Accountability, entitlement, tenure, and satisfaction in Generation Y

A study on the double-edged sword effect of inclusive leadership on employees' work behaviour-dual path perspective of cognition and affection

In order to cope with the volatile social environment and organisational change, more and more scholars call on leaders to stimulate subordinate effectiveness to a greater extent with inclusive behaviour. Existing studies focus on the positive impact of inclusive leadership, but ignore its potential negative impact. This study integrates Cognition-affection Personality System Theory to explore the double-edged sword mechanism of inclusive leadership on subordinates' work behaviour. Through the data analysis of 518 paired questionnaires collected in three stages, the results are as follows: Inclusive leadership has a positive impact on subordinates' psychological entitlement and state gratitude; Psychological entitlement and state gratitude play mediation roles not only between inclusive leadership and work withdrawal behaviour, but also between inclusive leadership and active behaviour; Subordinate narcissistic personality moderates the positive effect of inclusive leadership on psychological entitlement and state gratitude, and then moderates the indirect effect of inclusive leadership on subordinate work withdrawal behaviour and proactive behaviour through psychological entitlement and state gratitude. The above results expand the research on the action mechanism and boundary conditions of inclusive leadership in Chinese organisational context, and provide practical guidance for organisational managers to effectively conduct inclusive leadership.

Employee accountability in Indonesia: The role of formalization, managerial monitoring behavior and perceived competence

Accountability is an imperative element of organizations that Human Resource Management establishes as a behavior guideline. It encourages employees to be responsible for decisions and actions they took. Employing Social Cognitive theory, this study aims to investigate the mechanism of how formalization influences employee accountability. We hypothesize that this relationship is mediated by managerial monitoring behavior and perceived competence. Data was collected from 331 employees of a government agency in Indonesia. Structural equation modelling analysis reveals that (1) formalization directly and indirectly influences employee accountability, and its direct effect is higher than its indirect effect, suggesting the importance of formalization system in Human Resource Management; (2) the contribution of perceived competence as a mediator between formalization and employee accountability is higher than the contribution of managerial monitoring behavior, suggesting the importance of micro-foundations of Human Resource research; (3) the relationship between formalization and employee accountability was serially mediated by managerial monitoring behavior, which was preceded by managerial monitoring behavior for task performance and continued by managerial monitoring behavior for interpersonal facilitation This study contributes to international Human Resource Management literature by explaining the mechanism by which formalization affect accountability.

How and when workplace ostracism influences employee deviant behavior: A self-determination theory perspective

Drawing on self-determination theory, this study examines the relationship between workplace ostracism and deviant behavior by focusing on the mediating role of basic psychological needs and the moderating role of perceived inclusive climate. Findings based on the analysis of 247 valid survey samples suggest that (1) workplace ostracism has a significant positive impact on employees’ deviant behavior; (2) basic psychological needs mediate the relationship between workplace ostracism and employees’ deviant behavior; and (3) employees’ perceived inclusive climate weakens the negative effect of workplace ostracism on basic psychological needs. This study develops new perspectives for workplace ostracism research, extends the factors that influence employees’ deviant behavior, and expands the boundary conditions of organizational difference in self-determination theory. Moreover, these empirical results provide important theoretical guidance to decrease employees’ deviant behavior in organizations.

The impact of doctors’ career calling on organizational citizenship behavior mediated by work–life balance and job satisfaction

The present study explored the relationship between doctors’ career calling and organizational citizenship behavior (OCB). A model proposing that the effect of career calling on OCB mediated by work–life balance (WLB) and job satisfaction was assessed. Data were collected from 670 doctors working in hospitals across Northern India out of which 325 questionnaires were considered for analysis purpose. The results demonstrated that career calling has a significant effect on OCB and WLB and job satisfaction mediates the career calling-OCB relationship. The results of the study suggest that WLB and job satisfaction may signify a critical link between career calling and OCB. Implications surrounding this study and theoretical and practical implications for research and practice are explored.

Exploring the Determinants of Young Inclusive Leadership in Thailand: Research Taxonomy and Theoretical Framework

Inclusive leadership has recently become an active topic in the literature on leadership and in the field of organizational behavior. However, there is currently a lack of consensus regarding whether the younger generation of inclusive leaders perceive and behave differently from the older generation. This study seeks to determine the traits, characteristics, attitudes, and behaviors of young inclusive Thai leaders who today play an increasingly influential role in various sectors of the Thai economy. The ultimate intent is to develop a theoretical framework for young inclusive leadership. Building on relational leadership theory and adopting the framework of Kouzes and Posner’s Leadership Practices Inventory (LPI) and Hollander’s 4Rs of Inclusive Leadership, the authors use interviews with 12 young Thai leaders to classify the crucial attributes of young inclusive Thai leaders into five categories: role model, luminary, pioneer, motivator, and nurturer. These attributes reflect how young leaders express their inclusiveness in conjunction with relational, entrepreneurial, and transformational leadership and serve as the basis for a holistic framework for young inclusive leadership.

Entitlement: friend or foe of work-family conflict?

Purpose

Guided by Hobfoll’s (1989) conservation of resources theory, we examined how psychological entitlement moderates the negative relationship between work-family conflict (WFC) and job satisfaction.

Design/methodology/approach

Using a sample of 119 accountants from the Midwestern United States, we tested our hypotheses with hierarchical regression analysis.

Findings

Results indicate a strong, negative relationship between WFC and job satisfaction for employees low in psychological entitlement, but an insignificant relationship for entitled employees.

Practical implications

The results suggest that some entitlement may be beneficial to employees when coping with WFC. However, organizations should limit WFC in order to foster their least entitled employees’ job satisfaction.

Originality/value

This is the first study that investigates how psychological entitlement affects employees' reactions to WFC. Not only does it contribute to the growing body of research that examines how this individual difference affects workplace functioning, but it suggests there may be some benefits to entitlement, which largely has been disparaged.

Millennials’ intention to stay and word-of-mouth referrals

Purpose

The purpose of this paper is to investigate the mediating effect of organizational identification in the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals.

Design/methodology/approach

Data were collected from 2,649 millennial employees working in various companies located within the Central Thailand Industrial Estates. The hypothesized relationships were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, hierarchical regression and a bootstrapping procedure.

Findings

The results revealed that the direct relationships between person-organization fit and intention to stay as well as word-of-mouth referrals were found to be partially mediated by organizational identification. In addition, perceived external prestige was found to have a moderating effect on the relationship between organizational identification and word-of-mouth referrals, but found no effect on employee retention.

Research limitations/implications

The current research took place among the millennial workers in Thai organizations, which needs to be extended to other generational cohorts or different culture settings for more generalization.

Practical implications

The results imply that managers should routinely assess and monitor person-organization compatibility, and ensure that corporate cultures, values and norms are properly communicated and mutually shared among the millennial workers. The aim is to inspire them to perceive better fits and proudly identify with their workplace. Such efforts are likely to induce not only retention, but also should encourage word-of-mouth referrals.

Originality/value

This study extends existing knowledge by assessing the relationships among person-organization fit, organizational identification and perceived external prestige as well as their impacts on intention to stay and word-of-mouth referrals by millennial employees, which has not been extensively investigated in the literature.

Generational differences in work quality characteristics and job satisfaction

Purpose

The purpose of this paper is twofold: first, to determine if job satisfaction increases with age, and if this is consistent across countries; and second, if individuals belonging to the same age cohort, who experience similar life conditions and events and have been posited to share common attitudes and behaviors, differ in terms of job satisfaction, and if this difference is comparable across countries.

Design/methodology/approach

The study provides a comparative analysis of the impact of age and generational differences on job satisfaction globally, based on non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015).

Findings

Age has a positive statistically significant impact on job satisfaction (e.g. the older you get, the more satisfied you are with your job). However, the same analysis with each specific age cohort indicates that age is only statistically significant with the baby boomers. Statistically significant cross-generational differences exist in the levels of job satisfaction across generations and cross-generational differences in the determinants of job satisfaction. Most differences are seen between the silent generation and the other three age cohorts.

Originality/value

Previous comparative studies have found that job satisfaction across generations, even within the same or similar countries, shows little variation. Research measuring the relationship between age and job satisfaction indicates three key contradictory findings – satisfaction increases with age, decreases with age, or no relationship exists. The current large-scale, global study updates and extends previous research by exploring similarities and differences in job satisfaction and work quality characteristics by age cohort, with a global sample.

Entitlement at work: Linking positive behaviors to employee entitlement

Perceptions of employee entitlement are reported to be increasing in organizations and have been linked to negative outcomes at work. Employee entitlement is an employee’s belief in deserving preferential treatment or reward without regard to performance. Arguments, however, are emerging that entitlement may also be linked to positive behaviors. In this article, we outline a study that examines the moderating effect of self-monitoring on the relationship between employee entitlement and organizational citizenship behavior and affective organizational commitment. Based on survey data collected from 167 individuals, we found that self-monitoring moderated the relationship between the specific subscales of employee entitlement and organizational citizenship behavior but had no relationship to commitment. Although previous studies have addressed entitlement perceptions as a negative outcome for the organization, in this article we outline the potential for positive outcomes. Limitations and future research directions are outlined.

Parenting and Adolescent Grandiose Narcissism: Mediation through Independent Self-Construal and Need for Positive Approval

While particular parenting styles and parenting qualities have been linked to adolescent narcissistic tendencies, their association is likely indirect. Parents aim to indoctrinate adolescents with dispositional tendencies, such as self-confidence independence and a focus on peer acceptance, which incidentally manifest in narcissism. The authors investigated whether mothers' and fathers' positive parenting and lax discipline were linked indirectly to adolescent grandiose narcissism through a need for positive approval and independent self-construal. Adolescents (n = 460; 58.5% girls; age range = 15-18 years) completed several measures online. Structural equation modeling revealed that maternal positive parenting and discipline were indirectly linked to grandiose narcissism through adolescents' need for positive approval. Fathers' positive parenting was linked directly and partially through independent self-construal to grandiose narcissism. Fathers' discipline remained directly associated with adolescent grandiose narcissism. Discussion focuses on the nuanced association between parenting and grandiose narcissism in adolescents and the implications for upholding behavioral standards.

A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India

Purpose

The purpose of this paper is to provide an insight into differences in work values and Person–Organisation (P–O) fit of Baby Boomers, Gen X and Gen Y in India and to understand the relationship between (P–O) fit values and turnover intention of Generation Y employees.

Design/methodology/approach

The work values were measured using an adapted version of Lyons Work Values scale. The generational differences in work values and P–O fit were studied using multivariate analysis of variance and relationship between P–O fit values and turnover intention of Gen Y employees was studied using polynomial regression and response surface methodology.

Findings

Significant differences in work values were observed between Generation Y and older generations. Generation Y also reported significantly higher discrepancy in P–O fit values than Generation X and Baby Boomers. This had an effect on their turnover intention.

Research limitations/implications

A cross-sectional design was used to study the generational differences in work values where the generation effects may have been confounded with age effects.

Practical implications

The differences in work values and P–O fit values of Generation Y and older generations provide input into designing organisation systems and structures more suitable for younger generations to manage the high turnover among Generation Y in India.

Originality/value

This is one of the first studies on generational differences in work values and P–O fit in the Indian context. It is also one of the first to investigate relationship between P–O fit and turnover intention of Generation Y in India.

A review of entitlement

Interest in employee entitlement perceptions is increasing in academia and in organizations. Entitlement has a long history of being conceptualized as a personality trait in psychology closely aligned with narcissism. Research on workplace entitlement has generally revealed links with negative workplace behaviors, indicating costly outcomes for individuals, teams, and organizations. Our aim in this article is to review the literature on workplace entitlement perceptions, identifying how the construct has changed definition over time, and indicating related constructs that impact on research within industrial and organizational psychology. This review progresses research in this field by examining the nomological network around entitlement and resolving current inconsistencies in the construct definition of entitlement in the workplace, and establishing a set of firm future research directions for entitlement research.