Major concerns, both theoretical and methodological, have been raised about the adequacy of the leader-member exchange (LMX) theory, the existing model on supervisor–subordinate exchanges. This paper ...seeks to overcome three main theoretical shortcomings of the LMX theory as documented in past research. First, that the LMX theory does not describe the exchange process sufficiently, and second, that it does not capture the cross-cultural influences on supervisor–subordinate exchanges. This paper deals with these weaknesses by providing a comprehensive description of supervisor–subordinate exchanges across cultures using two theoretical frameworks, Fiske’s relational theory and Triandis’s cultural syndromes. A third problem with the LMX theory is that it assumes all close relationships between supervisors and subordinates to be beneficial for the organisation. However, a stream of research has emerged that documents the downside of close relationships between supervisors and their subordinates. Utilising a recent cross-cultural framework on cronyism, this paper sheds light on the dysfunctional organisational consequences of close relationships between supervisors and their subordinates across cultures.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Workforce diversity literature highlights adverse effects of surface diversity on employee affect. We examine the applicability of surface diversity effects in the Indian social milieu. Since ...diversity effects are context-specific, in a first, we test the moderating impact of employee's perceived organisational politics on the inclusion mediated diversity-well-being link among 617 employees from Indian organisations. Post ascertaining the measurement model fit using AMOS 22, we used PROCESS to test for moderated-mediation effects. Perception of organisational politics moderated the surface diversity–inclusion–well-being link such that inclusion was found to be weaker for employees who perceived high politics. We discuss the implications for managers.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Background: Colorectal cancer (CRC) is the most common gastrointestinal malignancy. CRC occurs more common in males than females worldwide. There are very few studies on the incidence of CRC in the ...state of Rajasthan. The present study evaluates its temporal variation and area-wise distribution. Materials and Methods: Five-year retrospective data on CRC incidence were obtained from Hospital-Based Cancer Registry of Regional Cancer Center (RCC), Bikaner, from January 2016 to December 2020. The collected data show the trend of CRC incidence over these 5 years. District- and tehsil-wise distribution of patients was also analyzed. Results: A total of 37,132 cases registered at RCC, Bikaner, from January 2016 to December 2020, there were 796 cases of CRC accounting for 2.14% of the total. Among these, there were 500 male and 296 female cases, respectively. The median age at the diagnosis of CRC was 53 years in females and 56 years in males. This 5-year data analysis showed an increasing trend of CRC incidence in the last 5 years. The highest incidence rate was found in the districts of Bikaner, Sri Ganganagar, Hanumangarh, and Churu, with most patients coming from Bikaner tehsil of Bikaner district. Conclusion: CRC cases have shown an increasing trend in the past 5 years in Rajasthan with a higher incidence in the North-western districts. There is a need to early diagnosis through screening and find out solutions for reducing the risk of CRC in future.
We outline commonly noticed shortcomings and ways to overcome them in the manuscripts submitted by new management researchers, such as doctoral students and junior faculty. The usual pitfalls in ...manuscripts submitted to business and management journals include poor writing and presentation, lack of integration, lack of significance, poor research design, and scanty description of methods, untidy presentation of results, and inadequate and sloppy discussion and implication sections. Borrowing from our experiences and the writings of the editors of top tier management journals, we offer guidelines for crafting clear and persuasive manuscripts. We provide suggestions for developing each section of the manuscript: topic choice, abstract, introduction, theory and grounding of hypotheses, research design, methods and results, discussion and implications, and references.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Although intuitive processes are critical for effective strategic decision making, there is little in the way of applied research on the topic. Apart from many popularized treatments of intuition in ...the literature today, there are only a handful of serious scholarly works on the subject. The majority of them are essentially theoretical in nature; field research in management settings is virtually nonexistent. This study examined this neglected but important process in strategic decision making. We surveyed senior managers of companies representing computer, banking, and utility industries in the United States and found that intuitive processes are used often in organizational decision making. Use of intuitive synthesis was found to be positively associated with organizational performance in an unstable environment, but negatively so in a stable environment.
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CEKLJ, NUK, OILJ, SAZU, UKNU, UL, UM, UPUK
7.
Bullying among nursing staff Wright, Whitney; Khatri, Naresh
Health care management review,
04/2015, Volume:
40, Issue:
2
Journal Article
Peer reviewed
The aim of this article is to examine the relationship between three types of bullying (person-related, work-related, and physically intimidating) with two types of outcomes (psychological/behavioral ...responses of nurses and medical errors). In addition, it investigates if the three types of bullying behaviors vary with age or gender of nurses and if the extent of bullying varies across different facilities in an institution.
Nurses play an integral role in achieving safe and effective health care. To ensure nurses are functioning at their optimal level, health care organizations need to reduce negative components that impact nurses' job performance and their mental and physical health. Mitigating bullying from the workplace may be necessary to create and maintain a high-performing, caring, and safe hospital culture.
Using an internal e-mail system, an e-mail requesting the participants to complete the questionnaire on Survey Monkey was sent to a sample of 1,078 nurses employed across three facilities at a university hospital system in the Midwest. Two hundred forty-one completed questionnaires were received with a response rate of 23%. Bullying was measured utilizing the Negative Acts Questionnaire-Revised (NAQ-R). Outcomes (psychological/behavioral responses of nurses and medical errors) were measured using Rosenstein and O'Daniel's (2008) modified scales.
Person-related bullying showed significant positive relationships with psychological/behavioral responses and medical errors. Work-related bullying showed a significant positive relationship with psychological/behavioral responses, but not with medical errors. Physically intimidating bullying did not show a significant relationship to either outcome. Whereas person-related bullying was found to be negatively associated with age of nurses, physically intimidating bullying was positively associated with age. Male nurses experienced higher work-related bullying than female nurses.
Findings from this study suggest that bullying behaviors exist and affect psychological/behavioral responses of nurses such as stress and anxiety and medical errors. Health care organizations should identify bullying behaviors and implement bullying prevention strategies to reduce those behaviors and the adverse effects that they may have on psychological/behavioral responses of nurses and medical errors.
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BFBNIB, CMK, NMLJ, NUK, PNG, UL, UM, UPUK
Aim
This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, ...affective commitment is posited to mediate and psychological contract breach to moderate the above relationships.
Background
Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment.
Design
Data were collected via a self‐reported survey instrument.
Methods
A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013–2014. Four hundred and seventy‐five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated‐mediation model.
Results
Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support–work outcome relationships adversely.
Conclusion
The results of this study indicate that perceived organizational support exerts its influence on work‐related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses.
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BFBNIB, FZAB, GIS, IJS, KILJ, NLZOH, NUK, OILJ, SAZU, SBCE, SBMB, UL, UM, UPUK, VSZLJ
Concerned over the lack of high quality, context specific management research in India, and the predilection of Indian researchers to follow Western models of research and publication blindly, the ...authors take stock of Indian management research in this round table discussion and debate some of the relevant issues. Urging Indian researchers to strive for the levels of rigour of the Western models, they make a case for confident indigenous scholarship to suit the development and educational requirements of the country, following context-relevant constructs and methodologies in research and developing curricula, materials and modes of dissemination independently. These ideas were also explored at the second Indian Academy of Management Conference held at IIM Bangalore in December 2011.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
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