This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance...This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance.Data were collected from 2411 preschool teachers in China(female=98.01%;mean age=29.12 years,SD=6.28 years).These data were analyzed using structural equation modelling,bootstrapping and latent moderate structural equations.The results indicated that teachers’perception of pay fairness is directly associated with self-rated job performance.Additionally,pay fairness perceptions have an indirect effect on higher job performance through job satisfaction.The social support that teachers perceive moderates the relationship between pay fairness perception and job satisfaction:the more social support teachers receive,the weaker the impact of pay fairness perception on job satisfaction.Thesefindings suggest that teachers’perception of pay fairness is related to their sense of quality of work life,as indicated by their job satisfaction and performance.展开更多
Background:Social media addiction,one of the behavioural addictions,is a significant predictor of job performance.It has also been posited that individuals whose fundamental requirements(e.g.,sleep)are not sufficientl...Background:Social media addiction,one of the behavioural addictions,is a significant predictor of job performance.It has also been posited that individuals whose fundamental requirements(e.g.,sleep)are not sufficiently met andwho lack adequate support(e.g.,perceived social support)are incapable of effectivelyharnessing theirpotential.The primary objective of this study is to examine themediating effects of sleep disorder and perceived social support on the relationship between social media addiction and job performance.Furthermore,it seeks to explore the moderating effects of perceived social support on sleep disorders and job performance.Methods:The data were collected through the questionnairemethod,and data analysis was performed using SPSS 26.0.Moreover,statistical analysis encompasses correlation analysis,mediation,and moderation analysis.The data were gathered from 488 healthcare professionals(57.2%female),whose ages ranged from 24 to 56 years(Meanage±SD=37.86±6.71),using a convenience sample approach.Results:The results revealed significant relationships between social media addiction,job performance,perceived social support,and sleep disorder.The findings indicate that social media addiction negatively predicts job performance(β=−0.11,p<0.05).Sleep disorder(effect size=−0.02,95%CI=[−0.04,−0.00])and perceived social support(effect size=−0.01,95%CI=[−0.02,−0.00])mediate this relationship.Furthermore,perceived social supportmoderates the pathway between sleep disorder and job performance(index ofmoderatedmediation:−0.0040,95%CI=[−0.0070,−0.0010]).Conclusions:This study suggests that social media addiction negatively affects job performance through sleep disorders and perceived social support among healthcare professionals.The study’s findings are significant,as they suggest that treatments aimed at alleviating sleep disorders and enhancing perceived social support among medical workers may improve their job performance.展开更多
The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personali...The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.展开更多
The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and or...The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.展开更多
The study investigated business clothing for females that are suitable for effective workplace job performance in Nigeria.It identified fabric characteristics of females’business clothing already used;fabric characte...The study investigated business clothing for females that are suitable for effective workplace job performance in Nigeria.It identified fabric characteristics of females’business clothing already used;fabric characteristics needed and deign style preference suitable for females’business clothing for workplace job performance.The study was guided by four research questions and two hypotheses.Population was 4,806 female civil servants in Delta state,Nigeria.Multi-stage sampling technique was utilized to select 136 females.Structured questionnaire was employed to collect data and descriptive statistics and t-test were used for data analysis.Finding showed that cotton,nylon,lacra fabrics,light and medium fabric weight,blue,black,gray,colors,cool texture,rough,smooth surface plain,stripe and flowered design among others were fabric characteristics of business clothing are being used in workplace.But prefer and need cotton,nylon,lacra,light weight,black,blue,gray,brown colours,cool,plain,surface fabrics.Net,organza,heavy weight,white,yellow,toweling fabrics were not preferred.Findings further showed that straight gown,waist flared and gathered gowns,skirt,blouse and suit/jacket,straight,shirt,long sleeves,garment with or without collar,below knee length,peter and convertible collars,among others were highly preferred design styles of clothes.In conclusion,office workers determine what they wear to perform workplace daily jobs promotes self-confidence,comfort,professional worth and productivity.It was recommended that female employees should not downplay appropriate work attires for comfort and organizational productivity to satisfy fashion trends.展开更多
Background:In China,the policy of rotating teachers between urban and rural schools has been implemented to reduce educational disparities and ensure equitable access to quality education.These teachers face unique pr...Background:In China,the policy of rotating teachers between urban and rural schools has been implemented to reduce educational disparities and ensure equitable access to quality education.These teachers face unique professional and emotional challenges during the rotation process,making their emotional labor a critical factor influencing their job performance.This study aimed to explore the relationship between rotating teachers’emotional labor strategies and job performance.Methods:This study conducted a cross-sectional survey among 577 rotating teachers selected through stratified random sampling from primary and secondary schools in Chinese mainland.Date were collected using the Teacher Emotional Labor Scale and the Teacher Job Performance Scale.Latent profile analysis(LPA)was employed to identify distinct categories of emotional labor strategies:indifferent,moderately engaged,naturally invested,proactively adjusted,and emotionally elevated.Results:Teachers in the naturally invested and proactively adjusted types demonstrated relatively higher job performance scores,followed by those in the emotionally elevated type.In contrast,teachers in the indifferent and moderate engagement types exhibited comparatively lower scores(F=25.858,p<0.001,η^(2)=0.153).These findings indicate a practical significance,suggestion that flexible and adaptive use emotional labor strategies is strongly associated with enhanced job performance.Conclusion:This study demonstrates that rotating teachers’job performance differs significantly across distinct emotional labor profiles,with balanced and adaptive emotional regulation emerging as a key determinant of higher performance.By identifying and characterizing individual-centered emotional labor profiles,the study advances understanding of how emotional regulation contributes to teachers’professional effectiveness.These results underscore the importance of providing systematic and personalized support to help rotating teachers develop adaptive emotional regulation skills.Targeted guidance should enable teachers to appropriately express and adjust their emotions,thereby avoiding both excessive and insufficient emotional labor and promoting sustainable professional development.展开更多
Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived d...Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior （OCB）, using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee＇s perception of democratic management effectiveness is positively associated with an employee＇s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee＇s perception of democratic management effectiveness is a source of employee performance.展开更多
In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain...In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain.This study aims to explore the impact of various organizational mechanisms on promoting positive employee health within the organization,ultimately affecting employees’job performance.The findings of this study indicate that authentic leadership and the absence of organizational politics are significant predictors of positive employee health.Moreover,positive employee health has a positive influence on supervisor-rated job performance through its effect on job engagement.This study serves as a valuable resource for organizations,shedding light on the fundamental factors that contribute to positive employee health.It also raises managers’awareness of the importance of nurturing and sustaining employees’emotional and physical well-being to maintain competitiveness in the market.展开更多
The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfa...The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.展开更多
Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection proces...Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?展开更多
The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personal...The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.展开更多
Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationshi...Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationship between those factors and focuses on management and organizational behavior.Specifically,this theory emphasizes that employees are characterized as Type X or Type Y,and motivation is achieved in different ways according to the type.This paper was conducted to address important areas of McGregor’s theory,to discuss how the theory is applied in the workplace,and to elaborate on how recent studies have assembled scientific valid instruments to evaluate X and Y employee behaviors and employee performance.Recommendations for future research and applications will be addressed too.展开更多
This article reports the concurrent predictive validity of a new Intercultural Business Communication Competence Scale(IBCCS)involving three dimensions:cognitive ability about intercultural business communication situ...This article reports the concurrent predictive validity of a new Intercultural Business Communication Competence Scale(IBCCS)involving three dimensions:cognitive ability about intercultural business communication situation(CB),business English linguistic proficiency(LP),and intercultural business communication motivation(CM).Survey data were collected with 120 Chinese international business practitioners.It was found that the subjects’intercultural business communication competence(IBCC)appeared to predict the three dimensions of job performance(JP):task performance(TP),interpersonal facilitation(IF),and job dedication(JD).In the three facets of IBCC,CM emerged as significant predictor of the three dimensions of JP.The present study provides more validity evidence for the IBCCS and extends the existing research on the relationship between communication competence and JP to intercultural business context.展开更多
This paper analyzes the perceptions that workers in the Ivorian industrial sector have as the interface between their professional and personal life,and the factors that facilitate or make it difficult.Data collected ...This paper analyzes the perceptions that workers in the Ivorian industrial sector have as the interface between their professional and personal life,and the factors that facilitate or make it difficult.Data collected from 4 Ivorian industrial companies which represent a sample of 187 respondents according to the selection criteria.These collected data make it possible to identify the factors which act on the labor conflict towards the family as well as the factors which act on the family conflict towards the work within the industrial sector in Cte d'Ivoire.The results of the correlation coefficients show that the relationships between the proposed variables are significant and in the direction suggested for the most part,thus providing support for nine of the ten hypotheses affecting these relationships.According to some results obtained,it was discovered that certain factors could be at the same time,factors of conflict and satisfaction,such as the commitment to work or the nature of the work.These variables can simultaneously increase stress,and increase the self-esteem of the worker.The results of the analysis of the proposed model recommend the possibility that the data fit the model well,explaining the impacts of work,non-work and stressors on work-family conflict.This indicates that the proposed model is adapted to the Ivorian context.展开更多
基金funded by the National Social Science Fund of China,grant number CHA200267.
文摘This study constructed a moderated mediation model to examine how the social support received by teachers is associated with their work pay fairness perception in relation to their job satisfaction and job performance.Data were collected from 2411 preschool teachers in China(female=98.01%;mean age=29.12 years,SD=6.28 years).These data were analyzed using structural equation modelling,bootstrapping and latent moderate structural equations.The results indicated that teachers’perception of pay fairness is directly associated with self-rated job performance.Additionally,pay fairness perceptions have an indirect effect on higher job performance through job satisfaction.The social support that teachers perceive moderates the relationship between pay fairness perception and job satisfaction:the more social support teachers receive,the weaker the impact of pay fairness perception on job satisfaction.Thesefindings suggest that teachers’perception of pay fairness is related to their sense of quality of work life,as indicated by their job satisfaction and performance.
文摘Background:Social media addiction,one of the behavioural addictions,is a significant predictor of job performance.It has also been posited that individuals whose fundamental requirements(e.g.,sleep)are not sufficiently met andwho lack adequate support(e.g.,perceived social support)are incapable of effectivelyharnessing theirpotential.The primary objective of this study is to examine themediating effects of sleep disorder and perceived social support on the relationship between social media addiction and job performance.Furthermore,it seeks to explore the moderating effects of perceived social support on sleep disorders and job performance.Methods:The data were collected through the questionnairemethod,and data analysis was performed using SPSS 26.0.Moreover,statistical analysis encompasses correlation analysis,mediation,and moderation analysis.The data were gathered from 488 healthcare professionals(57.2%female),whose ages ranged from 24 to 56 years(Meanage±SD=37.86±6.71),using a convenience sample approach.Results:The results revealed significant relationships between social media addiction,job performance,perceived social support,and sleep disorder.The findings indicate that social media addiction negatively predicts job performance(β=−0.11,p<0.05).Sleep disorder(effect size=−0.02,95%CI=[−0.04,−0.00])and perceived social support(effect size=−0.01,95%CI=[−0.02,−0.00])mediate this relationship.Furthermore,perceived social supportmoderates the pathway between sleep disorder and job performance(index ofmoderatedmediation:−0.0040,95%CI=[−0.0070,−0.0010]).Conclusions:This study suggests that social media addiction negatively affects job performance through sleep disorders and perceived social support among healthcare professionals.The study’s findings are significant,as they suggest that treatments aimed at alleviating sleep disorders and enhancing perceived social support among medical workers may improve their job performance.
文摘The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.
文摘The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.
文摘The study investigated business clothing for females that are suitable for effective workplace job performance in Nigeria.It identified fabric characteristics of females’business clothing already used;fabric characteristics needed and deign style preference suitable for females’business clothing for workplace job performance.The study was guided by four research questions and two hypotheses.Population was 4,806 female civil servants in Delta state,Nigeria.Multi-stage sampling technique was utilized to select 136 females.Structured questionnaire was employed to collect data and descriptive statistics and t-test were used for data analysis.Finding showed that cotton,nylon,lacra fabrics,light and medium fabric weight,blue,black,gray,colors,cool texture,rough,smooth surface plain,stripe and flowered design among others were fabric characteristics of business clothing are being used in workplace.But prefer and need cotton,nylon,lacra,light weight,black,blue,gray,brown colours,cool,plain,surface fabrics.Net,organza,heavy weight,white,yellow,toweling fabrics were not preferred.Findings further showed that straight gown,waist flared and gathered gowns,skirt,blouse and suit/jacket,straight,shirt,long sleeves,garment with or without collar,below knee length,peter and convertible collars,among others were highly preferred design styles of clothes.In conclusion,office workers determine what they wear to perform workplace daily jobs promotes self-confidence,comfort,professional worth and productivity.It was recommended that female employees should not downplay appropriate work attires for comfort and organizational productivity to satisfy fashion trends.
基金funded by the Postdoctoral Fellowship Program of CPSF(China),grant number GZ20232369.No part of the study(design,data collection,and curation analysis,manuscript preparation or publication)was influenced by the funder.
文摘Background:In China,the policy of rotating teachers between urban and rural schools has been implemented to reduce educational disparities and ensure equitable access to quality education.These teachers face unique professional and emotional challenges during the rotation process,making their emotional labor a critical factor influencing their job performance.This study aimed to explore the relationship between rotating teachers’emotional labor strategies and job performance.Methods:This study conducted a cross-sectional survey among 577 rotating teachers selected through stratified random sampling from primary and secondary schools in Chinese mainland.Date were collected using the Teacher Emotional Labor Scale and the Teacher Job Performance Scale.Latent profile analysis(LPA)was employed to identify distinct categories of emotional labor strategies:indifferent,moderately engaged,naturally invested,proactively adjusted,and emotionally elevated.Results:Teachers in the naturally invested and proactively adjusted types demonstrated relatively higher job performance scores,followed by those in the emotionally elevated type.In contrast,teachers in the indifferent and moderate engagement types exhibited comparatively lower scores(F=25.858,p<0.001,η^(2)=0.153).These findings indicate a practical significance,suggestion that flexible and adaptive use emotional labor strategies is strongly associated with enhanced job performance.Conclusion:This study demonstrates that rotating teachers’job performance differs significantly across distinct emotional labor profiles,with balanced and adaptive emotional regulation emerging as a key determinant of higher performance.By identifying and characterizing individual-centered emotional labor profiles,the study advances understanding of how emotional regulation contributes to teachers’professional effectiveness.These results underscore the importance of providing systematic and personalized support to help rotating teachers develop adaptive emotional regulation skills.Targeted guidance should enable teachers to appropriately express and adjust their emotions,thereby avoiding both excessive and insufficient emotional labor and promoting sustainable professional development.
文摘Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior （OCB）, using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee＇s perception of democratic management effectiveness is positively associated with an employee＇s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee＇s perception of democratic management effectiveness is a source of employee performance.
文摘In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain.This study aims to explore the impact of various organizational mechanisms on promoting positive employee health within the organization,ultimately affecting employees’job performance.The findings of this study indicate that authentic leadership and the absence of organizational politics are significant predictors of positive employee health.Moreover,positive employee health has a positive influence on supervisor-rated job performance through its effect on job engagement.This study serves as a valuable resource for organizations,shedding light on the fundamental factors that contribute to positive employee health.It also raises managers’awareness of the importance of nurturing and sustaining employees’emotional and physical well-being to maintain competitiveness in the market.
文摘The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.
文摘Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?
文摘The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.
文摘Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationship between those factors and focuses on management and organizational behavior.Specifically,this theory emphasizes that employees are characterized as Type X or Type Y,and motivation is achieved in different ways according to the type.This paper was conducted to address important areas of McGregor’s theory,to discuss how the theory is applied in the workplace,and to elaborate on how recent studies have assembled scientific valid instruments to evaluate X and Y employee behaviors and employee performance.Recommendations for future research and applications will be addressed too.
基金The author received financial support of Pedagogic Reform and Innovation Project No.J2021037 for Colleges and Universities in Shanxi Province and Science and Technology Strategy Research Project in Shanxi Province(202104031402042)for the research of this article。
文摘This article reports the concurrent predictive validity of a new Intercultural Business Communication Competence Scale(IBCCS)involving three dimensions:cognitive ability about intercultural business communication situation(CB),business English linguistic proficiency(LP),and intercultural business communication motivation(CM).Survey data were collected with 120 Chinese international business practitioners.It was found that the subjects’intercultural business communication competence(IBCC)appeared to predict the three dimensions of job performance(JP):task performance(TP),interpersonal facilitation(IF),and job dedication(JD).In the three facets of IBCC,CM emerged as significant predictor of the three dimensions of JP.The present study provides more validity evidence for the IBCCS and extends the existing research on the relationship between communication competence and JP to intercultural business context.
文摘This paper analyzes the perceptions that workers in the Ivorian industrial sector have as the interface between their professional and personal life,and the factors that facilitate or make it difficult.Data collected from 4 Ivorian industrial companies which represent a sample of 187 respondents according to the selection criteria.These collected data make it possible to identify the factors which act on the labor conflict towards the family as well as the factors which act on the family conflict towards the work within the industrial sector in Cte d'Ivoire.The results of the correlation coefficients show that the relationships between the proposed variables are significant and in the direction suggested for the most part,thus providing support for nine of the ten hypotheses affecting these relationships.According to some results obtained,it was discovered that certain factors could be at the same time,factors of conflict and satisfaction,such as the commitment to work or the nature of the work.These variables can simultaneously increase stress,and increase the self-esteem of the worker.The results of the analysis of the proposed model recommend the possibility that the data fit the model well,explaining the impacts of work,non-work and stressors on work-family conflict.This indicates that the proposed model is adapted to the Ivorian context.
