Withdrawal Behaviors Syndrome: An Ethical Perspective

Shapira‐Lishchinsky, Orly; Even-Zohar, Shmuel

doi:10.1007/s10551-011-0872-3

Cited by 37 publications

(24 citation statements)

References 116 publications

(153 reference statements)

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“…Caring climate influences withdrawal behaviours such as intent to leave (Shapira‐Lishchinsky & Even‐Zohar, ) or calling in sick (Peterson, ) that occur when employees feel that the organization cares nothing about their welfare. Studies of sports teams have shown that caring climates may enhance psychological well‐being among members (Fry et al ., ), encourage more involvement in sports, and keep more athletes from dropping out (Fry & Gano‐Overway, ).…”

Section: Introductionmentioning

confidence: 99%

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

Kao

Cheng

Kuo

et al. 2014

J Occupat & Organ Psyc

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In this study, we examine frontline employees in a multifoci approach for clarifying relationships between social stressors caused by supervisors, colleagues and customers, and turnover intentions, sick leave and service sabotage. The study also considers caring climates and service climates for moderating effects. Data were collected from 420 frontline employees and 30 supervisors in 30 hotels in the hospitality industry. Hierarchical linear model analysis confirmed that supervisor‐caused stressors were more strongly related to turnover intention; colleague‐caused stressors were more strongly related to sick leave; and customer‐caused stressors were more strongly related to service sabotage. In addition, caring climates moderated the relationships between supervisor‐ and customer‐caused stressors and turnover intentions. Service climates moderated the relationships between supervisor‐ and customer‐caused stressors and service sabotage. The findings corroborate the target similarity model. The implications of this study for research and practice are discussed. Practitioner points The study should help managers understand why employees display withdrawal or sabotage behaviours. Managers should examine social stressors precisely and carefully to find the best ways to decrease employees' negative behaviours. Establishing both caring climates and service climates in organizations will help prevent employees' turnover intention or service sabotage.

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Section: Introductionmentioning

confidence: 99%

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

Kao

Cheng

Kuo

et al. 2014

J Occupat & Organ Psyc

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“…Similarly, nurse absenteeism burdens the department's staff, especially when a replacement is not found. Additionally, nurses who intend to leave their position are not motivated and as a result are not effective (Shapira‐Lishchinsky & Even‐Zohar, ).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Nurses’ psychological empowerment: An integrative approach

Shapira‐Lishchinsky

Benoliel

2018

J Nurs Manag

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Aim To investigate the role of psychological empowerment as a mediator between authentic leadership and organisational citizenship behaviours (OCB), tardiness, absenteeism and intent to leave. Background Despite the extensive literature on predictors and outcomes of psychological empowerment, there is a lack of studies on the nursing profession using an integrative model, simultaneously focusing on the effects of authentic leadership and psychological empowerment on OCB, and time‐related misbehaviours. Method Data were collected from 172 nurses in 28 Israeli public hospitals from questionnaires, and tardiness and absenteeism records. We tested our model using structural equation modelling (SEM). Results Nurses’ perceptions of their head nurses as authentic leaders positively predicted psychological empowerment, while psychological empowerment positively predicted their OCB, tardiness and intent to leave the hospital. Psychological empowerment partially mediates the relationship between the nurses’ perceptions of their head nurses as authentic leaders and OCB, tardiness and intent to leave the hospital. Conclusions Nurses' psychological empowerment and their head nurses' authentic leadership may increase the nurses' OCB, while simultaneously holding opposing behaviours. Implications for Nursing Management Nursing management should use the study measures to evaluate factors that can affect their nurses' effectiveness, including developing training programs to increase nurses' OCB.

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“…In new theoretical formulations, the focus in two components of independence and instrumental tendencies is on oneself instead of others, and reliance is on personal beliefs instead of on group values, thus, they are considered among components of tendency toward personal ethics (Grant and Patil, 2012). In terms of nature, each one of the components of organizational ethical climate has specific behavioral, cognitive, and emotional outcomes for employees (Woodbine, 2006;Shapira-Lishchinsky and Even-Zohar, 2011;Ünal, 2012;Zehir et al, 2012;Wang and Hsieh, 2012). The two important outcomes of components of organizational ethical climate, focused on in this study, are organizational empathy and civic virtue.…”

Section: Organizational Ethical Climatementioning

confidence: 99%

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

Golparvar¹,

Azarmonabadi²

2014

IJSRK

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Abstract.Organizational ethical climate components are important factors for employees and organizations. In this regard, this study was administered to investigate the role of organizational ethical climate components for organizational empathy and civic virtue. The research design was correlation one and the sample consisted of 278 employees of railway company, Esfahan, Iran. The research instruments were organizational ethical climate questionnaire, organizational empathy scale and civic virtue questionnaire. The research hypotheses were analyzed by Pearson correlation coefficient and structural equation modeling. Furthermore of simple relationships between organizational ethical climate components with civic virtue and organizational empathy, the results of structural equation modeling indicated that during a series of relationships, caring and independence associate with civic virtue and rules and law along with service associate with organizational empathy. After all, the results of this study indicated that civic virtue and organizational empathy can be considered as variables with ethical based in the workplaces.

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Withdrawal Behaviors Syndrome: An Ethical Perspective

Abstract: absence, distributive justice, ethical climate, ethical perceptions, intent to leave, lateness, nurses, organizational commitment, organizational justice, withdrawal behaviors,

Cited by 37 publications

References 116 publications

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates

Nurses’ psychological empowerment: An integrative approach

Structural Model of the Relationship of Organizational Ethical Climate with Organizational Empathy and Civic Virtue: A Cognitive-Affective-Behavioral Approach to Ethics at Workplace

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