Search results

1 – 3 of 3
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 13 April 2015

Deondra Conner

The purpose of this paper is to examine positive social identity expectations as a potential moderator of interpersonal justice perceptions with work-related stress, leader…

665

Abstract

Purpose

The purpose of this paper is to examine positive social identity expectations as a potential moderator of interpersonal justice perceptions with work-related stress, leader evaluation, and worker satisfaction as outcomes of interest.

Design/methodology/approach

A set of propositions and several diagrams are proposed and discussed relative to the interaction of social identity expectations and interpersonal justice perceptions.

Findings

It is argued that individuals with higher levels of positive social identity expectations will respond more strongly to perceived interpersonal justice, resulting in lower perceived stress, more positive leader evaluation, and higher worker satisfaction.

Originality/value

Examining the interaction of positive social identity expectations and interpersonal justice is of value to both academicians and practitioners for future study and for creating a work community that allows for better management of workers.

Details

Journal of Management Development, vol. 34 no. 4
Type: Research Article
ISSN: 0262-1711

Keywords

Access Restricted. View access options
Article
Publication date: 1 January 2014

Deondra Conner

– The purpose of this paper is to examine the effects on in-group members of an influential worker's response to being in a state of career plateau.

993

Abstract

Purpose

The purpose of this paper is to examine the effects on in-group members of an influential worker's response to being in a state of career plateau.

Design/methodology/approach

Using the concepts of the career plateau, person-organization fit, and organizational climate, a set of propositions is presented and discussed relative to the influential worker's response. A model is presented to illustrate the effects and the components involved.

Findings

An influential career plateaued worker can affect the in-group he or she is associated with. An ineffectively plateaued worker is not only low in productivity, but also resorts to such negative behavior as absenteeism, withdrawal, and frequent job changes. When noticed by other in-group members, such behavior can affect their attitudes and behaviors.

Practical implications

The organizational socialization process can counter the effects of the otherwise influential ineffectively career plateaued person's response. This is possible if the socialization process is strong enough to overcome (or complement) certain personal characteristics of the in-group members and their association with the career plateaued person by creating an environment where career progress, performance expectations, and role expectations are clear.

Originality/value

The paper develops an original model based on a set of theory-based propositions that is of value to both academicians and practitioners.

Details

Employee Relations, vol. 36 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Access Restricted. View access options
Article
Publication date: 1 April 2005

Deondra S. Conner and Scott C. Douglas

This paper offers a model that illustrates the relationship between organizational structure, work stress and perceived strain based on the concept of bureaucratic orientation.

8556

Abstract

Purpose

This paper offers a model that illustrates the relationship between organizational structure, work stress and perceived strain based on the concept of bureaucratic orientation.

Design/methodology/approach

After a brief review of the stress and structure literatures, a number of propositions are developed concerning organizationally‐induced stressors that are fostered by mechanistic or organic structures. Next, a model is presented illustrating the impact of members' bureaucratic orientation on the organizationally induced stressor‐strain relationship.

Findings

It is argued that highly‐mechanized structures manifest different stressors for employees from highly organic structures. The model also demonstrates how organizationally‐induced stressors such as role conflict and ambiguity mediate the relation between structure and strain. However, the extent to which these stressors result in perceived strain is also dependent on employees' predisposition toward dominance, autonomy, achievement, ambiguity and control. Based on the model and propositions presented, conclusions and suggestions for future research are provided.

Practical implications

Noted implications include more flexible workplace rules for female executives to eliminate stress associated with work‐family conflict as well as improved effectiveness of social support and person‐organization fit based on individual bureaucratic orientation.

Originality/value

This paper uniquely advocates consideration of employee bureaucratic orientation and organizational structure in relation to person‐organization fit and work stress. The propositions offered are of value to practitioners and researchers due to their implications for fostering person‐organization fit and reducing work stress.

Details

Personnel Review, vol. 34 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

1 – 3 of 3
Per page
102050