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1 – 10 of 61The purpose of this paper is to highlight the circumstances in which a crisis response strategy can compound a crisis, especially a corporate scandal, as evidenced by the case of…
Abstract
Purpose
The purpose of this paper is to highlight the circumstances in which a crisis response strategy can compound a crisis, especially a corporate scandal, as evidenced by the case of AWB Limited, where the organisational damage of the “cover‐up” escalated the scandal further and caused additional damage to the company.
Design/methodology/approach
The AWB case study provides a unique insight into the application of theories and research on crisis and reputation management and the specific challenges and risks of corporate scandals.
Findings
As a specific form of crisis, corporate scandals can easily descend into a secondary or “double crisis” if incorrectly managed, or even mismanaged.
Research limitations/implications
The paper shows that the information provided to the Australian Government's Royal Commission and other documents relating to the management of the scandal by the company further embarrassed AWB and exposed the inappropriateness of the original defensive apologia crisis response strategy pursued by the company.
Practical implications
The AWB case study provides an opportunity for alignment with the crisis response theories of Coombs and De Maria, based on the evaluation of the initial failed response strategy and the more appropriate response eventually undertaken by the company.
Originality/value
The paper offers the additional insights of the author (as a former member of the management team at the company) into the documents tendered to the Royal Commission, which have not been evaluated and studied for their contribution to crisis communication and crisis management.
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Siti Khadijah Zainal Badri, Wai Meng Yap and Hazel Melanie Ramos
The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees…
Abstract
Purpose
The purpose of this paper is to examine the relationship between gratitude and workplace friendship with affective well-being (AWB) at work amongst millennial employees. Specifically, it details the mediating effect of workplace friendship in explaining the linkages between gratitude and AWB at work.
Design/methodology/approach
This study used a sample of 272 millennial workers in this study. A survey invitation was sent out to all of the respondents through email. A 20-item job-related AWB (Van Katwyk et al., 2000) scale was used to measure AWB. Workplace friendship was measured using six-items of the workplace friendship scale (Nielsen et al., 2000) and gratitude was measured using McCullough et al.’s (2002) six-item gratitude questionnaire (GQ-6).
Findings
The study found that gratitude and workplace friendship enhanced workplace AWB among millennial workers. Workplace friendship functioned as a mediator, which delivered the effect from gratitude towards workplace AWB. Gratitude was found to positively predict workplace friendship and subsequently workplace friendship positively predicted workplace AWB.
Practical implications
Nurturing positive feelings at work through excellent psychosocial resources and healthy work friendships would improve millennial workers well-being. Henceforth, encouraging millennial employees to cultivate workplace friendships, can help the manager to enhance millennial employees’ feeling of belongingness, and thus, promote better AWB.
Originality/value
Investment on employee’s human capital and values can be valuable resources to increase millennial employees’ performance at work. Millennial workers are a unique generation that put emphasis on the subjective experience. Hence, capitalising on their subjective experience can be one of the keys to better increase their well-being and performance at work.
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Neuza Ribeiro, Ana Suzete Semedo, Daniel Gomes, Rita Bernardino and Sharda Singh
This study aims to examine the impact of workplace bullying on employees’ burnout by investigating the mediating effect of affective well-being (AWB).
Abstract
Purpose
This study aims to examine the impact of workplace bullying on employees’ burnout by investigating the mediating effect of affective well-being (AWB).
Design/methodology/approach
Data of 532 employees from diverse organizations in Portugal were collected. These data were collected using anonymously completed structured questionnaires available online.
Findings
The results support the research hypotheses proposed, confirming that workplace bullying is related to both AWB and burnout. Moreover, affective workplace bullying partially mediates the relationship between workplace bullying and burnout, indicating that the victims have their AWB reduced, and, consequently, increase their burnout levels.
Practical implications
The findings suggest that organizations can foster employees’ AWB and reduce the level of burnout by encouraging organizations to develop preventive policies and practices to safeguard against bullying at work.
Originality/value
To this date, only a few studies have examined mediating and moderating variables (Nielsen and Einersen, 2018) and none include AWB as a mediator of the relationship between workplace bullying and burnout. This study answers the call for further empirical research from those who have argued that more information is needed to understand the workplace bullying phenomenon and contributes to the growing debate on this topic and its effects on employees.
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Ana Suzete Dias Semedo, Arnaldo Fernandes Matos Coelho and Neuza Manuel Pereira Ribeiro
Authentic leadership (AL) as a style can influence, directly or indirectly, employees’ attitudes and behaviors. In this perspective, the purpose of this study is to investigate…
Abstract
Purpose
Authentic leadership (AL) as a style can influence, directly or indirectly, employees’ attitudes and behaviors. In this perspective, the purpose of this study is to investigate how AL predicts affective well-being (AWB) and employees’ creativity. The mediating role of AWB and the moderating role of satisfaction with management will be analyzed.
Design/methodology/approach
The researchers have analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modelling was used to test the proposed hypotheses and a multi-group analysis was performed to identify how the level of satisfaction with the management may impact the proposed relationships.
Findings
The results of this study reveal that perceptions of AL predict employees’ creativity both directly and through the mediating role of AWB. Satisfaction with the management seems to moderate the relationship between AL, AWB and creativity.
Practical implications
The research outcomes suggest that organizations should focus on training leaders who value self-awareness and transparency in their relationships with others, who display an internal moral perspective and demonstrate balanced processing of information, to guarantee good results at the individual level and, consequently, at the organizational level. This study provides practitioners with possible routes to act in favor of a much happier and more creative workforce.
Originality/value
The originality of this study is because of the integration of these four concepts in a single study, providing evidence of the relationship between AL and creativity through the mediating role of AWB and moderating role of satisfaction with the management.
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R. Karpagavalli and L. Suganthi
In a post-pandemic era, the hybrid workspace (HW) that came into practice now remains a new normal way of working for employees. This new practice has received a great deal of…
Abstract
Purpose
In a post-pandemic era, the hybrid workspace (HW) that came into practice now remains a new normal way of working for employees. This new practice has received a great deal of attention from researchers recently. However, the impact of HW on the affective well-being (AWB) of employees is less investigated. The present study focuses on the relationship between HW and affective states (positive and negative affects together) and the role of positive work reflection (PWR).
Design/methodology/approach
This present research work is based on the cross-sectional data collected from employees of IT and software sectors in India, through the purposive convenience sampling method (N = 329). Respondents were identified through the social and industrial connections of the authors. Structural equation modeling with AMOS 24 was adopted for hypothesis testing.
Findings
The empirical findings showed that HW is positively related to positive affects, negatively related to negative affects and positively associated with PWR. In addition, the PWR can partially mediate the relationship between HW and affective states, which is in line with the existing literature on PWR.
Originality/value
By exploring the less investigated link between HW and affective states, this study offers new insights into the understanding of HW and AWB. Based on the ideas of cognitive appraisal theory, this study contributes to the literature by proposing and analyzing PWR as a mechanism that partially mediates the influence of HW on the positive and negative affects of employees. These findings will facilitate the decision-makers, employees and organizations to understand the essential benefits of HW in the form of affective states and PWR. To the best of the authors' knowledge, this is the first study to explore the relationship between HW, PWR and AWB of employees.
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Neuza Ribeiro, Manish Gupta, Daniel Gomes and Nelia Alexandre
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.
Abstract
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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Ana Suzete Semedo, Arnaldo Coelho and Neuza Ribeiro
This study aims to investigate the relationship between perceptions of authentic leadership (AL) and affective commitment (AC) both directly and indirectly through the mediating…
Abstract
Purpose
This study aims to investigate the relationship between perceptions of authentic leadership (AL) and affective commitment (AC) both directly and indirectly through the mediating effect of happiness at work.
Design/methodology/approach
Empirical research has analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modeling was used to test the model.
Findings
It was found that the perceptions of AL explain employees’ happiness at work. Perceptions of AL also predict AC both directly and through the mediating effect of happiness at work.
Practical implications
The findings suggest that AL predicts happiness at work, which, in turn, explain employees` emotional bond to the organization. These results provide evidence that the quality of working environment created by leaders plays an important role in the extent to which employees develop a better emotional bond at work. So, the organizations, particularly in Cape Verde, should focus on training leaders with authentic characteristics.
Originality/value
In addition to verifying the direct relationship between AL and AC, this study introduced the mediating effect of the happiness, providing a model that depicts the chain effect between AL, AC and happiness, integrating these concepts in a single study.
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Employees often reframe their work roles and ascribe meaning to their jobs, which is called cognitive job crafting (CJC). Although scholars have identified the importance of CJC…
Abstract
Purpose
Employees often reframe their work roles and ascribe meaning to their jobs, which is called cognitive job crafting (CJC). Although scholars have identified the importance of CJC, there remains a lack of evidence on what motivational characteristics affect initiating such cognitive changes and how these cognitive changes affect one’s well-being. Drawing on job design and self-determination theories, this study aims to investigate how intrinsic motivations affect CJC and, thus, optimize affective well-being (AWB) through cognitive changes.
Design/methodology/approach
The cross-sectional data were collected using online questionnaires from 327 white-collar employees working in various organizations. The validity of the hypothesized model was tested by using structural equation modeling. Hypotheses were tested using Process analysis.
Findings
The findings showed that intrinsic motivations (i.e. self-determination and meaning) were positively related to CJC, which resulted in increased positive affection and decreased negative affection, reflecting a mediating mechanism.
Practical implications
The authors suggest that practitioners can enhance employee well-being by implementing policies that value proactive job redesign strategies (e.g. job crafting training). Thus, the practitioners may motivate employees to craft their jobs, which leads employees to engage and perform well.
Originality/value
The results of this study contribute to a deeper understanding of job crafting initiatives by providing evidence for the role of motivational and cognitive mechanisms that help optimize well-being at work.
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Aswathy Asokan Ajitha, Piyush Sharma, Russel P.J. Kingshott, Upendra Kumar Maurya and Arshinder Kaur
The purpose of this paper is to contribute to transformative service research by drawing on self-determination, elicitation of emotions framework and feelings-as-information…
Abstract
Purpose
The purpose of this paper is to contribute to transformative service research by drawing on self-determination, elicitation of emotions framework and feelings-as-information theories to explore how customer participation, task-related affective well-being, customer knowledge, task complexity and service outcomes relate with each other.
Design/methodology/approach
A synthesis of relevant literature on customer participation and customer well-being reveals a conceptual model with 11 testable propositions.
Findings
The conceptual model shows that task-related affective well-being mediates the link between customer participation and service outcomes. Moreover, customer knowledge and task complexity moderate these links.
Research limitations/implications
An empirically testable conceptual model models the roles of task-related affective well-being, customer knowledge and task complexity in the process by which customer participation influences service outcomes.
Practical implications
Service managers can use the model to design services based on the effects of different types of customer participation on task-related affective well-being.
Originality/value
This paper is one of the first to study the mediating role of task-related affective well-being in the relationship between customer participation and service outcomes. It does so by revealing the differential impact various types of participation have on service outcomes and the moderating role of customer knowledge and task complexity.
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Subhan Shahid and Yasir Mansoor Kundi
This study investigates the relationship between emotional exhaustion and entrepreneurial exit, particularly how this relationship might be invigorated by two critical…
Abstract
Purpose
This study investigates the relationship between emotional exhaustion and entrepreneurial exit, particularly how this relationship might be invigorated by two critical psychological factors, namely cognitive well-being (CWB) and affective well-being (AWB).
Design/methodology/approach
Binary logistic regression analysis was employed on a longitudinal data set of 997 self-employed individuals taken from the German Socio-Economic Panel (GSOEP) during years 2012-2013.
Findings
Greater level of emotional exhaustion increases the likelihood of entrepreneurial exit. However, individuals with higher levels of affective or/and cognitive well-being are less likely to engage in the actual entrepreneurial exit behaviors.
Practical implications
Entrepreneurial exit is one of the crucial managerial decisions made by entrepreneurs. The decision to quit is not only triggered by poor firm performance but also by various psychological factors. The authors found subjective well-being as an essential mechanism promoting entrepreneurs’ overall well-being, thus recommending that entrepreneurs psychologically distance themselves from work during off times.
Originality/value
First, the study discovered emotional exhaustion as a crucial psychological precursor of entrepreneurial exit by focusing on actual exit instances rather than intentions and strategies to exit. That contributes to understanding the psychological mechanism involved in resource gain and loss while making exit decisions. Second, affective and cognitive well-being are found to be two crucial enablers that work as a recovery process to deal with emotional exhaustion.
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