employee behaviors
Recently Published Documents


TOTAL DOCUMENTS

120
(FIVE YEARS 39)

H-INDEX

17
(FIVE YEARS 3)

Buildings ◽  
2022 ◽  
Vol 12 (1) ◽  
pp. 56
Author(s):  
Zheng He ◽  
Genda Wang ◽  
Huihua Chen ◽  
Zhuojun Zou ◽  
Hongyan Yan ◽  
...  

The increasing developmental potentiality for the construction industry brings the huge challenge to make up the limitation of traditional construction project management mode when adapting to the Sustainable Development Goals (SDGs). Due to the high energy and resource consumption for the construction projects, there are a large number of uncertainties and disturbances in achieving resilient urban infrastructure. Studying construction project resilience (CPR) is imperative. However, prior studies preferred to measure resilience by systemic indicators, which are complex and unfriendly. Studying CPR from the perspective of employee behavior (EB) remains rare. Hence, this study proposed a social network analysis (SNA) methodology to overcome the research gap. Firstly, six EBs are identified by the systematic literature review (SLR). Then, the critical employees (CEs) and their interrelationships are investigated to form the social network. Six SNA parameters including density, degree centrality, betweenness centrality, efficiency, constraint, and cliques are selected to model the EBs, namely PMT cohesion, the identity of the project culture, formal behavior between employees, collaboration efficacy, informal social constraints, and reciprocity and mutual trust. Finally, the value of CPR is obtained and the strategies for improving the CPR are proposed from four characteristics: robustness, redundancy, rapidity, and resourcefulness. The findings provided a simple and effective techniques to measure the CPR and could benefit the project manager to improve the CPR by exerting accurate strategies to the EBs in poor performance.


2021 ◽  
Vol 12 ◽  
Author(s):  
Huaqiang Wang ◽  
Dan Li ◽  
Lei Wu ◽  
Zhihui Ding

Previous studies have shown that leader narcissism has a significant impact on the effectiveness of a leader and employee behaviors; however, research on career outcomes of employees is still inadequate. This study explores the effects of leader narcissism on the career success of employees from an interpersonal relationship perspective and examines the mediating role of supervisor-subordinate conflict and the moderating role of dominant personality traits of employees. Data from 291 employees in Chinese companies have revealed that leader narcissism, directly and indirectly, affects the career success of employees through supervisor-subordinate relationship conflict. However, dominant personality traits of employees strengthen the impact of leader narcissism on supervisor-subordinate relationship conflict. The theoretical and practical implications of the findings of this study are further discussed.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Regina Yanson ◽  
Jessica M. Doucet ◽  
Alysa D. Lambert

Purpose The purpose of this study is to explore the relationship between employee age and intimidation in the workplace. Dysfunctional employee behaviors such as harassment and aggression are harmful to the organizational work environment. Such destructive behaviors have long been viewed as negatively impacting organizational success. Additionally, the age dynamics in organizations are rapidly changing as the “graying of America” progresses, older workers remain in the workforce and younger workers delay employment.Design/methodology/approach The study utilizes data from the Federal Bureau of Investigation's National Incident-Based Reporting System (NIBRS), which is a national database containing information on crime in the US.NIBRS was used to measure the occurrence of workplace violence overall, and workplace intimidation specifically, in the restaurant industry, as well as the ages of both victims and perpetrators of work-related violence.Findings Results revealed that younger workers are more likely to perpetrate workplace intimidation than their senior counterparts. As victim age increases, employees are more likely to report intimidation than more serious crimes.Practical implications Workplace intimidation prevention programs do not typically include age as a factor. This study may be helpful to managers and HR managers charged with developing workplace training programs.Originality/value The results of this study contribute to the shared understanding of dysfunctional workplace dynamics. As the workforce collectively ages, organizations should acknowledge the potential impact age may have on violence in the workplace.


2021 ◽  
pp. 089331892110538
Author(s):  
Liang Liang ◽  
Xue Zhang ◽  
Guyang Tian ◽  
Yezhuang Tian

The effect of communication visibility on employee behaviors has garnered attention for the widespread use of enterprise social media; yet, this research has rarely considered the typical employee behavior of innovation behavior. This paper explores the relationship between communication visibility and innovation behavior. In addition, the underlying mechanism and boundary conditions are examined drawing on communication visibility theory, regulatory focus theory, and voice literature. Data were collected in a field experiment from a Chinese enterprise. It was found that communication visibility was positively associated with innovation behavior, and the positive association was mediated by voice behavior. Meanwhile, the positive indirect effect of communication visibility on employee innovation behavior was strengthened by promotion regulatory focus. Our research expands our understanding of the outcome behaviors of communication visibility and provides valuable management implications by shedding light on measures to promote innovation behavior.


Author(s):  
Felisa Latorre ◽  
Amalia Raquel Pérez-Nebra ◽  
Fabiana Queiroga ◽  
Carlos-María Alcover

The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work—MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility i-deals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic’s first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between i-deals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between i-deals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.


2021 ◽  
Vol 18 (2) ◽  
pp. 191-213
Author(s):  
Siti Rosnita Sakarji ◽  
◽  
Wan Nor Hazimah Wan Azib ◽  
Azyanee Luqman ◽  
Nooradzlina Nooradzlina ◽  
...  

Employees are the most important asset of organizations. Making them happy with their workplace and the work itself will benefit not only the employees but also the organizations. Employee satisfaction is also based on their awareness of future development. Hence, this paper aims to determine the relationship between job satisfaction and five variables of pay, colleague, management, nature of work and promotion toward individual happiness. Data were collected from 126 respondents from Universiti Teknikal Malaysia Melaka (UTEM), a public higher education institution in Malaysia using simple random sampling. Subsequently, the data were derived using SPSS Version 22.0. The findings indicated that there is a positive relationship between pay, colleague, management, nature of work, and promotion. Based on the results, the nature of work and promotion are the most important factors that influence employee happiness, thus leading to job satisfaction. Moreover, the result from the hypothesis test revealed that there is a significant relationship between pay, colleague, management, nature of work, and promotion. These findings may guide the implementation of policies by human resources or other organization management in a higher education institution. For instance, they may use job happiness (mental well-being) as a predictor of employee behaviors and then formulate recruitment policies that will help maintain employee happiness and satisfaction, thereby helping in employee retention.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Scott Martin ◽  
Richard Klimoski ◽  
Alexandra Henderson

PurposeThe purpose of this study was to determine the roles of employee proficiency, adaptivity and proactivity in predicting different aspects of internal service.Design/methodology/approachManagers evaluated 142 professional employees on proficiency, adaptivity and proactivity and about six weeks later 2–3 internal customers evaluated each of the employees on dimensions of internal service, namely reliability (i.e. performing dependably and accurately), assurance (i.e. knowledge, courtesy, and the ability to inspire trust and confidence), responsiveness (i.e. willingness to help customers and provide prompt service) and empathy (i.e. caring and providing individualized attention).FindingsEmployee proficiency and proactivity were the main predictors of delivering reliable services. Employee proficiency was the main predictor for creating a sense of assurance. Employee adaptivity was the main predictor of being viewed as responsive. Employee proactivity was the main predictor for establishing a sense of empathy.Practical implicationsIn a given situation, some aspects of internal service will be more important than others. The results will enable organizations to improve internal service in a more effective and efficient manner by developing interventions that are targeted at the specific dimension of interest.Originality/valueThe authors identified the types of employee behaviors that are likely to be most effective in impacting different aspects of internal service.


Author(s):  
Alfi Wardina Faradisa ◽  
Tri Martiana

Introduction: PT. X Surabaya is a company engaged in the field of construction services. Construction is an industrial sector which accounts for the highest accident rates in Indonesia. The high number of accidents in companies is a result of employee behaviors, one of which is related to the use of PPE. Based on Activator-Behavior-Consequence (ABC) model, factors that influence worker compliance behavior can be determined. From here, measures to strengthen or weaken the behavior can be proposed. This study aims to analyze the correlation between activator and consequence factors with compliance behavior in using PPE. Method: This study was an analytic observational study with a cross sectional design. This study used sample size by a total population of 32 construction workers at PT. X Surabaya. The variables studied were work motivation, reward, and punishment as independent variables, while the behavior of using PPE as the dependent variable in this study. Data were gathered by collecting company’s secondary data, questionnaires, and observations by using critical behavior checklist instrument. The research analysis used the Spearman correlation statistical test. Results: The Spearman correlation statistical test showed that the relation between work motivation with compliance behavior in using PPE (r = 0.329), reward with compliance behavior in using PPE (r = 0.374), and punishment with compliance behavior in using PPE (r = 0.263) was weak. Conclusion: Work motivation, reward, and punishment had a correlation with compliance behavior in using PPE, but these factors had a weak correlation. There may be other correlated factors in determining compliance behavior in using PPE.Keywords: punishment, reward, work motivation


Sign in / Sign up

Export Citation Format

Share Document