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1 – 6 of 6Min Wan, Suzanne Zivnuska and Matthew Valle
The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also explored the…
Abstract
Purpose
The purpose of this study is to explore the mediating effect of moral disengagement in the relationship between mindfulness and unethical behaviors. The authors also explored the moderating effect of perceptions of politics on the mediational chain.
Design/methodology/approach
The authors administrated time-lagged surveys at two time periods separated by six weeks. Respondents were 206 full-time employees working in the USA. Hierarchical, moderated multiple regression analyzes were used to test the mediation and moderation effects.
Findings
Results showed that mindfulness reduced destructive deviant behavior and unethical pro-organizational behavior through moral disengagement and the mediation effects were weaker when employees’ perceptions of politics were stronger.
Research limitations/implications
The results indicate that mindfulness and perceptions of organizational politics combine to have profound impacts on employee unethical behaviors. Organizations seeking to minimize the occurrence of deviance and unethical behaviors may do well to support employee mindfulness and as well as minimizing organizational politics. The findings suggest that the political context has a negative impact on even the behavior of mindful employees. Therefore, building mindfulness while simultaneously reducing politics are equally important goals.
Originality/value
Our study extends the theoretical development of mindfulness research by examining the interactive effects of perceptions of organizational politics and mindfulness and broadens the theoretical rationale for explaining the linkages between mindfulness and unethical behaviors.
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Kenneth J. Harris, Ranida B. Harris, Matthew Valle, John Carlson, Dawn S. Carlson, Suzanne Zivnuska and Briceön Wiley
The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work…
Abstract
Purpose
The purpose of this study is to understand the impact of techno-overload and techno-invasion on work and family. Specifically, we focus on intention to turnover in the work domain, work-family conflict in the work-family domain, and family burnout in the family domain. Furthermore, this study examines the moderating role of entitlement, a personality variable, in this process.
Design/methodology/approach
Using a sample of 253 people who were using technology to complete their work over two time periods, the relationships were examined using hierarchical moderated regression analysis.
Findings
The results revealed that both techno-overload and techno-invasion were significantly related to greater turnover intentions, higher work-family conflict, and greater family burnout. In addition, entitlement played a moderating role such that those who were higher in entitlement had stronger techno-overload-outcome and technostress invasion-outcome relationships.
Practical implications
These findings may provide managers key insights to help manage employees, especially those with an inflated sense of entitlement, to mitigate the serious negative outcomes associated with techno-overload and techno-invasion. In particular, both techno- overload and techno-invasion had minimal impact on negative outcomes when employee entitlement was lower. However, when employee entitlement was higher, techno-overload and techno-invasion had considerable negative effects.
Originality/value
Due to the ubiquitous nature of information-communication technology (ICT) in organizations today, individuals often experience techno-overload and techno-invasion. This research utilized conservation of resources theory to examine these relationships. This study established the relationships of both techno-overload and techno-invasion with key organizational and family outcomes and points to the critical role of the personality variable, entitlement, in this process. The results provide theoretical and practical advancement in the role of technology with people in organizations today.
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Suzanne Zivnuska, K. Michele Kacmar and Matthew Valle
The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different…
Abstract
Purpose
The purpose of this paper is to explore the mechanisms underlying prevention-focus and promotion-focus, two distinct dimensions of regulatory focus undertaken to fulfill different goals. The authors explore distinct triggers (mindfulness and leader-member exchange (LMX)) and outcomes (role overload and burnout) of each.
Design/methodology/approach
The model is grounded in regulatory focus theory (Higgins, 1997), and is tested with data collected at two times from 206 full-time workers.
Findings
Findings revealed mindfulness was positively related to prevention- and promotion-focus, while LMX was positively related to only promotion-focus. Prevention-focus mediated the relationship between mindfulness and role overload and burnout, while promotion-focus mediated the relationship between both mindfulness and LMX and role overload, but not burnout.
Originality/value
This research expands the nomological network describing individual and dyadic antecedents to regulatory focus. It also explores the nature of the relationships between regulatory focus and career management consequences, and may allow us to offer useful advice for practicing managers trying to understand employee career trajectories.
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Suzanne Zivnuska, David J. Ketchen and Charles C. Snow
This paper analyzes the impact of the Converging Economy on the role and function of human resource management (HRM) practice and research. The forces driving convergence …
Abstract
This paper analyzes the impact of the Converging Economy on the role and function of human resource management (HRM) practice and research. The forces driving convergence - information technology, globalization, and the importance of human assets - are discussed and then related to both HRM practice and research. We identify and discuss nine cutting-edge practices that firms have developed to cope with the changes brought about by the Converging Economy. These practices have potential significance for managers and scholars alike: they may serve as exemplars for organizations needing to navigate the shifting terrain of the Converging Economy. After discussing these practical responses to the changing environment, we discuss several promising new ways to apply theory to this area as a guide for future HRM researchers.
Suzanne Zivnuska, K. Michele Kacmar, Merideth Ferguson and Dawn S. Carlson
Mindfulness is a well-studied phenomenon in many disciplines. Little is known about its impacts on employees at work. The purpose of this paper is to focus on mindfulness at work…
Abstract
Purpose
Mindfulness is a well-studied phenomenon in many disciplines. Little is known about its impacts on employees at work. The purpose of this paper is to focus on mindfulness at work, defined as a psychological state in which employees intentionally pay full attention to the present moment while executing job tasks. The research model, grounded in conservation of resources theory, depicts how mindfulness at work may help employees develop resources (work-family balance and job engagement) which may be associated with greater well-being (less psychological distress and more job satisfaction) and organizational attitudes (intent to turnover and affective commitment).
Design/methodology/approach
Using a sample of 503 full time employees, the authors test the model with structural equation modeling.
Findings
Results supported the full research model, suggesting that mindfulness at work is an important antecedent to resource accrual, well-being, and organizational attitudes. Mindfulness at work exerted direct and indirect effects on turnover intentions and affective commitment.
Research limitations/implications
The inclusion of job engagement as a mediator provides an interesting counterpoint and extension of prior studies suggesting that job engagement negates the effects of mindfulness on turnover intentions (Dane, 2014).
Practical implications
The research suggests that mindfulness at work is highly trainable and may enhance a variety of career outcomes.
Originality/value
This study extends emerging literature on mindfulness at work by offering a new scale grounded in established theory and the practice of mindfulness.
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Laura M. Arpan, Arthur A. Raney and Suzanne Zivnuska
This study employed a cognitive psychological approach to examining a little studied phenomenon – university image – among two groups of evaluators. The study found that different…
Abstract
This study employed a cognitive psychological approach to examining a little studied phenomenon – university image – among two groups of evaluators. The study found that different groups used different criteria when rating ten major US universities. Found to significantly predict the image of the universities among a sample of current university students were three factors: academic factors, athletic factors, and the extent of news coverage of the university. Found to significantly predict the image of the same universities among an adult, non‐student sample were four factors: a combined factor including all university attributes (including academic and athletic); the extent of news coverage; the education level of respondents; and the respondents’ level of sports fanship. Recent research in attitude structure is used to explain how different image criteria are recalled and employed by the different groups.
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