Effects of Employees’ Work Values and Organizational Management on Corporate Performance for Chinese and Taiwanese Construction Enterprises

Shen, Pu Fun; Hsu, Yin-Sung

doi:10.3390/su71215852

Cited by 11 publications

(11 citation statements)

References 33 publications

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“…Specifically, a manager will use his or her abilities, knowledge base, experiences, and perspectives to increase the productivity of those with whom they manage (Hartzell, 2019).On the other hand, strong work ethics and values play an essential role in the workplace (Reddy, 2016). Further, Lin, Shen, and Hsu (2015) asserted that understanding employees' work values had become a key concern or issue for organizations that aim to achieve higher performances.…”

Section: ___________________________________________________________________________ 1background Motivation and Objectivesmentioning

confidence: 99%

Managerial Performance of Fast-Food Restaurant Managers in the Philippines: Basis for Capability Enhancement Program

al.¹

2021

TURCOMAT

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The study generally assessed the management skills, work values, and job performance of the fast-food restaurant managers in the Philippines as a basis for developing managerial capability enhancement program. Specifically, it aims to determine the profile; the level of the management skills, work values, and job performance as assessed by the managers and of their staff; and the relationship that exists among the variables: profile and management skills, profile and work values, profile and job performance, management skills and job performance, and work values and job performance. The results revealed that most managers ages 25 and below and with bachelor's degree; they mostly served as a manager for only five years and below; had attended five and below the number of trainings relative to their position; and have an average monthly income of P15,000 and below. Managers are excellent in management skills, work values, and job performance as assessed by themselves and their staff. Results also showed that the average monthly income was found to have a significant relationship with management skills, work values, and job performance. Further, management skills and work values are highly significant to the fast-food restaurant managers' job performance.

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Section: ___________________________________________________________________________ 1background Motivation and Objectivesmentioning

confidence: 99%

Managerial Performance of Fast-Food Restaurant Managers in the Philippines: Basis for Capability Enhancement Program

al.¹

2021

TURCOMAT

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“…The work values of employees are different in each generation (Lin 2015). The work values of employees should be understanding by organization because it will help organization in achieving higher performance.…”

Section: Work Valuesmentioning

confidence: 99%

“…Research conducted in China and Taiwan conducted by Lin et al (2015) found that there are differences in the values of work between the two countries. Available six work values are used, namely quality of life, dreams, wealth, not feeling confused at work, opportunities to continue study and promotion opportunities.…”

Section: Work Valuesmentioning

confidence: 99%

“…In 2016 there were 76.49 percent of graduates working in their fields, in 2017 there were 74.44 percent and in 2018 only 70.02 percent. Lin et al (2015) stated that in the global marketplace, the characteristics of college student have to manage in a different way so we can ensure that they are maximally productives to compete with the others.Previous research has shown that positive organizational performance is related to willingness to apply in the right job (Schwartz 1999).…”

Section: Introductionmentioning

confidence: 99%

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Exploring Work Values, Job Interest and Willingness to Apply On-Farm Occupation (Case Study: IPB University Students)

Ermis¹,

Sukmawati²,

Afendi³

et al. 2021

Proceedings of the 1st International Conference on Sustainable Management and Innovation, ICoSMI 2020, 14-16 September 2020, Bo

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Society's confidences of business are changing, and an increasing act of applicants pre-assess the societal and environmental execution of companies before choosing an employer. This study aims to analyze the differences in work values among students in IPB University to find out the type of work they enjoy so they can work in companies that are in accordance with their talents and interests. Descriptive statistical and PLS-SEM analysis were used to analyze the effect of work values to job interest and willingness to apply on-farm occupation.This paper used probability sampling with stratified random sampling technique and got 217 samples. There are five dominant values; ethics and integrity, responsibility, work conditions, opportunity of personal growth and use of ability and knowledge in work. Work values effects job interest positive significantly but work values is not affects willingness to apply significantly. Dominant factor of job interest is colleague/ family influence.

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“…As organisations have different organisational culture and values, so do individuals attach different levels of importance and value to the tasks that they are employed to perform (Lin et al, 2015). Such beliefs, ideas and conceptions are referred to as 'work-values' which may likely differ, among individual employees within the same organisation.…”

Section: Introductionmentioning

confidence: 99%

Employee Construct of Work-Values among University Support-Staff

Odunaike¹,

Babalola²

2019

J. Rev. Global Econ.

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Work-values of employees often determine the attitude and disposition that they are likely to display, while discharging their daily duties. In addition to the extrinsic and intrinsic values attached to work by employees in organisations, social factors, such as family roles and responsibilities are also major determinant of how people conceive their jobs and tasks allocated to them. In essence, the conception that workers have about their jobs affect their level of commitment and performance. This study examined employees' construction of work-values. Specifically, the study highlighted work-values of staff in terms of gender, cadre and profession constructs. The self-determination theory explained the theoretical underpinnings the study. The research design was descriptive which relied on quantitative and qualitative research methods. A total of 312 questionnaires were administered and twenty-four in-depth interview conducted in six clustered departments. Qualitative and quantitative data were analysed using NVIVO and IBM_SPSS. The study submitted that staff's construct of work-values varied with regards to gender, cadre, and professions. Married female employees preferred the intrinsic part of their job, such as convenience, autonomy, and hours spent at work which allowed them to attend to their domestic roles of a wife and mother. The majority of the junior cadre conceived job security as illusionary, thereby, making them extrinsically oriented, however, work-values varied among the professions, which were clustered along departmental lines.

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Effects of Employees’ Work Values and Organizational Management on Corporate Performance for Chinese and Taiwanese Construction Enterprises

Cited by 11 publications

References 33 publications

Managerial Performance of Fast-Food Restaurant Managers in the Philippines: Basis for Capability Enhancement Program

Managerial Performance of Fast-Food Restaurant Managers in the Philippines: Basis for Capability Enhancement Program

Exploring Work Values, Job Interest and Willingness to Apply On-Farm Occupation (Case Study: IPB University Students)

Employee Construct of Work-Values among University Support-Staff

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