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1
Aggarwal, Arun, and Amit Mittal. "Modeling the Effect of Organizational Justice on Employee's Well-Being, Organizational Citizenship Behavior and Turnover Intentions through Employee Engagement." Open Psychology Journal 14, no. 1 (October 15, 2021): 238–48. http://dx.doi.org/10.2174/1874350102114010238.
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Introduction: The last two decades had witnessed an increased interest in employee engagement by the academician and the practitioner. The reason for such interest is employee engagement potential to influence the individual and organizational level consequences. Methods: Hence, the current study's objective was to identify the key antecedents and consequences of employee engagement and establish their inter-relationship. Apart from this, the study also validates the different scales to measure different antecedents and consequences of employee engagement. The data were collected from 656 employees working in the FMCD industry in India to achieve this objective. Results: Results of the structural equation modeling analysis show that perceptions of organizational justice positively impact employee engagement. Further, employee engagement positively impacts satisfaction with life, positive affect, and organizational citizenship behavior. Conclusion: However, employee engagement showed a negative relationship with negative affect and employee turnover intentions. In the end, the practical and theoretical implications of the study were discussed.
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Naghi, Remus Ionut, and Gheorghe Preda. "Individual Consequences of Internal Marketing." Studia Universitatis „Vasile Goldis” Arad – Economics Series 25, no. 2 (July 1, 2015): 35–53. http://dx.doi.org/10.1515/sues-2015-0011.
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Abstract Since the emergence of the concept of internal marketing in the literature there have been almost 40 years. This period was marked by a constant increase of the concerns in the internal marketing area, these efforts being evidenced by the publication of a consistent number of articles (conceptual and empirical) which analyze this subject. Considering the previous empirical studies, most of them have focused on studying the relationship between internal marketing and employee satisfaction and / or organizational commitment. However, the relationship between internal marketing and its consequences has been less analyzed in the context of emergent economies. In this paper we aimed to analyze the individual consequences of the internal marketing in the Romanian economy context, focusing our attention on three constructs: employee satisfaction, organizational commitment and organizational citizenship behavior. The research was conducted on a sample of 83 medium and large companies in various sectors of the Romanian economy. In order to proceed with the statistical data analyses we followed these steps: verifying the scales reliability, determining factor loadings and research hypotheses testing. Our research results are consistent with results of previous studies showing that the adoption of internal marketing practice has a positive effect on employee satisfaction, organizational commitment and organizational citizenship behavior
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Caesens, Gaëtane, Florence Stinglhamber, and Marc Ohana. "Perceived organizational support and well-being: a weekly study." Journal of Managerial Psychology 31, no. 7 (September 12, 2016): 1214–30. http://dx.doi.org/10.1108/jmp-01-2016-0002.
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Purpose Prior research has conceptualized perceived organizational support (POS) as a stable variable over time varying from one individual to another. Nevertheless, it can be assumed that POS fluctuates within the same person over the course of several weeks due to different experiences lived at work. The authors suggested in the present study that weekly POS is predictive of employees’ weekly subjective well-being at work (i.e. increased positive affect toward the organization, and decreased negative affect toward the organization and psychological strains at work). In addition, the purpose of this paper is to examine the mediating role played by weekly work engagement in these relationships. Design/methodology/approach In total, 20 employees completed a first general questionnaire and then completed an online questionnaire during 12 consecutive weeks. Findings Results of hierarchical linear models indicated that weekly POS positively predicts weekly employees’ work engagement which, in turn, positively predicts weekly employees’ well-being (i.e. increasing positive affect toward the organization and decreasing negative affect toward the organization and psychological strains at work). Research limitations/implications Overall, these findings contribute to the POS and work engagement literatures. It shows that POS fluctuates within person over the course of several weeks and is a predictor of weekly employees’ well-being through its effects on weekly work engagement. Originality/value To the authors’ knowledge, this is the first study to examine within-person weekly variations in POS as a predictor of employees’ weekly work engagement and its subsequent consequences.
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Addis, Michela, Wided Batat, S. Sinem Atakan, Caroline G. Austin, Danae Manika, Paula C. Peter, and Lane Peterson. "Food Experience Design to Prevent Unintended Consequences and Improve Well-being." Journal of Service Research 25, no. 1 (December 22, 2021): 143–59. http://dx.doi.org/10.1177/10946705211057593.
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This article introduces a novel and comprehensive conceptual framework for designing innovative food experiences that enhance food well-being. We call this framework the novel food experience design. It supports managers in cocreating customer-centric food experiences to limit unintended detrimental consequences and enhance individual and societal food well-being. The novel food experience design (1) employs a systemic (vs. endemic) approach to the innovation process and (2) promotes prioritizing ethical decision-making alongside economic decision-making. Building on insights derived from ecosystem theory and the ethical principles literature, we develop four fundamental propositions to innovate food experiences: do no harm, do good, ensure autonomy, and ensure fairness. Our framework promotes higher levels of individual and societal food well-being than restricted food design innovations, preventing unintended consequences. Finally, we illuminate the implications for service research and practice.
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Junça-Silva, Ana. "Friends with Benefits: The Positive Consequences of Pet-Friendly Practices for Workers’ Well-Being." International Journal of Environmental Research and Public Health 19, no. 3 (January 19, 2022): 1069. http://dx.doi.org/10.3390/ijerph19031069.
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Although there is evidence that pets may help individuals who are facing significant daily stressors, little is known about the benefits of pet-friendly practices for their owners’ well-being. Based on the social exchange theory and on the Rusbult investment model, we argue that organizational pet-friendly practices will be viewed as a source of support from an organization that increases workers’ organizational identification, which in turn will lead to higher levels of psychological well-being and life satisfaction. For this study, 208 working adults answered an online questionnaire. Results from the study showed that the more pet-friendly practices the higher the workers’ organizational identification, which led to higher indices of psychological well-being and life satisfaction. This study contributes to a better understanding of the human–animal interaction and how pets can function as a resource for individuals’ well-being at work.
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Enehaug, Heidi, Migle Helmersen, and Svenn-Erik Mamelund. "Individual and Organizational Well-being when Workplace Conflicts are on the Agenda: A Mixed-methods Study." Nordic Journal of Working Life Studies 6, no. 1 (March 25, 2016): 83. http://dx.doi.org/10.19154/njwls.v6i1.4911.
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Previous studies have shown that direct involvement in workplace conflicts may have a significant impact on individual well-being. We used survey and interview data from a large nongovernmental organization (NGO) to analyze both the relationships between direct and indirect involvement in workplace conflicts and individual and organizational well-being. Results show that unaddressed conflicts and nonresponsive or conflict-involved managers are problematic because they fuel already existing conflicts, and also pave the way for new ones. If conflicts are not handled at an early enough stage, they seem to “paralyze” the organization and serve as an interlocking mechanism that contributes to hindering the necessary action from management. In our case, one-fifth of the employees were directly involved in the conflicts, and two-thirds felt that their local working environment had been influenced negatively by the conflicts. The prevalence of mental health problems in the NGO was almost twice as high as in the general Norwegian population, and slightly more than one out of 10 reported reduced work ability. We conclude that individuals directly involved in the conflicts experience negative health consequences, and that this fact, in combination with organizational issues and a very high share of employees indirectly involved in the conflicts, affected the well-being of the whole organization.
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Khoreva, Violetta, and Heidi Wechtler. "Exploring the consequences of knowledge hiding: an agency theory perspective." Journal of Managerial Psychology 35, no. 2 (February 12, 2020): 71–84. http://dx.doi.org/10.1108/jmp-11-2018-0514.
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PurposeThe purpose of the study is to explore empirically the consequences of knowledge hiding at the individual level and from the knowledge hiding committers' perspective. Hence, in line with agency theory and prior literature on knowledge hiding, the study investigates the associations between different facets of knowledge hiding and individual-level job performance, as well as the mediating role of employee well-being in the associations.Design/methodology/approachStructural equation modeling was used to analyze multisource survey data from a sample of 214 employees and 34 immediate supervisors, in a professional services company in Finland.FindingsEvasive hiding was found to be negatively associated with in-role job performance and positively associated with innovative job performance. Playing dumb was found to be positively associated with in-role job performance. Finally, even though the association between rationalized hiding and innovative job performance was found to be positive, it was found to be of a smaller magnitude when employee well-being was taken into account.Practical implicationsForceful unhealthy competition and exploitative and workaholic cultures are discussed to reduce knowledge hiding behavior among employees and their negative consequences.Originality/valueThe study highlights the paradox of managing organizational knowledge. In line with agency theory, we advocate that while knowledge sharing is one of the major assets of organizational welfare from the organizational perspective, it may resonate with the employee's perspective. Consequently, unless employees' self-interest and organizational interests are aligned, the paradox of managing organizational knowledge arises, and the classic agency problem occurs.
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Lin, Quan, Wanchao Guan, and Nana Zhang. "Work–family conflict, family well-being and organizational citizenship behavior: a moderated mediation model." International Journal of Conflict Management 33, no. 1 (October 29, 2021): 47–65. http://dx.doi.org/10.1108/ijcma-04-2021-0064.
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Purpose This study aims to examine the consequences of work–family conflict and explore the mechanism by which it influences organizational citizenship behavior from the perspective of changes in and preservation of family well-being (emotional resources). Design/methodology/approach Work–family conflict has always been an important research topic in the field of organizational behavior; scholars have studied the relationship between it and organizational citizenship behavior from different perspectives. To better understand the mechanism of work–family conflict on organizational citizenship behavior, we use a longitudinal design and analyze the multi-stage matching data of 209 employees and their superiors from six cities in southern China. The authors construct a theoretical model based on the conservation of resources theory to explore the mechanism by which work–family conflict influences organizational citizenship behavior when taking employees’ family well-being as a mediator and work–family segmentation preference as the boundary condition. Findings Work–family conflict has a significant negative effect on family well-being and this effect is moderated by work–home segmentation preferences. Work–family conflict also has a significant indirect effect on organizational citizenship behavior through family well-being and this indirect effect is enhanced by an increase in the level of preference for work–home segmentation. Originality/value This study enriches our knowledge of the moderating variables in the study of work–family relationships from the perspective of individual personality traits. It also provides a new perspective for the study of such relationships in the context of Chinese family culture.
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De Vincenzi, Clara, Martina Pansini, Bruna Ferrara, Ilaria Buonomo, and Paula Benevene. "Consequences of COVID-19 on Employees in Remote Working: Challenges, Risks and Opportunities An Evidence-Based Literature Review." International Journal of Environmental Research and Public Health 19, no. 18 (September 16, 2022): 11672. http://dx.doi.org/10.3390/ijerph191811672.
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The COVID-19 pandemic forced organizations across all sectors and sizes to undertake crucial changes in order to remain productive during the emergency. Among these, the shift towards remote working arrangements is still present in our workplaces, impacting employees’ well-being and productivity. This systematic review aims to describe the pandemic’s consequences on work organization by analyzing whether and how the shift towards remote or home-working impacted employees’ productivity, performance, and well-being. Furthermore, it describes the role of individual and organizational factors in determining employees’ adjustment to remote work. Sixty-seven peer-reviewed papers published from 2020 to 2022, written in English, were selected through the preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Findings describe how remote working arrangements, the workplace and organizational factors, and the employees’ individual traits and skills impacted employees’ productivity and well-being. Furthermore, they provide a description of the organizational enforcement actions reported in the literature. Managerial and practical implications, such as enforcement actions, team management strategies, and initiatives to promote employees’ physical and mental health, will be discussed in the paper.
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Hendriks, Martijn, Martijn Burger, Antoinette Rijsenbilt, Emma Pleeging, and Harry Commandeur. "Virtuous leadership: a source of employee well-being and trust." Management Research Review 43, no. 8 (January 3, 2020): 951–70. http://dx.doi.org/10.1108/mrr-07-2019-0326.
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Purpose The purpose of this paper is to examine how a supervisor’s virtuous leadership as perceived by subordinates influences subordinates’ work-related well-being and to examine the mediating role of trust in the leader and the moderating roles of individual leader virtues and various characteristics of subordinates and organizations. Design/methodology/approach An online survey was conducted through Prolific among a self-selected sample of 1,237 employees who worked with an immediate supervisor across various industries in primarily the UK and the USA. Structural equation modeling was used to test the hypotheses. Findings The empirical results indicate that an immediate supervisor’s virtuous leadership as evaluated by the subordinate positively influences all three considered dimensions of work-related well-being – job satisfaction, work-related affect and work engagement – for a wide variety of employees in different industries and countries. A subordinate’s greater trust in the supervisor fully mediates this positive influence for job satisfaction and work engagement and partially for work-related affect. All five individual core leader virtues – prudence, temperance, justice, courage and humanity – positively influence work-related well-being. Practical implications The findings underscore that promoting virtuous leadership is a promising pathway for improved employee well-being, which may ultimately benefit individual and organizational performance. Originality/value Despite an age-old interest in leader virtues, the lack of consensus on the defining elements of virtuous leadership has limited the understanding of its consequences. Building on recent advances in the conceptualization and measurement of virtuous leadership and leader character, this paper addresses this void by exploring how virtuous leadership relates to employees’ well-being and trust.
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Soleimani, Mohammad Ali, Saeed Pahlevan Sharif, Ameneh Yaghoobzadeh, Mohammad Reza Sheikhi, Bianca Panarello, and Ma Thin Mar Win. "Spiritual well-being and moral distress among Iranian nurses." Nursing Ethics 26, no. 4 (June 16, 2016): 1101–13. http://dx.doi.org/10.1177/0969733016650993.
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Background: Moral distress is increasingly recognized as a problem affecting healthcare professionals, especially nurses. If not addressed, it may create job dissatisfaction, withdrawal from the moral dimensions of patient care, or even encourage one to leave the profession. Spiritual well-being is a concept which is considered when dealing with problems and stress relating to a variety of issues. Objective: This research aimed to examine the relationship between spiritual well-being and moral distress among a sample of Iranian nurses and also to study the determinant factors of moral distress and spiritual well-being in nurses. Research design: A cross-sectional, correlational design was employed to collect data from 193 nurses using the Spiritual Well-Being Scale and the Moral Distress Scale-Revised. Ethical considerations: This study was approved by the Regional Committee of Medical Research Ethics. The ethical principles of voluntary participation, anonymity, and confidentiality were considered. Findings: Mean scores of spiritual well-being and moral distress were 94.73 ± 15.89 and 109.56 ± 58.70, respectively. There was no significant correlation between spiritual well-being and moral distress ( r = −.053, p = .462). Marital status and job satisfaction were found to be independent predictors of spiritual well-being. However, gender and educational levels were found to be independent predictors for moral distress. Age, working in rotation shifts, and a tendency to leave the current job also became significant after adjusting other factors for moral distress. Discussion and conclusion: This study could not support the relationship between spiritual well-being and moral distress. However, the results showed that moral distress is related to many elements including individual ideals and differences as well as organizational factors. Informing nurses about moral distress and its consequences, establishing periodic consultations, and making some organizational arrangement may play an important role in the identification and management of moral distress and spiritual well-being.
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Lee, Jeong Won, and Chang-Wook Jeung. "Employee Status and the Consequences of Perceived Organizational Support." Journal of Personnel Psychology 17, no. 2 (April 2018): 75–82. http://dx.doi.org/10.1027/1866-5888/a000198.
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Abstract. Incorporating organizational support and status theory, this study examines whether employees’ status moderates both the relationship between perceived organizational support (POS) and affective organizational commitment (AOC) as well as POS-AOS-job performance relationships. Based on two studies using different types of status measures (i.e., objective and subjective), our findings demonstrate that both the POS-AOC relationship and the entire mediation process were moderated by employee status such that low-status employees showed a greater improvement in effects. This study represents a novel attempt to clarify the critical role of individual status, which has largely been neglected in the field of I/O psychology and organizational behavior, in the complex mechanism of POS and subsequent outcomes.
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Thielmann, Beatrice, Julia Schnell, Irina Böckelmann, and Heiko Schumann. "Analysis of Work Related Factors, Behavior, Well-Being Outcome, and Job Satisfaction of Workers of Emergency Medical Service: A Systematic Review." International Journal of Environmental Research and Public Health 19, no. 11 (May 30, 2022): 6660. http://dx.doi.org/10.3390/ijerph19116660.
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Background: The workloads of emergency medical service personnel (EMS) are varied. In the absence of recovery, health consequences can result. The aim of this review was to analyze the literature on the associations between psychosocial or physical work factors on one hand and the well-being outcomes and job satisfaction on the other hand. Methods: A systematic literature review examining the workloads, behavior, and well-being of EMS including emergency physicians, in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) statement for the reporting systematic reviews, was performed. The PubMed, Ovid Medline, Cochrane Library, Scopus, Web of Science, PsycINFO, Psyndex, and Embase electronic databases were used. Results: Thirty-three studies were included. These were divided into studies that predominantly focused on the behavior (6), stress and strain (22), and well-being (5) of EMS. Only four studies also examined emergency physicians. The studies indicated a high prevalence of psychological and physical stress factors. Burnout and posttraumatic stress disorders have been the most studied consequences of mismatched stress. The health status variable performs better in conjunction with higher qualifications. Age is not a protective variable in some studies. Conclusions: EMS workloads are varied and must be assessed on an individual basis. Studies on emergency physicians are needed. Organizational and personal measures must become the focus of health promotion and prevention in the workplace.
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Načinović Braje, Ivana, Ana Aleksić, and Sanda Rašić Jelavić. "Blame It on Individual or Organization Environment: What Predicts Workplace Deviance More?" Social Sciences 9, no. 6 (June 9, 2020): 99. http://dx.doi.org/10.3390/socsci9060099.
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Deviant workplace behavior is one of the widely present employee behaviors that create significant organizational cost, create an unhealthy working environment, and lead to various social and psychological job- and non-job-related consequences. Although various personality, situational, and organizational factors have been analyzed as instigators of such behavior, literature calls for a more comprehensive approach that analyzes interaction and mutual effects of different sources of deviant behavior. This paper explores organizational culture and individual personality as the antecedents of deviant workplace behavior. A multilevel perspective is applied in empirical research that was done on a sample of 251 employees from 11 organizations in Croatia. Results of our research and hierarchical linear modeling imply that individual-related factors, namely, age and gender, as well as personality traits, are greater predictors of both individual and organizational deviance as opposed to organizational culture.
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Ribeiro, Neuza, Manish Gupta, Daniel Gomes, and Nelia Alexandre. "Impact of psychological capital (PsyCap) on affective commitment: mediating role of affective well-being." International Journal of Organizational Analysis 29, no. 4 (January 20, 2021): 1015–29. http://dx.doi.org/10.1108/ijoa-04-2020-2122.
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Purpose The purpose of this study is to examine the mediating role of affective well-being (AWB) in the relationship between psychological capital (PsyCap) and affective commitment. Design/methodology/approach The sample included 226 employees from diverse Portuguese organizations. Based on a survey, respondents reported their perceptions of own PsyCap, AWB and affective commitment to their organization. Findings Results from structural equation modeling suggested presence of mediation by AWB in the relationship between PsyCap and affective commitment. Practical implications Managers are encouraged to gain from this finding by emphasizing more on the emotional health of individuals to increase their attachment with the company. Originality/value Though there are several studies indicating the positive consequences of PsyCap on employees, studies on how PsyCap affects affective commitment through AWB is scarce. These results advance the broaden-and-build theory by suggesting that the relationship between PsyCap and affective commitment is much more complex.
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Wurtz, Olivier. "Expatriation, alcohol and drugs: antecedents and consequences of substance use in expatriation." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 3/4 (December 10, 2018): 316–34. http://dx.doi.org/10.1108/jgm-08-2017-0035.
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PurposeExpatriation is known to be stressful. The purpose of this paper is to examine stress as an antecedent of substance use (SU) during expatriation and related effects on expatriates’ work adjustment. Moreover, the study sheds light on individual-level moderators (i.e. gender and prior international experience) and organizational-level moderators (i.e. organizational social support) that might condition the stress–SU link.Design/methodology/approachThis work adopts a quantitative survey approach. It is based on two studies, one of 205 expatriates and one of 96 expatriate–supervisor dyads. The data were collected through personal networks and with the help of multinational companies.FindingsThis research shows that stress at a medium- to high-level increases SU among male expatriates, but not among female expatriates. Expatriates with substantial prior international experience were identified as being more prone to react to stress by resorting to SU. It also provides evidence that SU to aid coping harms professional adjustment. Moreover, some implications relating to professional adjustment are discussed.Research limitations/implicationsSU was self-reported; this may have deterred users from accurately reporting their consumption levels. Moreover, convenience samples have been used. Preventive actions limiting SU, such as well-being programs, could be sponsored by local human resource managers in order to limit this phenomenon.Originality/valueThis work is one of the first to analyze SU among expatriates. It shows that some expatriates are more at risk than others of resorting to such use to cope with the hardships of expatriation.
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Kamerāde, Daiga, and Matthew R. Bennett. "Rewarding Work: Cross-National Differences in Benefits, Volunteering During Unemployment, Well-Being and Mental Health." Work, Employment and Society 32, no. 1 (March 14, 2017): 38–56. http://dx.doi.org/10.1177/0950017016686030.
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Owing to increasing labour market flexibilization, a growing number of people are likely to experience unemployment and, as a consequence, lower mental health and well-being. This article examines cross-national differences in well-being and mental health between unemployed people who engage in voluntary work and those who do not, using multilevel data from the European Quality of Life Survey on unemployed individuals in 29 European countries and other external sources. This article finds that, regardless of their voluntary activity, unemployed people have higher levels of well-being and mental health in countries with more generous unemployment benefits. Unexpectedly, the results also suggest that regular volunteering can actually be detrimental for mental health in countries with less generous unemployment benefits. This article concludes that individual agency exercised through voluntary work can partially improve well-being but the generosity of unemployment benefits is vital for alleviating the negative mental health effects of unemployment.
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Vilas-Boas, Madalena. "Relationship between the Perception of Organizational Culture and Ethical Climate and the Perception of Workplace Bullying." CES Psicología 12, no. 2 (2019): 103–25. http://dx.doi.org/10.21615/cesp.12.2.8.
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Workplace bullying takes place in many organizations and it has serious consequences on individuals, organizations and economy. The main aim of this study is to contribute to the field of workplace bullying by empirically testing the theoretically defined relation between socio-organizational variables (organizational culture and ethical climate) and bullying, using two theoretical models well-grounded in organizational studies. The findings, from a sample of 984 Portuguese workers, suggest that there is a strong relation between organizational culture/ethical climate and bullying: the "benevolent" and "principled" climates are negatively related (or even an obstacle) to bullying, as well as the cultural orientation of "support". The opposite is the result of the climate "self-interest" and the cultural orientations of "rules" and "goals". As organizational culture and ethical climate explain 20% of the variance of the negative behaviours perceived by the members of the organization, what shows that managers can achieve changes to a significant organizational, individual and societal problem just by manipulating those two variables.
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Mahdavi, Akramsadat, Farzad Sattari Ardabili, Mohammad Kheirandish, Habib Ebrahimpour, and Shahram Mirzaei Daryani. "Presenting a Model of Managerial Practical Wisdom in Hospitals." Management 24, no. 2 (December 1, 2020): 20–48. http://dx.doi.org/10.2478/manment-2019-0045.
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Summary This qualitative study was conducted to provide a model of managerial practical wisdom in public hospitals in order to define the components affecting managerial practical wisdom, development strategies and its results in hospitals based on interpretive paradigm using Grounded strategy and content analysis technique and based on paradigm model of Corbin and Strauss (2008). To this end, semi-structured interviews were conducted with 21 hospital managers, professors and experts in the field of health care management. The basic themes of the interviews during the data analysis and coding stage identify the central class, causal, contextual, intervening factors, strategies and consequences of managerial practical wisdom in the form of a paradigm model and finally to create Grounded theory about managerial practical wisdom in these hospitals. Accordingly, the dimensions and components of practical wisdom among the managers of the mentioned hospitals were cognitive abilities and managerial competencies, factors affecting its development including individual factors (personal experiences, personality pattern, and individual values) and organizational factors (spirituality at work, organizational values and organizational will).Moreover, the results of developing this type of wisdom among the mentioned managers can be categorized as individual results (mental and psychological well-being), organizational results (improving service quality, stakeholder satisfaction, organizational dynamism and agility, organizational vitality and organizational citizenship behaviors) and social outcomes (social capital development). These results can be used in the creation and development of quantitative tools for measuring managerial practical wisdom and as a qualitative complement in evaluating the quality of decisions among hospital managers.
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Vredenburgh, Alison G., and Ilene B. Zackowitz. "Sexual Harassment: An Organizational Safety Issue." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 46, no. 10 (September 2002): 915–19. http://dx.doi.org/10.1177/154193120204601008.
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Sexual harassment is a serious workplace safety issue. Central to all definitions of sexual harassment is the abuse of actual or perceived power over another individual. At the workplace, harassment creates a fearful and unsafe work environment. If organizational policies, procedures and practices do not prevent sexual harassment, an unsafe condition for employees may result and those organizations may be held liable for the damages. This paper presents a multidimensional study of harassment as a workplace safety issue. The forensic aspects of sexual harassment will be addressed. Two case studies will illustrate the depth and breadth of the harassment problem as an organizational safety issue. Finally, a study will be presented. Ten individuals who have experienced sexual harassment were interviewed in depth regarding their experiences. This multidimensional approach will illustrate that harassment is a workplace safety issue that can result in physical injury, emotional and professional damage to the victim as well as negative consequences to the organization.
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Raza, Hendra, Erlina ., and Prihatin Lumban Raja . "Antecedents and Consequences of Individual Performance: Analysis of Turnover Intention Model (Empirical Study of Public Accountants in Indonesia)." Journal of Economics and Behavioral Studies 6, no. 3 (March 30, 2014): 169–80. http://dx.doi.org/10.22610/jebs.v6i3.480.
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This study aims to examine empirically the antecedents of individual performance on its consequences of turnover intention in public accounting firms. There are eight variables measured which consists of auditors’ empowerment, innovation, professionalism, role ambiguity, role conflict, organizational commitment, individual performance and turnover intention. Data analysis is based on 163 public accountant using the Structural Equation Modeling assisted with an application of the Analysis Moment Structure (AMOS). The findings have revealed that the model is acceptable and successfully proves on a significant influence of the auditors’ innovation on the role ambiguity, professionalism on the role ambiguity, empowerment on the role conflict, innovation on the role conflict, professionalism on the role conflict, role conflict on the organizational commitment, role ambiguity on the auditors’ performance, organizational commitment on the auditors’ performance, auditors’ empowerment on the turnover intention, innovation on the turnover intention, professionalism on the turnover intention, organizational committment on the turnover intention, auditors’ performance on turnover intention. The new variables of auditors’ empowerment and innovation in the model as well as the direct influence of performance on turnover intention are successfully proven.
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Salehi, Mahdi, Fereshteh Seyyed, and Shayan Farhangdoust. "The impact of personal characteristics, quality of working life and psychological well-being on job burnout among Iranian external auditors." International Journal of Organization Theory & Behavior 23, no. 3 (March 28, 2020): 189–205. http://dx.doi.org/10.1108/ijotb-09-2018-0104.
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PurposeGiven the negative consequences of job burnout for both individual auditors and audit firms, the present study aims to examine the effect of auditors' personal characteristics, working life quality and psychological well-being on auditors' job burnout.Design/methodology/approachWe chose 240 auditors (junior, senior, manager and partner) who work at 53 audit and public accounting firms in Mashhad during 2015–2016 as our sample. The respondents were randomly selected and the data were gathered through the distribution of questionnaires of Walton’s (1973) quality of working, Ryff’s (1995) psychological well-being and Maslach and Jackson’s (1984) job burnout. We also employ structural equation modeling (SEM) along with statistical path analysis to test our hypotheses by using R statistical software.FindingsConsistent with our expectations and prior literature, our findings suggest that auditors' job burnout is significantly and positively influenced by auditors' personal traits, quality of working life and psychological well-being.Originality/valueThe present study is quite remarkable and unique in that it focuses on a specific audit market where there are significant differences in socio-economic, political and cultural factors with those of Western or European developed markets. The results provided in this paper could be fruitful for auditors, regulators and policymakers.
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Palta, Ayşegül. "Examination of Teachers’ Perceptions about Servant Leadership and Organizational Commitment." International Education Studies 12, no. 4 (March 10, 2019): 36. http://dx.doi.org/10.5539/ies.v12n4p36.
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The issue of leadership has been debated by people since ancient times. When literature review is done in this field, it has seen that leadership was defined by many scientists and different approaches have been created about the subject Servant leadership is an understanding that reappears in the modern world and that leaders are accountable to their followers and go back to historical antiquity. Organizational commitment is the degree of integration and identification that an individual feels for an organization. Many researches have been done so far on organizational commitment. Low organizational commitment has individual and organizational negative consequences such as being late for work, absenteeism, low performance and even leaving the job. The purpose of this study is to investigate teachers’ perceptions about servant leadership and organizational commitment. 149 teachers answered the scales. Survey and correlational model were preferred. According to the findings, teachers’ perceptions about servant leadership and organizational commitment don’t vary in accordance with gender, branch, tenure in school and seniority. Organizational commitment of teachers and servant leadership perceptions are related to each other. This relationship is positive and low.
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KORZHOV, HENNADII, and MAKSYM YENIN. "Sociological dimensions of cyberbullying: essence, consequences, and coping strategies." Sociology: Theory, Methods, Marketing, Stmm. 2022 (4) (2022): 103–20. http://dx.doi.org/10.15407/sociology2022.04.103.
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The authors of the article based on a review of scientific sources, documents of international organizations, and legislation conducted a comparative analysis of different approaches to the definition of cyberbullying. According to the authors, cyberbullying is individual or group actions of aggression or violence against the individual, harassment using information technology, e-mail, messengers, chats, social networks, websites, mobile phones in order to humiliate, intimidate or cause moral harm. In contrast to traditional bullying, in cyberbullying the advantage of physical strength and higher social status becomes unimportant, while the uneven distribution of technological power increases, time and space constraints disappear, and the emotional threshold of social reactions reduces. Pupils and students are the first to be at risk of being victims of aggression on the Internet. Based on a review of foreign sources, strategies for minimizing and overcoming the negative consequences of cyberbullying at various levels — individual, organizational, institutional and systemic (legal and moral norms) — are considered. According to the authors, cyberbullying is a component of the broader concept of cyberviolence, which includes both proactive and reactive aggressiveness. Based on the data of the research “Prevention of violence against women in online resources during the elections in Ukraine”, it was found that the use of various forms of online violence against women in Ukraine is a common and destructive factor that has a very negative impact on their participation in political life. In this context cyberbullying is based upon historically determined socio-cultural stereotypes, as well as prejudices and myths about the social roles and opportunities of women to participate in civic and political life.
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Bhattacharyya, Sanghamitra, and Leena Chatterjee. "Organizational Downsizing: From Concepts to Practices." Vikalpa: The Journal for Decision Makers 30, no. 3 (July 2005): 65–78. http://dx.doi.org/10.1177/0256090920050306.
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Downsizing is currently one of the most popular strategies being used by organizations in an effort to survive and compete in the current business scenario. Existing literature in the area has broadly focused on the following three issues: Why do organizations downsize? What are the consequences of downsizing on the individual and the organization as a whole? What are the strategies that can be adopted for successful downsizing? While imperatives for downsizing have been considered from economic, institutional, strategic, ideological, and arational perspectives, suggestions for successful downsizing strategies have repeatedly reinforced the importance of adopting a planned, long-term, and people-oriented approach to implementation. The bulk of empirical research, however, appears to have focused on the consequences of downsizing both at the individual and organizational level. Given that downsizing today has achieved the status of an institutionalized norm, the relevant question is not so much whether or why organizations should downsize, but rather, how best to implement the process in a way which will enable organizations to accrue benefits and effectively manage the negative consequences of such an exercise. A review of literature reveals that a planned approach to the implementation process would lead to sustained and long-term benefits to the organization. Drawing from change management theories as well as related theories in organizational learning, theory of business, and business model innovations, this paper has attempted to identify issues that need to be addressed at each stage of downsizing in order to ensure effective implementation. At one level, this would imply a need to question the very rationale for downsizing in terms of whether it really is the best alternative under the existing situation. At another level, assuming that downsizing has been accepted to be the most viable option, and given that any successful planned change would need to be handled as a multi-stage activity, this would include : reframing of the existing mental models and assumptions about the business extensive communication with employees at each stage managing the needs and expectations of survivors, victims, and implementers themselves planning for employability initiatives for employees helping employees to renegotiate their existing psychological contract with the organization. This would necessitate bringing about a change in the mindsets and attitudes of the people involved in the exercise. Moreover, a downsizing exercise would also need to be implemented as a part of an overall corporate renewal package rather than as an isolated strategy on its own. Suggestions for future research in this area, especially in the Indian context, have been identified with a view to adding to the existing body of knowledge and also facilitating greater understanding on the part of practitioners in handling a downsizing exercise.
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Follmer, Kayla B., and Kisha S. Jones. "Mental Illness in the Workplace: An Interdisciplinary Review and Organizational Research Agenda." Journal of Management 44, no. 1 (November 9, 2017): 325–51. http://dx.doi.org/10.1177/0149206317741194.
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Given the prevalence of and consequences associated with mental illness in the workplace, we believe this review is both critical and timely for researchers and practitioners. This systematic review broadens the extant literature in both theoretical and practical ways in an effort to help lay a foundation for the organizational scholarship of employees with mental illness, a group that has traditionally been underrepresented in the management and industrial-organizational psychology literatures. After defining and conceptualizing mental illness as a social identity, we systematically review the existing empirical research on employees with mental illness across multiple fields of study. Using research that accounts for individual, other, and organizational perspectives, we present a model that outlines the performance, employment, career, and discriminatory outcomes that characterize the experiences of individuals with mental illness as well as individual and organizational strategies that moderate the relationship between having a mental illness and experiencing those outcomes. Together, this article provides a synthesis of what is known about employees with mental illness while also highlighting avenues for future scholarly attention.
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Kim, Kawon, Margaret E. Ormiston, Matthew J. Easterbrook, and Vivian L. Vignoles. "Ethnic dissimilarity predicts belonging motive frustration and reduced organizational attachment." Group Processes & Intergroup Relations 22, no. 1 (November 2, 2017): 116–38. http://dx.doi.org/10.1177/1368430217733116.
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Some empirical studies show negative consequences of being demographically different from one’s group, but the underlying psychological mechanisms are not well understood. To address this gap, we investigated the role of the belonging and distinctiveness motives in individuals’ experiences of being ethnically dissimilar from their group. We propose that ethnic dissimilarity satisfies group members’ need for distinctiveness whereas it frustrates members’ need for belonging, and this frustration reduces their organizational attachment. An experimental study showed that ethnic dissimilarity led to heightened arousal of the belonging motive, indicating that this motive was frustrated. In a naturalistic study of real-life student groups, ethnic dissimilarity was associated with frustrated belonging, which in turn was associated with reduced organizational attachment. This paper contributes to the literature on demographic dissimilarity in groups by closely examining the effect of demographic dissimilarity on group members’ fundamental motives and reactions to group membership.
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Chung, Yang Woon. "The mediating effects of organizational conflict on the relationships between workplace ostracism with in-role behavior and organizational citizenship behavior." International Journal of Conflict Management 26, no. 4 (October 12, 2015): 366–85. http://dx.doi.org/10.1108/ijcma-01-2014-0001.
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Purpose – This study aims to examine the mediating effects of organizational conflict on the relationships between workplace ostracism with in-role behavior and organizational citizenship behaviors. The workplace is a social context where many individuals spend a great amount of their time. Frequently being excluded or ignored is a common experience within all social contexts, and the study emphasizes how those feelings can affect organizational members. The current study extends research, as prior empirical studies have focused mainly on the direct consequences of workplace ostracism. Design/methodology/approach – The study was longitudinally designed, as data were collected using a two-wave self-reported survey. Confirmatory factor analysis and structural equation modeling were conducted to test the study’s hypotheses. Findings – The study found workplace ostracism to be positively related to coworker conflict, supervisor conflict and task conflict. Coworker conflict was found to fully mediate the relationships between workplace ostracism with in-role behavior and organizational citizenship behaviors. Research limitations/implications – As the study was conducted in Korea, the results cannot be generalizable and should be tested in Western cultures. Although the study was longitudinally designed, the first-wave survey measured the independent variable, while the second-wave survey measured the mediating and dependent variables. Also, self-reported surveys are always of concern; thus, multiple sources should be considered to strengthen the research model’s relationships. Practical implications – Organizations and managers need to continuously address the quality of interpersonal relationships among all organizational members. As studies reveal that being “out of the loop” is quite a common phenomenon, individual and organizational performance can be greatly affected, as work is becoming more interdependent and team work is frequently implemented within organizations. Social implications – Individuals interact in numerous social contexts and as the workplace is an important context where many individuals spend a lot of their time and interact with other organizational members, the quality of the relationships at work can have spillover effects that can affect interpersonal relationships outside of the workplace. Originality/value – The study explores and empirically tests the mediating effects of organizational conflict on the relationships between workplace ostracism with in-role behavior and organizational citizenship behaviors. The study extends research on the consequences of workplace ostracism and helps further understand how workplace ostracism can affect workplace attitudes and behaviors.
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Olaniyi, Alake. "Assessing the Employee Well-Being and Performance in Small-Sized Construction Organization." Sustainability in Environment 7, no. 1 (January 6, 2022): p63. http://dx.doi.org/10.22158/se.v7n1p63.
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Performance in paid work has for many years been studied as an important form of individual and group behavior, with researchers and practitioners often aiming for its enhancement through job design, staff selection and development, or shaping managerial style and organizational culture. In parallel with this interest in performance, psychologists in employment settings have also worked to understand the sources and consequences of well-being, motivation and performance. These three variables are examined together in the assessing the employee well-being in small-sized construction organization in Ekiti State. Employee well-being is considered as an important tool for enhancing worker’s performance and construction sector is not an exception. It has been empirically established that well-being has positive impact on construction worker’s performance. Moreover, empirical studies have shown that performance in the sector has been decreasing globally. This study therefore aims at understand the demanding working environment of the construction industry and the factors which lead to employees being troubled. The researcher was of the opinion that an improved well-being of employees can significantly improve the organization productivity. Quantitative research design was employed with same questionnaire administered on the population covered. Random sampling techniques were used to select small-sized construction organization sampled from a selected population in Ekiti State, Nigeria. Purposive sampling was used to administer questionnaires to various employees. 75questionnaires were administered to employee collectively and 70 was filled and returned which constitute 93.3% success rate. Questionnaire was designed in Likert scale of 1-5. Analysis was done by statistical packages for social sciences version 17. Descriptive statistics which include mean percentile and tables were used to present the data. One Way Analysis of Variance was used to determine whether there is relationship between well-being and organization performance. Data analysis and results on the factors affecting small-sized construction organization employee well-being indicates that there is a statistically significant linear relationship between well-being and performance. The result also revealed that there is a positive and significant relationship between well-being and employee’s performance which reinforces the reinforcement and expectancy theory of remuneration especially the concept of Thorndike’s Law of Effect meaning a response followed by a reward is more likely to recur in the future. The study concluded that well-being has impact on employees and organization performance and recommend that the employers of labor both private and government must not take the well-being of their employees for granted because it will result in low productivity.
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Higgins, E. Tory, and Federica Pinelli. "Regulatory Focus and Fit Effects in Organizations." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (January 21, 2020): 25–48. http://dx.doi.org/10.1146/annurev-orgpsych-012119-045404.
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Regulatory focus theory distinguishes between two different value concerns: promotion concerns with advancement and growth, and prevention concerns with safety and security. Since its publication more than 20 years ago, regulatory focus theory has generated a substantial amount of research and it has been applied to numerous organizational contexts. We identified four main domains: decision making, messaging, people management (e.g., leadership, organizational development, wellness and employees’ productivity), and entrepreneurship. We selected significant findings in those domains based on individuals, teams, and organizations being motivated by promotion or prevention goals and on the consequences of the match between regulatory focus goal orientation and the manner in which the goal is pursued, as conceptualized by regulatory fit theory. We also highlighted whether the research was concerned with the individual or with a broader group within the organization (including the organization itself). We conclude by suggesting future avenues for research.
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Downing, Megan S., Nana Arthur-Mensah, and Jeffrey Zimmerman. "Impostor phenomenon: considerations for leadership practice." International Journal of Organization Theory & Behavior 23, no. 2 (March 17, 2020): 173–87. http://dx.doi.org/10.1108/ijotb-05-2019-0065.
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PurposeThe impostor phenomenon (IP) is a psychological cycle experienced by individuals who, despite successes, are plagued by self-doubt and a concern of being identified as fraudulent. IP research is typically focused on the psychological well-being of those who experience IP, examining antecedents and outcomes of IP. Research on organizational impact is limited with few studies examining IP’s influence on leadership practices. The purpose of this paper is to discuss IP and explore the value of mitigating IP’s negative effects with a view to developing a conceptual model that illustrates IP in context with leaders.Design/methodology/approachUsing a scoping literature review methodology, this paper draws on identity theory to explore and discuss the relevance of IP to organizations and leadership practice.FindingsFollowing a review of relevant literature, the authors propose a conceptual model that illustrates IP’s impact on organizational leaders’ capacity to practice leadership due to conflicting identity standards and diminished self-efficacy. Implications for organizational leadership development as well as leadership practice, theory, and research are discussed.Research limitations/implicationsThis paper is a theoretical analysis, not an empirical study, however, it presents a conceptual model that provides perspective on IP and its relevance to leadership as well as the organizational value of and suggestions for mitigating IP.Originality/valueA greater understanding of IP and IP’s potential consequences on leadership in the workplace may contribute to organizational interventions that mitigate IP's impact on leaders and the organizations they serve.
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Skurdenienė, Nijolė, and Dalia Prakapienė. "Mobbing in the Public Sector: the Case of the Ministry of National Defence of Lithuania and its Institutions." Public Policy and Administration 20, no. 1 (April 28, 2021): 34–44. http://dx.doi.org/10.5755/j01.ppaa.20.1.28062.
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One element of any organization’s success is its organizational culture that manifests itself through the creation of a value system and emphasis on the well-being of employees. In this context, mobbing is a phenomenon understood as psychological stress experienced by individuals at work as a result of certain actions by another person leading to negative consequences for the individual, the organization and society. Given the fact that mobbing in statutory organizations or in organisations involved in their activities has hardly been studied, this article aims to reveal the peculiarities of mobbing in the Ministry of National Defence of Lithuania and its institutions through the organizational environment and employees’ relationships. Two hundred and one participants responded to the questionnaire. It was found that mobbing exists in the Ministry of National Defence and its institutions, but the number of employees experiencing workplace bullying corresponds to the general trend established by scientific research. The results also revealed that mobbing does not depend on the employee’s length of service, it is most commonly expressed through verbal communication and women experience it more often than men. It can be stated that the prevention of mobbing in the institutions under analysis is very weak and conflicts are solved in a time-consuming manner, concentrating only on local measures.
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Howell, Beverly Ann M. "Battling Burnout at the Frontlines of Health Care Amid COVID-19." AACN Advanced Critical Care 32, no. 2 (June 15, 2021): 195–203. http://dx.doi.org/10.4037/aacnacc2021454.
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Nursing is a physically and emotionally demanding profession. Grueling job roles and challenging work environments, specifically in acute or critical care settings, place health care professionals at risk of burnout. Burnout in health care professionals results from a chronic negative work experience, leading to job dissatisfaction and, ultimately, poor patient outcomes. Symptoms and prevalence of burnout can be alleviated by implementing individual-focused strategies and minor modifications in work environments, job demands, and responsibilities. Currently, risk for burnout is increasing as COVID-19 challenges health care systems in which advanced practice nurses and other health care professionals struggle continuously to deliver high-quality patient care. In this article, the circumstances surrounding COVID-19 are considered and an overview is provided of burnout phenomenon, its causal factors, and its consequences. With consideration of current evidence in literature, I discuss some suggested strategies to improve resilience and facilitate well-being among health care professionals at individual and organizational levels.
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Brower, Holly H., Scott W. Lester, M. Audrey Korsgaard, and Brian R. Dineen. "A Closer Look at Trust Between Managers and Subordinates: Understanding the Effects of Both Trusting and Being Trusted on Subordinate Outcomes." Journal of Management 35, no. 2 (February 5, 2008): 327–47. http://dx.doi.org/10.1177/0149206307312511.
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Despite previous calls to examine trust from the perspectives of both the manager and subordinate, most studies have exclusively focused on trust in the manager. The authors propose that trust in the subordinate has unique consequences beyond trust in the manager. Furthermore, they propose joint effects of trust such that subordinate behavior and intentions are most favorable when there is high mutual trust. Findings reveal unique relationships of trust in manager and trust in subordinate on performance, organizational citizenship behavior (OCB), and intentions to quit. Furthermore, the interaction of trust in manager and trust in subordinate predicts individual-directed OCB in the hypothesized direction.
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Oberai, Himani. "Exploring the Invisible Pain of Workplace Ostracism: Its Outcomes & Coping Mechanism." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 5 (April 11, 2021): 791–96. http://dx.doi.org/10.17762/turcomat.v12i5.1485.
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Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs his psychological well-being. This study also describes the coping mechanism which an individual can adopt in order to manage the negative aspects of workplace ostracism. The organizational administrators need to focus on this silent form of harassment, which is making the organization weak on a broader scope. Thus, a serious need of encouraging healthy communication, cooperation and coordination is required in every organization in order to avoid counter-productive work behaviors.
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Reinke, Kathrin, and Sandra Ohly. "Double-edged effects of work-related technology use after hours on employee well-being and recovery: The role of appraisal and its determinants." German Journal of Human Resource Management: Zeitschrift für Personalforschung 35, no. 2 (February 24, 2021): 224–48. http://dx.doi.org/10.1177/2397002221995797.
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Research suggests that work-related use of information and communication technologies (ICTs) after hours involves both harms and benefits for employee well-being. Yet, these findings are mainly based on examining the extent of ICT use as the focal construct of interest. Based on cognitive appraisal theories of stress, we argue that research needs to include individuals’ evaluation of their work-related ICT use after hours as well as the conditions shaping this appraisal to explain double-edged effects of ICT use on well-being. Thus, we investigate (1) how situational and personal factors influence whether work-related ICT use after hours is evaluated as positive or negative, and (2) how these factors and ICT use appraisal relate to employee well-being and recovery, beyond the extent of ICT use. We collected data in a daily diary study over five consecutive days. Multilevel path analyses with data from 51 employees and 151 daily observations indicated that goal progress and autonomous motivation for ICT use were positively related to positive ICT use appraisal. Besides, goal progress predicted less and overload predicted more negative ICT use appraisal. In turn, ICT use appraisal was associated with employees’ affective states and psychological detachment in the evening, beyond the extent of ICT use. Additionally, we found several indirect effects of goal progress and overload on employee well-being and recovery via ICT use appraisal. Our findings emphasize the need to investigate ICT usage experiences to explain the double-edged consequences of work-related ICT use after hours on employee well-being.
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Eniola, Olawunmi Elizabeth. "Employee Engagement Outlooks in the Era of COVID-19: Implications for Human Resource Management." International Journal of Human Resource Studies 12, no. 1 (February 16, 2022): 71. http://dx.doi.org/10.5296/ijhrs.v12i1.19462.
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The severe COVID-19 pandemic triggered an extraordinary global health crisis, resulting in an economic downturn and negative consequences for employees' work lives, especially employee engagement. An overview of how literature has been tackling the impact of COVID-19 on employee engagement is still missing. Hence, this article illustrates how literature has addressed the development and maintenance of employee engagement in various parts of the world due to the global health crisis. The report discusses individual and organizational roles in fostering employee engagement. The article provides general ideas for researchers interested in extending employee engagement studies under critical situations. It also highlights the consideration for human resource management in both individual and organizational contexts. As well, equips organizational leaders and human resource practitioners with productive and enabling power for informed decision-making about improving employee engagement of their workforce during the ongoing pandemic or other stressful events.
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D, RamaLingeswarasarma, and Krishna Sudheer. "Impact of hygiene factors on deviational work place behavior." Journal of Management and Science 11, no. 4 (December 31, 2021): 42–44. http://dx.doi.org/10.26524/jms.11.42.
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It is a typical wonder these days, in different organizations to see that, the workers abuse the critical authoritative standards, and take part in such a conduct, which ends up being grievous to the organization. A portion of the occasions are, taking over the top breaks from work, taking from organization, Blaming colleagues, contending non valuably, inappropriate behavior, individual hostility and Endangering collaborators. This sort of conduct, which is a deviation from the standards set somewhere around the organization is designated "Deviational work place behaviour.”This sort of conduct, may antagonistically influence the physical and mental prosperity of employees. Consequently, this might prompt the organization missing out on the productivity of the employees at work environment. Due to this explanation, there is a developing significance to examine the purposes for the unusual conduct of this sort, and come out with answers for keep away from this sort of conduct. As disappointed employees show this kind of conduct, we have to evaluate the components prompting disappointment and how much these variables impact the conduct. The consequences of Negative deviational behavior at work can be classified as organizational to Interpersonal and minor to serious.We are going to study about Endangering co-workers, whichcomes under interpersonal and serious cause category.The other kinds of consequences are Organizational and minor, organizational and serious and interpersonal and minor. The Questionnaire will be prepared in such a way that will bring out information about whether they are provided with sufficient hygiene factors, and lack of which hygiene factor leads to the consequence of Endangering co-workers etc.
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Koinig, Isabell, and Sandra Diehl. "Healthy Leadership and Workplace Health Promotion as a Pre-Requisite for Organizational Health." International Journal of Environmental Research and Public Health 18, no. 17 (September 2, 2021): 9260. http://dx.doi.org/10.3390/ijerph18179260.
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(1) Background: Increasing stress levels at the workplace constitute a concerning organizational trend, challenging not only employees but also organizations alike, as it is in most instances associated with increasing workloads. In consequence, employees have started to demand that organizations begin to accept responsibility for their health and well-being. The present contribution seeks to investigate, to which extent individuals are able to deal with stress and whether their employers and respective supervisors (leaders) accept responsibility for their health, for instance, by leading by example. In addition, the existence and support generated by the organization in form of Workplace Health Promotion (WPHP) is inquired. (2) Methods: Semi-structured qualitative interviews with 40 (full and part-time) employees from two European countries were conducted. (3) Results: The study with employees from Austria and Germany (n = 40) confirmed that employees have started to recognize the potential of the workplace as an environment, where individual health can be enhanced. Yet, the results showed that only a few companies have already put some WPHP measures into practice. Likewise, the implementation of healthy leadership is rather limited to date. (4) Conclusions: At present, companies are still more likely to delegate responsibility for employee health and well-being to their staff, having not fully realized the potential of healthy leadership and organizational health promotion. There is great potential to increase WPHP measures on the employer side, through both healthy leadership and supporting WPHP measures.
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Bouwmeester, Onno, and Tessa Kok. "Moral or Dirty Leadership: A Qualitative Study on How Juniors Are Managed in Dutch Consultancies." International Journal of Environmental Research and Public Health 15, no. 11 (November 9, 2018): 2506. http://dx.doi.org/10.3390/ijerph15112506.
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Professional service firms in Western Europe have a reputation for putting huge pressures on their junior employees, resulting in very long work hours, and as a consequence health risks. This study explores moral leadership as a possible response to the stigma of such dirty leadership. We conducted semi-structured interviews with 12 consultant managers and with each one of their juniors, and found that managers put several pressures on their juniors; these pressures bring high levels of stress, lowered wellbeing and burnout. Society considers such a pressuring leadership style morally dirty. To counteract the experience of being seen as morally dirty, we found that consultant managers were normalizing such criticisms as commonly assumed in dirty work literature. However, they also employed several moral leadership tactics to counteract the negative consequences criticized in society. However, in addition to the well-known individual-level tactics, consultant managers and their juniors also reported moral leadership support at the organizational level, like institutionalized performance talks after every project, trainings, specific criteria for hiring juniors, and policies to recognize and compliment high performance. Still, we cannot conclude these moral leadership approaches are moral by definition. They can be used in an instrumental way as well, to further push performance.
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Hunt, Matt, Tracy M. Lara, and Aaron W. Hughey. "Establishing and Maintaining Organizational Trust in the 21st Century." Industry and Higher Education 23, no. 2 (April 2009): 71–77. http://dx.doi.org/10.5367/000000009788146584.
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Recent corporate and academic scandals have led to decreasing levels of trust and confidence in many organizations. Whether the organization is a college or university, a government agency, a private company or a public corporation, the establishment and maintenance of trust is essential to both short-term success and long-term efficacy. This article deals with how managers and leaders can work to establish trust in their organizations via such strategies as fostering behavioural consistency, behavioural integrity, sharing of control, effective communication and demonstration of concern for employees. Also included are strategies of maintaining and enhancing trust, how the level of trust in an organization affects the individual as well as the entire enterprise, and the consequences of losing organizational trust.
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Roumbanis Viberg, Anna, Karin Karin Forslund Frykedal, and Sylvana Sofkova Hashemi. "Teacher educators’ perceptions of their profession in relation to the digitalization of society." Journal of Praxis in Higher Education 1, no. 1 (December 11, 2020): 87–110. http://dx.doi.org/10.47989/kpdc80.
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This study takes an exploratory approach to investigating Swedish teacher educators’ perceptions regarding their profession in relation to the digitalization of society and education, including higher education. Eighteen semi-structured interviews were analyzed using thematic analysis. Findings show that the teacher educators perceive digitalization on a scale that ranges from simply using tools to being part of a technology-initiated revolution of educational institutions and society. From this range of digital developments emanate individual, group, and organizational requirements/demands, needs, and consequences for being, that is, personal experiences of how digitalization affects the work, and acting, that is, doing something in response to the demands of using and teaching with digital technology. The teacher educator is situated primarily in being with the requirements for working professionally and acting as a teacher, which creates tensions and challenges for the individual and the professional self.
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Mishra, Poonam, Shiv Kumar Sharma, and Sanjeev Swami. "Antecedents and consequences of organizational politics: a select study of a central university." Journal of Advances in Management Research 13, no. 3 (November 7, 2016): 334–51. http://dx.doi.org/10.1108/jamr-05-2015-0033.
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Purpose The purpose of this paper is to investigate the relationship between perceived organizational politics and three levels of antecedents (i.e. organizational, work environment and individual levels) and its consequents. It further aims to examine the relative importance of the three levels of antecedents in influencing employees’ POP. The study has been conducted at a central university in India. Design/methodology/approach A conceptual framework and a set of hypotheses were first developed on the basis of a review of previous studies of organizational politics (OP). A questionnaire was then developed, carrying 55 items related to eight constructs and the demographic characteristics of its respondents. Judgmental sampling was used to choose the university. The respondents were selected on the basis of convenience. Primary data were collected via a structured questionnaire from 45 faculty members at the university. The sample was made up of professors, associate professors and assistant professors from its various departments. To test the hypotheses, data were analyzed using partial least squares structural equations modeling (PLS-SEM). Findings The results have indicated that all the three levels of antecedents have significant impacts on POP. The antecedents of workforce diversity (the organizational level), relationship conflict (the work environment level) and a need for power (the individual level) have a significant positive impact on POP. No relationship was found between role conflict and POP. Of the three levels of antecedents, it was observed that the organizational level contributed most significantly to POP. Of the three consequences, the intention to turnover and job anxiety were found to be positively related to POP, while organizational commitment was negatively related to it. Practical implications The study provides managerial insights for both organizations and managers. Workforce diversity is a primary driver of POP and it is under the purview of organizations. Thus, to control the unfavorable consequences of POP, organizations must design effective policies to manage workforce diversity. Specifically, human resource processes must be formalized. Since human managers often make decisions in favor of those who are relatively homogeneous to them (homosocial reproduction), the distribution of resources and benefits is restricted to a few people only. Those who do not get their share of organizational resources perceive such acts of homosocial reproduction to be political. If policies are formalized, people have to take decisions within the boundaries of well-defined sets of rules and procedures. Those who are not homogeneous with decision-makers (the outgroup) should get a fair share of organizational resources in such a formalized environment. They neither need to play political games to gain power, nor will they perceive the organizational processes and environment to be political. It is also suggested that managers design effective development programs for enhancing the political skills of “outgroups” and minorities. This would help them to understand how to deal with political situations. Thus, the detrimental effects of employees’ political perceptions on work-related outcomes would be reduced. Originality/value Although a large number of studies on the antecedents and consequents of POP have been reported, the antecedents and consequences mentioned herein have never been examined previously by a single study. Four antecedents are introduced at three levels. Furthermore, in previous research, the relationships examined have treated OP either as a dependent variable or an independent variable. However, for this paper, the authors have provided a PLS-SEM-based model, which allows for simultaneous treatment of organizational politics as an independent variable in some relationships, and as a dependent variable in other relationships.
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Fricke, Werner, Davydd J. Greenwood, Miren Larrea, and Danilo Streck. "On Social Productivity and Future Perspectives on Action Research." IJAR – International Journal of Action Research 18, no. 1-2022 (June 8, 2022): 8–27. http://dx.doi.org/10.3224/ijar.v18i1.03.
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The paper addresses some of the consequences of neoliberalism in our societies and argues that the phenomena that is being discussed under the label of surveillance capitalism has deep implications regarding action research. It fractures individuals into apolitical wants and needs, neutralising the core of action research which is the integrity of the individual and the social fabric. But this can be a two-way relationship, and action research can contribute to counteracting these trends by recreating the citizen actor and integrating individuals in society. To discuss how this can be done in practice, the paper shares some positive deviants, which are positive examples that emerge under unfavorable conditions. Through their discussion the paper poses future-oriented perspectives on action research.
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Li, Jingjing, Jian Zhang, Bo Shao, and Chunxiao Chen. "A latent profile analysis of work passion: structure, antecedent, and outcomes." Personnel Review 49, no. 3 (November 14, 2019): 846–63. http://dx.doi.org/10.1108/pr-04-2019-0145.
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Purpose Previous research draws on the dualistic model of passion (harmonious and obsessive passion) overlooks how the different two types of passion interact within individuals using a variable-centered approach. The purpose of this paper is to identify work passion profiles and their antecedent and consequences adopting a person-centered approach, and to explain inconsistences in previous studies. Design/methodology/approach This paper conducts three studies (n=2,749 in total) using a latent profile analysis. Study 1 identifies three work passion profiles, namely, dual passion, pro harmonious passion and pro obsessive passion; study 2 examines dialectical thinking as an antecedent to work passion profile membership; study 3 examines how each profile relates to work performance and well-being. Findings This paper finds that the participants with a dual passion profile showed higher task performance and subjective well-being than the participants with the other two profiles; the participants with a pro obsessive passion profile were higher in task performance, interpersonal performance and psychological well-being than the participants with a pro harmonious profile. Originality/value This paper is the first that uses a latent profile analysis approach to examining work passion configurations. It provides a unique perspective to investigate how different types of passion configure and interact within individuals; it explores an antecedent (i.e. dialectical thinking) and outcomes (i.e. performance and well-being) of the three work passion profiles.
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Kantola, Jenni, Kirsi Lehto, and Katja Ekman. "Lähijohtajien muutosvalmius kuntasektorilla." Hallinnon Tutkimus 40, no. 1 (April 12, 2021): 23–36. http://dx.doi.org/10.37450/ht.95663.
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Recent studies have highlighted the importance of managers’ role in change. Managers are a lynchpin in the success of a change as they stand closest to employees and they are both implementing change but also being affected by change.
In this study, we explore managers´ readiness of change. Readiness of change refers to what employees perceive as the balance between costs and benefits of maintaining a behavior. In practice, it is about psychological willingness to cooperate in bringing the change to fruition.
We interviewed 19 managers in public sector organizations. The findings indicate that strong change readiness of managers requires organizational support, time resources for people management and participative organizational culture. Study highlights the individual experience and interpretation of meaningfulness of change. This can be achieved by communicating the consequences and benefits of change clearly and by engaging managers in change already in the early phase.
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Navasaitienė, Stasė, Marharyta Vishniakova, and Rasa Rukuižienė. "NEW MOTIVES AND MODELS FOR CREATION SOCIAL BUSINESS IN THE REPUBLIC OF BELARUS." Management Theory and Studies for Rural Business and Infrastructure Development 38, no. 4 (December 20, 2016): 403–11. http://dx.doi.org/10.15544/mts.2016.32.
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The article presents the overview of the approaches and models, which are important in determination of social entrepreneurship driving forces. The research problem is arised for getting more wide view about activities and motivation issues of social entrepreneurs in the Republic of Belarus. The research aims to examine the individual features and motives of social entrepreneurs in profile of their personality related to appropriate business models for social entrepreneurship development. The broad and narrow approaches are used to get an answer about the perspectives of social entrepreneurship in this country. The objectives of research are arised as follow: 1) define approaches of social entrepreneurs‘ for individual profiling; 2) describe the motives of entrepreneurs to start activities for social business; 3) highlight the business models of social enterprises‘ establishment. The methods of research: monographic, descriptive and meta-analysis of scientific literature. As well as the analysis of the empirical data is produced by in-depth interviews with the heads of organizations and enterprises engaged in social entrepreneurship in the Republic of Belarus (in-depth interviews were conducted in the period from 15th August to 15th November 2015, and 10 experts were involved). The key findings of research: marked a „broad“ and „narrow“ approaches for higlighting the profile of social entrepreneurs; approved the consequences that social entrepreneurs are high motivated and biased towards achieving socially beneficial purposes rather than material well-being; identified the circumstances about the existance of individual and organizational models for establishment social enterprises.
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Richter, Anne, Katharina Näswall, and Magnus Sverke. "Job insecurity and its relation to work—family conflict: Mediation with a longitudinal data set." Economic and Industrial Democracy 31, no. 2 (March 10, 2010): 265–80. http://dx.doi.org/10.1177/0143831x09358370.
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Previous research on the consequences of job insecurity has for the most part focused on individual as well as organizational outcomes, but rarely considered potential family consequences. Based on longitudinal data from Swedish teachers, the present study tests the relation between job insecurity and work—family conflict. In addition, workload was introduced as a mediator in order to contribute to the understanding of the mechanism relating the two phenomena. Gender differences were taken into account when testing this relation. The results provided partial support for workload as a mediator of the effects of job insecurity on subsequent work—family conflict. However, these results were found only for men, indicating gender differences in how job insecurity relates to workload and work—family conflict.
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Shohani, Masoumeh. "The consequences of nurses’ endeavors to overcome inter-professional discrimination." Nursing Ethics 26, no. 7-8 (September 2, 2018): 2058–70. http://dx.doi.org/10.1177/0969733018791319.
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Background: Discrimination in nursing has led to the formation of some taboos that often impact the individual’s professional development. Nurses use strategies to overcome discrimination that can lead to consequences. Research objective: This study assessed nurses’ experiences to explore the consequences of Iranian nurses’ strategies to overcome intra-professional discrimination. Research design: This qualitative content analysis study employed purposive sampling to reach 25 nurses working at educational hospitals in Tehran, Tabriz, and Ilam, Iran. The data were collected using deep and unstructured interviews along with notes in a period of time between April 2016 and May 2017. Interviews were simultaneously analyzed using inductive and conventional content analysis method after being transcribed. Ethical consideration: This study was approved by the Regional Committee of Medical Research Ethics. Also, voluntary participation, anonymity, and confidentiality were considered. Findings: Two themes emerged from our analysis due to consequences of nurses’ efforts to overcome intra-professional discrimination: “seeking justice” and “passivity.” Discussion: Nurses’ efforts to overcome professional discrimination have led to outcomes. These outcomes can be affect on their individual effort to achieve organizational goals, provide better care or feel disabling or nurses turnover. Conclusion: Strategies adopted by nurses to overcome intra-professional discrimination have led to consequences which vary from negative to positive and impact their performance.
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Monkman, H., C. Petersen, J. Weber, E. M. Borycki, S. Adams, S. Collins, and C. E. Kuziemsky. "Big Data in Healthcare – Defining the Digital Persona through User Contexts from the Micro to the Macro." Yearbook of Medical Informatics 23, no. 01 (August 2014): 82–89. http://dx.doi.org/10.15265/iy-2014-0014.
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Summary Objectives: While big data offers enormous potential for improving healthcare delivery, many of the existing claims concerning big data in healthcare are based on anecdotal reports and theoretical vision papers, rather than scientific evidence based on empirical research. Historically, the implementation of health information technology has resulted in unintended consequences at the individual, organizational and social levels, but these unintended consequences of collecting data have remained unaddressed in the literature on big data. The objective of this paper is to provide insights into big data from the perspective of people, social and organizational considerations. Method: We draw upon the concept of persona to define the digital persona as the intersection of data, tasks and context for different user groups. We then describe how the digital persona can serve as a framework to understanding sociotechnical considerations of big data implementation. We then discuss the digital persona in the context of micro, meso and macro user groups across the 3 Vs of big data. Results: We provide insights into the potential benefits and challenges of applying big data approaches to healthcare as well as how to position these approaches to achieve health system objectives such as patient safety or patient-engaged care delivery. We also provide a framework for defining the digital persona at a micro, meso and macro level to help understand the user contexts of big data solutions. Conclusion: While big data provides great potential for improving healthcare delivery, it is essential that we consider the individual, social and organizational contexts of data use when implementing big data solutions.