Positive Work Attitudes Research Articles

Understanding the Relationship Between Just World Belief and Career Success: The Role of Work Engagement

Employees’ beliefs about justice were found to be related to positive work attitudes and behaviors. We complement this line of research by focusing on whether justice beliefs benefit employees by increasing their career success. Drawing on the just world hypothesis, this study explores the impact of personal belief in a just world on employees’ subjective and objective career success and considers the mediating mechanism of work engagement in this association. Three-wave time-lagged data from 320 full-time employees in China supported our hypothesized mediation model. Our research underlines the importance of employees’ justice beliefs for their career development and satisfaction, and suggests that organizations should avoid unjust experiences to increase employees’ work engagement, and furthermore benefit their career success.

Unveiling Charismatic Leadership: Catalysts of Positive Work Attitude, Job Involvement, and Work Engagement

Unveiling Charismatic Leadership: Catalysts of Positive Work Attitude, Job Involvement, and Work Engagement

PAY GRATIFICATION AND WORK ATTITUDE OF CHRISTIAN ELEMENTARY SCHOOL TEACHERS IN PANABO CITY DIVISION

The study explored the relationship of pay gratification and work attitude of teachers in private Christian elementary schools in Panabo City Division. Also, it investigated the association of the involved variables and the domains of pay gratification that significantly influence the work attitude of teachers. With the use of probability sampling, 150 elementary teachers in the private Christian schools were selected as the respondents. Utilizing the descriptive-correlational survey method, the data collated were analyzed through the use of Mean, Product-Moment correlation and Regression Analysis. Results revealed that there was a moderately extensive pay gratification and an extensive work attitude among the respondents. Furthermore, there was a significant relationship between the two variables. Moreover, all domains of pay satisfaction were found to have significantly influence the work attitude. Based on the findings, it was further suggested that higher officials in the Department of Education and school heads may identify means on how to help teachers to be establish positive work attitude by addressing the pay gratification of teachers. More so, future researchers may further explore the involved variables considering other factors and research methods. KEYWORDS: Pay gratification, work attitude, Panabo City Division, Philippines

ДИФЕРЕНЦІАЛЬНО-ПСИХОЛОГІЧНІ ОСОБЛИВОСТІ СТАВЛЕННЯ ДО ПРАЦІ В УМОВАХ ВОЄННОГО СТАНУ

The study aims to investigate the impact of a state of war on employees’ attitudes towards their work and identify the differential psychological features influencing this process. The article’s goal is to develop justified management strategies aimed at mitigating the effects of the state of war on the employees’ mental well-being and supporting their positive work attitudes. The research methodology included anonymous surveys of personnel (1667 respondents), analysis of results using One-Way ANOVA, and multinomial regression analysis. The obtained results emphasize the significance of traits such as friendliness, emotional stability, and openness to new experiences in shaping a positive work attitude during a state of war. The identified correlations between these traits and the impact of the state of war underscore the need for the development of social competencies among the employees. Social factors, such as satisfaction with the team atmosphere, relationships with colleagues and family, and the influence of office conditions and domestic life, also proved essential for shaping work attitudes in a state of war. A supportive work environment and colleague assistance can be crucial for maintaining a positive psychological climate and work efficiency. In the context of managerial recommendations, the research emphasizes the importance of developing employees’ personal qualities, particularly friendliness, and formulating strategies to support social and psychological well-being in the workplace. Managerial interventions should primarily target female employees and those who are unmarried and hold non-managerial positions in the organization. The article makes a significant contribution to understanding the mechanisms of employee adaptation to stressful conditions and proposes specific approaches to managing psychosocial climate in organizations during crisis situations. The findings can be valuable for managers and HR departments seeking to ensure effective personnel management in unstable conditions and enhance overall workplace comfort and motivation. Key words: state of war, differential psychological features, Big Five, five-factor model of personality, attitudes toward work, motivation, demotivation.

The effects of personal-organizational fit on employee’s positive work attitudes: An entrepreneurial orientation perspective

Entrepreneurial orientation (EO) has become a critical characteristic for individual career advancement and the development of corporate entrepreneurship. Nevertheless, the connection between personal-organizational fit regarding EO and the working attitudes of employees remains underexplored in the existing literature. This paper explores the impact of alignment between organizational entrepreneurial orientation (OEO) and individual entrepreneurial orientation (IEO) on employee’s positive work attitudes, focusing on affective commitment (AC) and organizational identity (OI). The foundation of research resides in the personal-organization fit theory, as well as social information processing theory. To rigorously evaluate our proposed hypotheses, we implemented a research design that incorporates polynomial regression with surface response analysis, sourcing our data from 292 valid survey replies gathered from personnel employed by private sector organizations in China. Results reveal a positive correlation between entrepreneurial orientation and positive work attitudes, but also a “too-much-of-a-good-thing” effect, where excessive alignment between IEO and OEO can lead to diminished positive work attitudes. These findings highlight the need for a balanced approach to aligning entrepreneurial values during recruitment and underscore the importance of supporting entrepreneurial employees in highly entrepreneurial organizations.

Intragroup conflict: Role stressors and work attitude

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

Pengaruh Sikap Kerja Dan Gaya Kepemimpinan Terhadap Kinerja Pegawai Pada Kantor Bea Dan Cukai Belawan

This research aims to analyze the influence of work attitudes and leadership styles on employee performance at the Belawan Customs and Excise Office. A positive work attitude and effective leadership style are considered key factors in improving employee performance in an office environment. The research method uses a quantitative approach by distributing questionnaires to employees at the Belawan Customs and Excise Office. Data analysis was carried out using descriptive statistical techniques and regression to measure the relationship between work attitude variables, leadership style and employee performance. The research results show that a positive work attitude has a significant influence on employee performance. Apart from that, an effective leadership style also has a positive contribution to employee performance at the Belawan Customs and Excise Office. These findings provide further understanding about the importance of creating a Leadership Style that supports positive work attitudes and implementing an effective leadership style to increase employee productivity and quality of performance. The recommendations of this research include the need to develop training programs to increase positive work attitudes and promote supportive leadership styles in the Belawan Customs and Excise Office Leadership Style. In addition, further research can be conducted to explore additional factors that may influence employee performance

Impact of Employee perception towards Organizational CSR initiatives on positive work attitudes: A Comparative Analysis of Private and Public Sector Employees in India

Impact of Employee perception towards Organizational CSR initiatives on positive work attitudes: A Comparative Analysis of Private and Public Sector Employees in India

Factors Affecting Work Life Balance among Administrator in a Public University during COVID-19

This study is conducted to examine the relationship between job stress, supervisor support and work attitudes toward work-life balance during Covid-19 among employees in an administration office at a Public University in Selangor. The independent variables of this study consist of job stress, supervisor support, and work attitude; whereas the dependent variable in this study is work-life balance. The quantitative research method is selected and a questionnaire is used as the research instrument to collect data. There are 110 samples selected from the Administration office (N=110). The data collected is analyzed by using Statistical Packages for Social Science Version 26.0 (SPSS Version 26.0) software. Data was then analyzed both descriptively and inferentially. The results revealed that all variables have a significant positive relationship between supervisor support and work attitude with work-life balance and a significant negative relationship between job stress and work-life balance. The study emphasized the need for organizations to review the relevance of work-life balance programs, policies and activities that support and encourage employees to reduce stress in a workplace. Supervisor support also has the impact of making a positive work attitude among employees. This study gives insight to the organization in designing an appropriate system to enhance work-life balance.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, SELF EFFICACY, DAN WORK ENGAGEMENT TERHADAP PERILAKU KERJA INOVATIF YANG DIMODERASI OLEH LINGKUNGAN KERJA PADA PEGAWAI

Innovative work behavior can result in constructive conflict, innovation success, and a positive work attitude. Also there is an increase in performance, compatibility between demands and work abilities, job satisfaction, employee welfare, better interpersonal relationships, and increased personal growth. The purpose of this study was to determine the effect of transformational leadership, self-efficacy, and work engagement on innovative work behavior. The sample in this study amounted to 65 samples. The instrument used in this research is a questionnaire. Data were analyzed using Structural Equation Modeling with the help of the Partial Least Square (PLS) program. Based on the results of the study, it can be concluded that transformational leadership, self-efficacy, and work engagement have a positive and significant effect on the innovative work behavior of employees of the West Nusa Tenggara Province Communication, Informatics and Statistics Office. The work environment is able to moderate the relationship between transformational leadership on innovative work behavior of employees of the Information Communication and Statistics Office of the Province of West Nusa Tenggara, while others say that the work environment has not been able to moderate the relationship between self-efficacy and work engagement towards innovative work behavior of employees of the Office of Information Communication and Statistics of the Province of West Nusa Tenggara.
 Keywords:
 Transformational Leadership, Self Efficacy, Work Engagement, Innovative Work Behavior, and Work Environment

Can proactively induced organisational citizenship behaviour (OCB) foster positive work attitudes? Theorising the mediating role of ‘meaning of work’ for IT professionals

AbstractGiven the high employee turnover rates among information technology (IT) professionals, firms are on the lookout for ways to retain them. With this end in view, to keep their professionals committed and satisfied, many IT firms are making proactive efforts to induce a favourable organisational environment by encouraging employees towards extra‐role organizational citizenship behaviors (OCBs). However, there is scant evidence as to whether orchestrating proactively induced OCB results in positive work attitudes. Our study contributes by theorising the mechanisms through which OCB fosters positive work attitudes among IT professionals, which is expected to lower their turnover rates. Grounding our research in self‐perception and self‐determination theories, we hypothesize the relationships between IT professionals' OCB and their affective attitudes towards their organisation and job, as being mediated by their cognitive evaluations of the ‘meaning of their IT work’. We test the theorised model with data collected through a large‐scale two‐wave survey design from a multinational IT‐services company. The results offer a nuanced understanding of the relationship between OCB and positive work attitudes for IT professionals, which have significant implications for research and practice.

Company Performance Impacts Employee Engagement through Individual Benefit of Senior Management as a Mediator

The consequences of the COVID-19 pandemic continue to persist. The COVID-19 pandemic has had a significant impact on numerous Chinese companies, particularly small and medium-sized enterprises (SMEs), resulting in substantial challenges for their business growth and development. The employees experience heightened levels of tension and unease as they are concerned about potential job loss in the event that their respective companies fail to achieve sustained recovery and business growth. This, in turn, has a direct impact on employee performance and engagement. Simultaneously, a multitude of worker strikes emerged in the western world with the objective of securing higher wages and salaries. Notably, certain strikes were predominantly instigated by public sector employees during the current year. An illustration of this phenomenon can be observed in the United Kingdom during the first half of 2023, where an extended period of public sector strikes occurred. These strikes were initiated by teachers, doctors, and other workers in response to their demand for increased wages in light of high inflation (M & James, 2023). All of them had an impact on and worsened both company performance and employee engagement. In a context characterized by instability, it is crucial for companies, particularly those who regard senior management as critical personnel, to effectively mitigate employee anxiety and foster a positive work attitude. The research framework is constructed and the relationships among variables are explained using the expectancy theory of motivation (Vroom et al., 2015). The main research problem in this study is to determine the relationship between company performance on employee engagement in the presence of individual benefit of senior management as a mediator. Keywords: Company Performance, Employee Engagement, Individual Benefit of Senior Management, Expectancy Theory

Research on the Relationship Between Emotional Labor and Job Burnout of Educational Administrators of Several Universities in Yantai

In oder to understand the relationship between emotional labor and job burnout of educational administration administrators, this study conducted a questionnaire survey on related questions. Emotional labor and job burnout are significant correlated. The three strategies in emotional labor have different effects on job burnout. surface behavior is weak significant correlated with job burnout, deep behavior is weak significant correlated with job burnout, and natural behavior is very strong significant correlated with job burnout. Additionally, Surface behavior had weak significant effects on emotional exhaustion, deindividuation, and sense of achievement. Meanwhile, the deep behavior of educational administrators has significant effects on emotional exhaustion, deindividuation, and sense of achievement. Furthermore, natural behavior is very strongly significant correlated with emotional exhaustion, deindividuation, and sense of achievement. These findings will provide a wide range of assistance to educational administrators to promote their emotional management, ensure a positive work attitude and improve work efficiency.

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

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

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

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

The Effect of Positive Work Attitudes and Organizational Culture on Employee Productive Behavior

Employees within the Bawaslu or general election supervisory body in the regions, including West Nusa Tenggara, must work professionally and responsibly. For this reason, a positive work attitude is needed and can build productive work behavior as expected by related parties. In addition to work attitudes, support from the internal work environment is also needed, whi ch is expected to accelerate the influence of work attitudes on forming productive work behavior. The associative method was chosen to examine the influence between the variables studied, involving all 79 Bawaslu employees on the island of Lombok. Multivariate regression analysis using organizational culture as a moderating variable. The results showed that Bawaslu employees could express only a portion of positive work attitudes. Each is a spirit of change and ethical insight that influences productive behavior. Meanwhile, after being strengthened by the work culture, employee expressions can only show a spirit of change and a spirit of confidence that has a strong influence. Thus, the challenge for related parties is encouraging Bawaslu employees to improve positive work attitudes to develop more meaningful, productive work behavior.

The Effect of Positive Work Attitudes and Organizational Culture on Employee Productive Behavior

The Effect of Positive Work Attitudes and Organizational Culture on Employee Productive Behavior

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

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

An organizational design perspective on the monthly self-scheduling process in nursing homes: A multiple case study.

To describe the monthly self-scheduling process in nursing homes (NH), to determine how specific organizational design characteristics (including interpersonal relationships and leadership style) influence this process, and to examine the effect on individual, team, and organization-related outcomes. A multiple case study using an organizational design perspective as the overarching theoretical and explanatory framework. Data collection was performed in four Belgian NH during Spring 2019 using semi-structured interviews (n= 39), documents, and observations. Open, axial, and selective coding was used for the data reduction process, and a within-case and cross-case analysis was performed. The COREQ checklist was used for reporting the findings. One group (two NH) used self-scheduling because it corresponds with their decentralized organizational design. Together with a motivating head nurse and additional resources during the core phase of the process, this led to positive outcomes. In contrast, another group used self-scheduling under the assumption that it would solve the mismatch between their organizational design and other organizational problems, which resulted in less positive work attitudes. Self-scheduling should match the organizational structure and culture. Additional resources and an adaptive leadership style can help mobilize and support employees. Future research may use quantitative methods to confirm positive outcomes. This study contributes to the rare literature on self-scheduling in NHs by focusing on the monthly self-scheduling process and by including an organizational design perspective. NH management can become informed of different self-scheduling methodologies and the impact of specific organizational characteristics on this process. Head nurses can become aware that they need to adapt their leadership style to obtain improved outcomes. Three members of the study team met with several caregivers during field visits to conduct interviews and to observe the monthly self-scheduling process.

The Relationship Between Coping Strategies, Compassion Satisfaction, and Compassion Fatigue During the COVID-19 Pandemic.

The rapid spread of COVID-19 poses a significant threat to nurses' lives and health, resulting in varying degrees of mental distress. Nurses may experience compassion fatigue, and their professional quality of life and satisfaction may suffer as a result. Their coping mechanisms may vary as well, influencing their compassionate and safe care. The study's objectives are to explore levels of compassion satisfaction and fatigue among nurses and identify their coping strategies. Further, to investigate the relationship between coping strategies, compassion satisfaction, and compassion fatigue during the COVID-19 pandemic. Using a descriptive correlational design, this study was conducted with a convenience sample of 443 nurses working in an Egyptian university hospital. Nurses completed the coping strategy indicator scale and the professional quality of life (compassion satisfaction and compassion fatigue) scale. The data were analyzed using descriptive statistics, Pearson correlation, and regression analysis. Nurses' professional quality of life was average in terms of compassion satisfaction (2.95 ± 0.92) and compassion fatigue (2.38 ± 0.35). Nurses have a moderate use of coping strategies (2.13 ± 0.35). Problem-solving was rated as the highest coping strategy, while avoidance was rated as the lowest. Coping strategies showed a positive correlation with compassion satisfaction (r = 0.503, p < .001) and a negative correlation with compassion fatigue (r = -0.352, p < .001). In addition, coping strategies could predict 25.4% and 12.4% of compassion satisfaction and compassion fatigue, respectively (p < .001). Compassion satisfaction and fatigue are key determinants of nurses' quality of work life. Coping strategies, especially problem-solving and support systems, are vital to increase compassion satisfaction and mitigate burnout and secondary stress syndrome. Nurse managers should establish supportive work environments that promote nurses' well-being. Resilience-building programs and coping strategies' training are recommended to enhance the nurses' quality of work life and positive work attitudes.