Among epistemologists, it is not uncommon to relate various forms of epistemic luck to the vexed debate between internalists and externalists. But there are many internalism/externalism debates in epistemology, and it is not always clear how these debates relate to each other. In the present paper I investigate the relation between epistemic luck and prominent internalist and externalist accounts of epistemic justification. I argue that the dichotomy between internalist and externalist concepts of justification can be characterized in terms of epistemic (...) luck. Whereas externalist theories of justification are incompatible with veritic luck but not with reflective luck, the converse is true for internalist theories of justification. These results are found to explain and cohere with some recent findings from elsewhere in epistemology, and support a surprising picture of justification, on which internalism and externalism are complementary rather than contradictory positions. (shrink)

Research on the joint effect of multiple motives for studying was recently given a push in a new direction with the introduction of the motivational mindset model. This model contributes to a better understanding of study success and student wellbeing in higher education. The aim of the present study is to validate the newly developed model and the associated mindset classification tool. To this end, 662 first-year university students were classified in one of the four types of motivational mindset using (...) the classification tool and three exploratory validation procedures were conducted through sense of purpose, study engagement, and students’ background characteristics in terms of gender and ethnicity. Both purpose and study engagement are central dimensions of student wellbeing and predictors of study success. The results show that sense of purpose and study engagement differ across the four types of mindset, students in the low-impact mindset show the least optimal pattern of study engagement and sense of purpose, sense of purpose and study engagement are positively related and this relationship is consistent across mindsets, and overall differences in purpose and study engagement between gender and ethnic subgroups stem from one specific type of motivational mindset. The results provide support for the validity of the MMM and the usefulness of the MCT. The implications of the findings are discussed as well as promising avenues for future research. (shrink)

Among epistemologists, it is not uncommon to relate various forms of epistemic luck to the vexed debate between internalists and externalists. But there are many internalism/externalism debates in epistemology, and it is not always clear how these debates relate to each other. In the present paper I investigate the relation between epistemic luck and prominent internalist and externalist accounts of epistemic justification. I argue that the dichotomy between internalist and externalist concepts of justification can be characterized in terms of epistemic (...) luck. Whereas externalist theories of justification are incompatible with veritic luck but not with reflective luck, the converse is true for internalist theories of justification. These results are found to explain and cohere with some recent findings from elsewhere in epistemology, and support a surprising picture of justification, on which internalism and externalism are complementary rather than contradictory positions. (shrink)

Despite Kepler's candid and detailed report on the discovery of his first two laws, the problem of the origin of these laws still remains unresolved. Attempts to unravel the problem have varied from considering the discovery a chance to one arising from a well-reasoned, patient, and systematic empirical study of Tycho Brahe's observations . On the issue of the influence of non-scientific factors on this discovery also various views exist. Small and Dreyer do not even consider this question. Strong and, (...) to some extent, Westman deny any positive role to such an influence, whereas Koestler and, in some sense, Burtt seem to go to the other extreme. Between these two extremes lie the views of Aiton, Gingerich, Holton, Koyre, and Wilson. I argue that all these attempts are either inaccurate or incomplete because they fail to pay attention to all the relevant factors involved. In Kepler's works and thought I see an interaction among empirical, philosophical, and religious ideas. I show that this interaction had a decisive role to play in the discovery of the laws. If Kepler had emphasized only the empirical, he probably would have been another Tycho, but not the discoverer of the laws and the father of modern astronomy. On the other hand, if he had concentrated only on the philosophical, he would have remained just one among the renaissance natural philosophers. Religious ideas alone also would not have led him to the laws. But when all the three were allowed to interact and collaborate, mutually modifying and complementing each other, the result was the laws. My study has two parts. In the first part I identify and discuss Kepler's religious, philosophical, and scientific ideas. In the second part I discuss his actual discovery of the first two laws. I divide the process of discovery into different stages and show that in each all the three factors had to collaborate to make the discovery possible. I base my studies on Kepler's own original books and letters, supplemented by reflection and commentaries on them by eminent Kepler scholars. (shrink)

This first analysis of the Religious Fundamentalism Scale in Iran further examined findings that conservative religious commitments have positive adjustment implications outside the West. Religious Fundamentalism in a sample of 385 Iranian university students displayed direct relationships with Muslim religiosity and spirituality and correlated positively with the Transcendence and negatively with the Symbolism Post-Critical Beliefs factors. Religious Fundamentalism, and conservative religiosity more generally, predicted better mental health in relationship with variables related to self-regulation, narcissism, and splitting. PCB factors defined a (...) fundamentalist attitude of Literal Affirmation that also displayed some linkages with more adaptive psychological functioning. Iranians who self-identified as “both religious and spiritual” were more conservative religiously and more adjusted psychologically than three other religious-spiritual types. Conservative religiosity did predict the maladjustment of Exploitable Dependency. These data further suggested that conservative religiosity can have largely, though not wholly, positive mental health implications outside the West. (shrink)

Comprehension of moral reasoning is important both for successful moral education and for Kohlbergian claims that moral reasoning development is cognitive in nature. Because a psychometrically appropriate moral comprehension instrument does not appear to exist, the Moral Comprehension Questionnaire (MCQ) was constructed in Study 1 and displayed some positive reliability and validity findings. Study 2 used this questionnaire to examine whether the increased Defining Issue Test (DIT) p scores shown by liberals is indicative of increased cognitive development. While liberals displayed (...) slightly greater moral comprehension than conservatives, moral comprehension and political orientation mostly appear to contribute independently to high p scores. Additionally, consistent with Kohlbergian theory, comprehension of Stage 5 moral reasoning is more challenging than comprehension of Stage 3 or 4 reasoning. Consequently, while p scores are somewhat cognitive developmental in nature, they also are independently predicted by political orientation. (shrink)

With Religious Schema Scales in the West, Truth of Texts and Teachings correlates negatively with the commitment to interreligious dialogue recorded by Xenosophia. This measure of fundamentalism also predicts problematic religious and psychosocial functioning. The present project examined Religious Schema Scales in university students and Islamic seminarians in the Muslim cultural context of Iran. Truth of Texts and Teachings correlated positively rather than negatively with Xenosophia and predicted religious and psychological adjustment. The adaptive implications of Truth of Texts and Teachings (...) were especially evident in Islamic seminarians. These results supplemented previous Religious Schema data from India and Malaysia in suggesting that fundamentalism may have more positive implications outside the West. Cross-cultural differences in fundamentalism more generally support arguments of an Ideological Surround Model that the incommensurability of religious and other social rationalities requires careful research attention. (shrink)

Sustainable development requires several stakeholders, including companies, to take action. For this, employees need to have their positions and sustainability roles defined so they can carry out activities. In turn, activities need alignment with corporate policies and strategy. However, the literature lacks discussion about job specifications and which activities relate to sustainability. Therefore, this article aims to explore the panorama of positions and professional activities of corporate sustainability professionals. To achieve this goal, we conducted a bibliometric assessment of terms related (...) to corporate sustainability professionals and to understand what scholars have addressed in the area thus far. In the second stage, we tackle this problem by conducting a world survey of 143 professionals working in sustainability-related positions. The methods are complementary because they provide different types of information that can be used to gain insights into research topics and trends. In this sense, this research contributes to the literature and practice in two main ways. First, the sustainability professionals' positions are still recent and under construction; few sustainability professionals are leaders. Second, this research identified that the sustainability professionals' actions focus on the environmental dimension, suggesting that companies have to invest more in social and governance dimensions. In addition, the findings evidence the need for more reporting on these dimensions as well as aligning all sustainability-related policies, practices and activities with the strategy's company. Theoretical and practical implications, such as the need for more training on sustainability aspects, and the study's limitations are also addressed. (shrink)

Although many studies have linked job attitudes and intentions to aspects of in-role and extra-role job performance, there has been relatively little attention given to such job responses in the context of employees’ ethical/unethical behavior. The purpose of this study was to investigate a possible relationship between positive job response (conceptualized as job satisfaction and intention to stay) and behavioral ethics. Ninety-two matched manager-employee pairs from a regional branch of a large financial services and banking firm completed survey instruments, with (...) each employee providing information about his or her job attitudes and intentions and each manager assessing the ethical/unethical performance of his/her employees. Respondents also provided additional information required for our analyses. The results indicated that positive job response among subordinates was associated with higher supervisory ratings of the subordinates’ ethical job performance. The managerial implications of the findings for managing ethical behavior are explored. (shrink)

Considering the organization’s ethical context as a framework to investigate workplace phenomena, this field study of military reserve personnel examines the relationships among perceptions of psychosocial group variables, such as cohesiveness, helping behavior and peer leadership, employee job attitudes, and the likelihood of individuals’ withholding on-the-job effort, a form of organizational misbehavior. Hypotheses were tested with a sample of 290 individuals using structural equation modeling, and support for negative relationships between perceptions of positive group context and withholding effort by individual (...) employees was found. In addition, individual effort-performance expectancy and individual job satisfaction were negatively related to withholding effort. The findings provide evidence that individual perceptions of positive group context play a key role in the presence of misbehavior at work. The results indicate that positive group context might be an important element of ethical climate that should be managed to temper occurrence of such adverse work behavior. (shrink)

The aim of this study was to examine whether the relationship between the ratio of job-related positive to negative emotions and job burnout is best described as linear or curvilinear. Participants were 89 police officers and 86 firefighters. The positivity ratio was evaluated using the Job-related Affective Wellbeing Scale. Exhaustion and disengagement, two components of job burnout, were measured using the Oldenburg Burnout Inventory. The results of regression analysis revealed that curvilinear relationships between the positivity ratio and two components of (...) job burnout appeared to better fit the data than linear relationships. The relationship between the positivity ratio and exhaustion was curvilinear with a curve point at around 2.1. A similar curvilinear relationship, but with a lower curve point, i.e., around 1.8, was observed for disengagement. It seems that beyond certain values there may be hidden costs of maintaining positive emotions at work. Also, the unequal curve points for subscales suggest that different dimensions of work-related functioning are variously prone to such costs. (shrink)

In spite of feminist recognition that hierarchical organizations are an important location of male dominance, most feminists writing about organizations assume that organizational structure is gender neutral. This article argues that organizational structure is not gender neutral; on the contrary, assumptions about gender underlie the documents and contracts used to construct organizations and to provide the commonsense ground for theorizing about them. Their gendered nature is partly masked through obscuring the embodied nature of work.jobs and hierarchies, common concepts in organizational (...) thinking, assume a disembodies and universal worker. This worker is actually a man; men's bodies, sexuality, and relationships to procreation and paid work are subsumed in the image of the worker. Images of men's bodies and masculinity pervade organizational processes, marginalizing women and contributing to the maintenance of gender segregation in organizations. The positing of gender-neutral and disembodied organizational structures and work relations is part of the larger strategy of control in industrial capitalist societies, which, at least partly, are built upon a deeply embedded substructure of gender difference. (shrink)

Employees' emotions have an important effect on their job performance, thus leaders can influence subordinates' emotions through emotional contagion and emotional appeal and ultimately affect their job performance. Based on the affective events theory, this study examines the impact of emotional leadership on the subordinates' job performance, the mediating role of subordinates' positive emotions, and the moderating role of susceptibility to positive emotion. Hierarchical regression analysis of 362 valid questionnaires showed that: (1) emotional leadership has a significant positive effect on (...) subordinates' job performance; (2) subordinates' positive emotion partially mediated the relationship between emotional leadership and subordinates' job performance; (3) subordinates' susceptibility to positive emotion positively moderated the relationship between emotional leadership and positive emotions, i.e., the higher the subordinates' susceptibility to positive emotion, the greater the effect of emotional leadership on their positive emotions. This study validates affective events theory, deepens the understanding of the influence mechanism and boundary conditions of emotional leadership on subordinates' job performance, and provides some references for employee performance management. (shrink)

Intensified job demands originate in the general accelerated pace of society and ever-changing working conditions, which subject workers to increasing workloads and deadlines, constant planning and decision-making about one’s job and career, and the continual learning of new professional knowledge and skills. This study investigated how individual characteristics, namely negative and positive affectivity related to competence demands, and multitasking preference moderate the association between IJDs and cognitive stress symptoms among media workers. The results show that although IJDs were associated with (...) higher cognitive stress symptoms at work, that is, difficulties in concentration, thinking clearly, decision-making, and memory, competence demands-related negative affectivity explained the most variance in cognitive stress symptoms. In addition, IJDs were more strongly associated with cognitive stress symptoms at work in individuals with high competence demand-related negative affectivity, and low multitasking preference. Altogether, the present findings suggest that HR practices or workplace interventions to ease employees’ negative affectivity from increasing competence demands at work could usefully support employees’ effective cognitive functioning when confronted with IJDs. (shrink)

Aging at work is a dynamic process. As individuals age, their motives, abilities and values change as suggested by life-span development theories (Kanfer & Ackerman, 2004; Lang & Carstensen, 2002). Their growth and extrinsic motives weaken while intrinsic motives increase (Kooij, De Lange, Jansen, Kanfer, & Dikkers, 2011), which may result in workers investing their resources in different areas accordingly. However, there is significant individual variability in aging trajectories (Hedge, Borman, & Lammlein, 2005). In addition, the changing nature of work, (...) the evolving job demands, as well as the available opportunities at work may no longer be suitable for older workers, increasing the likelihood of person-job misfit. The potential misfit may, in turn, impact how older workers perceive themselves on the job, which leads to conflicting work identities. With the traditional job redesign approach being a top-down process, it is often difficult for organizations to take individual needs and skills into consideration and tailor jobs for every employee (Berg, Dutton, & Wrzesniewski, 2010). Therefore, job crafting, being an individualized process initiated by employees themselves, can be a particularly valuable mechanism for older workers to realign and enhance their demands-abilities and needs-supplies fit. Through job crafting, employees can exert personal agency and make changes to the task, social and cognitive aspects of their jobs with the goal of improving their work experience (Wrzesniewski & Dutton, 2001). Building on the Life Span Theory of Control (Heckhausen & Schulz, 1995), we posit that job crafting, particularly cognitive crafting, will be of increasing value as employees age. Through reframing how they think of their job and choosing to emphasize job features that are personally meaningful, older workers can optimize their resources to proactively redesign their jobs and maintain congruent, positive work identities. (shrink)

This book offers an intellectual and cultural context for C. G. Jung's 1952 work. Initially greeted with controversy, Answer to Job has been neglected by many serious commentators on Jung. Jung's Answer to Job: A Commentary places the Answer to Job in the context of biblical commentary, and then examines the circumstances surrounding its composition and immediate reception. Jung's Answer to Job unravels Jung's narrative, offering a comprehensive re-reading of Jung's text, as well as a re-positioning in its cultural context. (...) Whilst remaining true to the tenets of analytical psychology, this commentary underlines Answer to Job 's greater significance in terms of cultural history. It will be invaluable to students and scholars of analytical psychology, religion and those who subscribe to Jung's ideas. (shrink)

This two-part study examined if the buffering effect of transformational leadership on the association between work-related ambiguity and job satisfaction is contingent upon whether a follower holds a formal leadership position him/herself. Data from two separate surveys were employed: Study 1: A sample of 845 respondents from Belgium. Study 2: A national probability sample of 1,608 Norwegian employees. Study 1 showed that task ambiguity had a significant negative relation with job satisfaction, but that transformational leadership did only buffer the (...) association between task ambiguity and job satisfaction among employees holding a formal position as a supervisor or manager. Study 2 extended Study 1 by adjusting for age and job tenure of subordinates as a confounding variable. Study 2 confirmed that transformational leadership had a significantly stronger impact on the observed association between role ambiguity and job satisfaction among respondents holding a supervisor or manager position. In conclusion, when considering job satisfaction as an outcome of work-related ambiguity, transformational leadership is mainly beneficial for followers holding a formal supervisor or manager position themselves. Our findings thereby question assumptions about the general effectiveness of transformational leadership. (shrink)

How and when do uncertain factors affect employees’ different types of proactive behavior? Building on the strength model of self-control, the present study examines the different effects of job insecurity on individual-oriented and organizational-oriented proactive behaviors, and the moderating role of future work self salience and socioeconomic status. Two-wave data collected from 227 employees in China were used to test our hypotheses. The results indicate that job insecurity is negatively associated with all the proactive behaviors. Moreover, the FWSS positively moderates (...) the above relationship, and the moderating role on individual-oriented proactive behavior is stronger than organizational-oriented proactive behavior. The SES negatively moderates the relationship between job insecurity and the two types of proactive behaviors. In addition, the FWSS and SES have a three-way interactive effect on the relationship between job insecurity and individual task proactive behavior. The practical implications of these results are discussed. (shrink)

Background:Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization.Purpose:This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, and turnover (...) intention.Methods:A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables.Ethical considerations:Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection.Findings:The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention.Recommendation:Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

Even if religiosity has long been introduced as the major cause for backwardness by anti-religion philosophers, the divine religion has been an important source of value for individuals and society, encouraging them to shape economic and sociocultural outcomes. In this manner, religiosity and religious capital (RC) are the stimuli for society-wide development. Against this background, religion can have positive implications for enriching individual and social economy. Assigning tasks, providing guidance on productivity and more effort, living a purposeful life, establishing effective (...) socio-economic institutions and assessing functional behaviours in organisational settings are accordingly among the ways in which RC induces economic behaviours. On the other hand, job engagement (JE) has been one of the relatively common concepts within the novel approaches to human resource management. Considering employment and the promotion of standard Islamic culture, how religion and JE are associated is thus of utmost importance. Hence, this study aimed to investigate the effect of RC on JE among 2500 Malaysian Muslim nurses working in Kuala Lumpur and Penang hospitals during the coronavirus disease 2019 (COVID-19) pandemic in 2021, as the statistical population selected via random sampling. A standardised questionnaire was also administered as the data collection tool, whose validity and reliability were confirmed. The SPSS and LISREL software packages were further utilised to analyse the data. The study results revealed that RC had a significant positive effect on nurses’ JE in the course of COVID-19 (p = 0.83, t = 11.94).Contribution: The research findings suggest that reinforcing RC in Islamic societies, such as Malaysia, even during the COVID-19 pandemic, affects nurses’ sense of hope, faith and beliefs regarding their capabilities to achieve career success. (shrink)

According to Saul Smilansky's ‘Paradox of Beneficial Retirement’, many serving members of professions may have decisive integrity-based reasons for retiring immediately. The Paradox of Beneficial Retirement holds that a below-par performance in one's job does not require any outright incompetence, but may take a purely relational form, in which a good performance is not good enough if it would be improved upon by someone else who would be appointed instead. It is argued, in response, that jobs in the sectors Smilansky (...) mentions are not merely positions to optimize the goals of the profession, but are professional careers in which there is the possibility of security and personal fulfilment. The article also explores connections between Smilansky's argument and G. A. Cohen's anti-incentives argument against Rawls. It is suggested that both thinkers underappreciate the relationship between personal reasons and institutional reasons. (shrink)

This chapter concerns the ethics and metaphysics of occupations, such as teacher, waiter, and priest. It argues that teacher is a functional kind, but teachers are not functional objects. If you are a practising teacher, it is likely that you perform a function and serve a purpose, that of imparting knowledge and cultivating minds and skills. This is what teachers, generically, are for, and it is what your school is for. But it is not what you are for. Easily confused (...) senses of ‘job’ are distinguished: occupation, position, requirement, and function. The chapter explains that the requirements of your position and occupation do not entail ability, reasons, or fault (if not complied with), and that if you are not as your position and occupation require, you are not as you ought to be, but it does not follow that there is anything wrong with you. The chapter includes some metaphysical speculation about positions, and examines some sources of, and remedies for, workplace alienation and anxiety. (shrink)

Background: The work engagement of police officers pertains to social stability and security, as well as to the orderly operation of the political-economic environment. Although there are many studies on work engagement at present, few studies focus on the influencing factors of police officers’ work engagement. According to the job demands-resources model and the conservation of resources theory, organizational job resources (e.g., perceived organizational support) and personal resources (e.g., regulatory emotional self-efficacy) are important factors influencing work engagement. We assume a (...) moderated mediation model in which job satisfaction plays a mediating role in the relationship between perceived organizational support and work engagement, regulatory emotional self-efficacy moderates not only the relationship between perceived organizational support and job satisfaction but also the relationship between job satisfaction and work engagement. Objective and Method: This study explores the drivers of work engagement through perceived organizational support and regulatory emotional self-efficacy among Chinese police officers using a convenient sampling method to administer a questionnaire to 744 Chinese police officers. A mediated model is proposed to investigate the mediating role of job satisfaction and the regulating role of regulatory emotional self-efficacy. Results: Job satisfaction mediated a positive relationship between organizational support and work engagement, and the perceived organizational support-job satisfaction and the job satisfaction-work engagement relationships were positively moderated by regulatory emotional self-efficacy, such that these relationships were stronger at higher levels of regulatory emotional self-efficacy. These findings, have a practical significance for Chinese police officers’ work engagement advancement. (shrink)

Using a time-lagged design, we tested the main effects of Islamic Work Ethic (IWE) and perceived organizational justice on turnover intentions, job satisfaction, and job involvement. We also investigated the moderating influence of IWE in justice–outcomes relationship. Analyses using data collected from 182 employees revealed that IWE was positively related to satisfaction and involvement and negatively related to turnover intentions. Distributive fairness was negatively related to turnover intentions, whereas procedural justice was positively related to satisfaction. In addition, procedural justice was (...) positively related to involvement and satisfaction for individuals high on IWE however it was negatively related to both outcomes for individuals low on IWE. For low IWE, procedural justice was positively related to turnover intentions, however it was negatively related to turnover intentions for high IWE. In contrast, distributive justice was negatively related to turnover intentions for low IWE and it was positively related to turnover intentions for high IWE. (shrink)

Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between perceived (...) overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations. (shrink)

Affirmative action continues to divide. My aim in this paper is to present participants in the debate with a new distinction, namely one between negative and positive affirmative action. Whereas positive affirmative action has to do with certain goods, such as a place at a prestigious university or a job at a prestigious company, negative affirmative action has to do with certain bads, such as a firing or a sentence. I then argue that some of the most prominent arguments in (...) favor of affirmative action speak at least as much in favor of negative as positive affirmative action. At the same time, at least one of the most prominent arguments put forward against affirmative action speak less against negative affirmative action. Thus, the paper should redraw the battle lines in the affirmative action debate. (shrink)

Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.

The food and package delivery workforce in China has grown substantially in the past decade. However, delivery drivers face volatile and stressful work conditions, which can give rise to high turnover and burnout. Past research has indicated that job demands and resources significantly predict burnout. Scholars have also found evidence that mindfulness may be a protective factor against negative outcomes like burnout. Using data collected from 240 food and package delivery drivers in Beijing, China, we examined the effects of JD-R (...) on burnout and whether these relations were moderated by mindfulness. Estimates produced by regression analyses indicated that job demands have significantly positive effects on burnout, while job resources have a significant negative effect on burnout. Mindfulness significantly moderated the effects of JD and JR on burnout. Results suggest that mindfulness is a protective factor for delivery drivers. Practice and policy implications are discussed. (shrink)

Setting out to understand the effects of positive moral emotions in leadership, this research examines the consequences of leaders’ expressions of gratitude and pride for their followers. In two experimental vignette studies and a field study, leaders’ gratitude expressions showed a positive effect and leaders’ pride expressions showed a negative effect on followers’ ascriptions of leader selfishness. Thereby, leaders’ gratitude expression indirectly led to higher follower satisfaction with and OCB towards the leader, while leaders’ pride expressions indirectly reduced satisfaction with (...) and OCB towards the leader. Furthermore, leaders’ expressions of gratitude indirectly reduced followers’ intentions to leave the leader, while leaders’ expressions of pride indirectly fuelled them. Although ascriptions of selfishness consistently influenced these leader outcomes more strongly than comparable organizational outcomes, results on organizational outcomes were mixed. While leaders’ expressions of gratitude led, as expected, to higher job satisfaction and lower turnover intentions, leaders’ expressions of pride showed positive relations with both OCB towards the organization and intentions to leave the organization. We discuss the theoretical implications of leaders’ expressions of positive moral emotions as signals of outcome attributions, as well as leaders’ selfishness and practical implications that help leaders build followers’ satisfaction and positive leader–follower relationships. (shrink)

The objective of this research is to interaction between perception in job characteristic model, psychological well - being, and performance. Job characteristic model are explained by skill variety, task identity, task significan, autonomy, and feedback about the job. Psychological well - being is explained by autonomy, environment mastery, good relationship with others, self acceptance, and personal growth. Performance measured by how employee done their task according their responsibility. Subject of this research are employees of PT. X. The result of this (...) study shows that all of the variables have positive interaction between each other.  . (shrink)

The central focus of this essay is Isaiah Berlin’s arguments about the concepts of negative freedom and positive freedom, developed in his philosophical work Two Concepts of Liberty. By adopting a philosophical standpoint, this essay explores the application of Berlin’s notions of freedom at the organizational level, within the workplace, and in the management field. This essay presents three philosophical arguments that provide some clarifications about the potential challenges associated with autonomy in organizations. These arguments incorporate Berlin’s ideas of freedom (...) with philosophical insights from Heidegger, Sartre, Frankfurt, and Confucius to highlight the missing elements of autonomy in management literature and its implementation in organizations, explaining the challenges of autonomy and the reasons for some unexpected results. Recommendations for future studies and managerial implications are discussed. (shrink)

Factory workers make up a large proportion of China’s internal migrants and may be highly susceptible to job and adaptation stress, negative affective states, and Internet gaming disorder. This cross-sectional study investigated the relationships between job stress, psychological adaptation, negative affective states and IGD among 1,805 factory workers recruited by stratified multi-stage sampling between October and December 2019. Structural equation modeling was conducted to test the proposed mediation model. Among the participants, 67.3% were male and 71.7% were aged 35 years (...) old or below. The prevalence of probable depression, probable anxiety, and IGD was 39.3, 28.7, and 7.5%. Being male, younger age, and shorter duration of living in Shenzhen were associated with higher IGD scores. Job stress was significantly associated with IGD but not with negative affective states. Psychological adaptation was significantly associated with negative affective states. Negative affective states were positively associated with IGD. The indirect effect of psychological adaptation but not job stress on IGD through negative affective states was statistically significant. The observed psychological correlates and mechanisms are modifiable, and can inform the design of evidence-based prevention programs for depression, anxiety, and IGD in this population. (shrink)

This study investigates the impact of job satisfaction and personal values on the work orientation of accounting practitioners in China. Satisfaction with work varies across individuals and how individuals view work (i.e., work orientation) may depend not only on satisfaction with various facets of their work but also on their beliefs and values. We used the questionnaire from Wrzesniewski et al. (J Res Pers 31, 21–33, 1997) to measure work orientation. Job satisfaction was measured by the Job Descriptive Index (JDI) (...) developed by Smith et al. (The Measurement of Satisfaction in Work and Retirement. Rand McNally, Skokie, IL, 1969) and personal values were measured by the Schwartz Value Questionnaire Survey (Schwartz, Adv Exp Social Psychol 25, 1–65, 1992). Our sample consisted of 370 accounting practitioners from six major cities in China; 268 were females and 102 were males. We found that 41.9 % of the respondents viewed their work as a career, 37.6 % as a calling and 20.5 % as a job and that job satisfaction to be the highest among the “calling” group and lowest among the “job” group. There were no significant gender differences in the work orientation of the respondents. Our study showed that the value types achievement and hedonism and satisfaction with promotion were significant predictors of the career orientation, while the value type benevolence and satisfaction with the present job were predictors of the calling orientation. Dissatisfaction with work was the major predictor of the job orientation. Furthermore, length of employment was positively associated with both the calling and job orientation, but negatively associated with the career orientation. (shrink)

Many scholars have suggested the relationship between corporate social performance and its ability to attract a large number of high-quality job applicants, because previous literature indicates that employees with strong social awareness help create a high-performance organization. For that reason, an important issue for successful business recruitment is how to boost the pursuit intention of job seekers. This study discusses such issue by proposing a model based on signaling theory and cognitive dissonance theory. In the proposed model of this study, (...) the positive relationships between four dimensions of corporate social performance and job pursuit intention are hypothetically moderated by socio-environmental consciousness. The proposed hypotheses of this research were empirically tested using the data from graduating students seeking a job. The empirical findings of this study complement previous literature by discussing how corporate social performance benefits business firms from a perspective of strengthened human resources and recruitment. Finally, managerial implications for business managers based on the findings herein are provided. (shrink)

The present study examined the factors influencing job satisfactionin the context of factory workers in Malaysia. The major purpose of thestudy was to identify the main problems faced by those factory workers. Thestudy also aimed to examine the influence of demographic variables on jobsatisfaction and the relationships of family income, individual well-being, andperceptions of the working environment with overall job satisfaction amongthose factory workers. A survey was distributed among 551 factory workers working in the Klang Valley area. Results from the (...) survey indicated that thetwo main problems faced by the factory workers are, fear of the influx offoreign workers that may threaten their jobs, and the relatively low pay, takinginto account the high cost of living in the Klang Valley. Findings also indicatedthat while gender and race did not significantly influence perceptions of theworking environment and job satisfaction, job positions did. Those working assecurity and logistics staff were significantly more satisfied with their workingenvironment than those holding administrative or technical/production posts.Job satisfaction also varied significantly across job positions; those working insecurity and logistic positions were significantly more satisfied with their jobscompared to the other employees. Finally, using hierarchical linear regression, with familyincome as the control variable, the findings suggested that both individualwell-being and perceptions of the working environment emerged as positive.Both of these are significant predictors of perceived job satisfaction amongfactory workers. The implication of these findings will be discussed within theframework of organizational satisfaction and individual well-being. (shrink)

BackgroundSocial responsibility can motivate disaster relief nurses to devote themselves to safeguarding rights and interests of people when facing challenges that threaten public health. However, few studies focused on the relationship of moral courage, job-esteem, and social responsibility among disaster relief nurses.ObjectiveTo explore the influence of moral courage and job-esteem on the social responsibility in disaster relief nurses and clarify the relationship model between them.MethodsA cross-sectional study was conducted among 716 disaster relief nurses from 14 hospitals in central China through (...) an online survey, including moral courage scale, job-esteem scale, and social responsibility questionnaire. The data were analyzed by Pearson’s correlation, and the mechanism of the effect of moral courage and job-esteem on social responsibility was completed.Ethical considerationsThis study was approved by the Medical Ethics Committee of the Second Xiangya Hospital of Central South University (Approval Number: 2019016).ResultsDisaster relief nurses’ moral courage positively impacted social responsibility (r = 0.677, p < 0.01), and moral courage could affect social responsibility through the mediating role of job-esteem.ConclusionJob-esteem mediated between moral courage and social responsibility among disaster relief nurses. Nursing managers regular assessment of nurses’ moral courage and interventions such as meetings and workshops can reduce moral distress, foster morally courageous behavior, enhance job-esteem, and improve social responsibility performance among disaster relief nurses. (shrink)

During the COVID-19 pandemic, business managers are facing many challenges from a severe challenge. Many organizations have changed their original management mode and organizational behavior to improve employees’ organizational citizenship behavior, thus reducing their sense of anxiety and incapability. Thereinto, job performance of the employees also affects the growth and development of the organization. To explore how to fragment employees’ positive psychology and job performance, this study discusses the influence on employees’ subjective wellbeing and job performance from relevant factors at (...) the organizational and individual levels. Also, to explore the influence of organizational support and occupation self-efficacy on job performance and the mediating role of subjective wellbeing during COVID-19, a total of 618 valid questionnaires were collected from all walks of life in 2020. Hypotheses were tested by structural equation modeling and Bootstrap technology. The results show that: Professional self-efficacy and subjective wellbeing have a significant positive impact on job performance; Subjective wellbeing plays a complete mediating role between organizational support and job performance, and subjective wellbeing plays a partial mediating role between professional self-efficacy and job performance; Compared with the sense of organizational support, the positive effect of self-efficacy on job performance is more significant. (shrink)

This study examined the relationship between job involvement and the five dimensions of organizational citizenship behaviors, using a sample of 1,110 from the People Republic of China. Results showed that job involvement related positively to all dimensions of OCBs. In addition, gender moderated the relationship between job involvement and three dimensions of OCBs, with males having a stronger, positive relationship between these constructs than females. The results further showed that party affiliation moderated the relationship between job involvement and three dimensions (...) of OCBs, with party members having a strong, positive relationship between these constructs than non-party members. The results are interpreted in light of the literature both on job involvement and OCBs, and limitations of this study are discussed. (shrink)

The study investigated the influence of campus environmental factors on job commitments. The research design was quantitative descriptive sample survey of ex-post facto type while the population includes both male and female senior non-teaching staff of Olabisi Onabanjo University, Ogun State. Multi-stage sampling technique was used in choosing 200 participants selected from nine faculties and one college. A structured and close-ended questionnaire titled ‘Campus Environmental Factors and Job Commitment Questionnaire’ with reliability co-efficient of 0.85 obtained through Cronbach alpha methods was (...) administered. 170 were retrieved from the 200 instruments administered. Data were analysed using frequency count, simple percentage, Pearson Correlation, and t test of significance. The study demonstrated a significant positive influence of campus environmental factors on job commitments of staff in the university. Useful recommendations were also raised. (shrink)

_This paper explores the theoretical review of job crafting behavior in service organizations by reviewing the literature on innovation capabilities. A workforce with proactive traits faces less environmental restriction and shows more groundbreaking behaviors of novel change. The current study has moved its emphasis from the influence of organizational job design on worker consequences to the inspection of the part that the workforce plays in defining task, social, and cognitive limits of work to verify innovation. Thus, innovation change is sighted (...) as the exploitation of novelty that entails alterations in work tasks for positive outcomes. This conceptual paper discusses the roles of innovation capabilities and job-crafting behavior in the IT industry. Refereeing to the theory of regulatory focus, the main objective of this paper is to create a new conceptual framework to understand the influence of employees’ perception of innovation capabilities by underpinning the regulatory focus model on job crafting behavior in the IT industry. _. (shrink)

The aim of this paper is to investigate among a group of non-profit organizations: a) the effect of ethical leadership on volunteers’ satisfaction, affective organizational commitment and intention to stay in the same organization; b) the role played by job satisfaction as a mediator in the relationship between ethical leadership and volunteers’ intentions to stay in the same organization, as well as between ethical leadership and affective commitment. An anonymous questionnaire was individually administered to 198 Italian volunteers of different non-profit (...) organizations. The questionnaire contained the Ethical Leadership Scale, the Volunteers Satisfaction Index, the Affective organization Scale, as well as questions regarding the participants’ age, sex, type of work, level of education, length of their volunteer works, intention to volunteer in the following months in the same organization. The construct as well the effects of EL on volunteers is approached in light of the Social Exchange Theory and the Social Learning Theory. Structural equation models were used to test hypothesized relationships. The results confirm the role of mediation of volunteer satisfaction in the relationships between the variables studied. In particular, ethical leadership was found to be positively associated both with volunteers’ intention of staying and with their affective commitment. In the first case this relationship is fully explained by the mediation of the volunteers’ satisfaction, while the latter is explained by both direct and indirect factors. To the authors’ knowledge, this the first attempt to understand the role played by ethical leadership on volunteers’ behavior and, more in general, in the management of non-profit organizations. Findings are relevant both for practitioners and managers of non-profit organization, since they suggest the relevance of the perception of ethical leadership by volunteers, as well as for scholars, since they further deepen the knowledge on EL and its effects on the followers. Limits of the study: the questionnaire was administered only among a group of non-statistical sample of volunteers. Furthermore, the study reached only volunteers from Italian non-profit organization. (shrink)

Structural representations are increasingly popular in philosophy of cognitive science. A key virtue they seemingly boast is that of meeting Ramsey's job description challenge. For this reason, structural representations appear tailored to play a clear representational role within cognitive architectures. Here, however, I claim that structural representations do not meet the job description challenge. This is because even our most demanding account of their functional profile is satisfied by at least some receptors, which paradigmatically fail the job description challenge. Hence, (...) the functional profile typically associated with structural representations does not identify representational posits. After a brief introduction, I present, in the second section of the paper, the job description challenge. I clarify why receptors fail to meet it and highlight why, as a result, they should not be considered representations. In the third section I introduce what I take to be the most demanding account of structural representations at our disposal, namely Gładziejewski's account. Provided the necessary background, I turn from exposition to criticism. In the first half of the fourth section, I equate the functional profile of structural representations and receptors. To do so, I show that some receptors boast, as a matter of fact, all the functional features associated with structural representations. Since receptors function merely as causal mediators, I conclude structural representations are mere causal mediators too. In the second half of the fourth section I make this conclusion intuitive with a toy example. I then conclude the paper, anticipating some objections my argument invites. (shrink)

Since the early 1990s, increasing attention has been paid to the impact of workplace bullying on employees’ well-being and job attitudes. However, the relationship between workplace bullying and job satisfaction remains unclear. This study aims to shed light on the nature of the bullying-job satisfaction relationship in the Italian context. As expected, the results revealed a U-shape curvilinear relationship between workplace bullying and job satisfaction after controlling for demographic variables. In contrast to the curvilinear model, the results support a negative (...) linear relationship between workplace bullying and psychological well-being, in which higher exposure to negative acts at work is associated with diminished well-being. In addition, gender and job position significantly predicted mental health scores where men and managers reported a better psychological well-being than women, blue-collar, and white-collar employees. Practical and theoretical implications are discussed according to these results. (shrink)

Employees frequently engage in job crafting to better match their jobs with their personal abilities and skills. Compared with its benefits, the potential detrimental consequences of job crafting have received less attention from researchers. Drawing on relative deprivation theory, we examined employees’ potential negative reactions to coworkers’ job crafting. We proposed that coworkers’ job crafting is positively related to employees’ feelings of relative deprivation, thus reducing prosocial behaviors and giving rise to social undermining. We further argued that employees’ zero-sum mindset (...) moderates the relationship between coworkers’ job crafting and employees’ feelings of relative deprivation, such that the relationship is more positive when the zero-sum mindset is high rather than low. Our hypotheses were generally supported by time-lagged data collected from a sample of 313 employees and their leaders from 85 teams. Our findings advance the understanding of the unintended consequences of job crafting in organizations. (shrink)

In recent years, researchers have paid special attention to religiosity and the practice of religious beliefs. If people put religiosity at the forefront of their affairs and maintain the roots of religion in various aspects of work and family life, they will see God present and watchful in doing all things, and the result of such a vision will be the successful performance of deeds and walking the path of perfection. Having a heartfelt belief in the value of work and (...) adhering to it will result in a greater desire to work. Religiosity is a variable that can be related to job variables. In addition, it can play an important role in the behaviours of employees. In Islam, work is a virtue and is necessary to balance the personal and social life of the individual. Given the importance of this issue, the present study aimed to evaluate the relationship between Islamic religiosity and job satisfaction of Muslim teachers in Malaysia. In total, 2200 Muslim teachers of Kuala Lumpur and Penang were selected for the study by simple random sampling. Data were collected by using standard questionnaires and analysed by Pearson's correlation coefficient in Statistical Package for the Social Sciences (SPSS). According to the results, there was a significant and positive relationship between teachers' Islamic religiosity and job satisfaction as P = 0.784 and T = 0.000 which was less than the Sig level of 0.05. CONTRIBUTION: According to Islamic teachings, working for a Muslim is like worship. Based on the findings of this research, teachers with higher Islamic religiosity enjoy higher job satisfaction. (shrink)

A theory of planned behavior framework was employed to investigate the impact of corporate social responsibility perceptions on the job choice intentions of American, Chinese, and Lebanese college students. Attitudes toward CSR, subjective norm, and perceived behavioral control explained moderate levels of the variance in job choice intention in all three countries. Attitudes toward CSR, which entailed individual evaluations of CSR, were positively related to job choice intentions among Lebanese and American respondents, but not Chinese respondents. Subjective norm, the importance (...) accorded the views of significant others, was most strongly related to job choice intentions among Chinese respondents. Perceived behavioral control, the perceived degree of control over one’s actions and outcomes, had the strongest relationship to job choice intentions among American respondents. The authors concluded that respondents in the three countries did not differ in the extent to which they intend to work for socially responsible firms but tended to derive their intentions in different ways. Implications for tailoring CSR and recruitment efforts across countries are derived based on the findings. (shrink)

Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning. Proactively shaping the job domain has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance (...) well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world. Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods. The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life. (shrink)