Resentment against the rich

Wu, Xiaoyi; Lin, Longshan

doi:10.1108/ijcma-09-2017-0100

Cited by 4 publications

(1 citation statement)

References 109 publications

(180 reference statements)

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“…A small but growing number of studies have found links between economic or social inequality on the one hand and employee attitudes and behaviors on the other. For instance, various employee outcomes such as ethical thinking (Chen, 2014 ), absenteeism (Andrews & Htun, 2018 ), bullying (Soylu & Sheehy-Skeffington, 2015 ), satisfaction (Wu & Lin, 2018 ) and health outcomes (Jiang & Probst, 2017 ) have been linked to socio-economic inequality (see Bapuji et al, 2020a , for a review).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Societal Inequality, Corruption and Relation-Based Inequality in Organizations

2021

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Our paper contributes to emerging management research on the effects of societal inequality. It aims to study the relationship between societal-level inequality and perceived unequal HR practices within organizations based on relationships which we term “relation-based inequality” (RBI). We further examine the moderating effect of country corruption on the RBI-employee commitment link. Thus, whereas previous research has looked at single countries, there is still much to know about societal effects of inequality and corruption on employee perceptions and attitudes at work across countries. By surveying 691employees from five countries and using country-level indicators we take a first step in this direction, and establish that inequality (income, health and education) is linked to higher levels of relation-based HR practices. We also show that the effect of RBI is different for continuance, affective and normative commitment, and contingent on country corruption levels.

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Section: Hypothesis Developmentmentioning

confidence: 99%

Societal Inequality, Corruption and Relation-Based Inequality in Organizations

2021

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Poverty aversion or inequality aversion? The influencing factors of crime in China

Song

Yan

Jiang

2020

Journal of Applied Economics

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This paper aims to understand whether and how poverty aversion and inequality aversion affect the criminal behaviors. We analyze the relationship between the three variables through a theoretical model and an empirical model. The panel data of 27 provincial-level regions in China were collected for testing the hypothesis. The investigation revealed: 1. Inequality significantly increases crime, while the poverty reduction does not reduce crime. 2. The widening consumption gap between urban and rural residents may be the cause of crime, the effect is more significant for visible consumer goods. 3. The excessive consumption difference between the rich and ordinary people may lead to crime. 4. The increasing inequality of distribution between the state and the people has a positive impact on crime too. The research shows that the Chinese residents are not affected by poverty but by inequality in the choice of crime.

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The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention

Alhajaj,

Ahmad

2023

IJPPM

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PurposeThis study examines the impact of perceived human resource management practices on talent turnover intention, with work engagement mediating and self-efficacy moderating the relationship. It examines how employees' perceptions of pay satisfaction, empowerment, participation and communication are related to their turnover intentions.Design/methodology/approachA total of 283 valid questionnaires from UAE government employees were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was used to examine the proposed hypothesis.FindingsThe results reveal that employees' perceptions of pay satisfaction, empowerment, participation and communication are significant contributors to work engagement. The findings further demonstrate that work engagement significantly negatively affects talent turnover intention and acts as a mediator between employees' perceptions of individual human resource management practices and talent turnover intention. However, the results contradict the hypothesis that self-efficacy moderates the association between work engagement and talent turnover intention.Originality/valueThis study focuses on the impact of perceived human resource management practices on talent turnover intention, an area that has received limited attention in literature. By focusing on perceived human resource management practices, this study illuminates employees' subjective experiences and how they perceive human resource management practices intended to reduce talent turnover intention. The inclusion of the mediating effect of work engagement offers a more profound understanding of how employees' perceptions of human resource management practices influence their turnover intentions. This comprehensive approach to understanding the interplay between these variables provides valuable insights for organizations seeking to improve their human resource management practices and talent turnover intention.

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Resentment against the rich

Cited by 4 publications

References 109 publications

Societal Inequality, Corruption and Relation-Based Inequality in Organizations

Societal Inequality, Corruption and Relation-Based Inequality in Organizations

Poverty aversion or inequality aversion? The influencing factors of crime in China

The effectiveness of human resource management practices, work engagement and self-efficacy in minimizing talent turnover intention

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