The Meaning and Measurement of Work Ethic: Construction and Initial Validation of a Multidimensional Inventory

Miller, Michael J.; Woehr, David J.; Hudspeth, Natasha

doi:10.1006/jvbe.2001.1838

Cited by 319 publications

(485 citation statements)

References 60 publications

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“…The employee who goes after short-term interests are more inclined to slack and resulting in low performance, while the ones who are willing to expect long-term interests of company ,more tend to maintain a high career satisfaction and make more substantial performance. Existing studies have also supported the above reasoning, About the topic of professional ethics , Miller et al found college students are more willing to delay the gratification in the work than people with the same age who have a job, and people who have higher level of delay of gratification will gain more outstanding performance [5]. Some researchers have found Vocational Delay of Gratification will be positively related to job performance, job involvement, occupational commitment & job satisfaction [6]- [12].…”

Section: Vocational Delay Of Gratification and Employee's Job Performmentioning

confidence: 89%

How Vocational Delay of Gratification Affects Employees’ Job Performance: Organizational Climate as a Moderator

He¹,

An²,

Li³

2015

JSSM

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Vocational Delay of Gratification stresses employees will overcome the impulse and temptation of immediate gratification to achieve long-term career goals, which provides a new perspective to examine and explain individual's career development. This paper aims at identifying the influence mechanism of Vocational Delay of Gratification on employee's job performance and the role of organizational climate among the triadic relationship. The analysis result of Structural Equation Model about 350 sample data showed that Vocational Delay of Gratification had a significantly positive effect on job performance, while organizational climate acted as a positive moderator between Vocational Delay of Gratification and employee's job performance. Therefore, it is highly recommended that companies should pay attention to the state of employee's vocational delay of gratification, satisfy their psychological need as to increase job satisfaction and improve job performance.

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Section: Vocational Delay Of Gratification and Employee's Job Performmentioning

confidence: 89%

How Vocational Delay of Gratification Affects Employees’ Job Performance: Organizational Climate as a Moderator

He¹,

An²,

Li³

2015

JSSM

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“…In each of these work orientations an employee will be looking for some important values for him in work situation. Additionally, treating work as something very important in person's life appears most clearly in the context of work ethic concept (Miller et al 2002). Another aspect of eudemonic well-being at work is the realization of values important for employees in the context of work.…”

Section: Discussionmentioning

confidence: 99%

Diagnosing Well-Being in Work Context – Eudemonic Well-Being in the Workplace Questionnaire

Czerw

2017

Curr Psychol

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This article presents a proposal for a questionnaire diagnosing the well-being of employees in terms of eudemonia. This questionnaire stems from two theories on psychological and social well-being, already used in positive psychology. The construction of this questionnaire and its subsequent confirmatory studies were conducted on the group of 724 working adults. In the final questionnaire version, four factors were distinguished: positive organization; fit and development; positive relations with co-workers; and contribution to the organization. Additionally, by using the K-means cluster analysis (N = 609), four specific well-being profiles were distinguished: (1) moderate well-being based on relationships, (2) globally high well-being in the workplace, (3) globally low well-being in the workplace, (4) reduced well-being based on their own competences. Further analysis showed that people representing these profiles differ from each other in their level of attachment to the workplace. The guidelines regarding the actions of employers to increase the eudemonic well-being of their employees are also discussed.

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“…Examples of the questions are as follows: "I deserve the salary that I earn", "I should strive at work to achieve better results," and "I benefitted myself and society by doing good work." The reported Cronbach's Alpha for all IWE measures is above 0.80 (Ali, 1988;Miller et al, 2002), and the current study used five-point Likert scale Autonomous motivation are divided into four types of motivation namely intrinsic motivation, identified regulation, introjected regulation, and extrinsic motivation. Examples of the questions were as follows: "I share my knowledge because "it is fun", "it is pleasant", "I want to understand the subject", and "I will get in trouble if I do not."…”

Section: Methodsmentioning

confidence: 99%

“…Specifically, the measures for efforts, hard work, competency, cooperation, commitment, and morally ethical are adapted from Ali (1988) while transparency is adapted from Miller et al (2002) and Ali (1988). Examples of the questions are as follows: "I deserve the salary that I earn", "I should strive at work to achieve better results," and "I benefitted myself and society by doing good work."…”

Section: Methodsmentioning

confidence: 99%

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

Isa¹

2018

The European Proceedings of Social and Behavioural Sciences

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Tacit knowledge is a strategic resource that can unlock human potential to the fullest and enable the creation of new knowledge if employees share their knowledge among themselves. It is believed to be significant for the performance of the academics whose job nowadays goes beyond teaching and research to administration, consultation, and commercialisation. By taking an individual and ethical perspectives, our study emphasised on Islamic work ethics and autonomous motivation as critical human elements to improve and promote tacit knowledge sharing (TKS) among the academics. Underpinned by SelfDetermination Theory (SDT) of motivation and Islamic code of conducts, this study hypothesized a positive relationship between Islamic Work Ethics and TKS, and a mediation effect of autonomous motivation in the relationship between Islamic Work Ethics and TKS. Questionnaire surveys were distributed to the fulltime Muslim academics working in five research-based universities in Malaysia. PLS statistical techniques was utilised in analysing the questionnaire collected from 315 academics. The results of this study substantiate the positive link between Islamic Work Ethics and TKS, and reveal that autonomous motivation partially mediates this relationship. Theoretically, the present study contributes to knowledge by providing support for the importance of SDT of motivation as a mechanism in explaining the relationship between Islamic Work Ethics and TKS. Practically, this study suggests to the management of university and practitioners that maximum benefits from tacit knowledge sharing can be realised by fostering Islamicbased ethical values, and giving autonomy to the academics to increase work motivation.

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The Meaning and Measurement of Work Ethic: Construction and Initial Validation of a Multidimensional Inventory

Cited by 319 publications

References 60 publications

How Vocational Delay of Gratification Affects Employees’ Job Performance: Organizational Climate as a Moderator

How Vocational Delay of Gratification Affects Employees’ Job Performance: Organizational Climate as a Moderator

Diagnosing Well-Being in Work Context – Eudemonic Well-Being in the Workplace Questionnaire

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

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