Table 4 - uploaded by Marwan Al-Zoubi
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Source publication
The aim of the study was to explore the work values of Jordanian fresh graduates as well as the effect of gender on values preferences. 1109 fresh university graduates participated in the study (720 females- 64.9%, and 389 males). Participants completed a scale that assesses the level of importance of 10 work values. The results indicated that fres...
Context in source publication
Context 1
... first analysis was a descriptive one to show the mean and standard deviations of the sample according to their work values preferences. Table 4 provides means and standard deviations for the 10 values examined in this study using the total sample while tables 5 and 6 provide descriptive statistics for males and females samples separately. ...
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Citations
... Additionally, the work values also define employees' needs and preferences (e.g. financial value, a prestigious position and the intent to improving their capabilities (Lin et al., 2015b;Sonnentag et al., 2019) associated with the work environment (Al-zoubi, 2016;Sonnentag et al., 2019). Some scholars affirm that work values are a general goal that employees want to attain because they are an organizing construct that determines individuals' priorities in the workplace (Al-zoubi, 2016). ...
... financial value, a prestigious position and the intent to improving their capabilities (Lin et al., 2015b;Sonnentag et al., 2019) associated with the work environment (Al-zoubi, 2016;Sonnentag et al., 2019). Some scholars affirm that work values are a general goal that employees want to attain because they are an organizing construct that determines individuals' priorities in the workplace (Al-zoubi, 2016). The influence of work values on employees' creativity has already been examined in the existing research (Yet-mee et al., 2008). ...
... challenging traditional norms and bring novelty and creativity to the workplace and long-term orientation (i.e. valuing occupational and individual prospects in the future (Al-zoubi, 2016;Lin et al., 2015a). ...
Purpose
Millennial-generation employees need to stimulate their creativity to produce innovative ideas, services and products for organizations to flourish and succeed. The main purpose of this research was to discover the mechanism through which organization identification influences employees' creativity in the Chinese organizational context. Particularly, we proposed the mediating role of work engagement and the moderating role of work values in the relationship.
Design/methodology/approach
A questionnaire survey was utilized to collect the data from 281 employees working in China. Hierarchical regression was utilized to analyze the data.
Findings
The findings reveal that organizational identification significantly influences the creativity of millennial employees; work engagement plays a positive mediating role between organizational identification and employee creativity. Moreover, work values of millennial generation employees, specifically utilitarian orientation, intrinsic preferences, interpersonal harmony and innovation orientation have a positive moderating effect between work engagement and employee creativity.
Originality/value
This study recognizes and analyzes the mechanism underlying the influence of organizational identification and recommends that work engagement is a crucial mediator of the complicated relationship between organizational identification and employee creativity. Consequently, this study is the key effort for millennial employees’ work values and engagement to explore employee creativity in Chinese cultural context and also suggests important theoretical and practical implications.
... Every year, Syiah Kuala University (Unsyiah) graduated approximately 4000 students who later became fresh graduates (Unsyiah, 2016). Zoubi (2016) states that fresh graduates are individuals who have just finished studying for a maximum of two years and have not worked. In general, college graduates aged 23 to 25 years belong to the early adult age group (Hurlock, 2009). ...
Nowadays, getting a job is very difficult, there is no guarantee for a graduate to get a job. One of the alternatives is to become an entrepreneur. To become an entrepreneur needs self-confidence, responsibility, decision making skill, perseverance and risk taking which are in accordance with the dimensions of sensation seeking i.e. thrill and adventure seeking, experience seeking, disinhibition, and boredom susceptibility. This study aimed to understand the sensation seeking and entrepreneurship of the fresh graduates in The University of Syiah Kuala. The samples were 120 fresh graduates who were selected with quota sampling technique. There were two instruments used, Brief Sensation Seeking adaptation Scale (BSSS-8) by Hoyle et al (2002) consisting of 8 items and an Entrepreneurship Scale based on Koh’s theory (1996) consisting of 24 items. Data analysis result using Pearson correlation technique showed a correlation coefficient of (r) 0,714 with p value = 0,000 (p < 0,05). The proposed hypothesis was confirmed therefore it can be concluded that there was a positive and significant correlation between sensation seeking and entrepreneurship of the fresh graduates in The Universitas Syiah Kuala.
Purpose
The paper investigates the moderating model of servant leadership (SL), customer citizenship behaviour (CCB) and Altruistic Work Value (AWV) among employees of 1-star and 2-star rated family hotels in Ghana.
Design/methodology/approach
Four hundred and fifty-two (452) respondents took part in the study. The respondents were selected using a convenient sampling technique and completed a self-reported questionnaire. Data were analysed using Partial Least Square Based Structural Equation Modelling (PLS-SEM).
Findings
Results of the study reveal that SL positively predicts customers’ Organisational Citizenship Behaviours (OCB). In addition, AWVs (1) directly influence customer OCB and (2) further moderate the nexus of SL and customer OCB.
Practical implications
Management of 1-star and 2-star family hotels should continuously monitor and evaluate employees' AWVs so that such behaviours can be constantly reinforced to retain them within their enterprise.
Originality/value
This paper is one of the pioneers to have tested a model including SL, OCB-C and AWVs in a family hotel context.
