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Article
Publication date: 31 December 2019

Denelle Mohammed, Edrea Chan, Rezwan Ahmad, Aleksandar Dusic, Cheryl Boglarsky, Patrick Blessinger and Rana Zeine

The purpose of this paper is to analyze job-related stress, motivation and satisfaction in higher education institutions, and assesses their implications on health in various…

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Abstract

Purpose

The purpose of this paper is to analyze job-related stress, motivation and satisfaction in higher education institutions, and assesses their implications on health in various industries including higher education. In total, 52 higher education faculty and administrators from institutions in more than 16 countries participated in the study that utilized the organizational surveys, Organizational Effectiveness Inventory® from human synergistics. Subgroup analysis was done to compare faculty and administrators; males to females, private, public, for-profit and not-for-profit institutions.

Design/methodology/approach

To assess health implications, 160 respondents employed in seven industries were surveyed using a custom medical/stress questionnaire to collect self-reported data on levels of job-related stress, motivation and satisfaction as well as the presence of several medical conditions, including myocardial infarction, stroke, angina pectoris/coronary heart disease, hypertension, gastro-esophageal reflux disease and diabetes mellitus. The results from each of the two surveys were statistically analyzed separately.

Findings

Results show undesirable levels of job-related stress, motivation and satisfaction in some segments of higher education employees; as well as associations between poorer health and high stress levels. The study established a potential justification consequently, the authors recommend organizational offerings of: stress relief programs; health fairs and health club memberships; stress management workshops; use of mobile apps for stress relief; job description reviews to eliminate work-related demands; changes to managerial styles that align with the culture of employees; re-evaluation of organizational structure; and enhanced communication amongst workplace management and employees.

Research limitations/implications

Limitations of this study include small sample sizes and the presence of confounding factors that were not considered. In addition, this study did not look into whether occupational position or occupational difficulty compromised the nature of work causing employees to experience lower levels of satisfaction, since the extent to which employees feel satisfied with their work may influence their physical well-being.

Originality/value

There are a number of factors that can affect employees with regards to medical illnesses in a job-related setting. There are three factors in particular that have been shown to negatively affect the health of employees: job-related stress; motivation; and satisfaction. These effects have not been studied in depth in faculty and administrators of higher education institutions, hence this study seeks to achieve that.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 4
Type: Research Article
ISSN: 2050-7003

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Article
Publication date: 7 October 2019

Edward Daly, Denelle Mohammed, Cheryl Boglarsky, Patrick Blessinger and Rana Zeine

Facilitation and Task Facilitation are important components of healthy supervisory/managerial relationships among higher education professionals. Juniors are guided by superiors…

223

Abstract

Purpose

Facilitation and Task Facilitation are important components of healthy supervisory/managerial relationships among higher education professionals. Juniors are guided by superiors who play a supervisory/managerial role in professional development. The purpose of this paper is to examine the impact of Interaction Facilitation and Task Facilitation on supervisory/managerial relationships among higher education professionals.

Design/methodology/approach

The Human Synergistics International Organizational Effectiveness Inventory® was used to survey faculty and administrators at public and private higher education institutions. The authors analyze Interaction Facilitation and Task Facilitation, which focuses on people-oriented and task-oriented skills, respectively.

Findings

The authors demonstrated the negativity of current organizational cultures on organizational effectiveness measures in higher education institutions. The authors analyze Interaction Facilitation and Task Facilitation, which focuses on people-oriented and task-oriented skills, respectively. Results revealed average scores for both measures fell undesirably below the Historical Averages and Constructive Benchmarks in private and public not-for-profits, private for-profits, faculty, administrators, males and females.

Practical implications

To increase follower satisfaction and improve task and contextual performance in higher education institutions, the authors recommend defining the leader’s influence within supervisory/managerial relationships, increasing flexibility in contextual/situational factors, clarifying the role of supervisors, aligning individual and organizational goals in millennials, and maintaining collegiality.

Social implications

The findings suggest that organizational effectiveness in higher education institutions may benefit from thoughtful revision of leadership strategies, better alignment of individual with organizational goals, and continuous cultivation of constructive organizational cultures.

Originality/value

This study has identified the need to ameliorate the practice of Interactive Facilitation and Task Facilitation styles in higher education institutions. Ineffective supervisory/management styles in higher education have a negative impact on the organization cultures reducing the practice of constructive work behaviors.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 3
Type: Research Article
ISSN: 2050-7003

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Book part
Publication date: 12 February 2025

Chloe Waters, Cheryl A. Boglarsky, Patrick Blessinger, Michael T. Hamlet and Rana R. Zeine

Organizational Bases of Power and Personal Bases of Power refer to distinct types of power that when applied can influence perceptions, attitudes, behaviors, and performance…

Abstract

Organizational Bases of Power and Personal Bases of Power refer to distinct types of power that when applied can influence perceptions, attitudes, behaviors, and performance, changing organizational culture, outcomes, and overall effectiveness. Perceptions of Organizational Bases of Power and Personal Bases of Power were assessed by online survey of 52 higher education faculty and administrators from institutions in more than 16 countries using the Human Synergistics International Organizational Effectiveness Inventory® (OEI®). Results revealed that total mean scores were less desirable than established Constructive benchmarks (derived from corporations with constructive cultures) for both measures and were below the 50th percentile (historical average from normative data) for Personal Bases of Power. Interestingly, subgroup analysis revealed that perceptions of Organizational Bases of Power were more favorable than the Constructive Benchmark among females (vs males), faculty (vs administrators), and public not-for-profits. Perceptions of Personal Bases of Power were better than the 50th percentile among females (vs males), administrators (vs faculty), and for-profit institutions. Observed trends for perceptual discrepancies between genders, professional roles, and business models are analyzed in the context of worldviews and values. Recommendations are presented for modifying the use of personal expert, referent, and exchange powers and organizational legitimate (position), reward, and coercive powers in alignment with the ideal values of higher education institutions seeking to improve their outcomes by moving their organizational cultures toward constructive styles.

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Book part
Publication date: 12 February 2025

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Abstract

Details

Worldviews and Values in Higher Education
Type: Book
ISBN: 978-1-83549-635-0

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Book part
Publication date: 12 February 2025

Madasu Bhaskara Rao, Pulaparthi Mallika Rao and Abhilasha Singh

Worldviews and values profoundly influence how individuals and communities see and engage with the world, offering a framework for decision-making, directing behaviors, and…

Abstract

Worldviews and values profoundly influence how individuals and communities see and engage with the world, offering a framework for decision-making, directing behaviors, and establishing institutional structures. The worldviews and values of those involved are essential in determining the success and sustainability of institutions involved in governance, leadership, and capacity-building. Core principles and values held by individuals in positions of authority significantly impact institutions' policies and long-term goals. Varied cultural perspectives influence governance. Ethical worldviews guide governance, ensuring transparency, accountability, and integrity in the decision-making processes. Worldviews influence leadership styles. Leaders' values affect the institution's vision and mission in several aspects, such as curriculum development, research, and innovation goals. Leaders' decisions frequently mirror their fundamental values and perspectives on the world. Institutions' approaches to professional development are shaped by leader's worldviews on continuous learning and improvement. Values play a role in determining how organizational resources are distributed to enhance capability. Institutions with a global perspective prioritize the establishment of international alliances and partnerships, thereby strengthening their capabilities by incorporating varied viewpoints and resources. By acknowledging and carefully incorporating these values, higher education institutions may establish productive, streamlined but also fair, encompassing, and forward-looking settings. The book's chapters analyze the effects of these fundamental characteristics on policymaking, leadership styles, resource allocation, and professional growth. This anthology comprises 10 intellectually stimulating studies contributed by 26 authors exploring the influence of worldviews and values on the effectiveness of institutional governance, leadership, and capacity-building. This book benefits academics, researchers, academic administrators, and policymakers.

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Article
Publication date: 26 February 2019

Arief Banindro Kartolo and Catherine T. Kwantes

The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and…

3266

Abstract

Purpose

The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and investigating the impact of organizational culture (i.e. constructive, passive-defensive and aggressive-defensive culture norms) on perceptions of discrimination in the workplace.

Design/methodology/approach

A total of 176 American employees completed three surveys assessing perceived societal discrimination, perceived organizational discrimination and organizational culture online through Amazon Mechanical Turk. Data were analyzed using hierarchical multiple regression method.

Findings

Results suggest individuals’ perceptions of discrimination in the workplace are influenced by both perceived discrimination in society and perceptions of behavioral norms related to organizational culture. Findings in the current study indicated individuals’ attitudes and beliefs manifested in the societal context were carried into, and reflected in, the workplace. Additionally, beliefs related to organizational discrimination were found to be amplified or minimized depending on organizational culture; specifically, organizations dominated by culture norms reflecting behaviors related to individual security needs predicted higher levels, and culture norms reflecting behaviors related to meeting employee satisfaction needs predicted lower levels of perceived organizational discrimination.

Originality/value

This paper tested theoretical frameworks debated in the literature by exploring beyond institutional boundaries in the study of perceived discrimination by exploring perceived societal discrimination as an antecedent to perceived organizational discrimination. This project also is the first study (to authors’ knowledge) to investigate the impact of organizational culture on perceived organizational discrimination.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 38 no. 6
Type: Research Article
ISSN: 2040-7149

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Article
Publication date: 23 November 2019

Charlotte D. Shelton, Sascha Hein and Kelly A. Phipps

The purpose of this mixed methods research study was to explore the relationships between spirituality, leader resiliency and life satisfaction/well-being.

1273

Abstract

Purpose

The purpose of this mixed methods research study was to explore the relationships between spirituality, leader resiliency and life satisfaction/well-being.

Design/methodology/approach

Using an explanatory sequential design, the authors tested three research hypotheses to explore the relationships between the participants’ spiritual practices and level of resiliency, life satisfaction and sense of well-being. Data were collected from 101 executive MBA alumni of a US-based university. Following the quantitative analysis of the survey results, interviews were conducted with 25 executives who scored high in the frequency of spiritual practice to further explore how they applied their spirituality in stressful work situations.

Findings

The results found positive relationships between spirituality, resilience and overall life satisfaction. Participants who engaged in meditative practices had a significantly higher overall resilience score than non-meditators.

Research limitations/implications

Key limitations are sample size and the risk of common method variance. Though numerous procedural steps were taken to control for these issues, future research with a larger and more diverse sample is needed.

Practical implications

Organizational stress is pervasive and executive burnout is a risk factor for leaders and their organizations. This research offers practical suggestions for ways that human resource managers and organization development practitioners can provide prevention resources to their executives.

Originality/value

This research contributes to the literature by providing support for mindfulness/meditation training for executives. It also demonstrates the value of mixed methods research for a deeper understanding of the lived experiences of the participants.

Details

International Journal of Organizational Analysis, vol. 28 no. 2
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 8 February 2021

Charlotte D. Shelton, Sascha D. Hein and Kelly A. Phipps

This study aims to analyze the relationships between leader resilience, leadership style, stress and life satisfaction. It reflects an emerging theoretical framework that…

3180

Abstract

Purpose

This study aims to analyze the relationships between leader resilience, leadership style, stress and life satisfaction. It reflects an emerging theoretical framework that positions resilience as a capacity that can be developed vs a response mechanism driven by innate traits.

Design/methodology/approach

To test three research hypotheses, online survey data were collected from 101 E.M.B.A. alumni of a US-based university using a cross-sectional, correlational research design. The results were analyzed using multiple linear regression. The authors assessed resilience, leadership style, stress and satisfaction/well-being using standardized inventories.

Findings

The results support previous research that has identified a significant relationship between resilience and positive leadership. Unique to this study, however, is the finding that work process behaviors (e.g. time management, cooperation, receptiveness) rather than traits (e.g. optimism, self-esteem, locus of control) are the resilience factors most associated with a positive leadership style. Work process skills significantly interacted with stress level to moderate leadership style. Additionally, a positive leadership style moderated the impact of stressful life events on leader satisfaction/well-being.

Research limitations/implications

Key limitations are sample size and the risk of common method variance. Though numerous procedural steps were taken to control for these issues, future research with a larger and more diverse sample is needed.

Practical implications

Organizational stress is pervasive, and resilience is increasingly recognized as a foundational leadership skill. This study provides empirical data documenting positive relationships between resilience, constructive leadership and leader satisfaction/well-being. This research also identifies work process behaviors (e.g. time management, cooperation and receptiveness) as the primary resiliency factors associated with sustaining positive leadership behaviors in times of stress. These results support previous research findings that have positioned resiliency as a capacity that can be developed, providing further support for investing in resiliency training for leaders.

Originality/value

This research contributes to the literature by analyzing resilience more comprehensively than previous studies. It extends the theoretical understanding of resilience beyond traits using an 160-item inventory that assesses four discrete domains of resilience. The results provide support for the importance of developing process skills in leaders to increase resiliency; thus, increasing the probability, they will model constructive leadership behaviors in times of significant stress.

Details

International Journal of Organizational Analysis, vol. 30 no. 2
Type: Research Article
ISSN: 1934-8835

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