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Book part
Publication date: 16 May 2007

Jonathon R.B. Halbesleben and Anthony R. Wheeler

Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships

Abstract

Changing work/family dynamics and economic developments have made it more likely that an employee might work with a family member or spouse. Such working relationships offer a unique perspective by which to understand the work/family interface; however, relatively little research has explored the implications of working with family for employee stress and well-being. In this chapter, we review the existing research concerning stress associated with working with family. We integrate this research into broader demand/resource perspectives on employee stress and well-being, highlighting the manner in which working with family provides unique demands and resources through differences in work–family linking mechanisms. We conclude with suggestions for future research that might enhance our understanding of the work/family interface by considering the dynamics of working with family.

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Exploring the Work and Non-Work Interface
Type: Book
ISBN: 978-0-7623-1444-7

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Book part
Publication date: 30 June 2004

Lynn M Shore, Lois E Tetrick, M.Susan Taylor, Jaqueline A.-M Coyle Shapiro, Robert C Liden, Judi McLean Parks, Elizabeth Wolfe Morrison, Lyman W Porter, Sandra L Robinson, Mark V Roehling, Denise M Rousseau, René Schalk, Anne S Tsui and Linn Van Dyne

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial…

Abstract

The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relationships). Both sets of literatures are reviewed, and we argue for the need to integrate these literatures as a means for improving understanding of the EOR. Mechanisms for integrating these literatures are suggested. A subsequent discussion of contextual effects on the EOR follows in which we suggest that researchers develop models that explicitly incorporate context. We then examine a number of theoretical lenses to explain various attributes of the EOR such as the dynamism and fairness of the exchange, and new ways of understanding the exchange including positive functional relationships and integrative negotiations. The article concludes with a discussion of future research needed on the EOR.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

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Book part
Publication date: 16 August 2014

Wayne Tervo, L. Murphy Smith and Marshall Pitman

This study examines the influence of firm management’s ethical “tone at the top” (tone) and the working relationship of an auditor with his/her supervisor (senior) on the…

Abstract

This study examines the influence of firm management’s ethical “tone at the top” (tone) and the working relationship of an auditor with his/her supervisor (senior) on the auditor’s propensity to engage in an unethical, dysfunctional auditor behavior (DAB). Findings indicate that environmental factors influence the staff auditor’s decision of whether or not to follow a course of action suggested by the supervisor that is contrary to both the audit program and generally accepted auditing standards (GAAS). Specifically, auditors are influenced by the tone that the partner sets for the firm and by the working relationship that the staff auditor has with the supervising senior auditor. The results of this research have ramifications for the auditing profession, as they identify specific factors outside of auditing standards and beyond an auditor’s moral reasoning capabilities that can influence the acceptance of unethical, dysfunctional behavior.

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Research on Professional Responsibility and Ethics in Accounting
Type: Book
ISBN: 978-1-78190-845-7

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Book part
Publication date: 26 August 2010

Sergio Biggemann

This paper reports the results of a three-year-long research on business relationships, relying on qualitative data gathered through multiple-case study research of four…

Abstract

This paper reports the results of a three-year-long research on business relationships, relying on qualitative data gathered through multiple-case study research of four focal companies operating in Australia. The industry settings are as follows: steel construction, vegetable oils trading, aluminum and steel can manufacture, and imaging solutions. The research analyzes two main aspects of relationships: structure and process. This paper deals with structure describing it by the most desired features of intercompany relationships for each focal company. The primary research data have been coded drawing on extant research into business relationships. The main outcome of this part of the research is a five construct model composed by trust, commitment, bonds, distance, and information sharing that accounts for all informants’ utterances about relationship structure.

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Organizational Culture, Business-to-Business Relationships, and Interfirm Networks
Type: Book
ISBN: 978-0-85724-306-5

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Book part
Publication date: 27 July 2012

James K. Summers, Timothy P. Munyon, Annette L. Ranft, Gerald R. Ferris and M. Ronald Buckley

Executives exert a pervasive influence on the organizations they lead. As such, scholars have long considered how to calibrate the risks inherent in executive decision…

Abstract

Executives exert a pervasive influence on the organizations they lead. As such, scholars have long considered how to calibrate the risks inherent in executive decision making, often relying on incentives and compensation to calibrate executive risk behavior. However, there are shortcomings that reduce the efficacy of this approach, largely because incentives and compensation do not alter the work environment itself, which play a significant role influencing executive risk behavior. Consequently, in this chapter, we propose a conceptualization that integrates executive risk-taking with work design, framing three central features of the strategic leader job and work environment that may be manipulated to channel and shape executive risk-taking. Specifically, accountability, discretion, and relationships are proposed as the key higher-order characteristics of the executive work context, and they are examined with respect to optimal calibration in order to maximize both executive performance and well-being, as well as organizational coordination and control. Implications of this conceptualization and directions for future research are discussed.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78190-172-4

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Article
Publication date: 22 February 2020

Stella Ngozi Anasi

The purpose of this study is to investigate the composite influence of perceived work relationship, work load and physical work environment on the job satisfaction of…

Abstract

Purpose

The purpose of this study is to investigate the composite influence of perceived work relationship, work load and physical work environment on the job satisfaction of librarians in South-West, Nigeria.

Design/methodology/approach

The study adopted a descriptive survey design. A multi-stage sampling technique was used for this study. The instrument used for data collection was a self-structured questionnaire, and a total of 102 academic librarians responded to the questionnaire. Descriptive and inferential statistics were used for data analysis.

Findings

The results indicate that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction. Among the variables examined, workload is not a statistically significant predictor of the job satisfaction of librarians, but work relationship and work environment have a statistically significant relative effect on the job satisfaction of librarians.

Research limitations/implications

Further studies should evaluate the causal link between work relationships, work load and work environment on job satisfaction using randomized control.

Practical implications

The important result in this study is that there is a significant linear relationship among work relationship, workload, work environment and job satisfaction; therefore, if these factors are adequately taken care of, there will be increased employee motivation, reduced staff turnover and increased job satisfaction among librarians in Nigerian universities. The university library management could take advantage of workshops and seminars on how to build and maintain work relationship and work environment (hygiene factors) to improve employees’ job satisfaction. The seminars and workshop will increase the knowledge of university library management on how to develop coherent friendly co-workers policy practices and workload policy practices to enhance the job satisfaction of librarians in public universities in Nigeria. Librarians should be assigned tasks that are moderately demanding because both overload and under load could lead to job dissatisfaction. Regarding research, this study offered a basis for a continuing debate on work relationship, organizational relationships, work environment, work load and job satisfaction.

Originality/value

Despite the growing global concern for workers well-being in organizations, not much attention has been given to the influence of workplace relationship, work load and work environment on the job satisfaction of librarians in Nigeria. Thus, the results of this research contribute to the body of knowledge regarding job satisfaction among librarians and provide significant evidence on the influence of work relationship, work load and work environment on the job satisfaction of librarians.

Details

Global Knowledge, Memory and Communication, vol. 69 no. 6/7
Type: Research Article
ISSN: 2514-9342

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Article
Publication date: 19 June 2007

A.G. Sheard and A.P. Kakabadse

This monograph seeks to summarise the key influences of a role‐based perspective on leadership when making decisions as to how organisational resources can best be deployed.

Abstract

Purpose

This monograph seeks to summarise the key influences of a role‐based perspective on leadership when making decisions as to how organisational resources can best be deployed.

Design/methodology/approach

Application of new frameworks provides insight into the leadership roles executives can adopt when part of formal, informal and temporary groups within the organisation's senior management team and those parts of the organisation for which they are responsible. The methodology adopted is qualitative, focusing on application of previously developed frameworks.

Findings

Adoption of an appropriate leadership role, and the timely switch from one role to another as circumstances change, are found to facilitate improvement in the ability of executives to mobilise organisational resources, and in so doing effectively address those challenges with which the organisation is faced.

Research limitations/implications

A one‐organisation intensive case study of a multinational engineering company engaged in the design, development and manufacture of rotating turbomachinery provides the platform for the research. The research intent is to validate two frameworks in a different organisation of a similar demographic profile to those in which the frameworks were developed. The frameworks will require validating in organisations of different demographic profiles.

Practical implications

The concepts advanced, and implications discussed, provide an insight into the role‐based nature of leadership. The practical steps individual executives can take to develop their ability to adopt different leadership roles are highlighted.

Originality/value

This monograph is an investigation into, and study of the contribution of theory that provides insight into, the process by which executives effectively mobilise organisational resources. This differs from the original contributions to theory, which focused on methodology, data gathering and validation in contrast with the current study that is focused on practical application.

Details

Journal of Management Development, vol. 26 no. 6
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 1 May 2000

Monica C. Higgins

The context of the present study is the early careers of lawyers. I examine if and how receiving “more” mentoring – in terms both of number of relationships and amount and…

Abstract

The context of the present study is the early careers of lawyers. I examine if and how receiving “more” mentoring – in terms both of number of relationships and amount and type of assistance received – affects individuals’ satisfaction at work. Results suggest that the more developmental relationships an individual has and the more developmental assistance he or she receives, the greater will be his or her work satisfaction. Findings also suggest, however, that receiving a high amount of psychosocial assistance from just one person, who is not necessarily of higher status, is associated with high work satisfaction. Practical implications and suggestions for future research that explores the effects of multiple developmental relationships in other contexts are discussed.

Details

Journal of Management Development, vol. 19 no. 4
Type: Research Article
ISSN: 0262-1711

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Book part
Publication date: 24 July 2020

Lillian T. Eby, Melissa M. Robertson and David B. Facteau

Interest in employee mindfulness has increased dramatically in recent years, fueled by several important conceptual articles, numerous studies documenting the benefits of…

Abstract

Interest in employee mindfulness has increased dramatically in recent years, fueled by several important conceptual articles, numerous studies documenting the benefits of mindfulness for employee outcomes, and the adoption of mindfulness-based practices in many Fortune 500 organizations. Despite this growing interest, the vast majority of research on employee mindfulness has taken an intrapersonal focus, failing to appreciate the ways in which mindfulness may enhance work-related relational processes and outcomes. The authors explore possible associations between mindfulness and relationally oriented workplace phenomena, drawing from interdisciplinary scholarship examining mindfulness in romantic relationships, child–parent relationships, patient–healthcare provider relationships, and student–teacher relationships. A framework is proposed that links mindfulness to three distinct relationally oriented processes, which are expected to have downstream effects on work-related relational outcomes. The authors then take the proposed framework and discuss possible extensions to a variety of unique workplace relationships and discuss critical next steps in advancing the relational science of mindfulness.

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Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80043-076-1

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Book part
Publication date: 15 July 2009

Abraham Carmeli

Theory suggests that a person who is vital is energetic and fully functioning. Although researchers have recently directed increased attention to studying factors that…

Abstract

Theory suggests that a person who is vital is energetic and fully functioning. Although researchers have recently directed increased attention to studying factors that facilitate or undermine vitality, this subject of inquiry is in its early stages, particularly in work settings. One critical social factor impacting vitality may be interpersonal relationships. This study examines how interpersonal relationships between co-workers affect employee vitality and job performance. Results of a study on 147 employees in work organizations indicate that both the capacities and experiences of high-quality relationships are positively associated with feelings of vitality, which, in turn, result in enhanced job performance.

Details

Emotions in Groups, Organizations and Cultures
Type: Book
ISBN: 978-1-84855-655-3

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