Work Centrality in Japan and the United States

England, George W.; Misumi, Jyuji

doi:10.1177/0022002186017004002

Cited by 60 publications

(46 citation statements)

References 19 publications

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“…This finding is in accordance with Lundberg and Peterson [53] and England and Misumi [54] . This suggests that Japanese have instituted similar cultures in Malaysia and even perhaps that our Malaysian culture, may be more attracted to traditional careers with an average tenure of 9.2 years with the current employer and in contrast to the boundaryless career concept that capture the working lives of Americans more accurately.…”

Section: Discussionsupporting

confidence: 92%

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

Rose¹,

Beh²,

Uli³

et al. 2006

American J. of Applied Sciences

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Abstract:The aim of this study was to determine the level and relationship between qualities of work life (QWL) with career-related variables. The sample consists of 475 executives from the electrical and electronics industry in the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). The selection of respondents using stratified random sampling technique involves a complete list of industrial firms registered with Malaysian Industrial Development Authority (MIDA). Construct validity and discriminant validity were conducted on the instruments. Three exogenous variables were studied. The result indicates that the three exogenous variables are significant: career satisfaction, career achievement and career balance with 63% of the variance in QWL. The respondents appeared to be satisfied in respect to the level of QWL (49.5%), career achievement (70.3%), career satisfaction (63.8%), but less so for career balance (36.6%). These findings contribute to an understanding of ways by top management in attempts to attain a career fit between the needs of the employees and the needs of the organization. The role QWL plays in organizations is an understudied issue. The present study opens an avenue for more studies in this direction.

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Section: Discussionsupporting

confidence: 92%

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

Rose¹,

Beh²,

Uli³

et al. 2006

American J. of Applied Sciences

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“…Tal modelo identifica como facetas do significado do trabalho: a centralidade do trabalho, os atributos valorativos e descritivos e a hierarquia dos mesmos. A centralidade do trabalho refere-se à importância que o indivíduo atribui ao trabalho, comparando-o às outras esferas de vida: família, lazer, religião e comunidade (England e Misumi, 1986;MOW, 1987).…”

Section: Referencial Teóricounclassified

“…A terceira escala (expectativas) mensura quatro fatores: (1) Justiça no Trabalho e Auto-Expressão, (2) Desgaste e Desumanização, (3) Bem-estar e Independência e (4) Responsabilidade. A quarta escala (instrumentalidade) mensura, por sua vez, quatro fatores: (1) O segundo questionário refere-se à Centralidade do Trabalho (England e Misumi, 1986;MOW, 1987;Soares, 1992) e consiste em apenas duas questões. Na primeira, o participante atribui pontos a cinco esferas de vida (família, trabalho, lazer, religião e comunidade) de forma que a soma dos pontos seja igual a 100.…”

Section: Métodounclassified

Comprometimento no trabalho e sua sustentação na cultura e no contexto organizacional

Borges¹,

Lima²,

Vilela³

et al. 2004

RAE electron.

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O artigo relata uma pesquisa empírica desenvolvida, numa perspectiva psicossocial, numa biblioteca universitária. Objetivou explorar como a variabilidade do comprometimento dos empregados no trabalho estava sustentado em aspectos da estrutura da organização e do comportamento organizacional (motivação, valores organizacionais, satisfação, significado do trabalho). Desenvolveu-se a pesquisa durante o primeiro trimestre do ano de 2002, quando aplicaram-se diversas técnicas de coleta de dados (análise documental, observação, entrevista e aplicação de questionários estruturados) e, por conseqüência, várias técnicas de análise de dados entre as quais técnicas quantitativas (por exemplo, correlações). Encontraram-se que dificuldades motivacionais, insatisfações salariais e com promoções, cultura organizacional frágil, diversidade de vínculos empregatícios e ausência de um plano de carreira atualizado não permitiam as atitudes comprometidas se concretizarem no comportamento organizacional dos participantes das amostras de estudo. Ações de gestão, como a institucionalização de espaços de participação e investimento na gerência média, podem ajudar a superar os problemas identificados.

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“…Work is a highly significant activity for most individuals in modern societies (England & Misumi, 1986), and work settings have long been a popular focus of psychological research. It is also recognized that intercultural studies contribute to an understanding of worker psychology, because work has different value and different effects across societies (Hofstede, 1983).…”

mentioning

confidence: 99%

“…Recent comparative studies indicate both important psychological similarities and differences. For the most part, work is highly valued (England & Misumi, 1986) in both societies, but it is defined somewhat differently by national samples of Japanese and Americans (England & Harpaz, in press). In England and Harpaz's study, people in both cultures defined work primarily (1) as a way to earn money, (2) as a way of producing something of value, and (3) as the execution of a task or project.…”

mentioning

confidence: 99%

Personal investment in Japan and the U.S.A.: A study of worker motivation

Shwalb

Harnisch

et al. 1992

International Journal of Intercultural Relations

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The Inventory of Personal Investment (IPI) was administered to 522 Japanese and 746 American workers to compare their work motivation and self-concepts. Eleven subscales were formed based on the IPI model and were found through factor analysis to be appropriate for the samples in both countries. Discriminant analyses of scale scores by subjects' nationality, gender, occupational strata, and age are reported. Findings included: (1) Japanese and American workers sampled emphasized different aspects of meaning as they perceive work and se& (2) Japanese and American women sampled exhibited similar profiles to one another, as did the two male subsamples, and (3) motivational profiles for various age groupings differed between the two samples. The results are related to previous research on Japanese and American workers.

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Work Centrality in Japan and the United States

Cited by 60 publications

References 19 publications

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

An Analysis of Quality of Work Life (QWL) and Career- Related Variables

Comprometimento no trabalho e sua sustentação na cultura e no contexto organizacional

Personal investment in Japan and the U.S.A.: A study of worker motivation

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