmıştır. Anket yöntemi ile soru sorma tekniğinin uygulandığı çalışmada ayrıca kolayda örnekleme yöntemi tercih edilmiş olup, Konya ilinde bulunan bir fabrikaya gidilmiş ve gönüllülük esasına bağlı olarak, anketi yüz yüze yanıtlayan çalışanlar (n=87) ile araştırma nihayete ulaştırılmıştır. Araştırmada toplanan veriler hem SPSS hem de AMOS programlarıyla çözümlenmiştir. Yapılan analiz sonuçlarına göre, mantar yönetim yaklaşımının işe gömülmüşlük üzerine hem istatistiksel bakımdan anlamlı hem de negatif yönlü bir etkisi bulunmaktadır. Ayrıca çalışanların eğitim durumlarına ve pozisyonlarına göre her iki değişkene ilişkin algı düzeylerinde ve medeni durumlarına göre işe gömülmüşlük düzeylerinde farklılıklar bulunmaktadır. Söz konusu sonuçlarla birlikte örgütlerde mantar yönetim yaklaşımının farklı sektör ve işletmelerde uygulanması ile ileride birbirinden bağımsız bulgular elde edileceği düşünülmektedir. Literatür taraması sonucunda iki kavramın birlikte yer aldığı bir çalışmaya rastlanılmaması dolayısıyla bu boşluğun doldurulması ve doğru yönetim anlayışının örgüt verimliliği, üretkenliği ve çalışan tutumları adına büyük bir önem arz etmesi sebebiyle bu araştırma “değerli bir araştırma” özelliği taşımaktadır.

The effect of talent management and organizational culture on employee performance with job satisfaction as a mediating variable

One of the driving factors for good employee performance is Talent Management. Talent management is carried out in an effort to respond to quality company policies going forward, with talent management it is hoped that the company's performance will improve. The existence of a classification will make it easier for companies to find superior talents who will later be placed in their respective divisions. Thus this study aims to determine the effect of Talent Management and organizational culture on employee performance with job satisfaction as a mediating variable. This research was conducted at PT. Royal Family. The independent variables in this study are talent management and organizational culture and job satisfaction as mediating variables while employee performance is used as the dependent variable. Sampling technique with probability samples. So that the population of respondents used as many as 74 employees. The analytical method used is descriptive statistical analysis and inferential analysis using SmartPLS 4.0. The results of the study show that talent management has no effect on employee performance; organizational culture influences employee performance; job satisfaction affects employee performance; talent management affects job satisfaction; organizational culture affects job satisfaction; then job satisfaction as a mediating variable that does not affect talent management on employee performance; and job satisfaction as a mediating variable that influences organizational culture on employee performance.

Empowering project manager motivation – a UK example focusing on national culture

Purpose This paper aims to conduct practical analysis inside an organisation operating within the UK to assess what factors may be decreasing motivation for information technology project managers collaborating with geographically dispersed team members from different national cultures. Design/methodology/approach The topic is analysed through the author’s knowledge and engagement with the organisation, and by connecting related literature to identify cause and effect. Findings Methods for improving project manager motivation are suggested through staff training, workshops, goal-setting theory and assignments abroad. This paper also makes a recommendation for project manager job redesign through the utilisation of the job characteristics model. Originality/value This paper highlights key considerations for HR professionals and Senior Management in terms of work design, coaching and policy implementation, and provides a redesigned job blueprint that will be beneficial for other organisations using project managers.

Relationships among nurse managers' job design, work environment, and nurse and patient outcomes.

The importance of nurse managers' practice environments in affecting outcomes for direct care nurses and patients has been well-researched. Nonetheless, much remains to be learned about the determinants of the nurse manager practice environment. In this study, 541 US nurse managers' survey responses were matched to unit-level aggregate data of their subordinates' responses on the National Database of Nursing Quality Indicators. A model relating job design and experience to the nurse manager's practice environment and direct care nurse (i.e., job satisfaction, intent to stay, and joy and meaning in work) and patient outcomes (i.e., nurse-reported quality of care and missed nursing care) was evaluated through multilevel path analysis. Nurse manager span of control, support staff, and experience influence nurse managers' perceptions of their practice environment and nurse and patient outcomes. Although support staff can offset some negative effects of wide spans of control, it does not fully compensate for wide spans. Thus, nurse manager job design factors and experience relate to nurse manager practice environments and valued downstream outcomes. The present research emphasizes the importance of a positive nurse manager practice environment and provides guidance for nurse manager hiring and job design decisions.

Improve Employee Productivity by Applying Green Human Resources Management and Increasing Employee Job Satisfaction

This research aims to analyze the impact of applying green human resources management and increasing employee job satisfaction improving employee productivity. The research was conducted at the Institute for Development of Applied Nuclear Science and Technology with the employees as the research subject. The data used in this research are primary in form of a questionnaire and secondary data obtained from various scientific literature such as academic journals, digital books, and various documents from the organization. Multiple Linear Regression was used to analyze the respondents’ answers with a total of 134 employees, and the hypotheses were tested using the t-test and f-test. The result shows that employee productivity was simultaneously positively and significantly affected by green human resources management and employee job satisfaction. Employee productivity was partially positively and significantly affected by green human resources management and employee job satisfaction, which means that employee productivity will improve by implementing the green human resources management and increasing employee job satisfaction. This research is expected to impact the improvement of employee productivity by implementing green human resources management to increase employee job satisfaction.