This study examined boundary conditions that surround the importance of perceived person-organization (P-O) fit for work-related attitudes and decisions. The authors hypothesized that P-O fit is more ...strongly related to satisfaction and job choice decisions when needs-supplies (N-S) job fit or demands-abilities (D-A) job fit is low, and that P-O fit is more strongly related to job choice decisions for highly conscientious individuals. Hypotheses were tested among 299 participants in a 12-week internship program. Results indicated that P-O fit was more strongly related to satisfaction when individuals experienced low N-S job fit. P-O fit was more strongly related to job choice intentions when individuals experienced low D-A job fit or were highly conscientious. Finally, P-O fit was related to job offer acceptance for highly conscientious individuals.
There are many dynamic events like new order arrivals, machine breakdowns, changes in due dates, order cancellations, arrival of urgent orders etc. that makes static scheduling approaches very ...difficult. A dynamic scheduling strategy should be adopted under such production circumstances. In the present study an event driven dynamic job shop scheduling mechanism under machine capacity constraints is proposed. The proposed method makes use of the greedy randomised adaptive search procedure (GRASP) by also taking into account orders due dates and sequence-dependent set-up times. Moreover, order acceptance/rejection decision and Order Review Release mechanism are integrated with scheduling decision in order to meet customer due date requirements while attempting to execute capacity adjustments. We employed a goal programming-based logic which is used to evaluate four objectives: mean tardiness, schedule unstability, makespan and mean flow time. Benchmark problems including number of orders, number of machines and different dynamic events are generated. In addition to event-driven rescheduling strategy, a periodic rescheduling strategy is also devised and both strategies are compared for different problems. Experimental studies are performed to evaluate effectiveness of the proposed method. Obtained results have proved that the proposed method is a feasible approach for rescheduling problems under dynamic environments.
Rural preschool teachers are increasingly experiencing job burnout, which could lead to their intention to leave and negatively impact education quality. This research explored the prevalence of job ...burnout among preschool teachers in rural China. It further investigated the potential influence of job-related characteristics on their levels of burnout. This study surveyed 10,581 preschool teachers across 34 counties in 18 provinces in China, utilizing multilevel structural equation models to analyze the situation and factors influencing job burnout. The findings indicate that the situation regarding job burnout among preschool teachers is not encouraging, particularly in the western areas and independent public kindergartens. Job resources were found to be associated with a reduction in burnout, while job demands had the opposite effect. The findings also revealed that job demands served as a mediating variable between job resources and job burnout. Moreover, the results also showed that reduced job burnout among preschool teachers was related to teacher cooperation, decision making, kindergarten resources and salary. On the other hand, role commitments, business issues, and classroom management were associated with increased burnout among preschool teachers. Furthermore, the impact of demands and resources on burnout was found to be intensified by kindergarten variables. To address the issue of burnout, it is essential to recognize the diversity and heterogeneity of kindergartens and take specific measures to reduce work demands while providing adequate and specific resources. Attention should be given to diversity and integration to ensure a positive work environment that can effectively prevent job burnout among preschool teachers.
Recent leadership research has drawn greater attention to how the well-being of leaders influences leadership behaviors, follower performance and well-being, and overall leadership effectiveness. Yet ...little attention has been paid to the relationship between occupying leadership positions and job incumbents' well-being. This research addresses this question by developing and testing a dual-pathway model. Our model proposes that incumbency in leadership positions is positively related to high levels of both job demands and job control, whereas job demands and job control have offsetting effects on well-being. Results based on a longitudinal sample revealed that employees who transitioned from nonleadership positions to leadership roles showed trajectories of increasing job demands and job control, whereas such trends were weaker among those who remained in nonleadership positions. Findings from three additional samples generally demonstrated that leadership role occupancy was indirectly related to various indices of psychological and physiological well-being through job demands and job control. Because the signs of the indirect effects through job demands and job control differed in expected ways, the overall relationship between leadership role occupancy and the well-being outcomes was generally small and nonsignificant. We discuss research and practical implications of our framework and findings for organizations, employees, and leaders.
Schools are critical organisational settings, and school principals face extreme stress levels. However, there are few large‐scale, longitudinal studies of demands and resources that drive ...principals' health and well‐being. Using the Job Demands‐Resources (JD‐R) framework, we evaluated longitudinal reciprocal effects over 3 years relating to job demands, job resources (resilience), job‐related outcomes (burnout and job satisfaction), and personal outcomes (happiness and physical health) for a nationally representative sample of 3683 Australian school principals. Prior demands and resources led to small changes in subsequent outcomes, beneficial effects of resources, and adverse effects of demands, particularly for job‐related outcomes. Furthermore, we also found reverse‐reciprocal effects, prior outcomes (burnout and job satisfaction) influencing subsequent job characteristics. However, in response to substantively and theoretically important research questions, we found no support for Yerkes–Dodson Law (nonlinear effects of demands) or Nietzsche effects and inoculation effects (that which does not kill you, makes you stronger; manageable levels of demands build resilience). Relating our study to new and evolving issues in JD‐R research, we offer limitations of our research—and JD‐R theory and research more generally—and directions for further research in this essentially unstudied application of JD‐R to school principals' mental health and well‐being.
Work-Life Balance (WLB) still needs further development to understand the antecedents and consequences, rather than just focusing on work-family conflict. In response, the present article explores ...two different models. Two distinct employee samples were used with a range of professions. Sample 1 is a general sample of New Zealand employees (n = 165) and Sample 2 is a sample of Māori employees, the indigenous people of New Zealand (n = 150). Using structural equation modeling, the results from Sample 1 found the best model fit is for work demands and job autonomy being related to WLB, which in turn was related to job satisfaction, with job satisfaction then related to turnover intentions. In Sample 2, we find the best model fit is for job control being related to WLB, with WLB then predicting job satisfaction and affective commitment; job satisfaction is then related to turnover intentions and affective commitment related to organizational citizenship behaviors (OCBs) and turnover intentions. Both samples produced similar results, supporting the notion that antecedents and consequences of WLB follow a similar mediated pattern. Overall, this study highlights factors that help build and diminish WLB and confirm the importance of WLB and its central role in employee lives.
Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from ...proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking.
This research aims to demonstrate the influence of psychological capital on job satisfaction and job performance of tour guides. The research data were collected using a convenient sampling method, ...with a sample size of 260 tour guides at famous destinations in Vietnam. The survey was focused on three famous destinations in Vietnam, including Ho Chi Minh City (108 tour guides), Can Tho City (72 tour guides), and Kien Giang Province (80 tour guides). By applying the structural equation modeling (SEM), the research results show that psychological capital has a positive influence on job satisfaction and job performance of tour guides. Additionally, job satisfaction is positively correlated with the job performance of tour guides. The research results emphasize the importance of positive psychological capital for the job satisfaction and job performance of tour guides. Moreover, the research results contribute to suggesting managerial implications for enhancing the job satisfaction and job performance of tour guides.
Building from an established framework of self-efficacy development, this study provides a longitudinal examination of the development of creative self-efficacy in an ongoing work context. Results ...show that increases in employee creative role identity and perceived creative expectation from supervisors over a 6-month time period were associated with enhanced sense of employee capacity for creative work. Contrary to what was expected, employees who experienced increased requirements for creativity in their jobs actually reported a decreased sense of efficaciousness for creative work. Results show that increases in creative self-efficacy corresponded with increases in creative performance as well. (Contains 4 tables and 2 footnotes.)
PurposeIn 2018, an artificial intelligence (AI) interview platform was introduced and adopted by companies in Korea. This study aims to explore the perspectives of applicants who have experienced an ...AI-based interview through this platform and examines the opinions of companies, a platform developer and academia.Design/methodology/approachThis study uses a phenomenological approach. The participants, who had recent experience of AI video interviews, were recruited offline and online. Eighteen job applicants in their 20s, two companies that have adopted this interview platform, a software developer who created the platform and three professors participated in the study. To collect data, focus group interviews and in-depth interviews were conducted.FindingsAs a result, all of them believed that an AI-based interview was more efficient than a traditional one in terms of cost and time savings and is likely to be adopted by more companies in the future. They pointed to the possibility of data bias requiring an improvement in AI accountability. Applicants perceived an AI-based interview to be better than traditional evaluation procedures in procedural fairness, objectivity and consistency of algorithms. However, some applicants were dissatisfied about being assessed by AI. Digital divide and automated inequality were recurring themes in this study.Originality/valueThe study is important, as it addresses the real application of AI in detail, and a case study of smart hiring tools would be valuable in finding the practical and theoretical implications of such hiring in the fields of employment and AI.
PDF
