In today’s era of globalization and increased competition, executives working in an organization cannot remain unaffected from changing values and demanding working conditions. Increased anxiety, stress and job dissatisfaction/satisfaction are some of the psychological outcomes of a person’s belief and value system as well as job conditions. Value system, which promotes high achievement orientation and competition both at the individual and organizational levels, is one of the critical issues that need to be addressed.
The present article is an exploratory study on the above mentioned issues, wherein the relationship between certain independent variables identified as ‘personal values of executives, work values promoted by organizations’ and dependent variables construed as positive job outcome (satisfaction) and negative job outcome (stress and anxiety) was studied. The study also looked into the influence of ‘demanding job conditions’ on dependent variables.
Data was collected using structured interview schedule as well as mailing questionnaire online from 150 junior-, middle- and senior-level managers working in service and manufacturing organizations in Mumbai. Stepwise multiple regression analysis was performed to find out strength of association among variables. Results reflect both positive and negative relationship between independent and outcome variables, suggesting that individuals’ values and work values in the organizations are related to perceived stress and anxiety as well as satisfaction among working professionals. Personal values predicting stress and anxiety are different from those predicting satisfaction. Demanding job conditions have negative impact on professionals as it leads to perception of stress, anxiety and dissatisfaction among professionals.
Anonymous. (2007). High pressure jobs linked to depression and anxiety. New Zealand Management, 54(8), 10.
2.
AssorA.RothG.DeciE.L. (2004). The emotional costs of parents’ conditional regard: A selfdetermination theory analysis. Journal of Personality, 72(1), 47–88.
3.
BorzagaC.TortiaE. (2006). Worker motivations, job satisfaction, and loyalty in public and nonprofit social services. Nonprofit and Voluntary Sector Quarterly, 35(2), 225–248.
4.
BraithwaiteV.A.LawH.G. (1985). Structure of human values: Testing the adequacy of Rokeach Value Survey. Journal of Personality and Social Psychology, 49(1), 250–263.
5.
BrownM.A. (1976). Values—A necessary but neglected ingredient of motivation on the job. Academy of Management Review, 4(4), 15–23.
6.
ButlerG.VodanovichS.J. (1992). The relationship between work values and normative and instrumental commitment. Journal of Psychology, 126(2), 139–146.
7.
ChapmanB.P.HayslipB. (2006). Emotional intelligence in young and middle adulthood: Cross-sectional analysis of latent structure and means. Psychology and Aging, 21(2), 411–418.
8.
CheungC.ScherlingS.A. (1999). Job satisfaction, work values, and sex differences in Taiwan’s organisations. Journal of Psychology, 133(5), 563–575.
ElizurD. (1984). Facets of work values: A structural analysis of work outcomes. Journal of Applied Psychology, 69(3), 379–389.
11.
EnglandG.W. (1991). The meaning of working in the USA: Recent changes. European Work and Organizational Psychologist, 1(2–3), 111–124.
12.
EnglandG.W.HarpazI. (1990). How working is defined? National contexts and demographic and organisational role influences. Journal of Organizational Behavior, 11(4), 253–266.
13.
FurnhamA. (1984). Work values and beliefs in Britain. Journal of Occupational Behavior, 5(4), 281–291.
14.
GreenF.TsitsianisN. (2005). National trends in job satis- faction: An investigation of explanations in Britain and Germany. British Journal of Industrial Relations, 43(3), 401–429.
15.
HallR.H. (1994). The individual experience of work. In HallR.H. (Ed.), Sociology of work: Perspectives, analysis and issues (pp. 86–123). Thousand Oaks, CA: Pine Forge Press.
16.
HambrickD.C.BrandonG.L. (1988). Executive values. In HambrickD.C. (Ed.), The executive effect: Concepts and methods for studying top managers. Greenwich, CT: JAI Press.
17.
HofstedeG. (1980). Culture’s consequences: International differences in work related values. Beverly Hills, CA: SAGE.
18.
KanwarY.P.S.SinghA.K.KodwaniA.D. (2009). Work/life balance and burnout as predictors of job satisfaction in the IT-ITES industry. Vision—The Journal of Business Perspective, 13(2), 1–12.
19.
KimS.E.LeeJ.W. (2007). Is mission attachment and effective management tool for employee retention? An empirical analysis of a nonprofit human services agency. Review of Public Personnel Administration, 27(3), 227–248.
20.
KorunkaC.ZauchnerS.WeissA. (1997). New information technologies, job profiles, and external workload as predictors of subjectively experienced stress and dissatisfaction at work. International Journal of Human–Computer Interaction, 9(4), 407–424.
21.
LevyS. (1990). Values and deeds. Applied Psychology: An International Review, 39(4), 379–400.
22.
MacklemKatherine. (2005). The toxic workplace. Maclean’s, 118(5), 34.
23.
MacyG. (2006). Outcomes of values and participation in ‘values-expressive’ nonprofit agencies. Journal of Behavioral and Applied Management, 7(2), 165–181.
24.
MaslachC.JacksonS. (1981). The measurement of experi-enced burnout. Journal of Occupational Psychology, 2(2), 99–113.
25.
McShaneS.L.GlinowM.A.V.SharmaR.R. (2008). Organizational behaviour, New Delhi: TATA McGraw-Hill.
26.
NgT.W.H.FeldmanD.C. (2008). The relationship of age to ten dimensions of job performance. Journal of Applied Psychology, 93(2), 392–423.
27.
OffermannL.R.GowingM.K. (1990). Organizations of the future: Changes and challenges. American Psychologist, 45(2), 95–108.
28.
PareekU. (2002). General beliefs inventory: Training instrument in HRD and OD (2nd edition). New Delhi: Tata McGraw- Hill.
29.
RodM.AshillN.J. (2009). Symptoms of burnout and service recovery performance: The influence of job resourcefulness. Managing Service Quality, 19(1), 60–84.
30.
RokeachM. (1973). The nature of human values. New York: Free Press.
31.
RokeachM. (1979). Understanding human values. New York: The Free Press.
32.
RoseMichael. (2005). Job satisfaction in Britain: Coping with complexity. British Journal of Industrial Relations, 43(3), 455–467.
33.
Ruiz QuintanillaS.A. (1991). Introduction: The meaning of work. The European Work and Organizational Psychologist, 1(2–3), 81–89.
34.
SagieA.ElizurD.YamauchiH. (1996). The structure and strength of achievement motivation: A cross cultural comparison. Journal of Organizational Behavior, 17(5), 431–444.
35.
SchaufeliW.MaslachC.MarekT. (1993). Professional burn-out: Recent developments in theory and practice. New York: Taylor & Francis.
36.
SchultzD. (1973). Psychology and Industry Today. New York: The Macmillan Company.
37.
SchwartzS.H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In ZannaM. (Ed.), Advances in experimental social psychology. San Diego: Academic Press.
38.
SchwartzS.H. (1994). Beyond individualism/collectivism: New dimensions of values. In KimU.TriandisH.C.KagitcibasiC.ChoiS.C.YoonG. (Eds), Individualism and collectivism: Theory and methods. Newbury Park, CA: SAGE.
39.
SinghSatvir. (2001). Personality characteristics, work values and lifestyles of fast and slow progressing small scale industrial entrepreneurs. The Journal of Social Psychology, 129(6), 801–805.
40.
SinghJ. (2000). Performance productivity and quality of frontline employees in service organizations. Journal of Marketing, 64(2), 15–34.
SpectorP. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13(6), 693–713.
43.
SrivastavaM.SarkarS. (2007). Antecedents and consequences of workaholism among professionals: A study of private sector industries in Mumbai. Paper presented at XVIIth Annual Conference of National Academy of Psycho-logy held at Indian Institute of Techonology, Kanpur, India, December 2007.
44.
SrivastavaM.SinhaA.K. (2009). Relationship between organizational support and managerial effectiveness: An exploration. Management and Labour Studies, 34(4), 537–555.
45.
StenningA.HardyJ. (2005). Public sector reform and women’s work in Poland: Working for juice coffee and cheap cosmetics. Gender Work and Organization, 12(6), 503–526.
46.
SverkoB. (1999). The work importance study: Recent changes of values in Croatia. Applied Psychology: An International Review, 48(1), 89–102.
47.
ThortonW.J.L.DumkeH.A. (2005). Age differences in everyday problem solving and decisionmaking effectiveness: A meta-analytic review. Psychology and Aging, 20(1), 85–99.
48.
Van der VeldeM.E.G.FeijJ.A.van EmmerikH. (1998). Change in work values and norms among Dutch young adults: Aging or societal trends?International Journal of Behavioral Development, 22(1), 55–76.
49.
VansteenkisteM.DuriezB.SimonsJ.SoenensB. (2006). Materialistic values and well-being among business students: Further evidence for their detrimental effect. Journal of Applied Social Psychology, 36(12), 2892–2908.
50.
Vansteenkiste1M.NeyrinckB.NiemiecC.P.SoenensB.WitteH.D.BroeckA.V.D. (2007). On the relations among work value orientations, psychological need satisfaction and job outcomes: A self-determination theory approach. Journal of Occupational and Organizational Psychology, 80(2), 251–277.
51.
WorralL.CooperC.L. (1999). Working patterns and working hours: Their impact on UK managers. Leadership and Organization Development Journal, 20(1), 6–10.
