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We also theorize that perceived job mobility influences the extent to which employees identify with the organization when being ostracized. ... The full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes ... are higher in job mobility. ...doi:10.1037/apl0000063 pmid:26524112 fatcat:peml6auqbbhd3avmlgarnxibie
Among the higher rated performers, attitudes were improved | month after being notified of favorable appraisal results (Time 2). ... Among the lower rated performers, mean levels of attitudes did not change significantly during the study. —Journal abstract. 12602. Lamertz, Kai. ...
This article puts forward a new typology of workers, based on an enhanced set of indicators of psychosocial risks and well-being, and examines the character traits associated with each class membership ... This study uses a person-centered approach by conducting latent class analysis on a representative sample of 5,867 Canadian employees. ... Comparatively, Cluster 2 workers not only reported lower job satisfaction (45% compared to 99%), but also the lowest sense of accomplishment (14%), of usefulness at work (41%) and of belonging to the organization ...doi:10.53379/cjcd.2022.327 fatcat:d4youzzq3jbgfp6kiiak2tm3si
While a decrease in the commuting time after a workplace relocation is, in some cases, observed, an increase in car use for the commuting trip may be observed as well. ... This paper aims at providing an in-depth understanding of the effect of workplace relocation on travel behavior by reviewing and selecting the relevant scientific literature on the topic, which has in ... Notably, non-typical days are characterized by a lower number of modes used over the day, in accordance with a higher car usage and a higher number of activities chained to the commuting trip. ...doi:10.3390/su12187506 fatcat:4tfxwaywwncfjlp5ebdxwszdbu
The effect of co-worker networks, however, can be two-fold in this process; they transmit information about potential jobs, which may enhance the mobility of workers—even between regions—and this enhanced ... We analyze the impact of network information provided about potential employers in this model and find that it contributes to increasing inter-regional mobility, and subsequently, to decreasing regional ... Conflicts of Interest: The author declares no conflict of interest. Entropy 2021, 23, 1451 ...doi:10.3390/e23111451 pmid:34828149 pmcid:PMC8621545 fatcat:7tbzmjin6bhdtnd7r2n7ly3fbm
Before job change, the mobility group reported significantly more conflicts with the su- pervisor, higher physical and emotional strain, higher degree of job insecurity, lower job satisfaction, and lower ... for job stress and prior services use. ...
of education, and to what extent by the occupational record (total job tenure and at a given employer). ... The results indicate that the human capital gained during the performance of professional work is of relatively small importance in comparison to the education and that this significance decreases in further ... In the real economy, structural differences in workplaces and human competencies result in mismatches, and information and mobility barriers, which cause similar differences in educational inputs, do not ...doi:10.15611/pn.2019.7.13 fatcat:qszkfk2czjhp5ou3747lqafyze
Workplace mobility is analyzed as a job move between the macro regions of North, South and East Germany. ... The analyses using binary logistic regression models show that transregional mobility especially depends on individual characteristics such as age and qualifications. ... This applies, for instance, when regions of higher unemployment are left comparatively more frequently by lower qualified people or when generally more mobile higher qualified persons remain in the economically ...doi:10.1007/s13147-018-0551-2 fatcat:6bdp6psabvdlzagsj234d5hboa
A Handbook of Theories on Designing Alignment between People and the Office Environment
to leave their jobs, and improve their job performance compared with those who are less attached ( Dinç, 2007 ) . ... Inalhan and Finch (2004 ) suggest that the physical environment could be used as a way to increase an employee's sense of attachment to the workplace. ...doi:10.1201/9781003128830-16 fatcat:wy5vklpvsvfybbzjh2lg2kzysy
We review the theoretical arguments as for how and why labour mobility could enhance the dynamism and performance of clusters of similar and related firms. ... The two ICT clusters studied in the article generally seem to have higher levels of mobility, compared to the labour market at large. ... Acknowledgements This paper builds upon and extends the empirical work and analyses that were first presented in Bienkowska (2007) . ...doi:10.1111/j.1468-0467.2011.00359.x fatcat:wedkhvrzf5eadmfyj2clwwadzy
We find, erratic career mobility, defined as a sequence of atypical job moves, results in differential outcomes for women and men. ... However, this effect is the opposite for performance appraisals. More erratic mobility by women results in lower performance appraisals than similarly erratic men. ... They are roughly non-overlapping in the sense that each pay grade represents a range of salaries, and the lower salaries in a higher pay grade should generally be higher than the higher salaries in a lower ...doi:10.2139/ssrn.2833691 fatcat:g3cd77grffdffh3ad6kqxlnq3i
We propose that increased worker mobility means that workers may now build their careers using interorganizational career ladders, working in certain kinds of organizations earlier in a career, and in ... We use this argument to make three broad predictions: first, that interorganizational transitions are more likely to take place from larger to smaller workplaces, and into organizations in industries that ... Acknowledgments The authors thank Roxana Barbulescu, Diane Burton, Peter Cappelli, Henrich Greve, Arne Kalleberg, Katherine Klein, ...doi:10.1287/orsc.1090.0492 fatcat:zuhe6hzxrrco5bxdcgegaa24ra
Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten ... Other possible long-term consequences of job insecurity include mental health issues and lower job performance and higher intention to change jobs (Chirumbolo and Hellgren, 2003; Greenhalgh and Rosenblatt ... In contrast, Dieckhoff (2007) showed that higher-educated individuals benefit more from workplace training in terms of unemployment risks and upward occupational mobility than lower-educated individuals ...doi:10.1177/0958928714538216 fatcat:qfc2otpfy5ctjjfxk5btxrag7u
This workplace flexibility study uses primary data on private sector Small and Medium Enterprises (SMEs) in Lancashire, United Kingdom, collected in 2009 during the recent 'credit crunch' recession. ... Key features include: (a) objective measures of SME performance; (b) a focus on the previously relatively neglected relationship between workplace flexibility practices (WFPs) and three SME performance ... About a third of the SME sample made use of part-time working and staff pay-freezes; over 40 percent used home or mobile work and family friendly practices; and 70 percent or more offered job security, ...doi:10.1111/jsbm.12092 fatcat:xnhgu55q7jgi5nsuquut7kv2su
In particular, we have examined these dual-identity holders' interpretations of the workplace regarding internal corporate social responsibilities (CSR) efforts and job complexity and the subsequent emotional ... By integrating an existential approach to burnout, identity theory, and the job demand-resource (JD-R) model, this paper compares the sense-making processes of migrant workers who embrace both rural and ... AUTHOR CONTRIBUTIONS XL, HZ, and JZ designed the study together and revised the draft together. HZ and JZ collected the data. XL drafted the theory. HZ drafted the method and results. ...doi:10.3389/fpsyg.2020.01266 pmid:32587558 pmcid:PMC7298145 fatcat:feq4ravylvaetcsf3kccacthu4
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