Full papers
Full Papers
Interactive Effects of National Culture and Different Types of Fits PO, PS and PG Fit on Creation of Facades of Conformity and its subsequent impact on Employees Performance (157)
Author/s: Muhammad Mohtsham Saeed Parth Patel Syed Mohyuddin
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Facades of Conformity, Person Group Fit, Person Supervisor Fit, Person Organization Fit, National Culture, Hofstede.
Abstract: Personal values of employee may differ from the values of the leader, group or organization that they work with and each may therefore have a potential to lead employees to create false representations of themselves, while at work. Although there has been a growing interest in studying the notion of facades of conformity over the last decade, most of the existing studies have focused heavily on lack of person organization PO fit and how that leads employees to create false representations at workplace. Hardly any attempt has been made to relate these false representations with the lack of person group PG fit or Person Supervisor PS fit etc. While deriving its foundations from congruence framework protection motivation theory, this study not only aims to present lack of person group fit and person supervisor fit in addition to person organization fit which already exists in literature as important antecedents of facades of conformity it also recognizes the cross cultural differences between nations and suggests a moderating role for national culture in these relationships. It not only identifies lack of person group fit and person supervisor fit in addition to person organisation fit that already exists in the literature as important antecedents of false representations created by employees at their workplace, it also explains how each of these may interact with national culture to further strengthen or weaken the process of facades creation among employees of international firms operating in and from different parts of the world. The paper conducts an extensive review of the literature on creation of Facades of conformity FOC in organisations. It follows a critical rationalism approach Popper, 1959 to identify some of the key gaps in our existing literature and offers some solid set of propositions in the end.
Work Curiosity Conformity, and Employees Innovation Performance A Regulatory Focus Perspective (225)
Author/s: Yu-Yu Chang Hui-Yu Shih
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Work curiosity, conformity, regulatory focus, innovation, work creativity
Abstract: Curiosity is a multifaceted phenomenon which embodies the individual motivation to explore the unknown for the sake of either seeking the pleasant experience of cognitive stimulation or eliminating the unpleasant feelings of ignorance. Conformity, on the contrary, is individuals behavioral mimicry for acting effectively and accurately. Although their importance has been extensively acknowledged in social psychology and education studies, organizational research which focuses on employees curiosity and conformist behaviors is surprisingly rare. Professional employees creativity and innovation performance are of great importance to organizational advantages and sustainability especially in industries where market competitions are volatile and driven by knowledge intensive dynamics. From the motivational perspective, the integration of work curiosity and conformity provides a new lens to understand employee creativity and innovation performance. Drawing upon the regulatory focus theory, this paper investigates how work curiosity and conformity jointly affect professional employees creativity and innovation performance at work through the intervening role of creative process engagement. Our findings reveal that work curiosity improves employees creativity and innovation performance through stimulating creative process engagement. In contrast, results show that conformity orientation undermines creativity and innovation performance by reducing employees engagement in the creative process. We leverage insights from the social psychology research to explore the motivational mechanisms that awaken professional employees willingness to engage in the cognitive activities for creative ideation and thus yield novel and innovative ideas. Theoretical contributions and practical implications are discussed.
The Relationship between Negative Workplace Gossip and Counterproductive Work Behavior (260)
Author/s: Ghulam Murtaza Rahman Khan Jean Pierre Neveu Qurat-ul ain Talpur
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Negative workplace gossip, counterproductive work behavior (CWB), social media, moral attentiveness
Abstract: In this research we examine the effects of negative workplace gossip on counterproductive work behaviors (CWB) through emotional exhaustion. We enhance the understanding of negative gossip on CWB by investigating contingency roles of social media and moral attentiveness. A multi-source time-lagged data of 315 Information Technology (IT) professionals and their immediate supervisors showed a positive relationship between negative gossip and CWB with this relationship being mediated by emotional exhaustion. Importantly, the relation of negative gossip with emotional exhaustion enhances when the involvement of social media in the workplace is high. However, the indirect effect of gossip on CWB via exhaustion is further moderated by an individual's moral attentiveness for IT professionals. We end with a discussion of implications and promising avenues for future research.
Is Mindfulness Good for Everyone? A Cross-Country Impact on Effort-Reward Imbalance and Burnout (261)
Author/s: Ghulam Murtaza Jean Pierre Neveu Rahman Khan
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Mindfulness, effort-reward imbalance, burnout, resource, culture, reciprocal relationship
Abstract: This research explores the moderating effects of mindfulness on the relationships between work effort-reward imbalance (ERI) and job-burnout (JBO). On the basis of a cross-lagged longitudinal research design across two different countries, e.g. Pakistan (T1, n= 338; T2, n= 191) and France (T1, n= 277, T2, n=146), results supported mindfulness as a moderator of the relationship between ERI and JBO. Two separate studies using structural equation modeling yielded similar results in both France and Pakistan. We suggest that mindfulness serves as a personal resource, as it helps employees to achieve a psychological balance when facing low rewards and high efforts. Altogether, these findings help reconcile divergent perspectives of traditional Buddhists and modern philosophers on mindfulness interventions.
Social IDentification, Minority Dissent and Team Innovation (262)
Author/s: Rebecca Mitchell Brendan Boyle
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Healthcare, social identity, teams.
Abstract: Organizational teams have the capacity to address complex and multifaceted problems through innovative solutions, but their capacity to innovate is far from guaranteed. The quest to address this dilemma has yet to explore the interactive roles of professional and team identification; a surprising omission as both professional and team identification have been separately shown to play an important role in determining team innovation. Responding to this research gap, we explore the potential for professional identification to enhance or undermine healthcare team innovation through minority dissent, and argue that team identification is capable of differentiating between these two contrasting effects. Our survey-based study of 76 US healthcare teams supports our moderated mediation model. By showing how professional and team identification interact, our study provide evidence of this newly emergent line of research into the potential complementarity of divisive and inclusive forms of identification. We suggest that the complementarity of inclusive and divisive forms of identification provide an opportunity for teams to reap the benefits, as well as avoid the detriments, typically associated with each form.
The Role of Relational Meaning in Work Related Wellbeing A Longitudinal Qualitative Study Of Employees Framing of Demands and Resources (339)
Author/s: Karen Nicola Maher Raymond Randall Nicola Bateman Cheryl Travers
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Demands, Resources, Appraisal, Relational Meaning, Change
Abstract: Little research examines the psychological processes that lead to heterogenous and unfolding appraisals of, and responses to, a change. This study examines the accounts and experiences that employees from a one UK Fire and Rescue Service give in response to a significant change to their work schedules. We used a longitudinal interview study with three data collection points to identify heterogeneity both over time and between participants in perceptions of change related demands, resources and outcomes. Our findings showed that heterogeneity in employees accounts of their experiences is linked to the role of relative meaning in the framing of demands and resources. We propose a conceptual model as an extension to the Job Demands Resources model to explain the process through which employees evaluate their work conditions as either demanding or resourceful
The Development and Validity of the Psychopathy Measure Management Research Versions 1 and 2 (345)
Author/s: Clive Roland Boddy
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Psychopathy, Corporate psychopaths, Corporate psychopathy theory, Toxic leadership
Abstract: This paper describes the development of the measures and evidence for the validity of the constructs of corporate psychopathy characterised in the PM-MRV and PM-MRV2. The grounding of the papers in the most respected work on psychopathy is described. Content validity is established by comparison to corresponding items in similar research measures. The paper then describes how both characterisations have predictive accuracy and practical usefulness
Newcomer Innovative Role Orientation: A Moderated Mediation Model From A Resource-Based Perspective (371)
Author/s: Jenny Chen Helena D. Cooper-Thomas
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: supervisor expectations for creativity, role orientation, Pygmalion effect, conservation of resources theory, newcomer
Abstract: Newcomers can be a source of innovation for organisations, bringing fresh perspectives and novel solutions. Thus, in some organisations, it is desirable for newcomers to adopt an innovative role orientation. Guided by the Pygmalion effect and the conservation of resources theory, we propose a moderated mediation model wherein supervisor expectations for creativity predicts newcomer innovative role orientation through work engagement, and we also expected this mediation effect would be moderated by perceived insider status. Two-wave data collected from 102 graduates from a university in south China largely supported our hypothesized model: Supervisor expectations for creativity indirectly predicted newcomer innovative role orientation via work engagement, and this was more apparent for those newcomers low in perceived insider status, that is, those who did not perceive themselves as organizational insiders. Implications of these findings for theory and practice are discussed.
Antecedents And Outcomes Of Person-Job Fit In Temporary Organizations (549)
Author/s: Nicolas Goetz Andreas Wald
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Person-Job fit, Person-Environment Fit, Temporary Organizations, Project Management, Organizational Theory, Human Resource Managament
Abstract: Although a progressing projectification has led to a widespread use of temporary organizations (TOs) in many industries, the various factors that determine successful work in TOs of individual workers are widely unexplored. To take a first step towards closing this gap, we empirically investigate the effect of two specific personal skills on the individual outcome in TOs. In doing so, we examine for the first time the Person-Job (P-J) fit, as an integral part of the established Person-Environment (P-E) fit theory, in TOs. The results point out that (i) P-J fit is also an adequate analysis tool for a temporary working environment and (ii) that the individual performance in projects can be improved by the targeted selection of employees with the abilities to work under constraints of high interdependency and to work independently.
Pattern and Prevalence of Bullying in New Zealand Organisations (641)
Author/s: Joanna Cullinane Stephen Croucher Beth Tootell Doug Ashwell
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Bullying, Prevalence, Risk-based, New Zealand
Abstract: There is no universal definition of bullying, but it is increasingly pervasive and is recognised as a psychosocial hazard with associated wellbeing and organisational dysfunctions. Literature identifies antecedents associated with bullying, including leadership style, role autonomy, etc, but some overarching characteristics may also add to understanding of the organisational profiles which give rise to bullying, e.g. organisational size, public or private, industry, predominant gender and diversity etc. These are worthy of consideration because they may help identify where risk of bullying is likely to be greatest. To aid in understanding this under researched area, this paper uses the New Zealand Diversity Survey to look at bullying through themes of perceived importance, policy implementation, organisational size and sector. The aim of this paper is exploratory, it establishes a preliminary understanding of the relationship between organisational characteristics and bullying prevalence to identify areas for further research in the next phase of the investigation.
Navigating Technostressors Mindfully: A Conceptual Understanding Using Psychological Needs Satisfaction (647)
Author/s: Rofia Ramesh Vijayalakshmi V Piyush Sharma Subra Ananthram
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Mindfulness, Technostressors, Psychological need satisfaction, Techno-burnout, Work engagement
Abstract: Current approaches to reduce technostress are myopic as they underestimate the role of the individuals agency in its amelioration and instead focus only on organisation provided interventions. This conceptual paper uses the Job Demands Resources JDR theory in postulating mindfulness, an individual disposition amenable to development as a personal resource in alleviating techno burnout and fostering work engagement among employees with intensive Information and communications technology ICT use. Further, we posit psychological need satisfaction as the psychological mechanism that contributes to differential perceptions of ICT use as stressful or not, thus differentiating them into challenge and hindrance demands. By introducing mindfulness as a personal resource, the research related contribution of this paper lies in two domains, as an individual mitigation approach within the technostress domain and as an emerging personal resource within JDR theory in the organisational behaviour domain. Our propositions are proffered as a conceptual framework and we encourage future research to validate our contentions.
Development and Validation of Witness Behaviour Towards Workplace Deviance Behaviour Scale in India and the USA (660)
Author/s: Kanimozhi Narayanan Tom Booth
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Tolerance, scale development, workplace deviance behaviour, construct validity, reliability.
Abstract: We draw on several literatures and interviews conducted to define the construct Witness behaviour towards workplace deviance behaviour (WBTWD), discuss its roots in theories of helping behaviour and distinguish it from related constructs. Two studies are reported which (Study 1) develop a self-reported measure of WBTWD and (Study 2) examine the validity of the scale to determine the convergent and discriminant validity with other related constructs. The study revealed that WBTWD affected behavioural outcomes of job commitment, engagement and satisfaction of the individuals. We conclude with recommendations for future research.
Promises, Promises. Linking Meta-communication, Performance Appraisal and Psychological contract. (677)
Author/s: Juanita Illingworth
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: meta-discourse, Performance appraisals, Meta-communication, psychological-contract
Abstract: Performance Appraisal PA within an organization involves management having individual meetings with employees. Literature identifies these are sometimes considered as difficult due to employee reactions Suddah 2013, Campeau 2012, Belew 2016, Ellis 2017,Weinstein 2016. This research explores the concept of metacommunication Haden 2015, Fogel and Branco 1997 as a key factor influencing employee reactions, being driven by discussions with other people, within and external to the organisation. Reviewing existing PA literature has resulted in a conceptual model identifying the PA communication channels. Further to this, a model defining the web of meta communication taking place around the PA process has been developed. It is purported that this web of metacommunication has a direct influence on employee reactions to their PA meeting when applied to the Pinch Crunch Model Sherwood & Glidewell 1973. Knowledge gained from this research will positively impact on the employee relationship by understanding the importance of management promises.
Truth-telling And Emotion Management Towards Work Efficiency: A Field Study In Indian Palliative Care (729)
Author/s: Shibashis Mukherjee
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Palliative Care, Emotion, Efficiency, Negotiation, India
Abstract: The study explores how strategic use of truth-telling and emotion management in a deeply emotional context such as palliative care increases work efficiency. Although the role of palliative care is to provide pain management to terminal patients, a lot of national variations exist. In India for example, false hope is widely used by doctors during interaction with patients. Using ethnographic observations in Indian palliative care setting as my data, I show how use of emotions such as anger, fear and false hope helps doctors to treat patients in a more efficient manner. In a hospital with overload of patients such strategic use of emotions helps doctors to attend many patients within a certain time. Additionally, the paper discusses how cultural belief of family members, that hiding information from patients is "kind and not cruel" encourages doctors to use false hope. The paper also examines whether doctors face any ethical dilemmas for using false hope.
Developing an Integrated Model of Subtle Prejudice and Discrimination at the Workplace (730)
Author/s: Ranjeet Nambudiri Manoj Kumar Yadav Sonakshi Gupta
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: N/A
Abstract: Despite the conceptual overlaps around theoretical, operational and methodological characteristics, the literature on three major fields of subtle prejudice and discrimination SPD workplace incivility, ostracism, and microaggression, are scattered and pursued separately. However, given the subtlety, ambiguity, and covertness involved in the three constructs, this paper aims to integrate and reinterpret the directions of the research in the three areas. Additionally, the proposed integration may further refine and advance the research direction. Swansons theoretical framework was applied to the three contributing fields of SPD to develop the proposed integrated model. The conceptual overlaps and variances found across three constructs and the theoretical framework applied suggests, to restructure the field of SPD across incivility with ostracism and microaggression as its two arms in the workplace context. Future research directions and practical implications of the integrated model is discussed at the end.
The Positive Side of Emotional Labor: A Qualitative Study (815)
Author/s: Shiji Lyndon Preeti Rawat Darshana Pawar
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: emotional labor, emotional dissonance, role internalization, qualitative, educational context
Abstract: Emotional labor is an important area of research in organizational psychology especially in the context of service industry. Past research in this area has primarily focused on the negative consequences of emotional labor. The present study was carried out with two primary objectives. First, whether professors working in higher educational institutes, experienced emotional labor. Second, whether it had a positive or negative impact on them. The study adopted a qualitative approach. Twenty in-depth interviews were conducted. Three broad themes emerged from the study: (a) work environment leading to emotional labor (b) factors facilitating emotional regulation, and (c) consequences of emotional labor. The findings revealed that the consequences of emotional labor are context specific and in the context of educational setting, it has interesting positive outcomes.
Different Strokes for Different Folks: The Individual in an Affective Diverse Team (872)
Author/s: Arti Sharma
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Affective Diversity, Group Affect, Dispositional Affectivity, Individual performance.
Abstract: Affective diversity is defined as, the configuration of affect across group members that is not shared, nor held in common, by members of a group or team. Barsadeand Knight, 2015) Scholars have evidently reported the relevance of diversity in shaping the way a group performs Roberson, 2013. Prior research has suggested that affective context of the work group of an individual may also influence the attitudes and behavior of individuals Kim, Shin and Kim, 2013 with studies examining largely the convergence in group affect Barsade, 2002, Bartel and Saavedra, 2000, Tanghe, Wisse and van der Flier, 2010 and reporting its impact on Individual outcomes Barsade et al., 2000, Barsade and Knight, 2015). Owing to its divergent characteristic, this paper conceptualizes the contextual role of affective diversity on individual performance.
Occupational Stress and Organisational Climate: The Role of Climate Revisited (924)
Author/s: Alessia DAmato
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: work stress, strain, organisational climate, SEM
Abstract: Working within the frameworks of foundational approaches on occupational stress, emphasizing the importance of the cognitive appraisal in Stress perception, the extent to which negative health related outcomes are associated with Strain and shared perceptions of Organizational Climate is explored. In this research, Structural Equation Modeling SEM is used to assess the path from strain to stress, with the mediating role of climate. The results are discussed in light of current and historical literature. In particular, the hypothesis that Strain has a direct effect on health outcomes and wellbeing is investigated and confirmed, and the mediating effect of organizational Climate in the strain or stress process. It is therefore demonstrated how climate, or the cognitive appraisal of practices, procedures and policies that are recognized and rewarded in the organization, has to be considered to guarantee the results in terms of organizational effectiveness and employees wellbeing.
Reciprocal Relationship between Workplace Incivility and Deviant Silence: The Moderating Role of Moral Attentiveness (925)
Author/s: Rahman Khan Ghulam Murtaza Jean Pierre Neveu
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Workplace incivility, deviant silence, moral attentiveness, reciprocal model
Abstract: In this research, we examine the reciprocal relationship between perceptions of workplace incivility and deviant silence. We also explore the moderating role of individuals moral attentiveness for this relationship. Utilizing three wave longitudinal data from 297 fulltime employees working in different sectors in the United States, we find support for the reciprocal model as the best fit to data, thus validating over time relationships between our study variables. Taken together, our results suggest that workplace incivility at T1 and T2 significantly predicted deviant silence at T2 and T3. The results also reveal that deviant silence at level T1 and T2 significantly predicts workplace incivility at T2 and T3, thus reciprocal relationships were supported. Importantly, reflective but not perceptual moral attentiveness significantly influenced the impact of workplace incivility on deviant silence in following periods. We close by offering implications for research and practice.
A Literature Review of Work-life Balance in the Public Sector. (948)
Author/s: Suhendro Oktosatrio Jonathan Liu
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: N/A
Abstract: The transferability of business-like practices in the public sector has been discussed in many studies. The differences between the public sector and the private sector have become one of the major concerns to implement more business-like management practices in the public sector successfully. Performance-related pay is one of the business-like practices that has been widely implemented in the public sector as well as most criticised. There are also other practices that were first invented and have been successfully implemented in the context of the private sector that can be adopted in the public sector. This study offers a literature review and a theoretical framework of adopting work-life balance as a concept and practice that was first developed in the context of the private sector to improve the performance of the public sector through job satisfaction. This research also aims to identify policies related to work-life balance concept in the local government of Jakarta.
Making Sense of Psychological Ownership: Construct confusion and unanswered questions (974)
Author/s: Deborah Anne Taylor
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Psychological Ownership, Possessions and Ownership, Identity
Abstract: Since the turn of the century Psychological Ownership (PO), a concept in which individuals feel attached to certain workplace targets such as a job role or organisation has gained traction due to its perceived organisational benefits. However there are concerns regarding PO conceptualisation and subsequent measurement which would benefit from further scrutiny. In particular we suggest that PO is at a methodological junction which warrants different approaches to provide greater clarity regarding this complex, multifaceted concept. We call for a review of the posited motives to consider if the role of identity has been underestimated and if additional motives such as power and happiness should also be included. Researchers have neglected population samples such as individuals at the start of their career including the crucial period of PO development, therefore we would suggest opportunities to target broader groups of workers.
I Cannot Afford to Quit: The Moderation Role of Continuous Commitment in Reactions to Organizational Injustice. (1044)
Author/s: Nourah Alfayez
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: organizational justice, organizational commitment, continuance commitment, organizational citizenship behavior.
Abstract: The present study aims to expand knowledge about the relationships between employees perceptions of justice and employees behavior by investigating conditions under which these reactions may occur. The purpose of this study is to identify the impact of continuance commitment in moderating the relationships between organizational justice and employees citizenship behavior, the employee voluntary performance. A sample of 419 private sector employees was surveyed to test the relationships between the study variables. The results indicated that continuance commitment is a significant moderator of the relationship between organizational justice and organizational citizenship behavior as continuance commitment moderates the effects of interpersonal, and distributive justice on the employee citizenship behavior.
The Role of Employee Passion for Work as an Antecedent of Employee Engagement. (1050)
Author/s: Oluwole Adeshina Shokunbi Alex de-Ruyter Vanessa Clarke
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: Passion, Work, Employee, Engagement, Antecedent
Abstract: Summary
This study explores employee passion for work as an antecedent to employee engagement among secondary school teachers within the Nigerian Public Education sector. The study fo-cuses on empirically verifying an initial theoretical proposition in the extant literature. The pa-per adopts the case study approach with the use of semi-structured interviews for data collec-tion and thematic analysis as proposed by Braun and Clarke (2006) to analyse the data. Find-ings revealed three main themes: positive reinforcement, values and identity and intrinsic mo-tivation which form how employee passion for work emerges as an antecedent to employee engagement in the research context. Also, the paper recommends how public sector leaders should use this as a tool to build, maintain and sustain an engaged workforce.
I Love My Job But Hate My Office: The Dichotomy of Job Alienation and Organizational Alienation (1195)
Author/s: Sriparna Basu Bishakha Majumdar
Track: Organisational Psychology
Paper Type: Full Papers
Keywords: work alienation, job alienation, organizational alienation, performance
Abstract: Work Alienation, or the feeling of detachment from ones work owing to prolonged exposure to negative experiences, has been associated with turnover, presentism, and other negative work behaviour. Research is relatively silent on the contexts of work alienation. Work alienation occurs when ones work fails to satisfy ones salient needs as an individual leading to detachment from the work eventual withdrawal from the organization. However, it is possible that while ones job in itself may be frustrating, organizational kinship and coworker ties would make the person want to continue in the same workplace. Thus, work itself has multiple contexts, and alienation from each context may not happen at once and for the same reasons. In this research, we propose two sub dimensions of work alienation, namely job and organizational alienation, and how they interact and operate to determine how the negative effects of alienation shall be manifested for an individual