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An empirical analysis of the effects of humor on communication satisfaction and job performance in international joint ventures in Iran 幽默对伊朗国际合资企业员工沟通满意度和工作绩效影响的实证分析
Journal of Management & Organization Pub Date : 2016-08-01 DOI: 10.1017/jmo.2016.19
Mohammad Jalalkamali, M. Iranmanesh, D. Nikbin, S. Hyun
{"title":"An empirical analysis of the effects of humor on communication satisfaction and job performance in international joint ventures in Iran","authors":"Mohammad Jalalkamali, M. Iranmanesh, D. Nikbin, S. Hyun","doi":"10.1017/jmo.2016.19","DOIUrl":"https://doi.org/10.1017/jmo.2016.19","url":null,"abstract":"Abstract This study investigates the relationships between humor (frequency and effectiveness), communication satisfaction (informational and relational), and employee job performance (task and contextual) in international joint ventures in Iran. Based on a survey of 375 employees and their supervisors in two of the biggest joint ventures in the automotive industry in Iran, the results indicate that the frequency of humor had significant positive effects on contextual and task performance as well as on informational and relational communication satisfaction. In addition, informational communication satisfaction was significantly related to both contextual performance and task performance, whereas relational communication satisfaction was related only to task performance. Finally, informational communication satisfaction mediated the relationship between the frequency of humor and job performance (task and contextual), while relational communication satisfaction mediated the relationship between the frequency of humor and task performance.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129925254","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
A dark side of political skill? Awareness and life satisfaction in a Latin American Business 政治技巧的阴暗面?拉丁美洲企业的意识和生活满意度
Journal of Management & Organization Pub Date : 2016-07-29 DOI: 10.1017/jmo.2016.17
Mario Hayek, B. Randolph-Seng, Wallace A. Williams, K. Ingram
{"title":"A dark side of political skill? Awareness and life satisfaction in a Latin American Business","authors":"Mario Hayek, B. Randolph-Seng, Wallace A. Williams, K. Ingram","doi":"10.1017/jmo.2016.17","DOIUrl":"https://doi.org/10.1017/jmo.2016.17","url":null,"abstract":"Abstract Research has typically explained the positive intrapsychic influence of political skill using Conservation of Resources (COR) theory. However, research explaining the possible negative intrapsychic consequences of high levels of political skill is lacking. Therefore, we introduce Cognitive Activation Theory (CAT) to the political skill literature to explain possible negative outcomes of political skill. In testing this theory, we used two hierarchical moderated multiple regressions to examine the relationship between affective and continuance commitment, life satisfaction, and political skill in a large, privately owned, financial services firm in Ecuador. Aligned with prior research, affective commitment positively affected life satisfaction; however, contrary to our hypothesis, continuance commitment also positively affected life satisfaction. Furthermore, consistent with both Conservation of Resources and Cognitive Activation Theory, results indicated that political skill strengthened the relationship between affective commitment and life satisfaction. However, contrary to Cognitive Activation Theory, political skill did not significantly weaken the relationship between continuance commitment and life satisfaction.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"24 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116210406","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Relationships among performance appraisal satisfaction, work–family conflict and job stress 绩效评估满意度、工作-家庭冲突与工作压力的关系
Journal of Management & Organization Pub Date : 2016-07-29 DOI: 10.1017/jmo.2016.15
H. Ismail, Nazha Gali
{"title":"Relationships among performance appraisal satisfaction, work–family conflict and job stress","authors":"H. Ismail, Nazha Gali","doi":"10.1017/jmo.2016.15","DOIUrl":"https://doi.org/10.1017/jmo.2016.15","url":null,"abstract":"Abstract The purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"269 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116066737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 42
Pro-stakeholders motivation: Uncovering a new source of motivation for business companies 支持利益相关者的动机:揭示商业公司动机的新来源
Journal of Management & Organization Pub Date : 2016-07-29 DOI: 10.1017/jmo.2016.14
Miquel Bastons, Marta Mas, Carlos Rey
{"title":"Pro-stakeholders motivation: Uncovering a new source of motivation for business companies","authors":"Miquel Bastons, Marta Mas, Carlos Rey","doi":"10.1017/jmo.2016.14","DOIUrl":"https://doi.org/10.1017/jmo.2016.14","url":null,"abstract":"Abstract The motivation of employees is one of the main reasons why companies define mission statements and other declarations of commitment to the company’s stakeholders. Research on organizational behavior has identified three main types of motivation: extrinsic, intrinsic and prosocial motivation. However, the three forms of motivation have hardly ever been considered together, nor has it been studied which motivation is linked to the stakeholders of business companies. The main contribution of this paper is to present an agent-stakeholders model of interaction which includes and integrates extrinsic, intrinsic and pro-stakeholders motivation, as a type of prosocial motivation related to the sense of contribution to benefitting the company’s stakeholders. By basing the research on 119 Spanish companies it is verified that the three types of motivation are present in employee motivation. This finding has implications for management, as it presents the dimensions of the motivational task to be performed by managers.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126020172","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 11
Sense of calling in the workplace: The moderating effect of supportive organizational climate in Taiwanese organizations 职场使命感:台湾组织中支持性组织氛围的调节作用
Journal of Management & Organization Pub Date : 2016-07-29 DOI: 10.1017/jmo.2016.16
A. Lee, I. Chen, Po-Chien Chang
{"title":"Sense of calling in the workplace: The moderating effect of supportive organizational climate in Taiwanese organizations","authors":"A. Lee, I. Chen, Po-Chien Chang","doi":"10.1017/jmo.2016.16","DOIUrl":"https://doi.org/10.1017/jmo.2016.16","url":null,"abstract":"Abstract The sense of calling has emerged as a burgeoning research interest for the past decade due to its close connection to the meaningfulness of work. However, the effects of a sense of calling and how it functions in the workplace remain unclear. This study aims at enhancing the concept of calling and understanding its application in organizations. Therefore, a cross-level model was proposed according to data collected from 24 organizations in Taiwan. As a result, our study demonstrated that sense of calling is positively related to individual performance, and the supportive organizational climate also plays an important role in the relationship between sense of calling and contextual performance. Consequently, by incorporating factors at both the organizational and individual levels into the mechanism of calling, a valuable insight into and application of an individual’s sense of calling in the work context has been established, and management implications were also provided.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"197 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124406827","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 23
Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress 负性情感、绩效与离职意向的曲线关系解析:时间相关工作压力的调节作用
Journal of Management & Organization Pub Date : 2016-07-29 DOI: 10.1017/jmo.2016.10
D. Bouckenooghe, Usman Raja, A. Butt, Muhammad Abbas, Sabahat Bilgrami
{"title":"Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress","authors":"D. Bouckenooghe, Usman Raja, A. Butt, Muhammad Abbas, Sabahat Bilgrami","doi":"10.1017/jmo.2016.10","DOIUrl":"https://doi.org/10.1017/jmo.2016.10","url":null,"abstract":"Abstract This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"765 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123884971","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 12
The impact of supervisor–subordinate relationships and a trainee characteristic upon police officer work outcomes 上下级关系和学员特征对警官工作成果的影响
Journal of Management & Organization Pub Date : 2016-07-26 DOI: 10.1017/jmo.2016.27
Y. Brunetto, S. Teo, K. Shacklock, R. Farr‐wharton, Arthur Shriberg
{"title":"The impact of supervisor–subordinate relationships and a trainee characteristic upon police officer work outcomes","authors":"Y. Brunetto, S. Teo, K. Shacklock, R. Farr‐wharton, Arthur Shriberg","doi":"10.1017/jmo.2016.27","DOIUrl":"https://doi.org/10.1017/jmo.2016.27","url":null,"abstract":"Abstract This study used two theoretical lenses (positive organizational behaviour and social exchange theory) to examine the influence of an individual attribute – psychological capital (PsyCap), and an organizational factor – leader–member exchange, upon police officers’ perceptions of learning options (teamwork and training) and affective commitment. A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 frontline police officers in the United States. The findings indicate that leader–member exchange explained almost a fifth of PsyCap and together leader–member exchange and PsyCap accounted for almost a third of police officers’ satisfaction with training. Further, leader–member exchange, PsyCap, training and teamwork collectively explain almost half of affective commitment. One implication of the findings is that if senior management want police officers to be more committed, they have to improve officers’ relationships with their supervisors, upskill them (especially their supervisors) in PsyCap, and improve teamwork opportunities and processes.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"224 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124466621","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 12
Self-employment: Deviation or the norm? 自主创业:偏差还是常态?
Journal of Management & Organization Pub Date : 2016-07-26 DOI: 10.1017/jmo.2016.28
S. Bridge
{"title":"Self-employment: Deviation or the norm?","authors":"S. Bridge","doi":"10.1017/jmo.2016.28","DOIUrl":"https://doi.org/10.1017/jmo.2016.28","url":null,"abstract":"Abstract In many countries self-employment has increased recently. But, despite evidence that many people enter self-employment willingly out of choice, there appears to be an instinctive aversion to it, possibly based on an assumption that employment is more desirable and beneficial and is, and should be, the norm. Often using a UK viewpoint, this paper examines the history of work and suggests that, in historical terms, employment is the exception not the norm. The age of the job, it is claimed, lasted only from 1840 to 1980, but its influence continues and many government regulations and union practices are still based on the era of the big business, big labour and big government triumvirate. Therefore, if the future is not to be constrained by laws and practices designed for the past, it is important to identify the perceptions and assumptions which prevail about employment and to highlight those which are incorrect.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116245833","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
The process of industry exit in the Japanese context: Evidence from the flat panel display industry 日本背景下的产业退出过程:来自平板显示产业的证据
Journal of Management & Organization Pub Date : 2016-05-13 DOI: 10.1017/jmo.2016.7
Derek Lehmberg
{"title":"The process of industry exit in the Japanese context: Evidence from the flat panel display industry","authors":"Derek Lehmberg","doi":"10.1017/jmo.2016.7","DOIUrl":"https://doi.org/10.1017/jmo.2016.7","url":null,"abstract":"Abstract This research studies industry exit in the Japanese context, by examining the process followed five Japanese flat panel display manufacturers as they de-committed to and later exited from the industry. The five cases examine firms with systematically different exit barriers due to the presence or absence of strategic centrality and vertical integration in each firm. With one exception, all the firms followed multi-staged exit processes involving cooperative arrangements with other industry participants. Firms with middle to high levels of commitment and exit barriers went through more steps in the process than those with the lowest levels of commitment. The effect of top management succession and long-term employment upon the exit process are considered, and the role of cooperative arrangements in reducing exit barriers are discussed.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134425453","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 5
Managing unethical behavior in organizations: The need for a behavioral business ethics approach 管理组织中的不道德行为:行为商业道德方法的必要性
Journal of Management & Organization Pub Date : 2016-04-21 DOI: 10.1017/jmo.2016.4
D. De Cremer, Wim Vandekerckhove
{"title":"Managing unethical behavior in organizations: The need for a behavioral business ethics approach","authors":"D. De Cremer, Wim Vandekerckhove","doi":"10.1017/jmo.2016.4","DOIUrl":"https://doi.org/10.1017/jmo.2016.4","url":null,"abstract":"Abstract Issues of morality and ethics have increasingly become more important in organizations and business settings. Traditionally, these issues of ethics and social responsibility in business settings have been discussed and commented on by prescriptive approaches that are grounded in philosophical traditions. Building on the idea that we need to develop a more comprehensive and complete understanding of the value that people assign to ethics and how it influences their actions and decisions, in the present article we discuss and review the importance and relevance of adopting also a descriptive approach that is grounded in the behavioral sciences (referred to as behavioral business ethics). This approach has the advantages to promote our insights into how people can show both good and bad behavior and why this is the case. Behavioral business ethics therefore represents an important research challenge for organizational researchers to pursue and engage more meaningfully with more prescriptive approaches.","PeriodicalId":379470,"journal":{"name":"Journal of Management & Organization","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2016-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134330965","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 42
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