SERVING MORE THAN ONE MASTER - Consequences of Job Demands and Resources on Intrinsic Career Success in Multinational Matrix Organizations
Memonen, Tarita (2015)
2015
Kuvaus
Opinnäytetyö kokotekstinä PDF-muodossa.
Tiivistelmä
Research shows that multinational matrix organizations have inherent disadvantages and advantages both on organizational and individual level. This study sheds light on the perceived demands and resources of the matrix work environment, and their impact on the individuals’ intrinsic career outcomes.
The study follows a qualitative research approach utilizing semi-structured theme interviews for sample consisting of ten employees working in a multinational matrix organization.
Main findings of this study suggest there are demands and resources in the matrix work environment that are perceived on organizational level, organization of work and task level, interpersonal as well as personal level. The main demands - role conflict, role ambiguity and role overload – indicate negative intrinsic career outcomes. The main resources - co-workers, sense of personal development and optimism - indicate positive career outcomes.
As a practical implication this study suggests managers should survey their employees and define steps to minimize the negative effects of the most pressing demands, and enforce the right mediating resources.
This study contributes to the literature on both multinational matrix organizations as well as the JD-R model, and shows its applicability in examining employee wellbeing in different business contexts.
The study follows a qualitative research approach utilizing semi-structured theme interviews for sample consisting of ten employees working in a multinational matrix organization.
Main findings of this study suggest there are demands and resources in the matrix work environment that are perceived on organizational level, organization of work and task level, interpersonal as well as personal level. The main demands - role conflict, role ambiguity and role overload – indicate negative intrinsic career outcomes. The main resources - co-workers, sense of personal development and optimism - indicate positive career outcomes.
As a practical implication this study suggests managers should survey their employees and define steps to minimize the negative effects of the most pressing demands, and enforce the right mediating resources.
This study contributes to the literature on both multinational matrix organizations as well as the JD-R model, and shows its applicability in examining employee wellbeing in different business contexts.