The Demographic Variables and Emotional Intelligence as Correlates of Work Values: A Cross-Cultural Examination towards Organizational Change

Sergio, Rommel Pilapil; Dungca, Antonette Lazaro; Ormita, Luzelle Anne Gonzales-Lim

doi:10.7763/joebm.2015.v3.175

Cited by 12 publications

(20 citation statements)

References 17 publications

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“…Apibrėžtos akademinės paieškos šiuo klausimu vykdomos ir Lietuvos vadybos mokslo pasaulyje (Lekavičienė, Remeikaitė, 2002;Lekavičienė, Remeikaitė, 2004;Bagdonas, 2012;Ramanauskas, 2012;2013 ir kt.). Lygia greta ieškoma ir emocinio intelekto naudos, praktinio pritaikymo galimybių (Barling, Slater, Kelloway, 2000;Bourey, Miller, 2001;Lekavičienė, Remeikaitė, 2004;Butler, Chinowsky, 2006;Roy, Fillee, de Timary, 2007;Mikolajczak, Luminet, 2008;Berrocal, Cabello, Castilo, Extremera, 2012;Šimanskienė, Ramanauskas, 2014;Trinidad Sanchez-1 Nunez, Patti, Holzer, 2015;Waqas Chughtai, Latter, 2015;Sergio, Dungca, Ormita, 2015;Alfonso, Zenasni, Hodzic, Ripoll, 2016 ir kt.). Be to, manytina, kad neužbaigta ir emocinio intelekto matavimo modelio bei procedūrų paieška (Petrides, Furnham, Frederickson, 2004;Petrides, 2011;Shao, Doucet, Caruso, 2014 ir kt.…”

Section: įVadasunclassified

Organizacinės kultūros suvokimas vadovo emocinio intelekto kontekste

Gudonytė

Marčinskas

2021

Regional Formation and Development Studies

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Vilniaus universitetas (Lietuva) ANOTACIJA Šiame straipsnyje analizuojamas paskirų organizacinės kultūros charakteristikų suvokimas (pozityvus vertinimas), atsižvelgiant į padalinio vadovo emocinį intelektą. Pripažįstant, kad organizacijos išskirtinumui konkurencinėje aplinkoje reikšmingos įtakos turi jos organizacinė kultūra, svarbu tinkamai išnaudoti visų galimų veiksnių poveikį, tarp kurių įvardytinas ir vadovo emocinis intelektas. Straipsnio koncepcija remiasi esamos ir suvokiamos organizacinės kultūros išskyrimu: objektyvi (egzistuojanti, matoma) ir subjektyvi (suvokiama, nematoma). Atliktas empirinis tyrimas (anketinė apklausa) leidžia teigti, kad tarp vadovų emocinio intelekto ir organizacinės kultūros pozityvaus vertinimo egzistuoja statistiškai reikšmingas ryšys. Koreliacinės analizės rezultatai atskleidė, kad aukštas vadovo emocinio intelekto lygis gali būti vienas iš veiksnių, nulemiančių didesnę darbuotojų asmeninės iniciatyvos laisvę, organizacijos ir darbuotojų asmeninių tikslų suderinimą, stipresnį vadovo paramos ir identiškumo jausmą bei darbuotojų pasitenkinimą atlygio sistema. PAGRINDINIAI ŽODŽIAI: organizacinė kultūra, emocinis intelektas, suvokimas.JEL KLASIFIKIACIJA: 0150, M120 DOI: http://dx.doi.org/10.15181/rfds.v19i2.1280 Įvadas Išgyvename kardinalių globalinių pokyčių procesą, kuriam būdinga prasidedanti robotų civilizacijos era, didėjantys migracijos srautai, nuolatinė akistata su sisteminiais rinkų pokyčiais, pagaliau į darbo rinką vis plačiau įžengianti vadinamoji Z karta. Visa tai suformuoja vadybos mokslui naujo turinio socialinį užsaky-mą -ieškoti būdų, kaip organizacijoms, valstybėms išsaugoti ar/ir padidinti savo konkurencinį pranašumą. Atkreipkime dėmesį į tai, kad šiame nuolat didėjančių įtampų pasaulyje prioritetas tenka ne ekonominio turinio instrumentui. Todėl neatsitiktinai vadybos mokslinių tyrimų lauke kiek labiau išsiskyrė vadovų emocinio intelekto ir organizacinės kultūros problematika. Tačiau pažymėtina, kad vis dar ieškoma universalesnio emocinio intelekto sampratos ir jo struktūrizacijos varianto (

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Section: įVadasunclassified

Organizacinės kultūros suvokimas vadovo emocinio intelekto kontekste

Gudonytė

Marčinskas

2021

Regional Formation and Development Studies

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“…Studies have demonstrated the significant relationship between demographic and professional characteristics and work values (Aladwan et al , 2016; Sergio et al , 2015; Posner, 2010; Wray-Lake et al , 2011). For example, Aladwan et al (2016) revealed the differences in work values among employees with different educational background and work experience and in different types of business.…”

Section: Literature Reviewmentioning

confidence: 99%

Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Song

Yang

Boezeman³

et al. 2020

ECAM

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PurposeThe declining attractiveness of construction industry to the new-generation onsite construction professionals (OCPs) in China can be the result of insufficient supply of what they desire at work. There is a lack of studies that make clear the work values of this cohort and the fit between their work value preferences and job supplies. Therefore, the purpose of this study is to address this issue.Design/methodology/approachThis study focused on Chinese new-generation OCPs. Work values and job supplies were measured by two rounds of questionnaire surveys. Factor analysis was implemented to identify work value types. Paired samples t-test, independent samples t-test and one-way ANOVA were performed to figure out work value preferences and degree of supplies–values (S-V) fit and compare them across subgroups.FindingsIntrinsic, “good time”, work-team-related, altruistic/prestigious and extrinsic work value types were identified. Chinese new-generation OCPs most valued work-team-related and intrinsic work aspects, while significant insufficient supply was relevant to intrinsic, extrinsic and “good time” aspects. Work value preferences and S-V fit showed significant differences among subgroups of gender, growth background, work rank and project type.Practical implicationsThe results provide insights for construction companies to practice work-value-based human resource management toward new-generation OCPs and make targeted measures to address the misfit between supplies and values experienced by these OCPs.Originality/valueThis study for the first time examined work values of Chinese new-generation OCPs. It opens a new perspective for research based on S-V fit theory that focused on industry level. The effects of demographic and professional variables on the work values and the degree of S-V fit were revealed. This study thus contributes to the extant literature of work values and S-V fit.

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“…Consistent with these definitions, Ho (2006, p. 11) and Uçanok (2008, p. 157) defined work values as the goals that employees attempt to achieve through working. Wils et al (2011) (Sergio, Dungca & Ormita, 2015). Ros et al (1999) identified four dimensions of work values, namely extrinsic, intrinsic, social and power values.…”

Section: Work Valuesmentioning

confidence: 99%

Investigating the relationship between work values and work ethics: A South African perspective

Jonck¹,

Walt

Sobayeni

2017

SA j. hum. resour. manag.

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Orientation: As a result of the proliferation of unethical behaviour in the workplace, the study of work ethics has received new impetus.Research purpose: The research study sought to determine the relationship between work ethics and work values, with the objective of determining whether work ethics statistically significantly predict work values.Motivation for the study: As work ethics (i.e. behavioural intent) are a determinant of work values (i.e. overt behaviour), researchers are investigating their potential in preventing unethical behaviour.Research design, approach and method: A descriptive quantitative research design was employed in the study. A survey was conducted using the Multidimensional Work Ethic Profile and the Values Scale, which in previous studies have produced acceptable Cronbach’s alpha coefficients. Data were collected from 301 respondents in one geographical area in South Africa.Main findings: Work values did not appear to be highly esteemed by respondents, as only 6 of the 22 dimensions had a positive score. However, all seven dimensions of work ethics had positive scores. A negative correlation was found between work ethics and work values. In addition, work ethics predicted 9% of the variance in work values, providing sufficient evidence to accept the postulated research hypothesis.Practical implications: The findings of the study could be used by human resource managers to promote ethical behaviour, by focusing not only on work ethics but also on the relationship between work ethics and work values.Contribution: The study provides evidence of a relationship between work ethics and work behaviours, such as work values, within the South African context, and it thus addresses a research gap in this area.

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The Demographic Variables and Emotional Intelligence as Correlates of Work Values: A Cross-Cultural Examination towards Organizational Change

Abstract: Abstract-This

Cited by 12 publications

References 17 publications

Organizacinės kultūros suvokimas vadovo emocinio intelekto kontekste

Organizacinės kultūros suvokimas vadovo emocinio intelekto kontekste

Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit

Investigating the relationship between work values and work ethics: A South African perspective

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