Workplace identity as a mediator in the relationship between learning climate and job satisfaction during apprenticeship

Cortini, Michela

doi:10.1108/jwl-12-2015-0093

Cited by 36 publications

(40 citation statements)

References 40 publications

(44 reference statements)

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“…Finally, our results may corroborate the proposals for HR managers we have put forward in other studies (Cortini, 2016), stressing the role of organizational support in order to develop a sense of self as worker; in such a sense, employers ought to provide participatory practices to discuss work-related issues together along with proper error management that allow errors to become a form of learning.…”

Section: Discussionsupporting

confidence: 89%

Learning Climate and Job Performance among Health Workers. A Pilot Study

2016

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This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants (N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper.

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Section: Discussionsupporting

confidence: 89%

Learning Climate and Job Performance among Health Workers. A Pilot Study

2016

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“…Tepper and Taylor (2003) argued that supervisors who perceived they were treated fairly by the organization could reciprocate by treating subordinates more favorably. Expressive emotional network resources may support leaders in their middle position between customers’ service excellence demands on one hand, and productivity and performance requirements on the other hand (Babakus et al, 2009; Cortini, 2016). Indeed, there is evidence on the different way that managerial and non-managerial employees perceive organizational values (Schneider et al, 1998) and on the different extent to which they focus on customers’ needs (Martin and Fraser, 2002).…”

Section: Introductionmentioning

confidence: 99%

Customer Orientation and Leadership in the Health Service Sector: The Role of Workplace Social Support

2017

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Health care is a critical context due to unpredictable situations, demanding clients, workload, and intrinsic organizational complexity. One key to improve the quality of health services is connected to the shift in organization perspective of viewing patients as active consumers rather than passive users. Therefore, higher levels of customer orientation (CO) are expected to improve organizational service effectiveness. According to a cultural perspective to CO, the aim of the study was to explore how different leaders’ behaviors (task-oriented and relationship-oriented) interact with CO of health organizations. Specifically, the aim of the paper was to contribute to this topic, by considering the leaders’ point of view. Since leader’s experience of CO is influenced by social processes in the work environment, workplace social support (WSS) was inserted as moderator in the relationship between leader behavior and CO. A survey study was conducted among 57 Health Department directors belonging to the National Health Service in the North of Italy in 2016. Findings showed that WSS moderated the influence of leadership concern for relationship on CO. Practical implications of the study are discussed.

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“…Apprentices appreciated the value placed on learning by their organisation, through its commitment to the concurrent funding of the degree apprenticeships of a number of employees and to supporting their learning whilst in the workplace. This positive learning culture, with workplace norms valuing learning (Billet, 2001), appeared to provide a favourable context for effective mentoring (Cortini, 2016).…”

Section: -On Their Organisationsmentioning

confidence: 99%

Workplace mentoring of degree apprentices: developing principles for practice

Roberts

Storm

Flynn

2019

HESWBL

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PurposeThis article focuses on developing a deep understanding of the nature and impact of the workplace mentor role in degree apprenticeships (DAs). It investigates a theoretical model of DA workplace mentoring activity, with findings used to develop a set of principles for supporting the development of effective mentoring practice. Research designData underpinning this article was collected as part of the monitoring and evaluation of the first year of a Chartered Manager degree apprenticeship programme at a post-1992 university. Workplace mentors and mentees were interviewed to explore their experience of mentoring within this programme. FindingsThis study found there to be many positive benefits of workplace mentoring for apprentices, their mentors and the organisation. This understanding can be used to support the development of principles for effective mentoring practice. Research limitations/implicationsThe data support the validity of the proposed model for DA workplace mentoring activity. In order to become a helpful guide to mentors' planning of areas of support, the model may need to be refined to show the relative importance given to each activity area. The findings of this small-scale study need now to be extended through work with a larger sample. Practical implicationsThe set of principles offered will be valuable to workplace mentors of degree apprentices across organisational sectors to ensure quality of delivery and outcomes. Originality/valueThis article contributes to an understanding of the impact of mentoring as a social practice on mentor and apprentice development. Such an understanding has the potential to positively influence the quality of delivery, mentoring practice and thus apprentices' learning.

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Workplace identity as a mediator in the relationship between learning climate and job satisfaction during apprenticeship

Cited by 36 publications

References 40 publications

Learning Climate and Job Performance among Health Workers. A Pilot Study

Learning Climate and Job Performance among Health Workers. A Pilot Study

Customer Orientation and Leadership in the Health Service Sector: The Role of Workplace Social Support

Workplace mentoring of degree apprentices: developing principles for practice

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