...Wladislaw Rivkin, Stefan Diestel, Klaus-Helmut Schmidt* The positive relationship between servant leadership and employees’ psychological health: A multi-method approach** Servant leadership is thought to encourage socially responsible and moral behaviors. In the present article, we test the positive relationship between servant leadership and employees’ psychological health. We argue that servant leadership is positively related to employees’ health because servant leaders shape employees’ needs and create work environments that fulfill these needs. We examine the proposed relationship of servant leadership (a) competing for variance with different well-known stressors, (b) in multiple samples, (c) at the within- and between-person level, and (d) in relation to long- and short-term indicators of strain. On the basis of this multi-method approach we seek to demonstrate that our results are invariant across different methodological conditions. In Study 1 (N=443), we simultaneously tested the between-person level relationships of servant leadership and job ambiguity to emotional exhaustion and depersonalization as the core symptoms of burnout. In Study 2 (N=75), we simultaneously tested the relationships of person-level servant leadership and day-level emotional dissonance to day-level ego depletion and need for recovery as outcomes. The results of both studies demonstrate that servant leadership is negatively related to strain and accounts for unique variance in short- and long-term...
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...School of Government Harvard University Faculty Research Working Papers Series When Does Gender Matter in Negotiation? Hannah Riley and Kathleen L. McGinn September 2002 RWP02-036 The views expressed in the KSG Faculty Research Working Paper Series are those of the author(s) and do not necessarily reflect those of the John F. Kennedy School of Government or Harvard University. All works posted here are owned and copyrighted by the author(s). Papers may be downloaded for personal use only. 1 When Does Gender Matter in Negotiation? Hannah Riley John F. Kennedy School of Government, Harvard University 79 JFK Street, Cambridge, MA 02138 (617) 496-4717 Kathleen L. McGinn Graduate School of Business Administration, Harvard University Soldiers Field, Boston, MA 02163 (617) 495-6901 The authors thank Linda Babcock, Max Bazerman, Jim Sebenius and the reviewers of the 2002 Academy of Management meeting for their helpful comments on this paper. 2 3 Abstract We propose that two situational dimensions moderate gender effects in negotiation. Structural ambiguity refers to potential variation in a party’s perception of the bargaining range and appropriate standards for agreement. Gender triggers are situational factors that make gender salient and relevant to behavior or expectations. Based on a review of field and experimental data and social psychological theory on individual difference, we explain how structural ambiguity and gender triggers make negotiations ripe...
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...How might organisational commitment impact on the behavior of employees in the work place? Would the impact be the same for all employees? Organizational commitment is the employee's psychological attachment to the organization. It predicts work variables such as turnover, organizational citizenship behavior, and job performance. Some of the factors such as role stress, empowerment, job insecurity and employability, and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment. Organizational commitment can be contrasted with other work-related attitudes, such as job satisfaction, defined as an employee's feelings about their job, and organizational identification, defined as the degree to which an employee experiences a 'sense of oneness' with their organization. Organizational scientists have also developed many nuanced definitions of organizational commitment, and numerous scales to measure them. Exemplary of this work is Meyer and Allen's model of commitment, which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. There has also been debate surrounding what Meyers and Allen's model was trying to achieve. Role Stress Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well being...
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...that there is any single personality type or characteristic that is directly and clearly linked to success in negotiation” Contemporary feminist ideals of minimalist sex differences further reinforced this perspective. Much of the relevant feminist research of that era sought “to shatter stereotypes about women’s characteristics and change people’s attitudes by proving that women and men are essentially equivalent in their personalities, behavioral tendencies, and intellectual abilities”. There are multiple explanations offered for the gender gap in venture funding, ranging from quality of life choices to ownership preferences. However, some with direct experience point to differences in the way men and women entrepreneurs have approached their negotiations with prospective investors. According to some, for successful venture capital deals; women are often not comfortable talking about what they are worth. They'll go in to pitch a project and naturally put a lower value on it than men do. PREVIOUS APPROACHES TO THE STUDY OF GENDER IN NEGOTIATION There have been two major streams of research on gender in negotiation. The first surged and largely subsided with trends in psychological research on individual differences in the 1970s and 1980s....
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...African Journal of Business Management Vol.5 (8), pp. 3063-3070, 18 April 2011 Available online at http://www.academicjournals.org/AJBM ISSN 1993-8233 ©2011 Academic Journals Full Length Research Paper A study on occupational stress experienced by private and public banks employees in Quetta City Nadeem Malik Commerce Department University of Balochistan Pakistan. E-mail: nadeem_malik_uob@yahoo.com. Accepted 18 February, 2011 Stress is a universal element and persons from nearly every walk of life have to face stress. Stress can have negative impacts on both the employee and the organization. Actually, in this research paper it was checked that what the impact occupational stress produced upon employees. The study describes the occupational stress in public and private banks. A randomly selected sample of 200 employees from private and public banks shows that occupational stress is found higher among private bank employees compared to public bank employees. Among different occupational stress variables role over load, role authority, role conflict and lack of senior level support contribute more to the occupational stress. Bank employees cannot afford the time to relax and "wind down" when they are faced with work variety, discrimination, favoritism, delegation and conflicting tasks. Key words: Occupational stress, pubic bank employees, private bank employees, employees’ health, increased competition, organizational behavior. INTRODUCTION People react to stress in...
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...2006 Litzky, Eddleston and Kidder 91 The Good, the Bad, and the Misguided: How Managers Inadvertently Encourage Deviant Behaviors by Barrie E. Litzky, Kimberly A. Eddleston, and Deborah L. Kidder* Executive Overview Recent estimates of the costs associated with deviant behavior in the workplace are staggering. While part of the managerial function requires the establishment of rules and policies that promote good customer service and product consistency, managers who lead with a firm hand or place too much pressure on sales quotas, may be unknowingly contributing to their employees’ deviant behaviors. Managers must learn to identify the role that they play in triggering employee deviance. Once recognized, there is much that managers can do to ameliorate the triggers that encourage otherwise honest employees to engage in deviant behavior. M “I wouldn’t say what I did was unethical. Rather, it was more, say, questionable. But hey, my manager says, ‘The customer is always right.’ So basically, I was following her orders.” “Come on – everybody does it. It’s almost expected. I bet even my manager did it when he had my job.” “Considering how much money I bring into this place, I deserve it. They should be paying me more anyway.” anagers often face employees like these who try to justify their actions after being caught behaving inappropriately. Some managers may terminate these employees in an attempt to rid the organization of such unscrupulous individuals...
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...ABSTRACT It is evident from observation and through research that employees in every sector of economy are going through a great deal of job stress resulting in weakening employees performance, thus affecting the employees career development, their work efficiency and the organizations turnover. Stress in organizations is a wide spread phenomena can be defined as “an employee’s awareness or feeling of personal dysfunction as a result of perceived conditions or Happenings in the workplace, and the employee’s psychological and physiological reactions caused by these uncomfortable, undesirable, or threats in the employee’s immediate workplace environment”. The purpose of this study is to check the impact of this stress on the performance of the employees. In carrying out the study, relevant data was collected to check the relationship between stress and performance. The findings revealed that job stress highly impact employees’ job performance. INTRODUCTION Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance, lower work efficiency & high turnover ultimately affecting organizational goals and objectives. INDEPENDENT VARIABLE: “STRESS” is an independent variable with following determinants: * Job overload: Having more work to accomplish than time permits. * Role ambiguity: It occurred where the employee lacks information...
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...married, Apollo did not conduct much time for his wife. His main focus was his literature and political activities, which brought income into the house. He wrote many plays and social satires. Apollo works wasn’t known as much, but he had a huge influence on his song Conrad. Joseph Conrad is an Innovator in British Literature. His literature is influenced by his experiences in traveling to foreign countries around the world. Conrad’s literature has several of styles and techniques he uses to express his work as British literature. His unique style fluctuates from powerful and deep to exposed and harsh. His style keeps the reader in constant touch and interested in the story. In Conrad’s novels, they’re based on having both a psychological and sociological plot in them. By having a...
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...His long career as a writer was a continuous search for originality. He dealt with social criticism and moral values, and the psychological motivations are closely related to the social and historical stage of the private lives of the characters. Considered as an experimental novelist and a father of Modernism. He supplied the 20th novel with the structural and formal principles of the rhythmic juxtaposition of scenes and the skillful union of significant moments. He was the first to discover and explore the center of consciousness, the limited point of view, ambivalence and ambiguity. The pictorial method and the realism, the scenic structuring of the plot combined with the subjective reconstruction of the intelligent observer; the dramatic form combined with the field of consciousness. CHARACTERISTICS: the referential ambiguity in pronouns; the end-linking, which shows the insecurity of someone who never considers anything finished (but nothing is ever finished in Jame’s world, there’s always some word, some idea at the end of the period to repeat. James revised his works again and again after serial publication, for new editions… He is one of the most autobiographical of the great fiction writers, and when he makes his characters projections of himself, the result is ambiguity. He doesn’t use the actual events of his life in his writings but his mental life, his thoughts, conflicts and emotions, since James’s style is personal and subjective. This is clear...
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...Jolll'lllli of Educational Psychology 1990, Vol. 82, No. 4, 760-768 Copyright 199() by the American Psychological Association, Inc. 0022-0663/90/$00.7S College Students' Time Management: Correlations With Academic Performance and Stress Therese Hoff Macan University of Missouri-St. Louis Cornila Shahani Hofstra University Robert L. Dipboye and Amanda Peek Phillips Rice University Many college students may find the academic experience very stressful (Swick, 1987). One potential coping strategy frequently offered by university counseling services is time management. One hundred and sixty-five students completed a questionnaire assessing their time management behaviors and attitudes, stress, and self-perceptions of performance and grade point average. The study revealed 2 major findings. The Time Management Behavior Scale consists of 4 relatively independent factors; the most predictive was Perceived Control of Time. Students who perceived control of their time reported significantly greater evaluations of their performance, greaterwork and life satisfaction, less role ambiguity, less role overload, and fewer job-induced and somatic tensions. Findings are consistent with theory and advice on time management (e.g., Schuler, 1979) but also indicate that the dynamics of time management are more complex than previously believed. In trying to read all the books and chapters...
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...Stress in Clinical Psychology Trainees (CPTs) is based on looking at past research articles by reputable psychologists and suggesting and implementing future training that will provide “self-care” for CPTs’. The article written by Kenneth I Pakenham and Jeanie Stafford-Brown shares current concerns on stress, stress management, burnout, and clinical practices with a need for developing more improved methods that will provide self care practices for native Australian CPTs. “Overall, the discussions in this article targets different aspects of psychology training and finding new developing and enhancing learning experiences that will be favorably welcomed amongst the CPTs in Australia”, as implicated in the Editorial piece of this article written by the Australian Psychological Society publication (doi:10.1111/j.1742-9544.2012.00070.x). According to this article, there has been some inadequate studies on stress surrounding the areas of subjected vulnerability to elevated stress; “incorporated self-care strategies in psychology training”; and ““third-wave” cognitive behavior therapy stress management intervention” and the need for this type of training “is of high priority” (Pakenham & Stafford-Brown, 2012). This is not a research article, per say, but an article that points out the current status of literature provided, due to previous research of reputable psychologists, related to developing stress in CPTs without new self care training implemented in their studies...
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...The key personality attributes that prompted Sean Gilligan’s entrepreneurial pursuits. Module : Entrepreneurship and Innovation. Module leader : Dr Kristos Kalantaridis. Word count : 2500 16-03-2012. MSc Applied Management and Enterprise. UB No: 11017266. Introduction In order to understand why Sean Gilligan became an entrepreneur, there are 3 key elements that revolve around him. His personality or attributes, his background and experience and the skills including how he learnt. In this essay, his personal attributes will only be discussed as this has been of great advantage to his career as an entrepreneur. Entrepreneurship is probably best understood as a process, the constituents of which are the entrepreneur, their persistent search for opportunities, usually grounded in market place, and their efforts to gather the resources needed to exploit those opportunities. Innovation and change, the risks people take and the roles they play to bring about change appear to be core themes in understanding the entrepreneurial process. However, you have the individual entrepreneur who is the driving force behind the process. Without that individual’s commitment, the process would not happen. Sean Gilligan is a chemist by profession and also the owner of a web design...
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...Personnel appraisals, although very widely used, have well-recognised shortcomings and limitations. Even when the process emphasises appraisal rather than counselling, it is far from universally satisfactory. There are certain barriers which work against the effectiveness ol appraisal system. The identification of these barriers is necessary to minimise their impact on the appraisal system. Among the principal barriers to effective appraisal programmes are: 1. Faulty assumptions, 2. Psychological blocks, and 3. Technical pitfalls. (1) Faulty Assumptions Because of the faulty assumptions of the parties concerned—superior and his subordinate—in appraisal system, it does not work properly or objectively. These assumptions work against an appraisal system in the following manner: (i) The assumption I hat managers naturally wish to make fair and accurate appraisals of subordinates is untenable. McFarland feels that both .superiors and subordinates show tendencies to avoid formal appraisal processes, as well as to heed them in their respective work roles. Their organisational roles, and partly in technical deficiencies and the unwise management of appraisal policies and procedures. (ii) Another faulty assumption is that managers take a particular appraisal system as perfect and feel that once they have launched a programme, that would continue forever. They expect too much from it, and rely too much on it, or blame for their faults. It should be recognised that...
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...Discuss the Social Psychology of the Bystander Effect Name Grade Course Tutor’s Name Date Introduction The bystander effect is a social psychological sensation that alludes to cases in which people don't offer any method for help to a victimized person when other individuals are available. The likelihood of assistance is contrarily identified with the amount of bystanders. At the end of the day, the more noteworthy the amount of bystanders, the more improbable it is that any of them will offer assistance. A few variables help to clarify why the bystander effect happens. These variables include: ambiguity, cohesiveness and diffusion of responsibility. The bystander effect was initially showed in the laboratory by John Darley and Bibb Latané in 1968 after they got to be intrigued by the subject after the homicide of Kitty Genovese in 1964. These researchers dispatched an arrangement of experiments that brought about one of the strongest and most replicable impacts in social brain science, Bibb Latané and Judith Rodin (1969). In a common examination, the member is either alone or among a gathering of different members or confederates. A crisis circumstance is arranged and researchers measure to what extent it takes the members to mediate, in the event that they intercede. These experiments have discovered that the vicinity of others restrains helping, often by an extensive edge. Case in point, Bibb Latané and Judith Rodin (1969)...
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...‘In fact, the socialization gives us the tools to fill our evolutionary roles. They are our building blocks.’ (Dr. Warren Thomas Farrell) Organizational socialization is the ‘learning process’ by which new members learn the skills required by the organization, develop roles and adapt to norms of the organization. As Shibutani (1962) suggests, it provides individuals with a preview of the work life that is to follow and directs experience, orders and enhances interactions in the work setting, and also provides the ground rules under which everyday conduct is to be managed. Research suggests that organizational socialization leads to positive outcomes for workers- it reduces role ambiguity and prevents role conflict. Members who socialize in organizations also have a higher job satisfaction, lower turnover, greater organizational commitment and reduced intentions to leave. According to a report by John Van Maanen and Edgar H. Schein MIT organizational socialization will reduce the tension by entering an unfamiliar situation. There are three stages of socialization; Firstly, the anticipatory socialization involves anticipation of roles and norms of the organization. Secondly, the member proceeds to encounter socialization where they build expectations about organizational life encounters on a day-to-day basis. Lastly, the process of role management is when the members focus on fine-tuning roles in the organization. (Gary Johns, Alan M Sacks). There are five methods of organizational...
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