Co-worker Social Support and Organisational Identification: does ethnic self-identification matter?

© 2019, Emerald Publishing Limited. This accepted manuscript is deposited under the Creative Commons Attribution Non-commercial International Licence 4.0 (CC BY-NC 4.0). Any reuse is allowed in accordance with the terms outlined by the licence, here: https://creativecommons.org/licenses/by-nc/4.0/. To reuse the AAM for commercial purposes, permission should be sought by contacting [email protected] purpose of this paper is to investigate the role of socially supportive relationships between co-workers in fostering organisational identification (OID). Adopting a Social Identity Theory perspective, the study investigates how employees’ ethnic self-identification (ESI) may influence co-worker social support (CWSS)–OID relationship depending on whether they are indigenes or non-indigenes.Design/methodology/approachRegression analysis was used to examine the relationship between CWSS (independent variable) and OID (dependent variable) at different levels of ESI (moderator variable). Data were collected from 1,525 employees from public and private employers in Nigeria.FindingsFindings supported a positive relationship between CWSS and OID that is moderated by an employee’s ESI. Specifically, the study finds that ESI matters in the strength of CWSS–OID relationship such that the relationship is weaker for indigenes compared to non-indigenes.Practical implicationsAs organisations develop policies that increase the representation of various ethnic groups or other forms of social identities at work, there is need to create an environment that fosters socially supportive relationships among co-workers.Originality/valueThis study contributes to the literature by adding a level of boundary conditions to the overall findings that workplace relationships are important for OID. The study also addresses how employees of different ethnic groups are influenced by the ethnicity of the context prevailing where an organisation is located.Peer reviewedFinal Accepted Versio

The Effects of Variable Work Arrangements on the Organizational Commitment of Contingent Workers

Drawing on social exchange theory and research on organizational commitment, we developed a model of contingent workers’ commitment to two foci: their hiring agencies and the organizations to which they have been assigned. Hypotheses were tested using survey data from 197 contingent workers. We found that commitment to the hiring agency was positively related to pay satisfaction and perceived organizational support from the agency. Commitment to the client organization was positively related to perceived organizational support from the client, co-worker relations, and job satisfaction. Preference for contingent work exhibited a positive relationship with pay and job satisfaction. Holding job and pay satisfaction constant, we found that commitment was negatively related to preference for contingent work. Of the factors studied, perceived organizational support exhibited the largest effect. Implications for theory and practice are discussed

What is the relationship between state sponsored worker co-operatives, local markets and the Ekurhuleni Metropolitan Municipality?

This research report examines the relationship between state-sponsored worker co-operatives, local markets and the Ekurhuleni Metropolitan Municipality (EMM, on the East Rand, South Africa) in the 2000s, to examine how state support impacts upon democracy in worker co-operatives (“co-ops”) more generally. Worker co-ops are democratic and voluntary organisations, simultaneously owned and managed by their members (“co-operators”), have a substantial history in South Africa and elsewhere, and have often been seen as a potential alternative to capitalism. But are they? An extensive literature demonstrates market pressures erode co-op democracy (e.g. Philips): to survive, worker co-ops develop increasingly into capitalist enterprises, which fundamentally challenges notions that co-ops can challenge capitalism. Several commentators (e.g. Satgar) admit this problem, but see the solution in state support, which can purportedly shield worker co-ops from the market, so enabling their democratic content and socialist potential to be maintained. This pro-state approach is tested by examining actually-existing worker co-ops in the EMM, where a number of state-sponsored worker co-ops were established from the 2000s; the two most successful co-ops are the subject of this case study. It is shown that, on the contrary, state sponsorship fostered dependency and subtle (and less subtle) forms of state control over the co-ops. Most of the co-operatives failed to survive, as state control foisted upon them impractical goals (e.g. competition in poor community markets with overwhelming rivals,) while creating additional problems (e.g. failing to allocate marketing budgets) and also undermining co-op democracy (e.g. through imposing external priorities on the co-ops). The co-ops that survived remain trapped between state patronage and the capitalist market: unable to ensure accumulation, they remain dependent on the state, but as a result, are continually pushed by the state back into the market. It is not the South African state’s push to constitute the co-ops as black-run capitalist firms that is crucial to this story, but what this push reveals: state sponsorship was irredeemably linked to state control, and it was state control that enabled the state to force its agenda on iii the co-ops in the first place; an alternative state policy framework would simply change the goals imposed. The hierarchical and elitist class logic of the state is fundamentally incompatible with the popular, self-managed logic of worker co-ops. In short, the findings on the interaction of internal co-op dynamics with the state and open market pressures suggest that democratic worker co-ops are basically fundamentally incompatible with both markets and states. They are also fundamentally incapable of transcending either, as their survival requires either emulating capitalism or embracing the state. Lastly, this research report argues that the erosion of democracy in worker co-ops cannot simply be reduced to external forces (the state, the market), although these play a central role in such erosion. Of the two co-ops examined as case studies, one is characterised by authoritarian decision-making, the other by a fairly democratic practice. A key factor in such divergence were the co-operators’ own political and work cultures. Argued Bakunin: while worker co-ops can play a demonstrative role, challenging authoritarian politics by showing the possibility of workers’ self-management, they cannot provide a transformative role, overcoming capitalism or the state. A state-sponsored worker co-ops movement cannot form the heart of a radical, democratic and working class strategy for fundamental change. To answer the research question, the research asks which factors are important in determining the internal democratic or authoritarian form of the co-ops under study. Two state-sponsored worker co-ops are taken as case studies. The first co-op is characterised by authoritarian decision-making, while the other is characterised experiences democratic decision-making. The findings of the research agree with Philip’s (2006) argument that market factors are important in determining the internal form of a co-op. However, this research clearly shows that while market factors are important, they are by no means the sole determinant of the internal dynamics of a co-op. Non-market factors are equally important in determining the internal form of a co-op

The association between sensitivity, group size and satisfaction

Previous research have looked at the relationship between sensitivity and satisfaction, and between group size and satisfaction. However there appears to be no reported studies that have investigated the interacting effects of group size on the relationship between sensitivity and satisfaction. Data from 257 shop floor workers in a light manufacturing plant in the UK were collected and analysed. Group size was significantly negatively related to satisfaction with co-workers. Statistical tests of hierarchical multiple regression were used to determine the signficance of the interaction terms (sensitivity x group size) on pay and co-worker satisfaction. Support for both hypotheses were obtained. Results suggested that group size significantly moderated the relationship between sensitivity and pay satisfaction, and the relationship between sensitivity and co-worker satisfaction. Linear regression plots showed that the relationship between sensitivity and satisfaction (pay and co-worker) were negative in large groups but positive in small groups

Dorothy Day’s Pursuit of Public Peace through Word and Action

A co-founder of the Catholic Worker Movement, its newspaper, and hospitality houses, the writer Dorothy Day promoted public peace nationally and internationally as a journalist, an organizer of public protests, and a builder of associational communities. Drawing upon Hannah Arendt’s conceptions of the role of speech and action in creating the public realm, this paper focuses on several of Day’s most controversial public positions: her leadership of non-cooperation against Civil Defense drills intended to prepare New York City residents to survive a nuclear war; her urging of Catholics to find common cause with the Cuban revolutionary government; and her support for interracial farming communities in the Southern United States. As Arendt asserts about Rahel Varnhagen’s salon in Berlin, by being public meeting spaces hosted in private houses, Catholic Worker communities fostered egalitarian rather than “agonal” politics. Like Gandhi’s newspapers and ashrams as well as “Occupy” communities such as Zuccotti Park, Day’s newspaper was a center for incubating and implementing social reform. The Catholic Worker provided a place where writers could question the official rhetoric of such conflicts as World War II and the Cold War, put forward different interpretations of unfolding events, and chart possible alternatives to establishment agendas

Pay Inequality, Pay Secrecy, and Effort: Theory and Evidence

We study worker and firm behavior in an efficiency-wage environment where co-workers' wages may potentially influence a worker's effort. Theoretically, we show that an increase in workers' responsiveness to co-workers' wages should lead profit-maximizing firms to compress wages under quite general conditions. Our laboratory experiments, on the other hand, show that --while workers' effort choices are highly sensitive to their own wages-- effort is not affected by co-workers' wages. As a consequence, even though firms in our experiment tended to compress wages when wages became public information, this did not raise their profits. Our experimental evidence therefore provides little support for the notion that inter-worker equity concerns can make wage compression, or wage secrecy, a profit-maximizing policy.

Providing mental health first aid in the workplace: a Delphi consensus study

BACKGROUND: Mental health problems are common in the workplace, but workers affected by such problems are not always well supported by managers and co-workers. Guidelines exist for the public on how to provide mental health first aid, but not specifically on how to tailor one\u27s approach if the person of concern is a co-worker or employee. A Delphi consensus study was carried out to develop guidelines on additional considerations required when offering mental health first aid in a workplace context. METHODS: A systematic search of websites, books and journal articles was conducted to develop a questionnaire with 246 items containing actions that someone may use to offer mental health first aid to a co-worker or employee. Three panels of experts from English-speaking countries were recruited (23 consumers, 26 managers and 38 workplace mental health professionals), who independently rated the items over three rounds for inclusion in the guidelines. RESULTS: The retention rate of the expert panellists across the three rounds was 61.7 %. Of the 246 items, 201 items were agreed to be important or very important by at least 80 % of panellists. These 201 endorsed items included actions on how to approach and offer support to a co-worker, and additional considerations where the person assisting is a supervisor or manager, or is assisting in crisis situations such as acute distress. CONCLUSIONS: The guidelines outline strategies for a worker to use when they are concerned about the mental health of a co-worker or employee. They will be used to inform future tailoring of Mental Health First Aid training when it is delivered in workplace settings and could influence organisational policies and procedures