Incivility toward managers: gender differences in well-being outcomes

2019 ◽  
Vol 39 (3) ◽  
pp. 301-317
Author(s):  
Camilla M. Holmvall ◽  
Shayda Maria Sobhani
Keyword(s):  
Well Being ◽  
Female Leaders ◽  
Cross Sectional ◽  
Content Type ◽  
Correlational Design ◽  
Management Roles ◽  
Perceived Impact ◽  
Managerial Positions ◽  
The Relationship ◽  
Experiences Of Women

Purpose Drawing on selective incivility theory (Cortina, 2008) and the literature on gender and leadership (e.g. Vial et al., 2016), the purpose of this paper is to investigate well-being outcomes of often neglected targets of incivility – those who manage or lead the work of others. The authors examined links between managers’ experiences of incivility from those to whom they report and five well-being outcomes, controlling for co-worker and subordinate incivility. Design/methodology/approach The authors used a cross-sectional correlational design to test the hypotheses, with a sample of 50 employees (28 females, 22 males) who supervise, manage or lead the work of others. Findings Male and female managers reported similar levels of incivility from subordinates and higher-ups; males reported greater incivility from co-workers. Significant interactions were also found: the relationship between incivility from those higher up and positive affect (high and low intensity) and perceived impact were significantly stronger for female (vs male) managers. Research limitations/implications Women did not experience greater workplace incivility than men, albeit the two-week timeframe of measurement may be too short to capture differences. The authors did, however, find evidence that well-being implications of experienced incivility from those higher up are generally stronger for female leaders. Originality/value The study investigates multi-source incivility directed at those in leadership/managerial positions and contributes to a growing literature seeking to understand the experiences of women in these roles. Although women in management roles may experience similar levels of incivility as men, they may interpret the behavior in a more negative light, in line with the persistence of sexism in the workplace.

Examining police officers’ perceptions of stress: the role of Person−environment fit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rachael Rief ◽  
Samantha Clinkinbeard
Keyword(s):  
Job Satisfaction ◽  
Police Officers ◽  
Well Being ◽  
Work Outcomes ◽  
Cross Sectional Survey ◽  
Organizational Fit ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship ◽  
Overall Job Satisfaction

PurposeThe purpose of the study was to examine the relationship between officer perceptions of fit in their organization and stress (organizational and operational), overall job satisfaction and turnover contemplation (within the last 6 months).Design/methodology/approachThe authors used cross-sectional survey data from a sample of 832 officers from two Midwest police departments to examine the relationships between fit, stress and work-related attitudes.FindingsPerceived stress and organizational fit were strong predictors of overall job satisfaction and turnover contemplation; organizational fit accounted for the most variation in stress, satisfaction and turnover contemplation. Organizational stress partially mediated the relationship between organizational fit and job satisfaction and organizational fit and turnover contemplation.Research ImplicationsMore research is needed to identify predictors of organizational fit perceptions among police officers.Practical implicationsFindings indicate that agencies should pay close attention to the organizational culture and structure when trying to address issues of officer well-being and retention. Further, the person−environment framework can be a useful tool in examining police occupational outcomes.Originality/valueThe authors findings contribute to research on officer stress by exploring perceptions of organizational fit as a predictor of stress and unpacking how officer stress matters to important work outcomes, including job satisfaction and thoughts of turnover, by considering stress as a mediator between organizational fit and these work outcomes.

The relationship between transformational leadership and effort-reward imbalance

2016 ◽  
Vol 37 (4) ◽  
pp. 450-466 ◽  
Author(s):  
Eva-Ellen Weiß ◽  
Stefan Süß
Keyword(s):  
Transformational Leadership ◽  
Well Being ◽  
Hierarchical Regression ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Effort Reward Imbalance ◽  
Reward Imbalance ◽  
The Relationship ◽  
Individualized Consideration

Purpose – The purpose of this paper is to investigate the relationship between transformational leadership and effort-reward imbalance as well as the moderating role of overcommitment and subjective well-being. In particular, the study focuses on the transformational leadership component individualized consideration and its relationship with effort-reward imbalance. Design/methodology/approach – Using linear hierarchical regression analyses, the authors tested four hypotheses on a broad sample of 229 German employees. Findings – The results confirm the expected relationship between transformational leadership and effort-reward imbalance and that the strongest relationship exists with individualized consideration. However, there is no support for the hypothesized moderating effects. Research limitations/implications – First, the recruitment of the sample via fora and periodicals may bias the results. Second, the dependent and the independent variables were assessed with the same method, thus facilitating a common method bias. Third, the study underlies a cross-sectional design which does not allow drawing conclusions on causality. Practical implications – The findings provide implications for leaders by showing that the most effective leadership behaviours are those encompassed by the transformational leadership component individualized consideration when it comes to reducing negative health effects of adverse working conditions. Furthermore, the results suggest that overcommitment plays a major role for employees’ effort-reward imbalance and should thus be addressed by specific training measures. Originality/value – Researchers have devoted little attention to revealing how effort-reward imbalance can be avoided or reduced by leaders. The study attempts to fill this gap by exploring the relationship between effort-reward imbalance and transformational leadership.

School and emotional well-being: a transcultural analysis on youth in Southern Spain

2018 ◽  
Vol 118 (2) ◽  
pp. 171-181 ◽  
Author(s):  
Encarnación Soriano ◽  
Verónica C.C. Cala
Keyword(s):  
Gender Gap ◽  
Primary Schools ◽  
Well Being ◽  
School Intervention ◽  
Cluster Sampling ◽  
Cross Sectional ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship ◽  
Positive Results

Purpose The purpose of this paper is to assess and compare school well-being (SW) and emotional well-being (EW) among Romanian, Moroccan and Spanish youth, to determine the degree of relation between EW and scholar well-being. Design/methodology/approach The paper employed cross-sectional research with cluster sampling in two primary schools and seven secondary schools. The questionnaire Kidscreen-27 was distributed to a sample of 1,840 Romanian, Moroccan and Spanish students aged between 10 and 19 years old. Data analysis was conducted with the software package SPSS, version 21. Findings EW shows significant gender (gender gap) and origin inequalities (lower performance for the Moroccan community). However, well-being in school shows positive results for the Moroccan students and women. Moreover, EW and well-being at school are presented as related and co-linear variables with a predictive power over one another. Research limitations/implications Understanding cultural expressions in heterogeneous cultures is a very complex task. Despite the cultural adaptation and validation of instruments, the applied surveys could not consider cultural differences. Practical implications The paper underlines that gender and origin remain decisive and determinant for adolescent health. However, the school can have positive effects on the well-being of immigrants. The reasons for well-being need to be explored, and it would be useful to develop educative strategies to implement transcultural EW and SW. Originality/value It is the first study about SW and EW of immigrants in Spain that explains a better SW in immigrants groups. It is also relevant for applied school intervention to predict the relationship between EW and SW.

Structural determinants of psychological well-being for knowledge workers in South Korea

2016 ◽  
Vol 45 (5) ◽  
pp. 1069-1086 ◽  
Author(s):  
Baek-Kyoo (Brian) Joo ◽  
Jong Gyu Park ◽  
Taejo Lim
Keyword(s):  
South Korea ◽  
Goal Orientation ◽  
Psychological Empowerment ◽  
Knowledge Workers ◽  
Well Being ◽  
Cross Sectional Survey ◽  
Empowering Leadership ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose – Employee well-being has been an under-researched area in the field of human resources (HR) and organizational behavior. The purpose of this paper is to investigate personal (learning goal orientation (LGO)), contextual (empowering leadership), and job-related (psychological empowerment) antecedents of psychological well-being (PWB). Design/methodology/approach – Individual perceptions of knowledge workers in nine Korean consulting firms in South Korea were obtained using a cross-sectional survey. HR managers distributed paper versions of a survey questionnaire to 400 employees, and 334 usable questionnaires were collected, giving the authors a final response rate of 83.5 percent. Findings – As a result of structural equation modeling analysis, the level of employees’ psychological empowerment turned out to partially mediate the relationship between LGO and PWB, while fully mediating the relationship between empowering leadership and PWB. LGO and perceived empowering leadership accounted for 54 percent of the variance in psychological empowerment and the three antecedents explained 47 percent of the variance in PWB. Research limitations/implications – This study relied on a cross-sectional survey method with potential common method bias. As a result of the single-factor test, however, it is unlikely to confound the interpretations of the results. Another limitation of this study is that the sample of this study was restricted to knowledge workers with relatively high cognitive ability since they were mostly junior male managers with four-year college or graduate degrees. Practical implications – To enhance perceived empowerment and PWB, HR, and OD practitioners can support employees and their managers by providing relevant HR practices and services including developing supportive empowering leaders with effective coaching skills, hiring, and developing employees with higher LGO, and redesigning jobs for employees so they feel more empowered. Originality/value – This study linked four emerging subjects in management and positive psychology: goal orientation, empowering leadership, psychological empowerment, and well-being research. The theoretical contribution of this study lies in that it is one of the first attempts to investigate the relationships among LGO, psychological empowerment, and PWB specifically for knowledge workers in South Korea.

How and when does humble leadership enhance newcomer well-being

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fei Kang ◽  
Jiyu Li ◽  
Yuanyuan Hua
Keyword(s):  
Positive Emotions ◽  
Well Being ◽  
Proactive Personality ◽  
Cross Sectional ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Broaden And Build Theory ◽  
The Relationship ◽  
Humble Leadership

PurposeMany studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable.Design/methodology/approachThe data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling.FindingsThe results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride.Research limitations/implicationsThe authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance.Originality/valueThis research examined the role of humble leadership in promoting newcomers' pride and well-being.

Is procrastination a “friend or foe”? Building the relationship between fear of the failure and entrepreneurs’ well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bahadur Ali Soomro ◽  
Naimatullah Shah
Keyword(s):  
Strong Relationship ◽  
Well Being ◽  
Mediating Effect ◽  
Fear Of Failure ◽  
Subjective Well Being ◽  
Cross Sectional ◽  
Content Type ◽  
Negative Effect ◽  
The Government ◽  
The Relationship

Purpose In the present era, entrepreneurs’ well-being is considered a significant factor owing to its strong relationship with entrepreneurship. Therefore, this study aims to investigate the relationship between fear of failure and entrepreneurs’ well-being through the mediating effect of procrastination. Design/methodology/approach This study is descriptive, with cross-sectional data obtained through a survey questionnaire distributed randomly in Pakistan. Overall, data from 346 valid cases were used to achieve suitable study outcomes. Findings This study’s empirical findings highlight the negative effect of fear of failure on subjective well-being. Fear of failure is found to have a significant positive effect on procrastination. Furthermore, procrastination has a negative effect on subjective well-being. Finally, procrastination has a negative role in mediating the relationship between fear of failure and subjective well-being. Practical implications The conceptualization of the fear of failure and procrastination (direct and indirect) in relation to subjective well-being may offer a novel contribution in terms of a framework, policymaking and practice. Policymakers, top management and the government may consider the hindering effects of procrastination and fear of failure on entrepreneurs’ well-being and ventures’ success. The study findings may also enrich views in the literature on entrepreneurship and management, particularly in the developing country context. Originality/value This study could be helpful in eradicating the traps of procrastination and fear of failure, raising entrepreneurs’ confidence and levels of activity.

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

2019 ◽  
Vol 13 (4) ◽  
pp. 719-742 ◽  
Author(s):  
Vinh The Nguyen ◽  
Sununta Siengthai ◽  
Fredric Swierczek ◽  
Umesh Kumar Bamel
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Quantitative Research ◽  
Well Being ◽  
Cross Sectional Survey ◽  
It Industry ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose This paper aims to analyze the relationship between organizational culture (measured by mission, involvement, consistency, adaptability and well-being), employee organizational commitment and employee innovation in the Vietnamese IT industry. Design/methodology/approach This is a quantitative research using perceptual scale questionnaire survey developed based on the literature review and in-depth expert interviews. A total of 319 IT professionals working in Vietnam participated in the survey. The data were analyzed using multiple regression analysis. Findings The results suggest that overall organizational culture and organizational commitment are positively and significantly related to employee innovation. A closer look reveals that out of the organizational culture’s five dimensions, mission, adaptability and well-being are found specifically and significantly related to employee innovation. Research limitations/implications The study used a cross-sectional survey where case studies of longitudinal study may add more insight. Further, the Denison organizational culture survey instrument might be subjective. Finally, there may be also some moderating or mediating effects that are not taken into account in this study. Practical implications The enhancement of adaptability, well-being, mission and commitment can increase employee innovation in the IT industry. Originality/value This paper contributes to the literature and practice by demonstrating the relationship between corporate culture and organizational commitment on employee innovation in a developing country (i.e. Vietnam).

How interpersonal leadership relates to employee engagement

2014 ◽  
Vol 29 (8) ◽  
pp. 953-972 ◽  
Author(s):  
Anne Hansen ◽  
Zinta Byrne ◽  
Christa Kiersch
Keyword(s):  
Employee Engagement ◽  
Organizational Identification ◽  
Well Being ◽  
Underlying Mechanism ◽  
Large Field ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Job Tension ◽  
The Relationship

Purpose – The purpose of this paper is to examine organizational identification as an underlying mechanism for how perceptions of interpersonal leadership are related to employee engagement, and its relationship with commitment and job tension. Design/methodology/approach – A sample of 451 full-time employees at an international firm completed a web-based survey. Findings – Organizational identification mediated the relationship between perceived interpersonal leadership and engagement, which mediated the relationship between perceived interpersonal leadership and commitment. Engagement mediated the relationship between identification and job tension. Research limitations/implications – Limitations include cross-sectional data. Strengths include a large field sample. Implication is that leaders who encourage employees’ identification with the organization may also encourage their engagement. Practical implications – Interpersonal leadership characteristics can be developed, and are positively related to employees’ identification, commitment, and engagement, which are negatively related to job tension. Social implications – Interpersonal leaders are positively associated with employees’ engagement; high engagement has been related to positive employee health and well-being. A healthy workforce translates into a healthy society. Originality/value – This study is one of the few to examine the underlying mechanisms through which leadership relates to engagement.

Relating mindfulness to financial well-being through materialism: evidence from India

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishit Kumar Sinha ◽  
Pankaj Kumar ◽  
Pushpendra Priyadarshi
Keyword(s):  
Age Groups ◽  
Well Being ◽  
Three Dimensions ◽  
Future Research ◽  
Dispositional Mindfulness ◽  
Cross Sectional ◽  
Content Type ◽  
Beneficial Effects ◽  
Mindfulness Practices ◽  
The Relationship

PurposeThe purpose of this study is to examine the relationship between dispositional mindfulness and financial well-being (FWB) and the mediating role of materialism on this relationship.Design/methodology/approachA conceptual framework is provided to support the research hypotheses. A survey with 311 working professionals from India allowed the hypothesized relationship to be tested through regression-based models.FindingsThe findings reveal that the three dimensions of FWB – financial anxiety, current money management stress and perceived financial security – are predicted by mindfulness and materialism even after controlling for several demographic variables. Materialism mediates the relationship between mindfulness and FWB.Research limitations/implicationsThe findings are subject to the usual cautions associated with self-reported cross-sectional data. Future research may incorporate mindfulness interventions to establish causal relationships.Practical implicationsThe study provides theoretical guidance to the policymakers and the financial institutions, including banks, which may focus on malleable factors beyond merely income to enhance FWB. Mindfulness is not only a trait but also could be cultivated by various physical and online-based mindfulness practices. Banks may integrate tools promoting mindfulness within their interactive web framework in order to stimulate customers' control over their daily spending through enhancing mindful awareness of present financial actions and their impact on the financial future. Thus, organizations may institutionalize such programs within their framework to help their employees cultivate greater FWB. Mindfulness promotes less anxiety related to financial decisions, which may develop customers' value as well as business opportunities for banks.Originality/valueUnlike other FWB dispositional antecedents, which become relatively stable at the formative stage, mindfulness levels can be enhanced in different age-groups. To our knowledge, this is the first study to empirically establish that mindfulness exerts its beneficial effects on FWB directly, and, through reducing materialistic motives.

The role of employee attributions in burnout of “talented” employees

2019 ◽  
Vol 49 (1) ◽  
pp. 19-42
Author(s):  
Amina Raza Malik ◽  
Parbudyal Singh
Keyword(s):  
Survey Design ◽  
Well Being ◽  
Conservation Of Resources ◽  
Work Effort ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Talent Identification ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine a process through which perceived talent identification affects employee burnout. Design/methodology/approach Data for the study were collected from 242 employees using a cross-sectional survey design. Findings The findings supported the mediating role of work effort in the relationship between perceived talent identification and burnout. Furthermore, the results highlighted the moderating role of employee well-being attributions in the relationship between perceived talent identification and employee work effort. The moderated–mediated relationship for burnout was also supported. Research limitations/implications Using insights from conservation of resources and attribution theories, this study not only examined the direct relationship between perceived talent identification and feelings of burnout but also provided insights into why perceived talent identification leads to different employee outcomes. Practical implications Management should pay attention to the communication processes related to talent identification because employees’ interpretation of the underlying motives of this identification impacts their well-being (i.e. feelings of burnout). Originality/value This study examines employees’ attributions in the context of talent management and demonstrates that these interpretations play an important role in shaping their behaviours.

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