Employee Being Undervalued at Work: A Phenomenological Study

This qualitative study investigates employees’ experiences associated with the feeling or situation of being undervalued at work. The aim of this qualitative research is to understand the phenomenon of employees being undervalued at work. An in-depth study using the Hermeneutical Phenomenological ap...

Full description

Saved in:

Bibliographic Details
Main Author:	Walter, Anthony Joseph
Format:	Thesis
Language:	eng
Published:	2012
Subjects:	HF5548.7-5548.85 Industrial Psychology
Online Access:	https://etd.uum.edu.my/3798/1/s91401.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-uum-etd.3798
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng
advisor	Ahmad, Fais Ahmad, Hartini
topic	HF5548.7-5548.85 Industrial Psychology
spellingShingle	HF5548.7-5548.85 Industrial Psychology Walter, Anthony Joseph Employee Being Undervalued at Work: A Phenomenological Study
description	This qualitative study investigates employees’ experiences associated with the feeling or situation of being undervalued at work. The aim of this qualitative research is to understand the phenomenon of employees being undervalued at work. An in-depth study using the Hermeneutical Phenomenological approach was used to unfold and uncover the feeling of those involved. A recording of one-to-one interview was made on nine participants holding various ranking positions and from various industries in the natural work setting to attain the perspective of being undervalued at work and it constitutes the primary data for this research. The major findings such as boreout (BURNOUT), deviant behaviour, career ceiling, distrustful propensity, domineering tendency, wage distress, withdrawal behaviour and the spill over of job dissatisfaction to family domain indicating implications of employees’ being undervalued. This research reveals several events in developing human capital approaches as these contribute to authenticate appreciation for human resources development, and creates a real meaning, sense of belonging, deeper sense of collaboration and partnership with the organization. The researcher upholds the originality of this work with full pride and honesty for current and future improvement and development, paving ways for future research to continue to fill in the body of knowledge gap. The research contributes to guide Human Resources Development (HRD) practitioners to encourage the management of organizations to cultivate and embrace a holistic approach for the purpose of fostering values in every employee’s perception towards his or her work, peers, superiors and more importantly the employer. Employee satisfaction and recognition, as well as greater performance and retention can be achieved if employees are treated as assets, rather than taken for granted.
format	Thesis
qualification_name	Ph.D.
qualification_level	Doctorate
author	Walter, Anthony Joseph
author_facet	Walter, Anthony Joseph
author_sort	Walter, Anthony Joseph
title	Employee Being Undervalued at Work: A Phenomenological Study
title_short	Employee Being Undervalued at Work: A Phenomenological Study
title_full	Employee Being Undervalued at Work: A Phenomenological Study
title_fullStr	Employee Being Undervalued at Work: A Phenomenological Study
title_full_unstemmed	Employee Being Undervalued at Work: A Phenomenological Study
title_sort	employee being undervalued at work: a phenomenological study
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2012
url	https://etd.uum.edu.my/3798/1/s91401.pdf
_version_	1747827649030389760
spelling	my-uum-etd.37982016-04-20T08:35:22Z Employee Being Undervalued at Work: A Phenomenological Study 2012-11 Walter, Anthony Joseph Ahmad, Fais Ahmad, Hartini Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5548.7-5548.85 Industrial Psychology This qualitative study investigates employees’ experiences associated with the feeling or situation of being undervalued at work. The aim of this qualitative research is to understand the phenomenon of employees being undervalued at work. An in-depth study using the Hermeneutical Phenomenological approach was used to unfold and uncover the feeling of those involved. A recording of one-to-one interview was made on nine participants holding various ranking positions and from various industries in the natural work setting to attain the perspective of being undervalued at work and it constitutes the primary data for this research. The major findings such as boreout (BURNOUT), deviant behaviour, career ceiling, distrustful propensity, domineering tendency, wage distress, withdrawal behaviour and the spill over of job dissatisfaction to family domain indicating implications of employees’ being undervalued. This research reveals several events in developing human capital approaches as these contribute to authenticate appreciation for human resources development, and creates a real meaning, sense of belonging, deeper sense of collaboration and partnership with the organization. The researcher upholds the originality of this work with full pride and honesty for current and future improvement and development, paving ways for future research to continue to fill in the body of knowledge gap. The research contributes to guide Human Resources Development (HRD) practitioners to encourage the management of organizations to cultivate and embrace a holistic approach for the purpose of fostering values in every employee’s perception towards his or her work, peers, superiors and more importantly the employer. Employee satisfaction and recognition, as well as greater performance and retention can be achieved if employees are treated as assets, rather than taken for granted. 2012-11 Thesis https://etd.uum.edu.my/3798/ https://etd.uum.edu.my/3798/1/s91401.pdf text eng validuser Ph.D. doctoral Universiti Utara Malaysia Acker, Yahuda (1998) “The rise and fall of organizational commitment, human system management” Florida. Adams, S. J. (1965). “Inequity in social exchange: Advances in Experimental Social Psychology” 2: 267-299. Adler, P. and Kwon, S. (2002). “Social Capital: Prospects for a New Concept”. Academy of Management Review 27:1: 17-40. Ahr, P.R & Ahr, T.B (2000). “Overturn Turnover: Why some employees leave, why some employees stay, and ways to keep the ones you want to stay.” Missouri: Causeway Publishing Company Arnord, J. A. (2000). The empowering leadership questionnaire: The construction and validation of a new scale for measuring leader behaviors. Journal of Organizational Behavior, 21, 249–269. Ahearne, M. (2005). To empower or not to empower your sales force? An empirical examination of the influence of leadership empowerment behavior on customer satisfaction and performance.Journal of Applied Psychology, Al-Hamadi, A. B., Budhwar, P., Shipton, H. (2007) Managing Human Resources in the Sultanate of Oman. International Journal of Human Resource Management, 18(1) pp. 100-113. Alzalabani, A. H. (2002) Training and development in Saudi Arabia. International Journal of Training and Development, 6 (2): pp. 125-140. Al Bahar, W.G.K. (1996) Managing training and development in Bahrain: The influence of culture. Journal of Managerial Psychology, 1 (5): pp. 26-32. Allen, T. D, (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47, 159-172. Allen, T.D., Herst, D.E.L., Bruck, C.S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5, 278-308. Alvesson, M. (2001). Knowledge work: Ambiguity, image and identity. Human Relations, 54(7), 863-886. Ambrose, M.L., Seabright, M.A., Schminke, M. (2002), Sabotage in the workplace: “The role of organizational justice” Organizational Behavior and Human Decision Processes89: 947–965. Amstad, F.T., Meier, L.L., Fasel, U., Elfering, A., & Semmer, N.K. (2011).A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations.Journal of Occupational Health Psychology, 16, 151-169. Angen, M. J. (2000). “Evaluating interpretive inquiry: Reviewing the validity debate and opening the dialogue.”Qualitative Health Research10: 378-395. Anderson, V. (2009) 'Desperately seeking alignment: reflections of senior line managers and HRD executives' ,Human Resource Development International, 12(3), 263-277. Anderson, L. M. & Pearson, C. M. (1999).Tit for tat?The spiraling effect of incivility in the workplace. Academy of Management Review, 24(3): 452-472. Appelbaum, S.H., & Kamal, R. (2000), “An Analysis of the Utilization and Effectiveness of Non-financial Incentives in Small Business,” The Journal of Management Development, 19, 9/10, 733–763. Aquino, 2001 — K. Aquino, T.M. Tripp and R.J. Bies, How employees respondto personal offense: The effects of blame attribution, victim status, andoffender status on revenge and reconciliation in the workplace, Journal of Applied Psychology .pp. 52–59. Armstrong, Michael, and Tina Stephens (2005).A Handbook of Employee Rewards Managementand Practice. London: Kogan Page Limited Publishers. Armstrong, M. (2006) Handbook of human resource management practice. 10th edition. London: Kogan Page Limited. Argyle, M. (1989) The Social Psychology of Work, 2nd edn, Penguin, Harmondsworth. Ardichvili, A. and Gasparishvili, A. (2001) Human resource development in an industry in transition. Human Resource Development International, 4 (1): pp. 47-63. Ashworth, P. (2003). An approach to phenomenological psychology: the contingencies of the lifeworld. Journal of Phenomenological Psychology, 34(2), 145-156. Ashworth, A. & Ashworth, P. (2003).The lifeworld as phenomenon and as research heuristic, exemplified by a study of the lifeworld of a person suffering Alzheimer’s disease. Journal of Phenomenological Psychology, 34(2), 179-207. Ashworth P D (1993) Participant agreement in the justification of qualitative findings.Journal of Phenomenological Psychology 24: 3–16. Athey T. R. and Orth M. S. 1999.'Emerging competency methods for the future'. Human Resource Management, 38(3): 215-26. Atkinson, C. (1994), “Continuous Improvement: The Ingredients of Change,” International Journal ofContemporary Hospitality Management, 6, 1, 6–8. Avey, J. B., Patera, J. L., & West, B. J. (2006). The implications of positive psychological capital on employee absenteeism. Journal of Leadership &Organizational Studies, 13(2), 42-60. Retrieved December 13, 2006, from EBSCOhost database. Avery, D. R., McKay, P. F., Wilson, D. C., Volpone, S. D., and Killham, E. (2011). Does voice go flat? How tenure diminishes the impact of voice. Human Resource Management, 50(1), 1-12. doi: 10.1002/hrm.20403 Babcock, P. (2005,). What workers want.HR Magazine, 50(4), 51-56. Bakker, A. B., Demerouti, E. (2007) “The Job Demands – Resources model : State of the art.” Journal of Managerial Psychology 22 : 309 -328 Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris,T. W. (2008). “Work engagement: An emerging concept in occupational health psychology.” Work &Stress :22 : 187–200. Bakker, A. B., Bal, P. M. (2010). “Weekly work engagement and performance : A study among starting teachers.” Journal of Occupational and Organizational Psychology 83: 189–206. Bandura, A. (1977). Social Learning Theory. Englewood Cliffs, NJ: Holt, Rinehart & Winston. Baumruk R.,& Gorman B. (2006). Why managers are crucial to increasing engagement. Melcrum Publishing Bardi, A. (2000). Relations of values to behavior in everyday situations.Unpublished doctoral dissertation.The Hebrew University. Barmby, Tim A., Marco G. Ercolani & John G. Treble (2002),`Sicknessabsence: An international comparison' , The Economic Journal112 (480), F315{F331. Bass, L., B., Butler, B. A., Grzywacz, G, J., & Linney D. K. (2008). Work-family conflict and job satisfaction: family resources as a buffer. Journal of Family and Consumer Sciences, 10(1), 24-30. Bates, R. A. (2001) Public sector training participation : An empirical investigation.International Journal of Training and Development, 5 (2): pp. 37-152. Bates, R., Chen, H.C., & Hatcher, T. (2002) Value priorities of HRD scholars and practitioners.International Journal of Training and Development, 6 (4): pp. 229-239. Baumeister, R. F. (1998). The handbook of social psychology (Vol. 1, pp. 680–740). Boston, MA: McGraw-Hill. Beasley, M., Bradford, M. & Pagach, D. (2004).Outsourcing?at your own risk. Strategic Finance, 86(1), 22-29. Retrieved July 29, 2007, from ProQuest database. Becker, G.S, (1993). Human capital: A theoretical and empirical analysis with special reference to education, 3rd edition. Chicago, IL: University of Chicago Press. Becker, G. S. (1975) Human capital: A theoretical and empirical analysis, with special reference to education, 2nd edition. National Bureau of Economic Research. New York: Columbia University Press. Becker, B. E., Huselid, M. A., & Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy and Performance : Harvard Business Press., 235 pp. Becker, G. (1964), 'Human capital: A theoretical and empirical analysis, with a special reference to education,' Chicago, University of Chicago Press. Belicki, K., & Woolcott, R. (1996). Employee and patient designed study of burnout and job satisfaction in a chronic care hospital. Employee Assistance Quarterly, 12(1)37-45. Bernard, Harvey R. (2000). Social research methods. Thousand Oaks, CA: Sage. Bennett, R.J. and Robinson, S.L. (2003), ‘‘The past, present and future of workplace deviance research’’, in Greenberg, J. (Ed.), Organizational Behavior: The State of the Science, 2nd ed., Erlbaum, Mahwah, NJ, pp. 247-81. Bernardin, H. J. (2003). Human Resource Management: an experiential approach (3rd ed.). New York: McGraw–Hill/Irwin. Benner P. (1984) From Novice to Expert: Excellence and Power inClinical Practice. Addison-Wesley, New York. Benner, P. & Wrubel, J. (1989). The primacy of caring:stress and coping in health and illness. Menlo Park, California: Addison-Wesley. Bennet, J.F., Davidson, M.J., & Gale, A.W. (1999), “Women in Construction: A Comparative Investigation into the Expectations and Experiences of Female and Male Construction Undergraduates and Employees,”Women in Management Review, 14, 7, 273–279. Beres, G. (2007, September). Keep employees engaged for management success. JCK, 178(9), 138-139. Retrieved June 16, 2008, from http://www.jckonline.com/ article/CA6470230.html. Bertaux, D. (1981). From the life-history approach to the transformation of sociological practice. In Daniel Bertaux (Ed.), Biography and society: The life history approach in the social sciences (pp.29-45). London: Sage. Berkowitz, L. (Ed)(1965). Advances in experimental social psychology. New York: Academic Press Inc. Bevan, S., Barber, L., & Robinson, D., (1997).Keeping the best: A practical guide to retaining key employees. Brighton, UK: The Institute for Employment Studies. Bies, R.J. & Tripp, T.M. (1988). Revenge in organizations: The good, the bad, and the ugly. In: R.W. Griffin, A. O’Leary Kelly & J.M. Collins,Editors, “Dysfunctional behavior in organizations: Non-violent dysfunctional behaviour” JAI, Stamford, CT (1998), pp. 49–67. Bigliardi, B., Petroni, A., and Dormio, A. I. (2005).Organizational socialization career aspirations and turnover intentions among design engineers. Leadership & Organization Development Journal. 26(6): 424– 441. Bing, J. W., Kehrhahn, M. and Short, D. C. (2003) Challenges to the field of human resources development. Advances in Developing Human Resources, 5(3): pp. 342-351. Biklen, S. K., & Casella, R. (2007).A practical guide to the qualitative dissertation.New York: Teachers College, Columbia University. Blau, D. M., (1987). A Time Series Analysis of Self Employment in the United States,“Journal of Political Economy, 95(3), 445-467. Blau, P., & Scott, R. (1962).Formal organizations: a comparative approach. San Francisco, CA: Chandler. Blair, Tom Kochan. 2000. The New Relationship: Human Capital in the American Corporation. Washington DC: Brookings Institution. Blair, M. M., and Kochan, T. A. (Eds.). (2000). The new relationship: Human capital in the American Corporation. Washington, D.C.: Brookings Institution. Blair, Margaret and Wallman, Steven (2003). “The Growing Intangibles Reporting Discrepancy”, Intangibles: Management, Measurement, and Reporting, Washington: Brooking Institution Press, John Hand and Baruch Lev (Ed.), p.:449-468. Bleicher, J. (1980). Contemporary Hermeneutics: Hermeneutics as method, philosophy and critique. : Routledge & Kegan Paul, 288pp. Bloom, M. & Michel, J. (2002).The relationships among organizational context, pay dispersion, and managerial turnover.Academy of Management Journal, 45,33. Brady, K., Cervi, D., Kravitz, R., Salbin, B., & Quinzi, J. (2004).Job satisfaction is essential to superior job performance; employee recognition is a key to job satisfaction. Healthcare Registration, 5, 3–7. Brewer, P., & Brewer, K. (2010). Knowledge Management, Human Resource Management, and Higher Education: A Theoretical Model. Journal of Education for Business, 85(6), 330-335. Brightman, B. K. (2004). Why managers fail and how organizations can rewrite the script. Journal of Business Strategy, 25(2), 47-52. Retrieved January 16, 2007, from EBSCO host database. Brooking, A. (1996) Intellectual Capital, Core Assets for the Third Millenium Enterprise, International Thomson Business Press, London. Busine, M. & B. Watt (2005). Succession Management: Trends and Current Practice. Asia Pacific Journal, Volume 43, Number 2, 225-237. Bryman, A. (2008). Social Research Methods. 3ª ed. Oxford: Oxford University Press. Boudon, R. (2001). The origins of values: Essays in the Sociology and Philosophy of Beliefs. NewYork: Transaction Publishers. Boudreaux, M. A. (2001). Career development: What is its role in human resource development? Proceedings of the Academy of Human Resource Development Conference, USA, 805-812. Bowen, D.E. and Ostroff, C. (2004) Understanding HRM-firm performance linkages: The role of the strength of the HRM system, Academy of Management Review, 29 (2), 203-221. Bukowitz, W. Williams, R. Mactas, E. (2004) ‘Human Capital easurement’ Industrial Research Institute, May-June, 43-49. Burke, R.J, & El-Kot, E.G. (2010).Correlates of work-family conflicts among managers in Egypt.International Journal of Islamic and Middle Eastern Finance and Management, 3(2), 113-131. Budhwar, P. S. & Sparrow, P.R. (2002). An integrative framework for understanding cross-national human resource management practices. Human Resource management Review, 12: pp. 377-403. Budhwar, P. S., Al-Yahmadi, S. & Debrah, Y. (2002) Human resource development in the Sultanate of Oman. International Journal of Training and Development, 6(3): pp. 198. Buyens, D., Wouters, K. and Dewettinck, K. (2001). Future challenges for HRD Professionals in European learningorientedorganizations. Journal of European Industrial Training, 25(9): pp. 442. Budhwar, P. S. and Sparrow, P.R. (2002) An integrative framework for understanding cross-national human resourcemanagement practices. Human Resource management Review, 12: pp. 377-403. Budhwar, P.S., Al-Yahmadi, S. and Debrah, Y. (2002) Human resource development in the Sultanate of Oman. International Journal of Training and Development, 6(3): pp.198. Branham, L. (2005). The 7 hidden reasons employees leave. New York: American Management Association., Soundview Executive Book Summaries, 8pp. Brooking, Annie (1996), Intellectual Capital: Core Asset for the Third Millennium Enterprise, International Thomson Business Press, New York. Brooking, Annie, Peter Bernard, and Sue Jones (1997), “The Predictive Potential of Intellectual Capital,” National Business Conference, Hamilton, Ontario. Bhanugopan, R. and Fish, A. (2006). An empirical investigation of job burnout among expatriates.Personnel Review. 35(4): 449–468. Boroff, K.E., & Lewin, D. (1997). Loyalty, voice, and intent to exit a union firm: A conceptualand empirical analyses. Industrial and Labor Relations Review, 51(1), 50-63. Burmeister, W. (2004).'Living in Dilbert’s World: A Cubicle Eye’s View of Job Dissatisfaction’, Journal of American Academy of Business, (5): 350-352. Branham, L. (2005). The 7 hidden reasons employees leave: How to recognize the subtle signs and act before it’s too late. New York, NY: Amacom. Buckingham, M. and Coffman, C (1999).: First, Break All The Rules. Simon & Schuster, NY. Burke RJ, Mikkelsen A (2006). Examining the career plateau among police officers. Int. J. Police Strategies and Mangt., 29 (4): 691-703. Burt, R. S. (1998). The network structure of representation.Working paper.Graduate School of Business, University of Chicago, IL. Budhwar, P. S. and Sparrow, P.R. (2002) An integrative framework for understanding cross-national human resource management practices. Human Resource management Review, 12: pp. 377-403. Burt, R. S., 8E Knez, M. (1996). Trust and third-party gossip.In R. M. Kraraer & T. R. Tyler (Eds.), Trust in organizations: Frontiers of theory and research: 68-89. Thousand Oaks,CA: Sage. Burmeister, W. (2004). Living in Dilbert's World: A cubicle eye's view of job dissatisfaction. Journal of American Academy of Business, Cambridge, 5(1/2), 350-352. Retrieved March 26, 2005, from ProQuest database. Buschak, M.; Craven, C.; and Ledman, R. (1996). Managing absenteeism for better productivity. SAM Advanced Management Journal, 61, 26-30. Buyens, D., Wouters, K. and Dewettinck, K. (2001). Future challenges for HRD Professionals in European learningorientedorganizations. Journal of European Industrial Training, 25 (9): pp. 442. Burke RJ, Mikkelsen A (2006). Examining the career plateau among police officers. Int. J. Police Strategies and Mangt., 29(4): 691-703. Brenčič V. (2010), Do Employers Adjust to the Change in the Costs of Search?, Oxford Bulletin of Economics and Statistics 72, 211-245. Bretz, R. D., & Thomas, S. L. (1992).Perceived equity, motivation, and final-offer arbitration in major leaguebaseball. Journal of Applied Psychology, 77: 280–287. Brockner, J., Siegel, P.A., Daly, J.P., Tyler, T., & Martin, C. (1997). When trust matters: Themoderating effect of outcome favorability. Administrative Science Quarterly, 42, 558-583. Brief (1998) p. 18.Attitudes in and Around Organizations. Thousand Oaks, CA: Sage Brun, J-P, and Biron, (2003), L’e´valuation de la sante´ mentale au travail: une analysedes pratiques de gestion des ressources humaines, Montre´al: Institut de Recherche Robert-Sauve´ en sante´ eten se´curite´ du travail. Brun, J-P.(1999), “Une question d’identite´.Une question de dignite´ humaine,” E ´ change, 13, 2, 2–4. Brun, J-P. (2000), “La reconnaissance: une responsabilite´ digne d’eˆtre partage´e,” lecture from the conferenceTravail, reconnaissance et dignite´ humain, Quebec, Canada. Bourcier, C. and Y. Palobart. (1997). La Reconnaissance: Un Outil de Motivation pour vosSalarie´s [Recognition: A Motivating Tool for Your Employees]. Paris: Les Editionsd’Organisation. Boxall, P., (2003). Labour turnover and retention in New Zealand: The causes and consequences of leaving and staying with employers. Asia Pacific Journal of Human Resources, 41(2), 196–214. Brown, A. 1995, Organisational Culture, Pitman Publishing, London. Cameron, S. J., Horsburgh, M. E., & Armstrong-Stassen, M. (1994). Job satisfaction, propensity to leave, and burnout in RNs and RNAs: A multivariate perspective. Canadian Journal of Nursing Administration, 7(3), 43–64. Cameron, Pierce, Banko, Katherine, and Slyvia (2003).Positive effects of rewards and performance standards on intrinsic motivation. The psychological Record Cameron, K. S., & Quinn, R. E. (2006).Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco: Jossey-Bass. Carr, J.Z., Schmidt, A. M., Ford, J. K., & DeShon, R.P. (2003). Climate perceptions matter: A metaanalytic path analysis relating molar climate, cognitive and affective states, and individuallevel work outcomes. Journal of Applied Psychology, 88(4): 605-619. Carraher, S. M. (2011). Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania. Baltic Journal of Management, 6, 25-52. Carmeli, A. (2005) The relationship between organizational culture and withdrawal intentions and behavior. International Journal of Manpower. 26(2): 177–195. Carnevale D and Wechsler B. (1992). 'Trust in the Public Sector: Individual and Organizational Determinants'. Administration & Society, 23(4): 471-494. Cassell, C. and Symon, G. (1994), Qualitative research in work contexts. In Cassell, C. and Symon, G. (eds.) Qualitative method in organisational research. London: Sage, 1-13. Catteeuw, F., Flynn, E., & Vonderhorst, J. (2007). Employee engagement: Boosting productivity in turbulent times. Organization Development Journal, 25(2), 151. Ceramalus, N. (1999). Workplace bullies: The dark side of business. New Zealand Management, 46, 1-5. CCH Capital Changes (2007), a part of Wolters Kluwer Financial Services. Chadwick-Jones, J. K., Brown, C. A., Nicholson, N., & Sheppard, C. (1971). Absencemeasures: Their reliability and stability in an industrial setting. Personnel Psychology, 24(3), 463-470. Retrieved May 18, 2006, from EBSCOhost database. Chalofsky, N. and Reinhart, C. (1988) Effective human resource development: How to build a strong and responsive HRD function. San Francisco, California, Jossey-Bass. Chatterji M and Tilley C (2002) ‘Sickness, Absenteeism, Presenteeism, and Sick Pay’,Oxford Economic Papers, 54 (4), 669-87. Chaudhury, Nazmul, Jeffrey Hammer, Michael Kremer, Karthik Muralidharan, and F. Halsey Rogers (2005).“Missing in Action: Teacher and Health CareWorker Absence in Developing Countries.”Working paper, World Bank. Chen, X., Tsui, S., & Farh, L. (2002). Loyalty to supervisor vs. organizational commitment: Relationship with the performance of Chinese employees. Journal of Occupational and Organizational Psychology, 75, 339-356. Chen, K., Guan, J. (2010) Mapping the functionality of China's regional innovation systems: A structural approach.China Economic Review. Chen, G. (2011). Motivating and demotivating forces in teams: Cross-level influences of empowering leadership and relationship conflict. Journal of Applied Psychology, 96, 541–557. Chung, Kae (1977). Motivational Theories and Practices.Columbus: Grid Inc. Publishers, Cialdini, R. B., P. K. Petrova, and N. J. Goldstein.(2004).The hidden costs of organizational dishonesty. Sloan Management Review 45, 3: 67–73. Clark, Peter and James Wilson (1961). "Incentive Systems: A Theory of Organizations." Administrative Science Quarterly 6, no. 2 (September): 129-166. CNW Group. (2007, January 3). 50 best employers in Canada overcome workforce challenges, according to Hewitt. Retrieved June 19, 2008, from http://www.newswire .ca/en/releases/archive/January2007/03/c2923.html CNW Group. (2008, January 9). Successful diverse workplaces focus on employee engagement, according to Hewitt Associates. Retrieved June 19, 2008, from http://www.newswire.ca/en/ releases/archive/January2008/09/c7609.html. Coccia, C. (1998) "Avoiding a toxic organization", Nursing Management, Vol. 29 No. 5, pp. 32-4. Conger, J.A. and Kanungo, R.N. (1988), “The empowerment process: integrating theory and practice”, Academy of Management Review, Vol. 19 No. 3, pp. 471-82. Cohen, A., & Golan, R. (2007).Predicting absenteeism and turnover intentions by past absenteeism and work attitudes: An empirical examination of female employees in long term nursing care facilities.Ca-reer Development International, 12(5), 416 – 432. Cohen, D, & Prusak, L (2001).In Good Company: How Social Capital Makes Organizations Work. Harvard Business Press. Cohen, M.S. (1993), ‘The naturalistic basis of decision biases.’ In G.A. Klein, J. Orasanu, R. Calderwood & C.E. Zsambok (Eds.), Decision Making in Action:Models and Methods, Norwood, NJ: Ablex Publishing Corporation, pp. 51-102. Cohen, A. (2003). Multiple commitments at work: An integrative approach. Hillsdale,NJ: Lawrence Erlbaum. Collins, J. (2001). Good to great. Why some companies make the leap … and others don’t. Random House. London Collins, J.C., & J.I. Porras (1994). Built to last.Successful habits of visionary companies. Harper Business, New York Collins, J., Porras, J.I., (2004) Built to Last: Successful Habits of Visionary Companies,, 2nd edn., New York: Harper Corley, A. and Eades, E. (2006) 'Sustaining critically reflective practitioners: competing with the dominant discourse', International Journal of Training & Development, 10(1), 30-40. Covey, S.M.R. and R.R. Merrill, (2006). The Speed of Trust. The One Thing That Changes Everything. New York: Free Press. pp: 5, 29, 34, Coyle-Shapiro, J., & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: Alarge scale survey. Journal of Management Studies, 37, 904-930. Cohen, D, & Prusak, L (2001). In Good Company: How Social Capital Makes Organizations Work. Harvard Business Press. Conway, N., & Briner, R. (2002). Full-time versus part-time employees: Understanding the links between work status, the psychological contract, and attitudes. Journal of Vocational Behavior, 61, 279-301. Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13, 471–482. doi: 10.2307/258093. Coyle-Shapiro, J. A. (2002). A psychological contract perspective on organizational citizenship behavior. Journal of Organizational Behavior, 23(8), 927-946. Retrieved March 22, 2006, from EBSCOhost database. Crabtree, S. (January 13, 2005). Engagement keep the doctor away. Gallup Management Journal. Retrieved August1, 2005, from http://gmj.gallup.com. Creswell, J. (1998). Qualitative inquiry and research design: Choosing among five traditions. Thousand Oaks, CA: Sage. Creswell, J.W. (2007). Qualitative inquiry and research design: Choosing among fiveapproaches (2nd ed.). Thousand Oaks, CA: Sage Publications Inc. Creswell, J. W. (2005). Educational research: Planning, conducting, and evaluating quantitative and qualitative research. Upper Saddle River, NJ: Pearson. Creswell, John (1998). Qualitative inquiry and research design: Choosing among five traditions. Thousand Oaks, CA: Sage. Creswell, John W. (2009).Research Design: Qualitative, Quantitative and Mixed Methods Approaches. Londres: Sage. Crotty, M. (1996).Phenomenology and nursing research. Melbourne: Churchill Livingstone Cullinane, N., & Dundon, T. (2006). The psychological contract: A critical review. International Journal of Management Reviews, 8(2), 113–129. Currall, S.C., Towler, A.J., Judge, T.A. and Kohn, L. (2005) . Pay satisfaction and organizationaloutcomes. Personnel Psychology, 58(3): 613-640. Currie, G. and Kerrin, M. (2003) ‘Human resource management and knowledge management: enhancing knowledge sharing in a pharmaceutical company’, International Journal of Human Resource Management, 14:6, 1027-1045. Dahlberg, K., Drew, N., & Nyström, M. (2001). Reflective lifeworld research. Lund, Sweden: Student litteratur. Dalhberg, K., Dalhberg, H., and Nyström, M. (2008). Reflective lifeworld research (2nd edition). Lund, Sweden: Student litteratur. Dailey, R.C., & Kirk, D.J. (1992). Distributive and procedural justice as antecedents ofjob dissatisfaction and intent to turnover. Human Relations, 45, 305-317. Dalton, D., & Todor, W. (1993). Turnover, transfer, and absence: An interdependent perspective. Journal of Management. 19, 193-219. Das, H. (2007). Recruitment, selection and deployment of human resources.Toronto, ON: Pearson Prentice Hall. Datuk Sri Dr Fong Chan Onn (2006) in his opening speech at Intan Bukit Kiara, www.mohr.gov.my Dawal, S. Z., Taha, Z., and Ismail, Z. (2009). Effect of job organization on job satisfaction among shopfloor employees in automotive industries in Malaysia. International Journal of Industrial Ergonomics. 39: 1–6. Dessler, G. (1993). Winning commitment, New York: McGraw-Hill, Inc. Gebauer, (2006),. Debunking the Myths of Employee Engagement, (2006); Employee Engagement Report deMarrais, K. (2004). Qualitative interview studies: Learning through experience. In K. deMarrais & S. D. Lapan (Eds.), Foundations for research: Methods of inquiry in education and the social sciences (pp. 51-68). Mahwah, NJ: Lawrence Erlbaum Associates. Denzin, N. K. (1989). The research act. Englewood Cliffs, NJ: Prentice Hall. De Ridder, J.A. (2004), “Knowledge sharingin context: the influence of organizational commitment,communication climate and CMC usage on knowledge sharing”,Journal of Knowledge Management, 8 (6)117-30. De Geus, A. (1999) The Living Company – Growth, Learning and Longevity in Business, Nicholas Brearley: London. Dejours, C. (1993), Travail, usure mentale; de la psychopathologie a` la psychodynamique du travail, Paris:Bayard. De Vos, A. and Meganck, A. (2009) 'What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective', Personnel Review, 38(1). De Vos, A., Buyens, D., & Schalk, R. (2005). Making sense of a new employment relationship: Psychological contract-related information seeking and the role of work values and locus of control. International Journal of Selection and Assessment, 13(1), 41-52. De Vita, E. (2007, April 4). Employee engagement. Third Sector, (468), 25. Dishon-Berkovits, M., & Koslowsky, M. (2002).Determinants of employee punctuality. Journal of Social Psychology, 142, 723-739. Dittmar, A., (2007), Corporate governance and the value of cash holdings,Journal of Financial Economics 83, 599-634. Drago, and Mark Wooden (1992). “The determinants of labor absence: economic factors and workgroup norms across countries.” Industrial and Labor Relations Review, Vol. 45, No. 4, pp. 135-141. Duffy, M. K., Ganster, D. C., & Pagon, M. (2002).Social undermining in the workplace.Academy of Management Journal, 45, 331-351. Duxbury, L., & Higgins, C. (2003). Work life conflict in Canada in the new millennium: A status report. Public Health Agency of Canada Domeyer, D. (2007).Keeping a grip on good talent. Office Pro, 67, 10–13 Dooney, J. (2005, November). Cost of turnover. Society of Human Resource Management.Accessed from www.shrm.org, February 6, 2006. Donkin, R. (2007). When engagement doesn't lead to a wedding. Journal of Applied Psychology, 92(6), 1542-1556. Dutton, G. (1998), “The Re-enchantment of Works,” Management Review, 87, 2, 51–54. Edvinsson, L. & Malone, M (1997). Interlectual capital: Realizing your company’s true value by finding its hidden brainpower. New York : Harper Business. Edwards, A., & Shepherd, G. J. (2007). An investigation of the relationship between implicit personal theories of communication and community behavior. Communication Studies, 58, 359-375. Eidgahy, S. Y. (1995) Management of diverse HRD programs: Challenges and opportunities. Personnel Management, 46(3): pp. 15-20. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L.(2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention, Journal of Applied Psychology, 87(3), 565-573. Elbadri, A. N. A. (2001) Training practices of Polish companies: An appraisal and agenda for improvement. Journal of European Industrial Training, 25 (2-4): pp. 69-79. Elfering, A., 2005. Chronic job stressors and job control: Effects on event related coping success and well-being. Journal of Occupational and Organizational Psychology, 78: 237-252. Elangovan, A. R. (2001). Causal ordering of stress, satisfaction and commitment, and intention to quit: Astructural equation analysis. Leadership & Organization Development Journal. 22(4): 159–165. Endres, G.M. & Mancheno-Smoak, L. (2006). The Human Resource Craze: Human Performance Improvement and Employee Engagement. Organization Development Journal, 26(1), 69-78. Endres G. M., and Mancheno-Smoak L. (2008). The Human resource Craze: Human Performance Improvementand Employee Engagement. Organizational Development Journal, Spring 2008; 26, 1; ABI/ INFORM Global pg 69-78. Englebracht, J.D., Martin, J., & Chenoweth, L. (1992), Building human capital via effective management, Journal of Home Economics (84), 36-44 Edvinsson, L., and M.S. Malone, (1997), Intellectual Capital, Piatkus, London. England, G.W. (1967). Organizational goals and expected behavior of American managers. Academy of Management Journal, 10, 107-117. England, G.W. (1975). The manager and his values: An international perspective from the United States. Japan. Korea. India. and Australia. Cambridge, MA: Ballinger. Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: The compensatory roles of leader-member exchange and perceived organizational support, Personnel Psychology, 57(2), 305-332. Einarsen, S., Raknes, B. I., & Matthiesen, S. B. (1994). Bullying and harassment at work and their relationships to work environment quality: An exploratory study. European Work and Organizational Psychologist, 4, 381-401. Evans, R. (2001), The Human Side of School Change; Reform, Resistance, and the Real-life Problems of Innovation, San Francisco, CA: Jossey-Bass. Ewing, M., Pitt, L., deBussy, N., & Berthorn, P. (2002). Employment branding in the knowledge economy. International Journal of Advertising, 21, 3-22. Fabi, B., Martin, Y., and Valois, P. (1999), “Favoriser l’engagement organisationnel des personnes oeuvrant dansdes organisations en transformation; quelques pistes de gestion prometteuses,” Gestion, 23, 3, 102–113. Fard, H. D., Ghatari, A. R., & Hasiri, A. (2010). Employees’ morale in public sector: Is organizational trust an important factor? European Journal of Scientific Research, 46(3), 378-390. Fay, D., & Frese, M. (2000). Conservatives’ approach to work: Less prepared for future work demands? Journal of Applied Social Psychology, 30(1), 171-195. Fay, C. H., & Maurer, S. E. (1986). Developing compensation programs for the small business. Retrieved 8/7/2002. Feather, N. T. (2002). Values and value dilemmas in relation to judgments concerning outcomes of an industrial conflict. Personality and Social Psychology Bulletin, 28, 446-459. Feathers, N. (1995), “Values, Valences, and Choice: The Influence of Values on the Perceived Attractiveness and Choice of Alternatives”, Journal of Personality and Social Psychology, June, vol 68, no 6. pp 1135-1151. Fenwick, T. (2005) 'Conceptions of Critical HRD: Dilemmas for Theory and Practice', Human Resource Development International, 8(2), 225-238. Fernald Jr. L., Solomon, G., and Bradley, D. (1999) Small business training and development in the United States. Journalof Small Business and Enterprise Development, 6 (4): pp. 310-325. Fernandez, Roberto M., Emilio J. Castilla, and Paul Moore. (2000). “Social Capital at Work: Networks and Employment at a Phone Center.” American Journal of Sociology 105: 1288-1356. Field, F. and Ford, B. (1995), Managing Organisational Learning: From Rhetoric to Reality, Longman, Melbourne. Firth, L., Mellor, D. J., Moore, K. A., and Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology. 19(2): 170–187. Fleetwood, S. Hesketh, A. (2006) ‘High Performance Work Systems, Organisational Performance and (Lack of) Predictive Power’, Journal of Critical Realism, Vol. 5, No. 2, 228250. Fincham, F. D (2001)., Thinking Critically About Intellectual Capital Accounting, Accounting, Auditing and Accountability Journal, 14.4, pp 383-398. Finegold, D., Mohrman, S. A., & Spreitzer, G. (2002).Age Effects on the Predictors of Technical Workers’ Commitment and Willingness to Turnover. Journal of Occupational Behavior, 23(1), 1-20. Fitz-enz, J., (2000), The ROI of Human Capital, Amacom, New York. Flamholtz, E.G. (1999). ‘Human Resource Accounting, Advances in Concepts, Methods, and Applications’, 3rd ed., Massachusetts, Kluwer Academic. Fleming, J.H., C. Coffman & J.K. Harter (2005).Manage your human Sigma. Harvard Business Review, 83 (7), 106-115. Flowers, V. S., & Hughes, C. L. (1973), Why employees stay. Harvard Business Review, 51, 49-60. Folger, R., & Cropanzano, R. (1994).Organizational justice and human resource management. Thousands Oak: Sage Publications. Fombrun, C. & Foss, C.( 2004), ‘Business ethics corporate response to scandal’, Corporate Reputation Review, vol.7, no. 2, pp. 284-288. Ford, M.T., Heinen B.A.,& Langkamer K.L.J. (2007). Work and family satisfaction and conflict: a meta-analysis of cross-domain relations. Journal of Applied Psychology, 92, 57-80. Forrest, A. (1995) “Empowerment: understanding the bottom-line benefits” Works Management, January, 10-12. Forrester, R. (2000), “Empowerment: rejuvenating a potent idea”, Academy of Management Executive, Vol. 14 No. 3, pp. 67-80. Fox, M. (1994). The Reinvention of Work: A New Vision of Livelihood for Our Time. Harper SanFrancisco San Francisco, CA. Frank, F., Finnegan, R., & Taylor, C. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human Resource Planning, 27(3), 12-25. Freeman R.B.(1978), «Job Satisfaction as an Economic Variable», American economic association 68, 135-141. Frohman, A. L. 1997. Igniting organizational change from below: The power of personal initiative. Organizational Dynamics, 25(3): 39-53. Fuller, J.B., T. Barnett, K. Hester and C. Relyea. (2003), “A Social Identity Perspective on the Relationship between Perceived Organizational Support and Organizational Commitment”, The Journal of Social Psychology, 143 (6), 789-791. Furnham, A., Chamorro-Premuzic, T., & Moutafi, J. (2005). Personality and intelligence: gender, the Big Five, self-estimated and psychometric intelligence. International Joumai of Selection and Assessment, 13, 11-24. Furnham, A. (2006). Creativity, intelligence, and personality: a critical review of the scattered literature. Genetic, Social, and General Psychology Monographs, 132(4), 355−429. Gadamer, H-G.& Dutt, C. (2001). Hermeneutics. In R. Palmer (Ed.; Transl),Gadamer in Conversation (pp.36-60). New Haven, CT: Yale University Press. Gallagher, S. (1992), Hermeneutics in Education. New York: State University of New York Press. Galletta, M., Portoghese, I., & Battistelli, A. (2011) Intrinsic motivation, job autonomy and turnover intention in the Italian healthcare: The mediating role of affective commitment. Journal of Management Research, 3, 1-19. Galperin, B.L. (2002),"Determinants of deviance in the workplace: an empirical examination in Canada and Mexico", unpublished doctoral dissertation. Concordia University. Montreal. Gambetta, D. (1988). Trust: Making and Breaking Cooperative Relations. Oxford, Blackwell. Garza, G. (2007). Varieties of phenomenological research at the University of Dallas: an emerging typology. Qualitative Research in Psychology, 4, 313-342. Gardulf, A., Söderström, I.-L., Orton, M.-L., Eriksson, L. E., Arnetz, B., & Nordström, G. (2005). Why do nurses at a university hospital want to quit their jobs? Journal of Nursing Management, 13, 329-337. Garavan, T. N. (1991) Strategic human resource development. International Journal of Manpower, 12 (6): pp. 21-34. Garavan, T.N., Costine, P. and Heraty, N. (1995) The emergence of strategic human resource development. Journal of European Industrial Training, 19 (10): pp. 4-10. Garavan, T.N., Heraty, N. and Morley, M. (1998) Actors in the HRD process: An exploratory study.International Studiesof Management and Organization, 28 (1): pp.114. Garavan, T.N., Heraty, N., and Barnicle, B. (1999) Human resource development literature: Current issues, priorities and dilemmas. Journal of European Industrial Training, 23 (4-5): pp. 169-179. Garavan, T.N.; Morley, M.; Gunnigle, P. and McGuire, D. (2002). Human resource development and workplace learning: Emerging theoretical perspectives and organizational practices. Journal of European Industrial Training, 26 (2-4): pp. 60-71. Garavan, T. N. (2007) 'A Strategic Perspective on Human Resource Development', Advances in Developing Human Resources, 9(1). Garavan, T. N., McGuire, D. and O'Donnell, D. (2004) 'Exploring Human Resource Development: A Levels of Analysis Approach', Human Resource Development Review, 3(4), 24. Garza, G. (2007). Varieties of phenomenological research at the University of Dallas: an emerging typology. Qualitative Research in Psychology, 4, 313-342. Gaziel, H.H. (2004). Predictors of absenteeism among primary school teachers.Social Psychology of Education, 7(4), 421-434. Garvin, David A (1993). “Building a learning organization.” Harvard Business Review, Vol.71, Nr.4: 78-91. Gayathri, R. R., (2012). Employee retention strategies in BPO's: An empirical investigation. Interdisciplinary Journal of Contemporary Research in Business, 3(12), 572-583. Gearing, R. E. (2004).Bracketing in research: A typology. Qualitative Health Research, 14, 1429-1452. Ghauri, P., Gronhaug, K., & Kristianslund, I. (1995). Research Methods in Business Studies: A Practical Guide. New York: Prentice Hall. Giacolone, R.A. and Greenberg, J. (1997), Antisocial Behavior in Organizations, Sage Publishing, Thousand Oaks, CA. Gibson, J.L., Ivancevich, J.M. & Donnely, J.H., Jr. (2000). Organisations behavior structure processes. Irwin McGraw-Hill. Gilbert, T.F. (1996). Human Competence.Silver Spring, MD: International Society for Performance Improvement. Gilley, J. W. and Maycunich, A. (2000) Organisational Learning, Performance and Change.An Introduction to Strategic Human Resource Development. Cambridge, Massachusetts: Perseus Publishing. Gilley, J.W., Boughton, N.W., & Maycunich, A. (1999).The performance challenge. Cambridge, MA: Perseus Books. Gilley, J.W., Eggland, S.A. and Gilley, A.M. (2002) Principles of Human Resource Development. (2nd ed) Cambridge, Perseus Publishing. Giorgi, A., & Giorgi, B. (2003b). Phenomenology. In J. A. Smith (Ed.), Qualitative psychology: A practical guide to research methods (pp. 25-50). London: Sage Publications. Giorgi, A. (1989). One type of analysis of descriptive data: procedures involved in following a phenomenological method. Methods 1, 39-61. Giorgi, A. (1997). The theory, practice, and evaluation of the phenomenological method as a qualitative research procedure, Journal of Phenomenological Psychology, 28(2), 235-260. Grandey, A. A., Cordeino, L. B., & Crouter, C.A. (2005).A longitudinal and multi-source test of the work-family conflict and job satisfaction relationship.Journal of Occupational and Organizational Psychology, 78, 305-323. Grant, A. M. (2008). Does intrinsic motivation fuel the prosocial fire? Motivational synergy in predicting persistence, performance, and productivity.Journal of Applied Psychology, 93(1), 48-58. doi: 10.1037/0021-9010.93. 1.48. Garcia-Serrano, C. (2011). Does size matter? The influence of from-size on working conditions, job satisfaction and quit intentions. Scottish Journal of Political Economy, 58, 221-247. Gayathri, R. R.(2012). Employee retention strategies in BPO's: An empirical investigation. Interdisciplinary Journal of Contemporary Research in Business, 3(12), 572-583. Retrieved from http://www.ijcrb.webs.com/. Grawitch, M., Gottschalk, M., and David, M. (2006), “The Path to a Healthy Workplace: A Critical ReviewLinking Healthy Workplace Practices, Employee Well-being, and Organizational Improvements,”Consulting Psychology Journal: Practice and Research, 58, 3, 129–147. Greenwich, CT, JAI Press. 14: 231-266. A. C. Edmondson (2002). “The local and variegated nature of learning in organizations.” Organization Science 13, 2: 128-146. Also see Rice, A. K. (1958). Productivity and social organization : The Ahmedabad experiment. London: Tavistock Greenberg, J. 1990. “Yesterday, Today, and Tomorrow.”Journal of Management , 16 (2), 399‑432. Griego, O.V., Geroy, G.D., and Wright, P.C. (2000), “Predictors of Learning Organizations: A Human Resource Development Practitioner’s Perspective,” The Learning Organization: An International Journal, 7, 1, 5–12. Grojer, J.E. (1997). Editorial.Journal of Human Resource Costing and Accounting, 2 (2), 7-8. Globoforce Workforce Mood (2011) Tracker Goleman, D. (2002). Primal leadership: Realizing the power of emotional intelligence. Boston: Harvard Business School. Goddard, Larry (1993). Corporate Intensive Care: Why business fail and how to make them succeed, Cleveland, Ohio: York Publishing Company. Godkin, L., & Allcorn, S. (2011). The narcissistic manager, avoidant organization, and interruptions in organizational learning. International Journal of Organization Theory & Behavior, 14(1), 58-82. Gostick, A. (2007). The carrot principle. Leadership Excellence, 24(3), 17. Gould-Williams, J., (2003) “The importance of HR practices and workplace trust in achieving superior performance: A Study of Public-Sector Organizations" International Journal of Human Resource Management: 14: 1: 28-54. Guest, Greg; Bunce, A & Johnson, L (2006). "How many interviews are enough? An experiment with data saturation and variability". Field Methods, 18(1), 59-82. Guth, W. T. and Tagiuri, Renato.“Personal Values and Corporate Strategies”.Harvard BusinessReview, September – October, p. 126, 1965. Gurwitsch, A. (1966). The conception of consciousness in Kant and Husserl Studies in phenomenology and psychology, 148-174, Evanstan,IL: Northwestern University Press. Guthrie, J.T., Schafer, W.D., & Huang, C. (2001). Benefits of opportunity to read and balanced reading instruction for reading achievement and engagement: A policy analysis of state NAEP in Maryland. Journal of Educational Research, 94(3), 145-162. Gunningham, Neil & Darren Sinclair (2009) “Organizational Trust and the Limits of Management-Based Regulation.” Law & Society Review 43: 865-99 Hamermesh D.S. (2001), The Changing Distribution of Job Satisfaction», Journal of Human Resources, 36, 1-30. Hammersley, M. (1992). What’s wrong with ethnography? Methodological exploration. London: Routledge. Hammersley,M. (1987). Some notes on the terms “validity” and “reliability.” British Educational Research Journal, 13, 73-81. Hammonds, K. H. (2005). ―Why We Hate HR.‖ Fast Company, Issue 97 August, 40-47. Hand, J. and B. Lev, (2003), Intangible Assets: Values, Measures, and Risks, London, England, Oxford University Press. Hand, J.R.M. (2003).The increasing returns-to-scale of intangibles. In J. Hand & B. Lev (Eds.) Intangible assets: Values, measures and risks. New York: Oxford University Press. Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37, 60-78. Hakimi, N. (2010). Leader empowering behaviour: The leader's perspective. British Journal of Management, 21, 701–716. doi:10.1111/j.1467-8551.2010.00703. Half, R. (1996). “How do I keep good people when my budget is cut?” Management Accounting, 78(5), 14. Harrison, R. (2000) Employee Development. (2nd ed) London, Institute of Personnel and Development Harrison, R. and Kessels, J. (2004) Human Resource Development in a Knowledge Economy: An Organisational View. New York: Palgrave MacMillan. Harter, J. K., Schmidt,F.L., Hayes, T.L. (2002) “Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.”Journal of Applied Psychology 87: 2: 268-279. Hauge, L. J., Skogstad, A., & Einarsen, S. (2010). The relative impact of workplace bullying as a social stressor at work.Scandinavian Journal of Psychology, 51(5), 426-433. Harvey, A. (2007) “Engagement drives bottom line.” Canadian HR Reporter 20: 14 :20. Hayes, C. T., & Weathington, B. L. (2007).Optimism, stress, life satisfaction, and job burnout in restaurant managers.Journal of Psychology, 141(6), 565-579. Heather R. Huhman (2011), Hey Employers: Here's How You Can Brand Yourselves For Job Candidates Read more: http://articles.businessinsider.com/2011-03-08/strategy/3007 0195_1_brand-promise-employer-personal-branding/2#ixzz26b0O f4tD. Heidegger, M. (1998).Pathways. William McNeill (Ed.). Cambridge: Cambridge University Press.(Original work published in 1967) Heneman, H. G. III, & Judge, T. A. (2000).Compensation attitudes. In S. L. Rynes & B.Gerhart (Eds.) Compensation in Organizations: Current Research and Practice, 61-103. SanFrancisco, CA: Jossey-Bass. Henry, Sue (1990). "Non Salary Retention Incentives for Social Workers in Public MentalHealth." Administration in Social Work 14, no. 3: 1-16. Hendrickson, A. R.(2003). Human Resource Information Systems: Backbone Technology of Contemporary Human Resources. Journal of Labor Research, 24(3): 381-394. Hennessey, B. A., & Amabile, T. M. (2010). Creativity. Annual Review of Psychology, 61(1), 569–598. Hess, F. M. (2005). Urban School Reform: lessons from san Diego. Harvard Education Press. Heraty and Morley (2002) Management development in Ireland: The new organizational wealth? Journal of ManagementDevelopment, 22 (1): pp. 60-82. Hershcovis, M. S. (2011). ―Incivility, social undermining, bullying… oh my!‖: A call to reconcile constructs within workplace aggression research. Journal of Organizational Behavior, 32(3), 499-519. Herman, R. E. and J. L. Gioia (1998).“Making Work Meaningful: Secrets of the Future-Focused Corporation,” Futurist, 32(9)24-38. Henard, David H. and M. Ann McFadyen. (2008). Making Knowledge Workers More Creative. Research Technology Management 51(Iss 2), pp. 40-47. Hill, R and Stewart, J. (2000) Human resource development in Small Organisations: Journal of European Industrial Training. Bradford. 24 (2-4): pp. 105. Hill, R. (2004) Why HRD in small organisations may have become a neglected field of study. In Stewart, J. and Beaver,G. (2004) HRD in Small Organisations: Research and Practice. London, New York: Routledge. Hirschfeld, R. R., Schmitt, L. P., & Bedeian, A. G. (2002).Job-content perceptions, performance–reward expectancies, and absenteeism among low-wage public-sector clerical employees.Journal of Business and Psychology, 16, 553−564. Hislop, D. (2003). Linking human resource management and knowledge management via commitment: A review and research agenda.Employee Relations, 25 (1/2), 182-202. Hirschman,A.O. (1970) Exit, voice, and loyalty: responses to decline in firms, organizations, and states. Cambridge, MA: Harvard University Press. Hochwarter, W. A., Witt, L. A., Treadway, D. C., & Ferris, G. R. (2006). The interactionof social skill and organizational support on job performance, Journal of AppliedPsychology ,91(2), 482-489. Holmlund, B. (2004,). Sickness absence and search unemployment. Munich: Centerfor Economic Studies & Institute for Economic Research. Hodson, R. (1985)Workers comparisons, Social Science Quarterly, 66, 266–80. Hodson, R. (2001). Dignity at work. Cambridge, UK: Cambridge University Press. Holtz R. (2004). Group cohesion, attitude projection, and opinion certainty: beyond interaction.Group Dynam. 8:112–25 Hom PW, Griffeth RW (1995). Employee turnover, South Western college publishing , Cincinnati, OH pp. 200-340 Hom, P. W., & Kinicki, A. J. (2001). Toward a greater understanding of how dissatisfaction drives employee turnover [Electronic version]. Academy of Management Journal, 44(5), 975-987. Retrieved August 10, 2005, from ProQuest database. Honneth, A. (1992). Integrity and disrespect: Principles of a conception of morality based on thetheory of recognition. Political Theory, 20 (2): 187-201. Hornstein, H.A., Michela, J.L., Van Eron, A.M., Cohen, L.W., Heckelman, W.L., Sachse-Skidd, M., & Spencer, J.L. (1995). Disrespectful supervisory behavior: Effects on some aspects ofsubordinates’ mental health. Unpublished manuscript, Teachers College, Columbia University. Hughely A.W & Mussnug, K.J (1997) Designing effective training programmes. Training for quality, 5(2): 52-57 Huselid, M. A. (1995). The impact of human resource management practices onturnover, productivity, and corporate financial performance. Academy ofManagement Journal, 38, 635-72. Lambert, E., Hogan, N., & Barton, S. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. Social Science Journal, 38, 233-250. Lipiec, J. (2001). Human Resource Management Perspective at the turn of the Century. Public Personnel Management. Vol 30 No 2 pp 137-45. International Labour Organisation (ILO) Inglehart, R. (1997). Modernization and post modernization. Princeton, NJ: Princeton University Press Jacobson, Stephen (1989). "The Effects of Pay Incentives on Teacher Absenteeism." The Journal of Human Resources 24, no. 2: 280-286. Jaramillo, F., Mulki, J. P., and Locander, W. B. (2006). The role of time wasted in sales force attitudes and intention to quit. International Journal of Bank Marketing. 24(1): 24 – 36. Jamieson, D., & O’Mara, J. (1991). Managing the workforce 2000. San Francisco: Jossey-Bass. Jerrard, R., Ingram, J., & Hands, D. (2002). Design management case studies. London: Routledge. John A. McFarland, CEO of Baldor Electric Co., (Business Week). Johanson, (1998). The personnel economics institute after ten years :What has been achieved and where we are we going?” Journal of Human Resource Costing and Accounting, 3 (2), 65-76. Johnson, G (1997), Exploring Corporate Strategy. Fourth ed. NewYork. Prentice Hall. Joshua V. Rosenberg, (2003). "Nonparametric pricing of multivariate contingent claims," Staff Reports 162, Federal Reserve Bank of New York. Jui-Chen Chen, Jung-Yao Hung (2006), Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America, Leadership & Organization Development Journal, 27 (4), 242-249 Kalleberg, A. L. and Loscocco, K. A. (1983) Aging, values and rewards explaining age differences in job satisfaction, American Sociological Review, 48, 78–90. Kelleher, B. (2011a). Employee engagement and retention. MWorld, 10, 36-39. Retrieved from http://www.amanet.org. Kamoche, K. 1996. Strategic Human Resource Management within aResource-Capability View of the Firm .Journal of Management Studies, 33, 2: 213-33. Kant, I. (1993).Grounding for the metaphysics of morals. Indianapolis: Hackett. Kahn, W. (1990, December). Psychological conditions of personal engagement and disengagement at work. Academy of Management, 33(4), 692-724. Kahn, R., (1964). Organizational stress. New York, NY: Wiley and Sons. Kerr, A. and McDougall, M. (1999) The small business of developing people. International Small Business Journal.London. 17 (2): pp. 65-74. Kernis, M. H. (Ed.). (2006). Self-esteem issues and answers: A sourcebook of current perspectives. New York, NY: Psychology Press Kiefer, T. (2005).‘Feeling bad: antecedents and consequences of negative emotions in ongoing change’. Journal of Organizational Behavior, 26, 875–97. Kim, J., Sorhaindo, B., & Garman, E. T. (2006).Relationship between financial stress and workplace absenteeism of credit counseling clients. Journal of Family and Economic Issues, 27(3), 458-478. DOI: 10.1007/s10834-006-90024-9. Kish-Gephart, J.J (2010). Bad apples, bad cases, and bad barrels: Meta-analytic evidence about sources of unethical decisions at work. Journal of Applied Psychology, 95, 1-31. Klein, D. A. (1997).The strategic management of intellectual capital. Boston: Butterworth-Heinemann. Klein, D. (1998). The strategic management of intellectual capital, Woborn, MA: Butterworth-Heinermann. Kleinsorge, R. (2010). ―Expanding the Role of Succession Planning. T&D, Volume 64, Number 4, 66-69. Klie, S. (2007). Senior leadership drives employee engagement: Study. Canadian HR Reporter, 20(20), 1. Kok, C. H. R. (2011). A revolt against old order, PUTIK LADA from The Star Online. Konczak, L. J. (2000). Defining and measuring empowering leader behaviors: Development of an upward feedback instrument. Educational and Psychological Measurement, 60, 301–313. Kohn, M. L. (1969). Class and conformity.Homewood, Il.: Dorsey Press. Koch, T. (1995). Interpretive approaches in nursing research: The influence of Husserl andHeidegger. Journal of Advanced Nursing, 21, 827-836. Kouzes, J., & Posner, B. (2006).A leader’s legacy.San Francisco: Jossey-Bass. Kreitner, R. & A. Kiniki, (2004). Organizational Behavior 5e. New York, NY: Irwin/ McGraw-Hill. Kurz R. and Bartram D. 2002. 'Competency and individual performance: modelling the world of work'. In Robertson, I.T., Callinan, M. And Bartram, D. (Eds), Organisational Effectiveness: The Role of Psychology, Wiley, Chichester, 227-55. Lado, A.A. and Wilson, C.M. (1994), Human Resource Systems and Sustained Competitive Advantage, A Competency .Based Perspective, Academy of Management, Review, Vol.19, pp.699-727. Laschinger, H.K.S. & Finegan, J. (2005).Using empowerment to build trust and respect in theWorkplace: A strategy for addressing the nursing shortage.Nursing Economics, 23(1): 6-13. Labianca, G. Brass, D.J. & Gray, B. (1998). Social networks and perceptions of intergroup conflict:The role of negative relationships and third parties. Academy of Management Journal,41(1): 55-67. Lee, S. H., Lee, T. W., & Lum, C. F. (2008). The effects of employee services on organizational commitment and intentions to quit. Personnel Review, 37(2), 222-237. Lee PCB (2003). Going beyond career plateau: using professional plateau to account for work outcomes. J. Manage. Deve. 22(6): 538-551 Leonard-Barton, D. (1995). Wellsprings of knowledge: Building and sustaining the sources of innovation. Boston, Harvard Business School Press and Sitkin, S. B. (1992).“Learning through failure: the strategy of small losses.”Research in Organizational Behavior.L. L. Cummings and B. Staw. Lev, B., (2001), Intangibles: Management, Measurement, and Reporting,Washington, D.C., Brookings Institution Press. Lev, and Sougiannis (2003). “The Capitalisation, Amortisation and Value-relevance of RandD”, Levering, R. (1988). A great place to work. New York: Random House Lévy-Garboua L. and C. Montmarquette (2004), «Reported Job Satisfaction: What Does it Mean? , Journal of Socio-Economics 33,135-151. Lévy-Garboua L., C. Montmarquette and V. Simonnet (2004), « Job Satisfaction and Quits , TEAM Working Paper, Paris I University. Little B. & Little, P. (2006). Employee engagement:conceptual issues. Journal of Organizational Culture, Communications and Conflict 10.1,111. Likert, R (1967). The Human Organization: Its Management and Value, NY: McGraw-Hill Book Company. Linhart, D., and Linhart, R. (1998), “L’e´volution de l’organisation du travail,” in Le monde du travail,eds. J. Kergoat, J. Boutet, H. Jacot, and D. Linhart, Paris: La De´couverte, pp. 64–89. Lincoln, Y. S., & Guba, E. G. (1985).Naturalistic inquiry. Beverly Hills, CA: Sage. Linda H (1997). A review of the literature on employee empowerment.Empowerment in organizations,.5(.4): 202-212 Lin, N., (2001). Social Capital: Theory and Research. NY: Aldine DE Gruyter. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Beverly Hills, CA: Sage. Lim, S.(2008) . Personal and workgroup incivility: Impact on work and health outcomes. Journal of Applied Psychology, 93(1), 95-107. Lippit, M. (1997), “Creating a Learning Environment,” Human Resources Professional, 10, 5, 23–26. Liu, Y., J. G. Combs, D. J. Ketchen Jr. and R. D. Ireland (2007).―The Value of Human Resource Management for Organizational Performance. Business Horizons, Volume 50, Number 6, 503-511. Lloyd, C. (2002) Training and development deficiencies in ‘high skill’ sectors. Human Resource Management Journal, 12(2): pp. 64-81. Locke, E. (1976). The nature and causes of job satisfaction. In M. Dunnette (Ed.),Handbook of industrial and organizational psychology (pp. 1297-1350). Chicago,IL: Rand McNally. Lodahl T, and Keyner M, The definition and measurement of job involvement. Journal of Applied Psychology 49, 1965 pp. 24 -33. Lodahl, T., and Kejner, M. (1965).The definition and measurement of job involvement.Journal of Applied Psychology, 49, 24-33. Lord, R. G., Hages, P. J., & Godfrey, E. G. (2003). Integrating neural networks intodecision-making and motivational theory: Rethinking VIE theory. CanadianPsychology, 44(1), 21-38. Losey, M., S. R. Meisinger and D. Ulrich (2005). ―Conclusion : Reality, Impact, and Professionalism.Human Resource Management, Volume 44, Number 2, 201-206. Low, L (1998) Human resource development in the Asia-Pacific.Asian-Pacific Economic Literature, 12 (1): pp. 27-40. Lowe, P (2002): “Credit risk measurement and procyclicality”, BIS Working Papers, no 116, Basel, September. Malaysia, Government (1971) First Outline Perspective Plan, 1971-1990. National Printing Department. Kuala Lumpur Malaysia, Government (1991) Second Outline Perspective Plan, 1991-2000. National Printing Department. Kuala Lumpur Mangione, J.W. and Quinn, R.P. (1975), ‘‘Job satisfaction, counter-productive behavior and drug use at work’’, Journal of Applied Psychology, Vol. 60, pp. 114-16. Marsick, V. J., & Watkins, K. E. (1999). Facilitating learning organizations: Making learning count. Aldershot, England: Gower., p. 81 Margolis, Joshua D. (2001) . Responsibility in organizational context. Business Ethics Quarterly, 11(3): 431-454. Marshall, C., & Rossman, G. B. (2006).Designing qualitative research (4th ed.). Thousand Oaks, CA: Sage Publications Maslach, C., Schaufeli, W. B., & Leiter, M. P, ( 2001). Job burnout. Annual Review of Psychology, 52: 397-422. Maslach, C., & Leiter, M. P. (1997) . The truth about burnout: How organizations cause personal stress and what to do about it. San Francisco, CA: Jossey-Bass. Maslach, C., Jackson, S. E., & Leiter, M. P. (1996). The Maslach burnout inventory (3rd ed.). Palo Alto, CA: Consulting Psychologists Press. Maslow, Abraham. (1998). Hard Work and Common Sense: Maslow on Management. Wiley & Sons. Maslow, A. H. (1941). Deprivation, threat, and frustration.Psychological Review, 48,364-366. Maslow, A. H. (1998). Maslow on management. New York: Wiley. Maxwell, J. A. (1992). Understanding and validity in qualitative research. Harvard Educational Review, 62, 279-300. Maylor, H. and Blackmon, K. (2005) Researching Business and Management, Palgrave Macmillian, NY. Mazni, A. & Roziah, M.R. (2011).Towards developing a theoretical model on the determinants of workplace deviance among support personnel in the Malaysian Public Service Organisations. http://www.google.co.zw#hl-enfsclient=psy-abl. 3/06/2012 McBain, R. (2007,). The practice of engagement.Strategic HR Review, 6(6), 16. McClelland’s Theory of Needs McClelland, D. (1961). The achieving society. Princeton, NJ: Van Nostrand Reinhold. McClelland D.C. 1973. 'Testing for competence rather than intelligence'. American Psychologist, S(1): 1-14. McCracken, M. and Wallace, M. (2000) Towards a redefinition of strategic HRD. Journal of European Industrial Training, 24 (5): pp. 281-290. McGregor, D. (1960). The human side of enterprise. New York: McGraw-Hill. McGoldrick, J. and Stewart, J. (1996) The HRM-HRD nexus in Stewart, J. and McGoldrick, J. (eds) Human Resource Development: Perspectives, Strategies and Practice. London: Prentice Hall. McGuire, D. (2007) 'Metaperspectives and HRD: Lessons for Research and Practice', Advances in Developing Human Resources, 9(1), 19. Mckenna, E., & Beech, N. (2002) Human Resources Management: a concise analysis. Dorset/UK financial Times/Prentice Hall McKnight, D. H., Cummings, L. L., & Chervany, N. L. (1998). Initial trust formation in new organizational relationships. Academy of Management Review, 23: 473-490. McKnight, D. H., Ahmad, S. and Schroeder, R. G. (2001). When do feedback, incentive control and autonomy improve morale? The importance of employee-management relationship closeness.Journal of Managerial Issues, 13(4), 466-482. McLEOD, John (2001). Qualitative Research in Counselling and Psychotherapy, London: Sage Publications. McMillan, J. (2008). Educational research: Fundamentals for the consumer (5th ed.). Boston, MA: Pearson Education. Merriam, S. B. (2002). Introduction to qualitative research. In S. B. Marriam & Associates, Qualitative research in practice. Examples for discussion and analysis (pp. 3-17). San Francisco, CA: Jossey-Bass. Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resources Management Review, 11, 299-326. Meyer, J.P and Allen N.J., (1996).“Affective, continuance and normative commitment to the organization: An examination of construct validity”, Journal of Vocational Behavior 49 pp. 252-276. Miceli, M.P., and Mulvey, P.W. (2000) Consequences of satisfaction with pay systems: Two field studies.Industrial Relations. 39(1), 62-87. Mitchell, T.R., Holtom, B.C., Lee, T.W., & Graske, T. (2001). How to keep your best employees: Developing an effective retention policy. Academy of Management Executive, 15(4), 96-109. Mitchell and Ambrose, (2007) — M.S. Mitchell and M.L. Ambrose, Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs, Journal of Applied Psychology 92 (2007), pp. 1159–1168. Milkovich, G. T., J. Newman and N. Cole (2010) Compensation (3rd. Canadian ed.). Toronto: McGraw-Hill Ryerson. Miner, J. B. (198) Theories of organizational behavior. Hinsdale, Ill: Dryden. Mone and London (2010) defined employee engagement is “a condition of employee who feels involved, committed, passionate, and empowered and demonstrates those feelings in work behavior”. Morgan, G.,(1986), Images Of Organization, London, Sage.p.105. Morin, E. (1996), “L’efficacite´ organisationnelle et le sens du travail,” in La queˆte du sens: ge´rer nosorganisations pour la sante´ des personnes, de nos socie´te´s et de la nature, eds. T. Pauchant, Montre´al:Que´bec-Ame´rique/Presses HEC, pp. 259–287. Morin, E. (2001), “Une approche humaniste dans les organisations,” paper presented at Oser de´couvrir,transformer, cre´er; une vision humaniste de l’organisation du travail, CHUQ, Mouritsen, J. (1998). ‘Driving growth: economic value added versus intellectual capital’, Management Accounting Research , Vol. 9, No. 4, pp. 461–83. Moliner, C., Martínez-Tur, V., Peiró, J. M., Ramos, J., & Cropanzano, R. (2005). Relationships between organizational justice and burnout at the work-unit level. International Journal of Stress Management, 12(2): 99-116. Morse, Janice M. (1994). Designing funded qualitative research. In Norman K. Denzin& Yvonna S. Lincoln (Eds.), Handbook of qualitative research (2nd ed., pp.220-35). Thousand Oaks, CA: Sage. Morse, Janice M. (1995). The significance of saturation. Qualitative Health Research, 5(3), 147-149. Morse, J. M. (1999). Myth #93: Reliability and validity are not relevant to qualitative inquiry. Qualitative Health Research, 9, 717-718. Morse, J. M. (Ed.). (1994). Qualitative nursing research: A contemporary dialogue. Newbury Park, CA: Sage Publications. Morrison, E. W. (2011). Employee voice behavior: Integration and directions for future research. The Academy of Management Annals, 5, 373–412.

Employee Being Undervalued at Work: A Phenomenological Study

Similar Items