Matching Items (3)
Description
This study was designed to investigate whether workplace positivity of full-time workers was related to health ratings. Positivity was conceptualized by a high rating of perceived work-performance, and work-engagement as defined by the Utrecht Work-Engagement Scale, including vigor, dedication, and absorption (Schaufeli, & Bakker, 2004). Health was measured utilizing the RAND SF-36 health survey including the eight subscales: overall, general health, physical and social functioning, emotional well-being, role limitations due to physical health or emotional problems, energy or fatigue, and bodily pain. All measures were collected simultaneously. It was predicted that perceived work-performance and all measures of work-engagement are positively associated with the aforementioned health ratings. Multiple regression analyses revealed that higher (positive) perception of work-performance and vigor were positively related to health ratings. Absorption was negatively related to health ratings. Dedication was only negatively related to physical functioning. These findings suggest that not all measures of positivity in the workplace are related to better health. Implications and future directions are discussed.
ContributorsFlores, Melissa Ann (Author) / Vargas, Perla A (Thesis advisor) / Burleson, Mary H (Committee member) / Hall, Deborah (Committee member) / Arizona State University (Publisher)
Created2014
Description
Facilities Management (FM) around the globe at different companies in different industries are often forced to make difficult decisions on whether or not to transition a workplace environment and how to decide what factors of a workplace environment can benefit or hinder a company's productivity. The data and research presented within this paper are targeted at aiding and educating FM in determining what factors to consider in a workplace transition to an open-seating design and validate the importance of recognizing how these factors impact the productivity of the individual and the organization. Data contained in this paper was gathered through two different survey samples: 1) a semiconductor company that transitioned its employees from cubicles and offices to an open-seating environment; and 2) a general study open to professionals and their experiences and opinions on workplace environments. This data was used to validate or disprove the views on open-seating workspace held by the FM industry today. Data on the topic of how employees react to being transitioned to open-seating environments and looking at the breakdown of the results between engineers and non-engineers is examined within this research. Also covered within the research is data on transitions to other seating environments outside of open-seating concepts to evaluate and compare transition types. Lastly, data was gathered and discussed on the amount of time needed to adapt after a transition and what environment types were linked to being the most productive. This research provides insight on workplace environments and transitions and how they have an impact on productivity and can be used in the decision process when considering transitioning environments.
ContributorsThalin, William (Author) / Sullivan, Kenneth (Thesis advisor) / Smithwick, Jake (Committee member) / Stone, Brian (Committee member) / Arizona State University (Publisher)
Created2017
Description
Research suggests that behaving in an ingratiatory manner towards one’s supervisor is a double-edged sword. On the one hand, ingratiation is a powerful tool through which employees develop positive social exchange relationships with target audiences (i.e., supervisors) and subsequently obtain desired outcomes at work. On the other hand, third party observers of ingratiation often view this behavior (and the people enacting it) in a negative manner, thereby hindering ingratiatory employees’ ability to develop high quality social exchange relationships with these individuals. However, this research primarily focuses on how organizational actors perceive of ingratiatory employees while neglecting the social context in which this behavior occurs. This is an important limitation because there are compelling reasons to believe that the social context plays a crucial role in how individuals react to ingratiation. Specifically, the social context may influence the extent to which ingratiation is salient, valued, and/or perceived as normative behavior by organizational members both within and external to the ingratiator-target dyad, which in turn affects how this behavior relates to relationship quality with the target and observers. The objective of my dissertation is to address this limitation by integrating a social context perspective with social exchange theory to build a “frog-pond” model of ingratiation. To that end, I propose that employees’ ingratiation relative to their team members, rather than absolute levels of ingratiation, drives positive exchange quality with supervisors. Furthermore, I hypothesize that congruence between the focal employee’s ingratiation and other team members’ ingratiation increases employees’ social exchange quality with team members. I also shed light on the asymmetrical nature of ingratiation (in)congruence by investigating how different types of congruence and incongruence impact social exchange quality with team members in different ways. In addition, I examine how relative ingratiation indirectly influences supervisors’ citizenship behavior toward the focal employee via focal employee-supervisor social exchange quality, as well as how ingratiation congruence indirectly affects team members’ citizenship behavior toward the focal employee through social exchange quality between the two parties. I test my hypotheses in a multi-wave multi-source field study of 222 employees and 64 teams/supervisors.
ContributorsKim, Ji Koung (Author) / LePine, Jeffery A. (Thesis advisor) / Zhang, Zhen (Committee member) / Baer, Michael D (Committee member) / Arizona State University (Publisher)
Created2019