Laissez-Faire Leadership: Doing Nothing and Its Destructive Effects

Bergen, C. W. Von; Bressler, Martin S.

doi:10.18374/ejm-14-1.7

Cited by 3 publications

(2 citation statements)

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“…Therefore, to improve their occupational health and reduce the cost of enterprise accidents, steel workers are expected and required to abide by these rules and regulations in their daily work [ 8 , 55 ]. The outcomes of ignoring safety noncompliance or violation behaviors is different than overlooking safety compliance behavior [ 56 ]. Safety compliance behaviors may be typically less comfortable, convenient or efficient than safety noncompliance or violation behaviors [ 56 ].…”

Section: Introductionmentioning

confidence: 99%

“…The outcomes of ignoring safety noncompliance or violation behaviors is different than overlooking safety compliance behavior [ 56 ]. Safety compliance behaviors may be typically less comfortable, convenient or efficient than safety noncompliance or violation behaviors [ 56 ]. If someone ignores or even violates safety rules without negative feedbacks or punishments from leaders, they will perceive strong organizational injustice and role ambiguity [ 37 , 57 ], as well as low perceived cost of safety violations [ 58 ], which will lead to their undesirable attitude and behavior of safety compliance in the future.…”

Section: Introductionmentioning

confidence: 99%

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Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers: The Moderating Role of Safety Moral Belief and Organizational Size

Liu

Mei

Jiang

et al. 2021

IJERPH

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Despite the documented relationship between active-approaching leadership behaviors and workplace safety, few studies have addressed whether and when passive-avoidant leadership affects safety behavior. This study examined the relationship between two types of safety-specific passive-avoidant leadership, i.e., safety-specific leader reward omission (SLRO) and safety-specific leader punishment omission (SLPO), and safety compliance, as well as the moderating effects of an individual difference (safety moral belief) and an organizational difference (organizational size) in these relationships. These predictions were tested on a sample of 704 steel workers in China. The results showed that, although both SLRO and SLPO are negatively related to safety compliance, SLPO demonstrated a greater effect than SLRO. Moreover, we found that steel workers with high levels of safety moral belief were more resistant to the negative effects of SLRO and SLPO on safety compliance. Although steel workers in large enterprises were more resistant to the negative effects of SLPO than those in small enterprises, the SLRO-compliance relationship is not contingent upon organizational size. The current study enriched the safety leadership literature by demonstrating the detrimental and relative effects of two types of safety-specific passive-avoidant leadership on safety compliance and by identifying two boundary conditions that can buffer these relationships among steel workers.

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Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers: The Moderating Role of Safety Moral Belief and Organizational Size

Liu

Mei

Jiang

et al. 2021

IJERPH

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Bullying and an unfavourable working environment

Meriläinen

Kõiv

2018

IJWHM

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Purpose The purpose of this paper is twofold: first, to reveal the relationship between perceived bullying and the features of a favourable working environment; and second, to indicate bullying factors that especially worsen the working environment and working environment factors that contribute to the bullying experiences. Design/methodology/approach In Spring 2014, 864 staff members—including teachers, researchers, administrators, project workers and service staff—from nine Estonian universities answered an e-mail questionnaire. Findings It was revealed that “professional understating”, “unreasonable work-related demands” and “work-related malpractice” are forms of bullying that negatively affect the working atmosphere. “Appreciation”, “vertical trust”, “predictability” and “quality of leadership” are working environment factors that contribute to the experiences of bullying. Experiences of “professional understating” seem to reduce feelings related to all features of a favourable working atmosphere. A lack of “appreciation” appears to be a key environment feature that also plays a role in workplace bullying. Research limitations/implications In Estonian universities, first, “professional understating” negatively affects the feelings of “appreciation”; in contrast, a lack of “appreciation” contributes to feelings of “professional understating”. Second, “unreasonable work-related demands” is a sign of a shortage of “vertical trust” and the opposite of “trust” between management and employees, which obviously decreases perceived “workload”. The present results can be applied in at least three contexts: cultural and institutional studies, leadership practices and personal work control. Originality/value The detailed examination showed that it is possible to reveal certain bullying factors that specifically affect certain environment factors and find out particular working environment features that contribute specifically to certain kinds of bullying.

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The Role of Departmental Heads in the Procurement of Teaching and Learning Resources to Enhance Learner Performance

Mahlambi

Mawela

2021

Advances in Educational Marketing, Administration, and Leadership

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This chapter introduces transformative learning as a helpful theory to consider the role of departmental heads in the procurement of teaching and learning resources in selected secondary schools in Alexandra Township, South Africa. South Africa felt the effects of the pandemic as the country was ill-prepared for the devastation the pandemic brought to its learning systems. The Department of Basic Education tried to implement various strategies to ensure that teaching and learning continue to save the academic year. In this qualitative study, the interpretive paradigm and a purposive convenient sampling technique were employed to sample five mathematics DH from five secondary schools. The thematic data analysis was used to interpret and discuss data obtained from the document and semi-structured interviews. It was found that the schools did not have teaching and learning resources that could allow remote learning. Moreover, there is a need to improve retrieval practices as resources loaned to learners remain unaccounted for.

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Laissez-Faire Leadership: Doing Nothing and Its Destructive Effects

Cited by 3 publications

References 0 publications

Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers: The Moderating Role of Safety Moral Belief and Organizational Size

Safety-Specific Passive-Avoidant Leadership and Safety Compliance among Chinese Steel Workers: The Moderating Role of Safety Moral Belief and Organizational Size

Bullying and an unfavourable working environment

The Role of Departmental Heads in the Procurement of Teaching and Learning Resources to Enhance Learner Performance

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