Understanding the unique impact of dimensions of ethical leadership on employee attitudes

This study extends earlier findings on ethical leadership by testing the relationship of the seven dimensions of ethical leadership with job satisfaction, organization commitment, job embeddedness, and cynicism. It uses time-lagged data from 585 employees in Pakistan. Using confirmatory factor analysis and structural equation modeling, the study supports the concept of multidimensional ethical leadership in the Eastern setting and indicates that the dimensions of people orientation, fairness, power sharing, ethical guidance, and role clarification are associated with the majority of outcomes, as suggested by social exchange theory. However, the concern for sustainability and integrity dimensions had a limited effect.     

Workplace fairness and emotional exhaustion in Nigeria police: The moderating role of gender

Abstract

This study examined the moderating role of gender in the relationship between perceived workplace fairness and reported level of emotional exhaustion among a sample of Nigeria police. A total of 214 participants took part in the cross-sectional survey. Results of the moderated hierarchical regression analysis provided support for gender as a moderating variable in the relationship between perceived workplace fairness and emotional exhaustion, such that perceived workplace fairness was a stronger predictor of emotional exhaustion among male police than for female police. The practical implications for the management of emotional exhaustion in general, and for the Nigeria police in particular, were emphasized.     

Relational Conflict Resolution Strategies (RCRS) and Workplace Frustration

This study examined which of the five relational conflict resolution strategies (RCRS) (i.e., confronting, withdrawing, forcing, smoothing, and compromising) usually employed by superiors to resolve workplace conflicts, best reduced the level of workplace frustration reported by their subordinates. Two hundred participants (20 males; 20 females) from each of the 5 RCRS groups, whose ages ranged between 25 and 55 years (M = 29; SD = 10.02), responded to the Conflict Resolution Strategy Scale (CRSS) (Howat & London, 1980) and the Organizational Frustration Scale (OFS) (Spector, 1975). The results of the inter-correlation among the subscales of CRSS and OFS indicated that most of the intra CRSS correlation coefficients were significant. Forcing strategy had a strong direct relationship [r (376) = 0.83, p < 0.005] with workplace frustration. From the one-way ANOVA and Fisher's Least Significant Difference (LSD) test results, confronting strategy was significantly better than the other strategies in reducing the level of workplace frustration [F(4,195) = 10.36, p < 0.01]. Information sharing/exchange on the issues of conflict is imperative in reducing workplace frustration among workers. The discussion covered theoretical, practical, and future implications.     

A Cross-Cultural Exploration: Body Image in Older Black and White Women in the Workplace

This study investigated body image attitudes in a non-clinical sample of black and white older professional women in the workplace in South Africa. Participants were 125 professional women (white woman n=76 and black women n = 49). They completed the shortened version of the Body Shape Questionnaire (BSQ) (Cooper, Taylor, Cooper & Fairburn, 1987). The BSQ is a self-report instrument that measures weight and shape concerns. One-way analysis of variance (ANOVA) and t-tests for independent samples were used to determine the univariate relationships between variables. Following this, a two-way analysis of Variance (ANOVA) was conducted to explore the interaction between ethnicity and BMI. The results indicate that Body Mass Index (BMI) and ethnicity are significantly and independently related to the body shape image. Women with higher BMI scores tended to have more concern about their bodies. Black women with higher BMI scores had more concerns than their white colleagues.     

Linking spirituality to workplace benefits: An analysis of the Brazilian Candomblé

Spirituality has been an influential force for many people. Although often ignored in business settings, it has recently been a topic of heightened interest to managers and scholars worldwide. In Bahia, Brazil, the fundamentals of spirituality for some have existed through Candomblé and have been an integral part of the community including the workplace. Candomblé encompasses a variety of African religious traditions established in Brazil during the nineteenth century. This study examines the positive influences of the Brazilian Candomblé on workers and business life in Bahia. Through qualitative analysis, it offers organisational insights and managerial reflections that can be adapted and used in workplaces worldwide.     

建言行为与政治行为之间的关系：基于道德凭证机制的研究

基于道德许可理论的道德凭证机制以及道德一致性的理论线索,探究了在职场排斥调节作用下以及在感知的建设性变革责任的抑制性调节作用下,建言行为通过心理权利影响政治行为的过程。对555名员工及其上司进行问卷调查,结果显示,在职场排斥作为边界条件影响下的建言行为通过心理权利的中介作用正向影响政治行为,而感知的建设性变革责任作为抑制性边界条件负向调节心理权利的这种中介关系。研究结果从理论和实证上解释了职场排斥是激发建言行为通过心理权利产生道德凭证效应的边界条件,而感知的建设性变革责任作为边界条件能够抑制这种效应的发生。     

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Research shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.     

How does workplace ostracism hurt employee creativity? Thriving at work as a mediator and organization-based self-esteem as a moderator

Drawing on the socially embedded model of thriving and conservation of resources theory, we explore the negative effect of workplace ostracism on employee thriving. We model organization-based self-esteem (OBSE) as a moderator and extend our examination to the downstream implications of thriving for employee creativity. Using a scenario-based experiment (Study 1) with 387 working adults, we find that workplace ostracism is more likely to prevent workers with higher levels of OBSE from thriving at work. This finding is verified in Study 2, in which we use multiwave, multisource data collected from 207 employees and their supervisors to test the proposed model. The results further show that for employees with higher levels of OBSE, thriving at work is more likely to mediate the relationship between workplace ostracism and employee creativity. These findings provide important practical implications for fostering employee thriving and promoting creativity in the workplace by managing workplace ostracism.     

Feeling safe at work: Development and validation of the Psychological Safety Inventory

Psychological safety, defined as perceptions that an individual within a team is supported and feels safe to take interpersonal risks, voice opinions, and share ideas, is vital for organizational effectiveness. However, there is no consensus on how workplace psychological safety should be measured. We developed the Psychological Safety Inventory (PSI) in response to organizational needs to accurately assess psychological safety. A 70-item version of the PSI was administered to 497 employees from Canada, the United States, and the United Kingdom. Based on factor analytic findings, we reduced the preliminary PSI to a 30-item, five-factor scale. The PSI showed high reliability and correlated as anticipated with convergent measures. Overall, the PSI is a valid and reliable measure of workplace psychological safety.     

Contextual Factors Affecting the Organizational Commitment of Diverse Police Officers: A Levels of Analysis Perspective

This study examined the relationship of contextual factors to organizational commitment among 372 police officers in 13 police commands in New York City's public housing projects. Setting-level variables were formed by aggregating officers' perceptions of management support and fairness and management sensitivity to diversity within commands and within three subgroups formed by gender and ethnicity. Individual-level measures were deviations from these subgroup means within commands as well as perceptions of support from family and social support and negative interactions within commands. Overall, path analyses, confirmed by hierarchical linear modeling, showed direct setting-level effects for management support and fairness, but not for sensitivity to diversity, on organizational commitment. Both women and minority men experienced more negative social interactions than white men; support from management, co-workers, and family were important predictors of commitment. Family support was particularly important for women.