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With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility.

Survey data were collected from employees and their supervisors in Pakistani organizations.

An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors.

Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace.

This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.

This study is an inductive exploration of factors that are relevant to the inclusion and integration of immigrant workers in a Swedish workplace. The purpose of this paper is to examine the experiences of immigrant employees with other organisational actors at two senior nursing units in Sweden.

Results are drawn from the analyses of interviews with six female and three male immigrant nursing assistants living permanently in Sweden.

Trustful relationships with other organisational actors, during both formal and informal interactions, are considered essential facilitating inclusion of these immigrant workers. Immigrant workers experienced inclusion when they achieved language competence (or felt supported in their attempts to do so) and bridged cultural differences. The results also highlight conditions for interactions and leadership as factors influencing inclusion. In addition, inclusion implied acculturation or awareness of the values of native-born citizens.

The study suggests that immigrants’ relational dynamics with their colleagues are essential to inclusion, despite types of studies that focus mainly on the competences of leaders to manage diversity.

The results have implications for organisations’ development of a more democratic workplace with more inclusiveness and with satisfied employees.

The study gives voice to immigrant workers, which is rare in Swedish and international organisations that deal with the issue of immigrant integration in the workplace.

This article outlines the theoretical foundations of the research contributions of this edited collection about “Diversity and Discrimination in Research Organizations.” First, the sociological understanding of the basic concepts of diversity and discrimination is described and the current state of research is introduced. Second, national and organizational contextual conditions and risk factors that shape discrimination experiences and the management of diversity in research teams and organizations are presented. Third, the questions and research approaches of the individual contributions to this edited collection are presented.

Improving indoor environmental conditions and, thus, health standards will have a direct impact on the performance of the employees and, thus, organisations and on the wealth of the community. The indoor air quality, lighting, ergonomics, acoustics and health complaints scales are widely used to determine building performance levels. The research model was tested using responses from 362 employees in 25 diverse hospitals. The results indicate that building comfort level assessments play a critical role in influencing the health complaints and building general sufficiency level judgements of the employees. These judgements differ from each other for the hospital groups classified according to the ownership criteria. This study will support a better evaluation of development policies of workplace environmental conditions by managers.

It is estimated that we spend at least a third of our working lives in the workplace and the duration of this, due to the extension of working lives through legislative changes and increased pension ages, is set to increase. Ageing of the workforce is a growing concern but health and safety issues cannot be used as an excuse for not employing older workers. A healthy workplace is one where the risks are managed and where workers and their managers work together to improve the work environment and protect the health of the workers. Furthermore, linking this to personal health resources and the local community can improve the health of all involved. Within the workplace this includes both the psychosocial and physical work environment. To create a healthy workplace there is a need to ensure risk management measures are in place and our older workers participation in risk assessment and risk reduction programmes. In addition to this, targeted occupational health promotion programmes may be beneficial. There are few integrated policies with regard to age and work but research does identify good practice, including participation of employees in change measures, senior management commitment and taking a life-course approach. While there are challenges in relation to age-related change, the work ability concept can improve understanding. The use of a comprehensive approach such as Age Management can help employers who have a critical role in making the workplace age-ready.

Since its publication in 1996, Affective Events Theory (AET) has come to be regarded as the seminal explanation for structure, causes and consequences of affective experiences at work. AET does not, however, elucidate why, how, and when objects and events in the workplace trigger moods and emotions which in turn influence cognitive and behavioral outcomes. Consequently, AET does not yet provide us with a theoretical basis upon which to predict the way in which contextual, cognitive, motivational, or individual factors might moderate the impact of workplace events on affective states and subsequent behavior. In this chapter, we outline the central tenets of AET, and review a model of the processes underlying AET, with a view to understanding individual differences in the manifestation and consequences of affect in the workplace.

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating role of psychological contract violation (PCV) in this relationship and the extent to which the mediation is moderated by workplace friendship.

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that workplace bullying positively correlated with silence (defensive, relational, and ineffectual silence). The hypothesized moderated mediation condition was supported as results suggest that PCV mediated the bullying-silence relationship and workplace friendship moderated this mediating pathway, i.e. indirect effects of workplace bullying on employee silence via PCV were weaker for employees with high workplace friendship.

A cross-sectional design, use of self-reported questionnaires, and gender-blind perspective to examine bullying are few limitations of this study.

This is the first study examining employee silence in response to workplace bullying and one of the few attempts to examine employees’ passive coping strategies in response to workplace mistreatment. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

A well-formulated and effectively implemented anti-bullying policy and management support may encourage employees to combat bullying by raising their voices against it.

This is the first study examining employee silence in response to workplace bullying. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Different types of barrier can impede the learning that is critical within workplaces that are complex and challenging. Firms that identify and successfully address these barriers become better placed to create conditions that are more conducive to workplace learning.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

With a basis in affective events theory, this study aims to investigate the mediating role of anger in the relationship between employees’ exposure to workplace bullying and their engagement in deviant behaviours, as well as the invigorating role of their neuroticism in this process.

Three-wave, time-lagged data were collected from employees and their peers in a sample of Pakistani organizations.

Workplace bullying spurs interpersonal and organizational deviance because it prompts feelings of anger in employees. This mechanism is more prominent among employees with high levels of neuroticism.

This study reveals that the experience of anger is a key feature by which bullying behaviours steer employees towards counterproductive work behaviours, and this harmful process is more likely to escalate when employees’ personality makes them more vulnerable to emotional distress.

Knowledge workers labor to meet their business goals with the support of practical information technology (IT) tools. IT advances can be organizational enablers, when aligned with business goals, and when selectively applied. Workplace leaders and their workers often experience a productivity paradox. This paradox forms an operational limit for current knowledge workers and organizational success. Performance management steps within a Balanced Scorecard (BSC) framework can help overcome workplace productivity paradoxes. The BSC frames and tabulates lagging and leading indicators of IT tools’ usage and soft skill engagements. These adaptive measures dashboard workplace progress and success for organizations of all sizes and in public and private sectors. Lessons can be learned from BSC deployment successes in several business sectors. Valued practices exist to pick / monitor / adapt organizational capability objectives, measures and HR initiatives. Can right IT tool(s) or application(s) help achieve aligned business goals? Yes. Certain IT applications can favorably frame learning and development (L&D) efforts and metrics for knowledge workers as most valuable players, or MVPs.How do knowledge workers and their business leaders manage and leverage these IT applications for employee L&D to improve organizational capabilities? How do they address and adapt to complex and chaotic business conditions, and manage disruptive technologies: a. Artificial Intelligence (AI), b. The Internet of Things (IoT), and c. Data Analytics? Prudent managers and workers can accommodate these conditions and disruptions with agile, productive BSC approaches to generate productivity-ware and to attain their aligned business goals.