Antonio Ariza-Montes

Incidence of workplace bullying among hospitality employees

The purpose of this study is to the address the key factors of workplace bullying among hospitality employees, as workplace bullying results in damaging consequences on both individuals and organizations.,This study first defines the phenomenon of workplace bullying and then reviews the related literature. Data are collected from a sample population of 238 hospitality employees obtained from the latest European Working Conditions Survey. Logistic regression analysis is used to achieve the study objectives.,Results from the binary logistic regression model show the main personal and organizational factors related to the probability of workplace bullying. The logistic regression model explains 76.4 per cent of the total variations in the sample. The model correctly classifies 78.1 per cent of hospitality employees who did not feel bullied in their profession and 74.1 per cent of employees who did feel bullied.,The authors’ findings imply that responsible managers in hospitality enterprises may reduce the organizational levels of workplace bullying by adjusting certain working conditions and establishing a supportive environment.,Studies on personalities inclined to bullying are inconclusive. To the best of the authors’ knowledge, this research is the first to develop a comprehensive and exploratory conceptual model of workplace bullying that links personal variables, working conditions and contextual factors to the prevalence of workplace bullying within the hospitality sector in the European context.

Workplace bullying among teachers: an analysis from the Job Demands-Resources (JD-R) model perspective

This paper adopts the Job Demands-Resources (JD-R) model to analyze workplace bullying among teachers. The data used for this research are obtained from the 5th European Working Conditions Survey. Given the objective of this work, a subsample of 261 education employees is collected: 48.7% of these teachers report having experienced workplace bullying (N = 127), while 51.3% indicate not considering themselves as bullied at work (N = 134). In order to test the research model and hypotheses, this study relies on the use of partial least squares (PLS-SEM), a variance-based structural equation modeling method. The study describes a workplace bullying prevalence rate of 4.4% among education employees. This work summarizes an array of outcomes with the aim of proposing, in general, that workplace bullying may be reduced by limiting job demands and increasing job resources.

A comparative study of workplace bullying among public and private employees in Europe

Objectives: Workplace bullying emerges from a set of individual, organizational, and contextual factors. The purpose of this article is hence to identify the influence of these factors among public and private employees. Methods: The study is carried out as a statistical–empirical cross-sectional study. The database used was obtained from the 5th European Working Conditions Survey 2010. Results: The results reveal a common core with respect to the factors that determine workplace bullying. Despite this common base that integrates both models, the distinctive features of the harassed employee within the public sector deal with age, full-time work, the greater nighttime associated with certain public service professions, and a lower level of motivation. Conclusions: The present work summarizes a set of implications and proposes that, under normal conditions, workplace bullying could be reduced if job demands are limited and job resources are increased.

Nonprofit Versus For-Profit Organizations: A European Overview of Employees’ Work Conditions

ABSTRACT Despite the emergence of nonprofit entities, not much is known about the working conditions of employees in the sector. This study compares the working conditions of employees in for-profit and nonprofit sectors using a sample obtained from the V European Survey on Working Conditions 2010. The results derived from a logistic regression model suggest that elements of intrinsic retribution hold more weight and offset more-precarious extrinsic working conditions among employees in the third sector, all of which leads to the development of positive attitudes toward employees’ work and the organization itself.

Work Engagement and Flourishing at Work Among Nuns: The Moderating Role of Human Values

Faith-based organizations are a key player in major sectors of activity for maintaining the welfare state, including health, education, and social services. This paper uses a multivariate regression model in an attempt to identify the factors that affect the relationship between work engagement and flourishing. The paper also discusses the empirical research gap that has been identified in the literature about the moderated effect of human values on this relationship. This study is based on a sample of 142 nuns of a congregation belonging to a religious organization with an international scope and a Catholic inspiration. The case of religious women who have chosen to live a life consistent with the charism of the congregation constitutes a paradigmatic and unique environment to investigate the potential alignment of personal values with professional activity. This work unveils two main findings. First, the more engaged nuns are in their work (social action to serve the poorest and most disadvantaged people), the more they flourish in their working environment and in their personal lives. Second, Schwartz’s values reinforce the relationship between the professional role (work engagement) and the personal role (flourishing at work). In conclusion, flourishing at work could be improved through work engagement and this relationship is moderated by human values. These results add insights to better know the relationship among life and work domains.

Volunteering by elders: a question of values?

ABSTRACT Adopting the Theory of Basic Human Values by Schwartz [1992. Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25(1), 1–65] as an analytical framework, this article examines whether certain personal values held by seniors activate the volunteering ‘gene’ while others counteract it. We thus conduct an empirical study involving the use of a logistic regression model that shows, in probabilistic terms, traits that characterize senior and retired volunteers as opposed to those of the same group who do not dedicate time to this activity. Our multivariate analysis shows that retired volunteers experience a stronger sense of self-transcendence and predisposition towards change while exhibiting a stronger aversion towards conservation. The article concludes with a discussion and a description of primary practical implications derived from the study.

Linking internal mobility with work stress and job involvement: a comparative study between Spanish and Dutch employees

Internal mobility is a key human resources policy for all the companies that need a high degree of flexibility and adaptability to changing environments. However, the relationships between internal mobility, stress and job involvement represent a gap in the literature on this topic. We examine our research questions in the empirical context of two samples of Spanish and Dutch employees. The data utilised for this research is obtained from the 5th European Working Conditions Survey (2010). We use non-parametric methods. Specifically, we have applied the Mann-Whitney test to two independent groups (employees with internal mobility versus without internal mobility), and the Spearmans rank correlation coefficient. SPSS 9.0 for Windows is employed for the data analysis. The analysis of our research model reveals that in the case of Spain the three hypotheses are not supported, while in the case of the Netherlands we find support for two of the hypotheses.

Authenticity and Subjective Wellbeing within the Context of a Religious Organization

Although authenticity has a long history as a philosophical and psychological idea, this concept has received scarce attention in the business literature until very lately. Nevertheless, scholars belonging to a broad array of disciplines have pointed out the escalation in the individuals’ search for authenticity within developed societies. Hence, the purpose of this paper is to assess the link between authenticity and subjective wellbeing within the rarely explored context of faith-driven organizations, where the management of emotions attains a particular significance. Specifically, this study links authenticity with subjective wellbeing among the distinct groups that shape a large international Catholic organization. This study uses Partial Least Squares (PLS) to test our research model and hypotheses. This paper covers two noteworthy research gaps. On the one hand, it provides evidence of the relationship between authenticity and subjective wellbeing within the context of religious organizations. On the other hand, our results suggest that this relationship is not homogeneous among the distinct groups that shape the organization. Implications of the research are finally discussed.

El concepto de innovación social: ámbitos, definiciones y alcances teóricos

En el presente trabajo se pretende, haciendo uso de la revision bibliografica sistematica, abordar una triple tarea. Por un lado, hacer un intento de clarificar terminologicamente el concepto de innovacion social a traves de una sistematizacion de las principales definiciones que sobre este concepto nos encontramos en la bibliografia. En segundo lugar, pretendemos llevar a cabo un seguimiento de como la definicion del concepto se ha visto afectada por los diferentes momentos y contextos historicos en un intento de determinar posibles tendencias comunes, para terminar, en tercer lugar, poniendo de manifiesto como el concepto de innovacion social se ha proyectado en diferentes disciplinas.