Perceived Control as an Antidote to the Negative Effects of Layoffs on Survivors' Organizational Commitment and Job Performance

2004 ◽  
Vol 49 (1) ◽  
pp. 76-100
Author(s):  
Joel Brockner ◽  
Gretchen Spreitzer ◽  
Aneil Mishra ◽  
Wayne Hochwarter ◽  
Lewis Pepper ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Perceived Control ◽  
Negative Impact ◽  
Well Being ◽  
Field Studies ◽  
Negative Effects ◽  
High Threat ◽  
Practical Implications ◽  
Additional Variance

Two field studies tested the hypothesis that high perceived control may serve as an antidote to the negative effects of layoffs on the employees who are not laid off (survivors). In Study 1, some participants witnessed the layoffs of fellow employees, but others did not. In Study 2, all participants survived a layoff, but they varied in the extent to which they experienced the post-layoff environment as threatening to their well-being. Conceptually analogous results emerged across the two studies. Study 1 showed that the negative impact of layoffs on survivors' organizational commitment was reduced when perceived control was relatively high. Study 2 showed that the tendency for survivors' job performance to be adversely affected by high threat to their well-being was reduced when perceived control was relatively high. In other words, perceived control was more strongly related to employees' organizational commitment in the presence than in the absence of layoffs and to survivors' job performance when they experienced the post-layoff environment as more threatening. These findings account for additional variance in the reactions of layoff survivors and identify when perceived control will be more versus less strongly related to employees' work attitudes and behaviors. Practical implications for the management of organizational downsizings are discussed.

Trauma in the correctional field and the correctional worker habitus

Incarceration ◽  
2021 ◽  
Vol 2 (2) ◽  
pp. 263266632110217
Author(s):  
Laura McKendy ◽  
Rose Ricciardelli ◽  
Kate Konyk
Keyword(s):  
Job Performance ◽  
Stress Disorder ◽  
Subjective Effects ◽  
Well Being ◽  
Negative Effects ◽  
Work Stressors ◽  
The Social ◽  
Emotional Insecurity ◽  
Correctional Settings ◽  
Key Aspects

Prisons and other correctional settings are spaces often marked by numerous sources of physical, psychological, and emotional insecurity. Researchers have consistently found correctional work to be associated with outcomes such as burnout, posttraumatic stress disorder, and depression. Drawing on open-ended survey questions with correctional workers (CWs) in the province of Ontario, we first identify salient themes in discussions of work stressors and potentially psychologically traumatic events (PPTEs); these include situations involving harm to prisoners, harm to staff, and harms associated with occupational and organizational culture. Next, employing the concept of “habitus,” we consider the social-subjective effects of exposure to PPTEs as revealed in respondent accounts. Key aspects include a disposition of hypervigilance, desensitization, disillusionment, and distrust. We suggest that the CW habitus may, in some ways, serve to mitigate threats in the work environment, though may have negative effects on job performance and well-being, and come to shape social experiences in everyday life.

Imperfect produce: retailer actions and service outcomes

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Atmadeep Mukherjee ◽  
Amaradri Mukherjee ◽  
Pramod Iyer
Keyword(s):  
Purchase Intention ◽  
Design Methodology ◽  
Well Being ◽  
Societal Implications ◽  
Negative Effects ◽  
Content Type ◽  
Service Outcomes ◽  
Patronage Intention ◽  
Practical Implications

Purpose Food waste is a big problem where millions of pounds of produce are discarded every year because they are imperfect or unattractive. Despite the societal implications of selling unattractive produce, limited research has been directed toward understanding the effect of imperfect produce on consumers’ evaluations of the produce and retailer outcomes. This paper aims to investigate why consumers tend to discard imperfect produce and how retailer interventions (i.e. anthropomorphized signage and packaging) can alleviate these negative effects. Design/methodology/approach Three experiments were conducted to examine the postulations. Study 1 highlights the role of consumers’ embarrassment in the purchase decision of imperfect produce and retailer patronage intention. Studies 2 and 3 provide managerially relevant boundary conditions of anthropomorphic signage and opaque packaging. Findings Convergent results across three studies (n = 882) indicate that imperfect produce increases purchase embarrassment and reduces purchase intention and retailer patronage intention. Retailer interventions (i.e. anthropomorphic signage and opaque packaging) can allay this feeling of embarrassment and lead to an increased retailer patronage intention and higher service satisfaction. Practical implications This research provides guidance to retailers for effectively promoting imperfect produce. Social implications Retailers’ actions can benefit the well-being of farmers, suppliers, customers and the overall environment. Originality/value This research adds to the literature on unattractive produce by identifying new moderators, namely, anthropomorphic signages and opaque packaging. The research also shows that purchase embarrassment is a key process mechanism.

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

Thwarted psychological needs: the negative impact of customer mistreatment on service employees and the moderating role of empowerment HRM practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiuming Chen ◽  
Haiying Kang ◽  
Ying Wang ◽  
Mingjian Zhou
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Negative Impact ◽  
Employee Performance ◽  
Well Being ◽  
Psychological Needs ◽  
Basic Psychological Needs ◽  
Cross Sectional ◽  
Content Type ◽  
Hrm Practices

PurposeDrawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.Design/methodology/approachTwo studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.FindingsThe results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.Originality/valueThis study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

scholarly journals How do victims of bullying in Australian schools view their perpetrators – As individuals or as groups? Implications for educators

2020 ◽  
Vol 64 (1) ◽  
pp. 25-39
Author(s):  
Ken Rigby
Keyword(s):  
Interpersonal Relations ◽  
Negative Impact ◽  
Well Being ◽  
Individual Student ◽  
Emotional Impact ◽  
Negative Effects ◽  
School Work ◽  
Being Bullied ◽  
And Gender ◽  
Victims Of Bullying

Bullying in schools, defined as a systematic abuse of power in interpersonal relations, may be undertaken individually and/or by groups. The extent to which schoolchildren report that they are bullied by their peers in each of these ways was examined in a survey of Australian schoolchildren (N = 1688) in Years 5–10 attending 36 coeducational primary or secondary schools. Being bullied by an individual student was reported by both males and females as occurring significantly more often than being bullied by groups. Applying multiple regression analysis, the reported frequency of individual and group bullying, after controlling for age and gender, independently predicted the severity of negative outcomes as assessed by measures of negative emotional impact, such as feeling unsafe from bullying, absenteeism due to bullying and reported negative impact on school work. Although group bullying was less commonly reported, its negative effects on student well-being were generally more severe. Implications are examined for student education about bullying and addressing individual and group-based bullying in appropriate ways.

scholarly journals The Negative Impact of the Effects of Coronavirus on the Well-Being of Children and Families Who Are Clients of Child Protection Authorities in Finland

2021 ◽  
Vol 2 (1) ◽  
pp. 37-46
Author(s):  
J. Kuokkanen ◽  
A Tiili ◽  
A. Paasivirta
Keyword(s):  
Child Protection ◽  
Large Scale ◽  
Negative Impact ◽  
Well Being ◽  
Negative Consequences ◽  
Children And Families ◽  
Negative Effects ◽  
State Of Emergency ◽  
Large Scale Survey ◽  
Restrictive Measures

In the spring 2020, the first wave of the coronavirus pandemic quickly spread across Finland, having significant negative consequences for people’s living conditions. On March 16, 2020, the Finnish government declared a state of emergency and imposed several restrictive measures that were in effect until July 16, 2020 [13; 16]. The coronavirus and its aftermath have weakened the resilience of the Finnish welfare state, thereby challenging the welfare state’s ability to protect those most in need of its support. Recent studies have shown that the most vulnerable populations, such as children, are most affected by the negative effects of the pandemic in Finland and worldwide [5; 9; 11; 14; 18]. In autumn 2020, the Central Union for Child Welfare (CUCW) and the National Institute for Health and Welfare (THL) conducted a large-scale survey among the heads of child protection authorities (15.08.—13.10.2020), the aim of which was to find out how the consequences of the coronavirus and government restrictions have affected the well-being of children and their families who are clients of child protection authorities during the fall 2020. This article presents the main results and conclusions of the survey.

scholarly journals Belonging as Compensator

2020 ◽  
Vol 52 (3-4) ◽  
pp. 116-126 ◽  
Author(s):  
Tamara Marksteiner ◽  
Marc Philipp Janson ◽  
Hanna Beißert
Keyword(s):  
Negative Impact ◽  
Well Being ◽  
Regression Analyses ◽  
Multilevel Regression ◽  
Abuse Of Power ◽  
Being Bullied ◽  
Different Cultures ◽  
Health And Well Being ◽  
Practical Implications ◽  
Over Time

Abstract. Bullying is a serious issue among adolescents worldwide. It has been conceptualized as a type of physical or indirect peer victimization that occurs repeatedly over time and is characterized by a systematic abuse of power. Being bullied at school severely affects victims’ health and well-being. What protects students from these consequences? We investigate feelings of belonging –i. e., the feeling that one is accepted, included, respected, and valued in the respective social environment – as a possible compensator for bullying consequences across different cultures. We hypothesize that being bullied is less severe for students who have strong feelings of belonging. We use data from 319,057 15-year-old students across 47 countries. Multilevel regression analyses replicated that bullying and well-being are negatively associated. Further, the results indicated, as expected, that feelings of belonging compensate for the negative impact that bullying has on well-being. Practical implications as well as limitations are discussed.

The Target of Incivility Cannot Be an Island

2020 ◽  
Vol 19 (4) ◽  
pp. 174-183
Author(s):  
Peng Zhao ◽  
Xiaohong Xu ◽  
Yisheng Peng ◽  
Kathi N. Miner
Keyword(s):  
Hierarchical Linear Modeling ◽  
Career Satisfaction ◽  
Negative Impact ◽  
Employee Productivity ◽  
Linear Modeling ◽  
Negative Effects ◽  
Multilevel Approach ◽  
Individual Level ◽  
Using Data ◽  
Practical Implications

Abstract. To address the inconsistencies regarding the effects of incivility on employee productivity and career satisfaction, this study adopted a multilevel approach to examine the cross-level moderating effect of department-level incivility on the negative impact of individual-level incivility. We tested our hypotheses using data from 717 faculty nested within 79 departments at a southwestern university. The hierarchical linear modeling results supported that individual-level incivility negatively related to career satisfaction but not productivity. Further, department-level incivility moderated the negative effects of individual-level incivility such that the negative effects of individual-level incivility on career satisfaction and productivity were reduced when most people in the department experienced incivility or when individuals were not singled out for being mistreated. Theoretical and practical implications are discussed.

The effect of a budget-based incentive compensation scheme on job performance

2016 ◽  
Vol 12 (4) ◽  
pp. 590-613 ◽  
Author(s):  
Vincent K. Chong ◽  
Maggie B.C. Law
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Interpersonal Trust ◽  
Incentive Compensation ◽  
Compensation Scheme ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications ◽  
Least Squares Approach

Purpose This study aims to examine the role of trust-in-supervisor and organizational commitment on the relationship between a budget-based incentive compensation scheme and job performance. Design/methodology/approach A survey was conducted involving 120 managers from Australian manufacturing firms listed in the Who’s Who in Business in Australia electronic database. A partial least squares approach was used to assess the psychometric properties of the theoretical model and proposed hypotheses. Data analysis was conducted using WarpPLS Version 5.0. Findings The results suggest that the reliance on a high budget-based incentive compensation scheme was found to lead to higher trust-in supervisor, which in turn resulted in higher organizational commitment and improved subordinate job performance. Research limitations/implications This study is subject to the limitations of survey-based research. Practical implications This study may assist top management to better understand the importance of designing an effective budget-based incentive compensation scheme to promote high interpersonal trust and organizational commitment among subordinates. Cultivating a climate of trust may help to enhance interpersonal trust between subordinates and their superior, which in turn may lead to higher levels of organizational commitment and improvement in subordinate job performance. Originality/value This paper elucidates and contributes to the existing literature by suggesting that a budget-based incentive compensation scheme can directly affect subordinates’ level of trust in their supervisor, and that trust-in-supervisor can serve as an antecedent to the development and cultivation of subordinates’ commitment to the organization, which in turn improves their job performance.

scholarly journals Combining Motherhood and Work: Effects of Dual Identity and Identity Conflict on Well-Being

2021 ◽  
Author(s):  
Hanna Zagefka ◽  
Diane Houston ◽  
Leonie Duff ◽  
Nali Moftizadeh
Keyword(s):  
Life Satisfaction ◽  
Negative Impact ◽  
Well Being ◽  
Self Esteem ◽  
Multiple Identities ◽  
Identity Conflict ◽  
Negative Effects ◽  
Convenience Sample ◽  
Dual Identity ◽  
Applied Implication

AbstractThis study investigated whether having a dual identity as both a mother and an employed person constitutes a threat to well-being, or whether it is a positive resource. The study focused on indices of life satisfaction and self-esteem. A convenience sample of 208 mothers were exposed to a manipulation of identity conflict, whereby we manipulated whether working mothers perceived their identities as a mother and an employed person to be in conflict with each other or not. It was hypothesized that generally having multiple identities (as an employee and a mother) would be positively associated with well-being, that perceived identity conflict would have a negative impact on well-being, and that identity conflict would exacerbate the negative effects of identity-related stressors on well-being. Results supported these predictions. The applied implication is that policies that enable mothers to work will be conducive to maternal well-being, but that the policies must minimize conflict between demands associated with employment and parental responsibilities.

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