Anne M.H. Christie, Peter J. Jordan and Ashlea C. Troth
The purpose of this paper is to examine if teachers’ trust in others is predicted by their perceptions of others and their emotional intelligence. Employees need to trust others…
Abstract
Purpose
The purpose of this paper is to examine if teachers’ trust in others is predicted by their perceptions of others and their emotional intelligence. Employees need to trust others to achieve outcomes, and a lack of trust can have a negative impact on workplace performance.
Design/methodology/approach
The paper surveys a sample of 84 employed teachers.
Findings
Our findings show that perceptions of others’ ability, benevolence and integrity are strongly and positively associated with trust. The emotional intelligence ability to perceive emotions is also related to trust. Regression analysis showed that perceptions of others (ability and integrity) and an individual’s emotional intelligence (perceiving) combined to predict a large portion of the variance in trust.
Research limitations/implications
This study was limited by a small sample size and the use of a cross-sectional design. These issues were addressed in our analysis.
Originality/value
The majority of trust research examines employee-to-manager trust. Our study is one of the few to examine trust among co-workers. This study also contributes to research on the emotional intelligence and trust relationship by showing that the ability to perceive one’s own and others emotions significantly predicts increases in trust. It also reaffirms that perceptions of others’ integrity and ability are strongly linked to trust, but that further investigation of the benevolence construct is required.
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Andrew McAuley and Peter Clarke
The purpose of this paper is to explore how realistic ambitions for growth are in craft micro‐enterprise.
Abstract
Purpose
The purpose of this paper is to explore how realistic ambitions for growth are in craft micro‐enterprise.
Design/methodology/approach
The paper presents observations from a series of studies of the craft sector in the UK. These were large‐scale questionnaires focusing on socio‐economic characteristics.
Findings
While many owners express an ambitious desire for growth, the question of whether that desire is at all realistic is often not explored in studies. By linking ambition to the skills required to develop the product, a better classification of the enterprise is developed.
Research limitations/implications
This work begins to create a research agenda for understanding growth in the micro‐enterprise.
Practical implications
By focusing on the level of skill needed to produce the product, it is argued that a more workable approach to understanding growth ambitions can be achieved, while at the same time allowing policy makers to identify which enterprises to support and on which to focus limited resources.
Originality/value
Studies of the craft sector are relatively few. The data set from which these observations are drawn is the best available. The attempt to dig below stated ambitions by linking it to the skills required is a new contribution.
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Dan H. Langerud, Peter J. Jordan, Matthew J. Xerri and Amanda Biggs
Purpose: The psychological contract involves expectations and responsibilities from both employees and organizations. Recently, arguments have emerged that link employee…
Abstract
Purpose: The psychological contract involves expectations and responsibilities from both employees and organizations. Recently, arguments have emerged that link employee expectations to increasing individual entitlement beliefs which may not involve reciprocity. Equity theory suggests that employees continually assess their personal outcomes for fairness and that these equity perceptions could be affected by entitlement beliefs. The question that then arises is, how do entitled employees pursue these unmet beliefs and what are the implications if these beliefs are met or unmet? Approach: In this chapter, we present a conceptual model proposing that emotion regulation motives (instrumental or hedonic) influence how employees with unmet entitlement beliefs seek to advance their claims. Using equity theory as an underpinning theory, we conceptualize that instrumental and hedonic emotion regulation motives lead to different job satisfaction levels. We also argue that actual job performance moderates this relationship. Originality/Value: Understanding this process is essential as managers may constantly deal with employee entitlement beliefs, and low job satisfaction has been linked to poor employee and organizational outcomes. Theoretical and practical implications are discussed.
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I recently had occasion to look back into the archives of Her Majesty's Treasury. A memorandum there notes that:
Kathryn E. H. Moura, Ashlea C. Troth and Peter J. Jordan
Purpose: In this chapter, we develop a conceptual model, the relational anger model (RAM). The model aims to better understand the receivers' attributions and emotion regulation…
Abstract
Purpose: In this chapter, we develop a conceptual model, the relational anger model (RAM). The model aims to better understand the receivers' attributions and emotion regulation strategies used in the face of intense workplace anger. We also report a test of this model in a workplace setting. Study Design/Methodology/Approach: The data were collected through a survey using a split administration design conducted in various industries. The analysis used PROCESS based on data gathered from 122 employees. Findings: The results indicated that perceptions of greater anger intensity are associated with lower target positive health (e.g., lowered work functionality). When attributions of higher sender anger intensity are viewed as appropriate, targets experience better health outcomes. Targets' attribution of lower sender anger intensity appropriateness is also associated with targets' reporting higher negative health outcomes (e.g., lowered self-esteem). Support for the full moderated mediation model of the effects of the ER strategies is not found. However, separate paths within the model are significant as outlined in the analysis throughout this chapter. Originality/Value: Overall, the RAM increases our understanding of a receivers' internal cognitive and affective processes in the face of workplace anger manifestations in organizations. Research Limitations: There is a possibility of common method variance affecting the study results, but a split administration design was used to minimize this effect. The study may also be affected by memory of the anger incident, which we tried to overcome using the Day Reconstruction Method.
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Abstract
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Insights into UK National Health Service staff perceptions of the term “management” are given, together with many views on the implications of the Griffiths proposals. Nurses…
Abstract
Insights into UK National Health Service staff perceptions of the term “management” are given, together with many views on the implications of the Griffiths proposals. Nurses, clinicians, administrators and managers were questioned about their responses to the fundamental changes in the role of general managers. Comment is made on the levels of understanding about “management”, and interesting conclusions are drawn.
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The purpose of this paper is to report on theutility of a food hygiene management system training workshop and guidancepack to help small fast food businesses comply with new…
Abstract
Purpose
The purpose of this paper is to report on the utility of a food hygiene management system training workshop and guidance pack to help small fast food businesses comply with new legal requirements.
Design/methodology/approach
A pre‐course questionnaire was used to determine knowledge and attitudes towards food safety management systems. Levels of compliance with best practice on operating hygiene management systems were assessed. A series of workshops were delivered and evaluated by means of a post‐course questionnaire.
Findings
Although some of the businesses had elementary prerequisite programmes in place prior to the workshop, there was limited understanding of the requirements of good hygiene practice and food safety management systems. There was little documentation and a low level of hygiene training. Trainees welcomed the practical guidance provided by the course and materials. Both were rated positively, with the highest satisfaction being demonstrated by those with traditional businesses that were best served by the sector specific training materials. Most of the businesses asserted that they would require additional support, if they were going to implement and document the system fully.
Research limitations/implications
Small sample size.
Practical implications
Materials for use with small businesses need to be specifically developed for each industry sector, as businesses have little ability to produce their own documentation. Training and support materials need to be jargon free with information on good hygiene practices in addition food hygiene management materials.
Originality/value
Adds to the debate on the best methods to be used to assist small food businesses comply with new legislation.
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Perhaps it is inevitable that the most accurate, most realistic and most credible method of assessing a person's abilities is also the most expensive and most difficult! The…
Abstract
Perhaps it is inevitable that the most accurate, most realistic and most credible method of assessing a person's abilities is also the most expensive and most difficult! The method is assessment centres (see Goodge and Griffiths, for a review of the costs and benefits of different assessment methods).