Meaningful work from ethics perspective: Examination of ethical antecedents and outcomes of meaningful work

Rai, Arpana; Kim, Minseo; Singh, Sanjay Kumar

doi:10.1016/j.jbusres.2023.114287

Cited by 3 publications

(6 citation statements)

References 92 publications

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“…Valuable and important work is an important job characteristic factor that contributes to work meaningfulness (Allan, 2017) and employees who perceive their work as meaningful are more able to do their work to the best of their ability. This study supports and extends the literature on the mediating role of work meaningfulness in the relationship between the organizational environment and employee work-related outcomes (Haaland et al, 2021;Mulki and Lassk, 2019;Rai et al, 2023;Zhou et al, 2023).…”

Section: Discussionsupporting

confidence: 85%

“…Previous studies have found a positive role for work meaningfulness on work-related outcomes (e.g. job motivation, engagement, satisfaction, pride, organizational commitment and ethical behavior; F€ urstenberg et al, 2021;Nikolova and Cnossen, 2020;Tan and Yeap, 2021;Wang and Xu, 2019;Le et al, 2023;Rai et al, 2023), as well as work-life enrichment (Johnson and Jiang, 2017).…”

Section: Work Meaningfulnessmentioning

confidence: 98%

“…ethical leadership, authentic leadership, visionary leadership and leader-member relationship; Bailey and Madden, 2016;Chaudhary, 2022;Kipfelsberger et al, 2022;Meng et al, 2022;Wang and Xu, 2019) and other organizational contexts (e.g. organizational management practices, perceived corporate social responsibility, organizational climate and social support; Al-Hawari et al, 2021;Canboy et al, 2023;Chaudhary, 2021;Rai et al, 2023;Zhang et al, 2023); and (4) the sociocultural segment (e.g. decent work; Blustein et al, 2023).…”

Section: Work Meaningfulnessmentioning

confidence: 99%

“…, 2021; Nikolova and Cnossen, 2020; Tan and Yeap, 2021; Wang and Xu, 2019; Le et al. , 2023; Rai et al. , 2023), as well as work-life enrichment (Johnson and Jiang, 2017).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

“…Except for very few studies (such as Chaudhary (2022), where the interaction between authentic leadership and self-efficacy is investigated), the literature either takes a singlesource perspective (internal or external; person or environment) (e.g. Gusmerotti et al, 2023;Rai et al, 2023), or identifies antecedents from multiple but parallel sources (e.g. Haaland et al, 2021;Kipfelsberger et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

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Meaningfulness at work: role of distributive justice, managerial respect and work self-efficacy

Peng,

Chen,

Yang

et al. 2024

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PurposeDrawing on signaling theory and the “signal transmission–interpretation–feedback” framework, this study explores the effects of perceived distributive justice and respect from managers on nurses' work meaningfulness and work effort in public hospitals in China and examines the moderating role of work self-efficacy.Design/methodology/approachWe collected 341 paired questionnaires for nurses and managers from four public hospitals in China. The data were analyzed by structural equation modeling and hierarchical regression analysis.FindingsDistributive justice and managers' respect for employees are positively related to work meaningfulness. Additionally, work self-efficacy negatively moderates this relationship. Work meaningfulness is positively related to work effort and fully mediates the relationships between perceived distributive justice and respect from the manager and work effort.Practical implicationsThis study provides useful insights for healthcare organizations to improve nurses' work meaningfulness from the perspectives of their material and emotional needs, according to their work self-efficacy characteristics, thus promoting their work effort. The findings offer important guidance for improving the effectiveness of grass-roots human resources to cope with unpredictable situations such as the COVID-19 pandemic.Originality/valueThis study focuses on the organization's environmental factors that affect the primary staff's work meaningfulness. Further, it analyzes the differences in signal interpretation among nurses with different work self-efficacy characteristics, thus providing new insights into work meaningfulness. Through manager–nurse pairing data, it reveals the important role of work meaningfulness in motivating work effort.

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Section: Discussionsupporting

confidence: 85%

Section: Work Meaningfulnessmentioning

confidence: 98%

Section: Work Meaningfulnessmentioning

confidence: 99%

“…, 2021; Nikolova and Cnossen, 2020; Tan and Yeap, 2021; Wang and Xu, 2019; Le et al. , 2023; Rai et al. , 2023), as well as work-life enrichment (Johnson and Jiang, 2017).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Meaningfulness at work: role of distributive justice, managerial respect and work self-efficacy

Peng,

Chen,

Yang

et al. 2024

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Organizational ethical climate: influence on employee meaning and well-being

Pandey,

Kumar,

Singh

2024

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PurposeThe organizational environment can influence how employees experience meaningfulness. This study examines the mediating role of meaningful work between organizational ethical climates and the affective well-being of employees. We also test for the moderating role of self-regulatory traits in this relationship.Design/methodology/approachPartial least squares – structural equation modelling (PLS-SEM) was employed to test the hypothesized model using responses from 430 working professionals. Recommended robustness checks were conducted before model assessment and hypotheses testing.FindingsThe findings suggest that a caring ethical climate is positively related to affective well-being. Meaningful work dimensions, i.e. unity with others, inspiration and balancing tensions partially mediate the relationship between the caring climate and affective well-being. Integrity with self and balancing tensions fully mediate the negative effect of an instrumental climate on affective well-being. Positive mediation of unity with others and negative mediation of reality were observed between a law and code climate and affective well-being. Moderating effects of self- and other-orientation and self-monitoring were also observed.Research limitations/implicationsThe study presents significant insights, however, a few limitations must be discussed. The study has relied on cross-sectional data which may be addressed in future studies.Practical implicationsIn times when organizations are spending in large amounts in ensuring meaningful work and employee well-being, this study suggests internal mechanisms that can bring positive impact in employees' work life. Leaders should assess how employees perceive the ethical climate of the organization in order to provide better meaningful work opportunities to the workforce.Social implicationsHaving meaningful work and experiencing affective well-being are significant for a collective betterment of society. Meaningful work encourages individuals in identifying how their work if affecting the society. A affectively happy workforce is essential in building a mentally healthy society.Originality/valueThis study contributes to the investigation of organizational factors that help employees find meaning in their work. Based on ethical climate theory, this study highlights how organizations can redesign and modify their ethical climates to provide opportunities for employees to experience meaningful work and improve their affective well-being.

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Decent work and ethical ideologies of nurses—A multicenter cross-sectional study

Zoromba,

Abualruz,

Abu Sabra

et al. 2024

Nurs Ethics

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Background: Although research has established that the work environment significantly shapes nurses’ ethical behavior, it’s less clear whether decent work could influence ethical ideologies of nurses. Aim: To investigate the decent work conditions and ethical ideologies of nurses, and to analyze whether decent work influences their ethical ideologies. Methods: A multicenter cross-sectional survey was conducted among 203 nurses working in three tertiary governmental hospitals across two cities in Egypt. We utilized the Scale of Decent Work, which consists of 15 items distributed across five dimensions, to assess the level of decent work conditions. Additionally, the Ethics Position Questionnaire, containing 20 items divided into two categories—idealism and relativism—was used to evaluate the ethical ideologies of nurses. Pearson correlation and linear regression analyses were applied to analyze the data. Ethical considerations: Ethical approval from the ethics committee, institutional permission, and informed consent from the participants were obtained for data collection. Results: The findings indicated that the levels of decent work conditions were moderate, while the ethical ideologies of nurses were relatively high. Stepwise multiple linear regression analyses revealed that the idealism of nurses was significantly predicted by two dimensions of decent work—organizational values, and hours allowing for free time and rest—along with the overall decent work score. Meanwhile, the relativism of nurses was significantly predicted by the presence of physically and interpersonally safe working conditions. Conclusions: Nurses experiencing decent work conditions characterized by high organizational values and adequate hours for free time and rest are more inclined to adopt idealistic ethical ideology. Meanwhile, those experiencing physically and interpersonally safe working conditions tend to embrace relativistic ethical ideology. Implications for clinical practice: Identifying the relationship between decent work conditions and the ethical ideologies of nurses can assist hospital administrators in fostering work conditions that promote appropriate ethical ideologies among nurses.

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Meaningful work from ethics perspective: Examination of ethical antecedents and outcomes of meaningful work

Cited by 3 publications

References 92 publications

Meaningfulness at work: role of distributive justice, managerial respect and work self-efficacy

Meaningfulness at work: role of distributive justice, managerial respect and work self-efficacy

Organizational ethical climate: influence on employee meaning and well-being

Decent work and ethical ideologies of nurses—A multicenter cross-sectional study

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