{"title":"Moderating Effects of Occupational Stress and Interactional Justice on Workplace Deviance in Indian Service Cluster","authors":"V. Singh, N. Sharma","doi":"10.2139/ssrn.2527815","DOIUrl":"https://doi.org/10.2139/ssrn.2527815","url":null,"abstract":"Due to catastrophic rise in scams, financial/moral frauds and crimes with in the global organizations in the recent past workplace deviance is now considered as a critical issue for organizations across the globe. Organizations are losing a big fat layer of their profits and goodwill in the market due to their failure in inhibition of deviance prevalent in their premises and this unethical behavior seems to be increasing exponentially day by day. Indian culture and values inculcates its citizen with morality and ethics yet surprisingly Indian service industry is not entirely immune from such unethical behavior. Previous researches hints that factors like job stress and perceived justice by the employee may also lead an employee towards this unethical practice. This study examined the relationship between two such factors Occupational Stress and Interactional Justice with Organizational and Interpersonal deviance. For the purpose of same a literature review on current and earlier researches on same and similar areas was conducted followed by the preparing a questionnaire, its distribution, collection and its empirical analysis. Data from 159 service sector employees was gathered and tests like Correlation analysis and multiple stepwise linear regressions were employed to test the proposed hypotheses.","PeriodicalId":321701,"journal":{"name":"ERN: Employment Systems (Topic)","volume":"80 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2014-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128315097","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Misfits in Organization Design: Information Processing as a Compensatory Mechanism","authors":"Ben Nanfeng Luo, L. Donaldson","doi":"10.7146/JOD.7359","DOIUrl":"https://doi.org/10.7146/JOD.7359","url":null,"abstract":"We propose a compensatory misfits theory which holds that an “over-fitting” organization structure can compensate for an “under-fitting” structure, thereby reducing the total misfit. In organizations, over-fit occurs when structural features misfit the core contingencies because the structural level is too high to fit the contingencies. An under-fit occurs when structural features misfit the contingencies because the structural level is too low. When an under-fit is compensated by an over-fit, the combination can produce performance outcomes that approximate those from fit. The reason inheres in information processing being a higher level factor that cuts across different contingencies and structural features that are mis-fitted to each other, so that compensation is possible. We identify the specific conditions that must be fulfilled for compensation to occur, and we discuss implications for organization design theory and practice.","PeriodicalId":321701,"journal":{"name":"ERN: Employment Systems (Topic)","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2013-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123676654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"What Outsourcing Can Bring in the Long Run?","authors":"K. Kavcic","doi":"10.2139/ssrn.2238651","DOIUrl":"https://doi.org/10.2139/ssrn.2238651","url":null,"abstract":"Our research deals with dynamic aspect of outsourcing – in the world of business change is the only constant, nothing is permanent, which also holds true for the relationships in outsourcing. Thus we should think about the consequences of the termination of such a relationship, which could be terminated by both sides. Outsourcing can be an all-important strategic decision for the outsourcing company and for the company, which accepts orders from an outsourcing partner. In our research, we were especially interested in finding out what companies do and which measures are taken, if outsourcing is terminated and how companies respond to problems related to outsourced supplies. The research for this paper is based on the collection and analysis of both quantitative and qualitative data. A mail survey was conducted among 65 firms and five personal interviews were carried out with outsourcing decision makers, in order to get a deeper understanding of different responses to crises arising from outsourcing. More attention shall, therefore, be given to mutual exploration of motives and possibilities of both parties before entering a potentially short-sighted outsourcing relationship.","PeriodicalId":321701,"journal":{"name":"ERN: Employment Systems (Topic)","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2013-03-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128277303","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Extrinsic Rewards and Intrinsic Motives: Standard and Behavioral Approaches to Agency and Labor Markets","authors":"James B. Rebitzer, Lowell J. Taylor","doi":"10.2139/SSRN.1659700","DOIUrl":"https://doi.org/10.2139/SSRN.1659700","url":null,"abstract":"Employers structure pay and employment relationships to mitigate agency problems. A large literature in economics documents how the resolution of these problems shapes personnel policies and labor markets. For the most part, the study of agency in employment relationships relies on highly stylized assumptions regarding human motivation, e.g., that employees seek to earn as much money as possible with minimal effort. In this essay, we explore the consequences of introducing behavioral complexity and realism into models of agency within organizations. Specifically, we assess the insights gained by allowing employees to be guided by such motivations as the desire to compare favorably to others, the aspiration to contribute to intrinsically worthwhile goals, and the inclination to reciprocate generosity or exact retribution for perceived wrongs. More provocatively, from the standpoint of standard economics, we also consider the possibility that people are driven, in ways that may be opaque even to themselves, by the desire to earn social esteem or to shape and reinforce identity.","PeriodicalId":321701,"journal":{"name":"ERN: Employment Systems (Topic)","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2010-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128989976","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}