Workplace Attitudes Research Articles

Understanding Narcissism in the Workplace: The Dual Impact of Self-Efficacy and Political Skill on Attitudes and Performance

This study examines cognitive and behavioral mechanisms that explain why narcissism leads to positive and negative workplace outcomes. By sampling 296 working adults in the United States at three time points, we tested the model using partial least squares structural equation modeling. Drawing from social cognitive theory, we explore how grandiose and vulnerable narcissism influence workplace attitudes and behaviors, including organizational commitment, citizenship behavior, and workplace deviance. Our findings reveal that these differences are mediated through the serial mechanisms of self-efficacy and political skill. By highlighting the role of self-concept and social effectiveness skills in shaping narcissistic employees’ workplace behaviors, this study contributes to a deeper theoretical understanding of the factors motivating their engagement in positive workplace contributions versus unethical workplace behaviors.

Fathers' use of extended parental leave: exploring company barriers in Sweden

ABSTRACT In Sweden, men's parental leave rights are considered important for realizing gender equality. Men have the same compensated leave rights as women: three months each of nontransferable and transferable leave. Nevertheless, less than 20% of couples share leave equally (each taking 40% or more of all leave days). Understanding the circumstances under which fathers take leave beyond nontransferable months is important if equality is to be realized, yet few studies investigate this. Our survey of human resource directors in Sweden's top companies revealed extended leave use was not normative for fathers’ and especially male top managers and aspects of the gendered culture and structure of work organizations were associated with less extended leave use. Company awareness of parental leaves benefits for the company was significantly and independently related to fathers’ and top male managers' extended leave use. Positive workplace attitudes and less job specialization increased fathers’ extended leave use. Companies’ setting fewer conditions encouraged more top male managers to take extended leave, as did a policy of managerial training to facilitate fathers’ leaves. Greater understanding of company barriers to fathers’ extended parental leave use may encourage companies to remove those barriers which can increase fathers’ use of extended parental leave.

Work Engagement and Organizational Commitment Relationship with Career Growth

Purpose – The study aims to explore the correlation between work engagement and organizational commitment from an organizational standpoint, and their influence on career advancement from the perspective of graduates Aims(s) – It will examine graduates' career growth (career goal progress, professional ability development, organizational return growth, career advancement growth), organizational commitment (affective Commitment, continuance Commitment, normative Commitment) and work engagement (vigor, dedication, absorption) . Question： Is there a significant relationship between the graduates' career growth and each of the following? a. Sustenance of their work engagement b. Manifestation of their organizational commitment Hypothesis ： Work engagement and organizational commitment positively correlate with graduates' career growth. Design/methodology/approach – This research adopts a quantitative approach with a correlational research design. The Utrecht Group's frame of reference has largely shaped the concept of work engagement. The majority of the articles examined used UWES as a tool, according to Zahari and Kaliannan's systematic review (2022). The most accepted tool to measure Organizational Commitment is that of Allen and Meyer (1990). and generalization of findings across various studies. Spearman-rank correlation was used to determine the significant relationship between graduates’ career growth and sustenance of their work engagement and manifestation of their organizational commitment. Findings – There is a significant relationship between the level of career growth and work engagement among the participants. Additionally, their level of career growth also shows a significant positive correlation with their commitment to the organization. Employees with more excellent career advancement opportunities tend to be more invested in their work and demonstrate a more substantial commitment to the organization. Limitations of the study – through consistent investment in the professional development of their employees, firms not only enhance job engagement but also foster a highly proficient and driven staff. Ultimately, this positive cycle of advancing in one's profession and being dedicated to the company helps achieve overall success and ensure its long-term existence. Originality/value – This research endeavor on graduates' work engagement, organizational commitment, and career growth proves to be highly beneficial for the government. holds significant importance as it aims to generate empirical evidence about workplace attitudes among business master's and doctorate students, as opposed to relying solely on theoretical speculation. Lastly, the industry/company/employer will also benefit from this study by having committed employees who can contribute much to the attainment of the organizations’ goals and objectives.

A psychometric evaluation of the Opening Minds Scale for Workplace Attitudes (OMS-WA), a measure of public stigma towards mental illnesses in the workplace

The anti-stigma Opening Minds initiative (Mental Health Commission of Canada) identified the workplace as one of four critical areas for stigma evaluation and programming. Researchers found, however, that no validated tool to measure stigma in this context existed at the time. The purpose of the current research was to develop and assess the psychometric properties of a multi-component quantitative measure of public stigma towards mental illnesses in the workplace: Opening Minds Scale for Workplace Attitudes (OMS-WA). Three studies are discussed. Study 1 outlines the initial development of the OMS-WA, finding a five-factor structure with 23 items (EFA analysis; N = 207). Study 2 utilized employees from various businesses to further validate the OMS-WA, (N = 107), finding good internal consistency and good convergent/divergent validity. Study 3 utilized baseline data from two national large-scale stigma reduction and resiliency programs (first responders and general workplaces) to confirm the factor structure, finding good model fit and reliability with both samples (N = 5385; N = 1207). Together, these results provide strong evidence of the OMS-WA. Its use in measuring workplace stigma related to mental illness is recommended. Considerable future evaluation is warranted, and directions for generalizability studies, as well as suggestions for using the OMS-WA in intervention trials, are provided.

The Influence of Brazilian Culture on Organizational Structure, Employee Motivation and Recruitment and Selection Practices, While Considering German Practices, is Significant

Organizational behavior (OB) focuses on studying the behavior of people within organizations. It aims to understand, predict, and influence human behavior an structure to enhance organizational performance. Globalization refers operating and competing in the global economy while upholding social responsibilities and business ethics. There is a prediction by French that the global shortage of workers may decrease in the future. Additionally, adopting cross-cultural approach in OB helps in recognizing variations in workplace attitudes and behavior among individuals and groups (Christy, 11th edition, 2016). Geert Hofstede identified four cultural dimensions: power distance, uncertainty avoidance, individualism, and masculinity, Additionally, Fon Trompenaars, Charles Hampden- Turner identified seven areas in which cultural differences affect aspects of organizational behavior. These areas include relationships and roles, individual oriented societies, the display of emotions in public, the significance of building relationships in diffuse cultures, and the value of achievements within societies, the shift from collectivism towards individualism in Brazil validates Hofstede’s assumption about cultural change due to global economic growth. (Podrug, et al., n.d.).

Correlation between Big Five Personality and Workplace Attitude in People in Research and Manufacturing Sector

Studies have shown a correlation between neuroticism and aggressive behaviors. In this study, we use data collected from employees working in the manufacturing and research sector to form associations between big-five personalities and aggressive workplace behavior. A correlation was established between personality (neuroticism, openness, agreeableness, extraversion, and conscientiousness) and aggression (physical aggression, anger, verbal aggression, and hostility). Additionally, the study also examines any correlation between aggression and participant’s motives (need for power, need for achievement, and need for security). The sample consists of 47 participants from a research and manufacturing unit of India. B5T was used to measure the big five personality aspects and a brief aggression questionnaire was used to measure four aspects of aggression. Using the Pearson Correlation, a statistically significant positive correlation was established between neuroticism and two subsets of aggression—anger and hostility. Additionally, there was a positive correlation between openness to new experiences and physical aggression, another subset of aggression. This result was not supported by the existing literature. Thus, more research is needed to examine this link. Interestingly, this paper found no statistically significant negative correlation between aggression and agreeableness that is well documented in other studies. Moreover, no significant correlation between people’s motivations and behavior was found. A workplace can employ the use of these results to see which personality type would best benefit from which kind of aggressive intervention. Hence, they can help provide a more targeted intervention for aggressive behavior in the workplace.

Cross-cultural validation and formulation of key evidence-based back pain messages for Zambian nurses.

Workplace attitudes among nurses with back pain disability are usually unsupportive as nurses tend to rely on passive approaches like pain medications and taking sick leave to manage the impact of their back pain experiences. To lessen the burden of back pain disability, this paper aimed to collate information from publicly accessible health resources such as posters, pamphlets, and electronic resources and cross-culturally validate this information for nurses in Zambia. Focus group discussions were used to produce the validation data for this study's qualitative research design. For cross-cultural validation, deductive analysis was carried out using Herdman's framework for Conceptual Equivalence, Item Equivalence, and Semantic Equivalence. The 14 messages on back pain given to the participants were reviewed to enhance clarity, applicability, and acceptability. Messages with similar meanings were merged, reducing the total number to 7. The revisions made to the 14 back pain messages aimed to improve understanding, acceptability, and relevance within the contexts and circumstances in which nurses' practice. This is important because the messages adapted for use in low- and middle-income countries like Zambia are equivalent and applicable to those originally developed in high-income countries.

Exploration of English Professional Talent Cultivation under the Perspective of Computer Training System and Digital Humanities

That use of electronic developments within speech instruction for that promotion of multidisciplinary study was explored within the context of a computerized training curriculum for the modern humanities. This technique may help individuals improve their analytical pondering, interaction, and crisis solution abilities, which will make them more marketable in today's competitive, international professional environment. In order to succeed in today's tech-driven society, professionals working with the English language should make use of computer-based educational methods and digitized antiquities. Its research provides an integrated example of the potential effectiveness of using such an exploratory educational package to help ESL university students acquire business interaction skills with an entrepreneurial mentality. Main research examines how pupils' involvement attitudes and perspectives regarding respect topic "workplace attitudes of thought" are affected by a one-time education situation, using the 5E cognitive method for its educational basis. The five-step framework consists of the following steps: introduction, investigation, presentation, development, and assessment. Further, every stage of education utilized education practices including academia-industry joint imparting a business outdoor journey, self-reflection, and task-based presentations to place an emphasis on the growth of pupils' interpersonal, shared, and ability to solve problems. Students' opinions on the usefulness of interaction exercises have been collected quantitatively and qualitatively via monthly diary entries and conversations with small groups of students. The research found that using an inquiry-driven method of education and studying helped pupils improve their involvement and practical and abstract abilities, including reasoning, teamwork, and language.

A short version of the Opening Minds Scale–Workplace Attitudes: Factor structure and factorial validity in a sample of Canadian public safety personnel.

A short version of the Opening Minds Scale–Workplace Attitudes: Factor structure and factorial validity in a sample of Canadian public safety personnel.

Wearables for Well-Being: A Longitudinal in Situ Study of Smartwatches to Understand and Enhance Line-Level Housekeeping Work

Increased strain on the hospitality industry following the COVID-19 pandemic and ensuing labor shortages has led to calls for new technologies such as smartwatches for understanding and improving work conditions for housekeepers, who are often from vulnerable and marginalized populations. In addition to concerns regarding how new technologies will be received by workers, questions remain as to whether metrics derived from smartwatches can usefully predict aspects of the worker experience, such as feelings of stress. We recruited 20 hotel housekeepers to wear smartwatch-based sensors during work for approximately 20 eight-hour shifts. In addition to pre- and post-participation surveys on workplace attitudes, participants provided daily stress ratings. Findings revealed increased technology acceptance and perceptions of organizational support following smartwatch use. Smartwatch metrics reliably predicted participant ratings of daily and overall stress. Theoretical implications for technology acceptance and practical implications for introducing technology into the workplace are discussed.

The Impact of Adjustment on Workplace Attitudes and Behaviors Among Health Care Workers During the COVID-19 Pandemic.

We examined the impact of health care workers' (HCWs) adjustment to the COVID-19 pandemic on their work-related attitudes and behaviors. HCWs ( n = 1468) participated in an observational longitudinal study in which they completed surveys of anxiety and occupational health between 2020 and 2021. Most HCWs reported anxiety that was consistently below the diagnostic threshold (68%) or fell below the threshold within a year (16%). Others reported consistently high (14%) or increasing (2%) anxiety, especially women, younger HCWs, those with a weakened immune system, and allied health professionals. Consistently high or increasing anxiety was associated with poorer job satisfaction, work engagement, perceived supervisor support, burnout, and turnover intentions. Resources to support HCWs may be focused on those who report consistently high or increasing anxiety to minimize the effects of crises and disasters on the workforce.

A Systematic Review of Dementia Research Priorities.

Patient involvement is a critical component of dementia research priority-setting exercises to ensure that research benefits are relevant and acceptable to those who need the most. This systematic review synthesises research priorities and preferences identified by people living with dementia and their caregivers. Guided by Joanna Briggs Institute methodology, and Preferred Reporting Items for Systematic Reviews and Meta-Analyses framework, we conducted a systematic search in five electronic databases: CINAHL, Medline, PsycINFO, Web of Science and Scopus. The reference lists of the included studies were also manually searched. We combined quantitative and qualitative data for synthesis and descriptive thematic analysis. Eleven studies were included in this review. Findings are grouped into four main categories: Increase in knowledge, education, and awareness; Determining the cause; Sustainability of care; and Cure of dementia and related conditions. There is a need to respond to the stigma associated with dementia, which limits access to care and the quality of life for both people living with dementia and their caregivers. We need to work on changing public, private and workplace attitudes about dementia and encourage supporting and participating in dementia research. Future research should involve people living with dementia and their primary caregivers from culturally and linguistically diverse communities in priority-setting exercises.

Illuminating Fairness: A Comprehensive Review of Workplace Equity Sensitivity

The literature on equity sensitivity is fragmented and has numerous inconsistencies, with various conjoined fields being studied. Given the shortcomings that equity sensitivity fulfils in the workplace equity theory and the predictive power of the construct to explain the workplace attitudes and behaviours, this review aims to synthesise the highly fragmented studies, highlight the publication activity, propose a framework based on a content analysis and identify the research gaps in the area of equity sensitivity. This review also aims at suggesting future research avenues in the field of equity sensitivity. Using a systematic literature review approach, the present study reviews 74 articles published from 1987 to 2020 on equity sensitivity. The review provides a content analysis-based framework for future directions of research and reveals a lack of consensus around a theoretical framework and ambiguity in the conceptualisation of the equity sensitivity. Additionally, the lack of longitudinal qualitative research with limited sample selection are the methodological gaps hindering the field’s progress. This work will help future researchers, interested in extending their contribution to this field.

I'm only here for the donuts: stand-up meeting relevance's effects on work meaningfulness and motivation

PurposeStand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.Design/methodology/approachFollowing the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.FindingsConsistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.Practical implicationsOrganizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.Originality/valueThis work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.

Risk of Work Accidents Due to Work Attitude in Speedboat Crews

Introduction:A work accident is an unwanted event that can result in loss that occurs at work. Workplace attitude incompatibility leads to fatigue and a variety of complaints, all of which contribute to the occurrence of work-related accidents. The purpose of this study is to determine whether there is a relationship between work attitude and the risk of work accidents among speedboat crew members at SDF Port, Tarakan City. Methods: This research used quantitative analysis with a cross-sectional design. Data were obtained through questionnaires and direct interviews. This research population is the speedboat crew at the Port of SDF Tarakan City; a total of 130 crew members were sampled using a non-probability sampling technique with the accidental sampling method. This study used the Chi-Square test to perform the statistical analyis. Results: As many as 64.6% of workers were involved in an accident, with the majority of them slipping. In contrast, 85 workers (65.4%) have the incorrect work attitude. Conclusion: It can be concluded that there is a significant relationship between work attitude and the risk of accidents among speedboat crews. The ship’s management should make guidelines regarding working in a speedboat. Briefings before and after work are also one of the solutions for ensuring the crew members work according to predetermined standards.

Role of Social Media In Business Management Students’ Communication Skills

This study explores the role of social media in business management students' communication skills. Specifically, the study aims to answer ten research questions related to social media use, benefits and challenges, perceptions, improvements, engagement, workplace attitudes, communication patterns and behaviours, training strategies, and academic performance. Quantitative and qualitative methods, such as surveys, interviews, and social media analysis, were utilized to gather data from business management students. The findings suggest that social media is widely used by business management students for communication purposes, with a preference for certain platforms. Business management students recognize the benefits of social media but also acknowledge challenges such as privacy and security concerns. The use of social media in communication positively influences engagement among students, but improvements in multimedia content creation and knowledge of privacy and security settings are needed. The survey findings suggest that business management students can benefit from several recommendations to effectively use social media for professional purposes. They should prioritize engaging in conversations, invest in multimedia content creation and promotions, increase their knowledge of privacy settings, improve their proficiency in social media analytics, participate in online courses, and seek opportunities to collaborate. By following these recommendations, students can leverage social media in their professional lives, enhance their communication skills, and adapt to changes in the business environment.

On-the-job training supports for people with intellectual disability employed in aged care

ABSTRACT Background: Traineeships have been proven to be beneficial vocational pathways for people with intellectual disability however to date the on-the-job training provision associated with traineeships has not been well documented. Method: This study describes components of on-the-job training provided to eight people, most with intellectual disability undergoing traineeships for 12 months in four aged care services. Sheri et al.’s (2019) framework for mentors during training was used to examine the findings. Results: Challenges in the traineeships were common to most new staff, such as developing confidence, recognising the urgency of some tasks, and time to learn how to support aged-care residents. The findings highlighted on-the-job training that was individualised, incorporating a variety of approaches was most beneficial to the trainees. Conclusions: Traineeships for people with intellectual disability require support from both the trainee and mentors. This support is essential to develop skills and ensure positive workplace attitudes.

The Impact of Organizational Identification and Moral Identity Centrality on Organizational Engagement of Millennials: The Moderating Effect of Work Values

This study investigates the moderating impact of work values of Millennials on their organizational engagement from a social identity perspective. Organizational engagement which is conceptualized as a dimension of engagement has been rather overlooked in literature. The study of Millennials’ work values and their impact on workplace attitudes and behaviour of Millennials is of timely importance given that they are becoming the largest generational cohort in global workforces. Social identity perspective is contemporarily applied in terms of various dimensions of engagement. The survey was conducted involving 285 Millennial MBA students in two of the leading universities in Sri Lanka, using a structured questionnaire. The data was analyzed using structural equation modeling. The results indicated no support for the premise that the work values of Millennials moderated the relationships between organizational identification or moral identity centrality and organizational engagement of Millennials. This study addresses the knowledge gap pertaining to the organizational engagement of Millennials and provides valuable insights into the work values of Millennials, through a social identity perspective. The findings imply that Millennials may not be different from others in terms of the relationships among organizational identification or moral identity centrality and engagement.

Constructing and Validating Professional Competence Indicators for Underwater Welding Technicians for Offshore Wind Power Generation in Taiwan

This study aims to develop professional competence indicators for underwater welding technicians for offshore wind power generation in Taiwan. A literature analysis methodology was employed to gather and investigate research studies related to competence indicators in the underwater welding domain of offshore wind power generation. Subsequently, the Delphi method was utilized to conduct a three-round questionnaire survey, aiming to seek expert opinions regarding the appropriateness and differentiation of these competency indicators. To examine the consistency and significance of expert opinions, the data were subjected to K–S single-sample analysis and K–W one-way analysis of variance. The study identified three main dimensions of professional competency indicators for underwater welding technicians in offshore wind power generation: professional skills, professional knowledge, and workplace attitudes. These dimensions further led to the identification of 10 sub-dimensions, including equipment operation, welding practice, welding inspection, metal materials, welding graphics, occupational safety, quality standards, process improvement, self-management, and teamwork. These sub-dimensions further informed the identification of 75 specific behavioral components as criteria. This study provides findings to enhance future staff training and talent recruitment, benefiting relevant units and managers. These results contribute to enhancing the competence and performance of personnel in underwater welding for offshore wind power generation.

Ethical Leadership: Descriptive Literature Review of the Diverse Influence and Development of Ethics upon Public Sector and Military Leaders, Followers, and Organizations

Literature reviews are a significant tool for examining the breadth and depth of a selected body of literature. Although there are many types of literature reviews, ranging from narrative to meta-analysis, this article uses a descriptive review. Descriptive reviews are extremely useful for examining a body of literature, highlighting key areas of interest, particularly as it addresses a specific research question, or is directed toward a particular purpose. This article utilizes a descriptive review of ethical public leadership, both in civilian and military organizations, particularly focusing on two critical areas of interest: theme identification and issue development. Four key themes were identified: leadership trust, organizational environment, relationship between employee and workplace attitudes, and ethical competence. Our review elicited several key issues reflected in the ethical public leadership literature: leader behavior relationship, employee or follower behavior, education, development, and training, and organizational awareness. In addition, four corollary issues emerged: influence of military leadership behavior, geographic distribution of study populations, distinct array of leadership positions, and methodological diversity. Our primary conclusion is that ethical public leadership research, particularly focusing on our four key issue areas, is present in all public organizations, civilian or military, crosses organizational, cultural, and geographic boundaries, and utilizes multiple types of methodologies. In summary, while we recognize limitations to our review, and point out key areas for future research, we contend public leadership is and should continue to be a fertile and significant area for ethics research and development.