Positive Job Research Articles

Global agricultural value chains and employment growth

AbstractThis paper provides evidence on the job creation effects in response to the expansion of agricultural global value chains (AGVCs) in agrarian economies. By using a constructed panel data set of 140 countries for the period 19912015, we find that a greater AGVC participation is associated with an increase in agricultural employment growth. We uncover evidence that the positive job creation impact is mainly driven by the processed food sector downstream of GVCs rather than the raw commodity sector upstream of GVCs. We find substantial heterogeneity of impacts that are more pronounced in lower‐middle and high‐income countries than in low‐income countries.

Teacher resilience matters: a buffering and boosting effect between job driving factors and their well-being and job performance

ABSTRACT This study investigated the mediation role of teacher resilience between job demands and resources and their well-being and job performance using a sample of 407 teachers from Hong Kong, SAR and mainland China. Confirmatory factor analysis and structural equation modelling were employed to deal with the dataset. The results indicated that the professional dimension and the emotional dimension of teacher resilience were affected by decision latitude (potential control over the job tasks and conducts) and school support respectively and predicted teacher well-being. The motivational dimension and the social dimension of teacher resilience promoted teacher job performance, influenced respectively by task overload (negatively) and role demand (positively) along with school support. This model is the first attempt to represent the relevance of the Job Demands-Resources theory that teacher resilience can buffer negative job demands and boost positive job resources to promote their well-being and performance in a specific societal and educational context. Implications for cultivating teacher resilience to everyday challenges and adversities were proposed in order to assist teachers to not only survive, recover, and thrive, but also to establish a school resilience cascade (potential resilience chain affecting a system due to an act of teacher resilience) for these turbulent times.

Crafting Work Happiness: Balancing Client Agency & Empowerment With Critical Social Awareness

Job crafting is a method taught by career developers and coaches to workers to help them achieve greater happiness in their jobs. Given its agentic, bottom-up approach, job crafting has become closely aligned with positive psychology. While offering empowerment benefits, job crafting has limitations. Given its almost exclusive focus on individual freedom and control, there is little attention paid to the social context, including structural operations of power within an advanced capitalist economy. Three social science critiques of positive psychology and job crafting are examined, with reference to contemporary career development theory. Practical suggestions are made for how career developers might address these social science critiques to best meet diverse client needs. This involves upholding a commitment to client agency and empowerment, whilst developing and maintaining a critical social awareness. Implications for research on job crafting are also discussed.

Supervisor negative gossip and employees’ thriving at work

ABSTRACT Drawing on conservation of resources (COR) theory, we examine (a) how supervisor negative gossip affects frontline employees’ thriving at the workplace through positive affect and job self-efficacy and (b) how perceived organizational support (POS) mitigates the adverse effects of supervisor negative gossip on employees. Using a sample of 219 frontline employees from three companies in China, we found that supervisor negative gossip is indirectly and negatively associated with employees’ thriving through reduced employees’ positive affect and job self-efficacy, and that the conditional indirect effect of supervisor negative gossip is stronger in employees who perceive lower levels of organizational support. Our findings extend the literature on the dysfunctional consequences of supervisor negative gossip and highlight the need for leaders to become aware of the impact of negative workplace gossip on employees.

Advantages of and Barriers to Crafting New Technology in Healthcare Organizations: A Qualitative Study in the COVID-19 Context.

Nursing professionals are constantly required to adapt to technological changes, and especially so in the wake of COVID-19, which has prompted the development of new digital tools. A new and specific form of job crafting in relation to new technology has recently emerged in the literature; that is, adoption job crafting. However, little is known about this specific form of job crafting, especially within the pandemic context. We aim, in this study, to explore the advantages of and barriers to adoption job crafting. We used NVivo software to analyze 42 semi-structured interviews conducted during COVID-19. Our findings revealed that nurses had proactive and positive attitudes toward new technology (adoption job crafting) to enhance efficiency, sustainability, well-being, virtual teamwork, communication, and knowledge sharing. We also identified many barriers to adoption job crafting due to several organizational obstacles, such as the lack of human resource management practices, especially training, and the characteristics of the technology used. We contribute to the literature by documenting innovative cases of and barriers to adoption job crafting, which have not been explored before. These findings stress the necessity to adopt human resources practices, especially training, to foster positive job crafting among nurses and safeguard their adaptive expertise.

Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies

This study aims to understand the antecedents of affective commitment and organizational citizenship behavior (OCBO) of technology employees in Chinese IT Companies. Job satisfaction, which is a positive job attitude is identified as the mediator for the relationships between family-supportive supervisor (FSS), challenge job demands, and affective commitment and organizational citizenship behavior (OCBO) of the technology employees in the Chinese IT Companies. IT industry is a promising industry in China. However, the Chinese IT companies have an overtime culture, which is highly related to the commitments of the technology employees. PLS-SEM (partial least squares structural equation modeling) by Smart PLS 3.2 version software is adopted for the data analysis, which includes the measurement model and structural model analysis. 304 technology employees from three Chinese IT companies participated in this research survey. After the data analysis, challenge job demands and FSS are positively related to job satisfaction while FSS is directly connected with affective commitment and OCBO of the technology employees in Chinese IT companies. Moreover, job satisfaction plays a positively mediating role between the exogenous variables and endogenous variables in this study. The current research provides useful insights into the strategies taken that could enhance affective commitment and OCBO of the technology employees in Chinese IT companies.

(In)Congruences of Giving-Receiving Helping and Innovative Behavior: A lens of COR theory

Although helping behavior at work has been widely concerned, previous findings may overestimate the benefits of giving helping behavior for helpers because of the overlook of its prerequisites. In the present research, our model considered giving helping behavior and receiving helping behavior simultaneously. Specifically, we investigated the impact of the (in)congruence of giving and receiving helping behavior on relational job crafting of helper based on conservation of resources (COR) theory, and then explored the mediating role of relational job crafting and psychological meaningfulness between (in)congruence of giving and receiving helping behavior and innovative behavior of helper. We used a two-wave and leader-subordinate questionnaire survey design. Our results revealed that when giving-receiving congruence of helping behavior, compared to those in low–low congruent dyads, high–high congruent dyads had a positive effect relational job crafting of helper. The results further revealed that the higher the congruence, the more significant the positive effect on relational job crafting. In addition, we found that relational job crafting and psychological meaningfulness sequentially mediated the positive impacts of helping behavior congruence on helper’s innovative behavior. Finally, the present research from a new perspective discusses the implications for both theories and practices.

Then and Now: Psychological Contracts

Over the years, the management field has had many important contributors to its theoretical development and practical application of major concepts. As a relatively young academic discipline, we are fortunate to have access to many of the pioneers responsible for its foundation, history, and evolution. The “Then and Now” program actively involves these people and provides a forum to engage with those who are following in their footsteps. “Then and Now” is an annual symposium that appeals to new and seasoned scholars across the Academy. Prior sessions have centered on goal setting (Locke, Latham & Picollo, 2011), expectancy theory (Vroom & Ellingson, 2012), leadership (Schriesheim, Gardner & Antonakis, 2013), positive OB (Luthans, Welsh & Peterson, 2014) organizational justice (Folger, Bies & Rodell, 2015), trust (Sitkin, Gillespie & de Jong, 2016), turnover (Lee, Kraimer & Halvorsen, 2017), job design (Oldham, Kulik, Wrzesniewski & Baer, 2018), and entrepreneurial orientation (Miller, Lumpkin, Wiklund & Wales, 2019). This year’s session focuses on Psychological Contracts. The symposium will begin with Denise Rousseau describing how she became interested in this topic, who collaborated/supported her, and how this construct developed. Dr. Ho will talk about her research on psychological contracts, and how it spans generations and extends ideas. The “Now” panelist Dr. Hansen will describe how her recent research on psychological contracts has evolved from the original body of work, and where it is likely to go next. The symposium concludes with audience discussion.

Money or Charity: Is it Irrelevant What Employees Strive for as Long as Their Values Match?

Theories on value congruence assumes that positive outcomes result from matching individual and organizational values. However, these theories rarely address whether the relationship between value congruence and outcomes depends on the content of values involved. Integrating the self-determination theory (SDT), we argue that the outcomes of congruence between employee and organizational values depends on the content of values under consideration and investigate the impact of the congruence of intrinsic values (e.g., contributing to society, affiliation) versus the congruence of extrinsic values (e.g., financial success) on positive and negative work behavior, well-being, and commitment. Our results in a heterogeneous sample of employees show that a congruence of values is not crucial for positive job outcomes but that the values’ content matters. More specifically, polynomial regression analyses disclose that OCB, engagement, and affective commitment are high when organizations support intrinsic values, independently of a person’s individual aspirations. Extrinsic value congruence is even associated with deviant behavior. Our findings have important implications for future research and organizations.

Exploring the Role of Job Crafting in Managing the Tensions of Standardized Work in Healthcare Opera

Combining both HOM and organizational research, this paper examined how a bottom-up approach to job design termed job crafting, manifests in standardized work procedures and how it affects the performance of standardized operations. The research is built upon an in-depth longitudinal case study that investigated the adoption of national standardized stroke care process in a UK general hospital. This study identified many multi-level tensions of standardized work in healthcare operations previously discussed in the HOM literature, reinforcing the idea that and any implementation mechanism must be multi-faceted and dynamic. Detailed observation of pathway implementation confirms the vital influence of professional autonomy on the pathway performance by crafting their work. The study found that all the different forms of the initial model of job crafting i.e. task, relational and cognitive were present among different groups of staff during standardized work operations at the hospital. Positive and negative consequences of job crafting to both the staff and the operational procedures were clearly observed. Drawing on organizational and HRM literature interventions to facilitate positive job crafting to improve the performance in standardized operations were discussed. Directions for further studies are also suggested. Keywords: standardized work, healthcare operations, implementation tensions, autonomous professionals, job crafting

The Effect of Leadership, Job Satisfaction and Self-Efficacy on Lecturers’ Performance

This study aimed to analyze the effect of leadership, job satisfaction, and self-efficacy. The method of this research was a quantitative survey method. We collected the data from a sample of the college of economic lecturers numbered 34 people using the research instrument of questionnaires. Analysis of the questionnaire used a 5-points Likert scale and a multiple linear regressions test. Research findings reported a significant influence on the leadership perception, job satisfaction, and self-efficacy of the lecturers' performing partially and simultaneously. This study contributed to head building participatory and communicative leadership in improving the planning, execution, and evaluation of learning to get the expected teaching competence. We suggest that higher education leaders always pay attention to the needs of their subordinates. Create a pleasant work atmosphere that can improve positive self-efficacy and job satisfaction.

민간항공 조종사 직무만족에 대한 항공사 오류관리문화의 영향

This study was conducted to confirm the effect of the organizational fairness and airline error management culture that can affect the job satisfaction of airline pilots. Organizational fairness includes distribution justice, procedural justice, and interaction justice in detail, and error management culture is defined as a culture in which an organization maintains the view that its members’ errors occurred in the process of interacting with an uncertain environment. This study found that organizational fairness does not have a significant impact on the job satisfaction of civil aviation pilots, and the higher error management culture level of airlines, the better the job satisfaction of captains. Also, this study found the modulation effect of airline error management culture proportionally affects two of the detailed components of organizational fairness which are the distribution justice and interaction justice. Therefore, effort to promote the error management culture of airline is expected to be an effective measure of strengthening captains’ positive job attitude, and would improve efficiency and safety of the air transport.

The Effect of Work Discipline, Position Mutation and Work Environment on Employee Performance at the Secretariat Padang Pariaman Regency

This study aims to determine the effect of work discipline, position transfer and work environment on employee performance at the Regional Secretariat of Padang Pariaman Regency. The sample in this study amounted to 146 employees or respondents. Research data were collected from respondents' results and analyzed by multiple linear regression and hypothesis testing. The results of this study indicate that work discipline has a positive effect and job transfer has a positive effect and the work environment has a positive and significant effect on employee performance. It can be seen that the significant value of work discipline, job transfer and work environment on employee performance is a value of 0.000 <0.05 and a t-count of 4.999 from a t-table of 1.97681

Italian Validation of the 12-Item Version of the Burnout Assessment Tool (BAT-12).

The Burnout Assessment Tool (BAT) has shown satisfactory validity evidence in several countries, with the 23-item version of the instrument reporting adequate psychometric properties also in the Italian context. This paper is aimed to present results from the Italian validation of the 12-item version of the BAT. Based on a sample of 2277 workers, our results supported the factorial validity of a higher-order model represented by 4 first-order factors corresponding to the core dimensions of burnout, namely exhaustion, mental distance, and emotional and cognitive impairment. The measure invariance of the BAT-12 between data collected before and during the COVID-19 pandemic was supported. However, ANCOVA results suggest a higher score on the second-order burnout factor on data collected during the COVID-19 pandemic in comparison with earlier data. In line with the JD-R model, the BAT-12 total score reported a positive association with job demands (i.e., workload, time pressure, and role conflict) and a negative association with job resources (i.e., job autonomy, coworkers’ support) and personal resources (i.e., optimism, social self-efficacy, and task self-efficacy). Additionally, the BAT-12 showed a negative association with work engagement components (i.e., vigor, dedication, and absorption) and positive job attitudes (i.e., job satisfaction, affective commitment). All in all, our results identify the Italian version of the BAT-12 as a brief and reliable tool for measuring burnout among workers.

How do the working lives of general practitioners in rural areas compare with elsewhere in Scotland? Cross-sectional analysis of the Scottish School of Primary Care National GP Survey.

Like many countries around the world, Scotland faces a shortage of general practitioners (GPs) due to both recruitment and retention issues. Such workforce shortages are of particular concern in rural areas. There are many reasons why GPs are leaving general practice; however, satisfaction with working life is an important predictor of GP retention. It is important, therefore, to understand working life satisfaction of rural GPs. The purpose of this study was to compare the working lives and intentions to reduce work participation of rural GPs and GPs working elsewhere in Scotland. This study was a quantitative analysis of survey data from the Scottish School of Primary Care national working lives survey. GPs were classified as working in 'non-rural' or 'rural' practices based on the Scottish Government's rural binary classification system, and were compared using univariate and multivariate statistical analysis on four domains of working lives: job satisfaction, job stressors, positive and negative job attributes, and four intentions to reduce work participation: reducing working hours, working abroad, leaving direct patient care and leaving medical work entirely. A total of 2465 GPs returned the survey, giving a response rate of 56%. Three-hundred and forty seven GPs who returned the survey worked in practices in rural areas (14.1%). Rural GPs were more likely to do out-of-hours work (p<0.001), to have worked in their practice for fewer years (p=0.014), to work in single-GP partnerships (p<0.001), and to work in practices with smaller list sizes (p<0.001), than GPs in non-rural settings. Compared with GPs elsewhere, rural GPs reported higher mean job satisfaction (5.23 v 5.39, respectively; p<0.005), lower mean job stressors (3.58 v 3.29; p<0.001) and lower mean negative job attributes (4.08 vs 3.78; p<0.001). These differences remained highly significant after controlling for potential confounders (age, gender and the differences in work practices shown above). In regression analysis, a significant interaction was found between gender and rurality for job satisfaction (p=0.008), which indicated that rural female GPs' higher job satisfaction mainly accounted for rural GPs' increased job satisfaction. No significant interaction was found between gender and rurality for the other domains of working lives. Compared with GPs elsewhere, however, rural GPs were more likely to intend to work abroad (mean 1.39 v 1.55; p=0.013) and leave medical work entirely within 5 years (mean 2.15 v 2.36; p=0.039). These intentions remained significant after controlling for potential confounders. No significant interaction was found between gender and rurality for variables for intentions to reduce work participation. Rural GPs in Scotland are more satisfied with their working lives than GPs working elsewhere in Scotland, which is mainly due to higher job satisfaction in female GPs in rural areas. Despite this, rural GPs as a whole have a higher intention to leave their job in the next 5 years than their non-rural counterparts. Although some of these differences are small, they may signal serious implications for the future care of patients in rural areas and require further research to understand the drivers of this.

Hybrid Vigor: A Quantitative Analysis of Job Satisfaction of United States School Based Secondary Agricultural Education Classrooms

The balance between work and personal life has seen a renewed focus in the years since the onset of the COVID-19 pandemic. In the years leading up to the work stoppage in 2020 a growing body of literature was being compiled that agriculture teachers, as many of the American population do, suffered from a lack of balance between personal and work life. This study sought to examine the way agriculture teachers spent their time, how they viewed their job satisfaction, and if any relationships exist between them. A national sample of agriculture teachers (N = 570) was conducted and when the results were interpreted it was found that agriculture teachers are majority female (51.9%), almost all took agriculture courses in high school (89.3%), were active in FFA in high school (81.9%), and many continued that membership into college (44.9%). Most teachers spent some time outside of school hours preparing for class, SAE supervision, and other school-based activities, but most of their time was spent on FFA activities. Teachers reported some time spent in domestic, civic/religious, and recreation time outside of work. Teachers had a heavy slant towards positive job satisfaction, (M = 1.86, SD = .788) on a one through five scale with one being extremely good and five being extremely bad. Significant correlations were found at a small level (Cohen, 2013) between time in SAE, time in recreation, and salary range with job satisfaction. Significant linear (p &lt; 0.05) regressions were calculated with salary, time in SAE’s, time spent in recreation. Time spent in recreation provided the best fit.

Physician Flow at Work: Examining Work Absorption, Clinical Flow, Work Fulfillment, and Flow Thieves.

The experience of "flow" at work correlates with positive job outputs and work-related attitudes. Very little current literature describes flow at work in physicians, who experience significant barriers to optimal work outputs, also known as flow thieves (e.g., case interruptions, documenting care). This study aimed to develop a measurement for physician flow (P-Flow) at work and examine the association of P-Flow with physician burnout, job satisfaction, and well-being. A pilot instrument was tested with items measuring P-Flow at work. After the pilot administration, a 14-item physician flow (P-Flow-14) scale was administered to physicians. In addition to the P-Flow-14 scale, physician respondents completed items measuring burnout, job satisfaction, and well-being. This study specifies initial psychometric evidence of P-Flow-14 and 7-item P-Flow instruments for researchers interested in studying flow at work in physicians. For each P-Flow instrument, higher levels of the flow experience correlated with superior levels of well-being (p < .01) and job satisfaction (p < .01), and less burnout (p < .001). Results showed initial psychometric evidence of derived subscales (work absorption, clinical flow, flow thieves, work fulfillment) for application in future research. Results showed associations between flow experience by age group and physician specialty. To enhance well-being and job satisfaction, physicians should aim for concentration and immersion in clinical duties while reducing unnecessary distractions. These findings can be applied by employers and can guide further research on work interruptions and patient safety. Future research can validate the P-Flow scales and subscales to assess interventions aimed to improve the physician work environment.

Factors Affecting Work Engagement

The purpose of this study was to explore the influence of supervisor support, job characteristics, authentic leadership on employees’ work engagement of PT Burangkeng Maju Tehnik. Based on literature review a conceptual framework is proposed that links all independent variables to work engagement. The mode of was tested on sample of 125 employees working at PT Burangkeng Maju Tehnik. The framework was tested with multiple regression approach. The results of this study show that there is a positive effect supervisor support, job characteristics, and authentic leadership on work engagement.. It is suggested that leaders increase supervisor support by providing assistance to their subordinates related to work. For improving job characteristics, leaders should notice to job significance. To enhance authentic leadership, leaders should focus on relational transparency by building transparent and open relationships with employees. To strengthen work engagement, leaders ought concern to cognitive engagement by motivating employees. Keywords: Authentic Leadership; Job Characterictic; Supervisor Support; Work Engagement

PENGARUH KEADILAN ORGANISASIONAL TERHADAP TURNOVER INTENTION KARYAWAN DENGAN KEPUASAN KERJA KARYAWAN SEBAGAI VARIABEL MEDIASI (STUDI KASUS PADA PT. MUARA MALL TERNATE)

This study aims to determine the effect of 1) To find outwhether organizational justice has an effect on employee turnoverintention at PT Muara Mall Ternate; (2) Knowing whetherorganizational justice has an effect on job satisfaction at PT Muara MallTernate; (3) Knowing whether job satisfaction has an effect onemployee turnover intention at PT Muara Mall Ternate; and (4)Knowing whether organizational justice has an effect on turnoverintention with job satisfaction as a mediating variable at PT Muara MallTernate. The number of research samples is 71 respondents. The dataanalysis technique used in this study is SEM analysis using SmartPartial Least Square (PLS) version 3 as a statistical test tool.Methodology: The analytical model used are Structural EquationModeling with SMART PLS as tools for the statistical test. Datacollection tools used are questionnaires and interviews, and thenumber of respondents was 71 employee.Finding: H1, H2, H3, and H4 are accepted at the 5% confidence level.n other words, the t-count value of each variable is greater than the ttableat the 5% confidence level.Conclusion: Te results of this study indicate that: (1) Organizationaljustice has a positive and positive effect on turnover intention at PT.Muara Mall Ternate; (2) organizational justice has a positive influenceon job satisfaction at PT. Muara Mall Ternate; (3) Job satisfaction has apositive influence on turnover intention at PT. Muara Mall Ternate; and(4) and job satisfaction is a variable capable of mediating the effect oforganizational justice on turnover intention at PT. Muara Mall Ternate

The impact of mentoring on early career faculty: Assessment of a virtual mentoring program.

11039 Background: Participation in mentorship programs for early career physicians may be crucial to developing key skills and professional networks to navigate racial, ethnic and gender leadership disparities in medicine. A 6-month virtual facilitated peer mentorship program was developed and piloted through the Society for Neuro-Oncology (SNO) Women &amp; Diversity Committee. The evaluation of the program’s feasibility to positively impact early career physicians, investigators and trainees is presented here. Methods: We designed and conducted a virtual mentoring program pilot open to SNO’s multidisciplinary members in residency, fellowship, or early career phase, leveraging peer-mentoring sessions with mid-to late-career physician mentors. A curriculum with online resources was provided recommending groups meet for 6 sessions: 3 involving the mentor and 3 dedicated to peer-mentoring. Group assignments were based on time-zones and interests. Pre- and post-participation surveys assessed mentee experience. Descriptive statistics were used to assess participant demographics and survey results. Results: Our call for participation was broad; all 20 mentee applicants participated in 5 groups. Mentees were 90% women and 60% were from diverse racial and ethnic backgrounds. Most were aged 31-40 (75%) and junior faculty (50%) in neuro-oncology (65%). The 5 senior mentors (3 men and 3 of diverse race and ethnic backgrounds) practiced either neuro-oncology (3), neurosurgery (1) or radiation oncology (1). The proportion who reporting having a signature lecture increased from 15% to 62% during the pilot. A large majority reported their participation was worthwhile (85%), that they would participate again (92%) and would recommend it to others (92%). Feedback themes included positive personal growth, peer support, networking and job opportunities, access to CV reviews, lack of and desire for late career female mentors, and virtual scheduling constraints. While the pilot was limited by several variables, it was timely to connect participants in Q3 of 2020 early in the COVID-19 global pandemic. The virtual meeting environment created a venue to share and discuss topics such as work-life balance, burnout, leading through change and social connection. Despite not achieving 100% professional concordance, participants found the experience worthwhile. The tools and curriculum of topics provided was implemented differently across groups, leading to varied experiences. Finally, we did not have 100% post pilot follow up despite multiple attempts limiting our complete understanding of the pilot. Conclusions: This virtual mentorship pilot program proved feasible and of value in development of early career women and diverse individuals. A resource toolkit has been designed to scale and diffuse.