It is a high cost to carry a university into the ranks of world-class institutions. The author argues that putting too much stress on attaining world-class status may harm an individual university or an academic system. Meanwhile he as well recommends a more realistic and objective strategy, which is for focusing on building "national" or "regional-class" academic institutions with closely related to economy and social of the country or this region, and not blindly pursuing world-class status.

The costs and benefits of world-class universities

Most models of negative workplace behaviors (NWB) are individual in nature, focusing on individual attitudes (e.g., satisfaction) and general workplace perceptions (e.g., procedural justice) that motivate NWB. Less commonly considered are explorations of relationally based negative workplace behaviors-how NWB from Party A is related to reciprocation of NWB from Party B. Based on 2 competing conceptualizations in the literature, that behavior is reciprocated "in-kind" in an eye for an eye exchange or that behavior tends to escalate or spiral over time, we develop a framework for negative reciprocity that considers NWB in terms of severity, activity, and target. This framework addresses (a) whether Party A's NWB is associated with behavior of a similar or greater level (i.e., activity and severity) from Party B; and (b) whether Party B's reciprocating behavior is directed back at Party A (i.e., direct) or transferred onto others (i.e., displaced). We meta-analytically test these relationships with 246 independent samples (N = 96,930) and find strongest support for relationships indicating that NWB from Party A is largely returned in-kind, followed closely by relationships indicative of escalation. We also found that as the frequency of Party A's NWB increases, so too does the frequency of reciprocity behavior of equal levels. Surprisingly, differences related to the target of the behavior as well as differences based on whether the data were cross-sectional or longitudinal were generally negligible. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

An eye for an eye? A meta-analysis of negative reciprocity in organizations.

Previous literature on disputing and legal mobilization suggests that stigmatized, self-blaming, and/or vulnerable populations often face insurmountable barriers to naming a situation as injurious and claiming redress. Contrary to what one would expect from this literature, prisoners in the United States—among the most stigmatized and vulnerable of populations—file tens of thousands of grievances annually. To explore this apparent paradox, we draw on an unprecedented data set comprised of interviews with a random sample of 120 men in three California prisons. Our data reveal that these prisoners are willing and able to name problems, and most of them have filed at least one grievance. While some expressed self-blame and most said there was retaliation for filing a grievance, the majority overcame these impediments to filing. We argue that the context of prison—a total institution in which law is a hypervisible force—enhances this form of legal mobilization by prisoners, trumping the social and psychological factors that the context otherwise produces and that in other populations tamp down claims making. The pattern of these prisoners' claims, however, reveals that they are by no means immune to the countervailing pressures. While staff disrespect was named frequently as a problem in prison, grievances against staff were relatively rare. In concluding, we note that the U.S. Supreme Court recently found California prisons violate the Eighth Amendment's ban on cruel and unusual punishment, a finding that reveals the inadequacy of the inmate appeals system despite prisoners' repeated efforts to hold the state accountable.

Inside the pyramid of disputes: Naming problems and filing grievances in California prisons

An Exploration of Academic Staff's Organizational Citizenship Behavior and Counterproductive Work Behavior in Relation to Demographic Characteristics

The purpose of this paper is to highlight the concept deviant workplace behavior through review of previous studies on deviance workplace behavior area and understand the dynamics of deviant workplace behavior. The first, the researcher discuss the need for research in deviance workplace behavior of employees especially to understand the impact of various factors on deviant workplace behavior. Secondly, the research carried out with the review of previous literature from the area of deviance workplace behavior and presents the summary on review of the literature relevant antecedents of deviant workplace behavior and prevalence cost of DWB. The third, the current study is totally based on the secondary source of data based on various journal referred and collected from various websites. Finally, the study presents its implications, the future directions and its limitation and conclusion of the study with respect to deviant workplace behavior in public organizations.

/pdf/a-systematic-review-on-the-deviant-workplace-behavior-2n72xvmk3i.pdf

A Systematic Review on the Deviant Workplace Behavior

Counterproductive behavior at workplace has emerged as a major area of concern for researchers, theorists and managers in organizations due to its heavy cost and disruptive nature. Every organization thus endeavors to limit the effects and pervasiveness of these detrimental behaviors. This research investigates the magnitude of counterproductive work behaviors in a group of 400 blue collar and white collar workers. Three selfreported instruments used in this study are, Minnesota Job Satisfaction Scale, the Interpersonal Conflict Scale (ICAW) and the Counterproductive Work Behavior Checklist (CWB-C). Results are deduced by applying several techniques of descriptive and inferential statistics such as mean rank analysis, independent samples t-test, Pearson correlation and regression. Results show that a statistically significant difference exists in the magnitude of counterproductive work behaviors (CWBs) in blue and white collar workers. A high degree of job satisfaction and minimal degrees of interpersonal conflicts and counterproductive work behaviors are found in white collar workers. While, low level of job satisfaction and high degrees of interpersonal conflicts and counterproductive work behaviors are reported in blue collar workers. The results of the study also bring forward the predictability of CWB on the basis of the magnitude of interpersonal conflicts and job satisfaction. It is concluded that the job satisfaction has a diminishing effect on counterproductive behaviors.

https://www.econstor.eu/bitstream/10419/188101/1/pjcss134.pdf

Counterproductive behavior at work: A comparison of blue collar and white collar workers

Extant research has shown that experiencing incivility and ostracism can increase the risk of emotional exhaustion, however, lesser is known about the factors that mitigate such risk. Framed through the conservation of resources theory, this study identifies and tests the hitherto unexplored moderating role of self-compassion in the relationships between workplace incivility and emotional exhaustion, and workplace ostracism and emotional exhaustion. A total of 310 employees working in the service-sector organizations (higher education institutions, banks, and telecom companies) in Pakistan participated in this cross-sectional study. While workplace incivility and workplace ostracism were positively correlated with emotional exhaustion, self-compassion was negatively correlated with workplace incivility, workplace ostracism, and emotional exhaustion. Results further revealed that self-compassion moderated the workplace incivility–emotional exhaustion and workplace ostracism–emotional exhaustion relationships such that people high in self-compassion felt less emotionally exhausted. The findings indicate that there is potential value in developing self-compassion, for which a number of interventions are discussed.

Workplace mistreatment and emotional exhaustion: The interaction effects of self-compassion

Building upon the relational perspective of employee attitudes and behaviors, we built and tested a causal model to demonstrate the relationship dynamics of burnout, turnover intentions and workplace incivility perceptions. A sample of 237 professionals from 6 major telecom companies participated in this cross-sectional study. A self-reported questionnaire was administered to guage participants’ perceptions regarding burnout, turnover intentions and workplace incivility. This study concludes that the perceptions of burnout, through workplace invility, provoke turnover intentions. This finding is a significant addition to existing body of literature on burnout, turnover intentions and workplace incivility.

/pdf/relationship-dynamics-of-burnout-turnover-intentions-and-3dtaykmgto.pdf

Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions

This paper analyzes and evaluates the hypothetical imperatives, suggested by the educators, educationists and others about the quality of teaching and learning in higher education so that asset of standards to ascertain the quality may be developed. In this paper special attention has been given to the strategies for translating the imperatives into valid and reliable instruments and procedures for making judgments about the quality referred above. Besides, the paper reviews the efforts of higher education commission to change and stream line the method and materials of private and public institutions of higher education with special reference to teaching and learning. Since many of the recognized public and private universities of Pakistan give affiliation to the private colleges who offer undergraduate and graduate programs of studies, their affiliation policies and procedures have also been discussed and debated in the paper with a view to suggest ideas to check and streamline the classroom activities and procedures of such institutions. A very important feature of the paper is the role of the raters of teaching learning and the influence of their personal and professional characteristics on their judgments. In the end a set of standards and associated procedures to evaluate the teaching and learning situation of the universities and degree awarding institutions of Pakistan have been proposed.

http://journal.buitms.edu.pk/j/index.php/bj/article/download/141/125

Quality Assurance: The Standards for Teaching and Learning in Higher Education Institutions of Pakistan

While the performance consequences of workplace ostracism (WO) have been examined in many studies, relatively little is known about WO's relationship with work effort (WE), which is a vital part of the performance domain. Moreover, the literature is largely silent regarding how WO translates into reduced effort and when such effects are less likely. The purpose of the study is to bridge these gaps. Specifically, the paper examines the relationship between WO and WE, taking into account the mediating role of emotional exhaustion (EE) and the moderating role of work centrality (WC).,Data for the study came from an online survey of 310 full-time employees of service-sector organizations in Pakistan. The PROCESS macro, a robust computational tool for research models involving both mediating and moderating mechanisms, was used for analysis.,WO was found to be a risk factor for organizations in that it not only induces/aggravates strain in employees, but also hampers them in expending effort in given roles. Findings further highlight that the negative relationship between WO and WE is mediated by EE and moderated by WC.,Owing to the cross-sectional data and correlational research design, the study has limited power to make causal inferences about the relationships between the constructs (e.g. WO and WE). Further, the study is conducted in a collectivist culture where people are particularly sensitive to WO; it is, therefore, possible that the strength of relationships between the constructs might differ in individualistic cultures.,Apart from informing management practices in relation to minimizing the occurrence of WO, the study also offers valuable insights into how employees can protect themselves from the negative effects of WO.,The study is among the very few empirical works that simultaneously explicate how and when WO jeopardizes employees' WE.

Anjum Parvez

Papers

Counterproductive behavior at work: A comparison of blue collar and white collar workers

Workplace mistreatment and emotional exhaustion: The interaction effects of self-compassion

Relationship Dynamics of Burnout, Turnover Intentions and Workplace Incivility Perceptions

Quality Assurance: The Standards for Teaching and Learning in Higher Education Institutions of Pakistan

Understanding how and when workplace ostracism jeopardizes work effort