Workplace Relations Research Articles

The Relationship Between Motivation and Job Satisfaction

A multitude of factors can influence job performance. Workplace motivation and satisfaction might be some of the most important ones. This paper investigates the ways in which these former variables influence each other in regards to a workers performance; whether workplace satisfaction increases after five years of working in the same domain; and lastly how the five factors of personality from the Big Five model influence workplace satisfaction. In order to test our hypotheses we applied three questionnaires: The Workplace Satisfaction Scale, The Multidimensional Workplace Motivation Scale and The Five Factor Personality Inventory. These tests were completed in an online format by 60 consenting adult, half of which had a working experience over five years and half under five years. In our findings workplace satisfaction and motivation influenced each other positively likely due to the quality of external or internal sources of validation. We also found that extraversion, agreeableness and emotional stability have an impact on workplace satisfaction prabably because of the way in which high scores in these facets facilitate good work conduit, communication and integrations in workgroups. Unfortunetely, we did not see significant differences in regards to workplace experience and workplace satisfaction, posibly because of the small sample size of this study. In the end, the biggest takeaway from this paper is that good workplace relationships and proper financial compensation are the true benefactors of high workplace satisfaction that can in turn boost motivation and job performance.

Zalewski and the Future of Irish Public Law

Irish judges have tended to ‘jealously guard’ the judicial power, vested as it is by Article 34.1 of the Constitution in the courts alone. And they have jealously guarded their control over the articulation of public law norms. It is they who get to decide what counts as fair procedure in this or that non‐judicial body – not the non‐judicial actors operating at the coalface. But in Zalewski v Workplace Relations Commission a majority of the Supreme Court has signaled a shift away from the rigid judicial ‘centralism’ that has prevailed for a century in the Irish legal system. The judges have departed from the formulaic approach to assessing what counts as judicial power, preferring instead a purposive approach more in line with comparator countries. They have revived a ‘saver’ provision of the Constitution (Article 37.1) expressly providing for ‘the exercise of limited functions and powers of a judicial nature’ by bodies other than courts. And they have indicated that courts and lawyers do not have a monopoly on authority in respect of public law norms. Things remain in flux, however, because there are conflicting messages in the majority judgment in respect of this more ‘pluralist’ conception of public law.

The influence of personality traits on johari window perception and self-disclosure in the workplace

The Johari Window, developed by Luft and Ingham, is a cognitive tool for self-discovery and enhancing mutual understanding in teams. It consists of four quadrants: Arena (shared knowledge), Blindspot (unknown to self), Facade (known to self but not others), and Unknown (mutual lack of awareness). These quadrants reflect the dynamics of open communication, limited self-awareness, self-imposed barriers, and unexplored aspects that impact relationships. This research article aims to present data on Johari Window traits using bar graphs derived from Microsoft Excel and analyze gender-based differences within the Indian workplace. The study includes 420 participants from 14 states in India and utilizes a reliable questionnaire to assess Johari window formation. Data analysis and calculations are performed using Microsoft Excel to compute the E and F points representing self-disclosure and perception. The findings highlight the importance of self-awareness, open communication, and authenticity in fostering positive work environments and enhancing interpersonal relationships. The analysis of state-wise feedback reveals cultural influences on individuals' self-perception and communication patterns. Notably, the study finds no significant gender-based differences in the variability of the Johari window quadrants, indicating progress towards gender equality in Indian workplaces. Overall, this research contributes to understanding the role of personality traits in shaping interpersonal dynamics within organizations and provides practical implications for fostering self-awareness and improving workplace relationships.

Betwixt and Between: Chaplaincy, Liminality and Elite Sport

It is often assumed that chaplains who serve in elite sports settings inhabit a position which facilitates a significant level of influence. Yet, in reality, sports chaplains routinely experience a sense of marginality within their host organizations, which is commonly perceived (both by themselves and others) as highly restrictive and constraining. Drawing upon the findings of a small-scale, qualitative study of chaplaincy within the US-based National Football League (NFL) and the English Premier League (EPL), this paper explores the contribution that a sports chaplain might make to their host organizations irrespective of the marginal position which they inhabit. Utilizing the anthropological work of Van Gennep (1960) and Turner (1969) on rites of passage, findings illustrate the level of ambiguity which often accompanies the ‘liminal’ role of the sports chaplain and the freedoms which this might afforded in terms of organizational impact. This paper concludes by suggesting that, whilst it is often viewed in a negative light, the sense of marginality which commonly characterizes chaplaincy has the potential to be re-configured as an opportunity to positively impact workplace relationships and organizational cultures.

Happiness Is ‘Being Yourself’: Psychological Safety and Fun in Hybrid Work

Our long-term research project is concerned with fun and humour at work and the impacts on employee happiness and well-being. In this study, we explore the relationship between workplace fun and psychological safety and their implications for a positive work context. Our research problem investigates two key questions: How do the experiences of psychological safety and fun at work intersect in hybrid work conditions? What are the implications for positive workplace relations? We present qualitative empirical data from our in-depth, ethnographic engagement in two corporate companies. Both companies recently transitioned to hybrid work modes, providing a relevant and contemporary context for our study. Our findings are generated from our structured, thematic analysis, eliciting themes of risk during transitions, unsafe fun, safety to be yourself, and leadership implications. These themes are discussed in relation to the extant literature, and we extend both fun and psychological safety theory by identifying a circular relationship between both constructs specifically related to the modern form of hybrid work. Implications are identified along with the potential for future research.

Development of interactional practices for initiating and extending small talk in service encounters

Research indicates the importance of small talk in achieving professional goals and promoting social relationships in workplaces, and yet second-language (L2) users often face challenges in participating in small talk. As such, the need for teaching small talk has been emphasized; however, the understanding of how L2 interactional practices for small talk develop remains limited. This study aims to demonstrate the change in L2 English practices used for initiating and extending small talk that occurred during service encounters over a thirty-month period. The data were gathered from 74 h of audiovisual recordings of service encounters at a small convenience store in Hawai'i. The focal participant is the service provider, a Korean adult with limited L2 English proficiency, who had emigrated from South Korea a year before the start of the data collection. By employing multimodal conversation analysis (CA) and the Pearson's chi-square test, the results of the study demonstrated three aspects of change in the service provider's practices for small talk: increasing the frequency of initiations, emerging new methods for initiation, and developing expansion techniques for small-talk sequences. The study advances the understanding of the development of multimodal L2 interactional practices for small talk in service encounters.

Socially negotiating privacy boundaries and academic identities

ABSTRACT Research examining privacy in a higher education setting tends to focus on the student perspective whilst largely overlooking the academic perspective. Moreover, it fails to fully conceptualise the social, relational, and contextual complexities of privacy and the vital role it has on academics’ ability to form their identity. To address these knowledge gaps, this paper draws on the social theory of privacy to examine how academics socially negotiate privacy boundaries and the influence these negotiations have on their identity. Data were gathered through a qualitative case study analysis of a higher education institution in the United Kingdom (UK). The findings reveal how academic preferences and context-dependent social meanings influence the construction of dialectical privacy boundaries that allow academics to create and maintain various personal boundaries. These negotiated boundaries are influenced by the nature of the relationship between individuals, the levels of trust between colleagues, and the social norms governing workplace relationships. The findings also reveal how these negotiated privacy boundaries provide an intimate territory within which academics co-construct their identity through a complex series of social interactions occurring over time.

Top-down internal communication and its importance for the sustainability of agricultural organizations from the perspective of Tomas Bata´s management philosophy.

The benefits of internal communication not only can be associated with higher performance, but also with increased awareness of the values within an organization, setting and achieving objectives, getting involved in beneficial activities, encouraging employees' personal development and, last but not least, educating and motivating employees to take responsibility. A responsible working environment facilitates effective internal communication, which is in line with the principles of the Bata Management System. The aim of this paper is to evaluate whether setting top-down internal communication is in line with the sustainable principles of Tomas Bata in organizations in the Czech Republic. The article assesses workplace communication and relationships, including social sustainability and social responsibility, focusing on their added value for corporate practice in all areas of business. The study is based on quantitative research in organizations across sectors and qualitative research in agricultural organizations (questionnaire survey n1 = 183; focus group n3 = 5), using the tools of descriptive statistics, logistic regression and cluster analysis. The results have shown that combining methods of top-down communication is crucial for communicating information efficiently, stimulating employees and achieving the organization´s objectives and that Tomas Bata´s philosophy concerning communication setting can be implemented even more easily in the current digital age than it was in the past if organizations are interested. The research contributes to a better understanding of how the Bata Management System can be applied within each organization, how effective communication settings will help prevent conflicts that workers are engaged in, increase their stabilization, and facilitate the application of Bata's sustainable legacy in the international space. Research makes a significant contribution to advancing knowledge of effective communication from the perspective of Bata for the sustainability of agricultural organizations where the principles have not yet been explored. This is evidenced by the zero overlap with previously published articles despite the rapid progress of research and technology.

Authentic leadership, psychological capital, acceptance of change, and innovative work behaviour in non‐profit organisations

AbstractThis paper examines whether authentic leadership provides the resources employees need to build their psychological capacities and well‐being so that they can embrace organisational change and engage in innovative work behaviour (IWB) within non‐profit organisation (NPO). The paper builds on previous research examining the antecedents of IWB such as ‘innovation‐enabling culture’ and psychological capital (PsyCap). The new variables examined in this study are authentic leadership and acceptance of change. Utilising a structural equation modelling methodology, 248 surveys from Australian not‐for‐profit employees were analysed revealing that authentic leadership accounted for more than a fifth of the variance of PsyCap; PsyCap, age, and authentic leadership accounted for 40% of employees’ well‐being; and age, leadership, and acceptance of change accounted for a quarter of their IWB, although acceptance of change was not directly related to IWB. The main contribution of this paper is in explaining why authentic leadership is an important ingredient for building an ‘innovation‐enabling culture’ for NPO employees, suggesting that such leadership provides a pathway for developing effective workplace relationships built on trust and ethical decision making. Such behaviour builds a supportive culture for developing employees’ personal resources, which promotes the conditions for promoting IWB.Points for practitioners Authentic leadership behaviour provides a platform for developing the psychological capacities of employees in non‐profit organisations (NPOs) contracted to deliver social services to Australians. Authentic leadership behaviours and psychological capital enhance employees’ well‐being. Authentic leadership behaviours and psychological capital are significant building blocks of an innovation‐enabling culture in NPOs.

A Sequential Mixed Method Study of Employee Job Satisfaction in Upscale Restaurants, Malaysia

ABSTRACT The study determines the main factors affecting job satisfaction in upscale restaurants and their degree of comparative influence. The research initially involves qualitative data analysis of 20 interviews with restaurant employees representing five upscale restaurants in Kuala Lumpur (KL), followed by structural equation modeling of data retrieved from 368 questionnaires from 16 KL restaurants. The impact variance of four main determinants of job satisfaction are revealed, where the “working environment” has the highest impact, followed by “payment and compensation,” “promotion”, and finally, “workplace fairness”. Crucially, “workplace relationships” have a moderating effect on the relationship between the “work environment” and job satisfaction, implicating industry-applied recommendations to strengthen job satisfaction levels.

Media Use and Black Emerging Adults’ Acceptance of Jezebel and Sapphire Stereotypes

Abstract: Although African Americans are increasingly featured on TV, persistent stereotypes of Black women remain that frame them as hypersexual Jezebels or verbally aggressive Sapphires. Priming participants with these stereotypes negatively affects White emerging adults’ perceptions of Black women; however, parallel findings among Black participants have yet to emerge. We investigated this dynamic via two studies, testing mechanisms proposed by cultivation, social cognitive, and social identity theories. In Study 1, 204 Black emerging adults reported their exposure to 6 reality programs and 17 dramas that prominently feature Black women, their perceptions of the realism of TV, and their endorsement of Jezebel and Sapphire stereotypes. As expected, viewing of TV dramas that prominently feature Black women predicted notably greater support of the Jezebel stereotype among women and statistically greater support among men. Attributing greater realism to TV portrayals was associated with stronger support of the Sapphire stereotype among women. In Study 2, we exposed 438 Black and White emerging adults to depictions of the Sapphire stereotype and examined whether evaluations of women, Black women, and a Black woman job applicant varied by race or condition. Participants who had viewed Sapphire depictions perceived women, in general, to be less “feminine,” and White participants viewed Black women to be less warm. Our results offer support for multiple mechanisms and highlight implications for workplace and romantic relationships.

EXPLORING THE IMPACT OF WORKPLACE RELATIONSHIPS AND EMPLOYEE JOB SATISFACTION

Aim of the study: This study will investigate and understand the influence of workplace relationships and employee job satisfaction. It explore various dimensions of relationships in the workplace like co-worker relationship, supervisor-subordinate relationships, and overall social dynamics within the workplace and how they influence employees' level of satisfaction. By examining workplace relationships and work satisfaction, it provide insights and recommendations for organizations to foster positive and supportive work environments that enhance employee satisfaction and overall well-being.
 Design/ Methodology: Multiple Linear regression analysis used for hypothesis testing.
 Findings: The finding highlights the significant impact of workplace relationships and work satisfaction. It emphasizes the need for organizations to prioritize fostering positive relationships, promoting teamwork, and creating a supportive work environment to enhance job satisfaction and overall employee well-being.
 Practical Implications: Organizations can benefit from implementing strategies that promote a culture of trust, open communication and teamwork. Investing in team-building activities, providing opportunities for cross-functional collaboration and offering training programs on interpersonal skills can contribute to creating a conducive environment for building high-quality workplace relationship.
 Originality/ Value: According to the review of literature most of the studies are concentrated on work-place flexibility. But no study has been conducted work-place flexibility and job satisfaction.

The perceptions of nurse managers working in the mining industry on workplace relationships.

Positive workplace relationships improve the quality of healthcare provided by promoting teamwork and ensuring that challenges are addressed amicably. Nurse managers, unit managers, nurses, doctors and union leaders are obligated to establish positive working relationships to deliver quality primary healthcare service to mine workers at the clinics of the mine. However, there are negative workplace relationships at the clinics of a specific mining company that affect the quality of service delivered. The purpose of this study was to explore and describe the perceptions of primary healthcare nurse managers working in the mining industry on workplace relationships. This study was conducted in mining primary healthcare clinics located in Gauteng province, in the West Rand. A qualitative, exploratory, descriptive and contextual research design was adopted in this study. Individual interviews were conducted to collect data from the primary healthcare nurse managers, and data were analysed using thematic analysis. Trustworthiness measures and ethical principles were upheld in this study. Three themes surfaced in this study: (1) negative perceptions of primary healthcare nurse managers on workplace relationships, (2) positive perceptions of primary healthcare nurse managers on workplace relationships and (3) building workplace relationships between primary healthcare nurse managers and union leaders. Nurse managers had positive and negative perceptions on working relationships in this study. Negative workplace relationships should be prevented at all costs by resolving conflicts amicably. Resolving of conflicts amicably to build positive workplace relationships.

Exploring Indian working mothers' transition to involuntary telecommuting

PurposeDuring the COVID-19 pandemic, many working mothers in India adopted involuntary telecommuting work option for the first time. However, no research explored their adjustments and experiences in the new work setting. This paper aims to gain an in-depth understanding of Indian working mothers' lived experience of involuntary telecommuting.Design/methodology/approachA phenomenological research design was adopted. The authors conducted 14 in-depth, semi-structured telephonic and online interviews. Data were analyzed using Interpretative Phenomenological Analysis framework.FindingsThe data analysis yielded two interconnected superordinate themes in this research: (1) characteristics of involuntary telecommuting and (2) the impact of involuntary telecommuting. Under the first theme, four sub-themes emerged: long working hours, increased family demands, reduced interaction with coworkers and technology-enabled communication with supervisors. The second theme comprised five sub-themes: time-based work interference with family, time-based family interference with work, strain-based family interference with work, absence of emotional and professional support and performance management concerns. Involuntary telecommuting mothers faced challenges due to lack of control over their daily work schedule and demands, along with an increased burden of unpaid household work, leading to difficulties in managing their work schedule and negotiating their professional role identity within the family. These findings emphasize that working mothers who participated in involuntary telecommuting encountered bidirectional time-based conflicts and unidirectional strain-based conflict.Research limitations/implicationsThe study examines a particular subset of women telecommuters who were working mothers with young children. These potential limitations are to be addressed in future research.Practical implicationsThe findings suggest that managers should develop HR policies and telecommuting ecosystems in order to enhance effectiveness of telecommuting. Specifically, organizations offering telecommuting work options should create opportunities for informal interaction among peers and formal one-to-one interaction with managers. Moreover, HR managers should develop and implement employee-friendly telecommuting policies.Social implicationsThe research contributes to HRM and gender literature.Originality/valueThe paper contributes to the discourses of work-life balance, workplace relationships and work policies within telecommuting literature.

Fitting work? Students speak about campus employment

Balancing part-time work and studies has become commonplace for university students in Canada and other countries where the costs of education have risen over time. While there is a substantial literature on the impacts of term-time work on studies, little has been written about campus employment programs, which are becoming more commonplace in North American universities. This paper addresses this gap by considering students’ experiences in such a program at a western Canadian university. Focusing primarily on qualitative data from a longitudinal study, we examine the various reasons for the attractiveness of this program, which go beyond the promise of professional, career-related work experience. Our analysis draws on the academic literature on work-study roles, which examines whether term-time work has a more positive or negative effect on student outcomes as well as sociocultural literature that is more attentive to different contextual features of the work-study relationship. We find that university-sponsored jobs are highly valued by students for their workplace relationships, regulation, and flexibility. Positive relationships at work are facilitated by supervisors’ recognition of students’ academic priorities and opportunities to develop peer-support networks on campus. Other important features for students include the convenience of working where one studies, and the ability to build work schedules around academic schedules. However, the limited access to ‘good’ campus jobs raises concerns about equity.

Unmasking Obsessive Compulsive Behaviors in Leaders – A Dark Side of Leadership

Individuals in the workplace interact with peer constituents displaying various personality behaviors that influence productive workplace relationships. Sometimes, the darker side of leadership is masked and camouflages disturbing personality behaviors. Leaders are no exception to the array of personalities hindering productive follower relationships. Obsessive-compulsive disorder (OCD) is an anxiety disorder characterized by recurrent, obsessive thoughts and compulsive behaviors. Obsessive-compulsive disorders (OCD) in leaders manifest themselves in a variety of ways and have the potential to deter satisfactory relationships with followers. Subordinates are subjected to higher instances of employee surveillance, matriculate attention to detail, extraordinary communication and feedback, repetitive reprimands, and fear tactics to motivate desired behavior. Although these practices are within management scope, manifestations of OCD leader tendencies and their effect on followership cannot be ignored. As the level of anxiety in Americans continues to increase, organizations may observe higher instances of OCD-related behaviors in leaders. This paper addresses OCD behaviors in leaders and its effect on followership and productivity.

Do Illegitimate Tasks Lead to Work Withdrawal Behavior among Generation Z Employees in China? The Role of Perceived Insider Status and Overqualification.

Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives.

Modeling wellbeing for U.S. correctional nurses: A cross sectional survey

BackgroundNurses work in stressful environments, and this stress has negative consequences on health. Correctional nurses experience unique job stress in their roles. However, there has been limited research exploring how the correctional environment impacts nurse health and wellbeing. ObjectiveThis study aimed to evaluate the relationship between the variables of organizational characteristics (i.e., job demands, job control, manager support, peer support, workplace relationships), job stress, and wellbeing levels in a sample of U.S. correctional nurses, while exploring socio-demographic covariates. MethodsUsing a convenience sampling method, 270 U.S. correctional nurses completed a cross-sectional online survey. Informed by the Job Demands–Resources Theory, a conceptual model was created and tested in this sample. Analysis involved multiple linear regression and structural equation modeling. ResultsThe model significantly fit the data (CI: 0.71–0.83, CFI = 0.51, SRMR: 0.37, and RMSEA = 0.08) revealing the direct relationship between job stress, job demands, job control, and workplace relationships and wellbeing. This study also provided evidence that job stress mediates the relationship of job control and job demands with wellbeing. ConclusionResults underscore the opportunity for correctional organizations to consider targeting job demands, job control, workplace relationships, and job stress in future interventions to improve the correctional nursing work environment and support correctional nurse wellbeing. Tweetable abstractA recent study found evidence for a relationship between organizational characteristics & job stress and U.S. correctional nurse wellbeing.

Reciprocal longitudinal associations of supportive workplace relationships with depressive symptoms and self-rated health: A study of Korean women

BackgroundSupportive relationships in the workplace are important determinants of an individual's psychological health, buffering work stress. This study aimed to estimate the bidirectional association of workplace relationships with depressive symptoms and self-rated health in female workers. MethodsBased on the nationally representative biannual survey data from 2014 (T1) to 2020 (T4) (N = 2556), we used a random intercept cross-lagged panel model (RI-CLPM) to estimate autoregressive and cross-lagged bidirectional associations between workplace relationships and health variables. ResultsRegarding satisfactory workplace relationships and depressive symptoms, a negative correlation was observed at the between-person level. At the within-person level, the cross-lagged path showed that an increase in satisfaction with workplace relationships was related to a subsequent decrease in depressive (T1 to T2: β = −0.039; B = −0.253, P = 0.017). Further, an increase in depressive symptoms was related to subsequent relationship deterioration in the workplace (T1 to T2: β = −0.049, B = −0.007, P = 0.003). Regarding workplace relationships and self-rated health, a positive correlation was observed at the between-person level. At the within-person level, there as was no significant within-person level association between WPR and self-rated health. and the effect sizes were small. ConclusionsThis study suggests a bidirectional association between workplace relationships and depressive symptoms. Therefore, it is important to implement intervention programs that promote workplace interpersonal relationships and workers’ mental health.

Exploring the role of employability: the relationship between health-promoting leadership, workplace relational civility and employee engagement

PurposeDrawing upon self-determination theory, this study investigates the direct and indirect impact of health-promoting leadership on employee engagement via workplace relational civility and explores the moderating effect of employability on these factors.Design/methodology/approachThe authors collected a total of 723 matched and valid responses from nurses in Guangxi, China. Data regarding health-promoting leadership, workplace relational civility, employability and employee engagement were gathered using a survey administered in two waves, 1 week apart. The authors utilised structural equation modelling and linear regression to test the model.FindingsThis study reveals that health-promoting leadership has both direct and indirect positive effects on nurses' engagement through workplace relational civility. Furthermore, the authors found that employability negatively moderates the impact of workplace relational civility on nurses' engagement but does not moderate the impact of health-promoting leadership on nurses' engagement.Originality/valueThis is one of the few studies that have examined the effects of health-promoting leadership within the nursing industry. The authors confirm the importance of health-promoting leadership and workplace relationship civility on employee engagement. In addition, this study demonstrates the moderating role of employability in employment relationships.