This study aims to empirically analyse whether, in the context of South Korea, postdoctoral researchers' career plans are closely associated with their postdoctoral experience, along with whether ...these postdoctoral experiences differ by gender and discipline. Data were collected from an online survey targeting postdoctoral researchers at a research‐focused university in South Korea in 2019. This study found that the majority of the postdoctoral researchers pursue faculty positions at universities as in other countries, and there were no statistically significant differences in future academic career plan by gender and discipline. However, female postdoctoral researchers had lower satisfaction with their postdoctoral experience than males. Logistic regression analysis indicates that the postdoctoral researchers who experienced sufficient career advice from their supervisor are more likely to have academic positions at universities than their colleagues without such advice. This study suggests that institutional supports as well as close mentoring and advising by supervisors are critical for retaining them in academia.
•The study investigate hotel employees' perception of CSR practices of their firm based on need stisfaction theory.•Hotel employees’ perceived CSR has a positive effect on their basic and growth ...needs of QWL and QWL led to job satisfaction.•The effects of CSR on QWL are stronger among managerial level employees compared to lower level ones.
The aim of this paper is to investigate hotel employees’ the perception of CSR practices of their firms, within the foundations of need satisfaction theory. The proposed model examines the relationships among types of Corporate Social Responsibility (CSR), Quality of Work Life (QWL), job satisfaction, and the levels of job position. Structural Equation Modeling (SEM) was used to test the relationships in the model. The results demonstrate that hotel employees’ perceived CSR had a positive effect on their basic and growth needs of QWL and QWL led to job satisfaction. The effects of CSR on QWL were stronger among managerial level employees compared to lower level ones. The findings provide better insights to the underlying mechanism through which type of CSR perceptions of employees influences job satisfaction in hospitality companies where these internal stakeholders become a key to attain competitive advantages.
Introduction: The Indonesian government has issued, through the Ministry of Manpower, an announcement that occupational health and safety is the creation of a conducive employment climate. This ...research aims to determine the relationship between characteristics of employees (age, education level, and job title or position) and work safety climate in the Phosphoric Acid Industry. Method: This research is an observational study with quantitative method. The population of this research is the employees of the phosphoric acid plant in the Phosphoric Acid Industry, totaling 44 people and total sampling technique as the sampling method. The researchers used the Pearson Spearman correlation test. Result: All dimensions of occupational safety have a weak correlation with the age of employees. Several dimensions have negative correlations with age like dimension of employees’ occupational safety priority and unacceptable risks, dimension of employees’ occupational safety commitment, dimensions of priority and occupational safety management capability. All dimensions of occupational safety climate have a positive correlation with the level of education. Dimension of trust toward the organization, dimensions of priority, and occupational safety management capability; dimension of occupational safety empowerment have moderate correlations with education level. Most dimensions of occupational safety climate have a negative correlation with the job positions. There is one dimension that is positively correlated with the job position, namely the dimension of trust toward the organization. Conclusion: The results of the study found that there was no strong relationship between employee characteristics (age, education level, position) with the dimensions of work safety climate.
The role of Frontline Employees' (FLEs) motives in determining customer Value Co-Creation (VCC), attitude, and behavior is studied less. Following social exchange theory, the study sets two ...objectives: (1) to examine whether employee motivations (professional identity, financial reward, recognition, and career opportunity) impact customers' ‘attitude’ and ‘behavior’ in VCC; and (2) to explore how job positions (junior/senior) moderate relationships between employee motivations and customer attitudes in VCC. We collected data from 345 FLEs and customers to examine the proposed model using SPSS and AMOS software. The results show that the employees' motives, including recognition, career opportunities, and professional identity, are critical drivers of customer VCC's attitude and behavior. In addition, the findings reveal that the employee's job position significantly moderates the relation that employee motives share with customer VCC attitude. The results exhibit the differences in the relationship of motivational dimensions between junior vs. senior positions. These results provide practical guidelines to marketers seeking to enhance customer VCC's attitude and behavior.
•The present study extends and advances the TAM.•The present study investigates the moderating effects on an integrated and extended TAM.•Employees’ current job position level and hotel work ...experience moderate the relationship between TR and TA.
Rapid technology development has greatly changed the hotel structure in operation or customer relationship management. Most previous studies simply employed either the technology readiness index (TRI) or considered the technology acceptance model (TAM) to predict consumer behavior from the perceptions of consumers. Nonetheless, only limited studies, if ever any, integrated technology readiness (TR) into technology acceptance model in hospitality. Hence, to bridge the aforementioned research gap, the purpose of the present study is to advance and modify TAM by proposing a new research framework which integrates TR into TAM. Online questionnaire survey was conducted with hotel employees through a well-known survey company Qualtrics. Data were then analyzed by structural equation modelling. Findings indicate the direct relationship between technology readiness (TR) and technology acceptance (TA), and reveal the moderating effects of current job position level and hotel work experience on the proposed research framework. Implications are further discussed.
Career success has been considered equally important for both personal and organizational development. The purpose of the current study was to examine how trait emotional quotient (EQ) and adversity ...quotient (AQ) contribute to individuals' objective career success (job position) and subjective career success (organizational commitment). Participants included 256 Chinese adults who completed four measurements-the Self-Reported Emotional Intelligence Test, Resilience Scale, Grit Scale, and the Affective, Continuance, and Normative Commitment Scale-and provided demographic information. After validating the four scales used in this study, multiple regression analysis revealed that only one aspect of trait EQ (regulation of emotion) positively predicted one component of organizational commitment (affective commitment). Adversity quotient was measured on two dimensions: resilience and grit. Only consistency of interest (grit) positively predicted affective commitment. Perseverance of effort (grit) and acceptance of self and life (resilience) positively predicted normative commitment. Personal competence (resilience) positively predicted continuance commitment but negatively predicted normative commitment. Only acceptance of self and life (resilience) positively predicted job position. Overall, these findings demonstrate the specific influence of trait EQ and AQ on career success for organizational professionals who want to improve organizational productivity as well as individuals who want to achieve success at work.
This study was undertaken to examine the effects of urbanization on the income of people in Vietnam. The research utilized data from a survey of 597 people who were impacted by urbanization in ...Vietnam. Research methods included: (i) The T-test difference test method, which is a method used to examine the influence of urbanization on people’s income by comparing the income differential between persons in urban regions and those in rural ones; (ii) The least squares method was used to quantify the impact of various factors on the income of people in the study area. The study concludes that people with similar education and job positions earn higher incomes if they live and work in urban areas as opposed to rural ones (the beta coefficient of the variable Place_Edu is 0.806, and the beta coefficient of the variable Place_Posit is 3.309). According to the findings of this study, individuals residing in urban areas generally have higher incomes than those living in rural areas (the beta coefficient of the Place variable is 3.140). According to research findings, urbanization has both positive and negative impacts on people’s income in Vietnam.
We here consider the relationship between workplace gender measures and employees’ perceived job quality, where the former cover both the gender mix of workers with the same job title and the gender ...of the immediate boss. Data from the 2015 European Working Conditions Survey show that men’s job evaluation is higher in gender-balanced job positions at the workplace, while that of women is higher in either gender-balanced or male-dominated positions. The gender of the immediate boss plays no significant role in employee job evaluation. There is some evidence that these correlations differ by job-quality domains. We introduce co-worker support and help, gender discrimination, and unwanted sexual attention as possible mediators of the gender-mix correlations: these change the estimated coefficients only little. Our estimated correlations could therefore reflect a pure preference for job-position gender composition. Last, we use a bounding approach to show that our main results are robust to the potential influence of unobservables. Overall, job-position gender diversity is associated with higher worker well-being.
This article aims at investigating how the binary dummy-coded gender (female = 1, male = 0) and job position (operator = 1, supervisor = 0) moderate the direct relationship between compensation ...practice and organizational citizenship behaviour (OCB) in the ready-made garments manufacturing industry of Bangladesh. The present study employed the PLS-SEM (partial least square-structural equation modelling) technique to test the reliability and validity (convergent and discriminant) of the measurement scales and to verify the study hypotheses. The study used SPSS version 20 for descriptive analysis and SmartPLS version 3.3.9 for inferential statistical analysis. The results of this cross-sectional study of 121 employees revealed the significant moderating effect of gender and job position in the positive relationship between compensation practice and OCB. The study results also evidenced that the positive relationship between compensation practice and OCB showed stronger for female employees compared to males. Besides, the results equally confirmed that the compensation practice–OCB relationship became stronger for operator-level employees than supervisors. Findings are discussed in consistency with the previous studies and suggestions for future researchers and practitioners are highlighted at the end of this study.
Motivating the employees is considered one of the essential manager’s skills. Knowledge of powerful motivation factors allow managers to motivate employees effectively. It results in motivated ...employees able to affect a success of enterprises and its competitive advantage. Following the research carried out using 34,000 Slovak employees, the importance of motivation factors relating to finance was defined. Tukey’s HSD test, as a part of the ANOVA analysis, was used for extensive investigation into the most important motivation factors relating to finance. It is supposed that motivation of employees of different gender, age and job position will differ. The suppositions were confirmed by the results achieved in the research showing significant differences between individual employee categories of managers, blue-collar workers and white-collar workers. Taking into consideration the results, managers are suggested to concentrate on motivating the employees as parts and not as a whole because of the differences in the needs of employees in terms of gender, age and mainly job position.
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