领导大流行后的劳动力:了解员工不断变化的职业道德

IF 3.8 4区 管理学 Q2 BUSINESS Brq-Business Research Quarterly Pub Date : 2023-11-01 DOI:10.1177/23409444231208725
Luis M Arciniega, David J Woehr, Luis González
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引用次数: 0

摘要

最近的一项跨文化研究表明,根据员工在职业道德方面的得分,他们可能会被分为三种类型,分别是“为工作而生活”、“为生活而工作”和“将工作视为必要之恶”。本研究评估了这些特征在COVID-19大流行导致员工被迫在家工作两年的长期封锁前后是否稳定。为了评估我们的核心研究问题,我们对一家金融行业公司的员工进行了纵向研究,分两波收集数据:2020年2月(n = 692)和2022年6月(n = 598)。外形相似度测试表明,在封舱前后,外形在结构和构型上具有很强的等效性。正如预期的那样,基于大流行的长期封锁对每个剖面中的个人比例产生了重大影响。提出并讨论了对大流行后工作人员领导和管理的影响。凝胶分类:m12
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Leading a post-pandemic workforce: Understanding employees’ changing work ethic
A recent cross-cultural study suggests employees may be classified, based on their scores on a measure of work ethic, into three profiles labeled as “live to work,” “work to live,” and “work as a necessary evil.” The present study assesses whether these profiles were stable before and after an extended lockdown that forced employees to work from home for 2 years because of the COVID-19 pandemic. To assess our core research question, we conducted a longitudinal study with employees of a company in the financial sector, collecting data in two waves: February 2020 ( n = 692) and June 2022 ( n = 598). Tests of profile similarity indicated a robust structural and configural equivalence of the profiles before and after the lockdown. As expected, the prolonged pandemic-based lockdown had a significant effect on the proportion of individuals in each profile. Implications for leading and managing in a post-pandemic workforce are presented and discussed. JEL CLASSIFICATION: M12
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来源期刊
CiteScore
7.50
自引率
6.90%
发文量
14
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