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Article
Publication date: 8 December 2023

Limor Kessler Ladelsky and Thomas William Lee

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new…

Abstract

Purpose

This paper aims to examine whether information technology (IT) managers’ virtual listening, as rated by their high-tech employees, affected turnover behaviour beyond a new constellation of variables, some of which have never been researched as antecedents of turnover behaviour, particularly during a pandemic or crisis. Namely, the main aim, among others, is to answer the research question: does IT employees’ perception of the quality of their supervisors’ virtual listening in the pandemic and crisis era, when employees and managers work remotely, will negatively affect turnover behaviour? If yes, in which constellation of antecedents the virtual listening effecting on turnover behaviour?

Design/methodology/approach

Logistic regression analysis was conducted to test the hypotheses via SPSS 26 and PROCESS (Model 6). The variance inflation factor was calculated to test multicollinearity. Interaction was tested using the Hayes and Preacher PROCESS macro model. The researchers also used the J-N technique test (Johnson–Neyman via process). The supplemental analysis used also PROCESS MACRO (IBM Corp., Armonk, NY, USA, 2023) Model 4 and Bootstrap test.

Findings

The findings show that perceptions of supervisors’ virtual listening quality as rated by their employees moderated the relationship between organisational deviance as a type of organisational misbehaviour (OMB) and turnover behaviour and had the strongest effect on turnover behaviour beyond other key predictors (organisational deviance as a type of misbehaviour, turnover intention, job satisfaction, embeddedness and alternatives in the labour market). Alternatives to current work moderated the association between the perception of managers’ virtual listening behaviour as rated by their employees and turnover behaviour. Specifically, when alternatives in the labour market were high or medium, the perceived quality of managers’ virtual listening reduced turnover behaviour. Finally, the perception of the IT employees supervisors’ virtual listening moderated the relationship between organisational deviance and turnover intention among high-tech employees.

Originality/value

Evaluating supervisor listening in the high-tech firm may have value in terms of its relationship to outcomes such as retaining employees, turnover intention and especially turnover behaviour. The effect on turnover behaviour and of that new constellation of antecedents on turnover behaviour when people work remotely was not researched yet and important for the post COVID-19 era. Additionally, in contrast to most studies of turnover, this study also focus on the positive aspects of turnover and especially turnover behaviour to organisations in general and especially to high-tech firm and not just the negative aspect as was researched until now. Another contribution is the finding that when employees perceived their managers’ virtual listening quality as high, the effect of deviance as a type of OMB on turnover behaviour was positive. Namely, the listening as a moderator and turnover assisted in making the organisation cleaner from inappropriate behaviour. Additionally, when alternatives in the labour market are high or medium, perceived quality of virtual listening of managers as rated by their employees can reduce turnover behaviour. This virtual listening–turnover relationship and the moderator of alternatives to current work had not previously been found in the turnover literature and this is also significant a contribution to the turnover and withdrawal literature.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 11 January 2024

Andreea Gheorghe, Petru Lucian Curșeu and Oana C. Fodor

This study aims to explore the role of team personality and leader’s humor style on the use of humor in group communication and the extent to which group humor mediates the…

Abstract

Purpose

This study aims to explore the role of team personality and leader’s humor style on the use of humor in group communication and the extent to which group humor mediates the association between team personality on the one hand, psychological safety, collective emotional intelligence and group satisfaction on the other hand.

Design/methodology/approach

The authors used a survey to collect data from 304 employees nested in 83 groups working in organizations from various sectors in Romania.

Findings

The study results show that extraversion is positively associated with group affiliative humor, while neuroticism has a positive association with group aggressive humor. The leader’s affiliative humor style had a significant positive effect on group affiliative humor, while the effect of leader’s aggressive humor style on the use of aggressive humor in groups was not significant. Furthermore, the authors examined the mediation role of group humor in the relationship between team personality and team emergent states and satisfaction. The authors found that group aggressive humor mediates the association between neuroticism and group emotional intelligence, psychological safety and satisfaction, while affiliative humor mediates the association between extraversion and emotional intelligence and team satisfaction.

Originality/value

The study reports one of the first attempts to explore the multilevel interplay of team personality and humor in groups as they relate to emergent states.

Details

Team Performance Management: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 26 May 2022

Emmanuel Dele Omopariola, Oludolapo Ibrahim Olanrewaju, Idowu Albert, Ayodeji Emmanuel Oke and Sunday Bankayode Ibiyemi

Sustainable construction practices are strongly correlated with a profitable and competitive construction industry, improved client satisfaction and efficient use of resources…

Abstract

Purpose

Sustainable construction practices are strongly correlated with a profitable and competitive construction industry, improved client satisfaction and efficient use of resources. However, due consideration is not being given to sustainable construction practices in Nigeria. Therefore, this study aims to identify the unsustainable construction practices on construction sites, the barriers to sustainable construction and possible strategies to improve sustainable construction in Nigeria.

Design/methodology/approach

A questionnaire survey of 50 construction sites was conducted with construction professionals on the sites as the specific target, out of which only 43 construction sites have at least a construction professional present at the site. Forty-three filled questionnaires from the respondents were used for descriptive (mean score, standard deviation and charts) and inferential analysis (t-test and Kruskal–Wallis) in this study.

Findings

The study shows that a large percentage (75%) of construction professionals in Nigeria are aware of sustainable construction. The descriptive and inferential analysis showed a disparity in the ranking of the 12 unsustainable practices, 14 barriers and 11 strategies among the respondents. Five unsustainable practices (“negative externalities”, “excess energy”, “unsustainable technologies”, “non-management of health and safety of workers” and “material waste”), six barriers to sustainable construction (“absence of historical data and exemplary projects on which construction professionals can build and learn from”, “lack of professional to handle the task”, “poverty and low urban investment”, “lack of urban and construction policy”, “lack of awareness” and “lack of technical know-how”) and three strategies to improve sustainable construction practices in Nigeria (“cooperation, partnership and participation”, “protection of biodiversity and conservation of natural resources” and “sustainability assessment system”) were found to be significant.

Practical implications

The study offers significant insights into the construction industry unsustainable practices, barriers to sustainable construction, as well as strategies for improving sustainable construction practices. These insights can be applied to other developing countries with an emphasis on geographical differences.

Originality/value

To the best of the authors’ knowledge, this is one of the recent studies in Nigeria that explored the context of sustainable construction in the construction industry by providing insights into the unsustainable construction practices, barriers and strategies to improve sustainable construction in Nigeria.

Details

Journal of Engineering, Design and Technology , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1726-0531

Keywords

Article
Publication date: 30 January 2024

Wenxian Wang, Seung-Wan Kang, Suk Bong Choi and Wonho Jeung

Today, psychological well-being is increasingly valued by organizations because it is integral to employee performance. The style of leaders supervising their subordinates is an…

Abstract

Purpose

Today, psychological well-being is increasingly valued by organizations because it is integral to employee performance. The style of leaders supervising their subordinates is an important influence on their psychological well-being. Abusive supervision can lead to a depletion of resources among their subordinates by inducing psychological stress, leading to a decline in psychological well-being. In this research, the authors use the conservation of resources (COR) theory and self-determination theory to examine the mechanism between abusive supervision and psychological well-being. This study can contribute to previous research by applying the COR theory and self-determination theory, which were not discussed, to explain the relationship between leader's leadership behavior and psychological well-being of organizational members.

Design/methodology/approach

The authors conduct a multi-time data collection method of two waves with six-week intervals. The authors received 322 samples and conducted a confirmatory factor analysis to test result validity and used multiple regression to examine the direct and moderating effects. Additionally, the authors used the bootstrapping method to test mediating effects.

Findings

The results show that abusive supervision is negatively related to psychological well-being and self-determination plays the mediating role between them, while perceived person-organization fit is the moderator between self-determination and psychological well-being.

Originality/value

The authors identified self-determination as the mediator between abusive supervision and psychological well-being and perceived person-organization fit plays the moderating role between self-determination and psychological well-being.

Details

Leadership & Organization Development Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7739

Keywords

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