People Mattering at Work: A Humanistic Management Perspective

Matheson, Anne; Dillon, Pamala J.; Guillén, Manuel; Warner, Clark

doi:10.1007/s41463-021-00113-1

Cited by 10 publications

(6 citation statements)

References 107 publications

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“…WPD works as a critical resource as it comprises factors such as respectful interaction, competence and contribution, equality, general dignity and inherent value, which are likely to help manage the pressures and demands related to change. WPD creates an environment of psychological safety (Iqbal et al, 2023) and is linked with a positive experience at the workplace (Matheson et al, 2021). It is central and vital for employees (Lucas et al, 2017), so we argue that it creates a positive mindset towards change.…”

Section: Workplace Dignity and Affective Commitment To Changementioning

confidence: 88%

If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support

Gupta,

Sihag,

Pangtey

2023

IJOA

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Purpose This study aims to examine the effect of perceived supervisor support (PSS) and workplace dignity (WPD) on employees' affective commitment to change (ACC). It also investigates PSS as an antecedent of WPD and WPD as a mediator between PSS and ACC. Design/methodology/approach To examine the proposed relationships, data was collected from employees of an Indian public sector company undergoing many change initiatives at the time of the study. The hypotheses were tested using the structural equation model. Findings The findings indicate the direct effect of PSS and WPD on employees' ACC, and WPD does mediate between PSS and ACC. The results also suggest PSS works as an antecedent of WPD. Practical implications The findings suggest how organizations can enhance employees’ ACC by creating a positive context involving supervisor support and experience of WPD. Originality/value The findings contribute to ACC literature by highlighting the role of WPD and PSS. This is one of the few quantitative studies which examines the antecedent and consequences of WPD.

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Section: Workplace Dignity and Affective Commitment To Changementioning

confidence: 88%

If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support

Gupta,

Sihag,

Pangtey

2023

IJOA

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“…Perceptions of workplace dignity reflect positive experience at work (Matheson et al , 2021). Consistent with this notion and based on growing socio-emotional considerations concerning knowledge sharing behaviour, the current research underscores workplace dignity as a crucial determinant of TKS and offers several implications for policy making and managerial practices.…”

Section: Discussionmentioning

confidence: 99%

“…Moreover, workplace dignity implies the need for an alternate management paradigm which has recently been popularized as humanistic management (Matheson et al , 2021; Pirson, 2019) that treats employees as an end rather a mean to an end (Ahmed et al , 2021; Zawadzki, 2018). Hence, from the perspective of managerial practices, organizations should design human resource management (HRM) practices that are mainly oriented towards employees and signal employee security and well-being, job quality such as use of teams, participation in decision - making, opportunity for voice and procedural justice.…”

Section: Discussionmentioning

confidence: 99%

Unraveling the relationship between workplace dignity and employees’ tacit knowledge sharing: the role of proactive motivation

Iqbal

Nazır

Ahmad

2023

JKM

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Purpose Drawing on social exchange theory (SET) and proactive motivation model, this study aims to examine the relationship between workplace dignity and employees’ tacit knowledge sharing (TKS) and assess the mediating role of psychological safety and organizational identification in this relationship. Design/methodology/approach Data are collected in the three waves from 307 first-line supervisors and professionals of high- and medium-high-tech manufacturing organizations of Pakistan. Partial least squares structural equation modelling technique is applied using SmartPLS 4 software to test hypothesized relationships. Findings Results reveal that workplace dignity is directly and positively related to TKS and psychological safety and organizational identification mediate this relationship. Practical implications This study highlights the importance of workplace dignity as a vital determinant of TKS. Findings of this research underscore the need for enactment of humanistic and employee-oriented organizational policies and practices that signal workplace dignity which can result in increased psychological safety and enhanced organizational identification leading towards higher TKS. Originality/value This research proffers novel understanding of the nexus between an embryonic socio-emotional element of workplace context, namely, workplace dignity and TKS. This study not only advances knowledge management literature from dignity perspective but also contributes to SET and proactive motivation model.

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“…Furthermore, the humanistic approach strongly emphasizes the respect for human dignity and human development, which leads to human flourishing (Melé, 2003;Melé, 2009;Dierksmeier, 2016;Pless et al, 2017). Viewing human behavior through the lens of dignity also allows for an understanding of human behavior in the workplace (Matheson, Dillon et al, 2021). As Melé points out, it's essential to perceive an "organization as a community of persons" (2011).…”

Section: Literature Review 21 Humanistic Approachmentioning

confidence: 99%

Untitled

2023

SPSUTOM

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Purpose of the study: Indication of the essence -value, universality and necessity of being which are human rights. Drawing attention to the changing reality -what human rights were supposed to be and what they are in reality. Drawing attention to the fact that the great achievements devoted to human rights become fiction, illusion and illusion, and myths and optimistic ideas as well as wishful thinking are not able to remove paradoxes. Project/methodology/approach: The research method is the analysis of historical sources and legal, scientific studies of interdisciplinary scope, supplemented by the observations and experience of the author. The research procedure included the analysis of information sources, a review of Polish and foreign literature, an analysis of scientific studies in the field of: general history, law, philosophy, sociology, religion, theology, psychology of others, the method of analysis and synthesis and logical deductive reasoning in the time space yesterday -todaytomorrow -always. Conclusions: Human rights are the basic norms to which each of us is entitled to the very fact of being human. Man as a value -a rational being has always been aware that his existence depends on others. Creating new generations of human rights, adopting new conventions, adopting resolutions and debating seem to be empty talk about the fact that nothing has happened, that it cannot or should not be done. In a situation where man's life is worth less than economic and political interests, and the world enters the realm of mysticism, usurpation and delusion, man has no guarantee of respecting his rights. All regulations, regardless of which authorities they come from, what area they concern and how many people they apply, are only a determinant of how it should be, not how it should be, because it is worth it. Originality/Value: There are no more important issues than human rights. All over the globe there are people who are affected by human rights. The presented research, suggestions, conclusions and analyses provide practical and theoretical clues -what human rights are and what they should be, how these rights are not respected and why. Emphasising that human rights issues boil down to debating, consulting and creating a vast, intricate and incomprehensible law, which in principle cannot be enforced. Why does humanity need a seemingly universal law that does not work, can do little and only promises a lot. It seems less important to the average person to give rights a universal and inalienable character. What is more important is its certainty and effectiveness, especially when a person expects it from the law.

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People Mattering at Work: A Humanistic Management Perspective

Cited by 10 publications

References 107 publications

If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support

If I feel valued, I am committed to change: role of workplace dignity and perceived supervisor support

Unraveling the relationship between workplace dignity and employees’ tacit knowledge sharing: the role of proactive motivation

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