Terence J. Wieting, Tim D. Andreadis, John M. Kidd, Wayne Quade, Arthur I. Namenson, Louis F. Libello, Christian D. Schleisiger and Chalmers M. Butler
The behaviours of the electric and magnetic fields inside a conducting cylinder with a single axial aperture are not as well understood as is commonly believed. The experimental…
Abstract
The behaviours of the electric and magnetic fields inside a conducting cylinder with a single axial aperture are not as well understood as is commonly believed. The experimental measurements and computer simulations described in this paper comprise a work in progress. The intention of the work is to use the conducting cylinder with a single axial aperture as a standard test object, in order to demonstrate present capabilities in measuring field strengths inside such a test object and to demonstrate the level of agreement attainable with commonly used computer codes. As the following experimental data will show, current free‐field B‐dot sensors cannot be used for measurements inside cavities, as they significantly perturb the fields they are trying to measure. There is indeed a pressing need to develop such nonperturbing sensors for use inside cavities.
Meral Kızrak and Hakkı Okan Yeloğlu
Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning…
Abstract
Purpose
Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role of perceived organizational support (POS) in this relationship.
Design/methodology/approach
The authors used path analysis to examine the relationships between research variables. Data were collected from 275 employees of private sector companies in Turkey through an online survey platform. To test the proposed hypotheses, the authors conducted regression and mediation analyses using the bootstrapping method.
Findings
The results indicate that the organization’s commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship.
Practical implications
Managers who aim to promote other-oriented and helping behavior in the organization should understand how prosocial silence can be golden. They should cultivate and model a learning mindset by focusing on strengths instead of weaknesses, reward experimentation and provide employees with timely feedback allowing them to think and reflect on their failures.
Originality/value
Although the dominant position of previous studies endorses the detrimental sides of organizational silence, less research has focused on employees’ prosocial silence behavior and the underlying mechanisms that may explain employees’ tendency to remain silent with helpful intent, a gap this research attempts to fill.
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Yasir Mansoor Kundi, Kamal Badar, Muhammad Sarfraz and Naeem Ashraf
Drawing on the social exchange theory, this study aims to examine the association between interpersonal conflict and task performance as well as the mediating and moderating roles…
Abstract
Purpose
Drawing on the social exchange theory, this study aims to examine the association between interpersonal conflict and task performance as well as the mediating and moderating roles of workplace deviance and emotional intelligence, respectively, in this association.
Design/methodology/approach
Two studies were designed to test the authors’ hypotheses using multiwave and multisource data collected from 173 (187) subordinates and their immediate supervisors from Pakistan.
Findings
An important reason that interpersonal conflict diminishes employees’ task performance is that employees are engaged in workplace deviance. This indirect effect is less salient when employees are more emotionally intelligent.
Practical implications
One way to improve employees’ task performance could be to reduce and manage interpersonal conflicts, especially through interventions aimed at increasing employees’ emotional intelligence levels.
Originality/value
This research contributes to the literature by demonstrating that employees’ emotional intelligence is a boundary condition that alters the association between interpersonal conflict and employee task performance directly and indirectly via workplace deviance.
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Liliana María Gutiérrez Vargas, Joaquin Alegre and Susana Pasamar
This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and…
Abstract
Purpose
This study analyses the relationship between the use of work–family benefits and job satisfaction (JS). Furthermore, it proposes that work-to-family conflict (WFC) and work-to-family enrichment (WFE) play a mediating role in this relationship. The purpose of this paper is to address these issues.
Design/methodology/approach
Data are gathered from 1,051 employees of Colombian organisations. Partial least squares path modelling is used.
Findings
The results show that the perception of WFE to a greater extent and the WFC perception, to a lesser extent, are significant mediators in the relationship between the use of benefits and JS.
Practical implications
This study justifies investments and initiatives on the adoption and promotion of work–family benefits. Moreover, it provides practical clues on how to boost JS: WFC and WFE are variables to be considered.
Originality/value
This study proposes a multiple mediation model to analyse the relationship between the actual use of work–family benefits and JS from a family perspective. It contributes to the literature in examining antecedents of JS, highlighting the role of WFE.
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Phuoc Hong Nguyen, Long Thanh Nguyen and Linh Tran Cam Nguyen
This study applies the target similarity model to examine the effects of servant leadership on supervisor commitment and supervisor citizenship behavior. The mediating role of…
Abstract
Purpose
This study applies the target similarity model to examine the effects of servant leadership on supervisor commitment and supervisor citizenship behavior. The mediating role of supervisory commitment is explored to determine the relationship between servant leadership and supervisor citizenship behavior. The difference in supervisor gender is examined in the linkage between servant leadership and supervisory commitment.
Design/methodology/approach
The data were collected through a survey of 478 salespeople in the retail industry. Structural equation modeling (SEM) techniques were used to verify the hypotheses of this study.
Findings
The findings showed significant support for the direct and indirect effects of servant leadership on supervisor commitment and supervisor citizenship behavior. Furthermore, the positive relationship between servant leadership and supervisory commitment was stronger among female supervisors than male supervisors.
Originality/value
Due to the scarcity of studies conducted on the linkages of servant leadership, supervisory commitment and supervisory citizenship behavior, this study theoretically and empirically contributes to the leadership literature as it is the first study to investigate these direct and indirect relationships. Similarly, this study examined gender differences in servant leadership to fill the gap in the research field.
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Mobina Farasat, Akbar Azam, Hassan Imam and Hamid Hassan
The purpose of this study is to examine how and when supervisors’ bottom-line mentality (BLM) influences workplace cheating behavior. Specifically, the authors draw upon social…
Abstract
Purpose
The purpose of this study is to examine how and when supervisors’ bottom-line mentality (BLM) influences workplace cheating behavior. Specifically, the authors draw upon social exchange theory (Blau, 1964) and the negative reciprocity norm (Gouldner, 1960) argument, to explain that supervisor BLM is likely related to organizational cynicism and subsequently those employees may engage in cheating behavior as a way to make things even with the organization. Furthermore, the authors theorized that organizational cynicism and supervisors’ BLM via organizational cynicism, increase cheating behavior among employees with a weak moral identity.
Design/methodology/approach
To test the current model, the authors collected data from 232 employees working in various Pakistani firms.
Findings
The results affirmed the authors’ moderated-mediation model. The positive indirect effects of supervisors’ BLM on workplace cheating behavior, through organizational cynicism, are moderated by employees’ moral identity.
Originality/value
This is the first study that examine the mediating and moderating role of organizational cynicism and employees’ moral identity in the relationship between supervisors’ BLM and workplace cheating behavior.
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Jacqueline M. Drew and Chantal Chevroulet
The purpose of this research is to empirically test the role of psychological contract breach in explaining the relationship between leadership style and procedural justice…
Abstract
Purpose
The purpose of this research is to empirically test the role of psychological contract breach in explaining the relationship between leadership style and procedural justice, burnout and psychological distress. This study provides important insights for police agencies who seek to positively impact, through the actions of their leaders, on both performance and psychological health of their officers. Drawing from the study findings, key recommendations for police leadership development programs are made.
Design/methodology/approach
The current study with a large sample of Australian police (N = 1763), explores the relationship between leader-member exchange (LMX) leadership style and two sets of outcomes. The first is procedural justice, an important job performance outcome related to police practice. The second outcome includes two measures of psychological health, specifically burnout and psychological distress. Psychological contract breach (PCB) is investigated in the current research as a potential mediator in the relationship between leadership and (a) job performance and (b) psychological health.
Findings
Using mediated regression analyses, high LMX leadership is associated with lower PCB, higher procedural justice and reduced psychological health impairment amongst staff. The relationship between LMX and procedural justice was fully mediated by PCB, meaning that PCB explains the relationship between LMX and procedural justice. Partial mediation was found for both psychological health outcomes. As such, leadership style has a direct relationship with psychological health, and is partly explained by PCB.
Originality/value
Very little research has considered the role of PCB in explaining how leadership style is related to job performance and psychological health outcomes in policing. To our knowledge, this is the first study that has empirically examined whether leadership style makes it more likely that a police officer will perceive PCB. And further, whether this breach is associated with reduced job performance (i.e. less procedural justice) and poorer psychological health (i.e. increased burnout and psychological distress).
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H.M. Saidur Rahaman, Mayowa T. Babalola, Abdul Karim Khan and Wayne A. Hochwarter
Because of the nature of nurses’ daily jobs, their work passion is critical for their quality performance and well-being. However, more research must examine the antecedents of…
Abstract
Purpose
Because of the nature of nurses’ daily jobs, their work passion is critical for their quality performance and well-being. However, more research must examine the antecedents of nurses' work passion. Against this backdrop, in the present study, we draw on the conservation of resources (COR) theory to hypothesize that the negative relationship between nurses’ depressed mood at work and work passion is moderated by their enactment such that a relatively high level of personal enactment weakens the negative effect of depressed mood at work on their work passion.
Design/methodology/approach
We examine our hypothesis using a three-wave time-lagged design involving 147 nurses (RN or LPN) working at a medium-sized healthcare facility in the rural Southern USA.
Findings
Results support our hypothesis that nurses’ personal enactment moderates the relationship between their depressed mood at work and work passion.
Research limitations/implications
Nurses' depressed mood at work can be less harmful to their work passion, particularly when they demonstrate a relatively higher level of personal enactment.
Originality/value
This study demonstrates that personal enactment attenuates the adverse effects of depressed mood at work when nurses possess elevated work passion levels.