EXPRESS: Moved to speak up: How prosocial emotions influence the employee voice process

Employees often notice issues as they go about their work, but they are more likely to remain silent than to voice about those issues. This means that organizations miss out on critical opportunities for improvement. We deepen understanding of why and when employees do speak up by theorizing about voice episodes that arise when organizational issues (e.g., policies, actions) cause others to suffer. We suggest that when employees feel prosocial emotions—empathic concern, empathic anger, and/or guilt—in response to another’s suffering, they are more likely to voice about the issues creating that suffering. Specifically, we propose that these other-oriented emotions make it more likely that employees will see an opportunity for voice, feel sufficiently motivated to voice, and assess the potential benefits of speaking up as greater than the possible costs. We also posit that three contextual factors—relationship to sufferer, relational scripts, and emotional culture—influence whether (and how intensely) employees experience prosocial emotions in response to suffering triggered by an organizational issue, and thus affect the likelihood of voice. By theorizing the mechanisms through which prosocial emotions animate a specific episode of voice, we provide a foundation for understanding how employees can be moved to speak up.

Sustainable development through commitment to organizational change: the implications of organizational culture and individual readiness for change

Purpose Future organizations must focus on their ability to change to be sustainable, and this calls more attention to sustainability as an organizational issue. However, change initiatives often fail because of a lack of employee commitment. The purpose of this study is to examine how organizational culture and individual readiness for change (IRFC) relate to types of commitment to change. Design/methodology/approach Survey data from a sample of 259 employees in a Norwegian public organization undergoing major strategic changes were used to test the hypothesized relations. Findings The results show that flexible and stable organizational cultures did not relate differently to types of change commitment. This may indicate that the strength, rather than the type, of organizational culture is vital for change commitment. Nevertheless, a flexible organizational culture had a clearer relation to positive change commitment; in part through its positive relation with both change self-efficacy and negative personal valence. These are important dimensions of IRFC. Originality/value The study contributes to a nuanced understanding of the role of contextual and individual factors in explaining various types of commitment to organizational change, in particular, by examining the distinction between flexible and stable organizational culture, as well as separate dimensions of IRFC. A flexible culture together with both of the included dimensions of IRFC is shown to be of importance in fostering affective commitment to change – the gold standard of change commitment. Recognizing sustainability as an organizational issue underscores the need for creating a culture conducive to change.

The social production of radical space: Machinic labour struggles against digital spatial abstractions

In this article, we explore the antagonism between capital and labour from a distinctive spatial and connective perspective: by examining the tension between the production of digital abstract space in the context of machines and computational automation, and the powerful pushbacks of embodied labour struggles of gig-economy workers advancing alternative connective strategies. Our goal is to advance a spatial approach to digital labour practices capable of grasping the dialectical aspects of digital capitalism that are linked to digital and connective technologies. Contextualized within the recent debate on digital capitalism, we focus on a relational and organizational issue concerned with the logic of connection/disconnection, ambivalent connectivity, hybridization of people and technology, and machinic co-productive labour. We illustrate one of those possible alternative directions by examining the radical space generated by organized gig-economy workers. Pushing against the dematerializing force of Digitalized Management Methods, algorithmic management, and digital black boxes, we concentrate on the role played by workers in mediating principles of alternative connectivity against the general tendency of casualization of work in the gig/digital economy.

Abusive Supervision and Organizational Citizenship Behavior: Implications for HR Practitioners

The present article aims to shed light on the concept of abusive supervision which is a growing organizational issue across the globe. Therein, the authors have attempted to underline some of the important scholarly findings and what they are suggesting particularly with regard to the effects of abusive supervision towards voluntary efforts for organizational betterment. The article elaborates on the growing concern of impolite, rude and hostile behaviours of supervising authorities towards their subordinates and how they could result critically for organizations aspiring to enhance citizenship behaviours. In parallel, the article also expounds on HRM as a strategic concept whilst unleashing on elements relating to technological primacy. The article aims to serve as a guideline for individuals enthusiastic to learn about the concept of abusive supervision and its consequences on individual citizenship behaviours towards the business. The paper concludes with implications for businesses in general and for HR practitioners in particular for better scholarly understanding of the discussed relationship.

The views of privacy auditors regarding standards and methodologies

Purpose This paper aims to uncover the practices of different privacy auditors to reveal the extent of any similarities in such practices. The purpose is to investigate the drivers of practices used by privacy auditors and to identify potential for improvements in the practice of privacy auditing so that privacy audits may better serve stakeholders. Design/methodology/approach Six semi-structured interviews with seven privacy auditors and regulators and an analyst across Australia, Canada, New Zealand and the USA are used as the basis for our analysis. Findings The study shows that some privacy auditors view privacy as an organizational issue, which means that all staff within an organization should understand the privacy issues that are relevant to the organization and to its customers. Because this practice goes beyond a mere compliance approach to privacy auditing, it indicates that there is a way to avoid the approach of merely applying standards from national data privacy laws which is an approach that has been subject to criticism because it is not applicable to the current situation of global applications and cross-border data. The interview themes demonstrate that privacy audits face significant challenges, such as the lack of a privacy auditing profession and the difficulty of raising the awareness of organizations and individuals regarding information privacy rights and duties. Originality/value Privacy auditing is mostly unexplored by academic research and little is known about the drivers behind the practice of privacy auditing. This study is the first to document the views of privacy auditors regarding the practices that they use. It also presents novel results regarding the drivers of the practice of privacy auditing and the interests of the beneficiaries of privacy audits. It builds on research that argues for the existence of best practices for privacy (Toy, 2013; Toy and Hay, 2015) and it extends this argument by providing reasons why privacy auditors may benefit from the use of best practices for privacy.

Conflict Management in Healthcare

The conflict is a disagreement within oneself or differences or dispute among persons that has potential to cause harm. It is inevitable and may occur in any profession including healthcare. It could be among any group of healthcare professionals or healthcare team between different group of healthcare professionals or between patient and any of the member of healthcare team. The conflict has a critical effect on the competence, confidence, and morale of healthcare professionals. Consequently, it affects patient care too. To prevent or limit the conflict, emphasis must be focused on proper and impartial implementation of a professional code of conduct, ground rules and discipline. The sources of conflict could real or imagined differences in values, dissimilar goals among individuals, improper communication and personalization of generic or organizational issue. Generally, there are four types of conflicts, intrapersonal, interpersonal, intragroup and intergroup.The conflict usually goes through four phases, frustration of one or more parties involved in conflict, conceptualization or rationalization of cause, expression of behaviors and behaviors resulting in negative outcome. Thomas and Kilmann postulated a matrix explaining five distinct responses or styles to conflict resolution or management varying along the axis of assertiveness and cooperativeness. These five styles are avoiding, accommodating, compromising, competing and collaborating. The issue in conflict is not its existence, rather its management. When it is managed poorly, the outcome will be uncomplimentary with counterproductive results and if managed properly, it encourages competition, recognize legitimate differences and becomes powerful source of motivation.Keywords: Conflict, healthcare, management of conflict, source of conflict, type of conflict.

Factor & Elemental Analysis of Nanotechnology as GreenTechnology using ABCD Framework

There are many definitions for the research process in both natural sciences and philosophical sciences. Out of them, the most popular two definitions are (1) Creating new knowledge, and (2) Interpretation of existing knowledge in a new way through the suitable method of analysis. There are many analysis frameworks used to interpret concepts, ideas, technologies, models, systems, solutions to any problems, strategies, products or services of an organization, resources, etc. Out of them, recently developed analysis framework called ABCD analysis framework is flexible to use in both qualitative and quantitative manner. ABCD analysis method allows the researcher to interpret the given concepts, ideas, technologies, models, systems, solutions of any problems, strategies, products or services of an organization, resources including material, machine, men, money, and information, systematically by considering various determinant issues related to the problem under analysis. The various determinant issues like organizational issue, business issues, customer issues, technological issues, government issue, environmental issues, and societal issues are identified and the affecting factors under the constructs Advantages, Benefits, Constraints, and Disadvantages are determined for identified key attributes. The critical constitutional elements of the nanotechnology as green technology are also identified for the same four constructs. The scores are given to each critical element under all four constructs and based on calculating overall scores the importance of nanotechnology as green technology in solving both basic and advanced problems in the society are determined and rated.

Organizational Issue for BI Success

This chapter will focus on the transformative effect Business Intelligence (BI) brings to an organization decision making, enhancing its performance, reducing overall cost of operations and improving its competitive posture. This chapter will enunciate the key principles and practices to bridge the gap between organization requirements vs. capabilities of any BI tool(s) by proposing a framework of organizational factors such as user's role, their analytical needs, access preferences and technical /analytical literacy etc. Evaluation methodology to select best BI tools properly aligned to the organization infrastructure will also be discussed. Softer issues and organizational change for successful implementation of BI will be further explained.

ALUMNADO CON NECESIDADES EDUCATIVAS ESPECIALES: DETECCIÓN Y TRABAJO PARA LA OPTIMIZACIÓN EDUCATIVA

STUDENTS WITH SPECIAL EDUCATION NEEDS: DETECTION AND WORK FOR THE EDUCATIONAL OPTIMIZATIONIt is understood by students with special educational needs, those who require support and specific educational attention due to disability or severe behavioral disorders for a period of schooling or along all their education. This work displays the educational response that the current education system provides for these students from an inclusive framework. There is evidence that there are still some barriers which prevent to care for these students effectively and efficiently. To address this problem we formulate several questions: Is a social issue in changing attitudes? Is it a legislative issue? Is it a training issue and / or an assumption of functions among professionals? Is it an organizational issue? Or is it a question of locating the “guilty one.“? We are convinced that it is a matter of “commitment” and a prerequisite to effectively provide relevant measures. The commitment of all levels and professionals who will be involved in the identification, assessment and intervention and working together, is essential for profitable efforts and give coherence to the work to be done . The requirements are different for each person and will largely be determined by the context. This is why it is necessary to rethink and address the current reality in several areas to reach education for optimizing existing resources. The areas include the conceptual and social development of “s.e.n.”, the legislative front, the organization in schools and training of the current teachers.Keywords: Special educational needs, inclusion, disability, optimization.Resumen.Se entiende por alumnado que presenta necesidades educativas especiales el que requiera, por un periodo de su escolarización o a lo largo de toda ella, determinados apoyos y atenciones educativas específicas derivadas de discapacidad o trastornos graves de conducta. Este trabajo estudia la respuesta educativa que prevé el actual sistema educativo para este alumnado, desde un marco inclusivo. Hay evidencias de que se mantienen barreras que obstaculizan la atención a este alumnado con eficacia y eficiencia. Para abordar esta problemática formulamos varias cuestiones: ¿Es una cuestión social en el cambio de actitudes? ¿Es una cuestión legislativa? ¿Es una cuestión formativa y/o de asunción de funciones entre profesionales? ¿Es una cuestión organizativa?... o es una cuestión de localizar “culpables”. Estamos convencidos que es una cuestión de “compromiso” y una condición indispensable para poder proporcionar medidas competentes con eficacia. El compromiso de todos los estamentos y profesionales que van a intervenir en la detección, evaluación e intervención y el trabajo conjunto es fundamental para rentabilizar esfuerzos y dar coherencia en el trabajo a realizar. Las necesidades son diferentes para cada persona y en gran medida van a estar determinadas por el contexto. Es por ello que para conseguir la optimización educativa de los recursos existentes, es necesario repensar y abordar la realidad actual en varios ámbitos: la evolución conceptual y social de las n.e.e., el ámbito legislativo, la organización en los centros educativos y la formación del profesorado actual.Palabras clave: Necesidades educativas especiales, inclusión, discapacidad, optimización.

Organizational Issue for BI Success

This chapter will focus on the transformative effect Business Intelligence (BI) brings to an organization decision making, enhancing its performance, reducing overall cost of operations and improving its competitive posture. This chapter will enunciate the key principles and practices to bridge the gap between organization requirements vs. capabilities of any BI tool(s) by proposing a framework of organizational factors such as user's role, their analytical needs, access preferences and technical /analytical literacy etc. Evaluation methodology to select best BI tools properly aligned to the organization infrastructure will also be discussed. Softer issues and organizational change for successful implementation of BI will be further explained.