Nonfinancial employment commitment among Muslims and Jews in Israel: examination of the core–periphery model on majority and minority groups

Sharabi, Moshe; Shdema, Ilan; Abboud-Armaly, Oriana

doi:10.1108/er-12-2019-0486

Cited by 7 publications

(9 citation statements)

References 49 publications

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“…Several studies show that aside from family, work plays a central role among various life aspects (e.g. MOW-International Research Team, 1987;Harpaz and Meshoulam, 2010;Sharabi et al, 2021). Approximately one-third of the global workforce (36.1%) works more than 48 h per week, whereas 45.8% of the workers in the Asia and the Pacific region work such long hours (Messenger, 2018).…”

Section: Introductionmentioning

confidence: 99%

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Snir

Harpaz

2021

IJWHM

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PurposeThe purpose of this paper is to explore well-being and health-related outcomes among all the four basic subtypes of heavy work investment (HWI), as well as a fifth distinct category of full-time workers (i.e. those who work from 35 to 43 weekly hours).Design/methodology/approachThe 510 respondents chosen to be included in the Internet survey were mostly heavy work investors. Based on two dimensions of causal attributions (causal locus and controllability), an elimination mode was used to classify heavy work investors into four main subtypes. Those who reported high financial needs were classified as needy. From the remaining heavy work investors, those who reported high organizational demands were classified as organization-directed. Afterward, those who reported high drive to work were classified as workaholics. Finally, those who reported high passion for work were classified as work-devoted.FindingsAmong the five categories of classified respondents, the work-devoted and the needy emerged as the most distinct categories. The work-devoted had the best outcomes (stronger positive feelings, better current health condition, better body mass index (BMI) and adequate hours of sleep a night), whereas the needy had the worst outcomes (a higher level of stress, bodily pain, aches that interfere with regular activities and weariness throughout the day).Originality/valueThis study addressed both long hours and high effort invested in work, and both dispositional and situational heavy work investors. A possible implication of this study is that when job applicants have similar human capital profiles, organizations should consider recruitment of work-devoted individuals for demanding jobs.

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Section: Introductionmentioning

confidence: 99%

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Snir

Harpaz

2021

IJWHM

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“…For example, in societies where women are prevented or must overcome obstacles to enter the labor market, work becomes more and more important in their lives compared with women who do not have such restrictions (Sharabi et al. 2020 ). The scarcity hypothesis may explain the greater importance Haredi women attribute to promotion opportunities and to the compatibility of job requirements with personal abilities and experience when compared with Traditional and Secular women.…”

Section: Discussionmentioning

confidence: 99%

Work Values of Working Women in Israel: A Comparison of Haredi Women with Those from the Secular and Traditional Segments

Sharabi

Kay

2023

Cont Jewry

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The Haredi (or Ultra-Orthodox) sector is the fastest growing population in Israel, but the ability to study their working world is limited, and as far as we know, the work values of Haredi women (who are usually the main breadwinners) have not been studied to date. This unique study compares their work values with those of secular and traditional Jewish-Israeli women. The Meaning of Work (MOW) questionnaire was administered to 467 employed Jewish-Israeli women (309 Secular, 138 Traditional, and 120 Haredi), addressing values, attitudes, and aspirations at the workplace. The findings indicate that, while secular women ascribe more importance to individualistic values related to interesting work and variety than do traditionalist and Haredi women, no significant differences exist among the three groups concerning the interest in good pay, autonomy, interpersonal relations, or job security. In addition, a higher level of religiosity was associated with the importance of convenient hours and inversely associated with the importance of learning new things. Further, Haredi women attribute more importance to promotion and congruence between their personal abilities and experience and the job requirements than did women from the other two groups. Overall, the background demographic variables had little impact on work values. The findings can be explained by the different cultural values (collectivism versus individualism) and the obstacles Haredi women experience in the labor market.

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“…Since its establishment in 1948, Israel has undergone immense changes: its population has increased more than tenfold; its economy has shifted from a local agricultural-industrial one to an advanced service and technology economy well embedded in the global economy; and its political system has changed from being dominated by socialism-collectivism to a neoliberal-capitalist one. Under these circumstances, a clear transition from collectivistic to individualistic values has taken place (Liverani, 2014;Sharabi et al, 2020).…”

Section: The Israeli Society and Labor Marketmentioning

confidence: 99%

Work Outcome Preferences of Muslim and Jewish Managers in Israel: Analyzing the Differences According to the Individualism-collectivism Model

Sharabi

Shdema²,

Abboud-Armaly³

2023

J Ethn Cult Stud

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While there is an increasing number of Muslim managers in Western countries, to the best of our knowledge no study has compared their work values to those of managers of other religions. The present study compares work outcome preferences (WOPs) of Muslim and Jewish managers in Israel, a Western country where Muslims constitute a substantial but marginalized minority. The methodology involves questionnaires administrated to 100 Muslim and 253 Jewish managers. The findings indicate significant differences between Muslim and Jewish managers across all work outcome preferences examined. While both groups view income as the most important value, Muslims have emphasized, in addition, serving society and status and prestige, whereas among Jews interest and satisfaction and interpersonal connections are more highly valued. The value differences between the two ethnoreligious groups can be explained mainly by cultural differences – individualism vs. collectivism. Implications are discussed in the context of labor market integration of minorities.

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Nonfinancial employment commitment among Muslims and Jews in Israel: examination of the core–periphery model on majority and minority groups

Cited by 7 publications

References 49 publications

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Beyond workaholism: differences between heavy work investment (HWI) subtypes in well-being and health-related outcomes

Work Values of Working Women in Israel: A Comparison of Haredi Women with Those from the Secular and Traditional Segments

Work Outcome Preferences of Muslim and Jewish Managers in Israel: Analyzing the Differences According to the Individualism-collectivism Model

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