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The article presents the results of research on the effect which instances of incivility between employees can have on the company's image in the opinion of consumers who witness such behavior. An overview of related previous studies is provided, along with details of the research protocol. It was found that consumers who observe one employee displaying a lack of civility toward another tended to make general and negative assumptions about the firm's other employees, the company as a whole, and their likely future customer experiences.

We present a model that captures processes leading to aggressive behaviors in the workplace. Starting with trigger events, the model outlines the development of aggressive behaviors via three processing routes that vary in their level of deliberate, mindful processing. The model outlines how repeated exposure to trigger events can lead to the escalation of workplace aggression while also highlighting the moderating role of such factors as an individual's level of self-control and attitude toward revenge. [ABSTRACT FROM AUTHOR]

We develop an integrative theory regarding the effects of mean levels and dispersion of satisfaction predicting absenteeism. Differential interactive predictions are derived for two satisfaction foci and tested in two distinct samples. Among student teams, absenteeism from team meetings was highest when team (internally focused) satisfaction mean and dispersion were both lower, but low when course (externally focused) satisfaction mean and dispersion were both lower. Moreover, given lower dispersion, the mean team satisfaction-absenteeism relationship appeared stronger, whereas the same relationship involving course satisfaction appeared weaker than meta-analyzed individual-level relationships. We replicated these results among manufacturing teams using team and job satisfaction foci. [ABSTRACT FROM AUTHOR]

We considered the role of strategic choice and institutional factors in influencing how managers have addressed workplace substance abuse. Substance abuse prevention program adoption was examined in a sample of 360 establishments. Normative pressure, reflected by changes in media discourse about substance abuse, was related to adoption of Employee Assistance Programs (EAPs) and drug-testing programs. Institutional factors were relevant for adopters of EAPs, but strategic choice factors were more significant for drug testing in the earliest of the three periods of adoption examined here. [ABSTRACT FROM AUTHOR]

There are two streams of research on deviance in the management literature, one on its positive effects and one on its negative effects. Although the underlying behavior is the same--a departure from norms--these two research streams remain separate. Here I review the literature, develop an integrative typology of deviance, and call for further advancements with respect to identifying reference groups and establishing normative standards. [ABSTRACT FROM AUTHOR]

This study contrasts community violence and an organization's procedural justice climate (or lack thereof) as explanations for employee-instigated workplace aggression in the geographically dispersed plants of a nationwide organization. The findings showed that violent crime rates in the community where a plant resided predicted workplace aggression in that plant, whereas the plant's procedural justice climate did not. [ABSTRACT FROM AUTHOR]

Using a sample of blue-collar workers and drawing from managerial control theory, we derived and tested an integrative model of employee drinking behavior focusing on four key sets of work-related risk factors: (1) workplace culture, (2) alienation, (3) stress, and (4) policy enforcement. Our results suggest that perceived permissive drinking norms are the strongest direct predictor of employee problem drinking. Such norms also both mediate and moderate the effects of stress and policy enforcement variables on problem drinking, but the mediational effects may have higher explanatory potential. Implications for the management of counterproductive employee behaviors are discussed. [ABSTRACT FROM AUTHOR]

This article examines the causes responsible for employee theft and strategies for human resource (HR) managers for its prevention. Research has explored behavioral predictors of employee theft indicating that individuals involved in employee theft are likely to be involved in other deviant behaviors such as alcohol, and/or drug abuse, and gambling. At the social level theft may be viewed as a behavioral response to unfair treatment by one's manager or other organizational representatives or the perceived violation of one's psychological contract with the company or compliance with informal group norms. Employee theft is also influenced by group norms that may condone, encourage or fail to discourage such behavior. The influence of the organization's policies on employee theft centers on two primary systems of compensation and control. While it maybe impossible to prevent all theft, it can be reduced. HR managers can contribute to theft prevention through alterations in the selection system, orientation process, organizational literature, training and development programs, compensation packages, and employee assistance programs. As a general rule, managers are urged to enact both procedural strategies such as adding security systems in obvious theft-prone situations, as well as such interactive strategies as getting to know employees.

This study investigated the conditions under which employees are more or less likely to become targets of coworkers' aggressive actions. Results from a field survey showed people high in negative affectivity more often perceived themselves as victims, as did people who were low in the self-determination component of empowerment. In addition, hierarchical status appeared to buffer the influence of negative affectivity: Negative affectivity was not related to indirect victimization for higher-status people but was positively related to indirect victimization for lower-status people. [ABSTRACT FROM AUTHOR]

The ability of individuals to be sensitive to and to understand people in different cultures is defined as cultural intelligence. The local cultural difference in the organizations formed by the employees in public institutions constitutes an important area of work for cultural intelligence. The problems experienced by the employees in business life can be solved by the styles of handling organizational conflict. This study was conducted on 392 white-collar public employees in public institutions in Antalya. The purpose of the research is to examine the influence of cultural intelligence of public employees on the methods of resolving organizational conflicts. The questionnaire was used as the study quantitative data collection tool. According to the research results, it was found that metacognition, cognition, motivation and behavior sub-dimensions of cultural intelligence have a significant effect on sub-dimensions of methods of styles of handling organizational conflict. [ABSTRACT FROM AUTHOR]

One of the challenges a company manager constantly faces is employee motivation. According to the authors' empirical experience, in small enterprises, an entrepreneur often has limited opportunities to hire a large number of employees, so the existing ones have to perform not only direct job responsibilities within their positions or professions, but also other additional duties. The aim of the research is to study the problems and opportunities of employee motivation in small enterprises. Two surveys were conducted to achieve the aim. The survey of entrepreneurs examined the motivation of employees from the point of view of entrepreneurs, while the second survey examined the opinion of employees on motivation in small enterprises. As a result, the motivators were ranked from both points of view and compared. [ABSTRACT FROM AUTHOR]

Purpose: The presented article deals with the analysis of the functioning of the work safety management system in hard coal mining in the example of a selected mine. The basic elements that make up the safety management system are presented, with particular emphasis on employee participation. Design/methodology/approach: Empirical research was conducted in the form of a questionnaire addressed to employees. Literature research of the subject was carried out. Findings: In a modern enterprise, all employees, at all levels, must be involved in creating the desired safety culture. Every regular employee must realistically see respect and compliance with OHS regulations by the supervision and the top management of the Mine. Practical implications: The issues raised in the article significantly affect the improvement of preventive methods related to work safety, including environmental conditions and work organisation, as well as attitudes and behaviour of employees. Originality/value: In safety management, the greatest attention should be devoted to man as the subject of all activities. Because it is the human factor that causes most accidents, and the other factors, often referred to as the work factor, lose their relevance when new technologies and materials are used to provide greater safety. [ABSTRACT FROM AUTHOR]

The aim of the paper is to examine the commuting behaviour of self‐employed workers in Spain as well as its relationship with satisfaction with jobs and housing. According to our results although conventional estimations indicate that commuting trips are shorter among the self‐employed, the differences with employees vanish when the potential endogeneity of self‐employment is controlled for. We also show that the job and housing satisfaction levels of the self‐employed are less sensitive to commuting than those of employees, and that in fact no significant effect is observed for relevant segments of the former group, what gives partial support to the theoretical model that we propose where imperfect information problems affect the employees but not the self‐employed. [ABSTRACT FROM AUTHOR]

The increasing rate of employee attrition and the problems the employers and the HR managers face in retaining ‘good’ and ‘performing’ employees in the absence of a set of women employee retention strategies are simply compounding in IT companies. Women executives are ambitious and, like men, say they are ready to make some sacrifices in their personal lives if that’s what it takes to occupy a top‑management job. Many, however, are not sure that the corporate culture will support their rise, apparently with some justification. Although a majority of organizations we studied have tried to implement measures aimed at increasing gender diversity among senior executives, few have achieved notable improvements. This research article throws light on the need and importance of retaining women employees and the strategies enhanced to influence retaining women employees in Chennai IT Hub. [ABSTRACT FROM AUTHOR]

The aim of this study is to understand the way in which gastronomy students perceive internship. It also explores the relationship between the internship experience and future career perception. The research participants included 25 students of gastronomy and the culinary arts studying in the faculty of tourism in a Turkish university. The data for the research was gathered through a semi-structured questionnaire. Overall, research findings revealed that the internship experience of gastronomy students consists of three major dimensions: benefits (learning about the hospitality industry and the kitchen environment, vocational contribution, and personal development), challenges (the problems related to employees, working conditions, and salary, and other issues such as adaptation problems, difficult customers, work accidents and mistakes, and the incompatibility of theoretical knowledge with the sector), and career perception (negative and pessimistic, negative but optimistic, and positive). Moreover, according to the findings of the study, it can be concluded that the level of benefits and challenges encountered is the key indicator regarding gastronomy students' career choices. Since no previous studies on the internship experience of gastronomy students exist, it is believed that this study fills a gap in the literature. [ABSTRACT FROM AUTHOR]

This paper looks at the problem of employee turnover, which has considerable influence on organizational productivity and healthy working environments. Using a publicly available dataset, key factors capable of predicting employee churn are identified. Six machine learning algorithms including decision trees, random forests, naïve Bayes and multi-layer perceptron are used to predict employees who are prone to churn. A good level of predictive accuracy is observed, and a comparison is made with previous findings. It is found that while the simplest correlation and regression tree (CART) algorithm gives the best accuracy or F1-score, the alternating decision tree (ADT) gives the best area under the ROC curve. Rules extracted in the if-then form enable successful identification of the probable causes of churning. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to study how employee representatives in European Works Councils (EWCs) treat confidential information and how such strategies might improve the EWC functioning. Design/methodology/approach: Building on interviews of several case studies of EWCs, this paper brings together insights from industrial relations and occupational psychology literature. Findings: The results show that through actively challenging the management, an EWC can reduce the amount of information labelled as confidential and become freer to communicate with their rank and file. Actively challenging management, however, does not seem to impact the openness of the management to give early and complete information. Research limitations/implications: The paper is based on several case studies, which limits the generalisability of the findings. The results, however, indicate that research is required on how challenging confidentiality can incite managements to provide earlier information. Practical implications: The research show clearly the potential but also limitations for employee representatives in actively challenging the management over what information is confidential. Social implications: This study studies a universally difficult topic for employee representatives: how to handle confidential information. The findings show that EWCs have little levers to force management to provide early information. For this, more structural change is needed. Originality/value: This study is the first to focus exclusively on the issue of confidentiality in EWCs. This is a central concern for employee representatives, but research, until now, has not given much insight in which strategies work. [ABSTRACT FROM AUTHOR]

Problem drinking is an important behavioral phenomenon with numerous implications for employees' health and well-being within and outside the workplace. Although recent research has demonstrated that workplace stressors have effects on employees' problem drinking, additional research is needed to examine the role employees' problem drinking plays in the workplace stress–strain process. We draw from the transactional model of stress and the self-medication hypothesis to address this gap in prior research by offering a novel explanation for the indirect effects of hindrance stressors on employees' somatic complaints at work through problem drinking. Overall, we find support for the hypothesized model using a time-separated data collection with a heterogeneous sample of employee respondents from the United States (n = 223). This study extends prior stress research by making two important contributions to theory and research. First, we make an empirical contribution by examining problem drinking and somatic complaints at work, which are both understudied organizational phenomena that have importance to numerous organizational stakeholders. Second, we draw from the transactional model of stress and the self-medication hypothesis in a novel way that provides an important explanation for why hindrance stressors in the workplace are indirectly associated with somatic complaints at work through employees' use of problem drinking as a self-medication coping mechanism. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the impact of different types of corporate issues and employee–organization relationships (EORs) on employees' perceptions of the issues and on their communicative actions. Specifically, this study investigates how employees who have experienced an internal or an external issue within their organizations differently perceive the organizational issue and engage in positive and/or negative communicative behaviors. Design/methodology/approach: An online survey was conducted with 363 full-time employees in large-sized companies in the USA who have experienced any internal or external issues within the past six months. Findings: Employees are more cognitively aware of and feel more involved and less constrained in solving an internal company issue than an external one. Experiencing internal issues has led employees to share negative information about their organization externally. The quality of EORs pre-issue significantly increases employees' involvement and positive communication behavior and decreases constraint levels and negative communication behaviors regarding an issue. Practical implications: Corporate communication and public relations practitioners should incorporate strategic internal communication strategies to preemptively manage internal issues and to avoid them from evolving into internal crises. Originality/value: This study is among the first to distinguish internal and external issues perceived by internal stakeholders and to examine their impacts on employees' issue-specific perceptions and communicative behaviors. This study also provides significant practical guidelines for corporate communication practitioners and leaders by explicating the strategic role of issue type and employee behaviors in issue management. [ABSTRACT FROM AUTHOR]

Red pine (Pinus brutia Ten.) is one of the most common and most processed softwood species in the forest products sector in Turkey. It is essential to learn as much information as possible about potential employee health problems that may occur during processing of this wood. For this reason, sawmill workers that produce lumber from the red pine species were investigated in terms of employee health problems. A face-to-face survey method of employees was used to conduct this study. The questionnaire contained three sub-sections: demographic, physical, and environmental and ergonomic factors that affect employee health. The collected data were statistically evaluated and compared with findings from the literature. Certain important findings are presented as crosstabs and graphs for comparison. Based on the study results, employee complaints about the red pine sawing process during working hours are as follows: allergic reactions due to wood dust: 23.2%; burning eyes and redness: 27.4%; dyspnea: 30.5%; prolonged standing and discomfort: 64.9%; noise-induced hearing loss: 38.5%. It is also realized, however, that occupational diseases such as vascular disorders depend not only on the working environment and conditions but also on the age of employees. [ABSTRACT FROM AUTHOR]

The Performance Diagnostic Checklist-Human Services (PDC-HS) is an informant-based tool used to identify the environmental variables contributing to employee performance problems in human service settings. Although previous research has suggested that the tool is useful to identify an intervention which can be used to improve performance, no studies have formally examined the validity and reliability of the tool. In this study, we used video vignettes to assess the validity and reliability of the PDC-HS. We created three videos; each described a performance problem in one or more of the four PDC-HS domains. Twenty-one participants then watched the videos and evaluated the performance problem depicted using the PDC-HS. We measured the validity of the tool by calculating the percentage of participants who correctly identified the PDC-HS domain responsible for the performance problem. Two to four weeks later, we had participants re-watch the videos and complete the PDC-HS to obtain a measure of test re-test reliability. We also compared PDC-HS item responses across participants to evaluate inter-rater reliability. Results show that all participants correctly identified the problematic PDC-HS domain(s) in each video. PDC-HS validity values were above 93% across all three videos and domains; mean test re-test and interrater reliability values were above 95%. The results are discussed in terms of the preliminary nature of this analysis; although these data are limited by the amount and clarity of the information provided in the videos, this study represents a necessary first step in the assessment of the reliability and validity of the PDC-HS tool. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Marmara University Social Sciences Institute / Öneri is the property of Marmara University, Institute of Social Sciences 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.)

Copyright of Journal of Administration & Economics is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) 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.)

Copyright of Ad-minister is the property of Universidad EAFIT 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.)

By analyzing and comparing the regulations, domestic jurisprudence and practice of the European Court of Human Rights this paper aims to identify the problems faced by employees when they seek the protection of their rights in labor disputes, and to propose possible solutions. In the Republic of Croatia, the Labor Act stipulates the obligation to strive to achieve a negotiated settlement before seeking protection of the court. The employee may, within a limited period of time, turn to the employer requesting protection. If the dispute is not resolved by agreement within the set deadline, the employee may, again, within the preclusive deadline, demand the protection of the violated right before the court. Therefore, apart from exceptional cases, the employee cannot claim protection of violated rights before the court until these procedural prerequisites are fulfilled. Because a satisfactory and rapid solution for both parties to the dispute is important for the economic development of the entire environment from which such a dispute arises, a settlement out of court is much preferable. The problem is that the process of pre-addressing an employer with the application for protection of the right in practice is often only a mere formality that needs to be fulfilled before submitting a lawsuit to the court, so it is often not very useful. In addition, it could be argued that this procedure limits the employee's right to access to a court and a fair trial because an employee, as a procedural party, is, in relation to an employer, in an unequal procedural position. [ABSTRACT FROM AUTHOR]

Attention was paid to the theoretical and empirical aspects of the evaluation of the thermal-hygric microclimate parameters of the working environment and their impact on the employees. The evaluation included questionnaire research, which involved two main areas: 1. Thermal-hygric microclimate conditions in the workplace; 2. Health problems of employees related to workplace conditions. The research was participated in by 200 employees working in manufacturing mechanical engineering organizations. The entry criterion for inclusion in the data set was the good health of the respondent, not suffering from serious health problems. The results of the evaluation showed that there is a statistically significant dependence between some of the monitored characteristics: between the age of the employee and the occurrence of monitored health problems (headache, feeling cold, spine pain), as well as between the work done and the satisfaction with the humidity of the workplace or with a feeling of dry nasal mucosa. The results of the questionnaire survey also showed a significant dependence between the type of manufacturing organization and the thermal and humidity conditions in the workplace or the occurrence of respondents' health problems. In addition, a moderately positive relationship was found between thermal-hygric microclimatic conditions and the feeling of fatigue and headaches (or feeling of cold symptoms, spinal pain, and dry nasal mucous membrane). When evaluating the questionnaire research, statistical methods were used to monitor categorical dependence. [ABSTRACT FROM AUTHOR]

Copyright of International Electronic Journal of Environmental Education is the property of International Electronic Journal of Environmental Education 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.)

The article proposes the inclusion of relational styles of managers in difficult situations occurring in an employee team. Four types of relational styles have been distinguished: partner, handler, buddy and coach. The research covered 261 middle and senior managers of one of large corporations in Poland. The research was carried out for two years during the training contract. The article presents the results of relational style research at the training stage, which allowed to diagnose the relational style of the surveyed managers. [ABSTRACT FROM AUTHOR]

The aim of this study is to determine the problems faced by women employees in career development process and offer solutions to these problems. A literature review is made about the concept of career development and problems faced by women in career development process. A case study is made about problems in career development process of women employees in public sector in Trabzon. A mixed method (quantitative and qualitative methods) is used in the case study. In the quantitative analysis part, Factor Analysis and Kruskall Wallis tests are used in order to test the hypotheses. In the qualitative analysis part, descriptive and content analysis are made. As a result; it is revealed that the women employees faced problems about multiple responsibilities, gender stereotypes, organizational culture, occupational discrimination in human resource practices, barriers that put by themselves, lack of mentors and perceptions of women managers in career developlment process. At the end of the study, solutions are offered for these problems. [ABSTRACT FROM AUTHOR]