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Category: Friday 5

Customer Incivility and Moderating Effects on Employee Well-Being

Customer Incivility and Moderating Effects on Employee Well-Being

Custom service is a daily interaction for some working class individuals. Current research suggests that negative customer-employee interactions are actually harmful for the employee’s psychological well being, causing negative health effects, stress, and emotional exhaustion. Cognitive appraisal theory suggests that if an event is perceived as less stressful or less threatening there will be fewer later negative outcomes.   Who conducted the study? Kara A. Arnold of Business Administration at Memorial University, St John’s, Newfoundland and Labrador, Canada. Megan M….

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Ambiguity: the emerging impact of mindfulness for change leaders

Ambiguity: the emerging impact of mindfulness for change leaders

Organizations around the world have a growing need to adapt faster and faster. During a time of rapid adaptation to new systems and strategies, what has worked for organizations and their members in the past is simply not enough as transformational change is required, and substantial ambiguity mounts. Today the demand for change leaders that can effectively deal with ambiguity is high. At the same time, recent organizational research suggests that leaders drawing on mindfulness manage ambiguity in new and…

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Breakdowns in implementing models of organization change

Breakdowns in implementing models of organization change

Organizations choose to implement change in order to move towards its ideal state, and to do so is a difficult task to be successful on its first try. Some leaders it comes to naturally, while others may repeatedly fail before they succeed. Breakdowns occur when there is lack of communication in an organization about why change is needed, or when not everyone participates fully in the transition. Often time change agents are hired to consult and manage change due to…

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Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

Management Communication and Employee Performance: The Contribution of Perceived Organizational Support

This paper aims to examine the temporal relationship between management communication and perceived organizational support, and its consequences for performance.   Keyword: POS (perceived organizational support) – the degree to which employees believe that their organization values their contributions and cares about their well-being and fulfills socioemotional needs.   Who conducted the study? Dr. Robert Eisenberger is a professor in the Psychology Department and Bauer School of Business at the University of Houston. Dr. Eisenberger’s research interests are focused on…

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Flourishing via Workplace Relationships: Moving Beyond Instrumental Support

Flourishing via Workplace Relationships: Moving Beyond Instrumental Support

Definitions: Taxonomy of relationship functions: These are identified functions that give an understanding of how relationships gives rise to outcomes like meaningfulness, positive emotions, and life satisfaction, which are indicative of employee flourishing. The functions are important in today’s workplace. The taxonomy of relationship functions includes: task assistance, career advancement, emotional support, as well as growth, friendship, and the opportunity to give to others. Who conducted the study? Amy E. Colbert (University of Iowa), Joyce E. Bono (University of Florida),…

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Occupational Organization Health Intervention to Improve Knowledge Workers Well Being

Occupational Organization Health Intervention to Improve Knowledge Workers Well Being

A large percentage of the workforce are employed in ‘knowledge’ jobs, cognitively demanding jobs such as IT engineers, academics, and accountants. These jobs are known to be stressful for the workers, however, job redesign is challenging. Over 14 months, a participative organizational-level health intervention was evaluated across six organizations in Denmark. The intervention was designed to improve working conditions and psychological well-being of knowledge workers. Who conducted the study? Ole Henning Sørensen of the Aalborg University, Aalborg, Denmark at the…

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Organizational-level Interventions: Employee Perceptions and Psychosocial Outcomes

Organizational-level Interventions: Employee Perceptions and Psychosocial Outcomes

Organizational-level occupational health interventions are a very popular method to adapt changes in the workplace. However, there are conflicting impacts of this kind of change. This study takes place over two years (2005 and 2007) to assess the association of employee perceptions of exposure to interventions and the psychosocial outcomes. Who conducted the study? Henna Hasson of Karolinska Institutet Department of Learning, Informatics, Management and Ethics, Medical Management Centre (Sweden); URESP, Centre de recherche FRSQ du Centre hospitalier affilié universitaire…

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Attachment Issues: Leader-Subordinate Relationships After Voluntary Departures

Attachment Issues: Leader-Subordinate Relationships After Voluntary Departures

Who conducted the study? The study was conducted by Debra L. Shapiro of The University of Maryland, Peter Hom of Arizona State University, Wei Shen of Arizona State University, and Rajshreee Agarwal of The University of Maryland. What was the aim of the study? Researchers in this particular field of study has identified that when a leader in the workplace leaves the organization, subordinates have a tendency to increase their likelihood of leaving the company they are working for, known…

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Impacts of Different Employee Relationships on Employee Well-Being

Impacts of Different Employee Relationships on Employee Well-Being

This study looked to see if employee relationship quality (ERQ) influences employee well-being (EWB) and how it does if so. Who conducted the study?  Hong Chen, Jia Wei, Ke Wang, and Yi Peng
 of the School of Management, CUMT, Xuzhou, China What did they find?  The quality of employee-superior, -subordinate, -coworker, -family, and –friend relationships can be evaluated by the stability, support, and trust in the relationship. The quality of employee-organization relationships can be evaluated by organizational support, supportive behavior…

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Crafting the Change

Crafting the Change

Who conducted the study? Paraskevas Petrou, Erasmus University Rotterdam; Evangelia Demerouti, Eindhoven University of Technology; Wilmar B. Schaufeli, Utrecht University and University of Leuven What did they find? Terms to know before discussing the results of the study: Job crafting behaviors: A strategy or tool through which employees respond to and cope with implemented organizational change; are daily and voluntary self-initiated employee behaviors aimed at seeking resources, seeking challenges, and reducing demands during organizational change. Conceptualized by the authors as…

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