Workplace incivility in restaurants: Who’s the real victim? Employee deviance and customer reciprocity

This study expands upon previous literature that focused on examining the impact of managers’ incivility towards their employees and the effects on employee behavior and attitudes, as well as customers’ perceptions and behavior intentions following workplace incivility from the maltreated employees. Using mixed-methods of sequential incident techniques and a scenario-based experiment, the study found that when customers received a good service from the employee who was maltreated by his/her supervisors, customers are more likely to revisit the restaurant and tend to provide more tips to the employee compared to customers who received a bad service from the employee. Also, employees who try to continuously provide a good service to customers regardless of their mistreatment from the manager, trigger customers’ moral unease, thus lead them to give more tips.     

工作场所暴力问题的产生及预防

对工作场所暴力的探究及预防是一项新的研究领域,国外在这方面的研究开展得较早,近年来也获得了广泛的成果。文章从对工作场所暴力研究的提出、范围界定、多角度分类以及发生工作场所暴力事件的原因等方面对已有研究进行了综述,同时,总结各专业机构及企业组织提出的多种预防措     

The legal implications of workplace smoking policies

Smoking in the workplace has become a difficult and complex legal issue. Both smoking and nonsmoking employees have used various legal bases in their attempts to enforce their rights. An analysis of the reported legal decisions indicates that the trend is in favor of limiting the rights of smokers. As nonsmokers become more aggressive in their demands for a smoke-free environment, it will become increasingly important for employers to be well apprised of the legal implications associated with smoking in the workplace.     

职场孤独感与科研人员工匠精神：过犹不及还是每况愈下？

当前,学术界对职场孤独感的探讨主要关注其（潜在）消极后果,对如何正确看待和应对职场孤独感的研究还非常有限,对其缺乏全面、深入与准确的认识,特别是在其正向结果层面。本研究以资源保存理论为研究基础,利用包括高校、科研院所和科技型企业研发部门在内的374份科研人员调研数据开展实证研究,探讨职场孤独感对科研人员工匠精神的影响及其作用机制。研究结果表明：职场孤独感对科研人员的工匠精神和职业生涯韧性均有倒U型影响,职业生涯韧性在职场孤独感和科研人员工匠精神的关系中起中介作用;关系型心理契约不仅正向调节职业生涯韧性和科研人员工匠精神之间关系,而且还正向调节职业生涯韧性在职场孤独感影响科研人员工匠精神关系中的中介作用。研究结论揭示了职场孤独感影响科研人员工匠精神的作用机制和边界条件,识别出职场孤独感的正向激励作用,具有较高的创新意义,并对从资源保存理论视角来理解职场孤独感如何正向影响工匠精神提供了有益参考。     

工作场所隐私缺失会导致工作脱离行为吗？——一项基于情感事件理论的研究

越来越多的企业开始采用开放式和共享式的办公空间设计,而开放式和共享式办公空间设计导致的一个关键问题就是办公场所隐私缺失。本研究基于情感事件理论,通过对210名员工进行时间间隔为两周的两阶段问卷调查,探析了工作场所隐私缺失会怎样通过消极情绪影响到员工的工作脱离行为。最终我们得到的研究结果表明：工作场所隐私缺失会对员工的工作脱离行为产生显著的正向影响,消极情绪在两者之间发挥部分中介作用。此外,控制点调节了工作场所隐私缺失与消极情绪之间的关系：相较于内控制点个体,外控制点个体更容易受到工作场所隐私缺失的消极影响,其消极情绪的增加更为明显,对工作脱离行为的影响也更强烈。     

Balancing Civil Rights With Safety at Work: Workplace Violence and the ADA

Workplace violence has become an increasingly common occurrence in recent years. During the years 1992–1996, there were over 5,000 job-related homicides in the United States, and in 1996 alone there were 1,364 nonfatal assaults committed by coworkers or former coworkers. Although it would be both inaccurate and inappropriate to suggest that these acts have generally been committed by persons suffering from severe emotional and mental disorders, this is clearly one of the possible explanations. In light of these facts and given the recent Equal Employment Opportunity Commission's Guidance on the Americans with Disabilities Act and Psychiatric Disabilities, the obligations and prerogatives of employers in terms of hiring and posthiring actions need to be discussed. This paper examines the legal issues, the EEOC's Guidance, and offers specific suggestions for developing an effective hiring process, as well as methods to use when dealing with current employees who pose a threat of violence because of mental and emotional disorders.     

战略性招聘和甄选与机会平等、无歧视的兼容性分析

本文通过分析(SR&S),探讨SR&S是否与机会平等、无歧视等工作措施相兼容。首先从学术理论探讨SR&S的发展历程,以及与机会平等、无歧视工作措施的联系,其次探讨他们的一致性和矛盾性,最后根据Compton et al.(2009)的观点提出可行性建议。     

Impact of abusive supervision on deviant work behavior: The role of Islamic work ethic

In this article, we examined the relationship between abusive supervision and deviant workplace behavior and the moderating role of an Islamic Work Ethic. Three hundred and thirty‐six employees in different organizations (specializing in software development, medicine, law enforcement, telecommunication, pharmaceutics, and banking) across Pakistan completed our questionnaire. The results revealed that abusive supervision was positively related to deviant workplace behavior. Moreover, the moderation of an Islamic Work Ethic on the relationship between abusive supervision and deviant work behavior was confirmed. The study contributed in many ways. It expanded literature by revealing a weaker relationship between abusive supervision and deviant behavior when Islamic Work Ethic (IWE) was high. It also tested the conservation of resources theory by providing a plausible reasoning of the role of IWE in employee motivation. By integrating IWE as a resource in the workplace, practitioners would learn that the proper use of resources would produce satisfied workers who would not indulge in deviant workplace behaviors.