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Attention to vacancies in appointee positions subject to U.S. Senate confirmation has grown dramatically. Research regarding appointee vacancies commonly assumes negative consequences—loss of political control, promotion of second‐rate subordinates, undermined teamwork—for public agencies though little empirical work exists to confirm such expectations. This study tests whether vacancies at the top of U.S. federal agencies influence job satisfaction and turnover intention among upper‐level employees. Using vacancy data and multiple waves of the Federal Human Capital Survey/Federal Employee Viewpoint Survey, we find that upper‐level employees report marginally higher levels of satisfaction when vacancies occur. Further, these vacancies have a negative association with individual‐level intent to leave an agency for another job in the federal government, signaling a higher likelihood that institutional knowledge is maintained. [ABSTRACT FROM AUTHOR]

We examined the relationship between workplace emotional blackmail and employee silence by focusing on the mediating effect of employee ego depletion and the moderating effect of employee traditionality. Our aim was to find out how workplace emotional blackmail affects employees' mental health and whether it produces harmful behaviors. We collected empirical data using a two-wave survey of 183 employees of 10 high-tech firms in Southern China. Results showed that workplace emotional blackmail was positively related to employee silence, and employee ego depletion significantly mediated this relationship. In addition, employee traditionality negatively moderated the relationship between workplace emotional blackmail and employee ego depletion. We discuss the implications of the findings and methods of preventing or reducing the occurrence of workplace emotional blackmail from the perspective of enterprises and employees. [ABSTRACT FROM AUTHOR]

Purpose: To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs.Design: Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs.Setting: A telephone survey of employed Iowans registered to vote.Subjects: Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65.Measure: Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism.Analysis: Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles.Results: Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate.Conclusion: Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs. [ABSTRACT FROM AUTHOR]

This study examines gender differences in job satisfaction in urban Chinese, whether individual achieved status, family and household characteristics, and job characteristics explain these differences, and whether these factors are associated with men's and women's job satisfaction differently using a national representative sample of 1,641 men and 1,375 women from the 2006 Chinese General Social Survey. Urban Chinese women are less satisfied with their jobs than urban Chinese men. This gender difference is largely explained by women's underrepresentation in the Chinese Communist Party and their inferior jobs. Family and household characteristics have stronger impact on women's job satisfaction than on men's, but achieved status and job characteristics have similar associations with job satisfaction for men and women. These findings suggest that persistent gender inequality is detrimental to women's well-being at the workplace. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to portray an example of how organizations can harness their employees’ insight. The procedure described here can complement traditional methods such as interviews, open forums, round tables and employee surveys, and can assist HR managers to acquire a unique look inside the company. Design/methodology/approach – The described procedure was facilitated at Intel Corporation and was about The Future of Work. 145 Intel employees took part in an online crowd-deliberation with a methodology called Real-Time Imen-Delphi (RTID). The methodology guided them to initiate 689 questions that were then organized into 258 mission statements, which were rated by importance, priority and feasibility. Findings – A main theme was identified to represent the collective notion with regards to The Future of Work. The participants leaned toward the fractal model for a preferred work environment. This model includes employees who will no longer have a single job description, but rather repeatedly sign up for tasks and projects based on their interests, capabilities, availability, aspirations and future beliefs regarding the path their organization needs to take in manufacturing, research and development. Practical implications – The result provides an example of how organizations can harness their employees’ wisdom to bring to the table cutting-edge ideas, debate their relevancy to the organization, agree collectively on their vision and generate applicable ideas toward realizing their preferred future. Originality/value – As social media tools evolve and become a central part in organizations, they will seek to involve employees in effective conversations and in decision-making processes. RTID is a solid way with which they can do this. [ABSTRACT FROM AUTHOR]

This article reports the results of a survey that analyzed the job satisfaction of 361 library access services practitioners. Library access services staff were surveyed and asked to rate job satisfaction based on Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory. Results show that access services staff have opportunities for satisfaction based on higher-level needs. Personal fulfillment, job opportunities, and relationships with coworkers rated as the top three most important factors. There are also contributing factors that affect job satisfaction based on lower-level needs, such as salary. Age, education level, and administrative responsibilities also play a role in job satisfaction of access services staff. The survey results demonstrated that most employees are satisfied, while improvements are needed in certain areas to provide employees with a more fulfilling work environment. [ABSTRACT FROM PUBLISHER]

This research explores the relationship between the assumptions of human nature and work and leadership style preferences. The survey was conducted in a convenient sample of 288 employees (217 employees and 71 managers), in several companies of various sizes and ownership structures. The assumptions of human nature and work, as defined in the Steers and Porter's model (Steers & Porter, 1987), were measured using an adjusted scale, based on this model. The leadership style was two-dimensional: Autocratic/ Democratic and Orientation toward People/Orientation to Tasks. These dimensions were measured using the STIL-RUK, a questionnaire for managers slightly modified for the purposes of this research. The results of multiple regression analyses showed that the assumption of man as a social being and man as a creative being predicted preferences for democratic leadership and orientation toward people, whereas the assumption of man as a rational-economic being was not a significant predictor of leadership style preference. The results showed that the democratic leadership style was more preferable among women than men, while task-oriented leadership was more preferable by managers than employees. Age and years of service were not correlated with the preferred style of leadership. These findings suggest that our respondents who have assumptions of people as rational-economic beings do not prefer appropriate practical approach to management, which was expected. The results are consistent with the findings of previous studies, because two of three types of observed assumptions of human nature acted only as correlates of leadership style. [ABSTRACT FROM AUTHOR]

With a survey sample of 208 full-time employees of organizations in Hong Kong, this study examined whether ingroup membership made a difference in superiors' use and subordinates' reactions to influence tactics. Results indicated that ingroup membership exerted impact predominantly on supervisors' use and subordinates' perceptions of soft and neutral tactics but not on hard, negative tactics. Ingroup members, compared to outgroup employees, generally perceived soft, neutral tactics (consistent with group interaction norms) as more appropriate and exhibited greater attitude-behavior consistency in complying with these influence attempts. Supervisors used hard, negative tactics more frequently on outgroup subordinates than on ingroup employees. Ingroup members disliked the antinormative, negative tactics as much as did the outgroup members. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Using the results of the 2005 Public Service Employee Survey ( PSES), this paper identifies which factors have the greatest effect on employee satisfaction in the Canadian public service. Several hypotheses are tested against the backdrop of existing literature. In general, public servant satisfaction is affected by belief in opportunities for promotion, fair classification, adherence to client service standards, life balance, recognition by immediate supervisors, team relationships with colleagues, how well information is shared and, finally, belief in the abilities of senior management. Some interesting elaborations of these basic findings emerge when other variables are controlled. The discussion considers how the public service can be seen as a more desirable career choice. [ABSTRACT FROM AUTHOR]

In this paper the information perspective was adopted to explore how and when task conflict affects employees' learning behavior. A total of 170 employees in China completed a survey and it was found that task conflict increases learning behavior through information elaboration. More interestingly, the positive relationship between task conflict and information elaboration is significant only when task reflexivity is high, and not when it is low. Furthermore, the positive and indirect effect of task conflict on learning behavior is significant only when task reflexivity is high, and not when it is low. Theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

The article discusses a survey of top science employers and factors affecting company ratings including respect for employees and valuing of employee innovation. The company Genentech was ranked first on the list of top employers. Companies that obtained top-ten ratings for the first time included TheTakeda Oncology Company and Vertex Pharmaceuticals Incorporated. Two-way communication strategies that result in mutual respect between managers and employees are discussed. Senior Vice President Lisa Kelly-Croswell of Vertex is cited regarding corporate communications.

The current research examined the moderating role of employees' need for cognitive closure in the relationship between their perceived person-job fit and their work-related attitudes. In Study 1, a survey was conducted among 176 Chinese employees from various organizations, and the results confirmed that both demand-ability fit and need-supply fit were positively related to employees' job satisfaction; moreover, these relations were stronger among people with higher need for closure than those scoring lower in need for closure. In Study 2, a survey was conducted among 242 employees from a Chinese city government, and the results replicated the findings of Study 1, but also found that need for closure moderated the relation between demand-ability fit and turnover intention. These results have important implications for research in organizational psychology and human resource management. [ABSTRACT FROM AUTHOR]

This study examines how group member beliefs regarding cognitive differences influence ability to create knowledge. Specifically, this study explores whether the impact of openness to cognitive diversity on knowledge creation is a result of associated collaborative behaviors. To investigate this theory, it is assessed whether the behaviors of debate and decision comprehensiveness mediate the relationship between openness to cognitive diversity and knowledge creation. The results of a survey of 98 workplace teams support the hypotheses that the impact of openness is consequent to the emergence of behavioral patterns that facilitate open and rigorous discussion and contribute to the understanding of the psychosocial and behavioral variables underpinning knowledge creation. [ABSTRACT FROM AUTHOR]

The article presents an analysis of survey information on employers in Russia relative to their attitudes concerning the problems toward the professional employees training and selection process with regards to professional education. It mentions the follow-up surveys that provide data confirmation that shows successful employers with more vital approach on the quality of available workforce. It adds that supplementary training for new workers are frequent and is not particularly expensive for the employers.

As negative employee attitudes towards alcohol and other drug (AOD) policies may have serious consequences for organizations, the present study examined demographic and attitudinal dimensions leading to employees' perceptions of AOD policy effectiveness. Survey responses were obtained from 147 employees in an Australian agricultural organization. Three dimensions of attitudes towards AOD policies were examined: knowledge of policy features, attitudes towards testing, and preventative measures such as job design and organizational involvement in community health. Demographic differences were identified, with males and blue-collar employees reporting significantly more negative attitudes towards the AOD policy. Attitude dimensions were stronger predictors of perceptions of policy effectiveness than demographics, and the strongest predictor was preventative measures. This suggests that organizations should do more than design adequate and fair AOD policies, and take a more holistic approach to AOD impairment by engaging in workplace design to reduce AOD use and promote a consistent health message to employees and the community. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this research is to investigate whether the participants in an employee survey who do not answer one or more demographic items differ systematically from those who fill out all demographic items. Design/methodology/approach - Logistic regression, with affective commitment, job satisfaction, and attitude towards leadership as predictors of responding to demographic items is used to analyze the data of an employee survey in a German company. Findings - Survey participants with low commitment, poor job satisfaction, and negative attitudes towards leadership are more likely not to provide demographic information, while highly committed participants tend to answer all demographic items. Non-respondents are also more concerned that their skills become obsolete, and they feel that employees do not have enough say. Research limitations/implications - The paper does not distinguish among demographic item non-respondents on the basis of how many and which items are omitted. Future research should take a closer look at the different sensitivity of the demographic items. Practical implications - Managers should be aware that it is likely that the results of an employee survey for their organizational subunits tend to be biased and show a picture that is too optimistic as compared to company-wide results. Originality/value - The value of the paper lies in demonstrating a systematic and practically important bias in employee survey statistics that has been overlooked so far. [ABSTRACT FROM AUTHOR]

Despite the increasing interest in specific forms of proactive employee behavior in domains such as career development and organizational change, little research has investigated proactive behavior in the realm of customer service. Based on a review of the literatures on proactive behavior, customer service, and job performance, this study investigated relationships between a relevant set of individual and situational predictor variables and proactive customer service performance (i.e., individual service employees' self-started, long-term-oriented, and persistent service behavior that goes beyond explicitly prescribed requirements). Field survey data from 186 supervisor-subordinate dyads working in a large financial services organization demonstrated that proactive service performance, as rated by supervisors, was factorially distinct from prescribed task performance. Multiple regression analysis revealed that proactive service performance was significantly and positively associated with employee ratings of trait personal initiative, affective organizational commitment, task complexity, and participative leadership. The task and leadership variables explained incremental variance in proactive service performance beyond the individual predictors. [ABSTRACT FROM AUTHOR]

Quantitative methods are used to shed light on the relationships among work-family conflict, health, and other workplace, psychological, and behavioral constructs, i.e., organizational commitment, management/leadership relations, job knowledge and skills, job demands, workplace social relations, and readiness for change. A survey questionnaire was used to collect data regarding the perceptions of 464 employees in four organizations. Negative correlations were found between work-family conflict and all variables except job knowledge and skills. Significant relationships were also discovered between health and all study variables. Multiple regressions were used to explore the relationships between the demographic variables and work-family conflict and health. [ABSTRACT FROM AUTHOR]

Modern multinational organizations have found that testing or surveying their employees is difficult when the employees come from a variety of language backgrounds. In such situations, surveys and tests are often adapted for use across multiple languages. However, different language versions of an instrument are not necessarily equivalent, which may lead to misleading interpretations. In this study. we used weighted multidimensional sealing (MDS). analysis of covariance (ANCOVA), and ordinal logistic regression (LR) to evaluate the structural equivalence and differential item functioning (DIF) of an employee attitude survey from a large international corporation. Specifically, we evaluated the functioning of the survey items across 3 different languages. 8 different cultures, and 2 mediums of administration (paper-based and Web-based). MDS was used to evaluate structural equivalence, and ANCOVA and LR were used to evaluate DIF across selected employee groups and the 2 administration formats. The results indicated that the structure of the survey data was consistent and that the items functioned similarly across all Groups. The results also illustrate the utility of MDS, ANCOVA, and LR for evaluating translated instruments. The implications of the results for future research in this area are discussed. [ABSTRACT FROM AUTHOR]

This study evaluates the relationship of unit management attitudes to a robust measure of unit performance. A global indicator that is sensitive to a variety of problems is called a robust indicator. A standardized employee attitude survey was conducted with restaurant unit managers revealing differences between those at below and above average performing units. The value to organizations for examining performance and employee attitudes is discussed. [ABSTRACT FROM AUTHOR]

Reprints the article "A Technique for Surveying Employees' Opinions and Attitudes," by Winifred Raphel, which appeared in the 1944 issue of the journal "Occupational Psychology." Need for surveys on employees' opinions and attitudes; Techniques used to conduct the surveys; Necessity to take actions on the results of the surveys to improve the work environment.

The article reports on the survey by the American Veterinary Medical Association (AVMA) 2007 Members Needs Assessment regarding job satisfaction and happiness. It reveals that majority found their jobs satisfying, particularly those who were food animal veterinarians. Also, the survey showed that few veterinarians choose to leave the profession and that they were fairly happy group.