Sürdürülebilir Kalkınma Amaçları
Yazarlar
- Özbek, Mehmet Ferhat(2)
- Akande, Adebowale(1)
- Al-Zubaidi, Abdulqawi Salim(1)
- Allen, Michael W.(1)
- Ansari, Mahfooz A.(1)
- Arias-Galicia, Fernando(1)
- Banai, Moshe(1)
- Bekar, Fevziye(1)
- Borg, Mark G.(1)
- Canova, Luigina(1)
- Charles-Pauvers, Brigitte(1)
- Chen, Jingqiu(1)
- Cheng, Bor-Shiuan(1)
- Chiu, Randy Ki-Kwan(1)
- Correia, Rosário(1)
- De La Torre, Consuelo Garcia(1)
- Du, Linzhi(1)
- Garber, Ilya E.(1)
- Ibrahim, Abdul Hamid Safwat(1)
- Jen, Chin-Kang(1)
- Kazem, Ali Mahdi(1)
- Kim, Kilsun(1)
- Liang, Jian(1)
- Lim, Vivien Kim Geok(1)
- Luna-Arocas, Roberto(1)
- Malovics, Eva(1)
- Manganelli, Anna Maria(1)
- Moreira, Alice S.(1)
- Mpoyi, Richard T.(1)
- Nnedum, Obiajulu Anthony Ugochukwu(1)
- Osagie, Johnston E.(1)
- Osman-Gani, AAhad M.(1)
- Pereira, Francisco José Costa(1)
- Pholsward, Ruja(1)
- Pitariu, Horia D.(1)
- Polic, Marko(1)
- Roberts, Sara J.(1)
- Sardžoska, Elisaveta Gjorgji(1)
- Skobic, Petar(1)
- Stefanidis, Abraham(1)
Yayınlar
- MakaleYalnız künye2026Some are more equal than others: workplace favoritism and hospital employees’ intent to quit
Özbek, Mehmet Ferhat; Banai, Moshe; Stefanidis, Abraham; Bekar, Fevziye; Roberts, Sara J.
Purpose – This study refines equity theory by explaining the mediating roles of job frustration and job dissatisfaction, as well as the moderating role of personal income in the relationship between discriminatory workplace favoritism and hospital employees’ intent to quit. Design/methodology/approach – The study consists of two samples. In the first sample, survey questionnaires were administered to 267 public hospital employees in Turkey. In the second sample, 1, 426 university healthcare students in Turkey answered four different scenarios that narrated school favoritism as well as students’ frustration, dissatisfaction and intent to quit. Structural equation modeling and ANOVA statistical analyses were conducted. Findings – Workplace favoritism positively affected employees’ intent to quit through the mediation of job frustration and job dissatisfaction. The mediating role of job frustration between workplace favoritism and intent to quit was stronger for high-income than for low-income employees and students. Practical implications – Favoring one employee may result in voluntary organizational exit by other employees, which is costly for the organization. Favoritism may encourage employees who were not previously prone to favoritism to seek favoritism. This may create a cycle that spreads favoritism further within the organization. Originality/value – This is the first study to investigate the role of income in the relationship between workplace favoritism and employees' intent to quit.
- Kitap BölümüYalnız künye2024Behavioral economics and Monetary Wisdom across 32 cultures: Good apples enjoy a good quality of life in good barrels
Tang, Thomas Li-Ping; Sutarso, Toto; Ansari, Mahfooz A.; Lim, Vivien Kim Geok; Teo, Thompson Sian Hin; Arias-Galicia, Fernando; Garber, Ilya E.; Chiu, Randy Ki-Kwan; Charles-Pauvers, Brigitte; Luna-Arocas, Roberto
Monetary Wisdom asserts that individuals apply their deep-rooted values (ardent monetary aspirations) to frame critical concerns in the immediate-proximal and omnibus-distal contexts and strategically maximize expected utility (achieve financial goals) and ultimate serenity (happiness). This study explores the bright side of Monetary Wisdom and behavioral economics, frames money attitude in the context of pay and life satisfaction, and controls money at the micro and individual level (Z income within each country) and the macro and national and global level (GDP per capita). We theorize: Managers with low love of money motive but high stewardship behavior will have high subjective well-being: pay satisfaction and quality of life. Data collected from 6586 managers in 32 cultures across 6 continents support our theory. Interestingly, GDP per capita is related to life satisfaction, but not to pay satisfaction. Individual income is related to both life and pay satisfaction. Neither GDP nor income is related to the Happiness construct (money makes people happy). For the whole sample, low motives, high stewardship behaviors, and high cognitions identify the latent Monetary Wisdom (MW), which, in turn, leads to higher pay satisfaction than life satisfaction. Results of our formative model challenge the notion that motives and cognitions are consistent in predict outcomes. Our theoretical model across three GDP groups (high, medium, and low GDP levels) offers additional innovative discoveries: In high GDP (rich) entities, “high income” not only reduces aspirations—“Rich, Motivator, and Power,” but also promotes stewardship behavior—“Factors Budget, Give/Donate, and Contribute” and cognitive meaning, “Factor Achievement.” After controlling income, we demonstrate the bright side of Monetary Wisdom: Low love of money motive but high stewardship behavior define Monetary Wisdom, which contributes to higher life satisfaction than pay satisfaction. “Good apples enjoy a good quality of life in good barrels”. This notion adds another explanation to managers’ low magnitude of dishonesty in entities with high Corruption Perceptions Index (CPI) (risk aversion for gains in the high probability context). In medium GDP countries, high income is negatively related to Factors Motivator (motive), Budget (behavior), and Power (cognition). Managers enjoy higher life satisfaction than pay satisfaction. However, in low GDP (poor) entities, high income is related to poor Budgeting skills and escalated Happiness. Interestingly, income leads to the notion of high Happiness (cognition) for managers in low GDP countries only. Managers experience equal satisfaction with pay and life. Results of Monetary Wisdom add a new vocabulary to the conversation of monetary aspirations, intelligence, income, GDP, happiness, subjective well-being, good and bad apples, good and bad barrels, corruption, and behavioral ethics.