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The purpose of this study was to test the moderating effects of positive thinking (PT) on the relationship between job stress (JS) and turnover intention (TI).
Abstract
Purpose
The purpose of this study was to test the moderating effects of positive thinking (PT) on the relationship between job stress (JS) and turnover intention (TI).
Design/methodology/approach
The study was based on a questionnaire distributed among 275 employees at a convenience store business. The validity and reliability of the questionnaire were tested before the data were collected, and hierarchical regression analysis was used to test the moderating effects.
Findings
JS had negative effects on employee TI with statistical significance, while PT functioned to moderate the relationship between JS and employee TI with statistical significance.
Research limitations/implications
The moderating effects of PT among employees in the convenience store business were explained clearly. This research supports and expands the broaden-and-build theory in explaining the effects of PT or attitudes to help employees cope with problems and obstacles, create new things and perceive problems as challenges to be overcome.
Practical implications
Managers with an awareness of PT can help employees lower JS, increase organizational commitment and improve employees' PT to reduce the turnover rate.
Originality/value
This study contributes to the literature about organizational behavior and human resource management in dealing with job turnover by clarifying the moderating effects of PT on the relationship between JS and TI.
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Keywords
Khahan Na-Nan, Busaya Virakul, Montree Piriyakul and Darlene Fern Russ-Eft
This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.
Abstract
Purpose
This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.
Design/methodology/approach
The research has three phases. Phase 1 involved the development of an instrument and constructs/items as well as testing of content validity and reliability. Phase 2 used exploratory factor analysis to identify the appropriate constructs and items to be included in the instrument. Phase 3 consisted of confirmatory factor analyses to confirm that the measurement instrument built in this research is effective for measuring workplace bullying. Data were collected through interviews of experts and stakeholders in human resource (HR), and through online questionnaires completed by 340 HR employees in Thailand.
Findings
Results revealed that workplace bullying can be classified into three types: work-related bullying, personal-related bullying and physical-related bullying. Findings confirmed the constructs using theoretical concepts and empirical evidence with values of χ2 = 120.473, df = 98, p = 0.061, χ2/df = 1.229, goodness of fit index = 0.961, adjusted goodness of fit index = 0.938, Tucker-Lewis Index = 0.992, comparative fit index = 0.994 and root mean square error of approximation = 0.026.
Research limitations/implications
The findings of this study add further knowledge to the field of organizational behaviour and could be valuable for developing management theories regarding building an effective work climate. The three types of workplace bullying (work-related, personal-related and physical-related bullying) can be studied as independent, dependent or mediating variables that can both influence and mediate. Results can be used to explain behavioural aspects of workplace bullying in clear and accurate terms.
Practical implications
The developed instrument can accurately measure levels of workplace bullying behaviours of employees in different organizations with high levels of validity and reliability. Results can be used to develop interventions and guidelines for managing or reducing workplace bullying of employees. The instrument can also be used as a research tool for further studies of bullying behaviour.
Social implications
Diversity, equality and sustainability are characteristics of organizations that have developed an effective and happy work culture. Allowing workplace bullying to occur can negatively affect such a productive organizational climate. Therefore, the research findings have social implications in terms of their ability to monitor workplace, as well as community bullying.
Originality/value
The instrument to measure workplace bullying was developed and improved by blending Western concepts with interview data about workplace bullying behaviours experienced by HR employees in Thailand. The instrument can facilitate the measurement of employee bullying levels in companies and can contribute to future studies of bullying behaviours in organizations or workplaces.
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Hanan AlMazrouei, Robert Zacca and Ghulam Mustafa
This study aims to investigate how learning goal orientation (LGO), participative decision-making (PDM) and leadership member exchange (LMX) influence innovative work behaviour…
Abstract
Purpose
This study aims to investigate how learning goal orientation (LGO), participative decision-making (PDM) and leadership member exchange (LMX) influence innovative work behaviour (IWB) through expatriate employee creativity (EC). This research study further contributes to the extant literature by investigating team potency’s (TP) potential interaction effect on the expatriate EC–IWB relationship.
Design/methodology/approach
Data were gathered via survey from 175 expatriate employees in non-managerial positions in the United Arab Emirates. Partial least square structural equation modelling was used for analysing the collected data.
Findings
The statistical results show that PDM, LGO and LMX have a direct positive impact on IWB. The statistical findings also reveal that EC mediates the LGO and IWB relationship. Furthermore, TP has a significant positive moderating effect on the EC and IWB relationship.
Originality/value
This work adds to the literature in the field on innovation work behaviour and its antecedents by analysing data within the expatriate employee context, where empirical examinations are limited.
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