Workplace Relations Research Articles

Workplace Relationships, Emotion Regulation, and Teacher–Child Relationships Among Early Childhood Educators in South Korea

Workplace Relationships, Emotion Regulation, and Teacher–Child Relationships Among Early Childhood Educators in South Korea

Employee disputes and innovation performance: evidence from the pharmaceutical industry

PurposeThis study aims to explore the impact of employee litigation on the innovation output of firms, specifically within the pharmaceutical sector, by examining the relationship between employee lawsuits and Food and Drug Administration (FDA) product approvals.Design/methodology/approachUtilizing a hand-collected dataset comprising 2,293 employee disputes, this research conducts an empirical analysis to test how litigation involving employees influences the rate of FDA approvals for new pharmaceutical products.FindingsThe analysis reveals that employee disputes are negatively associated with the number of FDA-approved products, indicating that firms facing frequent employee allegations tend to exhibit lower innovation outcomes. Further, the study identifies case characteristics, such as the involvement of labor unions and the duration of cases, as significant determinants that delay the FDA approval process, thereby adversely affecting innovation performance.Research limitations/implicationsWhile the study provides novel insights into the relationship between employee litigation and innovation in the pharmaceutical industry, the findings are contingent upon the accuracy of the dataset and may not be universally applicable across all sectors.Practical implicationsThe results underscore the critical importance of maintaining a positive workplace environment and treating employees fairly to foster innovation performance. Firms are encouraged to adopt strategies that mitigate the risk of litigation to enhance their innovation capabilities.Originality/valueThis research contributes to the literature by offering empirical evidence on the detrimental effects of employee litigation on firms’ ability to innovate, particularly in the highly regulated pharmaceutical industry. It highlights the significance of workplace relations in influencing a firm’s innovation outcomes.

Building Micro‐Foundations for Positive Workplace Relationships: Validation of a Strategic Relational Human Resource Management Measure

ABSTRACTA growing number of studies have recognized the pivotal role of relational Human Resource Management (HRM) systems in fostering positive interpersonal relationships in the workplace. These systems are tailored to fulfill specific relational objectives through collective‐level mechanisms. However, there has been a notable neglect of strategies for establishing the general foundations of positive workplace relationships and the contributions of individual actors in relationship‐building activities. Drawing upon the multilevel micro‐foundational structure framework and strategic human capital theory, this study introduces and validates a new measure of strategic relational HRM (SRHRM) systems. This measure incorporates a set of interrelated HRM practices aimed at reinforcing individual employees' relational knowledge, skills, and abilities, which serve as micro‐foundations for the development and maintenance of workplace relationships. Our methodology encompasses a meticulous validation process for the SRHRM measure. This involves employing four diverse samples from North America and Asia to assess its content validity, internal consistency, convergent and discriminant validity, as well as criterion‐related validity. Our findings provide substantial support for the application of the SRHRM measure in future empirical investigations.

응급관리요원의 근무환경이 직무만족도에 미치는 영향

The purpose of this study was to examine the impact of the work environment on the job satisfaction of emergency management personnel involved in providing emergency safety relax services. Utilizing data from the “2023 Human Rights Survey of Elderly Customized Care Service Workers (Emergency Safety Relax Services Providers)” conducted by the Gyeonggi-do Elderly Customized Care Support Center, the research analyzed responses from 85 out of 103 emergency management personnel across 33 Emergency Safety Assurance Service agencies in Gyeonggi Province as of August 2023. A multiple regression analysis was performed using SPSS version 21. The findings revealed the following: First, the average job satisfaction score was 3.44 (SD = .693). In terms of work environment factors, the average score for working conditions was 2.41 (SD = .697), while the average score for workplace relationships was 3.60 (SD = .749), highlighting a lower score for working conditions. Second, job satisfaction tends to be higher when working conditions are favorable and workplace relationships are positive. By breaking down the work environment into specific components, such as working conditions and relationships, this study offers practical and policy-level recommendations aimed at improving the work environment and ultimately enhancing the job satisfaction of Emergency Safety Relax Services Providers

Algorithmic Management and Workplace Bullying: The Relevance of Specific Employee Experiences Across Work Environments

ABSTRACTAlgorithmic management (AM) is regarded as a crucial advancement in current workplaces. AM has the potential to alter job tasks and reorganize entire work processes, thus affecting the working conditions of employees. Nonetheless, research on the possible consequences for workplace relationships remains limited. This study narrows this gap by investigating the association between AM and perceived workplace bullying by supervisors or co‐workers. Based on multilevel analyses of a sample of 4929 employees in 160 workplaces derived from German linked employer–employee data, specific experiences with AM contribute more to perceptions of workplace bullying than the mere frequency of involvement. Negative experiences such as reduced control and design options, violation of privacy and constant monitoring, are associated with the perception of bullying. Shared experiences of employees within workplaces are additionally important in explaining bullying. The findings suggest a nondeterministic nature of AM, with variations in its implementation across different work environments.

Investigating the impact of employee treatment on commitment and citizenship behavior of employees: Sorting the effect of workers’ rights, respect in the workplace and workplace relationship

The study aimed to examine how employee treatment influences organizational commitment and citizenship behavior. A literature review was conducted to provide a deeper understanding of these concepts. The study employed a descriptive assessment and correlational research design, utilizing the weighted mean and Pearson's r correlation to analyze the data. The sample included all employees of the institution, with data gathered through questionnaires. Findings revealed a moderate level of employee treatment, while organizational commitment and citizenship behavior were rated high. However, Pearson’s r indicated no significant correlation between employee treatment and either organizational commitment or citizenship behavior, leading to a rejection of the hypothesis. The study suggests further research with a larger sample and additional variables to more comprehensively assess these outcomes.

The Silent Divide: Leader-Member Exchange, Communication Anxiety, and Age-Related Defensive Silence

Modern workplace demographics are changing and so too are workplace relationships. This research explores the impact of poor leader relationships on voice behaviors—more specifically, defensive silence. Results indicate a negative relationship between leader-member exchange (LMX) and defensive silence, a positive relationship between communicative anxiety and defensive silence, and a negative relationship between communicative anxiety and LMX. Additionally, a significant interaction is found between age, years of supervisory experience, LMX, and defensive silence. Theoretical and practical implications for workplace relationships are discussed.

The influence of workplace relationships and job satisfaction of private universities in Mogadishu: employee performance as a mediator variable

Drawing on literature and empirical studies, this research examined the relationships between employers and employees, and among employees, and their impact on employee performance and job satisfaction at private universities in Mogadishu. Using a quantitative methodology, 198 academic staff members were selected for representativeness. Data on employee performance, job satisfaction, and workplace relationships were gathered via questionnaires and analyzed using Smart PLS 4 and SPSS version 23. The findings indicated that positive employer-employee relationships significantly enhance job satisfaction and employee performance. Conversely, while connections among academic staff were linked to higher job satisfaction, they negatively impacted performance outcomes, suggesting complex workplace dynamics. The research revealed significant effect sizes, highlighting the practical impact of these relationships, showing that strong employer-employee relationships could notably improve engagement, reduce attrition, and enhance performance in private universities. These relationships accounted for 31.7% of the variability in performance outcomes, underscoring their real-world relevance. The study provides actionable insights for educational institutions to improve job satisfaction and performance by fostering positive employer-employee relationships through structured support programs, regular feedback, and team-building activities. Suggestions for further research were offered to address the identified shortcomings.

Optimizing Call Center Productivity through Key Work Environment Factors

This study aims to enhance productivity by fostering a business environment where workers can thrive, similar to a well-functioning ecosystem. It investigates whether factors such as workers' aptitude, training, tools and technology, workload, workplace relationships, working conditions, employee well-being, and satisfaction with compensation positively impact productivity. The study focused on call center agents in Cebu Province, Philippines, with an estimated population of 200,000. Using a Cochran calculation, a sample size of 384 respondents was determined, accounting for a 5% margin of error and a 95% confidence level. Due to challenges in reaching participants, convenience sampling was employed, yielding 385 completed surveys, exceeding the minimum required. Data was collected through a descriptive survey with simple, close-ended questions, validated by call center agents and demonstrating high reliability (Cronbach’s alpha of 0.967). The weighted mean for each predictor and the dependent variable was calculated, and linear regression analyses examined the relationships between predictors and productivity. Additionally, ANOVA within the context of linear regression assessed the significance of these relationships. The findings revealed that the eight identified predictor variables collectively received an average score of 3.277 out of 4.0 from call center agents. All eight predictors—employee aptitude, work training, tools and technology, workload, satisfaction with compensation, employee well-being, working conditions, and workplace relationships—were significant indicators of productivity and explained a portion of the variance in the dependent variable. These results emphasize the need to enhance activities and policies related to all predictor variables, as each significantly impacts productivity. Notably, working conditions and job training received the highest ratings, indicating strong employee satisfaction in these areas. However, urgent attention is needed in addressing employee well-being and satisfaction with compensation, which received the lowest ratings.

Is the joke on you? The impact of sexist humour and gender dynamics on interpersonal work outcomes

ABSTRACT (Workplace) humour can have positive effects on interpersonal (workplace) relationships. However, sexist humour – a form of subtle discrimination that communicates disparagement or degradation at the expense of (mainly) women in a humorous manner – might be highly detrimental in various ways. Despite sexist humour being pervasive in the workplace, little is known about when, how, and why sexist humour impacts the recipients and their work relationship with the initiator. With two pre-registered studies, theoretically based on affective events theory and social identity theory, this research advances knowledge on the interpersonal effects and gender dynamics of sexist humour at work. In the experimental Study 1, 255 participants rated an actor telling a (non-)sexist joke. In the field Study 2, 170 participants recalled a (non-)sexist humour event they encountered at work. Both studies produced converging results: Recipients of sexist humour were less willing to collaborate with the humour initiator and perceived them as less competent; this was psychologically explained by elevated negative affect. These detrimental effects particularly emerged when a man (vs. woman) initiated sexist humour toward a woman (vs. man).

The Implications of Organisational Contexts on Unpaid Workers’ Loyalty: The Interactive role of Perceived Organisational and Supervisor Support

This paper examines the process through which perceived organisational support (POS) affects volunteers’ affective commitment (AC) by investigating the mediating role of leader-member exchange (LMX) in the relationship between POS and AC of volunteers in five non-for-profit organisations in Queensland, Australia. Data collected from 213 participants with a cross-sectional survey questionnaire were analysed to validate the hypotheses. The result reveals that POS has a significant direct effect on volunteers’ AC, as well as indirect significant effect through LMX. The results of the study provide new knowledge about the importance of a supportive workplace relationship between immediate supervisors and volunteers in enhancing volunteers’ positive organisational experiences that would lead into higher loyalty and involvement.

Exploring the impact of economic crisis on psychological wellbeing and employee performance

ABSTRACT This study investigates the impact of economic crises on the relationship between psychological wellbeing and employee performance, using the Lebanese economic crisis as a case study. Given the critical role of employees in organisational success, understanding how crises affect their wellbeing and performance is essential. This research employs a quantitative methodology, analysing data from 286 employees across local and multinational organisations in Lebanon. The data were processed using SPSS. Key findings reveal that self-acceptance and personal growth significantly enhance employee performance, while positive workplace relationships are positively associated with contextual performance. These results highlight the importance of fostering psychological wellbeing to maintain and improve employee performance, particularly in economically strained environments. The study provides practical insights for managers and policymakers to develop strategies that support employee wellbeing during crises.

Changing Workplace Relations and Sites of Belonging in Swedish University Administration

Based on a mixed-methods case study, this article explores the impact of formal affiliations and informal associations in professional organizations, relating these questions of belonging to workplace dynamics and collectives. Using the experience of departmental administrators within a Swedish university as an ideal case to investigate the formal and informal connections at work, this article argues that a multiplicity of belongings within organizations brings strain and opportunities, altering the relations at work. The study contributes to discussions on belonging and social relationships at the workplace level by applying the concept of belonging to different sites in the organization. It suggests that sites of belongings within organizations can serve as a discrete concept, useful for adding insights into the dynamics of work organizations.

Korean transgender and nonbinary workers' development of critical consciousness through interpersonal relationships at work: A grounded theory.

Research on the experiences of transgender and nonbinary (TNB) individuals in counseling psychology is expanding, but studies focusing on their work experiences remain limited and primarily address workplace discrimination. This study aimed to develop a grounded theory on Korean TNB workers' interpersonal experiences at work, exploring not only their challenges but also their growth through workplace relationships. Using constructivist grounded theory methodology, the authors interviewed 16 Korean TNB workers from diverse professions and industries. The resulting theory demonstrates how TNB workers develop critical consciousness of gender, self, and society through significant changes in workplace social interactions and status. This heightened awareness enables TNB workers to balance their authentic selves with others' expectations and to engage in social advocacy. The study concludes with implications for strength-based counseling practices, advocacy needs, and directions for future research. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

South-East Asian Nurses' Experiences Under the Economic Partnership Agreement (EPA) in Japan: How Language Ability Affects Self-Confidence and Interpersonal Relationships.

Since 2009, nurses have relocated to Japan from Indonesia, the Philippines, and Vietnam under the auspices of the Economic Partnership Agreement (EPA). We asked why some migrant nurses remain in Japan whereas others leave. We applied the methodology of Constructivist Grounded Theory. All participants were internationally educated nurses (IENs) currently or formerly working in Japan after passing the National Nursing Examination. Difficulty in mastering the Japanese language was established as one of the main themes. Initial coding elicited two explanatory sub-categories: lack of confidence in communication and effects of language difficulty on workplace relationships. One explains how practical experience in the workplace affected nurses' confidence in communication. The other explains how levels of Japanese language attainment shaped relationships with colleagues. These findings suggest a need to regulate the working conditions of foreign nurses, and a need for training schemes to optimize IEN retention.

Interethnic workplace relations in times of heightened social tension: Israeli-Arab teachers in Jewish schools post-10/7

This exploratory study examined the interethnic workplace relations of minority Israeli-Arab boundary-crossing- Teachers working in Jewish schools (ATJ) with their majority peers consisting of Israeli-Jewish Principals (JP) and Israeli-Jewish Teachers (JT), during the initial months after October 7, 2023 terror attack on Israel. We employed a software-assisted qualitative content analysis on a purposive sample of 12 ATJs, five JPs, and an additional six ATJ-supporting representatives who triangulated the findings based on their daily contact with both ATJs and JPs. The analysis of the findings suggests an interrelation model between JP–ATJ, and JT–ATJ interethnic workplace relations and the ATJs’ perception of their (own) teaching position post-10/7 attack. We conclude that (1) despite the surrounding heightened social tension in the aftermath of 10/7, most (75 %) of the ATJs perceived their JP as attentive, their interethnic workplace relations with peer JTs as healthy, and consequently, most (89 %) of these ATJs perceived belonging and mission in their position; however, (2) few of the ATJs perceived their JPs as disregarded or half-hearted and experienced half-hearted or hostile workplace relations with their JT peers, and consequently had a perception of otherness or persecution on their teaching position; and, (3) the surrounding heightened social tension breached into the interethnic workplace sphere and led to erroneous decision-making of JPs against their ATJs in one case in which Israeli-Palestinian conflicting context was involved. Implications for shared living and national resilience are further discussed.

Straight from the heart and “out of mind”: strategies for managers to navigate workplace romance

Purpose Workplace romance presents both opportunities and challenges for organizations, requiring strategic HR leadership to navigate effectively. This study explores the dynamics of workplace romance, its impact on organizational culture and performance, and strategic HR approaches to manage this complex phenomenon. Design/methodology/approach Information and data from various research blogs and websites have been studied to understand the concept of workplace romance and insights drawn by proposing a few practices for HR leaders. Findings This practitioner paper indicates a positive relationship and develops insights into how HR leaders’ good strategic practices help manage and mitigate workplace romance challenges. Practical implications HR leaders can foster a positive work environment while minimizing the risks associated with workplace relationships by developing clear policies, providing training and education, promoting transparency and fairness, implementing conflict resolution mechanisms and monitoring enforcement. Originality/value This paper explores the dynamics of workplace romance and its impact on organizational culture and performance. It also provides fresh insights into strategic HR approaches to managing this complex phenomenon in the workplace.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

The impact of COVID-19 on elementary teachers’ relationships with students, parents, and other teachers

ABSTRACT This paper examines the impact of COVID-19 on teachers’ relationships with students, parents, and other teachers as well as on the knowledge which they produce as their teaching and learning spaces are reconceptualised and their workplace relationships are redefined. The study adopted bricolage as a research approach and single-group case study as a research design, and used data obtained from a range of individual semi-structured interviews with elementary teachers which were supported by a series of naturally occurring data. The findings reinforce the conclusions that have been drawn in previous studies in terms of the significance of the social and relational aspects of educational settings and of the view of teachers as legitimate knowledge producers. Additionally, however, the results expand on our current understanding of teacher relationships and professional knowledge production by illustrating how participants collaboratively addressed the unprecedented challenges which the pandemic posed in order to strengthen their workplace relationships with significant others and enhance student educational experiences. The diversity of the strategies the teachers used provides evidence of growth in multiple dimensions of teacher knowledge and of different forms of agency, and has implications for teaching, teacher education, and future research in this area.

“Covid has stopped us all”: the experiences of migrant care workers in formal care settings in Germany

ABSTRACT This research examined how migrant care workers in eldercare institutions in Germany were affected by the COVID-19 pandemic, focusing on their personal experiences. The research is theoretically grounded in intersectionality and the prisoner of love framework. Drawing on 15 qualitative interviews with migrant care workers (MCWs) from Poland and Bosnia–Herzegovina, the main findings highlight that intersecting social positions play an important role in stratifying experiences for MCWs. Migrant workers with high skill levels and job security stressed similarities to their non-migrant colleagues in their day-to-day work experiences during the pandemic, foregrounding their shared professional self-image and creating solidarity between workers of all backgrounds. Strong workplace relationships, emphasising their professional identity, and adapting career plans were ways to mitigate the negative effects of the pandemic. The study’s results emphasise the need for a more balanced portrayal of the pandemic’s impact on migrant workers.