Hsien-Chun Chen, Szu-Yin Lin and I-Heng Chen
Based on the theory of reasoned action, this study aims to illustrate how employees’ safety behavior can be enhanced in the workplace by specifically examining how anticipated…
Abstract
Purpose
Based on the theory of reasoned action, this study aims to illustrate how employees’ safety behavior can be enhanced in the workplace by specifically examining how anticipated regret leads to workplace safety behavior and the contextual factor of organizational ethical climate.
Design/methodology/approach
The authors adopted a quantitative approach and designed their survey from validated scales in prior studies. Data were obtained from two different sources, including 149 employees and 31 immediate supervisors. Hierarchical linear modeling techniques were applied to test the hypotheses.
Findings
The results showed that anticipated regret was significantly related to safety compliance and safety participation; egoistic ethical climate was negatively correlated with safety compliance and safety participation, while benevolent ethical climate was only positively correlated with safety participation. For cross-level moderating effects, both benevolent and principle ethical climate moderate the relationship between anticipated regret and safety participation, whereas all three ethical climates did not moderate the relationship between anticipated regret and safety compliance.
Research limitations/implications
It contributes to current literature by identifying critical determinants of employees’ safety behavior, which would enable practitioners to manage safety in the workplace and foster a safe working environment. Specifically, fostering benevolent ethical climate can better promote employees’ perceptions of the importance of discretionary safety behavior.
Originality/value
This study suggests that organizational practitioners could use the salience of anticipated regret to promote the safety behavioral intentions of employees in the workplace. Further, the authors examined a multilevel framework, which elaborates individual- and organizational-level antecedents of employee safety behavior as well as the impact of cross-level interactions on employee safety behavior.
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I-An Wang, Hui-Ching Lin, Szu-Yin Lin and Pei-Chi Chen
Abusive supervision has been a prevalent issue in the workplace. This study aims to explore the consequences of abusive supervision on employee affective organizational commitment…
Abstract
Purpose
Abusive supervision has been a prevalent issue in the workplace. This study aims to explore the consequences of abusive supervision on employee affective organizational commitment and general health in the hospitality industry and further explores the boundary conditions of employee assistance programs (EAPs).
Design/methodology/approach
The participants of this study were 231 frontline employees from the hospitality industry in Taiwan. Quantitative data was collected using questionnaires from two time periods separated by a two-week interval. The data was analyzed using PROCESS macro for SPSS.
Findings
The findings from this study suggested that abusive supervision have negative impacts on both subordinates’ affective organizational commitment and general health. As expected, perceived effectiveness of EAPs moderated the relationship between perceived abusive supervision and affective organizational commitment, whereas the moderating effect of perceived effectiveness of EAPs on the relationship between abusive supervision and employee general health was not significant.
Practical implications
The results of this study showed that EAP practices can mitigate the negative effects of abusive supervision. It is expected to encourage managers in the hospitality industry to minimize or even prevent abusive supervision. Further, the authors suggest organizations implement specific strategies in their EAPs to assist employees in coping with the negative emotions accompanying abusive supervision.
Originality/value
This study offers empirical evidence that illustrates the importance of EAPs and how they may reduce the negative impacts of abusive supervision.
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Szu-Yin Lin, Hsien-Chun Chen and I-Heng Chen
Although the sense of entitlement was traditionally associated with a range of maladaptive personality characteristics, the purpose of the current study is to take an initial step…
Abstract
Purpose
Although the sense of entitlement was traditionally associated with a range of maladaptive personality characteristics, the purpose of the current study is to take an initial step to explore a positive implication of psychological entitlement.
Design/methodology/approach
The target population for this study comprises employees from various industries in Taiwan. To examine the research hypotheses, structural equation modeling techniques were employed to perform a mediation analysis and conditional process analysis.
Findings
The results of this research showed that career ambition mediates the relationship between psychological entitlement and job involvement, where psychological entitlement is positively related to career ambition, and career ambition is positively related to job involvement. Nonetheless, the authors' data did not support the proposed moderation effect of self-efficacy on the relationship between career ambition and job involvement.
Originality/value
This work is among the first to investigate how an employee's psychological entitlement is associated with his/her job involvement and the boundary conditions that affect this relationship.
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I-An Wang, Szu-Yin Lin, Yeong-Shyang Chen and Shou-Tsung Wu
The purpose of the study is to empirically test and explore the influences of abusive supervision on subordinates' job satisfaction and mental health. Specifically, the authors…
Abstract
Purpose
The purpose of the study is to empirically test and explore the influences of abusive supervision on subordinates' job satisfaction and mental health. Specifically, the authors focus on the mediation effects of emotional labor and compare the discrepancies between surface acting and deep acting.
Design/methodology/approach
Time-lagged data were obtained from 239 employees in the hospitality industry in Taiwan. The hypothesized model was tested using structural equation modeling with Mplus 7.4.
Findings
Results showed that abusive supervision is not only negatively related to employees' job satisfaction and mental health but also positively associated with employee surface acting and negatively associated with deep acting. For mediating effects, surface acting mediates the relationships between abusive supervision and employee job satisfaction, while deep acting mediates the relationship between abusive supervision and mental health.
Practical implications
Abusive supervision is detrimental; it should be reduced in the workplace. Also, frontline employees can be provided with training programs to improve their deep acting strategies, which lead to better job satisfaction and mental health.
Originality/value
This research is among the first to examine the link between abusive supervision and both employee job satisfaction and mental health in the hospitality industry and extends the authors’ knowledge by demonstrating the mediating effects of surface acting and deep acting.
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Wan-Ju Chou and Bor-Shiuan Cheng
While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed…
Abstract
Purpose
While current management theory is largely based on economic assumptions, there is evidence to suggest capitalism is at a crossroads. Humanistic management is accordingly proposed as an alternative new paradigm. The present study follows this approach in considering Confucianism as a humanistic practice. The purpose of this study is to explore humanistic leadership displayed by a Confucian leader and how he/she presents humanistic concern in corporate management to pursue the common good.
Design/methodology/approach
This study adopted a structured–pragmatic–situational approach to conduct a case study and collected data from three sources: semi-structured interviews, consultant observations and archival data.
Findings
The findings reveal that a Confucian leader takes all stakeholders' interests into account while engaging in corporate management and displays humanistic behaviors toward the stakeholders that are in line with five Confucian virtues. The leader cultivates the employees as Confucian humanistic agents. These employees accordingly act as bridges to transmit the humanistic spirit to their customers and other industries in the same market. To initiate an industry change to achieve collective welfare, a Confucian leader must first influence his/her primary stakeholders. The primary stakeholders next collectively influence the secondary stakeholders (i.e. the industry). Consequently, the overall goal of the common good is ultimately sustained.
Originality/value
This study identifies valuable practical implications for humanistic practices in corporate management from a Confucian perspective. In addition, this study takes a significant academic step forward by illuminating the humanistic paradigm.