The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is ...intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions.
Public Significance Statement
COVID-19 has disrupted work and organizations across the globe. This overview integrates and applies prior research in work and organizational psychology as well as related fields in its examination of emergent changes for work practices as well as workers. This article also acknowledges and considers the disproportionate impacts that COVID-19 may have on workers depending on demographic characteristics, individual differences, and relevant organizational norms. In addition to helping make sense of the implications of COVID-19 for employees, teams, and work organizations, this review features roadmaps for future research and action.
Prior research analyzing surface acting—employees' regulation of emotional expressions—has mostly focused on the interactions between front-line employees and their customers in service industries ...and paid very little attention to intra-organizational relationships. With an aim to shed light on this important yet relatively unexplored area, I developed a theoretical model analyzing the antecedents and outcomes of surface acting within organizations, by drawing on the sociometer theory and self-presentation theory frameworks. To test the model, I conducted a cross-level field study in a sample of 65 work groups and 478 employees in two organizations, located in a large city in Northern California. I have collected the data from two sources, including employees and their supervisors who rated their performance. Results indicated that employees were more likely to engage in surface acting when their affective traits and personal goals were less congruent with work environment. Surface acting was also positively related to perceived organizational politics and self-monitoring. As for outcomes, surface acting was positively related to emotional exhaustion and negatively to performance. I discuss limitations, implications, and future research direction.
This study explores the activation dimension of affect in organizations by focusing on both individual employees and their work climate. Drawing on affect research and demands-abilities fit ...perspective, I have developed a model predicting that climate-level activation would deplete employees’ emotional resources and trait-level action would function as an inner resource helping employees buffer themselves from their work demands. The results of a cross-level study, conducted in a sample of 257 employees and their supervisors within 40 work units across 11 organizations, supported all but one of the hypotheses. Employees whose trait-level activation was lower than the activation level of their work climate experienced higher levels of emotional exhaustion and thus were more likely to disengage from their work in forms of increased surface acting with their coworkers and psychological withdrawal, and reduced affective commitment to and intention to remain in their organization.
NO EMPLOYEE AN ISLAND OZCELIK, HAKAN; BARSADE, SIGAL G.
Academy of Management journal,
12/2018, Letnik:
61, Številka:
6
Journal Article
Recenzirano
This research investigates the link between workplace loneliness and job performance. Integrating the regulatory loop model of loneliness and the affect theory of social exchange, we develop a model ...of workplace loneliness. We focus on the central role of affiliation in explaining the loneliness–performance relationship, predicting that despite lonelier employees’ desire to connect with others, being lonelier is associated with lower job performance because of a lack of affiliation at work. Through a time-lagged field study of 672 employees and their 114 supervisors in two organizations, we find support that greater workplace loneliness is related to lower job performance; the mediators of this relationship are lonelier employees’ lower approachability and lesser affective commitment to their organizations. We also examine the moderating roles of the emotional cultures of companionate love and anger, as well as of the loneliness of other coworkers in the work group. Features of this affective affiliative context moderate some of the relationships between loneliness and the mediating variables; we also find support for the full moderated mediation model. This study highlights the importance of recognizing the pernicious power of workplace loneliness over both lonelier employees and their organizations. We offer implications for future research and practice.
In this study, we explored how the salience of work and family roles relate to work-family conflict and whether and how these relationships differ for men and women. Conducting latent class cluster ...analysis in a sample of 251 working professionals across three organizations, we identified four profiles of employees who differed on relative salience of work and family roles. Respondents who organized their roles in a salience hierarchy and assigned greater salience to either the work or family role (i.e., those in a profile of predominant work salience or predominant family salience) were found to experience less work-family conflict as compared to those assigning high levels of salience to both roles (i.e., profile of dual high-salience) or those assigning low levels of salience to both roles (i.e., profile of dual low-salience). Results suggest that clarifying priorities between work and family roles may result in less work-family conflict. Moreover, findings show that contrary to the traditional view of gender and work-family conflict, organizing work and family roles in a salience hierarchy with a predominant non-traditional gender role is associated with less work-family conflict, especially for women. Implications of these findings for research and practice were discussed.
Abstract
Accounting-based financial scandals caused by fraudulent financial reports negatively affect the financial markets and cause loss of confidence in investors. Financial reporting quality ...needs to be improved in order to build and maintain trust in financial markets. To increase the quality of financial reports, fraudulent financial reporting risks should be defined. At this point, regulators, practitioners, and researchers are in constant search.
There are improved approaches to the detection of financial reporting frauds in the literature. Many studies have been conducted on the “Fraud Triangle Theory” and the “Fraud Diamond Theory” approaches. The Fraud Triangle Theory argues that while fraudulent action is taking place in defining the elements of press, rationalization, and opportunity, the Fraud Diamond Theory approach argues that in order to achieve these three elements, the capability to carry out a fraud in individuals must be improved.
In this study, it is aimed to investigate the effect of Fraud Diamond elements on fraudulent financial reports. For the scope of the research, data of 26 companies from Manufacturing Industry enterprises operating in BORSA ISTANBUL between 2013 and 2017 were used. Financial reports of the companies are divided into two groups: (1) Fraudulent Financial Reports and (2) Non-Fraud Financial Reports. The hypotheses developed within the scope of the research were tested using the Logistic Regression analysis in IBM SPSS Statistic 20 program.
As a result of the study, it has been determined that there is a negative correlation between borrowing level, asset profitability, independent audit firm, auditor exchanges and institutionalization level, and fraudulent financial reports. It was understood that the change in assets and the size of the audit committee did not have any effect on the fraudulent financial reports.
Purpose – The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees’ responses to unmet job expectations, i.e. emotional exhaustion, ...job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectations and efficacy beliefs on employees’ responses. Design/methodology/approach – Data were collected from 227 employees from a wide range of sectors. Hierarchical multiple regression analyses were used to test the hypotheses. Findings – The results showed that the relationships between unmet job expectations and emotional exhaustion and job satisfaction were stronger for employees with more positive future job expectations. In addition, efficacy beliefs moderated the relationship between unmet job expectations and turnover intention. For employees with more work experience, efficacy beliefs had a stronger moderating role in the relationship between unmet job expectations and the employees’ responses. Research limitations/implications – The common method variance might have inflated main effects at the expense of interaction effects. This study contributes to the understanding about the job expectations literature by demonstrating how individual-level factors moderate employees’ responses to unmet expectations. Practical implications – The results suggest that organizations need to manage their employees’ future job expectations, especially when these employees have higher levels of self-efficacy and work experience. Originality/value – This study is one of the first attempts to empirically explore how employees differ in their responses to unmet job expectations.
Purpose – By increasing their profitability, businesses can achieve their goals such as economic growth, regularity and increasing their market value. Financial structure is one of the main factor ...that affecting profitability. The resource components used in the financing of assets, directly affect the sustainability of profitability. In profit planning, businesses need to take into account the resource components that they will use in asset financing. The development of studies on the impact of the equity and liability components that compose the financial structure on the profitability will contribute to the field of business administration. In this context, the aim of this study is to investigate the effect of financial structure on profitability. Design/methodology/approach – Within this scope, to measure the effect of financial structure rates on profitability, the regression model was tested by panel data analysis which developed as a result of the literature review. The tests were carried out in the Eviews 9 package program. The data obtained from the financial statements of 155 publicly- traded company in the İstanbul stock exchange ( BIST) Manufacturing Industry between 2008-2017 were used in the study. Findings – As a result of the analyzes, it was determined that the borrowing ratios affected the asset profitability as financial structure ratios, and this effect was positive in the long-term borrowing ratio and negative in the short-term borrowing ratio. Discussion – Findings obtained from the study; has great importance for investors, researchers and the top management of enterprises.
This paper addresses the role of emotion in organizational decision making. Grounding our research in the decision process literature, we introduce the concept of "toxic decision processes": ...organizational decision processes that generate widespread negative emotion in an organization through the recursive interplay of members' actions and negative emotions. We draw on a longitudinal, qualitative analysis of six toxic decision processes to develop a model that describes the three phasesinertia, detonation, and containmentthrough which these processes unfold. Each phase is characterized by distinctive sets of interactions among decision makers and other organizational members, and by emotions such as anxiety, fear, shame, anger, and embarrassment, that shape and are shaped by these interactions. We show that toxic decision processes are triggered by issues that are sensitive, ambiguous, and nonurgent and identify several mechanisms that connect actors' emotions and actions, over time creating a toxic decision process that leads to the cumulative buildup and diffusion of toxicity. These mechanisms include the construction of a "danger zone" around the issue that is avoided by all parties, the spread of negative emotion through processes of empathetic transmission and emotional contagion, and the suppression of widespread negative emotion that leads to the development of a volatile emotional context for future decision making. This study has important implications for the decision process literature, revealing how the different lenses through which decision making is usually viewed are connected by the emotionality that runs through each of them.
Purpose
– The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees’ responses to unmet job expectations, i.e. emotional exhaustion, ...job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectations and efficacy beliefs on employees’ responses.
Design/methodology/approach
– Data were collected from 227 employees from a wide range of sectors. Hierarchical multiple regression analyses were used to test the hypotheses.
Findings
– The results showed that the relationships between unmet job expectations and emotional exhaustion and job satisfaction were stronger for employees with more positive future job expectations. In addition, efficacy beliefs moderated the relationship between unmet job expectations and turnover intention. For employees with more work experience, efficacy beliefs had a stronger moderating role in the relationship between unmet job expectations and the employees’ responses.
Research limitations/implications
– The common method variance might have inflated main effects at the expense of interaction effects. This study contributes to the understanding about the job expectations literature by demonstrating how individual-level factors moderate employees’ responses to unmet expectations.
Practical implications
– The results suggest that organizations need to manage their employees’ future job expectations, especially when these employees have higher levels of self-efficacy and work experience.
Originality/value
– This study is one of the first attempts to empirically explore how employees differ in their responses to unmet job expectations.
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