Workplace bullying and employee outcomes: a moderated mediated model

Abstract

This paper investigates the relationship between workplace bullying and employee outcomes in a healthcare setting. Drawing on HR process theory, we investigate the mediating role of the perceived effectiveness of implementation of anti-bullying practices on employee outcomes and whether targeted line manager training was a moderator of that relationship. Our multi-level analysis (utilising responses from 1507 employees within 47 hospitals with matched HR Director interviews), finds that the relationship between workplace bullying and employee outcomes is partially mediated by employees’ perceived effective implementation of intended anti-bully practices. The mediated relationship is moderated by targeted line manager training in anti-bullying practices. The mediated moderation model illustrates that it is effective implementation of anti-bullying practices enhanced by targeted training that is required to reduce bullying probabilities and their associated negative employee outcomes. The paper contributes to resource based view of the firm, HR process and human capital theories. The implications for future research and practice are discussed.     

西方主要教育经济理论分析与比较

人力资本理论、筛选理论、劳动力市场划分理论是构成西方教育经济理论的主要内容，它们分别从不同的角度解释教育是如何影响经济增长的。本文分别从理论产生背景、理论主要内容及政策主张等方面来分析和比较这三种理论的异同。     

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。     

Who is at Greatest Risk of Work-Related Discrimination—Women, Blacks, or Homosexuals?

This study was developed to examine whether bias against women, blacks, and homosexuals emerges in predictable patterns when raters are presented with hiring scenarios. We instructed the research sample to hire six of eight candidates for an accounting position. Eight candidates were necessary to offer the full range of gender, race, and sexual orientation combinations. Requiring the research sample to select six of the eight candidates meant that each respondent would have to discriminate by eliminating the two candidates they considered the least desirable. We found that a black, male homosexual is the most likely target of discrimination and the white, female heterosexual is the least likely to be discriminated against. If it develops that these findings hold across a wide range of work-related decisions and samples, such results would support the argument for maintaining affirmative action for blacks and extending civil-rights protection to gays and lesbians.     

Workplace contextual supports for LGBT employees: A review,meta‐analysis,and agenda for future research

The past decade has witnessed a rise in the visibility of the lesbian, gay, bisexual, and transgender (LGBT) community. This has resulted in some organizational researchers focusing their attention on workplace issues facing LGBT employees. While empirical research has been appropriately focused on examining the impact of workplace factors on the work lives of LGBT individuals, no research has examined these empirical relationships cumulatively. The purpose of this study was to conduct a comprehensive review and meta‐analysis of the outcomes associated with three workplace contextual supports (formal LGBT policies and practices, LGBT‐supportive climate, and supportive workplace relationships) and to compare the relative influence of these workplace supports on outcomes. Outcomes were grouped into four categories: (a) work attitudes, (b) psychological strain, (c) disclosure, and (d) perceived discrimination. Results show that supportive workplace relationships were more strongly related to work attitudes and strain, whereas LGBT supportive climate was more strongly related to disclosure and perceived discrimination compared to the other supports. Our findings also revealed a number of insights concerning the measurement, research design, and sample characteristics of the studies in the present review. Based on these results, we offer an agenda for future research.     

加班行为能提升员工工作幸福感吗?

从“主动/被动”和“愿意/不愿意”两个维度对加班行为进行分类,基于自我决定理论构建加班动机的自我决定模型,探索员工的加班行为通过感知任务完成度的中介效应和加班动机的调节作用影响工作幸福感的机制。结果表明：加班动机的自我决定水平越高,由加班造成的工作幸福感损失越少;当自我决定水平达到一定程度时,加班行为反而会增加工作幸福感。研究成果丰富了自我决定视角下的加班研究,为组织的管理实践提供了一定启示。     

贷款利率浮动区间扩大与银行授信业务风险性研究

本文建立并比较了两种不同贷款利率条件下的信贷市场模型,对我国银行授信业务中存在的风险问题进行了研究。得出结论,只有扩大贷款利率浮动区间,才能使利率成为银行信贷业务中的甄别机制,并对我国利率市场化改革问题提出了政策建议。     

联保贷款客户自动筛选机制研究

本文通过一个简单的决策模型,对借款者的决策行为进行分析.研究发现:联保贷款内生客户筛选机制,在借款者之间信息对称的情况下,通过借款者的自我选择,能有效避免逆向选择,实现贷款客户筛选的目的.     

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.     

The relationships between multifoci workplace aggression and work–family conflict

This study examined the relationships between multifoci workplace aggression by supervisors, coworkers, and customers and employees’ work–family conflict (ranked by spouses or closest family members). Furthermore, this study explored how employees’ problem-focused coping levels moderate the relationship between multifoci workplace aggression and employees’ negative affect, which subsequently influences their work–family conflicts. Data from a sample of 457 working adults and their spouses (or their closest family members) and results showed the direct effects of multifoci workplace aggression on employees’ work–family conflict. This research also found that problem-focused coping would weaken the relationship between supervisor/coworker aggression and employees’ negative affect. Moreover, the results revealed that the effects of multifoci workplace aggression spilled over into employees’ family domain through negative affect and influenced their work–family conflicts (ranked by spouses or closest family members). Finally, a moderated-mediation model used in this study supported the hypothesis that negative affect mediates the interactive effects of multifoci workplace aggression and problem-focused coping on employees’ work–family conflicts. The theoretical and practical implications of these findings are discussed.