Organizational Tenure Research Articles

Trust and Organizational Commitment in a Postpandemic Environment.

This study aimed to evaluate nurses' trust in their leader and organizational commitment, examining the relationship between these factors postpandemic and investigating if age, tenure, and specialty area predicted trust and commitment. The nursing shortage was intensified by COVID-19. Nonnursing studies have explored the relationship of employee trust with organizational commitment, illustrating sparsity in nursing literature. This study used a cross-sectional, descriptive, correlational design. An electronic survey was sent to more than 1000 nurses, with a final sample size of 135 over 6 weeks. Results demonstrated high levels of both trust and commitment. The correlation coefficients of all study variables were significant (P < 0.001). Organizational tenure predicted employee trust. Developing leadership skills in building trust with the nursing team contributes to increased organizational commitment. Interventions such as leader development in establishing trust and building relationships with their team members may improve nurse retention and organizational commitment.

The elephant in the room: How personal and workplace traits shape role stress in the construction industry

Geographical regions shape workplace stress, as each location presents distinct environmental, cultural, and socioeconomic conditions. These regional variations contribute to varying stress levels among workers depending on their unique conditions. This study explored the effects of personal and workplace traits on the role stress of the construction workforce in the South Asian region. Data were collected through a cross-sectional survey involving 274 project-level personnel from ten construction companies in Sri Lanka. Factor analysis validated regression analysis was performed to identify the effects of personal and workplace traits on role stress. The results highlighted the significance of age, education level, and organization tenure in shaping role stress. Specifically, the increasing age was associated with decreased role overload and work-family conflict. A higher level of education was linked to a greater likelihood of experiencing role conflict. Extended organization tenure was found to decrease role ambiguity but increase role conflict and work-family conflict among construction project employees. These findings hold implications for shaping organizational policies aimed at improving employee well-being. By incorporating these insights, organizations can develop strategies that foster a more supportive and healthier work environment.

The Relationship between Employee Power Trait and Instigated Workplace Incivility: Does Organizational Tenure Moderate the Effect?

This study builds upon the approach-inhibition theory of power to examine the relationship between an individual’s power trait and instigated workplace incivility. This also proposes that organizational tenure mitigates the likelihood of incivility instigation towards peers by individuals possessing a power trait. To investigate these dynamics, a time-lagged multi-sourced survey involving 175 participants from diverse Pakistani service sector organizations was conducted. Our findings indicate that employee power traits significantly contribute to instigated workplace incivility. Furthermore, organizational tenure serves as a moderator in this relationship where individuals with high-power traits and shorter organizational tenure exhibit a heightened propensity for instigating uncivil behaviors.

Research note: the impact of CI diversity and organizational tenure on the relationship between competitive intelligence and sales performance: a meta-analytic review

Previous studies have found positive, negative, and null effects of Competitive Intelligence (CI) on performance, and there is limited evidence about the moderators that might strengthen or weaken this relationship. In response, the authors provide needed insight into these empirical questions by conducting a meta-analysis of CI on sales performance, and propose a theoretical framework that includes the moderating roles of CI diversity and organizational tenure. Using data collected from 1) managers and 2) salespeople, the results demonstrate that managers’ CI, salespeople’s CI, and overall CI positively influence objective and subjective performance, while high levels of CI diversity and organizational tenure amplify these relationships. The authors conclude with directions for future research which—in answering—should prove illuminating for both sales theory and practice, as the collection, use, and dissemination of CI has become increasingly important in a modern selling environment.

Dynamics in the asymmetric effects of job attributes on employee satisfaction: A mixed-method approach using big data

Given its direct influence on customer satisfaction and firm profitability, employee satisfaction has attracted much attention from scholars in the hospitality industry. However, the moderating variables that shape the asymmetric relationship between job attributes and employee satisfaction remain largely unexplored. We aim to fill this gap by considering the influence of employee position and organizational tenure on the relationship. We reveal the asymmetric relationships between employee satisfaction and various job attributes by performing an impact-asymmetry analysis and using a hybrid approach that integrates the big textual data from online reviews written by employees. Our results highlight some differences between managers and non-managers, with the former giving priority to organizational culture and work environment and the latter setting high expectations on employee benefits. These results also underscore the dynamic effect of organizational tenure on the aforementioned asymmetric relationships. Our empirical findings can guide managers in the hospitality industry in designing targeted strategies that can effectively maximize the satisfaction of their employees.

EXPRESS: The Effects of Collectivism and Organizational Tenure on the Emergence of Pre-Release Digital Piracy

As businesses increasingly move into digital domains, digital piracy has become more prevalent and more costly. Pre-release piracy, where pirated versions of digital products are distributed before legitimate ones, remains particularly damaging to digital product developers. Although workers’ social norms may play a critical role, limited research exists on the behavioral factors that intentionally or unintentionally contribute to pre-release piracy, particularly when considering multinational nuances (e.g., national cultures) and workers’ experience (e.g., organizational tenure). To address this gap, we develop and test an empirical model of how national culture and organizational tenure jointly predict the likelihood of pre-release piracy. Our empirical analyses employ a dataset compiled from more than twenty distinct sources and capture the electronic video game industry’s PC-based products from 2000 through 2019. For national culture, we focus on two forms of collectivism – institutional and in-group – finding that institutional collectivism is associated with a reduced likelihood of pre-release piracy, while in-group collectivism increases it. We also find that the likelihood of pre-release piracy reduces with a product development team’s organizational tenure, but that this relationship is distinctively moderated by each of collectivism’s two forms. Specifically, the benefits of increased organizational tenure are amplified in the presence of stronger institutional collectivism but muted in the presence of stronger in-group collectivism. We link our findings to research streams on national culture, digital piracy, and organizational tenure, and specify contributions to each.

Drivers of adaptive resilience of public sector organizations: an investigation into the individual characteristics of hybrid professional managers

ABSTRACT The COVID-19 pandemic emphasized the importance of resilience of public sector organizations. Drawing from Upper Echelons Theory, this study investigates the relationship between configurations of demographic and background characteristics of hybrid professional managers and organizational adaptive resilience. Specifically, it focuses on heads of 34 Italian public clinical laboratories in the Veneto Region during the first wave of the pandemic. Based on fuzzy set Qualitative Comparative Analysis, the findings show four different combinations of attributes that lead to high levels of adaptive resilience. A key role is played by being a female manager and possessing a high level of organizational tenure.

The role of employee ambidexterity on employee agility: a moderation analysis with employee organizational tenure

PurposeThe purpose of the study is to investigate how employee ambidexterity (studied as passive and active ambidexterity; EPA and EAA) impacts employee agility (in terms of proactivity, resilience and adaptability) along with the moderating influences of employee organizational tenure (EOT).Design/methodology/approachA simple random sampling technique is used to collect primary responses from bank managers working in various public, private and regional rural banks in India. The analysis is performed using AMOS (Version-25), a covariance-based structural equation modeling approach.FindingsThe two-folded findings include first, the EAA–agility relationship is stronger than the EPA–agility linkage. Second, EOT negatively influences the EAA–EPA–agility relationships.Originality/valueAlthough the performance impact of ambidexterity is well documented in the literature there is a dearth of empirical investigation on its agility impact. Since most of the extant researchers have studied ambidexterity and agility from an organizational context, this research highlights the less-studied ambidexterity-agility connection from an employee perspective. Further, EOT is mostly studied as a control variable, while this research investigates as a moderator influencing the ambidexterity–agility linkage in the context of emerging economies such as India.

Effect of leadership styles on turnover intention among staff nurses in private hospitals: the moderating effect of perceived organizational support

Leadership styles have often been proven to support employees in performing their duties better and with more efficiency while enabling them to have extended organizational tenures. Staff nurses are an essential resource of hospitals to ensure proper administration and quality patient health care. The study aims to determine how transformational and authentic leadership styles affect the staff nurses’ turnover intention in private hospitals. In addition, it also finds the moderating effect of perceived organizational support. An explanatory quantitative research design with a cross-sectional investigation and a stratified sampling strategy was used for the study. Data from 296 nurses from the eight chosen private hospitals in the Kingdom of Bahrain were gathered using a questionnaire with 24 items. Smart-PLS was employed to conduct PLS-SEM (partial least squares structural equation modeling) to measure direct and indirect effects. The result indicates that transformational, authentic leadership styles and perceived organizational support significantly negatively affect nurses’ turnover intention. The study confirms the negative moderating effect of perceived organizational support between transformational leadership and turnover intention and the positive moderating effect of perceived organizational support between authentic leadership and turnover intention. Managers should concentrate on the leadership style to avoid its impact on turnover intention. By considering human resource practices such as communication and training strategies to cope with the negative effect of turnover intention, organizations can enhance employee engagement, improve job satisfaction, and foster a more stable and productive work environment. The present research revealed the adverse impact of turnover intention within hospitals by examining its association with leadership styles. The research made a significant contribution to the existing literature by delving into the impact of leadership styles on turnover intention, focusing on the moderating effect of perceived organizational support. The study’s findings shed light on the intricate relationship between leadership practices and employee turnover, providing valuable insights for both scholars and practitioners in the field. The study used a cross-sectional design to collect data and ensured the absence of standard method variance. The research enhanced the social dominance theory (SDT) by examining how perceived organizational support moderates the relationship between leadership styles and turnover intention.

Migration and Innovation: How Foreign R&amp;D Hires Shape Firm-Level Exploration in Their Host Country

Prior research ascribes an important role to highly skilled immigrants in the production and diffusion of knowledge. However, little is known about their contributions to shaping the type and direction of organizational innovation. We aim to shed light on this question by investigating how newly hired foreign research and development (R&amp;D) workers affect firm-level exploration. We argue that foreign R&amp;D hires enable firms to overcome local search by making them aware of and providing access to novel knowledge tied to their home countries. We test this using a sample of 376 Danish R&amp;D-active firms over the period from 2001 to 2013. Our findings reveal that newly hired foreign R&amp;D workers contribute significantly more to exploration than other types of R&amp;D workers within the firm. Moreover, we find support for the proposed mechanism and show that knowledge from the home countries of foreign hires shapes firms’ inventive output. Our results further suggest that the effect of foreign R&amp;D hires is stronger for firms with a limited international search orientation and those with an incumbent R&amp;D workforce with a shorter organizational tenure. These findings offer insights into a potential mechanism through which foreign R&amp;D workers can shape firm-level exploration and the organizational contingencies that influence this relationship. Funding: The authors got financial funding from the Novo Nordisk Foundation in the course of the project “Investments, incentives, and the impact of Danish research (Triple-I-Research)” [Grant NNF16OC0021444]. Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2021.16073 .

Is humility in leadership a promoter of employee voice? A moderated mediation model

PurposeIn this study, we provide a better understanding of the role of leader humility in employee voice by examining simultaneously the mediating role of intention to share knowledge and the moderating role of organizational tenure. Design/methodologyWe developed and tested a mediated moderation model. The study hypotheses were tested with partial least squares structural equation modeling techniques. FindingsResults from 309 medical representatives supported the study hypotheses, indicating that leader humility is related to employee voice via intention to share knowledge, and this relationship is stronger for shorter-tenured employees than for longer-tenured ones. The study also provides implications for both theory and practice. Practical implicationsThe study provides empirical evidence in support of the positive effect of leader humility on employee voice. Therefore, we suggest that executive administration should pay particular attention to promoting humility in leadership to appropriately manage extra-role behavior such as employee voice. OriginalityRecently, leader humility has attracted scholarly attention in organization studies. It is considered a key antecedent of employees’ extra-role behavior and a contextual factor that is associated with many positive employee and organizational outcomes.

Continuous Process Improvement and Customer Satisfaction of Selected Food and Beverage Companies in South-West, Nigeria

The food and beverage manufacturing sector is a highly competitive and dynamic industry. Organizations in this sector must be proactive in identifying corporate strategies to enhance business sustainability. One of the key strategies for optimum performance is the application of continuous process improvement through customer satisfaction. This study examined the influence of Continuous Process Improvement on Customer Satisfaction in some selected Food and Beverage Companies in South-West Nigeria. A descriptive research design was adopted for the study, with a questionnaire as the research instrument. The sample size was restricted to 400, using a stratified random sampling technique for sample selection. The basic criteria for inclusion in the sample were job rank and organizational tenure of five years or more. A Four-rating Likert Scale questionnaire with reliability coefficients above 0.76 was used to obtain data from the respondents. Data collected were analysed by using both descriptive and inferential statistics. The main hypothesis for the study was tested by using regression analysis at 0.05 level of significance. The findings of the study revealed that Continuous Process Improvement does not have a statistically significant influence on Customer Satisfaction. The study concluded that Continuous Process Improvement is very important in maximizing customer satisfaction in the Food and Beverage sector. However, it was recommended that as a result of the insignificant relationship between continuous process improvement and customer satisfaction, companies in this industry should focus on other factors such as product quality, customer service, and pricing to improve customer satisfaction. In addition, these organizations also need to align their improvement process needs with the demands of customers in order to boost customers’ delight.

Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention.

In a post-pandemic environment, characterized by volatility and uncertainty, organizations need to adapt to it for their survival. Following a systematic review method, the aim of this study is to assess the relationship between talent management practices, employee engagement, and turnover intention. Carried out using PRISMA guidelines, this systematic review includes 43 studies. Results showed a lack of consensus on the talent management concept, definition, and measurement. Also, talent management practices seem to increase employee engagement and decrease turnover intentions. That is, when organizations provide effective talent management practices to employees, they become more engaged and less likely to abandon the company. It is important to highlight the mediating role of engagement in the relation between talent management and turnover intention. Furthermore, the most studied talent management practices for promoting engagement and reducing turnover intention were identified. Regarding control variables, data highlighted the importance of age and organizational tenure in the aforementioned relationships. This review draws attention to the need of designing and implementing talent management practices in an effective way in order to generate a healthy and engaged workforce that is willing to remain in an organization.

근속연수, 구조적 경력정체 및 대인 일탈행동간의 관계

Purpose - The purpose of this study was to examine the relationship between organizational tenure, structural career plateau, and interpersonal deviant behavior for nurses. Moreover, this study also investigated moderating role of proactivity on the effect of organizational tenure on structural career plateau.&#x0D; Design/methodology/approach - This study utilized 448 nurses working at three different types of hospital. The Exploratory Factor Analysis (EFA) and the multiple regression analysis were conducted to verify the hypotheses.&#x0D; Findings - The results showed that organizational tenure is positively related to structural career plateau and structural career plateau is positively related to interpersonal deviant behavior. However, moderating effect of proactivity is not significant.&#x0D; Research implications or Originality - Nurses are critical to the competitiveness of hospital organizations considering the proportion of manpower and the role of nurses. One of the important factors that decrease the motivation of nurses is structural career plateau. This study analyzed the antecedent and consequence of structural career plateau. In addition, practical implications for resolving the problem of structural career plateau were provided.

Antecedents and Effects of Visionary Leadership: When and How Leader Work Centrality is Linked to Visionary Leadership and Follower Turnover Intentions

Scholars have argued that visionary leadership is an effective tool to motivate followers because it provides them with meaning and purpose. However, previous research tells us little about which leaders and under which circumstances leaders engage in visionary leadership. We draw on theories of human and social capital to argue that leader work centrality is an important antecedent of visionary leadership, and especially so for leaders with low organizational tenure. Moreover, we propose that visionary leadership then provides followers with meaningfulness and thereby decreases their turnover intentions. Our predictions were confirmed by data from a two-wave, lagged-design field study with 101 leader-follower dyads. Overall, our research identifies an important antecedent of visionary leadership, a specific situation in which this antecedent is particularly important, and provides empirical evidence for why visionary leadership can bind followers to an organization.

Do gender, age and tenure matter when behaving unethically for organizations: Meta-analytic review on organizational identity and unethical pro-organizational behavior

PurposeThis research aims to clarify the relationship between organizational identification and employees’ unethical pro-organizational behavior, which has been a topic of mixed findings in previous empirical studies. To address this issue, a meta-analytic review was conducted, focusing on the influence of key individual differences such as gender, age and organizational tenure on the relationship between organizational identification and unethical pro-organizational behavior.Design/methodology/approachThe study utilizes large scholarly databases including Google Scholar, PsycINFO, Business Source Premier and ProQuest Dissertations to identify relevant studies. A total of 31 independent samples with a combined sample size of 8,861 participants were included in the analysis.FindingsThe results showed that the estimated average correlation between organizational identification and unethical pro-organizational behavior after corrected for measurement unreliability was 0.188 (p < 0.001, 95% [CI: 0.125, 0.251]). Gender demonstrated a significant moderating effect (estimate = 0.004, p < 0.05, 95% [CI: 0.000, 0.007]), suggesting that there is stronger association between organizational identification and unethical pro-organizational behavior among male participants. Neither age nor organizational tenure had significant effect on organizational identification-unethical pro-organizational behavior relations.Originality/valueThis study revealed that the organizational identification-unethical pro-organizational behavior link was positive, and the relationship was stronger among male participants than their female counterparts. Age and organizational tenure show no significant impact on unethical pro-organizational behavior. These contribute to The authors' understanding of organizational identification-unethical pro-organizational behavior relationship, as well as identifying its boundary conditions. The study suggests directions for future research and implications for managers and practitioners.

ORGANISATIONAL SUPPORT, WORK-FAMILY CONFLICT AND JOB TENURE AS PREDICTORS OF JOB COMMITMENT AND SATISFACTION AMONG WORKING MOTHERS IN PUBLIC UNIVERSITIES IN SOUTHWEST, NIGERIA

The search for factors that contribute to working mothers’ job commitment and satisfaction in organisations is an ongoing one in view of the fact that they are crucial to working mothers’ well-being. This study extended the frontiers of this search by investigating the contributions of organisational support, work-family conflict and job tenure to the job commitment and satisfaction of working mothers in public universities in South-West, Nigeria. The study employed a survey research design of an ex-post-facto type. The target population of the study consisted of all working mothers in the thirteen (13) public universities in South-West, Nigeria from which a sample of 1,456 working mothers was selected through a multi-staged stratified random sampling technique. Four validated instruments namely; Job Commitment Scale (r = 0.93), Job Satisfaction Scale (r = 0.70), Organisational Support Questionnaire (r = 0.92) and Work-Family Conflict Scale (r = 0.88) were used to obtain responses from the participants. Data were analysed using Canonical Analysis at 0.05 level of significance. The results indicated a significant joint contribution of organisational support, work-family conflict and job tenure on working mothers’ job commitment and satisfaction (Rc = .383, F = 47.706; p &amp;lt;.05; Rc = .171, F = 21.773; p &amp;lt;.05). It was found that 76.6% of the variance in working mothers’ job commitment and satisfaction was accounted for by organisational support, work-family conflict and job tenure. These findings are attributable to the nature of women and their unique gender roles which predispose them to desire for an appreciable level of support from management, reduced work-family conflict and longer job tenures to engender their job commitment and satisfaction. It was recommended that university management should endeavour to improve staff retention, provide childcare facilities in every unit, implement flexible resumption and closing times for nursing mothers and extend maternity leave to 16 weeks in order to enhance their commitment and satisfaction.&lt;p&gt; &lt;/p&gt;&lt;p&gt;&lt;strong&gt; Article visualizations:&lt;/strong&gt;&lt;/p&gt;&lt;p&gt;&lt;img src="/-counters-/soc/0056/a.php" alt="Hit counter" /&gt;&lt;/p&gt;

Different Reactions to Perceived Overqualification: The Role of Age, Organizational Tenure, and Pay

Different Reactions to Perceived Overqualification: The Role of Age, Organizational Tenure, and Pay

Spanish Adaptation of the Intensified Job Demands Scale (IDS).

The Intensification of Job Demands Scale (IDS) is a multidimensional instrument designed to capture the phenomenon of work intensification that characterizes modern Western societies. However, in Spain the instrument has not been validated to assess this phenomenon. The aim of this study was to examine the psychometric properties of the IDS adaptation with a heterogeneous sample of Spanish workers. The sample consisted of 722 Spanish workers (57.8% female, 42.2% male) who completed a survey between January and April 2022. A five-factor correlated model, as in the original IDS, had an optimal fit with 15 items, and displayed invariance across gender, level of education, and organizational tenure. Reliability coefficients were all satisfactory, and scale adaptation showed evidence of convergent, discriminant, and incremental validity. The Spanish adaptation of the IDS is a valid, reliable measure for analyzing the phenomenon of work intensification and intensified job demands in Spain.

Ideas from the Frontline: Improvement Opportunities in Federally Qualified Health Centers.

Engaging frontline clinicians and staff in quality improvement is a promising bottom-up approach to transforming primary care practices. This may be especially true in federally qualified health centers (FQHCs) and similar safety-net settings where large-scale, top-down transformation efforts are often associated with declining worker morale and increasing burnout. Innovation contests, which decentralize problem-solving, can be used to involve frontline workers in idea generation and selection. We aimed to describe the ideas that frontline clinicians and staff suggested via organizational innovation contests in a national sample of 54 FQHCs. Innovation contests solicited ideas for improving care from all frontline workers-regardless of professional expertise, job title, and organizational tenure and excluding those in senior management-and offered opportunities to vote on ideas. A total of 1,417 frontline workers across all participating FQHCs generated 2,271 improvement opportunities. We performed a content analysis and organized the ideas into codes (e.g., standardization, workplace perks, new service, staff relationships, community development) and categories (e.g., operations, employees, patients). Ideas from frontline workers in participating FQHCs called attention to standardization (n = 386, 17%), staffing (n = 244, 11%), patient experience (n = 223, 10%), staff training (n = 145, 6%), workplace perks (n = 142, 6%), compensation (n = 101, 5%), new service (n = 92, 4%), management-staff relationships (n = 82, 4%), and others. Voting results suggested that staffing resources, standardization, and patient communication were key issues among workers. Innovation contests generated numerous ideas for improvement from the frontline. It is likely that the issues described in this study have become even more salient today, as the COVID-19 pandemic has had devastating impacts on work environments and health/social needs of patients living in low-resourced communities. Continued work is needed to promote learning and information exchange about opportunities to improve and transform practices between policymakers, managers, and providers and staff at the frontlines.