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Article
Publication date: 1 July 2003

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…

908

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.

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Management Research: Journal of the Iberoamerican Academy of Management, vol. 1 no. 2
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 1 April 2008

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…

702

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.

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Management Research: Journal of the Iberoamerican Academy of Management, vol. 6 no. 1
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 24 March 2012

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…

3647

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.

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Article
Publication date: 25 February 2021

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…

322

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

Journal of Strategy and Management, vol. 14 no. 4
Type: Research Article
ISSN: 1755-425X

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Available. Content available
Article
Publication date: 1 March 2009

Rob Smith

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…

1600

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.

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New England Journal of Entrepreneurship, vol. 12 no. 2
Type: Research Article
ISSN: 1550-333X

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Article
Publication date: 1 June 1997

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…

84

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.

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Equal Opportunities International, vol. 16 no. 6/7
Type: Research Article
ISSN: 0261-0159

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Article
Publication date: 1 December 2001

Peter A. Corning

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…

754

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.

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Kybernetes, vol. 30 no. 9/10
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 13 November 2017

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…

2147

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

Strategic HR Review, vol. 16 no. 6
Type: Research Article
ISSN: 1475-4398

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Article
Publication date: 5 June 2017

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…

1719

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

Meditari Accountancy Research, vol. 25 no. 2
Type: Research Article
ISSN: 2049-372X

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Article
Publication date: 1 April 2004

Georgios I. Zekos

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…

11822

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.

Details

Managerial Law, vol. 46 no. 2/3
Type: Research Article
ISSN: 0309-0558

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