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The purpose of this study is to examine workplace incivility in work engagement and employee turnover intention in the work place in Indonesia. In addition, this study also examines the differences in intensity of these relationships by gender.In total, 644 employees from various business industries in Indonesia completed a quantitative survey relating to their perceptions of workplace incivility, work engagement, and turnover intention. Data were analyzed with partial least square multi-group analysis technique (PLS-MGA).The results show that workplace incivility has a negative effect on work engagement, and a positive effect on turnover intention, and the intensity of these relationships differby gender. Work engagement has been shown to have a negative effect on turnover intentions and to play a mediating role in workplace incivility and turnover intention relationship.Relevant recommendations are presented to HR managers and practitioners to prevent unethical practices in organizations and encourage communication and interaction by promoting civil behavior in the workplace. [ABSTRACT FROM AUTHOR]

The paper examines the perceptions and attitudes of undergraduate students in Obafemi Awolowo University (OAU) towards alternative sexual relationships (ASRs). In most parts of Africa, ASRs are largely frowned against, as most countries on the continent have illegalised the practice. While literature abounds generally on the acceptance or otherwise of ASRs, studies x-raying this subject matter from the perspective of an enthusiastic and explorative youth population among undergraduate students in Nigeria are scanty. The paper adopts descriptive research design and mixed (quantitative and qualitative) method. Structured questionnaire and semi-structured interviews were used to collect data. Data were analysed using inferential and descriptive statistical tools of the Statistical Package for Social Sciences (SPSS). Findings show that majority of undergraduate students in OAU (70.4%) hold negative perception of ASRs; and 55.2% of the students hold negative attitude towards ASRs. On gender basis, while more male students (56%) show negative attitude towards ASRs, a lower percentage (54.37%) of female students shows negative attitude towards the practice. The paper also finds that background characteristics (age, gender, religion and level of study) of students do not influence their perceptions and attitudes towards ASRs. The paper concludes that OAU students condemn and do not condone ASRs. [ABSTRACT FROM AUTHOR]

We have progressed to a phase where there is very little difference between men and women, but the reality in many countries is that women are looked down as the inferior gender and not given career opportunities to explore. They are not let into the decision-making roles at the organization even when they have an equal qualification, experience and skill. They are placed low in the hierarchy which allows them to witness the functions at the higher level of the organization but restricts them from participating in them. There are a lot of factors like cultural, socio-demographic factors and society itself that influence this disparity in the organization. These contributory factors create the glass ceiling phenomenon at the workplace, thereby generating emotional and psychological imbalances in women employees. This is a conceptual paper aiming to explore the concept and impact of mindfulness, and various concepts of mindfulness could be used as an emotional aid to treat the psychological effects of the glass ceiling. It further explains some of the mindful concepts like mindful walking, mindful life and mindfulness-based stress reduction technique in treating some of the psychological and emotional issues like depression, anxiety, frustration, traumatic experiences, adjustment issues, addiction, stress, low self-esteem, low self-confidence and aggression. It also elucidates adopting mindfulness techniques in real organizational scenarios where women are constantly discriminated because of their gender and opportunities are taken away. [ABSTRACT FROM AUTHOR]