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Article
Publication date: 19 June 2020

Jutta Viinikainen, Petri Böckerman, Marko Elovainio, Christian Hakulinen, Mirka Hintsanen, Mika Kähönen, Jaakko Pehkonen, Laura Pulkki-Råback, Olli Raitakari and Liisa Keltikangas-Järvinen

A prominent labour market feature in recent decades has been the increase in abstract and service jobs, while the demand for routine work has declined. This article examines…

387

Abstract

Purpose

A prominent labour market feature in recent decades has been the increase in abstract and service jobs, while the demand for routine work has declined. This article examines whether the components of Type A behaviour predict workers' selection into non-routine abstract, non-routine service and routine jobs.

Design/methodology/approach

Building on the work by Barrick et al. (2013), this article first presents how the theory of purposeful work behaviour can be used to explain how individuals with different levels of Type A components sort into abstract, service and routine jobs. Then, using longitudinal data, it examines whether the components of Type A behaviour predict occupational sorting. Estimations were performed based on the linear regression method.

Findings

The results show that the Type A dimension “leadership” was associated with a higher level of abstract and service job tasks in occupation. High eagerness-energy and responsibility were also positively linked with occupation's level of abstract tasks. These results suggest that workers sort into jobs that allow them to pursue higher-order implicit goals.

Originality/value

Job market polarisation towards low-routine jobs has had a pervasive influence on the labour market during the past few decades. Based on high-quality data that combine prime working-age register information on occupational attainment with information about personality characteristics, the findings contribute to our knowledge of how personality characteristics contribute to occupational sorting in terms of this important job aspect.

Details

Employee Relations: The International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Article
Publication date: 28 February 2023

Daniela Rohrbach-Schmidt, Caroline Wehner, Sabine Krueger and Christian Ebner

This article aims to examine whether specific job tasks measured at the individual level or personality traits are associated with wages and whether the relationship between…

1266

Abstract

Purpose

This article aims to examine whether specific job tasks measured at the individual level or personality traits are associated with wages and whether the relationship between personality traits and wages differs depending on the job tasks that individuals perform.

Design/methodology/approach

This study analyzes the association between job tasks and personality traits, and their interaction, with regard to wages using German employee data from 2017/2018.

Findings

Results suggest that nonroutine manual, interactive or analytic tasks are associated with significantly higher wages compared to routine manual tasks, and while extraversion and emotional stability are related to higher wages, agreeableness and openness tend to be associated with lower wages also within occupations. Moreover, the association between personality traits and wages varies depending on the job task requirements at the workplace. A high degree of extraversion in particular is associated with higher wages when the employee performs nonroutine manual, interactive or analytic tasks.

Originality/value

To date, especially the interaction between individual job tasks and personality traits on wages has not been extensively studied because data on both job tasks and personality at the employee level are scarce. This study contributes to the understanding of wage differences among employees.

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Article
Publication date: 19 November 2018

Nico Martins and Hester Nienaber

The purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there…

766

Abstract

Purpose

The purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there are any significant differences between the levels of engagement of the different demographic groups, so as to determine specific future interventions to improve employee engagement.

Design/methodology/approach

This study adopted a quantitative approach employing a survey which used a questionnaire to collect data from the same convenience sample, over a three-year period. The differences were tested by measuring change through an analysis of variance.

Findings

Three dimensions, namely, team commitment, team orientation and organisational strategy and implementation were significantly higher in the third than first period. Africans and respondents on lower job grades reported significantly lower levels of engagement than white respondents and top management.

Research limitations/implications

The limitation of the study is the low participation rate of some groups.

Practical implications

Top management can foster engagement in addition to introducing effective interventions, based on sound measurement, to improve employees’ engagement levels.

Social implications

Engaged employees are happy/healthy, which can be expected to spill over to their lives outside of the workplace and thus favourably influence society.

Originality/value

Limited longitudinal research in connection with employee engagement is published. This study provides evidence of a valid barometer for a multicultural, developing economy, against which employee engagement can be measured.

Details

International Journal of Productivity and Performance Management, vol. 67 no. 9
Type: Research Article
ISSN: 1741-0401

Keywords

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Article
Publication date: 8 October 2024

Arash Mashhady

This study investigates the impact of perceived inclusion among healthcare employees on intrinsic motivation and its subsequent effects on work engagement and stress levels…

57

Abstract

Purpose

This study investigates the impact of perceived inclusion among healthcare employees on intrinsic motivation and its subsequent effects on work engagement and stress levels. Drawing from multiple theoretical frameworks, the study hypothesizes the following: (a) perceived inclusion positively influences employees' intrinsic motivation, and (b) perceived inclusion and intrinsic motivation serve as resources that enhance employee well-being by promoting work engagement and reducing stress.

Design/methodology/approach

Data were collected from 407 healthcare workers across the European Union. The research objectives were achieved through statistical analysis of the gathered responses.

Findings

The results indicate a positive relationship between perceived inclusion and intrinsic motivation. Importantly, both perceived inclusion and intrinsic motivation emerged as significant predictors of work engagement. Additionally, perceived inclusion was found to have a negative association with stress levels, underscoring its importance in healthcare management.

Research limitations/implications

The study is subject to certain limitations, including the cross-sectional design and reliance on self-reported data, which may affect the generalizability of the findings.

Practical implications

The findings highlight the importance of fostering perceived inclusion and intrinsic motivation among healthcare employees to enhance work engagement and reduce stress, thus offering valuable insights for healthcare management practices.

Originality/value

This study contributes to the existing literature by examining the complex interplay between perceived inclusion, intrinsic motivation, work engagement and stress within the healthcare sector. It also identifies avenues for future research in this area.

Details

Journal of Health Organization and Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1477-7266

Keywords

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