Can Organizational Practices Inadvertently Silence Potential Whistleblowers?

This study examines how employee perceptions of organizational ethics, safety practices, and manager-subordinate relationships might influence employees’ silence in regards to workplace hazards using a sample of 178 workers in the mining, manufacturing, and petrochemical industries. The findings support a model in which employee perceptions of endangerment by their organization and fear of retaliation for whistleblowing mediate the relationship between manager-subordinate relationships and the practice of withholding negative (and sometimes vital) information from organizational management. Results suggest that even with high quality superior/subordinate relationships, employees may still withhold important information due to the overall perception of the current safety climate

Exploring Touch as a Positive Workplace Behavior

Whereas most research has focused on the negative aspects of touch in the workplace (i.e. sexual harassment), this study focuses upon the positive use of touch. In an effort to explain individual differences in the use of workplace touch, three sequential studies are used to introduce the concepts of workplace touch self-efficacy and workplace touch initiation anxiety. In Study 1 we develop scales to assess the constructs. Study 2 provides an initial examination of the construct validity of the measures developed in Study 1. Results of Study 3 indicate that supervisor reports of touch self-efficacy and physiological touch anxiety are related to subordinate reports of supervisor touch. Additionally, results show that supervisor use of touch is related to several indicators of supervisor social effectiveness. Finally, sex of the supervisor appears to play a role in workplace touch as female supervisors report less touch anxiety, greater touch self-efficacy and more use of touch than male supervisors

Garotas de loja, história social e teoria social [Shop Girls, Social History and Social Theory]

Shop workers, most of them women, have made up a significant proportion of Britain’s labour force since the 1850s but we still know relatively little about their history. This article argues that there has been a systematic neglect of one of the largest sectors of female employment by historians and investigates why this might be. It suggests that this neglect is connected to framings of work that have overlooked the service sector as a whole as well as to a continuing unease with the consumer society’s transformation of social life. One element of that transformation was the rise of new forms of aesthetic, emotional and sexualised labour. Certain kinds of ‘shop girls’ embodied these in spectacular fashion. As a result, they became enduring icons of mass consumption, simultaneously dismissed as passive cultural dupes or punished as powerful agents of cultural destruction. This article interweaves the social history of everyday shop workers with shifting representations of the ‘shop girl’, from Victorian music hall parodies, through modernist social theory, to the bizarre bombing of the Biba boutique in London by the Angry Brigade on May Day 1971. It concludes that progressive historians have much to gain by reclaiming these workers and the service economy that they helped create

Happiness and pro-environmental consumption behaviors

Purpose – This paper employs the theoretical foundations for subjective well-being to examine the impacts of two underlying dimensions of subjective well-being (psychological well-being and social well-being) on pro-environmental consumption behaviors (PECBs). In this research, the moderating role of exposure to positive environmental messages on media in the relationship between subjective well-being and PECBs is also examined. Design/methodology/approach – This research uses a quantitative research method with data collected from an online survey questionnaire posted in Facebook groups related to PECBs in Vietnam. Findings – Psychological well-being and social well-being are found to be separate significant predictors of PECBs. More importantly, exposure to positive environmental messages on media was found to reinforce the impacts of psychological well-being on PECB but not moderate the relationship between social well-being and PECB. Originality/value – This research offers a new insight for encouraging PECB from the perspective of subjective well-being. Different from the extant perspectives, which usually examine subjective well-being as a unidimensional antecedent of PECB, the authors highlight that subjective well-being can influence PECB in two separate dimensions. Moreover, this research extends existing literature by accentuating the role of exposure to environmental messages in the association between different types of social well-being and PECB

Can Do and Reason To: When Are Proactive Employees Willing To Share Negative Information?

Purpose: Information sharing is vital to organizational operations, yet employees are often reluctant to share negative information. This paper aims to gain insight into which employees will be reluctant to share negative information and when by drawing from the proactive motivation literature examining effects of proactive personality and motivational states on individuals’ willingness to share negative information. Design/Methodology/Approach: A cross-sectional design was used, with data collected from a final sample of 393 individuals via an online survey. Hypotheses were tested using correlation and hierarchical multiple regression analyses. Findings: Interactive effects indicate proactive individuals with accompanying high levels of role breadth self-efficacy (“can do”) or high levels of felt responsibility for constructive change (“reason to”) were less likely to be reluctant to share negative information. However, findings also suggest proactive individuals with lower levels of proactive motivation avoid sharing negative information. Originality/Value: The findings extend what is known about personality factors and employee willingness to share information to highlight which employees may be likely to avoid sharing negative information. The authors also examine the moderating influence of proactive motivational states on the relationships between proactive personality and reluctance to share negative information

Don't make me the bad guy : organizational norms, self-monitoring, and the mum effect

Commonly, organizational members faced with giving negative feedback find themselves in an uncomfortable situation and fail to share negative information (e.g., Manzoni, 2002; Harvey et al., 2009). Unfortunately, the failure to communicate bad news or give negative feedback can have disastrous consequences. For instance, in airline crashes, the NTSB (2000) reports that a substantial number of accidents may occur, in part, due to the failure of the co-pilot to speak-up when the captain has made an error. The August, 1997, Korean Air Flight 801 crash is attributed in part to the failure of the co-pilot and engineer to speak up about their awareness of instrument and altitude problems. Pilot errors went unchallenged, and as a result, the crew was unable to correct the flight path in time (NTSB, 2000). However, not all instances of mum lead to such dire ends. Smith, Keil, and Depledge (2001) provide the example of a failed joint venture of Marriott, Hilton, and Budget Rent-a-Car where those operating the failing reservation system reported that important technical and performance problems had not been shared with all parties, thus creating both ethical and financial problems for all involved