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.     

Exposure to workplace bullying and negative gossip behaviors: Buffering roles of personal and contextual resources

This study adds to business ethics research by investigating how employees' exposure to workplace bullying might spur their negative gossip behaviors, as well as how this effect might be buffered by their access to two personal resources (religiosity and innovation propensity) and two contextual resources (work meaningfulness and trust in top management). Survey data collected among Canadian-based employees who work in the religious sector reveal that workplace bullying increases the likelihood that they spread negative rumors about other organizational members, but this effect is weaker when employees (1) can draw from their religious faith, (2) are motivated to generate innovative ideas, (3) derive meaning from their work, and (4) have confidence in the trustworthiness of top management. For management scholars and practitioners, this study thus pinpoints different resources that diminish the risk that workplace bullying infuses work environments with even more negative energy, as might occur if bullying spills over into additional, negative gossip behaviors.     

‘ALL EYES ON ME’: The (In)Formal Barriers to Market Trade in Europe

Studies of marketplaces in the global North have often conceptualized markets as important public spaces of social encounter and conviviality where visitors, regardless of race, age, class or gender, feel they have an equal right to be. Yet comparatively little has been written about how inclusive European marketplaces are for the traders who (want to) work there. In this article we argue that the common conception of marketplaces as accessible to everyone, and as vehicles of socioeconomic mobility, is oversimplistic and romanticized. We draw on empirical data from marketplaces in four European countries to focus on the more or less informal ways in which markets are regulated by managers and traders themselves, and on the exclusionary and inclusionary effects of this process that may ultimately determine traders’ access to and success in these markets. This article not only challenges dominant conceptions of marketplaces as accessible and inclusive, but also addresses prevalent stereotypes about economic practices in the global North and assumptions about the ways in which these differ from practices in the global South.     

An examination of anti-violence human resource management practices in the context of health care and aged care

Although accumulated research has demonstrated the negative impacts of workplace violence and called for effective solutions from a human resource management (HRM) perspective, a valid measure of anti-violence HRM practices is missing. In this paper, we develop a scale of anti-violence HRM practices that is critical for both theoretical advancement and managerial practices in health care and aged care contexts. Through an inductive approach in Study 1, we generated items for the scale to be used in health care and aged care contexts, which we then subjected to a content validity test in Study 2. Using the newly developed scale, we further demonstrated in Study 3 that anti-violence HRM practices that are implemented in aged care facilities reduce workers' experienced violence, improve workers' emotional wellbeing, and enhance workers' organisational and career commitment.     

Platform capitalism and neo-normative control: “Autonomy” as a digital platform control strategy in neoliberal Chile

A key element of the platform business model is concentrating great organisational power over the work process while simultaneously allowing workers certain degrees of autonomy and encouraging them to see themselves as self-employed. This study applied the neo-normative control concept to analyse the mechanisms platforms use to promote freedom of choice and self-regulation values, which are formed extra-organisationally in deeply neoliberal societies such as Chile. The Uber ride-hailing and Pedidos Ya home delivery platforms in Chile were examined using a labour process theory framework based on an ethnographic design. The results show the specific ways in which these platforms deploy forms of neo-normative control, how this deployment is anchored in the labour context of neoliberal Chilean society, and how workers re-signify, stress, or seek to subvert this control strategy. The findings' theoretical and empirical implications are discussed.