In this paper, we propose that untapped potential acts as a subjective temporal meaning‐making mechanism. Using a two‐wave survey design, we examine the relationship between job characteristics, untapped potential, and work meaningfulness in a heterogeneous sample of 542 employees. We found that employees’ perceived amount of untapped potential mediates the effects of skill variety, autonomy, and job feedback on work meaningfulness. This mediated relationship was moderated by the valence employees attributed to their untapped potential. Moreover, decreases in the perceived amount of untapped potential over time were related to increases in perceived work meaningfulness. Our research shows that work that allows employees to move beyond the here‐and‐now by providing opportunities to realize future work selves is experienced as particularly meaningful. We conclude that, if we wish to understand what makes work meaningful for employees in the present, we need to know how it aligns with their self‐perceptions in the future.
Value congruence is generally studied as a stable experience instead of a dynamic phenomenon. This static approach largely ignores the emerging evidence that the fit experiences of individuals vary over time, and that different individuals may develop distinct experience profiles as time unfolds. We hypothesize that these temporal profiles of value congruence provide relevant insights into the relationship between perceived value congruence and employee functioning. We conducted a repeated weekly measures study with 125 white-collar Belgian employees to assess perceptions of value congruence and work role behaviours during 12 consecutive weeks. Through cluster analysis we were able to group employees with similar experience profiles based on average, variance, and frequency of changes into five distinct fit and misfit types. These were differentially related to two types of work role behaviours, i.e., work role proficiency (task performance and organizational citizenship behaviour) and work role proactivity (change-oriented behaviour and innovative work behaviour). Overall, our findings challenge the idea that fit-misfit is a dichotomous category, and underscore the need for more temporal research on perceptions of organizational fit in order to get a better understanding of how different types of fit and misfit behave in work settings.
Multilevel paradigms have permeated organizational research in recent years, greatly advancing our understanding of organizational behavior and management decisions. Despite the advancements made in multilevel modeling, taking into account complex hierarchical structures in data remains challenging. This is particularly the case for models used for predicting the occurrence and timing of events and decisions—often referred to as survival models. In this study, the authors construct a multilevel survival model that takes into account subjects being nested in multiple environments—known as a multiple-membership structure. Through this article, the authors provide a step-by-step guide to building a multiple-membership survival model, illustrating each step with an application on a real-life, large-scale, archival data set. Easy-to-use R code is provided for each model-building step. The article concludes with an illustration of potential applications of the model to answer alternative research questions in the organizational behavior and management fields.
Objectives: To close the epilepsy treatment gap and reduce related stigma, eradication of misconceptions is importantIn 2014, Community Health Workers (CHWs) from Musanze (Northern Rwanda) were trained on different aspects of epilepsy. This study compared knowledge, attitude and practices (KAPs) towards epilepsy of trained CHWs 3 years after training, to untrained CHWs from Rwamagana (Eastern Rwanda).Methods: An epilepsy KAP questionnaire was administered to 96 trained and 103 untrained CHWs. Demographic and intergroup KAP differences were analysed by response frequencies. A multivariate analyses was performed based on desired and undesired response categories.Results: Epilepsy awareness was high in both groups, with better knowledge levels in trained CHWs. Negative attitudes were lowest in trained CHWs, yet 17% still reported misconceptions. Multivariate analysis demonstrated the impact of the training, irrespective of age, gender and educational level. Knowing someone with epilepsy significantly induced more desired attitudes.Conclusion: Despite demographic differences between trained and untrained CHWs, a single epilepsy training resulted in significant improvement of desired KAPs after 3 years. Nation-wide CHW training programs with focus on training-resistant items, e.g., attitudes, are recommended.
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