Breaking the psychological contract of travel agency employees during the COVID-19 pandemic: The moderating role of mindfulness

2021 ◽  
pp. 146735842110546
Author(s):  
Moustafa Mekawy ◽  
Ahmed Mohamed Elbaz ◽  
Maha M Shabana ◽  
Mohammad Soliman
Keyword(s):  
Emotional Exhaustion ◽  
Psychological Contract ◽  
Workplace Incivility ◽  
Future Research ◽  
Travel Agency ◽  
Attitudes And Behaviors ◽  
Work Alienation ◽  
Organizational Cynicism ◽  
Travel Agencies ◽  
And Behaviors

This study investigates the influence of psychological contract breach (PCB) on work-related attitudes and behaviors (i.e., organizational cynicism, workplace incivility and work alienation) and employees’ emotional exhaustion. It also examines the direct association between these attitudes and behaviors and emotional exhaustion as well as investigating how mindfulness moderates these associations. Based on a quantitative approach, data were collected from 437 employees of Egyptian travel agencies. The PLS-SEM analysis revealed that PCB positively affects employees’ emotional exhaustion and job-related attitudes as well as behaviors, which consequently impact their emotional exhaustion. The findings indicated that the effect of organizational cynicism, workplace incivility, and work alienation on emotional exhaustion is weaker with higher levels of mindfulness and greater with lower levels of mindfulness. Besides its theoretical contributions, this paper presents substantial practical insights and managerial implications for managers of travel agencies regarding the outcomes of PCB. Limitations and future research are also given.

Workplace Perceptions and Workplace Incivility in Egypt

2017 ◽  
pp. 755-775 ◽  
Author(s):  
Mamdouh Zaky Ewis
Keyword(s):  
Organizational Support ◽  
Psychological Contract ◽  
Structural Equation ◽  
Interactional Justice ◽  
Workplace Incivility ◽  
Equation Modeling ◽  
Contract Breach ◽  
Organizational Cynicism ◽  
Administrative Employees ◽  
The Relationship

Using a sample of two hundred and ninety two administrative employees from five universities in Egypt completed the survey, the survey response rate was 58.4%, this study examined whether organizational cynicism mediated the effects of workplace perceptions represented in distributive, procedural, interactional justice (DJ, PJ and IJ), perceived organizational support (POS), and Perceived of Psychological Contract Breach (PPCB) on workplace incivility. DJ, PJ, IJ and POS were found to significantly and negatively influence both organization cynicism and workplace incivility. PPCB was found to significantly and positively influence both organization cynicism and workplace incivility. Results from Structural Equation Modeling (SEM) also showed that organizational cynicism partially mediates the relationship among DJ, PJ, IJ, POS, and PPCB and workplace incivility. Implications for research and practice of our findings are discussed.

When and why organizational cynicism leads to CWBs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saima Naseer ◽  
Usman Raja ◽  
Fauzia Syed ◽  
Muhammad Usman Anwar Baig
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Psychological Capital ◽  
Counterproductive Work Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/valueThe study suggests new mechanisms and boundary conditions through which cynicism triggers CWBs. The authors discuss the implications of the study’s findings and suggest possible directions for future research.

scholarly journals The Mediating Role of Emotional Exhaustion and Job Satisfaction on the Relationship Between Job Demands and Instigated Workplace Incivility

2017 ◽  
Vol 54 (2) ◽  
pp. 187-207 ◽  
Author(s):  
Vui-Yee Koon ◽  
Pui-Yi Pun
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Academic Staff ◽  
Job Demands ◽  
Workplace Incivility ◽  
Future Research ◽  
Snowball Sampling ◽  
Integrative Framework ◽  
Uncivil Behavior ◽  
The Relationship

High job demands are considered a risk factor for uncivil behavior in the workplace but the mechanism behind this relationship remains unclear. The current study aimed to analyze emotional exhaustion and job satisfaction as sequential mediators of the relationship between job demands and instigated workplace incivility within the integrative framework of affective events theory and the job demand–control model. Data were collected from 102 university academic staff in Klang Valley, Malaysia, via snowball sampling method. The results supported the predicted three-path mediation model with age, gender, and employment contract type as covariates. High job demands led to emotional exhaustion, which, in turn, led to a decrease in job satisfaction level and as a result gave rise to instigated workplace incivility. Implications, limitations of these findings, and directions for future research are further discussed on how to enhance and establish a civil and respectful workplace.

Unintended effects of marketing messages on salespeople’s cynicism

2016 ◽  
Vol 50 (5/6) ◽  
pp. 1047-1072 ◽  
Author(s):  
Olalekan K. Seriki ◽  
Kenneth R. Evans ◽  
Hyo-Jin (Jean) Jeon ◽  
Rajiv P. Dant ◽  
Amanda Helm
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Attitudes ◽  
Role Performance ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Organizational Cynicism ◽  
And Behaviors ◽  
The Impact ◽  
Marketing Messages

Purpose This paper aims to examine how external marketing messages, which are generally used to convey company and product information to external target audiences, influence job attitudes and behaviors of salespeople. Design/methodology/approach The study is conducted based on survey data on 348 salespeople working at regional banks in the Midwestern USA. The relationships among salespeople’s perceptions of marketing messages (i.e. in terms of value incongruence and claim inaccuracy), organizational cynicism, job attitudes (i.e. organizational commitment and job satisfaction) and behaviors (i.e. extra-role performance) are empirically tested. Findings Salespeople’s perceptions of value incongruence and claim inaccuracy of marketing messages heighten organizational cynicism, which in turn negatively impacts on organizational commitment, job satisfaction and extra-role performance. Also, inaccurate claim directly decreases job attitudes and behaviors. Research limitations/implications The results are limited to salespeople in financial institutions, and future research should investigate perceptions of non-customer contact employees in other industry contexts. Future investigation may also include objective performance metrics and consumer satisfaction ratings. Practical implications Service firms should strive to align salespeople’s perceptions of marketing messages with firms’ intended goals from those messages. Originality/value Drawing on attitude theory and perspectives from sales literature, social psychology and organizational behavior literature, in the first of such investigations, the authors studied the impact of external marketing messages on salespeople’s cynicism, job attitudes and behaviors.

Moving Toward a New Model of Sexual Consent: The Development of the Process-Based Consent Scale

2020 ◽  
pp. 107780122095215
Author(s):  
Alyssa M. Glace ◽  
Judith G. Zatkin ◽  
Keith L. Kaufman
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Sexual Violence ◽  
Factor Structure ◽  
Concurrent Validity ◽  
Sexual Consent ◽  
Future Research ◽  
Attitudes And Behaviors ◽  
Confirmatory Factor ◽  
And Behaviors

Measuring attitudes and behaviors associated with sexual consent is crucial to research addressing sexual violence, as lack of consent is a defining feature thereof. This research developed and validated the Process-Based Consent Scale to address concerns associated with missing components of existing consent scales. The factor structure was supported by an exploratory factor analysis (EFA) and subsequent confirmatory factor analysis (CFA). The scale contains three subscales: ongoing consent, communicative sexuality, and subtle coercion. Results indicated good convergent and concurrent validity. Future research should consider using this tool to measure attitudes and behaviors related to sexual consent and coercion.

Promoting desirable work attitudes and behaviors among accountants: a field study

2020 ◽  
Vol 35 (10) ◽  
pp. 1591-1604
Author(s):  
Enoch Kusi Asare ◽  
J. Lee Whittington ◽  
Robert Walsh
Keyword(s):  
Performance Management ◽  
Affective Commitment ◽  
Online Survey ◽  
Management Practices ◽  
Work Attitudes ◽  
Work Outcomes ◽  
Future Research ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
And Behaviors

Purpose Accounting work is characterized by high job demands and tight deadlines. With less task variety, accounting work is susceptible to employee disengagement. This paper aims to examine the role of enhanced performance management practices as intervention mechanism to the disengagement among accountants. Design/methodology/approach A total of 105 accountants participated in an online survey, answering self and social reports. Hypotheses were tested using regression analyses. Findings Enhanced performance management practices promote engagement among accountants. In turn, engagement promotes job satisfaction and affective commitment among accountants. Research limitations/implications Further studies are necessary to test the study’s findings. Future research should focus on replicating this study in other settings. Practical implications Performance planning and implementation are critical to enhancing accountants’ work attitudes and behaviors. Originality/value The accounting literature has consistently addressed negative accounting work outcomes from the perspective of burnout (a negative approach). This paper addresses the issue from the perspective of engagement (a positive approach).

scholarly journals Does CSR add Value to Service Innovation Performance via HRM? A Conceptual Framework and Future Research Agenda

2020 ◽  
Vol V (III) ◽  
pp. 73-83
Author(s):  
Abdul Latif ◽  
Noor Ul Hadi ◽  
Jamila Khurshid
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Future Research ◽  
Competitive Advantages ◽  
Attitudes And Behaviors ◽  
Future Research Agenda ◽  
Csr Strategy ◽  
Promising Area ◽  
And Behaviors ◽  
Sustainable Competitive Advantages

Drawing upon social exchange theory, the present study conceptualizes CSR as a strategic asset, and organizational CSR initiatives influence employee’s attitudes and behaviors, including citizenship and innovative behavior. CSR can be aligned with HR strategies to get employees boost and committed to their organization. CSR strategy from an employee perspective may become a rare, valuable, non-substitutable and inimitable resource that gives organizations’ strategic and sustainable competitive advantages. The study concludes CSR is a promising area that affects employee’s attitudes and behaviors within the framework of HRM. Current literature is inconsistent and lacks maturity. The present study integrates CSR with attitudes and behaviors from an innovation perspective. CSR as a strategic resource is an attraction for stakeholders, including employees.

scholarly journals CAUSE-FIT, POSITIVE ATTITUDES AND BEHAVIORS WITHIN HYBRID COLOMBIAN ORGANIZATIONS

2015 ◽  
Vol 55 (4) ◽  
pp. 408-417 ◽  
Author(s):  
JUAN PABLO ROMÁN-CALDERÓN ◽  
CARLO ODOARDI ◽  
ADALGISA BATTISTELLI
Keyword(s):  
Psychological Contract ◽  
Structural Equation ◽  
Theoretical Background ◽  
Social Recognition ◽  
Social Needs ◽  
Equation Modeling ◽  
Attitudes And Behaviors ◽  
Positive Attitudes ◽  
Social Cause ◽  
And Behaviors

ABSTRACTSocially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR) programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented) Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

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