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1 – 10 of over 5000Kevin Stainback, Kendra Jason and Charles Walter
Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This…
Abstract
Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This chapter extends the organizational approach by drawing on the health-stress framework to explore how organizational context affects experiential and health-related outcomes – discrimination, social support, and psychological distress. Drawing on a sample of Black workers in the United States, we examine the relationship between workplace racial composition and psychological distress, as well as two potential mediators – racial discrimination and workplace social support. Our findings reveal that psychological distress is similar for Black workers in token (<25% Black coworkers), tilted other race (25–49.99% Black coworkers), and tilted same race (50–74.99% Black coworkers) job contexts. Workers in Black-dominated jobs (>75% Black coworkers), however, experience significantly less psychological distress than other compositional thresholds, net of individual, job, and workplace characteristics. This relationship is not explained by either racial discrimination experiences or supervisor and coworker social support. This finding suggests that researchers need to theorize and examine other protective factors stemming from coworker racial similarity.
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Masood Nawaz Kalyar, Munazza Saeed, Aydin Usta and Imran Shafique
This study aims to investigate the effects of workplace cyberbullying on creativity directly and through psychological distress. Furthermore, this study proposes that psychological…
Abstract
Purpose
This study aims to investigate the effects of workplace cyberbullying on creativity directly and through psychological distress. Furthermore, this study proposes that psychological capital (PsyCap) buffers the harmful effects of workplace cyberbullying on psychological distress and creativity.
Design/methodology/approach
The data were collected in two waves from 329 nurses working in four large public hospitals located in a metropolitan city of Pakistan. The data were analyzed through PROCESS (Model 8) using SPSS.
Findings
The results demonstrate that cyberbullying negatively affects creativity through increased psychological distress. The findings also explicate that PsyCap moderates the effects of cyberbullying on psychological distress such that the link was weak (vs strong) for those (victims) who had high (vs low) PsyCap.
Practical implications
This study recommends management to develop and promote PsyCap among employees because these positive resources help them to regulate their emotions and cognition to overcome negative consequences of cyberbullying and other workplace stressors.
Originality/value
Psychological distress as an underlying mechanism between cyberbullying and creativity as well as buffering effect of PsyCap is the novelty of the study.
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Zubair Akram, Saima Ahmad, Umair Akram, Muhammad Asghar and Tao Jiang
This paper aims to answer the question of how, why and when abusive supervision affects employee creativity. Drawing on the conservation of resources theory, this paper examines…
Abstract
Purpose
This paper aims to answer the question of how, why and when abusive supervision affects employee creativity. Drawing on the conservation of resources theory, this paper examines the direct and indirect (via psychological distress) effects of abusive supervision on employee creativity. It further investigates the boundary conditions imposed by employees’ perceived distributive and procedural justice in the relationships between abusive supervision, psychological distress and employee creativity.
Design/methodology/approach
The study uses multi-sourced and time-lagged data collected in three waves from a survey of employees-supervisor dyads working in the Chinese manufacturing sector. In the first wave, the authors received data from 347 employees on perceived abusive supervision and perceived distributive and procedural justice. In the second wave, 320 employees shared their perceptions of psychological distress at work. In the third wave, the authors received ratings for employee creativity from the direct supervisors of 300 employees. The data were analyzed using bootstrapped moderated mediation procedures.
Findings
The findings revealed a significant negative influence of abusive supervision on employee creativity both directly and indirectly in the presence of perceived psychological distress. However, distributive and procedural justice was found to mitigate the negative impact of abusive supervision on employee creativity.
Practical implications
Abusive supervision has adverse consequences for employees’ creativity because it affects their psychological health. HR and top management should prioritize addressing abusive supervision first and foremost to boost employee creativity in the workplace. Managers should give employees opportunities for participation and foster a climate of fairness in the organization to mitigate the harmful consequences of abusive supervision.
Originality/value
To the best of the authors’ knowledge, this is the first empirical study that examines the psychological distress-based mechanism in the relationship between abusive supervision and creativity while considering the interactive effects of distributive and procedural justice. It addresses an important research gap in the literature by proposing that organizational perceived distributive and procedural justice can mitigate the detrimental effects of abusive supervision.
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The current study highlights the dark side of a perfectionist leader hindering in business processes and also investigates its impact on procrastination through workplace…
Abstract
Purpose
The current study highlights the dark side of a perfectionist leader hindering in business processes and also investigates its impact on procrastination through workplace incivility, psychological distress, and psychological detachment by using the tenet of conservation of resource theory. Positivism research philosophy was adopted, followed by a deductive approach.
Design/methodology/approach
The survey technique was used to collect the quantitative data from the employees working in public sector organizations. 364 samples were collected and analyzed using SEM-Mplus techniques, where structured and measurement models were produced and interpreted accordingly.
Findings
The results suggested that perfectionist leaders become a source for their followers to involve in procrastination because of depletion of ego and psychological resources. The results supported the chain of mediation and both paths of perfectionist leaders, workplace incivility, psychological detachment, and procrastination and perfectionist leaders, workplace incivility, psychological distress, and procrastination.
Originality/value
The results and dynamics of the current study provided some meaningful managerial and theoretical implications and future research directions for the researchers. The study contributes significantly to the body of literature since it captures and analyzes the overlooked elements in the context of perfectionist leaders.
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Ken Pidd, Vinita Duraisingam, Ann Roche and Allan Trifonoff
Young Australian workers are at elevated risk of mental health and alcohol and other drug related problems. The purpose of this paper is to examine the relationship between…
Abstract
Purpose
Young Australian workers are at elevated risk of mental health and alcohol and other drug related problems. The purpose of this paper is to examine the relationship between alcohol and drug (AOD) use, psychological wellbeing, and the workplace psychosocial environment among young apprentices in the construction industry.
Design/methodology/approach
A cross-sectional survey of a cohort of 169 construction industry apprentices in their first year of training was undertaken. The survey included measures of psychological distress (K10), quantity/frequency measures of alcohol and illicit drug use, and workplace psychosocial factors.
Findings
Construction industry apprentices are at elevated risk of AOD related harm and poor mental health. Levels of psychological distress and substance use were substantially higher than age/gender equivalent Australian population norms. Job stress, workplace bullying, and general social support accounted for 38.2 per cent of the variance in psychological distress. General social support moderated the effects of job stress and bullying on psychological distress. Substance use was not associated with psychological distress. However, workplace social support accounted for 2.1 per cent of the variance in AUDIT-C scores, and 2.0 per cent of the variance in cannabis use. Workplace bullying explained 2.4 per cent of the variance in meth/amphetamine use.
Practical implications
Construction trades apprentices are a high-risk group for harmful substance use and poor mental health. Study results indicate that psychosocial wellbeing interventions are warranted as a harm reduction strategy.
Originality/value
This is the first study of its kind to describe a cohort of Australian construction trade apprentices in terms of their substance use and psychological wellbeing. The study shows workplace psychosocial factors may predict young workers psychological wellbeing.
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Salima Hamouche and Alain Marchand
This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a…
Abstract
Purpose
This paper aims to examine the contribution of occupational identity and gender in explaining psychological distress among managers. It proposes and tests empirically a theoretical model that integrates identity theory into occupational stress and gender research. It analyses the proposition that a low level of verification of role identity is associated with a high level of psychological distress and that gender plays a moderating role in the relationship between role identity verification and psychological distress.
Design/methodology/approach
Multilevel regression analyses were conducted on a sample of 314 managers employed in 56 Canadian firms.
Findings
Low level of verification of one standard of managers’ role identity, namely, recognition, is significantly associated with managers’ psychological distress. It encloses monetary and non-monetary recognition, career prospects and job security. Notwithstanding, gender does not moderate the relationship between identity verification and psychological distress.
Originality/value
Studies addressing the contributions of identity and gender in the explanation of managers’ psychological distress are sparse. This paper helps to expand the scope of management and workplace mental health research as well as gender-related research, by proposing a new approach for the study of managers’ psychological distress, by the integration of identity theory and the analysis of the moderating role of gender.
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Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision…
Abstract
Purpose
Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision.
Design/methodology/approach
Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data.
Findings
Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion).
Originality/value
The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.
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Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male…
Abstract
Purpose
Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male employees. And depending on the leader member exchange (LMX) theory, it assumes that the relationship between workplace ostracism and psychological distress of male employees is moderated by the LMX.
Design/methodology/approach
For this, this study used a survey method and multiple regression analyses with multi-source data from 226 male Korean employees and their supervisors.
Findings
The results suggest the following. First, workplace ostracism was positively associated with job tension, emotional exhaustion and depressed moods at work for male employees. Second, there was a stronger positive relationship between workplace ostracism and job tension, or emotional exhaustion for male employees with low, as opposed to those with high, levels of LMX.
Originality/value
This study is the first one to examine the moderating effect of LMX on the relationship between workplace ostracism and psychological distress of male employees.
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Alfred Presbitero and Mendiola Teng-Calleja
Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on…
Abstract
Purpose
Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on employees is limited. Hence, this study examines employee perceptions of AI and the consequent influences on employee job attitudes and career behaviors. Utilizing the career self-management perspective, the authors explore the mechanisms related to employee perceptions of AI and potential career exploration behaviors.
Design/methodology/approach
The authors tested several hypotheses using employee survey data (N = 345 call center agents) collected from a firm that recently integrated AI in their operations. The authors collected data on four occasions (one-week intervals between data collection) to determine employee perceptions of AI taking over jobs (Time 1); job insecurity (Time 2); psychological distress (Time 3); and career exploration behavior (Time 4).
Findings
The findings reveal that perceptions of AI taking over jobs are significantly associated with higher career exploration behaviors. In addition, the authors found job insecurity and psychological distress as pathways that explain why employees having perceptions of AI taking over their jobs influences their career exploration behaviors.
Originality/value
These findings fill a gap in the literature by revealing how AI integration in the workplace, despite its many positive outcomes for organizations, can have a negative influence on employees. The negative employee perceptions of AI can lead to career exploration behaviors. From the career self-management perspective, the authors offer novel insights that have practical implications for talent management, particularly the need to communicate effectively to employees about AI integration in the workplace to avoid them feeling threatened and leaving their jobs.
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Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at…
Abstract
Purpose
Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at the practical and academic juncture.
Design/methodology/approach
The linear (structural equation modeling (SEM)) and non-linear (artificial neural network (ANN)) techniques were applied to the survey data from a sample of Nigerian health workers (n=447) to investigate the relationships between the aforementioned variables.
Findings
The results from SEM and ANN revealed that work-family conflict (WFC), family-work conflict, supervisor incivility and coworker incivility have positive impacts on psychological distress. A multi-group moderation analysis suggests that women were more likely to experience psychological distress.
Originality/value
The work-family interference and incivility are pervasive and gendered problems in the workplace. This paper strives to enhance the understanding of the nature of the relationship in an African work setting. The implications for making the workplace better and safer are discussed.
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