Fear for Doocing and Digital Privacy in the Workplace: A Dual Pathway Model

Cortini, Michela; Fantinelli, Stefania

doi:10.5771/0935-9915-2018-2-162

Cited by 15 publications

(14 citation statements)

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“…Finally, there is another recent and partly unexplored issue related to the predictors of job satisfaction-the presence and the communication of social media policies in an organization could affect job commitment and job satisfaction [53]. It seems to us that the digital revolution affecting our life is also transforming several psychological dimensions of work life, therefore we imagine that the dimensions of both collective and relational gratitude could be affected by social media policies, e.g., whether employees perceive something as a violation of their digital privacy, and also how expressed gratitude could be affected in a negative way.…”

Section: Results Discussion and Conclusionmentioning

confidence: 99%

Gratitude at Work Works! A Mix-Method Study on Different Dimensions of Gratitude, Job Satisfaction, and Job Performance

et al. 2019

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Gratitude may be defined as a personal positive tendency to recognize and respond with gratitude to positive experiences. It has been extensively described within personal relationship literature, showing its correlations with life satisfaction and decreased psychopathology. We propose here to consider gratitude as both a personal and an organizational value able to improve job performance and job satisfaction. The specific aim is twofold: to explore how public administration workers are used to express and perceive gratitude in the workplace, and to validate a serial mediation model, in which dispositional, collective, and relational gratitude are predictors of job satisfaction and job performance. We have designed a mix-method study, with a survey and a diary study, choosing to collect data also on a daily basis because we were interested in gratitude exchanges in work contexts using the event-sampling data method. Nine employees from several Italian public administrations completed a gratitude diary for ten working days in the initial qualitative part of the study. Afterwards, a sample of 96 Italian public administration employees filled in a questionnaire with measures related to job satisfaction, job performance, and three dimensions of gratitude: dispositional, collective, and relational. Results confirm that the three types of gratitude are predictors of job performance and job satisfaction and this relation has been tested in a serial mediation model. This investigation on gratitude has practical implications for the planning of training interventions framed in the positive psychology context.

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Section: Results Discussion and Conclusionmentioning

confidence: 99%

Gratitude at Work Works! A Mix-Method Study on Different Dimensions of Gratitude, Job Satisfaction, and Job Performance

et al. 2019

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“…A valuable extension to our research would be to examine our model on an organizational level, more specifically, whether organizational psychological safety climate can promote employees voicing freely in public, such as internal network community (e.g., ALiway Community of Alibaba, Xinsheng Community of Huawei) rather than voicing directly to their leaders. Based on Generation Z who grow with net-gen and digital natives (Turner, 2015), and are becoming the majority in workplace, they may be more likely to use online social media to express their points or comments (Cortini, 2009;Cortini and Fantinelli, 2018); therefore, future studies, especially those with a focus on Generation Z, should explore how to promote them to speak and voice freely online without fearing to be dooced.…”

Section: Potential Limitations and Future Directionsmentioning

confidence: 99%

I Would Speak Up to Live Up to Your Trust: The Role of Psychological Safety and Regulatory Focus

Song

Peng

2020

Front. Psychol.

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Voicing upward refers to employee efforts to improve organizational functioning by making suggestions or expressing opinions and concerns. While extant studies have investigated how supervisors' behaviors or attitudes influence employee voice behaviors, researchers have paid little attention to the effects of employee perceptions on voice. Based on the theory of planned behavior (TPB), we developed and tested the effects of feeling trusted by supervisors on two dimensions of voice (promotive and prohibitive), focusing on the mediation role of psychological safety and the interaction effect of psychological safety and regulatory focus on voice. Using a sample of 244 participants and three waves of longitudinal data, we investigated whether feeling trusted would lead to both promotive and prohibitive voice through psychological safety. We also extensively examined the moderation effect of regulatory focus on psychological safety and the contingency dimension of voice. We found that promotion focus strengthens the positive relationship between psychological safety and voice (both promotive and prohibitive voice), whereas prevention focus strengthens the positive relationship between psychological safety and prohibitive voice. This paper concludes with a discussion of the theoretical and practical implications of these findings.

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“…For example, research has shown that social media–mediated interaction with similar others induced sense-making behavior (Hilverda et al, 2017), which might support the value of social media for voice behavior. While social media might help employees in this way, they are often unware of the risk of doocing that goes hand in hand with it (Cortini and Fantinelli, 2018).…”

Section: Discussionmentioning

confidence: 99%

Confronting Co-workers: Role Models, Attitudes, Expectations, and Perceived Behavioral Control as Predictors of Employee Voice in the Military

2018

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Speaking up and confronting co-workers when they behave undesirably is important for the well-being of the personnel and organizational performance. In some organizations, a culture of silence prevails, however. Although a number of organizational environments are particularly receptive to employee voice, others are less open to voice behavior, which gives rise to a risk of undesirable behavior. Direct communication (voice) can reduce this enhanced risk. In this study, we used the Theory of Planned Behavior to examine the extent to which attitude, social norm and perceived behavioral control determine voice in hierarchical contexts, which, in general, tend to inhibit voice behavior. For this purpose, a survey study was conducted among military and civilian personnel of the Netherlands Ministry of Defense (n = 374). Results showed that employee voice is rather high, regardless of rank, position or gender. Structural equation modeling showed that voice was significantly predicted by perceived behavioral control and injunctive norms (i.e., what is considered to be normal in a certain working-environment). Contrary to expectations, voice was not predicted by attitude and descriptive social norms (i.e., what people see that others are doing in this respect). Stimulating confronting skills and creating a climate in which speaking up is perceived as normal may be beneficial for organizations in general and hierarchical organizations in particular.

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Fear for Doocing and Digital Privacy in the Workplace: A Dual Pathway Model

Cited by 15 publications

References 0 publications

Gratitude at Work Works! A Mix-Method Study on Different Dimensions of Gratitude, Job Satisfaction, and Job Performance

Gratitude at Work Works! A Mix-Method Study on Different Dimensions of Gratitude, Job Satisfaction, and Job Performance

I Would Speak Up to Live Up to Your Trust: The Role of Psychological Safety and Regulatory Focus

Confronting Co-workers: Role Models, Attitudes, Expectations, and Perceived Behavioral Control as Predictors of Employee Voice in the Military

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