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Although 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.

A longitudinal field study over a period of 6 months among 249 employees was conducted. Latent growth modeling was used to analyze the data.

The 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.

The role of CWX and its importance in the context of ES implementations is a key novel element of this work.

This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.

Conflict theory and research largely ignored the possible relationships between conflict at work, and individual health, well‐being, and job satisfaction. We present a model that argues that poor health and well‐being can trigger conflict in the workplace, and reduce the extent to which conflict is managed in a constructive, problem solving way. The model further proposes that conflict, especially when managed poorly, can have negative long‐term consequences for individual health and well‐being, producing psychosomatic complaints and feelings of burnout. We review research evidence and conclude, among other things, that the model is more likely to hold up when conflict involves relationships and socio‐emotional, rather than task‐related issues. Avenues for future research and implications for policy and organizational design are discussed.

The postdoctoral position was originally created as a short training period for PhD holders on the path to becoming university professors; however, the single-purpose paradigm of training has evolved considerably over time. The purpose of this paper is to report on the opportunities and challenges faced by postdocs as they navigate this complex training period.

To better understand the changes in postdoctoral training the Canadian Association of Postdoctoral Scholars – l’Association Canadienne des Stagiaires Postdoctoraux (CAPS-ACSP) conducted three professional national surveys of postdocs working in Canada and Canadian postdocs working internationally. Using the data from each survey, the authors investigated demographics, career goals and mental health and developed a theory-based path model for predicting postdoctoral training satisfaction, using structural equation modeling.

The analysis revealed that during their training postdocs face mental health symptoms, which play a role in job satisfaction. Additionally, predictors of satisfaction with career training were opportunities for skills development and encouragement from supervisors. Predictors of satisfaction with compensation were salary, skills training, mental health and encouragement from supervisors.

This first in-depth analysis of mental health symptoms illuminates the postdoc experience in academia. The study highlights the need for substantive changes to address the challenges facing postdoctoral training in the current research model in North America.

The purpose of this article is to study the relationship between three dimensions of workplace spirituality (inner life, meaningful work and sense of community) and work stress in Mexico and the USA.

Structural equation modeling was used as the statistical tool. The technique for conducting the analysis was partial least squared. The total sample size consisted of 304 individuals from both countries.

Results show that for both countries, inner life and sense of community were found to be insignificant. However, meaningful work was found to be negatively and significantly correlated with work stress for both countries. Results suggest that in both countries, when employees conduct meaningful activities, they perceive less stress.

For the US sample, an important percentage of individuals were part-time workers. This could have an effect on the perception of workplace spirituality and work stress because the employees do no spend enough time in the workplace. Second, compared to Mexico, the majority of the US sample was collected in the southern part of the country.

Results can provide guidance for human resources managers and business specialists to understand the importance of conducting meaningful activities at work to control, manage and prevent stress at work. For instance, rotation at work of employees could be a potential technique for stress reduction.

This study contributes by studying samples from two different countries. In addition, it seeks to understand the relationship between workplace spirituality and work stress.

Nowadays, communication practitioners are well-equipped with all kinds of skills and competencies. Nevertheless, those capabilities seem not to prevent professionals from stress and burnout. Stress resilience, i.e. the ability to deal with high demands at work, to cope with and recover from stress, seems to be a missing competence. This study sheds light on this important, but barely discussed aspect of communication management.

A qualitative approach was applied to understand sources of stress and to identify opportunities to build stress resilience competence. Therefore, 40 in-depth interviews with senior leaders and young professionals in 30 agencies in the largest countries on two continents were conducted (United States vs Germany).

This study revealed common and threat drivers of stress. Overall, the work environment can be summarised as highly demanding and multifaceted, where stress resilience might be a useful competence to have to be successful and to be protected against negative stress outcomes such as burnout. The study identifies several reasons why resilient professionals are more successful in coping with stress. It is further shown that most communication agencies in the sample have already implemented programmes to increase employees' resilience.

This study offers an alternative view on the much-debated future of work by using an interdisciplinary approach and large-scale, qualitative insights from the agency environment. A novel concept is introduced that can stimulate further research.

This paper offers a model that illustrates the relationship between organizational structure, work stress and perceived strain based on the concept of bureaucratic orientation.

After a brief review of the stress and structure literatures, a number of propositions are developed concerning organizationally‐induced stressors that are fostered by mechanistic or organic structures. Next, a model is presented illustrating the impact of members' bureaucratic orientation on the organizationally induced stressor‐strain relationship.

It is argued that highly‐mechanized structures manifest different stressors for employees from highly organic structures. The model also demonstrates how organizationally‐induced stressors such as role conflict and ambiguity mediate the relation between structure and strain. However, the extent to which these stressors result in perceived strain is also dependent on employees' predisposition toward dominance, autonomy, achievement, ambiguity and control. Based on the model and propositions presented, conclusions and suggestions for future research are provided.

Noted implications include more flexible workplace rules for female executives to eliminate stress associated with work‐family conflict as well as improved effectiveness of social support and person‐organization fit based on individual bureaucratic orientation.

This paper uniquely advocates consideration of employee bureaucratic orientation and organizational structure in relation to person‐organization fit and work stress. The propositions offered are of value to practitioners and researchers due to their implications for fostering person‐organization fit and reducing work stress.

The purpose of this study is to conduct a systematic review of the extant literature of workplace spirituality (WPS) in a manner that helps us trace its emergence in management practices in the past twelve years and to identify the gaps to be addressed by researchers in near future.

A two-step screening process was followed to extract the papers from various databases. The paper reviews one hundred fifty-nine conceptual and empirical articles published in more than fifty journals from 2010 to 2021. Leading databases like EBSCO, Scopus and ProQuest were extensively searched. The papers were analysed and grouped to arrive at the themes and classification criteria.

Despite numerous studies and extensive research in the past decade, the construct of WPS lacks a conclusive definition and has overlapping dimensions. It is a multidimensional concept having personal, psychological and social aspects. It is a dominant field in organisational behaviour domain.

The review explains the multidisciplinary nature of WPS, having roots in organisational behaviour, psychology and theology. Further, the paper provides a clear picture of the present state of literature and enumerates future research avenues which will enable the researchers to further expand the area of WPS.

The review highlights multiple positive attitudinal outcomes that managers can attain through WPS-related initiatives. Various techniques like prayer breaks, meditation and yoga can be used by the managers for spiritual incorporation process.

This study acquires significance, for, unlike previous studies, it does not propose that inclusion of WPS will always be gainful, rather it also broaches its potential harm, if incorporated sans due caution. Considering the complexity of spiritual beliefs, it will enable managers to weigh the pros-cons of such inclusion. The research gaps identified in the review will help future researchers in furthering the field of WPS.

When the spread of online health rumors on social media causes public concerns, the public is calling for action. However, little study has investigated how Facebook reaction icons (expressing feelings function) affect online users' behavioral intentions (intention to trust and share) toward online health rumor posts. The current study addresses this gap by focusing on the effect of Facebook reaction icons in two conditions: Facebook reaction icons' presence (versus absence), and Facebook reaction icons' emotional valence (positive versus negative versus neutral). Moreover, the authors also investigated the interaction between Facebook reaction icons' emotional valence and online health rumor posts' framing headlines (gain versus loss).

The authors used a 7 (Facebook reaction icons: Love, Like, Haha, Wow, Sad, Angry and no icon) × 2 (Facebook framing headlines: gain and loss) between-subjects design, analyzing 507 samples from online users with one-way ANOVA and MANOVA.

Results show that online health rumor posts without Facebook reaction icons are more likely to negatively change online users' behavioral intentions than the posts with Facebook reaction icons; negative reaction icons (Sad and Angry) lower online users' behavioral intentions than positive reaction icons (Love and Like). Further, the incongruency effect of interaction (i.e. positive reaction icons with a negative message) would have more negative effects on online users' behavioral intentions than the congruency effect (i.e. positive reaction icons with a positive message).

This study has rich contributions to theoretical and practical implications for the Facebook platform and Facebook users to apply Facebook reaction icons against online health rumor posts.

The primary objective of the present study is to explore the relationship between workplace spirituality and work stress among offshore and onshore employees of the Indian oil and gas industry. The present study also tends to study the difference in the stress level of offshore and onshore employees of the Oil and Gas Industry.

The size of the sample for the present study was 202 respondents. It includes 128 onshore employees and 74 offshore employees of oil and gas companies. Respondents were mainly managers and supervisors working in various departments of Oil and Natural Gas Corporation (ONGC), Cairn India, Reliance India Ltd (RIL), Bharat Petroleum Corporation Ltd (BPCL) and Indian Oil and Gas Ltd (IOCL). Since the different level of stress is experienced by employees at different stages of the organizational structure, thus study selected population comprising of managers and supervisors since they are believed to face similar work stressors. A variety of statistical tools like mean, t-test, correlation and multi-regression is used for the analysis of collected data.

Results show that all six dimensions of workplace spirituality are significantly negatively correlated with stress for onshore employees. However, the sense of community and gratitude are found insignificantly associated with stress for offshore employees. Stressful offshore conditions and excessive specialization might not allow offshore employees to cherish the community at the workplace and also the virtue of gratefulness. The offshore employees might have a certain level of gratitude and community system, but it is not sufficient for the employees to perceive a lower level of work relates to stress. The result gives the impression that the normal working conditions (onshore workplace) provide adequate opportunity to workplace spirituality to transcend its impact on work stress.

This is one of the pioneer studies that examined the role of workplace spirituality and stress in stress management of offshore and onshore employees of Indian Oil and gas companies.