Employee Responsibilities and Rights Journal最新文献

The present research paper aims to examine the influence of workplace bullying on employee work outcomes in terms of employee engagement and perceived internal employability. The paper also analyses the moderating role of organization-based self-esteem (OBSE) in the relationship between workplace bullying and employee work outcomes. The authors relied on cross-sectional data from teaching faculty across universities and colleges in South India to validate hypotheses empirically. The proposed model was tested using Warp-PLS and PROCESS macro in SPSS. The study reported a significant negative influence of workplace bullying on perceived internal employability and employee engagement. The study also found that OBSE positively moderated the negative relationship between workplace bullying and employee work outcomes in terms of engaging employees and perceived employability. The unique aspect of this research is that it is the first time the moderating role of OBSE is discussed in bullying literature. The study puts across OBSE as a positive organization related construct that can nullify the negative impacts of workplace bullying. OBSE is a crucial resource in annualizing the negative effect of bullying in the workplace. Policymakers should imbibe OBSE as a crucial factor in the policies and ethics of their organization for enhancing employee engagement and employability.

Drawing on social exchange theory (SET), this study aims to investigate communicative deviance among Indonesian employees because of supervisor and customer mistreatment. We question whether anger mediates the relationship between mistreatment and deviant silence while self-control moderates promotive voice? In this regard, a survey among 1652 frontline service employees working in 60 Indonesian cities reveals perceptions of abusive supervision arouse negative emotions of anger among Indonesian frontliners. Stronger support for self-control as a moderator is found. Practically, there is a need to revisit goal orientation at work. This research is unique in conceptualizing a holistic view of mistreatment and its negative consequences.

Employment is a key determinant of health, yet up to 80% of individuals with multiple sclerosis stop work within 15 years of diagnosis. The unpredictable nature of MS, both on a daily basis, and longer term means that maintaining employment can be difficult. Multiple sclerosis affects women disproportionately (> 60% of cases) and they often experience greater workplace challenges, yet few studies explore this. This study aimed to deepen understanding of the employment experiences and perspectives of women with multiple sclerosis to help inform future policy developments and care. A descriptive phenomenological approach was used involving thematic analysis from fourteen in-depth semi-structured interviews (data collected 2020). The inclusion criteria were adult women diagnosed with multiple sclerosis living in the UK who have current or previous experiences of employment. Seven themes were identified: Multiple sclerosis symptoms, workplace support, adjustments in the workplace, prioritisation of employment, making compromises, time and informal networks. These themes offer a descriptive account of the participant's experiences of work, how they experience their multiple sclerosis in relation to employment and some of the constraints and enablers to work. The findings highlight the importance of both individual and broader socio-environmental factors to successful employment outcomes. Tailored community support for these women, such as that provided by nurses, was considered central. There is a need for better collaboration at a policy level between government departments and for more research into women with chronic conditions, to further explore the relationship between different variables.