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  • 1
    Electronic Resource
    Electronic Resource
    Perceptions of Japanese organizational culture-Employees in non-unionized Japanese-owned and unionized US-owned automobile plants (2000)
    Bradford : Emerald
    Journal of managerial psychology 15 (2000), S. 535-559 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: Examines the Japanese management philosophy in organizations, and develops a 15-item, four-factor (family orientation and loyalty, open communication, team approach, and manager knowledge) Japanese organizational culture scale (JOCS). Investigates the differences in JOCS and other work-related variables between 156 non-unionized employees of one Japanese-owned automobile plant and 144 unionized employees of one US-owned automobile plant in the USA. There were no differences in income and education. Employees in the Japanese-owned plant had higher scores for family orientation and loyalty, open communication, team approach, manager knowledge, organizational commitment, organization-based self-esteem, organizational instrumentality, intrinsic satisfaction, and extrinsic satisfaction than those in the US-owned plant. Results are discussed in light of organizational culture and enhancing quality and productivity in the global competitive market.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940010373383
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Money ethic endorsement, self-reported income, and life satisfaction: University faculty in the US and Spain (2003)
    Bingley : Emerald
    Personnel review 32 (2003), S. 756-773 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: This research examines the money ethic scale (budget, evil, equity, success, and motivator), self-reported income, demographic variables, and life satisfaction among 207 professors in the USA and 102 professors in Spain. Results suggested that the female/male income ratio was 70.95 percent for American professors and 63.82 percent for Spanish professors. American faculty reported higher scores on factors budget, equity, and success, and lower scores on factor evil than their Spanish counterparts. Sex (male), factors budget, education, and work experience were predictors of American professors' income, while work experience, sex (male), education, and factor motivator were predictors of Spanish professors' income. For the American sample, marital status (married), factors budget, sex (male), a low level of education, and a low level of factor success were predictors of life satisfaction, whereas for the Spanish sample, marital status (married), young age, and factor budget were predictors of life satisfaction. Income was not related to life satisfaction in both samples.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483480310498701
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    Paper (German National Licenses)
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  • 3
    Electronic Resource
    Electronic Resource
    Employees' perceived organizational instrumentality: an examination of the gender differences (2000)
    Bradford : Emerald
    Journal of managerial psychology 15 (2000), S. 378-406 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: The authors collected data from 295 randomly selected employees, four months after the company's first labor union certification election. Results of separate multiple regression analyses suggested that job security, extrinsic job satisfaction, and organization-based self-esteem (OBSE) were predictors of organizational instrumentality for both males and females. For men, the division where they work, low desire to change, and low consideration were related to their organizational instrumentality, whereas for women, low income, the Japanese management style, and the Protestant Work Ethic were related to their organizational instrumentality. Non-professional men had a stronger belief that money represents their achievement than professional men. Professional women had a stronger interest in intrinsic job satisfaction than non-professional women. Both male and female professionals valued Japanese management style. Results are discussed in light of managers' efforts in satisfying employees' needs and union leaders' efforts in organizing their targets.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940010337112
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    Paper (German National Licenses)
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  • 4
    Electronic Resource
    Electronic Resource
    The meaning of money: The money ethic endorsement and work-related attitudes in Taiwan, the USA and the UK (2002)
    Bradford : Emerald
    Journal of managerial psychology 17 (2002), S. 542-563 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: This study compared people's endorsement of the money ethic across three countries: Taiwan, the USA and the UK. Exploratory factor analysis results for the whole sample suggested that the six-item money ethic scale had three independent factors, low cross-loading, and low inter-factor correlations. Confirmatory factor analysis was performed for the whole sample and for each group. There was a good fit between the six-item MES model and the data for the US sample and a poor fit for the Chinese sample, the UK sample, and the whole sample. For the whole sample, regression results showed that those who scored high on factor budget tended to have high self-esteem, display organizational citizenship behavior (OCB)-altruism, have low strain, and are female. Factor evil was positively related to OCB-compliance and negatively related to OCB-altruism. American men considered money as their success, British men considered money as evil. British women claimed that they budget their money carefully. Results are discussed in light of cultural differences and the rapidly expanding literature on the psychology of money beliefs and behaviors.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940210444021
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  • 5
    Electronic Resource
    Electronic Resource
    Does the love of money moderate and mediate the income-pay satisfaction relationship? (2004)
    Bradford : Emerald
    Journal of managerial psychology 19 (2004), S. 111-135 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: This research examines the love of money as a moderator and as a mediator of the self-reported income-pay satisfaction relationship among university professors (lecturers). Hierarchical multiple regression results showed that the interaction effect between self-reported income and the love of money on pay satisfaction was significant. For high-love-of-money professors (lecturers), the relationship between income and pay satisfaction was positive and significant, however, for low-love-of-money professors (lecturers), the relationship was not significant. High-love-of-money participants had lower pay satisfaction than low-love-of-money participants when the self-reported income was below $89,139.53. When income was higher than $89,139.53, the pattern of pay satisfaction was reversed. Further, the love of money was a mediator of the self-reported income-pay satisfaction relationship. Income increases the love of money that, in turn, is used as a "frame of reference" to evaluate pay satisfaction.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940410526091
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    Paper (German National Licenses)
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  • 6
    Electronic Resource
    Electronic Resource
    Retaining and motivating employees: Compensation preferences in Hong Kong and China (2002)
    Bingley : Emerald
    Personnel review 31 (2002), S. 402-431 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People's Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants' perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, year-end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year-end bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culture-related factors.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483480210430346
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    Paper (German National Licenses)
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  • 7
    Electronic Resource
    Electronic Resource
    Endorsement of the money ethic, income, and life satisfaction: A comparison of full-time employees, part-time employees, and non-employed university students (2002)
    Bradford : Emerald
    Journal of managerial psychology 17 (2002), S. 442-467 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: The present study investigated the money ethic scale among full-time employees, part-time employed students, and non-employed university students. Confirmatory factor analyses results showed that there was a good fit between the three-factor model and research data for full-time employees and non-employed students and a weaker fit for part-time employees and the whole sample. Further, factors success and evil were predictors of income for full-time employees. Money attitudes were not related to pay satisfaction. Factor budget was associated with life satisfaction for full-time employees and non-employed students. Full-time employees in this sample tended to be older, male, and have higher education than part-time employees and students. Non-employed students tended to have higher life satisfaction, lower protestant work ethic, less type A behavior pattern, and think more strongly that money does not represent their success, that they budget money carefully, and that money is not evil than part-time employees.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940210439388
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    Paper (German National Licenses)
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  • 8
    Electronic Resource
    Electronic Resource
    The love of money and work-related attitudes: Money profiles in Macedonia (2004)
    Bradford : Emerald
    Journal of managerial psychology 19 (2004), S. 542-548 
    Details
    ISSN: 0268-3946
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Psychology , Economics
    Notes: This study examines the love of money and work-related attitudes and identifies four money profiles based on a sample of citizens in the Republic of Macedonia. Achieving Money Worshipers (the highest scores on Factors Success, Motivator, and Budget and the lowest on Evil) had the highest active involvement in work activities. Careless Money Admirers (the lowest score on Factor Budget) had the highest external locus of control, the highest involvement, and lowest success avoidance. Apathetic Money Managers (the lowest scores on Factors Success and Motivator) had the highest internal locus of control and the lowest involvement. Money Repellent Individuals (the highest score on Factor Evil) had the lowest competitiveness and the highest success avoidance. Results provide the validity of the Love of Money Scale and the four money profiles.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/02683940410543614
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    Paper (German National Licenses)
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  • 9
    Electronic Resource
    Electronic Resource
    Money profiles: the love of money, attitudes, and needs (2005)
    Bingley : Emerald
    Personnel review 34 (2005), S. 603-618 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Purpose - To develop money profiles based on money attitudes and investigate differences in work-related attitudes across money profiles. Design/methodology/approach - Data from 564 university students in the USA were collected and four money profiles based on the Love of Money Scale (LOMS) were identified using cluster analysis. Findings - Achieving money worshipers (23.22 percent) have the highest scores on factors good, respect, achievement, and power. Careless money admirers (30.16 percent) have the lowest scores on factors budget and evil. Apathetic money managers (31.08 percent) have the lowest scores on factors respect and achievement and the highest on budget. Money repellent Individuals (15.54 percent) have the lowest scores on factors good and power and the highest on factor evil. Achieving money worshipers have the highest level of organization-based self-esteem (OBSE), the protestant work ethic (PWE), intrinsic and extrinsic job satisfaction, and satisfaction with social and self-actualization needs, whereas money repellent individuals have the lowest. Apathetic money managers have the highest level of satisfaction with physiological and safety needs. Research limitations/implications - This convenience sample does not represent the national population in general or student population in particular. Self-reported data from the same source at one time can inflate relationships between variables and do not provide the cause-and-effect relationship. Practical implications - Researchers and managers understand that people in different money profiles have different work-related attitudes and importance and satisfaction of human needs and that they may identify human resource strategies to predict and control behavior in organizations. Originality/value - The four money profiles, replicated in this study, are valid across several cultures.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483480510612549
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  • 10
    Electronic Resource
    Electronic Resource
    College tuition and perceptions of private university quality (2004)
    Bingley : Emerald
    International journal of educational management 18 (2004), S. 304-316 
    Details
    ISSN: 0951-354X
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Education
    Notes: This research employs institutional characteristics and market-related factors to predict undergraduate students' tuition at 190 private colleges and universities in the USA. Results showed that the strongest correlations among variables for college tuition were reputation ranking and SAT scores. Results of a hierarchical multiple regression revealed that the type of institution, academic reputation ranking, the annual expenditures, geographic region, the existence of professional schools, the size of the faculty and the undergraduate student body, and university presidents' pay and benefits are all significant predictors of college tuition. After controlling all other variables, the unique contribution made by reputation ranking is still a significant predictor of college tuition. Research institutions charged their students more than liberal arts colleges, which, in turn, charged more than doctoral granting I institutions. Implications for parents and students, private colleges and universities, human resource management, and the Matthew effect are discussed.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/09513540410543457
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    Paper (German National Licenses)
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