FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2013507992> ?p ?o ?g. }

• W2013507992 endingPage "520" @default.
• W2013507992 startingPage "499" @default.
• W2013507992 abstract "Purpose There exists limited research directly highlighting the relationship between value preference and its association with people's expectations from the workplace. Studying personal value preference is important because a substantial body of research indicates that a specific pattern of value orientations predicts world views, and, hence, it may predict behavior in the workplace. Based on the above‐mentioned assumptions, the present study aims to explore the impact of value preferences on the meaning of workplace, across MBA‐ and non‐MBA graduates and Indian and non‐Indian graduates. It is proposed that value preferences will have a significant impact on meaning of workplace and values preferences are likely to differ across national culture. Design/methodology/approach The paper draws on qualitative research, a pilot study and survey research design. Data were gathered from a sample of 312 graduates, consisting of 231 management students and 81 non‐management students. Of these 245 are Indians and 67 non‐Indians studying in India, the USA, and the UK. Findings Results of exploratory factor analysis helped the authors to derive ten significant factors from the meaning of workplace scale and four factors from the values scale. Results of stepwise multiple regression analysis have shown significant positive impact of value preference on the choice of preferred workplace. More specifically, higher progressive orientation has been found to positively influence the intrapreneurship factor of meaning of workplace factor. Values of personal growth, self‐fulfillment, and community development have explained a large amount of variances in work‐life balance and physical ambience. Research limitations/implications The literature on workplace design and the meaning of workplace is limited and a comprehensive list of variables of psychological climate is not available. Thus, extensive future research needs to be carried out in this direction. Knowing the employer's perspective about the evaluations of the workplace attributes may provide a different perspective of the meaning of workplace. Finally, this study could be expanded by using qualitative interviews along with quantitative techniques to get more in‐depth data and probe further in the factors that the graduates take into consideration while rating the extent of desirability of different environmental attributes. Originality/value This paper is important in that knowledge about the values of potential employees can be used to make sure that the organization recruits employees whose perceptions match the psychological environment existing in the company. Furthermore, organizations can use such information to design work environments in such a way that they meet the expectations of newer generations of workers. The study reveals cross‐cultural differences between perceptions and values. These are particularly important in the case of multinational corporations, which consider the impact of cultural and societal values while designing work environments and processes in different countries, as well as while recruiting employees with different cultural backgrounds." @default.
• W2013507992 created "2016-06-24" @default.
• W2013507992 creator A5015579881 @default.
• W2013507992 creator A5040602790 @default.
• W2013507992 creator A5059083617 @default.
• W2013507992 creator A5067741286 @default.
• W2013507992 date "2011-08-23" @default.
• W2013507992 modified "2023-10-18" @default.
• W2013507992 title "Relationship between values and workplace: an exploratory analysis" @default.
• W2013507992 cites W1508110528 @default.
• W2013507992 cites W1569806040 @default.
• W2013507992 cites W1581833842 @default.
• W2013507992 cites W1896027656 @default.
• W2013507992 cites W1973487936 @default.
• W2013507992 cites W1977145447 @default.
• W2013507992 cites W1987272626 @default.
• W2013507992 cites W1992375895 @default.
• W2013507992 cites W1997917200 @default.
• W2013507992 cites W2003829874 @default.
• W2013507992 cites W2005544448 @default.
• W2013507992 cites W2015976651 @default.
• W2013507992 cites W2020035315 @default.
• W2013507992 cites W2028216912 @default.
• W2013507992 cites W2029659961 @default.
• W2013507992 cites W2042623444 @default.
• W2013507992 cites W2045435698 @default.
• W2013507992 cites W2053706434 @default.
• W2013507992 cites W2055007448 @default.
• W2013507992 cites W2056775433 @default.
• W2013507992 cites W2064647222 @default.
• W2013507992 cites W2085550668 @default.
• W2013507992 cites W2086860301 @default.
• W2013507992 cites W2088231374 @default.
• W2013507992 cites W2095268402 @default.
• W2013507992 cites W2096213953 @default.
• W2013507992 cites W2099930163 @default.
• W2013507992 cites W2113953571 @default.
• W2013507992 cites W2130505980 @default.
• W2013507992 cites W2133375095 @default.
• W2013507992 cites W2133760197 @default.
• W2013507992 cites W2135374241 @default.
• W2013507992 cites W2140149314 @default.
• W2013507992 cites W2143173380 @default.
• W2013507992 cites W2144372306 @default.
• W2013507992 cites W2159680743 @default.
• W2013507992 cites W2161138758 @default.
• W2013507992 cites W2166087857 @default.
• W2013507992 cites W4232400416 @default.
• W2013507992 cites W4316085740 @default.
• W2013507992 doi "https://doi.org/10.1108/02632771111157169" @default.
• W2013507992 hasPublicationYear "2011" @default.
• W2013507992 type Work @default.
• W2013507992 sameAs 2013507992 @default.
• W2013507992 citedByCount "24" @default.
• W2013507992 countsByYear W20135079922013 @default.
• W2013507992 countsByYear W20135079922014 @default.
• W2013507992 countsByYear W20135079922015 @default.
• W2013507992 countsByYear W20135079922016 @default.
• W2013507992 countsByYear W20135079922017 @default.
• W2013507992 countsByYear W20135079922018 @default.
• W2013507992 countsByYear W20135079922020 @default.
• W2013507992 countsByYear W20135079922021 @default.
• W2013507992 countsByYear W20135079922022 @default.
• W2013507992 countsByYear W20135079922023 @default.
• W2013507992 crossrefType "journal-article" @default.
• W2013507992 hasAuthorship W2013507992A5015579881 @default.
• W2013507992 hasAuthorship W2013507992A5040602790 @default.
• W2013507992 hasAuthorship W2013507992A5059083617 @default.
• W2013507992 hasAuthorship W2013507992A5067741286 @default.
• W2013507992 hasConcept C105795698 @default.
• W2013507992 hasConcept C144024400 @default.
• W2013507992 hasConcept C152877465 @default.
• W2013507992 hasConcept C15744967 @default.
• W2013507992 hasConcept C165957694 @default.
• W2013507992 hasConcept C171606756 @default.
• W2013507992 hasConcept C185592680 @default.
• W2013507992 hasConcept C198531522 @default.
• W2013507992 hasConcept C205649164 @default.
• W2013507992 hasConcept C2776291640 @default.
• W2013507992 hasConcept C2778755073 @default.
• W2013507992 hasConcept C2780876879 @default.
• W2013507992 hasConcept C2781249084 @default.
• W2013507992 hasConcept C33923547 @default.
• W2013507992 hasConcept C43617362 @default.
• W2013507992 hasConcept C542102704 @default.
• W2013507992 hasConcept C58640448 @default.
• W2013507992 hasConcept C70410870 @default.
• W2013507992 hasConcept C77805123 @default.
• W2013507992 hasConceptScore W2013507992C105795698 @default.
• W2013507992 hasConceptScore W2013507992C144024400 @default.
• W2013507992 hasConceptScore W2013507992C152877465 @default.
• W2013507992 hasConceptScore W2013507992C15744967 @default.
• W2013507992 hasConceptScore W2013507992C165957694 @default.
• W2013507992 hasConceptScore W2013507992C171606756 @default.
• W2013507992 hasConceptScore W2013507992C185592680 @default.
• W2013507992 hasConceptScore W2013507992C198531522 @default.
• W2013507992 hasConceptScore W2013507992C205649164 @default.
• W2013507992 hasConceptScore W2013507992C2776291640 @default.

• next