Incivility and Counterproductive Work Behavior

This research aims to extend the literature on stress by exploring the relationship between incivility and employees' counterproductive work behavior (CWB). We investigate the mediating role of psychological distress (PD) to understand the relationship of family and workplace incivility with CWB. The study also evaluates the moderation effect of emotional regulation between incivility and PD. Analysis of three-wave lagged data (N=328), collected from bank employees in Pakistan, indicates that PD mediates the effect of family and workplace incivility on CWB and emotional regulation moderates the effect of family and workplace incivility on PD. Our findings highlight the fact that emotional regulation and PD are important mechanisms in the incivility–CWB relationship. The inclusion of these two constructs is a key to understanding the relationships among family incivility, workplace incivility, and work-related outcomes. The paper concludes with a discussion of theoretical and practical implications.

Examining the Role of Person-Environment Fit in Improving Teaching Satisfaction and Subjective Well-Being

The current study examines the influence of person-environment fit constructs including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit between teaching satisfaction and life satisfaction among faculty members. The study uses data collected from 509 faculty members teaching in different colleges and universities of Pakistan. The study found significantly positive influence of all person-environment fit dimensions including; person-organization fit, person-job fit, person-vocation fit, person-group fit and person-person fit on teaching satisfaction and life satisfaction perceptions among faculty members in Pakistan.

Creating Safe Meetings

Professionals entering the fields of education and human services will spend much of their career engaged in meetings. The vast majority of these meetings will be in small group or private sessions. It is in these environments that sexual misconduct or other crimes of opportunity can easily occur if a professional does not take proactive steps to create a positive meeting environment. This chapter will discuss the vital importance of creating safe meetings so a professional can oversee not only a safe meeting for all those in attendance but also a productive and positive meeting designed to meet the needs of their students and clients.

Human Factors in Context to Occupational Health and Wellbeing

A workplace never resides in isolation and hence in the workplace employees experience both psychological and social conditions which often called as psychosocial work environment. The psychosocial work environment has become continuous component in studies of occupational health and stress and encompasses concerns on the risks which generate from the psyche perceptions of the individual's concern in accordance with the risks of the societal environment. The psychosocial environment at work has a deteriorating effect on the general health of workers such as musculoskeletal disorders, mental disorders, cardiovascular diseases, stress, burnout, sickness absence, labor turnover along with the organizational outcomes like the effectiveness of work, motivation, and performance. Psychosocial factors in response to the health repair process have become increasingly important in both developed and developing countries. Such factors have not frequently been studied or addressed in developing countries even though 80 percent of the working population lives in developing countries.

The Dawn of Paternal HR

The purpose of this article is to explore and investigate the effects of paternal HR practices on the employee behavior outcomes. There is dearth of knowledge research on paternal HR practices in Pakistan, its effect on employee outcomes and organizational performance. The authors have applied a system dynamic approach to explore the interactive effects of paternal HR practices on employee behavior. The paternal HR practices effect the employee job quitting intentions. The paternal HR practices improve the employee loyalty and commitment towards the manager and organization. It induces selfless employee behavior, enhances leader identification, increases social exchange, and fosters the trust. Trust and loyalty bonds an employee in psychological relation with an organization and a manager, leading to employee commitment. The better role identification leads to improved employee performance. Nonetheless, the proposed system of paternal HR practices helps the organizations influence employee behavior strategically, which can help reduce employee turnover. The value of this article lies in the understanding gained about the interactive effects of paternal HR practices on employee resignation with the help of system modeling and learning from the simulation outcomes.

Interface Between Stress and Labour Productivity

The main purpose of this article is to examine the relationship between the stress and labour productivity. It is recognized that high stress levels make a negative impact on the job productivity results – the incidents or errors occur because of stressful situations in the working environment. After performing the analysis of stress models, it can be stated, that stress could be assessed as a process, i.e. researches are oriented more on the person, or as the situation, i.e. researches are oriented on the causes of stress in the working environment. The metaanalysis of stress factors allow us to identificate the main causes of stress at work, whose at least partial elimination is essential for every organization to increase the productivity of employee. Analysis of the content of factors that cause stress showed that these factors can be classified into the individual and situational. The labour productivity of employees can be seen as a result of stress management, and interface among stress and job productivity are modelling.

The Impact of Video Game Addiction in the Workplace

There are extensive studies about video game addiction. However, empirical research on this topic in a workplace context is rare. The purpose of this study, is to empirically test how video game addiction affects organizational behaviors and how to attenuate this effect. The SEM analysis of survey data from office workers in South Korea found that both workplace bullying and abusive supervision induces video game addiction in employees, and that employees' video game addiction increases with both work-to-family conflicts and family-to-work conflicts. Furthermore, this study specifically found that the strength of the indirect effect of video game addiction between workplace bullying and work-family conflicts depends on the worker's perceived organizational supports (POS). POS attenuates the negative impacts of workplace bullying and abusive supervision. These results are meaningful because this is the first study to identify the dynamic mediating impact of video game addiction in workplace.

Experienced Stress and the Value of Rest Stops in the Transportation Field

Work-related stress has been a long-term research focus in the field of industrial-organizational (I-O) psychology. Transportation is marginal, but an interesting context for the study as the field contains many specific characteristics related to stress phenomena. This chapter investigates the contents of and connection between work-related stress and rest stops' value in the transportation field, specifically in a lightly settled area with long geographic distances. Professional truck drivers in Finland serve as the target group for this study. The working conditions of truck drivers are unique compared to other branches where the work is not so mobile. In addition to how the truck is equipped, the services and facilities at rest stops are important elements in wellbeing. Based on the qualitative content analysis, this study offers in-depth information concerning work-related stress as an experienced phenomenon in the transportation field. Work management and legislation are highlighted as primary results while a dangerous work environment as well as isolation and loneliness are listed as secondary research results associated with work-related stress and the value of rest stops. Recommendations for future research and practical implications are proposed.

Stress Management to Enhance Teaching Quality and Teaching Effectiveness

Teaching has been identified as one of the most stressful professions, with a high attrition rate resulting from teacher stress and burnout. This chapter addresses the problem of how to enhance teaching quality and effectiveness by providing teachers with professional development in stress management, specific to the stressors of teaching. Existing research has clearly identified the key stressors for teachers, and evidence-based stress management approaches have been shown to be effective in mitigating teacher stress and improving teaching quality. However, there is little evidence that such professional development approaches have become integrated into the teacher training or continuing professional development curricula for teachers. Consequently, the aim of this chapter is to provide an overview of how teaching quality can be improved with a professional development framework of targeted approaches in stress management, which are aligned with the needs of individual teachers and whole schools.

National Culture Influence on Organisational Trauma

Increasing human interaction creates extra stress on individuals and organisations as well. The nature of such stress results in economic shocks and large societal and organisational traumas. Although recent social science is capable of addressing the complexity of international interplay such as culture, acts of multinational corporations or cross-cultural team management, little attention was paid on the cultural aspects of removing organisational trauma. Since the 1980s, social science has experienced lively development in cross-cultural studies via the work of Hofstede, the Globe Group, the World Value Survey initiative, Trompenaars, Schwartz and others. Although major models are sufficient for defining national culture, there is lack of work explaining the managerial implications for crisis management or mitigating trauma in organisations.The authors of this chapter intend to critically review the latest literature on national culture, while discussing the relevant models and introducing the theoretic framework applicable for crisis/ trauma management.