This study investigated the reasons that leaders have given for their leader role occupancy. By using a mixed-method approach and large leader data, we aimed to provide a more nuanced picture of how leader positions are occupied in real life. We examined how individual leadership motivation may associate with other reasons for leader role occupancy. In addition, we aimed to integrate the different reasons behind leader role occupancy into the framework of sustainable leader careers and its two indicators: leader’s health (...) and performance. The survey data consisted of 1,031 leaders from various sectors of working life. Qualitative analysis revealed that leaders mention various factors behind their leader role occupancy, resulting 26 themes. After inductive investigation of the data, theory-driven analysis focused on the sustainable career components and agency vs. non-agency. Qualitative data was quantitized based on the theory-driven categories for statistical analysis. Based on the these analysis, we found out that only Affective-Identity MTL predicted all of the studied reasons behind leader role occupancy, whereas the other motivation types did not. All of the reasons for leader role occupancy except non-agentic ones were related to both leaders’ own and their followers’ occupational well-being. Leaders with more person-related and agentic reasons for leader role occupancy experienced better occupational well-being. Person- and context-related and agentic reasons behind leader role occupancy associated also with followers’ occupational well-being, but the associations differed from those of leaders’ well-being: person-related and agentic reasons associated with followers’ exhaustion, but this association was not found among leaders. Our study provided important information for practitioners in the field of human resources and development, as it has shown that if the reasons for leader role occupancy mainly reflect circumstances or other non-person-related reasons, the experienced occupational well-being and person-career fit may remain weak. It is necessary to try to support the leadership motivation for those leaders, or to shape the job description in such a way that it can also offer the experiences of meaningfulness from aspects other than self-realization through a managerial role. (shrink)

Gender microaggressions, especially its subtler forms microinsults and microinvalidations are by definition hard to discern. We aim to construct and validate a scale reflecting two facets of the microaggression taxonomy: microinsults and microinvalidations toward women in the workplace, the MIMI-16. Two studies were conducted. Using a genetic algorithm, a 16-item scale was developed and consequently validated via confirmatory factor analyses in three separate validation samples. Correlational analyses with organizational outcome measures were performed. The MIMI-16 exhibits good model fit in all (...) validation samples. Multigroup-CFA suggested strict measurement invariance between all validation samples. Correlations were as expected and indicate internal and external validity. Scholars on gender microaggressions have mostly used qualitative research. With the newly developed MIMI-16 we provide a reliable and valid quantitative instrument to measure gender microaggressions in the workplace. (shrink)

Straipsnyje tyrinėjamas santykis tarp šiuolaikinio aristotelizmo žmogiškojo klestėjimo sampratos ir dviejų kritinių perspektyvų apie darbą. Prasmingo darbo perspektyva klausia, koks darbas būtų prasmingas, teigdama, kad toks darbas yra būtinas žmonių gerovei. Postdarbo perspektyva teigia, kad geras gyvenimas slypi už darbo ribų ir kad turime siekti darbą ne reformuoti, bet kiek įmanoma labiau išnaikinti. Straipsnyje teigiama, kad šiuolaikinė aristoteliška praktikų ir gero gyvenimo samprata leidžia atsižvelgti į abiejų perspektyvų įžvalgas. Praktikų samprata inkorporuoja prasmingo darbo sampratą, tačiau apima ir įvairias nedarbines veiklas, (...) o, konceptualizuojant gerą gyvenimą kaip praktikų gyvenimą, atsižvelgiama į postdarbo perspektyvos iššūkį konceptualizuoti žmogiškąjį klestėjimą neteikiant prioriteto darbui. Taip šiuolaikinio aristotelizmo gero gyvenimo samprata leidžia reikalauti ir geresnio darbo, ir mažesnio darbo kiekio. (shrink)

It is generally assumed that a corporate purpose aiming to benefit all stakeholders has a positive effect on employee motivation and engagement, but no empirical studies into these specific effects were found. To examine this assumption, a corporate mission and vision matching the definition of a higher purpose were tested in two subsequent studies. The first study (N = 270) was a cross-sectional self-report study. The second study included a longitudinal design (N = 56) modeling purpose, motivation, and engagement in (...) a cross-lagged panel design over three time-points. The results associated purpose with motivation and engagement. The subsequent longitudinal analysis confirmed the presumed directionality from purpose to engagement, but not to motivation. Hence, while a corporate purpose can be added to the list of antecedents to work engagement, the relationship with motivation, despite the significant association with purpose in the cross-sectional study, remains more complicated. The present study adds to the knowledge of the beneficial effects of a broader purpose and responds to the current surge of interest in purpose as an instrument for sustainable business. (shrink)

Remote work, understood here as a working environment different from the traditional office working space, is a phenomenon that has existed for many years. In the past, workers voluntarily opted, when they were allowed to, to work remotely rather than commuting to their traditional work environment. However, with the emergence of the global pandemic (corona virus-COVID-19), people were forced to work remotely to mitigate the spread of the virus. Consequently, researchers have identified some benefits and adverse effects of remote work, (...) especially in the age of COVID-19, ranging from flexible time and environment to technostress and isolation. In this paper, using a phenomenological approach, specifically, the sub-Saharan African experiences, I contend that remote work in the age of advanced technologies has obscured the value of relationality due to the problem of isolation in sub-Saharan African workplaces. For sub-Saharan Africans, relationality is a prerequisite moral value to becoming a person. In addition, relationality contributes to meaningfulness in the workspace. Obscuring the value of relationality in the aforementioned locale leads to meaninglessness in the workspace. Furthermore, this paper contributes to the existing literature on meaningful work by critically showing the importance of the value of relationality as a key element that adds meaning to work in sub-Saharan Africa. (shrink)

Meaningful work is an important ideal, but it seems hard to give an adequate account of meaningful work. In this article, I conduct a revisionary conceptual analysis of ‘meaningful work’, i.e. a conceptual analysis that aims at finding a better and more useful way to use this term. I argue for a distinction between cases where work itself is meaningful and cases where other sources of meaning are found at work. The term ‘meaningful work’ is most useful for the former (...) cases. I then argue for the reasons account of what makes work itself meaningful: work is meaningful if (and to the extent that) there are good reasons to do it. I compare this to established accounts of meaningful work, such as subjective meaningfulness, self-realization, alienation, the unity of conception and execution, autonomy, social contribution, and Veltman’s four-dimensional account. None of these capture the distinct concern that the concept ‘meaningful work’ should capture, or they do so less well than the reasons account. This also shows that work can be meaningful regardless of whether it is good in other respects, such as in inherent interest or opportunities for self-realization. (shrink)

Authors have paid considerable attention to how to define the meaningful work construct. This has led to providing comprehensive definitions in the light of different theoretical frameworks that reflect a degree of contestation within the field. Several of them have proposed definitions linked to the individuals’ pervasive sense of the value of their work. Others have offered descriptions centred on their temporal, episodic nature and emphasising the individual’s occasional work experience. These definitions reflected a potential temporal condition as well as (...) the variety of time perspectives underpinning the authors’ conceptualizations of the construct. This paper conducted a broad literature review to analyse works which have adopted a temporal framework or supported a time-based definition of the construct. The analysis indicates two different conceptualizations of the construct: as a permanent/steady mindset and as a changeable/episodic experience. As a reflective paper, the present contribution develops an overall framework for views and theories on meaningful work. It reports a critical review on the matter to elevate understanding of meaningful work for further research and applied implications in work and organizational studies. (shrink)

The concept of meaningful work has recently received increased attention in philosophy and other disciplines. However, the impact of the increasing robotization of the workplace on meaningful work has received very little attention so far. Doing work that is meaningful leads to higher job satisfaction and increased worker well-being, and some argue for a right to access to meaningful work. In this paper, we therefore address the impact of robotization on meaningful work. We do so by identifying five key aspects (...) of meaningful work: pursuing a purpose, social relationships, exercising skills and self-development, self-esteem and recognition, and autonomy. For each aspect, we analyze how the introduction of robots into the workplace may diminish or enhance the meaningfulness of work. We also identify a few ethical issues that emerge from our analysis. We conclude that robotization of the workplace can have both significant negative and positive effects on meaningful work. Our findings about ways in which robotization of the workplace can be a threat or opportunity for meaningful work can serve as the basis for ethical arguments for how to—and how not to—implement robots into workplaces. (shrink)

Artificial intelligence-driven technology increasingly shapes work practices and, accordingly, employees’ opportunities for meaningful work (MW). In our paper, we identify five dimensions of MW: pursuing a purpose, social relationships, exercising skills and self-development, autonomy, self-esteem and recognition. Because MW is an important good, lacking opportunities for MW is a serious disadvantage. Therefore, we need to know to what extent employers have a duty to provide this good to their employees. We hold that employers have a duty of beneficence to design (...) for opportunities for MW when implementing AI-technology in the workplace. We argue that this duty of beneficence is supported by the three major ethical theories, namely, Kantian ethics, consequentialism, and virtue ethics. We defend this duty against two objections, including the view that it is incompatible with the shareholder theory of the firm. We then employ the five dimensions of MW as our analytical lens to investigate how AI-based technological innovation in logistic warehouses has an impact, both positively and negatively, on MW, and illustrate that design for MW is feasible. We further support this practical feasibility with the help of insights from organizational psychology. We end by discussing how AI-based technology has an impact both on meaningful work (often seen as an aspirational goal) and decent work (generally seen as a matter of justice). Accordingly, ethical reflection on meaningful and decent work should become more integrated to do justice to how AI-technology inevitably shapes both simultaneously. (shrink)

To improve the personalized service of cultural tourism, anticipatory calculation has become an essential technology in the content design of intelligence navigation system. Culture tourism, as a form of leisure activity, is being favored by an increasing number of people, which calls for further improvements in the cultural consumption experience. An important component of cultural tourism is for tourists to experience intangible cultural heritage projects with local characteristics. However, from the perspective of user needs and the content adaptive system, there (...) are few suitable intelligent navigation and user demand anticipatory systems for intangible cultural heritage content. Purple clay culture is one of the first batches of national intangible cultural heritage protection projects in China. Therefore, taking purple clay culture exhibition as an example, this paper attempts to analyze the personalized information demand of tourism consumption experience in intangible cultural heritage communication activities with affective computing and meaning-driven innovative design method, by taking the content design in the navigation system as the research object. This paper uses the theory of planned behavior to calculate the relationship between tourists’ attitude, experience behavior, and display information demand. The findings indicate two issues. First, tourists’ demand for the entertainment and leisure attributes of intangible cultural heritage is greater than the demand for educational function attributes. Second, the meaning elements of information can change tourists’ beliefs in intangible cultural heritage and affect their attitude and behavior toward such heritage. According to the research results, strengthening the meaning elements of specific group information can improve people’s cultural identity and tourism satisfaction. The research results provide the basis for the content design direction of future museum intelligent navigation systems. (shrink)

Most normative accounts of meaningful work have focused on the value of autonomy and capability for self-development. Here, I will propose that contribution–having a positive impact on others through one’s work–is another central dimension of meaningful work. Being able to contribute through one’s work should be recognized as one of the key axiological values that work can serve, providing one independent justification for why work is valuable and worth doing. Conversely, I argue that having to do work that has no (...) positive impact, or where one is separated from such impact, is an underrecognized type of alienation. Such alienation as pointlessness can be as harmful as the more recognized types of alienation such as powerlessness. Recognizing contribution as a core dimension of meaningful work is compatible with both subjectivist and objectivist accounts of meaningfulness, but I come to support a mixed view where the subjective sense of contributing must be sufficiently warranted by the facts of the situation. Recognizing the inescapable interest humans have for being able to contribute and engage in work that is not pointless has implications for the duties societies, organizations, and individuals have as regards ensuring that work conducted includes a recognizable positive impact. Along with autonomy and self-development, contribution should thus be seen as an independent axiological value that work can serve, its frustration being associated with a specific type of alienation, and it itself playing a key role in what makes work valuable and meaningful. (shrink)

Meaningful work is a key element of positive functioning of employees, but what makes work meaningful? Based on research on self-determination theory, basic psychological needs, and prosocial impact, we suggest that there are four psychological satisfactions that substantially influence work meaningfulness across cultures: autonomy (sense of volition), competence (sense of efficacy), relatedness (sense of caring relationships), and beneficence (sense of making a positive contribution). We test the relationships between these satisfactions and perceived meaningful work in Finland (n = 594, employees (...) of several organizations), India (n = 342, collected through Mturk), and the USA (n = 373, collected through Mturk). Regression analyses show that – except for competence in USA – all four satisfactions are significantly and independently associated with meaningful work. Moreover, structural equation modeling shows that they fully mediated the relationship between occupational position and work meaningfulness in India and in the USA. In sum, the results support the importance of these four satisfactions in explaining the psychological underpinnings of meaningful work. (shrink)

This study uses a relational work design perspective to explore substitutes for leadership behaviors that promote team meaningfulness and performance. We propose that team task interdependence, a structural feature facilitating interaction among team members, can be a substitute for the contributions of empowering leadership. Data were collected from 47 R&D and technology implementation teams across three organizations in a cross-sectional field study. The results revealed that high task interdependence attenuated the contributions of empowering leadership concerning team meaningfulness and, indirectly, to (...) team performance. These findings highlight that the importance of leaders as generators of team meaningfulness is contingent on team relational work design. (shrink)

Law enforcement poses a difficult work environment. Employees’ wellbeing is uniquely taxed in coping with daily violent, aggressive and hostile encounters. These challenges are compounded for women, because law enforcement remains to be a male-dominated occupational context. Yet, many women in law enforcement display resilience and succeed in maintaining a satisfying career. This study explores the experience of being authentic from a best-self perspective, for women with successful careers in the South African police and traffic law enforcement services. Authenticity research (...) substantiates a clear link between feeling authentic and experiencing psychological wellbeing. The theoretical assumption on which the study is based holds that being authentic relates to a sense of best-self and enables constructive coping and adjustment in a challenging work environment. A qualitative study was conducted on a purposive sample of 12 women, comprising 6 police officers and 6 traffic officers from the Western Cape province in South Africa. Data were gathered through narrative interviews focussing on experiences of best-self and were analysed using interpretive phenomenological analysis. During the interviews, participants predominantly described feeling authentic in response to work-related events of a conflictual and challenging nature. Four themes were constructed from the data to describe authenticity from a best-self perspective for women in the study. These themes denote that the participating women in law enforcement, express feeling authentic when they present with a mature sense of self, feel spiritually congruent and grounded, experience self-actualisation in the work–role and realign to a positive way of being. Women should be empowered towards authenticity in their world of work, by helping them to acquire the best-self characteristics needed for developing authenticity. (shrink)

This study contributes to the burgeoning research on corporate social responsibility (CSR) at the individual level of analysis, in a hitherto largely neglected developing country context. Using survey information collected from 297 employees in public and private enterprises in Kosovo, this study examines how and to what extent employees’ perceptions of their employer's CSR activities are associated with their intention to emigrate. Applying a needs‐based framework, this research provides evidence that employees’ perceptions of CSR are positively related to the meaningfulness (...) of their work and job satisfaction and negatively related to intention to emigrate. Additionally, results confirm that the association between CSR perceptions and emigration intention is mediated by the meaningfulness of work and job satisfaction. From a practical point of view, this research should encourage private and public enterprises in developing countries to enhance and extend their CSR engagement. (shrink)