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1 – 10 of over 3000While being largely studied in organizational research, job engagement has rarely been empirically investigated in the context of higher education. In this study, this paper aim…
Abstract
Purpose
While being largely studied in organizational research, job engagement has rarely been empirically investigated in the context of higher education. In this study, this paper aim to examine the effects of leader performance expectation and coworker pressure on research engagement of lecturers and the moderation of achievement value.
Design/methodology/approach
The authors based the survey on the data collected from public higher educational institutions in Vietnam.
Findings
The findings contribute to the literature of job engagement in higher education from an organizational behavior perspective by explaining the mid-level impacts of departmental factors affecting research engagement.
Originality/value
The authors develop an organizational behavior perspective related to middle-level factors to understand factors influencing one specific research job of lecturers in higher education in a non-Western developing nation.
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This paper discusses how peer pressure works and how to use it in a positive way to encourage employees to behave in ways that are beneficial to the organization.
Abstract
Purpose
This paper discusses how peer pressure works and how to use it in a positive way to encourage employees to behave in ways that are beneficial to the organization.
Design/methodology/approach
This viewpoint is prepared by an independent writer offering practical suggestions to improve employee compliance by applying academic theory.
Findings
Organizations can create positive peer pressure through institutionalized socialization tactics that set clear expectations for behavior. These expectations become ingrained in culture leading to employees acting as “enforcers” of cultural values.
Originality/value
This article saves executives and researchers hours of reading time by presenting decades of research in a condensed and easy-to-read format.
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Todd J. Maurer and Jerry K. Palmer
Within a large telecommunications company, this study applied the Theory of Planned Behavior to understand managers’ intentions to improve their skills following peer/subordinate…
Abstract
Within a large telecommunications company, this study applied the Theory of Planned Behavior to understand managers’ intentions to improve their skills following peer/subordinate feedback. Survey responses from 127 managers who had just received their feedback results showed that three types of variables were associated with managers’ intentions to improve their skills. First, perceived favorable outcomes or benefits of improvement had differential relationships with intentions for on‐ and off‐the‐job strategies for improvement. Second, and independent of perceived benefits, perceived social pressures for improvement were associated with intentions to improve, illustrating that “voluntary” development behavior can be related to both perceived rewards (a pull) and social pressures (a push). Third, ratees’ perceived control over their own improvement was also related to intentions, illustrating the important role that this factor may play in development. In two subsequent waves of feedback, actual improvement in the managers’ peer/subordinate ratings following initial feedback was also examined in relation to intentions. Suggestions for future research are also offered.
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Hui Lu, Shaohan Cai, Yan Liu and Hong Chen
The purpose of this study is to investigate the impact mechanism of green human resource management (GHRM) on employee organizational citizenship behavior for the environment…
Abstract
Purpose
The purpose of this study is to investigate the impact mechanism of green human resource management (GHRM) on employee organizational citizenship behavior for the environment (OCBE). The authors maintain that anticipated environmental pride and guilt serve as dual mediators on the relationship between GHRM and OCBE, while environmental value discrepancy between employees and coworkers of the employees serve as the moderator on this relationship.
Design/methodology/approach
For this study, 226 valid questionnaires were obtained from various industries (food, machinery, electronics, etc.) in China and a hierarchical regression analysis was performed.
Findings
The results revealed that GHRM exerts a direct influence on OCBE, as well as indirect effects through anticipated environmental emotions. Environmental value discrepancy moderates the relationship between GHRM and anticipated environmental emotions.
Originality/value
The contribution of this study is not only to investigate the emotional impact mechanism between GHRM and employee OCBE, but also to identify the boundary conditions for the effect of GHRM on employees’ anticipated environmental emotions. The authors' findings offer a new theoretical framework for future research on GHRM, as well as practical implications for researchers and managers in organizational environmental management.
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Clement C. Chen and Keith T. Jones
Prior experimental budgeting research has focused primarily on individuals’ budget setting and little experimental research has examined budgeting in a group setting. Using a…
Abstract
Prior experimental budgeting research has focused primarily on individuals’ budget setting and little experimental research has examined budgeting in a group setting. Using a controlled experiment, this study extends prior participative budgeting research by examining the effects of aggregation levels of performance feedback and task interdependence on budgetary slack and the effects of different levels of feedback on group performance in a group participative budget setting.
The results suggest that aggregation levels of performance feedback differentially impact budgetary slack and group performance. Providing both group and individual performance feedback increases group performance and reduces budgetary slack compared to providing group performance feedback only. Providing information about other subordinates’ performance further increases group performance and reduces budgetary slack beyond the effects of providing individual workers information only about their own performance. The results indicate that task interdependence also affects the level of budgetary slack. Specifically, high task interdependence groups created more budgetary slack than did low task interdependence groups.
Dina Banerjee and Vijayta Doshi
The purpose of this paper is to explore the under-researched dynamics of gender, workplace support, and perceived job demands in two different contexts, the United States and…
Abstract
Purpose
The purpose of this paper is to explore the under-researched dynamics of gender, workplace support, and perceived job demands in two different contexts, the United States and India.
Design/methodology/approach
The paper draws from two studies conducted in different contexts (the United States and India) via different methodological approaches (quantitative and qualitative, respectively). In Study I of this paper, data was collected using questionnaires from a nationally representative sample of adult workers in the United States. In Study II, interviews were conducted with 48 workers in India, selected using convenience sampling.
Findings
It was found that both in the United States and India, women perceived considerably greater job demands than men. In terms of workplace support, both the studies found that workplace culture and supervisors’ support influenced the perception of job demands, but the same was not true for coworkers’ support, which mainly helped in coping rather than actually reducing the perception of job demands.
Research implications
The article contributes to research by concluding that job demands as a construct are not clearly segregated from gender demands or expectations, especially in the way women “perceive” it. Women construct job demands as “job-family” demands and workplace support as “job-family” support. Moreover, being a woman in the workplace, women feel the “burden” of gender.
Practical implications
It would be useful for organizations and policy makers to understand that women remain “conscious” of their gender in the workplace, and for them, the meaning of job demands and workplace support are “job-family” demands and “work-family” support, respectively.
Social implications
This research intends to contribute toward thinking about gender relations and empowerment of people within organizational and work settings from a new light.
Originality/value
The present study provides an alternative way of thinking about gender, job demands, and workplace support. Its value underlies in the way it raises the voices of women workers.
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Heather C. Vough, Joseph P. Broschak and Gregory B. Northcraft
Many workers today are employed under a variety of nonstandard work arrangements, such as contract work and agency temporary work. While prior research has shown that the use of…
Abstract
Many workers today are employed under a variety of nonstandard work arrangements, such as contract work and agency temporary work. While prior research has shown that the use of nonstandard workers can be detrimental to standard workers’ attitudes and behaviors, producing conflict between nonstandard and standard employees, that research has not shown how or why. We propose a model in which threat to status of, and accommodation by, standard workers cause negative reactions to nonstandard workers, contingent upon the competence of nonstandard workers. The model helps explain how subtle differences among seemingly similar nonstandard work arrangements can produce dramatically different challenges to work group effectiveness. Implications for the effective blending of work groups are discussed.
Aidi Xu, Arslan Ayub and Shahid Iqbal
To date, few empirical studies have explored the boundary conditions under which employees may choose to observe silence at work. Drawing on the conservation of resource (COR…
Abstract
Purpose
To date, few empirical studies have explored the boundary conditions under which employees may choose to observe silence at work. Drawing on the conservation of resource (COR) theory, the present study bridges this gap by examining the interaction effect of leader-member exchange (LMX) on the relationship between social undermining and employee silence while considering the mediating role of emotional exhaustion.
Design/methodology/approach
Data were collected from 327 employees working in Pakistan's service sector through the purposive sampling technique and analyzed using PLS path modeling.
Findings
The findings support the authors’ projections such that social undermining, i.e., supervisor undermining, coworker undermining and customer undermining, are positively related to emotional exhaustion. Besides, emotional exhaustion partially mediates the associations between supervisor undermining and employee silence, coworker undermining and employee silence, and customer undermining and employee silence. Further, the results confirm the interaction effect of LMX. The harmful impact of social undermining is exacerbated in high-quality LMX relationships compared to those at low LMX relationships.
Originality/value
This study is one of the few efforts to understand the conditions under which employee silence is more likely or less likely to occur. The authors’ findings draw the attention of researchers and practitioners to understand the uniqueness of this linkage such that variations in leaders' behavior are more detrimental for “in-group” members than their counterparts (i.e. “out-group” members).
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Labor unions play a key role in combating inequality. Recent research focuses on unions' ability to shape “moral economies” that make greater inequality socially inappropriate…
Abstract
Labor unions play a key role in combating inequality. Recent research focuses on unions' ability to shape “moral economies” that make greater inequality socially inappropriate. But this research largely hypothesizes moral economy pathways for combating inequality, rather than showing them in action. Through a case study of the 2018 teachers' strike wave, we identify mechanisms that allow unions to shape moral economies. Based on analysis of in-depth interviews with key strike leaders, social media discussion groups, and contemporaneous media coverage, we find that the interaction of sustained mass disruption and worker–organizer intervention were the key mechanisms that allowed the teachers and their unions to reshape moral economies. Externally, the strikes created a social and political crisis to which political elites had to respond, while tying the teachers' struggles to broader community issues, galvanizing public support for the strikes. As disruptions escalated, the teachers' experience of collective action created a positive feedback effect, reshaping workers' understanding of what they wanted, what they deserved, and what they could win. The 2018 teachers' strike is analytically useful because it managed to reshape norms and expectations around educational and economic inequality rapidly, on a large scale.
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Alexandre J.S. Morin, Christian Vandenberghe, Marie‐Josée Turmel, Isabelle Madore and Christophe Maïano
The purpose of this paper is to investigate the possibility of curvilinear patterns of relationships between workplace affective commitment and in‐role performance, organizational…
Abstract
Purpose
The purpose of this paper is to investigate the possibility of curvilinear patterns of relationships between workplace affective commitment and in‐role performance, organizational citizenship behaviors and burnout. As most commitment theories assume strictly linear relations with these outcomes, demonstrating that these positive associations do not hold above some ceiling point in the commitment continuum is potentially important for research and practice.
Design/methodology/approach
The possibility of nonlinear relations was examined in a sample of 273 hospital employees.
Findings
The results yielded strong support for the authors' hypotheses. Indeed, most of the relations observed (ten of 15) between affective commitment foci and work outcomes were curvilinear, revealing a ceiling to the positive association between commitment and outcomes. Although these results vary in strength across work outcomes and commitment targets, they reveal that affective commitment has negative associations with employee productivity and psychological health at extreme levels.
Originality/value
Methodologically, these results illustrate the need to systematically explore the true nature of relations among constructs, even in areas where it is assumed to be well known. Practically, these results suggest that, ultimately, moderate levels of commitment may be more beneficial than extremely high levels.
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