Differences in self-reported work ethic across three career stages

Pogson, Corrie E.; Cober, Alana B.; Doverspike, Dennis; Rogers, James R.

doi:10.1016/s0001-8791(02)00044-1

Cited by 79 publications

(71 citation statements)

References 19 publications

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“…Despite the results shown in this study regarding work ethic differences, organizational work ethics will continue to play a major role in the success of people at work in a technologically changing world. This results of this study were in consonance with Pogson, Cober and Doverspike (2003) that there is no significant relationship between organizational work ethics and rewards and hours worked.…”

Section: Resultssupporting

confidence: 90%

Organizational Ethics and Employee Level of Productivity in Nigerian Private Universities

Agboola¹,

Epetimehin²

2015

IJBR

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Employee level of productivity is one of the many possible outcomes of ethical issues in an organization. An organization with strong ethical beliefs leads to a greater sense of commitment among its employees. The purpose of this research paper was to establish the relationship between organizational ethics and employee level of productivity in higher education institution (private university) in Nigeria. The researcher utilized both explorative and cross-sectional survey research method to gather the needed information. The participants of the study were faculty of Covenant University from the College of Development Studies (CDS) and College of Science and Technology (CST). The population for this study was 390 academic staff of Covenant University out of which a sample of 198 participants were determined using Yard's formula. The gathered data were analysed with the use of frequency, percentage, standard multiple regression analysis and correlation analysis. The findings of the study revealed that Wasted Time, Leisure, Degree of Gratification, Self-Reliance, Centrality of Work, Hard Work, and Morality are not statistically significant to employee rewards and hours worked. The study recommends that: 1.) Private universities should embark on creating leisure periods for their faculty in order to increase their level of productivity; 2.) Private universities should continue to use reward system and increase promotion as a way of maintaining faculty loyalty.

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Section: Resultssupporting

confidence: 90%

Organizational Ethics and Employee Level of Productivity in Nigerian Private Universities

Agboola¹,

Epetimehin²

2015

IJBR

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“…Researchers have successfully examined the MWEP in relation to personality dimensions (Christopher et al 2008a, b), just world beliefs and social dominance (Christopher et al 2008a, b), career stages (Pogson et al 2003), gender and cultural differences (Meriac et al 2009;Woehr et al 2007), and in academic settings exploring the relation between work ethic and academic performance (Meriac 2012). Woehr et al (2007) reveal significant differences in work ethic profiles between Korea, Mexico, and the U.S., while delay of gratification is similar across the samples, Korean participants score significantly higher centrality of work and self-reliance and score significantly lower on the Leisure and Morality/ethics dimensions in comparison with the U.S. and Mexican participants.…”

Section: The Application Of the Multidimensional Work Ethic Profilementioning

confidence: 99%

“…Millennials score slightly higher than Generation X in terms of Morality/ethics, Hard Work, and Delay of Gratification. Pogson et al (2003) examination of the MWEP across career stages, including the trial stage (individuals who are less than 31 years old), stabilization stage (workers who are 31-44 years old), and maintenance stage (45 years and older), reports that individuals in trial stage are more likely to report high levels of hard work and delay of gratification ethics, while individuals in more mature stages-stabilization and maintenance-are more likely to report higher Morality/ ethic, avoidance of Wasted Time, and Leisure ethics.…”

Section: The Application Of the Multidimensional Work Ethic Profilementioning

confidence: 99%

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Ryan

Tipu

2014

J Bus Ethics

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While the concept of work ethic has been discussed in the Arab context (Sidani and Thornberry in J Bus Eth 91(1): [35][36][37][38][39][40][41][42][43][44][45][46][47][48][49] 2009), the significant conceptual and methodological limitations of the existing work ethic and work value research elucidate the need for a more robust investigation of the multidimensional work ethic construct in the Arab context. Multidimensionality of the work ethic concept has gained considerable attention in recent years as researchers attempt to move away from the religiously labeled Islamic and Protestant work ethic conceptualizations. The current study examines the Arab work ethic through the use of the multidimensional work ethic profile (MWEP) on a sample of future business leaders in the United Arab Emirates. A total of 484 business students completed an Arabic version of the MWEP short form. The results show that centrality of work and hard work are the highest scoring work ethics followed by self-reliance, wasted time, and leisure. There are significant differences in work ethic dimensions across gender and categories of family breadwinner. No significant differences in work ethic dimensions are observed across categories of nationality and work preference groups. The findings are discussed in relation to the unique insight they offer on the nature of work ethic in an Arab context.

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“…Work hours are likely to be longest for workers up through the mid-stages of their career when they have many responsibilities and are trying to prove themselves within their field (Jacobs and Gerson, 1998;Reynolds, 2003). Indeed, Pogson et al (2003) examined individuals in three career stages (age ranges <31, 31-44, >44) and found that leisure time decreased at each stage. According to the rational view framework (Greenhaus and Beutell, 1985), as more time is spent in one domain, workers will experience higher levels of conflict with that domain being the source of the conflict.…”

Section: Demands As Mediatorsmentioning

confidence: 99%

Work-family conflict across the lifespan

Huffman

Culbertson

Henning

et al. 2013

Journal of Managerial Psych

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Purpose -Research on work-family conflict has primarily focused on younger workers, with little attention being paid to workers across the lifespan. To address this gap, the current study aimed to examine work-family conflict for individuals aged 18 to 70, focusing on explanations for why age is differentially related to work-family conflict at different points in one's life. Design/methodology/approach -Hypotheses were tested using data from two independent samples of working adults from the National Study of the Changing Workforce (n ¼ 3; 552 and 2,852, respectively). Findings -The results supported a curvilinear relationship, with youngest and oldest workers having the fewest conflicting demands between work and home. Further, the results demonstrated that family satisfaction and the age of the youngest child help explain why these workers are less likely to experience family interference with work. Finally, work hours were found to mediate the relationship between age and work interference with family. Originality/value -One of the most substantial demographic transformations in the general population involves the aging of the workforce. This is one of the first papers to examine and provide insight into why age is related to work-family conflict.

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Differences in self-reported work ethic across three career stages

Cited by 79 publications

References 19 publications

Organizational Ethics and Employee Level of Productivity in Nigerian Private Universities

Organizational Ethics and Employee Level of Productivity in Nigerian Private Universities

An Empirical Alternative to Sidani and Thornberry’s (2009) ‘Current Arab Work Ethic’: Examining the Multidimensional Work Ethic Profile in an Arab Context

Work-family conflict across the lifespan

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