The relationship of organizational and social coping resources to employee coping behaviour: A longitudinal analysis

Research on the determinants of coping behaviour has focused primarily on stressor-specific influences and on personal attributes and skills that serve as coping resources. However, coping resources can also include aspects of the organizational and social environment. This study investigates the role of supportive work relationships and of participation and influence in decision-making in determining the coping behaviour of employees in a manufacturing plant. Since the relationships between worksite coping resources and employee coping behaviours may be causally reciprocal, longitudinal models were analysed to sort out causal priorities. Results showed that organizational and social coping resources did influence subsequent coping behaviour. Perceiving oneself to have influence over decision-making at work predicted increases in active, problem-solving coping attempts and decreases in resignation in response to worksite stressors. Also, employees who perceived their co-workers and supervisors to be supportive were more likely to increase their mobilization of that support when faced with worksite stress. In addition, the use of certain employee coping behaviours influenced subsequent levels of participation in decision-making, as well as the quality of relationships with co-workers and supervisors.     

The relationship of organizational and social coping resources to employee coping behaviour: A longitudinal analysis

Abstract

Research on the determinants of coping behaviour has focused primarily on stressor-specific influences and on personal attributes and skills that serve as coping resources. However, coping resources can also include aspects of the organizational and social environment. This study investigates the role of supportive work relationships and of participation and influence in decision-making in determining the coping behaviour of employees in a manufacturing plant. Since the relationships between worksite coping resources and employee coping behaviours may be causally reciprocal, longitudinal models were analysed to sort out causal priorities. Results showed that organizational and social coping resources did influence subsequent coping behaviour. Perceiving oneself to have influence over decision-making at work predicted increases in active, problem-solving coping attempts and decreases in resignation in response to worksite stressors. Also, employees who perceived their co-workers and supervisors to be supportive were more likely to increase their mobilization of that support when faced with worksite stress. In addition, the use of certain employee coping behaviours influenced subsequent levels of participation in decision-making, as well as the quality of relationships with co-workers and supervisors.     

A symbolic approach to competence development

A deep-lying assumption nested in the civil service culture is that of competence. The article illustrates the research project carried out in a municipality over a period of three years, using a symbolic approach to competence development. Competence is defined as a symbolic field, an imaginary territory comprising the ideas, projects and emotions that subjects attribute to their organization within a metaphorical map which represents the texture of organizing. Possessing competence or being competent is the dilemma which provides the key to the analysis of the symbolization processes which took place during the consultation. The social representation of competence highlights the relationships between organizational actors (the competent civil servant, the competent boss, the competent politician, the competent administration, the competent citizen) and their mutual image. Competence therefore becomes a relational concept.     

Moral Behaviour in Organizations: The Contribution of Management Education and Development

SUMMARY The concurrent growth of interest in management competencies and management development and in business ethics, exposes a need to bring these two fields together. The moral dimension to organizational behaviour should be considered when management education and development programmes are being designed. Those concerned with ethics in business and management should look beyond approaches based on codes of conduct and traditional educational methods. In this paper the idea of management competence is conceptualized broadly, with insight drawn from sources in education and social psychology. It is argued that ideas derived from Kohlberg's work on moral development can provide the basis for management development programmes in which theoretical understanding of ethical theory and moral issues is augmented by commitment to personal principles, a well integrated sense of personal identity, and relevant interpersonal skills, acquired through experiential learning.     

Der Personalverantwortliche als strategischer Partner

Since Ulrich (Human resource champions: the next agenda for adding value and delivering results, Boston, Harvard Business School Press, 1997) shaped the strategic role of HR managers, his concept of an HR business partner has been controversially discussed by researchers and practitioners. Explanations about when and how HR managers act as strategic business partners have found limited attention in the literature. Based on the theory of reasoned action developed by Ajzen und Fishbein (Understanding attitudes and predicting social behavior, Englewood Cliffs, Prentice-Hall, 1980; J Pers Soc Psychol 27(1):41?C57, 1973), we hypothesize a positive relation between personal attitudes as well as subjective norm and the behaviour of HR managers to act as a strategic business partner. Results of the German Cranet survey in 2009 show that expected positive consequences influence the personal attitude, whereas the acceptance of the human resources as well as the existence of an HR strategy within the organisation is positively related with subjective norm. Hence, both attitude and subjective norm positively influence the behaviour of HR managers to act as a strategic business partner.     

How Believing in Ourselves Increases Risk Taking: Perceived Self-Efficacy and Opportunity Recognition

What effect does positive and negative feedback about past risk taking have on the future risk taking of decision makers? The results of an experimental study show that subjects who are led to believe they are very competent at decision making see more opportunities in a risky choice and take more risks. Those who are led to believe they are not very competent see more threats and take fewer risks. The feelings of self-competence and self-confidence on one task did not generalize to a similar task. Perception of opportunities was unexpectedly not related to the perception of threats. As executives bring their personal perceptual biases to firm decision making, our results identify a serious built-in bias in SWOT analysis (the analysis of firms' strengths and weaknesses as related to potential opportunities and threats). Executives who believe that they and their firm are very competent will take more risks and vice versa. Our results also provide evidence that the perceived likelihood of an event depends on whether the event is a loss or a gain. Human decision making is subject to the general bias that outcome expectations are not independent of outcome valuations.     

„Bin ich hier Polizist oder Komplize?“

Case oriented supervision in community based work teams (SGB II-ARGE) for social security and labour-market integration Case oriented supervision can be seen as an interesting field of work full of new perspectives for supervisors. However, it is essential that there is the readiness and ability to link with a complex and dynamic administrative system. Well thought out working concepts and customer-oriented behaviour support the implementation within the organization. The members of staff highly welcome the new instrument and value its efficiency. Special attention in this context should be paid to feedback loops with the management so that case oriented supervision can be sensibly connected with organizational development and personal training. This can best be achieved by organizing a round table with all consultants and leading personnel.     

The Case for Managerial Ruthlessness1

This paper summarizes relevant literature and reports on a study which has examined the behaviour and attributes of managers in British mid-sized companies in which growth is a strategic objective. The study used a grounded, interpretive methodology, which allowed the development of theoretical propositions which have not been subject to previous empirical examination. This paper deals with one aspect of the findings, namely ruthlessness on the part of managers in dismissing or otherwise dealing with poorly performing members of staff. This aspect of management was an important factor in the subject organizations' ability to achieve their chosen strategy, and is a phenomenon which does not appear to have been developed in any previous models of effective managerial behaviour. Managerial ruthlessness influences strategic implementation in a number of ways – it affects control of the organization, team building and the ability to respond to changes in the environment or undo mistakes in appointments. This paper also outlines attributes and characteristics of both the individual manager and the organization which allows ruthlessness to be developed and used effectively, for example self-confidence; the ability to ensure that criticism or dismissal is not seen as personal; the separation of work and social life; and the ability to focus on objectives rather than the person. Organizational support and training in such behaviour also appeared to be helpful contributors to the development of such behaviour.     

Reaching the Board: Factors Facilitating the Progression of Marketing Executives to Senior Positions in British Companies

The scarcity of marketing executives on the boards of directors of large British companies has been the subject of much discussion in recent years. Yet empirical research into the antecedents of board membership for marketing managers has been sparse. This study surveyed senior marketers in 209 registered companies in the food and beverages manufacturing sector with the aim of establishing some of the main factors that distinguish marketing managers who had attained board level positions and those who had not. Possible determinants of board membership covered by the investigation comprised the personal background of the manager (elite credentials, functional specialism, knowledge of general and financial management, social behaviour, emotional intelligence), the competitive environment of the business, whether marketing performance was measured systematically, and the degree of the sales orientation of the firm.     

Perception of Hazards: The Role of Social Trust and Knowledge

Recent research indicates that social trust of those who manage a hazard is strongly correlated to judgments about the hazard's risk and benefits. The present study investigates the more specific question of “For which hazards is this?” It was postulated that when an individual lacks knowledge about a hazard, social trust of authorities managing the hazard determines perceived risks and benefits. On the other hand, when an individual has personal knowledge about a hazard and therefore does not need to rely on managing authorities, social trust is unrelated to judged risks and benefits. Participants (N = 91) assessed risks, benefits, and trust in managing authorities and personal knowledge associated with 25 hazardous technologies and activities. As expected, strong correlations between social trust and judged risks and benefits were observed for hazards about which people did not possess much knowledge. No significant correlations between social trust and judged risks and benefits were found for hazards about which people were knowledgeable. Results suggest that the lay public relies on social trust when making judgments of risks and benefits when personal knowledge about a hazard is lacking. Replicating findings of other studies, the present study also found negative correlations between perceived risks and perceived benefits. When social trust was controlled for, correlations between perceived risks and benefits diminished. Implications of the results for risk management are discussed.     

Stress and situation specific coping behaviour in intensive care unit nursing staff

The relationships between situation specific stressors and the coping behaviour of intensive care nursing staff were analysed. The results were discussed with regard to additional data relating to 'contentment with coping' and 'psychosomatic reactivity (FPI)'. It was observed that the majority of stress situations in intensive care are tackled by staff members using active external coping strategies', whereas coping with personal stress involves passive strategies. Relationships between 'contentment with coping', 'psychosomatic reactivity (FPI)' and type of stressor and coping behaviour were found.     

Concern About HIV and AIDS Among Older People in the Slums of Nairobi,Kenya

The article explores the way that social networks and personal experiences affect perceived HIV‐related concerns among people aged 50 years or older living in a low resource neighborhood with high HIV prevalence in Nairobi, Kenya. Multiple logistic regression is used to model the association between the reporting of an HIV‐related concern and individual‐level characteristics, personal experiences, and social interaction. The main concerns regarding HIV reported by older people in the study included caring for orphaned children (65%), caring for people with AIDS (48%), and losing material and social support from adult children (36%). Interestingly, 38% of respondents voiced concerns about HIV infection among older people. Respondents who had been individually affected by HIV and AIDS, who were part of a wide social network, or who participated in community activities were frequently more likely to report a concern. The findings highlight the significance of the role of social interaction and social networks in the diffusion of information and knowledge. These findings have implications for HIV and AIDS policy and programs, highlighting the potential for social networks and community‐level interventions to educate and increase awareness about HIV and AIDS among older people. Community leaders can make good peer educators and communication agents for HIV/AIDS campaigns. Additionally, the recognized high level of personal vulnerability to HIV infection among older people suggests the need for targeted sexual behavior change programs among this often neglected group.     

The effect of social factors on the implementation of automation: an empirical study in Taiwan

In a highly competitive global economy, automation has been an important approach to improve productivity, quality, and customer satisfaction. The literature reveals that when introducing automation systems, social influences are usually neglected. This study cross-organizationally examines the impact of social factors on the success of automation. We analyzed data obtained from the questionnaires of 105 companies and supplementary interviews of six firms in Taiwan. Statistical analyses show that a greater extent of automation tends to be accompanied by a higher level of social activities; companies with matching social and technical stages are not necessarily more successful in automation; social factors significantly predict the degree of success of automation. In addition, we observed that technically related improvements are of greater concern in the interviewed companies. Furthermore, support from employees, a competent project leader, and a proper alignment between technical and social factors are highly valued for the implementation of automation. Some managerial implications are also discussed.     

Soziale Kompetenz – was ist das?

Within modern organizations, the ability to interact socially competent represents one of everybody’s main tasks. This article looks into the concept of “social skills” and deals with the question whether there is a common understanding on the concept of “social skills” in the German speaking area. To that purpose, the landscape of (scientific) literature was studied to find out about differences and similarities in definition, within and between the different disciplines. In a comparative presentation, these similarities and differences are demonstrated in scientific discourse. Finally, considerations for the practical implementation of advising organizations are negotiated.     

Erst sprechen,dann handeln?

Acting follows speaking? How narrative behavioral neurocoaching can sustain the personal capacity to act. Topic of this article is the question which therapeutic mechanisms can enhance the effects of coaching. Banduras concept of self-efficacy expectancies is related with results of latest psychotherapy research and neurophysiology. Narrative verbal aspects of quasi-therapeutical interventions and their contribution to the construction of personal identity are analysed according to findings of the Narrative Psychology. Behavioral components, i.e. how experiences will result in enduring neuronal changes and so in stable changes of behaviour, are described in accordance to findings of neurophysiologic researches. Based on these knowledges, the author gives recommendations for the conceptional design of effective coaching processes with the aim to sustain the personal capacity to act of the client.     

Associations among altruism, burnout dimensions, and organizational citizenship behaviour

Most studies of burnout have focused on lack of resources, prevalence of burnout, and negative outcomes. In contrast, this study examined the relationships among altruism, burnout and a positive outcome, namely, the engagement in organizational citizenship behaviour. Web questionnaires were distributed to employees in three professional organizations. The results from the 178 respondents indicated that altruism is related to organizational citizenship behaviour. Of the three dimensions of burnout, only reduced personal accomplishment was (negatively) associated with engagement in organizational citizenship behaviours. Implications of the results are discussed and directions for future research are offered.     

Die Modellschule Graz 2000

The ?Modellschule Graz“ in the year 2000 The ?Modellschule Graz“, founded in 1982, is presented with the basic concepts: to promote the intellectual as well as the personal and social development of the pupils. Correspondingly, the basis of the pedagogical work is the personal and social development of the teacher’s personalities, which should be achieved by the means of continuous education, supervision, organizational counseling and regular self-organized weeks for reflection. This highly demanding concept comes up against limiting factors, because the requirement and the social and political circumstances constantly change. The continual process of adaptation requires a lot of time and energy and may also be linked with intense conflicts. The coping of these conflicts is supported by external counseling.     

Leveraging middle managers’ brokerage for corporate entrepreneurship: The role of multilevel social capital configurations

Building on recent efforts to bring a socio-political perspective to social capital research, we develop and test a multilevel framework that explains why middle managers who occupy brokerage positions differ in their ability and willingness to engage in entrepreneurial behavior. More specifically, we provide a contextualized understanding of the links among middle managers' brokerage, their political-support ties, and their personal initiative. Results derived from data on 383 middle managers and 72 top managers in 34 business units indicate that political-support ties with top managers strengthen the relationship between middle managers’ brokerage and personal initiative. However, this positive effect depends on the social capital resources available in the focal business unit. It is attenuated in business units with a supportive and trusting social context and amplified in business units with high levels of internal connectedness. By uncovering these incompatibilities and complementarities, our study demonstrates the value of accounting for different social capital configurations and the interplay of their inherent social capital resources when examining the effects of brokerage on corporate entrepreneurship.     

Cooperation despite contingency: what accounts for cooperative behaviour of contingent managerial workers?

Previous empirical results have revealed two particular mechanisms influencing cooperative or extra-role behaviour of contingent employees. These are the mechanism of instrumentality, mainly driven by contingent employees’ desire for a permanent position, and the mechanism of social exchange, based on the ‘norm of reciprocity’ (Gouldner in Am Sociol Rev 25:161–178, 1960) between employer and employee. For the most part the cooperative behaviour studied among contingent workers has been restricted to non-managerial positions. But is it also possible to transfer these mechanisms to contingent employees in managerial positions? A quantitative study of contingent (self-employed) workers in managerial positions (also called ‘interim managers’) was carried out among 133 German interim managers. The results of regression analysis reveal that social exchange as well as instrumentality mechanism can facilitate cooperative behaviour of contingent employees in managerial positions. However, the aspects of social exchange, especially task autonomy, seem to be more relevant to the cooperative behaviour of these individuals.     

The Causal Sequence of Risk Communication in the Parkfield Earthquake Prediction Experiment

A model of public perception and response to communication about natural hazards risk was constructed. It was estimated on data from samples of households in three communities at risk in the Parkfield earthquake prediction experiment. Estimated model parameters revealed consistent conclusions. Communicated risk information that was reinforced through additional communications and/or social cues precipitated an interactive personal search for more information; personal definitions of risk and what to do emerged; and these social constructions directed how the public responded. Perceived risk only indirectly impacted public action through information searching. This suggests that searching behavior should intervene between perception of risk and response in the theory of public risk communication.