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Work Outcomes (work + outcome)

Distribution by Scientific Domains

Business, Economics, Finance and Accounting	68%
Psychology	16%
Medical Sciences	16%

Selected Abstracts

THE IMPACT OF PUBLIC SERVICE MOTIVES ON WORK OUTCOMES IN AUSTRALIA: A COMPARATIVE MULTI-DIMENSIONAL ANALYSIS

PUBLIC ADMINISTRATION, Issue 4 2007
JEANNETTE TAYLORArticle first published online: 12 OCT 200
There is a general consensus that individuals who are driven to serve the public interest can possess a mix of public service motives for engaging in altruistic actions. This article proposes that when analysed simultaneously, some public service motives may play a more important role than others in influencing work outcomes. The pressing questions are which ones and how? Through a survey of a group of Australian public sector employees, this article explores the relationship between the various dimensions of public service motivation (PSM) and the common work outcomes: organizational commitment, job satisfaction and job motivation. The combinations of PSM dimensions that had a greater impact on these work outcomes are also found to vary with different outcomes. [source]

Organizational Politics, Perceived Control, and Work Outcomes: Boundary Conditions on the Effects of Politics,

JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 3 2001
Dennis P. Bozeman
This investigation examined the moderating influences of perceived control (i. e., personal control and job self-efficacy) on relationships between perceptions of organizational politics and organizational commitment, job satisfaction, intention to turnover, and job stress. Although results failed to support predictions concerning the interaction of perceptions of organizational politics and personal control, some support was found for predictions concerning the interactive influence of perceptions of organizational politics and job self-efficacy on outcomes. Data from 189 hotel managers supported the hypothesized interactive effects of perceptions of organizational politics and job self-efficacy for the outcomes of organizational commitment and job satisfaction. These results suggest that job self-efficacy exacerbates the relationship between perceived politics and certain dysfunctional attitudes. [source]

Longitudinal Examination of the Relationship Between Supplies,Values Fit and Work Outcomes

APPLIED PSYCHOLOGY, Issue 1 2001
Ruben Taris
This study focuses on the robustness of the relationship between supplies,values (S,V) fit and work outcomes. Specifically, the functional form that best describes the relationships of three different dimensions of S,V fit (i.e. intrinsic work aspects, extrinsic work aspects, and social relations at work) with job satisfaction, intention to leave the organisation and psychological well-being was investigated using the moderated regression technique proposed by Edwards (1991, 1994). This study extends previous research by examining the stability of these relationships across two occasions, separated by a period of four years. Results showed that the functional form of the relationship of S,V fit with work outcomes differed by the S,V fit dimension and the work outcome under investigation. However, the functional form of each of these relationships on the first occasion was almost identical to the form of the relationships on the second occasion. Additionally, results showed that all three S,V fit dimensions affected job satisfaction and intention to leave, but had only a weak effect on psychological well-being. The organisational supplies component, as well as its quadratic term in particular, had a large influence on job satisfaction and intention to leave. Implications for future research in the P,O fit area are discussed. Cette e´tude est centre´e sur la force de la relation entre la correspondance contributions-valeurs (supplies-values ou S,V) et les re´sultats du travail. Plus particulie`rement, la forme fonctionnelle qui de´crit le mieux les rapports des trois dimensions de la correspondance S,V (c'est-a`-dire les relations sociales au travail et les aspects intrinse`ques et extrinse`ques du travail) avec la satisfaction professionnelle, le projet de quitter l'organisation et le bien-être psychologique a e´te´ explore´e a` l'aide de la technique de la re´gression mode´re´e propose´e par Edwards (1991, 1994). Cette recherche e´largit les travaux ante´rieurs en s'inte´ressant a` la stabilite´ de ces relations a` deux pe´riodes se´pare´es par un laps de temps de quatre ans. Les analyses montrent que la forme fonctionnelle de la relation de la correspondance S,V avec les re´sultats du travail diffe´rent selon les dimensions de la correspondance S,V et selon les aspects des re´sultats du travail pris en conside´ration. Cependant, la forme fonctionnelle de chacune de ces relations sur la premie`re pe´riode e´tait presque identique a` la forme des relations sur la seconde. En outre, les analyses montrent que les trois dimensions de la correspondance S,V affectent la satisfaction professionnelle et le projet de de´mission, mais n'ont qu'un faible effet sur le bien-être psychologique. La composante "contribution organisationnelle", aussi bien que son terme quadratique en particulier, a une grande influence sur la satisfaction professionnelle et le projet de de´part. On discute aussi des retombe´es sur les futures recherches dans le domaine personne-organisation. [source]

Severity of anxiety and work-related outcomes of patients with anxiety disorders

DEPRESSION AND ANXIETY, Issue 12 2009
Steven R. Erickson PharmD.
Abstract Background: This study examined associations between anxiety and work-related outcomes in an anxiety disorders clinic population, examining both pretreatment links and the impact of anxiety change over 12 weeks of treatment on work outcomes. Four validated instruments were used to also allow examination of their psychometric properties, with the goal of improving measurement of work-related quality of life in this population. Methods: Newly enrolled adult patients seeking treatment in a university-based anxiety clinic were administered four work performance measures: Work Limitations Questionnaire (WLQ), Work Productivity and Activity Impairment Questionnaire (WPAI), Endicott Work Productivity Scale (EWPS), and Functional Status Questionnaire Work Performance Scale (WPS). Anxiety severity was determined using the Beck Anxiety Inventory (BAI). The Clinical Global Impressions, Global Improvement Scale (CGI-I) was completed by patients to evaluate symptom change at a 12-week follow-up. Two severity groups (minimal/mild vs. moderate/severe, based on baseline BAI score) were compared to each other on work measures. Results: Eighty-one patients provided complete baseline data. Anxiety severity groups did not differ in job type, time on job, job satisfaction, or job choice. Patients with greater anxiety generally showed lower work performance on all instruments. Job advancement was impaired for the moderate/severe group. The multi-item performance scales demonstrated better validity and internal consistency. The WLQ and the WPAI detected change with symptom improvement. Conclusion: Level of work performance was generally associated with severity of anxiety. Of the instruments tested, the WLQ and the WPAI questionnaire demonstrated acceptable validity and internal reliability. Depression and Anxiety, 2009. © 2009 Wiley-Liss, Inc. [source]

Relationships among developmental competency measures and objective work outcomes in a New Zealand retail context

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 2 2010
Duncan J. R. Jackson
Competencies represent an important and popular topic in human resource development. Despite this popularity, a divide exists between practitioner approaches to developmental competency measures and the empirical scrutiny of such approaches. However, the scarce empirical studies on competency measures have begun to bridge this gap. In the present study, behavioral competency ratings and objective outcome measures were collected from 118 entry-level employees in a retail organization in New Zealand. A correlational design was applied to data in this study and, with the use of canonical correlation analyses, meaningful relationships were observed among competency measures and objective work outcomes. Such relationships are presented as being practically useful when making decisions about weighting certain competencies over others for developmental purposes. [source]

HR practices perceptions, emotional exhaustion, and work outcomes: A conservation-of-resources theory in the Chinese context

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2008
Li-Yun Sun
The conservation-of-resources theory provided the theoretical underpinning for the relationship among HR practices perceived by employees, emotional exhaustion, and work outcomes ( job satisfaction and job performance). To fully understand the underlying mechanism of the relationship, the study examined (1) the main and interactive effects of HR practices and employee age on emotional exhaustion and (2) the mediating effect of job satisfaction on the relationship between emotional exhaustion and job performance. Data were obtained from manufacturing workers in a privately owned company in the People's Republic of China. Empirical results lent strong support for the main, moderated, and mediated effects mentioned previously. However, contrary to our hypotheses the research result indicated that the relationship between low-commitment HR practices and emotional exhaustion was stronger for older employees than for younger ones. This contrasting finding demonstrated the criticality of an organization's commitment to employees, particularly to older employees, which further supported and enriched the conservation-of-resources theory in the Chinese context. [source]

Effective work-life balance support for various household structures

HUMAN RESOURCE MANAGEMENT, Issue 2 2010
Lieke L. ten Brummelhuis
Abstract Today's workforce encompasses a wide variety of employees with specific needs and resources when it comes to balancing work and life roles. Our study explores whether various types of work-life balance support measures improve employee helping behavior and performance among single employees, employees with a partner, and employees with a partner and children. Using a sample of 482 employees at 24 organizations, the results showed that the organization's work-family culture improved work performance among parents but reduced performance among singles. Singles' work outcomes improved, however, when they had access to flexible work arrangements, whereas couples benefited from their supervisors' social support. The results stress the importance of the employee's household structure when considering appropriate support for balancing work and life roles. © 2010 Wiley Periodicals, Inc. [source]

The influence of authentic leadership behaviors on trust and work outcomes of health care staff

JOURNAL OF LEADERSHIP STUDIES, Issue 2 2009
Carol A. Wong
A key element of a healthy work environment is trust: trust between staff and their leaders. Authentic leadership is proposed as the core of effective leadership needed to build trust because of its clear focus on the positive role modeling of honesty, integrity, and high ethical standards in the development of leader-follower relationships. A model linking authentic leadership behaviors with trust in management, perceptions of supportive groups and work outcomes (including voice or speaking-up behavior, self-rated job performance, and burnout) using secondary analysis procedures was examined. The hypothesized model was tested using structural equation modeling in two samples of health care employees from a western Canadian cancer care agency: clinical care providers including nurses, pharmacists, physicians, and other professionals (N = 147) and nonclinical employees including administrative, support, and research staff (N = 188). Findings suggest that supportive leader behavior and trust in management are necessary for staff to be willing to voice concerns and offer suggestions to improve the workplace and patient care. [source]

Locus of control at work: a meta-analysis

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2006
Thomas W. H. Ng
This study meta-analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well-being, LOC and motivation, and LOC and behavioral orientation. Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation. Our findings are discussed in relation to research on core self-evaluation and the Big Five personality traits. Copyright © 2006 John Wiley & Sons, Ltd. [source]

The role of relationships in understanding telecommuter satisfaction

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2006
Timothy D. Golden
Relationships are fundamental to organizational functioning, yet as telecommuting and other forms of virtual work become increasingly popular, research has not yet focused on how the virtual context might alter relationships so as to impact important work outcomes. This study therefore examines the role relationships play in mediating the link between the extent of telecommuting and job satisfaction. In doing so three fundamental types of relationships maintained by employees are investigated,those with managers, coworkers, and family. Regression analysis of field data from 294 telecommuting employees in a large telecommunications company revealed the anticipated inverted U-shaped relationship, mediated by leader-member exchange quality, team-member exchange quality, and work-family conflict. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Relationships between psychological climate perceptions and work outcomes: a meta-analytic review

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2003
Christopher P. Parker
In this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James (1989) PCg model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. Copyright © 2003 John Wiley & Sons, Ltd. [source]

Trust as a mediator of the relationship between organizational justice and work outcomes: test of a social exchange model

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 3 2002
Samuel Aryee
Data obtained from full-time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesized fully mediated model a partially mediated model better fitted the data. Trust in organization partially mediated the relationship between distributive and procedural justice and the work attitudes of job satisfaction, turnover intentions, and organizational commitment but fully mediated the relationship between interactional justice and these work attitudes. In contrast, trust in supervisor fully mediated the relationship between interactional justice and the work behaviors of task performance and the individually- and organizationally-oriented dimensions of citizenship behavior. Copyright © 2002 John Wiley & Sons, Ltd. [source]

The meaning of work and performance-focused work attitudes among midlevel managers in the United States and Brazil

PERFORMANCE IMPROVEMENT QUARTERLY, Issue 3 2010
K. Peter Kuchinke PhD
This survey-based study investigated work meaning and performance-focused work attitudes of some 315 midlevel managers in diverse industries in the United States and Brazil to determine similarities, differences, and relationships among absolute and relative meaning of work, work role identification, desired work outcomes, and job satisfaction, career fulfillment, and organizational commitment. The study found strong levels of absolute work centrality in both countries and similar rank orderings for nonwork-related domains of life. Work role identification patterns differed, and so did the levels of intrinsic and extrinsic work values. A small number of demographic and work meaning dimensions predicted job satisfaction, career fulfillment, and organizational commitment, but this pattern was different for the samples from each country. The article concludes with a discussion of these patterns of similarities and differences for the research and application of performance theory and improvement in cross-cultural settings. [source]

Outcomes in work-related injuries: A comparison of older and younger workers

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 2 2005
Glenn S. Pransky MD, MOCCH
Abstract Background The "graying of the workforce" has generated concerns about the physical capacity of older workers to maintain their health and productivity on the job, especially after an injury occurs. There is little detailed research on age-related differences in work outcomes after an occupational injury. Methods A self-report survey about occupational, health, and financial outcomes, and related factors was administered 2,8 weeks post-injury to workers aged <,55 and ,,55 who had lost time due to a work injury. Results Despite more severe injuries in older workers, most outcomes were similar in both age groups. In multivariate models, age was unrelated or inversely related to poor outcomes. Injury severity, physical functioning, and problems upon return to work were associated with adverse work injury outcomes. Conclusions Older workers appear to fare better than younger workers after a work injury; their relative advantage may be primarily due to longer workplace attachment and the healthy worker effect. Am. J. Ind. Med. 47:104,112, 2005. © 2005 Wiley-Liss, Inc. [source]

Occupational stress and work-related upper extremity disorders: Concepts and models,

AMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 5 2002
Grant D. Huang MPH
Abstract Background While research has suggested that interventions targeted at occupational stress (job stress) factors may improve clinical and work outcomes related to work-related musculoskeletal disorders, the emerging hypotheses relating occupational stress to work-related upper extremity disorders (WRUEDs) are not particularly well known among occupational health providers and researchers. Methods Generic job stress and health models and multivariable models of WRUEDs were described and evaluated. Results Models on occupational stress and health/WRUEDs offer unique perspectives on the role of occupational stressors on WRUEDs. However, the limited support for the structure and proposed mechanisms of these models suggest that investigations examining and validating proposed biobehavioral pathways are still needed. Discussion Difficulties in conceptualizing occupational stress have, in the past, hindered its systematic incorporation into occupational health research and prevention/intervention strategies. The present paper provides a common basis for researchers and practitioners with diverse backgrounds to understand job stress and its relation to WRUEDs in order to enhance future efforts. Given the present limitations in the field and the need for comprehensive approaches to WRUEDs, there is great potential for occupational health researchers and clinicians to advance knowledge in this area. Am. J. Ind. Med. 41:298,314, 2002. © 2002 Wiley-Liss, Inc. [source]

THE IMPACT OF PUBLIC SERVICE MOTIVES ON WORK OUTCOMES IN AUSTRALIA: A COMPARATIVE MULTI-DIMENSIONAL ANALYSIS

Organizational determinants of work outcomes and quality care ratings among Army Medical Department registered nurses,

RESEARCH IN NURSING & HEALTH, Issue 2 2010
Patricia A. Patrician
Abstract The Practice Environment Scale of the Nursing Work Index, the Maslach Burnout Inventory, and several single-item measures were administered to registered nurses (RNs) working within 23 U.S.-based Army Medical Department (AMEDD) hospitals. Data were analyzed with logistic regression for nested data. Unfavorable nursing practice environments had a substantial association with job dissatisfaction (OR 13.75, p,<,.01), emotional exhaustion (OR 12.70, p,<,.01), intent to leave (OR 3.03, p,<,.01), and fair to poor quality of care (OR 10.66, p,<,.01). This study provides the first system-wide analyses of nursing practice environments in AMEDD hospitals in the U.S. Similar to findings in civilian samples, poor quality work environments are associated with less favorable RN work outcomes and quality of care ratings. © 2010 Wiley Periodicals, Inc. Res Nurs Health 33:99,110, 2010 [source]