Organizational Employee Research Articles

The dark side of leadership communication: the impact of supervisor verbal aggressiveness on workplace culture, employee–organization relationships and counterproductive work behaviors

PurposeThis study is designed to bridge a gap in the existing leadership communication literature by delving into lesser-explored facets of the field. It particularly concentrates on investigating how the verbal aggressiveness of supervisors influences various aspects of the workplace, including workplace emotional culture, the quality of employee–organization relationships (EORs) and the prevalence of counterproductive work behaviors (CWB).Design/methodology/approachThis study employed a quantitative research design to investigate the impact of supervisors' verbal aggressiveness on employee and organizational outcomes. The data were collected from 392 full-time employees across various organizations and industries in the USA using a self-report questionnaire. The researchers used structural equation modeling (SEM) to analyze the data and test hypotheses.FindingsThe findings of this study showed that supervisors' verbal aggressiveness had a significant positive association with negative emotional culture and employee CWB. However, it had no direct impact on employee–organization relationships. The effect of supervisor verbal aggressiveness on employee CWB was found to be mediated by a negative team-level emotional culture.Originality/valueThis study advances the literature on leadership communication by highlighting the detrimental influence of the dark side of leadership communication. More specifically, by identifying negative emotional culture and employee CWB as the direct outcomes of supervisor verbal aggressiveness, the authors add to the existing theoretical knowledge on verbal aggressiveness in the workplace. Additionally, this study provides empirical evidence of the impact of a negative emotional culture on eliciting employees' CWBs and diminishing relationship quality, adding to the body of knowledge on why managing emotional culture is crucial for organizations and workgroups.

ASSESSMENT, SELECTION AND DEVELOPMENT OF SOCIAL ORGANIZATION STAFF ON THE BASIS OF PROFESSIONAL RELIABILITY

The relevance of the article is stipulated by the need for targeted training of social sphere managers in personnel management, since at present social organizations lack qualified managerial staff, i.e. social managers. The article aims at, on the one hand, substantiating the expediency of assessment, selection and development of social organization staff on the basis of a single universal characteristic – employees’ professional reliability, and, on the other hand, defining social managers’ professional competencies, which are necessary for the effective performance of their labor function related to staff management in general, as well as to staff assessment, selection and development, in particular. The research was conducted using the methods of analysis, synthesis, generalization, comparison, and systematization, which enabled identifying a social manager’s professional competencies of necessary for the procedure for diagnosing the professional reliability of personnel of social organizations, which serves as a criterion for their assessment, selection, and development. The article highlights that the multidimensional nature of activities in the social sphere necessitates the analysis of candidates for a position according to many different criteria, which, in turn, complicates the diagnostic procedure, analysis of its results and making an unambiguous decision. It is substantiated that professional reliability is a universal characteristic which allows not only to make an unambiguous decision, but also to unify the very procedure of staff selection. A social organization employee’s professional reliability is considered to be a special state based on his or her natural properties, which represents a stable in time, perfect in the ways of action and effective in the results of performing the tasks of professional activity. The rationale is based on the argument that reliability, along with quality and productivity, is a component of the effectiveness of professional activity and is manifested in maintaining high efficiency of this activity regardless the conditions of its course. Based on the analysis of the Professional Standard "Social Manager", the article characterizes a social manager’s professional competencies in terms of assessment, selection and development of social organization staff. The analysis has led to the conclusion that the training of future social managers with due regard for the relevant professional standard ensures simultaneous formation of their ability to: conduct a procedure for staff diagnosing for professional reliability according to the described methodology; make an unambiguous decision on a candidate’s suitability for a vacant position in a social organization; employees’ further development depending on the state of their professional reliability.

Girişimcilik Eğilimlerinin Örgütlerde Sosyal İnovasyon Üzerindeki Etkileri: İstanbul Türkiye Soğutma-Isınma Sektöründe Çalışanlar Üzerinde Bir Uygulama.

The purpose of the study is to determine the effects of the entrepreneurship tendency of organizational employees on social innovation. A quantitative study is conducted with participants working in the cooling-heating sector in Istanbul. Survey technique is used for 390 individuals of the sample. In the current study, data collected from the managers in establishments for workers is analyzed using SPSS 23 package software. Reliability analysis of the data is conducted through the Cronbach Alpha coefficient. Skew and kurtosis values are analyzed to determine whether data in sub-dimensions are in the normal distribution. Data transformation is conducted by drawing squares for “Social Innovation” variance that did not distribute normally. Unpaired T-Test and One-Way Variance Analysis (ANOVA) are performed to determine whether Entrepreneurship Scale and Social Innovation Scale show significance in relation to demographic variables. Results show that there is a significance between all variables -except demographic gender- and the dimensions of entrepreneurship. There is a positive significance between social innovation level and entrepreneurship level. In other words, as the creativity level of employees and workers increases their entrepreneurship level rises.

Role of Transformational and Transactional Leadership Styles on Employees’ Performance with the Median of Organization Commitment, in Selected Higher Learning Institutions at Mwanza, Tanzania

This study examined the roles of transformational and transactional leadership styles on the employee’s performance in higher learning institutions in Mwanza. The study specifically aimed to identify the relationship between transaction leadership style and employee task performance, to determine if there is a relationship between transactional leadership style and employee tasks performance and to determine if transformational or transactional leadership style influences employee organization performance. The study was guided by situation and contingency theory as well as Transformation and transaction leadership theory. It employed a quantitative research approach and descriptive research design. The study employed a targeted population of 545 from which a sample size of 217 was used. Data in this study was collected through questionnaires and were analyzed using SPSS. V20 uses inferential statistics, descriptive statistics as well as regression and mediation analysis. The result obtained shows that overall model results R. Square of about 65%which is adjusted to 56%. Generally, R square and Adjusted R square were used to explain the power of the regression model in which the results of the model predictors explain 65% of the variation in the employee performance among the sampled respondents in the targeted higher learning institutions. The findings from the regression analysis show a positive and significant relationship between TRNF and EP. The regression formed a coefficient value of .643 and T-test was 2.092whihc was significant at .0002. Transactional Leadership Style (TRNS) was positively and significantly related to Employee Performance (EP). This can be evidenced by the coefficient of .528 and T-statistics of 2.241 which was significant at a level of. 001. The study also tested the relationship between Organization Commitment (OC) and Employee performance (EP) among the selected respondents. The Coefficient value was .556 and a T-Test was 2.85 which was significant at .000. The results from the analysis show a regression coefficient of .447 and a T-test of 2.040 which was significant at a level of .000. The study concluded both Transformational and Transactional leadership style has positive impacts on the task performance of the employee in the higher learning institution because through is a leader uses his/her acts to build my respect in the working place and also leader acts as a good role model to their employee hence employee as motivated to work in a committed manner to attain the desired organization objective whether long term or short term.

Analyzing Mediating Factors in Job Satisfaction Within the Retail Superstore Environment

Employee devotion to the organization is a key factor in determining whether an organization will succeed in the competitive market. Employee job satisfaction is therefore a critical factor. Employee satisfaction leads to full commitment and motivation to perform at their peak levels, enhancing customer value and advancing business goals. When employees receive enough compensation (salary, bonus, and provident fund), allowances, and insurance, as well as better working conditions, recognition for their efforts in the workplace, opportunities for training and development, and vacation benefits from their employer, they are satisfied with their jobs. The goal of the study is to identify the factors that influence an organization's employee job satisfaction. The article's objective is to quantify the degree to which the mediating factors have an impact on worker job satisfaction.

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

PurposeThis study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic.Design/methodology/approachThe study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic.FindingsThe study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership.Originality/valueThis study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.

Satisfaction with Internal Communication and Hospitality Employees’ Turnover Intention: Exploring the Mediating Role of Organizational Support and Job Satisfaction

Managing employee turnover is a key function in human resource management (HRM) that has become especially relevant given current staff shortages. The travel and tourism industry has been strongly affected, with many organizations having difficulty attracting and retaining workers. Portugal, as a prominent player in tourism, is no exception, and the workforce shortage crisis has been discussed in various forums and has attracted media attention. The present study examined hotel employees’ turnover intention and its relationship with their job satisfaction and positive perceptions of internal communication and organizational support. The proposed theoretical model included that internal communication contributes to the quality of employee–organization relationships by increasing perceived organizational support and job satisfaction, which in turn serve as sequential mediators of hotel workers’ diminished intent to leave their employer. Multiple regression analyses were performed using data collected from 12 hotels (number = 370 workers). The results support the model as they confirm that a statistically significant negative relationship exists between employees’ satisfaction with internal communication and their turnover intention. These variables are both directly and indirectly connected through perceived organizational support and job satisfaction. Implications for HRM are discussed including the importance of refining internal organizational communication to strengthen employee–organization ties.

THE EFFECT OF TRAINING TOWARDS EMPLOYEE PERFORMANCE: AN EVIDENCE FROM A PUBLIC UNIVERSITY IN MALAYSIA

Employees are the true determinant of the success or competency of an organization. An adequately trained workforce is important to ensure the workplace has the right and valuable employees. Employees in the education sector need the training to improve their performance as they face limitations or challenges to be creative in completing a task. Despite the increasing effects on the training of organizational employees by organizations, there is still limited literature on human resource development issues in developing countries. The study is focused on the effect of training towards employee performance in a public university in Malaysia. Consequently, all the necessary data were collected from primary sources using questionnaires from 244 respondents. This study employed a quantitative approach and found that induction, technical, and soft skill training positively influence employee performance in the case company. In addition, the study recommended future research in training and development strategies, assisting the employees in understanding the relevance of training towards employee performance, monitoring the performance to ensure employees are on track to achieve the best performance, growing and maintaining the employee’s performance to ensure the organization and personal goal can be achieved.

THE EFFECT OF ETHICAL LEADERSHIP ON SERVICE SABOTAGE BEHAVIOR: A CASE STUDY OF PAKISTAN MICROFINANCE ORGANIZATIONS

The main objective of this study is to estimate the effect of ethical leadership on Service Sabotage Behaviour. Study motivated with Pakistan financial organizational employee’s ethical standard. Study used 203 participant financial organization employees’ data and applied descriptive, correlation, regression and robustness test for estimation. Result of study indicated ethical leadership highly significant effect on Service Sabotage Behaviour, therefore, mediator role of Emotional dissonance, burnout and organizational commitment highly significant impact on enhancing service sabotage behaviour. Ethical standard and principles not established in organization a solid route cause for employee’s service sabotage behaviours. Employee’s behaviour highly important for organization, quality of work, profit ratio maintains through employees efficient behaviour and ethical leadership role enhance when organization implement principles and avoid behaviour reactions, recommended for ethical leaderships must focus on employee’s behaviour to avoid service sabotage behaviour.

The Impact of AI on Organizational Employees: A Literature Review

The quick advancement of artificial intelligence technologies represents a backdrop that cannot be disregarded in contemporary organizational management practice and research. Based on the field of human resource management, the study reviews and summarizes the impact of AI on the subject of human resource decision-making—employees—from the viewpoint of organizational management. This study takes two important research directions of AI and organizational management research at the individual level, and summarizes the research on employees' adoption of AI technology and the impact of AI on them individually in organizations. The adoption of AI technology by employees is influenced by technological, organizational and personal factors. AI technology shows the advantage of augmentation effect on employees on the one hand, and the phenomenon of automation, i.e. substitution effect on the other. Organizations should place a high value on the new changes that AI has made to the workplaces, attach importance to employees' attitudes, psychological and behavioral responses to new intelligent technologies. Utilize AI technologies to support decisions and promote the development of the new model of "AI+HRM".

Research on the Items of Importance and Satisfaction for Employability in the Korean Information Communication Technology Sector

This study discusses the employability of the workforce in relation to information communication technology. There is a difference in understanding in terms of items of importance/satisfaction during/after employment processes when considering organizations related to the information technology workforce. An empirical analysis of Korean employability based on literature from Asia was conducted. It indicated that differences in the perception of the 12 items comprising importance and satisfaction related to employability could potentially lead to job mismatch. We acquired an adequate sample of 296 respondents, consisting of various organizational employees. The sample was balanced in terms of gender and large or small/medium organizations. After establishing the rank of preferences among items, a difference analysis between/among groups through demographic variables was conducted. As a result, the need for additional disciplines or courses, the arrangement of preferred rank, and methods for enhancing skills from university or education/practice institutes for “interpersonal or team-working skills” and to “communicate effectively” with a higher rank among the general skills of importance/satisfaction were derived. Therefore, technology did not replace human personalities, communication skills, and human attributes such as human cooperation. This study can help address labor shortages and support sustainable employment in organizations, even if an empirical test is rare compared to descriptive statistical analyses.

Sport Organization Employee Performance: Skills, Creativity and Innovation

Good performance can have a tremendous impact on the organization concerned. The favored performance increase does not quickly materialize however calls for a protracted method. Good employee performance will be useful for companies or institutions in achieving their goals. This research is to look at the factors that influence employee performance at KONI Sungaipenuh City. On this have a look at, soft skills have a significant impact on creativity. Likewise, creativity has a significant effect on employee performance and soft skills have a substantial effect on employee performance through creativity. in the meantime, other hypotheses on this take a look at implying that the speculation is rejected or has no widespread impact. The data analysis approach to be able to be used in this examination is to apply a structural equation modeling. SEM offers capabilities for path analysis, the path analysis that will be used in this research is partial least squares (PLS), using Smart PLS 4.0 software. The sample consisted of 42 respondents from the employees of the KONI Sungaipenuh City

A step toward understanding the association between depressive symptoms and workplace support: documenting the mediating roles of unproductivity and self-disclosure

PurposeIn this manuscript, the authors argue that those suffering from depressive symptoms are prone to experiencing bouts of unproductivity. The authors argue further that such conditions promote instances of self-disclosure regarding related symptoms in the interest of procuring workplace support, i.e. the effect of depressive symptomology on workplace support is mediated by both unproductivity and self-disclosure, in turn.Design/methodology/approachTwo different online investigations were implemented to assess the accuracy of this prediction. Moreover, two different samples of organizational employees from numerous organizations were procured, such that one sample contained diagnosed individuals, whereas the other contained undiagnosed individuals (total N = 756). In general, the main analyses consisted of confirmatory factor analysis and path analysis.FindingsSubstantial statistical support was obtained for the authors' four-variable path model. Specifically, across two different investigations, a model was found in which those with depressive symptoms were unproductive, which prompted self-disclosure and thus subsequent manifestations of workplace support. Moreover, this was generally true for both diagnosed and undiagnosed individuals. Correlation coefficients and model fit indices are reported in the manuscript.Originality/valueThis work contributes substantially to the understanding of how depressive symptomology, self-disclosure and workplace support are interrelated within organizations. In addition, having examined these relationships using a sample of undiagnosed individuals, new insights were gained regarding a subset of the population that remains vastly understudied.

Shop Steward–Management Relationships: A Predictor of Employee–Organisation Relationships

In this South African study, I aimed to identify the respective influence of human resources practices, procedural fairness, the shop steward–management relationship, and the employee–supervisor relationship on the state of the employee’s relationship with the organisation. The method was quantitative and cross-sectional. A total of 660 production employees from 14 organisations in the value chain of the automotive industry in the Nelson Mandela Bay area of South Africa supplied responses. The relationships between variables were determined through structural equation modelling. Although the study was a cross-sectional study, the use of structural equation modelling points to cause and effect relationships. The best-fit model revealed that the dominant predictor of the employees’ perception of their relationship with the organisation was their perception of the quality of the relationship between shop stewards and management. Trade unions as trusted leaders may fulfil a very important role in mediating workplace relationships, especially in highly unequal societies with deep social divisions. The pivotal importance of the employees’ perception of the shop steward–management relationship creates an onus on both management and trade unions to work to move this relationship from adversarial to constructive and effective. The results may be generalised to highlight the importance of employee representation, whether unionised or non-unionised, at the workplace level. As leaders in the workplace, employee representatives provide the mechanism to mediate relationships, build trust and create strong employee–supervisor and employee–organisation bonds which may have a positive impact on individual and organisational performance.

Exploring the effect of organization–employee relationships on employee communication behaviors on social media: The moderating role of position level.

Exploring the effect of organization–employee relationships on employee communication behaviors on social media: The moderating role of position level.

Management Awareness of Performance Contracting in State Corporations

Purpose: Drastic and fundamental changes are increasingly occurring in the environment in which organizations operate. An obvious manifestation of the responses towards this turbulent environment is the introduction of performance contracting as part of the broader public sector reforms aimed at improving efficiency and effectiveness in the management of the services. Managers form a major stakeholder group in an enterprise. However, their productivity and performance is dependent on their degree of motivation. This can be influenced by how they perceive and interpret various initiatives that may be introduced by the organization; a critical one in this regard being introduction of performance contracting. Performance contracting is a devolved management by outcome rather than management by processes. It provides a range of management instruments used within the public sector to define responsibilities and expectations between parties to achieve mutually agreed result. This research work sought to investigate the disconnect that may arise between management awareness of performance contracting in state corporations, based on their initial expectations from such a plan. The main objectives investigated during the study were to establish management’s level of awareness of the performance contracts adopted by the state corporations.
 Methodology: A sample of 160 respondents was used in the study. The data collected was presented using tables and analyzed using descriptive statistics i.e. frequencies, percentages, mean scores and standard deviations. 
 Findings: The major findings were: There is a very high level of awareness of performance contracting in the organizations and that the organization’s capacity to achieve its objectives has greatly improved. To a moderate extent, the managers felt that there was mutual support and trust at all levels of the organization and empowerment of employees in their jobs. General conclusions drawn are that the organizations were very successful in implementing performance contracting, and that to a moderate extent, the organizations have developed a reasonable sense of direction. 
 Unique contributions to theory, practice and policy: Recommendations made were that, all employees need to be stakeholders in the future direction of the organization, even if it be in varying degrees. Their daily performance and activities should be measured along the specific milestones and core values identified by the contract, since what cannot be measured cannot be managed.

Management Perception of Performance Contracting in State Corporations

Purpose: Drastic and fundamental changes are increasingly occurring in the environment in which organizations operate. An obvious manifestation of the responses towards this turbulent environment is the introduction of performance contracting as part of the broader public sector reforms aimed at improving efficiency and effectiveness in the management of the services. Managers form a major stakeholder group in an enterprise. However, their productivity and performance is dependent on their degree of motivation. This can be influenced by how they perceive and interpret various initiatives that may be introduced by the organization; a critical one in this regard being introduction of performance contracting. Performance contracting is a devolved management by outcome rather than management by processes. It provides a range of management instruments used within the public sector to define responsibilities and expectations between parties to achieve mutually agreed result. This research work sought to investigate the disconnect that may arise between management perception of performance contracting in state corporations, based on their initial expectations from such a plan. The main objectives investigated during the study were: To establish management’s level of awareness of the performance contracts adopted by the state corporations and to determine management perception of performance contracting at state corporations.
 Methodology: A sample of 160 respondents was used in the study. The data collected was presented using tables and analyzed using descriptive statistics i.e. frequencies, percentages, mean scores and standard deviations. 
 Findings: The major findings were: There is a very high level of awareness of performance contracting in the organizations and that the organization’s capacity to achieve its objectives has greatly improved. To a moderate extent, the managers felt that there was mutual support and trust at all levels of the organization and empowerment of employees in their jobs. General conclusions drawn are that the organizations were very successful in implementing performance contracting, and that to a moderate extent, the organizations have developed a reasonable sense of direction.
 Unique contributions to theory, practice and policy: Recommendations made were that, all employees need to be stakeholders in the future direction of the organization, even if it be in varying degrees. Their daily performance and activities should be measured along the specific milestones and core values identified by the contract, since what cannot be measured cannot be managed.

The role of employee assistance programs under COVID-19-induced work-family conflict: Effects on service employees' work engagement and burnout.

The COVID-19 pandemic places substantial stress on service employees' work and home lives. Little research has explored the negative effects of perceived stress from COVID-19 on work and home domains in terms of employees' attitudes toward work. We adopt a job demands-resources perspective to examine how perceived stress from COVID-19 affects employees' work (i.e., work engagement and burnout) and home life (i.e., work-family conflict and family-work conflict). In particular, we address whether organizational employee assistance programs can buffer these negative effects. We sampled service employees (n = 248), and results show that perceived stress from COVID-19 increases work engagement and burnout through work-family conflict and family-work conflict. Furthermore, employee assistance programs mean that employees are less likely to experience work-family conflict and family-work conflict when faced with perceived stress from COVID-19. We discuss the theoretical and practical implications of these findings and propose directions for future research.

Workplace Predictors of Violence against Nurses Using Machine Learning Techniques: A Cross-Sectional Study Utilizing the National Standard of Psychological Workplace Health and Safety

Nurses experience an alarming rate of violence in the workplace. While previous work has indicated that working conditions play an important role in workplace violence outcomes, these studies have not used comprehensive and systematically operationalized variables. Through cross-sectional survey responses from 4066 British Columbian nurses, we identified which of the 13 psychosocial factors, as outlined in the National Standard of Psychological Workplace Health and Safety, are most predictive of workplace violence perpetrated against nurses by patients and their visitors (Type II violence) and organizational employees (Type III violence). Eighty-seven percent of respondents indicated that they had experienced Type II violence, whereas 48% indicated they had experienced Type III violence over the last year. Lack of physical safety, workload management, and psychological protection were the top three psychosocial factors in the workplace predictive of Type II violence, whereas lack of civility and respect, organizational culture, and psychological support were the top three factors associated with Type III violence. The findings in this study shed light on the distinct psychosocial factors in the workplace in need of investment and intervention to address Type II and III violence.

PSYCHOLOGICAL ACCEPTANCE AND WORKPLACE WELL-BEING AS A PREDICTOR OF WORK-LIFE INTEGRATION

Work-life integration has emerged as an important concept of understanding in the field of organizational behavior theoretically as well as practically in the organizations. The present study was designed to comprehend the importance of work-life integration and analyze psychological acceptance and workplace wellbeing. Purposive sampling of 202 from IT sector was conducted from Delhi NCR region. It was hypothesized that work-life integration can be significantly predicted by psychological acceptance and workplace wellbeing. The results evidently indicate that psychological acceptance and workplace wellbeing shares significant covariance with work family conflict and family work conflict. A significant association was found between psychological acceptance and workplace well being. It can be concluded that organizations can take steps for better integration of human recourse policies also there can be skill-development programs in organizations for employees to deal with their work-family conflicts, by making them aware of the integration method.