Work Values and Employee Effort: A Needs-Supplies Fit Perspective

Abdelmoteleb, S.A.

doi:10.5093/jwop2020a2

Cited by 10 publications

(7 citation statements)

References 156 publications

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“…Dynamic changes to market, economic, demographic, social, technological, and environmental processes occurring in communities and organizations are combined with a growing demand for employees with a broad set of hard skills connected strictly with their practiced professions but also, primarily, displaying expected types of behavior and professing specific values (Abdelmoteleb 2020;Rzemieniak and Wawer 2021;Van Buren 2022). According to Rzemieniak and Wawer (2021), contemporary organizations owe their competitive position largely to the potential of their employees.…”

Section: Discussionmentioning

confidence: 99%

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Fernandes

Sousa

Fonseca

et al. 2023

Administrative Sciences

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Human capital is considered the most important resource in any organization. However, most companies are concerned with external customer satisfaction, without devoting much attention to the satisfaction of their employees. Indisputably, employee satisfaction is fundamental and determines the success or failure of what the customer experiences. Technological developments have changed our lives and habits, and even the way we relate to others, so the online increasingly influences the offline. The purpose of this manuscript was to examine the relationship between the Digital Communication of companies and their Employer Branding, with a special focus on the close relationship that employees feel with the company. To perform this analysis, a case study was carried out using a qualitative approach. Interviews with seven managers from three different companies, two of whom are responsible for the Digital Communication of their organizations, were performed. With the analysis of the data obtained, it is concluded that the Employer Branding perceived by the employees is of a positive image of the company, but they do not feel emotionally more connected with the organization through the Digital Communication practiced by it. With this study, it is expected that organizations recognize the importance that an online presence has in the image of their brand as a whole, and that it is important to invest in Digital Communication, but it has to be performed with an action plan to achieve the objectives intended. From an interdisciplinary perspective, the manuscript presents insights for marketing (digital marketing and employer branding) and for socially responsible behavior by organizations (in a Portuguese context).

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Section: Discussionmentioning

confidence: 99%

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Fernandes

Sousa

Fonseca

et al. 2023

Administrative Sciences

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“…Del mismo modo, estas dimensiones de competencia y calidez podrían resultar más o menos relevantes en función de cada puesto de trabajo concreto, dado que podrían generar un mayor o menor encaje percibido entre la persona y el puesto. De acuerdo con el modelo de encaje persona-puesto ( person-job fit model ; Abdelmoteleb, 2020; Carless, 2005; Kristof-Brown, 2000), el ajuste percibido que se produce entre las habilidades, conocimientos y demás características del trabajador y los requerimientos del puesto de trabajo producen una expectativa de éxito que está asociada, entre otras cosas, con una mayor probabilidad de contratación del candidato, un mayor salario, una menor tasa de abandono en el proceso de reclutamiento, una mayor satisfacción laboral, una menor rotación voluntaria en el puesto, y un mayor rendimiento (Edwards, 1991; Meglino et al, 2000; Phillips, 1998).…”

Section: Marco Teóricounclassified

“…Likewise, these dimensions of competence and warmth may be more or less important according to each specific job, given that they could generate a better or worse perceived fit between the person and the job. According to the person-job fit model (Abdelmoteleb, 2020; Carless, 2005; Kristof-Brown, 2000), the perceived fit between the worker’s skills, knowledge and other characteristics and the job requirements lead to an expectation of success which is associated with factors such as a higher likelihood of hiring the candidate, a higher salary, a lower drop-out rate in the recruitment process, higher job satisfaction, less voluntary rotation in the job and better performance (Edwards, 1991; Meglino et al, 2000; Phillips, 1998).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

You earn what you weigh: the effect of physical constitution and type of job on remuneration in a simulated personnel selection context (Ganas lo que pesas: el efecto de la complexión física y el tipo de trabajo sobre la remuneración en un contexto simulado de selección de personal)

Cárdaba

Requero

Antoñanzas

et al. 2022

International Journal of Social Psychology: Revista de Psicolog

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Overweight people suffer from workplace discrimination, and they also tend to be perceived as less competent yet warmer than people with an average physical constitution. This study uses an experimental between-subjects design to investigate whether the greater warmth perceived in overweight people may become a beneficial factor (e.g., by receiving higher remuneration) when applying for certain jobs where warmth is an important dimension. The results indicated that for a job where likeability and warmth are important (party entertainer), the candidate received higher remuneration when they were presented as an overweight person than when they were presented as having an average physical constitution. Finally, we discuss the possible implications of this study for hiring departments, as well as possible strategies to lower workplace discrimination as a consequence of physical constitution. RESUMENLas personas con sobrepeso suelen sufrir discriminación en el contexto laboral. Asimismo, las personas con sobrepeso tienden a ser percibidas como menos competentes pero más cálidas que las personas de complexión física media. El presente estudio investiga, mediante un diseño experimental intersujetos, si la mayor calidez percibida en las personas con sobrepeso podría resultar un factor beneficioso (e.g., recibiendo una mayor remuneración) cuando optan a determinados puestos de trabajo donde la calidez es un rasgo importante. Los resultados indicaron que para un puesto de trabajo para el que la simpatía y la calidez resultaban relevantes (animador de fiestas), el candidato recibía una mayor remuneración cuando era presentado como una persona con sobrepeso que cuando era presentado con una complexión media. Finalmente, se discuten las posibles implicaciones de este estudio para los departamentos de selección, así como posibles estrategias para reducir la discriminación en el contexto laboral como consecuencia de la complexión física.

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“…Work values represent desired standards and goals in the organisational context, such as working conditions and accomplishments (Froese and Xiao, 2012). The scope of work values includes diverse items such as pay, achievement, enjoyment and health conditions (Abdelmoteleb, 2020). Organisational psychology has been studying for a long time the influence of work values on attitudes and behaviour (George and Jones, 2012).…”

Section: Economy For the Commom Good Indicatorsmentioning

confidence: 99%

Decent work in the Economy for the Common Good reports: a documentary analysis

Pereira

Santos

Pais

et al. 2021

QROM

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PurposeThis paper aims to describe and characterise the actions carried out by Italian organisations participating in the Economy for the Common Good (ECG) movement and to analyse these actions through the lens of decent work (DW), identifying patterns leading to a typology and conceptual propositions on the subject.Design/methodology/approachA documentary analysis was conducted on 14 reports describing the actions taken by Italian organisations that belong to the ECG movement. Qualitative content analysis was performed using QSR-NVivo12. The descriptive analysis of the codes was made, as well as a cluster analysis based on coding similarity.FindingsA total of 1,497 actions were coded, and four clusters, grouping sets of the common good reports, were identified. Results suggest that Customers, Business Partners and Staff and Owners are the most addressed stakeholders, human dignity and environmental sustainability are the most addressed values and Fulfilling and Productive Work and Fundamental Principles and Values at Work are the most addressed DW dimensions. Additionally, all clusters are intensive in environmental concerns but have differentiated priorities. Cluster analysis suggests three drivers: recognition, core business closeness and social common good impact. A total of five conceptual propositions are being made useable by organisational leaders who intend to adhere to the ECG movement.Research limitations/implicationsThe main limitation is the low number of organisations participating in the ECG movement in Italy, which restricts the scope of the conclusions.Practical implicationsThe results are helpful as inputs for designing interventions in organisations that intend to start or strengthen their involvement in the ECG movement.Originality/valueIdentifying DW aspects related to common good indicators and the four approaches to the ECG adhesion corresponding to the four clusters.

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Work Values and Employee Effort: A Needs-Supplies Fit Perspective

Cited by 10 publications

References 156 publications

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

Assessing the Impacts of Internal Communication: Employer Branding and Human Resources

You earn what you weigh: the effect of physical constitution and type of job on remuneration in a simulated personnel selection context (Ganas lo que pesas: el efecto de la complexión física y el tipo de trabajo sobre la remuneración en un contexto simulado de selección de personal)

Decent work in the Economy for the Common Good reports: a documentary analysis

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