Culture, participative decision making and job satisfaction

Westhuizen, De Wet van der; Pacheco, Gail; Webber, Don J.

doi:10.1080/09585192.2011.625967

Cited by 38 publications

(42 citation statements)

References 119 publications

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“…Low organizational centralization, in contrast, is associated with scope for decision making and leeway for executing tasks. A further stream of research underlining our assumption are studies demonstrating the positive relationship between participative decision making and job satisfaction (Van der Westhuizen, Pacheco, & Webber, ). In addition, a study of Lange () provides evidence for the important role of autonomy and independence in predicting job satisfaction.…”

Section: The Moderating Role Of Perceived Flexibility For the Relatiomentioning

confidence: 92%

“…To check the representativeness of our data, we compared the characteristics of our sample with information on the German labor market obtained from the Federal Statistical Office of Germany. While being largely Westhuizen, Pacheco, & Webber, 2012). In addition, a study of Lange (2012) provides evidence for the important role of autonomy and independence in predicting job satisfaction.…”

Section: Sample and Data Collectionmentioning

confidence: 99%

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Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Baumgärtner

Dwertmann

Boehm

et al. 2014

Human Resource Management

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With this article we contribute to the inclusion of employees with disabilities in the workplace. Based on Stone and Colella's (1996) model of factors affecting the treatment of employees with disabilities in organizations, we concentrate on the investigation of job satisfaction as a focal affective response. Besides examining job satisfaction differences between employees with and without disabilities, we focus on perceived flexibility as an organizational boundary condition, arguing for its influence on the job satisfaction of employees with disabilities. We introduce perceived centralization and formalization, representing different indicators of flexibility, as moderators of the disability–job satisfaction relationship. Regression analysis using data from 110 small and medium‐sized companies with 4,141 employees reveals that employees with disabilities are less satisfied than their colleagues without disabilities in highly centralized environments. As predicted, a decentralized organizational context relates to higher job satisfaction levels for all employees, but especially for those having a disability. Contrary to our hypothesis, perceived formalization does not significantly influence the relationship between having a disability and job satisfaction. However, our results clearly indicate the need for companies and especially human resource departments to better adapt to the needs of people with disabilities by creating flexible working environments. © 2014 Wiley Periodicals, Inc.

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Section: The Moderating Role Of Perceived Flexibility For the Relatiomentioning

confidence: 92%

Section: Sample and Data Collectionmentioning

confidence: 99%

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Baumgärtner

Dwertmann

Boehm

et al. 2014

Human Resource Management

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“…In this sense, trust and control are treated as interlinked processes commonly seen as key components of effective inter-and intra-organizational relations (Costa and Bijlsma-Frankema, 2007). During recent decades and in the specific context of satisfaction at work, variables on organizational freedom and degree of employee control have gained particular prominence in the participative decision-making (PDM) literature (Van der Westhuizen et al, 2012).…”

Section: Selection Of Variablesmentioning

confidence: 99%

Social capital and job satisfaction: The case of Europe in times of economic crisis

Lange

2014

European Journal of Industrial Relations

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This study uses data for 23 countries elicited from the 2010/11 wave of the European Social Survey to examine the stability of social capital as a predictor of job satisfaction at a time of economic crisis. The analysis reveals a remarkably resilient impact of social capital and its constituent components during the economic downturn. However, this resilience is much less pronounced when the focus is on countries where the crisis was most severe, suggesting an economic development threshold below which certain social capital components lose their associational impact. However, religious activity is significantly associated with workers' job satisfaction in these economies, providing comfort during times of socio-economic difficulty. The extent of organizational trust, measured by proxy variables for participative decision-making, has by far the strongest association with job satisfaction. This suggests that employers need to think again about the way they treat their employees to maximize the benefits of social capital and, ultimately, improve the job satisfaction scores of their workers.

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“…Although these issues are omnipresent, progress has been made in effectively measuring a range of cultural values that shape a society's cultural identity (Inglehart and Baker, 2000;Inglehart, 2006) through the use of cross-country data sets, for example the European Values Study (EVS, 2014). Such progress has led to empirical investigations demonstrating the link between societal cultural attitudes and job satisfaction (Hui et al, 1995;Huang and Van de Vliert, 2004;Fargher et al, 2008;Lange, 2009;Van der Westhuizen et al, 2012). Although these studies provide valuable snap shots, there is a paucity of longitudinal empirical research examining this relationship and, as pointed out, this is an important gap.…”

Section: Introductionmentioning

confidence: 99%

“…Inglehart (2006) and Inglehart and Baker (2000) emphasise traditional vs secular-rational and survival vs self-expression dimensions of societal cultural values, and although their theory has come under some scrutiny (Haller, 2002), it has served as the basis of several empirical investigations relating to the influence of societal cultural values on behavioural outcomes (see Dalton et al, 2002;Oosterbeek et al, 2004;Fargher et al, 2008;Van der Westhuizen et al, 2012). These variables cover both traditional and self-expression societal cultural values enabling us to test the theoretical argument proffered previously.…”

Section: What Is Culture?mentioning

confidence: 99%

The Changing Influence of Societal Culture on Job Satisfaction across Europe

Pacheco

Westhuizen

Ghobadian

et al. 2016

British J of Management

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This paper contributes to the growing multidisciplinary body of literature on subjective well‐being by investigating the longitudinal stability and impact of societal cultural values (SCVs) – as opposed to the more common organizational values – on job satisfaction. It is assumed that SCVs evolve slowly; hence, their impact on job satisfaction is likely to remain stable over time. False adherence to this assumption could cause misalignment between organizational policies/practices and expectations formed by societal culture, decreasing job satisfaction and adversely affecting productivity, competiveness and prosperity. Four waves of the European Values Study are used to examine whether SCVs have evolved and their impacts on job satisfaction over a relatively short time: 1981–2008. SCVs are parameterized through reference to traditional vs secular‐rational, and survival vs self‐expression value continuums. Results indicate that the strength of many SCVs has declined, the impacts of traditional societal values on job satisfaction have remained fairly constant, and the impacts of survival societal values on job satisfaction have declined substantially over this sample period. These reductions in SCVs amplify the importance of accounting for such changes when designing new or adjusting existing policies/practices to enhance job satisfaction and stimulate improvements in productivity, competitiveness and prosperity.

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Culture, participative decision making and job satisfaction

Cited by 38 publications

References 119 publications

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

Social capital and job satisfaction: The case of Europe in times of economic crisis

The Changing Influence of Societal Culture on Job Satisfaction across Europe

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