The Importance of Perceptions of Fair Treatment and Organisational Support for Well-Being and Discretionary Effort in Policing

2020 ◽  
Author(s):  
Natalie Brown ◽  
Les Graham ◽  
Yuyan Zheng ◽  
Steven Lockey ◽  
Ian Hesketh
Keyword(s):  
Well Being ◽  
Discretionary Effort ◽  
Fair Treatment ◽  
Organisational Support

Publishing success of marketing academics: antecedents and outcomes

2015 ◽  
Vol 49 (1/2) ◽  
pp. 123-145 ◽  
Author(s):  
James Richard ◽  
Geoff Plimmer ◽  
Kim-Shyan Fam ◽  
Charles Campbell
Keyword(s):  
Quality Of Life ◽  
Well Being ◽  
Self Report ◽  
Academic Publishing ◽  
Content Type ◽  
Publish Or Perish ◽  
Organisational Support ◽  
Longitudinal Data Collection ◽  
Perceived Organisational Support

Purpose – The purpose of this paper is to explore the relationship between positive incentives (perceived organisational support) and negative incentives (publish or perish), on both academic publication productivity and marketing academics’ quality of life. While publish-or-perish pressure is a common technique to improve academics’ performance, its punishment orientation may be poorly suited to the uncertain, creative work that research entails and be harmful to academics’ life satisfaction and other well-being variables. In particular, it may interfere with family commitments, and harm the careers of academic women. While perceived organisational support may be effective in encouraging research outputs and be positive for well-being, it may be insufficient as a motivator in the increasingly competitive and pressured world of academia. These issues are important for individual academics, for schools wishing to attract good staff, and the wider marketing discipline wanting to ensure high productivity and quality of life amongst its members. Design/methodology/approach – A conceptual model was developed and empirically tested using self-report survey data from 1,005 academics across five continents. AMOS structural equation modelling was used to analyse the data. Findings – The findings indicate that the most important determinants of publishing success and improved well-being of academics is organisational support rather than a “publish-or-perish” culture. Research limitations/implications – The use of a self-report survey may have an impact (and potential bias) on the perceived importance and career effect of a “publish-or-perish” culture. However, current levels of the publish-or-perish culture appear to have become harmful, even for top academic publishers. Additional longitudinal data collection is proposed. Practical implications – The challenge to develop tertiary systems that support and facilitate world-leading research environments may reside more in organisational support, both perceived and real, rather than a continuation (or adoption) of a publish-or-perish environment. There are personal costs, in the form of health concerns and work–family conflict, associated with academic success, more so for women than men. Originality/value – This study is the first to empirically demonstrate the influence and importance of “publish-or-perish” and“perceived organisational support” management approaches on marketing academic publishing performance and academic well-being.

scholarly journals Organizational Justice in Young Churches: Maximizing Fair Treatment of Others and Responding to Violations

2020 ◽  
Author(s):  
David Robert Dunaetz
Keyword(s):  
Organizational Justice ◽  
Well Being ◽  
Church Members ◽  
Fair Treatment ◽  
Perceptions Of Fairness ◽  
Spiritual Well Being ◽  
Biblical Principles

Organizational justice is the perception that one is being treated fairly in an organization, especially by those who hold power, such as the leaders within a church, both lay and staff. These perceptions of fairness (or lack of fairness) will influence church members’ commitment to, satisfaction with, and involvement in their church, as well as their psychological and spiritual well-being. Young churches are especially susceptible to the consequences of violations of organizational justice because young churches experience frequent changes in programs and delegation of responsibilities. Leaders of young churches should seek to maximize organizational justice, grounded in biblical principles, in order to have a healthy, functional body of believers who work together to serve God. These leaders need to respond to justice violations with humility, managing any conflicts that occur in effective and constructive ways. They must also work to prevent organizational justice violations in young churches from becoming engrained in the churches’ culture.

scholarly journals Mental Well-Being Predictivity of Personal Meaning Profile in Various Age Groups

2018 ◽  
Vol 6 (10) ◽  
pp. 198 ◽  
Author(s):  
Nur Demirbaş-Çelik
Keyword(s):  
Regression Analysis ◽  
Multiple Regression Analysis ◽  
Emerging Adults ◽  
Multiple Regression ◽  
Well Being ◽  
Personal Meaning ◽  
Fair Treatment ◽  
Self Acceptance ◽  
Self Transcendence ◽  
Mental Well Being

The purpose of this research is to examine which factors of personal meaning profile explain mental well-being in different age stage. Although personal meaning has many different definitions, this research approaches it in seven factors; achievement, relationship, religion, self-transcendence, self-acceptance, intimacy, and fair treatment. The participants in this study were 410 (226 female, 184 male) representing three separate groups (Adolescents, emerging adults, and adults). Whether Personal meaning and mental well-being varied based on age was analyzed via ANOVA. Personal Meaning’s predictability of mental well-being was analyzed via multiple regression analysis. First, the mental well-being productivity of personal meaning in the whole group was examined. According to the examination, it was found that all factors except for religion explain mental wellbeing. These factors account for 54% of the variance. Secondly, multiple regression analysis was done for the personal meaning factors for each group. According to results: Achievement, relationship, and self-transcendence in adolescents; achievement, self-transcendence, self-acceptance, intimacy, and fair treatment in emerging adults; and intimacy, self-transcendence, self-acceptance and fair treatment in adults were significant predictors mental well-being. These factors account for 43% of total variance in adolescent, 65% in emerging adults, and 42% in adults. 

Explorations in Police Organisation: An Indian Context

2009 ◽  
Vol 11 (3) ◽  
pp. 255-273 ◽  
Author(s):  
Sweta Srivastava
Keyword(s):  
Well Being ◽  
Middle Level ◽  
North India ◽  
Psychological Well Being ◽  
Ego Resilience ◽  
Organisational Justice ◽  
Security Service ◽  
Organisational Support ◽  
Service Organisation ◽  
Relevant Outcome

The research is concerned with understanding the role of organisational justice, and the parameters of organisational support mechanisms in the sustenance and enhancement of psychological well-being, which in turn was postulated to contribute to a number of organisationally relevant outcome variables, with a focus upon the target group of a security-service organisation personnel. The sample consisted of 270 male lower and middle level respondents from a government security-service (police) organisation, who were located in the eastern, central, and western parts of a large state of north India. Major findings were that internal motivation, ego-resilience, well-being, and organisational justice were significant positive predictors of organisationally relevant outcome variables. Further, organisational justice, and organisational support were found to be positive contributors to well-being, which apparently was needed to alleviate the sense of a lack of psychological well-being that seemed to prevail among the respondents.

scholarly journals ORGANISATIONAL TRUST AS A MEDIATOR BETWEEN PERCEIVED ORGANISATIONAL SUPPORT AND CONSTRUCTIVE DEVIANCE

2017 ◽  
Vol 17 (1) ◽  
Author(s):  
Kabiru Maitama Kura ◽  
Faridahwati Mohd. Shamsudin ◽  
Ajay Chauhan
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Workplace Deviance ◽  
Least Square ◽  
Equation Modeling ◽  
Full Time ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
Organisational Trust ◽  
The Relationship

Although extant empirical research on workplace deviance has traditionally focused onbehaviours that threaten the well-being of an organization and/or its members, however,there is a paucity of research investigating constructive deviant behaviours, which play asignificant role in creating positive organizational change. Drawing upon social exchangetheory, this study examined organisational trust as a mediator of the relationship betweenperceived organisational support and constructive deviance. The data was obtained from asample of 212 full-time employees of a public sector organization in Nigeria. Results frompartial least square structural equation modeling (PLS-SEM) analyses revealed that perceivedorganisational support was positively related to constructive deviance. In addition, the resultsdemonstrated that organisational trust partially mediated the relationship between perceivedorganisational support and constructive deviance.Keywords: Constructive Deviance; Workplace Deviance; Organisational Support;Organisational Trust; Social Exchange Theory.

Does organisational support moderate the relationships between work-family/ family-work conflict and well-being of private university academicians

2020 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Adedeji Babatunji Samuel ◽  
Iqbal Hossain Moral ◽  
Mohammad Jamal Uddin ◽  
Md. Saidur Rahaman ◽  
Mohammad Mizanur Rahman
Keyword(s):  
Private University ◽  
Well Being ◽  
Family Work ◽  
Organisational Support ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

scholarly journals Antecedents of psychological well-being among workers within small and medium enterprises

2019 ◽  
Vol 45 ◽  
Author(s):  
Eugine T. Maziriri ◽  
Tinashe Chuchu ◽  
Nkosivile W. Madinga
Keyword(s):  
Mental Health ◽  
South Africa ◽  
Well Being ◽  
Business Environment ◽  
Career Goal ◽  
Empowering Leadership ◽  
Psychological Well Being ◽  
Goal Development ◽  
Organisational Support ◽  
Perceived Organisational Support

Orientation: In the contemporary business environment, employee mental health is neglected, especially in mental health research and practice in African Small and Medium-sized Enterprises (SMEs). This occurs even though this sector is the largest contributor to developed economies. This study highlights the importance of psychological well-being in SME performance and the individual employee.Research purpose: To investigate the influence of perceived organisational support, career goal development and empowering leadership on the psychological well-being of SME employees in Gauteng province, South Africa.Motivation for the study: Despite increasing research on SMEs, few studies have investigated the impact of perceived organisational support, career goal development, and empowering leadership on psychological well-being in a Southern African context.Research approach/design and method: This study followed a quantitative approach, using the survey methodology where a structured questionnaire was administered to 250 SME employees. To evaluate the psychometric properties of measurement scales, a confirmatory factor analysis was performed. Structural equation modelling was used to test the hypotheses.Main findings: Perceived organisational support, career goal development and empowering leadership have a positive and significant impact on the psychological well-being of SME workers. A robust, positive and significant relationship exists between empowering leadership and psychological well-being.Practical/managerial implications: The results indicate that SME managers in South Africa should pay more attention to, or place greater emphasis on, supporting employees in their organisations, recognising and assisting them in achieving their goals, and empowering them to be happy at work. If the psychological well-being of employees is prioritised, SME business performance will ultimately improve.Contribution/value-add: This study contributes to the current body of Africa’s industrial psychology and mental health literature – a field that has received little research attention in developing countries like South Africa.

scholarly journals Perceived organisational support and well-being: The role of psychological capital as a mediator

2018 ◽  
Vol 44 ◽  
Author(s):  
Anja Roemer ◽  
Chantel Harris
Keyword(s):  
Psychological Factors ◽  
Online Survey ◽  
Psychological Capital ◽  
Well Being ◽  
Negative Consequences ◽  
Snowball Sampling ◽  
Organisational Support ◽  
Perceived Organisational Support ◽  
The Relationship

Orientation: Today’s competitive work environment requires organisations and employees to successfully cope with challenges to maintain healthy levels of well-being. It is, therefore, imperative to investigate which organisational and psychological factors contribute to well-being in employees.Research purpose: This study served to analyse whether psychological capital (PsyCap) mediates the relationship between perceived organisational support (POS) and well-being.Motivation for the study: In light of the positive psychology movement, this study aimed to investigate how positive constructs actively contribute to employee well-being. Knowledge of organisational and psychological factors that enhance well-being in employees will be of great benefit to organisations that aim to create positivity in the workplace in order to avoid the negative consequences of work-related stress and a toxic work environment.Research approach/design and method: A cross-sectional, non-experimental design, applying convenience and snowball sampling, was used to recruit 159 South African employees who completed an online survey that assessed the constructs under investigation.Main findings: It was found that POS, PsyCap and well-being are positively correlated to one another. Moreover, hierarchical regression analyses revealed that PsyCap fully mediates the relationship between POS and well-being.Practical/managerial implications: These findings imply that organisations should be committed to target their employees’ PsyCap to enhance well-being in their workforce.Contribution/value-add: The findings show that it is not sufficient just to provide organisational support to enhance well-being. Organisations also need to acknowledge the important role of their employees’ PsyCap to ensure that they are well equipped to deal with challenges in the workplace while maintaining healthy levels of well-being.

scholarly journals COVID-19 anxiety among frontline nurses: predictive role of organisational support, personal resilience and social support

2020 ◽  
Author(s):  
Leodoro Labrague ◽  
Janet Alexis De los Santos
Keyword(s):  
Social Support ◽  
Work Performance ◽  
Well Being ◽  
Cross Sectional Study ◽  
The Philippines ◽  
Nursing Management ◽  
Cross Sectional ◽  
Management Interventions ◽  
Organisational Support ◽  
Personal Resilience

AbstractAimThis study examines the relative influence of personal resilience, social support and organisational support in reducing COVID-19 anxiety in frontline nurses.BackgroundAnxiety related to the COVID-19 pandemic is prevalent in the nursing workforce, potentially affecting nurses’ well-being and work performance. Identifying factors that could help maintain mental health and reduce coronavirus-related anxiety among frontline nurses is imperative. Currently, no studies have been conducted examining the influence of personal resilience, social support and organisational support in reducing COVID-19 anxiety among nurses.MethodsThis cross-sectional study involved 325 registered nurses from the Philippines using four standardised scales.ResultsOf the 325 nurses in the study, 123 (37.8%) were found to have dysfunctional levels of anxiety. Using multiple linear regression analyses, social support (β = -0.142, p = 0.011), personal resilience (β = -0.151, p = 0.008) and organisational support (β = -0.127, p = 0.023) predicted COVID-19 anxiety. Nurse characteristics were not associated with COVID-19 anxiety.ConclusionsResilient nurses and those who perceived higher organisational and social support were more likely to report lower anxiety related to COVID-19.Implication for Nursing ManagementCOVID-19 anxiety may be addressed through organisational interventions, including increasing social support, assuring adequate organisational support, providing psychological and mental support services and providing resilience-promoting and stress management interventions.

Sign in / Sign up

Export Citation Format

Share Document