Workplace Perceptions Research Articles

Role Stress, Work-Family Conflict and Emotional Exhaustion: Inter-Relationships and Effects on Some Work-Related Consequences

Recent research demonstrates that attitudes toward the workplace are influenced by both work and non-work domains. This study examines the inter-relationships of role conflict, role ambiguity, work-family conflict, emotional exhaustion, job satisfaction and propensity to leave in a sales environment. Results indicate that: role conflict is significantly related to emotional exhaustion; work-family conflict is significantly related to both emotional exhaustion and job satisfaction; and, that emotional exhaustion and job satisfaction are related to salesperson propensity to leave. These results support other research indicating the conflict between the work and home domains is highly related to important workplace attitudes and perceptions and suggests that work-family conflict should be included in models examining employee response to the effects of stress.

Perceptions of work and workplace: Mediators of the relationship between job level and employee reactions

This study examined the hypothesis that the well‐established relationship between hierarchical job level and employee affective outcomes is mediated by perceptions of work and workplace. A total of 228 employees of a large bank completed questionnaires. Analyses of variance and covariance revealed that employee perceptions of control and influence (i.e. work experiences) and perceptions of privacy and crowding (i.e. workplace experiences) accounted for job grade differences in satisfaction and turnover intentions. These results provide support for an application of the Job Characteristics Model, suggest a potential extension of the model, and illustrate the significant effects of employee perceptions of work and workplace on affective outcomes.

Correlational and Known‐Group Comparison Validation of a Workplace Prejudice/Discrimination Inventory

A new inventory designed to assess perceptions of prejudice and discrimination experiences on the job was developed. Three approaches to validating it were employed. First, factor analysis was done for responses from one set of workers then replicated with responses from a second sample. These analyses indicated that a single significant factor accounted for a large proportion of the variance in responses to 15 of the 16 items on the inventory. Second, to begin to develop its place in a nomological network, a study was done in which the prejudice/discrimination inventory scores were correlated with other theoretically relevant constructs. Finally, a known‐group comparison approach was taken in which scores on the inventory were contrasted from three groups of respondents known to differ in perceptions of workplace prejudice/discrimination levels. Both the correlational and the comparative data generally supported the validity of the instrument

A survey of women managers in Taiwan: Perceptions and perspectives

More open governmental and industrial policies have changed business operations dramatically in Taiwan in the past few years. There are now more women managers than there were just a few years ago. Currently, the growing body of research on women employees has been discussed in many diverse publications, but data on female managers in Taiwan are scarce. The purpose of this study is to conduct a regional survey to solicit women managers' perceptions of today's working environment in Taiwan. Variables employed to measure the perceptions of overall workplace were: qualification/credential, compensation, colleagueship, leadership style/role of supervisor, sexual harassment, corporate policy, advancement on the job, and demographic profile. The targeted sample group was made up of 500 women managers who were executives in a wide range of the private sector in the metropolitan Taipei area. Two hundred and eight of the 215 questionnaires returned were included in the analysis.