scholarly journals Perception of organizational politics and employee performance: Antidotal role of impression management

2021 ◽  
Vol 19 (1) ◽  
pp. 103-115
Author(s):  
Ganesh Bhattarai
Keyword(s):  
Impression Management ◽  
Work Performance ◽  
Employee Performance ◽  
Harmful Effect ◽  
Research Work ◽  
Organizational Politics ◽  
Cross Sectional ◽  
Working People ◽  
Perception Of Organizational Politics

The perception of organizational politics seriously affects working people, and it is an unavoidable detrimental aspect of an organization. Prior studies are focused on the detrimental consequences of perceived organizational politics and not paid attention to its remedial actions. Therefore, proper intervention as a corrective action for the harmful effect of organizational politics perception was essential. Hence, this study was motivated to know: (a) the effect of the perception of organizational politics on employees’ performance, and (b) the mitigating role of impression management (self-promotion and ingratiation) for the detrimental effect of perception of organizational politics on work performance. Perceptual cross-sectional data was taken from 725 employees working in Nepalese banks. Quantitative data analysis revealed that perception of organizational politics has a detrimental impact on employee performance; impression management (self-promotion and ingratiation) worked as an antidote for such effects. The study’s unique findings were a different form of association of perception of organizational politics with work performance under the different situations of impression management (self-promotion and ingratiation). Moreover, those employees were less suffered from the perceived organizational politics who were good in impression management (self-promotion and ingratiation). Impression management (self-promotion and ingratiation) is controlled, as an antidote, comparatively more effectively for the high poli-tics perceiver than the low perceiver. Numbers of theoretical and practical implications are suggested to cure perceived organizational politics’ detrimental outcomes on employee performance. AcknowledgmentThis article is a part of the PhD research work that was funded by the University Grants Commission of Nepal (award number: PhD/73-74/Mgmt/04).

scholarly journals Leadership and employee attitudes: The mediating role of perception of organizational politics

2020 ◽  
Vol 7 (1) ◽  
pp. 1720066 ◽  
Author(s):  
Uzair Khuwaja ◽  
Kaleem Ahmed ◽  
Ghulam Abid ◽  
Ahmad Adeel ◽  
Isaac Wanasika
Keyword(s):  
Organizational Politics ◽  
Employee Attitudes ◽  
Mediating Role ◽  
Perception Of Organizational Politics

scholarly journals Does employee envy trigger the positive outcomes at workplace? A study of upward social comparison, envy and employee performance

2020 ◽  
Vol 5 (2) ◽  
pp. 169-188
Author(s):  
Muhammad Haris Khan ◽  
Ayesha Noor
Keyword(s):  
Social Comparison ◽  
Organizational Support ◽  
Employee Performance ◽  
Cross Sectional ◽  
Malicious Envy ◽  
Benign Envy ◽  
Upward Social Comparison ◽  
Moderating Role ◽  
Survey Questionnaires

The purpose of this research was to investigate the outcomes of envy in the workplace and the moderating role of perceived organizational support. Data was collected from 270 employees of the telecom industry. The cross-sectional research was conducted, and the data was collected through survey questionnaires from employees hailing from private Telecom companies in Pakistan. Results showed that upward social comparison initiates benign and malicious envy which, in turn, affects employee performance. Benign envy results in enhancing the employee performance whereas malicious envy shows no relationship with employee performance. By paying attention to supporting the employees, malicious envy can enhance employee performance.

Numerical Analysis of Bearing Capacity of Suction Caisson

2008 ◽  
Author(s):  
Mahmoud Ghazavi ◽  
Kazem Barkhordari ◽  
Hooman Dabirmanesh
Keyword(s):  
Bearing Capacity ◽  
Research Work ◽  
Geometry Optimization ◽  
Uplift Capacity ◽  
Cross Sectional ◽  
Taper Angle ◽  
Suction Caisson ◽  
Parametric Studies

This paper presents a finite element modeling for determination of bearing capacity of a suction caisson subjected to vertical uplift loading. The approach looks at the uplift capacity of the caisson considering a non-uniform cross sectional area to account for a geometry optimization. For this purpose, the numerical simulation is first verified using available data from other research work especially centrifuge data. Parametric studies are then performed to investigate the role of influencing factors including taper angel. The results show that the bearing capacity of caisson increases with increasing the taper angle.

Self-efficacy and workplace well-being: moderating role of sustainability practices

2019 ◽  
Vol 26 (6) ◽  
pp. 1692-1708 ◽  
Author(s):  
Sanjay Kumar Singh ◽  
Rabindra Kumar Pradhan ◽  
Nrusingh Prasad Panigrahy ◽  
Lalatendu Kesari Jena
Keyword(s):  
Self Efficacy ◽  
Research Work ◽  
Well Being ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Sustainability Practices ◽  
High Level ◽  
Moderating Role

Purpose How psychological variables especially self-efficacy plays significant role to attain workplace well-being is yet to be explained. The extant literature calls for further research works in the field of sustainability practices to bridge the gap between self-efficacy and workplace well-being. The purpose of this paper is to extend the literature of workplace well-being while scientifically examining the moderating role of sustainability practices. Design/methodology/approach The study collected data from 527 full-time executives of Indian public and private manufacturing industries. The authors performed moderated regression analysis through a series of hierarchical models to test the hypotheses of the study. Findings The result indicates positive relationship between self-efficacy and workplace well-being. Furthermore, the result suggests that the relationship between self-efficacy and workplace well-being was stronger among executives with high level of sustainability practices and vice versa. Research limitations/implications The cross-sectional sample of executives employed in Indian manufacturing organizations limits the generalizability of the findings. Practical implications HR functionaries and senior management may benefit by closely examining their sustainability practices along with their employees perceived ability to address workplace well-being. Originality/value The study contributes to extend the literature on self-efficacy and workplace well-being. This research work is one of the first few studies to examine the moderating effect of sustainability practices.

scholarly journals Unplanned Absenteeism: The Role of Workplace and Non-Workplace Stressors

2020 ◽  
Vol 17 (17) ◽  
pp. 6132 ◽  
Author(s):  
Nur Adibah Mat Saruan ◽  
Hanizah Mohd Yusoff ◽  
Mohd Fadhli Mohd Fauzi ◽  
Sharifa Ezat Wan Puteh ◽  
Rosnawati Muhamad Robat
Keyword(s):  
Work Performance ◽  
Longitudinal Design ◽  
Death And Dying ◽  
Cross Sectional Study ◽  
Cross Sectional ◽  
Staff Support ◽  
Workplace Stressors ◽  
High Prevalence ◽  
The Mean

Unplanned absenteeism (UA), which includes medically certified leave (MC) or emergency leave (EL), among nurses may disturb the work performance of their team and disrupt the quality of patient care. Currently, there is limited study in Malaysia that examines the role of stressors in determining absenteeism among nurses. Therefore, apart from estimating the prevalence and the reasons of UA among nurses in Malaysia, this study aims to determine its stressor-related determinants. A cross-sectional study was conducted among 697 randomly sampled nurses working in Selangor, Malaysia. Most of them were female (97.3%), married (83.4%), and working in shifts (64.4%) in hospital settings (64.3%). In the past year, the prevalence of ever taking MC and EL were 49.1% and 48.4%, respectively. The mean frequency of MC and EL were 1.80 (SD = 1.593) and 1.92 (SD = 1.272) times, respectively. Meanwhile, the mean duration of MC and EL were 4.24 (SD = 10.355) and 2.39 (SD = 1.966) days, respectively. The most common reason for MC and EL was unspecified fever (39.2%) and child sickness (51.9%), respectively. The stressor-related determinants of durations of MC were inadequate preparation at the workplace (Adj.b = −1.065) and conflict with doctors (adjusted regression coefficient (Adj.b) = 0.491). On the other hand, the stressor-related determinants of durations of EL were conflict with spouse (Adj.b = 0.536), sexual conflict (Adj.b = −0.435), no babysitter (Adj.b = 0.440), inadequate preparation at workplace (Adj.b = 0.257), lack of staff support (Adj.b = −0.190) and conflict with doctors (Adj.b = −0.112). The stressor-related determinants of the frequency of MC were conflicts over household tasks (Adj.b = −0.261), no time with family (Adj.b = 0.257), dangerous surroundings (Adj.b = 0.734), conflict with close friends (Adj.b = −0.467), and death and dying (Adj.b = 0.051). In contrast, the stressor-related determinants of frequency of EL were not enough money (Adj.b = −0.334), conflicts with spouse (Adj.b = 0.383), pressure from relatives (Adj.b = 0.207), and inadequate preparation (Adj.b = 0.090). In conclusion, apart from the considerably high prevalence of unplanned absenteeism and its varying frequency, duration and reasons, there is no clear distinction in the role between workplace and non-workplace stressors in determining MC or EL among nurses in Malaysia; thus, preventive measures that target both type of stressors are warranted. Future studies should consider longitudinal design and mixed-method approaches using a comprehensive model of absenteeism.

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