JIP (Jurnal Intervensi Psikologi),
Год журнала:
2023,
Номер
15(2)
Опубликована: Дек. 31, 2023
Work
motivation,
defined
as
a
society's
attitude
towards
the
meaning
of
work
or
positive
values
in
an
individual,
is
targeted
for
enhancement
through
training
program.
This
intervention
utilizes
RUH
(Risk,
Hope,
and
Uncertainty)
theoretical
framework
to
foster
ethic
motivation.
The
program
involved
56
participants,
including
MSME
entrepreneurs,
teachers,
village
officials,
members
PKK
KWT
groups.
Employing
experimental
method
with
pre-test
post-test
assessments,
data
analysis
relied
on
thematic
analysis.
research
findings
indicate
improvement
ethic,
evident
themes
reflecting
enhanced
hope
perseverance
addressing
challenges.
shifts
participants'
perspectives
attitudes
signify
that
motivation
increases
their
preparedness
uncertainty,
heightens
awareness
job
risks,
fosters
approaching
work.
Background:
Although
research
has
established
that
the
work
environment
significantly
shapes
nurses’
ethical
behavior,
it’s
less
clear
whether
decent
could
influence
ideologies
of
nurses.
Aim:
To
investigate
conditions
and
nurses,
to
analyze
influences
their
ideologies.
Methods:
A
multicenter
cross-sectional
survey
was
conducted
among
203
nurses
working
in
three
tertiary
governmental
hospitals
across
two
cities
Egypt.
We
utilized
Scale
Decent
Work,
which
consists
15
items
distributed
five
dimensions,
assess
level
conditions.
Additionally,
Ethics
Position
Questionnaire,
containing
20
divided
into
categories—idealism
relativism—was
used
evaluate
Pearson
correlation
linear
regression
analyses
were
applied
data.
Ethical
considerations:
approval
from
ethics
committee,
institutional
permission,
informed
consent
participants
obtained
for
data
collection.
Results:
The
findings
indicated
levels
moderate,
while
relatively
high.
Stepwise
multiple
revealed
idealism
predicted
by
dimensions
work—organizational
values,
hours
allowing
free
time
rest—along
with
overall
score.
Meanwhile,
relativism
presence
physically
interpersonally
safe
Conclusions:
Nurses
experiencing
characterized
high
organizational
values
adequate
rest
are
more
inclined
adopt
idealistic
ideology.
those
tend
embrace
relativistic
Implications
clinical
practice:
Identifying
relationship
between
can
assist
hospital
administrators
fostering
promote
appropriate
Management Decision,
Год журнала:
2024,
Номер
62(3), С. 885 - 912
Опубликована: Фев. 7, 2024
Purpose
Drawing
on
signaling
theory
and
the
“signal
transmission–interpretation–feedback”
framework,
this
study
explores
effects
of
perceived
distributive
justice
respect
from
managers
nurses'
work
meaningfulness
effort
in
public
hospitals
China
examines
moderating
role
self-efficacy.
Design/methodology/approach
We
collected
341
paired
questionnaires
for
nurses
four
China.
The
data
were
analyzed
by
structural
equation
modeling
hierarchical
regression
analysis.
Findings
Distributive
managers'
employees
are
positively
related
to
meaningfulness.
Additionally,
self-efficacy
negatively
moderates
relationship.
Work
is
fully
mediates
relationships
between
manager
effort.
Practical
implications
This
provides
useful
insights
healthcare
organizations
improve
perspectives
their
material
emotional
needs,
according
characteristics,
thus
promoting
findings
offer
important
guidance
improving
effectiveness
grass-roots
human
resources
cope
with
unpredictable
situations
such
as
COVID-19
pandemic.
Originality/value
focuses
organization's
environmental
factors
that
affect
primary
staff's
Further,
it
analyzes
differences
signal
interpretation
among
different
providing
new
into
Through
manager–nurse
pairing
data,
reveals
motivating
Journal of Lifestyle and SDGs Review,
Год журнала:
2025,
Номер
5(2), С. e02610 - e02610
Опубликована: Фев. 5, 2025
Aims:
Work
engagement
has
an
important
role
in
determining
the
success
of
organization,
therefore,
work
must
be
owned
by
every
individual
who
works
so
that
organizations
and
individuals
can
optimally.
Some
things
help
level
include
organizational
commitment,
perceived
support,
meaningfulness.
This
study
was
conducted
to
examine
effect
support
meaningfulness
on
generation
Z
employees
with
commitment
as
a
mediator.
Method:
research
uses
quantitative
methodology.
Data
collection
participants
using
online
questionnaire
through
Google
Forms
platform.
The
data
analysis
used
this
is
regression-based
mediation
Smart
PLS
software.
Result:
results
showed
have
direct
influence
at
PT.
Y.
Then
also
mediating
between
but
not
engagement.
Marketing Intelligence & Planning,
Год журнала:
2025,
Номер
unknown
Опубликована: Март 15, 2025
Purpose
A
pervasive
yet
underexplored
phenomenon
in
service
delivery
is
the
tendency
toward
leniency,
which
can
ultimately
lead
to
negligence
interactions.
Despite
its
significance,
we
observe
that
notion
of
leniency
has
been
overlooked
marketing
literature.
Therefore,
this
paper
proposes
conceptual
identifies
intrinsic
and
extrinsic
drivers
examines
impacts
on
overall
journey.
Design/methodology/approach
The
study
employs
Jaakkola’s
(2020)
approach
conceptualize
through
theory
synthesis
typology
development.
This
bases
two
theoretical
perspectives:
service-dominant
customer-dominant
logics.
review
literature
within
services
forms
basis
for
conceptualizing
identifying
key
leniency.
Findings
Service
defined
as
undue
permissiveness
or
laxity
adhering
standards,
leading
compromised
delivery.
Intrinsic
include
permissive
culture,
work
role
disengagement,
training
insufficiency,
performance
incentive
misalignment
ambiguous
standards.
Extrinsic
encompass
assumed
customer
tolerance,
feedback
mechanism
deficits,
neglect
customer-driven
innovations,
risk
aversion
innovation
generational
expectation
gaps.
Research
limitations/implications
As
a
study,
propositions
frameworks
discussed
here
require
empirical
validation.
Social
implications
highlights
potential
societal
by
emphasizing
how
mitigation
foster
improved
public
trust
satisfaction
with
high-quality
Originality/value
concept
addressing
critical
demands
attention
Management Decision,
Год журнала:
2024,
Номер
unknown
Опубликована: Май 16, 2024
Purpose
The
organizational
environment
can
influence
how
employees
experience
meaningfulness.
This
study
examines
the
mediating
role
of
meaningful
work
between
ethical
climates
and
affective
well-being
employees.
We
also
test
for
moderating
self-regulatory
traits
in
this
relationship.
Design/methodology/approach
Partial
least
squares
–
structural
equation
modelling
(PLS-SEM)
was
employed
to
hypothesized
model
using
responses
from
430
working
professionals.
Recommended
robustness
checks
were
conducted
before
assessment
hypotheses
testing.
Findings
findings
suggest
that
a
caring
climate
is
positively
related
well-being.
Meaningful
dimensions,
i.e.
unity
with
others,
inspiration
balancing
tensions
partially
mediate
relationship
Integrity
self
fully
negative
effect
an
instrumental
on
Positive
mediation
others
reality
observed
law
code
Moderating
effects
self-
other-orientation
self-monitoring
observed.
Research
limitations/implications
presents
significant
insights,
however,
few
limitations
must
be
discussed.
has
relied
cross-sectional
data
which
may
addressed
future
studies.
Practical
implications
In
times
when
organizations
are
spending
large
amounts
ensuring
employee
well-being,
suggests
internal
mechanisms
bring
positive
impact
employees'
life.
Leaders
should
assess
perceive
organization
order
provide
better
opportunities
workforce.
Social
Having
experiencing
collective
betterment
society.
encourages
individuals
identifying
their
if
affecting
A
affectively
happy
workforce
essential
building
mentally
healthy
Originality/value
contributes
investigation
factors
help
find
meaning
work.
Based
theory,
highlights
redesign
modify
improve
The International Journal of Human Resource Management,
Год журнала:
2024,
Номер
35(21), С. 3525 - 3555
Опубликована: Окт. 30, 2024
Given
the
strongly
held
consensus
that
empowering
leadership
is
beneficial,
scholars
have
overstated
its
benefits
and
overlooked
costs.
In
response
to
increasing
calls
for
investigation
of
leadership's
double-edged
effects,
we
uncover
enabling
burdening
effects
on
employees'
work-life
interface
by
positioning
job
demands
work
passion
as
important
underlying
mechanisms.
Based
Conservation
Resources
(COR)
theory,
contend
via
serial
mediating
roles
learning
harmonious
passion,
may
positively
relate
employee
enhancement
personal
life.
Empowering
can
also
predict
interference
with
life
outcome
responsibility
obsessive
passion.
Four-wave
data
based
Indian
managerial
employees
(n
=
251)
supported
our
mediation
hypotheses.
Our
study
provides
researchers
practitioners
new
insights
into
mechanisms
explaining
interface.
