Journal articles: 'Behaviours at work'

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Ab. Wahab, Mastura. "Relationships between religious work values, sustainable work behaviours and sustainable energy consumptions." Management Decision 55, no. 9 (October 16, 2017): 1854–67. http://dx.doi.org/10.1108/md-01-2017-0039.

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Purpose The purpose of this paper is to examine to what extent religious work values such as Islamic work values (IWVs) could have an influence on sustainable work behaviours and sustainable energy consumptions among employees in the workplace. Design/methodology/approach Data were collected through survey questionnaires. The sample consisted of 264 Muslim employees who work in the private and public organisations in Malaysia. Structural equation modelling was conducted using a second-order model. Findings The results showed that religious values (i.e. IWVs) have a significant relationship with sustainable work behaviours and sustainable energy consumptions. The effect on sustainable work behaviours was stronger than its effect on sustainable energy consumptions. Practical implications This study suggests that the policy makers and pundits should pay attention to employees rather than focussing on just the CEO or the managers as the key players in the industries. This would help reduce the emissions of greenhouse gasses and other environmental degradations. Originality/value With regard to sustainability, past studies have mostly used general values rather than religious values in analysing work behaviours or energy consumptions. Furthermore, most previous studies have used behavioural intentions in their theory and concepts when explaining sustainable behaviours. This study extends the literature by conceptualising the value-attitude-behaviour theory which focusses on actual behaviours rather than on intentions in explaining the effect of religious work values on sustainable behaviours and energy consumptions.

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Widmann, Andreas, and Regina H. Mulder. "Team learning behaviours and innovative work behaviour in work teams." European Journal of Innovation Management 21, no. 3 (August 13, 2018): 501–20. http://dx.doi.org/10.1108/ejim-12-2017-0194.

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Purpose The purpose of this paper is to get deeper insight into the complex nature of the relationship between team learning conditions, team learning behaviours (TLBs) and innovative work behaviour (IWB) by considering and combining different neglected aspects in research. Design/methodology/approach A questionnaire was filled out by 593 vocational educators of 117 interdisciplinary work teams in vocational colleges in Germany. Correlations were calculated and structural equation modelling at two levels was conducted. Findings The results indicate that TLBs, especially team reflexivity and boundary spanning, relate positively to IWB. Furthermore, team structure, task interdependence and group potency relate positively to TLBs. It means that TLBs can be fostered by establishing these team learning conditions and, thus, IWB can be fostered. Research limitations/implications The main limitation of the study is that the data collection was cross-sectional. Longitudinal studies are required to capture the dynamic character of team learning and to identify causal relationships. Practical implications It is important to make all employees in vocational education aware of the importance of TLBs especially of team reflexivity and boundary spanning. Originality/value This study provides practical implications for organisations to foster IWB and indications for a better understanding of the relationship between team learning conditions, TLBs and IWB considering and combining different neglected aspects such as examining TLBs separated in one study.

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MITCHELL, JANE A. "Negative work behaviours." International Journal of Rehabilitation Research 18, no. 3 (September 1995): 215–24. http://dx.doi.org/10.1097/00004356-199509000-00003.

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Coetzer, Alan, Chutarat Inma, Paul Poisat, Janice Redmond, and Craig Standing. "Job embeddedness and employee enactment of innovation-related work behaviours." International Journal of Manpower 39, no. 2 (May 8, 2018): 222–39. http://dx.doi.org/10.1108/ijm-04-2016-0095.

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Purpose In a highly competitive globalised environment, the innovation behaviour of employees plays a key role in the economic viability and competitive advantage of organisations. In this context, developing the understanding of innovation work behaviour is important for the field of individual innovation and this is the focus of the study. The paper aims to discuss this issue. Design/methodology/approach Data were collected using a survey from 549 employees in organisations operating in four major business centres in South Africa. Findings On-the-job embeddedness was positively and significantly related to innovation behaviours by employees in organisations operating in diverse industries. Consistent with the view that small organisations have a “behavioural” innovation advantage over larger organisations, the size of the organisation moderated the positive relationship between on-the-job embeddedness and innovation behaviours. On-the-job embeddedness was more positively related to innovation behaviours in small organisations than in larger organisations. Practical implications Employees who are highly embedded in their jobs (but not necessarily their communities) are more likely to enact innovation behaviours than employees who are not similarly embedded. Human resource management professionals and line managers can potentially foster employee innovation behaviours through adopting strategies aimed at positively influencing the fit, links and sacrifice dimensions of on-the-job embeddedness. Originality/value The study contributes to theoretical and empirical expansion of job embeddedness (JE) by examining: how work and non-work forces that attach employees to their organisations influence their propensity to enact innovation behaviours; and how organisation size moderates the relationship between JE and innovation behaviours. The results will help managers who wish to foster innovation.

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Magombo-Bwanali, Neria. "Relationship between Leader Behaviours and Subordinates’ Work Performance." International Journal of Research in Business and Social Science (2147-4478) 8, no. 1 (February 24, 2019): 50–63. http://dx.doi.org/10.20525/ijrbs.v8i1.180.

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The paper assesses the relationship between leader behaviours and subordinates’ work performance in the context of tax administration. Data were collected in Malawi using two validated questionnaires administered online for subordinates and team leaders at a field office of a tax administration. Frequency distributions were used to identify dominant primary leader behaviours and the Spearman’s rank-order correlation analysis was used to assess the relationship between leader behaviours and subordinates’ work performance. Participative path-goal leadership behaviour is the most common primary leadership behaviour that team leaders in tax administration employ. Secondly, supportive and achievement oriented leader behaviours have a significant relationship with subordinates’ work performance in tax administration. The study concluded that achievement oriented path-goal leadership behaviour could be effective for public organisations involved in law enforcement. It is recommended that leaders should conduct a self-assessment of their leadership; adopt the relations-oriented leadership behaviours and incorporate coaching during performance evaluation exercise; and that organisations should equip leaders with leadership and management skills through training.The study is limited by the small sample-size, therefore, future studies could repeat the assessment with a larger sample and determine the mathematical equations for predicting the effect of each leadership behaviour on subordinates’ work performance.

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Boyer, Amanda, Hanna Karevold, Derek T. Kreuger, Ned A. Dochtermann, and Erin H. Gillam. "Behavioural repeatability in the Big Brown Bat, Eptesicus fuscus." Behaviour 157, no. 8-9 (September 8, 2020): 699–717. http://dx.doi.org/10.1163/1568539x-bja10019.

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Abstract Work on animal personality, characterized by high behavioural repeatability, shows that animals exhibit limits to plasticity, with an individual’s range of variation only covering a portion of the range observed across the entire population. This work is particularly important for understanding the underlying genetic basis of behaviours. While research on behavioural repeatability has spanned many taxa, little work has focused on bats. Our objective was to determine if big brown bats (Eptesicus fuscus) exhibit moderate to high repeatability of different behavioural traits and if behavioural syndromes (among-individual correlations between behaviours) are present. Using a captive population, repeatability was assessed for aggression, exploration, and activity. Moderate repeatabilities were observed for all behaviours, indicating that individuals exhibit consistent behaviour over time. There were no significant correlations among behaviours. Future research aimed at assessing how changes in social structure impact behavioural repeatability will be valuable for understanding behavioural plasticity in social bat species.

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Samołyk, Dagmara. "Behaviour Modelling and Safety at Work on a Construction Site." Studia Humana 8, no. 4 (December 1, 2019): 34–42. http://dx.doi.org/10.2478/sh-2019-0029.

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Abstract The concept of the method based on the behavioural approach as the method minimizing hazardous behaviours of employees has been discussed in this article. The main focus has been laid upon one of the largest economic sectors, i.e. is the construction industry. Thereby, risks arising from an improper behaviour of construction workers, and also a factor contributing to it, have been described here. The influence of employee’s age and day time have been analysed in terms of accident rates. The attention was also paid to alcohol consumed by workers during and after their work and to the influence that it has on dangerous behaviours. Different ways of approaches to the worker to improve safety and hygiene at work, as well as the manner in which the approach to employee should change depending on the situation, have been presented too.

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BICKES, Durdu Mehmet, Celal YILMAZ, Arif SAMUR, and Ozgur DEMIRTAS. "The Relationship between Perceived Overqualification and Counterproductive Work Behaviors: Moderating Role of Perceived Distributive Justice." International Journal of Social Science Studies 8, no. 1 (November 27, 2019): 46. http://dx.doi.org/10.11114/ijsss.v8i1.4628.

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Employee behaviors can be classified into two basic groups as positive and negative organizational behaviors. One of the negative organizational behaviors is counterproductive work behaviours. It is aimed to reveal the effects of perceived overqualification on counterproductive work behaviours and moderating role of distributive justice through an empirical study. In this respect, the data obtained from 398 employees in hospitality enterprises was analyzed by means of structural equation modelling (SEM). It is found that there is a positive relationship between perceived overqualification and counterproductive work behaviours, and perceived distributive justice moderates the relationship between perceived overqualification and counterproductive work behaviours towards colleagues. Some theoretical and managerial implications are offered about the variables. Distributive justice is effective in reducing counterproductive work behaviours which emerged from perceived overqualification. Managers need to control the factors that lead to perceived overqualification and implement strategies that can activate catalyst variables, lessening or eliminating its negative consequences. In addition, limitations of the study and suggestions for future studies are provided.

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Amponsah-Tawiah, Kwesi, Akosua Konadu Boateng, and Samuel Doku Tetteh. "Safety climate and employees' voluntary work behaviours: the moderating role of employees' voice." International Journal of Workplace Health Management 13, no. 5 (July 21, 2020): 561–81. http://dx.doi.org/10.1108/ijwhm-05-2019-0078.

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PurposeThis study examined the relationship between safety climate and employees' voluntary work behaviours (i.e. organisational citizenship behaviour and counterproductive work behaviour). It also examined the moderating role of employees' voice on the relationship between safety climate and employees' voluntary work behaviours.Design/methodology/approachUsing the quantitative survey research design, data were collected from 220 respondents from three manufacturing companies in Accra, Ghana. Pearson's correlation test (r) and hierarchical multiple regression were used for data analysis.FindingsResults showed that safety climate plays a significant role in predicting employees' voluntary work behaviours. Also, employees' voice was found to moderate the relationship between safety climate and organisational citizenship behaviour but does not moderate the relationship between safety climate and counterproductive work behaviour.Research limitations/implicationsData was collected from manufacturing firms in the Greater Accra Region of Ghana; hence, the findings may be limited to just the manufacturing industry in the Ghanaian setting.Originality/valueThis paper positions safety climate as a catalyst for positive voluntary work behaviours in the workplace and an antidote to negative workplace behaviours. It also highlights the role of employees' voice in enhancing positive voluntary workplace behaviours of employees.

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Gautam, Prakash Kumar. "Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction." PYC Nepal Journal of Management 13, no. 1 (September 25, 2020): 17–32. http://dx.doi.org/10.3126/pycnjm.v13i1.31493.

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Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Process Macro approach for examining mediation effect. This study revealed the work-culture significantly influenced employees’ satisfaction and work-behaviour with no moderation effect of job satisfaction. Findings of this study suggest managers to promote supportive work-culture to increase employee satisfaction and positive work-behaviour. This study also provides evidence to strengthen a reciprocity approach of social exchange theory (SET) in employees’ work-behaviour in SMEs.

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Halls, Vicky. "Tools for managing feline problem behaviours: Environmental and behavioural modification." Journal of Feline Medicine and Surgery 20, no. 11 (October 30, 2018): 1005–14. http://dx.doi.org/10.1177/1098612x18806757.

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Practical relevance: Problem feline behaviour can be managed successfully by early diagnosis and intervention, good first-aid advice in veterinary practice and then, if necessary, a referral to a suitably qualified behaviourist for those cases that are complex. There are a number of tools available to assist in the resolution of problem feline behaviour and this article will cover environmental modification and behavioural modification. Clinical challenges: Problem feline behaviours are not uncommon and the veterinary team often have to rely on their own knowledge to assist clients if a specialist behaviourist is not available. Evidence base: There is a lack of evidence-based information regarding how best to work-up and treat cases of problem feline behaviour in practice; therefore, some recommendations within this article are based on the author’s experience of treating cases in a cat-specific behaviour referral practice over the past 20 years. However, there is evidence available regarding how best to enrich a cat’s environment and how to ensure a cat’s environmental needs are met. Audience: Any veterinarians, veterinary nurses or technicians who are involved in the diagnosis or treatment of problem feline behaviour in practice would benefit from understanding the principles of environmental and behavioural modification.

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Nerka, Arleta. "Mobbing as an example of unethical behaviours at work." Annales. Etyka w Życiu Gospodarczym 21, no. 5 (March 22, 2018): 147–61. http://dx.doi.org/10.18778/1899-2226.21.5.12.

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Currently, in the workplaces, the issues of behaviours classified as unethical or a violation of an employee’s dignity and personal rights are on the rise. Mobbing is one of the manifestations of such behaviours, described in the provisions of the Labour Code. The phenomenon of mobbing refers to the quality of interpersonal relationships at work and affects the operation of the entire organizational structure. This is a severe example of the violation of personal rights because such harassment is no less than a psychological terror affected by one or more persons against (typically) a single individual. The aim of this study is an analysis of mobbing, especially as regards the employer’s obligation to oppose mobbing practices. Ethical behaviour towards staff is not only a condition for observing the principles of community life in the work environment but it is the building block for creating a positive image of the employer in the business community. Mobbing behaviour impacts an organization’ image and poses several financial costs.

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ZURAIK, ABDELRAHMAN, LOUISE KELLY, and LOREN R. DYCK. "INDIVIDUAL INNOVATIVE WORK BEHAVIOUR: EFFECTS OF PERSONALITY, TEAM LEADERSHIP AND CLIMATE IN THE US CONTEXT." International Journal of Innovation Management 24, no. 05 (January 15, 2020): 2050078. http://dx.doi.org/10.1142/s1363919620500784.

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This paper is the first to empirically investigate the connections between the Big Five personality factors, ambidextrous team leadership, organisational climate of US workers that supports innovation, and individual innovative work behaviour. A self-report survey was used to obtain data from 215 team members in US-based corporations. We provide an empirically tested model of the positive influence of Openness to Experiences, Extraversion and Conscientiousness personality traits on individual innovative work behaviour. Results also confirm that supervisors’ leadership behaviours and a supportive organisational climate of innovation have a moderating influence on this set of relationships. Individuals can develop their individual innovative work behaviour. Supervisors can adopt higher levels of opening behaviours and executives can create a climate supportive of innovation to boost individual innovative work behaviour. This study further demonstrates that Big Five personality traits interact with supervisor behaviours and a supportive climate to foster individual innovative work behaviour.

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Salas-Vallina, Andres, Joaquín Alegre, and Rafael Fernandez. "Happiness at work and organisational citizenship behaviour." International Journal of Manpower 38, no. 3 (June 5, 2017): 470–88. http://dx.doi.org/10.1108/ijm-10-2015-0163.

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Purpose The purpose of this paper is to examine the relationship between happiness at work (HAW), organisational learning capability (OLC) and organisational citizenship behaviour. Design/methodology/approach Through structural equation models, a sample of 167 allergists of public health services was analysed. Findings Results suggest that the relationship between HAW and organisational citizenship behaviour is fully mediated by OLC. Hence, OLC has a critical role to describe how HAW improves organisational citizenship behaviour. Basically, HAW promotes motivation for learning, and a better quality of the interactions between employees, which results in pro-social behaviours. Research limitations/implications The sample is focussed in a knowledge-intensive context. Future research might consider other service sectors, such as a private business sector. In addition it would be interesting to examine a longitudinal perspective of the model. Practical implications The results confirm the direct and positive effect of HAW on organisational citizenship behaviour. Nevertheless, showing positive attitudes as HAW does not assure to achieve perceived service quality. It is needed to take into account certain conditions that promote learning. Originality/value Current attitudinal theories do not contemplate environments that promote learning to explain pro-social attitudes. The research offers a theoretical model and provides evidence that the attitudes-behaviours relationship needs to be explained bearing in mind OLC.

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SUN, Jian-Qun, Jin-Yun DUAN, and Xiao-Ming TIAN. "Employees’ Discretionary Work Behaviours in Organizations." Advances in Psychological Science 20, no. 4 (May 24, 2013): 561–74. http://dx.doi.org/10.3724/sp.j.1042.2012.00561.

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Carter, Margaret Anne, and Carmel Ellis. "Work ‘with’ me: Learning Prosocial Behaviours." Australasian Journal of Early Childhood 41, no. 4 (December 2016): 106–14. http://dx.doi.org/10.1177/183693911604100413.

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THIS ARTICLE REPORTS RESEARCH findings from a descriptive study, identifying the perceptions of 33 staff in one early childhood Montessori centre in south-east Queensland, Australia. The authors report on the instructional practices associated with young children learning prosocial behaviours in this centre. Social understanding and skill acquisition communicated with authoritative practices were ranked favourably, compared with punitive practices of ordering and bribing children to behave. Engaging in respectful limit setting involving teaching children baseline social rules was preferred over telling, blaming and punishing children to behave. Our findings provide preliminary support for the importance of educators purposefully teaching young children the minimal level prosocial behaviours expected within early childhood education contexts.

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Mathies, Christine, Jenny (Jiyeon) Lee, and Anthony Wong. "Service models and culture: impact on work behaviours." Journal of Services Marketing 32, no. 5 (August 13, 2018): 616–28. http://dx.doi.org/10.1108/jsm-07-2017-0263.

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Purpose Service employees’ cultural values play an integral part in the service encounter. The purpose of this study is to investigate whether frontline employees’ (FLEs) individual cultural values moderate the relationship between service models and work behaviours and whether these behaviours influence their psychological well-being. Design/methodology/approach Data were collected online from 341 US and Indian respondents who spent at least 40 per cent of their work time interacting with customers. Cultural values were measured as individual-level constructs. Partial least squares structural equation modelling was used to test hypotheses. Findings Individualism/collectivism significantly moderates the relationship between service models and work-related outcome, in particular organisational citizenship behaviour (OCB), while uncertainty avoidance does not. Collectivism strengthens the positive linkage between the win-win service model and OCB but weakens the association of OCB with the efficiency model. FLEs with the win-win model display more surface acting when they have low uncertainty avoidance and high power distance. Employee psychological well-being is then influenced negatively by surface acting, but positively by OCB. Research limitations/implications A more varied sample covering additional countries and a wider range of industries could provide additional insights. Practical implications The results of this study are particularly beneficial for service firms that require to satisfy customers by managing culturally diverse FLEs. Originality/value Extending the limited research on service models, this study examines the interplay of culture and service models and its impact on FLE work behaviours and the resultant well-being. The findings thus provide greater insights in how service employees’ cultural orientations influence their work behaviours and psychological well-being.

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Mojtahedzadeh, Natascha, Elisabeth Rohwer, Felix Alexander Neumann, Albert Nienhaus, Matthias Augustin, Birgit-Christiane Zyriax, Volker Harth, and Stefanie Mache. "The Health Behaviour of German Outpatient Caregivers in Relation to Their Working Conditions: A Qualitative Study." International Journal of Environmental Research and Public Health 18, no. 11 (June 1, 2021): 5942. http://dx.doi.org/10.3390/ijerph18115942.

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Ongoing demographic change is leading to an increasingly older society and a rising proportion of people in need of care in the German population. Therefore, the professional group of outpatient caregivers is highly relevant. Their work is characterised not only by interacting with patients in a mobile setting but also by working in shifts. Health behaviour under these specific working conditions is crucial for ensuring long-term work ability and performance. Little is known about the health behaviour of German outpatient caregivers and its potential impact on their work. The aims of the study were (1) to examine health behavioural patterns (nutrition, exercise, smoking, regeneration) of outpatient caregivers, (2) to illuminate their personal health-promoting behaviours, and (3) to identify potential work-related factors influencing their health behaviour. Fifteen problem-centred interviews were conducted with outpatient caregivers working in Northern Germany in the period January–April 2020. Interviews were analysed by using qualitative content analysis. Outpatient caregivers reported improvable nutrition and hydration, with simultaneous high coffee consumption, low physical activity, poor regeneration (breaks and sleep quality), and good personal health-promoting behaviour (e.g., back-friendly habits), although the majority were smokers. Barriers to the implementation of health-promoting behaviours were a high perception of stress due to increased workload and time pressure, while aids to better health-promoting behaviour were described as being social support and personal resources. The respondents perceived their working conditions as potentially influencing their health behaviour. On the basis of their descriptions, various practice-relevant strategies were derived. The data explore a potential need for outpatient care services to develop interventions on behavioural and structural levels that can help create healthier working conditions for their employees so these caregivers can adopt better health behaviours.

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Waller, Rebecca, Christopher J. Trentacosta, Daniel S. Shaw, Jenae M. Neiderhiser, Jody M. Ganiban, David Reiss, Leslie D. Leve, and Luke W. Hyde. "Heritable temperament pathways to early callous–unemotional behaviour." British Journal of Psychiatry 209, no. 6 (December 2016): 475–82. http://dx.doi.org/10.1192/bjp.bp.116.181503.

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BackgroundEarly callous–unemotional behaviours identify children at risk for antisocial behaviour. Recent work suggests that the high heritability of callous–unemotional behaviours is qualified by interactions with positive parenting.AimsTo examine whether heritable temperament dimensions of fearlessness and low affiliative behaviour are associated with early callous–unemotional behaviours and whether parenting moderates these associations.MethodUsing an adoption sample (n=561), we examined pathways from biological mother self-reported fearlessness and affiliative behaviour to child callous–unemotional behaviours via observed child fearlessness and affiliative behaviour, and whether adoptive parent observed positive parenting moderated pathways.ResultsBiological mother fearlessness predicted child callous–unemotional behaviours via earlier child fearlessness. Biological mother low affiliative behaviour predicted child callous–unemotional behaviours, although not via child affiliative behaviours. Adoptive mother positive parenting moderated the fearlessness to callous–unemotional behaviour pathway.ConclusionsHeritable fearlessness and low interpersonal affiliation traits contribute to the development of callous–unemotional behaviours. Positive parenting can buffer these risky pathways.

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Sparrow, Paul R. "New employee behaviours, work designs and forms of work organization." Journal of Managerial Psychology 15, no. 3 (May 2000): 202–18. http://dx.doi.org/10.1108/02683940010320561.

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GUPTA, VISHAL, SHAILENDRA SINGH, and ABHIJIT BHATTACHARYA. "THE RELATIONSHIPS BETWEEN LEADERSHIP, WORK ENGAGEMENT AND EMPLOYEE INNOVATIVE PERFORMANCE: EMPIRICAL EVIDENCE FROM THE INDIAN R&D CONTEXT." International Journal of Innovation Management 21, no. 07 (September 19, 2017): 1750055. http://dx.doi.org/10.1142/s1363919617500554.

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Integrating the behavioural theory of leadership with job demands–resources theory of engagement, the present study examines the process through which leadership impact R&D professionals’ innovative work behaviours and innovative performance (measured through peer-reviewed journal papers, patents, PhDs guided and keynote addresses delivered). Data from 467 scientists working in India’s largest civilian R&D organisation were collected and analysed using structural equation modelling. The study found that work engagement was positively related to innovative work behaviours as well as innovative performance. Leader behaviours had significant indirect effects on innovative work behaviours as well as innovative performance via work engagement. While the total effect of leadership on innovative work behaviours, the total effect was non-significant for innovative performance. Implications for theory and practice are discussed.

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Todd, Jenny, Jan Loewy, Glenn Kelly, and Grahame Simpson. "Managing Challenging Behaviours: Getting Interventions to Work in Nonspecialised Community Settings." Brain Impairment 5, no. 1 (May 1, 2004): 42–52. http://dx.doi.org/10.1375/brim.5.1.42.35398.

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AbstractThe ABI Behaviour Consultancy (the Consultancy) is a community-based service specialising in the management of challenging behaviour following acquired brain injury (ABI). Although there are many accounts in the literature of behaviour management techniques, very few describe how to tailor and implement programs to work in nonspecialised community settings where a client's environment has little structure and few resources. The Consultancy is often called upon to manage situations where existing behaviour interventions have not been successful, often because of incorrect assumptions about the client with ABI or because of unrealistic expectations of the setting. The Consultancy has developed a six-stage framework for the management of challenging behaviours that includes site visit, crisis management, engagement, intervention, education, and ongoing review. Case examples are used to illustrate each of these stages.

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Smith, Brian David. "Observations on the leadership of the pharmaceutical and medical technology industry from a generalized Darwinism perspective." International Journal of Pharmaceutical and Healthcare Marketing 15, no. 3 (June 21, 2021): 371–88. http://dx.doi.org/10.1108/ijphm-04-2021-0040.

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Purpose The purpose of this paper is to identify leadership behaviours that appear to be salient in life science firms and to explain them as Darwinian adaptations to the particular characteristics of that industry. Design/methodology/approach This work used a pragmatist, inductive, mode 2 research methodology. The method used semi-structured, laddered, qualitative interviews with 23 individuals from 22 firms in the pharmaceutical and medical technology sectors. Findings The work found four aspects of the industry’s external environment that, collectively, distinguish it from other sectors. Further, it found four leadership behaviours that appear to be strongly characteristic of the industry. Further analysis revealed critical antecedents of these behaviours in the form of micro-foundations. Finally, these behaviours and their antecedents appeared to be a Darwinian adaptation to selection pressures created by the external environment. Research limitations/implications The findings of this work are limited to the life sciences sector and do not support generalization beyond this sector. The work has three implications. Firstly, that leadership behaviours can be seen as at least partly sector-specific. Secondly, that the specificity of leadership behaviours appears related to identifiable characteristics of the industry environment. Thirdly, that the principles of generalized Darwinism provide a useful lens for understanding leadership behaviour in this sector. Practical implications This work implies that leadership training and development should recognize the specific industry context of the leader and not assume that leadership behaviour is a general, non-specific set of behaviours. Further, the work implies that appropriate leadership can be more readily enabled by paying attention to certain micro-foundations. Originality/value This work is original in two ways. Firstly, it addresses the leadership behaviours of the life sciences sector specifically. No previous work has done this. Secondly, it applies generalized Darwinism to the topic of leadership, which has not been attempted previously.

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Et. al., Dr Gayathri Band,. "Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 938–43. http://dx.doi.org/10.17762/turcomat.v12i4.582.

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OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational citizenship. The purpose of the present examination was to research if CWB could be gone with moderately high work fulfillment. The present study is undertaken to study if there is a significant moderating effect of CWB on the relationship between Job Satisfaction and Organizational Citizenship Behaviour. CWB is prejudicious to the organization or to co-workers. The Organizations ought to enhance the spontaneous organizational citizenship behaviors of workers to extend satisfaction and, hence, to extend the competitiveness within the organization. The survey results disclosed that job satisfaction encompasses an important positive impact on organizational citizenship behaviour which counterwork productive behaviour encompasses a important negative dampening impact on the link between job satisfaction and organizational citizenship behaviours. The organizations will improve the work satisfaction of their workers by rising perceived operating satisfaction, social satisfaction, and remunerative satisfaction, which might then improve the organizational citizenship behaviours and reduce the negative impact of counterwork productive behaviour.

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Perreira, Tyrone A., Whitney B. Berta, Jan Barnsley, and Liane Ginsburg. "Insights into Nurses’ Work: Exploring Relationships among Work Attitudes & Work-related Behaviours." Academy of Management Proceedings 2016, no. 1 (January 2016): 14322. http://dx.doi.org/10.5465/ambpp.2016.14322abstract.

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Widmann, Andreas, Regina H. Mulder, and Christoph König. "Team learning behaviours as predictors of innovative work behaviour – a longitudinal study." Innovation 21, no. 2 (October 25, 2018): 298–316. http://dx.doi.org/10.1080/14479338.2018.1530567.

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Gillies, Robyn M. "Promoting cooperative behaviours in student work groups." Australian Journal of Guidance and Counselling 6, no. 1 (November 1996): 53–60. http://dx.doi.org/10.1017/s1037291100001497.

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This study compared the effects on behavioural interactions and achievement of (a) cooperative learning in which members were trained to collaborate to facilitate each other's learning and (b) cooperative learning in which members were not trained but were merely told to help each other. One hundred and ninetytwo, Year 6 children participated in the study. Stratified random assignment occurred so that each four-person group consisted of one high-, two medium-, and one low-ability student. All groups were gender balanced. The children worked in their groups on the same social studies unit, three times a week for 12 weeks The results indicated that the children in the Trained groups were consistently more cooperative and helpful to each other, they used language which was more inclusive, and they gave more explanations to assist each other as they worked together. Furthermore, the children in the Trained groups achieved higher learning outcomes than their peers in the Untrained groups.

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Loughlin, Catherine, and Julian Barling. "Young workers' work values, attitudes, and behaviours." Journal of Occupational and Organizational Psychology 74, no. 4 (November 2001): 543–58. http://dx.doi.org/10.1348/096317901167514.

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Hampton, Paul, Ezekiel A. Chinyio, and Silvia Riva. "Framing stress and associated behaviours at work." Engineering, Construction and Architectural Management 26, no. 11 (November 18, 2019): 2566–80. http://dx.doi.org/10.1108/ecam-10-2018-0432.

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Purpose The purpose of this paper is to understand more precisely the culture and interpersonal behaviours associated with stress. Design/methodology/approach The research was conducted using a qualitative approach through an ethnographic methodology in relation to three companies. The greater part of the data collection period was structured into observations that ranged between 2 and 4 hr per day, 1–3 days per week, for a period of six months. A total of ten sites were explored; and on each site, the observations involved activities by 5–20 people. Findings The results showed the pivotal importance of interpersonal relationships in coping with the uncertainty of working conditions, the coordination of teamwork and managing responsibilities and power interactions. It was found that the impact of stress is multifaceted, affecting the physical status, interpersonal relationships, work performance and emotional well-being of construction workers. The workers who were studied emphasised five sources of support that help moderate work-related stress: additional tools such as communication systems and software, a facilitated access to professional help (e.g. psychological services), organisational changes in leadership, provision of resources for the well-being of personnel (e.g. job training) and better teamwork. Practical implications The study underlines the importance of dedicated services for stress management and specific training-related abilities devoted to reinforcing positive person–organisation dynamics. In particular, the abilities should relate to managing the impact of stress in terms of physique, interpersonal relationships, work performance and emotional well-being. Originality/value This is one of the first studies to adopt a psychological perspective for understanding construction scenarios and phenomena and was conducted by a qualified psychologist.

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Falkenburg, Karin, and Birgit Schyns. "Work satisfaction, organizational commitment and withdrawal behaviours." Management Research News 30, no. 10 (September 18, 2007): 708–23. http://dx.doi.org/10.1108/01409170710823430.

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Fryczyńska, Marzena, and Alena Ivanova. "The impact of networking behaviours and individual social capital related to work on perceived career satisfaction and its prospects: The case of Poland." Journal of East European Management Studies 24, no. 2 (2019): 324–46. http://dx.doi.org/10.5771/0949-6181-2019-2-324.

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Social networks are an important variable which explain career issues such as career satisfaction, success, development and employment. However, research is often conducted separately from different theoretical perspective, i.e. social capital, social network analysis or networking, such that the comparison of findings across studies is difficult. The major question posed by our research concerns how employees' networking behaviours (behavioural perspective) and the individual social capital related to work (resource-based) influence the quality of careers. The discussion draws upon a survey carried out among employees (N=373) with a usage of American and Dutch research tools adapted to Polish conditions. Explanatory factor analysis followed to appoint adequate networking behaviours. Descriptive statistical and correlation analyses were then performed between variables in order to test the formulated hypotheses. The results of the study show that networking behaviour is a good predictor of career satisfaction and prospects, while individual social capital related to work is only related to career prospects. The influence of individual social capital related to work on career prospects is weaker than the influence of networking behaviours on career prospects. Thus, the behavioural perspective provides more explanations of career issues than the resources perspective. This paper contributes to the prior literature on individual social capital, networking behaviours and career issues by explaining how two different perspectives of social network influence career satisfaction and prospects. The value of the research is the usage of independent variables representing two different theoretical perspectives to test their impact on dependent variables i.e. career satisfaction and career prospects. The paper concludes with implications for further research and provides some hints for employees and organisations focused on successful work and career.

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Gashi Tresi, Diellza, and Katarina Katja Mihelič. "Going the Extra Mile: Perceived Self-Efficacy, Family-Work Enrichment, Promotion Focus, and Organisational Citizenship Behaviour." Drustvena istrazivanja 29, no. 4 (November 30, 2020): 599–619. http://dx.doi.org/10.5559/di.29.4.05.

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Drawing on control theory, this paper moves closer to understanding the individual antecedents of employee citizenship behaviours. It explores the combined effect of three antecedents – job self-efficacy, family-work enrichment, and promotion focus – on service delivery organisational citizenship behaviour. Moderated Hierarchical Regression Modelling is performed on a sample of 198 call centre employees. The findings show a U-shaped curvilinear relationship between job self-efficacy and service delivery organisational citizenship behaviour for those employees who experience family-work enrichment. The results also confirm the three-way interaction of job self-efficacy, family- -work enrichment, and promotion focus as joint predictors of citizenship behaviour. Theoretical implications are outlined along with practical steps for employers motivated to encourage citizenship behaviours in their teams, departments and sectors.

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Ali, Qaisar, and Shazia Parveen. "Islamic Bankers Green Behaviours and Its Impact on Green Banking Growth." Asia Proceedings of Social Sciences 1, no. 4 (November 14, 2018): 80–84. http://dx.doi.org/10.31580/apss.v1i4.289.

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This study focuses to categorise the types of green behaviours among Islamic bankers and the impact of these behaviours on the growth of green banking in Malaysia. The data was collected through a self-administrated survey questionnaire. McConnaughyâ€™s (2014) behavioural framework was adopted as a measurement scale. The findings prove that all five types of behaviours (conservation, work sustainability, avoiding harm, influencing others and taking initiative) of Islamic bankers have a significant positive impact on the growth of green banking. Particularly, taking initiative was the most influential behaviour for the growth of green banking. The major limitation of this study is the data collection from limited participants which is not an ideal scenario to generalise these findings. The findings are robust to develop green banking regulations, to shape a better green behaviour of Islamic bankers and to enhance green banking growth in Malaysia.

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Milne, Derek, and Stephanie Kennedy. "The Utility of Consumer Satisfaction Data: A Case Study in Organizational Behaviour Management." Behavioural and Cognitive Psychotherapy 21, no. 3 (July 1993): 281–91. http://dx.doi.org/10.1017/s1352465800010535.

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Despite considerable cajoling and some good results, behavioural psychotherapists have remained predominantly intra-personal in the focus of their research. Analysis of the wider environmental determinants of the behaviours that concern them have been few, and there has been no upwards trend. This is problematic in that it fails to exploit the full scope of behaviourism, limiting practitioners and their efficiency. The present analysis concerns one kind of systems-level work, the use of data to guide a psychiatric day hospital service. Although limited in rigour and scope, it nonetheless indicates a ready and promising “generalization” of behaviour therapy from the individual to the system. The study also illustrates how the emerging behavioural assessment principle of “treatment utility” can be analysed.

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Henttonen, Kaisa, Aino Kianto, and Paavo Ritala. "Knowledge sharing and individual work performance: an empirical study of a public sector organisation." Journal of Knowledge Management 20, no. 4 (July 11, 2016): 749–68. http://dx.doi.org/10.1108/jkm-10-2015-0414.

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Purpose The purpose of this study is to examine whether individual-level knowledge sharing (in terms of attitudes, benefit estimations, self-efficacy and actualised behaviours) affects individual work performance. Design/methodology/approach Hypotheses are tested through structural equation modelling of survey data collected from 595 members of a public organisation. Findings The findings confirm the hypothesis that knowledge-sharing propensity impacts positively on knowledge-sharing behaviour. Additionally, knowledge-sharing behaviour mediates the relationship between knowledge-sharing propensity and individual performance. The latter effect is also significant amongst the most highly educated members of the organisation but not among those with the lowest educational levels. Originality/value This paper provides insights into the knowledge-sharing–attitude–behaviour–work performance linkage. It thus addresses a relatively neglected area in knowledge management (KM) research, namely, that of individual knowledge behaviours and their performance impact, with an aim to better understand the micro-foundations of KM. It also contributes to knowledge on KM in the public sector.

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Hertz, Uri. "Learning how to behave: cognitive learning processes account for asymmetries in adaptation to social norms." Proceedings of the Royal Society B: Biological Sciences 288, no. 1952 (June 2, 2021): 20210293. http://dx.doi.org/10.1098/rspb.2021.0293.

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Changes to social settings caused by migration, cultural change or pandemics force us to adapt to new social norms. Social norms provide groups of individuals with behavioural prescriptions and therefore can be inferred by observing their behaviour. This work aims to examine how cognitive learning processes affect adaptation and learning of new social norms. Using a multiplayer game, I found that participants initially complied with various social norms exhibited by the behaviour of bot-players. After gaining experience with one norm, adaptation to a new norm was observed in all cases but one, where an active-harm norm was resistant to adaptation. Using computational learning models, I found that active behaviours were learned faster than omissions, and harmful behaviours were more readily attributed to all group members than beneficial behaviours. These results provide a cognitive foundation for learning and adaptation to descriptive norms and can inform future investigations of group-level learning and cross-cultural adaptation.

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Buckley, Lisa D., and Mary C. Sheehan. "An adolescent injury intervention: selecting targeted behaviours with implications for program design and evaluation." Australian Health Review 34, no. 4 (2010): 487. http://dx.doi.org/10.1071/ah09779.

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Objectives. This paper sought to identify the behaviour change targets for an injury prevention program; Skills for Preventing Injury in Youth (SPIY). The aim was to explore how such behaviours could subsequently be implemented and evaluated in the program. Methods and design. The quantitative procedure involved a survey with 267 Year 8 and 9 students (mean age 13.23 years) regarding their engagement in risk-taking behaviours that may lead to injury. The qualitative study involved 30 students aged 14 to 17 years reporting their experiences of injury and risk-taking. Results. Injury risk behaviours co-occurred among three-quarters of those who reported engaging in any alcohol use or transport or violence related risk behaviour. Students described in detail some of these experiences. Conclusions. The selection process of identifying target behaviours for change for an injury prevention program is described. Adolescents’ description of such risk behaviours can inform the process of operationalising and contextualising program content and deciding on evaluation methodology. The design of an effective injury prevention program involves considerable preparatory work and this paper was able to describe the process of identifying the behavioural targets for change that can be operationalised and evaluated in the injury prevention program, SPIY. What is known about the topic? Injury is a significant health concern for young people with multiple risk behaviours leading to injury. The context of such behaviour and injury is not well understood from the perspective of young people. Further, the clustering of such risky behaviours is often not examined. What does this paper add? This paper reports on a study that examines self-reported behaviours associated with injury among early adolescents and provides a qualitative perspective from the adolescents themselves about their injury and risk behaviour experiences. What are the implications for practitioners? School-based curriculum programs have the potential to deliver health promotion messages. However there are competing demands on curriculum time. Findings from this study suggest a curriculum program could effectively target change in alcohol, transport and violence risk behaviours as the behaviours co-occur and adolescents understood such behaviour and injury experiences are from the same context. School-based health promotion strategies that target many behaviours might thus provide a more efficient and accepted approach.

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Zheng, Wenzhi, Yen-Chun Jim Wu, XiaoChen Chen, and Shu-Jou Lin. "Why do employees have counterproductive work behavior? The role of founder’s Machiavellianism and the corporate culture in China." Management Decision 55, no. 3 (April 18, 2017): 563–78. http://dx.doi.org/10.1108/md-10-2016-0696.

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Purpose The purpose of this paper is to analyse the mechanism of how Machiavellian corporate culture (MCC) affects employees’ counterproductive work behaviours. Design/methodology/approach Through a three-phase grounded study on the data of a single case amounting to over 170,000 words, this qualitative study explores why employees exhibit counterproductive work behaviours. Findings The results indicated that the implications of the MCC of family businesses in China include the following three dimensions: low trust, control orientation, and status orientation. In this corporate cultural context, employees exhibit counterproductive work behaviours because they perceive low organisational justice, psychological contract violation, and low trust. Among them, psychological contract violation serves as a triggering mechanism due to the organisational context and trust is crucial to employee counterproductive work behaviour. Research limitations/implications In this study, the results are derived merely from the observation of and generalisation about one case; more therefore, empirical studies are required. Practical implications Numerous family business owners in China exhibit a high level of Machiavellian personality traits, and this personality tends to determine the implications of corporate culture. In order to establish a diverse culture, a heterogeneous top manager team must be developed and a new organisational culture must be established from top down. Originality/value This study extends the research scopes of employee personality and behaviours as well as leaders’ personality traits and employee emotions, and proposes a theoretical framework of leaders’ personality-culture-employee behaviours as a contribution to studies on organisational behaviour, theories of corporate social responsibility, and development of corporate culture.

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Shodipe, Taiwo Olabanji, and Ifeanyi Benedict Ohanu. "Antecedents of entrepreneurial intentions of electrical installation and maintenance work students’ in technical colleges." Asia Pacific Journal of Innovation and Entrepreneurship 14, no. 2 (August 20, 2020): 127–37. http://dx.doi.org/10.1108/apjie-08-2019-0062.

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Purpose Extending the theory of planned behaviour and the perspective of available resources, the purpose of this study is to expatiate the influence behavioural antecedents of available resources on electrical installation and maintenance work students’ (EIMW) entrepreneurial intentions (EIs) in technical colleges. Design/methodology/approach The study adopted a multistage sampling technique to select samples for the study. Data collected were analyzed using structural equation models in the empirical analysis. Findings The study showed that attitude, subjective norms, perceived behavioural control and perceived efficacy are behavioural antecedents that can be manipulated by exogenous factors to enhance EIMW students’ EIs. Originality/value This study stirs the government and other education agencies on the need to strengthen the technical institutions through adequate funding, employment of skilled personnel and provision of up-to-date types of machinery and equipment to help the students to compete globally. Therefore, adequate application of available resources will foster positive behaviours of EIMW students towards establishing their business venture.

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Letsa, Lolonyo, Foster Frempong, and Christopher Mensah. "Perceived organisational justice and unethical work behaviour among hotel employees in Accra: the role of gender and marital status." African Journal of Hospitality and Tourism Management 3, no. 1 (June 1, 2021): 43–62. http://dx.doi.org/10.47963/ajthm.v3i1.253.

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Ethics and organizational justice share common roots and patterns of development in that, employees’ ethical behaviours are influenced by the perceived fairness of the company’s policies, procedures and decision making. While this link has been established in many studies, whether this relationship is the same for different demographic groups has received little attention, particularly for the hospitality industry. This study, therefore, sought to examine perceived organisational justice and unethical work behaviours among hotel employees in Accra using gender and marital status as moderating variables. Data was collected from a sample of 379 employees of five four-star hotels in Accra. The moderated multiple regression technique, PROCESS by Hayes in SPSS was employed to test the significance of the moderating variables in the relationship between organisational justice and unethical work behaviour among hotel employees in Accra. The results showed that gender was significant in interactive justice effect on unethical work behaviours; while marital status was significant in distributive justice and procedural justice’ effect on unethical work behaviours among the hotel employees. The study recommends specific strategies for discouraging unethical workplace behaviours and encouraging organisational citizenship.

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Sopheab, H., P. M. Gorbach, S. Gloyd, and H. B. Leng. "Rural sex work in Cambodia: work characteristics, risk behaviours, HIV, and syphilis." Sexually Transmitted Infections 79, no. 4 (August 1, 2003): 335. http://dx.doi.org/10.1136/sti.79.4.335.

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Sopheab, H., P. M. Gorbach, S. Gloyd, and H. B. Leng. "Rural sex work in Cambodia: work characteristics, risk behaviours, HIV, and syphilis." Sexually Transmitted Infections 79, no. 4 (August 1, 2003): e2-e2. http://dx.doi.org/10.1136/sti.79.4.e2.

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Gabriel, Yiannis. "The Protestant Work Ethic: The psychology of work-related beliefs and behaviours." Journal of Economic Psychology 11, no. 3 (September 1990): 458–62. http://dx.doi.org/10.1016/0167-4870(90)90025-5.

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Bakker, Arnold B., Alfredo Rodríguez-Muñoz, and Ana Isabel Sanz Vergel. "Modelling job crafting behaviours: Implications for work engagement." Human Relations 69, no. 1 (September 24, 2015): 169–89. http://dx.doi.org/10.1177/0018726715581690.

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Griffin, Barbara, and Beryl Hesketh. "Adaptable Behaviours for Successful Work and Career Adjustment." Australian Journal of Psychology 55, no. 2 (August 2003): 65–73. http://dx.doi.org/10.1080/00049530412331312914.

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Laaksonen, M., K. Piha, P. Martikainen, O. Rahkonen, and E. Lahelma. "Health-related behaviours and sickness absence from work." Occupational and Environmental Medicine 66, no. 12 (November 24, 2009): 840–47. http://dx.doi.org/10.1136/oem.2008.039248.

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Gillies, Robyn M., and Adrian F. Ashman. "Behavioural interactions of children in classroom-based work groups." Journal of Psychologists and Counsellors in Schools 5 (November 1995): 67–80. http://dx.doi.org/10.1017/s1037291100001734.

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This paper discusses the results of a study which was conducted in 11 classes across three year levels (Years 2, 4, and 6) in four schools in suburban Brisbane. The study had two foci. It was designed firstly, to determine if there were differences between the cooperative behaviours, interactions, and types of language used by the children in the Structured and Unstructured groups; and secondly, to investigate whether there were differences across the year levels in the helping behaviours and interactions of the children in the two conditions. The study showed that when children work in Structured rather than Unstructured groups there are observable differences in the behaviours, interactions and language. The children in the Structured groups were consistently more cooperative and helpful to each other as they tried to involve each other in the learning task. They gave more explanations to assist each other's learning and they used more inclusive language (e.g. frequent use of “we” or “us”). Furthermore, these behaviours were exhibited by the children in the Structured groups across the three year levels. Group condition (Structured or Unstructured) was a significant predictor of group behaviours and interactions, and the type of language used.

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Adelman, James S., Sahnzi C. Moyers, Damien R. Farine, and Dana M. Hawley. "Feeder use predicts both acquisition and transmission of a contagious pathogen in a North American songbird." Proceedings of the Royal Society B: Biological Sciences 282, no. 1815 (September 22, 2015): 20151429. http://dx.doi.org/10.1098/rspb.2015.1429.

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Individual heterogeneity can influence the dynamics of infectious diseases in wildlife and humans alike. Thus, recent work has sought to identify behavioural characteristics that contribute disproportionately to individual variation in pathogen acquisition (super-receiving) or transmission (super-spreading). However, it remains unknown whether the same behaviours enhance both acquisition and transmission, a scenario likely to result in explosive epidemics. Here, we examined this possibility in an ecologically relevant host–pathogen system: house finches and their bacterial pathogen, Mycoplasma gallisepticum , which causes severe conjunctivitis. We examined behaviours likely to influence disease acquisition (feeder use, aggression, social network affiliations) in an observational field study, finding that the time an individual spends on bird feeders best predicted the risk of conjunctivitis. To test whether this behaviour also influences the likelihood of transmitting M. gallisepticum , we experimentally inoculated individuals based on feeding behaviour and tracked epidemics within captive flocks. As predicted, transmission was fastest when birds that spent the most time on feeders initiated the epidemic. Our results suggest that the same behaviour underlies both pathogen acquisition and transmission in this system and potentially others. Identifying individuals that exhibit such behaviours is critical for disease management.

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Addai, Prince, John Avor, Isaac Nti Ofori, and Daniel Ntiamoah Tweneboah. "Ethical leadership and productive work attitudes among micro financial institutions in Ghana." Management Research Review 42, no. 9 (September 16, 2019): 1049–61. http://dx.doi.org/10.1108/mrr-06-2018-0235.

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Purpose Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employees’ productive work attitudes (employee commitment, organizational citizenship behaviour). Design/methodology/approach The researchers obtained responses from 150 employees working in micro financial institutions in the Greater Accra Region of Ghana. The cross-sectional survey design was used. The hypotheses of the study were analysed using regression analyses. Findings Findings indicated a positive and significant relationship between ethical leadership and productive work attitudes (employee commitment, organizational citizenship behaviour). Hierarchical regression analyses revealed that organizational climate moderated the relationships between both ethical leadership – employee commitment and ethical leadership – organizational citizenship behaviours. Explicitly, ethical leadership produced the highest productive work attitudes when organizational climate was favourable for productive work attitudes. Originality/value Generally, this study highlights the prominence of organizational climate in understanding the influence of ethical leadership on employees’ work attitudes.

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Loi, Natasha M., Jennifer M. I. Loh, and Donald W. Hine. "Don’t rock the boat." Journal of Management Development 34, no. 2 (March 2, 2015): 169–86. http://dx.doi.org/10.1108/jmd-12-2012-0152.

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Purpose – There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to experience and put up more with workplace incivility. However, there is limited research on how this affects female employee’s willingness to complete work-related tasks. The purpose of this paper is to set out to examine whether gender moderates the role between tolerance for workplace incivility and those behaviours characterised by work withdrawal. Design/methodology/approach – In total, 317 employees from a range of business industries and governmental agencies completed a quantitative survey of measures relating to their work withdrawal behaviour and their perception of their workplaces’ tolerance for uncivil behaviours. Findings – Results revealed that when females perceived high levels of tolerance for workplace incivility, they decreased their work withdrawal behaviour. No relationship between tolerance for workplace incivility and work withdrawal was found for males. Research limitations/implications – The homogeneity of the sample, that is, the sample comprised predominantly of white-collar, White Australian workers. Practical implications – Improve managers and organisations’ knowledge and understanding about deviant workplace behaviours – especially between male and female employees. Originality/value – The paper adds to the work in the workplace incivility, diversity-gender and equity research area. Specifically, it highlights how male and female employees react when they perceive that their workplace tolerates deviant behaviours. This knowledge will inform managers and their organisations of a more effective way of managing conflict.

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Journal articles on the topic 'Behaviours at work'

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