International Journal of Work Organisation and Emotion (8 papers in press)
Employee Retention: A Turnover Analysis of Boomerang Employees
by Suzanne Booth-LeDoux, Jared LeDoux, Louis Champagne
Abstract: Turnover in organisations can cost upwards of 93%-200% of an employees salary (Griffeth and Hom, 2001). As such, organisations are opting to utilize and take advantage of boomerang employees (i.e., employees who turned over and came back to an organisation). Despite apparent benefits, employers may be concerned that an employee who has already quit once would be more likely to quit again. The present study is an investigation of the turnover behaviours of boomerang employees. Results show that boomerang employees turned over at a lower rate than first-time hires. Implications and recommendations for employers are offered.
Keywords: commitment; retention; selection; turnover; boomerang employees.
Impact of Personality Variables on Employee Engagement-Turnover Intentions Relationship: A study on Indian Managers
by Shalini Srivastava, Vartika Kapoor, Jaya Yadav
Abstract: The present study intends to study the relationship between Employee Engagement and Turnover intentions of Managers. It further attempts to study the moderating impact of Resilience and Organization Identification on Employee Engagement and Turnover intentions relationship. The study consisted of 275 middle level managers belonging to public and private sector organizations of Delhi/NCR region. Statistical tools like descriptive statistics, correlation and regression were used to test the hypothesized model. A negative and significant association was found between Employee Engagement and Turnover intentions. Resilience and Organization Identification significantly moderated the Employee Engagement and Turnover intentions relationship. Its high time for the management to realize the importance of the pillars of the organizations and give them the culture that keeps them more engaged and thereby, reducing the chance of turnover intentions.
Keywords: Employee Engagement; Resilience. Turnover Intentions; Organisational Identification; Indian Managers.
Psychological vulnerability as an integral component of comprehensive vulnerability assessment: informing policy and practice in disaster risk reduction.
by Jigar Jogia, Gayan Wedawatta
Abstract: Science can be utilized to mitigate risk and vulnerability throughout the disaster management cycle. The risk of a disaster depends not only on the hazard but also on the psychological, social and environmental vulnerability of exposed communities. Through a review of existing knowledge on evidence-based methods for assessing vulnerability in communities, it was found that psychological vulnerability is seldom considered in such assessments. We argue that psychological aspects play a key role in how people and communities perceive and respond to disaster events. Building infrastructure to assess vulnerability in a comprehensive manner is essential to inform policy and practice in disaster risk reduction. Better understanding of these complex relationships and the role of psychological vulnerability in reducing risk and building the resilience of nations and communities to disasters requires interdisciplinary approaches cutting across fields such as science, psychology, health, environment, economics, engineering and technology.
Keywords: risk reduction; resilience; disaster management; engineering and environment; psychological impacts; disaster management mental health; vulnerability; assessment; socio-economic.
Possible effects of Emoticon and Emoji on Sentiment Analysis Web Services of Work Organizations
by Habib Ullah Khan, Duncan Peacock
Abstract: Purpose: Work Organisations are increasingly interested in using sentiment analysis algorithms to get rapid feedback from microblogging platforms such as Twitter. However, real-life posts can differ from the training data. The subject domain (and hence language) may vary or and emojis and emoticons used to clarify, enhance or even reverse the sentiment of a post. This paper studies the effect of emojis, emoticons and subject on polarity classification using nine tweet-related sentiment analysis web services.
Design/methodology/approach: A web application was developed to extract from the live Twitter stream, and twelve specific research test sets were created. These were labelled by volunteers, uploaded back into the application and then compared against nine different sentiment analysis web services using two- and three-class accuracy measures.
Findings: Distinct differences were found in the performance of the sentiment analysis web services of organizations. Some web services seemed to ignore the presence of emoticons and emojis. For the three that noticeably rated emojis, one became the highest ranked of all tools, but the others did not outperform the group. The presence of emojis had a positive effect on performance whether the web services rated emojis or not, but web services classified tweets where the polarity of the emoji/emoticon did not support the polarity of the text significantly less accurately. Finally, significant differences were found in classification performance of some web services across subject groups.
Originality/value: Sentiment analysis web services can vary significantly in classification performance depending and the effect of emoticons and emojis on sentiment polarity needs more attention.
Paper Type: Research paper.
Keywords: Twitter; Sentiment analysis; polarity classification; web services; emoticons; emojis; comparison; benchmark.
ORGANIZATIONAL OBSCURANTISM: SYNTHESIZING PROSOCIAL LIES WITH INTERPERSONAL RELATIONSHIP AT WORKPLACE
by Rashid Baloch, Ramsha Baloch, Asfandyar Ali Baloch
Abstract: It is always an arduous task to prevail upon employees to talk about lying, subterfuge, ingratiation and deceptive attitudes at the workplace. To find out deceptive attitude is existing, is difficult but to make people understood is more difficult. People lie for different causes, that can be determined and may be driven by greed, undue favors & advantages, promotions, fear, or even an organizational culture that encourages it. However, employees
Keywords: Obscurantism; Deceptive attitude; Lying; Interpersonal relationship; Ingratiation; Subterfuge.
Special Issue on: ERPBSS-2018 Diversity and Inclusion in the Workplace
The Effect of Demographics on the Psychological Contract of Employees.
by Lawal Yesufu
Abstract: The psychological contract provides a framework for understanding employee-employer relationships within an organisation. This paper is based on research on Canadian academics and aims to determine the effect demographic characteristics, such as the age, gender and educational background, have on the psychological contract of academics working in higher education institutions. The research contributes to the literature by investigating the psychological contract from the perspectives of the relational, transactional and balanced contract types. The research also combines two existing tools - psychological contract inventory and the HR Practice Scale - to gather data on the types of psychological contract developed by academics and the perception academics have on the HR practices of their employers. The study was based on quantitative analysis of a cross-sectional survey in addition to a literature review. Overall the findings suggest that, while gender and age had a positive impact on the transactional psychological contract of academics, there was no predictive relationship between education and type of psychological contract.
Keywords: organisational psychology; psychological contract; higher education institutions; human resource management practices.
Exploring organization citizenship behavior in a Higher Education Institution in United Arab Emirates
by Shahira El Alfy
Abstract: This research examines organization citizenship behavior of instructors in one of the private higher education institutions in the UAE. Perceived citizenship behavior is measured from instructors and education managers perspectives. The primary contribution of the study is in investigating factors that are likely to influence organization citizenship behavior within the workplace. The relation between citizenship behavior and factors including personality traits, instructors demographics and job satisfaction are examined using regression analysis. Results show that agreeableness and conscientiousness have a significant positive effect on organization citizenship behavior. There is no significant evidence that instructors age, gender and tenure play a role in organization citizenship behavior. Both intrinsic and extrinsic job satisfaction affect organization citizenship behavior however, intrinsic satisfaction has a higher influence on instructors citizenship behavior.
Keywords: Organization; citizenship behavior; higher education; UAE; United Arab Emirates; personality traits; agreeableness; openness; extraversion; intrinsic satisfaction; extrinsic satisfaction; job satisfaction.
A relational approach to exploring inequalities within the Human Resource Management model in the Middle East
by Safiya Banu, Nicolina Kamenou-Aigbekaen, Laura Galloway
Abstract: This paper engages with the under-researched area of Human Resource Management (HRM) in the Middle East and it proposes a unique theoretical for the purpose of carrying out research on inequalities within the Middle East and North Africa (MENA) region. This model will contribute to the understanding of a Middle Eastern version of the Human Resource Value-Proposition Model (HR VPM). The theoretical underpinning of Social Capital Theory will assist in understanding the philosophical aspect of the studys research questions (relating to social norms and information channels, inequalities, nepotism, organisational and individual obligations as well as expectations) and conclusions drawn within a diversity management relational framework in order to understand the interaction between individual agency and social structures as well as the impact of culture and historical context of HRM in the Middle East. This paper hopes to contribute to existing literature on diversity management and inequalities in addressing its research questions within the HR Value-Proposition model.
Keywords: Diversity management; inequalities; wasta; nepotism; United Arab Emirates; Middle East; framework; international human resource management;.