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Article
Publication date: 3 October 2023

Randi L. Sims, Tais S. Barreto, Katelynn M. Sell, Eleanor T. Lawrence and Paul Seymour

The purpose of this study is to investigate the role of trust, informational support and integrative behaviors in the effective outcomes of peer conflict in the workplace.

Abstract

Purpose

The purpose of this study is to investigate the role of trust, informational support and integrative behaviors in the effective outcomes of peer conflict in the workplace.

Design/methodology/approach

Deidentified secondary data were provided by a human resource management company that offers conflict resolution training. The authors studied a sample of 815 supervisors and middle-level managers (51% female; average age = 40) who reported their primary work experience was in the USA. Each respondent described a workplace conflict with a peer. A regression-based bootstrapping technique was used to test the hypothesized relationships between the constructs of trust, informational support, integrative behaviors and effective outcomes in peer conflict.

Findings

The relationship between trust and the use of integrative behaviors during peer conflict is conditional on the availability of informational support, such that those who solicit a third party’s views are more likely to exhibit integrative behaviors during the conflict under study, even at relatively lower levels of trust in the conflict relationship.

Originality/value

In this study, the authors add to social interdependence theory and the role of integrative behaviors by proposing the importance of interpersonal trust and informational support, which may reduce uncertainty during peer conflict. The authors also extend existing literature on cooperation, cooperative approaches to managing conflict and integrative behaviors in the workplace by examining peer-to-peer organizational conflict.

Details

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

Keywords

Article
Publication date: 29 August 2023

Randi L. Sims, William C. Hawks and Baiyun Gong

The purpose of this study is to investigate racial differences in the moderating role of factors linked with resilience on the relationship between economic stress and happiness…

Abstract

Purpose

The purpose of this study is to investigate racial differences in the moderating role of factors linked with resilience on the relationship between economic stress and happiness for Black and White residents of the USA.

Design/methodology/approach

Secondary data were downloaded from the World Values Survey Wave 7 for adult respondents living in the USA. The entire sample of respondents who self-identified as belonging to the Black race (n = 209) was statistically matched (based on sex – 50% male and average age – 39 years) with a similarly sized random sample of respondents who self-identified as belonging to the White race (n = 217).

Findings

The results suggest that economic stress had the potential to trigger a resilience response. However, the protective factors in the resilience process differed by race of the respondent. The relationship between economic stress and perceptions of neighborhood safety was conditional on level of control for the White sample. The relationship between economic stress and happiness for the Black sample was conditional on the importance of faith.

Originality/value

The study was able to demonstrate the importance of race-based contextual differences in the roles of faith and control in the resilience process. The findings also increase the understanding of how life circumstances and individual characteristics, including race, impact happiness and how much or little resilience may play a part in the achievement of happiness.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 29 May 2020

Darshana D. Palkar, Randi L. Sims and Emre Kuvvet

In this paper, the authors examine the association between a firm's geographical location and the value of its cash holdings.

Abstract

Purpose

In this paper, the authors examine the association between a firm's geographical location and the value of its cash holdings.

Design/methodology/approach

Following Loughran and Schultz (2005) and Nielsson and Wójcik (2016), the authors define firms as either geographically remote or geographically proximate based on their distance to areas that are either largely populated or concentrated in financial expertise. We also estimate the marginal value of cash using the model developed by Faulkender and Wang (2006).

Findings

The authors find that the marginal value of cash is $0.10–$0.16 lower in remotely located firms than in geographically proximate firms. The lower marginal value of cash is prominent among remotely located firms with greater severity of information asymmetry. Our findings support the view that the inability of shareholders to closely monitor how managers use of firm cash may increase the perceived conflicts of interest associated with managers' cash spending and decrease the value of cash.

Originality/value

Previous studies try to explain the cash holdings puzzle by attributing it to CEO overconfidence, external funding constraints, poor corporate governance, difference in corporate financial policy, poor investor protection, lack of firm diversification and large operating losses. This study contributes to the extant literature by offering new evidence of the role of geographic location on the value of cash holdings.

Details

Managerial Finance, vol. 46 no. 9
Type: Research Article
ISSN: 0307-4358

Keywords

Article
Publication date: 10 January 2020

Randi L. Sims and Ravi Chinta

Using Vroom’s expectancy theory of motivation as a theoretical basis, this study aims to test the relationship between female entrepreneurial efficacy, entrepreneurial ambition…

Abstract

Purpose

Using Vroom’s expectancy theory of motivation as a theoretical basis, this study aims to test the relationship between female entrepreneurial efficacy, entrepreneurial ambition and nascent entrepreneurial drive, accounting for the potential barriers of race and minority disadvantage.

Design/methodology/approach

The sample included 950 respondents comprising 213 Black women and 737 White women living in the state of Alabama, USA, who expressed an intention to starting their own business.

Findings

The results indicate that race and perceptions of minority disadvantage are perceived barriers in the mediated relationship between female entrepreneurial efficacy, entrepreneurial ambition and entrepreneurial drive. However, the findings suggest that, unlike race, minority disadvantage is not perceived as a significant factor in the mediated relationship between entrepreneurial confidence, entrepreneurial ambition and entrepreneurial drive.

Research limitations/implications

Limitations of this study include the lack of an experimental design and the use of cross-sectional data.

Practical implications

Results are discussed in terms of the context of the history of racial and gender discrimination within the state of Alabama, USA.

Social implications

The results show that the direct effects of minority disadvantage on entrepreneurial ambition are significantly higher for the Black women compared with the White women in our sample.

Originality/value

The results of this study show that the direct effects of minority disadvantage on entrepreneurial ambition are significantly higher for the Black women compared with the White women. For the subgroup of Black women, the greater the perception of minority disadvantage, the greater the entrepreneurial ambition reported.

Details

Gender in Management: An International Journal , vol. 35 no. 1
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 April 2006

Randi L. Sims

The current study aims to continue the investigation of cross‐cultural differences in attitudes towards business ethics.

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Abstract

Purpose

The current study aims to continue the investigation of cross‐cultural differences in attitudes towards business ethics.

Design/methodology/approach

The current study compares the results of the attitudes towards business ethics questionnaire (ATBEQ) reported in the literature for samples from Israel, South Africa, Turkey, the USA, and Western Australia with a new sample from Jamaica and West Indies (n=139).

Findings

The result indicate that, while there are some shared views towards business ethics across countries, significant differences do exist between Jamaica and three of the other countries in the study.

Research limitations/implications

This study is limited by the use of respondents who are employees as well as students and the use of secondary data that limit the selection of statistical testing.

Practical implications

As researchers continue to collect information concerning the ethical opinions of business people from varying countries, one's understanding of these cultural differences increases. This knowledge will help in reducing misunderstanding, aid in negotiation, and build trust and respect. This is especially important, given the continued growth of international business opportunities.

Originality/value

This paper specifically compares the attitudes of employees using the same survey instrument across six nations.

Details

Cross Cultural Management: An International Journal, vol. 13 no. 2
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 December 1998

Randi L. Sims

This study explores the relationship between conflicting ethical expectations and managerial attitudes. Using a sample of 107 managerial level employees, the findings indicate…

1400

Abstract

This study explores the relationship between conflicting ethical expectations and managerial attitudes. Using a sample of 107 managerial level employees, the findings indicate that as the perceived difference between formal and informal ethical expectations increases, intentions to turnover increase and job satisfaction, organizational satisfaction, and affective commitment decrease.

Details

Leadership & Organization Development Journal, vol. 19 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 1 July 1999

Randi L. Sims

As interest in the field of business ethics grows, so does the need for measures which can be utilized by a wide range of researchers. The purpose of this study is to research…

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Abstract

As interest in the field of business ethics grows, so does the need for measures which can be utilized by a wide range of researchers. The purpose of this study is to research ethical business scenarios which are useful in studying ethical decision making, six such dilemmas are presented. The preliminary analysis, utilizing 248 respondents employed in full‐time positions, indicates that overall the dilemmas do not simply measure demographic characteristics of the individual or organization, but instead measure actual differences in ethical decision making.

Details

Leadership & Organization Development Journal, vol. 20 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 20 January 2012

Randi L. Sims and Peng Sun

The purpose of this study was to investigate the relationship between witnessing workplace bullying behavior and employee attitudes and intentions to turnover.

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Abstract

Purpose

The purpose of this study was to investigate the relationship between witnessing workplace bullying behavior and employee attitudes and intentions to turnover.

Design/methodology/approach

A sample of 150 full‐time employees from two mid‐sized indigenous private manufacturing plants from the province of Henan, China were surveyed at a single point in time.

Findings

Findings indicate a negative relationship between witnessing workplace bullying and employee satisfaction and commitment. In addition, strain and satisfaction fully mediate the relationship between witnessing workplace bullying and employee intention to turnover.

Research limitations/implications

Given the link between witnessing workplace bullying and employee attitudes, it is important for Chinese managers to ensure that interactions with employees maintain a positive and professional tone.

Originality/value

The paper's findings suggest that it is not necessary for an employee to be the personal victim of bullying behavior, rather an employee need only be an observer of workplace bullying in order to experience increases in physical and emotional strain.

Details

Journal of Managerial Psychology, vol. 27 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 7 September 2015

Randi L. Sims and Jess J. Boytell

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a…

1009

Abstract

Purpose

The purpose of this paper is to test the relation between employee goal orientation and occupational withdrawal intentions and behaviors considering employee satisfaction a mediator in the relations.

Design/methodology/approach

Survey data were obtained from a sample of 241 licensed real estate professionals using a self-administrated questionnaire. Mediation hypotheses were tested using Smart PLS.

Findings

The results indicate that job satisfaction fully mediates the relation between learning goal orientation and occupational withdrawal intentions and behaviors. A direct positive relation was found between avoid goal orientation and occupational withdrawal intentions and behaviors.

Practical implications

Worker shortages in many occupations increases the importance of the ability to understand and predict occupational withdrawal behaviors.

Originality/value

This study adds to the literature by considering goal orientation as an individual employee characteristics central in predicting and understanding occupational attitudes and withdrawal intentions and behaviors.

Details

Leadership & Organization Development Journal, vol. 36 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 23 September 2013

Cynthia P. Ruppel, Randi L. Sims and Peter Zeidler

The purpose of this paper is to examine whether Western human resource (HR) theory is applicable to a call centre located in the Philippines. A call centre, due to the amount of…

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Abstract

Purpose

The purpose of this paper is to examine whether Western human resource (HR) theory is applicable to a call centre located in the Philippines. A call centre, due to the amount of emotional labour involved in this type of work, is an ideal environment to study stress related Western HR model where stress eventually leads to turnover. Turnover is a major concern in the call centre industry.

Design/methodology/approach

The authors tested a model linking work stress to job satisfaction, organizational commitment and intention to turnover using data collected from 439 employees in the Philippines. Both correlation analysis and partial least squares analysis were used to test the theoretical Western HR components both individually and holistically.

Findings

The findings indicate that these call centre employees reported emotional stress, leading to job dissatisfaction, reduced organization commitment and ultimately increased intention to turnover. Turnover is reported to be a serious and increasing problem in call centres and this research demonstrates the significant role of employee emotional stress.

Practical implications

An understanding of the applicability of Western HR theory in non-western countries is of interest to managers in non-western countries. It is important as economic development occurs in newly developing countries that managers understand which theories from developed nations will apply to facilitate their growth and success.

Originality/value

This paper addresses HR concerns both in a Pan-Asian country that is rapidly developing and in the call centre industry which is predicted to grow rapidly in future.

Details

Asia-Pacific Journal of Business Administration, vol. 5 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

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