Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits of engaging in incivility. The hypothesis that individuals with a low cost and/or high benefit pattern of responses of incivility were more likely to report instigating uncivil behaviors was also unsupported. The limitation of statistical analyses by a violation of the assumption of equal variances is discussed.

No description available.

Energy is an essential component required to execute missions throughout military organizations. Failing to sustain energy efficiency in military units could cause mission failures throughout the Department of Defense. As a result, efficient energy management has become a major priority for Air National Guard units as well as other military organizations around the globe. The purpose of this qualitative single case study was to gain an understanding of strategies used by front-line military supervisors to reduce energy consumption through behavioral change on a military installation located in Maryland. The central question explored strategies that front-line military supervisors use to change behaviors to reduce energy consumption on a military installation. The conceptual frameworks included the energy cultures framework, Hersey and Blanchard's situational leadership theory, Adam's equity theory, Herzberg's two-factor theory, and Vroom's expectancy theory. Research data were obtained during a 7-day period from 15 front-line military supervisors in a military unit. Participants were required to have a satisfactory evaluation performance report and be a front-line military supervisor in the Air National Guard unit being studied. Braun and Clarke's 6-phase thematic analysis technique was administered to analyze the data. There were 6 emergent themes identified from the focus group data: (a) environmental preservation, (b) sustainable practices, (c) funds, (d) proactive leadership, (e) workplace management, and (f) policy and regulations. The findings from the study could be used by front-line military supervisors to become proactive leaders that use practical, sustainable practices effectively to manage energy conservation in military installations. The implications for positive social change include the potential to reduce energy usage in the Federal government.

Counterproductive employee behaviors are inevitable, unpredictable, and widespread in the U.S. retail industry. The purpose of this multiple case study was to explore U.S. midlevel retail leadership strategies used to prevent and correct employee behaviors that sabotage quality service encounters. Gilbert's behavior engineering model, which links employee behaviors to performance, was the framework used in this study. The data-collection process comprised 7 semistructured interviews with midlevel retail leaders, online company documentation, and researcher observations and assisted in achieving methodological triangulation. Member checking ensured the accuracy of participant responses, while Moustakas' modified van Kaam method was used to guide the data analysis process. Making the customer service experience special, employee rudeness and bad attitudes, and leading by example were the primary emergent themes. The participants revealed key behavior intervention and corrective strategies prior to termination consisted of only 2 steps: coaching or 1-on-1 discussions and formal training. The findings of this study may contribute to retail business practices by expanding existing leadership strategies to engineer employee behaviors that produce consistent quality service encounters, empower employees, improve consumer satisfaction, and increase retail profitability and competitiveness. Resultant retailers' profitability and consumer satisfaction may contribute to social change by directly impacting the U.S. gross domestic product, local communal tax base, and reinforce human civility throughout the retail industry.

No description available.

Budget constraints will cause federal furloughs to continue through 2035. Federal furloughs such as the one in 2012-2013, affected 800,000 out of 2.7 million federal employees. This dramatic workforce reduction caused remaining employees to experience stress and morale issues in the workplace. The purpose of the research was to understand how managers comprehend and experience the impact of extrinsic and intrinsic motivation on remaining employees' performance and attitudes during the furlough process. The theoretical foundation and conceptual framework were designed using both intrinsic and extrinsic motivation concepts and theories. Aspects of self-determination theory and hierarchy motivation theory were used to describe intrinsic motivational concepts. Extrinsic workplace motivation was described through expectancy theory, equity theory, and goal-setting theory. The overarching question addressed the lived experiences of 15 government managers to understand their perceptions on employee motivation during a furlough in the workplace through a hermeneutic phenomenological approach. Through the use of Flick's method of data analysis, 5 themes emerged from the interviews with the participants. The most notable results described the perceptions that managers had about their challenges in maintaining employee motivation and trust in an organization where the managers felt powerless. Recommendations may support positive social change by enabling more local control for managers and to develop and implement policies and procedures to support motivation of employees. Additionally, this study outcomes may lead to sensitizing national leaders to the detrimental effects of furloughs and the impact to employees and their families.

Submitted by Fabio Gadelha (fabio.gadelha@gmail.com) on 2017-07-17T15:08:31Z No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) / Approved for entry into archive by Joana Martorini (joana.martorini@fgv.br) on 2017-07-17T15:21:39Z (GMT) No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) / Made available in DSpace on 2017-07-17T16:02:26Z (GMT). No. of bitstreams: 1 Os efeitos do estresse financeiro no ambiente de trabalho brasileiro - Fabio Tosta Gadelha Souza (final).pdf: 1162439 bytes, checksum: 328fc7a94cea04c0f310a40a4e091b37 (MD5) Previous issue date: 2017-07-06 / The main objective of this paper was to determine whether Brazilian employee’s level of financial stress affects their behavior in the workplace. Specifically, it was tested if individuals with a higher level of financial stress are more likely to: i) miss work, in general; ii) miss work unjustifiably; have excused absences from work; and iv) being subject to punishments at work, as compared to their less stressed colleagues. The study was performed based on a research with 673 employees of 10 different Brazilian companies from different industries, in which participation was voluntary. The level of individual financial stress was determined by the InCharge Financial Distress/Financial Well-Being Scale, created by Prawitz et. al. (2006), in order to use the subjective level of financial stress of the respondents. The tests were applied using the Linear Probability, Probit and Logit models. Our findings were that the financial stress does increase, in a statistically significant manner, the chances of absences from work in general/regardless of motives and of unexcused absences. All three models pointed out in that direction. We have not been able, however, to find significant results in any of the three models that financial stress does increase the chances of excused absences and punishments. / A proposta do presente trabalho foi averiguar se, no Brasil, o nível de estresse financeiro dos empregados afeta seu comportamento no trabalho. Especificamente, foi testado se pessoas com maior nível de estresse financeiro têm maior probabilidade de: i) faltar, de uma maneira geral; ii) faltar de maneira injustificada; iii) terem faltas abonadas por seus superiores; e iv) sofrerem punições, em relação aos seus colegas menos estressados. O estudo foi feito a partir de uma pesquisa com 673 funcionários de 10 grupos empresariais brasileiros de diferentes setores de atuação, cuja participação foi voluntária. O grau de estresse financeiro individual foi determinado a partir da Escala InCharge de Estresse Financeiro/Bem-Estar Financeiro, criada por Prawitz et al. (2006), a fim de que se pudesse utilizar o nível subjetivo de estresse financeiro dos respondentes. Os testes foram realizados utilizando os modelos de Probabilidade Linear, Probit e Logit. Nossas conclusões foram de que estresse financeiro aumenta, de maneira estatisticamente significativa, a probabilidade de faltas em geral e de faltas injustificadas. Todos os três modelos apontaram neste sentido. Contudo, não encontramos resultados significativos em nenhum dos três modelos de que o estresse financeiro aumenta a probabilidade de faltas abonadas e punições.