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Article

Gökhan Kerse and Mustafa Babadag

The purpose of this paper is to define the outcomes of bullying at work. In that sense, the study tries to define the effect of bullying at work on work alienation and the…

Abstract

Purpose

The purpose of this paper is to define the outcomes of bullying at work. In that sense, the study tries to define the effect of bullying at work on work alienation and the roles of political behavior perception and organizational alienation in this effect.

Design/methodology/approach

The study collects data from lecturers from a university in Turkey by using questionnaires. Structural equation model is used to test hypotheses.

Findings

The findings of the study show that political behavior perception has a mediating role over the effect of bullying at work on work alienation, and also that organizational alienation has a mediating role over the effect of political behavior perception on work alienation.

Practical implications

The study confirms that perception of bullying at work is determinant on the level of work alienation; thus, it is important to minimize bullying perception. This study shows both researchers and organizations that further potential vital problems to arise as a result of bullying will diminish once bullying at work is decreased.

Originality/value

The research tries to define the consecutives of bullying within a multi-level point of view. Additionally, as per the authors’ knowledge, there are no other studies in the literature that handle the related variables altogether.

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Article

Anna Carmella G. Ocampo and Melissa Lopez Reyes

A positive perception of work helps counteract the stress and psychological loss because of non-optimal working conditions. This paper aims to hypothesize two pathways…

Abstract

Purpose

A positive perception of work helps counteract the stress and psychological loss because of non-optimal working conditions. This paper aims to hypothesize two pathways through which social-psychological resources in the workplace contribute to positive work perception: one pathway is direct and the other is through the mediating mechanism of youth’s internal resource.

Design/methodology/approach

Filipino working youth from a government program for out-of-school poor youth, or working students enrolled in a free night high school, completed pertinent scales of the Multicontext Assessment Battery of Youth Development.

Findings

Co-workers’ endorsement of work values and their joint exercise of resilience-building skills build youth’s positive work perception. Youth’s personal initiative contributes to their positive work perception by its direct influence and also by its mediating mechanism.

Research limitations/implications

The cross-sectional survey of this study does not allow for a definitive temporal progression from resources to positive work perception as does a longitudinal study.

Social implications

For poor working youth, the threats of a financially bleak future can be tempered by an attitude that recognizes work not only as financially necessary but also as beneficial to one’s growth. The social-psychological resources in the workplace and the youth’s emerging personal initiative jointly contribute to a positive perception of work.

Originality/value

The current research shifts the focus of analysis from disadvantageous employment conditions to the affective and motivational aspects of employment and uses the conservation-of-resources theory to plot the flow of resources from the workplace to the worker.

Details

Journal of Workplace Learning, vol. 28 no. 6
Type: Research Article
ISSN: 1366-5626

Keywords

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Article

Anna Frances Carmon and Judy C. Pearson

The purpose of this paper is to examine how family member employees’ communicative experiences within their families affect their perceptions of the workplace. The…

Abstract

Purpose

The purpose of this paper is to examine how family member employees’ communicative experiences within their families affect their perceptions of the workplace. The influence of family business employees’ perceptions of family communication patterns on family satisfaction, family involvement, and work involvement within their family businesses were explored.

Design/methodology/approach

A total of 138 family business employees, representing 81 family businesses, were surveyed. The questionnaire contained measures of family communication patterns, family involvement, work involvement, family satisfaction, as well as several demographic questions. Path modeling was used to analyze two proposed models of family involvement and work involvement.

Findings

Conversation orientation was related to perceptions of family satisfaction and perceptions of family satisfaction were related to perceptions of family involvement. While both proposed models were consistent with the data, no significant relationships were found between conformity orientation and perceptions of family satisfaction and between perceptions of family satisfaction and work involvement.

Originality/value

While not only exploring family business employees’ experiences through a unique communicative lens, this study also provides several practical implications for family business owners and managers.

Details

Journal of Family Business Management, vol. 3 no. 2
Type: Research Article
ISSN: 2043-6238

Keywords

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Article

Wenyuan Huang, Jie Shen, Chuqin Yuan and Min Li

How to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice…

Abstract

Purpose

How to foster voice behavior has always been a hot topic in organizational research; however, the mechanism through which performing decent work affects employee voice behavior remains to be fully understood. To address this deficiency, the current study investigates how basic need satisfaction may relate to perceived decent work and voice behavior and the moderating role of gender. Our research draws upon self-determination theory and social information processing theory.

Design/methodology/approach

The theoretical model was tested using two-wave investigation data collected from a sample of 349 employees and 85 supervisors in Southwest China.

Findings

Decent work perception was positively related to voice behavior, and this relationship was partially mediated by basic need satisfaction. In addition, the relationship between decent work perception and basic need satisfaction as well as the indirect effect of decent work perception on voice behavior via basic need satisfaction was stronger for men than for women.

Originality/value

This study highlights the pivotal roles of basic need satisfaction and gender in the consequences of decent work perception in the workplace. The authors provide new insights into the relationship between decent work perception and voice behavior and inspire scholars to elucidate other explanatory mechanisms in this link.

Details

Employee Relations: The International Journal, vol. 43 no. 1
Type: Research Article
ISSN: 0142-5455

Keywords

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Article

Karen A. Jehn, Frank R. C. De Wit, Manuela Barreto and Floor Rink

The purpose of this paper is to examine the effects of asymmetric perceptions of task conflict (i.e. one person experiencing more conflict than the other) on the…

Abstract

Purpose

The purpose of this paper is to examine the effects of asymmetric perceptions of task conflict (i.e. one person experiencing more conflict than the other) on the anticipated relationship with the partner, as well as subjective and objective performance.

Design/methodology/approach

In a 2 × 2 between-participants experimental design, we manipulated participants’ perception of task conflict (perceive task conflict vs does not perceive task conflict) and the perceptual conflict composition of their group (asymmetry vs symmetry). Participants were randomly allocated to each of the four experimental conditions. Eighty-four psychology students at a Dutch university participated (25 men and 59 women; average age = 21).

Findings

Results show that when individuals realize that they have asymmetric task conflict perceptions, they have lower expectations about having a positive relationship with their partner and perform worse compared to when they have symmetric task perceptions (i.e. both experiencing either low or high levels of conflict).

Originality/value

Past research on conflict has not often taken into account that individuals involved in a conflict can experience different amounts of conflict. By conducting an experimental study, in contrast to past research on conflict asymmetry, we can better understand the causal relationship between (a)symmetry of conflict and outcomes. We also provide insight into the mediating chain that examines how conflict asymmetry interferes with work processes and leads to negative work outcomes.

Details

International Journal of Conflict Management, vol. 26 no. 2
Type: Research Article
ISSN: 1044-4068

Keywords

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Article

Jill R. Helmle, Isabel C. Botero and David R. Seibold

The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in…

Abstract

Purpose

The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in the context of family firms has focussed on the effects that perceptions of balance can have on the emotional well-being of business owners and performance of the firm. Less attention has been given to understanding the factors affecting an owner's perceptions of work-life balance. This paper not only explores the antecedents of perceptions of work-life balance but does so with copreneurs, or couples who own and manage a firm.

Design/methodology/approach

Data for this study were collected using surveys. In all, 210 copreneurs with businesses in nearly 20 industries answered questions about their perceptions of work-life balance, work-life conflict (WLC), life-work conflict, communication practices, characteristics of their jobs, and spousal support.

Findings

WLC was negatively related to perceptions of work-life balance. Job involvement, flexibility at work, and permeability of communication were significantly related to perceptions of WLC. Interestingly spousal support did not affect individual perceptions of life-work balance, but had a direct influence on perceptions of work-life balance.

Research limitations/implications

The sample was not randomly selected, and participants were surveyed at only one point in time. Notwithstanding these limitations, the findings have implications for advancing research and theory in the areas of family business, work-life issues, and communication. While the paper focus on copreneurial firms, the findings may have implications for family firms and co-founded ventures.

Practical implications

The potential benefits of copreneurs’ increased awareness of these findings (from readings or through coaching) are important given prior research demonstrating that family to work conflict and work to family conflict affect the emotional well-being of family business owners, their satisfaction with work, and firm performance.

Originality/value

This project offers two important contributions to research in family firms. First, it focusses on copreneurial firms as a unique type of family firm which has the potential to shed light on the differences between family firms. Second, results from this study provide a picture of the predictors of work-life balance for couples who are firm owners.

Details

Journal of Family Business Management, vol. 4 no. 2
Type: Research Article
ISSN: 2043-6238

Keywords

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Article

Annelies E.M. van Vianen, Irene E. De Pater and Floor Van Dijk

The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.

Abstract

Purpose

The purpose of this article is to examine the relationship between work value PO fit with fit being operationalized as a same‐source or different‐source measure.

Design/methodology/approach

A sample of 94 employees from a company located in Curac¸ao completed a questionnaire in which they rated their personal work values, their perceptions of the work values of the organization, and their turnover intention.

Findings

The different‐source work value fit measure was significantly and more strongly related to turnover intention than the same‐source work value fit measure.

Research limitations/implications

This study underscores the need for a careful reflection on the content and operationalization of fit measures.

Practical implications

Managers are able to manage the fit of their employees by creating positive group level perceptions of the work environment.

Originality/value

This study examines the effects of different fit measures on individuals' turnover intention. Moreover, work values fit was investigated.

Details

Journal of Managerial Psychology, vol. 22 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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Article

Rachel E. Kane-Frieder, Wayne A. Hochwarter, Herlanda L. Hampton and Gerald R. Ferris

The purpose of this study is to investigate the role of subordinates' perceived supervisor political support (SPS) as a boundary condition capable of attenuating…

Abstract

Purpose

The purpose of this study is to investigate the role of subordinates' perceived supervisor political support (SPS) as a boundary condition capable of attenuating individuals' negative reactions to politics perceptions.

Design/methodology/approach

Data for this three-sample investigation were obtained from employees of a package distribution firm (n=144), employees of an engineering firm (n=187), and individuals attending a manufacturing-related professional conference (n=174). Data were analyzed using hierarchical moderated regression analyses.

Findings

Consistent with prior research, individuals' politics perceptions were directly associated with less than desirable workplace outcomes. However, individuals' who perceived their supervisors to provide them with SPS were less negatively affected by politics perceptions than their peers who perceived low levels of SPS.

Research limitations/implications

SPS appears to provide information to subordinates to aid in sensemaking such that they are better able to deal with requisite uncertainty associated with their political settings, and in doing so, SPS shifts their perceptions of the political environment from that of threat to potential benefit.

Originality/value

This investigation in one of a handful of studies to examine the other-benefitting role of political behavior as well as the conditions under which politics perceptions result in auspicious outcomes. Additionally, the manuscript is unique in that it introduces, conceptually delineates, and empirically evaluates a more active, behavioral form of supervisory support (i.e. SPS).

Details

Career Development International, vol. 19 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

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Book part

Katie James and Jody Clay-Warner

Research has not yet examined how paid labor performed at nontraditional hours may factor into women’s perceptions of the fairness of the division of household labor. Here…

Abstract

Purpose

Research has not yet examined how paid labor performed at nontraditional hours may factor into women’s perceptions of the fairness of the division of household labor. Here we specifically examine how being employed during nonstandard hours alters the relationship between the division of household labor and wives’ perceptions of the fairness of this division of labor.

Methodology/approach

We analyze data from the National Survey of Families and Households using multinomial logistic regression.

Findings

We find that over-work in household labor has a weaker effect on perceptions of unfairness for wives who work nonstandard hours than for wives who work standard hours. This interaction effect, however, is partially mediated by husbands’ time in feminine-type chores.

Research limitations/implications

The cross-sectional design does not allow us to draw causal conclusions. Future research would benefit by considering how movement in and out and nonstandard work affects perceptions of fairness of household labor.

Originality/value of the chapter

Our findings suggest that one way that the gender revolution has stalled is through women’s participation in the service economy since this participation is positively associated with their husbands’ hours in routine chores, which women particularly value. Thus, women may continue to perceive fairness in the home, despite objective inequality, because their husbands are spending more time in feminine-type chores, as necessitated by women’s participation in work at nonstandard times.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

Keywords

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Book part

Karen Snyder

This paper extends the behavioral ecology framework to predict how individuals perceive and evaluate risks. The perceptions of health and safety hazards for females, and…

Abstract

This paper extends the behavioral ecology framework to predict how individuals perceive and evaluate risks. The perceptions of health and safety hazards for females, and how those perceptions relate to resource security and resource acquisition are examined. Poverty and inequality affect the constraints and opportunities available for Hispanic women working in apple packing warehouses in Eastern Washington. Warehouse workers see the health and safety risks inherent in their work and view the hazards from their positions of relative vulnerability with respect to resources. They are active agents who evaluate their situations and work to provide secure resources for themselves and their offspring within the local political and socioeconomic context.

Details

Socioeconomic Aspects of Human Behavioral Ecology
Type: Book
ISBN: 978-1-84950-255-9

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