What Is So Distressing About a Little Name-Calling and Teasing? Work Performance Anxiety as an Explanation of the Negative Effects of Harassment

1999 ◽  
Author(s):  
Sharon K. Parker ◽  
Mark A. Griffin ◽  
Simon Holdaway
Keyword(s):  
Work Performance ◽  
Performance Anxiety ◽  
Negative Effects

scholarly journals Influence of Machine-Made Sand Performance on Concrete

2021 ◽  
Vol 233 ◽  
pp. 01040
Author(s):  
Huanhuan Hou
Keyword(s):  
Work Performance ◽  
Experimental Results ◽  
Negative Effects ◽  
Rock Powder ◽  
Performance Indexes ◽  
Negative Effect ◽  
Working Performance ◽  
Powder Content

This paper studied the influence of various performance indexes of machine-made sand on concrete work performance and admixture adaptability. The experimental results show: The MB value of machine-made sand has obvious negative effects on concrete performance and admixtures. The rock-powder content and the fineness module have relatively little influence on the working performance of concrete. The negative effect can also be reduced by adjusting the sand ratio, but the amount of external additives has a certain influence.

scholarly journals The Role of Humour in the Social Care Professions: An Exploratory Study

2019 ◽  
Vol 50 (3) ◽  
pp. 778-796
Author(s):  
Molly Fogarty ◽  
Dely Lazarte Elliot
Keyword(s):  
Interpretative Phenomenological Analysis ◽  
Work Performance ◽  
Social Care ◽  
Positive Impact ◽  
Well Being ◽  
Negative Effects ◽  
The Social ◽  
Care Training ◽  
Depth Interviews

Abstract Six social care professionals were recruited to take part in in-depth interviews that sought to explore their phenomenological experiences of humour within their place of work. Using an Interpretative Phenomenological Analysis (IPA) approach, the results suggest that humour serves various important functions within social care. Humour can allow social care professionals to relieve themselves of negative emotions, to avoid stress and cynicism, to achieve a sense of normality and perspective and to engage with service users. The positive impact humour appears to have upon these professionals is in keeping with the humour–health hypothesis, which posits that humour enhances well-being. However, results from this study also suggest that humour may be capable of negatively impacting well-being. Arguably, these findings highlight the need to extend the humour–health hypothesis and incorporate the negative effects humour can have upon well-being. Results also indicate that, if used appropriately, humour can be utilised to benefit work performance and service user outcomes. The findings of this research hold important implications for how humour may be understood and fostered in social care training, practice and policy.

Examining the interactive effects of accountability, politics, and voice

2014 ◽  
Vol 19 (4) ◽  
pp. 358-380 ◽  
Author(s):  
Wayne A. Hochwarter ◽  
B. Parker Ellen III ◽  
Gerald R. Ferris
Keyword(s):  
Work Performance ◽  
Interactive Effects ◽  
Negative Outcomes ◽  
Voice Behavior ◽  
Negative Effects ◽  
Content Type ◽  
Job Tension ◽  
Individual Difference Variables ◽  
Political Environments ◽  
Felt Accountability

Purpose – Research has shown accountability can produce both positive and negative outcomes. Further, because of inherent environmental uncertainty, perceptions of organizational politics often interact with accountability to produce negative effects. However, using uncertainty management theory, the purpose of this paper is to argue that employees can use proactive voice to exercise control in the ambiguity of highly accountable and political environments. Design/methodology/approach – This two sample study of graduate school alumni (n=211) and insurance employees (n=186) explored the three-way interaction of felt accountability×politics perceptions×proactive voice on work performance, job satisfaction, and job tension. Findings – As hypothesized, high levels of felt accountability and politics were most strongly associated with favorable outcomes when coupled with increased voice behavior. Conversely, felt accountability and politics were related to negative outcomes in settings associated with low proactive voice. Results supported in Sample 1 were then constructively replicated in Sample 2. Practical implications – All employees are held accountable to some degree, and all work in potentially political settings. Often, these environmental features are dictated to employees, leaving only employee reactions in direct control. One possible response is voice. As demonstrated in the present research, employees who engage in proactive voice appear to exercise some degree of control over their environment, resulting in more positive outcomes than their less active counterparts. Originality/value – The present research extends understanding regarding the effects of accountability in organizations by demonstrating that contextual factors (e.g. politics) and individual difference variables (e.g. in levels of proactive voice) differentiate favorable vs unfavorable outcomes of accountability.

scholarly journals Prisoner-warder ratio parity in a South African Correctional Centre: Repercussions on prison work environment and correctional security personnel

2014 ◽  
Vol 6 (5) ◽  
pp. 411-417
Author(s):  
Vuyokazi Magungxu ◽  
Philani Moyo .
Keyword(s):  
South Africa ◽  
Work Environment ◽  
South African ◽  
Work Performance ◽  
High Stress ◽  
International Standards ◽  
Negative Effects ◽  
Correctional Services ◽  
Security Personnel ◽  
The World

South Africa has one of the highest inmate populations in the world. In order for the South African Correctional Services system to provide an environment conducive for the appropriate rehabilitation and reformation of its many inmates, it requires a balanced prisoner-warder ratio based on international standards. But is this the case in South African prisons? This is one of the questions that this article engages as it examines the prisoner-warder ratio at the East London Maximum Correctional Centre (ELMCC) in an effort to understand the effects of prison overcrowding on the prison work environment and correctional personnel. Based on empirical evidence gathered through qualitative techniques, the study finds a disproportionate prisoner-warder ratio at the ELMCC. This disproportion has a number of negative effects on the prison work environment and direct security personnel on duty. For example, high absenteeism is rife with warders frequently on sick leave while others are regularly on temporary incapacity leave. High stress levels are also a major problem pushing many warders into alcohol abuse. Cognitive job satisfaction and organizational commitment are also negatively affected by this disproportion with the majority of warders indicating poor work performance due to low morale and lack of motivation.

scholarly journals Leader-Member Exchange (LMX) Ambivalence and Task Performance: The Cross-Domain Buffering Role of Social Support

2017 ◽  
Vol 45 (5) ◽  
pp. 1927-1957 ◽  
Author(s):  
Allan Lee ◽  
Geoff Thomas ◽  
Robin Martin ◽  
Yves Guillaume
Keyword(s):  
Social Support ◽  
Task Performance ◽  
Work Performance ◽  
Leader Member Exchange ◽  
Negative Effects ◽  
High Quality ◽  
Absolute Level ◽  
Lmx Theory ◽  
Member Exchange ◽  
And Task

Leader-member exchange (LMX) theory proposes that leaders develop different quality relationships with those they manage and this is predictive of work performance. While LMX quality has been viewed as univalent (ranging from low to high quality), this paper proposes that it can also be bivalent in nature (i.e., coexisting positive and negative thoughts towards the relationship), which we refer to as LMX ambivalence. A survey measure of LMX ambivalence is developed, and through three validation and two main studies, it is shown to have construct, discriminant, and incremental predictive validity beyond that of LMX quality. Hypotheses concerning LMX ambivalence and task performance are tested in two main studies and show that (1) LMX ambivalence is negatively related to performance regardless of LMX quality, (2) high levels of perceived support from the organization (Study 1) or coworkers (Study 2) nullify the negative association between LMX ambivalence and performance, and (3) high LMX ambivalence leads to more negative affect and in turn lower task performance, but only when coworker support is low (Study 2). These results show the importance of viewing LMX quality not only in terms of its absolute level (low vs. high quality) but also as a bivalent construct where both positive and negative cognitions can coexist. They also demonstrate the value of social support in buffering the negative effects of LMX ambivalence. Furthermore, our findings extend a central tenet of LMX theory by implying that LMX quality varies not only within groups (i.e., LMX differentiation) but also within leader-follower dyads.

scholarly journals Estrés Laboral Y Afectación Psico-Física En El Rendimiento Del Personal En Un Call Center Policial, Quito-Ecuador

2018 ◽  
Vol 14 (24) ◽  
pp. 88
Author(s):  
Pedro Flores Brito ◽  
Shirley Fernanda Rosero ◽  
Daniel Renato Reinoso
Keyword(s):  
Call Center ◽  
Work Performance ◽  
Digestive System ◽  
Burnout Syndrome ◽  
Negative Effects ◽  
Operational Management ◽  
Stress Influences ◽  
System 1 ◽  
The Relationship ◽  
Personal Fulfillment

The study investigates the various aspects of the perception of the health of call-center workers. This paper focuses on identifying the psychophysical affectation in the work performance of workers due to work stress from the foundation of preventive health. This, however, associated the relationship between the two variables to verify its affectation. Occupational stress influences the occurrence of psycho-physical alterations that affect work performance. This is attributed to the fact that it was found in the group investigated, which is composed of workers of the police operational management center of the metropolitan district of Quito (CGOP). The Maslach universal test that measures Burnout syndrome, emotional fatigue, depersonalization, and personal fulfillment were combined with attitude tests with Likert scales that measure the perception of those involved with their psychophysical affectation at their place of work. The results are evidenced, according to the Maslach test, in relation to the suffering of Burnout syndrome. The result shows that in this study, no worker meets the three conditions: emotional exhaustion (10.5%), depersonalization (22.2%), or realization personal (22.3%). However, they do meet one of the three areas individually. Associated with stress, physical-psychological affectations were identified, especially in the nervous system (1 in 10) and to a lesser extent in the digestive system. In conclusion, the results are mostly isolated because the study group performs frequent physical activity, which considerably diminishes the secondary and negative effects on their physical health.

scholarly journals New Ways of Working and Public Healthcare Professionals’ Well-Being: The Response to Face the COVID-19 Pandemic

2020 ◽  
Vol 12 (19) ◽  
pp. 8087
Author(s):  
M. Ángeles López-Cabarcos ◽  
Analía López-Carballeira ◽  
Carlos Ferro-Soto
Keyword(s):  
Work Performance ◽  
Well Being ◽  
Public Healthcare ◽  
Public Administrators ◽  
Negative Effects ◽  
New Ways Of Working ◽  
Effective Strategies ◽  
Healthcare Needs ◽  
Human Resources Managers

This research proposes analyzing the influence of new ways of working (NWW) on healthcare professional’s well-being and how these may affect work performance and public service motivation. These variables and relationships were important before COVID-19 pandemic, and everything points to the fact that during and after the pandemic their importance will be higher. To buffer the potential negative effects of implementing the NWW, both organizations and employees must identify personal (psychological capital) and job resources (inter-role conflict, psychological empowerment, meaning of work) capable of acting as effective moderators to promote employee well-being and avoid negative experiences at work. This paper aims to shed light on new ways of coping and adapting to uncertain job requirements such as those that have arisen during COVID-19. Moreover, it highlights the great changes that public healthcare needs to face to improve the quality of the service offered to society. It is urgent that public administrators and human resources managers design effective strategies and make effective decisions in which employee well-being and service quality are main priorities.

scholarly journals ORGANIZATIONAL FACTORS OF PSYCHOLOGICAL SAFETY IN THE WORKPLACE

2021 ◽  
Vol 74 (11) ◽  
pp. 2789-2793
Author(s):  
Iryna B. Volevakha ◽  
Nataliia V. Kolomiiets ◽  
Tetiana V. Kukhar
Keyword(s):  
Work Performance ◽  
Psychological Safety ◽  
Organizational Factors ◽  
Management Style ◽  
Survey Study ◽  
Job Descriptions ◽  
Negative Effects ◽  
Organization Management ◽  
Performance Requirements ◽  
Immediate Supervisor

The aim: To reveal the organizational factors of psychological safety in the workplace. Materials and methods: Methods of psychological survey, statistical assessment and analysis of the received data were used. Results: Psychological safety is regarded in the paper as a state of preservation of mind that involves maintaining a balance between the negative effects of the environment and a person’s resilience, that is, the ability to overcome such effects. In the structure of the psychological safety of the organization member three components were identified and explored: cognitive, emotional and “confidence in the future”. The results of the survey study confirmed that such organizational factors as level of organizational culture, working team cohesion, working team self-organization, management style of the immediate supervisor, work autonomy, role ambiguity have positive effect on psychological safety. Conclusions: The results imply the importance of purposeful implementation of company policies aiming to improve the revealed factors: providing autonomy to employees and work groups within the organization, establishing clear job descriptions, work performance requirements and interaction principles, improving works design, internal communications.

scholarly journals Organizational Stress Indicators and Influence on Academic Performance in Private Universities

2019 ◽  
Vol 5 (2) ◽  
pp. 117-122 ◽  
Author(s):  
MIDYA YOUSEFI ◽  
Rohini Devi ◽  
Ahmad Shuib
Keyword(s):  
Academic Performance ◽  
Work Performance ◽  
Structural Model ◽  
Academic Staff ◽  
Private Universities ◽  
Organizational Stress ◽  
Cluster Sampling ◽  
Negative Effects ◽  
Stress Indicators ◽  
Staff Performance

This study investigates to recognize and test the influence of organizational indicators of stress on the academic performance. The current research collected questionnaire via multi cluster sampling techniques from 32 Malaysian private universities academic staff. Also, 190 completed questionnaires were analyzed through SmartPLS software that has been delivered the results based on measurement and structural model. Then outcomes show that workload is the first stress organizational indictors that has adverse effect on academic staff work performance. Likewise, ambiguity and conflict in roles are the secondary and thirdly stress indictors that negatively influence the academics’ performance in private universities respectively. This study suggests remarkable implications both theoretically and practically to complement the available literature toward the organizational stress indicators in academia context that contribute to academic staff performance. In addition, it, enriches current administrators and policy makers of private universities in reducing the negative effects of stress predictors in organization and manage to increase academic staff performance.  

Undesirable Effects of Goal Setting on Perceived Fairness, Commitment, and Unethical Behavior

2018 ◽  
Vol 62 (2) ◽  
pp. 97-107 ◽  
Author(s):  
Nina Keith
Keyword(s):  
Goal Setting ◽  
Unethical Behavior ◽  
The United States ◽  
Goal Commitment ◽  
Management Technique ◽  
Long Term Effects ◽  
Perceived Fairness ◽  
Negative Effects ◽  
Positive Effects ◽  
And Performance

Abstract. The positive effects of goal setting on motivation and performance are among the most established findings of industrial–organizational psychology. Accordingly, goal setting is a common management technique. Lately, however, potential negative effects of goal-setting, for example, on unethical behavior, are increasingly being discussed. This research replicates and extends a laboratory experiment conducted in the United States. In one of three goal conditions (do-your-best goals, consistently high goals, increasingly high goals), 101 participants worked on a search task in five rounds. Half of them (transparency yes/no) were informed at the outset about goal development. We did not find the expected effects on unethical behavior but medium-to-large effects on subjective variables: Perceived fairness of goals and goal commitment were least favorable in the increasing-goal condition, particularly in later goal rounds. Results indicate that when designing goal-setting interventions, organizations may consider potential undesirable long-term effects.

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