Search results

The purpose of this paper is to analyse the role of informal help at the workplace and identify its determinants and outcomes. With an agency model, a multidisciplinary framework is proposed to understand how the “managerial” logic that shapes formal communication combines with the social logic underlying informal help in the context of organisational changes.

With a sample of 12,475 employees of the French private sector, switching models estimate the determinants and impacts of informal help on wages and effort.

The results of this paper show that informal help networks reproduce discriminatory stereotypes, and they are driven by the firm’s instability, organisational design of workstation and social mechanisms. When employees help other workers, they intensify their effort. It pays to be helped, as recipients of help receive a wage premium. Results also suggest the existence of free-riding behaviours in informal help when workers do not reciprocate help

This approach of work organisation focuses on the analysis of productive interdependencies and social interactions at the workplace. The link between the formal organisation and the informal social structure is analysed with the concept of informal help. It also highlights the social dimension of performance.

The purpose of this paper is to examine the influence of workplace spirituality on employee well-being and intention to stay with the organization among teachers in technical higher education institutions. Furthermore, the study endeavors to test the difference in model estimates across two groups of teachers who differ in their intentional career choice.

This descriptive study was conducted amongst a sample of 523 teachers working in technical educational institutions in India. Self-reporting questionnaires were administered among the respondents, who were selected through purposive sampling method. Structural equation modeling and multi-group analysis were done to test the hypotheses.

Analysis revealed that workplace spirituality enhanced employee well-being and intention to stay. Differences were observed on the effects of different dimensions of workplace spirituality on job outcomes. Also, teachers’ intentional career choice was found to moderate these relationships.

This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality, employee well-being and intention to stay, particularly in the context of teachers who differ in their intentional career choice. Implications with regard to the experience of workplace spirituality and job outcomes in the specific context of teaching are elaborated, thus striving to fill a gap in existing literature.