The most valuable thing we learned from expectation theories is that expectations affect behaviors significantly. This study deepens this knowledge, and proposes a model that puts forward the idea that optimistic expectations stimulate proactive personality characteristics and in this way activate strategic vigilance which forms the basis of behavioral decisions. In order to test this model, research was carried out with 280 entrepreneurs participating. Data obtained from the sample were analyzed using statistical programs which examine mediating effect. The research findings have shown that optimistic expectations affect strategic vigilance significantly and positively, and proactive personality traits have a fully mediating role in this effect. This is the first study that examines the relationships among optimistic expectations, personality characteristics, and cognitive abilities. To find out other relations between optimistic expectations and personality characteristics and cognitive abilities, there should be more researches. The findings can help provide a different perspective both in analyzing entrepreneurship success and in developing other management practices that increase positive work outputs.
The aim of this research is to bring the concept of Self-Expectation for Organizational Improvement” (SEOI) to the field of organizational psychology and to develop a measurement tool by forming the theoretical-empirical background of this concept. In the study, firstly, the theoretical framework related to the concept of SEOI was established and the concept of SEOI defined as follows; independent of the planned actions of the organization management, self-expectations that the individual has designed completely in his/her own mind and that there will be positive improvements and developments within himself/herself, with the individuals around him/her, and in the organization. Subsequently, a pool of items was created in accordance with the theoretical framework, a draft scale was obtained and a pilot study was conducted with 87 employees to determine the validity and reliability of this draft scale. In the analysis, a two-factor structure was obtained from the draft scale and it was found that this structure met the reliability and validity criteria. This factor structure was then tested on the main sample of 274 employees. All findings of the statistical analyses on the data obtained from the pilot study and the main sample showed that the developed scale had scientific validity and reliability and the scale was sufficient to be used in scientific researches.
Purpose The purpose of this study is to determine the effect of optimistic expectations on job satisfaction at work and whether job crafting behaviour plays a mediating role in this effect. At the same time, this model presents the need for “expectation management” in the context of work psychology to the attention of all academics and practitioners. Design/methodology/approach To test the hypotheses of the study, data were obtained from 475 health-care workers in a public hospital. Hypotheses were tested using Process Macro Model of Hayes (2018). Findings The result of the analyses determined that the optimistic expectations for the organization as a whole have a positive effect on job satisfaction, both directly and indirectly, and that job crafting behaviour has a partial mediating role in this effect. Research limitations/implications The first limitation is that the data were obtained only by a cross-sectional method. The second is that among the various workplace behaviours and workplace psychologies job crafting and job satisfaction were examined in the study. The partial mediation effect between the research variables reveals the existence of many other variables and constitutes the third limitation. The fourth is that only optimistic expectations effects on positive behaviours and positive psychological states were evaluated in this study. Finally, a fifth limitation of this study is that the sample is limited to those working in the health sector and public hospitals. Practical implications First, the data were obtained only by a cross-sectional method, and the longitudinal method was not implemented in how the study was designed. Second, among the workplace behaviours, only job crafting behaviour and only job satisfaction as a workplace psychology were analysed. Third, partial mediation effect was found to be among the other variables might indicate the role of additional variables that could be uncovered by further research. Fourth, only optimistic expectations and their effects on positive behaviours and positive psychological states at the workplace were evaluated. Fifth, the sample is limited to those working in the health sector and public hospitals. Social implications This study draws attention to “Expectation Management” as a management activity worth exploring and its potential in terms of social and working relations. Originality/value This study provides versatile answers to the question of why individuals perform differently despite working under the same conditions. The model suggested in the study takes the conventional way of thinking in the literature one step further by offering an alternative answer to this critical question, whose answers we have been discovering step by step since the Hawthorne studies. In addition, the proposed model draws attention to the need for “expectation management” in the context of business psychology in theory and practice.
Bu araştırmanın amacı, bireylerin özgeci davranış düzeylerinin, sahip oldukları sosyal inovasyon eğilimi üzerindeki belirleyiciliğini incelemektir. Bu bağlamda Ardahan Belediyesi bünyesinde çalışan 108 kişinin katılım sağladığı bir araştırma yürütülmüştür. Araştırma örnekleminden elde edilen veriler, istatistiksel programlar yardımıyla analiz edilmiş ve araştırmaya katılan bireylerin özgeci davranış düzeylerinin, sosyal inovasyon eğilimini olumlu yönde ve güçlü bir biçimde etkilediği tespit edilmiştir.
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