Developmental papers
Changing Diversity Mindset: A Comparison of Four Interventions (210)
Author/s: Pisitta Vongswasdi
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: diversity, intervention, team
Abstract: Despite previous research suggesting that the effects of diversity depend on team members perceived value of diversity i.e. diversity beliefs, little to no research has examined how diversity beliefs can best be changed. Drawing on Regulatory Focus Theory, Experiential Learning Theory ELT, and the role of reflection on experience, we propose that diversity beliefs be manipulated and changed through team members framing of diversity and way of learning about diversity. In a 2 by 2 experimental design comparing the effects of prevention and promotion framing on diversity beliefs on the one hand, and experience and knowledge on the other, we found that team members who were induced with a promotion framing of diversity based on their experiences with diverse others, compared to promoting a prevention framing based on research, developed more pro diversity beliefs. In turn, pro diversity beliefs predicted team information elaboration in a team charter task at the start up of the team and two months after the intervention when these teams were engaged in a consulting project. Further distinguishing team specific beliefs from general beliefs towards diversity, we confirm our theoretical assumptions that beliefs based on personal experiences with diverse others are more accurate and result in more long lasting changes, compared to beliefs developed through knowledge. This was important as only team specific diversity beliefs predicted information elaboration, while general diversity beliefs did not. The theoretical and practical implications of the findings are discussed throughout the paper.
Leader Authenticity as a Mediator between Leader Emotional Labor and Wellbeing (241)
Author/s: Hui Zhang
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: leader emotional labor, wellbeing, leader authenticity
Abstract: Theory and evidence suggest leader emotional labor has an important influence on leader and follower wellbeing. However, we lack empirical research to understand how leaders use of emotional labor strategy may or may not explain significant variance in wellbeing. To advance knowledge in this emerging line of research, we examine how leader emotional labor impact leader authenticity from both leaders and followers perspectives, which, in turn, impact the extent of leader and follower wellbeing. We look at emotional exhaustion, recovery and leader member relationship as key wellbeing outcomes.
Exploring the Potential of Knowledge Management to Improve Working Conditions and Employee Wellbeing and Performance (255)
Author/s: Tolulope Gregory Fadipe Dr. Aditya Jain Prof. Stavroula Leka
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Knowledge management, psychosocial factors, working conditions, employee well-being, performance
Abstract: The potential of Knowledge Management (KM) to promote working conditions and the work environment has not been fully explored. Using a case study approach, this paper found high levels of congruence between the goals of KM and proposed psychosocial factors by Leka et al. (2017) in organising and managing working conditions. This suggests that the infusion of knowledge management into psychosocial management initiatives could have the potential to promote employee well-being and performance.
Coping With The Effects Of Bullying At Work (365)
Author/s: Stephen Kodjo Kumako
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Workplace bullying, coping, psychosocial risks, Ghana, oil and gas industry
Abstract: Workplace bullying has been found to have adverse consequences on employees and victims mental health. Indeed, among a cross section of Norwegian employees, those working in environments characterised by bullying behaviours were found to be more likely to exhibit psychological distress Einarsen & Nielsen, 2014. In this regard, the current study aimed at understanding the experience of employees with regards the how they cope with the negative effects of workplace bullying using sense making theory Weick, 1995. This was achieved through semi structured interviews using employees from offshore installations as well as corporate offices in the oil and gas sector in Ghana. The sample consisted of fourteen males and one female. Effects of bullying were identified at both individual and organisational levels. At the individual level, bullying behaviour has psychological, physiological and physical effects on the target as well as witnesses. The effects take such forms as general psychological distress, post traumatic stress and panic following the experience of bullying. The individual effects then translate into consequences for the organisation in the form of lack of concentration on the job leading to mistakes and errors which may lead to accidents, poor commitment to work, and turnover intention. Additionally, thematic analysis indicated that employees engaged in recreational activities, social support and organisational policy against bullying. An interesting finding with regards to personal coping resources in the bullying situation is the role of religiosity. These findings are discussed as well as implications for the management of workplace bullying.
We Have No Choice To Speak Out Change Recipients Cognitive Approach Towards Major Organizational Changes. (368)
Author/s: Ambreen Malik Muhammad Naseer Akhtar Lubaba Sadaf Usman Talat
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: N/A
Abstract: For this developmental paper theoretical insight is expected from the discussants. Currently, it is a work in progress based on six interviews and four themes. The study is aimed at exploring the behavioral reactions of change recipients employees towards major organizational changes intended to bring reforms in education sector. When new changes are introduced, why change recipients behave so differently, How they cognitively appraise the factors associated with change and assess change agents approach, Keeping in view the process nature of change, the initial implementation stage is considered, where employees are required to adapt to the new policies, procedures and processes.
Workplace Bullying and Role of Trust and Distrust- Towards A Theoretical Framework (385)
Author/s: Mukul Tiwari Margarita Nyfoudi Mark N. K. Saunders
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: workplace bullying, trust, employee behavioural outcomes, organisational justice
Abstract: This paper aims to extend the current understanding of workplace bullying by taking a trust based approach. This paper proposes an initial theoretical framework that explains employees behaviour in workplace bullying by outline the moderating role of trust and distrust. Drawing upon cognitive behavioural theory and organisational justice theory it proposes that an individual employees appraisal of bullying events in the workplace can moderate their perception of organisational justice. Where perceptions of organisational justice are high, this is argued to increase employees trust in perpetrator leading to improved employees job related outcomes and organisational citizen behaviour. In contrast, when an employee perceives injustice in an organisation this is likely to result into distrust in the perpetrator, leading to employees indulging in counterproductive work behaviour. The proposed framework represents an under researched aspect of workplace bullying research, providing support for future empirical research into the role of trust and distrust in workplace bullying outcomes.
Hypothesizing the Factors of Well-being and Satisfaction with Life among Women Employees in Pakistan (430)
Author/s: Fazeelat Masood Naveed Ur Rehman
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Women employees, well-being, satisfaction with life, engagement, workplace fun, humour
Abstract: The economic significance of women employees is well recognized yet, their participation in Pakistani employment sector is understated. The lowering share of women participation in this population has been attributed to many reasons but for health. Women employees wellbeing and satisfaction with life are important, yet widely neglected notions in the research and practice. Especially, in Pakistani patriarchal society, where women are expected to work with disproportionate family and work responsibilities. With dual role responsibilities and job pressures, their wellbeing and life satisfaction are compromised. In line with affective events and JDR theory, the authors argued that workplace fun and humour practices trigger positive emotions among women employees. These positive affective experiences increase their energy levels and enthusiasm for work. As a result, their work engagement is increased, which is an important determinant of women employees wellbeing and satisfaction with life.
The Disagreement About Ethical Leadership Followers Moral Identification And Its Relationship On Voice Behaviour (507)
Author/s: Sin Mun Chang Jonathan Crawshaw Pawan Budhwar Yves Guillaume
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Ethical Leadership, (dis)agreement, Voice, Moral Identification
Abstract: The aim of this research is to develop and examine a model on leadership disagreement on followers voice behaviour and the moderating influence of followers moral identification. We hypotheses that ethical leadership will affect followers voice when disagreement about ethical leadership between supervisor and followers is lower vs higher. We are currently collecting data through a multilevel and multisource feedback MSF from a large Malaysian multinational organisation to test the hypotheses. Data will be examined through a cross level analysis using HLM. As social learning alone does not account for every social dynamic that governed the transfer of ethical values, the perspectives of role theory is draw upon to extend the influence of leader-subordinate disagreement on followers voice behaviour. Ethical leaders are meant to provide followers the opportunity to speak up. However, recent research on ethical leadership disagreement argues that leader that rate themselves more favourably can lead to an increase in organisational deviance. Therefore, this research will extend prior knowledge on disagreement about ethical leadership through a threeway interaction and introducing the construct of followers moral identification as a condition on the relationship. Moreover, the finding of this research will inform the impact of followers morality on voice behaviour in organisation. On the practical implication, leaders are expected to uphold moral standards and encourage voice to embed ethical standards within organisation. Taken together, this is the first research that examines followers morality through a three way interaction on supervisor and subordinate disagreement about ethical leadership and voice in organisation.
Head or Heart, How Do We Choose An Integrative Model of Analytic Intuitive Processing Dynamics In Real World Task Prioritisation Decisions (542)
Author/s: Nicolas Hawkins
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: psychology, decision-making, dual-process, prioritisation
Abstract: Many decisions, especially in business, are concerned with use of constrained resources. Classical theories tell us that rational individuals will weigh-up available information and optimise utility. The problem with classical theory is that it does not always match reality, and people are often not, as has been long-established, strictly rational. Designing tools, processes and systems that reflect how people naturally think and act could result in higher quality decisions and more consistent results. Developing the required level of understanding is dependent on representative models of mental processes used in the complex contexts found in the real world. In this paper a new variant of dual-process theory is presented (default-supplementary) which helps to resolve some of the contradictions and controversies in current formulations of dual processing. Ongoing research into how individuals make decisions under real-world conditions is discussed, to receive feedback and guidance.
The Relationship of Cultural Intelligence with Task and Contextual Performance: A Study in a Hyper-diverse Work Environment (624)
Author/s: Nikos Bozionelos Sanjay Kumar Singh
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: cultural intelligence, job performance, expatriates, interactions
Abstract: The relationship of global cultural Intelligence (CQ) and its facets with job performance was investigated in 182 expatriate employees in Abu Dhabi. Job performance was viewed in terms of helping (OCB-H) and voice (OCB-V) organizational citizenship behaviours and in-role behaviours (IRB). The effects of trait Emotional Intelligence (EI) were also taken into account. Preliminary analysis show support for most hypotheses.
Download Paper
Bricolage as Positive Deviant Behaviour: Overcoming Discontinuous Disruptions to Maintain Organisational Performance (675)
Author/s: David Cantliff Kanimohzi Narayanan
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: bricolage, deviant behaviour, organisations, employee, organisational performance
Abstract: This paper aims to introduce bricolage as a form of positive deviant behaviour undertaken by employees operating outside of organisational norms in order to overcome unexpected problems where a sense of urgency and, or resource constraints are primary factors. In overcoming unanticipated problems to maintain output and normal functioning, engaging in bricolage is demonstrative of a capacity for resilience Weick, 1993, Coutu, 2002, Lengnick Hall and Beck, 2009, Denhardt and Denhardt, 2010 where entities prevail following a negative situation or absorb an adverse condition without experiencing a discontinuous disruption. As such, individuals engaging in bricolage prevent minor issues escalating into more serious problems for the entire organisation such that performance is maintained and unplanned challenges can be managed quickly and effectively with a degree of flexible adaptation. This article firstly distinguishes between planners i.e. ingenuer, bricoleurs and improvisers and secondly, briefly articulates research regarding positive deviance behaviour. This paper considers the link between these behaviours and proposes the existence of these activities at the individual, employee level within the organisation as a potential source of resilience. As a developmental paper, this submission serves as a foundation to generate debate and to engage in further research. It is proposed that the following question will be addressed, How does Bricolage occur as positive deviance at the grass-roots level in organisations
Download Paper
Social Media And Their Role For Recovering From Work Demands: A Cross-Sectional Study (701)
Author/s: Konstantina Foti Despoina Xanthopoulou Savvas Papagiannidis
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: recovery from work, social media, cross-sectional study
Abstract: Recovery from work is a central factor for employee well-being and refers to the process of psychological unwinding after effort expenditure at work. Recovery can occur daily during work and/or leisure through activities (e.g. low-effort, social, physical, and household) and can be experienced in different forms (i.e. the recovery experiences of psychological detachment, relaxation, mastery and control). However, there is still limited knowledge of the role of online activities (e.g. social media) on recovery. Applying the theories of EffortRecovery and Conservation of Resources as a theoretical lens, this study aims to investigate the impact of social media on recovery, as well as the moderating factors therein. The study will follow a cross-sectional research design, targeting employees who use social media. The findings will help to identify the conditions under which social media impact recovery, and will provide insights to help employees as well as organisations who are interested in helping their employees flourish.
Workplace Deviance in Public and Private Organizations (802)
Author/s: Akanksha Malik Shuchi Sinha Sanjay Goel
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Deviance Handling Mechanisms, Normalization, Private Organization, Public Organization, Workplace Deviance
Abstract: There is a continuous upward shift in the number of deviant activities at the workplace, causing severe financial and reputational implications for the organizations. In this paper, we identify the prominent acts of deviance in the workplace and the organizational processes adopted to handle them. Drawing upon data collected through in-depth interviews with deviant handlers from public and private organizations in India, the study highlights interesting patterns around the nature and frequency deviant activities. Results indicate that the deviant cases in public organizations predominantly relate to property and political categories of workplace deviance, while private organizations highlight cases of production deviance and acts which were interpersonal in nature. Strict and rigorous approach was reported against it by all organizations, although the implementation of remedial actions varied across different organizations. The study offers implications for theory and practice and opens avenues for further research.
Empowering Female University Students: The Role of Women in Business Clubs (803)
Author/s: Gamze Arman Pinar Basbay Doruk Uysal-Irak Belgin Okay-Somerville Ezgi Nur Budak
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Female career development
Abstract: In this study, the impact of membership of Women in Business WiB Student Clubs on empowerment of female university students is explored. In the first phase of the study, ten current members were interviewed to examine their experiences. The second phase is designed as a longitudinal study where the new members will be asked to fill out a total of three questionnaires right after becoming a WiB member, at the end of the first semester spent as a WiB member and at the end of the second semester spent as a WiB member. The new members progression in key variables such as career self efficacy and attitudes toward women as managers will be analysed.
Behavioural Insights and Naturalistic Decision Making in Trading Surveillance (836)
Author/s: Julie Gore Wendy Jephson Anna Leslie Nick Wise
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Surveillance analysis, cognitive task analysis, framing, sense-making, elegant design
Abstract: This paper reports a collaborative, practitioner-academic project which aimed to elicit and document the cognitive expertise of compliance professional working within international banking. 11 in-depth interviews were completed (n=7 expert, n=4 journeymen), using a number of elicitation techniques including the Critical Decision Method(CDM), and Card sort exercises in the UK and US. Results of the CDM and a Hierarchical Task Analysis of a key compliance task had high ecological validity for practitioners. Elicited cognitions included a combination of adaptive technical skills and detailed mental models, highlighting undocumented context specific expertise. On-going work aims to design and build Cognitive Assistants to enhance the decision making and sense-making performance of this group of compliance professionals, working with vast data sets in time pressured domains with complex organisational goals and norms.
Learning with Differences: Exploring the role of Affective diversity on Team Learning (895)
Author/s: Arti Sharma
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Affect Diversity, Affective Heterogeneity, Team learning, Group Affect.
Abstract: In the present context, work teams are being predominate adopted in organization with their underlying merits of diverse skill set and abilities leading to better performance. When talking about team performance, team learning is one of the critical factor that can influence the overall team performance. Team learning requires the active participation of members with adequate information sharing and knowledge transfer, which is largely affected by individual member characteristics. Affective disposition is one such individual trait that can differentially influence the team members leading to affective diversity in a team. Further, the affective dispositions are expressed as positive and negative and are associated with different learning motivations. Hence, this developmental paper makes an attempt to explore the relationship between affective diversity and team learning.
Exploring the Work-Life Balance Experiences of International PhD Students in the UK (1121)
Author/s: Favour Evwerhamre Dr. Lilian Otaye-Ebede
Track: Organisational Psychology
Paper Type: Developmental Papers
Keywords: Work-life balance, International PhD students, Coping strategies and Support system.
Abstract: Despite over two decades of research examining work-life (WF) balance, interest still soars. Extant research has examined antecedents and outcomes of WF balance initiatives and have found both individual and group level outcomes. Scholars across multiple disciplines have also explored and examined how various individuals (women, men, students etc.) in and out of the workplace manage and maintain a balance between their work lives and their personal lives. The extensive nature of existing research reflects the important challenges faced when attempting to balance work and personal lives. Howbeit, an important group which have been largely missed in scholarly work are international PhD students. In a qualitative study, we interviewed 26 international PhD students to explore their challenges, experience of barriers and coping strategies used in navigating the extremely stressful PhD journey, particularly as it relates to maintaining a balance between their work (study) lives and their personal lives. Our findings contribute to work-family balance theorisation and have practical implications for higher education institutions and students.
Keywords: Work-life balance, International PhD students, Coping strategies and Support system.