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One major gap in existing health communication research is that few studies have synthesized findings from the literature to map out what are the key factors related to workplace (a) safety awareness, (b) safety risks, (c) health awareness, and (d) health risks. This study bridges the gap by systematically reviewing what these organizational, cultural, and individual-level factors are, and examine the impact of workplace safety and health publications using traditional and alternative metrics in academic and non-academic settings. Through an iterative process of coding, the results revealed six categories of organizational (management commitment, management support, organizational safety communication, safety management systems, physical work environment, and organizational environment), two cultural (interpersonal support and organizational culture), and four individual-level (perception, motivation, attitude, and behavior) factors. In terms of impact, articles that were most impactful in academia (e.g., high citation count) may not necessarily receive the same amount of online attention from the public. Theoretical and practical implications for health communication were discussed. Ministry of Manpower This research project was funded by the Workplace Safety and Health Institute, Occupational Safety and Health Division, Ministry of Manpower, Singapore and supported by the Workplace Safety and Health Council, Singapore.

Increased complexity of current technological advancements requires a well-orchestrated and integrated research and development (R&D) process in order to innovate and profit from new commercialisation. However, scholars have long argued that R&D processes are mismanaged and thus result in little benefit to the organisation. For the past decades, scholars have researched the problems, inconveniences and tensions in R&D processes from the process-perspective, assuring that inter-functional processes between employees from different functions are aligned and that cross-functional integration (CFI) from the process- perspective is achieved. However, findings about the benefits of CFI are still uncertain, poorly understood, arouse controversy in academia and do not capture the holistic problem of CFI in R&D processes. Only a few researchers have addressed the problems from the behavioural perspective, and consequently, an adequate scale to measure behaviours between employees from different functions towards each other is lacking. This research fills this gap by developing the novel inter-functional citizenship behaviour (IFCB) scale to characterise inter-functional behaviours between employees from different functions who inhabit different thought worlds. Further, this research tests the scale with R&D and intellectual property (IP) employees to establish an association with perceived organisational support for innovation (POSI) - an organisational culture variable which proxies the innovation culture in the R&D function. Results suggest that POSI is associated with a collaboration-based integration for inter- functional conscientiousness and inter-functional tolerance (task-oriented IFCBs). R&D employees display as much task-oriented IFCBs towards their IP colleagues as they perceive and maintain a behavioural equilibrium which appears to be related to R&D employees��� high POSI. On the contrary, results also suggest that POSI is associated with a contribution-based integration for inter-functional altruism and inter-functional constructiveness (relationship- oriented IFCBs). R&D employees indicate a discrepancy for relationship-oriented IFCBs, meaning that they do not display as much relationship-oriented IFCBs towards their IP colleagues as they perceive from them. They do not maintain a behavioural equilibrium, and it appears to be that a behavioural disequilibrium is related to R&D employees��� high POSI. With these results, this research makes three contributions: Firstly, a novel inter-functional citizenship behaviour scale is proposed. It progresses the citizenship research domain with an adequate scale to measure inter-functional behaviours during the integration between employees from different functions who inhabit different thought worlds. Secondly, by applying the IFCB scale in the integration of two functions who inhabit different thought worlds, this research opens a new pathway to research CFI from an additional, behavioural (citizenship) perspective. It supports the process perspective in integration research and aims to shed light on the behavioural factors which might inhibit or foster CFI. Finally, this research revisits the organisational equilibrium theory and operationalises it from the behavioural perspective. The proposed behavioural equilibrium lens can be seen as a revival of the organisational equilibrium theory from the behavioural perspective. It allows a unique understanding of behaviours and aims to explain tensions caused by thought worlds. This dissertation is anticipated to be a starting point for further research to establish IFCB as a scale in the CFI and citizenship domain and support it with an adequate theoretical lens to generate more research for academia but also insights to practitioners on how to manage CFI. The IFCB scale can be used as a "diagnostics" tool to measure and evaluate inter-functional behaviours of employees from different functions who inhabit different thought worlds. By gaining insights into this additional perspective, managers can develop process interventions, can create cross-functional teams based on IFCBs or can aim to influence the organisational culture and change management processes by analysing/ promoting appropriate behaviours between employees from different functions., St. Catharine���s College Cambridge; Institute for Manufacturing (IfM); The Friedrich-Naumann-Stiftung f��r die Freiheit, a foundation which is funded by the Federal Ministry of Education; Research and the Research and Development Management Association (RADMA)

International audience; The Covid-19 crisis has many characteristics susceptible to emphasize gendered prescriptions. In the present research, we argue that the Covid-19 crisis should promote citizenship behaviors (CB) consistent with gender stereotypes. Two preregistered experiments were conducted during lockdown in France (Study 1) and United Kingdom (Study 2). We manipulated the salience of the Covid-19 crisis using a fake newspaper article and showed that women were more likely than men to engage in CB of altruism and sacrifice. Meta-analysis results of the two studies confirmed that these gender differences were larger when the Covid-19 crisis was highly salient (vs. control condition). For women, more than for men, engaging in altruistic behaviors and making sacrifice for the greater good are perceived as the behaviors to endorse to cope with the Covid-19 crisis.

Dissertação de mestrado em Gestão de Unidades de Saúde, A presente dissertação, com foco no setor da saúde, tem como objetivo ampliar a escassa discussão sobre as lideranças abusivas nos profissionais desta área. Aqui procurou-se responder às perguntas “O que constitui uma liderança abusiva?”, “Como se manifesta?”, “Como é percecionada pelos profissionais de saúde?” A natureza do estudo é qualitativa com recurso a entrevistas semiestruturadas como forma de recolha de dados empíricos. Foram conduzidas 15 entrevistas a um grupo de profissionais de saúde. Os dados recolhidos permitiram perceber como os profissionais percebem certos comportamentos e como reagem a estes, caso os percecionem como abusivos. Concluiu-se que não há uma noção única de liderança abusiva e do que constitui um comportamento abusivo. No entanto, na sua maioria, os profissionais de saúde, percecionam como liderança abusiva todo o comportamento do superior hierárquico que revele falta de empatia, falta de comunicação e que não transmita confiança. Este tipo de liderança abusiva manifesta-se através da ausência de chefia no dia a dia dos liderados, a sua aparente falta de conhecimento sobre os serviços que lideram, tomadas de decisão de forma unilateral. São evidenciadas, também, as questões de falta de justiça interacional. Por fim, conclui-se que este tipo de liderança, além de diminuir a motivação e satisfação do trabalhador, aumentam o stress ocupacional, diminui a confiança dos trabalhadores na organização, o que irá afetar o seu empenhamento e demonstração de comportamentos de cidadania organizacional., This dissertation, focusing on the health sector, aims to expand the scarce discussion about abusive leadership in health professionals. The research questions are: “What constitutes abusive leadership?”, “How is it manifested?”, “How is it perceived by the health professionals?” The nature of the study is qualitative, using semi-structured interviews as a way of collecting empirical data. We conducted fifteen interviews with a group of health professionals. The data collected allowed us to understand how professionals react to behavior’s that they perceive as abusive by their supervisors. Departing from the data analysis, we conclude that there is not a single notion of abusive leadership and what constitutes abusive behavior. However, most health professionals perceive as abusive leadership any behavior of their manager/supervisor that reveals a lack of empathy, lack of communication and a general feeling of distrust and injustice. This type of abusive leadership is manifested through the absence of health professionals’ supervision of daily activities, the supervisor’s apparent lack of knowledge about the services they lead, unilateral decision-making without any kind of justification. The issue of lack of interactional justice is also highlighted by the interviewees. Finally, we conclude that this type of leadership decreases worker motivation and satisfaction, increases occupational stress, and lessens workers' trust in the organization, which will affect their commitment and exhibition of organizational citizenship behaviors.

Purpose The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the authors posit the mediating role of leader‒member exchange (LMX) and the moderating role of leader trustworthiness in the relationship. Design/methodology/approach Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis. Findings Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity. Originality/value This study enhances the understanding of the mechanism through which empowerment practices influence employees’ organizational identification.

As the increasing internationalization of higher education creates competition among the universities, many institutions are making use of social media communities to attract and retain students. We surveyed 206 users of a university Facebook page to investigate how it may be related to their identification with the university community and the university brand. We further investigate how this identification is associated with the trust and loyalty to the institution and is likely to be linked to positive behaviors such as promoting the university to their peers as an active member of the university community. Our results show that the perceived strength of the Facebook community is related to the identification with the university community and the university brand which in turn are related to trust and loyalty. Higher loyalty is linked to citizenship behaviors such as increased contribution to the educational process labeled in-role behaviors and providing positive word of mouth about the university labeled extra-role behaviors. With the challenges of a diverse and global student body which is expected to continue increasing, universities can benefit from use of social media in developing identity, loyalty and trust. The file in this item is the pre-print version of the article (author’s copy; unrefereed Author’s Version). Due to copyright restrictions, the access to the publisher version (published version) of this article is only available via subscription. You may click URI and have access to the Publisher Version of this article through the publisher web site or online databases, if your Library or institution has subscription to the related journal or publication.

Mechanisms linking social identification to negative outgroup attitudes is a prevailing inspiration for research in intergroup relations. Psychological ownership—the possessive feeling that some object is ‘mine’ or ‘ours’—has been proposed as one possible mechanism. Social identification is a precursor to developing feelings of ownership over ideological spaces, such as countries or territories. Subsequently, ownership may drive negative outgroup attitudes through exhibition of one’s right to control the use of the ingroup’s space. Psychological ownership may also have positive roles in developing citizenship behaviors, such as through voting or buying ingroup national products. The following program of research tests these ideas. Study 1 provides preliminary evidence of psychological ownership’s plausible role as a mediator between southern identification and negative outgroup attitudes toward Blacks in the Southern United States. A comprehensive measure of psychological ownership of country is developed in studies 2 and 3 with evidence of validity and reliability presented in studies 2-4. Test-retest reliability is demonstrated in study 5 and predictive validity is demonstrated in studies 4 and 7. Study 6 examines a longitudinal mediation model and study 7 examines how psychological ownership predicts decisions to buy national versus foreign products. Emerging from this program of research is a reliable and valid measure of psychological ownership of territorial spaces, evidence that social identification is a precursor to psychological ownership, evidence for psychological ownership as a predictor of positive citizenship behaviors, and conflicting findings over psychological ownership mediating the positive relationship between social identification and more negative outgroup attitudes. Across studies, social identification was linked to more negative outgroup attitudes. In some cases, psychological ownership was a plausible mediator wherein it was linked to more negative attitudes (Studies 1 & 6), in some cases this was specific to the immersion factor (Study 4) or self-identity and efficacy factors (Study 7); however, efficacy appears associated with more positive attitudes (Study 7). There was no evidence of mediation in the longitudinal model (Study 6). This research initiates the systematic study of psychological ownership in the intergroup domain and refines our understanding of possession of non-physical entities.

We examine the relationships among employees' use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies), compared to employees with low job demands. We tested this proposition using a quantitative diary study. Fifty-four employees provided data twice daily across one work week (on average, 7 daily entries). Supporting the hypotheses, prosocial energy management was positively related to job satisfaction. Moreover, employees with high job demands were less emotionally exhausted when using prosocial strategies. Contrary to predictions, when using organizing strategies, employees with low job demands had higher job satisfaction and lower emotional exhaustion. Under high job demands, greater use of organizing strategies was associated with lower job satisfaction and higher emotional exhaustion. Finally, use of meaning-related strategies was associated with higher emotional exhaustion when job demands were low. With this research, we position energy management as part of a resource investment process aimed at maintaining and improving occupational well-being. Our findings show that this resource investment will be more or less effective depending on the type of strategy used and the existing drain on resources (i.e., job demands). This is the first study to examine momentary effects of distinct types of work-related energy management strategies on occupational well-being.

The reputation of companies within the transport industry is influenced by competitive dynamics within the sector: low-cost flights, the attractiveness of destinations, online user-generated content about users’ experiences, and more. At the same time, social media provides a means for companies to manage issues of tourism intangibles. Thus, it is relevant to analyse transport reputation in the digital environment, taking into consideration the resources for managing these intangibles. This paper presents a method for measuring transport reputation based on an analysis of tourism consumers’ digital opinions and passengers’ comments about their experiences with these firms. The use of social media, such as TripAdvisor and Facebook, conjugated with business intelligence tools and complemented by data mining techniques, can contribute to the development of metrics that consider intangibles like emotions and experiences, with the aim of measuring, analysing, and visualizing the complex relationships between these intangibles and transport companies’ reputations. The results present the impacts of these intangibles through clusters and positioning maps focusing on these issues. This investigation contributes to our knowledge about airlines and terrestrial transport companies that seek to differentiate their positioning in tourism markets through their reputations.

We examine the relationships among employees' use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies), compared to employees with low job demands. We tested this proposition using a quantitative diary study. Fifty-four employees provided data twice daily across one work week (on average, 7 daily entries). Supporting the hypotheses, prosocial energy management was positively related to job satisfaction. Moreover, employees with high job demands were less emotionally exhausted when using prosocial strategies. Contrary to predictions, when using organizing strategies, employees with low job demands had higher job satisfaction and lower emotional exhaustion. Under high job demands, greater use of organizing strategies was associated with lower job satisfaction and higher emotional exhaustion. Finally, use of meaning-related strategies was associated with higher emotional exhaustion when job demands were low. With this research, we position energy management as part of a resource investment process aimed at maintaining and improving occupational well-being. Our findings show that this resource investment will be more or less effective depending on the type of strategy used and the existing drain on resources (i.e., job demands). This is the first study to examine momentary effects of distinct types of work-related energy management strategies on occupational well-being.

PurposeThis paper proposes and empirically tests a theoretical model on how different customer engagement behaviors (CEBs), such as giving feedback and helping other customers, affect the role stress–job strain relationship among frontline employees.Design/methodology/approachDrawing from the job demands-resources model, this paper hypothesizes that some CEBs weaken the role stress–job strain relationship among frontline employees, whereas the opposite holds for other CEBs. To test these hypotheses, the study involved a survey among 279 frontline employees in 20 nursing home teams in Belgium.FindingsThe results reveal that the impact of role stress on job strain is stronger when frontline employees notice more helping behaviors among customers and weaker when frontline employees receive more customer feedback or notice that customers spread positive word of mouth about the nursing home.Originality/valueThis research contributes to the customer engagement and frontline employee literature by showing that CEBs can act as both job demands and job resources for frontline employees.

Earlier studies have shown that perceived external prestige (PEP) and communication climate influence employees' overall organizational identification. This paper presents the results of a longitudinal study into the determinants of organizational identification at two organizational levels during an internal merger. Data were collected in a university where four divisions merged into two new divisions. Respondents filled out a questionnaire on organizational identification, PEP and communication climate 4 months before the merger (T1) and 2 years after the merger (T2). Results indicate that pre-merger identification primarily influences post-merger identification at the same organizational level. Furthermore, the determinants of employees' overall organizational identification differ from the determinants of employees' division identification. Internal communication climate is particularly important for employees' identification with their division. PEP affects employees' identification with the overall organization. Management implications are discussed for monitoring employee identification both in times of (internal) mergers and in general.

The literature suggests that ethical climate today is more critical in organizations to sustain positive attitudes and behaviours of employees. Ethical climate is considered to be highly relevant to the financial industry, since it enhances service-providers’ contact with customers. This paper examines the interaction between burnout and organizational justice as well as the mediating effect of ethical climate on this relationship. For this purpose, the data (N=543) was collected from the employees working in the financial services, operating in Istanbul. All research hypotheses including mediation were tested by multiple regression analyses to determine whether the conditions of mediation outlined by Baron and Kenny (1986) were addressed. Empirical results indicate that, ethical climate has a partial mediating effect on the relationship between employees’ organizational justice perception and burnout. This effect appears particularly for the dimension of distributive justice and depersonalization relation. It can be inferred from the findings that ethical climate plays an important role in governing the relationship between distributive justice and depersonalization. The findings do not show any mediating effect of ethical climate on procedural justice and burnout relation.

Previous research indicated that leader moral identity (i.e., leaders’ self-definition in terms of moral attributes) predicts to what extent followers perceive their leader as ethical (i.e., demonstrating and promoting ethical conduct in the organization). Leadership, however, is a relational process that involves leaders and followers. Building on this understanding, we hypothesized that follower and leader moral identity (a) interact in predicting whether followers will perceive their leaders as ethical and, as a result, (b) influence followers’ perceptions of leader–follower relationship quality. A dyadic field study (N = 101) shows that leader moral identity is a stronger predictor of followers’ perceptions of ethical leadership for followers who are high (vs. low) in moral identity. Perceptions of ethical leadership in turn predict how the quality of the relationship will be perceived. Hence, whether leader moral identity translates to perceptions of ethical leadership and of better relationship quality depends on the moral identity of followers.

We theorized and tested the mechanisms by which leader–member exchange (LMX) quality is associated with job performance. The results obtained using 212 employee–supervisor pairs from eight Chinese companies indicated that LMX quality had an indirect and positive relationship with taking charge via psychological empowerment and had an indirect and positive relationship with job performance via taking charge. In addition, organizational tenure significantly moderated the relationship between taking charge and job performance, such that the positive effect of taking charge on job performance became weaker as organizational tenure increased. Furthermore, organizational tenure significantly moderated the indirect positive relationship between LMX quality and job performance via taking charge; the indirect effect became weaker as organizational tenure increased. These results suggest that organizations should encourage managers to develop high-quality LMX with their subordinates, which may make them feel more empowered and engage in more taking charge, and result in better job performance. Copyright © 2014 John Wiley & Sons, Ltd.

The paper aims to further knowledge of proactive employee behaviour by exploring whether pro-organizational, prosocial, and pro-self focused proactive behaviour can be measured in an empirically distinct manner, and whether these types of proactive behaviour show differential relationships with other variables. Results of two multi-source studies using self-rated and peer-rated measures empirically support the distinctiveness of the different foci of proactive behaviour. Study 1 (N = 117 dyads) shows that the different foci of proactive behaviour are differentially related to different foci of affective commitment. Study 2 (N = 126 dyads) builds on these findings and shows that different foci of proactive behaviour have differential relationships with transformational leadership, goal orientations, and individual task performance. Refereed/Peer-reviewed