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Introduction: We investigated the effect of time spent at home on employee voice behavior and leadership openness during Covid 19. According to DeRue's adaptive leadership theory which offers an interactionist perspective to explain adaptive organizational behavior during an environmental crisis, we proposed that in the WFH's (work from home) reduced and limited communication space, leaders, who need more feedback, will encourage employees to express their opinions and will show more willingness to listen to them. Meanwhile, employees will ask more questions and make more suggestions to alleviate uncertainty and misunderstanding. Methods: Using an online questionnaire, a cross-sectional study (N = 424) has been carried out with employees working from home for a different amount of their working time during the pandemic. Data were analyzed using structural equation models (SEM) in which the effect of leadership openness on employee voice behavior was assessed through the mediation of affective commitment, psychological safety, and intrinsic motivation. Results: The results showed that in the WFH situation, time spent in home office had a low but significant direct negative effect on promotive voice behavior. At the same time, leadership openness was growing with the amount of time spent at home. Leadership openness counteracted the negative effect of WFH on voice behavior: although leadership openness did not have a direct significant effect on voice behavior, it had a positive effect on psychological safety and work motivation which, in turn, influenced positively both promotive and prohibitive voice behavior. Employee's voice, for its part, further augmented leadership openness. Discussion: In our research we could demonstrate the contingent nature and the mutual influence patterns and feedback loops of leaders-employees exchange. In the WFH situation the openness of the leader is growing with the amount of time spent at home and with the amount of promotive voice manifested by the employee. In consent with DeRue social interactionist adaptive leadership theory, a mutually reinforcing process of leadership openness and employee voice could be demonstrated. We argue that leadership openness is a key factor to motivate employee voice behavior during WFH.
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INTRODUCTION AND OBJECTIVES: This study reports the results of an online survey carried out by the Portuguese Society of Cardiology about its medical members' work characteristics before and during the COVID-19 pandemic, their job satisfaction, work motivation, and burnout. METHODS: A sample of 157 participants answered a questionnaire with demographic, professional, and health-related information, followed by questionnaires on job satisfaction and motivation designed and validated for this study and a Portuguese version of the Maslach Burnout Inventory. Data were analyzed through descriptive statistics, ANOVA, and MANOVA, considering gender, professional level, and sector of activity, respectively. Multiple regression was used to assess the impact of job satisfaction and motivation on burnout. RESULTS: The only variable that distinguished participants was sector of activity. Cardiologists working in the private sector worked fewer weekly hours during COVID-19, while those in the public sector worked more. The latter expressed more desire to reduce their working hours than those who worked in private medicine and in both sectors. There were no differences between sectors in work motivation, while job satisfaction was higher in the private sector. Moreover, job satisfaction negatively predicted burnout. CONCLUSIONS: Our findings point to a deterioration in working conditions during the COVID-19 pandemic, with its consequences being felt especially in the public sector, which may have contributed to the lower levels of satisfaction among cardiologists who worked exclusively in this sector, but also for those working in both public and private sectors.
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The recent COVID-19 pandemic has pushed many institutions, regardless of whether they are ready or not, to adapt work from home (WFH) practices. This study aims to evaluate how work stress, workload, work-life balance, and work motivation affect millennials' intention to leave their jobs during work from home implementation. There were 224 millennial respondents in the Greater Jakarta Area who experienced WFH set-ups because of the COVID-19 outbreak that filled out the questionnaires. The PLS-based SEM technique was then used to examine the data that had been obtained. The results showed a significant effect from working from home on workload, work stress, work-life balance, and motivation. Additionally, it found that workload and work stress have significant effects on the turnover intention. Work-life balance and work motivation, according to the results, have no significant effects on turnover intention. As a result, management should consider the workload and work stress while evaluating the effectiveness of the use of the type of assignment. More factors that influence turnover intentions need to be considered in future studies. © 2023, Editura Lumen. All rights reserved.
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PurposeAs employees' adoption of Bring Your Own Device (BYOD) has increased, so has research interest into the impact of BYOD on human resources outcomes. The present study aims at understanding the relationship between BYOD and human resources outcomes.Design/methodology/approachThe study employs the inductive data-driven content analysis approach to analyze the data collected through qualitative semi-structured interviews with a sample of 28 knowledge workers from different occupational sectors in Mauritius.FindingsThe results show the double-edged sword brought about by BYOD implementation. This trend is associated with perceived job performance, job satisfaction, organizational commitment and work motivation while also having an effect on work-life conflict and stress.Practical implicationsThis study has implications for organizations that are concerned about formulating guidelines and policies in relation to workers' adoption of BYOD in the workplace. This trend permits employees to continue to communicate and work irrespective of new working conditions and social distancing since the Covid-19 pandemic has changed the way organizations operate around the globe.Originality/valueDriven by the JD-R theory, themes and sub-themes were linked by the emerging relationships to present a conceptual framework to understanding employees' well-being since this is a pertinent research area for scholars and practitioners, as well as a topic of growing prominence for modern organizations.
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Orientation: Meaning is not a concept whose significance needs to be debated anymore. Rather, the meaning of meaning is a concept that needs more clarity to improve its understanding. Research purpose: In this paper, the construct of meaning is deconstructed to develop a lexicon of the respective meanings of meaning, especially as they apply to the domain of work. Motivation for the study: Descriptions of the various meanings of meaning tend to be lost across many different journal articles and books. More clarity regarding the meanings of meaning and how they compare and relate with each other is essential to promote valid research and influential practice in this field. Research approach/design and method: Theoretical research is conducted through a literature study and the meanings of meaning are determined through theory synthesis and topical analyses. Main findings: Meaning is a multidimensional construct, especially as it applies to the work context. The concept of meaning in life is distinct and should be distinguished from related concepts, such as the meaning of work, meaning at work, meaning in work, and meaningful work. Practical/managerial implications: By clarifying meanings of meaning, the lexicon provides a unique reference work for scholars, and an essential guide for practitioners in the fields of psychology, industrial and organisational psychology, and even psychiatry, who aspire to advance and promote meaningfulness in their work contexts. Contribution/value-add: As far as could be established, this is the first lexicon of the meanings of meaning in one easy-to-use compendium, for accurate comparison and reference.
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Purpose: The aim of the study was to analyze the effect of work environment and workload on employee performance mediated by work motivation along Work From Home during the COVID-19 pandemic at the Department of Manpower and Transmigration, North Musi Rawas Regency, North Sumatra, South Indonesia Theoretical framework: Recent literature has reported there are three dimensions of implementing or realizing work from home including, the dimensions of transformation space, time, and social roles. Employees who do not have clear boundaries between roles at home and work will create more work-life conflicts (Kinman, 2016) and (Putnik et al., 2018) from the results of research (Sheikh, 2010) stated that doing work and family tasks concurrently makes employees face multiple conflicts and roles, apart from having to divide work space and family life space Design/methodology/approach: The sample of the study was all employees and partners of the Manpower and Transmigration Office of North Musi Rawas Regency as many as 109 people. Structural Equation Modeling (SEM) analysis is used to analyze the data which is run through the AMOS 24 program Findings:The results of the research carried out prove simultaneously that workload, work motivation and work environment have a significant and positive effect on performance, which partially each variable workload, work motivation and work environment affect the performance, but work motivation variables have a very dominant impact on the employee performance, while the work environment and also workload have a significant and positive effect on the work motivation. This proves that work motivation is a very important mediating variable in improving the performance of the employee during the COVID-19 pandemic by working at home. Research, Practical & Social implications: The theoretical implication is that this research is expected to be a reference for further researchers, especially in terms of increasing employee productivity during the pandemic, especially for those who wish to conduct research in the public and business service sectors. The practical implication of this research is that research can be done on work supervision variables, in addition to workload, work environment, work motivation during this pandemic so that a comparison can be seen on the achievement of the results. While the supervision of work during Work From Home. Originality/value: The results of this study prove that work motivation is a very important mediating variable in improving employee performance while working at home due to the COVID-19 pandemic © 2022 AOS-Estratagia and Inovacao. All rights reserved.
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Teachers, particularly in developing contexts, were vulnerable populations during the COVID-19 pandemic. As natural parental figures for students, they had to reconcile the dual role of ensuring the safety and health of students and their own and their family's well-being. The external crisis of COVID-19 heightened the negative experiences of teachers in their work environments during both online and physical instruction. This qualitative phenomenological study involving thirty (30) secondary school teachers in Ghana took a comprehensive and fresh look at how COVID-19 impacted the work motivation of teachers. It was found that teachers suffered a great deal of stress in the wake of the pandemic and had to face mounting concerns about their working conditions. The low morale of teachers precipitated by COVID-19 made them develop attrition intentions. However, intrinsic and altruistic traits such as passion, the feeling of responsibility, and the desire to contribute to society and foster student development made teachers resilient towards the deleterious effects of the pandemic to promote optimal teaching. Future studies should investigate the installation of support structures that strengthen the motivation of teachers in unforeseen crises. [ FROM AUTHOR] Copyright of COVID is the property of MDPI and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
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Grounded in Herzberg's motivation-hygiene theory, this research examines whether the characteristics of flight attendants in terms of work passion and job tenure moderate the effect of perceived organizational support on organizational identification. Data was collected from 307 flight attendants among the five domestic airlines based in Thailand during the COVID-19 pandemic. This study used the partial least squares structural modeling to analyze the data. The results confirmed the positive association between perceived organizational support on organizational identification. However, the results from the moderating effect analysis indicate that perceived organizational support tends to have a weaker positive effect on organizational identification for the flight attendants who demonstrate high work passion and for the flight attendants with long tenure. As a theoretical contribution, the study extends the knowledge from prior research by proposing the boundary conditions in terms of individual characteristics to explain why different groups of employees may not be motivated by organizational support to the same degree. © 2022 The Authors
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The San Luis Gonzaga National University, Ica-Peru, due to Covid 19, adapted to virtuality by implementing the Laureasea virtual classroom. This research was carried out during the academic semester 2021-1. Objective: to analyze how virtual education improves teaching performance;430 teachers from the 24 faculties participated, they answered a virtual survey. Significant result: 80% taught a virtual class for the first time, 60% had access to a virtual classroom, 68% have improved their performance and 75%prefer face-to-face classes. Conclusions: virtual education significantly improves teaching performance and they prefer face-to-face classes. © GKA Ediciones, authors.
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Objective: The aim of this paper was to describe work motivation of medical staffs and analyze some related factors. Material(s) and Method(s): The study was conducted in internal medicine departments of Kien Giang General Hospital on 384 subjects. Results and Discussion: Regarding the work motivation of medical staffs, the percentage of health workers with good motivation at work accounts for a fairly high rate of 72.9%. The highest achievement aspiration score (average 4.03 points versus maximum 5 points) the lowest was the motivation from recognition of achievement (3.76 points on average).The proportion of good comments about management and supervision factors of medical staff were lowest while satisfaction with management regime and remuneration policy is highest (53.4% and 81.2% respectively).In terms of some related factors to the work motivation of medical staff, positive attitude towards the prevention of the COVID-19 epidemic, good work motivation was 82.2% higher than that of the group of employees who werestill afraid of the disease: 69.6% (OR=2.01;p<0.05).The group that was satisfied with their personal income, the rate of good work motivation was significantly higher than the group of unsatisfied employees (OR= 3.11;p<0.001). Doctors had a higher percentage of good motivation than groups of nurses and technicians (OR = 3.03;p < 0.001). The group that was satisfied with the working conditions had a higher rate of good work motivation than those who were not satisfied with the working conditions (OR=6.59;p<0.001). The group that is satisfied with the management regime and policies, the rate of good work motivation is much higher than the unsatisfied group of employees (OR=17.92;p<0.001). The group with a positive attitude (supporting) work management and supervision had significantly higher rate of good work motivation than the group of employees with a negative attitude (OR=7.57;p< 0.001). Conclusion(s): The percentage of employees with good work motivation was quite high. The factors related to the strongest work motivation were meeting personal aspirations and interests, the responsibility for work and acceptance of the hospital's management regime. The epidemic has affected the work motivation of medical staff (at the onset of the COVID-19 epidemic). Copyright © The Author(s) 2015.
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Grounded in Herzberg's motivation-hygiene theory, this research examines whether the characteristics of flight attendants in terms of work passion and job tenure moderate the effect of perceived organizational support on organizational identification. Data was collected from 307 flight attendants among the five domestic airlines based in Thailand during the COVID-19 pandemic. This study used the partial least squares structural modeling to analyze the data. The results confirmed the positive association between perceived organizational support on organizational identification. However, the results from the moderating effect analysis indicate that perceived organizational support tends to have a weaker positive effect on organizational identification for the flight attendants who demonstrate high work passion and for the flight attendants with long tenure. As a theoretical contribution, the study extends the knowledge from prior research by proposing the boundary conditions in terms of individual characteristics to explain why different groups of employees may not be motivated by organizational support to the same degree.
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This study investigates the use of a health gate sterilizer on its impact on the work motivation of education personnel during the post-COVID-19 pandemic. The research method used is an experiment with a pre-test/post-test group design. This research was carried out for 8 weeks on 120 education staff at an educational institution. Education personnel was chosen because of their importance to the education sector in Indonesia after the COVID-19 pandemic was very disrupted. The treatment given is the use of a health gate sterilizer for educational staff to feel safe and comfortable so that they are expected to be motivated in their work. The results showed that there was a significant and positive effect of the use of a health gate sterilizer on the work motivation of educational staff in educational institutions. From this research, it can be concluded that the use of a health gate sterilizer must continue to be used in order to have a positive impact on motivating one's work because it does provide a sense of security and comfort from the COVID-19 virus. Copyright © the Author(s),2022 Licensee PAGEPress, Italy.
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The dynamic changes in the banking industry as a result of the AI application and robotisation lead to substantial organisational changes and redefining the roles of bank employees. This, of course, has an impact on bank employees’ work motivation. In 2020-2021 the businesses, including banking, encountered one more influencing factor – the Covid-19 pandemic and related quarantine and lockdown measures, leading to forced move to remote work. This research aims to find out if the work motivation of the bank employees has changed, and if yes – in what directions. The analysis is based on the findings of a survey, conducted in the two countries in the period November 2020 – February 2021 and the results show some significant differences between the work motivation in the banking industry in the two countries. The questionnaire items target the main work motivation factors. Two working hypotheses were studied in this research: H1: The intensive implementation of AI in the banking sector positively affects the work motivation of bank employees in Russia and Kazakhstan. H2: The age of the employees matters for appreciation of the AI implementation, as younger employees 18-40 are more positive compared to employees beyond 40. H1 was confirmed, while H2 was confirmed regarding the difference in the opinions and motivation of the two age groups (under 40 and above 40 years of age), but not in regard to the appreciation of the changes by the two age groups. The main beneficiaries of the results of this research are the bank managers, both HRM and line managers, who are directly responsible for supporting the work motivation in the process of intensive implementation of AI and robotisation, e.g., chatbots, in the sector. It is also believed that the managers in the other sectors of the economy may benefit from these findings as well. © 2022, Bulgarska Akademiya na Naukite. All rights reserved.
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Purpose: To explore the work motivation of managers of tourism enterprises during the COVID-19 period.Design/methodology: Qualitative research conducted from April to May 2021 in a form of semi-structured interviews with twelve tourist entrepreneurs from the Silesian region.Findings: The COVID-19 caused changes in work performance, including a decrease of work motivation, in the tourism industry. However, at the same time, it stimulated the appearance of new sources of work motivation like, e.g., a desire to overcome the crisis, survival on the market, caring for the staff, a sense of professional passion or concern for the development of the branch or region. Several sources of work motivation were identified that were divided into intrinsic and extrinsic motivation of people managing tourism enterprises in the COVID-19 pandemic.Research limitations/implications: Research findings are not representative and cannot be generali-zed. It would be worthwhile to undertake future research on: how - over time - the pandemic and its course changed the attitudes of tourism entrepreneurs, including their motivation to work;whether this motivation differs when different: types of enterprises (e.g. catering and MICE), enterprise location (e.g. seaside/mountain), segment of tourists (e.g. holiday/business tourists) are considered;a larger sample of respondents with the use of a quantitative approach. Originality/value: COVID-19 caused not only a decrease in motivation to work, which is more often stressed in the literature, but also became an impulse to the emergence of new sources of managers' work motivation that are completely different than before the pandemic. The identification and exploration of those sources, divided into intrinsic and extrinsic work motivation, create an added value of the paper.
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This study aims to find Indonesian workers’ decision whether to continue Working from Home (WFH) in the future by measuring how well their job satisfaction is fulfilled by the fulfillment of work-life balance and work motivation. The data from this study was collected from 208 office workers respondents who underwent WFH for the first time during the COVID-19 pandemic by distributing an online questionnaire in Indonesia. The study results indicate that office workers feel that work-life balance and work motivation directly affect their job satisfaction. In conclusion, Indonesian workers choose to continue their WFH in the future due to the increase in their job satisfaction during WFH. © 2022, Editura Lumen. All rights reserved.
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Personality traits broadly impact people's behavior and decisions in the organizational realm. One of the leading personality models suggests that people's personalities can be expressed by five dimensions: openness to experience, conscientiousness, pleasantness, extroversion, and neuroticism. While these characteristics are stable in most human lives, they are assumed to be more pronounced in times of crisis, since crises are weak situations. According to the situational strength theory, people are less aware of the desired rules and codes of conduct in weak situations. Thus, they tend to rely more on their traits and less on the existing procedures. The current work aimed to examine if, during a crisis, the personal characteristics of the manager will be more pronounced and thus have a larger influence on their ethical leadership. In three studies, we show a strong link between agreeableness and conscientiousness and the ethical leadership of managers. However, contrary to our hypotheses, the link between personality traits and ethical leadership is stronger in regular times and not during a crisis. Our findings emphasize the importance of characterizing managers' personality traits for organizations' sustainability. Second, they highlight how significant is the relationship between managers and their employees.
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The purpose for this review was to examine the direct influence of organizational climate (OC) on teacher performance (TP) and the indirect effect of OC on TP through spiritual work motivation (SWM), planned as illustrative exploration that expects to give a clarification of the causal connection between factors through speculation testing and to get proper testing in making causal determinations. The example of this study was 180 respondents of Islamic boarding school teachers in the Madura Regency area. The sampling technique used purposive random sampling with the minimum criteria for occupying a homeroom level position. By using the analysis technique of Smart PLS version 3.0, it was found that OC does not have a direct effect on performance, and that OC has an indirect effect on TP through SWM. The after effects of this review are supposed to add new information that will improve the hypothesis of human asset, the executives, and the theory of the behavior of Islamic boarding schools, particularly those connected with TP. Furthermore, it is trusted this new model will assist future examination in focusing on factors that can affect TP. © 2022 Kasetsart University.
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Purpose. The article presents the results of an empirical study of differences in the levels of educational and work motivation, existential fulfillment, stress and anxiety among medical university’s students working with patients with COVID-19 during the pandemic. Method. The sample (N = 163) consisted of three groups balanced by the number of respondents: students working with COVID-19 patients on their own volition;working with COVID-19 patients as part of mandatory practical training;not working with patients during the pandemic. Findings. It was revealed that students who voluntarily work with patients with COVID-19 demonstrate statistically significantly higher rates reflecting the internal nature of motivation to study and to work compared to students involved in working with COVID-19 as part of compulsory practice. Moreover, the group of volunteer students showed statistically significantly higher rates of existential fulfillment and ability to withstand stress compared to the group of students working with COVID-19 as part of compulsary practice and compared to the group of students not working with patients during the pandemic. Value of results. The data obtained emphasize the significant role of intrinsic motivation of medical students to learn and master professional activity for their subsequent medical work in the practical health care system. © 2022 by the authors.
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Organizational citizenship behavior (OCB) refers to discretionary, nonrequired contributions by members to the organizations that employ them. Evidence indicates that job satisfaction is more closely related to such contributions than to productivity in core job tasks. Other data suggest that personality also is more likely to predict such discretionary behaviors rather than task productivity. Various typologies and dimensions of OCB have been posited, but the most parsimonious structure consists of two major dimensions, roughly analogous to discretionary help and support to particular persons and discretionary levels of conformity to organizational rules. Compelling findings support the hypothesis that unit-level OCB indeed predicts various criteria of organizational effectiveness. Cross-cultural research in OCB has begun and is proceeding at an accelerating pace, with indications that the structure of what is perceived as OCB varies somewhat across cultures. Moreover, some forms or levels of intended OCB might prove dysfunctional for either the organization or the individual, or both. The purpose of this research is to analyze the relationship between innovative work behavior on satisfaction, innovative work behavior on job performance, organizational citizenship behavior on job performance, organizational citizenship behavior on job satisfaction, innovative work behavior on job performance through job satisfaction, organizational citizenship behavior on job performance through job satisfaction