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Showing papers in "Human Relations in 2014"


Journal ArticleDOI
TL;DR: Workplace mindfulness is positively related to job performance and negatively related to turnover intention, and these relationships account for variance beyond the effects of constructs occupying a similar conceptual space, namely, the constituent dimensions of work engagement (vigor, dedication, and absorption) as mentioned in this paper.
Abstract: In recent years, research on mindfulness has burgeoned across several lines of scholarship. Nevertheless, very little empirical research has investigated mindfulness from a workplace perspective. In the study reported here, we address this oversight by examining workplace mindfulness – the degree to which individuals are mindful in their work setting. We hypothesize that, in a dynamic work environment, workplace mindfulness is positively related to job performance and negatively related to turnover intention, and that these relationships account for variance beyond the effects of constructs occupying a similar conceptual space – namely, the constituent dimensions of work engagement (vigor, dedication, and absorption). Testing these claims in a dynamic service industry context, we find support for a positive relationship between workplace mindfulness and job performance that holds even when accounting for all three work engagement dimensions. We also find support for a negative relationship between workplace mindfulness and turnover intention, though this relationship becomes insignificant when accounting for the dimensions of work engagement. We consider the theoretical and practical implications of these findings and highlight a number of avenues for conducting research on mindfulness in the workplace.

415 citations


Journal ArticleDOI
TL;DR: Workplace flexibility initiatives as a potential remedy for work-life conflicts are the focus of a considerable number of investigations as mentioned in this paper. But despite their contributions, research findings reveal tensions and contradictions in the ways that employees, managers and organizations develop, enact and respond to these flexibility initiatives.
Abstract: Workplace flexibility initiatives as a potential remedy for work–life conflicts are the focus of a considerable number of investigations. Despite their contributions, research findings reveal tensions and contradictions in the ways that employees, managers and organizations develop, enact and respond to these flexibility initiatives. This critical review identifies three primary tensions (variable vs fixed arrangements, supportive vs unsupportive work climates and equitable vs inequitable implementation of policies) that reveal inconsistent and sometimes contradictory findings. We tie these tensions, and the management of them, to an overarching dilemma in implementing workplace flexibility, the autonomy–control paradox. To develop alternatives for handling these tensions, we recommend reframing them through changing organizational cultures, adopting a philosophy of adaptability, customizing work and making workplace flexibility an employee right. We conclude by urging organizations and society to reframe...

210 citations


Journal ArticleDOI
TL;DR: In this article, a theoretical reading inspired by Michel Foucault, diversity is presented as discourse that is not independent of the particular research exercise of which it is part but, rather, remains contingent on the prevailing forms of knowledge and choices made by researchers.
Abstract: This article joins recent critical diversity studies that point to an urgent need to revitalize the field, but goes further by showing the inherent contextual issues and power relations that frame existing contributions. Based on a theoretical reading inspired by Michel Foucault, diversity is presented as discourse that is not independent of the particular research exercise of which it is part but, rather, remains contingent on the prevailing forms of knowledge and choices made by researchers. By attending to more refined understandings of power and context within diversity discourse, this article makes visible and calls into question the categorization and normalization of diversity and its management. It contributes to existing research by suggesting that the knowledge produced by mainstream and critical diversity scholars alike is biopolitical and governmental. To do diversity research differently or ‘otherwise’ requires finding ways to develop theorizations and practices that turn this modality of power against itself.

155 citations


Journal ArticleDOI
TL;DR: This article developed a theory of the identity of the middle manager using a theoretical framework offered by the philosopher Judith Butler and empirical material from focus groups of middle managers discussing their work using personal pronoun analysis to analyse the identity work they undertake while talking between themselves.
Abstract: Middle managers occupy a central position in organizational hierarchies, where they are responsible for implementing senior management plans by ensuring junior staff fulfil their roles. However, explorations of the identity of the middle manager offer contradictory insights. This article develops a theory of the identity of the middle manager using a theoretical framework offered by the philosopher Judith Butler and empirical material from focus groups of middle managers discussing their work. We use personal pronoun analysis to analyse the identity work they undertake while talking between themselves. We suggest that middle managers move between contradictory subject positions that both conform with and resist normative managerial identities, and we also illuminate how those moves are invoked. The theory we offer is that middle managers are both controlled and controllers, and resisted and resisters. We conclude that rather than being slotted into organizational hierarchies, middle managers constitute th...

151 citations


Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship between fun and employee turnover and found that coworker socializing and manager support for fun were significantly related to turnover, and constituent attachment was found to mediate the relationship.
Abstract: Extending the growing body of research on fun in the workplace, this article reports on a study examinining the relationship between fun and employee turnover. Specifically, this research focused on the influence of three forms of fun on turnover – fun activities, coworker socializing and manager support for fun. With a sample of 296 servers from 20 units of a national restaurant chain in the US, coworker socializing and manager support for fun were demonstrated to be significantly related to turnover. In addition, constituent attachment was found to mediate the relationship between each of the three forms of fun and turnover. This research highlights that not all types of fun are equal and demonstrates that one of the key means through which fun influences retention is by facilitating the development of high quality work relationships.

113 citations


Journal ArticleDOI
TL;DR: The authors analyzed how men incarcerated in Helsinki Prison managed, through talk, their stigmatized identities as prisoners and identified three strategies: "appropriation" of the label "prisoner", claiming coveted social identities, and representing oneself as a "good" person.
Abstract: We analyse how men incarcerated in Helsinki Prison managed, through talk, their stigmatized identities as prisoners. Three strategies are identified: ‘appropriation’ of the label ‘prisoner’; claiming coveted social identities; and representing oneself as a ‘good’ person. The research contribution we make is to show how inmates dealt with their self-defined stigmatized identities through discourse, and how these strategies were effects of power. We argue that stigmatized identities are best theorized in relation to individuals’ repertoires of other (non-stigmatized) identities that they may draw on to make supportive self-claims. Prisoners, like other kinds of organizational participants, we argue, often have considerable scope for managing diverse, fragile, perhaps even contradictory, understandings of their selves.

113 citations


Journal ArticleDOI
TL;DR: In this article, the authors draw on Luce Irigaray's work to highlight the dangers inherent in masculine discourses of materiality and argue that this turn to materiality may further embed gender discrimination.
Abstract: There is increasing recognition in management and organization studies of the importance of materiality as an aspect of discourse, while the neglect of materiality in post-structuralist management and organization theory is currently the subject of much discussion. This article argues that this turn to materiality may further embed gender discrimination. We draw on Luce Irigaray’s work to highlight the dangers inherent in masculine discourses of materiality. We discuss Irigaray’s identification of how language and discourse elevate the masculine over the feminine so as to offer insights into ways of changing organizational language and discourses so that more beneficial, ethically-founded identities, relationships and practices can emerge. We thus stress a political intent that aims to liberate women and men from phallogocentrism. We finally take forward Irigaray’s ideas to develop a feminist ecriture of/for organization studies that points towards ways of writing from the body. The article thus not only ...

105 citations


Journal ArticleDOI
TL;DR: In this article, the authors present a framework that accords key roles to research on occupational stigma consciousness and the verification of employees' self-views to understand employees' responses to occupational stigmatization.
Abstract: Despite the growing number and importance of service occupations, we know little about how jobholders’ perceptions of societal stigmas of service jobs influence their identification with and attitudes towards work. The present study presents a framework that accords key roles to research on occupational stigma consciousness and the verification of employees’ self-views (i.e. core self-evaluations) to understand employees’ responses to occupational stigmatization. Survey responses from call center employees revealed a negative relationship between occupational stigma consciousness and occupational identification and work meaningfulness and a positive relationship between occupational stigma consciousness and organizational production deviant behaviors for employees who have a positive self-view. Opposite patterns of results surfaced for employees who have a lower positive self-view.

105 citations


Journal ArticleDOI
TL;DR: In this article, the authors examined the impact of paternalistic leadership behaviors, including authoritarian, benevolent and moral leadership, and information sharing on employee voice and whether information sharing moderates the effects.
Abstract: The study examined the impact of paternalistic leadership behaviors, including authoritarian, benevolent and moral leadership, and information sharing on employee voice and whether information sharing moderates the effects. Using a sample of 286 leader–follower dyads collected from a manufacturing firm, the results indicated that authoritarian leadership was negatively, and moral leadership positively, associated with employee voice. Also, the positive relationship between moral leadership and employee voice was stronger when employees received higher levels of information sharing. Implications for theory and practice are discussed.

103 citations


Journal ArticleDOI
TL;DR: A review article suggests the English publication of Foucault's lectures on biopower, The Birth of Biopolitics (2008), might be useful for extending our understandings of how organizational power relations have changed over the last 20 years as mentioned in this paper.
Abstract: This review article suggests the English publication of Foucault’s lectures on biopower, The Birth of Biopolitics (2008), might be useful for extending our understandings of how organizational power relations have changed over the last 20 years. Unlike disciplinary power, which constrains and delimits individuals, the concept of biopower emphasizes how our life abilities and extra-work qualities (bios or ‘life itself’) are now key objects of exploitation – particularly under neoliberalism. The term biocracy is introduced to analyse recent reports on workplace experiences symptomatic of biopower. Finally, the conceptual weaknesses of biopower for organizational theorizing are critically evaluated to help develop the idea for future scholarship.

101 citations


Journal ArticleDOI
TL;DR: The authors argue that the insights of social neuroscience are one of a number of convergent building blocks that together point toward the need for a more embodied and socially situated view of cognition in management and organizations.
Abstract: Stimulated by the growing use of brain imaging and related neurophysiological techniques in psychology and economics, scholars have begun to debate the implications of neuroscience for management and organization studies (MOS). Currently, this debate is polarizing scholarly opinion. At one extreme, advocates are calling for a new neuroscience of organizations, which they claim will revolutionize understanding of a wide range of key processes, with significant implications for management practice. At the other extreme, detractors are decrying the relevance of neuroscience for MOS, primarily on philosophical and ethical grounds. The present article progresses this debate by outlining an intermediate, critical realist position, in which the insights of social neuroscience are one of a number of convergent building blocks that together point toward the need for a more embodied and socially situated view of cognition in management and organizations.

Journal ArticleDOI
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TL;DR: In this paper, a negative ontology of leadership is proposed, one in which absence, ideological practices and the operation of empty signifiers form the basis for empirical investigation and critical reflection.
Abstract: Drawing on recent critical debates concerning the ontology of leadership, this article outlines a radical rethinking of the concept – not as the study of heroic individuals, skilled practitioners, collaborators or discursive actors – but as the marker of a fundamental and productive lack; a space of absent presence through which individual and collective desires for leadership are given expression. Where current critical debates tend to oscillate between variants of the physical and the social in their analyses, this article considers the potential for a negative ontology of leadership; one in which absence, ideological practices and the operation of empty signifiers form the basis for empirical investigation and critical reflection.

Journal ArticleDOI
TL;DR: In this article, two types of respect are identified: appraisal respect is based on individual characteristics and recognition respect based on being human and having rights, and they have different effects on self-esteem and therefore affect attitudes and behaviors differently.
Abstract: Organizational scholars have invoked the concept of respect and relegated it as a common sense, under-specified construct. This article analyzes the notion of respect by drawing on philosophy and defines respectful behavior as the manifestation of believing another person has value. Two types of respect are identified: appraisal respect is based on individual characteristics, and recognition respect is based on being human and having rights. In the organizational context, appraisal respect is acknowledgement of work performance and recognition respect is the quality of interpersonal treatment. This article presents a new theoretical framework that juxtaposes these two types of respect to model how they have different effects on self-esteem and therefore affect attitudes and behaviors differently. This model allows future research in the organization sciences to invoke respect more precisely, especially organizational justice and leadership research that explicitly or implicitly use concepts of respect.

Journal ArticleDOI
TL;DR: In this article, the authors studied 54 geographically dispersed teams that all relied exclusively on ICT (with minimal to no face-to-face interactions) for coordination in order to control for the effect of the level of reliance.
Abstract: Increasingly, geographically dispersed teams are relying exclusively on sophisticated information and communication technologies (ICTs) to coordinate their knowledge. Current research argues that the reliance on the technology (versus face-to-face) for communication may inhibit geographically distributed team performance. In contrast, we argue that previous research associates negative performance effects with the level or degree of exclusive reliance on ICT without regard to the specific form or ways in which team members use ICT. We hypothesize that teams will be more successful when they use ICT to specifically facilitate the situational awareness needs created by their teams’ composition and task. We studied 54 geographically dispersed teams that all relied exclusively on ICT (with minimal to no face-to-face interactions) for coordination in order to control for the effect of the level of reliance on ICTs. Our multi-source/multi-method study demonstrates that the form of use can have a positive associ...

Journal ArticleDOI
TL;DR: In this paper, the authors provide an empirical test of whether trust and distrust can co-exist in the mind of an employee by using a concurrent mixed-method design incorporating a structured card sort and in-depth interviews.
Abstract: This paper provides an empirical test of whether trust and distrust can co-exist in the mind of an employee. Two interrelated questions are considered: firstly, whether trust and distrust judgements are ‘symmetrical’ or whether they can occur ‘simultaneously’ as separate constructs; and, secondly, whether trust and distrust judgements entail the same or conceptually different expectations as revealed in their expressions and anticipated manifestations. Using a concurrent mixed-method design incorporating a structured card sort and in-depth interviews, data were collected from 56 participants in two organisations. The card sort findings offer little support for the co-existence of trust and distrust, but suggest they could be separate constructs. Interview data indicates that participants do perceive trust and distrust as entailing different sets of expectations and having different manifestations, providing some support for the ‘separate constructs’ thesis. We also find evidence of two new combinations of weak levels of trust and distrust not previously specified. The findings highlight how employees’ trust and distrust judgements are shaped, in part, by managerial actions and policies relating to quality of communication and job security. They also emphasise how, when employees are distrustful, differing practice interventions may be needed to reduce distrust than those used build trust.

Journal ArticleDOI
TL;DR: In this paper, the authors developed a theoretical analysis of when and how expressions of anger and happiness generate symmetrical versus asymmetrical effects in negotiations and leadership, and support their analysis with a review of empirical research on the interpersonal effects of emotions.
Abstract: Emotions have a pervasive impact on organizational behavior. They do not just influence people’s own actions; when expressed, emotions may also exert influence on other organization members who perceive the expressions. Sometimes emotional expressions have ‘symmetrical’ effects, in that positive expressions yield advantageous outcomes for the expresser, while negative expressions produce disadvantageous outcomes. In other cases effects are ‘asymmetrical’, such that negative emotional expressions generate beneficial outcomes for the expresser, while positive expressions produce detrimental outcomes. Drawing on Emotions as Social Information (EASI) theory, I develop a theoretical analysis of when and how expressions of anger and happiness generate symmetrical versus asymmetrical effects. I support my analysis with a review of empirical research on the interpersonal effects of anger and happiness in negotiations and leadership. This review permits two general conclusions: (1) symmetrical effects of anger and...

Journal ArticleDOI
TL;DR: In this paper, the authors consider how and why people work with difficult emotions, and how the handling of difficult and burdensome emotions, which are often written out of rational accounts of work, is outsourced to others who act as society's agents in the containment of emotional dirt.
Abstract: This article considers how and why people work with difficult emotions. Extending Hughes’ typology of the physical, social and moral taints that constitute ‘dirty work’, the article explores the nature of a previously neglected and undefined concept, emotional dirt. Drawing on data from a situated ethnographic study of Samaritans, we consider how the handling of difficult and burdensome emotions, which are often written out of rational accounts of work, is outsourced to others who act as society’s agents in the containment of emotional dirt. We provide the first explicit definition of emotional dirt, and contribute an extension to the existing tripartite classification of occupational taint. Moreover, in naming emotional dirt we seek to open up a sphere of research dedicated to understanding its emergence, nature and relational effects. To this end, we demonstrate how taint emerges as a sociological consequence of the performance of emotional labour as emotional dirty work, while considering how managemen...

Journal ArticleDOI
TL;DR: In this article, the authors discuss how high-tech entrepreneurial identities are constructed in conjunction with place-based "transcendent" and "locale-specific" discourses, and demonstrate that place both shapes and constrains the possibilities for constructing an ideal entrepreneurial self.
Abstract: Entrepreneurship research has begun to examine the construction of an occupational identity for entrepreneurs, arguing that this identity is intersected by a variety of discourses, including gender, class and race/ethnicity. Yet, these studies only partially account for the myriad ways that entrepreneurial identity, and occupational identity more broadly, may manifest across the US or globally. In this article, we discuss how high-tech entrepreneurial identities are constructed in conjunction with place-based ‘transcendent’ and ‘locale-specific’ discourses. Empirical results from two studies of high-tech entrepreneurs in the western US demonstrate that place both shapes and constrains the possibilities for constructing an ‘ideal entrepreneurial self’. The implications of our research suggest: (i) the importance of ‘relocating place’ to understand the regional shaping of entrepreneurial identity and occupational identity; (ii) the significance of place serving as a rich organizing discourse for studies of ...

Journal ArticleDOI
TL;DR: This article examined correlations between dimensions of work-nonwork conflict (worktononwork and nonwork-to-work conflict) and burnout subscales (exhaustion, depersonalization/cynicism), with a special emphasis on the role of moderating variables.
Abstract: This study meta-analytically examines correlations between dimensions of work–nonwork conflict (work-to-nonwork and nonwork-to-work conflict) and burnout subscales (exhaustion, depersonalization/cynicism), with a special emphasis on the role of moderating variables. The meta-analysis is based on 220 coefficients from 91 samples with a total of 51,700 participants and employs a random-effects model. Primary studies relied on samples of working adults from different cultural backgrounds. Our results revealed that both directions of work–nonwork conflict were strongly related to emotional exhaustion as well as to cynicism (ρ between .34 and .61). The correlations were shown to be moderated differentially by gender, age, marital and parental status as well as by cultural background. Meta-analyses based on primary studies with multi-wave designs indicated that work interfering with nonwork and exhaustion have equal reciprocal effects when considering zero-order correlations. However, within meta-analytical str...

Journal ArticleDOI
TL;DR: In this paper, the authors use the case of the market for CSR consultancy in Quebec to make visible the hand of management consultants in the creation of markets for virtue, focusing on three distinctive roles of CSR consultants as social and environmental issues translators, market boundary negotiators and responsive regulation enactors.
Abstract: Although the resurgence of Corporate Social Responsibility (CSR) has been described as the development of ‘markets for virtue’, little is known about the social construction of CSR markets. Prior works either focus on the economic potential of these markets or criticize the social commodification they reflect, denying them any virtue other than generating profit or maintaining the capitalist status quo. This article uses the case of the market for CSR consultancy in Quebec to make ‘visible’ the hand of management consultants in the creation of markets for virtue. Building on interviews with 23 consultants and secondary data, we relate three narrative accounts that highlight complementary facets of the construction of the market for CSR consultancy. Our narratives shed light on three distinctive roles of CSR consultants as social and environmental issues translators, market boundary negotiators and responsive regulation enactors. These roles clarify the regulative dynamics underlying CSR commodification and advance our understanding of consultancy work in the CSR domain.

Journal ArticleDOI
TL;DR: In this article, the authors examined the role of within-team competition (i.e., team hypercompetition and team development competition) in a team process and empirically tested a model that associates team collectivism as the antecedent of within team competition, and knowledge sharing and team flexibility as the outcomes.
Abstract: This study examines the role of within-team competition (i.e. team hypercompetition and team development competition) in a team process. We developed and tested a model that associates team collectivism as the antecedent of within-team competition, and knowledge sharing and team flexibility as the outcomes. The model was empirically tested with data from 141 knowledge-intensive teams. The empirical findings showed that team collectivism had a positive relationship with team development competition and a negative relationship with team hypercompetition. Regarding the outcomes, team development competition and team hypercompetition had an indirect relationship with knowledge sharing and team flexibility through team empowerment. We offer a number of original contributions to the team effectiveness literature, especially by showing that team hypercompetition and team development competition have different impacts on team knowledge sharing and team flexibility.

Journal ArticleDOI
TL;DR: In this paper, the authors explore the value of the term "partnership" in international development with an empirical focus on the African context and issues of equality in relations between international and national non-governmental organizations (NGOs) that are routinely characterized as partnerships.
Abstract: ‘Partnership’ is a buzzword for agents delivering policy solutions, funding and implementation strategies for effective international development. We call such an ensemble of policies and practices the ‘partnership discourse’. We explore the value of the term ‘partnership’ in international development with an empirical focus on the African context and issues of equality in relations between international and national non-governmental organizations (NGOs) that are routinely characterized as partnerships. The results of our research in Uganda indicate that a hiatus exists between the rhetoric and reality of such partnerships. Partnerships on the ground reproduce relations of inequality characterized by subordination and oppression. The retroductive explanation we offer for such an emergent picture is to recast partnerships not as neutral management tools, but as political processes actualized in a terrain that is contested and uneven. Our theoretical contribution is to develop a political theorization of interorganizational relations that allows us to explore the social consequences, specifically on inequality, associated with the partnership discourse. Our substantive contribution is to elaborate the value of the term ‘partnership’ in the international development domain. Its value is to smooth over antagonism and co-opt dissent by proposing a solution to effective development that is both ethically and managerially good.

Journal ArticleDOI
TL;DR: In this article, the authors study emotional processes associated with the project management discourse and argue that this discourse is invoked in ways that lead individuals to internalize emotional states related to chaos and anxiety, while ascribing feelings of certainty and confidence to external organizational norms and procedures.
Abstract: In this article, we study emotional processes associated with the project management discourse. Employing a constructionist approach where emotions are experienced within an ordering discursive context, the study identifies four distinct emotional processes associated with the invocation of the project management discourse in daily work practices. From a study of theatre and opera house employees, we suggest that the project management discourse tends to normalize feelings of rigidity and weariness in project-based work, while emphasizing projects as extraordinary settings creating thrill and excitement. Moreover, we argue that this discourse is invoked in ways that lead individuals to internalize emotional states related to chaos and anxiety, while ascribing feelings of certainty and confidence to external organizational norms and procedures. The study highlights how employees construct project-based work as a promise of exciting adventures experienced under conditions of rational control, but also how the negative and suppressed aspects of project-based work are constructed as inevitable and to be endured. Through these emotional processes, the project management discourse is sustained and reinforced.

Journal ArticleDOI
TL;DR: This article examined the relationship between community embeddedness and work outcomes (e.g., job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships.
Abstract: The article examines the relationship between community embeddedness and work outcomes (e.g. job motivation, networking behavior, and organizational identification) and the mediating role that organizational embeddedness plays in those relationships. We draw upon conservation of resources theory to explain this mediating effect. Data were collected from 338 employees from multiple organizations at three points in time over a ten-month period; this design allowed us to use latent growth modeling to examine the relationships among changes in the independent, mediating, and outcome variables over time. Results from latent growth modeling analyses generally supported the proposed model. Although community embeddedness has been somewhat marginalized in recent empirical research on organizational embeddedness, this article highlights that it is indeed relevant in predicting job attitudes and job behaviors.

Journal ArticleDOI
TL;DR: Li et al. as discussed by the authors found that hierarchical organizational space is not just something that is imposed on employees; it is also imposed by the employees themselves, and that hierarchical space proliferates as employees actively seek out signs of hierarchy in the organization's space; it becomes familiarized as employees fabricate and circulate fanciful narratives about their spatial environs; and it is ritualized by employees acting out hierarchical relations across the organizational space.
Abstract: Recent studies highlight how organizational power relations are materialized in space. However, relatively little is known about how these spatialized power relations are reproduced on a day-to-day basis. Drawing on a ten-month ethnographic study of a large government office in China, we find that hierarchical space is produced through three intertwined processes. It proliferates as employees actively seek out signs of hierarchy in the organization’s space; it becomes familiarized as employees fabricate and circulate fanciful narratives about their spatial environs; and it is ritualized by employees acting out hierarchical relations across the organization’s space. These processes resulted in a hardening of the hierarchical relations of power. The study extends the existing literature by showing how hierarchical organizational space is not just something that is imposed on employees; it is also imposed by the employees themselves.

Journal ArticleDOI
TL;DR: In this article, the authors develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units, and they integrate the respective literatures on religion studies (e.g. Hicks, 2003), identity-disclosure, and diversity within organizational groups.
Abstract: Responding to Jackson and Joshi’s (2011) call for specific models of the effects of particular diversity types and against the backdrop of the rising desire for the public expression of religious identities in the workplace (Hicks, 2003), we develop a framework that systematically explores when and how the expression of diverse religious identities induces relational conflicts in organizational units. In developing this framework, we integrate the respective literatures on religion studies (e.g. Hicks, 2003), identity-disclosure (e.g. Ragins, 2008) and diversity within organizational groups (Jackson and Joshi, 2011). Our framework specifies three paths whereby the public expression of diverse religious identities can engender relational conflicts. As mediators, we discuss perceivers’ attribution of proselytism and religious discrimination, as well as identity threats. Moreover, we examine the moderating roles of actors’ and perceivers’ religious fundamentalism, perceivers’ religious identity salience and ...

Journal ArticleDOI
TL;DR: In this paper, the authors explore the topic of when it can be good to feel bad and bad to feel good in the context of management and organizational studies. And they demonstrate both theoretically and empirically that appreciating these asymmetrical relationships holds considerable promise for enhanced understanding of a range of Management and organizational phenomena, ranging from leadership and followership to emotional labor and dirty work.
Abstract: Within the field of Management and Organizational Studies, we have noted a tendency for researchers to explore symmetrical relationships between so-called positive discrete emotions or emotion-infused concepts and positive outcomes, and negative emotions or emotion-infused concepts and negative outcomes, respectively. In this Special Issue, we seek to problematize this assumption (without aiming to entirely discard it) by creating space for researchers to study what we term asymmetrical relationships. In particular, we explore the topic of when it can be good to feel bad and bad to feel good. The articles presented in this forum demonstrate both theoretically and empirically that appreciating these asymmetrical relationships holds considerable promise for enhanced understanding of a range of management and organizational phenomena, ranging from leadership and followership to emotional labor and dirty work. These unique theoretical and empirical insights have important relevance for organizational practice.

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between customer sexual harassment and service performance by focusing on the mediating role of difficulty in maintaining display rules and the moderation role of traditionality.
Abstract: Despite researchers’ increasing attention on customer sexual harassment, few studies have investigated its effects on the service performance of frontline employees. This study examined the link between customer sexual harassment, as perceived by frontline employees, and their service performance by focusing on the mediating role of difficulty in maintaining display rules and the moderating role of traditionality. The results from a field survey of 359 supervisor–subordinate dyads in a chain of restaurants in China provided evidence that difficulty in maintaining display rules mediates the negative relationship between customer sexual harassment and service performance. In addition, Chinese traditional values attenuate the relationship between customer sexual harassment and difficulty in maintaining display rules and the mediating effect of difficulty in maintaining display rules. Implications for theory, research and management practice are discussed.

Journal ArticleDOI
TL;DR: In this paper, Homi Bhabha's theoretical framework on translation and hybridity is applied to understand how recipient NGO workers experience western forms of accountability, such as English-written reports.
Abstract: This article critiques the international development sector by questioning the role of western reporting practices in establishing accountability between non-western stakeholders Homi Bhabha’s theoretical framework on translation and hybridity is applied to understand how recipient NGO workers experience western forms of accountability, such as English-written reports Drawing on ethnographic research carried out in an Indian NGO, three key findings are outlined First, reporting subjugates local knowledge leading to workers experiencing disempowerment Second, reporting in English can give workers a sense of accomplishment precipitating more positive associations with accounting in a western language Third, workers produce hybrid accounts in response to top-down reporting practices that intermingle donor and local trust-building practices These hybrid accounts are constituted within multifarious power dynamics, including caste, gender and social status In conclusion, reporting is highlighted as refle

Journal ArticleDOI
TL;DR: The authors further develops the role of international regulative institutions in managing work and family role boundaries, including the consequences of their omission in the current literature for individual employees, organizations and the fit between them.
Abstract: With the changing demographics of the labor force, management of work and family role boundaries has become an important area of research. However, the literature surrounding boundary theory – one of the most prevalent theories of work–family role management – has evolved too narrowly. Although early boundary theory development acknowledged the importance of higher level social institutions, they have been largely omitted from the current research, which is predominantly individual-focused. The present article further develops the role of international regulative institutions in managing work and family role boundaries, including the consequences of their omission in the current literature for individual employees, organizations and the fit between them.