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1 – 3 of 3To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the…
Abstract
Purpose
To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.
Design/methodology/approach
We apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.
Findings
We found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.
Originality/value
The study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.
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Leonidas A. Zampetakis and Panagiotis Gkorezis
The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into…
Abstract
Purpose
The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into account synergistic and antagonistic effects. The authors used job demands-resources (JD-R) theory as an overarching theoretical framework to test the hypotheses.
Design/methodology/approach
The authors used a factorial survey experiment and a within-person design. Data were obtained from a random sample of 97 Greek employees working in public and private organizations. Multilevel modeling regression techniques were used for data analyses. The authors examined the relative effect of various job resources at different levels on employees' ratings of effective coping with job stress symptoms. In parallel, the authors investigated the possible synergistic and antagonistic interactions between the specific job resources.
Findings
The authors found that managers' leadership and humor style, their relationship with subordinates and coworkers’ support had positive effects on employees' coping with job stress. In addition, the authors found that the manager's leadership style interacts with manager–subordinate relationship quality and coworkers’ support as well as the latter interacts with the manager's humor style and manager–subordinate relationship quality. The study model explained 50% of the variance in effective coping with stress ratings.
Originality/value
The study highlights the importance of workplace resources as contextual variables, for the effective coping with stress symptoms at work. It highlights that a combination of workplace resources produces a net effect that was better than would have been expected based solely on the individual performance of these job resources. As such, the research answer calls to attend to the effects of synergistic effects of workplace resources on effective coping with stress symptoms at work.
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The purpose of this research is to establish a hierarchy among different workplace resources in terms of their relative contribution to employee decision to provide instrumental…
Abstract
Purpose
The purpose of this research is to establish a hierarchy among different workplace resources in terms of their relative contribution to employee decision to provide instrumental help.
Design/methodology/approach
A within-person survey experiment was conducted and the data were analyzed using multilevel regression. The data are based on a random sample of 94 employees working in medium-sized companies in Crete, Greece.
Findings
Results suggest that for employees’ decision to provide instrumental help, some job resources are perceived as more important than others. Workplace resources that are closer to employees (i.e. coworkers’ social support and manager–subordinate relationship) are perceived as more important compared to leadership style and the manager use of humor.
Practical implications
Findings suggest that organizations can successfully improve instrumental helping through interventions primarily aimed at building group-level resources.
Originality/value
The study highlights the importance of workplace resources for employees’ decision to provide instrumental help. However not all job resources are perceived as equally important. Theoretically, the study extends influential resource-based theories.
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