Submit to Behavioral Sciences Review for Behavioral Sciences Propose a Special Issue

Journal Menu

Journal Browser

► Journal Browser

Important Perspectives on Workplace Relationships

Special Issue Editors
Special Issue Information
Keywords
Published Papers

A special issue of Behavioral Sciences (ISSN 2076-328X).

Deadline for manuscript submissions: closed (30 December 2023) | Viewed by 28421

Share This Special Issue

Special Issue Editor

Prof. Dr. Steve Duck

E-Mail Website
Guest Editor

Department of Communication Studies, University of Iowa, Iowa City, IA 52242-1498, USA
Interests: personal relationships, especially processes of acquaintance and processes of dissolution of relationships; rhetoric in everyday life
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The study of workplace behavior has long held a fascination in several different academic areas, with occasionally too little overlap between them. This has resulted in slower growth than would be achieved by the recognition of the contributions of different areas of study to the same basic phenomenon. While scholars in organizational behavior, educational research, industrial and organizational psychology, business management, management perspectives, and even nursing as well as landscape and urban planning have shown an interest in the factors that make workplace environments successful, they have often used different definitions of this dependent variable ("successful") and focused on different elements of a larger context that might contribute to their results.

Although the integration of such vast libraries of scholarship is scarcely feasible, it is at least helpful for a Special Issue such as this to bring together different perspectives on the same question so that we may learn more from each other than we do from remaining uninformed about other specialist work. Accordingly, this Special Issue welcomes a variety of perspectives that makes research on workplace relationships such a rich and fertile basis for study, with long-term valuable practical effects.

By opening our eyes to the contributions that are being made on this topic that we may not otherwise focus upon, this Special Issue aims to both respect the contributions that are being made in each subsection of the field and yet to challenge each subsection to consider the incorporation of findings and perspectives that have been contributed by others from different vantage points. The intention is to create a scholarly handshaking of the kind that we all accept will promote healthy and profitable workplace relationships, and in this case extend those findings and perspectives to our own workplace, namely the academic environment.

Our work is all the more constructive when we work with others and throw our collective granular achievements into a common grain store from which later scholars can draw with all the more confidence because it was not simply generated by single individual scholars plowing a narrow furrow, but because it was generated as a collective activity drawn from many different seeding and starting points.

I welcome contributions from scholars with an interest in this topic from whatever discipline or perspective they begin. The ultimate purpose of this Special Issue is to fertilize the soil of the scholarship on workplace relationships with the hope of generating new connections and collaborations between those scholars who start out in different places and yet can see the benefits of collaborative and integrative work.

Prof. Dr. Steve Duck
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Behavioral Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2200 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

workplace relationships
success at work
workplace stress
working and COVID
workplace disrespect
workplace bullying
workplace productivity
working from home
organizational communication
supervisor–subordinate, peer, friendship, and romantic workplace relationships
workplace geography
working from home
communication competency
job insecurity
military transition to civilian workplace

Published Papers (10 papers)

Download All Papers

Research

22 pages, 845 KiB

Open AccessArticle

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work–Life Balance

by Elizabeth Emperatriz García-Salirrosas, Rafael Fernando Rondon-Eusebio, Luis Alberto Geraldo-Campos and Ángel Acevedo-Duque

Behav. Sci. 2023, 13(11), 916; https://doi.org/10.3390/bs13110916 - 10 Nov 2023

Viewed by 4198

Abstract

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work–life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work–life balance in remote workers’ job satisfaction. It is suggested that companies adopt policies and practices that encourage work–life balance as well as a favorable supervisory environment. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

15 pages, 701 KiB

Open AccessArticle

Sleep and Well-Being during the COVID-19 Remote and In-Person Periods: Experiences of College Faculty and Staff with and without Disabilities

by Catherine S. Fichten, Samantha Wing, Georgiana Costin, Mary Jorgensen, Alice Havel, Susie Wileman, Sally Bailes, Laura Creti and Eva Libman

Behav. Sci. 2023, 13(10), 844; https://doi.org/10.3390/bs13100844 - 16 Oct 2023

Viewed by 1178

Abstract

We explored the impacts of the remote and return-to-in-person work periods on sleep and well-being as reported by faculty (n = 22) and non-teaching staff (n = 21) with and without disabilities. Participants were recruited through college platforms and personal contacts. Our results show that contrary to expectations, the COVID-19 remote teaching/working period resulted in better sleep, as well as greater well-being, than the return-to-in-person work period. With respect to sleep, faculty members had slightly more negative outcomes than staff, most evident in heightened anxiety and work aspects. Faculty with disabilities had somewhat worse sleep and well-being during the remote period than faculty without disabilities. During the return to in-person work, both faculty and non-teaching staff reported more negative than positive sleep and well-being outcomes. In particular, during the in-person period, faculty members experienced slightly more negative sleep outcomes related to anxiety and work, while staff members experienced slightly more negative sleep outcomes related to the need to commute and lifestyle. Our findings show that there were benefits and disadvantages to both remote and in-person work periods, suggesting a hybrid work schedule should be considered in more detail, particularly as an optional reasonable accommodation for faculty and staff with disabilities. Our study highlights that training to keep faculty abreast of the latest technological innovations, ways to promote work–life balance, and steps to remedy classroom size and building ventilation to prevent the spread of disease all need urgent attention. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

24 pages, 614 KiB

Open AccessArticle

How Does Abusive Supervision Affect Organisational Gossip? Understanding the Mediating Role of the Dark Triad

by Fatih Uçan and Salih Börteçine Avci

Behav. Sci. 2023, 13(9), 730; https://doi.org/10.3390/bs13090730 - 31 Aug 2023

Viewed by 1084

Abstract

According to the trait activation theory (TAT), personality characteristics are dormant until contextual elements stir them into action. Personality traits are expected to be activated in the context of abusive supervision. From this perspective, our paper examines whether abusive supervision affects organisational gossiping behaviour through the dark triad. To this end, this study examines the mediating effects of the dark triad on the relationship between abusive supervision and organisational gossip based on cross-sectional data gathered from two separate samples. Using the results from structural equation modelling, it is evident that abusive supervision activates the dark triad, and its context influences organisational gossip in line with the TAT. In addition, our results show that abusive supervision positively affects gossip for information gathering and relationship building, with the dark triad proving to be completely mediating. This finding implies that abusive supervision is a contextual factor, and as such, behaviours such as consistent ill treatment and non-violent, verbal or non-verbal hostile acts will have long-term and lasting effects on organisational communication in many organisations. This study offers significant policy implications concerning behavioural issues within education-centred organisations. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

22 pages, 1251 KiB

Open AccessArticle

Do Illegitimate Tasks Lead to Work Withdrawal Behavior among Generation Z Employees in China? The Role of Perceived Insider Status and Overqualification

by Pengxiang Fan, Hao Zhang, Songlin Yang, Zixuan Yu and Ming Guo

Behav. Sci. 2023, 13(9), 702; https://doi.org/10.3390/bs13090702 - 23 Aug 2023

Viewed by 1875

Abstract

Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

13 pages, 1076 KiB

Open AccessArticle

Unraveling the Puzzle of Turnover Intention: Exploring the Impact of Home-Work Interface and Working Conditions on Affective Commitment and Job Satisfaction

by Massoud Moslehpour, Afrizal Firman, Jovi Sulistiawan, Pei-Kuan Lin and Hien Thi Thu Nguyen

Behav. Sci. 2023, 13(9), 699; https://doi.org/10.3390/bs13090699 - 22 Aug 2023

Cited by 1 | Viewed by 1059

Abstract

This study investigates the antecedents of turnover intention among Vietnamese nurses at a hospital in Quang Ninh Province, North Vietnam. This study evaluates the relationship between home–work interface (HWI) and working conditions (WC) on intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS), the relationship between intrinsic job satisfaction (IJS) and extrinsic job satisfaction (EJS) on affective commitment (AC) and turnover intention (TI), and the relationship between affective commitment (AC) and turnover intention (TI). The study employs cross-sectional data and a questionnaire survey to collect the data. The 306 qualified questionnaires were collected, and partial least squares structural equation modeling (PLS-SEM) was employed to analyze the research model and test the hypotheses. The study reveals that working conditions and the home-work interface affect intrinsic job satisfaction. Intrinsic and extrinsic job satisfaction affect affective commitment. Interestingly, affective commitment and intrinsic job satisfaction were not significantly affecting turnover intention. The present study develops and empirically examines a conceptual framework by providing theoretical insight and managerial implications into the turnover intention’s antecedents in Vietnamese nursing care at the hospital. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

15 pages, 798 KiB

Open AccessArticle

Positive Verbal Rewards, Creative Self-Efficacy, and Creative Behavior: A Perspective of Cognitive Appraisal Theory

by Zhenglin Liang, Sid Suntrayuth, Xiaohong Sun and Jiafu Su

Behav. Sci. 2023, 13(3), 229; https://doi.org/10.3390/bs13030229 - 6 Mar 2023

Cited by 4 | Viewed by 2215

Abstract

The creative behavior of cultural innovation team members is the key to driving the team forward. Previous studies have relatively neglected the dynamic mechanism of positive verbal rewards on the creative behavior of cultural innovation team members. This paper, drawing on cognitive appraisal theory, focuses on the dynamic mechanism of positive verbal rewards on the creative behavior of cultural innovation team members and the moderating effect of positive affectivity. Based on the survey of 211 cultural innovation team members in Guangdong, China, this paper constructs a relationship model between positive verbal reward, creative self-efficacy, positive affectivity, and members’ creative behaviors and empirically tests the model. The results of statistical data analysis show that positive verbal reward has a significant positive impact on members’ creative behavior. Creative self-efficacy partially mediates between positive verbal rewards and members’ creative behavior; positive affectivity moderates the positive influence of creative self-efficacy on members’ creative behavior. The higher the level of positive affectivity, the stronger the positive impact of positive verbal rewards on members’ creative behavior, and vice versa. The above research findings help clarify the mechanism of positive verbal rewards on the cultural innovation team members’ creative behaviors in the context of Chinese organizations and provide theoretical support for cultural innovation team management practices. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

21 pages, 1301 KiB

Open AccessArticle

Hotel Employees’ Burnout and Intention to Quit: The Role of Psychological Distress and Financial Well-Being in a Moderation Mediation Model

by Asier Baquero

Behav. Sci. 2023, 13(2), 84; https://doi.org/10.3390/bs13020084 - 19 Jan 2023

Cited by 8 | Viewed by 4068

Abstract

Continuous changes, such as pandemics and increasing competition, as well as high workload, affect the workplace behavior of hotel organizations today, resulting in employee burnout and intention to quit. The purpose of this research was to investigate the effect of burnout on intention to quit among male hotel employees, integrating the mediating effect of psychological distress and moderating effect of financial well-being. Male employees in four- and five-star hotels in the UAE completed a total of 304 questionnaires. All direct relationships were positive and statistically significant, there was a partial mediating relationship, and only one of the moderating effects was statistically significant. This study found that burnout predicts the intention to quit as well as psychological distress. Psychological distress partially mediates the relationship between burnout and the intention to quit. Financial well-being moderates the relationship between burnout and psychological distress—making this relationship stronger for employees with high-income prospects—but not the relationship between burnout and intention to quit; regardless of the financial well-being of the employee, burnout will lead to the intention to quit their job. Hotel organizations must be aware of the consequences of employee burnout and concentrate on identifying and treating its causes. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

18 pages, 853 KiB

Open AccessArticle

Invisible Erosion of Human Capital: The Impact of Emotional Blackmail and Emotional Intelligence on Nurses’ Job Satisfaction and Turnover Intention

by Wei-Yuan Lo, Yu-Kai Lin, Chun-Yu Lin and Hsiang-Ming Lee

Behav. Sci. 2023, 13(1), 37; https://doi.org/10.3390/bs13010037 - 31 Dec 2022

Cited by 4 | Viewed by 3371

Abstract

Emotion is a compelling factor in the retention and job satisfaction of professionals, and the impacts of emotional feelings and reactions have become an indispensable issue in the nursing workforce. Drawing on the cognitive theory of emotions, this study bridges the research gap to investigate the relationships among emotional blackmail, emotional intelligence, job satisfaction, and turnover intentions of nurses. A cross-sectional design was used to collect data from a sample of 374 full-time nurses in Northern Taiwan. Hypotheses were tested and analyzed by means of SPSS 22, structural equation modeling (SEM), and PROCESS v3.3. The results revealed the direct relationships between emotional blackmail, job satisfaction, and turnover intentions, and job satisfaction partially mediated the relationship between emotional blackmail and turnover intentions. However, there is no statistical support that emotional intelligence moderates the relationships between emotional blackmail and job satisfaction and turnover intentions. Healthcare organizations must take the initiative and form strategies that will help balance nurses’ work stresses. These strategies should aim to reduce unnecessary demands from supervisors, patients, and co-workers, as well as in the socio-emotional domain. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

18 pages, 624 KiB

Open AccessArticle

Relationship between Green Leaders’ Emotional Intelligence and Employees’ Green Behavior: A PLS-SEM Approach

by Xiao Hu, Rita Yi Man Li, Kalpina Kumari, Samira Ben Belgacem, Qinghua Fu, Mohammed Arshad Khan and Abdulaziz A. Alkhuraydili

Behav. Sci. 2023, 13(1), 25; https://doi.org/10.3390/bs13010025 - 27 Dec 2022

Cited by 18 | Viewed by 5823

Abstract

The green leadership (GL) concept has significantly gained popularity over the last decade. Consequently, more research has been conducted on this emerging leadership concept, emphasizing leadership styles that promote the green environment so that sustainable goals can be achieved. In the present research, leaders’ emotional intelligence (EI) is positioned as a mediating variable between GL and employees’ green organizational citizenship behavior (GOCB). The data of this research comprised managerial and non-managerial staff from the manufacturing and service industries. A PLS-SEM was used to evaluate the relationship between the various factors among 422 employees. The empirical findings indicated that GL and GOCB had a favorable and robust relationship. The results of the study also suggested that a leader’s EI mediates the influence of green leadership on their employees’ green organizational citizenship behavior. Green leadership is essential in creating sustainable environmental behaviors among employees. It can strengthen leaders’ EI, which successively helps them to garner positivity and foster an environment of mutual harmony and cooperation in the workplace to support pro-environmental policies. Overall, our study contributes to and advances previous studies and shows that green leadership plays a critical role in influencing a leader’s own EI which, in turn, predicts the green OCB of their employees in the workplace. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

17 pages, 595 KiB

Open AccessArticle

Can People Be Managed through Fear? An Enquiry into Arab Culture

by Abdulrahman Essa Al Lily and Ahmed Ali Alhazmi

Behav. Sci. 2022, 12(10), 352; https://doi.org/10.3390/bs12100352 - 22 Sep 2022

Viewed by 1727

Abstract

This research scrutinises the fear-driven management of Arabs. It conceptualises fear as a structural component of Arab society through a sociological lens and, by drawing upon the reflections of 28 Arab experts, philosophises on the potential of fear to develop into a well-configured managerial system (‘feararchy’) that regulates public and private lives. This research finds this system to rest upon a foundation of three forms of fear: ontological (the normalisation of fear), epistemological (the utilisation of fear to shape knowledge) and axiological (the influence of fear on acceptability). This article makes five contributions. First, it shows how, through turning fear into a collective status, Arab managers exploit fear for social control. Second, it demonstrates the institutional nature of Arabs’ fear, making it worthy of attention from the field of management. Third, it investigates fear as an individually internalised, socially constructed feeling that is psychologically manipulative. Fourth, it presents fear as not merely a natural psychological sensation but a managerially distorted contextual frame within which current (and future) members think and operate. Fifth and finally, it exposes the contextuality of fear: sources of fear in one context may not be sources of fear in another. Full article

(This article belongs to the Special Issue Important Perspectives on Workplace Relationships)

► Show Figures

Figure 1

Journal Menu

Journal Browser

Important Perspectives on Workplace Relationships

Share This Special Issue

Special Issue Editor

Special Issue Information

Keywords

Published Papers (10 papers)

Research

Further Information

Guidelines

MDPI Initiatives

Follow MDPI