Work Locus Of Control Research Articles

Locus Of Control and Job Satisfaction: A Comparative Study Between Male and Female Employees in It Sector Bangalore

The level of job satisfaction is one of the key pushing factors for improving employee productivity and efficiency in every organization. On the other hand job stress is pulling factor of job satisfaction, productivity and efficiency in the long run. Therefore, two are two extreme variables result into two opposite outcomes However, levels of job stress and job satisfaction varies as per the personalities of employees such as internal and external personalities and gender wise. The present study emphasized on the understanding the relationship between job stress, job satisfaction and work locus of control and variation between genders and type of locus of control among the 150 selected IT professionals in Bangalore. The outcome of the study evidence that, internal locus of control leads to higher job satisfaction of the employees in IT sector irrespective of gender variation and external locus of control causes lower job satisfaction. There is existence of negative correlation between job stress and external locus of control on job satisfaction. Besides, the study found insignificant variation in workplace stress, job satisfaction, and work locus of control. The study also observed high job satisfaction of the employees in IT sector with regarding to promotion, supervision, nature of work and support from colleagues and dissatisfaction regarding remuneration and operating conditions.

The impact of leadership learning on work locus of control

The study aimed to investigate the impact of leadership learning practices on the work locus of control among heads of departments at public universities in the Kurdistan Region-Iraq. More precisely, the study concentrated on investigating the impact of selected leadership learning practices; self-managed, practice-based, and formal learning practices on work locus of control. Data were collected from 207 heads of departments from different public universities in the Kurdistan Region-Iraq. A self-administered questionnaire of three parts was sent online to the participants to collect the primary data from the sample under the research. Descriptive and inferential statistics were utilized to analyze the collected data and test the research hypotheses using SPSS (25.0). The empirical results showed a positive relationship between leadership learning practices and locus of control. The Pearson correlation analysis revealed that all three leadership learning practices (self-managed, practice-based, and formal learning) were significantly related to the locus of control. The results of regression analysis supported these findings and revealed that leadership learning practices collectively explained 24% of the variance in the locus of control. The practice-based learning and formal learning practices were found to have the strongest positive impact on locus of control, while self-managed learning had a weak and insignificant impact. Hence, it can be said that these results assert the importance of leadership learning practices in promoting individuals’ locus of control. It is also suggested that investing in formal and practice-based leadership learning programs may positively influence the individual’s locus of control, which can have significant implications for personal and professional development. The findings indicate a positive relationship between leadership learning practices and locus of control. The Pearson correlation analysis revealed that all three leadership learning practices (self-managed, practice-based, and formal learning) were significantly related to locus of control. The results of regression analysis supported these findings and revealed that the three sub-dimensions of leadership learning practices significantly predict the locus of control, explaining 24% of the total variance. The practice-based learning and formal learning practices were found to have the strongest positive impact on locus of control, while self-managed learning had a weak and insignificant impact. Hence, it can be said that these results assert the importance of leadership learning practices in promoting individuals’ locus of control. The study also suggests that investing in formal and practice-based leadership learning programs may positively influence the individual’s locus of control, which can have significant implications for personal and professional development.

Procedural justice and well-being at work: Moderating role of self-variables and work locus of control

IntroductionThis study investigates the role of self-variables and locus of control in determining job-related affective well-being. ObjectiveIt especially focuses on the moderating role of Organizational Based Self-Esteem (OBSE), work self-efficacy, and Work Locus of Control (WLOC) in relation to procedural justice and positive/negative emotions in the banking industry. MethodCarried out in Istanbul, Turkey with participants from three banking institutions from private sector (n=190), responded to a questionnaire consisting of five sections (Scales for procedural justice, organization-based self-esteem, work locus of control and organizational commitment, plus demographic descriptive of the participants). ResultsResults of this research indicate the buffering effect of OBSE, work self-efficacy and WLOC on the interlinkages between negative emotions and procedural justice, but the moderating role of these variables is not confirmed for the relationship between procedural justice and positive emotions. ConclusionAmong the key findings of our study, the paper shows that the OBSE and work self-efficacy buffer to negative emotions in the case of low procedural justice, and the external locus of control provokes negative emotions in the case of low procedural justice.

Leading A Sustainable Workforce: Assessing the Pandemic’s Influence on Job Insecurities, Anxiety, Work Overload, and Turnover Intentions in Hospitality

The COVID-19 pandemic’s acute phase has faded, but the hospitality industry suffered extensive employee shortages due to industry layoffs, downsizing, terminations, closings, and the Great Resignation. Although the hospitality industry has rebounded, staff shortages and the impacts of the COVID-19 pandemic remain a concern. This study aims to explore the factors that affect employee turnover intention by highlighting the effect of the pandemic on employees’ anxiety, organizational changes, work stressors, and locus of control. Results found that the top three factors that led to employee voluntary turnover were organizational changes, stress from work, and work locus of control. This study also found that employees' anxiety resulting from COVID-19 does not affect their turnover intention. Analyzing statistical data and relationships among each factor can assist hospitality practitioners in developing strategies to recruit, motivate, retain, and engage staff for future crises, thereby creating a more sustainable workforce. Theoretical and practical implications for future research are also discussed.

The Role of Psychological Safety in Team Communication: Implications for Human Resource Practices

In the fast-paced environment of contemporary workplaces, characterized by a focus on innovation and collaboration, effective team communication stands out as a critical factor for organizational success. At the heart of such communication dynamics lies the concept of psychological safety—a shared belief within teams that encourages individuals to express themselves without fear of negative consequences. Recognized as a fundamental element for high-performing teams, psychological safety is now undergoing a paradigm shift in human resource (HR) practices, which traditionally concentrated on recruitment, training, and performance management. As organizations navigate the complexities of the global market, understanding and fostering psychological safety within teams have become imperative. This paper explores the multifaceted dimensions of psychological safety in team communication and its implications for contemporary HR practices. The groundwork for psychological safety was laid by Edgar Schein, whose seminal research emphasized the importance of trust and mutual respect in organizational settings. Drawing from social psychology theories, Schein highlighted psychological safety as a facilitator for authentic expression and constructive dialogue. Amy Edmondson's subsequent research further underscored the pivotal role of psychological safety, particularly in fostering open communication, learning, and innovation within teams. Psychological safety, defined as the perceived safety of interpersonal interaction, influences team communication and performance significantly. Various factors such as role-based characteristics, organizational trust, and empowering leadership contribute to its establishment. Trust moderates the relationship between work locus of control and psychological safety. Training interventions and individualized attention from managers have also been identified as means to enhance psychological safety, especially in interprofessional teams where it is crucial for effective communication and decision-making. Within psychologically safe teams, members feel empowered to voice opinions, share ideas, and challenge norms without fear of reprisal. This openness fosters a culture of constructive feedback and continuous improvement, driving innovation and problem-solving initiatives. Vulnerability, as advocated by Brené Brown, plays a crucial role in this context, facilitating authentic engagement and deeper relationships among team members. With the rise of remote work and virtual collaboration, the importance of psychological safety becomes even more pronounced. HR practices must adapt to foster psychological safety in virtual teams, leveraging technology to promote inclusivity and mitigate communication barriers.

Abusive supervision and cyberloafing: an investigation based on Stressor-Emotion-CWB theory

PurposeCyberloafing is an organization-directed counterproductive work behavior (CWB). One stream of literature deems cyberloafing to be bad for organizations and their employees, while another suggests cyberloafing is a coping response to stressful work events. Our work contributes to the latter stream of literature. The key objective of our study is to examine whether cyberloafing could be a means to cope with a stressful work event-abusive supervision, and if yes, what mediating and boundary conditions are involved. For this investigation, the authors leveraged the Stressor-Emotion-CWB theory which posits that individuals engage in CWB to cope with the negative affect generated by the stressors and that this relationship is moderated at the first stage by personality traits.Design/methodology/approachUsing a multi-wave survey design, the authors collected data from 357 employees working in an Indian IT firm. Results revealed support for three out of the four hypotheses.FindingsBased on the Stressor-Emotion-CWB theory, the authors found that work-related negative affect fully mediated the positive relationship between abusive supervision and cyberloafing, and work locus of control (WLOC) moderated the positive relationship between abusive supervision and work-related negative affect. The authors did not find any evidence of a direct relationship between abusive supervision and cyberloafing. Also, the positive indirect relationship between abusive supervision and cyberloafing through work-related negative affect was moderated at the first stage by the WLOC such that the indirect effect was stronger (weaker) at high (low) levels of WLOC.Originality/valueThis work demonstrates that cyberloafing could be a way for employees to cope with their abusive supervisors.

Demographic Characteristics and Locus of Control Associated with Employee Burnout

Introduction: Burnout in employees is caused by individual factors, including demographic characteristics and locus of control. This study aimed to analyze the relationship between demographic characteristics and locus of control with burnout among employees at the head office of a pharmaceutical company in North Jakarta. Methods: This research was a correlational study with a cross-sectional design. The population in this research were permanent employees of the pharmaceutical company's head office in North Jakarta, amounting to 88 employees. The research sample was 47 employees, using the probability sampling method with the proportional stratified random sampling technique. The independent variables in this research were gender, age, education level, marital status, and locus of control. At the same time, the dependent variable in this research was burnout. Data collection used the Maslach Burnout Inventory (MBI) and Work Locus of Control (WLOC). The data in this study were analyzed by the Spearman Correlation test and the Cramer Correlation test. Results: Most of the employees were female, 26-35 years old, married, and have a college education level. Burnout was moderate in most of these employees. Demographic characteristics which had a relationship with burnout were age (p=0.012) and education level (p=0.014). Meanwhile, gender (p=0.373) and marital status (p=0.297) had no relationship with burnout. Locus of control and burnout also had a relationship (p=0.015). Conclusion: Gender and marital status had no relationship with employees burnout. However, age and education level had a relationship with employees burnout. There was also a relationship between locus of control and burnout.

Relationships between proactive personality, work locus of control, and vocational satisfaction: the role of level of education

In this study, we examine the relationships between proactive personality, work locus of control, and vocational satisfaction. Moreover, we argue that these relationships vary depending on employees’ levels of education (i.e., employees with academic degrees versus without academic degrees). Drawing on Trait Activation Theory, we expected more pronounced relationships of proactive personality and work locus of control with vocational satisfaction for employees with academic degrees. We collected data of N = 2068 employees with a broad range of occupational backgrounds to test our assumptions. A partial disaggregation model revealed that both proactive personality and work locus of control were positively related to vocational satisfaction and that these relationships differed depending on the level of education. Regarding the relationship between proactive personality and vocational satisfaction, we only found evidence among employees with academic degrees. Although work locus of control and vocational satisfaction were significantly related among both groups of employees, the relationship was even more pronounced among employees without academic degrees. Consequently, our results underline the importance of taking inter-individual differences, such as the level of education, into consideration when looking at the effects of proactive personality and work locus of control on work-related well-being.

Factors Related to Burnout in The Covid-19 Vaccination Team in Subang District 2020-2022

Introduction: The COVID-19 Pandemic was happening around the World, including in Indonesia. All sectors were impacted, including health workers. The risks for physical and mental health increased during the Pandemic, including Burnout. Vaccination was a method for giving humans immunity. Subang is a District, West Jawa, Indonesia with a government policy for accelerating vaccination, which may impact demand and increase the team’s Burnout potential.Aim: Research was conducted to detect what factors correlated with Burnout in the Vaccination Team in Subang. Methods: Research was conducted in May – July 2022 in the Public Health Care, Subang District, West Java, Indonesia. The reseach uses simple random sampling, comprising 131 Vaccination Team members who complete this research. Variable factors are demographic factors (age, sex, marital status, education status), work factors (distance to workplace, work period, and task on the Vaccination Team), mental workload, and work locus of control. The analysis will be conducted with chi-square for correlation (bivariate) and logistic regression for analize the most related factors (multivariate). Result and Discussions: In this research, there is 44(33,3%) person of team members who have Burnout. No demographic factors correlate with Burnout (p-value>0.05). There is correlation between work period (p-value=0.022), mental workload (p-value = 0.049) and work locus of control (p-value=0.022) to Burnout. Work locus of control (p-value=0.012) was the most related factor to Burnout (aOR=2,9).Conclusion: Work period, mental workload, and locus control factors correlate with Burnout. Work locus of control was most related to Burnout in the Vaccination Team in the Subang District.

Who uses deceptive impression management to succeed at job interviews? The role of ethical ideologies and work locus of control

PurposeDrawing upon theories of ethical ideologies (idealism and relativism) and work locus of control, this study aims to examine how ethical ideology in job seekers influences their use of deceptive impression management (deceptive IM) behavior during job interviews.Design/methodology/approachA time-lagged study was conducted with two measurement waves to test our hypotheses. AMOS-SEM, which included bootstrapping (5,000 re-sampling) procedures to analyze the data, was used.FindingsResults indicate that a job seeker's relativistic ethical ideology influences their use of deceptive IM behavior during job interviews and work locus of control – internal [WLOC (internal)] mediates this relationship. Exploring the relationship between ethical ideologies of job seekers and their deceptive IM behavior at job interviews, this study found that relativistic individuals with WLOC (internal) were more inclined to engage in deceptive IM.Originality/valueTo the best of the authors’ knowledge, this is one of the first studies to explore the role of ethical ideology in influencing deception IM behavior during job interviews. Knowledge of the relationship between job seekers ethical ideologies and deception IM behavior at job interviews would alert HR managers to adopt additional screening processes to detect candidates who indulge in deceptive IM behavior to exaggerate their image to influence the interviewer's perception.

The impact of locus of control on workplace stress and job satisfaction: A pilot study on private-sector employees

The current study was an attempt to investigate the role of locus of control on work stress and job satisfaction. To collect data, participants were selected purposively. A total of 65 respondents were selected. The work locus of control scale by Paul E. Spector, job satisfaction survey by Paul E. Spector, and workplace stress survey by The American Institute of Stress were used for the study. The findings indicate that there was no significant difference in work locus of control, job satisfaction, and workplace stress concerning gender. It was found that individuals with an internal locus of control are more likely to have higher job satisfaction. The data were analyzed using mean, S.D, Independent t-test, and Pearson's correlation coefficient. Results also showed that work locus of control and workplace stress was found positively correlated; work locus of control and job satisfaction were found negatively correlated; workplace stress and job satisfaction were negatively correlated.

The Effect of Gender and Work Experience on Psychological Attributes at Workplace

For the past few years,the focus of the organizational psychologist is to work on creating a positive workplace environment and focusing on studying the perceived positive psychological attributes at the workplace. One of the primary reasons behind it is to develop and maintain a cordial and positive work climate for employees to have better interpersonal relations, violence-free climate, manager-employee relations, organizational policies, motivators, etc. All these psychological factors may influence the work environment in both a positive and negative manner. One of the perceived positive psychological attributes at the workplace is work locus of control, which describes whether employees reason out internal or external factors as the reason behind their actions and decisions. This might be leading to aggression and violence at the workplace, and thereby their personal growth might get influence. Hence, the present study aimed to explore the effect of gender and years of experience on the psychological constructs- violence prevention climate, work locus of control, and personal growth initiative using a 2x2 factorial design. For standardized scales pertaining to work locus of control, violence prevention climate and personal growth were administered on a sample of 200 employees (both male and female). The findings of the study highlighted that there was no significant gender difference on the three psychological constructs. However, years of experience did have a substantial effect on personal growth initiative and work locus of control. Additionally, a significant difference between years of experience on “practices and response” and “pressure for unsafe practices” dimension of violence prevention climate was also obtained.

Employee Organisational Commitment and the Mediating Role of Work Locus of Control and Employee Job Satisfaction: The Perspective of SME Workers

In Southern Africa, employees play a critical role in the growth of small and medium enterprises (SMEs). As a result, SMEs’ effectiveness depends on the presence of virtuous workplace spirituality and procedural justice, which affects work locus of control, employee job satisfaction, and employee organisational commitment. The researchers looked at how work locus of control, employee job satisfaction, and employee organisational commitment were influenced by workplace spirituality and procedural justice among SME employees in Harare, Zimbabwe. The study data was quantitatively analysed. According to the results, workplace spirituality, procedural justice, and work locus of control all play a role in enhancing employee job satisfaction and commitment. The relationship between workplace spirituality, procedural justice, and employee organisational commitment was positively influenced by work locus of control and employee job satisfaction. The findings of this study are expected to provide valuable insights into the unique key determinants affecting work locus of control, employee job satisfaction, and employee commitment to the organisation.

Cognitive hardiness in coaching: Personality trait, skill, or outcome?

Introduction:Client factors contribute the largest variance to predicting successful coaching (McKenna & Davis, 2009). One important client factor related to appraising work and life change and adversity as a challenge, possessing a sense of self-efficacy, and having an internal sense of locus of control is cognitive hardiness. The aim of this study is to help coaches clarify whether cognitive hardiness acts as a relatively stable personal resource influencing the outcomes of coaching (personality trait), something that can be improved by coaching (skill) or is a useful outcome measure.Design:A total of 256 employees working in a tax audit company were asked to complete a set of validated measures to explore the association with specific individual factors (hardiness, happiness, proactive coping) with multiple work (job satisfaction, work self-efficacy, work conflict, and counterproductive behaviour) and health outcomes (physical symptoms, job burnout, and depression).Results:Regression analyses were used to identify the individual factors that contributed to predicting work and health outcomes. Cognitive hardiness significantly added to predictions of burnout, depression, happiness, work locus of control, job satisfaction, work conflict, and proactive coping but not work-related self-efficacy, physical symptoms, or counterproductive behaviour (p<.001). Results of the stepwise multiple linear regression indicated that five variables significantly contributed to the prediction of cognitive hardiness (happiness, locus of control, depression, proactive coping, and burnout) accounting for R2 of .56 (F (9,256) = 60.82, p<.00).Conclusion:Extending prior research demonstrating significant change in cognitive hardiness following individually based coaching and training programmes using the same assessment, the results of this study lend support that this construct can act as personality trait, but also can be used as a useful outcome measure in coaching effectiveness, as well as a skill that can be enhanced as a result of specific psychoeducational techniques and strategies. Implications for coaching psychology, based on different conceptualisations of cognitive hardiness are discussed.

Relational dynamics amongst personal resources: Consequences for employee engagement

Orientation: Consistent with the central tenets of the job demands-resources theory, research has shown that personal resources foster employee engagement. There is, however, a gap in the literature, as limited research has explored the relational dynamics amongst personal resources.Research purpose: Firstly, to explore the relational dynamics amongst personal resources and, secondly, to determine its consequences for employee engagement.The motivation of the study: Employees possess multiple personal resources. In consideration of this, the researchers propose that it is necessary to adopt a structural model to capture the interrelatedness of the personal resources phenomenon and its consequences for employee engagement.Research approach/design and method: A quantitative cross-sectional survey design was used in the study to collect primary data amongst teachers from public schools located across the Western Cape province (n = 353).Main findings: The results of the study demonstrated that personal resources are related to each other and, in turn, foster employee engagement.Practical/managerial implications: The researchers recommend human resource interventions that can be developed and implemented to cultivate personal resources, specifically emotional intelligence, work locus of control, psychological capital and calling orientation.Contribution/value-add: A structural model was adopted to explore the relational dynamics amongst personal resources. This enabled the researchers to capture the complexity of the personal resources phenomenon and its consequences for employee engagement.

AN ANALYSIS OF THE GOAL LEVEL SELECTION AMONG INDONESIAN CUSTOMS OFFICERS

Goal-setting is an essential tool to improve individual and organizational performance. The study about goal-setting has been done immensely in the past century. However, research on goal-setting is rarely conducted in Indonesia's Public sector, especially in Customs and Excise work environment. A survey of Indonesian Customs is carried out to examine the correlation between individual variables that are self-esteem, work locus of control, self-efficacy, supervisor's support, anticipated reward, and other organizational support with employee goal level selection. 45 merchandise goods-related document analysts and goods inspectors are included in the survey, where a small experiment is administered by asking the respondent to set their target independently. Using the Spearman correlation analysis, the result indicated that only work locus of control has a significant negative association with goal-level selection, particularly promotion and job acquisition subscales. Self-esteem and self-efficacy are found not significantly correlated with goal-level selection, and so are support from supervisors, office environment, and monetary reward.

Validation of Korean Version of the Work Volition Scale

This study aimed to validate a Korean-language version of the Work Volition Scale (WVS). Participants were 453 South Korean adults recruited through a survey panel website. In Phase 1 ( n = 230), the original WVS was translated into Korean. Exploratory factor analysis revealed a three-factor solution (volition, financial constraints, and structural constraints), consistent with the original WVS. In Phase 2 ( n = 223), confirmatory factor analysis supported the goodness of fit of the three-factor structure. Convergent validity tests demonstrated that the Korean WVS was positively correlated ( p < .01) with core self-evaluation and work locus of control and negatively correlated ( p < .01) with the intention to quit employment. In a hierarchical regression analysis, controlling for core self-evaluation and work locus of control, work volition positively predicted job satisfaction ( p < .001). The Korean WVS is a valid assessment tool that can be used by career counselors and researchers working with South Korean adults.

The effect of work locus of control and general health on accident - proneness : The mediator role of effort - reward imbalance

Introduction: Workerschr('39') accident-proneness is considered as an inherent and coherent feature in incidence of occupational accidents. Therefore, recognizing its determinants could be effective in preventing such accidents. This study aimed to investigate the effect of work locus of control and general health on accident-proneness with the regard to the mediating role of effort-reward imbalance. Methods: This analytical and cross-sectional research was conducted in 2018 using structural equation modeling (SEM) with partial least square approach. In total, 225 employees with a history of occupational accidents in Esfahan Steel Company were selected. Data analysis was performed using SPSS-23 and SMARTPLS3. Results: The obtained results indicated that the measurement and structural models were fitted. In addition, results demonstrated that all assumptions of the research were significant with the exception of the general health effect on accident proneness. Conclusion: The results of this study showed that by controlling the work environment stressors, such as balancing effort-reward, could reduce the accident- proneness. In addition, by checking the general health and work locus of control to prevent the occupational accidents in the sieving process, people with internal control should be selected for stressful occupations.of work locus of control and general health on accident-proneness with the regard to the mediating role of effort-reward imbalance.

Further validation of the Genetic Counseling Self-Efficacy Scale (GCSES): Its relationship with personality characteristics.

Demonstrating validity of a tool for genetic counseling self-efficacy could help determine if this is a useful tool for training outcomes or other purposes in the field. The purpose of the current study was to describe the relationship between genetic counseling self-efficacy, measured by scores on the Genetic Counseling Self-Efficacy Scale (GCSES), personality characteristics, clinical characteristics, and performance on the American Board of Genetic Counselors (ABGC) board certification examination. Genetic counselors, recruited via email through the National Society of Genetic Counselors (NSGC) Student Research Survey Program, completed an online questionnaire that included the GCSES, work locus of control (WLOC) scale, trait subscale of the State-Trait Anxiety Inventory (STAI), and questions related to board examination performance. Higher genetic counseling self-efficacy factor scores for four of six factors were significantly associated with lower WLOC scores indicative of internal locus of control (p's<.05); higher genetic counseling self-efficacy factor scores for all six factors were significantly associated with lower trait anxiety scores (p's<.05). In addition, increased years of experience and providing direct patient care were found to be significantly related to higher scores for all six-factor scores on the GCSES (p's≤.05). Multiple linear regression models were performed to assess combined effects of predictor and demographic variables and demonstrated that professional factors were most significantly associated with GCSES factor scores. Findings from the current study provide additional validation for the GCSES and add clarity to the relationships between genetic counseling self-efficacy, personality characteristics, and professional factors. Validation of the GCSES supports the usefulness of this tool as an outcome for genetic counseling training purposes. In addition, the GCSES could be used for self-reflective practice for genetic counselors. Further studies are needed to investigate the relationship between genetic counseling self-efficacy and genetic counselor competency.

Is There a Relationship Between Work Locus of Control and Interpersonal Conflict at Work

Is There a Relationship Between Work Locus of Control and Interpersonal Conflict at Work