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Article
Publication date: 2 November 2023

Majid Ghasemy and Lena Frömbling

Guided by the affective events theory (AET), the purpose of this paper was to explore the impact of interpersonal trust in peers, as an affective work event, on two affect-driven…

Abstract

Purpose

Guided by the affective events theory (AET), the purpose of this paper was to explore the impact of interpersonal trust in peers, as an affective work event, on two affect-driven behaviors (i.e. job performance and organizational citizenship behavior toward individuals [OCBI]) via positive affect during the Covid-19 pandemic, particularly in the Asia–Pacific region.

Design/methodology/approach

This study is quantitative in approach, and longitudinal survey study in design. The authors collected data from lecturers in 2020 at the beginning, at the end and two months after the first Covid-19 lockdown in Malaysia. Then, the authors utilized the efficient partial least squares (PLSe2) estimator to investigate the relationships between the variables, while also considering gender as a control variable.

Findings

The findings show that positive affect fully mediates the relationship between interpersonal trust in peers and job performance and partially mediates the relationship between interpersonal trust in peers and OCBI. Given that gender did not demonstrate any significant relationships with interpersonal trust in peers, positive affect, job performance and OCBI, the recommended policies can be universally developed and applied, irrespective of the gender of academics.

Originality/value

This research contributes originality by integrating the widely recognized theoretical framework of AET and investigating a less explored context, specifically the Malaysian higher education sector during the challenging initial phase of the Covid-19 pandemic. Furthermore, the authors adopt a novel and robust methodological approach, utilizing the efficient partial least squares (PLSe2) estimator, to thoroughly examine and validate the longitudinal theoretical model from both explanatory and predictive perspectives.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 9 June 2023

Feng Wang, Zihui Zhang and Wendian Shi

Work and leisure, as important activity domains, play important roles in the lives of individuals. However, most previous studies focused on only the interference and negative…

Abstract

Purpose

Work and leisure, as important activity domains, play important roles in the lives of individuals. However, most previous studies focused on only the interference and negative effects of work on leisure, with little focus on the facilitation of work and the positive effects of work on leisure. In view of the shortcomings of previous studies, this study focuses on the facilitation effect of work on leisure and its impact on individual psychology. This study aims to explore the relationship between work–leisure facilitation (WLF) and turnover intention and the role of positive emotions and perceived supervisor support in this relationship.

Design/methodology/approach

In this study, the method of multipoint data collection was adopted to measure the subjects; 180 employees were sampled for 5 consecutive working days, and a multilevel structural equation model was established for analysis.

Findings

The results show that WLF is negatively related to turnover intention, and positive emotions play a mediating role in this relationship. Perceived supervisor support significantly positively moderates not only the relationship between WLF and positive emotions but also the indirect effect of WLF on turnover intention through positive emotions.

Originality/value

Based on affective events theory, this study explored the relationship between WLF and turnover intention and its mechanism by using the daily diary sampling method for the first time, to the best of the authors’ knowledge. The results not only deepen the understanding of affective events theory but also provide management suggestions for reducing employees’ turnover intentions.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 27 December 2022

Ana Junça Silva

Human–animal interactions (HAIs) have been found to have an extensive and significant influence on individuals' well-being and health-related outcomes. However, there are few…

Abstract

Purpose

Human–animal interactions (HAIs) have been found to have an extensive and significant influence on individuals' well-being and health-related outcomes. However, there are few studies that examine this influence on work-related contexts, such as teleworking. In this study, the author relied on the affective events theory to examine the effect of daily HAI on employees’ daily work engagement and the underlying mechanisms (daily affect ratio and state mindfulness), by resorting to a daily diary study.

Design/methodology/approach

To test the hypotheses, the author collected daily data during five consecutive working days with pet owners (N = 400 × 5 = 2,000).

Findings

Multilevel results showed that interacting with pets during the working day was positively associated with daily work engagement, but this positive relationship was stronger for individuals with lower levels of mindfulness. Further analyses showed that the daily affect ratio mediated the moderating effect of mindfulness on the relationship between daily interactions with pets and daily work engagement.

Practical implications

These findings provide strong support for the proposed mediated moderation model; indeed, positive affect and mindfulness help to explain the positive effect of HAIs on work engagement. Hence, managers may consider the adoption of teleworking, even in a hybrid format for those workers who own pets, because interacting with pets may be a strategy to make them feel more positive and, in turn, more enthusiastic, dedicated and absorbed in their work.

Originality/value

This study is one of the first studies to demonstrate the importance of adopting pet-friendly practices, such as allowing pet owners to telework, as a way to promote daily work engagement.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 16 November 2023

Ibeawuchi K. Enwereuzor, Amuche B. Onyishi and Fumnanya Ekwesaranna

Supervisory abuse is a form of destructive leadership. Research has continued to document many deleterious consequences associated with such improper behavior at work. This study…

Abstract

Purpose

Supervisory abuse is a form of destructive leadership. Research has continued to document many deleterious consequences associated with such improper behavior at work. This study further extends its consequences by testing a model linking abusive supervision to job apathy through a climate of fear.

Design/methodology/approach

This study drew on affective events theory in investigating the role of the climate of fear in instances where casual workers perceive abuse in commercial banks. A three-wave and three-week time lag approach was adopted for data collection from 245 casual workers in southeastern Nigeria.

Findings

Results from partial least squares structural equation modeling supported the model by showing that abusive supervision had a direct positive relationship with the climate of fear and job apathy, while the climate of fear related positively to job apathy. Results also revealed that the climate of fear partially mediated the relationship between abusive supervision and job apathy.

Practical implications

Managers can be trained to become more supportive and less abusive to address the problem of abusive supervision. Furthermore, casual workers are encouraged to report any abuse from their manager to higher authorities inside or outside their workplace.

Originality/value

This study sheds new insights and advances the abusive supervision literature by investigating the climate of fear as the underlying mechanism.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 29 September 2023

Kingsley Konadu, Abigail Opoku Mensah, Samuel Koomson, Ernest Mensah Abraham, Joshua Amuzu and Joan-Ark Manu Agyapong

Senior executives and leaders of public sector institutions (PSIs) are responsible for the development, preservation or restoration of employee integrity (EI). This conceptual…

Abstract

Purpose

Senior executives and leaders of public sector institutions (PSIs) are responsible for the development, preservation or restoration of employee integrity (EI). This conceptual paper aims to address the direct impact of EI on work performance (WP). It also explores the interceding effects of job satisfaction (JS) and employee organisational identification (OI) and the context-conditional impact of purposeful leadership (PL).

Design/methodology/approach

This research builds a research framework coupled with suppositions by integrating literature from both theoretical and empirical works in the fields of integrity management, human resource management, performance management and leadership using a systematic literature review approach. Firstly, the authors explicitly express the authors’ list of goals through replicable design. Secondly, the authors find all research papers that would satisfy the requirements for inclusion. Thirdly, the authors evaluate the truthfulness of the results from the incorporated research, and, finally, the authors offer a summary and synthesis of the features and outcomes of the incorporated research.

Findings

This study finds that EI will be favourably linked to WP, and this encouraging connection will be favourably interceded by JS and OI, both independently and together. Also, PL will favourably moderate the EI–JS connection as well as the EI–OI linkage.

Research limitations/implications

This study provides a novel framework for specialists and academics in four multidisciplinary fields for improving the EI and WP of employees using JS and OI as strategic devices. It also considers the conditional influence of PL, which has been underexploited in the academic sphere. Thus, this research sets the stage for forthcoming academics to investigate this research framework empirically in diverse PSIs worldwide.

Practical implications

To guarantee that PSIs draw, grow and preserve workers who symbolise the beliefs of the institution, their leadership must uphold a “values-grounded approach” to all facets of its human resource practises – comprising recruitment, performance appraisals, training, leadership development platforms and promotions.

Social implications

This study reveals the importance of improving integrity in PSIs and the diverse mechanisms through which EI translates into WP. It also highlights the possible benefits that purposeful leaders can offer as well as the problems that they can potentially help mitigate.

Originality/value

This research adds to the sparse literature on the construct of PL within PSIs’ settings and offers a new conceptual model for boosting employee WP through the facilitating roles of JS and OI, both separately and together.

Details

International Journal of Ethics and Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9369

Keywords

Article
Publication date: 19 June 2023

Abraham Ato Ahinful, Abigail Opoku Mensah, Samuel Koomson, Felix Kwame Nyarko and Edmund Nkrumah

The “United Nations' Sustainable Development Goal” 9 seeks to “… foster innovation” in all sectors of an economy. Thus, this conceptual piece addresses the indirect effect of…

Abstract

Purpose

The “United Nations' Sustainable Development Goal” 9 seeks to “… foster innovation” in all sectors of an economy. Thus, this conceptual piece addresses the indirect effect of innovative behaviour (INB) between total quality management (TQM) and innovation performance (INP). It further explores the context-contingent effect of four external factors [government regulation (GOV), market dynamism (MKD), competitive intensity (CMP) and technological turbulence (TUR)] on the TQM–INB linkage.

Design/methodology/approach

By incorporating both theoretical and empirical works in the fields of strategic management, innovation and business performance, this conceptual piece constructs a conceptual model, using a systematic literature review, alongside suppositions that can be tested in further studies.

Findings

This conceptual piece puts forward that TQM will be favourably connected to INP, and this favourable association will be mediated by INB. Moreover, GOV, MKD, CMP and TUR will have a favourable context-contingent effect on the favourable direct connection between TQM and INB.

Research limitations/implications

This conceptual piece affords suggestions for both practitioners and researchers alike in the areas of innovative and strategic decision-making in banking establishments for reinforcing INP by introducing TQM, INB, GOV, MKD, CMP and TUR as innovative-strategic tools. It also delivers suggestions for forthcoming academics to examine this conceptual piece, empirically, in diverse banking sites worldwide.

Practical implications

Practical lessons for managers, employees, customers and consultants within the banking sector for the superior advantage of all key stakeholders are deliberated.

Originality/value

This study provides a new model to demonstrate how TQM leads to INP by passing through INB of employees, and how TQM fosters INB under diverse degrees of GOV, MKD, CMP and TUR. It shows how internal factors (7 TQM dimensions) and external factors (GOV, MKD, CMP and TUR) interact to foster employee INB. It also underscores the theoretical authority of three theories utilised, both individually and in combination, by using them to explain new relationships.

Details

The TQM Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2731

Keywords

Article
Publication date: 17 January 2024

Raiswa Saha, Sakshi Ahlawat, Umair Akram, Uttara Jangbahadur, Amol S. Dhaigude, Pooja Sharma and Sarika Kumar

The study aims to examine the conceptualization of online abuse (OA) and identifies theories, countries of research, top-cited articles, methodologies, antecedents, mediators…

Abstract

Purpose

The study aims to examine the conceptualization of online abuse (OA) and identifies theories, countries of research, top-cited articles, methodologies, antecedents, mediators, outcomes and moderators of OA and future research opportunities. Two research questions are addressed. How have the past studies on OA progressed regarding theories, context, characteristics and methodology? What future research opportunities can be done in this area?

Design/methodology/approach

This study systematically reviews, synthesizes and integrates OA literature using the well-recommended preferred reporting items for systematic reviews and meta-analyses (PRISMA) rules. The literature on OA was synthesized based on the Theory–Context–Characteristics–Methodologies (TCCM) framework given by Paul and Rosado-Serrano.

Findings

Through an examination of TCCM used in OA research, the review presents an all-inclusive and up-to-date overview of the research in this arena and sets a future research agenda to spur scholarly research. This systematic literature review has analyzed top-quality sample papers, published in the past decade. As a result, it contributes to a better understanding of this relationship by analyzing the different types of use and the value added to the shopping experience.

Originality/value

This study provides groundwork for researchers and promotes a deeper understanding of OA.

Details

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

Keywords

Article
Publication date: 13 February 2024

Thomas Quincy Wilmore, Ana Kriletic, Daniel J. Svyantek and Lilah Donnelly

This study investigates the validity of Ferreira et al.’s (2020) Organizational Bullshit Perception Scale by examining its distinctiveness from similar constructs (perceptions of…

Abstract

Purpose

This study investigates the validity of Ferreira et al.’s (2020) Organizational Bullshit Perception Scale by examining its distinctiveness from similar constructs (perceptions of organizational politics, organizational cynicism, procedural justice) and its predictive validity through its relations with important organizational attitudes (organizational identification) and behaviors (counterproductive work behavior and organizational citizenship behavior). This study also examines the moderating effects of honesty–humility on the relations between organizational bullshit perception and the outcomes of counterproductive work behavior, organizational citizenship behavior and organizational identification. Finally, this study examines the incremental validity of organizational bullshit perception in predicting counterproductive work behavior, organizational citizenship behavior and organizational identification above and beyond similar constructs in an exploratory fashion.

Design/methodology/approach

Survey data were collected from a sample of working adults online via Amazon’s Mechanical Turk platform across two waves (final N = 323 for wave 1 and 174 for wave 2), one month apart.

Findings

The results indicate that organizational bullshit perception, as measured by Ferreira et al.’s (2020) scale, represents a distinct construct that has statistically significant relations with counterproductive work behavior, organizational citizenship behavior and organizational identification, even after controlling for procedural justice, organizational cynicism and perceptions of organizational politics. The results, however, showed no support for honesty–humility as a moderator.

Practical implications

These findings suggest that organizations can benefit from assessing and working to alleviate their employees’ perceptions of organizational bullshit. This construct predicts behaviors and attitudes important for organizational functioning.

Originality/value

This study adds to Ferreira et al.’s (2020) original work by demonstrating organizational bullshit perception’s distinctiveness from existing constructs in the literature and its implications for organizations and their employees.

Article
Publication date: 2 November 2023

Rimsha Iqbal, Khurram Shahzad and Richa Chaudhary

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and…

Abstract

Purpose

Drawing on affective events theory (AET), this study aims to examine how green human resource management (GHRM) practices influence employees' environmental commitment (EEC) and organizational citizenship behavior for the environment (OCBE) through the mediating role of harmonious environmental passion (HEP).

Design/methodology/approach

Time-lagged and multisource data were collected from employee–coworker dyads (n = 231) working in manufacturing companies. The data were analyzed using the partial least squares (PLS) structural equation modeling (SEM) technique.

Findings

Results revealed that GHRM practices predicted both EEC and OCBE significantly. Further, HEP partially mediated the relationship of GHRM practices with EEC and OCBE.

Originality/value

This study provides new insights towards the unattended affective processes that underlie the link between GHRM practices and green employee outcomes through a coherent theoretical lens of AET. It spotlights that implementing GHRM practices as a strategic choice helps evoke HEP among employees, which is an essential determinant of employees' eco-friendly attitude and behavior.

Article
Publication date: 29 January 2024

Kareem M. Selem, Muhammad Haroon Shoukat, Ali Elsayed Shehata, Muhammad Shakil Ahmad and Dogan Gursoy

This paper highlights the effects of supervisor bullying (SBL) on work–family conflict (WFC), employee voice behavior (EVB), working compulsively (WCO) and working excessively…

Abstract

Purpose

This paper highlights the effects of supervisor bullying (SBL) on work–family conflict (WFC), employee voice behavior (EVB), working compulsively (WCO) and working excessively (WEX), as well as the effects of WFC, EVB and WEX on employees' sleeping problems.

Design/methodology/approach

Data were gathered from 473 five-star hotel employees, and their responses were analyzed using AMOS v.23.

Findings

SBL significantly lowers EVB while significantly increasing WFC. SBL increases WEX and WCO levels, which may be considered a short-term positive outcome of SBL.

Originality/value

This paper will help improve understanding of employee reactions to an emotionally charged workplace occurrence.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

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