workplace outcomes
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2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khurram Shahzad ◽  
Rimsha Iqbal ◽  
Basharat Javed ◽  
Syed Danial Hashmi

Purpose Drawing on conservation of resource theory, this study aims to examine the impact of work-study conflict (WSC) on workplace outcomes (job performance, job satisfaction, burnout and turnover intention). The study also investigated whether these relationships were contingent on the level of supervisor support at the workplace. Design/methodology/approach Survey data were collected in two-time lags from 752 studying professionals (non-traditional students) through a convenient sampling technique. Findings Results showed that WSC enhances burnout and turnover intention but has no significant direct relationship with job performance and job satisfaction. It was also found that the relationships between WSC and workplace outcomes, i.e. job performance, job satisfaction and burnout were conditional on the level of supervisor support. Originality/value The research contributes to WSC literature by being the first to empirically investigate the direct and interactive effects of WSC and supervisor support on important workplace outcomes of those adults who were primarily working and then decided to study further for career development rather than on full-time students.


2022 ◽  
pp. 175-202
Author(s):  
Abdul Gani ◽  
Sana Shabir

Recent interest in the subject of workplace spirituality and leadership emphasizes the integrative potential of spirituality in the workplace as a means of increasing cohesiveness and leadership effectiveness. Relatively little attention has, so far, been devoted to how spirituality could act as a force of developing leadership effectiveness within organizations. Since workplace spirituality and leadership together are in a developing phase of postmodern discourse, the bridge between the two needs to be narrowed down by identifying the reasons for the evident disconnection between workplace outcomes and leadership spirituality and probing possible moderators and mediators of this relationship. The chapter encapsulates the existing research evidence on spirituality and leadership effectiveness to identify the future research agenda in the area. The review reveals that workplace spirituality and leadership share a significant positive relationship and that improving the core areas of spirituality can improve various dimensions of leadership.


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ronit Nadiv

PurposeWhy did some individuals have relatively little trouble balancing work and home demands during the COVID-19 lockdown, while others felt overwhelmed? Although ample studies have recently been generated regarding COVID-19 employment challenges, this question has not yet received sufficient scholarly attention. This research integrates work–home conflict theories with the paradox-mindset framework, in order to suggest a new theoretical approach for understanding individual differences in addressing work–home conflict.Design/methodology/approachDuring the first two weeks of the COVID-19 epidemic in Israel, the author gathered 117 completed questionnaires from their colleagues in the Israeli higher-education system, who were working remotely and teaching online during the lockdown imposed to control the epidemic. Based on a path-model analysis, the author examined whether their experiences of strain and tension in the work domain might be indirectly and positively associated with workplace outcomes via positive associations between these experiences and paradox mindset, as well as negative associations between paradox mindset and work-to-home conflict (WTH) and home-to-work (HTW) conflict.FindingsThe study findings highlight the beneficial effect of paradox mindset on the experience of work–home conflict and its outcomes. Although working remotely has great potential to increase the strain and tension experienced by employees, applying a paradox mindset reduces the experience of work–home conflict and is positively associated with certain work outcomes.Originality/valueThis research integrates work–home conflict theories with the paradox-mindset framework. The beneficial effects of a paradox mindset on the experience of work–home conflict and its outcomes are highlighted.


2021 ◽  
Vol 183 ◽  
pp. 111112
Author(s):  
Zsolt Péter Szabó ◽  
Evelin Simon ◽  
Andrea Czibor ◽  
Péter Restás ◽  
Tamás Bereczkei

Author(s):  
D. Kip Holderness ◽  
Kari Joseph Olsen ◽  
Todd A. Thornock ◽  
Edward C. Tomlinson

Psychological entitlement is a sense that one deserves more than others, and is correlated with a host of negative workplace behaviors. Because entitled individuals have a strong desire for the approval of others, we examine whether increasing the expectation of being monitored can limit some of these negative behaviors. We find that when the expectation of being monitored is low, psychological entitlement is associated with lower performance and higher misreporting. In contrast, when the expectation of being monitored is high, not only are these behaviors reduced, but performance increases and misreporting decreases for entitled individuals. Our results suggest that expectations of performance monitoring can be used to improve workplace outcomes for entitled employees.


Author(s):  
Amuta Arumugam ◽  
Dr.Ganesan Shanmugavelu ◽  
Dr.Yahya Osman ◽  
Dr.Khairi Ariffin ◽  
Dr.M.Nadarajan Manickam ◽  
...  

Leadership is how all the possible dimensions of diversity are managing an organization develops an essential ingredient for any workplace that wants to build happier, more productive and more effective workplaces. Leadership sets the tone for the rest of the organization, recognizing and assessing cultural differences helps the organization to frame sound workforce management strategy and in developing positive workplace outcomes. The way leaders working in global arena have to take cultural differences and values into the main consideration while formulating an effective motivation and leadership strategy. Diversity carries out specific strategies to get leaders have initiated efforts that highlighting a conceptual paper concept and few challenges of workforce diversity. It needs to be the official set application of motivation, leadership practices and also discusses the real-life diversity management. The key area to look within the leadership team workplace diversity is a challenge for everyone, especially managers and business owners. This paper underlines a necessary step to ensure that diversity remains a core business value, even leadership contributes an idea to management policy makers for designing an oriented motivational and leadership strategy for managing a diversified workforce. KEYWORDS : Leadership, Workplace, Diversity, Motivation, Competencies, Challenges,


2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zoleikha Abbasi ◽  
Jon Billsberry ◽  
Mathew Todres

Purpose The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes. Design/methodology/approach This is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs. Findings Integrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes. Originality/value Previous conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.


2021 ◽  
Author(s):  
Rebecca Robbins ◽  
Matthew D Weaver ◽  
Stuart Quan ◽  
Jason P Sullivan ◽  
Salim Qadri ◽  
...  

Sleep deficiency and undiagnosed or untreated sleep disorders are pervasive among employed adults, yet often ignored in the context of workplace health promotion programs among employers. Smartphone applications (app) are a promising, scalable approach to improving sleep among employees. In this randomized clinical trial, we evaluate the dayzz app, a personalized sleep training program that promotes healthy sleep and sleep disorders awareness through personalized, comprehensive sleep improvement solutions. In a sample of daytime employees affiliated with a large healthcare organization, we evaluated the dayzz app in a parallel-group, randomized, waitlist control trial. Participants were randomly assigned to either use the dayzz app throughout the study or the waitlist control condition where they would receive the dayzz app at the end of the study period. We collected data on employee sleep (e.g., sleep duration, sleep health behavioral changes); workplace outcomes (e.g., employee presenteeism, absenteeism, and performance); and healthcare utilization (e.g., mental health, ambulatory visits, and emergency room visits), throughout the study. Results show that those assigned to the experimental condition exhibited an increase in healthy sleep behaviors; an increase in sleep duration; a trend toward a more regular sleep schedule; and a significant increase in overall sleep quality. Regarding workplace outcomes, results showed that those in the experimental condition also demonstrated a trend toward less absenteeism and significantly lower presenteeism; and those in the experimental condition reported lower healthcare utilization. Results from this randomized clinical trial demonstrate that a workplace sleep wellness program can be beneficial to both the employee and employer.


2021 ◽  
pp. 104649642110448
Author(s):  
Alicia S. Davis ◽  
Adrienne M. Kafka ◽  
M. Gloria González-Morales ◽  
Jennifer Feitosa

With the worldwide focus shifting toward important questions of what diversity means to society, organizations are attempting to keep up with employees’ needs to feel recognized and belong. Given that traditionally team and diversity trainings are provided separately, with different theoretical backgrounds and goals, they are often misaligned and ineffective. We review 339 empirical articles depicting a team, diversity, or emotional management training to extract themes and determine which methods are most effective. Although research has demonstrated the importance of belonging for providing positive workplace outcomes, we found that the traditional design of these trainings and lack of emotional management prevent a balance between team and diversity goals, preventing belonging. We propose an integrative training with emotional management to help teams foster optimal belonging, where members can unite together through their differences. Accordingly, our themes inform this training model that can inspire future research into more effective training.


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