Traditional living wage research has been the purview of economists, but recently contributions from the field of work psychology have challenged existing perspectives, providing a different lens ...through which to consider this issue. By means of a narrative interdisciplinary review of 115 peer-reviewed journal articles published between 2000 and 2020, we chart the transitions in the field with attention shifting from macro-economic and econometric lens largely concerned with the costs of living wage policies, to a more person-centric lens focusing on the employee and their family. Synthesizing prior study, we outline five key themes: consequences for individuals, organizations, and societies; changes in operationalization; exploration of different contexts; study of social movements; and the history of the topic. We outline the importance of work psychology in developing the living wage debate through more inclusive definitions, and novel operationalization and measurement, thereby providing fresh insights into how and why living wages can have a positive impact. Critically, we outline the redundancy of simple study of wage rates without understanding the elements that make work decent. We raise key areas for further study, and this topic presents a significant opportunity for psychology to shift focus to impact upstream policy by providing new empirical evidence, and challenges to structural inequalities.
This paper explores the role of internal communication in one under-researched form of organizational crisis, insider threat – threat to an organization, its people or resources, from those who have ...legitimate access. In this case study, we examine a high security organization, drawing from in-depth interviews with management and employees concerning the organizational context and a real-life incident of insider threat. We identify the importance of three communication flows (top-down, bottom-up, and lateral) in explaining, and in this case, enabling, insider threat. Derived from this analysis, we draw implications for communication and security scholars, as well as practitioners, concerning: the impact of unintentional communication, the consequences of selective silence and the divergence in levels of shared understanding of security among different groups within an organization.
Abstract
Background
This observational study, paired with National Health Service (NHS) workforce population data, examined gender differences in surgical workforce members’ experiences with sexual ...misconduct (sexual harassment, sexual assault, rape) among colleagues in the past 5 years, and their views of the adequacy of accountable organizations in dealing with this issue.
Methods
This was a survey of UK surgical workforce members, recruited via surgical organizations.
Results
Some 1704 individuals participated, with 1434 (51.5 per cent women) eligible for primary unweighted analyses. Weighted analyses, grounded in NHS England surgical workforce population data, used 756 NHS England participants. Weighted and unweighted analyses showed that, compared with men, women were significantly more likely to report witnessing, and be a target of, sexual misconduct. Among women, 63.3 per cent reported being the target of sexual harassment versus 23.7 per cent of men (89.5 per cent witnessing versus 81.0 per cent of men). Additionally, 29.9 per cent of women had been sexually assaulted versus 6.9 per cent of men (35.9 per cent witnessing versus 17.1 per cent of men), with 10.9 per cent of women experiencing forced physical contact for career opportunities (a form of sexual assault) versus 0.7 per cent of men. Being raped by a colleague was reported by 0.8 per cent of women versus 0.1 per cent of men (1.9 per cent witnessing versus 0.6 per cent of men). Evaluations of organizations’ adequacy in handling sexual misconduct were significantly lower among women than men, ranging from a low of 15.1 per cent for the General Medical Council to a high of 31.1 per cent for the Royal Colleges (men’s evaluations: 48.6 and 60.2 per cent respectively).
Conclusion
Sexual misconduct in the past 5 years has been experienced widely, with women affected disproportionately. Accountable organizations are not regarded as dealing adequately with this issue.
This observational study paired with National Health Service (NHS) workforce population data examined gender differences in surgical workforce members’ experiences with sexual misconduct among colleagues over the past 5 years, and their views of the adequacy of the General Medical Council (GMC), NHS Trusts and other accountable organizations’ handling of this issue. Results of weighted and unweighted analyses showed that women and men in the surgical workforce are living different realities—women are both experiencing and witnessing sexual misconduct more often than men. Women also have significantly lower evaluations of organizations’ handling of sexual misconduct, ranging from a low of 15.1 per cent for the GMC to a high of 31.1 per cent for the Royal Colleges.
Lay Summary
This research examined sexual misconduct occurring in surgery in the UK, so that more informed and targeted actions can be taken to make healthcare safer for staff and patients. A survey assessed individuals’ experiences with being sexually harassed, sexually assaulted, and raped by work colleagues. Individuals were also asked whether they had seen this happen to others at work. Compared with men, women were much more likely to have seen sexual misconduct happening to others, and to have it happen to them. For example, most women (63.3 per cent) experienced being sexually harassed by colleagues, as did some men (23.7 per cent). Women also experienced being sexual assaulted by colleagues far more often than men (29.9 per cent of women, 6.9 per cent of men). These findings show that women and men in the surgical workforce are living different realities. For women, being around colleagues is more often going to mean witnessing, and being a target of, sexual misconduct.
Individuals were also asked whether they thought healthcare-related organizations were handling issues of sexual misconduct adequately; most did not think they were. The General Medical Council (GMC) received the lowest evaluations. Only 15.1 per cent of women regarded the GMC as adequate in their handling of sexual misconduct. Men’s evaluations were higher, although the GMC was still regarded as adequate by less than half of men (48.6 per cent). Evaluations of National Health Service Trusts were rated similarly low. Only 15.8 per cent of women evaluated them as adequate (44.9 per cent of men). The results of this study have implications for all stakeholders, including patients. Sexual misconduct was commonly experienced by respondents, representing a serious issue for the profession. There is a widespread lack of faith in the UK organizations responsible for dealing with this issue. Those organizations have a duty to protect the workforce, and to protect patients.
This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to ...employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.
Purpose
– Trust in financial institutions has been eroded through the collapse of mortgage-related securities, with confidence further denuded through well publicized cases of rogue traders and rate ...fixing cases, such as with the Lehman brothers, the Libor rate-fixing scandals, and the hypo real estate breakdown. In response to these events, governments have introduced a range of distinct policy initiatives designed to restore trust in this sector. Thus, the question arises: are these regulations and control mechanisms sufficient in isolation, or are there other elements that this sector needs to pay attention to in efforts to build and sustain customers’ trust? The paper aims to discuss these issues.
Design/methodology/approach
– There is a compelling agenda for both financial organizations and academics to understand better organizational trust in this context especially the role and impact of regulatory mechanisms in its development and repair. The paper therefore examines the special facets of the financial services sector in comparison to other sectors, such as manufacturing, to consider whether trust is fundamentally different in this context than others, and thus address how far there are special challenges concerning trust and the banking industry. The paper analyses, by using a meta-analytical design, 93 studies (N=38,631), of which 20 empirically investigate organizational trust in the financial sector with a combined N of 11,224 respondents.
Findings
– The paper shows that the banking sector is heavily affected by two distinct forces: first, customers’ perception of an organization's level of compliance and conformity with laws and regulations is a necessity for banks’ sociopolitical legitimization, and second it is also related to how non-compliance is dealt with. Importantly, this meta-analysis indicates that regulation is just one of a suite of devices that organizations need to deploy in their efforts to restore trust. The paper identified two further elements of significance: customers require direct evidence, derived either from their own or others’ satisfaction with the goods or services provided, and customers do take note of the external endorsement of the firm, especially in Asia, where customers place huge emphasis on the firm's reputation.
Research limitations/implications
– First, meta-analysis is inherently reliant on the earlier studies and therefore retains their weaknesses. Some of the relationships included self-report variables collected at the same point in time and therefore may be inflated by common method bias. Second, due to the focus and because of the limited number of studies in this sector, and a paucity of attention on some key topics, such as perceptions of regulation, second-order sampling error may also be a limitation. Third, some relationships were not investigated frequently enough in studies to enable us to include them in the review, such as cooperation, opportunistic behaviour or quality. Finally, despite calls for trust scholars to include propensity to trust measures within their studies, many of these studies do not include this measure and therefore it is more difficult to identify and control individual difference factors.
Practical implications
– The results show the merit of multi-strand trust development strategies. There is a striking paucity of financial institutions, which have examined how far their trust deficit may be related to their internal culture, and whether recent corporate corruption could be the product of bonuses and the internal short-term individualized reward systems. The analysis reveals that although external regulations and controls are an effective and powerful devise for organizational trust, over the last two periods of significant crisis, their impact appears to be warning; Yet reassuring customers of their expectations of the other party's future behaviour is central to trust. Alternative remedies need to be considered, such as the establishment of a more effective regulator, or board of governors who oversee and assure compliance. Monitoring and surveillance offer a further external means of reducing the possibility of future misbehaviours. However, as the analysis indicates, other strands are required to build trust, including greater attention by firms on customers’ direct experiences, which in turn would enhance the third part endorsement of their competence and goodwill intentions of organizations.
Social implications
– Significantly, the results indicate the potentially partial erosion of credence factors, and thus confidence, in this sector over the last 20 years, during what has been a period of repeated exposure to trust breaches. The paper shows that single strand solutions, such as improvements to customer communication, are no longer sufficient, nor, more importantly, do they have the same impact. Instead, the paper shows the necessity to utilize more effectively and target attention towards three distinct antecedents: external regulations and their enforcement; third party and expert endorsements, and therefore external reputations; and customer satisfaction in terms of the effective delivery of customer expectations.
Originality/value
– Organizational trust has been shown as critical in positively affecting and repairing broken relationships through uncertainty reduction and confidence enhancement. In the past, different meta-analyses of trust have been undertaken, but this, to the authors knowledge, is the first meta-analytic study measuring trust on an organizational level in the context of the financial services sector and its regulatory environment. This meta-analysis indicates that regulation is just one of a suite of devices that organizations need to deploy in their efforts to restore trust. The paper identified two further elements: customers require direct evidence, and do take note of the external endorsement of the firm.
Since its inception as a modern and evolving discipline, psychology has been concerned with issues of human security. This think piece offers an initial conceptualisation of human security as a broad ...security concept that encompasses a range of interrelated dimensions that have been responded to by different sub-disciplinary domains within psychology. We advance an argument for a human security psychology as a connecting focal point for general psychology that enables us to bring knowledge from across our eclectic discipline into further dialogue. This is a necessary step in understanding better the state of current thinking on the psychology of security and as a basis for informing further theory, research and practice efforts to address issues of human (in)security. This initial effort is informed by Assemblage Theory, which offers a dynamic and contextually rich perspective on people as agentive beings entangled within evolving natural and social formations that can foster or undermine their experiences of insecurity. The article is completed with a brief agenda for advancing human security psychology.
In response to endemic recruitment and retention problems within social work, the West London Social Work Alliance devised an ambitious initiative across eight local authorities creating a career ...pathway for child and family social workers through to front line team manager level. We examine the impact and effectiveness of two programmes and reveal a tendency for 'role slumping', whereby tasks and decision making are escalated inappropriately to higher levels. The resultant lack of clarity about roles and responsibilities can also have a more pernicious impact on the confidence and competence of those who should be performing these duties. Evidence showed these programmes increased the competence and confidence of delegates, confirmed by their line managers, but delegates also reported high job satisfaction, motivation and employer trust. The design of the training enabled improvements to be more effectively cascaded not just within one authority, but across all. Our evaluation reveals an array of tangible benefits for individuals and employers, but raises concern about the potential longevity of these benefits. The programme needed ongoing engagement and communication with managers and those new to the organisation concerning the programmes' content and there was no concurrent attention towards organisational push factors, which also contribute to staff turnover.
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