21: Faculty Development as a Hazardous Occupation

Nilson, Linda B.; Nuhfer, Edward B.; Mullinix, Bonnie B.

doi:10.1002/j.2334-4822.2011.tb00664.x

Cited by 9 publications

(5 citation statements)

References 1 publication

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“…Sabagh et al, 2018), minimal research (e.g. Nilson et al, 2011) has investigated the nature of this link, particularly, in the hospitality context. This is particularly prevalent among studies investigating resource-related research topics in collectivist cultures.…”

Section: Relationship Between Workplace Bullying and Well-beingmentioning

confidence: 99%

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

Hayat

Afshari

2020

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PurposeDrawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.Design/methodology/approachThe data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.Practical implicationsThis study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.Originality/valueThe current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.

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Section: Relationship Between Workplace Bullying and Well-beingmentioning

confidence: 99%

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

Hayat

Afshari

2020

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“…CTLs have been said to play “‘background roles,’ mostly staying out of the spotlight” (Bartlett, ). The profession has even been referred to as “hazardous” (Nilson et al, ). As much as scholars may wish to retrieve such terms or reveal the positive potential of marginal positions, this kind of rhetoric also implies a place for educational developers that is far from central or secure and not always particularly valued.…”

Section: Gender and Organizational Developmentmentioning

confidence: 99%

Educational Development as Pink Collar Labor: Implications and Recommendations

Bernhagen¹,

Gravett²

2017

To Improve the Academy

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Against a backdrop of other professional arenas, including higher education, this article examines the field of educational development—who we are (mostly women) and what we do (care, service, and emotional labor)—through the lens of gender. While we suggest that educational development may provide a positive counterexample to the male dominance in other higher education professions, we also argue that the common devaluing of women and their labor, well‐documented in other arenas, may contribute to educational developers' "marginal" positions on campuses, our difficulties getting "invited to the table," as well as our challenges in becoming more involved in organizational development efforts. The article concludes with suggestions for how educational developers might take action moving forward.

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“…In short, a significant percentage of participants in a study about marginalization reported not being marginalized at all, especially compared to the relatively few that did report being uninvolved in organizational development. While this is certainly reassuring data, given widespread concerns about the marginal (Chism, ; D'Andrea & Gosling, ; Harland & Staniforth, ) and even “hazardous” (Nilson, Nuhfer, & Mullinix, ) position of educational developers, it is then unclear to what degree these directors’ experiences can shed light on marginalization in our field or what kinds of movements might be required to become more central, given that such movements would hardly be necessary if one is already a “key leader.”…”

Section: Coming In From the Margins: Organizational Development And Tmentioning

confidence: 97%

A View From the Margins: Situating CTL Staff in Organizational Development

Gravett

Bernhagen

2015

To Improve the Academy

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The authors explore assumptions that underlie work on organizational development in their field, which reveal hierarchical and homogenizing tendencies, despite commitments to inclusivity. Given that the aim of recent literature, such as Schroeder and Associates’ Coming in from the Margins, is to situate educational developers in relation to organizational development, and given the field's values, then both staff and directors must be considered. The authors examine how the margins can be valuable sites of knowledge production, highlighting the ways staff might contribute to organizational development. The authors hope that readers will gain several ideas for how to incorporate staff into organizational development.

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21: Faculty Development as a Hazardous Occupation

Cited by 9 publications

References 1 publication

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

Educational Development as Pink Collar Labor: Implications and Recommendations

A View From the Margins: Situating CTL Staff in Organizational Development

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