Pub Date : 1900-01-01DOI: 10.21863/JOHB/2015.4.4.021
Continue Anddison Eketu, S. Richard
{"title":"Firms Social Responsibility Behaviour Pattern and Climate of the Host Community Environment in the Tourism and Hospitality Industry in Port Harcourt: A Study in Sustainable Development","authors":"Continue Anddison Eketu, S. Richard","doi":"10.21863/JOHB/2015.4.4.021","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.4.021","url":null,"abstract":"","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"152 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116394958","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.21863/JOHB/2015.4.1.002
Fritz Ngaleilongo
This study aimed at exploring the definition of workplace bullying as psychological violence among academic staff of the National University of Lesotho. The methodology for this study was the qualitative research approach, with an overarching intention of making meaning out of respondents' definition of the phenomenon of workplace bullying which they had experienced. Data for this study were collected through a semi-structured interview on 20 academic staff members of the aforementioned institution. Data analysis was done through the iterative and inductive methods of the Interpretive Phenomenological Analysis (IPA). Results of the study highlighted the following rubrics in respondents' definition of workplace bullying as psychological violence: abuse of status, covert and or overt negative behaviours, premeditated intention to impose one's will and suppress that of others, devaluing others, and causing harm to the victims of bullying. Workplace bullying can thus be described as negative group dynamics which has characteristics that are diametrically opposed to those of positive psychology. Workplace bullying impacts negatively on, and compromises organisational effectiveness and efficiency, employee physical resilience, intellectual stimulation, emotional balance, family harmony, self-esteem, self-image, and self-actualisation.
{"title":"Defining Workplace Bullying in Institutions of Higher Learning","authors":"Fritz Ngaleilongo","doi":"10.21863/JOHB/2015.4.1.002","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.1.002","url":null,"abstract":"This study aimed at exploring the definition of workplace bullying as psychological violence among academic staff of the National University of Lesotho. The methodology for this study was the qualitative research approach, with an overarching intention of making meaning out of respondents' definition of the phenomenon of workplace bullying which they had experienced. Data for this study were collected through a semi-structured interview on 20 academic staff members of the aforementioned institution. Data analysis was done through the iterative and inductive methods of the Interpretive Phenomenological Analysis (IPA). Results of the study highlighted the following rubrics in respondents' definition of workplace bullying as psychological violence: abuse of status, covert and or overt negative behaviours, premeditated intention to impose one's will and suppress that of others, devaluing others, and causing harm to the victims of bullying. Workplace bullying can thus be described as negative group dynamics which has characteristics that are diametrically opposed to those of positive psychology. Workplace bullying impacts negatively on, and compromises organisational effectiveness and efficiency, employee physical resilience, intellectual stimulation, emotional balance, family harmony, self-esteem, self-image, and self-actualisation.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131017785","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.21863/JOHB/2016.5.1.028
Suchitra Pandey, P. Rishi, A. Aadil
The paper provides a conceptual analysis of multiple facets related to dynamics of'bad apples'in any organisation-their behaviour, characteristics, individual forces, organisational forces, and moderators that promote their existence and growth in regard to creating and sustaining ethical culture. It also emphasises the role of management to work efficiently considering the negative forces brought to the working space by these 'bad apples'. More so, specific issues like ethical and unethical behaviour, morality, and the environment under which the ethical behaviour transforms into unethical behaviour in the organisation are also analysed. Studies narrated that organisations can promote ethical environment through employee feedback, employee engagement, organisational citizenship behaviour (OCB), adherence to ethical code of conduct, social exclusion, sound reward, and whistle blowing policy. The paper further emphasizes the influence of moral intensity through probability of effect, proximity, social consensus, magnitude of consequences and temporal immediacy, on ethical behaviour. Besides, people with personality trait of machiavellianism and self-monitoring are more likely to become/follow 'bad apples' and have also been observed to accelerate the individual level of unethical behaviour in the organisation. The need for empirical study was felt taking into account the above mentioned variables to reach an objective conclusion on the proliferation and management of 'bad apples' in any organisation and promotion of ethical behavior.
{"title":"Promoting Ethical Behaviour Through Management of Bad Apples: A Conceptual Analysis","authors":"Suchitra Pandey, P. Rishi, A. Aadil","doi":"10.21863/JOHB/2016.5.1.028","DOIUrl":"https://doi.org/10.21863/JOHB/2016.5.1.028","url":null,"abstract":"The paper provides a conceptual analysis of multiple facets related to dynamics of'bad apples'in any organisation-their behaviour, characteristics, individual forces, organisational forces, and moderators that promote their existence and growth in regard to creating and sustaining ethical culture. It also emphasises the role of management to work efficiently considering the negative forces brought to the working space by these 'bad apples'. More so, specific issues like ethical and unethical behaviour, morality, and the environment under which the ethical behaviour transforms into unethical behaviour in the organisation are also analysed. Studies narrated that organisations can promote ethical environment through employee feedback, employee engagement, organisational citizenship behaviour (OCB), adherence to ethical code of conduct, social exclusion, sound reward, and whistle blowing policy. The paper further emphasizes the influence of moral intensity through probability of effect, proximity, social consensus, magnitude of consequences and temporal immediacy, on ethical behaviour. Besides, people with personality trait of machiavellianism and self-monitoring are more likely to become/follow 'bad apples' and have also been observed to accelerate the individual level of unethical behaviour in the organisation. The need for empirical study was felt taking into account the above mentioned variables to reach an objective conclusion on the proliferation and management of 'bad apples' in any organisation and promotion of ethical behavior.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125603792","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.21863/JOHB/2015.4.1.006
Gopal Chandra Mahakud, K. Gangai
{"title":"The Influence of Workplace Spirituality on Organisational Commitment among Public Sector Employees","authors":"Gopal Chandra Mahakud, K. Gangai","doi":"10.21863/JOHB/2015.4.1.006","DOIUrl":"https://doi.org/10.21863/JOHB/2015.4.1.006","url":null,"abstract":"","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122845829","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 1900-01-01DOI: 10.21863/JOHB/2016.5.1.023
P. Srivalli, Kota Neela Mani Kanta
Perceived organisational support is an employee belief that organisation values their contributions and cares about their welfare. The study assumes faculty can teach effectively in an environment where there is organisational support. In addition organisational commitment is a significant employee attitude towards his job in regard to effective teaching. Consequently the study is sought to analyse the moderation of organisational support on the relationship between organisational commitment and teaching effectiveness. The study is conducted among 410 private engineering college faculties working in Rayalaseema region of Andhra Pradesh. The study follows descriptive research design, as the study describes the moderation effect of organisational support. The study follows probabilistic, multi-stage sampling method in selection of sample. The study administers structured questionnaire among engineering college faculty for collection of primary data. The study finds statistically insignificant moderation effect of organisational support.
{"title":"Teaching Effectiveness:A Study on Moderation Effect of Organisational Support and Organisational Commitment","authors":"P. Srivalli, Kota Neela Mani Kanta","doi":"10.21863/JOHB/2016.5.1.023","DOIUrl":"https://doi.org/10.21863/JOHB/2016.5.1.023","url":null,"abstract":"Perceived organisational support is an employee belief that organisation values their contributions and cares about their welfare. The study assumes faculty can teach effectively in an environment where there is organisational support. In addition organisational commitment is a significant employee attitude towards his job in regard to effective teaching. Consequently the study is sought to analyse the moderation of organisational support on the relationship between organisational commitment and teaching effectiveness. The study is conducted among 410 private engineering college faculties working in Rayalaseema region of Andhra Pradesh. The study follows descriptive research design, as the study describes the moderation effect of organisational support. The study follows probabilistic, multi-stage sampling method in selection of sample. The study administers structured questionnaire among engineering college faculty for collection of primary data. The study finds statistically insignificant moderation effect of organisational support.","PeriodicalId":130584,"journal":{"name":"Journal of Organization and Human Behaviour","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131999711","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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