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How ambidextrous leadership enhances employee creativity: a quantitative approach 双管齐下的领导如何提高员工的创造力:一种量化方法
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-09-01 DOI: 10.1108/ebhrm-09-2022-0221
Aiza Yasmeen, Saran Khan Ajmal
PurposeBased on the leader-members exchange (LMX) theory, the purpose of this paper is to examine the impact of ambidextrous leadership on employee creativity through ambidextrous behavior. The study also investigates an organizational culture that amplifies the positive influence of ambidextrous leadership on employee creativity.Design/methodology/approachPrimary data were collected form 300 permanent employees of the local government department of Azad Jammu and Kashmir (AJK). Hypotheses were tested by using Hayes PROCESS macro.FindingsResults indicated that ambidextrous style of leadership and employee creativity is mediated by ambidextrous behavior of employees. The findings of the study also established the fact that the relationship of ambidextrous leadership and employee creativity is subject to the organizational culture.Research limitations/implicationsThe current study was carried out in the local government department; researchers can conduct research by studying multiple government departments at once. In addition, the present study is cross-sectional; scholars in future can take a longitudinal approach to capture employee creativity at different points of time.Practical implicationsFor establishing a welcoming innovation atmosphere and assist workers' creative behaviors, ambidextrous leadership should be practiced by leaders from day-to-day operations. Leaders must create flexible abilities to adapt internal resources (knowledge and values) in the public sector into new behavioral patterns that encourage employee creativity.Originality/valueThis is the first study that investigates the ambidextrous behavior as a vital intervening mechanism in the ambidextrous leadership–employee creativity linkage. Further, this study provides first empirical evidence by study the organizational culture as a moderator in determine the impact of ambidextrous leadership on employee creativity.
目的基于领导-成员交换(LMX)理论,研究双灵巧领导通过双灵巧行为对员工创造力的影响。该研究还探讨了一种组织文化,放大了灵巧领导对员工创造力的积极影响。设计/方法/方法主要数据是从阿扎德查谟和克什米尔(AJK)当地政府部门的300名长期雇员中收集的。采用Hayes PROCESS宏对假设进行检验。结果表明,员工的双灵巧行为对双灵巧型领导风格和员工创造力有中介作用。研究结果也证实了灵巧型领导与员工创造力的关系受组织文化的影响。研究的局限性/意义本研究是在当地政府部门进行的;研究人员可以通过同时研究多个政府部门来进行研究。此外,本研究是横断面的;未来的学者可以采用纵向的方法来捕捉员工在不同时间点的创造力。实践启示为了营造一个受欢迎的创新氛围,帮助员工的创造性行为,领导者应该从日常运营中实践双灵巧领导。领导者必须培养灵活的能力,使公共部门的内部资源(知识和价值观)适应新的行为模式,从而鼓励员工的创造力。独创性/价值本研究首次探讨了灵巧行为在灵巧领导与员工创造力联系中的重要干预机制。此外,本研究首次通过研究组织文化在决定双灵巧型领导对员工创造力影响中的调节作用提供了实证证据。
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引用次数: 1
Employees go green: the roles of perceived CSR and intrinsic motivation 员工走向绿色:感知CSR与内在动机的作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-08-29 DOI: 10.1108/ebhrm-11-2022-0287
Huihui Tang, Raymond Loi, Si Weng Lai
PurposeThis study investigates how and when employees' perceived corporate social responsibility (CSR) encourages their workplace pro-environmental behavior (WPB).Design/methodology/approachSurvey data were collected from 189 employees of different industries in southern China. Data were analyzed using PROCESS macro.FindingsThis study found that intrinsic motivation mediated the relationship between perceived CSR and WPB. Furthermore, self-concern strengthened the indirect perceived CSR–WPB link.Originality/valueThis study contributes to the existing literature of micro-CSR by highlighting intrinsic motivation as a mediating mechanism explaining how employees' perceived CSR encourages WPB. In addition, studying the moderating effects of other-orientation and self-concern enriches the understanding of when perceived CSR may or may not stimulate employees' WPB.
目的本研究调查了员工感知的企业社会责任(CSR)如何以及何时鼓励他们的工作场所环保行为(WPB)。设计/方法/方法收集了来自中国南方不同行业的189名员工的调查数据。使用PROCESS宏分析数据。研究结果本研究发现,内在动机在感知的企业社会责任和WPB之间起中介作用。此外,自我关注强化了间接感知的CSR与WPB之间的联系。原创性/价值本研究通过强调内在动机作为解释员工感知的企业社会责任如何鼓励WPB的中介机制,为现有的微观企业社会责任文献做出了贡献。此外,研究其他取向和自我关注的调节作用,丰富了对感知到的CSR何时可能或可能不会刺激员工的WPB的理解。
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引用次数: 0
Dispositional factors enhancing leader–follower relationship's dynamic 性格因素增强了领导—随从关系的动态性
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-08-15 DOI: 10.1108/ebhrm-04-2022-0096
J. A. Linando, M. Halim
PurposeThis study investigates dispositional factors' (need for affiliation, positive affectivity and proactive personality) moderation effect on the relationship between leader–follower relationship variables (leader–member exchange and perceived supervisor support) and affective commitment to supervisor.Design/methodology/approachIn total, 359 employees in Indonesia participated as the study's respondents. This study employs hierarchical regression analysis to test the hypotheses.FindingsThe results show that need for affiliation and positive affectivity moderates the relationship between leader–follower relationship variables and affective commitment to supervisor. In addition, all dispositional factors positively influence affective commitment to supervisor as independent variables. This study's findings depict the social exchange theory in practice.Originality/valueThe present study contributes to theoretical and practical implications. Theoretically, the study extends the knowledge on at least four domains: leader–follower relationship; affective commitment particularly aimed at the supervisor; the roles of dispositional variables on leader–member interactions; and empirically demonstrates social exchange theory. Practically, this study shows which factors are relevant to shaping positive leader–member interactions. Such results are potentially of value for the leader, the organization, and those responsible for recruiting prospective employees.
目的本研究调查了倾向性因素(隶属关系需要、积极情感和积极个性)对领导-追随者关系变量(领导-成员交换和感知的主管支持)和对主管的情感承诺之间关系的调节作用。设计/方法论/方法印度尼西亚共有359名员工作为研究对象参与。本研究采用层次回归分析方法对假设进行检验。研究结果表明,对隶属关系和积极情感的需求调节了领导-追随者关系变量与对主管的情感承诺之间的关系。此外,所有性格因素都作为自变量对上司的情感承诺产生积极影响。这项研究的发现描绘了社会交换理论在实践中的应用。独创性/价值本研究具有理论和实践意义。从理论上讲,该研究扩展了至少四个领域的知识:领导者-追随者关系;情感承诺,特别是针对主管的;性格变量在领导-成员互动中的作用;并实证论证了社会交换理论。实际上,这项研究显示了哪些因素与形成积极的领导-成员互动有关。这样的结果对领导者、组织和负责招聘潜在员工的人都有潜在的价值。
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引用次数: 0
Leaders' Machiavellian traits and servant leadership behaviors – A gender perspective 领导者的马基雅维利特质与仆人式领导行为——性别视角
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-08-14 DOI: 10.1108/ebhrm-01-2023-0014
Lin Xiu, D. van Dierendonck, Feng Lv
PurposeTwo studies are designed to address the research questions including an experimental study and a field study. The experimental study manipulated Servant Leadership (SL vs. non-SL), leaders' Machiavellianism (H-Mach vs L-Mach), and leaders' gender (male vs. female), and measured leadership effectiveness. The second study is a survey study that collected data from employees regarding their interaction with supervisors and their perceptions of supervisors' leadership behaviors.Design/methodology/approachLeadership behaviors can correspond to or deviate from leaders' personality traits. This study aims to study the interplay of two seemingly opposite constructs in leadership – a power-pursuing and manipulation-oriented trait (i.e. Machiavellianism) and an other-oriented leadership style (i.e. servant leadership behaviors) by examining whether the effect of servant leadership behaviors on perceived leadership effectiveness varies across high and low levels of Machiavellian traits. Furthermore, built upon gender role congruency theory, the researchers pay particular attention to the (leader) gender's role in the paradox of Machiavellian traits and servant leadership behaviors.FindingsResults from the two studies show that the relationship between servant leadership behaviors and followers' ratings of leaders' effectiveness varies with leaders' Machiavellian traits. More engagement in servant leadership behaviors serves as a remedy for high-Mach leaders to achieve leadership effectiveness, and this remedy effect tends to be greater for women leaders.Originality/valueTo the authors' best knowledge, this is one of the first attempts that examine the interplay of servant leadership behaviors and Machiavellianism on perceived leader effectiveness. The authors also contribute to the gender leadership literature by providing evidence for the contingencies of leaders' genders when employees evaluate leadership effectiveness with consideration for the dual demands for agency and communion from women leaders.
目的设计两个研究来解决研究问题,包括一个实验研究和一个实地研究。实验研究对仆人式领导(SL vs.非SL)、领导者马基雅维利主义(H-Mach vs. L-Mach)和领导者性别(男性vs.女性)进行了操纵,并测量了领导效能。第二项研究是一项调查研究,收集了员工与主管的互动以及他们对主管领导行为的看法的数据。设计/方法论/方法领导行为可以符合或偏离领导者的人格特质。本研究旨在研究两种看似相反的领导结构-权力追求和操纵导向的特质(即马基雅维利主义)和他人导向的领导风格(即仆人式领导行为)之间的相互作用,通过考察仆人式领导行为对感知领导效能的影响是否在马基雅维利特质的高低层次上有所不同。此外,在性别角色一致性理论的基础上,研究者特别关注(领导者)性别在马基雅维利特质悖论和仆人式领导行为中的作用。两项研究的结果表明,仆人式领导行为与追随者对领导者有效性的评价之间的关系随着领导者的马基雅维利特征而变化。更多地参与仆人式领导行为是高马赫领导者实现领导效能的一种补救措施,而且这种补救措施对女性领导者的作用更大。原创性/价值据作者所知,这是第一次尝试研究仆人式领导行为和马基雅维利主义对感知领导者有效性的相互作用。作者还通过在考虑女性领导者对代理和交流的双重需求的情况下,为员工评估领导有效性时领导者性别的偶发性提供了证据,从而为性别领导文献做出了贡献。
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引用次数: 0
Mindfulness and workplace ostracism in the post-pandemic work from home arrangement: moderating the effect of perceived organizational support 大流行后在家工作安排中的正念和工作场所排斥:调节感知组织支持的影响
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-08-08 DOI: 10.1108/ebhrm-10-2022-0259
Said Al Riyami, M. Razzak, A. Al-Busaidi
PurposeSweeping changes are underway in the world of work where new work-models such as permanent work-from home mandates are being implemented by many organizations in the aftermath of the COVID-19 pandemic. Although cost benefits for organizations are obvious from such measures, little is known about how emotions of employees are affected by such measures. A recent industry survey reveals that some employees feel that they are being ostracized from their normal workplace while others are being allowed to return to their normal office settings. However, there appears to be dearth of empirical studies on how employees are coping with workplace ostracism (WO), and whether such emotions are related to factors such as their levels of mindfulness and perceived organizational support (POS). Therefore, this study deploys the stress and coping theory to suggest that individuals with high levels of mindfulness are less likely to experience WO, and that such a relationship is further moderated by POS.Design/methodology/approachThe hypotheses developed in this study are tested through survey data collected from 240 employees who work for various large organizations in Oman. Eligible respondents are employees who have been directed by their employers to continue to work from home even after a large portion of their colleagues have returned to their physical offices.FindingsThe data is analyzed with R Core Team software. The findings reveal that employees with high levels of mindfulness reported lower levels of WO. Furthermore, POS moderates the inverse relationship between mindfulness and WO at moderate and high levels of POS but not when organizational support is perceived to be at low levels.Research limitations/implicationsThis study suffers from several limitations. First, the study is cross-sectional in nature and does not capture how the perceptions of workplace ostracism change over time. Considering that majority of the new directives to employees to permanently work from their remote locations are quite recent. Second, this study posits the effect of mindfulness as a trait on WO and does not consider other constructs. Third, the demographic details of the respondents indicates that bulk of the employees that were asked by their employers to continue to work from home even after the COVID-19 restrictions were lifted were women (68%).Practical implicationsPractically, the relationships between mindfulness, perceived organizational support and workplace ostracism provide useful managerial knowledge. This is particularly important considering the fact that the influence on employee perceptions due to these new work models are yet to be fully realized. As a result, managers can fine-tune their organizational communication and their training programs toward developing awareness of the present among employees to enable them to appraise new organizational policies from a more holistic long-term perspective. Additionally, the management can also emphasize s
目的新冠肺炎大流行后,许多组织正在实施新的工作模式,如永久性在家工作的规定,工作世界正在发生翻天覆地的变化。尽管这些措施对组织的成本效益是显而易见的,但人们对员工的情绪如何受到这些措施的影响知之甚少。最近的一项行业调查显示,一些员工觉得自己被排斥在正常的工作场所之外,而另一些员工则被允许回到正常的办公室。然而,似乎缺乏关于员工如何应对工作场所排斥(WO)的实证研究,以及这种情绪是否与他们的正念水平和感知的组织支持(POS)等因素有关。因此,本研究运用了压力和应对理论,表明具有高正念水平的人不太可能经历WO,并且POS.Design/methology/approach进一步调节了这种关系。本研究中提出的假设通过从阿曼各大组织的240名员工收集的调查数据进行了检验。符合条件的受访者是雇主指示他们继续在家工作的员工,即使他们的大部分同事已经回到了他们的实体办公室。发现使用R Core Team软件对数据进行分析。研究结果显示,具有高正念水平的员工报告的WO水平较低。此外,在中等和高水平的POS下,POS调节正念和WO之间的反向关系,但当组织支持被认为处于低水平时,则不会。研究局限性/含义这项研究有几个局限性。首先,这项研究是横向的,没有捕捉到工作场所排斥的观念是如何随着时间的推移而变化的。考虑到大多数要求员工在偏远地区永久工作的新指令都是最近才出台的。其次,这项研究认为正念是WO的一种特质,没有考虑其他结构。第三,受访者的人口统计细节表明,即使在新冠肺炎限制解除后,雇主要求他们继续在家工作的员工中,大部分是女性(68%)。实际含义实际上,正念、感知的组织支持和工作场所排斥之间的关系提供了有用的管理知识。考虑到这些新的工作模式对员工认知的影响尚未完全实现,这一点尤为重要。因此,管理者可以调整他们的组织沟通和培训计划,以培养员工对当下的意识,使他们能够从更全面的长期角度评估新的组织政策。此外,管理层还可以强调为需要在家工作的员工提供足够的物质和心理支持。独创性/价值这项研究似乎是首批为正念和WO之间的反向关系提供证据的实证研究之一,特别是在后疫情时期的新工作模式背景下。此外,研究表明,在正念水平较高的个体中,中等至高水平的POS可以进一步减轻WO。
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引用次数: 0
Future cooperation at work emerges when apologies are sincere: the importance of forgiveness and trust restoration 当道歉是真诚的时,未来的合作就会出现:宽恕和恢复信任的重要性
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-07-25 DOI: 10.1108/ebhrm-08-2022-0210
Rinki Dahiya
PurposeThe present study examines the nexus between workplace relationship conflict, perceived sincere apology, interpersonal forgiveness, trust restoration and future cooperation at work after a trust violation episode has occurred.Design/methodology/approachThe data for the analysis were collected from 226 employees using scenarios and survey methods and quantitative techniques were applied to analyze the data.FindingsThe results show that perceived sincerity of apology serves as a mediating variable in the link between workplace relationship conflict and interpersonal forgiveness. Interpersonal forgiveness is found to be positively related to future cooperation at work with the mediating role of trust restoration.Practical implicationsThe findings of the study have practical implications for strategy makers, human resource managers and practitioners interested in stimulating future cooperation at work after a trust violation episode has occurred. The study advocates that sincere apology and interpersonal forgiveness serve as an important link to recovering from trust violation damages and cultivating future cooperation at work after a relationship conflict has occurred.Originality/valueThe findings of the present study bring new insights on the role played by sincere apology and interpersonal forgiveness in facilitating trust restoration and future cooperation at work after a relationship conflict episode has occurred.
目的本研究考察了工作场所关系冲突、感知到的真诚道歉、人际原谅、信任恢复以及在发生违反信任事件后未来的工作合作之间的关系。设计/方法论/方法使用情景和调查方法从226名员工中收集分析数据,并应用定量技术对数据进行分析。研究结果表明,在工作场所关系冲突与人际宽恕之间的联系中,道歉的真诚感是一个中介变量。人际宽恕被发现与未来的工作合作呈正相关,并具有恢复信任的中介作用。实际意义研究结果对战略制定者、人力资源经理和有兴趣在发生违反信任事件后促进未来工作合作的从业者具有实际意义。该研究认为,真诚的道歉和人际原谅是在关系冲突发生后,从违反信任的损害中恢复过来并培养未来工作合作的重要环节。独创性/价值本研究的发现为真诚道歉和人际原谅在关系冲突发生后促进信任恢复和未来工作合作方面所起的作用带来了新的见解。
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引用次数: 0
Quick-witted entrepreneurs versus systematic managers: a comparative analysis of decision-making competence 机敏的企业家与系统的管理者:决策能力的比较分析
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-07-24 DOI: 10.1108/ebhrm-11-2022-0267
F. Tommasi, R. Sartori, Sara Bollarino, Andrea Ceschi
PurposeDecision-making competence (DMC) of entrepreneurs and managers is a longstanding topic in this increasingly globalized world. These figures operate in conditions not within their own control, and good levels of DMC are often considered to be desirable for the flourishing of business and society. This paper reports an empirical investigation on the DMC of entrepreneurs and managers, in an attempt to inform about their tendencies to incur in risky and costly choices.Design/methodology/approachThree cognitive biases associated with operational strategies and individual characteristics of entrepreneurs and managers, namely under/overconfidence (UOC, i.e. self-confidence in taking decisions), resistance to sunk costs (RSC, i.e. propensity to take cost investments) and consistency in risk perception (CRP, i.e. how well individuals understand probability rules) were considered . Cognitive biases measures were used in a cross-sectional study on a sample of n = 639 entrepreneurs and n = 512 managers. Data collected via online survey were analyzed using descriptive statistics and inferential statistics to determine differences among entrepreneurs and managers DMC.FindingsAnalyses reveal that entrepreneurs exhibit higher levels of UOC compared to managers with a marked presence of UOC among entrepreneurs at younger ages. Conversely, performance regarding RSC improves with higher education levels while age and RSC are positively correlated only for managers, regardless of education. Lastly, entrepreneurs and managers resulted as not being affected by CRP. This study discusses these results to provide initial insights for further avenues of research and practice.Originality/valueThe study offers an innovative, evidence-based viewpoint on how entrepreneurs and managers deal with risky and costly decisions. It offers an initial understanding of the role of UOC, RSC and CRP, that is specific cognitive biases associated with operational strategies and individual characteristics, in the DMC of these working figures. The study forwards avenues of scrutiny of quick-witted entrepreneurs and systematic managers.
在这个日益全球化的世界里,企业家和管理者的决策能力(DMC)是一个长期存在的话题。这些数字是在他们无法控制的条件下运行的,良好的DMC水平通常被认为是商业和社会繁荣所需要的。本文对企业家和管理者的DMC进行了实证调查,试图了解他们在风险和成本选择方面的倾向。设计/方法/方法与企业家和管理者的经营策略和个人特征相关的三种认知偏差,即自信不足/过度自信(UOC,即决策的自信),对沉没成本的抵制(RSC,即进行成本投资的倾向)和风险感知的一致性(CRP,即个人对概率规则的理解程度)。在对n = 639名企业家和n = 512名经理的样本进行的横断面研究中,使用了认知偏差测量。通过在线调查收集的数据,采用描述性统计和推理统计分析企业家和管理者DMC之间的差异。研究结果分析表明,与管理者相比,企业家表现出更高的UOC水平,在年轻的企业家中明显存在UOC。相反,与RSC相关的绩效随着受教育程度的提高而提高,而年龄和RSC仅与管理人员呈正相关,而与受教育程度无关。最后,企业家和管理者没有受到CRP的影响。本研究讨论了这些结果,为进一步的研究和实践途径提供初步的见解。独创性/价值这项研究为企业家和管理者如何处理风险和昂贵的决策提供了一个创新的、基于证据的观点。它提供了对UOC, RSC和CRP的作用的初步理解,即与操作策略和个人特征相关的特定认知偏差,在这些工作图形的DMC中。该研究提出了对机敏的企业家和系统管理者进行审查的途径。
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引用次数: 0
Relationship between workplace bullying and work engagement: education sector of Pakistan 工作场所欺凌与工作投入的关系:巴基斯坦教育部门
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-07-10 DOI: 10.1108/ebhrm-07-2022-0161
Farhina Hameed, G. Ambreen, Younus Awan
PurposeBullying is an uncontrolled incident in today's global workplace and widely recognized as a major issue that has to be explained, addressed and resolved, both from a research and management aspect. However, it has a devastating impact on teacher performance thus a need to study its impact is crucial and integral. The study's purpose is to look into the impact of workplace bullying (WB) on work engagement (WE), as well as the influence of emotional exhaustion (EE) and psychological distress (PD) as mediators. Further, the study analyzed the role of emotional intelligence (EI) as a moderator for teacher's psychological distress and work engagement.Design/methodology/approachA quantitative approach was employed using 63 items and a 7-point Likert scale questionnaire administered to 366 teachers working in schools located in Islamabad. Data has been collected with the time lag method. Confirmatory Factor Analysis is employed to estimate factors whereas Structural Equation Modeling is executed to test hypotheses by using AMOS-23.FindingsResults suggest that workplace bullying is significantly related to work engagement and this relationship is partially mediated by emotional exhaustion and psychological distress. Further, it confirmed the role of emotional intelligence as a moderator between psychological distress and work engagement.Research limitations/implicationsFirst of all, single-source data has been used (responses collected from teachers) which may raise issues regarding CMB thus, future studies might collect data at different levels for better generalizability. Secondly, the study is based on a convenience sampling technique thus the hypothesized model may not be generalized to the entire population. Thirdly, the study found four variables in total to measure the effect on work engagement, therefore, individual characteristics or personality traits can better capture the notion.Practical implicationsThe finding of the study would be helpful for the educational sector as they are playing an integral part in our society and such dilemmas need to be addressed with possible solutions.Originality/valueThis is one of the few studies which measure the mediator and moderator both consecutively in measuring workplace bullying and work engagement in the educational sector of Pakistan.
蓄意欺凌是当今全球工作场所中一种不受控制的事件,被广泛认为是一个必须从研究和管理方面解释、解决和解决的重大问题。然而,它对教师的表现有着毁灭性的影响,因此研究其影响是至关重要的。该研究的目的是研究工作场所欺凌(WB)对工作投入(WE)的影响,以及情绪衰竭(EE)和心理困扰(PD)作为中介的影响。此外,本研究还分析了情商在教师心理困扰和工作投入中的调节作用。设计/方法/方法采用定量方法,使用63个项目和7点Likert量表,对伊斯兰堡学校的366名教师进行问卷调查。数据是用时间滞后法收集的。验证性因素分析用于估计因素,而结构方程建模用于使用AMOS-23检验假设。结果表明,工作场所欺凌与工作投入显著相关,这种关系部分由情绪衰竭和心理困扰介导。此外,它还证实了情商在心理困扰和工作投入之间的调节作用。研究局限性/含义首先,使用了单一来源的数据(从教师那里收集的回复),这可能会引发有关CMB的问题,因此,未来的研究可能会收集不同级别的数据,以更好地推广。其次,该研究基于方便抽样技术,因此假设的模型可能不会推广到整个人群。第三,研究总共发现了四个变量来衡量对工作投入的影响,因此,个人特征或性格特征可以更好地捕捉这一概念。实际意义这项研究的发现将有助于教育部门,因为他们在我们的社会中扮演着不可或缺的角色,需要用可能的解决方案来解决这些困境。独创性/价值这是为数不多的连续测量巴基斯坦教育部门工作场所欺凌和工作参与度的中介和调节者的研究之一。
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引用次数: 1
The prevalence of horizontal violence with different cultural dimensions 具有不同文化维度的横向暴力的普遍性
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-07-06 DOI: 10.1108/ebhrm-11-2022-0283
Pratima Verma
Purpose The study aims to look at the link between horizontal violence (HV) and organizational culture aspects. Bullying and hostility including intergroup conflict are referred to as HV. HV is a significant issue that is encountered in various professions. The different cultural typologies of group, developmental, hierarchical and rational culture have been addressed in this study. Additionally, it is identified that the prevalence of HV in organizations with different cultural dimensions.Design/methodology/approach Using a non-probability multistage sampling strategy, a quantitative method was used and questionnaires were circulated to collect data from the information technology sector. The data were analyzed using multiple regression analysis.Findings The findings demonstrated that HV has a positive and substantial association with the group and developmental culture, whereas HV has a negative link with hierarchical and rational culture.Research limitations/implications These results provide a valuable tool for human resource managers and policymakers in promoting a healthy work environment and employee interpersonal collaboration, which will improve the organization’s overall performance.Originality/value This study is a novel work exploring the HV among employees in technological firms, and also combining the concepts of HV and organizational culture and also assists future researchers in many folds.
本研究旨在探讨横向暴力(HV)与组织文化之间的关系。欺凌和敌意包括群体间冲突被称为HV。艾滋病毒是在各种职业中遇到的一个重要问题。本研究探讨了群体文化、发展性文化、等级文化和理性文化的不同类型。此外,研究还发现,在不同文化维度的组织中,艾滋病毒的流行程度不同。设计/方法/方法采用非概率多阶段抽样策略,采用定量方法,并分发问卷,从信息技术部门收集数据。数据采用多元回归分析。研究结果表明,HV与群体文化和发展性文化呈正相关,而HV与等级文化和理性文化呈负相关。研究的局限性/启示这些结果为人力资源管理者和决策者在促进健康的工作环境和员工人际协作方面提供了有价值的工具,这将提高组织的整体绩效。本研究是一项探索科技企业员工HV的新颖研究,并将HV与组织文化的概念相结合,在许多方面为未来的研究者提供了帮助。
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引用次数: 0
Dark side of teleworking: impact of initiated interdependence, professional isolation and psychological detachment on emotional exhaustion 远程工作的黑暗面:最初的相互依存、职业孤立和心理超然对情绪衰竭的影响
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2023-07-05 DOI: 10.1108/ebhrm-02-2022-0040
Shiji Lyndon, Husain Rokadia, Ajinkya Navare
PurposeThe study aims to examine the dark side of teleworking and tests the various factors which lead to employee exhaustion while teleworking. The study examines two key variables, i.e. initiated interdependence and professional isolation, as antecedents of emotional exhaustion amongst employees who are teleworking. The study further investigates the mediating role of psychological detachment in these relationships.Design/methodology/approachSurvey data were collected from 307 employees who were teleworking for more than three months. Structural equation modeling (SEM) was used to test the proposed hypothesis.FindingsThe study found that initiated interdependence and professional isolation positively impact emotional exhaustion. These findings suggest that employees whose work is designed such that others depend on them will experience high emotional exhaustion while teleworking. Also, employees who experience professional isolation because of a lack of connection while teleworking will experience emotional exhaustion. The study also revealed the mediating role of psychological detachment in these relationships.Practical implicationsThe study has insights for policy-making concerning telework practices.Originality/valueIt is one of the first studies examining the impact of teleworking in a context when it is not a choice exercised by the employees but has been imposed upon them. This study is particularly relevant in the context of the decision made by some organizations to move to telework as a permanent work format.
目的本研究旨在探讨远程工作的黑暗面,并测试导致员工在远程工作时精疲力竭的各种因素。这项研究考察了两个关键变量,即最初的相互依存和职业孤立,作为远程工作员工情绪衰竭的前因。本研究进一步探讨了心理超然在这些关系中的中介作用。设计/方法/方法从307名远程工作超过三个月的员工中收集了调查数据。使用结构方程建模(SEM)来检验所提出的假设。研究发现,最初的相互依存和职业孤立对情绪衰竭有积极影响。这些发现表明,那些工作被设计成让他人依赖他们的员工在远程工作时会经历高度的情绪疲惫。此外,在远程工作时,由于缺乏联系而经历职业孤立的员工会经历情绪衰竭。研究还揭示了心理超然在这些关系中的中介作用。实际含义该研究对远程工作实践的决策有深刻见解。独创性/价值这是第一批研究远程工作的影响的研究之一,在这种情况下,远程工作不是员工的选择,而是强加给他们的。这项研究与一些组织决定将远程工作作为一种永久性工作形式的背景特别相关。
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引用次数: 0
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Evidence-based HRM-A Global Forum for Empirical Scholarship
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