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Guan, Bichen, and Denise Mary Jepsen. "Emotion Regulation Dynamics in Interpersonal Workplace Relationships." Academy of Management Proceedings 2018, no. 1 (August 2018): 10517. http://dx.doi.org/10.5465/ambpp.2018.10517abstract.
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Hawthorne, Pat. "Book Review: The Dysfunctional Library: Challenges and Solutions to Workplace Relationships." Reference & User Services Quarterly 58, no. 1 (October 10, 2018): 57. http://dx.doi.org/10.5860/rusq.58.1.6844.
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It is not easy to tackle the issues and address the impact of abnormal or unhealthy interpersonal behaviors and interactions in the workplace. Drawing from literature on dysfunctional organizational cultures and workplaces from the library, management, and organizational development disciplines, Jo Henry, Jo Eshleman, and Richard Moniz approach the subject of the dysfunctional library in a slim volume titled The Dysfunctional Library: Challenges and Solutions to Workplace Relationships.
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Gerlach, Gisela I. "Linking justice perceptions, workplace relationship quality and job performance: The differential roles of vertical and horizontal workplace relationships." German Journal of Human Resource Management: Zeitschrift für Personalforschung 33, no. 4 (January 25, 2019): 337–62. http://dx.doi.org/10.1177/2397002218824320.
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Due to decentralization, flat organizational structures and prevalence of team work, employees interact more frequently and intensively within horizontal relationships with coworkers than within vertical relationships with supervisors. The present study contributes to a more complete understanding of antecedents and outcomes of local, interpersonal workplace relationships by simultaneously investigating employee–supervisor and employee–coworker relationships. Drawing on organizational justice theory and social exchange theory as well as data collected from 571 employees at two points in time, this study explores how justice perceptions affect social exchange relationships with supervisors and coworkers, and identifies mechanisms through which these, in turn, enhance employee job performance. Results suggest that informational and interpersonal justice differentially affect the quality of employee–supervisor and employee–coworker relationships, underlining the relevance of considering both supervisors and coworkers as sources of justice. Moreover, the findings indicate that employee–supervisor and employee–coworker relationships contribute to job performance, but through distinct paths. Job satisfaction mediates the link between both social exchange relationships and job performance, while quality of employee–coworker relationships further enhances job performance through employees’ motivation to engage in learning and knowledge sharing.
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Ivantchev, Nikolay, and Stanislava Stoyanova. "RELATIONSHIPS IN THE WORKPLACE AND OCCUPATIONAL ATTRACTIVENESS AMONG STUDENTS, TEACHERS AND RANGERS-SPORTSMEN." Problems of Psychology in the 21st Century 10, no. 1 (June 25, 2016): 22–30. http://dx.doi.org/10.33225/ppc/16.10.22.
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Perceived occupational attractiveness could be due to many factors and relationships in the workplace are among them. The questionnaire “Attractiveness of the profession” created by Ivanov (1999) was used to study how relationships in the workplace were related to perceptions of occupational attractiveness among students, teachers and rangers-sportsmen participating in special missions abroad. In 2012 and 2013, 46 secondary school teachers, 40 students in pedagogical specialties, and 27 sportsmen-rangers participating in special missions abroad were studied in Bulgaria. The results indicated that the students and the rangers were more satisfied with their work than the teachers were. The interpersonal relationships influenced mainly the students’ and rangers’ perceptions of occupational attractiveness. The rangers were more influenced by the relationships with the colleagues. The psycho-climate in the workplace was considered as more important by the rangers. The students were more influenced by the interpersonal communication at the workplace and their heads’ expertise. Some moderators of interpersonal relationships in the workplace were found – such as the tasks in the work, the prestige of occupation, the interaction between occupation and rewards, and the psycho-climate in the workplace. Key words: relationships in the workplace; occupational attractiveness; students; teachers; rangers-sportsmen.
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Merair, Ohood, and Tabassum Rashid. "Dark Triad Personalities, Interpersonal Relationships and Workplace Behavior: A Brief Review of the Extant Literature." International Journal of Psychosocial Rehabilitation 24, Special Issue 1 (February 28, 2020): 284–93. http://dx.doi.org/10.37200/ijpr/v24sp1/pr201159.
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Labianca, Giuseppe. "Experiences and Outcomes of Ambivalence in Interpersonal Workplace Relationships." Academy of Management Proceedings 2014, no. 1 (January 2014): 14155. http://dx.doi.org/10.5465/ambpp.2014.14155symposium.
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Erkutlu, Hakan, and Jamel Chafra. "Leader’s integrity and interpersonal deviance." International Journal of Emerging Markets 15, no. 3 (September 16, 2019): 611–27. http://dx.doi.org/10.1108/ijoem-07-2018-0406.
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Purpose The purpose of this paper is to posit that leader’s integrity decreases employee’s interpersonal deviance by increasing moral efficacy in the workplace. Specifically, the authors propose that perceptions of moral efficacy serve as a mechanism through which leader’s integrity affects workplace deviance. The authors further argue that the modeled relationships are moderated by moral identity. Design/methodology/approach Data were collected from ten universities in Turkey. The sample included 693 randomly chosen faculty members along with their department chairs. Findings The results of this study supported the negative effect of leader integrity on employee’s interpersonal deviance as well as the mediating effect of moral efficacy. Moreover, when the level of moral identity is high, the relationship between leader integrity and interpersonal deviance is strong, whereas the relationship is weak when the level of moral identity is low. Practical implications This study’s findings indicate that higher education administrators should be cautious in treating their subordinates, as this will lead to a favorable interpersonal relationship, which in turn will reduce the interpersonal deviance of the subordinate. In addition, the buffering role of the moral identity should be paid more attention, particularly to people with low moral efficacy and high interpersonal deviance. Originality/value This study contributes to workplace deviance literature by revealing the relation between leader integrity and interpersonal deviance. Furthermore, it offers practical assistance to higher education employees and their leaders concerned with building trust, increasing the relationship between leaders and employees and reducing the interpersonal deviation.
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da Silva João, Ana Lúcia, and António Fernando Saldanha Portelada. "Mobbing and Its Impact on Interpersonal Relationships at the Workplace." Journal of Interpersonal Violence 34, no. 13 (August 12, 2016): 2797–812. http://dx.doi.org/10.1177/0886260516662850.
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Shamsudin, Faridahwati Mohd, Chandrakantan Subramaniam, and Subramaniam Sri Ramalu. "The influence of HR practices and job satisfaction on interpersonal deviance in the workplace." Journal of Management & Organization 20, no. 5 (September 2014): 691–709. http://dx.doi.org/10.1017/jmo.2014.50.
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AbstractWe examined the influence of human resource practices on interpersonal deviance at work through job satisfaction. A survey was carried out among 372 manufacturing employees of various occupational levels in manufacturing companies in the northern region of Malaysia. We collected data by distributing questionnaires to participants, with the assistance of human resource department. We asked them to indicate how often they know whether any of their workmates engaged in different types of interpersonal deviance. Regression analysis showed that human resource practices of job description, employment security, and internal career opportunities have significant relationships with interpersonal deviance. Hierarchical regression indicated that the dimensions of job satisfaction have a direct relationship with interpersonal deviance. The dimensions also mediated the relationship between human resource practices and interpersonal deviance. Implications to managers and practitioners are discussed.
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Kim, Seonjo, and Jun Ishikawa. "Contrasting Effects of “External” Worker’s Proactive Behavior on Their Turnover Intention: A Moderated Mediation Model." Behavioral Sciences 11, no. 5 (May 6, 2021): 70. http://dx.doi.org/10.3390/bs11050070.
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Interpersonal conflicts between portfolio career workers (hereafter, PCWs) who entered from the external labor market and existing permanent workers are a controversial workplace issue in South Korea. This study examines whether the existing permanent workers' responses to the newcomers speaking up depend on the type of proactive behavior, that is, whether PCWs speak within extra-role or in-role boundaries. We found that PCWs perceive more workplace ostracism when they are proactive outside their job boundaries and less workplace ostracism when they are proactive inside their job boundaries. Further, their perceptions of ostracism lead to intentions of turnover. These relationships are conditional on the type of employee–organization relationship and the PCWs’ status in a new organization. Data were collected from 261 PCWs in Korea. Bootstrap-based conditional process analyses were utilized to test the hypothesized model. The results show that workplace ostracism mediates the relationship between the two types of proactive behavior and turnover intention, but in contrasting directions. The effect of the two types of proactive behavior on workplace ostracism is stronger for higher levels of reciprocal relationship between organization and employees, while the effect of workplace ostracism on turnover intention is stronger for higher levels of PCWs’ status in a new organization. Thus, the workplace conflicts PCWs face not only represent interpersonal problems within the workplace but also constitute a multilayered phenomenon related to the long-term institutionalized relationships between organizations and employees.
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Salah, Ali Atallah, Arwa Hisham Rahahleh, Zaid Ahmad Alabaddi, and Majd Mohammad Al-omoush. "Roles of Organizational Cultural, Networks, Interpersonal Relationships, and Leadership Challenges: An Empirical Investigation of Women in Management." Journal of Management Research 9, no. 2 (February 12, 2017): 11. http://dx.doi.org/10.5296/jmr.v9i2.10517.
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The presence of women in workplace has increased in last decades surrounded by leadership challenges that negatively marked their progress. The aims of the current work are to examine the research gap on Jordanian female managers and to investigate the challenges that women encounter in private and public sectors. Further, this work also investigates the effects of organizational culture, networks, and interpersonal relationships on the leadership challenges that women face in the Jordanian workplace. The current work employed quantitative methods to gather accessible data from the sample of the study. Measures used in this study are demographic characteristics, leadership challenges, organizational cultural, networks, and interpersonal relationships. Partial Least Squares (PLS) approach as a statistical method was used to analyze the data. Results indicated that the most leadership challenges faced by women are organizational networks and interpersonal relationships. Further, results of PLS showed that significant and positive effects carried out by organizational networks and interpersonal relationships and organizational culture on leadership challenges. Practical implications and recommendations for future research are presented and discussed.
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Vogel, Rick, Nina Katrin Hansen, and Markus Kreysch. "Implicit Leader- and Followership Theories and Interpersonal Attraction in Workplace Relationships." Academy of Management Proceedings 2018, no. 1 (August 2018): 14181. http://dx.doi.org/10.5465/ambpp.2018.14181abstract.
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Keashly, Loraleigh, Virginia Trott, and Lynne M. MacLean. "Abusive Behavior in the Workplace: A Preliminary Investigation." Violence and Victims 9, no. 4 (January 1994): 341–57. http://dx.doi.org/10.1891/0886-6708.9.4.341.
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Dealing with hostile interpersonal relationships at work has been the topic of many popular books and workshops. Yet, with the exception of sexual harassment, there is surprisingly little mention in the organizational research literature on the nature, extent, and costs of abusive work interactions. These more frequent, more tolerated, and, thus, more damaging interpersonal interactions involve hostile verbal and nonverbal nonphysical behaviors directed by one or more persons towards another. The primary aim is to undermine the other to ensure compliance. In this study, we examined the extent to which students experienced nonsexual nonphysical abusive behavior on their jobs, the impact of this experience on job satisfaction, the characteristics of the actor and target, and responses to these behaviors, particularly turnover. The results indicate that although most of the students had very positive interactions at work, exposure to abusive behavior was familiar, was relatively frequent, and had a negative impact on the targets. The actors tended to be bosses and older than the targets. The quality of the interpersonal relationships at work was related to job satisfaction and intention to leave. The implications of these results are discussed with respect to individual, situational, and organizational factors that may be related to the presence and impact of abusive interpersonal interactions. Avenues for research on the nature, extent, and impact of these behaviors at both the individual and organizational levels are identified.
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Spratlen, Lois Price. "Workplace Mistreatment: Its Relationship to Interpersonal Violence." Journal of Psychosocial Nursing and Mental Health Services 32, no. 12 (December 1994): 5–6. http://dx.doi.org/10.3928/0279-3695-19941201-06.
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Sadir, Maria Angélica, and Marilda Novaes Lipp. "Influência do treino de controle do estresse nas relações interpessoais no trabalho." O Mundo da Saúde 37, no. 2 (June 30, 2013): 131–40. http://dx.doi.org/10.15343/0104-7809.2013372131140.
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Rožman, Maja, Sonja Treven, and Vesna Čančer. "Motivation and Satisfaction of Employees in the Workplace." Business Systems Research Journal 8, no. 2 (September 1, 2017): 14–25. http://dx.doi.org/10.1515/bsrj-2017-0013.
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Abstract Background: The aging of the European population is a demographic trend reflected in the ever-growing number of older employees. This paper introduces the importance of motivation and satisfaction in the workplace among age diverse employees in Slovenian companies. Objectives: The goal is to investigate the differences between the motivation and satisfaction of employees from different age groups in the workplace. Methods/Approach: The paper is based on research including a survey of two age groups of employees in Slovenia. We employed the Mann-Whitney U test to verify differences in the motivation and satisfaction in the workplace between the two groups. Results: Older employees are more motivated by flexibility in the workplace; autonomy at work; good interpersonal relationships in the workplace; the possibility of working at their own pace; respect among employees; equal treatment of employees regardless of their age. They are more satisfied with interpersonal relationships in the company; their work; working hours and the distribution of work obligations; and facilitation of the self-regulation of the speed of work performed. Conclusions: Motivation and satisfaction change as individuals age. Using this information, managers and employers can apply appropriate measures to contribute to employees’ well-being and better workplace performance, better working relationships with colleagues, higher productivity, and greater creativity.
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Ding, Weixu, Eugene Choi, and Atsushi Aoyama. "Relationships between Interpersonal Trust and Knowledge Sharing in Workplace: The Mediational Role of Prosocial Motives." International Business Research 11, no. 8 (July 25, 2018): 163. http://dx.doi.org/10.5539/ibr.v11n8p163.
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This study is different from the usual cases that testing the intuitive factor as rewarding that affects the employees’ knowledge sharing. In this study, the focus shifts to concentrating on the emotional factors such as interpersonal trust and the prosocial motives. Empirical methods are used to test the hypotheses, and the results show that interpersonal trust affects employees’ knowledge sharing significantly. Moreover, the prosocial motives have been evidenced that it moderately mediates the relationship between interpersonal trust and knowledge sharing. This study has well evidenced all the hypotheses and gives suggestions for the future research at the end.
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Xiao, Zengrui, Daoyou Wu, and Zhongju Liao. "Job Insecurity and Workplace Deviance: The Moderating Role of Locus of Control." Social Behavior and Personality: an international journal 46, no. 10 (October 4, 2018): 1673–86. http://dx.doi.org/10.2224/sbp.7160.
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Job insecurity has been widely associated with reduced constructive work behaviors; however, few researchers have taken counterproductive work behaviors into consideration when investigating job insecurity. From a retaliation perspective, we investigated whether qualitative and quantitative job insecurity increase or reduce employees' workplace deviance and how locus of control moderates these relationships. A survey was carried out with 263 participants from 40 firms in China, who completed mature, established scales, and hypotheses were tested using hierarchical regression modeling. The empirical results showed that quantitative job insecurity reduced organizational deviance and increased interpersonal deviance, whereas qualitative job insecurity increased both organizational and interpersonal deviance. Moreover, internal locus of control weakened the positive relationship between job insecurity and workplace deviance. Therefore, qualitative job insecurity was more detrimental than quantitative job insecurity in terms of workplace deviance, and both were more detrimental to those who are of an external locus of control.
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Morandi, Alessandro, Laura Remaschi, and Patrizia Meringolo. "L'empowerment in una cooperativa di servizi: rischi psicosociali e benessere lavorativo." RISORSA UOMO, no. 3 (September 2009): 273–89. http://dx.doi.org/10.3280/ru2009-003005.
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- This study explores the subjective meanings of well-being at work, psychosocial risks and interpersonal relationships in a service cooperative engaged in environmental field. Other aim was to investigate the relations between empowerment construct and work satisfaction. Focus groups have been carried out to obtain qualitative data and Psychological Empowerment in the Workplace Scale and Socio-political Empowerment Scale have been administered to 88 subjects, employees and managers. Results show that interpersonal relationships in the workplace can provide support and protection against psychosocial risks. Positive correlations emerge among empowerment, satisfaction about organizational structure and prosocial feature of work.Keywords: organizational empowerment, organizational well-being, psychosocial risks, work satisfaction.Parole chiave: empowerment organizzativo, benessere organizzativo, rischi psicosociali, soddisfazione lavorativa.
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Malik, Naima Akhtar, and Kaj Björkqvist. "Workplace bullying and occupational stress among university teachers: Mediating and moderating factors." Europe’s Journal of Psychology 15, no. 2 (June 7, 2019): 240–59. http://dx.doi.org/10.5964/ejop.v15i2.1611.
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In the study, it is explored whether exposure to workplace bullying predicts symptoms of occupational stress, and whether this association is mediated by interpersonal relationships, and moderated by sex and nationality. A sample of 610 university teachers from Pakistan (196 males, 133 females) and Finland (152 males, 129 females) completed an online questionnaire. A conditional process model was applied using the PROCESS programme. Workplace bullying served as predictor, stress symptoms as predicted variable, relationships with (a) colleagues and (b) family as mediators, and sex and country as moderators. As expected, workplace bullying had a significant effect on stress symptoms, which was mediated by family relationships but not by relationships with colleagues. Neither sex nor country had a moderating effect. Positive family relationships thus mediate the stressful impact of workplace bullying, and this was the case for both sexes and both nationalities.
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Coggburn, Jerrell D., Dennis M. Daley, Jessica Katz Jameson, and RaJade M. Berry-James. "Assessing the Six-Factor Model of Organizational Justice in the Context of Workplace Mediation." Review of Public Personnel Administration 40, no. 3 (December 12, 2018): 355–83. http://dx.doi.org/10.1177/0734371x18816758.
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Applying the six-factor model of organizational justice, this study examines the relationship between disputants’ (i.e., grievants and respondents) perceptions of organizational justice and satisfaction with workplace mediation. Using secondary data, collected postmediation from participants in the (former) North Carolina Department of Correction’s (DOC) mediation process, the findings show that perceptions of organizational justice and mediation satisfaction are high for both grievants and, especially, respondents. Logistic regression results find statistically significant relationships between mediation satisfaction and three factors of organizational justice—distributive justice, procedural justice–process, and disputant–disputant interpersonal justice—as well as unexpected results for procedural justice–mediator and disputant–mediator interpersonal justice.
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Leon-Perez, Jose M., Francisco J. Medina, Alicia Arenas, and Lourdes Munduate. "The relationship between interpersonal conflict and workplace bullying." Journal of Managerial Psychology 30, no. 3 (April 13, 2015): 250–63. http://dx.doi.org/10.1108/jmp-01-2013-0034.
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Purpose – The purpose of this paper is to examine the role that conflict management styles play in the relationship between interpersonal conflict and workplace bullying. Design/methodology/approach – A survey study was conducted among 761 employees from different organizations in Spain. Findings – Results suggest that an escalation of the conflict process from task related to relationship conflict may explain bullying situations to some extent. Regarding conflict management, attempts to actively manage conflict through problem solving may prevent it escalating to higher emotional levels (relationship conflict) and bullying situations; in contrast, other conflict management strategies seem to foster conflict escalation. Research limitations/implications – The correlational design makes the conclusions on causality questionable, and future research should examine the dynamic conflict process in more detail. On the other hand, to the authors’ knowledge, this is the first study empirically differentiating interpersonal conflict and workplace bullying. Originality/value – This study explores how conflict management can prevent conflict escalating into workplace bullying, which has important implications for occupational health practitioners and managers.
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Ahmed, Mozumdar Arifa. "Effects of Interpersonal Problems at Workplace on Job Involvement." Global Disclosure of Economics and Business 1, no. 1 (June 30, 2012): 44–53. http://dx.doi.org/10.18034/gdeb.v1i1.202.
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Job involvement plays an important role to create positive job attitude which indicates strong psychological bonding of an employee to his or her job. On the other hand interpersonal problems at workplace make job conflict, increase job stress which is threatening to create positive job attitudes. The objective of this study was to investigate the relationship between interpersonal problems and job involvement, to explore how different types of interpersonal problems effect on job involvement and to examine the problem areas of interpersonal relationship in workplace that can create negative impact on job involvement. The measuring instruments used in this study were: Inventory of Interpersonal Problems (IIP-64) (Alden, Wiggins, Pincus & Horowitz, 2000) for measuring different types of interpersonal problems. And Work Involvement Scale (Kanungo, 1982) for measuring job involvement. According to the objective of the present study the obtain data were analyzed using Pearson product moment correlation and simple regression. The survey results revealed that interpersonal problem is negatively correlated to job involvement. The study also found that the people who are mostly face problems in cold / distant, overly accommodating and intrusive/needy domains in case of interpersonal relationship; they are more at risk to be less involved with job.
JEL Classification Code: M12
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Zhang, Zhi-Xue, and Xin Wei. "Superficial Harmony and Conflict Avoidance Resulting from Negative Anticipation in the Workplace." Management and Organization Review 13, no. 4 (December 2017): 795–820. http://dx.doi.org/10.1017/mor.2017.48.
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ABSTRACTThis research examines how people perceive and respond to potential conflict in work settings. When individuals highly value their interpersonal relationships with others, they may take the potential costs to relationships into consideration in deciding how to handle conflict. We propose that individuals take an avoidance approach to conflict to prevent disruption in relationships from confrontation. Specifically, the value that individuals place on superficial harmony is positively related to their negative anticipation of relationship costs, which in turn leads to conflict avoidance. Furthermore, the direct relationship between superficial harmony and negative anticipation and the indirect relationship between superficial harmony and conflict avoidance are negatively moderated by the closeness of relations between the parties involved. The results of two studies conducted in workplace settings supported our hypothesized moderated mediation model. Highlighting the role of superficial harmony in conflict avoidance, this research contributes to the existing literature on conflict management and has practical implications for effectively managing conflict in the workplace.
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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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Chou, Shih Yung, and Tree Chang. "The costs of being rejected." Team Performance Management 22, no. 3/4 (June 13, 2016): 181–203. http://dx.doi.org/10.1108/tpm-01-2016-0003.
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Purpose This paper aims to develop a theoretical model describing how newcomers’ team-member exchange (TMX), team identification and workplace loneliness may be affected by existing team members’ rejections to the newcomers’ interpersonal helping behavior (IHB). Design/methodology/approach A theoretical analysis was performed. Findings The authors propose the following propositions. First, higher levels of IHB rejections result in lower levels of TMX and team identification and higher levels of workplace loneliness experienced by a newcomer. Second, a newcomer’s TMX mediates the relationship between IHB rejections and the newcomer’s workplace loneliness and team identification. Finally, a newcomer’s team identification mediates the relationship between IHB rejections and the newcomer’s workplace loneliness. Practical implications This theoretical study provides the following managerial implications. First, managers need to proactively implement tactics that help satisfy newcomers’ affiliation needs through the development of strong formal work relationships with existing members. Second, managers are advised to consider the use of tactics that facilitate the development of effective informal relationships between newcomers and existing team members upon the entry of the team. Third, managers need to implement informal social events where newcomers have the opportunity to exhibit their helpful behaviors. Fourth, managers should periodically inform existing team members of some common anxieties and fears of newcomers that are triggered by entering new interpersonal environments. Finally, managers may utilize mentoring programs that help facilitate newcomers’ accurate interpretations of phenomena occurring around them. Originality/value This theoretical study is the first study that examines consequences of IHB rejections in organizations.
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Dinis, Maria Alzira Pimenta, Helder Fernando Pedrosa Sousa, Andreia de Moura, Lilian M. F. Viterbo, and Ricardo J. Pinto. "Health Behaviors as a Mediator of the Association Between Interpersonal Relationships and Physical Health in a Workplace Context." International Journal of Environmental Research and Public Health 16, no. 13 (July 5, 2019): 2392. http://dx.doi.org/10.3390/ijerph16132392.
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The etiology of diseases is multifactorial, involving genetic, environmental, and lifestyle-related behaviors. Considering the pathway that involves behavioral processes, a huge body of empirical evidence has shown that some healthy behaviors such as non-smoking, any or moderate alcohol consumption, a healthy diet, (e.g., fruit and vegetable intake), and physical activity, decrease the risk of disease and mortality. This study aimed to explore the potential mediating effect of combined health behaviors on the association between interpersonal relationships and physical health in a Brazilian adult worker population from the Occupational Health Service within the oil industry in Bahia, Brazil. The sample included 611 workers, of which 567 (92.8%) were males and 44 (7.2%) females, age ranging from 18 to 73 years (M = 41.95; SD = 8.88). The significant predictors of physical health were interpersonal relationships and health behaviors. Health behaviors contributed significantly to a reduction in the effect of interpersonal relationships on physical health outcomes. As far as it is known, there has been no prior work in Brazil that simultaneously examined the best predictors of physical health in oil workers using this conceptual model. Interventions in the workplace environment need to consider health behavior as a mediator between interpersonal relationships and physical health, aligned in a global psychosocial approach to health at work.
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Ma, Bing, Shanshi Liu, Hermann Lassleben, and Guimei Ma. "The relationships between job insecurity, psychological contract breach and counterproductive workplace behavior." Personnel Review 48, no. 2 (March 4, 2019): 595–610. http://dx.doi.org/10.1108/pr-04-2018-0138.
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PurposeThe purpose of this paper is to examine the mediating effect of psychological contract breach on the relationship between job insecurity and counterproductive workplace behavior (CWB) and the moderating effect of employment status in this relationship.Design/methodology/approachData were collected from 212 supervisor–subordinate dyads in a large Chinese state-owned air transportation group. AMOS 17.0 software was used to examine the hypothesized predictions and the theoretical model.FindingsThe results showed that psychological contract breach partially mediates the effect of job insecurity on CWB, including organizational counterproductive workplace behavior and interpersonal counterproductive workplace behavior. In addition, the relationships between job insecurity, psychological contract breach and CWB differ significantly between permanent workers and contract workers.Originality/valueThe present study provides a new insight into explaining the linkage between job insecurity and negative work behaviors as well as suggestions to managers on minimizing the harmful effects of job insecurity.
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Devonish, Dwayne. "Dangers of workplace bullying: evidence from the Caribbean." Journal of Aggression, Conflict and Peace Research 9, no. 1 (January 9, 2017): 69–80. http://dx.doi.org/10.1108/jacpr-05-2016-0228.
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Purpose The purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P). Design/methodology/approach The study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region. Findings The prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted. Research limitations/implications The study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here. Practical implications First, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying). Originality/value The study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.
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Pagnoccolo, Joe, and Santina Bertone. "The apprentice experience: the role of interpersonal attributes and people-related generic skills." Education + Training 63, no. 2 (January 19, 2021): 313–27. http://dx.doi.org/10.1108/et-05-2020-0116.
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PurposeThis research explores the training experiences of Australian apprentices in the workplace with a focus on workplace relationships and their link to interpersonal attributes and people-related generic skills among apprentices.Design/methodology/approachQualitative research is conducted, and the authors analysed interview data from 20 apprentices (17 men, three women; average age 25 years) who came from a range of industries and trade sectors.FindingsThese findings revealed common themes around the importance of communication, emotional direct cognition, self-awareness and teamwork during training on the job. This suggests that interpersonal attributes are central to apprentices' practices within their training experiences.Research limitations/implicationsThe findings indicate a need for greater emphasis on the development of interpersonal attributes in training both on the job and within training packages.Practical implicationsThe paper extends the literature on the role of interpersonal skills in the apprentice experience, presents information about young people's challenges in training and points to further investigations needed to explore this phenomenon.Originality/valueAn authentic detailed account is presented of apprentices' interpersonal attributes and people-related generic skills in their training experiences.
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Chernyak-Hai, Lily, Se-Kang Kim, and Aharon Tziner. "Relationships Between Workplace Deviance Interacted With Gender and Marital Status: The Correspondence Analysis Approach." Psychological Reports 122, no. 4 (June 18, 2018): 1494–515. http://dx.doi.org/10.1177/0033294118783500.
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This exploratory study employed correspondence analysis to examine how employees’ gender and marital status might affect levels of interpersonal and organizational deviant workplace behaviors in the workplace. The subjects were 122 employees from a large electricity supplier company in Israel. Four levels of deviant behaviors relating to interpersonal and organizational deviance behaviors were generated according to their “typicality” as follows: (1) “untypical” (z-score less than −1.00), (2) “somewhat untypical” (−1.00–0), (3) “somewhat typical” (0–1.00), and (4) “typical” (larger than 1.00). We assessed the marital status categories by gender: unmarried males and females, divorced males and females, and males and females who were married. Results indicated that married men and divorced women exhibited mostly typical types of deviance. Both married and divorced men reported untypical deviance for both types of deviant behaviors. Married women only reported somewhat untypical deviance for both types of deviant behaviors. Accordingly, we suggest that psychological stressors, as well as cultural and societal expectations, may account for the obtained differences. Yet, future research is needed to shed light on underlying mechanisms.
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Tews, Michael J., and Kathryn Stafford. "The Relationship Between Tattoos and Employee Workplace Deviance." Journal of Hospitality & Tourism Research 43, no. 7 (May 15, 2019): 1025–43. http://dx.doi.org/10.1177/1096348019848482.
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While those adorned with tattoos have historically belonged to deviant subpopulations, tattoos today are certainly more widespread. With this mainstreaming of tattoos, the question arises whether the deviant stereotype persists and extends to today’s workplace. To address this issue, the present study examined the relationships between tattoos and organizational and interpersonal workplace deviance with a sample of 518 individuals employed in restaurant settings. Whether or not an employee was merely tattooed was not related to either form of deviance. However, greater tattoo number was associated with greater organizational deviance. In addition, the results suggest that being adorned with “darker” tattoos was related to both types of deviance, although the effect sizes were not large. The significant findings held even after controlling for the employees’ agreeableness and conscientiousness.
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Udod, Sonia A., Karon Hammond-Collins, and Megan Jenkins. "Dynamics of Emotional Intelligence and Empowerment: The Perspectives of Middle Managers." SAGE Open 10, no. 2 (April 2020): 215824402091950. http://dx.doi.org/10.1177/2158244020919508.
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This study examines employee perspectives of leader behavior to better understand how these perspectives influence and shape employee work experiences. Creating empowering work environments in today’s workplace is an ongoing challenge for leaders and managers. Research has shown that leaders who work to build interpersonal relationships with workplace subordinates are using emotional intelligence (EI) to lead individuals to work more effectively, and thereby increase overall job satisfaction. We employed a qualitative descriptive design using in-depth interviews to elicit and explore managers’ perceptions of their leader’s behaviors and their own sense of empowerment in the workplace. We present the findings within two major categories: perception of leader’s behavior and feelings of empowerment. This study adds to the body of evidence that demonstrates how the use of leadership skills that focus on the EI construct is necessary to build relationships and empower employees, thus creating conditions for creativity in the workplace.
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Nayee, Hardik. "Repercussions of Emotional Intelligence on Leaders Behaviour." International Journal of Management and Development Studies 10, no. 07 (July 31, 2021): 05–09. http://dx.doi.org/10.53983/ijmds.v10i07.374.
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There are many factors that influence the behaviour of Human Being and so as the behaviour of a Leader. The repercussions of emotional intelligence on the behaviour of the Leader are to be studied. The term Emotional intelligence (EI) is considered as an ability or capacity or skill or self-perceived ability to identify, assess and manage the emotions of oneself, of others, and of groups. It becomes one of the key indicators of employee’s success at workplace. EI matters most than the Intelligent Quotient (IQ) under the premise that some people are academically good but still fail in their social and interpersonal associations. With the right emotional intelligence skills, one can have control over these emotions and be successful at workplaces. Life at workplace can be so much more enjoyable sans this emotional spitefulness. EI helps people to get to more personal and professional relationships and progress further at workplace. It is the ability to identify oneself and analyze and solve problems that enables one’s own development.
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Vatankhah, Sanaz, and Ali Raoofi. "Psychological entitlement, egoistic deprivation and deviant behavior among cabin crews: an attribution theory perspective." Tourism Review 73, no. 3 (August 20, 2018): 314–30. http://dx.doi.org/10.1108/tr-09-2017-0146.
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PurposeThis study aims to report on the impact of psychological entitlement and egoistic deprivation on interpersonal and organizational deviant behavior among cabin crews. As a neglected theory in organizational research, attribution theory is used to link psychological entitlement to interpersonal and organizational deviant behavior through the mediating effect of egoistic deprivation.Design/methodology/approachA questionnaire survey was conducted in governmental and public airline companies in Iran. The survey yielded 294 effective questionnaires. Study relationships were gauged using structural equation modeling.FindingsAccording to the results, psychological entitlement boosts cabin crews’ egoistic deprivation and interpersonal and organizational deviant behavior. Consistent with hypothesized proposition, cabin crews’ egoistic deprivation fosters interpersonal deviant behavior. Particularly, it appears that egoistic deprivation among cabin crews partially mediates the effect of psychological entitlement on interpersonal deviant behavior. Contrary to the authors’ prediction, egoistic deprivation does not act as the mediator in the relationship between psychological entitlement and organizational deviant behavior.Originality/valueThis study sheds light on relatively limited psychological entitlement literature by extending attribution theory to cabin crews’ deprivation and workplace deviant behavior.
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Olsson, Sylvia, Munir Dag, and Christian Kullberg. "Hard of Hearing Adults’ Interpersonal Interactions and Relationships in Daily Life." Disabilities 1, no. 2 (April 4, 2021): 71–88. http://dx.doi.org/10.3390/disabilities1020007.
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Globally, there is limited research on how deaf and hard of hearing adults experience higher education and work. The purpose of the present study is to examine hard of hearing (HH) adults’ experiences of social interactions and social relationships in higher education, the workplace and leisure time. Data were obtained from semistructured interviews with 16 individuals (aged 24–31 years) from diverse cultural backgrounds (10 males and 6 females) with severe-to-profound hearing loss. Participants were selected based on previous expressed interest in participating in further studies after having been involved in an earlier study. The interviews were subjected to a qualitative thematic data analysis. According to the results, people with a hearing loss experience communication barrier in higher education, at work and in leisure time. These communication barriers lead to difficulties achieving social inclusion, and in some circumstances to social exclusion. Assistive technology (AT) and information and communication technologies (ICT) were important facilitators of moving from social exclusion towards social inclusion.
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Abdul Aziz, Rozilah Abdul Aziz, Shereen Noranee, Narehan Hassan, Rohaya Hussein, and Gouri A. Domnic Jacob. "The Influence of Leader Power on Interpersonal Conflict in the Workplace." Journal of International Business, Economics and Entrepreneurship 6, no. 1 (June 22, 2021): 87. http://dx.doi.org/10.24191/jibe.v6i1.14213.
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Interpersonal conflict partly depends on the magnitude of power exercised by superiors in the workplace. The need to investigate how manager’s power affects subordinates’ interpersonal conflict is crucial so that managers can change or maintain their power to achieve optimum results in organizations. Hence, the purpose of this study is to examine the influence of leader power towards interpersonal conflict at Government Linked Companies (GLCs), Malaysia. A total of 388 questionnaires were distributed to employees of GLCs, Malaysia. A Structural Equation Modelling (SEM) analysis revealed that twenty-two percent of the variation in interpersonal conflict can be explained by the power possessed by managers. It also revealed there is a strong positive, linear and significant relationship between leader power and interpersonal conflict. Therefore, management should be concerned with the authority given to managers as power could lead to a devastating interpersonal conflict.
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Abdul Rahim, Abdul Rahman, and Aizzat Mohd. Nasurdin. "Workplace deviant behaviour : does psychological contract violation matter? An empirical evidence." Social and Management Research Journal 8, no. 2 (December 1, 2011): 37. http://dx.doi.org/10.24191/smrj.v8i2.5202.
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Workplace deviant behaviour refers to "the voluntary behaviour that violates significant organizational norms". In this study, 355 manufacturing industry employees participated in an investigation into the impact of Psychological Contract Violation (PCV) on Workplace Deviant Behaviour (WDB). Three forms of deviant behaviour were identified: interpersonal deviance, production deviance, and property deviance. Further to this three PCV dimensions were also identified, namely, growth and development, autonomy and organizational support. The regression analyses performed yielded mixed results. PCV with respect to 'autonomy and control' demonstrated a negative relationship with interpersonal deviance and property deviance, but a positive relationship with production deviance. PCV with regard to 'growth and development' was found to exhibit a negative relationship with interpersonal deviance, but a positive relationship with property deviance. 'Organizational support' PCV exhibited no significant relationship with WDB.
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Baloch, Rashid Shar, Asfandyar Ali Shar, and Ramsha Ali Baloch. "Organisational obscurantism: synthesising prosocial lies with interpersonal relationship at workplace." International Journal of Work Organisation and Emotion 10, no. 2 (2019): 162. http://dx.doi.org/10.1504/ijwoe.2019.10026058.
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Baloch, Rashid Shar, Ramsha Ali Baloch, and Asfandyar Ali Shar. "Organisational obscurantism: synthesising prosocial lies with interpersonal relationship at workplace." International Journal of Work Organisation and Emotion 10, no. 2 (2019): 162. http://dx.doi.org/10.1504/ijwoe.2019.104298.
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Shier, Micheal L., John R. Graham, and David Nicholas. "Interpersonal interactions, workplace violence, and occupational health outcomes among social workers." Journal of Social Work 18, no. 5 (June 29, 2016): 525–47. http://dx.doi.org/10.1177/1468017316656089.
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Summary Primary emphasis within the literature on mechanisms to address the prevalence of negative occupational well-being outcomes among human service workers has tended to focus on individual self-care efforts or organizational level policies aimed at improving work–life balance. While these are important areas of research, the workplace setting itself can also create negative outcomes, suggesting the need to adapt characteristics of this setting. One aspect of this workplace setting includes the dynamics of interpersonal interaction within the workplace. This study reports a multivariate analysis of the relationship between negative workplace interpersonal interactions (generally defined to provide a more holistic assessment of ways in which violence is manifested in the workplace) between workers and service users and between workers themselves and human service worker occupational outcomes. Findings In 2012, data were collected from a sample (n = 674) of human service workers in Alberta, Canada. This study finds a high prevalence of negative workplace interactions between workers, and that these experiences have consequences for worker experience’s with burnout and life satisfaction, and contributes to intentions to leave the workplace. Compounding negative interpersonal interactions between workers are particularly significant across all measured occupational outcomes. Applications These findings suggest the need for a workplace ‘settings-based’ approach to improve occupational well-being among workers. Utilizing a workplace ‘settings-based’ approach would place more emphasis on the processes and structure of day-to-day work within organizations to help alleviate negative occupational outcomes among workers.
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Ehrhardt, Kyle, and Monica M. Sharif. "Career implications for high-quality work relationships: an SCCT test." Journal of Managerial Psychology 34, no. 7 (September 9, 2019): 474–90. http://dx.doi.org/10.1108/jmp-10-2018-0443.
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Purpose Researchers recognize that interpersonal relationships contribute to the career development of professional employees. The purpose of this paper is to extend this research to individuals working at a formative point in their careers. Guided by Social Cognitive Career Theory, a model is developed that tests whether the quality of individuals’ work relationships at an early career stage has implications for their development of career cognitions and career exploration behaviors. Design/methodology/approach Structural equation modeling is used to test the model in two samples of employed students (n=372 and n=166). Findings Coworker relationship quality had a direct influence on career self-efficacy, which led to increased career outcome expectations, goals and exploration behaviors. The influence of supervisor relationship quality was mixed across studies. Research limitations/implications Findings suggest that the quality of individuals’ relational experiences at work, even at an early career stage, has implications that extend beyond the workplace to affect their careers more generally. Practical implications Results speak to the dangers associated with a poor interpersonal climate for employees at an early career stage, and suggest that managers invest in opportunities that allow these employees to build stronger bonds with coworkers. The results also suggest that career counselors and internship coordinators be sensitive to the interpersonal climate of organizations with whom they contract. Originality/value This study offers insight into the connection between early employment experiences and individuals’ career cognitions and career exploration behaviors.
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Gale, Laura A., Ben A. Ives, Paul A. Potrac, and Lee J. Nelson. "Trust and Distrust in Community Sports Work: Tales From the “Shop Floor”." Sociology of Sport Journal 36, no. 3 (September 1, 2019): 244–53. http://dx.doi.org/10.1123/ssj.2018-0156.
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This study addressed the issue of interpersonal trust and distrust in the (sporting) workplace. Data were generated through cyclical, in-depth interviews with 12 community sports coaches. The interview transcripts were subjected to emic and etic readings, with Hardin and Cook’s theorization of (dis)trust and Goffman’s dramaturgical writings providing the primary heuristic devices. Our analysis produced three interconnected themes. These were a) how the participants’ decision to (dis)trust contextual others was based on their perceptions of encapsulated interests, b) those strategies that the participants employed to judge the trustworthiness of colleagues, and c) how the participants’ workplace bonds with coworkers differed according to their perceived trustworthiness. Importantly, this study revealed how interpersonal (dis)trust for these individuals was informed by the pursuit of various professional interests, uncertainty regarding continued employment and career progression, and was subject to ongoing strategic interaction and reflection. Based on these findings, we believe there is much to gain from the micro-level exploration of “how” and “why” sports workers seek to negotiate and manage workplace relationships.
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Kaewsaeng-on, Rudsada, Tariq Iqbal Khan, and Abdul Zahid Khan. "PERSONALITY AND JOB OUTCOMES: MEDIATION OF ETHICAL IDEOLOGY." Humanities & Social Sciences Reviews 8, no. 3 (June 22, 2020): 1206–19. http://dx.doi.org/10.18510/hssr.2020.83123.
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Purpose: This study aims to theorize new conceptual linkages between two popular paradigms of management research personality (Big Five Trait) and ethics (Ethical Ideology). Big Five personality traits and ethical ideology dimensions (idealism and relativism) relationship with job outcomes such as interpersonal conflict, workplace deviance, and Organizational Citizenship Behavior (OCB) were proposed.
Methodology: This study adopted a longitudinal field survey design. Data analysis for descriptive, regression, and correlation techniques, was done using SPSS v 17 whereas conduct Confirmatory Factor Analysis (CFA) of study variables was done using AMOS v 16.
Main Findings: Results revealed significant association of i) extraversion, conscientiousness, and agreeableness with OCB, ii) Agreeableness and neuroticism with workplace deviance and iii) agreeableness, openness to experience, neuroticism with interpersonal conflict. Moreover, agreeableness was a significant predictor of idealism ethical ideology, neuroticism and openness to experience were significant predictors of relativism ethical ideology. Idealism significantly predicted interpersonal conflict and OCB and relativism significantly predicted workplace deviance and interpersonal conflict. Idealism ethical ideology mediated between extraversion and interpersonal conflict, agreeableness and interpersonal conflict as well as OCB. On the other hand, relativism ethical ideology mediated between openness to experience and interpersonal conflict. Similarly, relativism also mediated between neuroticism and two job outcomes (interpersonal conflict, workplace deviance).
Limitations/ Applications: Future research directions and implications for theory and practice are suggested.
Novelty/Originality of this study: This study explained the conceptual mechanism that individual outcomes of the Big Five traits are determined through the ethical ideology of the respective personality trait; moreover, this study also added empirical evidence in existing OB literature from a unique cultural context i.e., Pakistan.
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Carmeli, Abraham, Daphna Brueller, and Jane E. Dutton. "Learning behaviours in the workplace: The role of high-quality interpersonal relationships and psychological safety." Systems Research and Behavioral Science 26, no. 1 (January 2009): 81–98. http://dx.doi.org/10.1002/sres.932.
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Jiang, Lixin, Xiaohong Xu, and Xiaowen Hu. "Can Gossip Buffer the Effect of Job Insecurity on Workplace Friendships?" International Journal of Environmental Research and Public Health 16, no. 7 (April 10, 2019): 1285. http://dx.doi.org/10.3390/ijerph16071285.
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Although previous research has documented a host of negative consequences of job insecurity, workplace interpersonal relationships have rarely been considered. This omission might be caused by the application of broad stress theories to the job insecurity literature without taking a nuanced perspective to understand the nature of job insecurity. To address this issue, we conceptualized job insecurity as a threat to employee social acceptance by their employer. This conceptualization, therefore, allows us to apply the multimotive model of social rejection to investigate a previously-overlooked outcome of job insecurity—workplace friendships. Specifically, we investigated the relationship between both job feature insecurity and job loss insecurity with workplace friendships. Based on stress coping theory and the fundamental differences between job feature insecurity and job loss insecurity, we further proposed that employees’ tendency to engage in positive gossip buffers the negative impact of job feature insecurity on workplace friendships, whereas employees’ tendency to engage in negative gossip buffers the negative impact of job loss insecurity on workplace friendships. Data collected from 286 working adults from Mturk supported our hypotheses. Our study opens the door for future research to take a more nuanced approach when examining nontraditional consequences of job insecurity.
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Bala, Hillol, Viswanath Venkatesh, Daniel C. Ganster, and Arun Rai. "How does an enterprise system implementation change interpersonal relationships in organizations." Industrial Management & Data Systems 121, no. 8 (June 28, 2021): 1824–47. http://dx.doi.org/10.1108/imds-06-2020-0380.
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PurposeAlthough research has suggested that enterprise system (ES) implementations have major impacts on employee job characteristics and outcomes, there has been limited research that has examined the impacts of ES implementations on interpersonal relationships over time. Building on and extending recent studies that have examined changes in employee job characteristics and outcomes during an ES implementation, this research examined the nature, extent, determinants and outcomes of changes in an important interpersonal relationship construct—coworker exchange (CWX)—following an ES implementation. CWX is considered a critical aspect of employees' job and an important determinant of their success in the workplace. Drawing on social exchange theory (SET), the authors theorize that employees will perceive a change in CWX following an ES implementation.Design/methodology/approachA longitudinal field study over a period of 6 months among 249 employees was conducted. Latent growth modeling was used to analyze the data.FindingsThe authors found that employees' work process characteristics, namely perceived process complexity, perceived process rigidity and perceived process radicalness, significantly explained change, i.e. decline in our case, in CWX during the shakedown phase of an ES implementation. The decreasing trajectory of change in CWX led to declining job performance and job satisfaction.Originality/valueThe role of CWX and its importance in the context of ES implementations is a key novel element of this work.
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Kong, Hyewon, and Hyosun Kim. "Customer aggression and workplace deviance: The moderating role of psychological ownership." Social Behavior and Personality: an international journal 45, no. 11 (December 2, 2017): 1761–73. http://dx.doi.org/10.2224/sbp.6617.
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Although customer aggression has been found to affect the well-being of employees in the service sector, few prior researchers have examined its effect on employees' workplace behavior. Thus, we examined the effect of customer aggression on positive and negative workplace deviant behaviors in service contexts, and explored whether psychological ownership moderates these relationships. Participants were 362 bankers in the financial sector within South Korea, and we used structural equation modeling to test the hypotheses. Results showed that customer aggression increased both destructive and constructive deviance. Further, psychological ownership moderated the relationship between customer aggression and constructive deviance, but not between customer aggression and destructive deviance. That is, customer aggression increased organizational and interpersonal constructive deviance among employees with high psychological ownership, suggesting that these employees were more likely to tackle customer aggression in an innovative manner.
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Pradhan, Sajeet, and Lalatendu Kesari Jena. "Getting even." South Asian Journal of Business Studies 8, no. 3 (October 7, 2019): 332–47. http://dx.doi.org/10.1108/sajbs-06-2018-0072.
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Purpose Unlike most empirical investigations that have tested the relationship between abusive supervision and subordinate’s workplace deviance in a large and formal organizational setup, this study investigates the effect of abusive behavior of owner-manager of small entrepreneurial establishments on subordinate’s workplace deviance. The purpose of this paper is twofold: first, it explores the moderating effect of intention to quit on the relationship between abusive supervision and organizational as well as interpersonal deviance; and second, it investigates whether the moderating effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (others directed). Design/methodology/approach The participants of this study were 240 restaurant and hotel employees working in three small entrepreneurial organizations in the eastern state of India. The authors have collected data on the predictor and criterion variables at two time points with a separation of three to four weeks for reducing common method bias (Podsakoff et al., 2012). At Time 1, participants completed measures of the perception of their owner-manager’s abusiveness and their intention to quit. At Time 2, participants responded to organizational deviance and interpersonal deviance. Findings The findings of the study is in line with previous research studies (Tepper et al., 2007; Thau et al., 2009) that reported intention to quit will moderate the positive relationship between abusive supervision and organizational deviance and interpersonal deviance such that the relationship will be stronger when intention to quit is high rather than low. The finding of the study also corroborates the prediction that the interactive effect between abusive supervision and intention to quit will be stronger for organizational deviance (supervisor directed) than for interpersonal deviance (aimed at other members of the organization) when intention to quit is higher. Originality/value This study is among the very few empirical research studies that have investigated the effect of abusiveness of owner-manager on subordinate’s workplace deviance in small organizations. Another unique aspect of the study is that it is one of few to propose and test, how (whether organizational deviance or/and interpersonal deviance) and to what extent (more organizational or supervisor directed than interpersonal or others directed deviance) subordinates of abusive supervisor retaliate by engaging in workplace deviant behaviors.
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Graham, John R., and Micheal L. Shier. "Social work practitioners and subjective well-being: Personal factors that contribute to high levels of subjective well-being." International Social Work 53, no. 6 (August 17, 2010): 757–72. http://dx.doi.org/10.1177/0020872810368394.
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Based on interviews with social workers possessing the highest level of subjective well-being (SWB) from a 2006 Canadian survey, this research identifies personal factors, including personal behaviors, interpersonal relationships and manifestations of self beyond their workplace and identity as social workers, as positively influencing social work practitioners’ high levels of subjective well-being. The conclusion considers implications for social work practice, education, and research.