scholarly journals Perspectives on smokefree prison policy among people in custody in Scotland

2020 ◽  
Vol 16 (4) ◽  
pp. 389-402
Author(s):  
Ashley Brown ◽  
Douglas Eadie ◽  
Richard Purves ◽  
Andrea Mohan ◽  
Kate Hunt
Keyword(s):  
Smoking Cessation ◽  
Evidence Base ◽  
Negative Consequences ◽  
Structural Determinants ◽  
Content Type ◽  
Prison Policy ◽  
Rule Change ◽  
Smokefree Policy ◽  
Quitting Smoking

Purpose This paper aims to explore smokefree prison policy, from the perspective of people in custody in Scotland. Design/methodology/approach In total, 77 people in custody in Scotland were interviewed in the period leading up to implementation of a nationwide prison smokefree policy. Data were thematically analysed to identify the diversity of views and experiences. Findings Participants described a widespread awareness in prisons of plans to implement a smokefree policy from 30 November 2018. Opinions about smokefree prisons varied among participants based on perceptions of the fairness, and anticipated positive and negative consequences of removing tobacco from prisons. At the time of the interviews, people in custody were responding to the impending smokefree policy, either by proactively preparing for the smokefree rule change or by deploying avoidance strategies. Participants described opportunities and challenges for implementing smokefree policy in prisons across three main themes: the role of smoking in prison, prison smoking cessation services and motivations for quitting smoking among people in custody. Originality/value This study exploring smokefree prisons from the perspectives of people in custody has several novel features which extend the evidence base. The findings highlight measures for jurisdictions to consider when planning to prohibit smoking in their prisons in the future. These include the need for evidence-based smoking cessation support in advance of smokefree policy, effective communication campaigns, consideration of broader structural determinants of health in prison and ongoing measures to reduce rates of return to smoking post release.

Personality and boredom at work: the mediating role of job crafting

2019 ◽  
Vol 24 (4) ◽  
pp. 315-330
Author(s):  
Bogdan Oprea ◽  
Dragos Iliescu ◽  
Vlad Burtăverde ◽  
Miruna Dumitrache
Keyword(s):  
Job Crafting ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Work Related ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
The Individual ◽  
The Relationship

Purpose Boredom at work is associated with negative consequences, therefore it is important to investigate whether employees engage in job crafting behaviors that reduce boredom and what are the individual differences associated with these behaviors. The paper aims to discuss these issues. Design/methodology/approach A questionnaire study was designed to examine the mediating role of job crafting in the relationship between conscientiousness and emotional stability and boredom among 252 employees (Study 1) and in the relationship between Machiavellianism and psychopathy and boredom among 216 employees (Study 2). Findings The results showed that conscientiousness is negatively related to work-related boredom. This relationship is mediated by job crafting. Neuroticism and psychopathy are positively associated with boredom at work, but these relationships are not mediated by job crafting behaviors. Research limitations/implications The study was based on self-reported measures, which might raise questions of common-method bias, and the research samples contained mostly women and young employees, which raises questions about generalizability of our findings. At the same time, the cross-sectional design does not allow causal inferences. Practical implications Organizations can select employees based on their personality for jobs that predispose to boredom and give them enough autonomy to be able to craft them. Moreover, they can identify employees who need support to manage their boredom and include them in job crafting interventions. Originality/value Traditionally, boredom at work has been considered as resulting from characteristics of tasks and jobs. The findings indicate that some employees can make self-initiated changes to their work in order to reduce their boredom and possibly its negative consequences.

Human resource managers as liaisons between firms and labour

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael O’Donnell ◽  
Sue Williamson ◽  
Arosha Adikaram ◽  
Meraiah Foley
Keyword(s):  
Human Resource ◽  
Regulatory Compliance ◽  
Negative Consequences ◽  
Incentive Payment ◽  
Data Set ◽  
Content Type ◽  
Hr Practices ◽  
Garment Factories ◽  
Hr Managers

Purpose The purpose of this paper is to explore how human resource (HR) managers in garment factories in a Sri Lankan export processing zone (EPZ) navigated the tension between their role as stewards of employee welfare and their role to maximise firm productivity in response to time and production pressures imposed by international buyers. Relatively little attention has been paid to the role of HR managers as liaisons between firms and labour. This omission is significant, given the importance of human resource management in the recruitment and retention of labour and the role of HR managers in organisational performance and regulatory compliance. Design/methodology/approach A qualitative approach was used based on interviews with 18 HR managers, factory managers and other key informants, and 63 factory workers from 12 firms in the Katunayake EPZ. The interviews and focus groups in English were transcribed and coded into themes arising from the literature and further developed from the transcripts. Initial codes were analysed to identify common themes across the data set. Findings HR managers were acutely aware of the competitive pressures facing the EPZ garment factories. While examples of company welfarism were evident, HR practices such as incentive payment systems and the management of employee absences reinforced a workplace environment of long hours, work intensification and occupational injury. Originality/value This paper goes some way towards filling the gap in our understanding of the roles played by HR managers in garment factories in the Global South, raising theoretical debates regarding the potential for HR managers in developing countries to distance themselves from the negative consequences of HR practices such as individual and team reward systems.

Outcomes of talent management: the role of perceived equity

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amina R. Malik ◽  
Parbudyal Singh
Keyword(s):  
Empirical Studies ◽  
Talent Management ◽  
Negative Consequences ◽  
Employee Outcomes ◽  
Content Type ◽  
Depth Analysis ◽  
Perceived Equity ◽  
Employee Equity ◽  
Depth Interviews

PurposeTo date, the effects of two approaches – inclusive and exclusive – to talent management (TM) on employee outcomes are largely unexplored. This paper explores the role of perceived equity and theoretically examines the process through which these TM programs impact employee outcomes.Design/methodology/approachThis paper draws on the job demands-resources model and equity theory and proposes a typology of employee outcomes in the context of different approaches to TM.FindingsBased on the theoretical framework, the paper argues that in the context of both inclusive and exclusive TM, perceived equity is a valuable resource that motivates employees and results in favourable outcomes.Research limitations/implicationsFuture empirical studies should test the propositions put forth in this paper. The multilevel research design would allow for an in-depth analysis of organisational contexts, and qualitative studies using in-depth interviews can provide greater insights into employees' experiences and perspectives of TM programs.Practical implicationsThe paper presents implications for managers and human resource (HR) and TM professionals regarding how to get the most out of their TM programs. These implications are important since employee equity perceptions can influence the effectiveness of TM programs.Originality/valueIn this paper, the authors add to the literature by examining the role of employee equity perceptions in the context of inclusive and exclusive TM and to highlight how perceived (in)equity could lead to negative consequences, even among high potential (HiPo) employees.

scholarly journals Exploring the role of volunteers in social care for older adults

2020 ◽  
Vol 21 (2) ◽  
pp. 129-139 ◽  
Author(s):  
Ailsa Cameron ◽  
Eleanor K. Johnson ◽  
Paul B. Willis ◽  
Liz Lloyd ◽  
Randall Smith
Keyword(s):  
Older Adults ◽  
Older People ◽  
Social Care ◽  
Evidence Base ◽  
Care Staff ◽  
Small Scale ◽  
The South ◽  
Content Type ◽  
South West

Purpose This paper aims to report the findings of a study that explores the contribution volunteers make to social care for older adults, identifying lessons for the social care sector and policymakers. Design/methodology/approach An exploratory multiple case study design was used to capture the perspectives and experiences of managers of services, volunteer co-ordinators, volunteers, paid care staff and older people. Seven diverse social care organisations took part in the study drawn from three locations in the South West of England. Findings This study identified three distinct models of volunteer contribution to social care services for older people. Although the contributions made by volunteers to services are valued, the study drew attention to some of the challenges related to their involvement. Research limitations/implications The organisations taking part in this small-scale study were all based in the South West of England, and the findings are therefore not generalisable but contribute to the growing evidence base related to this important field. Practical implications This study demonstrates the importance of the volunteer co-ordinator role and suggests that it is properly funded and resourced. It also confirms the importance of volunteers receiving appropriate training and support. Originality/value Given the increasing involvement of volunteers in the provision of social care, this paper provides lessons to ensure the role of volunteers in social care enhances rather than diminishes the quality of care provided.

How workplace bullying affects nurses’ well-being? The roles of burnout and passive avoidant leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Talat Islam ◽  
Muhammad Ali ◽  
Saqib Jamil ◽  
Hafiz Fawad Ali
Keyword(s):  
Structural Equation ◽  
Workplace Bullying ◽  
Positive Association ◽  
Well Being ◽  
Equation Modeling ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
Passive Avoidant

Purpose This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout. Design/methodology/approach This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves. Findings Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout. Research limitations/implications Although data for the study were collected in two waves, still cross-sectional design limits causality. Practical implications This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences. Originality/value Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.

Managing care errors in the wards

2019 ◽  
Vol 40 (1) ◽  
pp. 17-30 ◽  
Author(s):  
Maria Luisa Farnese ◽  
Francesco Zaghini ◽  
Rosario Caruso ◽  
Roberta Fida ◽  
Manuel Romagnoli ◽  
...  
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Error Reduction ◽  
Survey Study ◽  
Error Management ◽  
Negative Consequences ◽  
Content Type ◽  
Management Culture ◽  
The Relationship

Purpose The importance of an error management culture (EMC) that integrates error prevention with error management after errors occur has been highlighted in the existing literature. However, few empirical studies currently support the relationship between EMC and errors, while the factors that affect EMC remain underexplored. Drawing on the conceptualisation of organisational cultures, the purpose of this paper is to verify the contribution of authentic leadership in steering EMC, thereby leading to reduced errors. Design/methodology/approach The authors conducted a cross-sectional survey study. The sample included 280 nurses. Findings Results of a full structural equation model supported the hypothesised model, showing that authentic leadership is positively associated with EMC, which in turn is negatively associated with the frequency of errors. Practical implications These results provide initial evidence for the role of authentic leadership in enhancing EMC and consequently, fostering error reduction in the workplace. The tested model suggests that the adoption of an authentic style can promote policies and practices to proactively manage errors, paving the way to error reduction in the workplace. Originality/value This study was one of the first to investigate the relationship between authentic leadership, error culture and errors. Further, it contributes to the existing literature by demonstrating both the importance of cultural orientation in protecting the organisation from error occurrence and the key role of authentic leaders in creating an environment for EMC development, thus permitting the organisation to learn from errors and reduce their negative consequences.

Customer incivility, rapport and tipping: the moderating role of agreeableness

2020 ◽  
Vol 34 (7) ◽  
pp. 955-966
Author(s):  
Hana Medler-Liraz
Keyword(s):  
Service Organizations ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Effects ◽  
Content Type ◽  
Personal Resource ◽  
Scant Attention ◽  
The Relationship ◽  
Moderating Role

Purpose Although studies have emphasized the need to explore the negative consequences of customer incivility, scant attention has been paid to positive factors that can mitigate its negative effects on employees’ service performance. The purpose of this study is to extend research on customer incivility and its association with rapport and tipping through the prism of conservation of resources theory. It also examines the role of agreeableness as a personal resource in coping with instances of incivility. Design/methodology/approach A total of 502 Israeli restaurant servers took part in this study. Findings Agreeableness significantly moderated the relationship between customer incivility and rapport: agreeable hospitality employees who served customers manifesting low/medium incivility reported better rapport than disagreeable hospitality employees. However, this effect was not significant for high incivility. Further, agreeable hospitality employees who served customers with low/medium incivility reported higher tips than disagreeable hospitality employees. Surprisingly, the findings also suggested that when employees served customers exhibiting high incivility, the tips were lower for servers high on agreeableness than for servers low on agreeableness. Originality/value This study broadens the frontiers of research on customer incivility and provides insights into the critical financial and emotional costs hospitality employees and service organizations incur when encountering incivility. The findings also contribute to the scant research on the potential moderators that may enable employees to handle customer interactions more constructively in the case of incivility within the hospitality industry. Agreeableness appeared to alleviate the negative effects of customer incivility on rapport and tipping but only seemed to be an effective resource up to a certain level of customer incivility.

When a brand caught fire: the role of brand equity in product-harm crisis

2014 ◽  
Vol 23 (7) ◽  
pp. 532-542 ◽  
Author(s):  
Brianna Rea ◽  
Yong J. Wang ◽  
Jason Stoner
Keyword(s):  
Brand Equity ◽  
Purchase Intentions ◽  
Consumer Perceptions ◽  
Consumer Attitude ◽  
Negative Consequences ◽  
Content Type ◽  
Consumer Reactions ◽  
Negative Perceptions ◽  
Brand Involvement

Purpose – The purpose of this study is to investigate differences in consumer reactions to high- versus low-equity brands in terms of consumer attitude toward the brand, involvement with the brand, company credibility and consumer purchase intentions. Design/methodology/approach – Experimental procedure is conducted to test three hypotheses using 317 consumer participants. The experiment is carried out comparing a high-equity personal computer (PC) brand and a low-equity PC brand involved in product-harm crisis. Findings – The results indicate that, in the case of product-harm crisis, negative consumer perceptions regardless of brand equity level; less negative perceptions for a high-equity brand than for a low-equity brand; and smaller loss in consumer perceptions for a high-equity brand than for a low-equity brand. Research limitations/implications – The findings highlight the importance of brand equity in crisis management explained by covariation theory of attributions. Practical implications – Although product-harm crisis is inevitable for many firms, continuous investment in brand equity can mitigate the negative consequences. Originality/value – Product-harm crisis can pose serious consequences for firms on both financial and intangible dimensions. Given the occurrence of numerous product-harm crises involving both reputable and less known brands, it is important to consider potential influences of brand equity on consumer reactions to such crisis.

Nordic local government: a success story, but will it last?

2015 ◽  
Vol 28 (2) ◽  
pp. 136-149 ◽  
Author(s):  
Arto Haveri
Keyword(s):  
Local Government ◽  
Literature Review ◽  
Design Methodology ◽  
Central Government ◽  
Negative Consequences ◽  
Success Story ◽  
Public Authorities ◽  
Content Type ◽  
Cumulative Process

Purpose – The Nordic narrative on local government highlights municipalities’ role in social consumption, a model, which is often considered a success story. The purpose of this paper is to apply Gerry Stoker’s (2011) theory on local government roles in society to critically analyse the sustainability of the Nordic model. Design/methodology/approach – Drawing on literature review, documents and statistics of Nordic public authorities’, the author formulates exploratory theoretical propositions on the sustainability of the Nordic model of local government. Findings – The emphasis placed on welfare task has made Nordic local government overloaded and vulnerable to central government intervention and reforms, resulting in a cumulative process towards an ever narrowing conception of local government. Research limitations/implications – The research results are exploratory. Comparative empirical research is needed to verify the idea. Social implications – The legitimacy of Nordic local government may be challenged because of municipalities’ weakening possibilities to discharge their welfare role in a manner that would satisfy citizens’ growing needs. Originality/value – The paper is a critical analyses of the sustainability of local government system in Nordic countries. It discusses the possible negative consequences of the overemphasis of the welfare role of local government.

Abusive supervision and knowledge sharing: the moderating role of organizational tenure

2018 ◽  
Vol 47 (1) ◽  
pp. 22-38 ◽  
Author(s):  
Seckyoung Loretta Kim ◽  
Seung Yeon Son ◽  
Seokhwa Yun
Keyword(s):  
Knowledge Sharing ◽  
Negative Relationship ◽  
Abusive Supervision ◽  
Negative Consequences ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Organizational Tenure ◽  
Sharing Behavior ◽  
Moderating Role

Purpose Drawing on social exchange theory (SET) and conservation of resources (COR) theory, the purpose of this paper is to examine the negative consequence of abusive supervision on knowledge sharing. Further, this paper explores the moderating role of organizational tenure in the relationship between abusive supervision and employees’ knowledge sharing behavior applying sense-making theory. Design/methodology/approach The hypotheses were tested using regression analysis across two independent studies conducted in South Korea. Findings The authors found evidence that there was a negative relationship between abusive supervision and employees’ knowledge sharing behavior. Furthermore, the aforementioned relationship was strengthened for those with longer organizational tenure. Originality/value This research deepens our understanding of the negative consequences of abusive supervision on employees’ knowledge sharing behavior by drawing on SET and COR theory. Through two independent studies, the results demonstrated that employees who receive abusive treatment from their supervisors tend to reduce their knowledge sharing behavior. Furthermore, this detrimental effect is stronger for key knowledge providers, namely long-tenured employees.

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