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Open Access
Article
Publication date: 16 August 2019

Ahmed Mohammed Sayed Mostafa

The purpose of this paper is to examine the role of both supervisory abuse and moral efficacy in the weakening or strengthening of moral courage. The study also tests how the…

2153

Abstract

Purpose

The purpose of this paper is to examine the role of both supervisory abuse and moral efficacy in the weakening or strengthening of moral courage. The study also tests how the interaction between both could influence moral courage.

Design/methodology/approach

Cross-sectional data were collected from a sample of public hospital nurses in Egypt and structural equation modeling was used to analyse the data.

Findings

The study findings revealed that abusive supervision is negatively related to moral courage whereas moral efficacy is positively related to courage. Furthermore, moral efficacy moderates the abusive supervision-moral courage relationship in such a way that the negative association between abusive supervision and moral courage is reduced when moral efficacy is high.

Research limitations/implications

Because of the cross-sectional design of the study, inferences regarding causality cannot be made. Furthermore, more research is needed to identify whether the results of this study apply in other contexts.

Practical implications

Organizations should identify abusive supervisors and offer them abuse-prevention training to circumvent their hostile behaviour. Organizations should also try to consider follower moral efficacy when matching supervisors with followers.

Originality/value

The study addresses calls for research on the personal factors that could mitigate the undesirable effects of abusive supervision.

Details

PSU Research Review, vol. 3 no. 2
Type: Research Article
ISSN: 2399-1747

Keywords

Open Access
Article
Publication date: 19 October 2020

Hannah Vivian Osei, Felicity Asiedu-Appiah and Perpetual Akosuah Anyimaduah Amoah

A major paradigm shift focusing on the dark side of leadership has generated lots of concern for organizations as leadership has cascading effects on employees’ behaviour. This…

2504

Abstract

Purpose

A major paradigm shift focusing on the dark side of leadership has generated lots of concern for organizations as leadership has cascading effects on employees’ behaviour. This study aims to understand negative behaviours in the organization as a system of interrelated interaction initiated from the top which trickles down to employees.

Design/methodology/approach

Drawing on the theories of social exchange and norms of reciprocity, social learning and displaced aggression, this study models how and when abusive supervision relates to employees’ task performance. The model is empirically tested and extended to cover mediation and moderation processes. Drawing data from 218 bank supervisors and employees, this study uses the structural equation modelling to analyse a trickle-down model of abusive supervision.

Findings

Results from multi-waved, multi-sourced data indicated a mediating effect on the abusive supervision–performance relationships and provided support for employees’ guilt proneness and emotional dissonance as moderators. Overall, the results provided support for a moderated mediation relationship in the trickle-down model.

Originality/value

This study provides new knowledge into the potential boundary conditions of employees’ guilt proneness and emotional dissonance in affecting the relationship between abusive supervision, counterproductive work behaviour and task performance.

Open Access
Article
Publication date: 14 April 2022

Mohammad Ghazi Shahnawaz and Nasrina Siddiqi

With issues like increasing student dropout rates, low productivity and compromised quality, research in higher education is faced with a number of paralyzing challenges in India…

1667

Abstract

Purpose

With issues like increasing student dropout rates, low productivity and compromised quality, research in higher education is faced with a number of paralyzing challenges in India. This study aims to locate the role of toxic academic supervision in relation to decreased quality of research.

Design/methodology/approach

Following a sequential mixed method design, the research begins with a quantitative analysis, which is then followed by an in-depth qualitative exploration.

Findings

The results of mediation analysis in this study reveal that students who experience toxic research supervision have a weak sense of identification and are also poor at self-disclosure, which results in increased distress and reduced engagement and productivity. Moreover, identification and self-disclosure have also been found to partially mediate the relationship between toxic supervision and distress. Furthermore, a thematic analysis of this study provides a detailed behavioral profile of toxic academic supervisors and highlights the consequences of such supervision with regard to students' well-being and productivity.

Research limitations/implications

In terms of theoretical contributions, the study provides evidence that the concept of toxic leadership has applicability outside of the organizational context; in the educational sphere as well and that the toxic leadership scale can be successfully used to assess the severity of toxic supervision within the academic domain, and corrective actions can be taken to mitigate the effect of such supervisory style on students.

Practical implications

The study not only highlights the repercussions of toxicity in academia and higher education but also provides a detailed and in-depth description of the personality traits and behavioral idiosyncrasies of toxic supervisors, which can help in the early identification of toxic tendencies and can enable us to mitigate and prevent toxicity from the academic space and to ensure a conducive environment for students in higher education. Overall, the present research has important implications for researchers, academicians as well as policymakers.

Originality/value

The study is the first of its kind in terms of both, objective and methodology.

Details

Higher Education Evaluation and Development, vol. 17 no. 1
Type: Research Article
ISSN: 2514-5789

Keywords

Open Access
Article
Publication date: 4 October 2021

Manuela Schmidt and Erika Hansson

During the lengthy process of PhD studies, supervisory changes commonly occur for several different reasons, but their most frequent trigger is a poor supervisory relationship…

2675

Abstract

Purpose

During the lengthy process of PhD studies, supervisory changes commonly occur for several different reasons, but their most frequent trigger is a poor supervisory relationship. Even though a change in supervisors is a formal bureaucratic process and not least the students’ rights, in practice it can be experienced as challenging. Therefore, the purpose of this study is to explore how doctoral students experience a change in supervisory arrangements.

Design/methodology/approach

This study highlights the voices of 19 doctoral students who experienced at least one supervisory change during their doctoral studies.

Findings

The findings were structured chronologically, revealing the students’ experiences prior, during and after the changes. In total, 12 main themes were identified. Most of the interviewed students experienced the long decision-making processes as stressful, difficult and exhausting, sometimes causing a lack of mental well-being. However, once the change was complete, they felt renewed, energized and capable of continuing with their studies. It was common to go through more than one change in supervisory arrangements. Further, the students described both the advantages of making a change yet also the long-lasting consequences of this change that could affect them long after they had completed their PhD programs.

Originality/value

The study fulfills an identified need to investigate the understudied perspective of doctoral students in the context of change in supervisory arrangements. A change in the academic culture is needed to make any changes in supervisory arrangements more acceptable thus making PhD studies more sustainable.

Details

Studies in Graduate and Postdoctoral Education, vol. 13 no. 1
Type: Research Article
ISSN: 2398-4686

Keywords

Content available
Book part
Publication date: 23 July 2020

Abstract

Details

Advances in Accounting Behavioral Research
Type: Book
ISBN: 978-1-83867-402-1

Open Access
Article
Publication date: 10 May 2022

Shakil Adnan Malik, Samina Nawab and Khurram Shafi

The purpose of this study is to investigate the concept of vicarious moral cleansing and scrutinize whether unethical behavior of leaders initiate moral cleansing in subordinates…

2796

Abstract

Purpose

The purpose of this study is to investigate the concept of vicarious moral cleansing and scrutinize whether unethical behavior of leaders initiate moral cleansing in subordinates or not. This study also highlights a boundary condition under which employees are motivated to cleanse their moral self-image through increased organizational citizenship behaviors and decreased counterproductive work behaviors.

Design/methodology/approach

The study is quantitative based on hypothesis testing. By adopting convenience sampling technique, employees working at all managerial levels of service sector organizations were asked to fill out the questionnaires. Being a time-lagged study, data for independent variable (unethical leadership) and moderator (relational self-construal) were collected at T1, data for mediator (moral self-image) were collected at T2 and data for outcomes (OCBs, CWBs) were collected at T3 from same respondents. To rule out the possibility of common method bias and social desirability bias, a multi-wave design was adopted and respondents were asked to provide unique keys/IDs instead of their names.

Findings

This study investigated the impact that unethical leaders impose on employee self-concept. Moreover, this study also explored the motivational tendencies of moral self-image. Findings suggest that employees' desirable or undesirable behaviors against leader are dependent upon the perceptions related with their own role, self-image and perception of leader's integrity and intentions. Leader's unethicality is perceived threatening for their own moral self-image and they deal with it constructively. This study has laid the foundation for presence of vicarious moral cleansing in organizational setup, and it is advised that researchers must investigate this phenomenon in different settings to provide useful insights.

Research limitations/implications

Due to lack of resources, employing a pure longitudinal research design was not feasible, and therefore a time-lagged research design was used to gather data from only two cities of Pakistan. However, authors believe that a longitudinal research design, with data collection from a larger sample, will provide more fine-grained results. Secondly, use of perceived leader's integrity scale to measure unethical leadership is another limitation. Although the authors tried to address this issue by conducting an EFA and adopting only suitable items, yet a new scale which is able to measure the true essence of unethical leadership ought to be developed.

Originality/value

Use of moral self-image as an indicator of moral cleansing is an additional contribution of this study, as previous studies used levels of guilt as driving force behind moral cleansing and compensatory cleansing. Most of the studies on unethical leadership as well as moral cleansing took place in the Western context and scholars' stress that culture can substantially influence outcomes of these constructs. Thus, this study extends the literature on moral cleansing and moral self-regulation by developing and testing a model in cultural settings of Pakistan.

研究目的

本研究擬探討間接感受到的道德清洗 (以下簡稱間接道德清洗) 這個概念;研究亦會仔細審視領袖的不道德行為會否在其下屬間引起道德清洗。就此而言,本研究亦強調了一個邊界條件,在這邊界條件之下,僱員透過組織公民行為的增加,以及為工作目標帶來負面影響的工作行為的減少得到激勵,進而淨化他們的道德自我形象。

研究設計/方法/理念

本研究為一個基於假設檢定的量性研究;研究採用任意抽樣方法而進行。在服務業機構內不同管理階層工作的僱員被邀回答問卷;由於這是一個時滯研究,即使是同一的答覆者,IV (不道德的領導) 和仲裁人(關係型自我建構)的數據在T1收集,調解員 (道德自我形象) 的數據在T2收集,結果 (OCBs,CWBs) 的數據在T3收集,為了排除共同方法偏差和社會期許誤差的出現,研究採用多波浪設計,而且,答覆者必須提供獨一無二的密鑰或身份證明,而不是提供他們的名字。

研究結果

本研究探討了不道德的領袖對僱員自我概念的影響;研究亦探索了可能推動道德自我形象的因素。研究結果暗示、僱員會做對領袖而言可取的行為與否,全視乎他們如何看待自己的角色和自我形象,也視乎他們對領袖的誠信和動機有甚麼看法。領袖若不道德,這會被認為會對僱員的道德自我形象做成威脅,在這情況下,僱員會積極地應付這個威脅。本研究為在組織架構內存有間接道德清洗這個觀點打下基礎。今後的研究學者或許應就不同的環境、對這個現象進行探討和研究,以使我們能更深刻地瞭解這個課題。

研究的原創性/價值

從前的研究均採用內疚的程度、作為道德清洗和補償清洗背後的推動力 (Liao et al., 2018) 。本研究另外的貢獻在於採用了道德自我形象、作為道德清洗的指標。以前關於不道德領導以及道德清洗的研究,大多以西方國家為背景。研究學者均強調文化因素會很大程度地影響這些觀念帶來的結果;因此,本研究透過設計一個以巴基斯坦文化為背景的模型、並對其進行測試、來擴展有關道德清洗及道德自我調節的文獻。

Details

European Journal of Management and Business Economics, vol. 32 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

Open Access
Article
Publication date: 2 March 2023

Teresa Almeida, Nelson Ramalho and Francisco Esteves

Follower's individual differences have been receiving increased attention in studying destructive leadership because followers may enable or disable it. One of these yet…

1292

Abstract

Purpose

Follower's individual differences have been receiving increased attention in studying destructive leadership because followers may enable or disable it. One of these yet under-researched features is the role of followers' leadership coproduction beliefs (a role construal) in explaining their resistance to destructive leaders. Departing from the proactive motivation theory, this paper explores the robustness of coproduction beliefs by testing its ability to predict followers' resistance to destructive leaders across four situations – abusive supervision, exploitative leadership, organization directed behaviors and laissez-faire.

Design/methodology/approach

With a sample of 359 participants that answered a scenario-based survey, the present study tests the relationship between coproduction beliefs and resistance behaviors in the four mentioned groups, while controlling for alternative explanations. A multigroup analysis was conducted with PLS-SEM.

Findings

Constructive resistance is always favored by coproduction beliefs independently of the leader's type of destructive behavior. Dysfunctional resistance, however, is sensitive to the leader's type of destructive behavior.

Originality/value

This paper extends knowledge on the role of coproduction beliefs as an individual-based resource against destructive leaders.

Details

Leadership & Organization Development Journal, vol. 44 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 15 June 2020

Youngkeun Choi

Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link…

8824

Abstract

Purpose

Based on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.

Findings

The results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.

Originality/value

This study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

目的

以資源守恆論為基礎,本研究發展並測試了工作場所排斥與工作表現的關係。本研究假設感知組織支持會緩和工作場所排斥與主管評價的角色中的表現/組織公民行為之間的直接聯繫。

研究設計/方法/理念

就此而言,本研究採用了調查方法及多元回歸分析法。多源數據取自256名韓國人僱員及其主管。

研究結果

研究結果有以下的顯示:第一、工作場所排斥與主管評價的角色中的表現及組織公民行為有負相關的關係。第二、就工作場所排斥與主管評價的角色中的表現/組織公民行為的反向關連的關係而言,感知組織支持水平低的僱員,相對於水平高的僱員,呈現更強的負相關。

研究的原創性/價值

這是首個研究、去探討感知組識支持在工作場所排斥與主管評價的角色中的表現/組織公民行為間之關係上所起的調節作用。﹞

Details

European Journal of Management and Business Economics, vol. 29 no. 3
Type: Research Article
ISSN: 2444-8451

Keywords

Open Access
Article
Publication date: 11 October 2023

Wing-hong Chui, Henry Kao and Aaron H.L. Wong

The paper aims to recommend legal and regulatory reforms to better prevent child abuse in childcare institutions in Hong Kong.

1352

Abstract

Purpose

The paper aims to recommend legal and regulatory reforms to better prevent child abuse in childcare institutions in Hong Kong.

Design/methodology/approach

A summary of investigation report and news reports are referred to in describing the abuse incidents which occurred in a children’s residential home. Routine Activity Theory (RAT) is used as the framework for identifying the causes. Local and overseas legislation, regulations, case law, and policies are analysed to provide recommendations for reforms.

Findings

There are systematic failures such as workload issues, inadequate supervision, and the absence of continuing professional development (CPD) that contributed to the incidents. The regulations governing the operation of childcare centres and criminal laws against child abuse are long overdue for an update in Hong Kong. On the institutional side, this paper recommends enacting regulations that mandate CPD, lower the staff-to-child ratio, and strengthen the Social Welfare Department’s (SWD) supervisory powers over childcare centres. From the criminal law perspective, it is recommended that “reasonable chastisement” be abolished as a defence of corporal punishment, and that there be new offences for failure to report suspected child abuse incidents and causing or allowing the death/serious harm of a child.

Originality/value

The child abuse incidents, occurring in a childcare institution, have drawn wide public concern. Reform is required to protect vulnerable children and regain public confidence.

Details

Public Administration and Policy, vol. 26 no. 3
Type: Research Article
ISSN: 1727-2645

Keywords

Content available

Abstract

Details

Leadership & Organization Development Journal, vol. 20 no. 3
Type: Research Article
ISSN: 0143-7739

Keywords

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