Words matter: The impact of workplace verbal aggressiveness on workgroup relationship conflict, work-life conflict, and employee-organization relationships

Yue, Cen April; Thelen, Patrick D.

doi:10.1016/j.pubrev.2023.102292

Cited by 3 publications

(2 citation statements)

References 99 publications

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“…If control variables do not impact model structures, models with simpler structures are preferable. Following Yue and Thelen's (2023) approach, we ran two models to compare the model with control variables (race, sex and company size) to the one without controls. Linear regression analyses were performed prior to testing the model with covariates, and the results indicated that company size and race significantly affect trust in the employer, while sex and race significantly influence employee organizational fit.…”

Section: Resultsmentioning

confidence: 99%

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

Zheng,

Dong,

Zhang

2023

CCIJ

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PurposeThis study examines how the different attributes of authentic leadership influence trust and employee organization fit and how such influences differ by gender and the level of positions during the COVID-19 pandemic.Design/methodology/approachThe study employed a survey to examine US employees' perceptions toward different attributes of authentic leadership during the COVID-19 pandemic.FindingsThe study showed that self-awareness, balanced processing and internalized moral perspective positively relate to trust in the employer, mediated through employee–organization fit. However, relational transparency has a backfiring effect, negatively related to trust through the mediation of employee–organization fit. Additionally, this study highlights the differences in gender and level of positions in reactions to authentic leadership.Originality/valueThis study contributes to the understanding of internal public relations in a turbulent crisis time by proposing a mediated model that explains the effects of authentic leadership on employees' trust through their fit with the organization. Additionally, it identified that gender and position level are important factors moderating such effects.

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Section: Resultsmentioning

confidence: 99%

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

Zheng,

Dong,

Zhang

2023

CCIJ

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“…Aggressive culture in the workplace has a positive impact on employee performance if it is managed correctly. This culture encourages employees to be proactive and take initiatives, resulting in improved productivity and efficiency (Yue & Thelen, 2023). Employees are more likely to feel motivated when they are given the opportunity to innovate and challenge themselves, because the chance of success inherent in this type of environment is greater (Singh et al, 2019).…”

Section: Organizational Culture and Employee Performancementioning

confidence: 99%

Examining the Mediating Role of Job Satisfaction between Motivation, Organizational Culture, and Employee Performance in Higher Education: A Case Study in the Arab Region

Al-Ansi¹,

Jaboob²,

Awain³

2023

ESM

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This study aimed to examine the correlation among motivation, organizational culture and employee performance and the mediation role of job satisfaction in higher education. A more productive and positive work environment was created by organizations by understanding the connection among these factors. This study provided valuable insight into how to create a culture of motivation and satisfaction to improve employee performance. 364 participants were selected from Yemeni and Omani universities, including academics and staff. A cross-sectional survey design was employed, with participants selected using stratified random sampling. Questionnaires were contributed online using emails and social media applications and analyzed by PLS-4. Results of Partial Least Squares Structural Equation Modeling (PLS-SEM) revealed that extrinsic motivation had a negative impact on employee performance while organizational culture had a significant positive impact in dynamic environment. Results also highlighted the positive role of job satisfaction represented by supervisoremployee engagement, incentives and promotion in enhancing performance in dynamic environment. Researchers recommended to aggressively increase job satisfaction and employee performance with extrinsic motivation in dynamic environment in Arabic region.

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Beyond Dyadic Organization–Public Relationships: Proposing the Devotional-Promotional Relational Engagement Model

Morehouse

2023

Journal of Public Relations Research

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Words matter: The impact of workplace verbal aggressiveness on workgroup relationship conflict, work-life conflict, and employee-organization relationships

Cited by 3 publications

References 99 publications

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

When relational transparency backfires: examining the various impacts of authentic leadership on employee trust during the COVID-19 pandemic

Examining the Mediating Role of Job Satisfaction between Motivation, Organizational Culture, and Employee Performance in Higher Education: A Case Study in the Arab Region

Beyond Dyadic Organization–Public Relationships: Proposing the Devotional-Promotional Relational Engagement Model

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