Workplace Behavior Research Articles

Does negative performance feedback always lead to negative responses? The role of trust in the leader

AbstractThis study draws from cognitive appraisal theory to examine when and how negative performance feedback could prevent employees from engaging in interpersonal counterproductive workplace behaviour towards the leader. We test the hypotheses using a three‐wave survey and a scenario‐based experiment with Chinese and Western samples, respectively. Our results indicate that negative performance feedback has a negative effect on perceived feedback quality when employees have a lower (vs. higher) level of trust in the leader. In addition, perceived feedback quality is negatively related to employee hostility towards leader and, in turn, interpersonal counterproductive workplace behaviour towards the leader. Theoretical and practical implications are discussed.

Navigating the challenging complexities of gaslighting in nursing academe

BackgroundGaslighting is a subtle form of workplace bullying, characterized by psychological manipulation, occurring over time, which causes the target to question their memories or perceptions of reality. Gaslighting can lead to confusion, loss of confidence, uncertainty of one's mental stability, and negatively impact the workplace culture. InnovationThe author provides in-depth descriptions of gaslighting behavior and its effects, examples of gaslighting in nursing academe, and strategies to address the challenging complexities of gaslighting behaviors. ImplicationsDespite the negative impacts of gaslighting, some individuals tolerate the behavior for fear of losing their job, work identity, or financial security. When left unaddressed, gaslighting can cause targets to second guess or question their reality, ruminate about past conversations, or blame themselves for ongoing conflicts. ConclusionsIn workplace cultures where gaslighting and other forms of incivility persist, members may be reticent or fearful to speak up. The author offers evidence-based individual and organizational strategies to navigate the challenging complexities of gaslighting behavior as an insidious form of toxic workplace behavior.

Exploring Experiences of Traumatic Microaggressions Toward Surgeons and Surgical Residents

IntroductionStudies have suggested that experiences of gender and racial discrimination are widespread among surgeons and surgical residents. This study examines the relationship between experienced microaggressions and traumatic stress. MethodsA one-time, deidentified survey was distributed over email to academic surgical societies. The survey consisted of 35 items including questions on prevalence of microaggressions, perceived job impacts as well as a shortened version of the Trauma Symptoms of Discrimination Scale. Chi-square tests and an independence test for trends were utilized to determine significance. ResultsWe collected data from 130 participants with majority (81%) having experienced microaggressions in the workplace. On measures of worry (P < 0.001), avoidance (P = 0.012), anxiety (P = 0.004), and trouble relaxing (P = 0.002), racial/ethnic minority surgeons and trainees demonstrated significantly higher scores. With perceived job impacts, significant agreement was seen with occurrences of working harder to prove competence (P = 0.005), gaining patient confidence (P < 0.001), reduced career satisfaction (P = 0.011), work-related negative talk (P = 0.018), and burnout at work due to microaggressions (P = 0.019). Among participants who underwent behavioral modifications, female surgeons were more likely to change their nonverbal communication styles (P < 0.001) and spend more time with patients (P < 0.001). ConclusionsExperiences of microaggressions are associated with increased anxiety-related trauma symptoms in racial/ethnic minority surgeons and surgical trainees. Additionally, these experiences of microaggression can influence job satisfaction, burnout, career perceptions and workplace behaviors. As the field of surgery becomes more diverse, this study contributes to growing awareness of the role of implicit discrimination in the attrition and retention of racial/ethnic minority surgeons and female surgeons.

Fostering Healthy Workplace Practices Through Inclusive Leadership Mediated by Perceived Organizational Support in the Mining Industry in Zimbabwe

The mining industry is facing a plethora of challenges which are militating against its potential performance despite being regarded as a leading pillar in an extractive-oriented economy. One major issue of concern is unhealthy workplace practices resulting in avoidable accidents taking place. This paper argues that inclusive leadership fosters healthy workplace practices in Zimbabwe’s mining industry. The study was predicated on the belief that inclusive leadership plays an important role in reducing accidents and fostering healthy workplace practices which will enable the mining industry to achieve enormous advantages. Guided by the positivism philosophy and the deductive approach, the study adopted a quantitative research design where a cross-sectional survey was used to collect primary data from 257 participants in the mining industry. The study found that inclusive leadership had a strong positive relationship with healthy workplace practices. The study concluded that inclusive leadership has a strong and direct effect on healthy workplace practices. Leaders who use inclusive leadership impact strongly on the healthy workplace behaviour of employees. It is recommended that leaders should be open, available and accessible to their employees so that employees are free to convey their concerns and share ideas with their leaders that may assist in reducing the rate of accidents and fostering healthy workplace practices.

Dimensions of organisational leadership and organisational citizenship behaviour in Ghanaian workplaces

Dimensions of organisational leadership and organisational citizenship behaviour in Ghanaian workplaces

Towards multi-domain user archetypes for user-centred façade design

User experience and satisfaction with the facade play a significant role in user comfort and energy efficiency of buildings. This paper explores the concept of User-Facade archetypes to inform the user-centred design of shading devices based on the perceived level of importance of different environmental domains at the workplace. A questionnaire was developed to collect data on users’ perceived level of importance of different environmental domains, user characteristics and other preferences. Based on the associated level of importance of the domains affected by shading devices (thermal conditions, access to daylight, access to outdoor view, privacy and glare mitigation), users were then clustered into eight different archetypes, which associated different “weights” to each comfort domain. The study also found a significant correlation between the associated level of importance and the reported frequency of interaction with shadings because of thermal comfort, glare mitigation or privacy. Overall, users that associated high levels of importance to several environmental domains also reported high perceived levels of importance for personal control at the workplace. Only one archetype reported low importance for personal control at the workplace. Further work is required to validate these archetypes by capturing actual user behaviour and preferences in real workplaces. However, these findings provide preliminary and valuable insights into the possibility of clustering users on their preferences and using this for informing a more user-centred design or operation of shading devices.

Does employee engagement promote innovation? The Facilitators of innovative workplace behavior via mediation and moderation

The demonstration of innovative behaviour by employees plays a crucial role in enabling organisations to effectively respond and adapt to the rapidly evolving business landscape. There has been an increase in research aimed at identifying the factors that contribute to the progressive development of innovative capacity, as there has been a substantial rise in interest in the comprehension of innovation mechanisms. Drawing on self-determination theory, this study aims to investigate the effect of employee engagement on innovative work behavior. The mediating role of employee voice behavior was also explored. Additionally, this study examines the potential moderating impact of perceived distributive justice on the relationship between employee engagement and innovative work behavior. A quantitative study was undertaken using a sample size of 180 participants who were employed in the manufacturing sector of Pakistan. Partial least squares structural equation modelling (PLS-SEM) was used to analyze the results of the study. The results revealed that engaged employees are more likely to exhibit innovative behavior. Furthermore, employee voice was discovered to fully mediate the relationship between employee engagement and innovative behavior, as well as to have a significant influence on both employee engagement and innovative behavior. However, the findings did not support the hypothesis that perceived distributive justice moderates the association between employee engagement and innovative behavior. Future research directions and managerial implications were also mentioned.

Hospital staff reports of coworker positive and unprofessional behaviours across eight hospitals: who reports what about whom?

BackgroundWorkplace behaviours of healthcare staff impact patient safety, staff well-being and organisational outcomes. A whole-of-hospital culture change programme, Ethos, was implemented by St. Vincent’s Health Australia across eight hospitals. Ethos...

Disruptive Workplace Behavior: Truly Transgressive or Personal Perception?

Disruptive Workplace Behavior: Truly Transgressive or Personal Perception?

KEPEMIMPINAN ALTRUISTIK DAN KEBAHAGIAAN DI TEMPAT KERJA

The research method uses library research, by collecting data from various literature related to the research topic. This study aims to explore the relationship between altruistic leadership and happiness in the workplace, addressing this research gap. Based on Social Exchange Theory, this study investigates how altruistic leadership influences employees' workplace happiness from a holistic perspective. These findings contribute valuable insights to management studies, particularly in leadership, organizational behavior, and human resource management. Additionally, this research underscores the importance of altruistic leadership in fostering positive and happy workplace behavior among employees, providing guidance for organizational management to design strategies that increase workplace happiness.

Phubbing in Workplace: The Effect to Employees’ Work Engagement

Employees’ work engagement plays a significant role in enhancing the sustainability and performance of the company in industrial sector. However, phubbing can have a negative impact on employees' work engagement, as it can lead to reduced productivity in the workplace. This study aims to conduct a comprehensive investigation for the impact of phubbing on negative employee outcomes, such as reduced work engagement. The data was collected using a snowball sampling strategy. A total of 221 employees from Indonesia were included as participants in the study, ranging in age from 18 to 39 years (M = 26.9, SD = 3.35). Among the participants, 66% were working in private sector companies, 26% were employed in government offices, and the remaining 32% worked in other sectors. The Generic Scale of Phubbing (Indonesian Version) (15 item, α = 0.91) and Utrecht Work Engagement Scale-9 (UWES-9) (Indonesian Ver.) (9 item, α = 0.91) were used to measure the variables. The quantitative research method utilized regression analysis via JASP 0.17 for MacOS Catalina to determine the relative strength between two variables. This research indicate that phubbing in workplace negatively influences work engagement on employee. 25.1% of the changes in work engagement on employee is due to phubbing behavior in workplace, and the remaining 74.9% comes from other variables. The higher the tendency of employees to phubbing, the lower their work engagement, vice versa.

Criminogenic Thinking Relates to Employment Status and Workplace Behaviors among Law Enforcement Officers

Criminogenic Thinking Relates to Employment Status and Workplace Behaviors among Law Enforcement Officers

Exploring the impact of technostress on work behaviors: Empirical evidence and interventions for enhanced workplace well-being

Due to advancements in information and communication technology, which have led to the digitalization of work environments, technostress has become increasingly common in modern workplaces. However, there is a lack of empirical research focusing on how technostress specifically affects employees’ work behaviors and effective strategies for reducing its negative effects. This study aims to fill this research gap by examining the relationships between technostress and work behaviors and proposing interventions to alleviate its adverse consequences. The researchers conducted a survey and performed multiple regression analyses using data from 256 Korean employees and their supervisors. The findings of the study indicate that workplace technostress is negatively associated with both organizational citizenship behaviors and deviant workplace behavior. Moreover, the study revealed a stronger negative correlation between workplace technostress and organizational citizenship behaviors/deviant workplace behavior among employees who perceive low levels of organizational support, compared to those who perceive high levels of organizational support. By uncovering the mechanisms through which technostress impacts employee well-being, this research contributes to the development of evidence-based interventions and policies aimed at creating healthier and more productive work environments.

The Effect of Perceived External Prestige on Deviant Workplace Behavior: Mediating The Role of Job Commitment

The objective of this research is to investigate the influence of job devotion on the association between perceived external status and deviant conduct inside the workplace. Furthermore, the objective of this study is to investigate the function of external prestige as a mediator in relation to these impacts. Perceived external prestige encompasses the subjective evaluation of an organization's reputation as perceived by its employees, customers, and other external stakeholders. Aberrant workplace behaviour, on the other hand, pertains to behaviours that deviate from the established rules and regulations of the business. It analyses the level of commitment shown by employees towards their work or employment.

The Effect of Perceived External Prestige on Deviant Workplace Behavior: Mediating the Role Of Job Satisfaction

The objective of this research is to investigate the impact of perceived external prestige, whether good or negative, on deviant workplace activity while also considering the mediating function of job satisfaction, job dedication, and organisational citizenship behaviour. The concept of perceived external prestige refers to the image that an organisation holds in the minds of its employees, customers, and outsiders. This perception may be influenced by several factors, including the organization's reputation, brand image, and overall standing in the industry. On the other hand, deviant workplace behaviour refers to the violation of organisational norms and regulations by employees, which might include actions that are contrary to established standards of conduct within the organisation. To analyze that, up to what extent are employees content with their employment, devoted to their work, and exhibit civic behaviour in the workplace?

The relationship between institutional climate and constructive deviance

PurposeThis study aims to explore the impact of organizational climates on constructive workplace deviance by examining staff attitudes to four dimensions of institutional climate: academic; administrative; developmental; and financial. Though carried out with exclusively academic staff working in university environments, it has considerable potential as a pilot for adaptation to the needs of managers and carers working with intellectually challenged offenders and their families.Design/methodology/approachData from a purposive (non-probability) sample of 357 academicians used in technical education in public or private organizations were collected electronically using a Likert-type questionnaire. Analytic techniques used in this study include measurement model assessment and structural equation modeling.FindingsRespondents indicated that institutional climate significantly influences employees in how they exhibit constructive deviance in their workplace behavior. Practices such as whistle blowing, prosocial rule-breaking and openly expressing their concerns are common symptoms exhibited in constructive deviant behavior. An employee who is positively influenced by the organization’s climate would stand up against any policy or activity that could disrupt or harm the company’s operations and reputation. Results imply that, of the four climate variables analysed, financial climate has the most influence on positive deviance, followed by developmental and administrative climates, with academic climate having the least influence.Practical implicationsThe current study’s target population is the academicians working as faculty members in the field of technical education, having multiple implications for the management of institutions. The findings of the study emphasize the significance of their workplace policies and ethics. Given the indication that financial climate appeared to be the most influential of the dimensions under study, this would emphasize the need to develop an environment where there is no irrelevant discrimination in pay based solely on gender, caste or creed.Originality/valueTo the best of the authors’ knowledge, this study is the first attempt to understand and describe its four key elements together as contributory factors to constructive deviance in an organization.

Organizational cognitive neuroscience: A step ahead in understanding counterproductive workplace behavior

&lt;p&gt;This paper discusses the dawn of cognitive neuroscience in management and organizational research. The study does that in two tiers: first, it reviews the interdisciplinary field of organizational cognitive neuroscience and second, it analyzes the role organizational cognitive neuroscience (OCN) could play in reducing counterproductive workplace behaviors (CWB). Theoretically the literature has established the benefits of a neuro-scientific approach towards understanding various organizational behaviors but no research has been done on using organizational neuroscience techniques to study counterproductive work behaviors. This paper however has taken the first step towards this research avenue. The study will shed light on this interdisciplinary field of organizational cognitive neuroscience (OCN) and the benefits that organizations can reap from it with respect to understanding employee behavior. A research agenda for future studies is provided to scholars who are interested in advancing the investigation of cognition in counterproductive work behaviors, also by using neuroscience techniques. The study concludes by providing evidences drawn from the literature in favor of adopting an OCN approach in organizations.&lt;strong&gt;&lt;em&gt;&lt;/em&gt;&lt;/strong&gt;&lt;/p&gt;

The Role of Emotional Intelligence in the Relationship Between Emotional Labor and Job Satisfaction in the Telecom Industry of Pakistan

This research aimed to create a comprehensive framework for understanding how emotions influence job satisfaction in violent and aggressive workplace behavior. A quantitative research methodology was adopted for data collection and analysis. Emotional Labor, Emotional Intelligence, and Job Satisfaction data was collected on a 7-point Likert Scale starting from (1 = Strongly Disagree to 7 = Strongly Agree). Data was collected from Pakistan's telecom sector and analyzed using SPSS. The findings showed surface acting (SA) and job satisfaction (JS) are positively and significantly related, and Surface Acting (SA) and Work Hassles (WH) are positively and significantly related. Work Hassles (WH) and Negative Affectivity (NA) are positively and significantly linked. Negative Affectivity (NA) and Job Satisfaction (JS) are positively and significantly related. There is a mediating impact of Work Hassles and Negative Affectivity between Surface Acting and Job Satisfaction. At the same time, Emotional Intelligence moderates the relationship between Work Hassles and Negative Affectivity.

Intellectual capital and employee innovative behavior in cross-border e-commerce enterprises: the moderating role of career sustainability

PurposeTo cope with intensifying uncertainties coupled with the rapid advancement of information communication technology (ICT), understanding how to encourage employees' innovative workplace behavior (IWB) is imperative, with two motivational concerns: (1) the possession of critical knowledge resources characterized by intellectual capital (IC) to better reconfigure new and existing knowledge and (2) the development of career sustainability to handle ICT-enabled intricate job arrangements. The authors investigate the relationships among IC, career sustainability and IWB in Chinese cross-border e-commerce enterprises (CEEs), which are becoming increasingly prevalent and central to the global economy.Design/methodology/approachUsing data collected from 417 participants employed in Chinese CEEs, the authors used regression analyses to test the authors' hypotheses.FindingsHuman capital (HC) and structural capital (SC) exerted inverted U-shaped influences on IWB, while relational capital (RC) was positively related to IWB. Perceived career sustainability positively moderated such associations between HC and IWB and between SC and IWB; perceived career sustainability negatively moderated the positive RC-IWB relationship.Practical implicationsResults can inform managers which components of IC and how managers are related to IWB so crucial for success of CEEs with ICT-enabled, intricate architectures of knowledge exchange. The authors' results can help global managers and policymakers to more appropriately allocate scarce knowledge resources to maximize innovative behaviors in the highly competitive international business context.Originality/valueFrom the knowledge-based view (KBV) of firm innovation, the authors examine the differential effects of IC components on employee IWB amid coronavirus disease 2019 (COVID-19) through a novel lens of employees' perceptions of career sustainability, enriching the literature at the intersection of IC, knowledge management (KM) and career development. The authors' cross-level analysis links micro-level variables to organizational IC in the new normal.

Does mental health really matter? The dynamics of emotion and organizational behavior

This research investigates the intricate relationship between mental health and workplace behaviors, specifically focusing on organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). OCB and CWB are recognized as significant components of organizational behavior, with employees displaying these behaviors when they experience either job satisfaction or perceived threats. However, the factors influencing the choice of these behaviors remain elusive. This study contends that emotional states, shaped by the complex interplay of individual mental health, organizational climate, and culture, play a pivotal role in determining an employee's propensity to engage in OCB or CWB. Anxiety, stress, and depression are natural emotional responses to workplace situations, and they can both trigger and be triggered by OCB and CWB. This article aims to comprehensively investigate the impact of these emotional states on OCB and CWB behaviors. Furthermore, it explores the application of the conservation of resources (COR) theory in understanding these dynamics. The article underscores the necessity for further research in this area to enhance our comprehension of the intricate relationships among mental health, emotions, and workplace behaviors. This study contributes to the growing body of knowledge at the intersection of psychology and organizational behavior.