Organizational Health (OH) is a concept that has been developed to reflect the effectiveness of an organization in various environments and how the organization reacts to “changes…
Abstract
Organizational Health (OH) is a concept that has been developed to reflect the effectiveness of an organization in various environments and how the organization reacts to “changes in circumstances”. The purpose of this study is two‐fold. First, it is to determine whether a linear relationship exists between stress and each of the following variables: job satisfaction, wellbeing, and performance. Second, it seeks to determine if OH mediates these relationships. Results of the study highlighted the relationship between stress and wellbeing. Although OH did not mediate any of the three relationships mentioned above, OH was found to have a direct relationship with job satisfaction, wellbeing and college performance. Specifically, the study emphasized the importance of a healthy management environment for job satisfaction and teacher wellbeing (less wornout).
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The importance of corporate wellness programmes has been recognized by many countries. It is only in recent years that organizations in Singapore have begun to implement wellness…
Abstract
The importance of corporate wellness programmes has been recognized by many countries. It is only in recent years that organizations in Singapore have begun to implement wellness programmes on an organization‐wide scale. This is also in line with the Singapore Government’s recent emphasis on healthy lifestyle and health campaigns for the public. Thus, there is a growing trend for organizations in Singapore to offer wellness programmes. Attempts to establish the benefits which may be reaped from such investment. Describes how findings from the study indicate that employees in organizations with wellness programmes generally have a more positive attitude towards their organizations, express higher job satisfaction and satisfaction with the fringe benefits provided for them. However, no significant differences were found between employees in organizations with and without wellness programmes in terms of level of work stress, self‐reported absenteeism rates, satisfaction with working conditions, co‐worker relations and accomplishment. As employees are becoming more health conscious, given the benefits of the wellness programmes, recommends that management should not hesitate to adopt health promotion activities in the workplace.
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Janice T.S. Ho, C.E. Ang, Joanne Loh and Irene Ng
Kiasuism (from the adjective, kiasu; meaning “the fear of losing out”) is a much talked‐about topic in Singapore. This study seeks to assess the situation in Singapore and in a…
Abstract
Kiasuism (from the adjective, kiasu; meaning “the fear of losing out”) is a much talked‐about topic in Singapore. This study seeks to assess the situation in Singapore and in a major city in Australia, define this cultural concept and explore the possible repercussions on society. Data collected from undergraduates in Singapore and Australia by using a questionnaire survey were analysed using statistical techniques such as multiple regression analysis and t‐tests of sample means. Qualitative methods such as content analyses and critical incident technique for instrument development were also employed. The study consisted of two phases: a phase one pilot study and a phase two questionnaire designed to determine the degree of kiasuism in the two samples and its effect on general wellbeing, academic performance and satisfaction with performance. Results indicated that kiasuism is not unique to Singapore, and may well be a behaviour exhibited by people around the world.
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Examines the Singapore executive in the service sector –insurance, financial and banking – in terms of the level of stressexperienced, coping styles, and personality…
Abstract
Examines the Singapore executive in the service sector – insurance, financial and banking – in terms of the level of stress experienced, coping styles, and personality (Type‐A/Type‐B). Tests the relationship between personality type, perceptions of stress and psychological wellbeing. Also examines the level of stress and psychological wellbeing across the three industries. Although Type‐A executives reported a significantly higher level of stress than Type‐B executives, they were not psychologically less healthy than their Type‐B counterparts. Executives across the three industries did not differ in terms of reported stress; executives in the finance sector tended to be more worn out and uptight than executives in the banking and insurance sectors. Work overload, role ambiguity and relationships with colleagues were cited to be the major stressors, while “switch‐off”, exercise and quiet control were the most common coping techniques. Discusses interventions aimed at changing work and task variables and changing characteristics of executives.
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Suggests that although stress research has burgeoned in recent years, little attention has been paid to the relationship between leisure satisfaction, work stress and…
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Suggests that although stress research has burgeoned in recent years, little attention has been paid to the relationship between leisure satisfaction, work stress and psychological wellbeing. Presents data from secondary school teachers in a major UK city. A validated teacher stress measure comprising role‐related, task‐based, and environmental stress was used to tap the nature and prevalence of teacher stress. Results showed that overall teacher stress arose from five main areas: role‐related issues (e.g. overload, conflict, ambiguity); general job satisfaction; life satisfaction; supervisory support; and student discipline problems. A positive association was found between the amount of work stress reported and poor psychological health as measured by the General Health Questionnaire (GHQ). While no strong relationship was found between leisure satisfaction and stress, overall leisure satisfaction was significantly correlated with life satisfaction. The findings provide evidence that relaxational leisure satisfaction could well be a moderator of occupational stress for some teachers.
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Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet, Janice Jones and Nhat Tan Pham
The purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to…
Abstract
Purpose
The purpose of this study is to examine the determinants of career satisfaction of professional accounting returnees who have studied and/or worked abroad and then returned to work in different types of international workplaces in their home country.
Design/methodology/approach
A survey of professional accounting returnees in Vietnam was undertaken and multiple regression analysis was applied to test the proposed relationships.
Findings
This study finds that career satisfaction is affected by career fit, career sacrifice, types of international workplaces (domestically headquartered firms versus globally headquartered firms) and cross-cultural work readjustment. Further, cross-cultural work readjustment partially mediates the effect of career fit and career sacrifice on career satisfaction.
Practical implications
The research provides the basis for designing career-related employee experiences to support career satisfaction of professional accounting returnees.
Originality/value
This study integrates dimensions of career embeddedness with cross-cultural work readjustment and employee experiences, which are normally studied separately, in different types of international workplaces. It contributes to the limited research on contributors to well-being in the form of career satisfaction among professional returnees in an emerging economy.
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Nga Thi Thuy Ho, Pi-Shen Seet, Janice Jones and Hung Trong Hoang
Integrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an…
Abstract
Purpose
Integrating identity theory and role theory, this study examines the re-expatriation inclinations of highly-skilled professional female self-initiated repatriates (SIRs) in an Asian rapidly emerging market (REM) and the reasons underlying these inclinations.
Design/methodology/approach
The authors conducted a survey on a sample of highly-skilled professional female SIRs in Vietnam (N = 248). Structural equation modelling was used to evaluate the model.
Findings
The study found that female SIRs' career identity, family identity and social identity have a significant influence on their inclinations to re-expatriate. Attitude towards re-expatriation fully mediates the influence of family identity and career identity on re-expatriation inclinations.
Research limitations/implications
This research was limited to female SIRs in one REM, namely Vietnam, and may lack generalisability in countries and contexts.
Originality/value
By delineating the identity-related factors that contribute to skilled female SIRs' inclinations to re-expatriate and recognising gender as a complex, multifaceted social construct, the authors broaden the way expatriation is conceptualised and isolate factors that can inform practices for recruitment and retention of this important sub-set of international talent.
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Nga Thi Thuy Ho, Hung Trong Hoang, Pi-Shen Seet and Janice Jones
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the…
Abstract
Purpose
The repatriation process often involves challenging and unexpected readjustment issues, leading to high turnover amongst repatriates. However, research has focussed on the re-entry decisions and experiences of company-assigned (CA) repatriates, whilst studies on self-initiated expatriates (SIEs) that repatriate back to their home countries (i.e. self-initiated repatriates (SIRs)) are limited, particularly in emerging transition economies. This study develops and tests a model to explain the factors influencing professional SIRs' turnover intentions and how repatriation readjustment affects their intentions in Vietnam.
Design/methodology/approach
The data was collected from 445 Vietnamese professional SIRs who worked and/or studied for extended periods overseas and subsequently returned to Vietnam. Structural equation modelling (SEM) was used to analyse the data.
Findings
Results indicate that both work and life repatriation adjustment difficulties have significant positive effects on turnover intentions, whilst only repatriation life adjustment difficulties have an indirect effect via life dissatisfaction. Further, cultural distance positively influences repatriation adjustment difficulties and turnover intentions. SIRs' on-the-job and off-the-job embeddedness negatively moderate the influence of repatriation work and life adjustment difficulties on turnover intentions, respectively.
Originality/value
The study develops a theoretical model explaining how repatriation difficulties impact the turnover intentions of SIRs, considering contextual factors including cultural distance and embeddedness. The research highlights the importance of job embeddedness as a form of social and organisational support for SIRs in managing psychological challenges related to repatriation, which can help reduce turnover and retain highly skilled talent. Additionally, the study extends repatriation research on an under-researched subgroup of SIEs, SIRs, in an under-researched emerging transition economy context.
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The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains…
Abstract
The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.