工作压力与员工工作场所偏离行为的关系探讨

员工工作场所偏离行为是企业管理者普遍面临的亟待解决的问题。作为近年来新兴的研究议题之一,员工工作场所偏离行为的研究无论是国外还是国内的研究仍相当缺乏。文章在对员工工作场所偏离行为和工作压力的全面、系统的文献分析的基础上,提出了一个系统的概念模型,用于探讨工作压力与员工偏离行为之关系。     

A Framework for Ethical Conformity in Marketing

The extant marketing literature provides little guidance for theory development or practice with regard to questions of ethical conformity and the resulting market response. To begin to bridge this research gap, we advance a theoretical framework of ethical conformity in marketing, appealing to marketing ethics, management strategy, and sociological foundations. We set the stage for our theoretical arguments by considering the role of normative expectations related to marketing practices and behaviors held by societal constituents. Against this backdrop, we propose drivers of conformity in marketing, including practices consistent with both overconformity and underconformity. The framework allows us to advance testable research propositions by which questions of ethical conformity may be explored. We conclude by suggesting additional future research needed to develop the domain, specifically in the form of empirical inquiries uncovering firm strategic decisions with ethical implications. Kelly D. Martin is Assistant Professor of Marketing at Colorado State University in Fort Collins, Colorado. Her research interests involve marketing strategy with ethical implications, interfirm relationships, the role of marketing in society, and the effects of institutions, social norms, and culture on organizations. Her work has appeared in the Academy of Management Journal, the Journal of Business Ethics, and Business & Society. Jean L. Johnson is the Gardner O. Hart Professor of Marketing at Washington State University in Pullman, Washington. Her research focuses on marketing strategy, interfirm relationships, and capabilities and learning in firms. Her work appears in the Journal of Marketing, the Academy of Management Journal, and Journal of International Business Studies, among others.     

Assessing the impact of different workplace flexibilities on workplace stress in the presence of varying degrees of job control

We apply probit and propensity score matching to 1667 respondents from the 2008 National Survey of the Changing Workforce to quantify how workers’ self-reported stress levels vary under two different workplace flexibilities and varying degrees of job control. The first workplace flexibility considered is the ability to easily take time off for personal and family matters; the second is the option of a compressed work week. Our findings suggest that the first flexibility correlates with lower stress reports regardless of job control level. The second flexibility, however, correlates with lower stress levels only for workers with low levels of job control. This suggests that a compressed work week does not reduce stress for workers that already have high levels of job control. The more general conclusion is that some flexibilities are substitutes for job control whereas other are not, assuming the larger goal is the reduction of workplace stress and the various maladies exacerbated by stress.     

Lone wolves reciprocate less deviance: a moral identity model of abusive supervision*

Abstract

Although previous studies provide diverse perspectives on the influences of abusive supervision, the moral perspective receives little attention in the literature. We rely on social cognitive theory to present a moral identity model of abusive supervision that accounts for the influences of perceiving abusive supervision on organizational and interpersonal deviance. In particular, we propose that employee moral identity mediates the positive relations between abusive supervision, as perceived by followers, and their subsequent organizational and interpersonal deviance. We also test the extent to which lone wolf tendencies alleviate the main negative impact of abusive supervision on moral identity and the indirect effect of abusive supervision on organizational and interpersonal deviance through moral identity. More specifically, when the level of lone wolf tendencies is high, the relationship between abusive supervision and moral identity, and the magnitude of the moral identity mediating mechanism will be weaker. Using multi-wave, multiple-source data collected in China, our findings support most of our hypotheses and offer insightful theoretical directions for mistreatment, morality, and disposition research. Our moderated mediation model serves as a springboard for future research to understand the social cognitive processes that link abusive supervision and deviant behavior from the moral perspective.     

Friend or foe? The impact of high‐performance work practices on workplace bullying

The aim of this paper is to examine the relationship between high‐performance work practices (HPWPs) and workplace bullying and identify possible mediators. The study presents hypotheses based on two competing perspectives: a mutual gains perspective, arguing that HPWPs lead to higher perceptions of justice and less role conflict, thereby reducing the risk of bullying; and, a critical perspective, arguing that HPWPs lead to work intensification and competition among colleagues, and thereby to more bullying. A two‐wave survey (n = 209) was conducted among business professionals in Finland. The results show that HPWPs are associated with less bullying, and justice and role conflict mediated the relationship. Thus, the results provide support for the mutual gains perspective on HPWPs, challenging prevailing assumptions in the bullying literature that suggest performance‐enhancing HR practices are a risk factor. Instead, the results point to the significance of HPWPs as an important tool to prevent bullying.     

Individual,organization and structure: Rethinking social construction of everyday life at workplace in tourism industry

This article analyzes the social construction of everyday life at workplace using the novel of Hakan Günday about a touristic jewellery shopping center. It utilizes research propositions drawn from the theories of symbolic interactionism, structuration and habitus. It is suggested that the results invite a need for rethinking the concepts of the Corrosion of Character by Sennett and of Zombie-Machine by Harding in the context of workplace studies. It is also concluded that the study provides a provocative but integrative understanding of the ideologies, paradigms, traditions and theories of action within a workplace generally and also specifically for the tourism industry within the context of structured agencies.     

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.     

That honey,my arsenic: The influence of advanced technologies on service employees’ organizational deviance

Although advanced technologies represent extraordinary opportunities for service organizations, research has come to the fore warning of their negative effects on service employees. Drawing on the cognitive appraisal theory of stress, this study aims to examine the influence of STARA (Smart Technology, Artificial Intelligence, Robotics, and Algorithms) awareness on service employees’ organizational deviance through psychological contract breach, with this path moderated by industrial relations climate. Using a three-wave data from 359 employees in various Chinese service industries, the results indicated that STARA awareness had a positive impact on psychological contract breach, which in turn triggered organizational deviance. Industrial relations climate was an effective remedy in alleviating the positive association between STARA awareness, psychological contract breach, and organizational deviance. This study contributes to the growing body of research on the “downside” of STARA by illustrating organizational deviance as an outcome. It offers insights into how STARA awareness influences employees’ misbehaviors by adding an employee-organization relationship (i.e., psychological contract breach) perspective and advances our knowledge of a potential safeguard (i.e., industrial relations climate) that organizations can employ to minimize the negative consequences of STARA awareness.     

Abusive supervision and deviance behaviors in the hospitality industry: The role of intrinsic motivation and core self-evaluation

Workplace deviance poses a significant challenge in the hospitality and tourism industries. Based on conservation of resources theory, we develop a model proposing relationships between abusive supervision and frontline employees' deviant behaviors via their intrinsic motivation and core self-evaluation. We validate it with two surveys targeting 200 and 600 hotel frontline employees. Results confirm the detrimental impacts of abusive supervision on frontline employees’ deviant behaviors and the helpful mediating and moderating impacts of their intrinsic motivation and core self-evaluation. Courses of action are proposed to reduce the various human and financial costs at the individual, organizational, social and societal levels.     

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.