18 research outputs found
Unwanted sexual attention at work and long-term sickness absence: a follow-up register-based study
Implementation of recommendations for the screening of hydroxychloroquine retinopathy: poor adherence of rheumatologists and ophthalmologists
Employment contract, job insecurity and employees’ affective well-being: The role of self- and collective efficacy
How are social stressors at work related to well-being and health? A systematic review and meta-analysis
The Meaning and Measurement of Well-Being as an Indicator of Success
This chapter discusses the conceptualization and measurement of well-being and success, and the relationships between the two. Many scholars in well-being research agree that well-being consists of satisfaction, positive and negative affect. There are less well established definitions in the area of success. Frequently, success is conceptualized in terms of career success, distinguishing between objective and subjective indicators. These indicators most often include salary, status, and career satisfaction. They are sometimes criticized for being inappropriate in current labor markets and as to their individual meaning. In this chapter, we provide a widening of the understanding of career success. This by incorporating the broader concept of work success in terms of success episodes referring to task performance, pro-social success, appreciation, and feedbac
Gesundheit und Arbeitseinstellungen von weiblichen und männlichen Führungskräften: Zusammenhänge mit privaten und arbeitsbezogenen Stressoren sowie Konflikten zwischen Privatleben und Arbeit
Psychologische Reflexionen ĂĽber Selbststeuerung und Selbstkontrolle aus deterministischer Sicht
Why Do Managers Leave Their Organization? : Investigating the Role of Ethical Organizational Culture in Managerial Turnover
The aim of the present longitudinal study was to quantitatively examine whether an ethical
organizational culture predicts turnover among managers. To complement the quantitative
results, a further important aim was to examine the self-reported reasons behind manager
turnover, and the associations of ethical organizational culture with these reasons. The
participants were Finnish managers working in technical and commercial fields. Logistic
regression analyses indicated that, of the eight virtues investigated, congruency of supervisors,
congruency of senior management, discussability, and sanctionability were negatively related to
manager turnover. The results also revealed that the turnover group is not homogeneous, and
that there are several different reasons for leaving. The reasons given for turnover were grouped
into five different categories: (1) lay-off, (2) career challenges, (3) dissatisfaction with the job
or organization, (4) organizational change, and (5) decreased well-being/motivation. ANCOVA
analyses showed that those managers who stayed in their organization perceived their ethical
culture to be stronger than those in turnover groups, and especially compared to groups 3 and 5.
The results acquired through different methods complemented and confirmed each other,
showing that by nurturing ethical virtues an organization can decrease job changes and
encourage managers and supervisors to want to remain in their organization.peerReviewe