Job-related Behaviors Research Articles

Impact of AI Technology Disruption on Turnover Intention of Employees in Digital Marketing

The rapid advancement of AI technology has led to its integration into various sectors, including the digital marketing industry. As organizations leverage AI for tasks such as optimizing voice search content, creating conversational chatbots, and enhancing advertising campaigns, it becomes crucial to understand the impact of AI on employee perspectives and behaviors. This study aims to investigate employees' viewpoints regarding AI adoption in the digital marketing industry, specifically examining its influence on job insecurity, turnover intention, and job mobility. Job insecurity, stemming from concerns about AI rendering roles obsolete, is crucial to address for fostering a supportive work environment. Turnover intention, influenced by AI adoption and potential job dissatisfaction, provides insights into employees' commitment to the industry. Job mobility, affected by growth prospects and alignment with AI-driven workplaces, sheds light on career aspirations within digital marketing. This study addresses a significant knowledge gap regarding how employees envision the future of work and how this perspective influences their job-related behaviors. To bridge this gap, we conducted a study involving 303 employees in the digital marketing industry in India. Through structural equation modeling, we discovered that AI technology disruption influences employees' turnover intention, with job insecurity playing a mediating role. Additionally, our analysis revealed that mistreatment by superiors increases turnover intention, highlighting its impact on employees' decisions. Overall, this research unveils the profound impact of AI technology disruption in the digital marketing industry on employees' attitudes, behaviors, and future career decisions, providing essential insights into how employees perceive AI technology, particularly concerning job security and their engagement in the digital marketing sector.

The Mediating Role of Human Mobility in Temporal-Lagged Relationships Between Risk Perception and COVID-19 Dynamics in Taiwan: Statistical Modeling for Comparing the Pre-Omicron and Omicron Eras.

The COVID-19 pandemic has profoundly impacted all aspects of human life for over 3 years. Understanding the evolution of public risk perception during these periods is crucial. Few studies explore the mechanisms for reducing disease transmission due to risk perception. Thus, we hypothesize that changes in human mobility play a mediating role between risk perception and the progression of the pandemic. The study aims to explore how various forms of human mobility, including essential, nonessential, and job-related behaviors, mediate the temporal relationships between risk perception and pandemic dynamics. We used distributed-lag linear structural equation models to compare the mediating impact of human mobility across different virus variant periods. These models examined the temporal dynamics and time-lagged effects among risk perception, changes in mobility, and virus transmission in Taiwan, focusing on two distinct periods: (1) April-August 2021 (pre-Omicron era) and (2) February-September 2022 (Omicron era). In the pre-Omicron era, our findings showed that an increase in public risk perception correlated with significant reductions in COVID-19 cases across various types of mobility within specific time frames. Specifically, we observed a decrease of 5.59 (95% CI -4.35 to -6.83) COVID-19 cases per million individuals after 7 weeks in nonessential mobility, while essential mobility demonstrated a reduction of 10.73 (95% CI -9.6030 to -11.8615) cases after 8 weeks. Additionally, job-related mobility resulted in a decrease of 3.96 (95% CI -3.5039 to -4.4254) cases after 11 weeks. However, during the Omicron era, these effects notably diminished. A reduction of 0.85 (95% CI -1.0046 to -0.6953) cases through nonessential mobility after 10 weeks and a decrease of 0.69 (95% CI -0.7827 to -0.6054) cases through essential mobility after 12 weeks were observed. This study confirms that changes in mobility serve as a mediating factor between heightened risk perception and pandemic mitigation in both pre-Omicron and Omicron periods. This suggests that elevating risk perception is notably effective in impeding virus progression, especially when vaccines are unavailable or their coverage remains limited. Our findings provide significant value for health authorities in devising policies to address the global threats posed by emerging infectious diseases.

The consequences of job crafting and engagement in the relationship between passion for work and individual performance of Portuguese workers.

This study sought to relate the two types of work passion, harmonious passion and obsessive passion, to the organizational consequences of engagement, job crafting, and perceived individual job performance. This study was based on the Employee Work Passion Appraisal model and conducted to evaluate possible statistical associations of the dualistic approach of passion used as an antecedent of positive and negative organizational outcomes (engagement, job crafting, and perceived individual job performance). The data collection and analysis for this study were accomplished by a transversal and quantitative study design. A non-probabilistic method was used to select a convenience sample composed of 305 Portuguese workers and was collected online from March to October 2020. The proposed hypotheses were evaluated using partial structural equation models. Overall, the results supported the proposed hypotheses and showed that harmonious passion positively affected organizational outcomes, while obsessive passion negatively affected these outcomes; notably, our findings also revealed high individual performance, high obsessive passion, and consequently, a significant increase in structural labor resources, a significant decrease in harmful labor demands, and high absorption. The findings highlight the importance of distinguishing between harmonious passion and obsessive passion in understanding their consequences for organizational outcomes. Promoting harmonious passion while managing the potential negative effects of obsessive passion is crucial for enhancing positive job-related behaviors and performance. Future research should explore interventions and strategies to foster harmonious passion, mitigate the negative impacts of obsessive passion, and ultimately improve overall work engagement and performance.

Determinants and Challenges of Green Human Resource Management Practices in Small and Medium Scale Industries

This paper aims to explore the determinants and challenges associated with green human resource management (GHRM) practices. A snowball sampling approach was used to collect the data from 20 small and medium scale industries in Nepal. 300 workers from the four industrial estates, who work in a range of industries, make up the sample. These workers' viewpoints served as the foundation for this study's analysis. Three stages were involved in gathering these workers' viewpoints. Many factors determine the effective implementation of GHRM practices. The notable determinants include societal contribution, environmental concerns, competitive financial advantage, economic considerations, government pressure, government incentives, community pressure, top management support, market share growth, media relations strategies, public relations strategies, and sustainable policies. However, many potential factors create barriers to the implementation of GHRM practices in their industries. These include the cost of implementing green practices, the complexity and difficulty of adapting green technology, lack of awareness about environmental management, lack of organizational support, lack of managerial interest, employee resistance, and poor level of knowledge. Some other factors such as lack of understanding of green policies, lack of financial gains, lack of support from staff, and high employee turnover also hinder effective practices of GHRM in Nepalese industries. Industries, nowadays, must implement environmentally friendly HR initiatives and practices to ensure the sustainable use of resources, which will increase efficiency, decrease waste, and improve job-related behaviors. To facilitate the effective application of GHRM practices, they must establish a supportive environment.

Are Business-to-Business Employees More Engaged or Burned Out amid A Global Health Crisis: A Comparative Study

ABSTRACT Purpose The most recent health crisis, COVID-19, has been the greatest disruptor to society in centuries. This disruption has significantly impacted how business-to-business organizations conduct business. These disruptions may create changes in work-related attitudes and perceptions for business-to-business employees. However, due to the recency of the pandemic, there is a lack of published comparison studies on employee attitudes and perceptions. Specifically, the overarching research question in this study investigates if differences between pre-pandemic and mid-pandemic exist for ten work-related attitudes and perceptions. Methodology/approach Quantitative survey data using a Qualtrics panel was collected from currently employed business-to-business salespeople from two different time periods. The first survey of three hundred sixty-one participants was completed pre-pandemic (2018) while the second survey of three hundred five participants was completed mid-pandemic (late-2020). All measures were taken from the extant literature using a seven-point scale. Findings Overall, out of ten constructs investigated, five significant differences were identified. Results found that employees mid-pandemic experienced higher levels of organizational support and personal accomplishment than employees pre-pandemic. These employees experienced lower levels of work-family conflict, emotional exhaustion, and turnover intentions mid-pandemic compared to pre-pandemic. No statistically significant differences existed between pre-pandemic and mid-pandemic employees’ attitudes and behaviors for supervisory support, engagement, depersonalization, job satisfaction, and organizational commitment. Contribution of the article This is the first study that has compared the impact of a global health crisis on business-to-business salespeople’s job-related attitudes and behaviors. This study is important because it highlights the impact that a health crisis can have on employees within the organization. In a time of great negativity and uncertainty, these results showcase how a pandemic may have also positively impacted organizations, especially as it relates to the sudden adoption of new technologies. For sales organizations, we provide guidance on ways organizations can be successful post-pandemic.

A Study on Impact of Stress towards Work Related Behavior among Secondary School Teachers in Malawi

This investigation conducted on impact of stress towards work behavior among secondary school teachers in Mangochi, Malawi. 200 secondary school teachers were randomly chosen to form as participants for the investigation. Data were collected by using research questionnaire titled “stress management in educational sector”. The purpose of this study was to identify the various impacts of stress towards work related behavior among secondary school teachers. This study reported that teachers were encountered impacts on job related behaviors such as losing interest in teaching, committing a lot of errors in work, Not attending to students’ needs, transferring of aggression to students, increasing Absence. Male teachers encountered more impacts in job related behaviors compared to female teachers. There was positive correlation between age of the respondents and respondents encountered in job behaviors. Master degree holders encountered more job-related impacts compared to all other teachers who are all secured certificate, diploma and Bachelor degree. Teachers who are having experience between 11–15 and 16–20 years encountered more stress impact on job behavior compared to teachers who are having experience in teaching between 0 to 10 years.

Predictors of attitudes and performance in U.S. Army recruiters: Does personality matter?

ABSTRACTGiven the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the characteristics of successful recruiters has been conducted in civilian samples and has not examined the effects of recruiters’ personality on their job-related attitudes and behaviors. Although some research has examined the prediction of recruiter performance in a military context, more research is needed to identify profiles of personality traits that will help recruiters to be successful on the job. We explored this relationship in a sample of experienced recruiters with at least six months of service in a recruiting duty assignment. Results indicated that composites of personality traits were substantial predictors of recruiter performance and attitudes. The implications of these results for the selection and assessment of recruiters in the U.S. Army will be discussed.

The impact of social support on job-related behaviors through the mediating role of job stress and the moderating role of locus of control: Empirical evidence from the Vietnamese banking industry

The aim of this research is to investigate the effect of social support on job-related behaviors, noting the mediating roles of job stress. Specifically, the study tests the prediction regarding the extent to which these different types of locus of control moderate the relationship between social support and job stress as well. The current study used self-report questionnaires from a sample of employees in the Vietnamese banking industry to test the hypothesis. Results from the partial least squares structural equation modeling (PLS-SEM) using the SmartPLS 3.0 program showed that social support positively impacted job-related behaviors (e.g., job satisfaction, job performance); these relationships were mediated partially through job stress. Besides, this research revealed that individuals with a higher internal locus of control were more likely to have lower levels of job stress and it also moderated the relationship between social support and job stress. This negative association was weaker for bankers who have a higher external locus of control. The main findings of this research demonstrated that social support and locus of control play an important role in the overall effectiveness of employees. It implied that it is crucial for organizations to set up a good work atmosphere that supports psychological well-being and have suitable policies to strengthen social support among supervisors and employees in an organization to reduce job stress and improve job-related behaviors.

It hurts me too: Examining the relationship between male gender harassment and observers' well-being, attitudes, and behaviors.

The goal of this study was to examine the costs associated with witnessing the sexual harassment of a male colleague. More specifically, we investigate (a) whether observed male gender harassment is related to psychological and physical health, and negative and positive job-related behaviors and attitudes, and (b) the mediating roles of discrete negative emotions (anger, fear) and identity-based evaluations (collective self-esteem). We explore these questions in a sample of men and women employed in "blue collar" professions. Our results show that the relationships between observed male gender harassment and psychological and physical health symptoms, withdrawal and workplace deviance, and affective commitment, were indirect and mediated via witness anger. Moreover, witnessing the gender harassment of a male colleague was also indirectly related to workplace deviance via collective self-esteem among women. Implications for theory, research, and practice are considered. (PsycINFO Database Record

The Effect of Employees’ Perceptions of CSR Activities on Employee Deviance: The Mediating Role of Anomie

This study hypothesizes that employees’ positive perceptions of corporate social responsibility (CSR) activities at the individual level have a negative effect on employee deviance—a negative job-related behavior—and that anomie plays a mediating role in this relationship. In order to verify the relationship, this study conducts an empirical analysis with a questionnaire survey on employees of firms that implement CSR activities at the company level. Based on Social identity theory, this study examines the causal relationship between the employees’ perceptions of CSR activities and their deviance, and mechanisms by which anomie decreases in the process. The findings are as follows. First, employees’ perceptions of CSR activities had a negative effect on employee deviance. Second, employees’ perceptions of CSR activities had a negative effect on anomie. Third, anomie had a positive effect on employee deviance. Fourth, anomie fully mediated the relationship between employees’ perceptions of CSR activities and employee deviance. This study is the first to document this relationship, which has great practical and academic significance, as it indicates the importance for companies to consider employees’ perceptions of CSR activities. In addition, the study identifies the mediating role of anomie as mentioned above. The results suggest that methodological considerations of CSR awareness enhancement at the company level be discussed more in depth, helping top management and middle managers understand that enhancing employees’ positive perceptions of CSR activities should be the first priority for reducing collective normlessness under the pressure of goal attainment and resolving ethical conflicts among employees.

Relationship between transformational leadership and employees’ job related outcomes

Leadership style of managers and the organizational and individual outcome related issues have been major theme for researchers for many years. Even though leadership related theories highlight variety of style in different perspectives, Transformational leadership and the related outcomes receive significant attention among researchers as it produces much voluntary behavior in employees. The main aim of the present study is to measure the relationship of employees’ perception related to their superior leadership style on their job related behavior. Four main components of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, and individual consideration) were studied among employees in private insurance companies as well as public corporation. For this purpose, self-administrated questionnaire used and total of 192 questionnaires were issued using convenient sampling to measure both of the constructs. 127 responses were received. The collected date analyzed using SPPS 20 version and the mediation was examined by the model developed by Baron and Kenny(1986). It was found that transformational leadership is positively related with commitment and performance of employees. Organizational commitment mediates the relationship between transformational leadership and job performance.

Job Burnout, Job Satisfaction, and Related Factors among Health Care Workers in Golestan Province, Iran.

IntroductionBurnout causes physical and emotional tireness, job dissatisfaction, resulting in reduced efficiency and a feeling of alienation from colleagues. Also, job satisfaction has a major impact on job-related behaviors, such as turnover intention, absenteeism, and job performance. The aim of this study was to determine job burnout, job satisfaction rate, and related factors among health care workers in Golestan Province in Iran.MethodsThis cross-sectional study was conducted with 1,141 health workers in Golestan Province in northern Iran. Data were collected using a questionnaire that was comprised of four sections. It consisted of socio-economic characteristics, physical environment and facilities of health house (rural health clinic), Maslach burnout inventory, and a satisfaction questionnaire. Multi-nomial Logistic Regression was conducted to analyze the data using SPSS software, version 22.ResultsThere were significant relationships between the intensity of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.027), number of children (p = 0.002), dissatisfaction with income (p < 0.001), physical environment of health houses (p = 0.003), facilities of health houses (p = 0.025). There were significant relationships between the frequency of job burnout and age (p < 0.001), years of experience (p < 0.001), low education level (p = 0.016), number of children (p = 0.003), dissatisfaction with income (p < 0.001), and the physical environment of health houses (p = 0.008). There were significant relationships between job satisfaction and the satisfaction from income (p = 0.001), the physical environment of health houses (p = 0.001), and the facilities of health houses (p = 0.001).ConclusionBurnout was average among health workers, and health workers job satisfaction rate was lower than the average level in health workers. Effective interventions are recommended with regards to the unfavorable condition of job satisfaction and its relationship with job burnout.

Effects of work–family interface conflicts on salesperson behaviors: a double-edged sword

Work–family interface conflicts have typically been cast in a negative light due to their detrimental consequences. This study offers new insights by uncovering conditions under which such conflicts may produce both positive and negative effects on salesperson job-related behaviors in the context of B2B sales. Drawing on cognitive appraisal theory as an overarching theoretical framework, the authors suggest that informal controls (i.e., professional control and self-control) have differential moderating effects in salespeople’s primary and secondary appraisal processes when faced with work–family conflict and family–work conflict. Dyadic data from a matched salesperson–customer sample reveals that professional control amplifies, whereas self-control mitigates, the positive effect of work–family conflict on perceived stress. Professional control amplifies the positive effect of stress on in-role behavior, and self-control strengthens positive effects of stress on in-role behavior and customer-directed extra-role behavior while suppressing unethical behavior under high stress. Moreover, the two types of informal controls moderate the direct effects of family–work conflict on salesperson behaviors in an opposite fashion, such that under a strong professional control, family–work conflict reduces in-role and extra-role behaviors and induces unethical behavior, whereas a strong self-control alleviates such detrimental effects. These findings suggest that work–family interface conflicts should be viewed as a double-edged sword capable of producing both positive and negative consequences under certain conditions, offering new theoretical insights and important managerial implications for this prevalent phenomenon in sales management.

Impact of gender harassment on job-related behaviors in the Japanese workplace

Impact of gender harassment on job-related behaviors in the Japanese workplace

Factors Influencing Job Satisfaction of Librarian in Federal and State University Libraries in Southern Nigeria

This study investigated the job satisfaction factors influencing the job satisfaction of librarians in Federal and State University libraries in Southern Nigeria. Job satisfaction is an important concept that can affect labor market behavior as it has a great influence on job-related behaviors such as productivity, work effort, absenteeism, turnover rates, and employee relations. The study adopted the survey research design. The population was made up of 500 librarians in thirty seven federal and state university libraries in Southern Nigeria. Sampling was enumeration as all members of the population were given the opportunity to participate. A questionnaire was used for data collection and was analyzed using percentages, standard deviation, and mean. Among other factors indentified, it was shown that job security, satisfactory relationship with my supervisor, satisfactory interaction with colleagues and satisfactory interaction with information user/customer/ clients were significant factors that influenced the librarians’ job satisfaction. However, satisfaction with salary and fringe benefits, working condition, and opportunities to conduct research were rated low which signifies that the librarians are not satisfied with these job satisfaction facets. Based on this, recommendations such as library administrators considering improving the salary levels and the fringe benefits of the librarians, improving their working conditions; and granting the librarians opportunities to conduct research were made.

An Empirical Study on Motivational Analysis of Organizational Climate (MAO-C) at Forest Research Institute, Dehradun

Every organization has a structure and systems. Most also have norms, values and traditions; and these three elements constitute the organizational culture. The main actors in the organization are its top leaders. They and the other employees have their own individual needs in addition to those of the organization. All of these organizational components-structure, systems, culture, leader behavior and the psychological needs of employees-interact with one another and create what may be called “organizational climate”. According to Guion, organizational climate is one of the most important concepts to enter into the theory of organizations in this century. The intensive research as well as databases on its conceptualization and assessment during the past five decades has helped to develop organizational climate as a mature concept in management. The concept has also proved to be useful in predicting and explaining a variety of job related behaviours, attitudes, performance as well as organizational performance on a variety of dimensions. There are several frameworks and approaches to study organizational climate. One such framework focuses on the effect of organizational climate on motivation. Because climate affects people's motivation; a framework based on motivation seems to be quite relevant in studying organizational climate. However, there is a dearth of research in India on assessing organizational climate from the view point of motivation. The present study uses a comprehensive framework that focuses on assessing organizational climate from the view point of motivation in Forest Research Institute (FRI), India.

Linking Procedural Justice with Employees Work Outcomes in China: The Mediating Role of Job Security

Procedural justice is regarded as a focus in understanding job-related attitudes and behaviors of employees. Researchers concerned have shown that procedural justice is positively associated with employees work outcomes. However, less attention has been focused on the impact of job security, such impacts one’s expectations about continuity in a job situation, as a potential influence on procedural justice and work outcomes. Drawing on a sample of 212 supervisor-subordinate dyads from an air transportation group in the People‘s Republic of China we examined whether job security mediates the effect of procedural justice on work outcomes (in the aspects of extra-role behavior and turnover intentions). The study from using structural equation showed that job security fully mediates the relationship not only between procedural justice and extra-role behavior but also between procedural justice and turnover intention. Implications for future research and limitations of the present study are discussed.

Training Effectiveness from Guanxi Perspective in Mentoring System

This research is seeking to discuss how Guanxi influence training effectiveness between mentor and mentee. Two steps methods were used, first steps, from mentee to mentor using questionnaire, there are 150 questionnaire sent out 87 come back, sent to the hotel and hospitality department students. Second steps, focus group interviews were conducted with 5 informants in semi-structured, in-depth format and lasted approximately 120 minutes. From mentor to mentee using focus group interview, there are 5 different chef de cuisine. They have the classes with these students and also the students were by group went to the restaurant for practical training. The result shows Guanxi influence trainees’ reaction to training, it changes in job-related behavior and performance that result from training.

Workplace bullying in Serbia: The relation of self-labeling and behavioral experience with job-related behaviors

Workplace bullying has been identified as a widespread problem in contemporary organizational research. The aim of the paper was to acquire theoretically based and comparable findings about workplace bullying in Serbia: to explore the behavioral experience and self-labeling approaches (applying the Negative Acts Questionnaire - Revised, NAQ-R) and their relationship with job-related behaviors. The sample comprised 1,998 employees. Prevalence rates of workplace bullying based on self-labeling and behavior experience approaches overlap significantly (70% of employees operationally identified as bullied had also labeled themselves as bullied). Both the self-labeling and behavioral experience approach showed significant correlations with job-related behaviors (perceived threat to a total job, absenteeism, intention to leave, and perceived productivity). Previously bullied, presently bullied and non-bullied employees differed significantly on all four job-related behaviors, with large effect size for the intention to leave and medium effect size for the perceived threat to a total job. The findings support combining self-labeling and behavioral experience approaches in workplace bullying research.

A Meta-analytic Review of Voice Behavior and its Unique Importance to Job Performance

Scholars have concluded that there are positive organizational outcomes that result from individuals speaking up and challenging the status quo, yet research on the topic is dwarfed by the attention given to affiliative job-related behaviors such as organizational citizenship behavior. This manuscript brings together and presents voice’s nomological network to highlight the uniqueness of voice as it relates to individuals’ overall job performance. We conduct meta-analyses of over fifteen years of research involving 85 independent samples (31,301 individuals) to illuminate the voice associations scholars have studied. We also examine the uniqueness of voice relative to organizational citizenship and its incremental validity in predicting job performance. Our results indicate that voice is unique, and is at least as important as organizational citizenship behavior, and thus merits increased scholarly attention.