Examining the Nature and Effects of Psychological Contract: Case Study of an Indian Organization

Qin

et al. 2020

Asia Pac J Human Res

The current significant change from traditional to hybrid employment arrangements may contribute to counterproductive work behaviour by workers of differing employment status. However, limited efforts have been made to solve the problem. In this study, we utilise a psychological contract lens to develop a counterproductive work behaviour model in hybrid employment that includes pay satisfaction and job security. We use 215 dyads of workers and supervisors from a Chinese state-owned airline company. Our findings show that employment status can elicit workers' counterproductive work behaviour, and pay satisfaction and job security serve as chain mediators that link differential human resource management behind employment status to counterproductive work behaviour. We contribute to the knowledge of employee behaviour under hybrid employment by exploring the differences through a psychological mechanism. This work provides practical implications for organisations to develop appropriate motivating practices.

Section: Discussionsupporting

confidence: 93%

Employment status and counterproductive work behaviour: a chain mediating effect in the Chinese context

Qin

et al. 2020

Asia Pac J Human Res

“…First, South Asian societies are characterized by high-power distance (Hofstede, 1983), and power abuse can foster incivility because high-power individuals believe that they are exempted from the moral rules (Olekalns et al, 2014). Second, incivility is more frequently experienced by the low-ranked individuals (Cortina et al, 2001), and relationship orientation of Asian societies, which stems from identity-based interaction and personalization, can increase the occurrence of incivility (Kakar and Kakar, 2007;Agarwal and Gupta, 2018). These identity-based and personalized interactions, kinship, caste, social class, and religion might lead the lower-level employees to suffer from negative outcomes (Ghosh, 2017).…”

Section: Introductionmentioning

confidence: 99%

Job-Related and Nonjob-Related Gossips Among Low-Ranked Employees in Unionized Service Organization

et al. 2020

Workplace incivility is a common phenomenon that is frequently found across all organizations and cultures. This study was planned to investigate the impact of workplace incivility on job and non-job related gossips through the mediating role of cynicism and psychological contract violation. The perspective of low-ranked unionized employees was explored through a survey method by using stratified sampling in eight strata, which were formulated based on geographical distribution. A total of four hundred questionnaires were distributed among the employees of eight circles, 50 from each, while use able responses remained 301. SmartPLS was used to analyze the data through structural equation modeling. From a theoretical perspective, this study has made several contributions by investigating the impact of workplace incivility in the South Asian context and documenting the impact of incivility from the perspective of individuals belonging to minority socio-cultural status. Besides supporting existing literature, this study provided a unique argument that low-ranked employees in South Asian societies do not spread nonjob-related gossips. This finding is contradictory to the existing literature; and, thus, calls for future research to identify this inconsistency. Limitations and future directions are also discussed.

“…Culture has a strong influence in predicting bullying event in a diverse group (Khan, 2014). Bullying is a socially developed phenomenon (Lewis, 2003) and the cognitive scheme and motivation mechanism are represented in the cultural orientation to develop perception and reaction to bullying (Agarwal & Gupta, 2016). Workers as individuals coming from different culture and background tend to have different perception on workplace bullying so it is assumed that this difference will influence the reported workplace bullying level against the factual bullying ( Leng & Yazdanifard, 2014).…”

Section: Issn 2623-1581 (Online) Issn 2623-1573 (Print)mentioning

confidence: 99%

COMPARISON OF WORKPLACE BULLYING, DISTRESS LEVEL and SATISFACTION WITH LIFE: CROSS-SECTIONAL STUDY ON POWER PLANT ENERGY IN INDONESIA

et al. 2021

Introduction: Bullying does not only occur in the school environment. It can also happen at the workplace. There have been several definitions on bullying in the psychological literature but, in general, bullying is described as aggressive behavior by a person or group of people who feel more powerful, with the aim of hurting, humiliating, or isolating victims who feel helpless (Salmivalli, March–April 2010) (Gredler, 2003) Bullying can affect employee's satisfaction with life, which negatively relates to job satisfaction and mental health status of workers (Gabriele , et al., 2015). Work-related losses due to work accidents caused by fatigue triggered by workplace bullying will also increase if the psychosocial hazards caused by bullying are not managed properly and correctly (Young-Ran & Jeong-Won , 2016) (Rohit, et al., 2009) (Ma, et al., 2010). Research related to workplace bullying is still difficult to find in Indonesia, even the existing reports on this topic are barely enough to explain how this phenomenon is handled this country. Bullying has been widely researched, but the majority of the studies are performed in school settings or adolescent settings. There has not been any in-depth research on bullying that has been conducted comprehensively in work settings (Silviandari & Helmi, 2018). This study aims to determine and examine the incidence of workplace bullying in the energy sector or the power generation industry by involving seven power plants throughout Indonesia. Method: This was a cross-sectional study involving 219 workers in the power plant industry who were above 17 years of age and with a work experience of at least 6 months. These workers participated in this study by filling out the Negative Acts Questionnaire-Revised (NAQ-R). Results: The results of the analysis showed that there was no comparison of bullying incidents among the seven power plants (F = 0.71, p = 0.135) and that the bullying level in these 7 power plants was low (mean= 26.7), with the highest mean was found in Southeast Sulawesi (mean=27.9). Conclusion: This shows that the incidence of bullying in the seven power plants is in the low category, with the highest tendency of bullying seen in the power plant in Southeast Sulawesi.