Search

This study examines the effect of psychological contract breach (PCB) on employee happiness at work while also assessing the intervening influence of thriving on this relationship. In addition, we investigate the impact of relational resources on employee happiness and thriving at work. The survey generated 131 responses yielding a response rate of 53% and with the help of regression model and Conformatory factor analysis results are deduced. Our study contributes to the PCB literature by highlighting the negative impact of unmet expectations and promises on employee happiness at work, through their impact on employee ability to thrive at work. Our results also suggest that support from colleagues at work can boost employee thriving and happiness. Implications for research and practice are presented. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Thriving at work is a positive psychological state in which employees experience both learning and vitality. In this study, we investigate the direct effect of employee experiences of a negative workplace behaviour, namely, incivility, on thriving at work. In addition, we examine the direct effect of an individual-level attribute (prosocial motivation) on employee thriving at work. Utilising a sample of 187 bank employees, our study finds a negative association between incivility and employee thriving and a positive association between prosocial motivation and thriving. We also find that psychological capital mitigates the negative relationship between incivility and thriving at work while psychological capital enhances the positive association between prosocial motivation and thriving at work. Our study highlights the importance of considering both workplace and individual-level attributes that energise employees. Implications for human resource development and suggestions for future research are presented. [ABSTRACT FROM AUTHOR]

This study tests the influence of culture on group decision-making behavior among respondents in Korea and Germany. For our field experiment we are using an ultimatum game design, played among participants in Korea and in a benchmark experiment in Germany. We find evidence that taking the mosaic view of culture and making subjects aware of shared affective ties, based on age, educational-institution and regional origin, leads to differences in economic decisions, contrary to what neoclassical economic theory would suggest. Our results indicate that awareness of common group membership in some cultural contexts orients decision-makers toward upholding social norms that induces a greater preference for more selfless, in-group interested decisions, while anonymity makes personal identity salient and promotes more self-interested economic decisions. These effects are more pronounced in Korean participants compared with German participants. [ABSTRACT FROM AUTHOR]

Subjective well-being is of great significance to mankind. Consistent with the emerging field of positive organizational scholarship, our study seeks to investigate the relationship between employee energy and subjective well-being (SWB). We propose a moderated mediation framework that examines the employee energy and SWB relationship along with the mediating influence of flourishing and moderating role of prosocial motivation. Data was collected in two waves over a two month time period from 266 bank employees. Our results provide support for our hypothesized model. We find that flourishing plays a vital role in explaining the association between energy and SWB. In addition, the significant and negative interactional impact of prosocial motivation and energy demonstrates that with higher prosocial motivation, employees invest a substantial amount of energy in helping their co-workers which undermines their own flourishing limiting their SWB. [ABSTRACT FROM AUTHOR]

This study contributes to the limited established empirical research on the impact and relevance of individual-level personality variables, specifically the broad dispositional trait, core self-evaluations, on the pay satisfaction of historically disadvantaged individuals. In light of recent inquiries which document the important causal role of personality attributes in the emergence of fairness perceptions, this study examines the mediating role of justice perceptions on the relationship between core self-evaluations and pay satisfaction. Using a sample of historically disadvantaged individuals from South Africa, our results show that organizational justice perceptions fully mediate the relationship between core self-evaluations and pay satisfaction. Furthermore, this study finds that gender moderates the relationship between core self-evaluations and pay satisfaction such that self-confident historically disadvantaged females are more satisfied with their pay than their male counterparts. [ABSTRACT FROM AUTHOR]