Beatrice I.J.M. Van der Heijden, Pascale M. Le Blanc, Ana Hernandez, Vicente Gonzalez-Roma, Jesus Yeves and Juan P. Gamboa
The purpose of this paper is to gain a better understanding of the antecedents of the quality of graduates’ jobs when they enter the job market after university graduation.
Abstract
Purpose
The purpose of this paper is to gain a better understanding of the antecedents of the quality of graduates’ jobs when they enter the job market after university graduation.
Design/methodology/approach
Survey data collected from 173 Spanish bachelor and master’s degree university graduates at two time points (two months before and six months after graduation, approximately) were analyzed by means of path analysis.
Findings
A moderated mediation model was tested, where the relationship between the horizontal fit (HF) between the university degree subject and the student’s job and the quality of the graduate’s job after graduation is mediated by self-perceived employability and moderated by the time devoted to a student job. Results showed that the relationship between HF and job quality was partially mediated by self-perceived employability. However, contrary to the proposed hypothesis, this relationship did not depend on the time devoted to a student job.
Originality/value
This study contributes to improving the understanding about how and why university students’ work experience is related to the quality of their jobs as fresh graduates.
Details
Keywords
Yolanda Estreder, Thomas Rigotti, Inés Tomás and José Ramos
The purpose of this paper is to examine perceptions of the psychological contract (PC) simultaneously at the individual level (fulfillment of obligations by the organization and…
Abstract
Purpose
The purpose of this paper is to examine perceptions of the psychological contract (PC) simultaneously at the individual level (fulfillment of obligations by the organization and PC violation) and the organizational level (normative contract), and their relationship with employees’ evaluations of organizational justice. Based on justice and information processing approaches, the hypothesis is that normative contract has an effect on employees’ perceptions of organizational justice, and also moderates the relationship between PC violation and organizational justice.
Design/methodology/approach
Multilevel modeling was employed with a multinational sample of 5,338 employees nested in 214 companies.
Findings
Findings showed that beyond the positive effect of fulfillment of obligations by the organization, PC violation has a strong negative effect on organizational justice. In addition, normative contract has a positive effect on organizational justice, showing that when shared perceptions of normative contract are higher, then the organizational justice perceptions of employees are also higher. Furthermore, the normative contract moderated the relationship between PC violation and organizational justice, showing that the negative relationship of PC violation with organizational justice was stronger when the normative contract was higher.
Practical implications
Findings suggest that normative contract has effects on organizational justice, and that PC violation had more negative effects on employees’ perceptions of organizational justice perceptions when colleagues’ shared perceptions of fulfillment were higher. This means that social context (shared perceptions in an organization about the PC) has effects on individual perceptions of organizational justice. Companies need to pay attention to detrimental effects on employees who perceive a worse PC than their colleagues do.
Originality/value
The study extends the current research by demonstrating that employee–employer exchanges are not limited to individual level effects because shared perceptions of PC fulfillment (normative contract) also have relevant effects on employees’ perceptions of organizational justice.
Details
Keywords
Vicente Martínez-Tur, Agustín Molina, Carolina Moliner, Esther Gracia, Luisa Andreu, Enrique Bigne and Oto Luque
The purpose of this paper is to propose that the manager’s perception of the service quality delivered by his/her team acts as a precursor of his/her trust in team members. In…
Abstract
Purpose
The purpose of this paper is to propose that the manager’s perception of the service quality delivered by his/her team acts as a precursor of his/her trust in team members. In turn, the manager’s trust in team members is related to team members’ trust in the manager. Furthermore, engagement and burnout at the individual level are considered outcomes of trust reciprocity.
Design/methodology/approach
The authors test this trust-mediated multilevel model with a sample of 95 managers and 754 team members working in services for people with intellectual disability. These services are delivered by team-based structures of workers who perform coordinated tasks.
Findings
The findings suggest that service quality delivered by team members is positively and significantly related to the manager’s trust in them. The results also suggest that the manager’s trust in team members leads to the trust that managers received by team members. Finally, team members who trust their managers show less burnout and high engagement.
Research limitations/implications
Previous literature has neglected the reciprocity of trust. In contrast, this research study considered the perspective of both managers and team members and how this reciprocity of trust is related to service quality and well-being at work.
Practical implications
The current study highlights the critical role of service quality and achieving high-quality relationships between managers and team members.
Originality/value
Performance and well-being are compatible because team members’ efforts are compensated by forming relationships with managers based on trust, and the quality of these relationships, in turn, prevents burnout and stimulates engagement among employees.
Details
Keywords
Tânia Ferraro, Leonor Pais, Nuno Rebelo Dos Santos and Vicente Martinez-Tur
The growing attention to business ethics, integrity and respect for human rights at work has become increasingly relevant. Decent work is an important concept representing the…
Abstract
Purpose
The growing attention to business ethics, integrity and respect for human rights at work has become increasingly relevant. Decent work is an important concept representing the promotion of human rights at work and business, the fulfilling and productive work maintained with social dialogue. This study aims to present the adaptation and validation of the Spanish version of the Decent Work Questionnaire (DWQ), allowing the decent work assessment in Spanish. Initially developed and validated for Portuguese-speaking countries, the DWQ’s Italian version was also recently adapted and validated.
Design/methodology/approach
The 31-item scale was applied to a sample of 1,528 Spanish high-skilled workers. Confirmatory factor analysis (CFA) was performed. Convergent and discriminant validity was tested, examining the links of the DWQ to Work Engagement and Burnout measures.
Findings
CFA confirmed the original higher-order model with seven factors, a very good model fit and good internal consistency reliability (α = 0.94). Statistical analyzes also supported its convergent and discriminant validity.
Originality/value
The results confirmed the DWQ’s Spanish version as a reliable and valid multidimensional measurement tool and strengthened it as a good cross-cultural measure of decent work.
Propósito
La creciente atención a la ética empresarial, la integridad y el respeto de los derechos humanos en el trabajo ha sido un tema cada vez más relevante. El trabajo decente es un concepto importante que representa la promoción de los derechos humanos en el trabajo y en las empresas, como un trabajo gratificante y productivo mantenido a través del diálogo social. El presente estudio presenta la adaptación y validación de la versión en español del Cuestionario de Trabajo Decente (CTD), que permite evaluar el trabajo decente en español. Inicialmente desarrollado y validado para los países de habla portuguesa, la versión italiana del CTD también se adaptó y validó recientemente.
Diseño/metodología/enfoque
La escala de 31 ítems se aplicó a una muestra de 1528 trabajadores españoles altamente cualificados. Se realizó un Análisis Factorial Confirmatorio. La validez convergente y discriminante se probó examinando los vínculos del CTD con las medidas de Work Engagement y Burnout.
Hallazgos
El Análisis Factorial Confirmatorio confirmó el modelo original de orden superior con 7 factores, con un muy buen ajuste del modelo y buena consistencia de confiabilidad interna (α = 0.94). También se apoyó su validez convergente y discriminante.
Originalidad/valor
Nuestros resultados confirmaron la versión en español del CTD como una herramienta de medición multidimensional confiable y válida. También reforzaron la idea de que este instrumento es una buena medida intercultural del trabajo decente.
Objetivo
A crescente atenção à ética empresarial, integridade e respeito aos direitos humanos no trabalho tem sido um tema cada vez mais relevante. O trabalho digno é um conceito importante que representa a promoção dos direitos humanos no trabalho e nas empresas, assim como o trabalho realizante e produtivo mantido com o diálogo social. O presente estudo apresenta a adaptação e validação da versão em espanhol do Questionário de Trabalho Digno (QTD), permitindo a avaliação do trabalho digno em espanhol. Inicialmente desenvolvido e validado para países de língua portuguesa, a versão italiana do QTD também foi recentemente adaptada e validada.
Desenho/metodologia/abordagem
A escala de 31 itens foi aplicada a uma amostra de 1528 trabalhadores espanhóis altamente qualificados. A análise factorial confirmatória (AFC) foi realizada. A validade convergente e discriminante foi testada, examinando as ligações do QTD às medidas de Engajamento no Trabalho e Burnout.
Resultados
AFC confirmou o modelo original de ordem superior com 7 fatores, com um ajuste de modelo muito bom e boa consistência interna de confiabilidade (α = 0,94). Também testamos sua validade convergente e discriminante. Ambas foram suportadas.
Originalidade/valor
Nossos resultados confirmaram a versão em espanhol do QTD como uma ferramenta de medição multidimensional confiável e válida. Também reforçaram a ideia deste instrumento ser uma boa medida transcultural do trabalho digno.
Details
Keywords
- Decent work
- Spanish workers
- Psychometrics
- Confirmatory factor analysis
- Convergent and discriminant validity
- Trabajo decente
- Trabajadores españoles
- Psicometría
- Análisis factorial confirmatorio
- Validez convergente y discriminante
- Trabalho digno
- Trabalhadores espanhóis
- Psicometria
- Análise fatorial confirmatória
- Validade convergente e discriminante
Andrés Salas-Vallina, Álvaro López-Cabrales, Joaquin Alegre and Rafael Fernández
The purpose of this paper is to investigate the relationship between transformational leadership (TFL), organizational learning capability (OLC) and happiness at work (HAW), and…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between transformational leadership (TFL), organizational learning capability (OLC) and happiness at work (HAW), and offers a new measure for HAW.
Design/methodology/approach
The authors used confirmatory factor analysis to test the theoretical model in order to check the psychometric properties of HAW. They examined a sample of 167 medical staff working in allergy units, which represents a response rate of 25 per cent.
Findings
The research showed that HAW can be measured using the proposed new measurement scale, and that TFL predicts HAW through the mediating role of OLC.
Practical implications
The results suggest that hospital managers and heads of allergy services should consider the effects of TFL, under certain learning conditions, to enhance HAW.
Originality/value
This research is the first that examines the effects of TFL and OLC on HAW, a higher order construct that has been implemented closely following previous research.
Details
Keywords
Liang Hong and Siti Rohaida Mohamed Zainal
Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of…
Abstract
Purpose
Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.
Design/methodology/approach
The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.
Findings
The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.
Originality/value
This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.
Details
Keywords
Yunsoo Lee, Jae Young Lee and Jin Lee
The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.
Abstract
Purpose
The purpose of this study is to clarify the relationship between two sub-constructs of heavy work investment: work engagement and workaholism.
Design/methodology/approach
The authors conducted a systematic review and meta-analysis to synthesize and critically assess existing research on the relationship between these concepts.
Findings
The review revealed three major shortcomings of the extant literature: a dichotomous perspective, variations in measurements and the unaddressed complexity of the relationship.
Originality/value
Based on these findings, this study provides a discussion on the limitations and suggestions for future research on work engagement and workaholism, including using a person-centered approach.