Department of Organizational Behaviour, Human Resources Management and Management

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Now showing 1 - 5 of 59
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    Antecedents and outcome of employee change fatigue and change cynicism
    (2021) Ouedraogo, Noufou; Ouakouak, Mohammed Laid
    Organisations implement changes either to address real business imperatives or to follow trends in their industries. But frequent changes in an organisation often lead to employee change fatigue and change cynicism. The purpose of this study is to investigate the impact of the change logic of appropriateness and the logic of consequences on change fatigue and change cynicism and the impact of change fatigue and change cynicism on change success.
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    Union leader’s language during conflict: does gender matter?
    (2021) Keim, Charles
    We analyze the language used by two consecutive British Columbia Teachers’ Federation (BCTF) presidents, Susan Lambert and Jim Iker, during two collective bargaining sessions that pitted the BCTF against the British Columbia (BC) government and the British Columbia Public School Employers’ Association (BCPSEA). Our study analyzes how gender language differences if they indeed exist, are manifested during critical moments that require strong leadership. Language is a critical resource for leaders, who use it to define issues, assign motives and inspire action, and portray themselves as people of power and consequence. Both women and men can employ a variety of linguistic strategies and the linguistic decisions that male and female leaders make provide a window onto if and how gender may be manifested by those in power and how they use language to present themselves as effective leaders. In this paper, we explore whether and how gender influences the linguistic choices of a male and female union leader during times of conflict.
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    It follows! The relationship between perceived prior experienced co-worker interpersonal mistreatment on newcomer employee social integration
    (2021) Oyet, Mercy C.; Chika-James, Theresa
    This article investigated whether and how the negative outcomes of perceived prior experienced coworker interpersonal mistreatment persist even when the targeted individual quits and joins a new organization. Drawing from the stressor–strain model, the perseverative cognition model of stress, and social exchange theory, we proposed that individuals’ rumination about perceived prior experienced coworker interpersonal mistreatment following turnover and up to entry into the new organization negatively impacts their mental health and ability to socially integrate into the new organization. We further posit that the negative relationship between individuals’ reduced mental health and their social integration will be weaker for newcomer employees with high propensity to trust (PTT). Using a time-lagged survey (6 months apart) of 71 employees, we found that the negative outcomes of perceived experienced coworker interpersonal mistreatment perpetuate after the individual quits and joins a new organization by negatively impacting the individual’s social integration via the individual’s rumination and reduced mental health. Contrary to our hypothesis, we did not find that the negative relationship between individuals’ reduced mental health and their social integration was weaker for those with high PTT. Overall, this study’s findings contribute insights into the extensiveness of the negative outcomes of experienced coworker interpersonal mistreatment. We conclude with a discussion of the theoretical and practical implications of our study.
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    Becoming a community engaged professional in management studies using relational pedagogy
    (2019) Chika-James, Theresa; Salem, Tarek
    Overview: Roles of community engaged professionals: Understand the concepts of community engaged scholarship. Collaborate with students and community organizations as co educators, co learners, co generators of knowledge. Integrate research, teaching and service through community engagement. Mentor students and faculty to build community engagement scholarship and portfolio. Provide leadership to advance community engagement scholarship in higher institution of learning (e.g. MacEwan University School of Business).
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    Our gains, pains, and hopes: Community partners’ perspectives of service-learning in an undergraduate business education
    (2022) Chika-James, Theresa; Salem, Tarek; Oyet, Mercy C.
    In assessing the impact of service-learning, most studies focus on its effects on students’ learning than community partners and the communities served; leaving largely unanswered, the question of whether service-learning in business education still contributes value to community organizations and the wider society. This study investigates the impact of service-learning on communities through the perspectives of community partners from nonprofit and for-profit organizations in Canadian urban communities. Using semi-structured interviews and qualitative analysis, the authors collected and analyzed data from 30 participants to confirm their perspectives of service-learning in an undergraduate business education. The study found that service-learning offered practical benefits to communities and presented challenges that impacted partners’ experiences of service-learning. The penultimate sections of the paper provide recommendations for the improvement of the pedagogical practices of service-learning and advancement of community organizations. Key recommendations to maximize benefits for community partners include more faculty-community partners’ collaboration and creating networking opportunities for community partners.