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Donald E. Conlon and William H. Ross
In a simulated organizational conflict, concession behavior by a negotiator's opponent was manipulated to examine how subsequent third party intervention would influence…
Abstract
In a simulated organizational conflict, concession behavior by a negotiator's opponent was manipulated to examine how subsequent third party intervention would influence negotiator perceptions of process control, decision control, distributive justice, and the third party. Negotiators whose opponents made large concessions reciprocated by also making large concessions, suggesting a high level of movement toward agreement by the disputants; subjects whose opponents made few concessions reciprocated in kind, resulting in little movement toward agreement. Third parties, however, imposed outcomes on all negotiators prior to negotiated agreements. Perceptions of decision control, distributive justice, and the necessity of third party intervention were influenced by whether disputants were close to reaching an agreement on their own or not. Outcome imposed by the third party influenced almost all measures. The study suggests that behavior by the disputants (in the form of movement toward agreement), and not just behavior by the third party, can influence ratings of both procedures and outcomes.
Anu Singh Lather and Simran Kaur
Introduction: The concept of diversity encompasses not only an individual’s self-perceptions but also perceptions of others. It exerts an influence on individuals’ social…
Abstract
Introduction: The concept of diversity encompasses not only an individual’s self-perceptions but also perceptions of others. It exerts an influence on individuals’ social interactions. The promotion of workforce diversity within an organisation holds considerable importance for several reasons. These include the impact of globalisation, the amalgamation of ideas stemming from diverse ethnic groups, the inclusive progress facilitated by individuals from varying economic and religious backgrounds, and the unique perspectives brought to work by those hailing from different regions of the country.
Purpose: Literature exhibits that the perception of organisational justice is a crucial factor in elucidating the dynamic between subordinates and their supervisors, and its consequential effect on the long-term viability of the enterprise.
Methodology: The research reports responses from 107 Delhi NCR employees. Before the main investigation, a pilot study with 20 employees was conducted for assessing the scale’s reliability and validity.
Findings: The current study has provided evidence indicating that different dimensions of organisational justice have a significant impact on individual work behaviour, specifically task performance behaviour (TP), employee silence (ES), and organisational counterproductive behaviour (CBP). Moreover, this impact is influenced by several factors, including emotional intelligence (EI), social desirability, and the age of employees.
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Nace R. Magner, Robert B. Welker and Gary G. Johnson
This study examined, in an organizational budgeting context, several important psychological processes surrounding procedural justice. Specifically, the study tested a causal…
Abstract
This study examined, in an organizational budgeting context, several important psychological processes surrounding procedural justice. Specifically, the study tested a causal model in which voice has value‐expressive and control‐mediated effects on procedural justice, and procedural justice has positive effects on organizational commitment. Data were gathered with a survey of production workers (N = 157) and analyzed with a latent variable structural equation model. The results supported control‐mediated voice effects on procedural justice and procedural justice effects on organizational commitment, but failed to confirm value‐expressive voice effects. Based on the findings, we argue that value‐expressive voice effects may be less prevalent than previous research has suggested.
J. Asher and P.H. Schwabe
In the search for on or off‐line methods for condition monitoring of wear sensitive components, Thin Layer Activation (TLA) has much to offer. It is possible to measure very small…
Abstract
In the search for on or off‐line methods for condition monitoring of wear sensitive components, Thin Layer Activation (TLA) has much to offer. It is possible to measure very small surface losses directly, and by the use of double layer, or direct, or indirect sentinel layer modifications, wear of material to any depth can be measured. The technique can be applied to most materials and extended to virtually all materials and components by the use of treated plugs or inserts. Material loss can often be measured under operating conditions without dismantling equipment. The technique is reliable and of known useful life, ie there can be no electrical or mechanical failures of the implanted layer. The total radioactivity is very low and no modification of material surface properties is likely. The use of TLA in condition monitoring will speed up the identification of incipient faults.
Sally Riad and Urs Daellenbach
Value is one of the most central concepts in mergers and acquisitions (M&As); however, a broad and systematic examination of value’s various connotations and respective uses is…
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Value is one of the most central concepts in mergers and acquisitions (M&As); however, a broad and systematic examination of value’s various connotations and respective uses is yet to be developed. The chapter canvasses wider theory on value and illustrates how its varieties across economics and ethics share common roots through which they supplement each other. It reviews how these forms of value have been used in research on M&As. Studies in strategic management have predominantly used ‘value’ to address shareholder value or have left it undefined by assuming a common understanding of value creation. Research in organisational behaviour and human resources has addressed ‘values’, often through culture, but the focus is largely with the utility of values to value. The authors outline an agenda for future research on value(s) in M&As, whereby it is theorised in integrative, relational, dynamic and pluralistic terms. Studies need to: (i) clearly articulate value(s): for whom? how? and to what effect?; (ii) examine value relations in both social and economic terms, and address the value(s) that are good for a range of internal and external stakeholders; (iii) recognise that at the heart of both value and values are processes and practices of evaluation whereby value(s) are regenerated through multiple contextual positions and contingent relationships, and (iv) explicate the contestation that shapes which values ought to be valued and articulate the ethics inherent in the varieties and values of value and their consequences for a range of M&A constituents.
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H. Colleen Stuart, Sue H. Moon and Tiziana Casciaro
This chapter examines the implications of career achievement for divorce, and whether they differ for men and women. Consistent with theory suggesting that women’s workplace…
Abstract
This chapter examines the implications of career achievement for divorce, and whether they differ for men and women. Consistent with theory suggesting that women’s workplace achievement violates traditional expectations of gender and marriage, therefore creating domestic strain, the authors predict that career achievement is associated with a greater risk of divorce for women, but not for men. Using data from the Academy Awards, the authors find that for women, a sudden shift in achievement from winning an Oscar increases their risk of divorce compared to Best Actress nominees. There was no difference in the risk of divorce between Best Actor winners and nominees. The authors additionally examine two potential mitigating factors: whether the actor was already successful at the time of their marriage, and whether their spouse was comparably successful. For Best Actress winners, but not for Best Actor winners, the authors find evidence for the latter, indicating that women’s marriages are more stable when spouses are equally successful, or when relative achievement within the couple aligns with broadly-held norms of traditional marriage.
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Darren C. Treadway, L.A. Witt, Jason Stoner, Sara Jansen Perry and Brooke A. Shaughnessy
Based on social exchange theory and the norm of reciprocity, interactional justice has been proposed to be an important construct in explaining individual performance. However…
Abstract
Purpose
Based on social exchange theory and the norm of reciprocity, interactional justice has been proposed to be an important construct in explaining individual performance. However, meta-analytic results have noted the relationship is modest at best. The present study extends the understanding of the justice-performance relationship by empirically examining how interactional justice and political skill interactively influence contextual job performance. Focusing on interpersonal aspects of justice and performance, the paper proposes that the existence of interactional justice will only lead to improvements in interpersonally facilitative behavior if employees recognize this situation as an opportunity to invest their skill-related assets into the organization. The paper aims to discuss these issues.
Design/methodology/approach
Integrating research on political skill with social exchange theory, the current study contends that interactional justice stemming from the supervisor will likely lead to employees feeling obligated and/or wanting to help, cooperate, and consider others in the workplace. However, only employees with political skill will be able to recognize the conditions and act appropriately on these conditions. As such, this paper investigates the moderating role of political skill in the interactional justice-performance relationship. The paper used multi-source survey methodology and applied hierarchical moderated multiple regression analysis to test the hypotheses.
Findings
Results from 189 respondents indicated that interactional justice was more strongly related to supervisor-rated interpersonal facilitation when employees possessed higher levels of political skill. This suggests that when both interactional justice and political skill are high, the potential for interpersonal facilitation is also high. Conversely, when one or both are low, interpersonal facilitation is less likely.
Originality/value
Previous articulations and evaluations of the relationship between interactional justice, political skill, and interpersonal facilitation have omitted either situational determinants of motivation or individual differences in job-related skills. With the current study, the paper sought to address these omissions by exploring the interactive effects of interactional justice and political skill on interpersonal facilitation.
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Yiming Wang, Doudou Liu and Chaoping Li
This bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research.
Abstract
Purpose
This bibliometric literature review aims to uncover the (1) intellectual foundations and (2) topical evolution in the field of career aspiration research.
Design/methodology/approach
We employed the systematic literature review methodology following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. According to the predetermined criteria, 286 articles were included from the Web of Science database. Then, we employed performance analysis, science mapping and natural language processing to address our research objectives.
Findings
Co-citation analysis uncovered four foundational themes: (1) gender and leadership aspiration, (2) Social Cognitive Career Theory, (3) process of career development and (4) adolescents’ career aspiration. Moreover, co-word analysis showed that scholarly foci have shifted from adolescents’ career development to diverse streams. This shift was indicated by the exploration of additional research samples, such as university students, and topics related to specific aspirations (e.g. entrepreneurial and managerial aspirations) and gender issues (e.g. women leadership and gender stereotypes).
Research limitations/implications
Although this review has limitations related to data selection, it presents implications for practice, theory and future research on career aspirations.
Originality/value
The study illuminated the past and development of a research domain, thus advancing the understanding of career aspirations and inspiring future research.
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Bruce Barry and Debra L. Shapiro
Justice research has established that voice enhances procedural justice—a phenomenon known as the ‘voice effect’—through both instrumental and non‐instrumental mechanisms…
Abstract
Justice research has established that voice enhances procedural justice—a phenomenon known as the ‘voice effect’—through both instrumental and non‐instrumental mechanisms. However, limited research attention has been devoted to the underlying motivational bases for the operation of one or the other explanatory mechanism in a given situation. We report the findings of two laboratory studies examining situational, motivational, and attributional underpinnings for the voice effect. We found that motivation to voice varied with characteristics of the authority to whom a grievance is directed. In both studies, an interaction revealed that non‐instrumental motivation for voice is more important when instrumental motivation is lacking or unavailable. In Study 2, we introduce the role of social attributions into research on the voice effect, finding that grievants' judgments about their objectives in using voice vary with the attributions they make about the motives behind the authority's actions. We discuss implications of our findings for both theory and practice.