Charles A. Pierce and Herman Aguinis
We obtained questionnaire data from 465 employees to test a model containing hypothesized formation and impact factors from Pierce, Byrne, and Aguinis’s (1996) conceptual model of…
Abstract
We obtained questionnaire data from 465 employees to test a model containing hypothesized formation and impact factors from Pierce, Byrne, and Aguinis’s (1996) conceptual model of workplace romance. As predicted, results indicate that (a) employees’ attitudes toward romance and sexual intimacy at work and levels of perceived job autonomy are positively associated with their participation in a workplace romance; and (b) employees’ participation in a workplace romance is positively associated with their levels of job satisfaction and, to a lesser degree, organizational commitment. Employees’ participation in a workplace romance was not, however, predictive of their levels of job performance or intrinsic work motivation. We discuss implications for future workplace romance research.
Details
Keywords
Charles A. Pierce, Ivan S. Muslin, Chantay M. Dudley and Herman Aguinis
We reviewed U.S. federal and state sexual harassment court cases involving a prior workplace romance between the plaintiff and alleged harasser. Results of our content analysis…
Abstract
We reviewed U.S. federal and state sexual harassment court cases involving a prior workplace romance between the plaintiff and alleged harasser. Results of our content analysis show that, unlike employees’ decisions, judges’ decisions can be predicted from legal but not ethically salient extralegal case features. Hence, when compared to prior research, our study reveals the following discrepancy: judges follow a traditional legal model, whereas employees follow an ethical model when making decisions about romance‐harassment cases. Our study also reveals that the mere presence (versus absence) of a prior romance reduces the likelihood of a plaintiff’s success in a harassment case. We discuss implications for management practice and research from the perspective of legal and ethical decision making.
Details
Keywords
Charles A. Pierce, Katherine A. Karl and Eric T. Brey
This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness…
Abstract
Purpose
This paper seeks to examine experimentally the effects of stipulations in an organization's workplace romance policy and procedures on individuals' perceptions of fairness, workplace fun, person‐organization (P‐O) fit, organizational attraction, and intent to pursue employment in the organization.
Design/methodology/approach
A total of 103 business students and 79 casino employees assumed the role of a job seeker. They read one of five versions of a vignette that describes an organization's romance policy and consensual relationship agreement, and completed measures of dependent and control variables.
Findings
An organization's type of romance policy has an effect on individuals' perceptions of fairness of the policy and degree to which the organization would be a fun place to work, and its type of consensual relationship agreement has an effect on individuals' perceptions of the degree to which the organization treats its employees fairly. The results also indicate that individuals' perceptions of the fairness of the type of romance policy and relationship agreement are positively associated with the degree to which they perceive the organization to be a fun place to work and their perceived P‐O fit. Individuals' perceptions of the organization being a fun place to work and P‐O fit are, in turn, positively associated with their organizational attraction, which, in its turn, is positively associated with their job pursuit intentions.
Practical implications
Perceived fairness of stipulations in an organization's romance policy and procedures may signal to job seekers the degree to which the organization would be a fun place to work, provide P‐O fit, and be attractive to pursue as an employer. Thus, with respect to managing workplace romances proactively via policies and procedures, organizations should consider the fairness perceptions of job seekers and not just organizational members.
Originality/value
This is the first study to show that workplace romance policies and procedures may play a role in job pursuit intentions.
Details
Keywords
Amy Nicole Baker, David King, Michael Nalick, Melissa Tempio, Vishal K. Gupta and Charles A. Pierce
The goal of this study is to examine the association between managers' sexually-oriented behavior in publicly traded firms and subsequent stock market reactions. Both sexual…
Abstract
Purpose
The goal of this study is to examine the association between managers' sexually-oriented behavior in publicly traded firms and subsequent stock market reactions. Both sexual harassment and nonharassing sexually-oriented behavior (i.e. workplace romance) are associated with negative shareholder reactions. The authors also examine factors that may alter the stock market reaction and those that may reduce the risk of lawsuit in sexual harassment cases.
Design/methodology/approach
Information about incidents of sexually-oriented behavior was collected from media reports and content coded. An event study with a stock market reaction was used to measure the impact of disclosed sexually-oriented behaviors. Logistic regression was used to assess the relationship between incident characteristics and sexual harassment lawsuits.
Findings
Disclosure of managers' sexually-oriented behavior is associated with a negative stock market reaction. Interestingly, the reaction was not more severe for sexual harassment disclosures compared to nonharassing behavior (i.e. workplace romance). Results also suggest that terminating a manager prior to disclosure of an event is negatively related to a harassment lawsuit.
Originality/value
The authors report this as the first study to focus on the stock market reaction of sexually-oriented harassing and nonharassing behavior of managers. This work complements research that documents the negative impact of sexual harassment on individuals by demonstrating these behaviors are associated with loss and risk at an organizational level.
Details
Keywords
Family businesses do not perpetuate themselves. Entrepreneurs must nurture and propagate the values that led to the creation of the very thing most precious to them‐their…
Abstract
Family businesses do not perpetuate themselves. Entrepreneurs must nurture and propagate the values that led to the creation of the very thing most precious to them‐their business.This of course depends on stability. Nor do these cherished values propagate themselves. To be made meaningful for others, and for future generations, family experiences, values, and achievements must be communicated to others via language, narrative and storytelling, or other forms embedded in the narrative such as symbols. Often a variety of different socially constructed stories may be necessary contingent upon situation, purpose, or need.
Work, gender and the future Volume 10 Number 2 of the Journal of Ørganizational Change Management includes an article with this title, by 0ystein Gullväg Holter. It contrasts the…
Abstract
Work, gender and the future Volume 10 Number 2 of the Journal of Ørganizational Change Management includes an article with this title, by 0ystein Gullväg Holter. It contrasts the ideology of “productionism” with the rising importance of people‐oriented work (“reproduction”) and the struggle for equal gender status. Examines economic factors that discriminate against reproduction and women's activities, and explores ways to overcome these barriers to equality.
Norbert Wiener’s cybernetic paradigm represents one of the seminal ideas of the twentieth century. Nevertheless, its full potential has yet to be realized. For instance…
Abstract
Norbert Wiener’s cybernetic paradigm represents one of the seminal ideas of the twentieth century. Nevertheless, its full potential has yet to be realized. For instance, cybernetics is relatively little used as an analytical tool in the social sciences. One reason, it is argued here, is that Wiener’s framework lacks a crucial element – a functional definition of information. Although so‐called Shannon information has made many valuable contributions and has many important uses, it is blind to the functional properties of information. Here a radically different approach to information theory is described. After briefly critiquing the literature in information theory, a new kind of cybernetic information will be proposed called “control information.” Control information is not a “thing” but an attribute of the relationships between things. It is defined as: the capacity (know‐how) to control the acquisition, disposition and utilization of matter/energy in purposive (cybernetic) processes. This concept is briefly elucidated, and a formalization proposed in terms of a common unit of measurement, namely the quantity of “available energy” that can be controlled by a given unit of information in a given context. However, other metrics are also feasible, from money to allocations of human labor. Some illustrations are briefly provided and some of the implications are discussed.
Details
Keywords
Melissa Noonan, Gina Richter, Larry Durham and Eric Pierce
The paper aims to describe the macro-level realities driving change for learning organizations and professionals including: volatility, uncertainty, complexity and ambiguity…
Abstract
Purpose
The paper aims to describe the macro-level realities driving change for learning organizations and professionals including: volatility, uncertainty, complexity and ambiguity (VUCA) environment; information explosion; flattening organization; mobile and virtual workforce; and generational mix. It also describes implications for these realities and the critical shift from learning development to enablement via practices like learning curation, learning personalization, social learning and new and diverse learning modalities.
Design/methodology/approach
The paper opted for a review of marketplace, business and industry trends, as well as reviews of specific primary research and current publications, to support its viewpoint.
Findings
The VUCA of global; social; governmental; and economical systems is catalyzing the need for systemic change in the learning and development (L&D) industry. This will change the learning content that organizations will need to offer and the processes by which L&D leaders will need to identify and curate it.
Originality/value
This paper fulfills the need to explain the necessity of changes required in skill sets and best practices for the modern learning organization.
Details
Keywords
Philmore Alleyne, Wayne Charles-Soverall, Tracey Broome and Amanda Pierce
Whistleblowing has been receiving increased attention and support in recent times as a means of detecting and correcting wrongdoing in organizations. This study aims to examine…
Abstract
Purpose
Whistleblowing has been receiving increased attention and support in recent times as a means of detecting and correcting wrongdoing in organizations. This study aims to examine perceptions, attitudes and consequences (actions and reactions) of whistleblowing, as well as the predictors of internal and external whistleblowing intentions, by using Graham’s (1986) model of principled organizational dissent in a small emerging and collectivist culture like Barbados.
Design/methodology/approach
The study utilized a self-administered survey of 282 accounting employees working in organizations in Barbados.
Findings
Results reveal that there is little awareness of whistleblowing legislation. Most respondents perceive whistleblowing as ethical and favor internal over external whistleblowing. Findings show that personal responsibility and personal costs significantly influence internal whistleblowing intentions, while personal costs influence external whistleblowing. Using qualitative data, several themes emerged as influencing whistleblowing: perceived benefits of whistleblowing, actual whistleblowing experiences (handling of reports), personal costs (climate of fear and hostility), perceived lack of anonymity and cultural norms.
Research limitations/implications
Future research should control for social desirability bias and use more rigorous qualitative approaches such as face-to-face interviews and focus groups to gain in-depth opinions and feelings on the topic.
Practical implications
Whistleblowing can be achieved through such mechanisms as perceived organizational support, strong ethical codes of conduct, rewarding ethical behavior and promoting sound work ethics in organizations.
Originality/value
This paper explores whistleblowing in an emerging economy where there has been little research on the topic. Thus, this study supplements the existing research in emerging economies by examining the applicability of Graham’s (1986) model of principled organizational dissent.
Details
Keywords
Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way…
Abstract
Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.