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Open Access
Article
Publication date: 15 May 2020

Yuanyuan Lan, Yuhuan Xia, Shuang Li, Wen Wu, Jiaqi Hui and Hui Deng

The purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of…

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Abstract

Purpose

The purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of resources (COR) theory, the authors examined resource depletion as a mediator and newcomer proactive personality, as well as their current organizational tenure as moderators of the relationship between workplace incivility toward newcomers and their proactive behaviors.

Design/methodology/approach

A time-lagged research design was used to test hypotheses with data covering 322 newcomers and their immediate supervisors in two subsidiaries of a large food processing company in China. Regression analysis using the PROCESS macro in SPSS is used to test the hypotheses.

Findings

The results show that workplace incivility toward newcomers is negatively related to their proactive behaviors. This relationship is mediated by resource depletion. Furthermore, newcomers’ proactive personality moderates the relationship between workplace incivility and resource depletion. Moreover, both the direct effect of workplace incivility on resource depletion and its indirect effect on newcomer proactive behaviors are moderated by the combination of newcomer proactive personality and their current organizational tenure.

Originality/value

Drawing on COR theory, a theoretical framework is constructed that specifies the process through which workplace incivility affects proactive behaviors to expand collective understandings of workplace incivility in the newcomer context. Furthermore, the boundary conditions of the underlying process are investigated, which further enhances the contribution of this paper to the extant literature on workplace incivility.

Details

Chinese Management Studies, vol. 14 no. 4
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 5 May 2022

Cristina Simón, Jason D. Shaw, Isabel de Sivatte and Ricardo Olmos Albacete

The authors propose and test these boundary conditions to the relationship between voluntary collective turnover and unit performance: job and organizational tenure and the time…

Abstract

Purpose

The authors propose and test these boundary conditions to the relationship between voluntary collective turnover and unit performance: job and organizational tenure and the time clustering of turnover.

Design/methodology/approach

The authors analyze longitudinal data obtained from 231 units of an international clothing retailer in Spain assessed during 36 months.

Findings

The authors show that when the remaining workforce has moderate, but not low or high, levels of job and organizational tenure, the negative effect of quits on performance is buffered. Furthermore, their results show that time-clustered voluntary turnover patterns have stronger negative effects on unit performance than turnover patterns spread over time.

Originality/value

The authors extend the collective turnover literature addressing two qualitative properties of the content of voluntary turnover, the experience of the workers that remain in the unit after the turnover events happen and how these events are clustered/dispersed over time.

Details

Employee Relations: The International Journal, vol. 44 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 16 September 2021

Shamala Kumar, Pavithra Kailasapathy and Achira Sedari Mudiyanselage

Although the impostor phenomenon is attributed to childhood experiences, theory on achievement motivation indicates that achievement-related fears can also be elicited by the…

Abstract

Purpose

Although the impostor phenomenon is attributed to childhood experiences, theory on achievement motivation indicates that achievement-related fears can also be elicited by the context. Using achievement goal theory as a base, the authors investigate the effect of context-dependent predictors, job-fit, career stage and organisational tenure, on impostor fears. The authors also examined gender and the achievement-related traits, self-efficacy and locus of control, as predictors of impostor fears to advance knowledge on antecedents to impostor fears.

Design/methodology/approach

Two studies were conducted with 270 and 280 participants, each. In Study 1, a subset of 12 respondents participated in follow-up interviews.

Findings

Impostor fears tended to be predicted by organisational tenure and career stage in both studies and job-fit in Study 1. Self-efficacy and locus of control predicted impostor fears. Men and women reported similar levels of impostor fears.

Practical implications

The authors demonstrate the importance of context in eliciting impostor fears and partially support initial descriptions of antecedents to impostor fears. The findings contribute to the development of targeted managerial practices that can help with the development of interventions, such as orientation programmes, that will enhance socialisation processes and mitigate impostor fears.

Originality/value

The literature on imposter fears has not addressed their situational predictors, which the authors argue are important elements in the genesis and maintenance of impostor fears. The authors draw on achievement goal theory to explain the pattern of findings related to key situational characteristics and their influence on imposter fears. The findings for Sri Lanka, on personality predictors, are similar to those reported in studies focused on North America providing evidence of cross-cultural applicability of the concept.

Details

Personnel Review, vol. 51 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 March 2003

Ravi Kathuria and Stephen J. Porth

Prior research of the influence of “upper echelon” managers has confirmed the importance of matching the characteristics of senior executives with the requirements of their…

2408

Abstract

Prior research of the influence of “upper echelon” managers has confirmed the importance of matching the characteristics of senior executives with the requirements of their organizations’ strategies. Firms that achieved higher levels of strategy‐manager alignment at both the corporate and business unit levels were found to have correspondingly higher levels of organizational performance. This study extends prior research of the strategy‐managerial characteristics relationship to the functional level of the organization. Specifically, based on a sample of 196 managers from 98 companies, this study investigates whether manufacturing units pursuing dissimilar strategies are led by manufacturing managers with dissimilar attributes, and whether the strategy‐manager alignment is related to the performance of the manufacturing unit. Results provide evidence to support these hypothesized relationships.

Details

International Journal of Operations & Production Management, vol. 23 no. 3
Type: Research Article
ISSN: 0144-3577

Keywords

Article
Publication date: 1 June 2015

Jennifer Kilroy and Tony Dundon

The purpose of this paper is to present exploratory research on the potential variation of front line manager (FLM) types and attendant causal links between FLM style and employee…

2650

Abstract

Purpose

The purpose of this paper is to present exploratory research on the potential variation of front line manager (FLM) types and attendant causal links between FLM style and employee outcomes. It challenges the value of a homogenous FLM construct and tests for variation in FLM styles which may affect behaviours and employee outcomes.

Design/methodology/approach

A set of discreet FLM types is defined from extant theory and literature (named here as Policy Enactor; Organizational Leader; and Employee Coach). Each type and its relationship to employee outcomes is explored empirically using survey data and qualitative interviews with a small sample of employees (n=46 employees across eight FLM groups) within a multi-national manufacturing plant.

Findings

The findings provide preliminary support for an FLM “type” construct. Employees reported a significant dominance of the “Organizational Leader” type for one FLM, while across a broader set of FLM’s the proportions showed measurable variation. The qualitative data provides context examples that help explain FLM typologies and link to employee outcomes.

Originality/value

Much of current literature explores the FLM construct as a singular construct, relying on its contextual relevance for definition within a certain discipline. This paper focuses on combining these contextual experiences to present a multi-faceted construct for the role of FLMs within the employment relations literatures. By moving from the implicit to the explicit, the paper offers a conceptual lens for quantitative and qualitative exploration of the role of FLM types. As a result, attendant and subsequent FLM and employee behaviours may be better examined and possibly better specified. To add value to this contribution longitudinal and more extensive data sets could be examined and tested in the future.

Details

Employee Relations, vol. 37 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 6 March 2019

Tom Brashear-Alejandro, Hiram Barksdale, Danny Norton Bellenger, James S. Boles and Channelle James

This paper aims to examine a longitudinal study of mentoring functions and their effect on salesperson attitudes and intentions.

Abstract

Purpose

This paper aims to examine a longitudinal study of mentoring functions and their effect on salesperson attitudes and intentions.

Design/methodology/approach

The research is based on a multi-year study of salespeople beginning when the salesperson entered the industry being examined.

Findings

The level of interaction between the mentor and protégé was found to be the only antecedent examined that related to the perceived quality of mentoring functions. Age, education and length of employment for both parties; the degree of age and education difference; and the length of the mentoring relationship were not significant. Successful mentoring appeared to be based heavily on a mentor’s willingness and ability to interact frequently with the protégé.

Originality/value

This study adds to the literature on mentoring, looking at mentoring in a sales context. Research examining mentoring in a sales setting is much more limited than in many other professions, so the findings represent a valuable addition to the sales mentoring literature. Its influence on sales socialization may be very important.

Details

Journal of Business & Industrial Marketing, vol. 34 no. 2
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 6 July 2023

Pratima Verma

The study aims to look at the link between horizontal violence (HV) and organizational culture aspects. Bullying and hostility including intergroup conflict are referred to as…

Abstract

Purpose

The study aims to look at the link between horizontal violence (HV) and organizational culture aspects. Bullying and hostility including intergroup conflict are referred to as HV. HV is a significant issue that is encountered in various professions. The different cultural typologies of group, developmental, hierarchical and rational culture have been addressed in this study. Additionally, it is identified that the prevalence of HV in organizations with different cultural dimensions.

Design/methodology/approach

Using a non-probability multistage sampling strategy, a quantitative method was used and questionnaires were circulated to collect data from the information technology sector. The data were analyzed using multiple regression analysis.

Findings

The findings demonstrated that HV has a positive and substantial association with the group and developmental culture, whereas HV has a negative link with hierarchical and rational culture.

Research limitations/implications

These results provide a valuable tool for human resource managers and policymakers in promoting a healthy work environment and employee interpersonal collaboration, which will improve the organization’s overall performance.

Originality/value

This study is a novel work exploring the HV among employees in technological firms, and also combining the concepts of HV and organizational culture and also assists future researchers in many folds.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 19 August 2009

Hári Sewell

The national policy Delivering Race Equality in Mental Health (Department of Health, 2005) is in its fifth and final year. Evidence suggests that the changes that were hoped for…

Abstract

The national policy Delivering Race Equality in Mental Health (Department of Health, 2005) is in its fifth and final year. Evidence suggests that the changes that were hoped for have not been achieved. This has raised the question as to whether the objectives were unattainable or whether the implementation is yet to see the leadership that is required to bring change in a field fraught with emotion and soured optimism. Drawing on engaging leadership theories and the concept of organisational incompetence this paper highlights key requirements for change, including giving a focus on what has gone well, for example through using appreciative inquiry, and on pursuing possibilities beyond those prescribed through performance management.

Details

International Journal of Leadership in Public Services, vol. 5 no. 2
Type: Research Article
ISSN: 1747-9886

Keywords

Article
Publication date: 20 September 2022

Arpit Singh, Vimal Kumar, Pratima Verma and Bharti Ramtiyal

With increasing pressure from the government and private sectors to be more environmentally and socially responsible, sustainable supplier selection has gained enormous currency…

Abstract

Purpose

With increasing pressure from the government and private sectors to be more environmentally and socially responsible, sustainable supplier selection has gained enormous currency in recent times. Particularly, in the case of the construction industry, owing to a large amount of industrial wastage generated and extreme workplace conditions, it is even more important to devise strategies to mitigate the harmful consequences. The most crucial step in this regard is the selection of sustainable suppliers that acquire a pivotal position in the supply chain ecosystem. This study aims to identify indicators for three criteria such as economic, environmental and social, and prioritize them according to their level of significance for sustainable supplier selection in the Indian construction industry.

Design/methodology/approach

In this study, the best-worst method (BWM) is presented for sustainable supplier selection in Indian construction organizations. Total of 27 indicators was identified for the three criteria of the triple bottom line (TBL) approach namely economic, environmental and social. Using BWM, the most important criterion was found and subsequently, all the indicators under each criterion were ranked in order of importance.

Findings

The analysis revealed that the environmental criterion was the most important criteria in the sustainable supplier selection followed by the economic criteria. The indicators that were the most influential in the effective selection process were “Usage of recyclable raw materials for production”, “Adoption of clean and green technologies”, “Waste management” and “Periodical environmental audits” under the environmental criteria; “Efficiency”, “Cost” and “Flexibility and Scalability” from the economic criteria; and “Safety programs” and “Information disclosure” in the social criteria.

Research limitations/implications

The study provides a reference framework for the selection of sustainable suppliers in construction organizations. The findings can also be used for the assessment of suppliers' performance in the supply chains.

Originality/value

The novelty of this work lies in its attempt to model the performance of suppliers in the Indian construction supply chains.

Details

Management of Environmental Quality: An International Journal, vol. 34 no. 4
Type: Research Article
ISSN: 1477-7835

Keywords

Article
Publication date: 10 November 2023

N.S.B Akhil, Vimal Kumar, Rohit Raj, Tanmoy De and Phanitha Kalyani Gangaraju

Even the greatest developed countries have capitulated to the destructions imposed on the global supply systems, as the COVID-19 pandemic has revealed. The purpose of this study…

Abstract

Purpose

Even the greatest developed countries have capitulated to the destructions imposed on the global supply systems, as the COVID-19 pandemic has revealed. The purpose of this study is to explore human resource sourcing strategies for managing supply chain performance during the COVID-19 outbreak. There are six human resource sourcing strategies such as outsourcing, near sourcing, integration, the requirement of suppliers, joint ventures and virtual enterprise that are considered to measure supply chain performance.

Design/methodology/approach

Based on collecting data from the potential respondents of Indian manufacturing companies, the elevation of human resource sourcing strategies to supply chain performance is measured considering the multiple regression analysis techniques.

Findings

The results of the study revealed that four of the six hypotheses have a significant and positive relationship with supply chain performance during the COVID-19 outbreak while two hypotheses are partially supported that lent good support to this study.

Research limitations/implications

In this critical situation, this study will enable managers and practitioners to support the business in giving customers the best services on time.

Originality/value

The novelty of this study is to identify the key human resource sourcing strategies by using multiple regression analysis methods, considering the case of Indian manufacturing companies to measure their supply chain performance during the COVID-19 outbreak era.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

Keywords

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