Workplace Research Research Articles

Unlocking flourishing at workplace: An integrative review and framework

AbstractThe concept of flourishing has garnered interdisciplinary attention, particularly within the realm of workplace research, given its relevance to individuals' daily lives. However, despite its growing importance, defining and measuring workplace flourishing remains challenging, often due to the adoption of generic life‐domain perspectives. This review addresses these challenges by synthesizing literature from work and life domains. We meticulously analyze 118 pertinent articles through an integrative review methodology, uncovering gaps in conceptualization, measurement, determinants, and outcomes of workplace flourishing. Our review introduces a new conceptual lens, focusing on the role of personal project pursuits in shaping flourishing. We also clarify the distinction between flourishing and thriving, providing much‐needed conceptual clarity. Additionally, the review presents an integrative framework that synthesizes determinants and outcomes of flourishing, offering a multitude of avenues for future exploration.

Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis

ABSTRACTIntimate partner violence (IPV) is a long‐standing and egregious social issue that inherently impacts and is impacted by work and workplaces. Work‐related intimate partner violence (WIPV) is a pattern of IPV that both directly and indirectly undermines victim‐survivors' employment, work, and careers, yet scant attention has been paid in management studies to workplace responses and responsibilities regarding this form of violence. Hence, we conduct a systematic review and conceptual analysis of 111 WIPV‐focused papers utilizing three well‐established feminist lenses to ascertain and conceptualize what we know and do not know about the WIPV domain and, more importantly, to outline an agenda for what we should know from a gendered perspective about WIPV. We develop a gender‐sensitive, multilevel framework with which we investigate and challenge the WIPV research agenda from individual, interactionist, and structural viewpoints, including the interaction between these perspectives. A key purpose of this paper is to extend debate about WIPV beyond the current focus of human resource management (HRM) research and practice on micro‐level employment issues to include meso‐level organizational and macro‐level societal issues. A second and connected purpose is to draw attention to the need to address big societal challenges related to workplaces and to highlight the pivotal role of HRM in fostering ethical and socially sustainable workplaces. Thus, we advance the vital debate about WIPV, provide a template for how gender can be conceptualized in HRM and workplace research, and challenge the boundaries for organizational involvement in areas traditionally deemed as private or societal.

What does flexible work for men really mean?: a qualitative content analysis of key stakeholder accounts

ABSTRACT This article explores definitions and practice of flexible work and is part of a larger project about men’s flexible work. Flexible work is prevalent in workplace research, but evidence is lacking regarding how flexible work for men is interpreted and applied in practice. Gendered patterns of work and care more often position men in paid employment and less often in care and domestic responsibilities. Men’s use of flexible work could assist in balancing paid employment with unpaid domestic and care tasks. Qualitative content analysis (QCA) was undertaken to summarise participants’ descriptions of two key aspects of flexible work – forms of flexible work, and the reasons for flexible work. QCA was applied to 30 interviews about men’s flexible work with organisational leaders (n = 12, 3 women and 9 men) and men who use flexible work arrangements (n = 18). Participants typically discussed flexible work in their white-collar employment situations, most often in the form of part-time work and for the reason of caring for children. Participants’ descriptions of flexible work differed from how flexible work is commonly defined in policy and legislation, demonstrating that men use flexible work in ways not described in policy or legislation.

Beyond labels: rethinking generation-based research and practice in the workplace

Purpose This paper aims to critically examine the application of generational labels in workplace research and practice with the purpose to provide human resources (HR) scholar-practitioners with insights into limitations and potential biases of this approach. Design/methodology/approach Building on Mannheim’s framework, this paper critiques commonly-held assumptions that have perpetuated misconceptions about generational differences. It highlights challenges with generational classifications, methodologies and stereotypes, while offering recommendations to improve future research and application in HR. Findings Often, HR practices accept generational differences without questioning how employees are grouped into generations. Although not a new phenomenon, these generalizations can create bias when comparing generations. Instead, HR scholar-practitioners can create thoughtful approaches and examine data based on other effects, such as period and life stage. Practical implications This paper provides support for HR leaders to question assumptions to study generations in organizations. Suggestions are provided to improve research, expand training and advance dialogue in the workplace and shift away from the traditional thinking about generations. Originality/value Grouping employees into generations is a common practice, which is not often challenged. This paper provides research-based insights for HR leaders who are managing data, programs and practices based on arbitrary generational groupings. Organizations need to be mindful of the pitfalls, take a nuanced approach and ensure practices are evidence-based.

BIBLIOMETRIC ANALYSIS OF SPIRITUALITY AT WORKPLACE USING VOSVIEWER

Meaningful work is of utmost importance in creating and fostering an environment of creativity and innovation. A work environment that strives to realize the true potential of its employees must endeavor to fulfil their higher-order needs. The concept of spirituality is related with higher levels of human consciousness. A deeper understanding of self and others may contribute to positive outcomes at the workplace. Ashmos and Duchon (2000), have quoted Wheatly (1992) and Stacey (1992) that the workplaces need to be envisioned as systems that have strong bonds or connections among its employees. The present study was conducted with a view to investigate contribution of researchers in the domain of spirituality at workplace. The objective was to suggest a way forward to business leaders to achieve higher levels of efficiency at work in tandem with employee wellbeing. The present digital era necessitates that motivation towards excellence in work be intrinsic. In the present study, the bibliometric analysis tool VOSviewer was used. Analysis revealed the trend, most cited authors and keywords related to spirituality at workplace research. Findings revealed that mindfulness at work was strongly related to sustainability. The study is of immense significance as there is a global consensus regarding the adoption of sustainable practices in all walks of life. The study also revealed that extensive work remains to be done.

Guest editorial: Transdisciplinary Workplace Research (TWR) 2022 Conference

Guest editorial: Transdisciplinary Workplace Research (TWR) 2022 Conference

A Discourse Analysis on Workplace with Hymes 'Speaking Model' Between Owner and Staff In Puri Itoma Corporate kuta Lombok: A study on Ethnography of communication

Ethnography in general is communication in society. Ethnography of communication combines ethnography, description and structural and functional analysis of society and culture, and linguistics of cultural behavior that guides and helps share knowledge, art, morals, beliefs, and everything that people acquire as members of society. Communication Ethnography is an approach to understanding society and culture and reconstructing this ethnic group, especially society in general. Discourse is also very often used in communication in society, at work, offices, schools and public places, both formally and informally. Discourse in English is called discourse and is defined as expression in communicative interaction. Speech events are based on eight speech components. Hymes summarizes these components with the acronym SPEAKING. Ethnography of communication in this discussion refers to the use of language in certain community groups. A smile means, for example, eight components of speech: (1) Setting and scene, (2) Participants, (3) Ending, (4) Sequential action, (5) Key, (6) Instrument, (7) Interaction norms, and (8) Flow. This study shows that the main focus of workplace research is a professional workplace and the ability to express oneself calmly at work. However, as stated in this review article, there are several interesting studies regarding the topic of communication in workplace briefings, for example using relaxed language but still targeting different jobs and power or positions, different nationalities, even different cultures. but still respectful. with each other between the owner and sales marketing staff, as in the discussion above. Another potential growth area is the study of multilingual conversation patterns in the workplace and communication norms at press conferences. Recent research in this area explores the importance of ideology and effectiveness in multilingual communication in the workplace. The research clearly shows the importance of communication ethnography, namely the dense interaction of participants. High network density is essential. This research describes communication competence. each participant is considered to have expressed his opinion. All statements from the meeting created strong communication between the three members. At the same time, it can be assumed that the participants are owners and sellers who have long established close relations, even quite proper, relaxed, clear and concise cooperation. So, their level of cognition deserves thumbs up. Another important thing is to create clear communication in the office space. Another achievement is that Participant 2 is a sales marketer from Germany who is able to adapt to the work environment and belongs to a lower caste. But it shows the same thing as the relevant statement. However, external participants, despite coming from upper caste strata, gave conflicting statements. Even though people from different castes always try to fulfill their demands or desires in conversation.

Autoethnography in the modern workplace: a reflexive journey

PurposeThis conceptual paper seeks to critically evaluate and illuminate the diverse autoethnographic methodologies that are pivotal for understanding the dynamics of contemporary workspaces. The objective is to contribute to the ongoing scholarly debate on the value of autoethnography in workplace research and explore how it can shed light on complex organizational phenomena.Design/methodology/approachThe paper adopts a narrative literature review approach, focusing on four main forms of autoethnography: realist, impressionistic, expressionistic and conceptualistic autoethnographies. Each form is discussed and dissected, emphasizing their specific sub-forms and illustrating their application through representative examples. The paper engages in a critical debate on utilizing autoethnography in workplace research.FindingsThe findings illuminate how autoethnographic methods can be used to gain nuanced and complex understandings of personal experiences situated in workplace culture, as well as how broader social and cultural contexts shape these experiences. The study also highlights the potential of these methods to explore marginalized and silenced stories within workplaces and contribute to the knowledge on power dynamics, inequalities and injustices embedded in the organizational culture.Practical implicationsThe following contribution discusses approaches for conducting autoethnographic explorations of selected work environments, offering researchers valuable insights into these methods' application. Through better comprehension and application of these methodologies, researchers can enhance their contribution toward cultivating more inclusive and equitable workplace environments.Originality/valueThe paper stands out in its extensive review and critical discussion of the autoethnographic methods as applied in workplace research. It expands upon individual autoethnographic studies by providing a comprehensive, multifaceted perspective, delving into the merits and limitations of these approaches in particular context of researching contemporary places of work.

Workplace Learning in China: Transferring Training Into Practice to Improve Performance

Purpose: The present study seeks to examine the efficacy of different training modalities on increasing workplace learning, representatives' intent to transfer what they learned into their work, and importantly how training impacts actual work performance. These relationships are tested in the context of a Chinese division of a multinational pharmaceutical company, where pharmaceutical representatives are tasked with relaying relevant efficacy and safety information on pharmaceutical products to health care professionals who prescribe them to patients. Methods: The present study employed a three-group between-subjects experimental design. Representatives received varying forms of training (instruction only, instruction plus reflection, and instruction, reflection, plus direct feedback) based on experimental conditions. After three training sessions over the course of six weeks, representatives were assessed on how much they learned in the training and their actual work performance through observer assessment of meetings with health care professionals, facilitated by the representatives. Findings: In this study, it was found that the process of actively reflecting on what was learned in training led to increased learning, as well as increased performance, compared to simply studying the material. However, receiving direct feedback on training performance, combined with active reflection training, did not provide any further benefits in terms of learning or work performance. Notably, there were no differences in intent to transfer learned material to work, as all conditions reported high levels of transfer intention. Conclusion: The finding provides insightful evidence to support the benefits of fostering trainees' active reflections for work-based learning in the Chinese industry training scenario. In contrast, receiving direct comments on how students performed from a manager or trainer, as well as advise on how do better in the future, had no effect on increasing learning or performance. Although the effect of direct feedback is not statistically significant in this context, further research should be done in understanding individuals' thoughts and behaviors when received direct feedbacks received in workplace training. Relatively little workplace research has assessed both workplace learning and performance in the same study, specifically in the Chinese context. While training efficacy likely varies across cultures to begin with, compensation structures in China do not provide the same monetary incentives for workplace learning (i.e. chance to increase income) as Western culture. This means that any way to increase workplace learning should be of extra value, as employees otherwise may not engage in it at all.

Team Communication in Pre-Mission Briefs and Effectiveness in Distributed Action Teams

Workplace research suggests that roughly equal communication between teammates is positively associated with team effectiveness. A distinction between teams in these studies and distributed action teams is the degree of role specialization and context-driven communication which may entail unequal degrees of communication. Yet, distributed action teams may have more equal footing to provide inputs in contexts such as mission planning or briefings. Twenty-two ad hoc teams participated in a simulated ground combat vehicle task in which teams conducted six-missions and briefed before each mission. We used team performance, team situation awareness, team workload, and team resilience as team effectiveness criteria. Balanced degrees of communication in mission briefs were correlated with performance and resilience measures, and largely uncorrelated with situation-awareness and workload measures. The overall amount of communication was also largely uncorrelated with all effectiveness measures. The results suggest that communication balance in mission briefs may help predict effectiveness in action teams.

Trans faculty and queer battle fatigue: poetic (re)presentations of navigating identity politics in the academy

Research on the experiences of trans* employees show that trans* individuals face disproportionate levels of harassment, discrimination, violence, and forms of aggression in the workplace. While broader organizational and workplace research exploring issues of trans* employees may be transferrable to higher education settings, higher education nevertheless has specific needs that make it distinctly different from non-higher education work environments. Although organizational scholars writing on workplace discrimination issues have offered recommendations for increasing trans-affirmation in workplace environments, little research has focused exclusively on trans* faculty on college and university campuses. Responding to calls for a nuanced understanding of trans* educators in more creative ways, this article (re)presents the experiences of six trans* identified post-secondary faculty in the format of a found poem that weaves together the voices of the participants into a collective narrative. When read through the lens of queer battle fatigue, the poem highlights the violence, marginalization, and forms of aggression experienced by trans* individuals that lead to feelings of exhaustion.

Latina farmworkers' experiences: Maintaining dignity in an oppressive workplace

AbstractFarmworkers in the United States support the billion‐dollar agriculture industry, but they and their work are largely undervalued and ignored. While workplace research has thoroughly examined mistreatment at work, there is little research that delves into non‐traditional workplaces–like those that employ farmworkers. Moreover, a focus on women farmworkers is even rarer, given that farmwork is a field dominated by men. However, an intersectional approach reveals Latina farmworkers' position in the U.S. in terms of the multiple hierarchies of status, power and privilege that affect them. Our study used thematic analysis to examine Latina farmworker experiences. Interviews with 14 Latina farmworkers revealed that they experience an oppressive workplace where discrimination and harassment are present. Despite these indignities, women still name positive aspects of their place of employment and ways in which they maintain their dignity in these challenging work settings.

Stop motion: using high resolution spatiotemporal data to estimate and locate stationary and movement behaviour in an office workplace

Prolonged periods of stationary behaviour, a common occurrence in many office workplaces, are linked with a range of physical disorders. Investigating the physical context of this behaviour may be a key to developing effective interventions. This study aimed to estimate and locate the stationary and movement behaviours of office workers (n = 10) by segmenting spatiotemporal data collected over 5 days in an office work-based setting. The segmentation method achieved a balanced accuracy ≥85.5% for observation classification and ≥90% for bout classification when compared to reference data. The results show the workers spent the majority of their time stationary (Mean = 86.4%) and had on average, 28.4 stationary and 25.9 moving bouts per hour. While these findings accord with other studies, the segmented data was also visualised, revealing that the workers were stationary for periods ≥5 min at multiple locations and these locations changed across time. Practitioner Summary: This study applied a data segmentation method to classify stationary and moving behaviours from spatiotemporal data collected in an office workplace. The segmented data revealed not only what behaviours occurred but also their location, duration, and time. Segmenting spatiotemporal data may add valuable physical context to aid workplace research.

Empathic gaze: a study of human resource professionals

PurposeThe purpose of this viewpoint paper is to explore the fixation of the eyes of human resource (HR) professionals' when identifying emotions in the context of workplace research and to propose measures that might support them in their role.Design/methodology/approachThis paper combines a contemporary literature review with reflections from practice to develop more nuanced understandings of 39 HR professionals' ability to recognise emotions. This paper used eye-tracking technology more commonly used in laboratory-based students to explore the fixation of the eye when identifying emotions.FindingsThe preliminary findings suggest that HR professionals with higher levels of emotional recognition principally focus on the eyes of the recipient, whereas those with lower levels or emotional recognition focus more so the nose or the randomly across the face, depending on the level of emotional recognition. The data suggest that women are better than men, in the sample group at recognising emotions, with some variations in recognising specific emotions such as disgust.Research limitations/implicationsThe viewpoint paper proposes a number of implications for middle leaders and suggests that middle leaders should proactively seek out opportunities to be engaged in activities that support the Default Mode Network (DMN) function of the brain and subsequently the relationship-orientated aspects of leadership, for example, coaching other staff members. However, it has to be recognised that the sample size is small and further work is needed before any generalisations can be made.Originality/valueThis paper offers a contemporary review underpinned by a preliminary study into HR professionals' ability to recognise emotions.

Team Conflict Perception Over Time in Virtual Teams: A Cross-level Moderating Role of Cultural Value

During recent decades, workplace research has increasingly addressed issues relating to process dynamics and team conflict perceptions; however, there has been very little theoretical and empirical analysis relative to virtual teams. Drawing on information processing and human perception perspectives, we investigate the change trajectory of various types of team conflict perception (i.e., relationship, process, and task) over time and explore the moderating role of personal collectivism value on this dynamic process. Based on the analysis of 4333 subjects nested in 907 virtual teams via a longitudinal design assessment (Study 1), our results show that in virtual teams, (1) team conflict perceptions (i.e., relationship, process, and task) represent individual-level constructs, (2) team conflict perceptions (i.e., relationship, process, and task) exhibit a U-shaped curvilinear pattern of change over time with increasing rates of change, and (3) personal collectivism value negatively moderates changes in process and task team conflict perceptions although the associated impact is relatively small. These analyses have also been replicated in a second data set (Study 2: 3839 subjects nested in 924 virtual teams) with similar results. Keywords: Virtual team; Team conflict perception; Personal collectivism value; Random Coefficient Modeling; Longitudinal research

Research capacity training for surveillance and response in the Indo-Pacific: a case study of implementation.

Surveillance and response workforce in the Indo-Pacific region, including Papua New Guinea (PNG), Solomon Islands, Fiji, Eastern Indonesia and Timor-Leste. To evaluate the implementation of a modified WHO SORT IT research training programme which included a workplace-based research project. The training was designed for surveillance and response frontline workforce in the Indo-Pacific region. This was a programme evaluation using mixed methods. Fifty-three health and biosecurity workers from Fiji, Indonesia, PNG, Solomon Islands and Timor-Leste participated in the research training programme. Implementation of the programme was modified to reflect the context of participant countries. Work-place research projects focused on priority issues identified by local policy makers and in-country stakeholders. Self-reported research skills showed a significant increase (P < 0.01) after the completion of training. Participants reported high scores for satisfaction with training. This case study provides lessons learnt for future research training, and demonstrates that the SORT IT model can be modified to reflect the context of implementation without compromising purpose or outcomes.

Promoting Student Teachers\u2019 Self-Regulated Learning in the Workplace

This quasi-experimental study of self-regulated learning (SRL) in the context of primary teacher education emerged from the importance attributed to SRL for developing student teachers’ active and conscious learning. Contrary to earlier studies that focused on SRL within the initial teacher training, in this study we sought for the impact of increased SRL opportunities on student teachers’ motivation for learning in their workplace which is an important part of their educational program. The study focused on the way in which SRL opportunities for student teachers can be shaped in the workplace (research question one), the differences in perceived SRL opportunities between the experimental and the control condition (research question two) and the differences in motivation for learning between the experimental and the control condition (research question three). In answer to research question one, the earlier findings of SRL within the initial teacher program were combined with the insights and experiences of the stakeholders in practice. This resulted in a SRL approach for the workplace that was applied during one academic year by 12 primary teacher educators in cooperation with 45 primary teachers of 45 training schools. In answer to research question two, the training appeared effective because student teachers in training schools (N = 80) experienced more SRL opportunities than student teachers in the non-training schools (N = 51). In answer to research question three, student teachers in training schools demonstrated more motivational expectancy (i.e. control belief and self-efficacy for learning) compared with student teachers in non-training schools. This was in line with previous findings within initial teacher training. The importance of a gradual transition from teacher control to student control appeared vital.

Supervisors’ Dark Triad and Abusive Supervision: Does Islamic Work Ethics Help?

The Dark Triad in the Workplace Research is an underinvestigated avenue of research. This conceptual study proposes the supervisors’ dark triad personality as an antecedent to their abusive supervision. The study suggests that the supervisor’s abusive behavior would trigger burnout and counterproductive work behaviors among the employees that are caused by negative personality traits i.e. dark triad. The study further proposes that Islamic Work Ethics may play a critical role to cope up with these negative workplace behaviors due to its nature of a buffering agent. Finally, the study concludes with important implications of Islamic Work Ethics towards new avenues of research in Dark Triad personality and its hazardous effects in the workplace.

Exploring adaptability and proactivity across cultural contexts

Behavioral performance indicators linked to traits of adaptability and proactivity have been increasingly promoted in workplace management initiatives as predictors of high performance and employee potential (Grant and Ashford, 2008; Griffin et al., 2007). While these behaviors have been found to be helpful heuristics in Western workplace research samples, additional insight would help managers understand how they vary across geographical regions amidst rapidly expanding multinational markets. This study aimed to examine the relationship between workplace performance behaviors of adaptability and proactivity across diverse geographical regions, including North and South America, Asia, Africa, Europe, and Oceania. Using data gathered from professional employees from global companies, the study sample consisted of 3,860 participants working across 15 countries (Australia, Brazil, China, France, Germany, Great Britain, India, Ireland, Italy, Japan, Netherlands, New Zealand, Philippines, South Africa, and the United States). The results indicate that there is a statistically significant relationship between work performance adaptability and proactivity across countries, though a much smaller effect across groupings based on subsets of high versus low economic gross domestic product (GDP). Implications for talent management approaches to better develop these constructs cross-culturally are discussed.

The impact of psychological safety on transformative learning in the workplace: a quantitative study

PurposeThe purpose of this study is to examine the impact of psychological safety on transformative learning in the workplace. This study focused on psychological safety as a specific practice that may or may not independently contribute to transformative learning outcomes.Design/methodology/approachData was gathered from 132 employees in one US manufacturing company through a survey asking about the perception of psychological safety and the experience of transformative learning. A mediation analysis was conducted to test the effects of transformative learning processes – social support, attitude toward uncertainty and criticality – on the relationship between psychological safety and transformative learning outcomes.FindingsThe results of this study showed that psychological safety led to transformative learning outcomes mediated by transformative learning processes including social support, attitude toward uncertainty and criticality.Originality/valueExisting literature reveals little about the mechanism of how transformative learning occurs in the workplace. This study contributes to the field of human resource development by explaining the relationship between psychological safety and transformative learning, as well as first attempting to use transformative learning as a viable construct in workplace research.