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Background Objective Search Strategy Selection Criteria Data Collection and Analysis Main Results Conclusions Training health workers might facilitate respectful maternity care (RMC); however, the content and design of RMC training remain unclear.To explore the content and design of RMC training packages for health workers in sub‐Saharan Africa.MEDLINE, EMBASE, CINAHL Complete, Web of Science Core Collections, SCOPUS, and grey literature sources (including websites of RMC‐focused key organizations and Ministries of Health) were searched for journal papers, reports, and training guides from January 2006 up to August 2022.There were no restrictions on study designs, language, or health‐worker cadre. Two reviewers independently screened results.Key data, including training content and methods used, were extracted and summarized.Thirty‐two citations from 26 studies/programs were identified (24 journal papers, 5 manuals/guides, 2 reports and 1 PhD thesis), with 27 citations from 22 studies informing the review findings. About half of all conducted studies were from East Africa. The most common topics in RMC trainings were communication, privacy and confidentiality, and human resources. Most trainings were multicomponent and appear to be largely in‐service training. Health workers providing direct care to women, compared with non‐clinical staff such as receptionists and cleaners, were the only recipients of training in most studies (81.8%). Two broad categories of training methods/tools were identified: workshop‐based and action‐based. Over 90% of the studies assessed impact of the training, with a majority focused on impacts on maternal health and care; however, half of the latter studies did not appear to have feedback mechanisms in place for implementing change.The content and design of RMC training in sub‐Saharan Africa are multifaceted, suggesting the complexity of implementing/promoting RMC. Some progress has been made; however, missed opportunities in training remain with respect to study populations, training topics, cadres, and feedback mechanisms. [ABSTRACT FROM AUTHOR]

Federal data indicate that assaults on transit workers resulting in fatalities or hospitalizations tripled between 2008 and 2022. The data indicated a peri-pandemic surge of assault-related fatalities and hospitalizations, but assaults with less dire outcomes were not recorded. In collaboration with the Transport Workers Union, Local 100, we conducted an online survey in late 2023 through early 2024 of New York City public-facing bus and subway workers that focused on their work experiences during the 2020–2023 period of the COVID-19 pandemic. Items for this analysis on victimization included measures of physical and sexual assault/harassment, verbal harassment/intimidation, theft, and demographic characteristics (e.g., sex, race, work division). We estimated separate modified Poisson models for each of the four outcomes, yielding prevalence ratios (PRs) and 95% confidence intervals (CIs). Potential interactions between variables with strong main effects in the adjusted model were further examined using product terms. Among 1297 respondents, 89.0% reported any victimization; respondents also reported physical assault (48.6%), sexual assault/harassment (6.3%), verbal harassment/intimidation (48.7%), and theft on the transit system (20.6%). Physical assault was significantly more common among women in the bus division compared to female subway workers, male bus workers, and male subway workers (adjusted PR (aPR) = 3.54; reference = male subway workers; Wald test p <.001). With the same reference group, sexual assault/harassment was more frequently reported among female subway workers (aPR = 5.15; Wald test, p <.001), but verbal assault/intimidation and experiencing theft were least common among women in the bus division (aPR = 0.22 and 0.13, respectively; Wald tests, p <.001). These data point to the need for greater attention to record and report on victimization against workers in both buses and subway. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) is the property of Dinasti Publisher 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.)

Drawing on social identity theory, we investigated the mechanism underlying the effect of sexual harassment on hospitality employees' leave intention and job search behavior. The results of a time-lagged survey conducted in six hotels in China revealed that sexual harassment positively undermined hospitality employees' organizational identification, which further induced their intention to leave the organization and job search behavior. In addition, perceived organizational support moderated the direct link between sexual harassment and organizational identification as well as the indirect link from sexual harassment to leave intention and job search behavior via organizational identification. The theoretical and managerial implications of this study are discussed. [ABSTRACT FROM AUTHOR]

In the hospitality industry, service provided by frontline staff is critical to business success. Therefore, the emotional performance of service personnel will become an important factor that affects service quality. This study explores the relationships among surface acting, customer mistreatment, emotional exhaustion, and turnover intention. In addition, we focused on the mediating effect of customer mistreatment and employee emotional exhaustion on employee surface acting and turnover intention. We used survey data collected from 251 participants within the hospitality industry in Taiwan. The results revealed that customer mistreatment acts as a mediator between service-employee surface acting and their turnover intention. More specifically, surface acting by service employees relates to turnover intention, initially through customer mistreatment and subsequently through emotional exhaustion. We conclude with a discussion on the theoretical and practical implications of our results and suggest potential avenues for future research. [ABSTRACT FROM AUTHOR]

In general, supervisor abuse is directed toward low‐performing subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they are anxious about losing power. Multisource, time‐lagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan‐based organizations support the proposed hypotheses. The findings show a positive relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns are high. This study provides useful theoretical and practical insights for human resource managers dealing with unethical workplace behavior. [ABSTRACT FROM AUTHOR]

The last two decades have seen a mounting fascination with unethical and destructive forms of leadership. Yet, do we know what all encapsulates this "dark" side of leadership? Despite initial evidence that exploitation is a notable addition to the unethical leadership scene, our understanding of its distinctiveness as well as of how and why it exerts its negative effects is limited. We speak to this gap by testing the distinct mechanisms through which exploitative leadership—relative to the more popular counterpart, abusive supervision—affects followers. Borrowing from the aggression literature, we describe exploitative leadership and abusive supervision as varying forms of aggression that undermine followers' satisfaction with the leader via altered experiences of their social exchange relationship. Our theoretical model proposes that abusive supervision, as an inherently interpersonal provocation, primarily implicates followers' emotional experiences within the social exchange process. By contrast, given its inherent focus on self-interest, exploitative leadership is assumed to affect followers primarily through the cognitive understanding of the social exchange. Results from multiple studies using different samples, measures, and research designs provide general support for our predictions. In sum, the evidence emerging from our data shows that exploitative leadership is not a symptom of construct proliferation but rather, adds cumulative knowledge to the field of unethical and destructive leadership. [ABSTRACT FROM AUTHOR]

Whereas past research on the trickle-down diffusion of abusive supervision has demonstrated that abused supervisors often translate the abuse that they experience from their managers downward to their followers, we examine the active involvement of abused supervisors through leading in a more principled and positive manner. Adopting the sociofunctional perspective on emotions, we propose that supervisors who feel contempt for their abusers and are morally attentive will be motivated to morally differentiate themselves from perpetrators by treating their subordinates with greater, rather than less, interpersonal justice. Four studies, including two survey-based studies and two scenario-based experiments, based on data collected in China and the United Kingdom show consistent evidence supporting the overall moderated mediation model. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

One of the natural consequences of the development of technology is that an entrepreneur's confidential information, including trade secrets, is commonly stored in electronic files. This form of information storage inevitably entails challenges in the area of its protection. The coronavirus pandemic has drastically accelerated the process of dissemination of new models of employment, in particular remote (distance) work and cloud working, and has made the protection of an entrepreneur's secrets against unauthorised use even more complicated. This is due to the fact that in such models of employment, employees obtain access to their employer's data remotely, which may decrease the employer's level of control. To remedy this, employers may undertake various steps aimed at ensuring that their secrets are well protected; however, such actions may affect the free movement and mobility of workers. The purpose of this article is to verify how, in these circumstances, the measures provided for in EU law face the challenges of protecting an employer's secrets against unauthorised use by employees and how they define the scope to which they can be applied without the abuse of employees' rights and unjustified restrictions on their mobility. For that purpose, the author analyses in particular Directive (EU) 2016/943 of the European Parliament and of the Council of 8 June 2016 on the Protection of Undisclosed Know-How and Business Information (Trade Secrets) against Their Unlawful Acquisition, Use and Disclosure. This research is based mainly on the dogmatic method of analysis. [ABSTRACT FROM AUTHOR]

Copyright of Global Journal of Economics & Business is the property of Refaad for Studies, Research & Development 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 Necmettin Erbakan University School of Law Review is the property of Necmettin Erbakan University School of Law Review 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 ship tracking and mapping capabilities that geospatial technology provides create an opportunity to observe fishing vessels as they move through established maritime boundaries. This paper connects data availability to ground-truthing research and explores the limits of vessel movement mapping in representing worker abuse at sea through three related themes. First, a conceptual background links the advancements in maritime remote sensing to critical GIS scholarship and provides a background on worker abuse aboard Taiwanese fishing vessels. Second, the paper examines the potential of machine learning algorithms to represent worker abuse at sea, arguing that more extensive ground-truthing research with workers could help address variations in the data and limited data sets. Third, I use remote sensing data to identify and unpack Taiwanese fishing across the three EEZs with the most concentrated Taiwanese fishing activity: starting with Taiwan, followed by the Falkland Islands, and Seychelles. I argue that fishing activity and the digital representation of vessel movements are governed by terrestrial geopolitics and subject to manipulation by ship captains. Finally, the conclusion offers recommendations for how future research can capitalize on the capabilities of AIS, particularly with respect to addressing problems of working conditions and abuse at sea. [ABSTRACT FROM AUTHOR]

In September 2016, the Consumer Financial Protection Bureau (CFPB) announced an enforcement action against Wells Fargo related to improper sales practices. Following investigations revealing widespread abuse by thousands of employees (e.g., opening deposit and credit accounts without customer consent), Wells Fargo paid civil monetary penalties of $185 million and other substantial punitive fees and fines. This case study uses this real-world example to explore the influence of materiality on the scope of an audit, the auditor's responsibility for detection and communication of noncompliance with laws and regulations (NOCLAR), and the auditor's consideration of the control environment in the evaluation of internal controls over financial reporting (ICFR). After completing the case, learners are able to discuss relevant professional standards and recognize the impact of materiality considerations on decisions about financial statement misstatements, NOCLAR, and internal control deficiencies. JEL Classifications: M41; M42. [ABSTRACT FROM AUTHOR]

Background: Work environment is rapidly evolving, unfortunately, it is also becoming increasingly hostile for workers due mostly to common psychosocial hazards. This situation is posing significant challenges for organisations to protect the psychological well-being of their workers. Hence, this review aims to map studies to understand the influence of psychosocial safety climate (PSC) on workplace mistreatment and mental health of workers. Methods: The guidelines outlined by Arksey and O'Malley were adopted for this review. PubMed, Scopus, Web of Science, JSTOR, Google and Google Scholar were searched for relevant papers. Only peer-reviewed studies that measured PSC using PSC-12, PSC-8 or PSC-4 were included in this review. Results: Thirty-eight studies met the inclusion criteria. This review found that PSC has a negative association with workplace mistreatment such as bullying, harassment, violence, discrimination and abuse. Further, PSC has a positive association with psychological well-being, personal resilience and hope. Low level organisational PSC also promotes psychological distress, stress, depression, cognitive weariness and emotional exhaustion. The buffering effect of PSC is well-established. Moreover, PSC mediates the association between health-centric leadership and workers' psychological health problems. The inverse relationship between PSC and depressive symptoms was stronger for females than males. Conclusion: Organisations should prioritise training and development of supervisors to enhance their supportive skills, encourage respectful behaviour, encourage the use of resources promote open and bottom-up communication and provide guidance on conflict resolution. By promoting a high PSC context, organisations can create a culture that discourages mistreatment, leading to increased employee well-being, job satisfaction, and productivity. [ABSTRACT FROM AUTHOR]

Drawing on conservation of resources (COR) theory, we examined the link between abusive supervision and subordinates job strain and frustration via subordinates' work overload and time pressure. Data were collected using time-lagged design from Chinese service sector employees. The results showed that abusive supervision predicts subordinates job strain and frustration both directly and indirectly via work overload and time pressure. The present study elucidates how supervisor abuse affects service workers wellbeing. Also, we highlighted the need for interventions to improve workers wellbeing. Prior studies investigating the effects of abusive supervision in service industry is scant. We investigated the impact of supervisor abuse in Chinese service industry. Thus, the findings add to leadership literature in service sector. [ABSTRACT FROM AUTHOR]

Nepal is a poor, nonaligned, landlocked country surrounded by India and China that has had good relations with both Israel and the Arab states due in large part to a foreign policy conducted on the basis of Panchasheel, composed of five principles: (1) mutual respect for each other's territorial integrity and sovereignty, (2) noninterference in each other's internal affairs, (3) respect for mutual equality, (4) nonaggression and peaceful settlements of disputes, and (5) cooperation for mutual benefit. This outlook has also motivated Nepal's participation in many United Nations peacekeeping operations. Originally the object of a rivalry between Egypt and Israel, Nepal has attracted the attention of a number of other Middle Eastern states, particularly those in the Arab Gulf region, as witnessed by increasing diplomatic interactions and transportation connections with Nepal and/or its officials especially in recent years, while Nepalis provide much-needed labor for many of those same countries. Despite numbers of cases of worker abuse in the Middle East, Nepali laborers there provide remittances essential for families dealing with difficult living conditions in Nepal as well as a source of foreign revenue for that country. [ABSTRACT FROM AUTHOR]

This study examined the prevalence of student-to-student and staff-to-student sexual harassment in K-12 schools and school district compliance with Title IX using a retrospective survey of young adults. Participants (n = 511) were asked to describe their knowledge of policies and procedures regarding Title IX, the prevalence of sexual harassment, and the school's observed response to harassment using a 34-item, anonymous online survey. Descriptive statistics revealed that 13.4% of participants perceived that sexual harassment at their K-12 school district was at a "moderate" or "high" level, 50.1% reported that they either knew someone who experienced sexual harassment by a school employee or experienced it themselves, and 17.4% (n = 89) of individuals personally experienced one or more incident of staff-to-student sexual harassment. Nearly all (94%) students were unable to identify their Title IX compliance officer and 70% were unaware of how to file grievances. School districts without policies and materials that address sexual harassment had statistically significantly higher rates of harassment than school districts with policies (p =.01) and materials (p <.01). [ABSTRACT FROM AUTHOR]

The document outlines a legal judgement by the Court of Justice of the European Union concerning the rights of fixed-term employees, particularly university researchers. It highlights the importance of preventing abuse through successive fixed-term contracts and addresses issues of discrimination, appraisal procedures, and career development for researchers with fixed-term contracts compared to those with indefinite contracts. The judgement allows for flexibility in fixed-term employment in the university sector while also ensuring increased rights and career development for fixed-term university researchers, emphasizing the principle of non-discrimination in employment contracts. [Extracted from the article]

We analyze the impact of outsourcing on the well‐being of internal call center employees in the U.S. telecommunications industry. Our findings draw on mixed‐methods data. The qualitative findings suggest that internal employees experienced escalating job demands connected to errors by third‐party call center vendors and their employees due to additional work and intensified customer frustrations. SEM results show sequential mediation between the time internal employees spent correcting vendor errors, customer mistreatment of employees, emotional exhaustion, job satisfaction, and absenteeism. Employee autonomy over customer‐related decisions appeared to help workers manage these job demands and their effects on well‐being. [ABSTRACT FROM AUTHOR]

Management scholars have examined various kinds of workplace mistreatment. These investigations and empirical summaries of the literature show that personal experience of mistreatment at work creates a variety of deleterious problems such as more negative job attitudes, lower performance, and poorer health. The bulk of the literature assumes that the key cause-effect relationship resides at the individual level. However, individuals do not experience mistreatment in a vacuum, but rather in a complex social environment that shapes interpretations of, and reactions to, individual mistreatment. In this integrative review, we depart from prior reviews that focus primarily on personal experiences of mistreatment and instead evaluate the literature on mistreatment in the context of others' negative experiences. Analyzing 64 empirical articles on own and others' mistreatment at work, we identify six key theoretical perspectives concerning how others' experiences shape individual reactions to mistreatment. We then develop a sensemaking and social information processing framework for understanding mistreatment in context. We conclude the article by discussing theoretical and methodological recommendations for future research. [ABSTRACT FROM AUTHOR]

Over the last decade China has become a dominant player in Africa's rapidly growing hydropower sector. These mega projects typically employ thousands of Africans yet research on labour relations at these sites remains extremely limited. This article provides a rare systematic analysis of workers' experiences on a Chinese-financed-and-constructed hydroelectric dam in Africa. We find that chronic verbal abuse of African workers by Chinese managers is a defining feature of labour relations at this project in Uganda. This abuse has tainted many workers' attitudes towards the Chinese contractor Sinohydro, the Chinese government, and to a lesser extent Chinese people themselves. Workers also perceive Ugandan organisations and the Ugandan government as complicit in these poor labour relations. These findings underscore the limits of accountability to labour standards by Chinese firms operating in Africa, especially in contexts where host organisations and governments fail to advocate aggressively for the rights of African workers. [ABSTRACT FROM AUTHOR]

Since her debut in 2012, Fukazawa Ushio has become a critical voice in the Japanese literary scene, writing about social issues including hate speech against Zainichi Koreans, abuse of migrant workers, gender inequality, and misogyny. One of the significant aesthetic features of her work is the use of food and foodways to explore these issues. This article examines the short story collection The Matchmaker and the five-part food essay "When Yi Tongae Eats," focusing on their sensorial elaboration of Zainichi Koreans' experiences of discrimination and desire to belong, sitting both at the intersection of gender and ethnicity. Fukazawa's sensorial contemplation of the affective values associated with cooking, eating, and drinking, I argue, generates a sense of intimacy among characters and between text and reader that ultimately enables us to expand our understanding of the complexities of Zainichi Korean identity and their place in contemporary Japan. [ABSTRACT FROM AUTHOR]

Since the commencement of the ChinaPakistan Economic Corridor (CPEC) Project, security measures for Chinese companies have been increased as a result of the frequent assaults on Chinese employees in Pakistan. This empirical study aims to investigate security threats and other risks together with counter-measures implemented for Chinese companies. Employing a qualitative-exploratory method under 20 in-depth semi-structured interviews to generate primary-comprehensive themes, the findings confirm a continuous trend of physical attacks not only on Chinese but also on local co-workers and businesses. Further, the results identify internal and external physical risks for Chinese companies. Perceptions interpret security protocols as strict, security-keeping of Special Security Division (SSD) as a high standard, and police and private guards as low standards. Based on multidimensional data, the study offers a variety of implications, suggestions, and arguments. [ABSTRACT FROM AUTHOR]

This article challenges the unidimensional view of abusive supervisors and examines how employees respond to abuse when the transgressing boss also has a positive impact on others. Drawing on deonance and fairness theory, we propose competing hypotheses about the influence of prosocial impact. Specifically, we use deonance theory to suggest that prosocial impact might buffer the effects of abusive supervision. Alternatively, we incorporate fairness theory to predict that prosocial impact strengthens injustice perceptions and thereby worsens consequences of abuse. Two field studies show support for fairness theory, demonstrating that employees perceive greater injustice, and show stronger retaliatory behaviors, when the abusive supervisor makes a positive difference in the workplace. A final field study replicates these results, while also testing the underlying cognitive process employees use to assess the interplay between "good" and "bad" supervisory characteristics. This article contributes insights to abusive supervision, prosocial impact, organizational justice, and behavioral ethics literatures. [ABSTRACT FROM AUTHOR]

Background: Medical xenophobia of migrant (either in-migrants or immigrants) youths is an ongoing problem in contemporary South African society. Medical mistreatment by healthcare workers and social phobia from migrant youths have been attributed to major obstacles to healthcare utilization as well as health services satisfaction. This study aimed to determine the prevalence and factors contributing to health services satisfaction and medical exclusion among migrant youths in Gauteng province in South Africa. Methods: The Round 5 Gauteng City-Region Observatory (GCRO) Quality of Life (QoL) survey was conducted in 2017‒2018, a nationally representative survey piloted every two years in South Africa, was utilized in this study. A 2-year cohort study of 24,889 respondents aged 18 to 29 and a baseline data consisted of 4,872 respondents, comprising non-migrants, in-migrants and immigrants, from where 2,162 in-migrants and immigrants were utilized as the sample size. The data was analysed using descriptive statistics, Chi-Square analysis and logistic regression. Results: A total of 2,162 migrants, comprising 35.4% in-migrants and 9.0% of immigrants, from the 4,872 respondents, were included in the analysis. The prevalence of medical exclusion of in-migrant and immigrant youths were 5.5% and 4.2%, and the majority of them reported the use of public health facilities (in-migrants ‒ 84.3% vs. immigrants ‒ 87.1%). At the bivariate level, demographic (age, sex, and population group), economic (employed and any income) and health-related (no medical aid and household member with mental health) factors were significantly associated with medical exclusion (ρ≤0.05). The adjusted odds ratio showed that only female gender (AOR: 1.07, 95% CI: 0.678, 1.705), no medical aid cover (AOR: 1.23, 95% CI: 0.450, 3.362), and neither (AOR: 1.59, 95% CI: 0.606, 4.174) or dissatisfied (AOR: 4.29, 95% CI: 2.528, 7.270) were independent predictors of medical exclusion. Conclusion: Having no medical aid cover, being a female and dissatisfied, or neither satisfied nor dissatisfied with health services significantly increased the odds of medical exclusion among migrant youths. To increase healthcare utilization and ensuring adequate medical care of migrant youths, opting for medical aid insurance without increasing costs should be guaranteed. Therefore, there should be no consequences for lack of residence status or correct documentation papers when accessing healthcare services among migrant youths in South Africa. [ABSTRACT FROM AUTHOR]

Summary: Although previous research has shown that abuse can trickle down from managers to supervisors, it remains unclear why many abused supervisors do not perpetuate the abuse of their subordinates. To address this issue, drawing upon frustration‐aggression and self‐regulation theory, the current research investigated the underlying mechanism of frustration and the mitigative effects of self‐ and other‐compassion in the manager abuse—supervisor frustration—supervisor abuse circle. Across two field studies (a time‐lagged survey study, N = 381, and an experience sampling study, N = 66, with 593 daily observations), we find support for our arguments at both between‐ and within‐person levels. Our findings support that there is a positive indirect relationship between manager abuse and supervisor abuse via supervisor frustration and that the indirect effect is weaker among supervisors who possess higher levels of self‐ and other‐compassion. We discuss the implications for theory and human resource practice. [ABSTRACT FROM AUTHOR]

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco 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.)

Background: General practice is an important place for patients experiencing or perpetrating domestic violence and abuse (DVA), and for their children to seek and receive help. While the incidence of DVA may have increased during the COVID- 19 pandemic, there has been a reduction in DVA identifications and referrals to specialist services from general practice. Concurrently there has been the imposition of lockdown measures and a shift to remote care in general practices in the UK. Aim: To understand the patient perspective of seeking and receiving help for DVA in general practice during the COVID-19 pandemic. This was then compared with experiences of general practice healthcare professionals. Design and setting: A qualitative interview study in seven urban general practices in England and Wales, as part of a feasibility study of IRIS+, an integrated primary care DVA system-level training and support intervention. Method: Semi-structured interviews with 21 patients affected by DVA and 13 general practice healthcare professionals who had received IRIS+ training. Analysis involved a Framework approach. Results: Patients recounted positive experiences of seeking help for DVA in general practice during the pandemic. However, there have been perceived problems with the availability of general practice and a strong preference for face-to-face consultations, over remote consultations, for the opportunities of non- verbal communication. There were also concerns from healthcare professionals regarding the invisibility of children affected by DVA. Conclusion: Perspectives of patients and their families affected by DVA should be prioritised in general practice service planning, including during periods of transition and change. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on the self-cognitive theory, this study aims to propose a conceptual model that links customer mistreatment with different types of helping behaviors through the self-efficacy mechanism. Design/methodology/approach: The empirical analysis made use of the original data of three hotels located in southern China. The authors tested the hypotheses with a three-wave survey of a sample of 430 frontline workers in 95 groups. Findings: Customer mistreatment may reduce employees' self-efficacy, which has both positive and negative effects depending on the type of helping. Moreover, the coworkers' supporting climate buffered the influence of self-efficacy on autonomous and dependent helping. Originality/value: The authors resolve the ambiguity surrounding customer mistreatment-helping and self-efficacy-helping relations. Thus, the authors extend the knowledge on the influence of customer mistreatment and self-efficacy on helping behaviors by establishing that both positive and negative effects may exist depending on the type of helping. Moreover, this study identifies the predictive role of self-efficacy in autonomous and dependent helping. [ABSTRACT FROM AUTHOR]

The worker represents the cornerstone of the production process in various fields, and because of this status that he enjoys; the study is based on a statement of the systems of the Qatari legislator violations that occur on the privacy of the worker and the extent of compensation for them. The primary question is therefore: To what extent does the Qatari legislator regulate abuses of the worker's privacy and the extent of compensation for him? Research on the protections and rights that he must enjoy has become a very essential research necessity. An analytical and comparative strategy was taken to provide a response. The study was divided into two sections in order to achieve its goals. The first section dealt with the violations that the worker is exposed to in his private life and how to address them. We also discussed violations in the worker's life and practical applications about how to address the violation of the worker's life. The researcher eventually reached several conclusions, the most significant of which was that the general rule permits the employer to monitor the professional computer out of concern that he will conduct business improperly. The second section of the study dealt with compensation through tort liability and touched on images of assaults on the worker's private life prior to the conclusion of the contract and the position of the Qatari legislator on these violations. The most crucial recommendation was to amend the Labor Law to specify the specific types of violations of rights and freedoms and to single them out with a separate chapter so that the employer is not arbitrarily doing so. This rule allowed the employer to listen in on calls and conversations. [ABSTRACT FROM AUTHOR]

The creation of inclusive workplaces in which individuals can thrive constitutes an important goal for many organizations. Despite recognition of this fact, persistent adverse workplace experiences, such as sexual harassment, threaten to relegate inclusion to mere rhetoric. While previous research has identified several outcomes of sexual harassment, we examine the relationship between sexual harassment and employee engagement, a strong driver for improved service delivery, organizational performance, and employee motivation. Building on the job demands-resources model, we consider three moderators that may influence this relationship: gender, perceived supervisory support, and the gender equity climate. The results indicate that sexual harassment has a negative relationship with employee engagement, but that this relationship differs between male and female employees. However, we found no significant moderating effects of perceived supervisory support and gender equity climate. The article ends with a discussion of the findings and implications for theory and practice. [ABSTRACT FROM AUTHOR]

Purpose: Although service researchers have long suggested that customer mistreatment adversely impacts service employees' outcomes, statistical integration of current empirical findings has been lacking. This meta-analysis aims to review and statistically synthesize the state of research on the relationship between customer mistreatment and service employees' affective, attitudinal and behavioral outcomes. Design/methodology/approach: The authors included 221 effect sizes of 135 independent samples from 119 primary studies (N = 47,964). The authors used a meta-analytic approach to quantitatively review the relationship between customer mistreatment and service employees' affective, attitudinal and behavioral outcomes. Meta-analysis structural equation modeling was used to explore the mediation mechanism of service employees' affective outcomes on the relationships between customer mistreatment and employees' attitudinal and behavioral outcomes. Meta-regression was applied to explore the impact of contextual-level moderators (i.e. service provider type and service delivery mode) on these relationships. Furthermore, we compared the effects of customer mistreatment with the effects of other organizational-related factors on some commonly measured employee outcomes. Findings: The results show that customer mistreatment has a significant negative impact on service employees' affective outcomes (i.e. negative emotions), attitudinal outcomes (i.e. job satisfaction, organizational commitment, work engagement and turnover intention) and behavioral outcomes (i.e. job performance, surface acting and emotional labor). Additionally, service employees' negative emotions mediate the association between customer mistreatment and employees' job satisfaction, turnover intention, surface acting and emotional labor. Furthermore, the relationships between customer mistreatment and service employees' negative emotions and job performance are influenced by a contextual-level moderator (i.e. service delivery mode). Originality/value: The authors contribute to the literature by providing robust meta-analytic estimates of the effects of customer mistreatment on a variety of service employees' affective, attitudinal and behavioral outcomes, as well as the different magnitudes of the effect sizes between customer mistreatment and other job-related and personality-related factors by quantifying the true variability of the effect sizes. The authors draw on current theories underpinning customer mistreatment to test a theoretical model of the mediation mechanism of service employees' affective outcomes (i.e. service employees' negative emotions) on the relationships between customer mistreatment and employees' attitudinal and behavioral outcomes. The authors explore the effects of two contextual-level factors (i.e. service provider types and service delivery mode) related to the service delivery context that may account for the variability of effect sizes across empirical studies. [ABSTRACT FROM AUTHOR]

Scholars have paid so much academic attention to UPB in the past decade. However, there is lacking a quantitative review to uncover the relationship between UPB and its antecedents. To address this, we make a meta-analytic review about UPB. Specifically, we propose a theoretical framework of antecedents of UPB and test it using meta-analysis technology (k = 67, n = 20,957). We found moral disengagement, organizational identification, identification with supervisors, leader UPB, ethical judgments, psychological entitlement, transformational leadership, and job satisfaction are positively related to UPB. Moral identity and taking responsibility are negatively related to UPB. Besides, ethical leadership, abusive supervision, and authoritarian leadership have double-edged sword effects on UPB. For ethical leadership, it increases UPB via LMX, on the other hand, it decreases UPB via moral disengagement. For abusive supervision and authoritarian leadership, they increase UPB via moral disengagement and decrease UPB via LMX meanwhile. We discuss the results of the current meta-analysis and put some future research directions. [ABSTRACT FROM AUTHOR]

Although some research has suggested that customer mistreatment results in employees' negative behavioral responses, other research has also sought to explore prosocial behavioral responses. We explain these inconsistent findings by considering the employees' dynamic cognitional appraisals of daily customer mistreatment experience; these distinct cognition appraisals can explain why customer mistreatment could activate both dysfunctional and functional behavioral responses. We assumed that customer mistreatment could elicit an employee's threat appraisal on some days, thus activating customer-directed counterproductive work behavior (CWB). Customer mistreatment could also result in a challenge appraisal on other days in which an employee focuses on a potential performance improvement opportunity, motivating them to engage in more prosocial service behavior. We predicted that an individual's core self-evaluation (CSE) could moderate these effects, prompting customer mistreatment to be appraised as a challenge instead of a threat, which then reduces "take an eye for an eye" behavior responses (i.e., customer-directed CWB) and enhances "render good for evil" ones (i.e., prosocial service behavior). Our experience with research on 82 employees across 9 days, resulting in 625 responses, provided support for our predictions. The research provides a more comprehensive theoretical perspective to explain the dual paths of employees' responses to customer mistreatment and also explains whether individuals' CSE could help employees cope with customer mistreatment more positively. [ABSTRACT FROM AUTHOR]

This study examined responses from more than one thousand employed adults across the United States to shed light on the causal directions and temporal dynamics between, on the one hand, the hostile social situations employees face at work (i.e., workplace mistreatment) and, on the other hand, the harmful behaviors that employees enact at work. Using autoregressive cross-lagged panel analyses on a 12-wave longitudinal dataset, we show that employees' bad behaviors at work (e.g., sabotage, theft, abuse of coworkers) are both a cause and a consequence of experiencing mistreatment from colleagues and supervisors (e.g., ostracism, everyday discrimination, abusive supervision). We investigate the temporal aspects of this reciprocal relationship and find that deviance-to-mistreatment and mistreatment-to-deviance effects both occur over a 1-week time horizon. Moreover, this reciprocal relationship continued across the 12 weeks of the study, and its magnitude neither intensified nor diminished over this time period. Finally, we investigated the role of moral character evaluations in the reciprocal mistreatment-deviance relationship. Our results revealed that individuals whose moral character is more positively regarded by coworkers (i.e., those evaluated as higher in honesty-humility) are less penalized by others in response to their deviance. We discuss theoretical and managerial implications of these results for mitigating deviance and mistreatment in organizations. [ABSTRACT FROM AUTHOR]

Our study examines the impact of abusive supervision on affective organizational commitment (AOC). The study further examines work engagement (WENG) and job satisfaction (JSAT) as mediating mechanisms in the relationship between abusive supervision and AOC. The aforesaid hypothesized relationships were tested utilizing data gathered from frontline employees in upscale hotels in two waves in Ghana. We tested the hypothesized relationships using structural equation modeling. The findings reveal that abusive supervision is not significantly related to AOC. However, the findings demonstrate that WENG and JSAT fully mediate the relationship between abusive supervision and AOC. Theoretical and practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

Gaslighting has been construed as the psychological manipulation of a person by another to gain control. This also plays out in the workplace. Although few studies on the effects of gaslighting on employees' performance have been conducted; there is a paucity of Nigerian indigenous studies in the gaslighting literature. Consequently, this study seeks to cover this knowledge gap by x-raying the effect of gaslighting on employees' sustainable performance in Nigeria. Towards achieving this end, two hundred copies of a well-structured questionnaire were administered to employees of Nestle Nigeria PLC. Regression analyses were carried out on the cross sectional data generated by the instrument in order to examine the different impacts of three nuances of gas lighting: psychological abuse of employees, depression and emotional abuse, on three measures of employees' sustainable performance: employees' commitment, employees' efficiency and employees' effectiveness. The result - B = -0.607, R2 = 0.544; F= 72.653; P value = 0.000 - for hypothesis one showed that psychological abuse has a significant influence on employees' sustainable performance. Also, the regression result - B = -0.007; R2 = 0.512; F = 65.653; P-value = 0.000 - for hypothesis two, revealed that depression has a significant impact on employees' sustainable performance. Lastly, regression result - B = 0.115; R2 = 0.579; F = 102.333; P-value = 0.000, indicates that emotional abuse has significant impact on employees' sustainable performance. Based on these results, the study concluded that gaslighting has an impact on employees' sustainable performance. Hence managers of organsations need to prioritise the detection and prevention of gaslighting behaviours; as they significantly undermine employees' commitment, employees' efficiency and employees' effectiveness. Implementing effective policies and interventions to address gas lighting could help foster employees' sustainable performance. [ABSTRACT FROM AUTHOR]

Purpose: The authors examine the impact of employee litigation on Securities Action Lawsuits. The authors study whether frequently sued firms are more likely to be investigated by Securities Exchange Commission (SEC). The authors study how labor relations are crucial to corporate governance. Design/methodology/approach: The authors use hand-collected datasets of employee violations, misconducts and lawsuits and test whether bad employee treatment increases the likelihood of SEC probe. The authors' methodology includes panel fixed effects, as well as alternative measures of employee mistreatment and SEC case. Findings: The authors find that with each increase in employee dispute increases the likelihood of the firm being investigated by the SEC. The authors find that geographically dispersed firms are more likely to be investigated by the SEC when facing employee disputes and that more labor union coverage and a higher unemployment rate triggers more employee allegations and labor-related lawsuits. Originality/value: The authors' study is the first to investigate how employee relations affect firms involving federal investigation. The authors aim to contribute to the literature by studying (i) the relation between employee mistreatment and legal challenges, (ii) how firm characteristics affect the path from employee disputes to securities class actions and (iii) the impact of employee mistreatment on the corporate governance. [ABSTRACT FROM AUTHOR]

Sports Direct International Plc, a British retailing group, has been under scrutiny for all the wrong reasons since July 2013. The company was established in 1982 and is UK's largest sports goods retailer and operates around 670 plus stores worldwide. In 2016, the company and its CEO Mike Ashley were accused by its own employees of following illegal work practices that was revealed in an undercover investigation conducted by The Guardian. It was alleged that the company was paying wages which were below the minimum wages as per the law. The company is believed to follow a zero hour contract with its workers which meant majority of the workforce is temporary and could be removed at any point of time without any notice. Other work practices such as unsafe and unhealthy working conditions, employee harassment, and ignorance of the corporate code of ethics for a large, listed company like this too has been harsh on its workforce. The present study aims to reflect upon the undesirable and unethical practices at Sports Direct and unfair treatment of its employees and its consequences on the company's image and market valuation. The case intends to explore an ideal corporate culture that can only be nurtured by winning worker confidence, instilling a sense of security and achieving synergies between managers and workers.. [ABSTRACT FROM AUTHOR]

This article aims to analyze the Bulgarian labor law and regulations regarding the dignity of the worker or employee and the challenges to their protection in case of harassment by the employer. In the Republic of Bulgaria, many cases of disrespect for the dignity of work. Harassment in the workplace, as the most common cause of trampling on the dignity of the worker or employee, affects every aspect of their life. The Labor Code of the Republic of Bulgaria does not contain an explicit legal regulation of the concepts of "harassment" and "sexual harassment", nor an explicit prohibition of these activities in the workplace. Sexual harassment and the harassment of certain protected characteristics are regulated in the anti-discrimination legislation, in particular the Protection Against Discrimination Act, which will be discussed in the article. In the article also discusses the Convention No. 190 of 2019 Concerning the Elimination of Violence and Harassment in the World of Work. The authors propose to ratify Convention No. 190 of 2019. The ratification of Convention No. 190/2019 by the Bulgarian state will require a subsequent addition and amendment of the Labor Code, such as the introduction of an explicit legal text in the Labor Code, through which to ensure the protection of the labor right of every worker and employee to exercise their labor rights and obligations in the workplace, without violence and harassment; introduction of an obligation for the employer to develop appropriate rules to combat violence and harassment in the workplace, as well as procedures to protect workers or employees in the event of harassment and etc. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore the mechanism underlying the relationship between abusive supervision differentiation (ASD) and team performance. The moderating roles of inter-team and intra-team competitive climate are also examined. Design/methodology/approach: This research collects data from 419 employees and 71 supervisors from hospitals and financial companies in China. Techniques include descriptive statistics and hierarchical multiple regression are applied to analyze the data. Findings: This research finds that (1) team relationship conflict mediated the relationship between ASD and team performance and (2) intra-team competitive climate strengthened the indirect relationship between ASD and team performance through team relationship conflict. Practical implications: The results indicate that organizations should take measures to minimize the occurrence of abusive supervision. Team leaders should increase self-control and avoid abusing employees. Furthermore, organizations should establish an open and fair reward and punishment system to avoid cutthroat competition. Originality/value: This study advances our knowledge of how ASD results in poor team effectiveness. This contributes to the literature by identifying team relationship conflict as a mediating mechanism linking the negative association of ASD with team performance. Additionally, competitive climate enriches the individual-focused team-level model of abusive supervision. [ABSTRACT FROM AUTHOR]

The extant literature has largely conceptualized abusive supervision as a hot and impulsive form of aggression. In this paper, we offer a cold and strategic perspective on how abusive supervision might be used strategically to achieve goals. Drawing on the Machiavellian literature and social interaction theory of aggression, we develop a moderated serial mediation model, in which leader Machiavellianism predicts their strategic use of abusive supervision on subordinates via the mediating role of leaders' guanxi with direct supervisor. We further theorize that this mediation effect is more pronounced when guanxi among team members (team member guanxi, TMG) is stronger, because Mach leaders are more likely to perceive high TMG as a threat to their power. Finally, we propose that Mach leaders' strategic use of abusive supervision has negative implications for team outcomes, manifested in low levels of team voice and team organizational citizenship behaviors toward fellow team members (OCBI). Analyses of two studies—Study 1 using multi-wave data (355 leaders) from a US sample and Study 2 using a multi-wave, multi-source, and multilevel data (1252 subordinates and 273 leaders) from a Chinese sample—corroborated our model. This study provides a comprehensive examination of who, how, and when strategic abuse unfolds in the workplace and its negative implication for team outcomes. [ABSTRACT FROM AUTHOR]

Although almost all employees have heard of or witnessed colleagues being mistreated, we have an incomplete understanding of how employees perceive and respond to such events. In previous research scholars established that observer emotions can be congruent with victim emotions, but we examine observer schadenfreude, an incongruent emotion that is also prevalent in organizations. Based on appraisal theories of emotion, we propose a process model of schadenfreude emergence and development: initial schadenfreude occurs when observers appraise mistreatment incidents as relevant and conducive to their goals; this initial feeling evolves into either righteous or ambivalent schadenfreude, depending on observers' secondary appraisals of victim deservingness. We also address the implications of schadenfreude for observer behavior and the moderating effects of observers' moral foundations and organizational civility climate. Our model extends current knowledge about observer reactions and helps us understand the persistence and pervasiveness of workplace mistreatment. [ABSTRACT FROM AUTHOR]

In the hospitality sector, it is often believed that giving more power to customers (e.g., "the customer is king") would enhance the service quality, customer satisfaction, and organizational performance. However, it can cause a backlash by excessively elevating the level of the customers' perceived power, which could result in their power abuse against the employees. Based on the organizational support theory, this research argues that balancing the level of power between the customers and the employees (vs. shifting the power to the customers) can be more effective for improving the perceptions of both the current and the potential employees. The argument is empirically supported by the findings from three studies, which showed that adopting a power-balancing message positively affects the current employees' perceived organizational support and motivates them to feel obliged to give back to the organization and also potential job applicants' organizational attraction and the job pursuit intention. [ABSTRACT FROM AUTHOR]