scholarly journals Consequences of cyberbullying behaviour in working life

2017 ◽  
Vol 10 (5) ◽  
pp. 376-390 ◽  
Author(s):  
Tuija Muhonen ◽  
Sandra Jönsson ◽  
Martin Bäckström
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Health And Safety ◽  
Well Being ◽  
Research Field ◽  
Intention To Quit ◽  
Negative Consequences ◽  
Content Type ◽  
Mediating Role ◽  
Organisational Climate

Purpose The purpose of this paper is to explore health- and work-related outcomes of cyberbullying behaviour and the potential mediating role of social organisational climate, social support from colleagues and social support from superiors. Design/methodology/approach Altogether 3,371 respondents participated in a questionnaire study. Findings The results of this study indicate that social organisational climate can have a mediating role in the relationship between cyberbullying behaviour and health, well-being, work engagement and intention to quit. Contrary to earlier face-to-face bullying research, the current study showed that cyberbullying behaviour had stronger indirect than direct relationships to health, well-being, work engagement and intention to quit. Practical implications Communication through digital devices in work life is becoming more prevalent, which in turn increases the risk for cyberbullying behaviour. Organisations need therefore to develop occupational health and safety policies concerning the use of digital communication and social media in order to prevent cyberbullying behaviour and its negative consequences. Originality/value Cyberbullying behaviour among working adults is a relatively unexplored phenomenon and therefore this study makes valuable contribution to the research field.

Job insecurity fluctuations and support towards Italian precarious schoolteachers

2020 ◽  
Vol 25 (6) ◽  
pp. 631-647
Author(s):  
Marianna Giunchi ◽  
Pedro Marques-Quinteiro ◽  
Chiara Ghislieri ◽  
Anne-Marie Vonthron
Keyword(s):  
Social Support ◽  
Job Insecurity ◽  
Small Sample Size ◽  
Well Being ◽  
School Principal ◽  
Small Sample ◽  
Limited Attention ◽  
Negative Consequences ◽  
Content Type ◽  
Over Time

PurposeThe negative consequences of job insecurity on the well-being of individuals are well known. However, the perceptions of job insecurity over time and how some factors such as social support may affect them have received limited attention. This study follows precarious schoolteachers for three weeks before the end of their contract to explore how their perceptions of job insecurity evolve over time.Design/methodology/approachThe participants were 47 precarious schoolteachers who first completed a general questionnaire, then a diary survey on nine occasions over the course of the three weeks. Data was analysed with MPLUS 7.3.FindingsThe results suggest intra-individual differences regarding the way job insecurity was perceived over time. An additional discovery was that support provided by the school principal was negatively related to changes in job insecurity over time.Research limitations/implicationsThe relatively small sample size, which includes only precarious schoolteachers, and the methodology complexity of the diary are limitations of this study.Practical implicationsThis study highlights the subjective nature of the perceptions of job insecurity. It also shows the importance of the school principal's social support towards precarious schoolteachers; therefore, practitioners should propose interventions to enhance the quality of principal–teachers relationships.Originality/valueThis study contributes to the literature by investigating how perceptions of job insecurity evolve over time and the role of social support.

Social networking sites in the workplace: an imperative

2017 ◽  
Vol 31 (3) ◽  
pp. 4-6 ◽  
Author(s):  
Naveenraj Xavier ◽  
J. Reeves Wesley
Keyword(s):  
Social Support ◽  
Social Networking ◽  
Social Networking Sites ◽  
Design Methodology ◽  
Theoretical Foundation ◽  
Family Members ◽  
Well Being ◽  
Negative Consequences ◽  
Content Type ◽  
Extant Literature

Purpose This paper aims to lay a theoretical foundation favoring the use of social networking sites (SNS) in workplace and its implication on employee stress and well-being. Prescriptive policies are also formulated to control unintended negative consequences. Design/methodology/approach The authors have used an explorative design. Prescriptive data were drawn from extant literature, simple discussions with employees and employers. Discussions were centered on the consequences of SNS. Findings In recent years, SNS usage has skyrocketed and use in the workplace has been controversial. Use of SNS enables employees to communicate and connect not only with coworkers but also with family members and friends, and it also helps to minimize the stress and improve the well-being of employees. However, a comprehensive policy that controls negative consequences should be in place. Originality/value This paper sensitizes readers on the need for permitting SNS usage within a policy-controlled setting in organizations. It also throws light on social support, stress and well-being.

The impact of work engagement and workaholism on well-being

2014 ◽  
Vol 19 (7) ◽  
pp. 813-835 ◽  
Author(s):  
Gaëtane Caesens ◽  
Florence Stinglhamber ◽  
Gaylord Luypaert
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Perceived Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Sleep Problems ◽  
Well Being ◽  
Coworker Support ◽  
Content Type ◽  
Work Related

Purpose – The purpose of this paper are twofold. First, the authors examined the effects of two types of working hard (i.e. work engagement, workaholism) on employees’ well-being (i.e. job satisfaction, perceived stress, and sleep problems). Second, the authors tested the extent to which both types of working hard mediate the relationship between three types of work-related social support (i.e. perceived organizational support, perceived supervisor support, and perceived coworker support) and employees’ well-being. Design/methodology/approach – An online questionnaire was administered to 343 PhD students. Findings – Results revealed that work engagement mediates the relationships between perceived organizational support and job satisfaction and perceived stress. Perceived organizational support has also a direct positive impact on job satisfaction and a direct negative impact on perceived stress and sleep problems. Furthermore, work engagement mediates the influence of perceived supervisor support on job satisfaction and perceived stress. Finally, workaholism was found to mediate the relationships between perceived coworker support, and job satisfaction, perceived stress, and sleep problems. Practical implications – The findings suggest that managers should promote practices in order to foster work engagement and prevent workaholism. In line with this, the findings indicated that the most powerful source of support that fosters work engagement is perceived supervisor support. Organizations should, therefore, train their supervisors to be supportive in their role of directing, evaluating and coaching subordinates or encourage supervisors to have regular meetings with their subordinates. Additionally, the results showed that perceived coworker support is the only source of work-related social support that has a negative influence on workaholism. Managers should foster coworker support, for instance by encouraging informal mentoring among employees in order to build a strong social network. Originality/value – Because scholars argued that each type of work-related social support might have different consequences and might vary in terms of strength of associations with their outcomes, the study aimed to examine the concomitant effects of three forms of work-related social support on two types of working hard which, in turn, influence employees’ well-being.

Does work engagement enhance general well-being and control at work? Mediating role of psychological capital

2018 ◽  
Vol 6 (3) ◽  
pp. 272-286 ◽  
Author(s):  
Manish Gupta ◽  
Musarrat Shaheen
Keyword(s):  
Work Engagement ◽  
Psychological Capital ◽  
Well Being ◽  
Healthcare Services ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
And Control ◽  
The Impact

Purpose The purpose of this paper is to examine the mediating role of psychological capital (PsyCap) between work engagement (WE) and general well-being (GWB) as well as between WE and control at work (CAW). Design/methodology/approach Data were collected from 200 medical employees involved in rendering healthcare services. Structural equation modeling was done to test the hypotheses. Findings Analyses of the data revealed that PsyCap mediates fully between WE and CAW and partially between WE and GWB. Research limitations/implications The results show that PsyCap plays a positive role in transferring the impact of engagement levels to GWB and CAW. The results augment the broaden-and-build theory by explaining how positivity at the workplace can help the engaged employees improve well-being and CAW. Practical implications Hospitals in India are encouraged to recruit psychologically capable (high in PsyCap) employees. Such psychologically capable and engaged employees have greater CAW and have higher general well-being. Originality/value This study is among the few preliminary studies which have focused on the mechanism through which well-being and CAW of employees involved in healthcare services in India get affected.

Destructive leadership in crisis management

2020 ◽  
Vol 41 (4) ◽  
pp. 567-580
Author(s):  
Maria Fors Brandebo
Keyword(s):  
Crisis Management ◽  
Forest Fires ◽  
Well Being ◽  
Research Field ◽  
Negative Consequences ◽  
Destructive Leadership ◽  
Content Type ◽  
Terror Attacks ◽  
Severe Accidents ◽  
Management Context

PurposeThe purpose of this paper is to contribute to increased knowledge of destructive leadership in crisis management. The specific research questions are: (1) What types of destructive leadership behaviours can be identified in leaders in crisis management? and (2) Why are these behaviours considered destructive in this context?Design/methodology/approachAbout 21 informants involved in crisis management at regional, local and operational levels in Sweden were interviewed. They were selected since they had recently been involved in severe accidents and/or crises (e.g. terror attacks, forest fires). A grounded theory analysis of interview data yielded two core variables: destructive leadership behaviours, and appraisal: interpretation of leader behaviour.FindingsThe study identified seven different destructive leadership behaviours: four task-related and three relationship-related. Task-related behaviours primarily led to negative consequences for the task/crisis. Relationship-related behaviours have negative consequences for subordinates' job satisfaction, well-being and/or sense of meaningfulness. The paper relates the identified behaviours to existing leadership ideals within crisis management and discusses behaviours that appear to be unique for the crisis management context.Practical implicationsThe paper highlights the fact that great crisis managers are not always good at managing relationships, which may have negative implications for crisis management in the long term.Originality/valueDestructive leadership is a research field that is rapidly expanding. However, there is a lack of knowledge concerning the nature of destructive leadership behaviours and what makes an individual appraise a leader as destructive in crisis management.

Examining the mediating role of work engagement on the relationship between workplace mindfulness and organizational justice and its association with well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Praveen Kumar Sharma ◽  
Rajeev Kumra
Keyword(s):  
Organizational Justice ◽  
Work Engagement ◽  
Structural Equation ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

PurposeEmployee well-being is increasingly relevant and crucial for organizational success. As work engagement and employee well-being affect employee performance, this area is the focus of increasing attention both from scholars and industry professionals. The main objective of the present research study is to investigate the mediating role of work engagement on the relationship between mindfulness at work, organizational justice and employee well-being.Design/methodology/approachThe study was conducted on information technology (IT) employees in India, and 331 complete responses were collected for the data analysis. The cross-sectional data were collected through purposive sampling. Structural equation modeling (SEM) was applied to evaluate the proposed research hypotheses.FindingsThe findings support the convergent and discriminant validities of mindfulness, organizational justice, work engagement and employee well-being. The results indicate that mindfulness and organizational justice have an indirect relationship with employee well-being. In addition, the study demonstrates that work engagement significantly mediates the relationship between mindfulness and employee well-being as well as between organizational justice and employee well-being.Practical implicationsThe findings will help organizations and human resources (HR) departments to understand the importance of work engagement and employee well-being in the workplace.Originality/valueThe mediating effect of work engagement between the workplace mindfulness–organizational justice relationship on employee well-being is addressed by drawing on conservation of resources (COR) and job demand–resource (JD–R) theories. Prior research has exclusively studied the relationship of employee well-being with either mindfulness or organizational justice. This research provides empirical insights regarding the fact that both mindfulness and organizational justice simultaneously have a relationship with employee well-being.

Job crafting, workplace civility and work outcomes: the mediating role of work engagement

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anuj Gupta ◽  
Pankaj Singh
Keyword(s):  
Life Satisfaction ◽  
Work Engagement ◽  
Cost Effective ◽  
Job Crafting ◽  
Intention To Quit ◽  
Work Outcomes ◽  
Equation Modeling ◽  
Content Type ◽  
General Life Satisfaction ◽  
Workplace Civility

Purpose The antecedents and consequences of work engagement have been extensively discussed and analyzed in the previous literature; however, identifying cost-effective measures that can sustain work engagement to boost work outcomes has received sparse attention in the Indian information technology (IT) context. This study aims to provide new insights concerning the associations of job crafting and workplace civility with work engagement and its corresponding outcomes, such as change perception, general life satisfaction and intention to quit. Design/methodology/approach Hypotheses were tested using structural equation modeling on data obtained from 369 software developers in India using questionnaire surveys. Findings Results confirmed that work engagement partially mediated the association of job crafting and workplace civility with the perception of change and general life satisfaction. The negative associations of job crafting and workplace civility with the intention to quit were also partially mediated by work engagement. The findings can be used to inform human resources strategies to boost work engagement and subsequent work outcomes. Research limitations/implications The results of this empirical work will offer insights to managers who are looking for cost-effective interventions and behaviors aimed at increasing work engagement and, consequently, achieving effective work outcomes. Originality/value This study contributes by empirically testing the application of novel employee-driven practices in improving work engagement and work outcomes, particularly in the context of IT companies in India.

Social support and well-being in dementia family caregivers: The mediating role of self-efficacy

2009 ◽  
Vol 13 (5) ◽  
pp. 761-768 ◽  
Author(s):  
Alma Au ◽  
Man-Kin Lai ◽  
Kam-Mei Lau ◽  
Pey-Chyou Pan ◽  
Linda Lam ◽  
...  
Keyword(s):  
Social Support ◽  
Family Caregivers ◽  
Self Efficacy ◽  
Well Being ◽  
Mediating Role
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