Involuntary vs. voluntary flexible work: insights for scholars and stakeholders

ABSTRACT

Building on insights from the early stages of our research partnership with a U.S. Fortune 500 organization, we came to differentiate between voluntary and involuntary schedule variability and remote work. This differentiation underscores the complexity behind flexible schedules and remote work, especially among white-collar, salaried professionals. We collected survey data among the partner firm's information technology (IT) workforce to evaluate whether these forms of flexibility had different implications for workers, as part of the larger Work, Family, and Health Network Study. We find that a significant minority of these employees report working variable schedules and working at home involuntarily. Involuntary variable schedules are associated with greater work-to-family conflict, stress, burnout, turnover intentions, and lower job satisfaction in models that adjust for personal characteristics, job, work hours, family demands, and other factors. Voluntary remote work, in contrast, is protective and more common in this professional sample. Employees working at least 20% of their hours at home and reporting moderate or high choice over where they work have lower stress and intentions to leave the firm. These findings point to the importance of both stakeholders and scholars distinguishing between voluntary and involuntary forms of flexibility, even in a relatively advantaged workforce.     

组织政治知觉对职场偏差行为作用研究:有调节的中介机制

职场偏差行为是一种组织中广泛存在的员工消极行为,组织政治知觉对职场偏差行为的可能影响被长期忽视。文章从组织政治知觉角度实证分析了其对职场偏差行为的影响,检验了强制性公民行为作为其中介因素的可能性,从强制感知的不同来源分别检验了显性强制和隐性强制的中介作用,并在此基础上探索了工作嵌入的调节效应。     

Perceptions of demotion decisions: A social capital perspective

This article examines how demotees and co-workers understand involuntary demotion decisions, using a social capital lens. Drawing on data based on semi-structured in-depth interviews from 23 demotees and 46 co-workers (two co-workers of each demoted worker), we find that the likelihood of being demoted is determined by several factors. The personal characteristics of the demotee influence three aspects of social capital: 1) the quality of the employee-management relationship, 2) the ability to socialise with other organizational members and 3) visibility in the organization. Our findings contribute to the relational embeddedness perspective of social capital as well the growing body of literature on the dark side of social capital in organizations by showing how a lack of social capital impacts on demotion decisions. Relevant implications for organizations and HR practitioners for utilizing demotion as a HR tool are discussed.     

Measuring exposure to bullying at work: The validity and advantages of the latent class cluster approach

Abstract

This paper addresses the construct and predictive validity of two methods for classifying respondents as victims of workplace bullying. Although bullying is conceived as a complex phenomenon, the dominant method used in bullying surveys, the operational classification method, only distinguishes two groups: victims versus non-victims. Hence, the complex nature of workplace bullying may not be accounted for. Therefore a latent class cluster approach is suggested to model the data, which was obtained by using the Negative Acts Questionnaire (NAQ) administered to employees in Belgium (n=6,175). Latent class modelling is a method of analysis that does not appear to have been used in occupational health psychology before. In this study, six latent classes emerged: “not bullied,” “limited work criticism,” “limited negative encounters,” “sometimes bullied,” “work related bullied,” and “victims.” The results show that compared to the traditional operational classification method, the latent class cluster approach shows higher construct and higher predictive validity with respect to self-assessments and indicators of strain and well-being at work. The consequences of these results for theory, future research, and practice are discussed.     

Emotional contagion in organizational life

Leveraging the wealth of research insights generated over the past 25 years, we develop a model of emotional contagion in organizational life. We begin by defining emotional contagion, reviewing ways to assess this phenomenon, and discussing individual differences that influence susceptibility to emotional contagion. We then explore the key role of emotional contagion in organizational life across a wide range of domains, including (1) team processes and outcomes, (2) leadership, (3) employee work attitudes, (4) decision-making, and (5) customer attitudes. Across each of these domains, we present a body of organizational behavior research that finds evidence of the influence of emotional contagion on a variety of attitudinal, cognitive, and behavioral/performance outcomes as well as identify the key boundary conditions of the emotional contagion phenomenon. To support future scholarship in this domain, we identify several new frontiers of emotional contagion research, including the need to better understand the “tipping point” of positive versus negative emotional contagion, the phenomenon of counter-contagion, and the influence of computer mediated communication and technology within organizations and society on emotional contagion. In closing, we summarize our model of emotional contagion in organizations, which we hope can serve as a catalyst for future research on this important phenomenon and its myriad effects on organizational life.     

Workplace bullying,perceived job stressors,and psychological distress: Gender and race differences in the stress process

A large body of empirical research documents the adverse mental health consequences of workplace bullying. However, less is known about gender and race differences in the processes that link workplace bullying and poor mental health. In the current study, we use structural equation modeling of survey data from the 2010 Health and Retirement Study (N = 2292) and draw on stress process theory to examine coworker support as a buffering mechanism against workplace bullying, and gender and race differences in the relationships between bullying and psychological distress. The results of the analysis indicate that coworker support serves as a protective buffer against workplace bullying, although the buffering effect is relatively small. We also find that the effects of workplace bullying more heavily impact women and persons of color. Specifically, women and African American individuals in our sample were less protected from the buffering mechanism of co-worker social support.     

20世纪30年代广西对外贸易整治述评

20世纪30年代广西当局对对外贸易进行了整治，采取的主要方式是成立广西出入口贸易处，由省府统制全省主要出口贸易，成立饷捐局，调整税率，限制进口，引导出口，同时鼓励、帮助生产，增加出口，实现自给。这一套综合措施的运用增加了出口，逐渐减少了入超，对稳定广西经济起到了重要作用。     

The Transnational Project and its Implications for Migrant Civil Society in Bangladesh

In Bangladesh, overseas labor migration plays a vital role in the development strategy promoted by government agencies, international donor organizations and civil society organizations. Civil society organizations facilitate the migration process, respond to exploitation facing migrants while overseas and assist migrants upon their return to Bangladesh. Organizations in Bangladesh are pursuing a ‘transnational project,’ whereby their activities, missions, and objectives are now focused around transnational work in order to assist migrants. The transnational project is driven by foreign development agencies and the legitimating actions of local migrant organizations. This paper demonstrates the different ways transnationalism has moved from a radical concept to a banal development practice, by critically analyzing contemporary development practices of migrant civil society organizations in Dhaka, Bangladesh. Also addressed are the implications of the transnational project on migrant organizations, development, and migrant political inclusion, arguing that the transnational project creates new power structures and paradoxes within organizations.     

当代西方国家地方政府组织重组及变革新动向

组织重组是当代西方国家地方政府结构调整的一个重要工具。当代西方国家地方政府的组织重组产生了政策过程理论、新公共管理理论和公共选择理论三种解释性理论。经过组织重组,当代西方国家地方政府建立了一种以规范化、小型化、弹性化和任务化为特征的新型组织结构。这对我国当前地方推进大部制改革与服务型政府建设具有借鉴意义。     

Collecting experimental network data from interventions on critical links in workplace networks

This article describes and discusses challenges associated with interventionist network data gathering in organizational settings, with a special focus on dyadic interventions. While pointing out major risks of these approaches, we argue that collecting data in combination with dyadic network alteration methods can enable social network researchers to explore network mechanisms from a new angle and potentially benefit the members of the targeted social networks and the entire collectives, if certain research design and implementation principles are followed. We introduce a facilitated self-disclosure method for strengthening critical dyads in social networks in combination with longitudinal and retrospective network measurement. We assess the participants’ perceptions of the different stages of this process by qualitative interviews. The study illustrates that experimental network data collection includes some extra challenges in addition to the many challenges of observational network data collection but participants also reported practical benefits that would not be gained through observational network surveys alone. The results highlight the importance of early and continuous communication during the data collection process with all research participants, not just the management, and the benefits of sharing more of the preliminary results. The lessons learnt through this study can inform the design of experimental network data collection to prioritize the preferences of the participants and their benefits.