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Participant characteristics and organizational processes: a Hong Kong case study.

Participant characteristics and organizational processes: a Hong Kong case study. Explores relationships between relevant work setting variables in a Hong Kong organization. The study examined a set of Western assumptions in terms of structural properties of centralization and formalization and the view that they will be negatively associated with workplace responses of motivation, job satisfaction and organizational commitment, while an enriched job content will be positively related to employee responses. There was empirical support for most of the connections of this framework, but formalization was observed to have positive relationships with employee perceptions and affections. In addition, there was evidence that the responses of the incumbents were influenced by the assessed demographic characteristics. These results provide further evidence that organizational members pay moderate attention to demographic attributes, yet this factor has not been a prominent component of contemporary job design research. The findings are reported in terms of the need to consider both demographic and sociocultural effects when explaining responses of individual employees. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Empowerment in Organizations Emerald Publishing

Participant characteristics and organizational processes: a Hong Kong case study.

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Publisher
Emerald Publishing
Copyright
Copyright © 1997 MCB UP Ltd. All rights reserved.
ISSN
0968-4891
DOI
10.1108/14634449710187029
Publisher site
See Article on Publisher Site

Abstract

Explores relationships between relevant work setting variables in a Hong Kong organization. The study examined a set of Western assumptions in terms of structural properties of centralization and formalization and the view that they will be negatively associated with workplace responses of motivation, job satisfaction and organizational commitment, while an enriched job content will be positively related to employee responses. There was empirical support for most of the connections of this framework, but formalization was observed to have positive relationships with employee perceptions and affections. In addition, there was evidence that the responses of the incumbents were influenced by the assessed demographic characteristics. These results provide further evidence that organizational members pay moderate attention to demographic attributes, yet this factor has not been a prominent component of contemporary job design research. The findings are reported in terms of the need to consider both demographic and sociocultural effects when explaining responses of individual employees.

Journal

Empowerment in Organizations – Emerald Publishing

Published: Sep 1, 1997

Keywords: Demographics; Formalization; Job commitment; Job satisfaction; Job scope; Participation

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