The “silent killers” of a STEM-professional woman’s career

2018 ◽  
Vol 37 (7) ◽  
pp. 728-748 ◽  
Author(s):  
Stefanie Ruel
Keyword(s):  
Social Order ◽  
Organizational Context ◽  
Social Values ◽  
Professional Women ◽  
Content Type ◽  
Organizational Contexts ◽  
Space Industry ◽  
Anchor Points ◽  
Organizational Rules ◽  
The Relationship

Purpose The purpose of this paper was to provide a plausible answer to how there are so few science, technology, engineering and mathematics (STEM)-professional women managers in the Canadian space industry. Design/methodology/approach The author showcased one such individual and her experiences of the exclusionary order in this industry, by focusing on her discourses and those of her former supervisor. The author applied the critical sensemaking (CSM) framework to unstructured interview data and to various collected written documentation. To guide the author’s application of this CSM framework, the author asked and answered the following questions: what is the range of identity anchor points associated with, and available to, a STEM-professional woman within the Canadian space industry? What is the relationship between these anchor points and organizational rules and social values? And, how do these anchor points and their relationship with rules and social values influence the exclusion of STEM-professional women from management positions within this industry? Findings The author surfaced a STEM-professional woman’s range of ephemeral identities, captured within her range of attributed anchor points. The author also revealed some of the rules and social values of the organizational context she worked in. The author then analyzed the how of her exclusionary social order, by studying the relationship between these anchor points and these rules and social values. Social implications In addition to addressing the lack of STEM-professional women in management and to filling a gap in the literature, this study made a contribution to our understanding of social-identities, represented by anchor points, and to their discursive reproduction within organizational contexts. The author also suggested micro-political resistances to undo this social order for one particular individual. Originality/value This study’s value can be measured by its contribution to the postpositivist cisgender and diversity literature focused on intersectionality scholarship, specifically in the area of identity anchor points and their (re)creation within social interactions.

Role of burnout on job level, job satisfaction, and task performance

2017 ◽  
Vol 38 (5) ◽  
pp. 630-645 ◽  
Author(s):  
Won Ho Kim ◽  
Young-An Ra ◽  
Jong Gyu Park ◽  
Bora Kwon
Keyword(s):  
Job Satisfaction ◽  
Task Performance ◽  
Organizational Context ◽  
Content Type ◽  
Job Level ◽  
Mediating Role ◽  
Final Sample ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to examine the mediating role of burnout (i.e. exhaustion, cynicism, professional inefficacy) in the relationship between job level and job satisfaction as well as between job level and task performance. Design/methodology/approach The final sample included 342 Korean workers from selected companies. The authors employed the Hayes (2013) PROCESS tool for analyzing the data. Findings The results showed that all three subscales of burnout (i.e. exhaustion, cynicism, professional inefficacy) mediate the relationship between job level and job satisfaction. However, only two mediators (i.e. cynicism, professional inefficacy) indicated the mediating effects on the association between job level and task performance. Originality/value This research presented the role of burnout on the relationships between job level, job satisfaction, and task performance especially in South Korean organizational context. In addition to role of burnout, findings should prove helpful in improving job satisfaction and task performance. The authors provide implications and limitations of the findings.

Job satisfaction and leadership behavior brief measures: a development and validation study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Julio César Acosta-Prado ◽  
Arnold Alejandro Tafur-Mendoza ◽  
Rodrigo Arturo Zárate-Torres ◽  
Geli Mercedes Pautt-Torres
Keyword(s):  
Job Satisfaction ◽  
Differential Item Functioning ◽  
Latin American ◽  
Organizational Context ◽  
Leadership Behavior ◽  
Good Alternative ◽  
Content Type ◽  
Item Functioning ◽  
Development And Validation ◽  
The Relationship

Purpose Job satisfaction and leadership behavior are recognized by the organizational world as fundamental elements that influence the overall effectiveness of a company. However, as the first step for an adequate intervention on any of these variables, it is the evaluation. The purpose of this paper is to develop and validate two brief measures on job satisfaction and leadership behavior. Design/methodology/approach The sample was made up of 246 workers located in Bogota, Colombia. The study was an instrumental research. To collect validity evidence, the internal structure and the relationship with other variables were used. For the evaluation of equity, the differential item functioning was analyzed according to the sex of the participants. Reliability was estimated through the ordinal omega coefficient. Findings Both brief measures presented a unifactorial structure, where job satisfaction was measured by five items and leadership behavior by four items. On the other hand, only one item of leadership behavior showed differential item functioning; however, its magnitude was trivial. Also, convergent and discriminant evidence was provided for both measures, and the reliability levels were adequate. Originality/value The measures developed represents an effort to briefly measure job satisfaction and leadership behavior. Likewise, it constitutes two of the few instruments to measure job satisfaction and leadership behavior in Latin American, representing a good alternative for the measurement of the referred constructs in an organizational context.

The effect of management and employee perspectives of high-performance work systems on employees’ discretionary behaviour

2016 ◽  
Vol 45 (1) ◽  
pp. 121-141 ◽  
Author(s):  
Unai Elorza ◽  
Christopher Harris ◽  
Aitor Aritzeta ◽  
Nekane Balluerka
Keyword(s):  
Structural Equation ◽  
High Performance ◽  
Manufacturing Companies ◽  
Work Systems ◽  
Content Type ◽  
Organizational Contexts ◽  
Individual Level ◽  
High Performance Work Systems ◽  
Two Samples ◽  
The Relationship

Purpose – The purpose of this paper is to understand how management and employee perspectives of high-performance work systems (HPWS) relate to employee discretionary behaviour. In addition, the paper examines to what extent the relationship between employees’ perception of the HPWS and discretionary behaviour varies among different organizations/groups. Design/methodology/approach – Two samples were used in the study. The first sample included data from 51 managers and 1,023 employees from 26 manufacturing companies. The second sample included 52 managers and 6,382 employees from 42 manufacturing companies. Findings – The study shows that employee rated HPWS mediates the relationship between management rated HPWS and individual-level discretionary behaviour. Moreover, results showed that the effect of employee rated HPWS on discretionary behaviour varies among different organizations/groups. Practical implications – Results show that employee perceptions of the HPWS more strongly predict employees’ discretionary behaviour than management rated HPWS. Moreover, it shows that employees’ perceptions of the same HPWS, but operating in different organizational contexts exhibit different levels of discretionary behaviour. Originality/value – The study differentiates between management and employee perspectives of the HPWS. It also examines the variability of the relationship between HPWS and discretionary behaviour. Multilevel structural equation modelling is used to test the hypotheses.

When does motivation to learn reduce innovative behavior? An examination of mediated-moderation model

2018 ◽  
Vol 13 (4) ◽  
pp. 564-581 ◽  
Author(s):  
Ming-Chuan Yu ◽  
Xiao-Tao Zheng ◽  
Greg G. Wang ◽  
Yi Dai ◽  
Bingwen Yan
Keyword(s):  
Organizational Context ◽  
Interactive Effect ◽  
Moderating Effect ◽  
Motivation To Learn ◽  
Innovative Behavior ◽  
Content Type ◽  
Knowledge And Skills ◽  
Transfer Climate ◽  
Motivation To Transfer ◽  
The Relationship

Purpose The purpose of this paper is to test and explain the context where motivation to learn (MTL) reduces innovative behavior in the organizational context. Design/methodology/approach The authors used questionnaire survey to collect data in a field study. In order to test the moderating effect of transfer climate, MTL on the relationship between MTL and innovative behavior, a sample of 606 employees was analyzed to examine the theoretical expectation by using multiple regression and bootstrapping. Findings The authors found employees motivated to learn showed less innovative behavior when perceived transfer climate is less favorable. The authors further revealed that motivation to transfer mediates the moderating effect of transfer climate for the relationship between MTL and innovative behavior. Research limitations/implications One suggestion for further research is to investigate the relationship among the four constructs by using multi-source, multi-wave and multi-level method. Practical implications This study provides several useful guidance of how organization and manager avoid the negative effects of MTL through encouraging employees to learn new knowledge and skills, and providing employee opportunities to use their acquired knowledge and skills. Originality/value The authors contribute to the motivational literature by taking a step further to understand the effect of MTL. The authors propose and confirm that employee MTL can lead to negative outcomes when individuals perceived transfer climate is low. The results offer new insight beyond previous findings on positive or non-significant relationship between MTL and innovative behavior. The results further show that this interactive effect is induced by motivation to transfer. Particularly, low transfer climate reduces individuals’ motivation to transfer, and individuals with high MTL have low innovative behavior when they are less motivated to transfer.

Trickle-down effect of benevolent leadership on unethical employee behavior: a cross-level moderated mediation model

2020 ◽  
Vol 41 (6) ◽  
pp. 721-740
Author(s):  
Jiang Rui ◽  
Lin Xinqi
Keyword(s):  
Ethical Climate ◽  
Organizational Context ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Employee Behavior ◽  
Content Type ◽  
Benevolent Leadership ◽  
Supervisor Leadership ◽  
The Relationship ◽  
Trickle Down

PurposeConducting research on the relationship between benevolent leadership and unethical employee behavior can help us find solutions to reduce unethical employee behavior. This paper also discusses how the benevolent manager leadership can be transmitted to the employee's unethical behavior through the benevolent supervisor leadership and the moderating effect of LMX and ethical climate.Design/methodology/approachThrough a questionnaire survey of 406 pairs of leaders, supervisor and employees, the authors use data aggregation test, confirmatory factor analysis, descriptive statistics and multilevel model (HLM) to test our hypothesis.Findings(1) Manager supervisor leadership is negatively related to unethical employee behavior, (2) benevolent supervisor leadership mediates the relationship between benevolent manager leadership and unethical employee behavior, (3) LMX positively moderates the relationship between benevolent manager leadership and benevolent supervisor leadership and moderates the mediating effect of benevolent supervisor leadership, and (4) ethical climate positively moderates the relationship between benevolent supervisor leadership and unethical employee behavior and moderates the mediating effect of benevolent supervisor leadership.Originality/valueFirst, based on previous studies, this study further proves that benevolent leadership is a popular positive leadership among the three dimensions of paternalistic leadership that extends its influence to unethical employee behavior. Second, the study traces the source of the benevolent leadership of employees' supervisors and reveals the action mechanism of how benevolent manager leadership affects unethical employee behavior (trickle-down effect). LMX and the ethical climate provide the organizational context of the trickle-down effect and the occurrence of unethical employee behavior.

Organizational constraints and performance: an indirect effects model

2019 ◽  
Vol 34 (2) ◽  
pp. 79-95 ◽  
Author(s):  
Shani Pindek ◽  
David J. Howard ◽  
Alexandra Krajcevska ◽  
Paul E. Spector
Keyword(s):  
Indirect Effects ◽  
Online Survey ◽  
Content Type ◽  
Organizational Constraints ◽  
Alternative Approach ◽  
Indirect Path ◽  
Quantitative Results ◽  
And Performance ◽  
Organizational Rules ◽  
The Relationship

PurposeSurprisingly, most studies have failed to demonstrate a strong correlation between organizational constraints (conditions at work that make doing a job difficult) and job performance. The purpose of this paper is to challenge the view that constraints are a direct barrier on performance and take an alternative approach whereby constraints have an indirect effect via decreased motivation and increased workload. Further, differential effects of various constraints are examined.Design/methodology/approachQualitative and quantitative data were collected from 660 engineers licensed in the state of Florida using a single online survey.FindingsQualitative results showed that the most commonly experienced constraints were from coworkers and organizational rules and procedures. Constraints identified as having a greater detrimental effect on motivation are from the supervisor, and organizational rules and procedures. Quantitative results supported an indirect effects model that includes an indirect path via motivation, and a path via workload, which had a curvilinear component.Originality/valueThis is one of few studies to explain the relationship between constraints and performance, rather than simply estimate it. The use of mixed methods allows us to gain an in-depth understanding of constraints, and the convergence of findings across the methods increases confidence in this study’s results.

Clarifying the interface between respectful leadership and intention to stay

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ibeawuchi K. Enwereuzor ◽  
Lawrence E. Ugwu
Keyword(s):  
Organizational Context ◽  
Evaluation Criteria ◽  
Ordinary Least Squares ◽  
Least Squares Regression ◽  
Intention To Stay ◽  
Content Type ◽  
Mandatory Training ◽  
State Of Research ◽  
The Impact ◽  
The Relationship

PurposeConsidering that leaders play an important role in influencing the work environment and experiences of subordinates as well as the fact that employees like to be respected, the purpose of the current study was to explore supportive supervisor relations as a mediator of the relationship between respectful leadership and intention to stay.Design/methodology/approachData were collected from 389 hospital nurses based on authors' personal networks at three measurement points. This was done to avoid problems associated with collecting data for predictor and criterion variables from the same source at the same time. The direct and indirect effects were tested with ordinary least squares regression-based path analysis.FindingsRespectful leadership was found to be positively related to both supportive supervisor relations and intention to stay. In addition, supportive supervisor relations had a positive relationship with intention to stay. Finally, the relationship between respectful leadership and intention to stay was mediated by supportive supervisor relations.Research limitations/implicationsThe sample were drawn from nurses only in a particularly region of a country and differences may exist among other occupational groups and geographical areas of the country in the way they perceive their leaders' behavior.Practical implicationsManagement of health facilities can utilize information from annual reviews and feedback from subordinates as performance evaluation criteria for rewarding leaders who treat their subordinates respectfully. However, leaders who are disrespectful toward their subordinates could be identified and subjected to mandatory training on respectful leadership.Originality/valueThe current study extends the present state of research on the impact exerted by respectful leadership in an organizational context never examined heretofore; that is, health care context. This is also the first study linking respectful leadership, supportive supervisor relations and intention to stay in unison in a single study.

“Colleague postgraduate supervision” and the production of space in higher education: a duoethnographic analysis

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nomanesi Madikizela-Madiya ◽  
John Mushomi Atwebembeire
Keyword(s):  
Higher Education ◽  
Lived Experiences ◽  
Design Methodology ◽  
Social Values ◽  
Power Dynamics ◽  
Spatial Constraints ◽  
Production Of Space ◽  
Content Type ◽  
The Social ◽  
The Relationship

PurposeIn this paper we contribute knowledge to the postgraduate supervision discourses by reflecting on our socio-spatial experiences of being supervised by colleagues, a process that we refer to as colleague postgraduate supervision (CPS).Design/methodology/approachWe followed a duoethnographic research design by dialogically presenting and exploring our lived experiences of CPS and critiquing and questioning the meanings we give to those experiences. The experiences shared arose from two different contexts: a contact university and an open distance learning university.FindingsThe reflection suggests that social values of trust, compassion and care in CPS can outrun the spatial constraints for the benefit of the supervisees in the relationship. However, the colleagues in the CPS can also experience some subtle power dynamics and tensions that produce a constraining space, if the CPS process is not well communicated.Originality/valueWhile CPS is a common practice in some universities, there is limited research that pays attention to its socio-spatiality, that is, the interaction between the social and the spatial aspects of this practice.

Promoting intentional unlearning through an unlearning cycle

2019 ◽  
Vol 32 (1) ◽  
pp. 67-79 ◽  
Author(s):  
Juan Gabriel Cegarra-Navarro ◽  
Anthony Wensley
Keyword(s):  
Conceptual Development ◽  
Organizational Context ◽  
Research Literature ◽  
Content Type ◽  
Current State ◽  
Widespread Agreement ◽  
Organizational Theories ◽  
Research Gap ◽  
Definition Of ◽  
The Relationship

Purpose Although there is widespread agreement about the importance of and need for unlearning particularly in an organizational context, concerns have been expressed by some researchers with respect to the coherence of the concept. The purpose of this paper is to complement organizational theories of unlearning with a clearer definition of intentional unlearning and develops an “unlearning cycle” comprising of the steps that influence unlearning focused on the need to update knowledge obtained in the past. Design/methodology/approach In this paper, the authors review both the current state of conceptual development and the empirical underpinning of the concept of unlearning and relate it to emerging literature on the links between levels of learning to then propose a conceptual framework which includes employees and managers as key actors in enabling intentional unlearning. Findings Unlearning critics have argued that unlearning has no explanatory value and is unnecessary because clear alternatives and less problematic concepts better frame the research gap that has been identified in the unlearning research literature. By addressing these concerns, this study proposes three key structures to facilitate intentional unlearning, namely, those represented by the unlearning cycle. Originality/value This study sheds light on the relationship across different unlearning levels. In addition, this study attempts to indicate how greater rigor may be brought to the development of research in the fields of intentional unlearning.

Lean Office contributions for organizational learning

2018 ◽  
Vol 31 (5) ◽  
pp. 1027-1039 ◽  
Author(s):  
Rodrigo de Castro Freitas ◽  
Maria do Carmo Duarte Freitas ◽  
Glauco Gomes de Menezes ◽  
Ricardo Siebenrok Odorczyk
Keyword(s):  
Organizational Learning ◽  
Continuous Improvement ◽  
Learning Process ◽  
Organizational Context ◽  
Value Stream Mapping ◽  
Content Type ◽  
Organizational Contexts ◽  
Value Stream ◽  
Collective Levels ◽  
The Individual

Purpose In organizational contexts, learning fosters the creation of knowledge at the individual and collective levels. In Lean Office, processes are customer oriented through continuous improvement and elimination of waste. In addition, Lean Office can promote changes in the corporate environment and drive organizational learning. Thus, the purpose of this paper is to identify and analyze the Lean Office factors that contribute to the organizational learning. Design/methodology/approach The method consists in a qualitative analysis of researches on Lean Office carried out in Brazil, based on the theoretical framework for analyzing organizational learning proposed by Argote and Miron-Spektor (2011). This framework defends the relevance of context and experience in knowledge conversion processes in organizations. Findings The study shows that Lean Office provides benefits for the learning process through Work Cells, Value Stream Mapping and Continuous Improvement. The effects of Lean Office are present in the organizational context, culture and behaviors, attitudes and skills of individuals. Practical implications This study brings for academics a discussion on Lean Office from the standpoint of elements pertaining to the organizational learning process. In this aspect, the study proposes treating the topic at a strategy level, striving to break out of the research boundaries that limit their scope to their operational results. For practitioners, the study introduces Lean Office factors that add positive results to the organizational learning process. Originality/value The paper presents a reflection of Lean Office in the field of organizational learning. In addition to the elimination of waste, the study investigates other functions in which Lean initiatives play a role, such as providing solutions for organizational problems and creating favorable learning contexts.

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