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This article discusses the factors affecting a student's engagement in the classroom. Student predispositions toward work are examined, and four work orientations are described. It is concluded that the traditional educational environment is conducive to only one of the four orientations. Suggestions are given for developing pedagogies that appeal to students of each orientation.

AbstractThe subject of this study is work orientations, their change over time, as well as their distribution among the economically active citizens of Serbia. Particular attention is paid to work-motivated spatial mobility. The aim of this study is twofold: firstly, to determine which work orientations have been the most important for economically active individuals in the period of consolidation of the capitalist system in Serbia and to explore and explain the changes in their choices that have occurred since 2000; and secondly, to examine whether there are differences in prioritizing work orientations among actors with various social characteristics. The method of comparative analysis used in this paper was possible due to survey data collected during longitudinal research conducted by the Institute for Sociological Research in Belgrade over the last twenty years.

This article studies the gender gap in job satisfaction and argues that the observed gender difference is a consequence of the heterogeneity in work orientations between men and women. Using data from the 2006 Skills Survey, the analysis yields three major findings. The first shows that women, either in full-time or part-time employment, report significantly higher levels of job satisfaction than men. Secondly, work orientations are closely associated with one's job satisfaction and their relationships vary significantly across men, women full-time and part-time workers. Finally and most importantly, the observed gender satisfaction differential is eliminated once work orientations are taken into consideration.

PurposeRegarding managers' sensemaking of ethical content, this paper aims to help understand how managers come to believe what is important for business ethics and to improve understanding about their ethical work orientations.Design/methodology/approachThe method used was a qualitative approach that analyzed 23 in‐depth interviews conducted with managers in various settings.FindingsThree categories of ethical sense‐making orientations were identified: the proactive managers; the institutional managers; the technical managers. The study follows a discussion of the significance of these categories in terms of ethics in management, focusing on the extent to which the individual or the organization appears to drive ethical dilemmas.Research limitations/implicationsFive main limitations are discussed. It was not the aim of the study to provide an explanatory model for the process of ethical sensemaking and managers' work orientations. The sample of managers used in the study is only indicative of managers' ethical work orientations.Practical implicationsManagers have different ethical work orientations that relate to their personal identities. These categories may provide a framework for future research on additional types of professionals, organizations and cultural settings. For example, the institutional ethical managers are easier for organizations to control since they seem to rely on company rules.Originality/valueThe paper is valuable for management scholars and practitioners in the field of management. Since not much has been written about the sensemaking of managers and business ethics, the paper examines how some managers were more proactive than others in identifying ethical content in unexpected situations.

The Swiss PILOT ISSP 2015 WORK ORIENTATION survey is the pretest survey of the 2015 version of the International Social Survey Program (ISSP; http://www.issp.org) about 'Work Orientation' realized in Switzerland. The survey focuses on work values, work-life balance, worker flexibility and job search. Issues such as satisfaction at work, occupational commitment, relations at workplace, (temporary) unemployment, discrimination at work and personal economic situation are also covered.
This pilot has been realized in Switzerland, Czech Republic, South-Korea, Venezuela, Germany and Israel with the scope to pretest and finalize the questionnaire for the main survey in 2015. In Switzerland, the pilot has surveyed several hundred residents of the German speaking part of Switzerland (several people from Lichtenstein were included too), between the end of 2013 and the beginning of 2014 through web and paper questionnaires.
The main ISSP survey is conducted every year in more than 40 countries over the world. Every edition of the ISSP covers a specific theme, which is repeated at a regular interval. In Switzerland, the ISSP modules are included in the MOSAiCH survey (Measurement and Observation of Social Attitudes in Switzerland; http://forscenter.ch/en/our-surveys/international-surveys/mosaich-issp-2/). The "ISSP 2015 Work Orientation IV" module will be integrated in the MOSAiCH 2015 survey along with the ISSP 2014 module 'Citizenship II' to be fielded in spring/summer 2015 with a representative sample of the resident Swiss population. Most questions of the present pilot survey will be fielded identically or slightly amended in the main survey in 2015 in all ISSP countries.

Two explanations for women's limited presence in top corporate positions were tested. The person-centered explanation argues that women's work orientations are contrary to the demands of top corporate positions. The organization-centered perspective suggests that women's orientations vary with respect to hierarchical level: The higher the position, the more "top-management" focused the orientation. Women's orientations towards their careers, organi zations, jobs, and subordinates were examined with respect to organizational level. The results provided some support for the organization-centered perspective. Person-centered predications were not supported. The implications of the findings are discussed.

Chapter 1 IntroductionBengt Furåker and Kristina HåkanssonChapter 2 Theoretical and Conceptual Considerations on Work Orientations Bengt FuråkerChapter 3 Declining Work Centrality among Millennials -- Myth or Reality?Tómas Bjarnason and Kristina HåkanssonChapter 4Work as a calling: Existential Dimensions of Individuals' Work OrientationsMattias Bengtsson and Marita FlisbäckChapter 5Work Attitudes, Employment and Work Mobilization: A Comparison of Anglo-Saxon and Nordic Countries, 2005 and 2015Bengt FuråkerChapter 6Organizational Commitment: Cross-national Differences and Work-related FactorsBengt Furåker and Kristina HåkanssonChapter 7Commitment in Organisations Using Temporary Agency WorkersKristina Håkansson and Tommy IsidorssonChapter 8'There is No Future for Us Soldiers': Sensing Dignity and Alienation in the Cabin Ann Bergman and Jan Ch. KarlssonChapter 9Young Workers' Job Satisfaction in EuropeBelgin Okay-Somerville, Dora Scholarios and Edward SosuChapter 10Matching Work Values with Job Qualities for Job Satisfaction: A Comparison of 24 OECD Countries in 2015Tomas Berglund and Ingrid EsserList of ContributorsIndex

PurposeThis study aims to examine the role of instrumental vs intrinsic work orientations in the job demands‐resources (JD‐R) model.Design/methodologyUsing a sample of 123 employees, the authors investigated longitudinally whether an instrumental work orientation moderates the motivational process, and mediates the health impairment process in the JD‐R model.FindingsRegression analyses revealed that an increase in job resources over time was particularly beneficial for experienced flow at Time 2 among employees holding an instrumental (vs intrinsic) work orientation. In addition, structural equation modeling analyses showed that work pressure was reciprocal with need for recovery, which was reciprocal with instrumental work orientation.Research limitations/implicationsFindings suggest that work orientation should be integrated in research linking work characteristics with motivational and health impairment processes.Practical implicationsOrganizations should avoid placing overly high demands on their employees as these not only impair employees' health, but also change their orientation towards work.Social implicationsOrganizations can contribute to the wellbeing of individuals and society by designing jobs that provide affordable demands and sufficient resources.Originality/valueThe present study successfully integrated work orientations in the JD‐R model.

Attitudes towards work are compared between a non‐poverty sample and a group of poor involved in an experimental income maintenance scheme. Two problems are examined. The first tests work orientation differences between the poor and the non‐poor. The second assesses the supposed 'work disincentive effect' of income maintenance. Contrary to the 'culture of poverty' thesis and the logic underlying many policy efforts, it was found that the poor are strongly motivated to achieve through work. Male/female comparisons revealed that non‐work tendencies are evident among the female poor. These, however, are attributed to their acceptance of different role expectations. It was also shown that over time the work orientations of the poor remained stable under conditions of guaranteed income support. The hypothesized 'work disincentive effect' of income maintenance was not supported.

People's work orientations and attitudes to paid work are highly important for the welfare of any country. Still, little is currently known about how such attitudes are distributed among different countries, men and women, classes, occupations, age groups and so on. Even less is known about how work orientations have changed during the dramatic social transformations of economies and labour markets during recent decades. What happened, for example, to work orientations in Iceland when the country went bankrupt? The answer is quite surprising. Or, is it true that work is losing its position in.

This research investigates the relationship between couples' work-orientation incongruence—the degree to which romantic partners view the meaning of their own work differently—and their ability to succeed in making job transitions and experiencing satisfaction with the jobs they hold. We use a social information-processing approach to develop arguments that romantic partners serve as powerful social referents in the domain of work. By cueing social information regarding the salience and value of different aspects of work, partners with incongruent work orientations can complicate each other's evaluation of their own jobs and the jobs they seek. In a longitudinal study of couples in which one partner is searching for work, we find that greater incongruence in couples' calling orientations toward work relates to lower reemployment probability, a relationship that is mediated by an increased feeling of uncertainty about the future experienced by job seekers in such couples. Calling-orientation incongruence also relates to lower job satisfaction for employed partners over time. We contribute to the burgeoning literature on the role romantic partners play in shaping work outcomes by examining the effect of romantic partners' perception of the meaning of work, offering empirical evidence of the ways in which romantic partners influence key work and organizational outcomes. Our research also contributes to the meaning of work literature by demonstrating how work-orientation incongruence at the dyadic level matters for individual work attitudes and success in making job transitions.