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1 – 10 of 16Chockalingam Viswesvaran, Deniz S. Ones and Jessica Mesmer-Magnus
Naveen Jain, Danilo Le Sante, Chockalingam Viswesvaran and Rakesh Belwal
The psychological contract breach (PCB) literature has documented the negative effects of PCB on employee job attitudes and the variables that moderate (accentuate or mitigate…
Abstract
Purpose
The psychological contract breach (PCB) literature has documented the negative effects of PCB on employee job attitudes and the variables that moderate (accentuate or mitigate) this relationship. Given that multiple variables together influence a subordinate’s PCB – job attitudes relationship, this paper aims to investigate a three-way interaction between corporate reputation, supervisor’s and subordinate’s PCBs on the job attitudes of the latter.
Design/methodology/approach
The authors collected a dyadic sample of 227 employees and their 79 supervisors from some of the well-known companies in Oman. The authors used SPSS (version 25) to examine the three-way interaction of focal employee PCB, supervisor PCB and corporate reputation on employee job attitudes.
Findings
The results indicated that depending on the perception of corporate reputation, the extent of the supervisor’s PCB perception has a differential influence on the employee PCB – job attitudes relationship.
Originality/value
By investigating the joint (sometimes conflicting) influences of multiple moderators which enhances the ecological validity, this paper makes an original and important contribution to the PCB literature.
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Michael B. Harari, Eyran Kraus, Victor Boyi, Chockalingam Viswesvaran and Craig Haas
Although affective accounts of organizational justice theory have been offered, suggesting a role played by trait affectivity dimensions – trait positive affectivity (TPA) and…
Abstract
Purpose
Although affective accounts of organizational justice theory have been offered, suggesting a role played by trait affectivity dimensions – trait positive affectivity (TPA) and trait negative affectivity (TNA) - in shaping applicant reactions to selection procedures, research in this area relies on cognitive information processing accounts of justice perceptions. Thus, the role played by TPA and TNA in shaping applicant reactions is an underexplored area. This study explicates and tests the role of TPA and TNA in shaping reactions.
Design/methodology/approach
The authors carried out a three-wave field study of police job applicants, measuring TPA and TNA before testing and applicant justice perceptions and recommendation intentions pre-feedback and post-feedback.
Findings
TPA, but not TNA, was positively associated with justice perceptions and recommendation intentions. Mediation analyses suggested that the TPA-recommendation intentions relationship was mediated through justice perceptions.
Practical implications
Recruiting high TPA applicants can benefit future applicant pools due to enhanced recommendation intentions. High TPA applicants react more favorably to positive features; thus, procedures should conform to procedural justice rules so that favorable aspects exist for high TPA applicants to respond favorably towards.
Originality/value
The authors’ work is the first to integrate affective accounts of the justice perception formation process into applicant reactions research. Their work supports a role served by affect in shaping applicant fairness perceptions and provides novel and important insights for both theory and practice.
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Jessica Mesmer-Magnus, Chockalingam Viswesvaran, Jacob Joseph and Satish P. Deshpande
Emotional intelligence (EI) is thought to offer significant benefit to organizational productivity through enhanced employee performance and satisfaction, decreased burnout, and…
Abstract
Emotional intelligence (EI) is thought to offer significant benefit to organizational productivity through enhanced employee performance and satisfaction, decreased burnout, and better teamwork. EI may also have implications for the incidence of counterproductive workplace behavior. Survey results suggest EI is a significant predictor of individuals’ ethicality and their perceptions of others’ ethicality. Further, EI explains incremental variance in perceptions of others’ ethics over and above that which is explained by individual ethicality. High EI employees may be more adept at interpreting the ethicality of others’ actions, which has positive implications for ethical decision-making. Implications for research and practice are discussed.
Jessica Mesmer‐Magnus, David J. Glew and Chockalingam Viswesvaran
The benefits of humor for general well‐being have long been touted. Past empirical research has suggested that some of these benefits also exist in the work domain. However, there…
Abstract
Purpose
The benefits of humor for general well‐being have long been touted. Past empirical research has suggested that some of these benefits also exist in the work domain. However, there is little shared understanding as to the role of humor in the workplace. The purpose of this paper is to address two main gaps in the humor literature. First, the authors summarize several challenges researchers face in defining and operationalizing humor, and offer an integrative conceptualization which may be used to consolidate and interpret seemingly disparate research streams. Second, meta‐analysis is used to explore the possibility that positive humor is associated with: employee health (e.g. burnout, health) and work‐related outcomes (e.g. performance, job satisfaction, withdrawal); with perceived supervisor/leader effectiveness (e.g. perceived leader performance, follower approval); and may mitigate the deleterious effects of workplace stress on employee burnout.
Design/methodology/approach
The authors examine the results of prior research using meta‐analysis (k=49, n=8,532) in order to explore humor's potential role in organizational and employee effectiveness.
Findings
Results suggest employee humor is associated with enhanced work performance, satisfaction, workgroup cohesion, health, and coping effectiveness, as well as decreased burnout, stress, and work withdrawal. Supervisor use of humor is associated with enhanced subordinate work performance, satisfaction, perception of supervisor performance, satisfaction with supervisor, and workgroup cohesion, as well as reduced work withdrawal.
Research limitations/implications
Profitable avenues for future research include: clarifying the humor construct and determining how current humor scales tap this construct; exploring the role of negative forms of humor, as they likely have different workplace effects; the role of humor by coworkers; a number of potential moderators of the humor relationships, including type of humor, job level and industry type; and personality correlates of humor use and appreciation.
Practical implications
The authors recommend caution be exercised when attempting to cultivate humor in the workplace, as this may raise legal concerns (e.g. derogatory or sexist humor), but efforts aimed at encouraging self‐directed/coping humor may have the potential to innocuously buffer negative effects of workplace stress.
Originality/value
Although psychologists have long recognized the value of humor for general well‐being, organizational scholars have devoted comparatively little research to exploring benefits of workplace humor. Results underscore benefits of humor for work outcomes, encourage future research, and offer managerial insights on the value of creating a workplace context supportive of positive forms of humor.
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Chockalingam Viswesvaran, Satish P. Deshpande and Claudio Milman
Surveys 200 Malaysian students at a US midwestern university to investigate attitudes towards corporate social responsibility. Refers to previous studies exploring the link…
Abstract
Surveys 200 Malaysian students at a US midwestern university to investigate attitudes towards corporate social responsibility. Refers to previous studies exploring the link between corporate social responsibility and financial performance but asserts that there is little empirical evidence on corporate social responsibility and employee attitudes – hence this study. Describes how the survey was carried out (a questionnaire measured on a four‐point Likert scale). Uses t‐tests to evaluate the data. Aims particularly to establish whether or not individuals who value corporate social responsibility exhibit less tolerance of 17 identified counter productive behaviours (such as using organizational services for personal use, padding expense accounts and pilfering organizational supplies). Finds support for the notion that individuals who value corporate social responsibility rate the 17 behaviours as more unethical than individuals who do not especially value corporate social responsibility. Indicates, therefore, that these (more ethical) individuals are less likely to indulge in counter productive behaviour. Recommends ways to back up and extend this research.
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Chockalingam Viswesvaran and Satish P. Deshpande
Investigates perceived ethical behaviour by surveying 150 Indian managers, recognizing that perceived ethicality of behaviour differs depending on an individual’s life experience…
Abstract
Investigates perceived ethical behaviour by surveying 150 Indian managers, recognizing that perceived ethicality of behaviour differs depending on an individual’s life experience and developed values. Hypothesizes that people over 40, women, and more highly educated people will interpret ethical business practice more stringently. Records the methodology used, including the demographic breakdown of the sample group. Uses Likert scales and t‐tests to assess the data. Finds significant gender, age and educational differences in perceived ethical behaviour. Recommends further research into the influence of other variables and wonders if national differences – this study was one of a very few that did not use Norther American samples – accounts for or affects ethical perceptions.
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