Impact of Job Satisfaction and Personal Values on the Work Orientation of Chinese Accounting Practitioners

Lan, George; Okechuku, Chike; He, Zhongshi; Cao, Jianan

doi:10.1007/s10551-012-1562-5

Cited by 46 publications

(47 citation statements)

References 39 publications

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“…This pattern of relationships was replicated both among Israeli undergraduate students who were asked about their future work, and among American working MBAs who were asked about their current job (Gandal et al, ). A similar pattern was found among accountants in six cities in China in a research focusing on career and calling orientations (Lan et al, ). The consistency in findings across cultures and at different career stages points to the stable motivations underlying work orientations.…”

Section: Value Profile Of Managerssupporting

confidence: 76%

“…A similar pattern was found among accountants in six cities in China in a © 2018 International Association of Applied Psychology. research focusing on career and calling orientations (Lan et al, 2013). The consistency in findings across cultures and at different career stages points to the stable motivations underlying work orientations.…”

Section: Values and Work Orientationsmentioning

confidence: 93%

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Values at Work: The Impact of Personal Values in Organisations

2019

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This paper reviews and integrates past research on personal values in work organisations, seeking to portray the role personal values play in shaping the choices and behaviour of individuals in work settings. We start by addressing the role of values in the occupational choice people make. We then review research on the relationships of personal values to a variety of behaviours at work. We continue with discussing the multiple paths through which managers’ values affect organisations and their members. In the last section, we address the interplay between organisational levels, and discuss the congruency between personal and organisational values and its implications for organisations and their employees. Together, the research reviewed indicates how the broadness and stability of values make them an important predictor of behaviour at various levels of the organisation. We end by discussing directions for future research on values in organisations.

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Section: Value Profile Of Managerssupporting

confidence: 76%

Section: Values and Work Orientationsmentioning

confidence: 93%

Values at Work: The Impact of Personal Values in Organisations

2019

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“…For Davis and Newstrom (1992), it is directly related to the favorable feeling or not of the individual with their job. Regarding the degree of job satisfaction, it can vary from extreme satisfaction to extreme dissatisfaction, observing aspects such as the type of work, the relationship between colleagues, bosses and subordinates, as well as the salary (Lan, Okechuku, Zhang, & Cao, 2013). Roberts and Foti (1998) identified job satisfaction in people who felt their abilities, experiences and values applied in their organizational environment and that such contributions reverted to opportunities and rewards.…”

Section: Job Satisfactionmentioning

confidence: 99%

Satisfaction at Ifes: An Analysis Through Career Anchors

Vargas

Teixeira

2018

RAM, Rev. Adm. Mackenzie

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It is not allowed the use for commercial purposes. Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. ABSTRACT Purpose: The objective of this research is to analyze the job satisfaction of public servants through career anchors. originality/value: The contribution of this research is to apply a collection instrument in reduced version for the analysis of job satisfaction in the public service in the search of subsidies for proposals of improvements in work processes related to people management. design/methodology/approach: We conducted the research with 671 public servants from the public education area. As an instrument of collection, we sent questionnaires using the electronic survey method and on paper. We based the questionnaire on the "Career Anchor Inventory" -adapted by Igbaria and Baroudi (1993) and the work by Netemeyer, Boles, and McMurrian (1996), termed as "Global Job Satisfaction". Findings: The Security/Stability anchor obtained significant explanatory power with job satisfaction, but its representativeness was not the largest in the sample. Our practical contribution will be in the support to the construction of policies of people management, since the results indicated lower rates of satisfaction with regard to the aspects of promotion and with respect to the relationship with senior management.

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“…Job satisfaction is also influenced by differences in the perception of work: those who see work as a vocation, rate their job satisfaction higher than those who take their work as a career. In their turn, the latter demonstrate higher overall job satisfaction rate, than those who see their work as a routine (Lan et al, 2013). The job satisfaction models also are developed on the basis of satisfaction with the organization`s prestige and its social significance (Ivanova et al, 2012).…”

mentioning

confidence: 99%

Exogenous Model of Job Satisfaction

Shevchuk

Мельникова

2019

Journal of Siberian Federal University. Humanities &Amp; Social Sciences

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The paper contributes to the existing job satisfaction models by introducing a new exogenous variable, regional tourism development. Tourism does not only change the regional economy and infrastructure; it creates new cultural practices, causes the change in the attitude to health and leisure, presents a different model of judgement and decisionmaking. Consequently, it may be suggested that the tourism development rate influences the behaviour model of the local residents. It is proposed to identify the changes based on two-stage modelling with the help of multiple linear and non-linear regression. At the first stage, the relationship between tourism development and cultural practices, as well as between tourism development and quality of life are investigated on the basis of objective data. Low tourism growth rates provoke an increase in both cultural practices and quality of life; however, in the future, at medium growth rates, motivated convictions begin to form dissipated ideas of leisure in the residents’ behaviour. At the second stage, the residents’ self-assessment was applied to build overall and exogenous models of job satisfaction. The influence of the exogenous variable decreased the impact of the material factor (salary satisfaction) on job satisfaction, forming a new attitude to leisure, and, therefore, causing changes in the people’s psychological well-being. The results revealed that one’s own sense of sufficient labour-leisure balance decreases as the tourist traffic increases, and the social comparison effect is triggered. Besides, at the high tourism growth rates, habituation to the tourist traffic and regularly updating leisure programmes develops the adaptation effect, which is manifested in the enhanced work schedule satisfaction influencing the job satisfaction

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Impact of Job Satisfaction and Personal Values on the Work Orientation of Chinese Accounting Practitioners

Cited by 46 publications

References 39 publications

Values at Work: The Impact of Personal Values in Organisations

Values at Work: The Impact of Personal Values in Organisations

Satisfaction at Ifes: An Analysis Through Career Anchors

Exogenous Model of Job Satisfaction

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