Workplace duties or opportunities? Challenge stressors, regulatory focus, and creativity

Previous research has produced contradictory findings about the impact of challenge stressors on individual and team creativity. Based on the challenge-hindrance stressors framework (LePine, Podsakoff, & LePine, 2005) and on regulatory focus theory (Higgins, 1997), we argue that the effect of challenge stressors on creativity is moderated by regulatory focus. We hypothesize that while promotion focus strengthens a positive relationship between challenge stressors and creativity, prevention focus reinforces a negative relationship. Experimental data showed that high demands led to better results in a creative insight task for individuals with a strong trait promotion focus, and that high demands combined with an induced promotion focus led to better results across both creative generation and insight tasks. These results were replicated in a field R&D sample. Furthermore, we found that team promotion focus moderated the effect of challenge stressors on team creativity. The results offer both theoretical insights and suggest practical implications. © 2013 Elsevier Inc.

The effectiveness of workplace coaching:a meta-analysis of learning and performance outcomes from coaching

This study presents a meta-analysis synthesizing the existing research on the effectiveness of workplace coaching. We exclusively explore workplace coaching provided by internal or external coaches and therefore exclude cases of manager-subordinate and peer coaching. We propose a framework of potential outcomes from coaching in organizations, which we examine meta-analytically (k = 17). Our analyses indicated that coaching had positive effects on organizational outcomes overall (δ = 0.36), and on specific forms of outcome criteria (skill-based δ = 0.28; affective δ = 0.51; individual-level results δ = 1.24). We also examined moderation by a number of coaching practice factors (use of multisource feedback; type of coach; coaching format; longevity of coaching). Our analyses of practice moderators indicated a significant moderation of effect size for type of coach (with effects being stronger for internal coaches compared to external coaches) and use of multisource feedback (with the use of multisource feedback resulting in smaller positive effects). We found no moderation of effect size by coaching format (comparing face-to-face, with blended face-to-face and e-coaching) or duration of coaching (number of sessions or longevity of intervention). The effect sizes give support to the potential utility of coaching in organizations. Implications for coaching research and practice are discussed.

Harnessing demographic differences in organizations:what moderates the effects of workplace diversity?

To account for the double-edged nature of demographic workplace diversity (i.e,. relational demography, work group diversity, and organizational diversity) effects on social integration, performance, and well-being related variables, research has moved away from simple main effect approaches and started examining variables that moderate these effects. While there is no shortage of primary studies of the conditions under which diversity leads to positive or negative outcomes, it remains unclear which contingency factors make it work. Using the Categorization-Elaboration Model as our theoretical lens, we review variables moderating the effects of workplace diversity on social integration, performance, and well-being outcomes, focusing on factors that organizations and managers have control over (i.e., strategy, unit design, human resource, leadership, climate/culture, and individual differences). We point out avenues for future research and conclude with practical implications.

Do labour laws protect labour in India? Union experiences of workplace employment regulations in Maharashtra India

The debate over labour market regulations in India is highly polarised. Advocates of labour market deregulation suggest that the labour law framework in the country confers disproportionate powers on workers and trade unions in the formal sector of the economy, resulting in industrial conflicts and poor productivity. Using workplace union survey data from the state of Maharashtra, this paper examines the veracity of these claims. Maharashtra is recognised as a state with a broadly pro-worker labour law framework. We find that even pro-worker labour laws at best offer only weak protection to workers and unions in the formal sector establishments. Unions find themselves increasingly vulnerable to employer hostility. We discuss these findings in the context of the role of state and judiciary in employment relations and of union links with political parties.

The effectiveness of workplace coaching:A meta-analysis of learning and performance outcomes; scale development; theoretical model of individual differences and longitudinal study

The extant literature on workplace coaching is characterised by a lack of theoretical and empirical understanding regarding the effectiveness of coaching as a learning and development tool; the types of outcomes one can expect from coaching; the tools that can be used to measure coaching outcomes; the underlying processes that explain why and how coaching works and the factors that may impact on coaching effectiveness. This thesis sought to address these substantial gaps in the literature with three linked studies. Firstly, a meta-analysis of workplace coaching effectiveness (k = 17), synthesizing the existing research was presented. A framework of coaching outcomes was developed and utilised to code the studies. Analysis indicated that coaching had positive effects on all outcomes. Next, the framework of outcomes was utilised as the deductive start-point to the development of the scale measuring perceived coaching effectiveness. Utilising a multi-stage approach (n = 201), the analysis indicated that perceived coaching effectiveness may be organised into a six factor structure: career clarity; team performance; work well-being; performance; planning and organizing and personal effectiveness and adaptability. The final study was a longitudinal field experiment to test a theoretical model of individual differences and coaching effectiveness developed in this thesis. An organizational sample of 84 employees each participated in a coaching intervention, completed self-report surveys, and had their job performance rated by peers, direct reports and supervisors (a total of 352 employees provided data on participant performance). The results demonstrate that compared to a control group, the coaching intervention generated a number of positive outcomes. The analysis indicated that coachees’ enthusiasm, intellect and orderliness influenced the impact of coaching on outcomes. Mediation analysis suggested that mastery goal orientation, performance goal orientation and approach motivation in the form of behavioural activation system (BAS) drive, were significant mediators between personality and outcomes. Overall, the findings of this thesis make an original contribution to the understanding of the types of outcomes that can be expected from coaching, and the magnitude of impact coaching has on outcomes. The thesis also provides a tool for reliably measuring coaching effectiveness and a theoretical model to understand the influence of coachee individual differences on coaching outcomes.

Számítógép-használat otthon és a munkahelyen - a digitális kompetencia és a számítógépes munkakörnyezet ergonómiájának empirikus vizsgálata (Using of computers at home and on the workplace – an empirical study of the ergonomy of digital competency and the computerized working environment)

A számítógépes munkavégzés elterjedése számos szempontból és módszerrel vizsgálható. A szerző kutatásai során az ember-gép-környezet összhang megteremtésének igényéből kiindulva arra keresi a választ, hogy milyen tényezők befolyásolják a számítógéppel végzett tevékenységek megszervezésének és végrehajtásának hatékonyságát. Tanulmányában a kutatás indítófázisának főbb eredményeiről, a számítógép-használati szokásokról ad áttekintést, ami elengedhetetlen az irodai-adminisztratív jellegű tevékenységekhez kötődő kritikus tényezők feltárásához, továbbá a mérési és fejlesztési feladatok megalapozásához. A szűkebb értelemben vett ergonómiai szempontok mellett a digitális kompetenciák kérdéskörét vonta be a munkába, amit releváns kérdésnek tart a hatékonyság mérése szempontjából, mivel a számítógép megválasztása és a munkahely kialakítása nem értékelhető az emberi tényező alkalmassága és az elvégzendő feladat tartalma nélkül. __________ Office and administrative work, business corres-pondence, private contacts and learning are increasingly supported by computers. Moreover the technical possibilities of correspondence are wider than using a PC. It is accessible on the go by a cell phone. The author analysed the characteristics of the used devices, the working environment, satisfaction factors in connection with computer work and the digital competence by a survey. In his opinion development in an ergonomic approach is important not only to establish the technological novelties but to utilize the present possibilities of hardware and environment. The reason for this is that many people can not (or do not want) to follow the dynamic technological development of computers with buying the newest devices. The study compares the results of home and work characteristic of computer work. This research was carried out as part of the “TAMOP-4.2.1.B-10/2/ KONV-2010-0001” project with support by the European Union, co-financed by the European Social Fund.

Munkahelyi motivációk Magyarországon 2013-ban (Workplace motivations in Hungary in 2013)

A motiváció szerepe a szervezetek életében alapvető fontossággal bír. A tanulmány egy friss reprezentatív kutatás eredményeit mutatja be, amelyet a szerzők a magyar munkavállalók körében végeztek annak érdekében, hogy feltárják a hazai motivációs viszonyokat és a munkavállalók számára legfontosabb tényezőket. A korábbi évek felmérései szerint a legfontosabb hazai motivációs tényezők a versenyképes fizetés, a cafeteria, a karrierlehetőség és az előrelépési lehetőségek voltak. A kutatás bizonyította, hogy az elmúlt időszakban átrendeződés figyelhető meg, egyre inkább előtérbe kerülnek olyan tényezők, amelyek a biztonsággal, a stabilitással, a jó munkahelyi légkörrel és a megfelelő kapcsolatokkal függnek össze. A szerzők megvizsgálták egy francia motivációs modell lehetséges magyarországi alkalmazását is, amelynek során szintén megmutatkoztak a magyar sajátosságok. A modell elemei közül bizonyos területek fontosabbak a hazai munkavállalók számára. A modell hazai adaptációja színesítheti a hazai motivációs megoldások kínálatát. ______ Motivation has an essential role in the operation of the organisations. The study represents the results of a recent representative research which was conducted by the authors among Hungarian workers. The aim was to explore the domestic motivational relations and the key motivational factors of employees. According to the surveys of previous years the main Hungarian motivating factors were competitive salary, cafeteria, career opportunities and advancement opportunities. The research has proved that rearrangement could be observed in the last period. Those factors have increasingly come to the forefronts which are related to safety, stability, appropriate work environment and appropriate employee relations. The authors have examined the possible domestic application of a French motivational model, besides the Hungarian specialties were also reflected. Some elements of the model are more important than the others for domestic workers. The adaptation of the model could make the domestic motivational solution offerings more relevant and manifold.

Millennials, entrepreneurs and the Hungarian workplace of the future the preliminary findings of a pilot study

Existing research into generational differences in Hungary was based primarily on adapting findings from studies undertaken in Western Countries. If we consider not only the comparative history and wealth but also the cultural differences between Hungary and the countries in which these studies took place, then the apparent adaptability is brought into question. This study aims to examine the nature of millennial students in Hungary by building up the characteristics from the ground up rather than adapting data from other countries. The findings of the pilot study indicate that the instrument is of suitable length and clarity, and that a printed format is the most likely to produce a high response rate, despite its disadvantages. The findings also confirm the results of previous studies concerning the preference of students in Hungary for a clan type of organisation. There are also initial indications that Hungarian millennials have a high potential for entrepreneurialism.

Ageism in the workplace: Examining the influence of age conceptualization on the advancement opportunities of older workers

This study examined variables that may influence managers' perceptions of the need for and benefits of training and promoting older workers. Age conceptualization, worker gender, tender-mindedness, openness to values, and emotional intelligence were predicted to affect the relationship between worker age and the probability and perceived benefits of training and promoting older workers. Approximately 500 working professionals read one of four training and promotion vignettes and provided training probability ratings, training benefits ratings, promotion probability ratings, and promotion benefits ratings in order to test twenty-four hypotheses. Results provided evidence that both worker age and the way in which age was conceptualized affected the extent to which workers were recommended for training as well as the perceived benefits of training workers. It was also found that worker age and the way in which age was conceptualized affected the extent to which workers were recommended for promotions and the perceived benefits of doing so. Of the individual characteristics studied, openness to values was found to act as a moderator of the relationship between age conceptualization and the extent to which older workers were recommended for a promotion and the relationship between age conceptualization and the perceived benefits of promoting older workers. Findings from this study suggest that organizations that wish to protect older workers from discrimination should make decision-makers aware of the influence of age conceptualizations on the salience of older worker stereotypes. By being cognizant of individual raters' levels of the personality characteristics examined in this study, organizations can create decision-making teams that are not only representative in terms of demographic characteristics (i.e. race, gender, age, etc.) but also diverse in terms of personality composition. Additionally, organizations that wish to decrease discrimination against older workers should take care to create guidelines and procedures for training and promotion decisions that systematically reduce the opportunities for older worker stereotypes to influence outcomes. ^

African-American Experiences in the Workplace: Miseducation Goes a Long Way

The purpose of this study was to learn how Blacks believe race affects their workplace interactions with Whites and why. The most compelling finding of the study: participants believed mis-education influenced workplace interactions. The implications of the study: how the relationship between racism, racial identity and education affects workplace interactions.

A Typology of Workplace Commitment Elements and Antecedents Affecting Organizational Effectiveness

The purpose of this paper is to present a typology workplace commitment of workplace commitment illustrating levels, elements, and antecedents of organizational and individual commitment. This typology focuses on elements that can be manipulated by the human resource development (HRD) researcher and practitioner to affect organizational performance.

The Impact of Social Media in the Workplace

Today, individuals communicate easier and faster due to accessibility of the Internet. However, when employees are distracted with social media, it can become a concern for organizations. This paper reviews literature concerning social media and its implications at workplaces, and provides recommendations to control it, using Adams’ equity theory (1963).