An institutional perspective on workplace incivility: case studies from academia

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Devi Akella ◽  
Niveen Eid
Keyword(s):  
Case Studies ◽  
Cultural Beliefs ◽  
Workplace Incivility ◽  
Cultural Dimensions ◽  
General Context ◽  
Academic Institutions ◽  
Institutional Perspective ◽  
Content Type ◽  
Geographical Regions ◽  
Uncivil Behaviors

PurposeThis research study looks at issues such as why does incivility occur, dynamics responsible for incivility with an emphasis on causes stimulated by the general context and its influence on the behavior of individuals, groups and organizations.Design/methodology/approachThis paper provides a fresh perspective on workplace incivility by integrating institutional theory with empirical data from two case studies from academic institutions located in different continents to understand incivility in organizations. A comparative case analysis across two different geographical regions is used to validate the argument that institutional antecedents can influence micro-level organizational events such as employee incivility despite variance in geographical locations and cultural dimensions.FindingsThe findings of the study reveal that academic institutions are subject to uncivil behaviors, which could be a direct offshoot of the historical and cultural beliefs of the society. The general context of the studied cases led to workplace incivility mainly in the form of racial prejudices and sectarianism transferred to the organizational day-to-day practice. The paper suggests a pragmatic view for possible interventions to humanize workplaces where it is better not to adopt a “one size fits all” recipe to deal with such a complex phenomenon.Originality/valueThis paper provides a macro-level analysis of workplace incivility by assuming an institutional perspective to explore the relationships if any between incivility experienced by employees within an organization and the wider political and historical structuration of the society.

Cultural dimensions and supply chain management

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Cultural Dimensions ◽  
Chain Management ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings The increasing relevance of culture to supply chain management is indicated by the number and scope of studies that currently exist. However, significant shortcomings prevail that might be addressed by the development of an appropriate framework able to measure interaction between individual, organizational and network cultural levels. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Cultural influences on normative reactions to incivility: comparing individuals from South Korea and Spain

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chanki Moon ◽  
Ángel Sánchez‐Rodríguez
Keyword(s):  
Social Power ◽  
Power Distance ◽  
Cultural Influences ◽  
Cultural Dimensions ◽  
Content Type ◽  
Occupational Position ◽  
Collective Levels ◽  
Higher Power ◽  
Uncivil Behaviors ◽  
The Impact

Purpose Antecedents and influences of workplace incivility have recently been studied in many areas of research but there is still a lack of consideration for the impact of culture. Theoretical considerations for the present research are based on the cultural dimensions of power distance and tightness/looseness because the collective levels of power distance are similar between Korea and Spain, but the collective levels of tightness/looseness are different between the two countries. The purpose of this paper is to examine whether individuals’ occupational position affects their normative reactions to incivility differently. Design/methodology/approach Participant (victim)’s (those who react to uncivil behaviors) social power (low vs high) and perpetrator’s (those who exhibit uncivil behaviors) social power (low vs high) were experimentally manipulated; all participants were randomly assigned to one of four perpetrator × victim conditions in relation to hierarchical positions (Ntot = 467). Findings The results suggest that the level of social and personal acceptability was greater either among Koreans than Spanish at a collective level or among people who endorsed higher power distance and tightness values. All in all, the findings highlight cultural influences on the importance of social hierarchy as a factor that can impact the people’s normative reactions to incivility. Originality/value The findings broaden our understanding of the psychology of employees in relation to incivility, by simultaneously considering the influences of culture (power distance and tightness/looseness) and social power.

scholarly journals Managing the workplace in a globalized world

Facilities ◽  
2014 ◽  
Vol 32 (13/14) ◽  
pp. 744-760 ◽  
Author(s):  
Evelien B. Plijter ◽  
Theo J.M. van der Voordt ◽  
Roberto Rocco
Keyword(s):  
Real Estate ◽  
Case Studies ◽  
National Culture ◽  
Cultural Dimensions ◽  
National Cultures ◽  
Content Type ◽  
Corporate Real Estate ◽  
Estate Management ◽  
Real Estate Management ◽  
Corporate Real Estate Management

Purpose – The purpose of this study is to provide a better insight into the role of national cultures on the management and design of workplaces of multinationals in different countries. Design/methodology/approach – This explorative study is based on an extensive literature review of dimensions of a national culture in connection to corporate real estate management, interviews with ten representatives of multinationals on corporate real estate strategies and workplace characteristics and a multiple case study of two multinational firms with site visits and observations at offices in The Netherlands, Germany and Great Britain. Findings – Whereas all interviewed companies had their real estate portfolio to some extent aligned to the local national culture, none had a strict central policy about this issue. Differences in workplace characteristics were mainly caused by the involvement of local people in workplace design. Using Hofstede’s cultural dimensions, the case studies showed relationships between masculinity of a culture and the expression of status and between uncertainty avoidance and openness to innovation; however, no relationships were found related to differences in power distance and short-/long-term orientation. Research limitations/implications – The case studies were conducted in three European Union countries. Due to practical reasons, most interviewees were Dutch. Additional empirical research including more different national cultures is needed to advance more unequivocal conclusions and to develop a clear set of guidelines for decision-making. Practical implications – The findings stress the importance of finding a balance between aligning facilities to business purposes and meeting the needs of different (groups of) employees in multinational environments. Originality/value – Although much has been written about national culture, not much research is yet available in connection to facilities management and corporate real estate management.

Workaholism and workplace incivility: the role of work–family enrichment

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fatemeh Taheri ◽  
Mohammad Asarian ◽  
Pooyan Shahhosseini
Keyword(s):  
Workplace Incivility ◽  
Work Life ◽  
Personal Factors ◽  
Content Type ◽  
Uncivil Behaviors ◽  
Work Family ◽  
Work Family Enrichment ◽  
Life Work ◽  
Family Enrichment

PurposeThis paper investigated the relationships among workaholism, work–family enrichment (work–life enrichment), and workplace incivility.Design/methodology/approachData on workaholism, incivility, and work–family enrichment were collected through the administration of a survey on 414 employees of a public bank in Iran.FindingsWorkaholism and life–work enrichment were positively and negatively related to uncivil behaviors, respectively, and workaholism was positively associated with work–family enrichment. Overall, work–family enrichment did not act as a mediator variable between workaholism and uncivil behaviors.Research limitations/implicationsFuture researchers should consider public or private organizations and assess the different instigators of incivility considering the mediator or moderating role of gender.Practical implicationsManagers should focus on reducing workaholism and developing life–work enrichment in order to decrease uncivil behaviors.Social implicationsGiven the hard economic and complex political conditions in Iran and increasing likelihood of uncivil behaviors, the results of the present study offer ways to minimize workplace incivility in employees.Originality/valueThe study contributes to the research on uncivil behavior by improving the understanding of organizational and personal factors (workaholism and work–life enrichment) that can influence workplace incivility among employees working in public organizations. It also addresses the usefulness of examining work–life enrichment disposition in understanding the relationship between workaholism and workplace incivility.

Self-efficacy to spur job performance

2018 ◽  
Vol 56 (4) ◽  
pp. 891-907 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Workplace Incivility ◽  
Conservation Of Resources ◽  
Content Type ◽  
Personal Resource ◽  
Organizational Functioning ◽  
Mediating Role ◽  
Uncivil Behaviors

Purpose With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors. Practical implications Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace. Originality/value This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.

A leadership maturity model for implementing Six Sigma in academic institutions – using case studies to build theory

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephen Graham Anthony ◽  
Jiju Antony
Keyword(s):  
Case Studies ◽  
Continuous Improvement ◽  
Six Sigma ◽  
Lean Six Sigma ◽  
Leadership Teams ◽  
Academic Leadership ◽  
Maturity Model ◽  
Academic Institutions ◽  
Content Type ◽  
Capability Maturity

Purpose The purpose of this paper is to present a maturity model for academic leadership teams to benchmark their ability to deliver a culture of continuous improvement through the use of Lean Six Sigma. Teams will also be able to use this model to develop strategic action plans to improve the culture of continuous improvement within their institution. In addition, this paper explains the journey the authors have taken in creating this model by using a mixture of literature review, questionnaires and case studies to build the model and the use of test cases to refine and improve the model. Design/methodology/approach This paper uses a structured approach, focussing first on assessing the state of UK Lean Six Sigma(LSS) implementation and the, through the use of the case study method, the authors have designed a maturity model based on the classic capability maturity matrix approach. The final model has then been tested to refine the model into an improved version. Findings Key findings from interviewing the academic institutions that make up this paper highlight the current best practice in the UK and how far they still have to travel to become truly continuous improving organisations. Research limitations/implications This paper is limited to only focussing on UK institutions in the design and development of the maturity model. Future research should benchmark UK institutions more formally with international universities from North America and the Far East. Practical implications This paper present a final maturity model which can be used by academic leadership teams to both map their maturity at delivering continuous improvement projects and to act as an action plan to move the culture towards a quality-based, continuously improving institution. Originality/value To the best of the authors’ knowledge, this is the first such model to be produced focussing on the leadership and sustainability of deploying LSS in academic institutions.

Workplace incivility and its socio-demographic determinants in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Richa Chaudhary ◽  
Madhu Lata ◽  
Mantasha Firoz
Keyword(s):  
Service Sector ◽  
Working Hours ◽  
Workplace Incivility ◽  
Service Organizations ◽  
Multivariate Statistical ◽  
Content Type ◽  
Uncivil Behaviors ◽  
Information Technology Firms ◽  
Socio Demographic Factors ◽  
The Impact

Purpose The purpose of this study is to present an empirical account of the prevalence and socio-demographic determinants of workplace incivility (experienced and instigated) in the Indian workplace. Design/methodology/approach The study sample consisted of 1,133 employees working in service organizations mainly banks, hotels, academic institutions and information technology firms. The authors tested the proposed model on the same set of respondents in two different studies. The phenomenon of instigated incivility and its determinants were examined in Study 1, while Study 2 looked at experienced incivility and its antecedents. The data were analyzed using univariate, bivariate, and multivariate statistical operations in SPSS 24. Findings The results of both studies revealed that employees’ age, gender, educational qualification, position, nature of the organization, type of the organization and duration of working hours significantly predict the onset of workplace incivility. Nevertheless, marital status and tenure failed to predict the manifestation of uncivil behaviors in the organization. Research limitations/implications The scope of this study was restricted to the Indian service sector with a focus on only two types of workplace incivility (instigated and experienced). Practical implications The managers are advised to be mindful of employees’ socio-demographic differences while devising interventions to tackle the issues of uncivil acts at work. Originality/value This study is one of the pioneer attempts to explore the impact of socio-demographic factors on employees’ tendency to instigate and experience incivility at work in India. In doing so, the study enriches the scant literature on workplace incivility by establishing the role of individual differences in determining the occurrence of incivility in the workplace.

The role of organizational culture in the knowledge management process

2015 ◽  
Vol 19 (3) ◽  
pp. 433-455 ◽  
Author(s):  
Christina Ling-hsing Chang ◽  
Tung-Ching Lin
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Survey Methodology ◽  
Cultural Dimensions ◽  
Content Type ◽  
Knowledge Resources ◽  
Positive Effects ◽  
Wide Range ◽  
The Individual

Purpose – The purpose of the study is to focus on the enhancement of knowledge management (KM) performance and the relationship between organizational culture and KM process intention of individuals because of the diversity of organizational cultures (which include results-oriented, tightly controlled, job-oriented, closed system and professional-oriented cultures). Knowledge is a primary resource in organizations. If firms are able to effectively manage their knowledge resources, then a wide range of benefits can be reaped such as improved corporate efficiency, effectiveness, innovation and customer service. Design/methodology/approach – The survey methodology, which has the ability to enhance generalization of results (Dooley, 2001), was used to collect the data utilized in the testing of the research hypotheses. Findings – Results- and job-oriented cultures have positive effects on employee intention in the KM process (creation, storage, transfer and application), whereas a tightly controlled culture has negative effects. Research limitations/implications – However, it would have been better to use a longitudinal study to collect useful long-term data to understand how the KM process would be influenced when organizational culture dimensions are changed through/by management. This is the first limitation of this study. According to Mason and Pauleen (2003), KM culture is a powerful predictor of individual knowledge-sharing behavior, which is not included in this study. Thus, this is the second limitation of this paper. Moreover, national culture could be an important issue in the KM process (Jacks et al., 2012), which is the third limitation of this paper for not comprising it. Practical implications – In researchers’ point of view, results- and job-oriented cultures have positive effects, whereas a tightly controlled culture has a negative effect on the KM process intention of the individual. These findings provide evidences that challenge the perspective of Kayworth and Leidner (2003) on this issue. As for practitioners, management has a direction to modify their organizational culture to improve the performance of KM process. Social implications – Both behavioral and value perspectives of the organizational cultural dimensions (results-oriented, tightly control, job-oriented, sociability, solidarity, need for achievement and democracy) should be examined to ascertain their effects firstly on KM culture and then on the KM process intention of the individual. It is hoped that the current study will spawn future investigations that lead to the development of an integrated model which includes organizational culture, KM culture and the KM process intention of the individual. Originality/value – The results-oriented, loosely controlled and job-oriented cultures will improve the effectiveness of the KM process and will also increase employees’ satisfaction and willingness to stay with the organization.

Negotiation and corporate strategy

2019 ◽  
Vol 35 (2) ◽  
pp. 4-6
Keyword(s):  
Competitive Advantage ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Corporate Strategy ◽  
Organizational Strategy ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications ◽  
Consistent Approach

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Negotiation is a key tool in delivering competitive advantage but requires a clear and consistent approach closely linked to organizational strategy. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Blending global and regional planning in multinationals

2019 ◽  
Vol 35 (3) ◽  
pp. 16-18
Keyword(s):  
Case Studies ◽  
Regional Planning ◽  
Design Methodology ◽  
Reading Time ◽  
Cutting Edge ◽  
Central Planning ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Blending global and regional planning is important for multinationals. Within a central framework, local offices should have input. Different regions will approach this in different ways, but regional planning needs to be in-synch with central planning cycles. Originality/value The briefing saves busy executives, strategists, and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Sign in / Sign up

Export Citation Format

Share Document