Examining the effects of internal social media usage on employee engagement

This study explores whether and how internal social media influences employee engagement, a top priority for those working in public relations. Specifically, it proposes and tests a conceptual model that links employee use of internal social media, perceived organizational transparency, and organizational identification, to employee engagement. Through an online survey of 1150 employees from various organizations in the United States that had adopted internal social media, results show that employees’ use of internal social media contributes to an enhanced level of perceived transparency of the organization and organizational identification, which in turn, leads to employee engagement. Theoretical and practical implications of the findings are discussed.     

Technostress: Implications for Adults in the Workforce

The use of technology can enhance workplace efficiency, productivity, and flexibility; yet, technological tools can have negative effects on individuals’ cognitive, psychological, and physical health, as well as on organizations (e.g., lowered employee satisfaction, decreased employee commitment). The use of information and communications technologies (ICT) adds to existing work stress. The authors reviewed recent literature to identify ICT trends, define key terms, and gain insights to improve awareness of ICT issues related to career development, health and wellness, and job security. The potential for inquiry as it relates to career exploration, development, and advancement is relevant to counselors and clients in today's workplace. Research is needed to examine the effects of technostress across different industries, to identify workers at greatest risk of adverse effects, to explore the impact on career decision making, to help clients develop personal coping resources, and to determine strategies for career professionals to collaborate with workplace managers.     

How employee empowerment influences organization–employee relationship in China

The current study examines how employees’ perceptions of empowerment impact the quality of the organization–employee relationship. Based on the on-line survey of 223 employees from a variety of companies in China, both dimensions of employee empowerment—feelings of competence and feelings of control—serve as positive predictors for organization–employee relationship. However, employees’ feelings of control wield more weight in the prediction than do feelings of competence.     

Mutual gains? labor and management evaluate their employee involvement programs

This study examines the impact of employee involvement programs on social, psychological, production, and economic issues. The findings are based on a diverse group of 236 EI programs in Pennsylvania, where data were gathered from both management and labor in the same workplace. The majority of the programs are based on a quality circle model; few contain innovative pay systems; and less than one third could be classified as intensive. Management indicates that these programs have a positive impact on a variety of factors, especially social and psychological effects. Unions are less enthusiastic about EI but are generally positive or neutral, with few indicating any negative effects. Despite these generally positive reports by both labor and management, direct comparison yields little agreement between labor and management on the effects of EI. Our results question the assumption of “mutual gains,” i.e., that the effects of EI programs are clear, public, and shared equally by both labor and management. Alternative explanations are discussed. This research was conducted with grants from the Pennsylvania Department of Labor and Industry and the Pennsylvania MILRITE Committee. The views expressed, however, are solely those of the authors.     

De-motivating employees’ negative communication behaviors on anonymous social media: The role of public relations

This study focuses on employees’ negative communication behaviors on anonymous social media and explores the effects of organizational antecedents on reducing their motives. Specifically, the effects of organizations’ symmetrical communication and organization-employee relationship (OER) on individuals’ social media usage motives (e.g., vent negative feelings, warn others) and negative behavioral intentions are examined. Results of an online survey of full-time employees in the United States show that the effects of OER on employees’ negative communication behavior intentions are mediated by their social media motives. Symmetrical communication had a large positive effect on OER, which in turn decreased their motives to share negative contents on anonymous social media. Theoretical and practical implications for public relations and employee behaviors are discussed.     

Inclusion and commitment as key pathways between leadership and nonprofit performance

Given the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.     

The effect of employee loyalty on wages

In spite of a sizeable body of research linking employee loyalty to organizational performance, the causal link between employee loyalty and employee wages has rarely been examined. We use the UK’s 2011 Work and Employment Relations Survey (WERS) employee-firm matched data to estimate ordinary least squares (OLS), instrumental variables (IV) models and treatment effects models. Our results show that employee loyalty is negatively associated with wages.     

Teaching and learning: an exchange of knowledge in the university among students,service users,and professors

The education system's responsibility for social workers to be is a central argument in the academic arena. The purpose of the article is to present an innovative perspective about social work education promoted for several years in the Catholic University in Milan. The education experience with students, social workers to be, gave life to a particular workshop ‘Social Work Orientation’ characterized by different and innovative activities. The experience presented focuses on relational principles such as empowerment, peer facilitation, involvement of service users, and facilitation, following the idea that teaching and learning could be a simultaneous process. Revealing is the experience of ‘service users as professors’, a meeting day in the university between students and service users, a sharing of life stories and relationships. The future social workers learn from the service users, accustoming themselves to considering the service users as people able to cope with their life situations even before enrichment with all the professional tools. The feedback collected about this experience (from students, service users, and professors) shows that the possibility to experiment from the beginning in this approach facilitates the students to become social workers oriented to empowerment and relational processes.     

Taking the measure: a participatory approach to measuring and monitoring psychological empowerment in social work practices

For years, the professional field has been searching for methods that could be used to chart the effectiveness of social services. Social workers report that their current systems for registration and measurement do not provide an accurate reflection of their practice. The measurement of client empowerment might offer an alternative method that could improve the evaluation of social services. This method links the need for measuring instruments to the paradigm of empowerment, which has shaped contemporary social work. A scale for measuring psychological empowerment was developed in consultation with social workers and people in poverty, based on validated and reliable measurement scales. It was subsequently tested in two Public Centres for Social Welfare in Flanders (Belgium). Results of confirmatory factor analysis indicate that the measurement model provides a good fit for the data and that the various latent factors are reliable and valid. We conclude that the factors emerging from the factor analysis reflect the three dimensions that form the concept of psychological empowerment: the intrapsychic, interpsychic and behavioural components. Results from the post-test survey indicate that this measurement instrument is promising, and that it could offer a response to current needs, although additional efforts are needed in order to improve the instrument’s handling.     

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

The Novel Coronavirus (COVID-19) pandemic has had tremendous and swift effects on organizational change. This study examined how organizations can leverage leadership and employee resources to facilitate positive change outcomes. Drawing from the self-concept based motivational theory of charismatic leadership and substitutes for leadership theory, the current study proposed a theoretical model connecting top leaders’ charismatic rhetoric, employees’ affective commitment to change, and employees’ turnover intention. Furthermore, the study investigated contingencies that may modify the relationship between leadership communication and followers’ outcomes. Results from an online panel of 417 U.S. employees showed that top leaders’ use of charismatic rhetoric during change led to followers’ affective commitment to change, which decreased their turnover intention. Furthermore, employees’ organizational identification moderated this relationship. When employees have low identification with their organizations, top leaders’ charismatic rhetoric to address the immediate change is more needed.     

Interpersonal justice: the importance of relationships for child and family social workers

There is still much to learn about what it means to be a child and family social worker. Child and family social workers have a job that often entails making difficult decisions regarding vulnerable children and families in collaboration with other professionals, under stressful conditions in an increasing cost-restrictive climate with diminishing resources. The organisational justice framework has primarily been used to ascertain employee’s perceptions of fairness and can be used to explain a variety of organisational behaviours. Here, it was used qualitatively as a framework to structure the research aims of exploring the lived experience of child and family social workers. The results suggest that the relationships’ social workers have with their peers and managers are significant components to how they manage emotions involved with practice.     

Implementing an employee performance management system in a nonprofit organization

Nonprofit organizations are not exempt from the imperatives of employee attraction, retention, and motivation. As competition for staff, donors, and funding increases, the need to manage employee performance will continue to be a critical human resource management issue. This article outlines a study of the introduction of a performance management system in an Australian nonprofit organization and analyzes its design and implementation. It explores how performance management can be introduced and used effectively within a nonprofit environment to benefit staff and the organization. However, the use of performance management is not without its challenges, and the research also identified initial employee resistance and a resulting initial spike in labor turnover. However, findings indicate that if nonprofit organizations are willing to undertake consultation with staff and ensure that the organization's specific context, values, and mission are reflected in the performance management system, it can be a useful tool for managers and a direct benefit to employees.     

The role of corporate social responsibility (CSR) and internal CSR communication in predicting employee engagement: Perspectives from the United Arab Emirates (UAE)

This study examined relationships among employees’ perception of CSR, three models of internal CSR communication and employee engagement. The findings, based on 516 valid survey responses from employees across different sectors in the United Arab Emirates, revealed that internal communication of CSR, both one-way and two-way symmetrical, predicted employee perceptions of CSR, with two-way asymmetrical communication being a negative predictor; perceptions of CSR predicted employee engagement; social and sustainable dimensions of CSR most strongly predicted social and affective dimensions of employee engagement; and both two-way symmetrical communication of CSR and employee perceptions of CSR strongly predicted employee engagement. Implications for theory and practice are discussed.     

Evaluating employee assistance policy in an HMO-based alcoholism project.

One aspect of successful employee assistance program (EAP) implementation is the adoption of a formal, written policy, reflecting company commitment to EAP guidelines and goals. This study of criteria predictive of such policy adoption was conducted at the occupational alcoholism project of a New England health maintenance organization (HMO). Data on nearly 400 organizations contacted by occupational program consultants (OPCs) over a 20-month period were collected by questionnaire and interview. One third of these organizations adopted employee assistance policies and set about establishing formal programs. Stepwise multiple regression is the principal method used to pinpoint the correlates of policy adoption. Two of the most important of these are the attitudes of contact persons within the organization toward alcoholism and employee assistance programs, particularly their admission of alcohol problems within their social networks; and the consultants' persistence and marketing skills. The adopting organizations also had reputations for being progressive, and actively concerned about employee welfare; they tended to be large, their executives autonomous, and their union membership rates high. Inhibiting policy acceptance were fears that a written policy would jeopardize the reputation and image of the organization, and that an employee assistance program would remove internal control of personal procedures. The adequacy of the evaluative data and methods are discussed, and recommendations are offered in the interests of streamlining the efforts of OPCs and of achieving greater penetration of targeted organizations.     

Why Do Black Men Suffer from Low Self‐Rated Job Productivity? A Multi‐Theory Approach*

This article uses data from a national representative employer–employee matched dataset to assess the race/sex disparity in workers’ self‐rated productivity levels. Findings show that a significant proportion of black men report that they cannot achieve high job productivity. We conduct regression analyses based on human capital, social closure, and social psychological models to identify the specific mechanisms that account for black men’s low self‐rated job productivity. We find that social psychological work relational issues such as closeness of supervision and job evaluation explain the race/sex disparity in self‐rated productivity. Findings are considered in the context of emergent intersections of race and gender in accounting for disparities in workplace outcomes.     

Supervisor humor styles and employee advocacy: A serial mediation model

This study examines how supervisor humor styles influence employee advocacy by building the linkage between affiliative humor, aggressive humor, supervisor authenticity, employee-organization relationships, and employee advocacy. Through a quantitative survey with 350 employees who work for a variety of organizations, the study’s results indicated that the relationship between supervisor humor style and employee advocacy is fully mediated by supervisor authenticity and employee-organization relationships. Significant theoretical and practical implications are discussed.     

A qualitative analysis of migrant social workers’ work experiences and perceived prejudice from an empowering acculturative integration approach

An increasing number of migrant social workers are employed in the UK social work sector. This article explores the acculturative integration experiences of a small group of migrant social workers. We critically observe that research on migrant professionals’ trajectories should adopt theories that emphasise people’s empowerment and potential for agency. We use a framework drawing on liberation psychology for analysing the autobiographical narratives of a sample of migrant social workers employed in England. Findings indicate that the participants perceived prejudice on a number of occasions and circumstances. Even though in their narrative of survival they talked about activating several psychosocial resources, they were skeptical about their professional development and dissatisfied at work. The paper discusses the emerging findings while highlighting the framework’s relevance for understanding these experiences from an empowering acculturation perspective and suggesting ways of improving migrant social workers’ acculturative integration by addressing systemic barriers.     

Cultural control within the virtual organization

New forms of information technology, together with recent developments in management theory and practice, have resulted in considerable debate concerning the social and technical implications of the emergent form of computer-dependent virtual organization. This paper identifies and reviews some theoretical developments central to the critical analysis of the use of combined computer-based systems and quality management applications. While the advocates of these trends propose that the emergent organizational configurations provide employees with the opportunity for participation in decision-making, resulting in ‘empowerment’ and the possibility of personal fulfilment, here it is argued that the virtual organization may result in a progressive formalisation of social relationships which will erode the meaning of true employee participation. It is suggested that the combination of networked computer-based systems and the psychological techniques which underpin the quality management methodologies, do not replace the technologies of control identifiable in the principles of scientific management and Fordism. Instead they provide an enhanced, more insidious form of technical and cultural control designed to engage the acquiescence of employees in order to maintain the efficiency of the organization.     

Shameless Accounts: Against Psychological Subjectivity and Vulnerable Femininity Among Prisoners’ Wives in Israel

This article examines the accounts of prisoners’ wives in Israel regarding their relationships with social workers. Meetings with social workers are mandatory for wives to obtain benefits for their husbands and children. The principal findings describe the overt objection by the prisoners’ wives to the psychological discourse that the social workers offer, as well as the therapeutic subjectivity ideal, and the vulnerable femininity that accompanies this discourse. Furthermore, the article reveals the agentic decisions by these prisoners’ wives to switch from one resistance strategy (overt resistance) to another (compromise attempts), and then a third (strategic passing). The discussion section depicts the research singularity of our article in the context of the link between welfare, therapeutic governance, and resistance.     

Tailoring Organizational Characteristics for Empowerment

ABSTRACT

Empowerment is an important value orientation and intervention approach in social work and other disciplines. Viewed from an ecological perspective, a good fit between organizational characteristics and the life circumstances of individuals should provide empowerment benefits. By studying interaction effects of material resources and organizational characteristics on empowerment, this research sought to extend understanding of empowerment dynamics in community organizations. Using hierarchical regression analyses to investigate socio-economic status (SES) in a moderator model, findings of the study demonstrated that, among a diverse group of participants in two different faith-based community organizations, perceptions of organizational characteristics were more strongly related to empowerment for participants of lower SES. A substantive implication of the study is that community practitioners should attend to the fit between specific organizational processes and economic circumstances of community based organization participants. Strategies weighted toward attention to relationships among members linked to availability of and participation in a variety of organizational roles may be more salient for empowerment of the disadvantaged. Our findings are consistent with an ecological orientation to empowerment, and they add further support to the importance of ecological specificity in empowerment theory.