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1 – 10 of over 19000Sandra E. Cha, Stephanie J. Creary and Laura Morgan Roberts
Black people, as members of a historically underrepresented and marginalized racial identity group in the workplace, are often confronted with identity references – face-to-face…
Abstract
Purpose
Black people, as members of a historically underrepresented and marginalized racial identity group in the workplace, are often confronted with identity references – face-to-face encounters in which their race is referenced by a White colleague in a comment, question or joke. Identity references can be interpreted by a Black colleague in a variety of ways (e.g. as hostile and insulting or well-intentioned, even flattering). Identity references can derail the building of relationships across difference, but under certain conditions may open the door for deeper understanding and connection. The conceptual framework in this article delineates conditions under which an identity reference may elicit an initial negative reaction, yet, when engaged directly, may lead to generative experiences and promote higher connection and learning in relationships across difference.
Design/methodology/approach
This article builds theory on identity references by incorporating relevant research on race, identity, diversity, attribution and interpersonal relationships at work.
Findings
The framework identifies a common precursor to identity references and three factors that are likely to influence the attribution a Black person makes for a White colleague's identity reference. It then describes how, based on that attribution, a Black person is likely to respond to the White referencer, and how that response is likely to affect their interpersonal relationship over time.
Originality/value
By explicating how a single identity reference can have significant implications for relationships across difference, the framework deepens understanding of how race affects the development of interpersonal relationships between Black and White colleagues at work. In doing so, this article advances research on race, diversity, workplace relationships and positive organizational scholarship.
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E.J. Roberts, P.B. McLeod and G.J. Syme
The contingent valuation technique has been significantly refinedas a method of obtaining values of goods and services in situationswhere market transactions are absent and now…
Abstract
The contingent valuation technique has been significantly refined as a method of obtaining values of goods and services in situations where market transactions are absent and now finds widespread application in the valuation of the environment, and in valuing the preservation of animal species. Applies the technique to the valuation of more conventional government services, namely the provision by the government of a range of agricultural protection services. The empirical analysis is based on contingent valuation surveys administered to a sample of Western Australian farmers.
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Abstract
In 1967 Aslib Research and Development Department published a note describing experimental work on computer‐aided typesetting, and announcing that further research was planned. The proposed programme of work was carried out by the authors of the present paper, during their sojourns as members of the Department. The results are here reported.
Courtney L. McCluney, Courtney M. Bryant, Danielle D. King and Abdifatah A. Ali
Racially traumatic events – such as police violence and brutality toward Blacks – affect individuals in and outside of work. Black employees may “call in Black” to avoid…
Abstract
Purpose
Racially traumatic events – such as police violence and brutality toward Blacks – affect individuals in and outside of work. Black employees may “call in Black” to avoid interacting with coworkers in organizations that lack resources and perceived identity and psychological safety. The paper aims to discuss this issue.
Design/methodology/approach
The paper integrates event system theory (EST), resourcing, and psychological safety frameworks to understand how external, racially traumatic events impact Black employees and organizations. As racially traumatic events are linked to experienced racial identity threat, the authors discuss the importance of both the availability and creation of resources to help employees to maintain effective workplace functioning, despite such difficult circumstances.
Findings
Organizational and social-identity resourcing may cultivate social, material, and cognitive resources for black employees to cope with threats to their racial identity after racially traumatic events occur. The integration of organizational and social-identity resourcing may foster identity and psychologically safe workplaces where black employees may feel valued and reduce feelings of racial identity threats.
Research limitations/implications
Implications for both employees’ social-identity resourcing practice and organizational resource readiness and response options are discussed.
Originality/value
The authors present a novel perspective for managing diversity and inclusion through EST. Further, the authors identify the interaction of individual agency and organizational resources to support Black employees.
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Muhammad Nawaz Khan, Khurram Shahzad and Jos Bartels
In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing…
Abstract
Purpose
In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing behavior — through the mediating role of self-esteem threat was investigated using affective events theory. The moderating role of rejection sensitivity was also examined.
Design/methodology/approach
Data were collected in three time lags from head nurses (N = 178) working in public and private hospitals. The hypothesized relationships were tested using variance-based structural equation modeling with partial least squares.
Findings
Boss phubbing negatively affected employees' sense of work meaningfulness and had a positive direct and indirect relationship with employee phubbing behavior through self-esteem threat. The hypothesized moderating role of rejection sensitivity was not supported.
Practical implications
The authors recommend that organizations develop policies addressing boss phubbing in the workplace, particularly in contexts in which a high leader–member exchange is desired for organizational effectiveness, such as health-related services. Superiors, such as doctors, should review their mobile phone usage during interactions with subordinates because it is detrimental to employee outcomes.
Originality/value
This study is a nascent attempt to test the hypothesized relationships on the emerging phenomenon of phubbing at work in the human–computer interaction domain in Pakistan, a developing country, particularly in hospital settings where a high leader–member exchange is pivotal.
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John Brightman, R. Davies and H. Roberts
July 27, 1972 Master and Servant — Redundancy — Dismissal — Wage agreement dispute — One day strike by employees — Company's refusal of work on old terms — Refusal of new terms …
Abstract
July 27, 1972 Master and Servant — Redundancy — Dismissal — Wage agreement dispute — One day strike by employees — Company's refusal of work on old terms — Refusal of new terms — Dismissals — Whether lock‐out — Repudiation of employees' contracts — Whether redundancy self‐induced.
Aizzat Mohd. Nasurdin, T. Ramayah and Yeoh Chee Beng
The aim of this study is to determine the effects of organizational structure (formalization and centralization) and organizational climate on job stress in a non‐Western context…
Abstract
The aim of this study is to determine the effects of organizational structure (formalization and centralization) and organizational climate on job stress in a non‐Western context. Data were collected from a sample of 151 salespersons working in the stock broking industry of Malaysia. Regression results demonstrated that both structural variables (formalization and centralization) have a positive influence on job stress. Organizational climate dimension, however, has no effect on stress. Implications for managerial practice and future research are provided.
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Recent studies have shown that the contribution of small firms to employment and GDP is increasing. A large amount of work has also established the significance of social and…
Abstract
Recent studies have shown that the contribution of small firms to employment and GDP is increasing. A large amount of work has also established the significance of social and economic variables for entrepreneurial decisions. Very little is known, however, about how government policies and programs influence entrepreneurial activity, and whether these effects are consistent across countries. Using original data from a representative sample of 10,000 individuals and from more than 300 open-ended interviews in 10 countries, this article provides some suggestive evidence that government intervention aimed at enhancing the underlying environment of entrepreneurial decisions may be more effective than intervention designed to provide safety nets.
Gary B. Roberts, Kerr Watson and John E. Oliver
The relationship between organisation size, technologyimplementation, and organisational culture is examined. Thirty‐fiveAmerican and Canadian manufacturing organisations were…
Abstract
The relationship between organisation size, technology implementation, and organisational culture is examined. Thirty‐five American and Canadian manufacturing organisations were surveyed concerning their approach to implementing statistical process control (SPC) technology. Organisations were classified as either large or small and hierarchic or non‐hierarchic. Approaches to implementing SPC were measured and compared among the four groups (large hierarchic, small hierarchic, large non‐hierarchic and small non‐hierarchic). Results indicated that both the size of the organisation and its culture determine how that organisation goes about implementing technological change. Larger organisations use inter‐departmental liaisons, temporary task forces, and permanent implementation teams more than smaller organisations in implementing new technology. Non‐hierarchic organisations appear to use goal and direct contact mechanisms at higher levels than hierarchical organisations when it comes to innovation and change. Results also indicate that there is more in common in the area of technological implementation between large and small businesses, and hierarchical and non‐hierarchical organisations than is often suggested.
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Arménio Rego, Miguel Pina E. Cunha and Solange Souto
This paper shows how the perceptions of people regarding five dimensions of workplace spirituality (team’s sense of community, alignment with organizational values, sense of…
Abstract
This paper shows how the perceptions of people regarding five dimensions of workplace spirituality (team’s sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, and opportunities for inner life) predict affective, normative, and continuance commitment, as well as self‐reported individual performance. One sample in Portugal and another in Brazil were collected. The findings show that employees’ perceptions of workplace spirituality predict significant variance of commitment and individual performance in both samples. The empirical evidence suggests that workplace spirituality is a pertinent construct for researchers and an important concern to be taken into account by managers.
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