Psychological contract breach and workplace deviance: Does emotional intelligence matter?

This study investigated the influence of emotional intelligence on the relationship between psychological contract breach and workplace deviance with feelings of violation. The participants were 232 employees of a Nigerian public sector organisation (125 males and 107 females). The employees completed measures of workplace deviance, psychological contract breach, feelings of violation, and emotional intelligence. Results of the moderated hierarchical multiple regression analysis indicated that psychological contract breach was positively related to feelings of violation and workplace deviance. Emotional intelligence significantly buffered the negative effect of psychological contract breach on feelings of violation and workplace deviance. This implies that emotionally intelligent employees who perceived contract breach are less likely to experience feelings of violation and engage in workplace deviance. Emotional regulation appears to reliably moderate between breach-outcome relationships.     

The propagation of everyday prosociality in the workplace

Prosocial behaviors typically benefit those who perform them but can create mixed emotions in recipients. Yet, how does prosociality affect the well-being of those who merely observe it? The current study aimed to answer this question by experimentally prompting employees to perform prosocial acts at work (Givers), be the recipient of such acts (Receivers), or to do neither (Observers). Our focus was on everyday prosociality, which involves kind acts directed at those in one’s social circle, rather than at individuals in need. Social proximity to Givers, but not Receivers, positively predicted boosts in well-being. Indeed, social proximity to Receivers was associated with a nonsignificant trend toward decreased well-being. However, both social proximity to Givers and social proximity to Receivers predicted increases in prosocial behavior among Observers. These results suggest that prosocial behavior and its emotional benefits propagate through social networks, particularly for those in close social proximity to prosocial actors.     

The Prevalence and Consequences of Intimate Partner Violence Intrusion in the Workplace

This study examines the prevalence and consequences of intimate partner violence (IPV) in the workplace. Surveys were completed by 1,390 employees in 32 different companies representing different organization types. Over half of the women and almost a quarter of the males reported that they had been an IPV victim at some point in their lives with 16% reporting victimization in the previous 12 months. Younger workers and workers who witnessed IPV frequently as a child were more likely to be current IPV victims. Further, 41% of lifetime victims reported significant workplace consequences, such as missed days of work, tardiness, and perpetrator intrusion. Younger workers, a history of IPV physical injury, more frequent IPV events over longer periods of time, and a history of stalking were associated with a greater number of IPV work consequences. The cumulative effects of IPV as well as active victimization contribute to negative workplace consequences. With significant numbers of employees experiencing IPV and reporting workplace consequences, the present research underscores the need for employers to develop a more precise means of understanding cost and response.     

Le rôle modérateur du harcèlement environnemental au travail dans la relation entre l’attachement au lieu de travail et le soutien organisationnel perçu. Étude auprès d’un échantillon féminin

This article examines the effect of environmental harassment at work in the relationship between attachment to the workplace and perceived organizational support. A survey was conducted via a questionnaire with 304 employees in different professional sectors (commerce, healthcare, teaching, administration) in the public or private sector. Analyses show that (a) attachment to the workplace and environmental harassment at work are strongly associated with perceived organizational support, the former positively and the latter negatively, and (b) two dimensions of environmental harassment at work, namely manipulation of the work environment and manipulation of the personal space, moderate the relationship between attachment to place and perceived organizational support, reducing the effect of this relationship. The practical implications of the research are discussed.     

中国情境下公共服务动机的理论构建与绩效转换机制

准确把握基层公职人员的公共服务动机是提升工作绩效、完善人力资源管理的重要前提。现有公共服务动机研究忽略了中国情景的特殊性, 对公共服务动机的微观激发机制及其消极绩效影响也关注不足。本研究从中国情景下公共服务动机的概念、核心构成要素、激发机制以及绩效结果入手, 从三个方面系统地构建适合中国场景的公共服务动机理论：第一, 将公共服务动机视为混合动机概念, 基于扎根理论的定性方式识别基层公务员公共服务动机的构成要素与核心内涵, 并据此开发本土化、多维度的公共服务动机量表; 第二, 从微观激发机制出发, 探讨受益人接触、自我倡议、观念反思等机制对个体公共服务动机的激发作用; 第三, 从积极影响和消极影响两个方面探讨公共服务动机与个体公务员行为间的关联及其机理。本研究既响应了国内公共管理学界长期以来发展本土理论的呼声, 亦为政府部门完善公共人事政策提供切实思路和实证依据。     

Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.     

工作场所攻击行为的研究述评

目前,工作场所攻击行为和暴力行为的发生越来越多,这种现象在职业健康领域逐渐成为一个重要的问题。论文介绍了工作场所攻击行为的概念和类型;分析了工作场所攻击行为与相关概念的界定、测量和研究方法;分析引起工作场所攻击行为的两方面原因,即情境或组织因素和个人特征方面的原因;探讨了工作场所攻击行为的预防和今后研究的方向。     

Age-based stereotype threat and negative outcomes in the workplace: Exploring the role of identity integration

Previous studies have shown that the presence of age-based stereotypes in the workplace is often associated with lower levels of work engagement and adjustment among older employees. This study examines possible mediators and moderators of this relationship using data from a sample of 2,348 older (age > 50) employees at the Italian national rail company. We test a model in which the effects of age-based stereotype threat on organizational involvement, future time perspective, and psychological well-being are mediated by work–age identity integration (how much individuals see their age and organizational identities as compatible and blended). Secondly, we explored whether these effects are moderated by gender and job status. Results indicate that age-based stereotypes are associated with negative outcomes for employees’ work and personal adjustment, and that these relationships are partially mediated by variations in work–age identity integration.