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Article
Publication date: 1 April 1987

Barbara R. Lewis and Kurt E. Hoel

The banking environment is characterised by continuing social, economic, technological and regulatory change, and current challenges include increasing competition from both bank…

357

Abstract

The banking environment is characterised by continuing social, economic, technological and regulatory change, and current challenges include increasing competition from both bank and non‐bank institutions, rapidly developing technological innovation, and changing customer needs. The focus is on technological developments and the Nordic Bank environment, and findings from a survey among Norwegian companies are presented. The Survey considers their use of and attitudes towards electronic banking services. Recommendations are made with respect to the marketing activities of Norwegian banks with regard to electronic cash management services for corporate clients, and the future for such services.

Details

International Journal of Bank Marketing, vol. 5 no. 4
Type: Research Article
ISSN: 0265-2323

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Article
Publication date: 10 April 2018

Arpana Rai and Upasna A. Agarwal

During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical…

3418

Abstract

Purpose

During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical studies on underlying and intervening mechanisms in antecedents–bullying and bullying–outcomes relationships.

Design/methodology/approach

In total, 53 studies on mediators and moderators in antecedents–bullying and bullying–outcomes relationships (2001-2016) were selected from academic databases (Google Scholar, Research Gate, Emerald Insight, Science Direct, etc.)

Findings

The review suggests that while a reasonable number of studies examine the role of mediators and moderators in bullying–outcomes relationships, such efforts are meager in antecedents–bullying relationships. The paper concludes by proposing some potential variables that can explain the underlying mechanisms in the bullying phenomenon and alleviate/aggravate the antecedents–bullying–outcomes relationships.

Originality/value

To the best of authors’ knowledge, this is the first review on mediators and moderators of workplace bullying.

Details

Management Research Review, vol. 41 no. 7
Type: Research Article
ISSN: 2040-8269

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Article
Publication date: 3 March 2014

Marco António Ferreira Rodrigues Nogueira dos Santos and Henrik Kurt Olof Eriksson

– The purpose of this paper is to describe current physician scheduling and concomitant opportunities for improvement in public hospital departments in Sweden.

482

Abstract

Purpose

The purpose of this paper is to describe current physician scheduling and concomitant opportunities for improvement in public hospital departments in Sweden.

Design/methodology/approach

A total of 13 departments spread geographically across Sweden covering seven different specialties participated in the study. Data were collected through interviews with individuals involved in creating physician schedules. All departments investigated provided copies of the documents necessary for physician scheduling.

Findings

Physician scheduling required the temporal coordination of patients, physicians, non-physician staff, rooms and equipment. A six-step process for creating physician schedules could be distinguished: capacity and demand overview, demand goal and schedule setting, vacation and leave requests, schedule creation, schedule revision, and schedule execution. Several opportunities for improvement could be outlined; e.g. overreliance on memory, lacking coordination of resources, and redundant data entering.

Research limitations/implications

The paucity of previous studies on physician scheduling lends an exploratory character to this study and calls for a more thorough evaluation of the feasibility and effects of the approaches proposed. The study excluded the scheduling of non-physician staff.

Practical implications

To improve physician scheduling and enable timeliness, three approaches are proposed: reinforcing centralisation, creating learning opportunities, and improving integration.

Originality/value

This paper is among the few to investigate physician scheduling, which is essential for delivering high quality care, particularly concerning timeliness. Several opportunities for improvement identified in this study are not exclusive to physician scheduling but are pervasive in healthcare processes in general.

Details

International Journal of Health Care Quality Assurance, vol. 27 no. 2
Type: Research Article
ISSN: 0952-6862

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Article
Publication date: 7 June 2013

Céleste M. Brotheridge

The purpose of this paper is to build a practical understanding of the workplace bullying process through the perspective of multiple theories.

2875

Abstract

Purpose

The purpose of this paper is to build a practical understanding of the workplace bullying process through the perspective of multiple theories.

Design/methodology/approach

The paper presents a number of questions regarding bullying in the workplace that a practitioner, described in the paper, may have. Then, each question is answered through the vantage point of a particular theoretical perspective. In particular, theories are referenced that have not typically been used to explain workplace bullying, but that have proven useful for understanding behavior in other contexts.

Findings

The answers to a number of practical questions are informed by multiple theoretical perspectives on workplace bullying. These questions include why people engage in and persist in bullying others, why certain individuals are targeted by bullies, how targets deal with bullying, and why bullying may be tolerated in organizations. Bullying is complex and multi‐determined. It is, in part, an individual level problem concerning the dyadic relationship between two individuals. In this manner, it can be seen that there are various personality attributes, both strengths and weaknesses, and personal background characteristics at play in the bully‐target relationship. However, it is grounded in a social context, at the team level and more broadly, that permits it to happen and indeed fosters its development. This context includes other individuals in the workplace who support it in some fashion, the work team and the organization itself.

Practical implications

Although there are no simple answers, managers and human resource professionals can draw upon the insights that are presented as a means of planning multiple points of intervention in the bullying process.

Originality/value

The paper builds a bridge between theory and practice as a means of connecting researchers and managers. The sampling of theoretical perspectives that are employed answer relevant questions in a coherent manner and, in doing so, provide a unique way of understanding bullying.

Details

Team Performance Management: An International Journal, vol. 19 no. 3/4
Type: Research Article
ISSN: 1352-7592

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Article
Publication date: 4 February 2014

Debbie Marianne Tromp and Robert Jan Blomme

– The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.

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Abstract

Purpose

The purpose of this paper is to discuss the impact of leadership styles on negative work-home interference among highly educated employees in the hospitality industry.

Design/methodology/approach

A survey was conducted among a sample of 126 highly educated hospitality employees working in various different companies. Hierarchical regression analyses were carried out to examine the effects of leadership styles, work-home arrangements and overtime on perceived negative work-home interference.

Findings

Autocratic leadership style, working overtime and a lack of work-home arrangements contributed significantly to negative work-home interference.

Research limitations/implications

The study was conducted with a limited sample in a relatively limited part of the sector. Further research is needed in other layers of hospitality organisations.

Practical implications

The findings provide insight into the impact of leadership on negative work-home interference. A variety of studies have identified negative work-home interference as an important precursor for employee turnover, and this study helps managers in developing beneficial management styles as well as HR policies to address negative work-home interference and its subsequent organisational effects.

Originality/value

What is new in this paper is the measurement of leadership style in relation to negative work-home interference in the hospitality industry. In addition, next to charismatic and transactional leadership styles, autocratic leadership style is taken into account.

Details

International Journal of Contemporary Hospitality Management, vol. 26 no. 1
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 25 January 2019

Jih-Hua Yang, Cheng-Chen Lin, Shih-Chieh Fang and Ching-Ying Huang

The vast majority of research on traditional leadership focuses on effective and positive leadership behavior. However, scholars have begun to pay attention to the impact of…

1434

Abstract

Purpose

The vast majority of research on traditional leadership focuses on effective and positive leadership behavior. However, scholars have begun to pay attention to the impact of negative leadership behavior on employees and the organization. Hence, the main purpose is to examine the effects of abusive supervision. While the literature does not examine the time future orientation of the effects of abusive supervision, the purpose of this paper is to fill up this gap and examine the moderating role of future orientation.

Design/methodology/approach

A total of 584 valid questionnaires were collected from respondents aged between 21 and 30 years old and analyzed using the hierarchical regression and structural equation modeling method.

Findings

The main results show that abusive supervision positively affects counterproductive work behavior and future orientation positively moderates both the relationship between abusive supervision and originality behavior and the relationship between abusive supervision and organizational citizenship behavior (OCB).

Originality/value

This study demonstrates the moderating roles of future orientation in the effects of abusive supervision, and thus deepens the understanding of the moderating effect. It departs from the prior works and presents a more detailed examination examines the distinct dimensions of personality traits. It makes three main theoretical contributions. First, it introduces uncertainty management theory as a means to interpret the effects of abusive supervision. Second, it contributes to the literature on abusive supervision. Third, it does not lead to discovery as an OCB and originality, conclusions which differ from the results suggested in past literature.

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Article
Publication date: 9 November 2023

Ferdinando Paolo Santarpia, Valentina Sommovigo and Laura Borgogni

Drawing on Shore and colleagues' model of inclusive workplaces (2018) and the perceptions of social context framework (Borgogni et al., 2010), this study aims to develop and…

493

Abstract

Purpose

Drawing on Shore and colleagues' model of inclusive workplaces (2018) and the perceptions of social context framework (Borgogni et al., 2010), this study aims to develop and provide a preliminary validation of the Social Drivers of Inclusive Workplaces (SDIW) scale.

Design/methodology/approach

Using inductive and deductive approaches, items were developed. The resulting pool of 28 items was administrated to 1,244 employees using an anonymous online survey. The factor structure of the SDIW scale was tested through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Reliabilities were estimated. Alternative models were tested through CFAs. Nomological validity and measurement invariance across gender were explored.

Findings

The EFA revealed a three-factor structure, including inclusive colleagues, supervisors and top management. This solution was confirmed by the CFA and outperformed all alternative models, showing good reliabilities. Measurement invariance across gender was confirmed. Correlations indicated that the SDIW total score and each dimension were positively associated with belongingness needs satisfaction and affective commitment, while negatively related to interpersonal strain, negative acts and turnover intention.

Practical implications

This study provides practitioners with a reliable tool to map social drivers of inclusion within workplaces in order to design tailored interventions.

Originality/value

This study contributes to the inclusion literature, as it is the first to provide a scale that simultaneously measures employees' perceptions of inclusive behaviours enacted by the three main social actors within the workplace.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 4
Type: Research Article
ISSN: 2040-7149

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