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Publication date: 14 May 2013

Anja Van den Broeck, Joris Van Ruysseveldt, Els Vanbelle and Hans De Witte

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such…

Abstract

Several job characteristics have been suggested to influence workers’ well-being. For example, Herzberg (1968) differentiated job characteristics that offset dissatisfaction such as social relations from job aspects that foster job satisfaction such as opportunities for advancement. While Hackman and Oldham (1976) focused on the motivational potential of job characteristics such as task identity and feedback, Karasek (1979) accentuated time pressure as a pivotal job demand. Together these models point out that various job characteristics may influence workers’ functioning.

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Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

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Article
Publication date: 4 September 2023

Yves Van Vaerenbergh, Annelies Costers and Anja Van den Broeck

The optimal level of customer participation is an important factor in service design. However, researchers know little about the impact of customer participation for their…

365

Abstract

Purpose

The optimal level of customer participation is an important factor in service design. However, researchers know little about the impact of customer participation for their willingness to pay and hence organizations’ financial outcomes. This paper examines the impact of customer participation in a pay-what-you-want (PWYW) pricing system, allowing customers to pay any price they want for a product or service.

Design/methodology/approach

This paper reports the results of three experiments, in which the authors manipulated the level of customer participation (Study 1: Low versus high, Study 2: Medium versus high, Study 3: Low versus medium versus high) and measured customers' PWYW payments (Studies 1–3), customer satisfaction (Studies 1–3), perceived equity (Study 3) and perceived enjoyment (Study 3). Studies 1 and 3 were scenario-based experiments, while study 2 was a field experiment. Study 3 was preregistered.

Findings

The results support a direct effect of customer participation in service production on customer PWYW payments, yet only when comparing low to high levels of customer participation. High levels of customer participation lead to a decrease in perceived equity and an increase in perceived enjoyment, which in turn spilled over to customer PWYW payments through customer satisfaction.

Originality/value

This research provides causal evidence at the individual level of analysis for the relationship between customer participation in service production and financial results. The paper also provides insights into its underlying mechanisms.

Details

Journal of Service Theory and Practice, vol. 33 no. 6
Type: Research Article
ISSN: 2055-6225

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Article
Publication date: 2 September 2014

Anja Van den Broeck, Coralia Sulea, Tinne Vander Elst, Gabriel Fischmann, Dragos Iliescu and Hans De Witte

The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifically…

3218

Abstract

Purpose

The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifically, the paper examines whether qualitative job insecurity is related to counterproductive work behavior (CWB), both directed to the organization (i.e. CWB-O) and other individuals at work (i.e. CWB-I), and whether frustration of the basic psychological needs of autonomy, belongingness and competence, as defined in self-determination theory, may account for these relationships.

Design/methodology/approach

The hypothesis were examined using structural equation modeling in heterogeneous sample of Romanian employees.

Findings

Results support the hypotheses showing that feeling insecure about one's valued job aspects associates with high levels of need frustration and, therefore, also with both CWB-O and CWB-I. While each of the accounted for the associations of qualitative insecurity and CWB-O, only frustration of the need for autonomy explained its detrimental association with CWB-I.

Originality/value

This study is innovative, as it integrates and extends three different fields and has high practical relevance. The authors detail qualitative job insecurity, an increasing, but understudied job stressor. The authors extend research on the antecedents of CWB by focussing on environmental factors. The authors develop need satisfaction, as integrative theoretical underlying mechanism.

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Career Development International, vol. 19 no. 5
Type: Research Article
ISSN: 1362-0436

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Book part
Publication date: 14 May 2013

Simon L. Albrecht is a registered psychologist and has a PhD and a master’s degree in Organizational Psychology. Simon’s PhD focused on identifying the dimensions, antecedents…

Abstract

Simon L. Albrecht is a registered psychologist and has a PhD and a master’s degree in Organizational Psychology. Simon’s PhD focused on identifying the dimensions, antecedents, and consequences of organizational trust. Simon is a Senior Lecturer within the Organizational Psychology program at Deakin University, Melbourne, Australia. Teaching, research, and practice interests are in the areas of work engagement, organizational development and change, leadership development, culture and climate, and organizational politics. Simon has published in numerous international journals, has numerous book chapters in print, and has presented at international conferences. In addition to his academic and research interests Simon also has considerable consultancy experience. He has previously been a director of a human resource consultancy engaged in delivering a broad range of organizational development activities and programs.

Details

Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

Available. Content available
Book part
Publication date: 14 May 2013

Abstract

Details

Advances in Positive Organizational Psychology
Type: Book
ISBN: 978-1-78052-000-1

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Article
Publication date: 7 August 2018

Anja Hagen Olafsen and Claus Wiemann Frølund

The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in…

1365

Abstract

Purpose

The purpose of this paper was to test a model that differentiated between two types of job demands in relation to basic psychological need satisfaction, work motivation, and, in turn, employee well-being. In particular, job challenges and job hindrances were hypothesized to relate to this motivational process in different ways.

Design/methodology/approach

Survey data from a sample of 160 entrepreneurs were used in path analyses to test the hypothesized relations.

Findings

The results showed that job challenges related positively to autonomy- and competence need satisfaction as well as to autonomous work motivation, while job hindrances related negatively to satisfaction of the needs for autonomy, competence and relatedness. Further, satisfaction of the need for autonomy, competence and relatedness related positively to autonomous work motivation. Finally, all of the three basic psychological needs as well as autonomous work motivation related directly and positively to vitality.

Originality/value

These results support a view on job challenges and job hindrances as distinct within the job demands-resources model by showing how they are differently related to basic psychological needs, autonomous work motivation and, subsequently, worker well-being.

Details

Journal of Managerial Psychology, vol. 33 no. 4/5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 7 November 2017

Manuela Morf, Anja Feierabend and Bruno Staffelbach

The purpose of this paper is to examine the relationship between task variety and counterproductive work behavior (CWB) and the relationship between change in task variety and…

2162

Abstract

Purpose

The purpose of this paper is to examine the relationship between task variety and counterproductive work behavior (CWB) and the relationship between change in task variety and change in CWB. CWB is proposed as being a behavior that serves as an outlet by which employees can express displeasure and acts as a substitute for a lack of interest when task variety is low.

Design/methodology/approach

This study analyzed survey data that were collected at two points in time (T1 and T2) from 515 employees with different occupations working in Switzerland.

Findings

Task variety at T1 negatively related to organizational CWB (CWB-O) at T2 and interpersonal CWB (CWB-I) at T2. Task variety at T1 was also related to a change in CWB-O and a change in CWB-I. However, change in task variety showed a non-significant relationship to change in CWB-O and change in CWB-I.

Research limitations/implications

Results indicated that employees tend to respond with CWB when task variety is permanently low and that CWB may even increase over time. Further studies that examine the dynamics between task variety and CWB are therefore recommended.

Practical implications

Findings inform the practice on the potentially harmful effects of unstimulating work designs and therefore have implications for how to better prevent CWB.

Originality/value

The two-wave data collection allowed for differentiation between the effect of the baseline level of task variety at T1 on CWB at T2 and the effect of a change in task variety on a change in CWB.

Details

Journal of Managerial Psychology, vol. 32 no. 8
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 3 May 2021

Anja Roemer, Anna Sutton and Oleg N. Medvedev

The coronavirus disease 2019 (COVID-19) pandemic has forced organisations to change the way they work to maintain viability, even though change is not always successfully…

1915

Abstract

Purpose

The coronavirus disease 2019 (COVID-19) pandemic has forced organisations to change the way they work to maintain viability, even though change is not always successfully implemented. Multiple scholars have identified employees' readiness for change as an important factor of successful organisational change, but research focussed on psychological factors that facilitate change readiness is scarce. The purpose of the present study was to investigate whether employee dispositional mindfulness contributes to readiness for change.

Design/methodology/approach

Employees (n = 301) from various industries in New Zealand participated in an online survey shortly after the local COVID-19 lockdown ended. The employees' levels of mindfulness, readiness for change, well-being and distress were assessed using well-validated psychometric scales. Multiple regression analyses tested the effect of mindfulness on readiness for change, with well-being and distress as moderating variables.

Findings

The results show that the effect of mindfulness on readiness for change is moderated by both well-being and distress. Mindfulness has a positive, significant effect on readiness for change when levels of well-being are high and levels of distress are low.

Practical implications

These findings have important implications for organisations who aim to promote readiness for change in their employees. Even though mindfulness has been shown to be beneficial, organisations also have to consider the mental states of their employees when managing change.

Originality/value

This study provides empirical evidence that dispositional mindfulness may facilitate the employees' readiness for change, but only when levels of well-being are high and distress are low.

Details

Journal of Organizational Change Management, vol. 34 no. 5
Type: Research Article
ISSN: 0953-4814

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