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Article
Publication date: 1 August 2006

Pablo Zoghbi Manrique de Lara

This study examines the relationship between interactional justice, which is a specific type of organizational justice perception that reflects how a person is treated by an…

5063

Abstract

Purpose

This study examines the relationship between interactional justice, which is a specific type of organizational justice perception that reflects how a person is treated by an authority, and workplace internet deviance (or Cyberloafing) as a category of deviant workplace behavior. The tested model suggests that interactional justice affects cyberloafing by influencing fear of formal punishment –as an intimidation construct– which, in turn, prompts employees to reciprocate with deviant workplace internet behaviors.

Design/methodology/approach

Data were collected from 147 (19.4 percent) of the 758 non‐teaching staff at a Spanish public university. Accessibility of individual e‐mail accounts was similar for all employees. E‐mails asking for collaboration were sent in two phases. A questionnaire was posted on the university Intranet and could be accessed by clicking on a link in the e‐mails.

Findings

Structural equation modeling results support that interactional justice is an antecedent of fear of formal punishment that fully mediates the relationship between interactional justice and workplace internet deviance.

Research limitations/implications

The researched employees have job conditions inherent to the peculiarities of the public sector which may limit the ability to extrapolate the findings in the private sector. The fear construct was assessed by a self‐supplied scale, and thus the presence of shades of other similar emotions could not be discounted. Findings provide a more understandable mechanism of the influence of supervisor disrespect on cyberloafing.

Practical implications

These findings contribute to an understanding of the ways in which organizations can control cyberloafing and provide reservations about the intimidator strategy efficiency.

Originality/value

The use of fear of punishment as a mediator on this link is unprecedented.

Details

Journal of Managerial Psychology, vol. 21 no. 6
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 24 April 2009

Pablo Zoghbi‐Manrique‐de‐Lara

Prior research has found empirical evidence that procedural justice is an antecedent of cyberloafing in the workplace. The purpose of this paper is to explore why that association…

2624

Abstract

Purpose

Prior research has found empirical evidence that procedural justice is an antecedent of cyberloafing in the workplace. The purpose of this paper is to explore why that association is possible. It is argued that perceptions of procedural justice affect cyberloafing because unfair procedure places an employee in conflict with the organizational rules. Accordingly, this paper predicts that it is normative conflict rather than procedural justice that really prompts employees to retaliate against the organization by engaging in cyberloafing.

Design/methodology/approach

Data are collected from 147 (19.4 percent) of the 758 non‐teaching staff at a public university where internet usage policy to combat its improper use has been increasingly rigid. Structural equation modeling is used to test the predicted mediation.

Findings

The results show that procedural justice is an antecedent of the normative conflict that fully mediates the link between procedural justice and cyberloafing.

Research limitations/implications

The subjects in this study reflect job conditions that are peculiar to the public sector. This may limit the ability to extrapolate the findings to the private sector. The findings provide a new explanation for the mechanics of the link between unfair/fair procedural perceptions and cyberloafing.

Practical implications

The findings contribute to a better understanding of the way procedural justice is able to monitor cyberloafing, and discusses how actions designed to promote procedural justice may be useful to the efficient management of normative conflict, hence, the normative process is able to stifle cyberloafing.

Originality/value

Employee perceptions of normative conflict are shown to mediate the relationship between procedural justice and cyberloafing. This is the first empirical test of this mediation.

Details

International Journal of Conflict Management, vol. 20 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 24 August 2010

Pablo Zoghbi‐Manrique‐de‐Lara and Arístides Olivares‐Mesa

Despite the use in companies of policy and control mechanisms to tackle cyberloafing, these practices are still popular among employees. The purpose of this paper is to suggest…

2235

Abstract

Purpose

Despite the use in companies of policy and control mechanisms to tackle cyberloafing, these practices are still popular among employees. The purpose of this paper is to suggest that control systems alone are unable to deter cyberloafing because they are eventually perceived as a sort of “ineffectual dog that may bark a lot, but ultimately does not bite.” Instead, control systems are only expected to deter cyberloafing if employees view them as leading to punitive consequences.

Design/methodology/approach

First, given the easy visibility of cyberloafing activities, the paper proposes a design for control systems that not only includes perceptions of organizational control (monitoring), but also perceptions of the supervisor's physical proximity (proximity). Data are collected from university administration and services personnel, whose main working tool is the computer. They all have internet access and individual e‐mail, a stable physical location at work, and a supervisor. Multiple hierarchical regressions are used to test whether in reality proximity and monitoring are unable to decrease cyberloafing unless they interact together with employees' fear of formal punishment (punishment).

Findings

Only by interacting together and with punishment are proximity and monitoring able to deter cyber loafers from engaging in cyberloafing.

Research limitations/implications

The study could suffer from mono‐method/source bias, and the university that supplied the sample has certain job conditions similar to those of the public sector, thus raising concerns about the generalizability of the results.

Practical implications

The results suggest that organizational managers should not only ensure that control systems are able to discover incidents and identify the perpetrators, but they should also follow them up with punitive consequences. Only if control systems are implemented together with punishment are they effective in eliciting perceived certainty among cyber loafers of being caught and sanctioned, and hence in “bringing them back on the right track.”

Originality/value

Despite the extensive use of control systems to deter cyberloafing, there are no previous empirical studies that have examined and supported the negative interacting effects of proximity, monitoring, and punishment on cyberloafing.

Details

Industrial Management & Data Systems, vol. 110 no. 7
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 4 July 2008

Pablo Zoghbi Manrique de Lara

The purpose of this study is to examine the relationship between interactional justice, as a type of organizational justice that reflects the teachers' perceived fairness of…

2154

Abstract

Purpose

The purpose of this study is to examine the relationship between interactional justice, as a type of organizational justice that reflects the teachers' perceived fairness of supervisor treatment, and their non‐task behavior in terms of organizational citizenship behavior (OCB) and deviant workplace behavior (DWB).

Design/methodology/approach

Data were collected from 270 teachers (by e‐mail) and 22,599 students (by personal distribution) at a Spanish public university. Structural Equation Modeling (SEM) was used for testing mediation and multiple regression for analyzing the non‐task and teaching satisfaction association.

Findings

Results show that justice is an antecedent of group commitment that fully mediates the relationship between justice and non‐task behavior except DWB‐Colleagues. Results also reveal an association between non‐task behavior, except DWB‐Organization and DWB‐Colleagues, and teaching satisfaction.

Research limitations/implications

The researched teachers' job conditions are inherent to the peculiarities of the public sector that may limit the ability to extrapolate the findings in the private sector. The findings provide a more understandable mechanism of the influence of the supervisor's justice on non‐task behavior and, in turn, on teaching satisfaction.

Practical implications

These findings contribute to a better understanding of the ways in which universities can control non‐task behavior and provide lines to design a more efficient department management strategy. The emotional and fair proximity of the supervisor, eliciting the group teachers' sense of affective commitment, appears as an effective quality strategy for universities.

Originality/value

The study of the joint interaction of justice and group commitment variables against DWB and in favor of OCB, and its consequent effect on teaching quality, is unprecedented in higher education.

Details

Journal of Educational Administration, vol. 46 no. 4
Type: Research Article
ISSN: 0957-8234

Keywords

Article
Publication date: 1 August 2006

Pablo Zoghbi Manrique de Lara, Domingo Verano Tacoronte and Jyh‐Ming Ting Ding

This study aims to test the extent to which current coercive control strategies receive research support in controlling deviant workplace Internet behavior, also called…

3794

Abstract

Purpose

This study aims to test the extent to which current coercive control strategies receive research support in controlling deviant workplace Internet behavior, also called cyberloafing. Consequently, it examines the relationship between cyberloafing and three classic coercive variables: perceived organizational control (POC), fear of formal punishment (FFP) and physical leadership proximity (LPP) as sensed by the employee. The model tested suggests that perceptions of leader physical proximity (LPP) antecede both the organizational amount of control (POC) and FFP and these both ones, in turn, affect cyberloafing. Additionally, the model suggests that POC increases FFP.

Design/methodology/approach

Data were collected from 147 (19.4 percent) of the 758 non‐teaching staff at a Spanish public university. Accessibility of individual e‐mail accounts was similar for all employees. E‐mails asking for collaboration were sent in two phases. A questionnaire was posted on the university intranet and could be accessed by clicking on a link in the e‐mails.

Findings

Structural equation modeling results show that LPP is a significant positively associated antecedent of POC and FFP. Moreover, POC, in turn, decreases cyberloafing, while FFP increases it.

Research limitations/implications

The researched employees have job conditions inherent to the peculiarities of the public sector which may limit the ability to extrapolate the findings in the private sector. The fear construct was assessed by a self‐supplied scale, and thus the presence of shades of other similar emotions could not be discounted. Findings provide a more understandable mechanism of the influence of supervisor proximity on cyberloafing.

Practical implications

These findings contribute to an understanding of the ways in which organizations can control cyberloafing and provide reservations about the intimidator strategy efficiency. Supervisor proximity through the employee's control senses appear as an effective strategy.

Originality/value

The study of the joint interaction of the cited coercive variables against cyberloafing is unprecedented.

Details

Internet Research, vol. 16 no. 4
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 18 January 2008

Pablo Zoghbi‐Manrique de Lara

Anomia (from the Greek, an‐: absence, and ‐nomos: law) describes pessimistic feelings such as social detachment and little faith in human relations. This study seeks to examine an…

2651

Abstract

Purpose

Anomia (from the Greek, an‐: absence, and ‐nomos: law) describes pessimistic feelings such as social detachment and little faith in human relations. This study seeks to examine an explanation of how and why person‐organization fit (POF) – operationalized as value congruence – may influence organizational citizenship behavior (OCB) directed at the organization (OCB‐O) and individuals (OCB‐I). The thesis is that unfavorable POF will elicit employees' anomic feelings, which in turn will prompt them to reciprocate with decreased OCB.

Design/methodology/approach

Data were collected from 84 of the 198 (42.4 percent) employees of a provincial Spanish Social Security agency. Structural equation modeling (SEM) was used to test mediation.

Findings

The results support that POF predicts anomic feelings that, in turn, fully mediate the link between POF and OCB‐O, but not with OCB‐I.

Research limitations/implications

The employees surveyed have job conditions inherent to the peculiarities of the public sector that may limit the ability to extrapolate the findings to the private sector.

Practical implications

The findings offer a better understanding of the way POF is able to affect OCB, and suggest that actions designed to promote POF may be useful in managing anomic processes in the workplace.

Originality/value

Anomia as a mediator in the relationship between POF, as value congruence, and OCB has not been empirically studied.

Details

Journal of Managerial Psychology, vol. 23 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 27 February 2009

Pablo Zoghbi‐Manrique‐de‐Lara and Santiago Melián‐González

Anomic feelings (AFs) are predicted to play a moderating role in the relationship between organisational justice perceptions and the citizenship use of the organisation's internet…

1603

Abstract

Purpose

Anomic feelings (AFs) are predicted to play a moderating role in the relationship between organisational justice perceptions and the citizenship use of the organisation's internet access, or cybercivism. The purpose of this paper is to hypothesise that, just as AFs are supported in prior research as able to intensify the negative effects of organisational justice (OJ) on cyberloafing, they will also intensify the positive effects of OJ on cybercivism.

Design/methodology/approach

Data were collected from 270 (17 per cent) of the 1,547 respondents at a public university.

Findings

Except in the case of procedural justice, the results support that AF act as a moderator of the OJ‐cybercivism link because, among employees with comparatively less AF, the perceptions of the OJ under study (distributive, procedural and interactional) had a stronger impact on cybercivism.

Research limitations/implications

To generalise from a convenience sample of 17 per cent to the entire University is unfeasible, let alone the “public sector” as a whole for a whole culture/country. Therefore, the paper only aims to be an early exploration of actual phenomenon, and to provide new insights necessary to understand the impact of pervasive new media and information and communication technologies (ICTs) on individual behaviour in virtual work settings.

Practical implications

The findings contribute to an improved understanding of the influence of OJ on cybercivism. As a moderator, anomia is supported in our sample as one of the key “controllers” of the OJ predictions on cybercivism and sets a new scenario in seeking electronic business effectiveness. By encouraging convincing values and equity in the workplace, organisational management seems be on the right path to create the proper context for cybercivism to occur.

Originality/value

Employee AFs are shown to be a moderator in the relationship between OJ and cybercivism. This is the first empirical test of this interaction.

Details

Journal of Information, Communication and Ethics in Society, vol. 7 no. 1
Type: Research Article
ISSN: 1477-996X

Keywords

Article
Publication date: 31 December 2007

María Jesús Suárez‐Mendoza and Pablo Zoghbi‐Manrique‐de‐Lara

The purpose of this research is to examine work alienation (WA) as a mediator in the relationship between employees' perceptions of person‐organization (PO) fit – operationalized…

3838

Abstract

Purpose

The purpose of this research is to examine work alienation (WA) as a mediator in the relationship between employees' perceptions of person‐organization (PO) fit – operationalized as value congruence – and organizational citizenship behavior (OCB) directed at their organization (OCBO), co‐workers (OCBIC), and students or clients (OCBIS).

Design/methodology/approach

Data were collected from 99 of the 156 (63.5 percent) teachers at a district high school in Spain. Structural equation modeling (SEM) was used to test the predicted relationships.

Findings

Results support that PO fit is an antecedent of OCBO, OCBIC, and OCBIS and also, in general, that the three dimensions of WA (powerlessness, meaninglessness, and self‐estrangement) mediate this link. Separately, all WA dimensions are totally or partially supported as “full mediators,” except for powerlessness and meaninglessness that appear to act on OCBIS as “partial mediators.” The model tested suggests PO fit predicts OCB and that this relationship can be explained by the mediating role of WA.

Research limitations/implications

Subjects in this study reflect job conditions peculiar to the public sector. This may limit the ability to extrapolate the findings to the private sector. Also, results may not generalize to other cultural or national contexts. The findings contribute to an improved understanding of the influence of PO value fit/misfit on OCB.

Practical implications

Understanding how PO fit is able to affect citizenship behavior suggests that actions designed to promote PO fit may be useful for more efficiently managing employee WA, and, therefore, more powerfully eliciting OCB in the workplace.

Originality/value

Employee work alienation is demonstrated to be a mediator in the relationship between PO fit and OCB. This is the first empirical test of this relationship.

Details

International Journal of Organizational Analysis, vol. 15 no. 1
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 25 September 2007

Pablo Zoghbi Manrique de Lara and Tomás F. Espino Rodríguez

The purpose of this paper is to examine the relationship between an unfavorable attitudinal environment and organizational citizenship behavior (OCB). The proposed model suggests…

4001

Abstract

Purpose

The purpose of this paper is to examine the relationship between an unfavorable attitudinal environment and organizational citizenship behavior (OCB). The proposed model suggests that organizational anomie (OA) acts as a moderator of that link, and thus OA interacts with unfavorable attitudes and OCB by tightening their theoretical negative association.

Design/methodology/approach

Data were collected from 154 of the 758 non‐teaching staff at a Spanish public university. Accessibility of individual e‐mail accounts was similar for all employees. E‐mails asking for collaboration were sent in two phases. A questionnaire was posted on the university intranet and could be accessed by clicking on a link in the e‐mails.

Findings

Multiple hierarchical regression results support the moderating role of OA of the unfavorable attitude‐OCB link because the unfavorable attitudes toward co‐workers and toward the boss as‐a‐person among employees with low, compared with high OA, have a stronger negative relationship with OCB. OA moderation existed, but to varying degrees, between attitude toward one's job and some dimensions of OCB (OCBI, and OCBI client). OA also intensified the unpredicted positive relationship between attitude toward boss's performance and OCB. No moderating influences were observed in the case of attitudes toward oneself and toward clients (students).

Research limitations/implications

The researched employees have job conditions inherent to the peculiarities of the public sector which may limit the ability to extrapolate the findings in the private sector. Findings provide a more understandable mechanism of the influence of attitudes on OCB. The research may aid OA acceptance into organizations, providing an explicit justification for the OA distinctiveness with other variables in the existing OB literature.

Practical implications

The findings contribute to a better understanding of the attitudes‐OCB link, and the ways to favor OCB through OA.

Originality/value

The use of OA as a moderator on this link is unprecedented.

Details

Personnel Review, vol. 36 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Content available
Article
Publication date: 21 August 2007

305

Abstract

Details

Journal of Educational Administration, vol. 45 no. 5
Type: Research Article
ISSN: 0957-8234

11 – 20 of 23