The Relationship Between Work-Life Balance (WLB) and Firm Performance

It is paramount that firms accurately assess the cost-effectiveness of WLB policies as initiatives to conduct such policies involve cost. WLB policies should be considered due to synergistic effects by employing a variety of policies. The benefits are usually under-estimated while the costs over-estimated, as the latter is easier to measure. Until longitudinal research is conducted, we cannot discount the possibility that successful organizations are more likely to offer WLB practices, and that the practices themselves are not exerting any favorable effect on organizational performance. Instead, it might simply be that organizations offering WLB practices are more predisposed to engaging in high-quality management practices and that this approach usually generates a positive effect on employees and performance outcomes. Thus, we can surmise that improved firm performance is a result of effective management usually associated with the implementation of WLB policies in the workplace, and not solely because of WLB per se.

Exploring Emotional Intelligence at Work

Emotional intelligence is defined as the ability to perceive, understand, regulate, and use emotions. Organizational settings are now considered important arenas for the manifestation of human emotions. In order to establish long-term success, today's organizations continually emphasize the search for emotionally intelligent employees. This chapter provides a detailed overview of the current literature on emotional intelligence with respect to work-related attitudes, behaviors, and outcomes. In particular, it provides empirical evidence for the associations of emotional intelligence with job satisfaction, work performance, organizational commitment, organizational citizenship behavior, effective leadership, and well-being. This chapter also provides practical implications and suggestions for future research by addressing plausible moderators and mediators, which are related to emotional intelligence.

Effect of Cynical Individual Factor on the Reverse Mobbing Tendency

The purpose of this chapter is to reveal the interaction between the cynicism levels and reverse mobbing tendencies of employees under the same organizational climate. In line with this purpose, a study was performed via the survey method on 120 people in a public institute in Turkey. The sample size of the study is limited with the public institute included in the study due to cynicism and reverse mobbing levels vary in each organizational climate. The data obtained from the study were analyzed using the confidence, correlation, multiple regression and Kruskal-Wallis H tests. According to the results of these analyses, a medium-level positive significant relationship was determined between the cynicism levels and reverse mobbing tendencies of the employees. The cynicism dimension that increases the reverse mobbing tendency of the employees most was determined to be the behavioral cynicism with the coefficient of 1.922. As a result, cynicism was added to the literature as a new factor affecting the reverse mobbing significantly.

Relativity in Perspective in Culture Theories

Changing business environments due to the influence of technological advances have increased awareness amongst scholars and practitioners for a need to re-perspectivise culture beyond the normative dimensional construct. This chapter discusses the relative perspectives of culture in the dimensional and emergent theoretical frameworks. The purpose is to reconcile the two frameworks towards a holistic perspective of the study of culture in the field of international business studies. In illustration of how both frameworks are needed in order to understand human behaviour in the era of Industry 4.0, the processes of firm globalisation are discussed in relation to the elements of the Uppsala model and the Götheborg IV model. This chapter provides readers with a novel means of conceptualising culture beyond the dimensional construct. The model presented in this chapter can be used to help identify gaps in knowledge with regards to culture in organisation management. Practitioners are invited to apply the model supplied in this chapter to their consultative work where applicable.

Detecting Sexual Harassment in Workplace Electronic Communications Networks

Sexual harassment has been a problem within organisations for some time. Its manifestation in electronic communication networks can be seen to amount to cyber-bullying or cyber-stalking. Through looking at records relating to an instance of sexual harassment at a higher education institution, including from that member of staff's workplace, and those created by referrals to the police, the court service, and their workplace, this chapter shows how a piece of assistive technology called the ‘Protective Technology for Ensuring Guardianship of Environmental Resources' (PROTEGER) can automatically detect sexual harassment narratives. In this context, ‘environmental resources' should refer to both humans and documents. Human resource managers would be better equipped to deal with disputes between staff if PROTEGER was running on their local area network as it might not be a matter of one member of staff's word against another's.

Well-Being at Work

Well-being is defined as individuals' subjective and global judgment whether the individual is experiencing the relative presence of positive emotions, the relative absence of negative emotions, and satisfaction with their life. This chapter addresses individuals' well-being at work, since work composes an important part of individuals' life experiences and has important effects on both employees' and organizations' effectiveness. For this purpose, this book chapter provides a comprehensive overview of well-being with respect to its predictors as well as its outcomes. More specifically, personality factors, job characteristics, and occupational stress are explored in terms of individual and organizational antecedents, whereas job satisfaction and work performance are utilized as outcomes of well-being. This chapter will be of interest to researchers, practitioners, and organizational consultants in providing a comprehensive guideline about the implications of well-being at work settings.

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.

Perspectives on the Historical Evolution of the People Side of Business

Determining the direction of where a field is headed often requires a reflection of its founding principles, the transformations it has endured, and the driving forces that shape its existence. For the past century the world has experienced evolutions in technology, business, and education. This chapter provides a historical review of the practices and professions dedicated to the people side of business. The origins of Personnel Management are discussed where the department formed to meet workforce needs. A transformation to Human Resource Management is explored with an examination of the influence of professional societies on practice. The reflection of the progression of this field of practice ends with a list of challenges facing Industrial Organizational Psychology practitioners of the future. A recommendation to rethink the employer-employee relationship with the workforce of tomorrow closes the chapter and hopefully encourages human resource professionals, I/O professionals, and their professional societies to embrace the next requisite transformation.

Mastering Employee Turnover Intention in the Modern Workforce

This chapter indicates the advanced issues of employee turnover intention; employee turnover intention, job satisfaction, and Human Resource Information System (HRIS); employee turnover intention and job burnout; employee turnover intention and mobbing; employee turnover intention, psychological capital, and work-family conflict; employee turnover intention and job engagement; and employee turnover intention in the health care industry. Turnover intention is a measurement of whether the organization's employees plan to leave their positions or whether that organization plans to remove employees from positions. Employee turnover is a natural part of business in any industry. Replacing employees can affect the organization's productivity, expenses, and overall performance. Understanding the effects of losing a high number of employees serves as a motivator to work toward reducing the employee turnover rate for the higher profits in the modern workforce.

Relationship Among Work-Related Micro-OB Variables

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.