Pub Date : 2023-01-01DOI: 10.5771/0935-9915-2023-1-69
R. Vahrenkamp
The rise of Operations Research, which provides mathematical models for the management of commercial enterprises, in the political knowledge culture of Cold War Science is shown and then transferred to the institutionalization of Operations Research in Europe and in the Federal Republic of Germany. The predecessor organizations of the German Society for Operations Research are presented and the interaction of the annual conference of this society with the conferences on a European and worldwide level. It tells how numerous chairs for corporate research and operations research were founded at universities between 1960 and 1980. The connection between Operations Research and the macroeconomic field of econometrics in chairs, conferences and publications is explained and problematized. The great flood of publications on the subject of Operations Research between 1960 and 1980 is referred to, but the rise of the competing field of business informatics in the 1980s halted the success of Operations Research. Based on the historical study by Alexander Nützenadel, the difference between the field of econometrics, which is based on empirical data, and the field of operations research, which is more academically oriented, is worked out. The methodological approach of Operations Research is referred to as abstractification. An example for abstractification is the transport model of linear optimization, which simplifies (abstractifies) economic reality to such an extent that it can be transformed into manageable formulas. However, the transport model is unsuitable for applications in the real economy and thus serves only as a self-referential project for the academic sector. This contribution shows that Operations Research lacks the level of empirical implementation of mathematical models known from econometrics and the social sciences. How transport optimization was taken up in the political knowledge cultures of the Eastern bloc (1945 – 1990) and in the German Democratic Republic is dealt with in a section.
{"title":"Mathematical Management – Operations Research in the United States and Western Europe, 1945 – 1990","authors":"R. Vahrenkamp","doi":"10.5771/0935-9915-2023-1-69","DOIUrl":"https://doi.org/10.5771/0935-9915-2023-1-69","url":null,"abstract":"The rise of Operations Research, which provides mathematical models for the management of commercial enterprises, in the political knowledge culture of Cold War Science is shown and then transferred to the institutionalization of Operations Research in Europe and in the Federal Republic of Germany. The predecessor organizations of the German Society for Operations Research are presented and the interaction of the annual conference of this society with the conferences on a European and worldwide level. It tells how numerous chairs for corporate research and operations research were founded at universities between 1960 and 1980. The connection between Operations Research and the macroeconomic field of econometrics in chairs, conferences and publications is explained and problematized. The great flood of publications on the subject of Operations Research between 1960 and 1980 is referred to, but the rise of the competing field of business informatics in the 1980s halted the success of Operations Research. Based on the historical study by Alexander Nützenadel, the difference between the field of econometrics, which is based on empirical data, and the field of operations research, which is more academically oriented, is worked out. The methodological approach of Operations Research is referred to as abstractification. An example for abstractification is the transport model of linear optimization, which simplifies (abstractifies) economic reality to such an extent that it can be transformed into manageable formulas. However, the transport model is unsuitable for applications in the real economy and thus serves only as a self-referential project for the academic sector. This contribution shows that Operations Research lacks the level of empirical implementation of mathematical models known from econometrics and the social sciences. How transport optimization was taken up in the political knowledge cultures of the Eastern bloc (1945 – 1990) and in the German Democratic Republic is dealt with in a section.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2023-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86529434","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-4-397
B. Boers, T. Henschel
The purpose of this paper is to explore and understand how family firms manage a crisis by applying a processual perspective addressing the different phases of a crisis, including its origin, context and consequences. Drawing on a study of six family firms, we find that the leadership of the owning family signifies crisis management in family firms. Also, family firms rely on multiple crisis management practices and make use of their relationships and networks, which support crisis management at different stages. Socioemotional wealth can be both a trigger and a consequence of crisis management procedures. This study contributes to the literature by providing a more nuanced and developed crisis management model that accounts for the peculiarities of family firms. We argue that it is of the greatest importance to consider the consequences of a crisis whose origin stems from the owning family. In particular, such crises will trigger the owning family, as their socioemotional endowment would be at risk, which can free family resources for crisis management practices.
{"title":"Crisis Management: A Necessary Evil or Useful Tool? The Role of Socioemotional Wealth in the Crisis Management of Family Firms","authors":"B. Boers, T. Henschel","doi":"10.5771/0935-9915-2022-4-397","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-4-397","url":null,"abstract":"The purpose of this paper is to explore and understand how family firms manage a crisis by applying a processual perspective addressing the different phases of a crisis, including its origin, context and consequences. Drawing on a study of six family firms, we find that the leadership of the owning family signifies crisis management in family firms. Also, family firms rely on multiple crisis management practices and make use of their relationships and networks, which support crisis management at different stages. Socioemotional wealth can be both a trigger and a consequence of crisis management procedures. This study contributes to the literature by providing a more nuanced and developed crisis management model that accounts for the peculiarities of family firms. We argue that it is of the greatest importance to consider the consequences of a crisis whose origin stems from the owning family. In particular, such crises will trigger the owning family, as their socioemotional endowment would be at risk, which can free family resources for crisis management practices.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78580138","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-3-240
Robin Stumpf, Stefan Süß
Social media offers individuals and organisations new opportunities for speaking up. The receiver's valuation of the sender's voice is a prerequisite for resulting change. However, the influence of modern communication channels like social media on this valuation has not yet been investigated. Against this background, our study investigates the valuation of social media voice. We conduct a scenario-based experiment in which the participants imagine themselves to be a manager who is evaluating a proposal. The results show that the valuation of voice is better if a proposal is communicated via voicemail than if it is communicated via social media, if the proposal is based on the opinion of an individual rather than that of a group, and if the source is an expert. We also find a three-way interaction between the channel, source, and source credibility. The paper provides contributions to research on employee voice, the ELM, and the Social Presence Theory. We discuss our findings and derive opportunities for future research and implications for both employees and organisations.
{"title":"The Valuation of Social Media Voice: An Experimental Investigation","authors":"Robin Stumpf, Stefan Süß","doi":"10.5771/0935-9915-2022-3-240","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-3-240","url":null,"abstract":"Social media offers individuals and organisations new opportunities for speaking up. The receiver's valuation of the sender's voice is a prerequisite for resulting change. However, the influence of modern communication channels like social media on this valuation has not yet been investigated. Against this background, our study investigates the valuation of social media voice. We conduct a scenario-based experiment in which the participants imagine themselves to be a manager who is evaluating a proposal. The results show that the valuation of voice is better if a proposal is communicated via voicemail than if it is communicated via social media, if the proposal is based on the opinion of an individual rather than that of a group, and if the source is an expert. We also find a three-way interaction between the channel, source, and source credibility. The paper provides contributions to research on employee voice, the ELM, and the Social Presence Theory. We discuss our findings and derive opportunities for future research and implications for both employees and organisations.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76327730","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-2-109
Helge Nuhn, A. Wald
The development of turnover intentions is well-researched among regular employees. Top management team (TMT) turnover is peculiarly consequential but was mainly subject to static analysis of turnover antecedents. This paper develops a model of turnover intention development processes that includes TMT-specific antecedents of turnover intentions. We conducted multiple narrative interviews with nine former top managers. Our analyses suggest factors such as conflicts in corporate governance, finished agendas, commitment conflicts, unfavorable work/life circumstances and compelling alternatives to be the most prominent antecedents of turnover intentions. The study contributes to the literature by empirically identifying the antecedents of voluntary turnover intentions of TMT members and by integrating these factors in a research model that prioritises the different antecedents.
{"title":"The Development of Turnover Intentions in Top Management Teams: An Empirical Study and Research Model","authors":"Helge Nuhn, A. Wald","doi":"10.5771/0935-9915-2022-2-109","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-2-109","url":null,"abstract":"The development of turnover intentions is well-researched among regular employees. Top management team (TMT) turnover is peculiarly consequential but was mainly subject to static analysis of turnover antecedents. This paper develops a model of turnover intention development processes that includes TMT-specific antecedents of turnover intentions. We conducted multiple narrative interviews with nine former top managers. Our analyses suggest factors such as conflicts in corporate governance, finished agendas, commitment conflicts, unfavorable work/life circumstances and compelling alternatives to be the most prominent antecedents of turnover intentions. The study contributes to the literature by empirically identifying the antecedents of voluntary turnover intentions of TMT members and by integrating these factors in a research model that prioritises the different antecedents.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82217149","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-1-82
Mu Tian, Sylvia Rohlfer, Yajun Wu, Haifeng Yan
Based on their growing innovation capabilities, Chinese companies have become important players in the global innovation arena. Among the factors influencing these firms’ innovation, cultural values have increasingly attracted scholars’ attention. However, research on the relationship between one of the key elements of traditional Chinese culture, Confucianism, and innovation remains scarce. By focusing on two core elements of Confucianism, we extend the innovation contingency literature in examining whether Confucianism is associated with management and product innovation at the firm level in China. Through an empirical examination of a highly innovative private company in China’s premium kitchen appliance market, we find that Confucianism, as reflected in innovative management practices, can foster product innovation. Specifically, benevolence as a Confucian virtue can trigger innovation by forcing a user-centred focus and widening managers’ perspectives of stakeholder interests. Another Confucian principle, the Doctrine of the Mean, can also boost innovation by yielding harmony with surrounding elements, such as users, space, and nature, and defining the employee-management relationship.
{"title":"Does Confucian Culture Promote Innovation? An Empirical Investigation of a Leading Organization in the Field","authors":"Mu Tian, Sylvia Rohlfer, Yajun Wu, Haifeng Yan","doi":"10.5771/0935-9915-2022-1-82","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-1-82","url":null,"abstract":"Based on their growing innovation capabilities, Chinese companies have become important players in the global innovation arena. Among the factors influencing these firms’ innovation, cultural values have increasingly attracted scholars’ attention. However, research on the relationship between one of the key elements of traditional Chinese culture, Confucianism, and innovation remains scarce. By focusing on two core elements of Confucianism, we extend the innovation contingency literature in examining whether Confucianism is associated with management and product innovation at the firm level in China. Through an empirical examination of a highly innovative private company in China’s premium kitchen appliance market, we find that Confucianism, as reflected in innovative management practices, can foster product innovation. Specifically, benevolence as a Confucian virtue can trigger innovation by forcing a user-centred focus and widening managers’ perspectives of stakeholder interests. Another Confucian principle, the Doctrine of the Mean, can also boost innovation by yielding harmony with surrounding elements, such as users, space, and nature, and defining the employee-management relationship.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89803371","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-1-1
E. Gier
In this paper, welfare work at Olivetti, a former well-known Italian typewriter and office machines company, will be analysed. Welfare work at Olivetti had reached its peak in the 1950s. This was relatively late in comparison to other noteworthy enlightened welfare work initiatives in the industrialized West. The heyday of welfare work in Europe and the United States occurred during the period from 1880 until 1930. From World War II onwards, the extensive Olivetti welfare work programs were embedded in a deliberate and encompassing communitarian social philosophy. Adriano Olivetti’s main objectives were twofold: to prevent worker alienation at the shopfloor level in his factories and to resolve political and social conflict in post-war Italy. This plan was to be carried out in a sustainable way by means of strengthening regional development. Within quite a short time span, the country underwent a rapid and intensive transformation from being a traditional agrarian society into one of the leading industrialized nations of Europe. A response will be provided to the question concerning to what extent Olivetti’s experiment can be considered unique in comparison to other significant enlightened welfare work experiments that took place between 1880 and 1930. Finally, the topicality of the Olivetti experiment will be considered.
{"title":"From the Good Factory towards a New Sustainable Post-war Social Order in Italy. The Remarkable “Utopian” Welfare Work Policies of Adriano Olivetti and His Typewriter Company in the 1950s","authors":"E. Gier","doi":"10.5771/0935-9915-2022-1-1","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-1-1","url":null,"abstract":"In this paper, welfare work at Olivetti, a former well-known Italian typewriter and office machines company, will be analysed. Welfare work at Olivetti had reached its peak in the 1950s. This was relatively late in comparison to other noteworthy enlightened welfare work initiatives in the industrialized West. The heyday of welfare work in Europe and the United States occurred during the period from 1880 until 1930. From World War II onwards, the extensive Olivetti welfare work programs were embedded in a deliberate and encompassing communitarian social philosophy. Adriano Olivetti’s main objectives were twofold: to prevent worker alienation at the shopfloor level in his factories and to resolve political and social conflict in post-war Italy. This plan was to be carried out in a sustainable way by means of strengthening regional development. Within quite a short time span, the country underwent a rapid and intensive transformation from being a traditional agrarian society into one of the leading industrialized nations of Europe. A response will be provided to the question concerning to what extent Olivetti’s experiment can be considered unique in comparison to other significant enlightened welfare work experiments that took place between 1880 and 1930. Finally, the topicality of the Olivetti experiment will be considered.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88707962","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-3-269
C. Schank, Eva Maria Spindler
Digital transformation goes hand in hand with profound changes to company structures. One aspect of digital transformation are algorithm-based decisions which strongly affect decision-making processes in general but also those between the company and employee representatives. This changes where employee representation can be introduced in decision-making, as well as how it is implemented and what competencies are required to do so. This conceptual article looks into how employee representation voice can be kept alive in organisational algorithm-based decision-making processes. To do this, employee (representation) voice will be derived from the German co-determination model. Analogue decision-making is then initially described as a social negotiation process, and modelling is used to show how it is linked to sensemaking in order to back up this claim. In contrast, it is highlighted how algorithm-based decision-making influences this analogue process. To face the resulting changes and challenges, the concept of “big judgement” is described. This concept proposes both structural problem-solving approaches as well as employee representative qualification requirements to provide scope for employee representation voice in algorithm-based decision-making and to avoid a culture of silence.
{"title":"Giving Employees a Voice in Times of Digital Transformation: Modelling Employee Representation Voice in Algorithm-Based Decision-Making","authors":"C. Schank, Eva Maria Spindler","doi":"10.5771/0935-9915-2022-3-269","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-3-269","url":null,"abstract":"Digital transformation goes hand in hand with profound changes to company structures. One aspect of digital transformation are algorithm-based decisions which strongly affect decision-making processes in general but also those between the company and employee representatives. This changes where employee representation can be introduced in decision-making, as well as how it is implemented and what competencies are required to do so. This conceptual article looks into how employee representation voice can be kept alive in organisational algorithm-based decision-making processes. To do this, employee (representation) voice will be derived from the German co-determination model. Analogue decision-making is then initially described as a social negotiation process, and modelling is used to show how it is linked to sensemaking in order to back up this claim. In contrast, it is highlighted how algorithm-based decision-making influences this analogue process. To face the resulting changes and challenges, the concept of “big judgement” is described. This concept proposes both structural problem-solving approaches as well as employee representative qualification requirements to provide scope for employee representation voice in algorithm-based decision-making and to avoid a culture of silence.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81092502","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-2-135
Christoph Hinteregger, Urs Baldegger, S. Durst
Today's dynamic and highly volatile environment underlines the relevance of corporate entrepreneurship in all types of organizations to respond to current and forthcoming forces in a sustainable way. While extant research has identified several factors that impact corporate entrepreneurship, our understanding of how corporate entrepreneurship is impacted by strategic human resource management (SHRM) is underdeveloped. Drawing upon a dataset from 185 HR managers in Eastern Switzerland, Liechtenstein, and Western Austria, this study replicates the study of Wei et al. (2008) and examines the role of organizational culture in the SHRM adoption and implementation process and transfers their research design into the context of corporate entrepreneurship. The results indicate that SHRM impacts the implementation of organizational culture and that different HRM systems affect the implementation of different types of organizational culture.
{"title":"Exploring the Link Between Strategic Human Resource Management, Organizational Culture, and Corporate Entrepreneurship","authors":"Christoph Hinteregger, Urs Baldegger, S. Durst","doi":"10.5771/0935-9915-2022-2-135","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-2-135","url":null,"abstract":"Today's dynamic and highly volatile environment underlines the relevance of corporate entrepreneurship in all types of organizations to respond to current and forthcoming forces in a sustainable way. While extant research has identified several factors that impact corporate entrepreneurship, our understanding of how corporate entrepreneurship is impacted by strategic human resource management (SHRM) is underdeveloped. Drawing upon a dataset from 185 HR managers in Eastern Switzerland, Liechtenstein, and Western Austria, this study replicates the study of Wei et al. (2008) and examines the role of organizational culture in the SHRM adoption and implementation process and transfers their research design into the context of corporate entrepreneurship. The results indicate that SHRM impacts the implementation of organizational culture and that different HRM systems affect the implementation of different types of organizational culture.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88379006","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-1-42
Christiane R Stempel, Jana Biemelt, Jan Dettmers
Employers expect to increase the overall organizational flexibility and performance when employees are available to clients, supervisors, or colleagues outside of their regular work. However, when extended availability is not properly organized, it is associated with impaired well-being, which can lower performance. Research has identified design criteria that may increase or decrease the detrimental effects of availability. We assume that the role-modeling behavior of supervisors as important representatives of organizational values is crucial as well. This study investigated the moderating function of supervisory role modeling in the relationship between extended availability for work and well-being. We conducted a study with 258 participants who completed an online questionnaire about their availability demands and their supervisors’ role modelling to address this issue. Additionally, participants indicated their emotional exhaustion, work-family conflict as well as performance. Moderated mediation analyses revealed that high work-life-friendly role modeling attenuated the detrimental indirect effect of extended availability demands on performance via a work-family conflict. Identifying the boundary conditions for extended availability demands offers a more differentiated perspective on its beneficial and/or detrimental nature. The results highlight the necessity to consider supervisors as key figures for interventions for extended availability demands.
{"title":"Never Off Duty – The Role of Supervisors in the Relationship Between Extended Availability, Subordinate Strain, and Job Performance","authors":"Christiane R Stempel, Jana Biemelt, Jan Dettmers","doi":"10.5771/0935-9915-2022-1-42","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-1-42","url":null,"abstract":"Employers expect to increase the overall organizational flexibility and performance when employees are available to clients, supervisors, or colleagues outside of their regular work. However, when extended availability is not properly organized, it is associated with impaired well-being, which can lower performance. Research has identified design criteria that may increase or decrease the detrimental effects of availability. We assume that the role-modeling behavior of supervisors as important representatives of organizational values is crucial as well. This study investigated the moderating function of supervisory role modeling in the relationship between extended availability for work and well-being. We conducted a study with 258 participants who completed an online questionnaire about their availability demands and their supervisors’ role modelling to address this issue. Additionally, participants indicated their emotional exhaustion, work-family conflict as well as performance. Moderated mediation analyses revealed that high work-life-friendly role modeling attenuated the detrimental indirect effect of extended availability demands on performance via a work-family conflict. Identifying the boundary conditions for extended availability demands offers a more differentiated perspective on its beneficial and/or detrimental nature. The results highlight the necessity to consider supervisors as key figures for interventions for extended availability demands.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80414687","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 : 2022-01-01DOI: 10.5771/0935-9915-2022-3-335
Alida Susanna (Suné) Du Plessis, L. D. Beer
How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.
{"title":"The Relationships Between Work-Related Rumination, Employee Voice and Silence, Turnover Intention, and Job Satisfaction","authors":"Alida Susanna (Suné) Du Plessis, L. D. Beer","doi":"10.5771/0935-9915-2022-3-335","DOIUrl":"https://doi.org/10.5771/0935-9915-2022-3-335","url":null,"abstract":"How employees think about their work after the end of their working day has received renewed emphasis recently. Work-related rumination could affect employees' voice behaviour. Some employees could prefer to speak up about ideas or concerns that bother them on an ongoing basis, and other employees can choose instead to remain silent. This could further impact specific organisational outcomes, such as employees' satisfaction in their job and their intention to leave the organisation. The objective of this study was to investigate the relationships between work-related rumination, employee voice and silence, turnover intention, and job satisfaction. A cross-sectional research design was used to collect data from a general sample of employees (n = 332). Structural equation modelling methods were used for data analysis. The results showed the proposed direct relationships between the research constructs, except between affective rumination and employee voice, and also employee voice and job satisfaction. Indirect relationships also showed how employee voice and silence played mediating roles in the relationships between work-related rumination and turnover intention. Organisations should be aware of the dynamics between work-related rumination and employee voice and silence behaviour within their organisation as this affects outcomes.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":null,"pages":null},"PeriodicalIF":7.6,"publicationDate":"2022-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72507972","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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