Workplace spirituality as a mediator between ethical climate and workplace deviant behavior

This study investigates workplace spirituality as a mediator between organizational justice/ethical climate and workplace deviant behavior/organizational citizenship behavior. Data was collected from 641 Indian employees employed at economy to luxury hotels. Workplace spirituality mediated organizational justice-organizational citizenship behavior link and ethical climate-workplace deviant behavior link. The implications can help hospitality professionals in creating an ethical work environment that embraces justice and spirituality for the well-being of employees, the organization, and the community at large. Hospitality managers can cultivate workplace spirituality by adopting a humanistic work environment. Hotel employers can give their employees the freedom to bring their physical, emotional, intellectual, and spiritual attributes to the workplace so that employees can realize the meaning and purpose of their work and their full potential as a person. The results can also aid hospitality professionals in formulating new policies by embracing spiritually sensitive services. The limitations and directions for future research are outlined.     

"盲目的爱"还是"由爱生恨"? ——城市认同在职场不公平感与城市逃离意愿间的调节效应

基于公平理论的“问责”和“反事实思考”理论主张,将知识型员工在组织层面体验到的职场不公平与其城市逃离意愿联系起来,然后重点考察个体的城市认同在其中的调节效应。通过问卷调查获取430份知识型员工样本,实证检验发现：知识型员工的职场不公平感会激发其对城市不满,进而提升其城市逃离意愿;更重要的是,城市认同在职场不公平感、城市不满与城市逃离意愿之间,发挥“由爱生恨”的调节效应,即相比低城市认同的个体,职场不公平感对高城市认同个体的城市不满的促进效应更强,由此进一步提升其城市逃离意愿。     

From customers' fingertips to employees’ well-being: The impact of mobile application ordering from a job demand-resource perspective

Service is entering a 2.0 transformation where service no longer simply involves customer-employee interactions, but customer-technology-employee interactions. However, previous literature predominantly focuses on customers from a marketing approach, failing to incorporate employees' perspective in the face of technology-enabled changes in a service encounter. Building on Job demand-resource model, this study proposes mobile applications as a job resource and examines their impact on restaurant employees. This study conducts interviews and qualitative content analysis in Study 1 and further employs a 2 × 2 between-subjects experimental design in Study 2. The results indicate that mobile orders may assist frontline employees to invest less cognitive and emotional effort, even in the condition of higher order complexity, leading to enhanced employee workplace well-being. This study newly introduces mobile apps as job resources and a potential way to improve employees’ well-being at work. This study contributes both JD-R and the well-being literature with practical implications.     

Afro-Diasporic women navigating the black ceiling: Individual,relational, and organizational strategies

In this article, we describe how the black ceiling—upheld by the powerful institutional logics of patriarchy and white supremacy, inordinately challenging and interlocking systemic barriers to leadership advancement—leads to the dearth of Afro-Diasporic women in senior corporate leadership positions and pathologizes Afro-Diasporic women as multiple outsiders. As a result, Afro-Diasporic women’s well-being in the workplace is compromised and many adopt coping and survival strategies to navigate a myriad of relational and environmental phenomena, such as spirit murder, emotional taxation, social closure, white privilege, and white fragility. To navigate and ameliorate these dynamics, we advance several individual, relational, and organizational strategies that support Afro-Diasporic women thriving in the workplace.     

Labour inputs substitution during corporate restructuring: a translog model approach for US freight railroads

After deregulation in 1980, competitive pressures forced the large US freight railroads to reduce costs and restructure, resulting in an economic renaissance of the US railroad companies after years of poor financial conditions. The most striking restructuring measure receiving much attention was dramatic labour downsizing: until 2004 employment was reduced by 60%. But other overlooked measures are the significant restructuring of workforce composition, and important changes in railroads’ workplace organization practices and corporate culture. To better understand this successful occupational restructuring, I investigate labour inputs substitutional relationships by using a translog variable cost model. Labour is decomposed into six employee categories rather than traditional production–nonproduction breakdown to estimate inputs elasticities of substitution. The data investigated is a unique firm-level dataset on the US freight Class I Railroads, covering a 22-year period, which allows this fine-grained analysis. I also document railroad workplace organization practices relating to results and reflecting changes in railroads corporate culture. I find strong substitutability between managerial positions and transportation employees, pointing to achievement of better command and control of operations; a high degree of complementarity between the most skilled employee categories and the strongest substitute relationship between transportation and maintenance of Ways&Structures groups.     

Workplace problems,mental health and substance use

Little is known about how workplace problems may influence diagnosable mental health and substance use (MHSU) disorders. We examine the associations between three common workplace problems (experiencing problems with co-workers, job changes and perceived financial strain) and three MHSU disorders (mood, anxiety and substance abuse/dependence). The analysis utilizes longitudinal data on a sample of working-age adults from the National Epidemiological Survey on Alcohol and Related Conditions. These data are well suited for our research objective as the survey was specifically designed to study MHSU disorders. Results show that experiencing these workplace problems is associated with an increased risk for mental health disorders, but not substance use disorders. Importantly, various robustness checks and sensitivity analyses demonstrate that our findings cannot be not fully explained by omitted variables, reverse causality or sample attrition.     

Coping with Workplace Ostracism: The Roles of Ingratiation and Political Skill in Employee Psychological Distress

The study reported here examined the relationship between workplace ostracism and employee psychological distress (i.e. job tension, emotional exhaustion, and depressed mood at work) by focusing on the joint moderating effects of ingratiation and political skill. Data from a two‐wave survey of 215 employees in two oil and gas firms in China indicated that as predicted, workplace ostracism was positively related to psychological distress. Moreover, the findings showed that when employee political skill was high, ingratiation neutralized the relationship between workplace ostracism and psychological distress, but when it was low, ingratiation exacerbated the relationship.     

A discourse analysis of pilgrimage reviews

ABSTRACT

This article is the first to provide an account of the discursive features of online consumer reviews of pilgrimage sites. Drawing from pilgrimage studies and narrativity theory in consumer research, the authors explore how consumers communicate the spiritual and material aspects of pilgrimage experiences by examining a corpus of 833 consumer reviews on TripAdvisor of the most sacred pilgrimage sites of the world’s major five faith groups. Pilgrims include analytical discursive features to communicate the material aspect of their consumption experience. They reserve narration for spiritual transformation and the experience of strong emotions. Moreover, review ratings are only reflective of the spiritual aspect of their consumption experience. As such, this research complements previous studies by highlighting the material, physical aspect of this extraordinary consumption experience.     

Workplace ostracism and turnover intention: A moderated mediation model of job insecurity and coaching leadership

Workplace ostracism is prevalent and has profound consequences for both organizations and individuals. Based on the conservation of resources and job demands–resources theories, we propose a moderated mediation model to examine when and how workplace ostracism induces employee turnover intentions in China. We collected 214 valid questionnaires from a two-wave survey conducted in 28 Chinese hotels. The results indicate that workplace ostracism is positively associated with employees' turnover intentions. Moreover, this relationship is mediated by job insecurity and is stronger when coaching leadership is low. These findings shed light on the role of job insecurity and coaching leadership in the relationship and the importance of mitigating the destructive effects of workplace ostracism. The theoretical and practical implications are discussed.     

In search of heterotopia? Motivations of visitors to an English cathedral

This paper explores visitor motivations at an English cathedral, and the role that heterotopia plays in their motives. More than a third of visitors to Chichester Cathedral appear to be motivated by a subconscious search for a spiritual experience, hidden by rational motives such as interest in history. It concludes by examining the management implications that arise from a potential lack of understanding about visitors' motivations. Cathedral managers should acknowledge their visitors' intrinsic sense of spirituality and recognise their spiritual motivations through interpretation, which should encourage them to explore their personal narratives around the emotional dimension of visiting a cathedral. Copyright © 2010 John Wiley & Sons, Ltd.