CEO credibility,perceived organizational reputation,and employee engagement

The current study explores how corporate leadership influences the effectiveness of internal public relations by linking CEO credibility, employee evaluation of the organizational reputation, and employee engagement. An online survey of 157 employees from a Fortune 500 company shows that CEO credibility is positively associated with perceived organizational reputation and employee engagement. Perceived organizational reputation significantly and positively affects employee engagement. Employee perception of organizational reputation fully mediates CEO credibility impact on employee engagement.     

Obsessive relational intrusion: incidence, perceived severity, and coping

Two studies investigated the phenomenon of obsessive relational intrusion (ORI), defined as repeated and unwanted pursuit and invasion of one's sense of physical or symbolic privacy by another person, either stranger or acquaintance, who desires and/or presumes an intimate relationship. In Study 1, we sought to identify the incidence of a broad range of relationally intrusive behaviors, to identify the coping responses employed by victims of ORI, and to assess the associations between coping responses and ORI behaviors. Study 2 assessed the perceived degree of severity of ORI behaviors. Results revealed that each of 63 ORI behaviors was experienced by 3-78% of respondents in three different samples. Factor analysis revealed four types of ORI behavior: pursuit, violation, threat, and hyper-intimacy. Responses for coping with ORI consisted of interaction, protection, retaliation, and evasion. Virtually all intrusive behaviors were perceived to be annoying. Some types of ORI behaviors were perceived to be relatively more threatening, upsetting and privacy-invading than others. Although sex differences were not observed for the incidence of ORI or coping, women consistently perceived ORI behaviors to be more annoying, upsetting, threatening, and privacy-invading than did men.     

Social support and employee well-being: the conditioning effect of perceived patterns of supportive exchange

Seeking to explain divergent empirical findings regarding the direct effect of social support on well-being, the authors posit that the pattern of supportive exchange (i.e., reciprocal, under-, or over-reciprocating) determines the impact of receiving support on well-being. Findings generated on the basis of longitudinal data collected from a sample of older blue-collar workers support the authors' predictions, indicating that receiving emotional support is associated with enhanced well-being when the pattern of supportive exchange is perceived by an individual as being reciprocal (support received equals support given), with this association being weaker when the exchange of support is perceived as being under-reciprocating (support given exceeds support received). Moreover, receiving support was found to adversely affect well-being when the pattern of exchange was perceived as being over-reciprocating (support received exceeds support given). Theoretical and practical implications of these findings are discussed.     

Public's expectation about an organization's stance in crisis communication based on perceived leadership and perceived severity of threats

Considering the importance of general public support of an organization during a crisis, this study examined how perceived leadership style influences public expectation about an organization's stance in crisis and the relationship between perceived severity of threat and the expected stance of the organization based on leadership perception. The results of the study strongly supported main effects of leadership on public estimation about an organization's stance. Managerial implications were discussed.     

Deterrence and the Morally Committed*

The deterrence literature suggests that perceptions of the threat of legal sanctions influence the extent of involvement in illegal behavior only among those individuals who have not internalized legal norms. Individuals who are morally committed to a norm will not violate it, regardless of their perceptions of the certainty and severity of legal sanctions. We argue that this hypothesis relegates coercion to a position of secondary importance in a theory of social control; and we offer a rationale for an alternative hypothesis that perceived sanction threat has a deterrent effect at all levels of moral commitment. Our analysis, using refined measures of the variables which have emerged in recent research, supports our alternative hypothesis.     

Missing the Boat: Australia and Asylum Seeker Deterrence Messaging

Many of Australia's border protection policies have focused on attempts to deter the arrival of asylum seekers by boat. These include government ‘messaging’ in the hope this will influence the decision‐making of would‐be boat arrivals. This article outlines the findings of an exploratory study on the sources of information accessed by asylum seekers, prior to and during their boat journeys to Australia, about their destination country. The findings suggest that government media and Internet strategies focused on deterring asylum seekers are adopted without full regard to how information is sourced before and during these boat journeys.     

Consuming work: computers, subjectivity and appropriation in the university workplace

The introduction of technologies has long been a central issue in the sociology of work. This has, however, largely been analysed in terms of worker displacement, deskilling and management control, while little empirical work has focused on questions conceming subjectivity. Current interest in Foucauldian approaches to questions of work and identity has remained primarily theoretical in nature and similarly lacks a sustained discussion of agency. Recent work on the relation between consumption and work has begun to provide a more nuanced framework for discussing the context-specific forms of appropriation in the workplace and their relation to workplace subjectivities. This article, based on a study of individuals’ relationships with the personal computer in the university workplace, adopts a consumption-based approach to explore the complex interplay between subjectivity, technology and work. It examines how the introduction of the personal computer articulates with the interweaving of a ‘professional self’ and a sense of self drawn from the non-work realm. These different subjectivities relate to different tactics of appropriation: appropriation by mastery and by domestication of the work environment. Technologies themselves, however, also participate in the reconfiguration of work spaces and routines, involving questions of competence, knowledge and power, time and space, and the boundaries between home and work, in the new environments of computerised academia.     

Emotional school engagement among minority youth: the relevance of cultural identity,perceived discrimination,and perceived support

ABSTRACT

Minority student school dropout represents a challenging issue for educational systems in many countries. Notwithstanding minority families' overall high academic aspirations, there is a stable achievement gap between majority and minority students. Minority students who are emotionally engaged with their school tend to be psychologically and socioculturally better adapted to their country of residence and, as a result, report higher academic success. Therefore, emotional school engagement represents a relevant factor for integration into the host society. The goal of this paper is to investigate the interrelation between ethnic and national identity, perceived discrimination, and perceived support from parents, peers, and teachers with emotional school engagement. Results indicate that cultural capital within the family, cultural self-identification, and perceived support from peers and teachers play an important role for students’ emotional school engagement.     

Transformational leadership behavior,emotions, and outcomes: Health psychology perspective in the workplace

The purpose of this study is to empirically evaluate the transformational leadership styles, emotions, and organizational outcomes among different professionals in different sectors. The transformational leadership and emotions theories were utilized and tested in a sample of 128 leaders in Sweden. The main objectives of the study are (1) to determine which of the transformational leadership styles (TLS) are best at predicting effective outcomes (OUT) of extra effort by employees (EXE), leader effectiveness (EFE) and job satisfaction (SAT) and (2) to examine which TLS predict significant positive emotions (TEMO). Results of the study reveal that TLS and most of the outcome scales (SAT, EXE, SAT) are positively and significantly correlated. Charisma (C) and idealized influence (II) are not correlated with EFE. The results further supported that inspirational motivation leaders behavior could produce greater amounts of SAT (r?=?.54**), EXE (r?=?.41**). Individualized consideration (IC) also generates great SAT, r?=?.42. The study also found that only inspirational motivation (I) and intellectual stimulator leadership styles made a significance for TEMO such as being enthusiastic, hopeful, proud, happy, attentive, and inspiring with β?=?26 and β?=?17, respectively. Inspirational transformational leaders’ behavior and emotions are the most capable in increasing the organizational overall outcomes by boosting employees’ job satisfaction, additional effort, and effectiveness. Hence, these improve and enhance the mental and psychological health inside and outside the workplace.     

Partnering with the 21st century workplace: leveraging workplace ecology

The 'accessible' job market of the 1990's has given way to a challenging job market in a climate of economic uncertainty in the early Twenty-First Century. For vocational rehabilitation professionals this change requires the strategic use of workplace supports to increase the value and sustainability of work performed by people with disabilities in competitive jobs. An analytical framework for leveraging the natural supports of the workplace is provided by the workplace ecology as a bounded environment in which relationships between workers and supervisors promote learning and enhanced performance. The dynamics of the workplace ecology are explored with particular reference to workers with disabilities receiving supported employment services. Recommendations are made for leveraging the workplace ecology to the benefit of the supported worker. Implications for supported employment services in the new millennium are discussed.     

Achieving the indeterminate: Accomplishing degrees of certainty in life and death situations

This paper explores technology's pivotal position at the intersection of control and uncertainty. It examines two areas: Intensive Care and a Labour Ward. Building on the work of Davis (1960), it argues that certainty and uncertainty are socially constructable and reconstructable. This is actively achieved by the deployment of strategies involving particular paradigms (the biomedical model) and artefacts (medical technology). Power lies in control over knowledge and the structures and practices which sustain it, including those embedded in advanced technology. The contribution of medical technology to the achievement of certainty in Intensive Care and end-game Obstetrics (the Labour Ward) is considered. Achieved certainty in medical situations is seen as: the structured masking of uncertainty by the application of medical iconography, artefacts and techniques to create the illusion of certainty. The accomplishment of uncertainty in Obstetrics (as a precursor to technological intervention) is also explored. The accomplishment of uncertainty in medical situations is seen as associated with the structured projection of uncertainty, involving using medical discourse rooted in the medical paradigm to exaggerate the generality of risk and the probability of pathology. It is argued that the highly structured and routinised settings of ICU and the labour Ward, not only aid control by the medical profession but diminish perceptions of uncertainty.     

Privacy,technology, and conflict: Emerging issues and action in workplace privacy

IV. Conclusion Growing employee awareness of the degree to which their personal privacy is compromised in the workplace, particularly with regards to information/telecommunicatton-system use and work monitoring, has created an organizational and political climate that may yield significant restrictions on employee monitoring and on how employers maintain and distribute employees’ personal information. While both federal and state governments have generally deferred to the right of the employer-as-owner to set conditions of employment that may include intrusions into employee privacy (Grodin, 1991), a number of statutory restrictions have been promulgated or proposed that will significantly expand employee privacy rights in the workplace. Additionally, it is probable that unions will aggressively assert employee privacy rights within the context of collective bargaining, potentially using employee dissatisfaction with privacy intrusions as a basis for organizing nonunion firms.     

Computerized surveillance in the workplace: Forms and distributions

The use of computers to monitor job performance has attracted much comment, from social scientists and others. In this analysis of a representative sample of greater New York firms, we show that this use of computing is both widespread and applied to a wide variety of jobs. Contrary to some suggestions, it is does not occur exclusively in large firms with particularly high-tech computing applications. Instead, it appears in all kinds of firms, as an outgrowth of management efforts to control and rationalize work. Most cases of computerized job surveillance identified in this sample are part of one of three basic organizational processes: sales analysis, job tracking, or inventory control.     

Shame, Embarrassment, and Formal Sanction Threats: Extending the Deterrence/Rational Choice Model to Academic Dishonesty

Following the lead of Grasmick and Bursik (1990), we propose that significant others and conscience both function as agents of social control to deter illicit behavior in a manner similar to that provided by the law and more formal, bureaucratic organizations. All three–conscience, significant others, and formal organizations–entail potential threats and costs (i.e., shame, embarrassment, and formal sanctions). Actors consider these potential threats and costs, and assess the certainty and severity of them, in deciding whether or not to engage in criminal or deviant behavior. In the research reported here, data from a sample of undergraduate students are employed to examine the effects of perceived certainty and severity of shame, embarrassment, and formal sanction threats of the self-reported prevalence of involvement in a variety of forms of academic dishonesty. The results suggest rather limited support for the deterrence/rational choice model, nearly all of which is due to the influence of conscience (shame).