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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.

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

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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.

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.

Higher education has experienced some significant changes over the past few years including a highly competitive landscape, use of new technology, managing COVID protocols and guiding students to resources that ensure their success. With prior research highlighting the changes in the workforce and poor working conditions of part-time faculty, this study aims to explore full-time perceptions of several employment-related variables to determine how these significant workplace changes have impacted them.

A mixed-methods approach is used. This includes a questionnaire being sent out via e-mail to faculty at a medium-sized, public, regional university located in the USA. This was sent through two separate listservs: full-time faculty listserv and part-time faculty listserv. The questionnaire included quantitative and qualitative questions. A one-way ANOVA was used to detect significant differences between the two groups of interest for the quantitative components. The qualitative portions of the questionnaire provided deeper insights into employee perceptions of their workplace.

This research uncovers some alarming trends for full-time faculty within higher education. Across several different employment variables, full-time faculty perceptions are significantly worse than part-time faculty. This includes work–family conflict, pay perceptions, compensation opportunities, online teaching experiences, overwhelming work activities, technology provided, travel funding provided, perceived satisfaction of a faculty advocate and perceived benefits of a faculty advocate. Qualitative and quantitative results support these findings and provide additional clarification as to why they have these negative workplace perceptions.

A convenience sample was used, where data was only gathered from one university. Future research could replicate finding with more universities varying in their make-up and location to determine if these results hold across the USA and internationally. Some measures did not use established scales in the literature, and some were single-item measures. Future research could replicate findings using established scales with multi-item measures to provide more confidence the results produced that are reliable and valid.

These results suggest alarming concerns for higher education institutions regarding their full-time faculty. Human resource managers and administrators at universities should respond to “the alarm” from this research and internal employee satisfaction surveys they have conducted with their employees. Changes should be made at higher education institutions to improve employee workplace perceptions in hopes of retaining valuable employees and improving worker morale to increase productivity. The recent workplace changes and challenges for full-time faculty are negatively impacting their workplace perceptions.

As a result of full-time faculty having significantly worse perceptions across all measured employment variables than their part-time colleagues, who already had poor perceptions, the authors may see more “good” employees leaving the industry for other more lucrative options. Others may become “dead wood” in the university and engage in “quite quitting” resulting in less productivity. With the tenure process protecting professors, this may result in universities being “stuck” with many unmotivated professors and hurt the quality of educational services provided. Some professors may even act out negatively toward the university. This could damage the quality of education provided at universities and perceptions of higher education by society.

To the best of the authors’ knowledge, this is the first study comparing full-time and part-time faculty workplace perceptions across several variables. After previous study has highlighted the poor work conditions and perceptions of part-time faculty, this study adds to the discussion showing that significant changes in the workplace have resulted in full-time faculty now perceiving their employment to be significantly worse than their part-time colleagues. This can have significant short-term and long-term ramifications for the industry that will make it more difficult for universities to attract talented individuals to choose a career in education and retaining their best workers based on current employment perceptions.

The purpose of this study is to assess the gender disparities in the workers' perception of whether “decent work” standards exist in their current job and workplace in the Egyptian context.

This study uses quantitative data. A survey was utilised to assess workers' perceptions of decent work. The sample was selected based on age as the study aims to measure gender disparities in the perception among Generation Y and Z. Frequency table for each question and independent sample T-test were utilised in order to compare the variable means between females and males and whether any of those means are significantly different from each other.

The key findings of this research show that women in Egypt believe they have fewer opportunity to progress professionally and raise their salaries than males, particularly in male-dominated fields like engineering, construction and information technology. Furthermore, the women surveyed, particularly working mothers, emphasised that they struggle with their workload and working time more than men, affecting their work–life balance. However, there was no significant disparity between men and women in the other aspects of decent work examined in this article, which included social protection, health and safety, and meaningful compensation.

To the best of authors’ knowledge, this study is among the first group of studies assessing the gender disparities in the workers' perception of whether “decent work” standards exist in the Egyptian workplace.

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.

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).

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).

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.

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.

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.

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.

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.

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.

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.

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.

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.

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

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

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

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

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.

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.

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.

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.

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).