Jennifer M.I. Loh and Natasha Loi
The purpose of this paper is to investigate the role of burnout as a mediator in the relationship between workplace incivility (WI) and instigated WI.
Abstract
Purpose
The purpose of this paper is to investigate the role of burnout as a mediator in the relationship between workplace incivility (WI) and instigated WI.
Design/methodology/approach
A survey of 303 white collar employees from small- to medium-size industries in Australia was conducted. Self-reported measures were used to obtain data on WI, burnout, and instigated WI. Mediation analyses with bootstrap via PROCESS was used ascertain the proposed relationship.
Findings
Results indicated that WI was positively linked to instigated WI. Importantly, results indicated that burnout fully mediated the relationship between WI and instigated WI.
Research limitations/implications
The correlational and self-report nature of the study exclude inference about causality between variables and may be more prone to bias. However, despite these limitations, pre- and post-cautionary steps were taken to ensure that these biases were kept at bay as much as is possible.
Practical implications
The study highlights that burnout may be an important underlying mechanism responsible for target’s and perpetrator’s uncivil relationships toward each other. Management should be cognizant of possible burnout among employees who experienced WI and to take appropriate training as preventive measures for WI.
Originality/value
This study responded to the call for more empirical investigation of WI. This study also integrated conservation of resources and the spiral of incivility theories to develop a theoretical model which linked WI to instigated WI.
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Vivien E. Schuleigh, John M. Malouff, Nicola S. Schutte and Natasha M. Loi
This study assessed the effectiveness of training leaders in behaviors that satisfy meeting attendees’ psychological needs for autonomy, competence, and relatedness. Three…
Abstract
This study assessed the effectiveness of training leaders in behaviors that satisfy meeting attendees’ psychological needs for autonomy, competence, and relatedness. Three managers who regularly lead meetings with their work- groups participated in the study. The study used a research design of multiple baselines across groups and began with baselines ranging over three to five meetings. Group leaders then received a session of behavioral skills training with a role-play component, followed by post-training assessment over three to five meetings. The final assessment occurred one month later. Leaders reported the number of recommended leader behaviors they used prior to training and at subsequent meetings. Group members anonymously completed ratings of (1) the extent of their psychological need satisfaction, (2) their satisfaction with each meeting, and (3) how productive each meeting was. Meeting leaders showed significantly more use of the recommended behaviors after training than before training. Member ratings indicated a significant increase in need satisfaction, satisfaction with meetings, and meeting productivity after the training of their leader. Significant positive effects remained at a one-month follow-up. The findings show that training leaders in needs-focused behaviors to use in running meetings can be used to satisfy attendee-needs and to improve meeting satisfaction and productivity.
Vivien E. Schuleigh, John M. Malouff, Nicola S. Schutte and Natasha M. Loi
This research examined the effects of meeting leader behavior on organizational meetings. Two studies investigated whether leader behavior that satisfies the psychological needs…
Abstract
This research examined the effects of meeting leader behavior on organizational meetings. Two studies investigated whether leader behavior that satisfies the psychological needs of meeting attendees, leads to higher levels of meeting productivity and satisfaction. Study 1 used correlational methods, with regression- based mediation analysis, to assess whether satisfaction of attendee needs mediated the association between leader behavior and attendee ratings of actual meetings in a sample of 110 employees. Study 2 involved an analogue experiment with 158 employees to test the effects of leader behavior on ratings of hypothetical meeting scenarios. The studies provide correlational and experimental evidence for the positive impact of needs-focused behaviors, offering organizational leaders practical solutions for improving meetings.
Natasha Loi, Carey Golledge and Nicola Schutte
To improve understanding of uncivil workplace behaviour, the present study sought to examine the relationships between emotional intelligence, positive affect, negative affect and…
Abstract
Purpose
To improve understanding of uncivil workplace behaviour, the present study sought to examine the relationships between emotional intelligence, positive affect, negative affect and perpetration of uncivil behaviour in the workplace.
Design/methodology/approach
Email, workplace networks and social media were used to recruit 113 managers who completed an anonymous online self-report survey of measures relating to emotional intelligence, positive and negative affect and engaging in uncivil workplace behaviour.
Findings
Results showed that greater emotional intelligence was significantly associated with higher positive affect and less negative affect as well as less likelihood of engaging in uncivil behaviour. Higher levels of negative affect were associated with engaging in uncivil behaviour. Analyses indicated that the relationship between lower emotional intelligence and engaging in uncivil workplace behaviour was mediated by negative affect only. The findings support the importance of emotional intelligence and affect in workplace functioning and shed light on possible precursors of the destructive behaviours that comprise workplace incivility.
Originality/value
These findings contribute insight into uncivil workplace behaviour and provide a foundation for examining the contribution of all stakeholders including victims and perpetrators as well as implications for management and organisational practices.
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Beverly Colaco and Natasha M. Loi
This study aims to examine whether an individual’s perception of the ethical culture of their organisation could be used to predict their work motivation.
Abstract
Purpose
This study aims to examine whether an individual’s perception of the ethical culture of their organisation could be used to predict their work motivation.
Design/methodology/approach
Using the corporate ethical virtues model as a foundation, the role of distributive justice was explored through the development of a composite measure for assessing ethical organisational culture. The resulting six-factor solution was then used. Australian employees (N = 330; Mage = 38.40) completed an online survey examining perceptions of ethical culture, distributive justice and work motivation.
Findings
Results indicated that higher work motivation was associated with a higher perception of an organisation’s ethical culture. Additionally, the six dimensions of ethical culture accounted for significant variance in worker motivation, with factors relating to congruency of peers, clarity and feasibility being the best predictors.
Originality/value
This study provides useful cues for future research and interventions enabling organisations to take a more targeted approach to influence their ethical culture and, consequently, an individual’s motivation to work.
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Natasha M. Loi, Jennifer M.I. Loh and Donald W. Hine
There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to…
Abstract
Purpose
There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to experience and put up more with workplace incivility. However, there is limited research on how this affects female employee’s willingness to complete work-related tasks. The purpose of this paper is to set out to examine whether gender moderates the role between tolerance for workplace incivility and those behaviours characterised by work withdrawal.
Design/methodology/approach
In total, 317 employees from a range of business industries and governmental agencies completed a quantitative survey of measures relating to their work withdrawal behaviour and their perception of their workplaces’ tolerance for uncivil behaviours.
Findings
Results revealed that when females perceived high levels of tolerance for workplace incivility, they decreased their work withdrawal behaviour. No relationship between tolerance for workplace incivility and work withdrawal was found for males.
Research limitations/implications
The homogeneity of the sample, that is, the sample comprised predominantly of white-collar, White Australian workers.
Practical implications
Improve managers and organisations’ knowledge and understanding about deviant workplace behaviours – especially between male and female employees.
Originality/value
The paper adds to the work in the workplace incivility, diversity-gender and equity research area. Specifically, it highlights how male and female employees react when they perceive that their workplace tolerates deviant behaviours. This knowledge will inform managers and their organisations of a more effective way of managing conflict.
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Looks at the concept of supply chain management, discussing the theory and its relevance to perishables distribution and marketing. Shows how supply chain management (SCM) moves…
Abstract
Looks at the concept of supply chain management, discussing the theory and its relevance to perishables distribution and marketing. Shows how supply chain management (SCM) moves on from neoclassical theories of the firm to a new paradigm for business where competition pits channel against channel, and where supply chain partners combine skills and resources which none of the participants would be able to achieve independently. Argues that a growing recognition of the competitive advantage that can be gained through improving co‐ordination in the supply chain is the starting point for SCM initiatives that are evolving in the fresh produce sector. Observes that the fruit and vegetable supply chain has traditionally been fragmented but the last decade has seen rapid structural change. Briefly analyses the results of a qualitative survey of several northern European markets, in context, to highlight the differing degrees of pipeline integration within each system.
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Muhammad Athar Rasheed, Sami Ullah Bajwa and Natasha Saman Elahi
Drawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the…
Abstract
Purpose
Drawing on the ability-motivation-opportunity model, this study investigates how gender-inclusive human resource management practices and overall fairness perception promote the career progression of female employees via psychological empowerment.
Design/methodology/approach
Partial least structural equation modelling (PLS-SEM) was applied to two-waves data collected from 308 respondents from Pakistan to confirm hypotheses.
Findings
Findings suggest that gender-inclusive HRM practices substantially affect female employees' psychological empowerment and career progression. Psychological empowerment is a mediating mechanism that explains the effect of gender-inclusive HRM practices on female employees' career progression. Finally, overall fairness perception further amplifies the effect of gender-inclusive HRM practices on psychological empowerment and career progression.
Practical implications
The study provides evidence to policymakers that organizations may promote psychological empowerment and career progression of female employees by implementing gender-inclusive HRM practices and promoting overall fairness perception.
Originality/value
This study contributes to achieving the SDGs by examining the impact of gender-inclusive HRM practices and overall fairness perception on female employees' psychological empowerment and career progression. Specifically, it aligns with “Goal 5 - achieve gender equality and empower all women and girls” and “Goal 8 - promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all”.
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Faye Kathryn Horsley, Trevor Keith James, Natasha Baker, Rachel Broughton, Xanthe Hampton, Amy Knight, Imogen Langford, Ellie Pomfrey and Laura Unsworth
This study aims to explore whether early anti-social fire exposure (ASFE) is associated with how adults engage with fire and how they view fire.
Abstract
Purpose
This study aims to explore whether early anti-social fire exposure (ASFE) is associated with how adults engage with fire and how they view fire.
Design/methodology/approach
An opportunistic sample (N = 326) was recruited. Participants completed an online survey exploring ASFE, fire use, strength of fire-beliefs and interest in/attitudes supportive of fire. Additionally, implicit fire bias was measured using the affect misattribution procedure (AMP).
Findings
Participants with ASFE engaged with more criminalised fire use as adults. They also scored higher on fire interest and general fire beliefs and showed an implicit dislike of fire stimuli, compared to non-exposed participants (although differences in fire use were not statistically significant when gender was accounted for). Males also had higher levels of fire interest, held stronger fire related beliefs and were more likely to have been exposed to ASFE during childhood. However, there were no gender differences in fire use or on the implicit task.
Research limitations/implications
The findings have practical application, namely in relation to early intervention and rehabilitative approaches. However, a limitation is that participants’ cultural background were not accounted for. Additionally, we advise caution in interpreting the implicit results and call for further research.
Social implications
The need for better early interventions for young people is highlighted, along with better screening which, currently, is unstandardised and inconsistent across the country (Foster, 2020). This demands a community-engagement approach.
Originality/value
This is the first study to explore type of early exposure to fire. It is also the first to adopt the AMP as a measure of implicit fire-bias.
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Balkrushna Potdar, Tony Garry, John Guthrie and Juergen Gnoth
The purpose of this paper is to explore how interactional justice within a retail context may influence employee organizational commitment and how this may evoke guardianship…
Abstract
Purpose
The purpose of this paper is to explore how interactional justice within a retail context may influence employee organizational commitment and how this may evoke guardianship behaviors that manifest in shoplifting prevention.
Design/methodology/approach
This research uses a phenomenological approach conducting semi-structured in-depth interviews with 26 shop-floor employees of two major national supermarket chains in New Zealand.
Findings
The findings suggest that interactional justice in the workplace is important in shaping organizational commitment amongst employees. Additionally, heightened organizational commitment may have a significant effect on employee propensity to engage in shoplifting prevention/guardianship behavior. A conceptual model is developed based on these findings.
Practical implications
Retail managers may promote and exercise interactional justice practices with employees to improve their organizational commitment and consequential shoplifting prevention/guardianship behaviors.
Originality/value
The contribution of this paper is threefold. First, and from a theoretical perspective, it offers both a conceptual foundation and empirical-based evaluation of interactional justice and its effect on organizational commitment and, specifically, on guardianship/shoplifting prevention behaviors. Second, and from a pragmatic perspective, the conceptual model derived from this research may assist retailers in developing interactional justice strategies that encourage organizational commitment of employees that consequently leads to employees’ guardianship/shoplifting prevention behaviors. Finally, it explores significance and role of employee perceptions of interactional justice, employee workplace attachment and organizational commitment within the context of retail crime prevention.