Samuel Aryee
Dados Biográficos
| ID | 256993 |
|---|---|
| NOME | Samuel Aryee |
| PRENOMES | Samuel |
| SOBRENOME | Aryee |
| ASSINATURA | ARYEE S |
| AFILIAÇÕES | Hong Kong Baptist University |
| VERIFICADO | Não |
| TOTAL DE OBRAS | 22 |
| TOTAL DE CITAÇÕES | 248 |
| TOTAL COMO AUTOR | 21 |
| TOTAL COMO EDITOR | 1 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 1989 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2024 |
| ÍNDICE H | 8 |
Understanding the negotiation and performance effects of idiosyncratic deals
Despite the prevalence of idiosyncratic deals (i-deals) as an adaptive strategy for the effective management of an increasingly diverse workforce, the drivers of these customized work arrangements and why they enhance mutuality in the employment relationship are not well understood. Drawing on an integration of social cognitive theory and resource-based perspective, we address these interrelated questions by proposing and examining a moderated me…
Service-oriented high-performance work systems and service role performance
How do organizations build an internal capability or processes to implement a service excellence strategy and thereby create sustained competitive advantage? Drawing on an integrated extended self and psychology of ownership framework as well as Bowen and Ostroff’s human resource (HR) system strength perspective, this study examines processes linking perceived service-oriented high-performance work systems (HPWS) and overall service role performa…
Routledge Handbook of Organizational Change in Africa
Leadership and management research in Africa
Although we are aware of some positive cases of leadership and management emerging on the African continent, very little empirical or theoretical work has addressed leadership and management in Africa. This raises a challenge for African nations in that ultimately a country's economic performance is contingent on the effectiveness of its leadership and management practices that serve to unlock the potential of its workforce to effectively impleme…
Antecedents and outcomes of abusive supervision
The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated r…
Delegation And Employee Work Outcomes
We used cultural self-representation theory to develop a model of the processes linking delegation to work outcomes. We tested this model with data from a sample of 171 subordinate-supervisor dyads from the People's Republic of China. Regression results revealed that organization-based self-esteem and perceived insider status fully mediated the influence of delegation on affective organizational commitment, task performance, and innovative behavi…
Trust as a mediator of the relationship between organizational justice and work outcomes
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesi…
Relationship between organizational justice and employee work outcomes
This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power d…
Role Stressors, Interrole Conflict, and Well-Being
Potential moderating influence of career growth opportunities on careerist orientation and work attitudes
The emerging transactional or protean employment contract appears to have precipitated the development of a careerist orientation on the part of employees. This study examined the generalizability of the construct in a collectivist culture and the potential moderating influence of career growth opportunities on the careerist orientation–work attitude relationships. The results tend to support the generalizability of careerist orientation across c…
Antecedents of early career stage mentoring among Chinese employees
This study examined the mediating influence of protege-initiated mentoring relationships on the relationship between personality and situational characteristics and mentoring received. Data were obtained from Hong Kong Chinese graduate employees (N=184) in their early career stage. Results of the regression analysis showed that protege-initiated mentoring relationships mediated the relationship between the personality (extraversion) but not the s…
Potential moderating influence of career growth opportunities on careerist orientation and work attitudes
An Examination of the Moderating Influence of Breadwinner Role Salience on the Pay-Life Satisfaction Relationship
This study examined the pay-life satisfaction relationship and the moderating influence of breadwinner role salience among a sample of Hong Kong Chinese professional and managerial employees (N = 255). The results of zero-order correlational and moderated regression analysis revealed support for the pay-life satisfaction relationship. The interaction term of pay satisfaction by breadwinner role salience made a significant but rather modest contri…
Family-Responsive Variables and Retention-Relevant Outcomes Among Employed Parents
This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizational commitment and turnover intentions. Data were obtained with the aid of structured questionnaires from employed parents (N = 228) in a human service authority in Hong Kong. Results of regression analysis revealed that satisfaction with work schedule flexibility and supervisor work-family suppo…
Members' Participation in the Union
Data obtained from unionized employees in Singapore (N = 205) were used to investigate Strauss' (1977) suggestion that union participation studies be fitted into the general theories of role and commitment. Hierarchical regression analysis was used to examine the contribution of role commitment variables (family and union) net of demographic, job or work and union-related variables to the explained variance in a unidimensional model of union part…
An investigation of the willingness of managerial employees to accept an expatriate assignment
Data obtained with the aid of structured questionnaires from a Singaporean managerial sample (N = 228) were used to examine receptivity to an expatriate assignment in terms of the cultural similarity or dissimilarity of the country of relocation. Results of a paired t-test indicated that respondents were significantly more receptive to an expatriate assignment in a culturally similar location than in a culturally dissimilar location. Results of h…
Balancing lwo Major Parts of Adult Life Experience
As sources of meaning and identity, it has been suggested that research on work and family roles should focus on understanding the processes by which commitment to these roles is built and sustained (Bielby, 1992). Informed by this view, data obtained through structured questionnaires from dual-earner couples (N = 207) in Hong Kong were used to constructively replicate the work of Bielby and Bielby (1989). The thesis of this paper is that as indi…
An Examination of the Antecedents of Subjective Career Success Among a Managerial Sample in Singapore
Data obtained with a questionnaire instrument from managerial employees (N = 200) in Singapore were used to examine some antecedents of subjective career success. The choice of antecedents was informed by recent calls to place research on career issues in the context of an individual's life roles. Confirmatory factor analysis (LISREL VII) was used to examine the one-factor and three-factor models hypothesized to underlie the subjective career suc…
A cross‐cultural application of a career planning model
Data obtained from a sample of technical, professional and administrative/managerial employees ( N = 214) in Singapore were used to examine the cross‐cultural generalizability of a version of Gould's career planning model. The recursive model depicts the mechanisms through which career planning affects career behavior (career strategy) and attitudes (career satisfaction, self‐esteem at work and career commitment) and thereby reinforce the career …
Antecedents and Outcomes of Work-Family Conflict Among Married Professional Women
The study reported here examined the impact ol fivc antecedent sets of work and family domain variables on three types of work-lamily conflict (job-spouse, job-parent, and job-homemakcr) and the impact of these types of work-family conflict on well-being and work outcome measures. Data were obtained from 354 married professional women from duil-career families in Singapore. Results indicate that married professional women in this study experience…
A Note on the Applicability of an Organizational Commitment Model
The applicability of Porter's commitment model was tested among two employee levels in a manufacturing and service company. Data were obtained from supervisory and shopfloor employees using a structured questionnaire. The findings indicate that the model is moderately adequate in predicting commitment among both levels of respondents in the two organizations, but the antecedents differ among respondents within and between organizations. Second, t…
Work Values and Organizational Commitment
This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The ana…
Trust as a mediator of the relationship between organizational justice and work outcomes
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesi…
Antecedents and Outcomes of Work-Family Conflict Among Married Professional Women
The study reported here examined the impact ol fivc antecedent sets of work and family domain variables on three types of work-lamily conflict (job-spouse, job-parent, and job-homemakcr) and the impact of these types of work-family conflict on well-being and work outcome measures. Data were obtained from 354 married professional women from duil-career families in Singapore. Results indicate that married professional women in this study experience…
Relationship between organizational justice and employee work outcomes
This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power d…
Leadership and management research in Africa
Although we are aware of some positive cases of leadership and management emerging on the African continent, very little empirical or theoretical work has addressed leadership and management in Africa. This raises a challenge for African nations in that ultimately a country's economic performance is contingent on the effectiveness of its leadership and management practices that serve to unlock the potential of its workforce to effectively impleme…
Balancing lwo Major Parts of Adult Life Experience
As sources of meaning and identity, it has been suggested that research on work and family roles should focus on understanding the processes by which commitment to these roles is built and sustained (Bielby, 1992). Informed by this view, data obtained through structured questionnaires from dual-earner couples (N = 207) in Hong Kong were used to constructively replicate the work of Bielby and Bielby (1989). The thesis of this paper is that as indi…
Family-Responsive Variables and Retention-Relevant Outcomes Among Employed Parents
This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizational commitment and turnover intentions. Data were obtained with the aid of structured questionnaires from employed parents (N = 228) in a human service authority in Hong Kong. Results of regression analysis revealed that satisfaction with work schedule flexibility and supervisor work-family suppo…
An Examination of the Antecedents of Subjective Career Success Among a Managerial Sample in Singapore
Data obtained with a questionnaire instrument from managerial employees (N = 200) in Singapore were used to examine some antecedents of subjective career success. The choice of antecedents was informed by recent calls to place research on career issues in the context of an individual's life roles. Confirmatory factor analysis (LISREL VII) was used to examine the one-factor and three-factor models hypothesized to underlie the subjective career suc…
Work Values and Organizational Commitment
This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The ana…
Service-oriented high-performance work systems and service role performance
How do organizations build an internal capability or processes to implement a service excellence strategy and thereby create sustained competitive advantage? Drawing on an integrated extended self and psychology of ownership framework as well as Bowen and Ostroff’s human resource (HR) system strength perspective, this study examines processes linking perceived service-oriented high-performance work systems (HPWS) and overall service role performa…
An Examination of the Moderating Influence of Breadwinner Role Salience on the Pay-Life Satisfaction Relationship
This study examined the pay-life satisfaction relationship and the moderating influence of breadwinner role salience among a sample of Hong Kong Chinese professional and managerial employees (N = 255). The results of zero-order correlational and moderated regression analysis revealed support for the pay-life satisfaction relationship. The interaction term of pay satisfaction by breadwinner role salience made a significant but rather modest contri…
A Note on the Applicability of an Organizational Commitment Model
The applicability of Porter's commitment model was tested among two employee levels in a manufacturing and service company. Data were obtained from supervisory and shopfloor employees using a structured questionnaire. The findings indicate that the model is moderately adequate in predicting commitment among both levels of respondents in the two organizations, but the antecedents differ among respondents within and between organizations. Second, t…
Members' Participation in the Union
Data obtained from unionized employees in Singapore (N = 205) were used to investigate Strauss' (1977) suggestion that union participation studies be fitted into the general theories of role and commitment. Hierarchical regression analysis was used to examine the contribution of role commitment variables (family and union) net of demographic, job or work and union-related variables to the explained variance in a unidimensional model of union part…
A cross‐cultural application of a career planning model
Data obtained from a sample of technical, professional and administrative/managerial employees ( N = 214) in Singapore were used to examine the cross‐cultural generalizability of a version of Gould's career planning model. The recursive model depicts the mechanisms through which career planning affects career behavior (career strategy) and attitudes (career satisfaction, self‐esteem at work and career commitment) and thereby reinforce the career …
Work Values and Organizational Commitment
This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The ana…
A Note on the Applicability of an Organizational Commitment Model
The applicability of Porter's commitment model was tested among two employee levels in a manufacturing and service company. Data were obtained from supervisory and shopfloor employees using a structured questionnaire. The findings indicate that the model is moderately adequate in predicting commitment among both levels of respondents in the two organizations, but the antecedents differ among respondents within and between organizations. Second, t…
Antecedents and Outcomes of Work-Family Conflict Among Married Professional Women
The study reported here examined the impact ol fivc antecedent sets of work and family domain variables on three types of work-lamily conflict (job-spouse, job-parent, and job-homemakcr) and the impact of these types of work-family conflict on well-being and work outcome measures. Data were obtained from 354 married professional women from duil-career families in Singapore. Results indicate that married professional women in this study experience…
A cross‐cultural application of a career planning model
Data obtained from a sample of technical, professional and administrative/managerial employees ( N = 214) in Singapore were used to examine the cross‐cultural generalizability of a version of Gould's career planning model. The recursive model depicts the mechanisms through which career planning affects career behavior (career strategy) and attitudes (career satisfaction, self‐esteem at work and career commitment) and thereby reinforce the career …
An Examination of the Antecedents of Subjective Career Success Among a Managerial Sample in Singapore
Data obtained with a questionnaire instrument from managerial employees (N = 200) in Singapore were used to examine some antecedents of subjective career success. The choice of antecedents was informed by recent calls to place research on career issues in the context of an individual's life roles. Confirmatory factor analysis (LISREL VII) was used to examine the one-factor and three-factor models hypothesized to underlie the subjective career suc…
An investigation of the willingness of managerial employees to accept an expatriate assignment
Data obtained with the aid of structured questionnaires from a Singaporean managerial sample (N = 228) were used to examine receptivity to an expatriate assignment in terms of the cultural similarity or dissimilarity of the country of relocation. Results of a paired t-test indicated that respondents were significantly more receptive to an expatriate assignment in a culturally similar location than in a culturally dissimilar location. Results of h…
Balancing lwo Major Parts of Adult Life Experience
As sources of meaning and identity, it has been suggested that research on work and family roles should focus on understanding the processes by which commitment to these roles is built and sustained (Bielby, 1992). Informed by this view, data obtained through structured questionnaires from dual-earner couples (N = 207) in Hong Kong were used to constructively replicate the work of Bielby and Bielby (1989). The thesis of this paper is that as indi…
Members' Participation in the Union
Data obtained from unionized employees in Singapore (N = 205) were used to investigate Strauss' (1977) suggestion that union participation studies be fitted into the general theories of role and commitment. Hierarchical regression analysis was used to examine the contribution of role commitment variables (family and union) net of demographic, job or work and union-related variables to the explained variance in a unidimensional model of union part…
Family-Responsive Variables and Retention-Relevant Outcomes Among Employed Parents
This study examined the influence of family-responsive variables and the moderating influence of gender on the retention-relevant outcomes of organizational commitment and turnover intentions. Data were obtained with the aid of structured questionnaires from employed parents (N = 228) in a human service authority in Hong Kong. Results of regression analysis revealed that satisfaction with work schedule flexibility and supervisor work-family suppo…
Role Stressors, Interrole Conflict, and Well-Being
Potential moderating influence of career growth opportunities on careerist orientation and work attitudes
The emerging transactional or protean employment contract appears to have precipitated the development of a careerist orientation on the part of employees. This study examined the generalizability of the construct in a collectivist culture and the potential moderating influence of career growth opportunities on the careerist orientation–work attitude relationships. The results tend to support the generalizability of careerist orientation across c…
Antecedents of early career stage mentoring among Chinese employees
This study examined the mediating influence of protege-initiated mentoring relationships on the relationship between personality and situational characteristics and mentoring received. Data were obtained from Hong Kong Chinese graduate employees (N=184) in their early career stage. Results of the regression analysis showed that protege-initiated mentoring relationships mediated the relationship between the personality (extraversion) but not the s…
Potential moderating influence of career growth opportunities on careerist orientation and work attitudes
An Examination of the Moderating Influence of Breadwinner Role Salience on the Pay-Life Satisfaction Relationship
This study examined the pay-life satisfaction relationship and the moderating influence of breadwinner role salience among a sample of Hong Kong Chinese professional and managerial employees (N = 255). The results of zero-order correlational and moderated regression analysis revealed support for the pay-life satisfaction relationship. The interaction term of pay satisfaction by breadwinner role salience made a significant but rather modest contri…
Relationship between organizational justice and employee work outcomes
This study examined the influence of organizational justice perceptions on employee work outcome relationships as moderated by individual differences that are influenced by societal culture. Power distance, but not country or individualism, moderated the relationships between perceived justice and satisfaction, performance, and absenteeism. The effects of perceived justice on these outcomes were stronger among individuals scoring lower on power d…
Trust as a mediator of the relationship between organizational justice and work outcomes
Data obtained from full‐time employees of a public sector organization in India were used to test a social exchange model of employee work attitudes and behaviors. LISREL results revealed that whereas the three organizational justice dimensions (distributive, procedural and interactional) were related to trust in organization only interactional justice was related to trust in supervisor. The results further revealed that relative to the hypothesi…
Antecedents and outcomes of abusive supervision
The authors examined antecedents of abusive supervision and the relative importance of interactional and procedural justice as mediators of the relationship between abusive supervision and the work outcomes of affective organizational commitment and individual- and organization-directed citizenship behaviors. Data were obtained from subordinate-supervisor dyads from a telecommunication company located in southeastern China. Results of moderated r…
Delegation And Employee Work Outcomes
We used cultural self-representation theory to develop a model of the processes linking delegation to work outcomes. We tested this model with data from a sample of 171 subordinate-supervisor dyads from the People's Republic of China. Regression results revealed that organization-based self-esteem and perceived insider status fully mediated the influence of delegation on affective organizational commitment, task performance, and innovative behavi…
Leadership and management research in Africa
Although we are aware of some positive cases of leadership and management emerging on the African continent, very little empirical or theoretical work has addressed leadership and management in Africa. This raises a challenge for African nations in that ultimately a country's economic performance is contingent on the effectiveness of its leadership and management practices that serve to unlock the potential of its workforce to effectively impleme…
Routledge Handbook of Organizational Change in Africa
Service-oriented high-performance work systems and service role performance
How do organizations build an internal capability or processes to implement a service excellence strategy and thereby create sustained competitive advantage? Drawing on an integrated extended self and psychology of ownership framework as well as Bowen and Ostroff’s human resource (HR) system strength perspective, this study examines processes linking perceived service-oriented high-performance work systems (HPWS) and overall service role performa…
Understanding the negotiation and performance effects of idiosyncratic deals
Despite the prevalence of idiosyncratic deals (i-deals) as an adaptive strategy for the effective management of an increasingly diverse workforce, the drivers of these customized work arrangements and why they enhance mutuality in the employment relationship are not well understood. Drawing on an integration of social cognitive theory and resource-based perspective, we address these interrelated questions by proposing and examining a moderated me…
Psychology (20 obras) · Social Psychology (17 obras) · Social Psychology (16 obras) · Job Satisfaction and Organizational Behavior (14 obras) · Job satisfaction (8 obras) · Economics (7 obras) · Political science (7 obras) · Work (physics (7 obras) · Business (5 obras) · Gender Diversity and Inequality (5 obras)