Technostress and counterproductive behaviours in an organisation

Work can be a place where we experience stress. In recent years, employees exposed to work with the use of information and communication technologies have reported symptoms of technostress. In turn, such frustration may lead to various negative and ineffective behaviours at work. The aim of the study was to analyse the links between technostress and counterproductive behaviours (theft, fraud, withdrawal and sabotage). 676 employees (including 50.9% women) aged 20 to 63 (M = 41.04; SD = 13.46) using ICT on a daily basis were surveyed. The study used the Counterproductive Behaviours Questionnaire and the Technostress Creators and Technostress Inhibitors Scale. The obtained results confirmed a positive relationship between Technostress creators and counterproductive behaviours and a negative relationship between Technostress inhibitors and counterproductive behaviours. These results can be used in organisations to minimize the risk of counterproductive behaviours by counteracting the occurrence of Technostress creators and reinforcing Technostress inhibitors.

The Precariat Soldiering on despite Challenges: A Comparative Study of Company A in the Agricultural Industry and Company B in the Hospitality Industry in Zimbabwe

Interrogating the precariat who soldier on in the face of numerous challenges in the agricultural and hospitality industries in Zimbabwe has become necessary in the light of the dilapidating economic environment in Zimbabwe. This study sought to unveil the factors behind the precariat who soldier on despite challenges faced at the workplace. A sample size of 16 participants was chosen from each company through convenience and purposive sampling. Data were gathered using a combination of unstructured interviews, content analysis of secondary sources and self-administered questionnaires. A thematic analysis approach was used to interpret and analyse the study findings. With the use of the employment strain model, the research established that despite the myriad of challenges faced by the precariat, there are motivating factors that help them to endure all the hardships. The findings revealed that entrepreneurial activities, counterproductive behaviours, and working hard helped to endure hardships. Organisations are on the receiving end of poor performance, poor quality service, high costs and high accident rates, among other things. Recommendations are for the companies to develop precarious employment policies to govern the working conditions for the precariat, to adhere to the existing legal frameworks for precarious work, and for the HR department to advise workers and management that the precariat should be treated equitably and enjoy workplace representation and protection against unfair labour practices.

HPWSs and employee performance in KIBS companies: a mediating–moderating analysis

PurposeThe purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.Design/methodology/approachThis study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).FindingsThis research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.Research limitations/implicationsThis study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThis study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

When does job burnout not hurt employee behaviours?

PurposeThe purpose of this study was to describe and explain the relationship between job burnout (JB), organisational citizenship behaviours (OCBs) and counterproductive workplace behaviours (CWBs). The job demands-resources theory was applied to test the moderating role of perceived organisational support (POS) in the relationship shared by JB, OCBs and CWBs.Design/methodology/approachThe study was conducted anonymously on a group of 253 telephone customer support services employees from companies operating in Poland. Moderation analyses for statistical verification were conducted with macro PROCESS version 3.3.FindingsThe research confirmed a significant statistical relationship between JB and all the studied variables: POS, OCBs and CWBs. It may be concluded that JB increases the probability of CWBs and decreases employee readiness for OCBs. When employees experienced POS, a reduction in tendency for counterproductive behaviours was observed, while citizenship behaviours remained unchanged. Thus, it might be concluded that POS levels off the intensity of the influence of JB on employees’ organisational behaviours.Practical implicationsIndividuals who lack enough social resources to perform their job tasks limit their citizenship activity in the workplace within their behavioural strategy (helping, initiative, etc.). In order to protect their resources, they may also display strategies that are destructive for their organisational environment, e.g. incivility or production deviance. In the situations when the organisation and superiors provide employees with support and demonstrate concern for providing comfortable working conditions, such persons, even in the case of perceived emotional exhaustion, maintain a high level of job activity.Originality/valueThe combination of variables presented in the research model explains the significance of the chosen determinants of behaviours that are key from the perspective of the organisation’s effectiveness and market competitiveness. This research extends knowledge pertaining to the relationship between JB and organisational behaviours.

Dataveillance in the Workplace: Managing the Impact of Innovation

Background: Monitoring and surveillance are a fundamental part of the workplace environment, with employee performance and productivity as the main objects of scrutiny. However, many questions surround the ethical nature of managements’ ability to employ advanced digital technologies to monitor employee behaviour and performance while in the workplace. If unaddressed, these concerns have the potential to significantly impact the relationship between the employee and the employer, impacting trust in management resulting in negative attitudes and counterproductive behaviours.Objectives: The goal of this paper is to present a comprehensive review of workplace surveillance whilst outlining some of the emerging issues relating to the use of employee monitoring technologies in the workplace.Methods/Approach: A detailed review of the literature was conducted in order to identify the major issues relating to workplace surveillance. In addition, a number of practitioner-based studies were examined to extract and identify emerging trends and concerns at an industry level.Results: Workplace surveillance is on the rise; however, empirical studies are in short supply.Conclusions: The issue of workplace surveillance is an under-researched area, which requires much attention. There is a distinct need for clear measures and structures that govern the effective and fair use of communication technologies in the workplace.

Examining occupational stress, job satisfaction and gender difference among bank tellers: evidence from Ghana

PurposeBank tellers have been ignored in stress research. The purpose of this paper is to investigate the relationships between occupational stress, job satisfaction, and gender difference among bank tellers in Ghana.Design/methodology/approachUsing a cross-sectional survey approach, the authors used questionnaires to collect data from bank tellers in Ghana. Valid questionnaires were retrieved from 112 tellers across four banks. The hypotheses were tested using Pearson r-test, standard multiple regression and independent t-test.FindingsThe results revealed that tellers are more likely to exhibit counterproductive behaviours such as job dissatisfaction due to work-related stress. The results further showed that gender is not a strong determinant of job satisfaction and occupational stress among the bank tellers. Thus, both male and female tellers can have similar stress perceptions and experiences. Also, both male and female tellers can be satisfied with their jobs.Research limitations/implicationsThe findings must be interpreted with caution because cross-sectional surveys are often criticised for causality issues. The causality issue here is that the use of cross-sectional data did not allow the study to examine any changes in some of the constructs examined with time. Also, the results are occupation, industry and country-specific.Practical implicationsTo reduce counterproductive behaviours due to occupational stress, human resource managers and line managers of the banks urgently need to train bank tellers on stress management. Emotional intelligence training is also necessary for bank tellers to obtain the needed resources and competencies to deal with daily stress.Social implicationsA stressful work environment negatively affects employee and organisational productivity and performance. The socioeconomic consequences of occupational stress are expensive for organisations, economies and society. The indirect effect of stress on employees' families and friends are often ignored by organisations.Originality/valueThe transactional stress theory has been applied towards an understanding of occupational stress and job satisfaction among bank tellers. The examination and establishment of particular relationships between occupational stress, job satisfaction and gender difference are significant for human resource managers and other line managers.

Behavioural actions of shop-floor employees towards occupational health and safety measures during the COVID-19 pandemic restrictions: A case of the agriculture Industry in Zimbabwe

COVID-19 pandemic has brought massive suffering to many workers globally. It has disrupted the normalcy and socio-economic fabric in many societies and has redefined the nature of the world of work. Several restrictions and measures to mitigate the spread and implications of Coronavirus have been put in place through government and individual employer efforts. These include the compulsory use of masks, body temperature tests, avoidance of unnecessary movement and maintenance of social/physical distancing among other occupational health and safety practices. Based on the findings from two selected timber sector organisations in Zimbabwe, employees have non-congruent behavioural actions to conform and adhere to the OHS measures for COVID-19. The management believes that shop-floor employees are not scared of the pandemic; they think that the virus is an illusion. Employees resist respecting social/physical distancing due to their cultural beliefs and value; some are even stealing hand sanitisers for other uses rather than the prevention of COVID-19. The study recommends effective training, awareness campaigns and effective communication for culture change and to help workers appreciate that COVID-19 is very deadly and is a reality. Taking disciplinary action for non-compliance of shop-floor employees has created negative perceptions and led to counterproductive behaviours among workers towards efforts to manage and control the spread of COVID-19 in the workplace. Trade unions and worker committees have a role to play in enhancing communication and advancing workers interests for improvement of decent working conditions in the face of Coronavirus. The state and employers should ensure respect for fundamental rights of the precariats who are soldering on in the pandemic context.

Empirical examination of theoretical model of workplace envy: evidences from Jordan

Purpose This paper aims to report the findings of a study examining the role of workplace envy as a mediator between set of antecedents and consequences. A theoretical model proposed to be tested empirically by Mishra (2009). Design/methodology/approach A pre-determined questionnaire was completed by 169 employees working in several jobs at four organizations in Jordan. Only 142 were usable for the present study, resulting in a response rate of 84 per cent. The data collection period took only one month from March 2017 to April 2017. Findings Six hypotheses were developed in this study. The results from multiple-regression analysis indicate that the three proposed antecedents (i.e. neuroticism, conscientiousness and perceived competitiveness) significantly predict workplace envy. In addition, workplace envy significantly predicts counterproductive behaviours and organizational citizenship behaviour. Research limitations/implications Organizations must set a range of methods that help in reducing the envy at work. A starting point to do that is to measure both; the levels of envy and its main determinants among all employees in the organization. After this assessment, the aim is to build intervention methods aimed at striving to reduce workplace envy. Furthermore, the proposed model of this study may provide managers with new insights into reducing envy at work. These might be, but not specific to: stress management programmes, teaching employees ethical solutions for conflicts at work and conducting informal activities between employees. Originality/value This is one of the studies, to author knowledge, that tested variety of antecedents and consequences of workplace envy in a Jordanian context. As a result, testing the proposed model addresses previous research concerns that envy has not thoroughly investigated and requires empirical consideration.

Perceived Organisational Injustice and Counterproductive Behaviour: The Mediating Role of Work Alienation Evidence from the Egyptian Public Sector

This study examines the relationship between the four dimensions of organisational justice, namely, distributive, procedural, interpersonal, and informational justice, and workers’ counterproductive behaviour, and whether work alienation has mediating effect in this relationship. These relationships were tested in a sample of 300 blue-collar workers operating in Egyptian public industrial context, only 236 responded positively. Results revealed that there are significant relationships between organisational injustice (in its four types) and counterproductive behaviours, and each of the work alienation dimensions partially mediated this relationship. These findings were discussed in the light of extant literature. Research limitations and implications for future research were reported.

Examining the relationship between organizational coaching and workplace counterproductive behaviours in the United Arab Emirates

Purpose – The purpose of this study is to establish both the validity of Western theories within the Middle East, namely, the United Arab Emirates (UAE), and to further improve and extend our understanding of the effect of organisational coaching on counterproductive behaviours, such as bullying and alienation. Design/methodology/approach – A sample size of 656 participants from 29 organisations and 14 different industries was employed. A research model was proposed, refined and tested through a quantitative paradigm using one dimension nonlinear principal components analysis, linear structural equation modelling (SEM) and MANOVA. Findings – The correlation analysis results show non-significant negative correlations between coaching and all of the organisational counterproductive behaviour dimensions but not certainty. It was found that a significant weak relationship exists between most of the mediator dimensions, while a strong relationship exists between job alienation and workplace bullying. Results of the linear SEM provide support that coaching is related to certainty. Furthermore, the results reveal that certainty mediates a significant link between coaching and organisational counterproductive work behaviours (job alienation and bullying). Originality/value – The study is considered the first in the UAE to investigate organisational counterproductive work behaviours (bullying and job alienation). The main contribution of this study is to quantify the relationship between organisational coaching and bullying and job alienation mediated by organisational climate dimensions.