Marvie Gberevbie | Covenant University Canaanland, Ota. (original) (raw)
Papers by Marvie Gberevbie
Social Science & Medicine, Jan 1, 2004
International Journal of Stress Management, Jan 1, 2005
This study examined the predictive ability of emotional intelligence (EI), trust, and organizatio... more This study examined the predictive ability of emotional intelligence (EI), trust, and organizational support in general health. The sample consisted of 250 middle-level executives from 2-wheeler manufacturing organizations. Results suggest that the dimension of EI termed positive attitude about life predicted both factors of general health positively: (a) sense of accomplishment and contribution and (b) botheration-free existence. Organizational support predicted sense of accomplishment and contribution, whereas vertical trust predicted botheration-free existence, accompanied by the assertiveness and positive self-concept dimension of EI. The implications of the results are discussed in terms of promoting the general health of employees through training on EI skills and through the creation of an atmosphere of trust and recognition within the organization.
Journal of Organizational Behavior, Jan 1, 2002
This study examined the contribution of the psychological contract framework to understanding org... more This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three year period from 480 public sector employees. Separating perceived contract breach into its two components, the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice were not found to moderate the relationship between the psychological contract and OCB.
Journal of vocational …, Jan 1, 2002
The authors conducted meta-analyses to assess (a) relations among affective, continuance, and nor... more The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted. C 2002 Elsevier Science (USA)
Social Science & Medicine, Jan 1, 2005
Two relationships of particular importance to health care provision are those between patient and... more Two relationships of particular importance to health care provision are those between patient and provider, and health worker and employer. This paper presents an analytical framework that establishes the key dimensions of trust within these relationships, and suggests how they may combine in influencing health system responsiveness. The paper then explores the relevance of the framework by using it to analyse case studies of primary care providers in South Africa. The analysis suggests that respectful treatment is the central demand of primary care service users, in terms of positive attitudes/behaviours, thoroughness, and technical competence, as well as institutions that support fair treatment. It is argued that such treatment is necessary for, and integral to, patient-provider trust. The findings also suggest that the notion of workplace trust (combining trust in colleagues, supervisor and employing organisation) has relevance to provider experiences of their workplaces, and so can provide important insights for strengthening management. Nonetheless, given the limitations of this preliminary analysis, further research is needed to develop the notion of workplace trust and to test what role it has, along with that of provider-community relations, in influencing health worker performance.
Public Administration Review, Jan 1, 2007
... CrossRef. Kacmar, Michele K., Dawn S. Carlson, and Robert A. Brymer. 1999. Antecedents and Co... more ... CrossRef. Kacmar, Michele K., Dawn S. Carlson, and Robert A. Brymer. 1999. Antecedents and Consequences of Organizational Commitment: A Comparison of Two Scales. Educational and Psychological Measurement 59(6): 97694. CrossRef. Karl, Katherine A., and Cynthia L ...
Journal of Public Administration Research and Theory, Jan 1, 2005
In this journal, Rainey and Steinbauer proposed a theory of effective government organizations, a... more In this journal, Rainey and Steinbauer proposed a theory of effective government organizations, and Brewer and Selden conducted an empirical study with data from the 1996 Merit Principles Survey that confirmed most hypothesized relationships in the theoretical model of organizational performance. Following these studies, this study focuses only on the individual-level factors, such as job satisfaction, affective commitment, public service motivation, and organizational citizenship behavior. It empirically tests the effects of these variables on organizational performance in the public sector of Korea. When the survey data of 1,739 public employees in government agencies were analyzed, the hypothesized relationships in the proposed model were confirmed. I discuss the survey results in light of previous studies, especially those of Brewer and Selden.
School Effectiveness and …, Jan 1, 2006
To cite this Article Nguni, Samuel, Sleegers, Peter and Denessen, Eddie(2006) 'Transformational a... more To cite this Article Nguni, Samuel, Sleegers, Peter and Denessen, Eddie(2006) 'Transformational and transactional leadership effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in primary schools: The Tanzanian case', School Effectiveness and School Improvement, 17: 2, 145 -177 To link to this Article:
Journal of Occupational …, Jan 1, 2006
Driven by the assumption that multidisciplinarity contributes positively to team outcomes teams a... more Driven by the assumption that multidisciplinarity contributes positively to team outcomes teams are often deliberately staffed such that they comprise multiple disciplines. However, the diversity literature suggests that multidisciplinarity may not always benefit a team. This study departs from the notion of a linear, positive effect of multidisciplinarity and tests its contingency on the quality of team processes. It was assumed that multidisciplinarity only contributes to team outcomes if the quality of team processes is high. This hypothesis was tested in two independent samples of health care workers (N ¼ 66 and N ¼ 95 teams), using team innovation as the outcome variable. Results support the hypothesis for the quality of innovation, rather than the number of innovations introduced by the teams.
… and Voluntary Sector …, Jan 1, 2006
Journal of Career …, Jan 1, 2000
The user has requested enhancement of the downloaded file.
Health Care …, Jan 1, 2001
A predictive, nonexperimental design was used to test Kanter's work empowerment theory in... more A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.
... Previously she was a Lecturer at Warwick Business School, and Subject Leader on ManagingOrgan... more ... Previously she was a Lecturer at Warwick Business School, and Subject Leader on ManagingOrganizational and Individual Change and Critical ... is active in a number of international activities and currently serves on the Executive Board of the Management Education and ...
Social Science & …, Jan 1, 2004
Initiatives to reduce racial and ethnic disparities are conceptualized as a three-legged stool. P... more Initiatives to reduce racial and ethnic disparities are conceptualized as a three-legged stool. Public policy: to ensure a legal and regulatory environment designed to eliminate disparities in access and health status; clinical practice: to ensure patient satisfaction and loyalty and improve treatment outcomes through the cultural competence of clinicians; and organizational behavior: to ensure that leadership, staff, and the culture of the health services organization represents and values the communities they serve. Our review of the health services and general management literature published since 1990 reveals a paucity of research on organizational behavior. Based on our review of health services and general management organizational behavior and racial/ethnic diversity literature, we offer an agenda for future research in this area. Factors that will facilitate or inhibit the pursuit of the proposed research agenda are also identified and discussed. The literature reviewed is mainly from the United States and the proposed research agenda results from that review, which presents a potential limitation to its applicability internationally.
Journal of Organizational Behavior, Jan 1, 2002
In light of the growing theoretical and practical interest on organizational politics, especially... more In light of the growing theoretical and practical interest on organizational politics, especially its probable impact on work outcomes, two stress-related aftermaths of influence and politics in organizations were examined. On the basis of a model by the idea was pursued that workplace politics may have a long-range impact on employees' job distress and aggressive behavior in and around organizations. Three samples (n1 ¼ 155, n2 ¼ 184, n3 ¼ 201) were used to examine direct and indirect/mediating relationships among the research variables. Participants were Israeli employees from the private, public, and third sectors. Findings showed that: (1) job distress was an immediate response to organizational politics across the three types of organization, and (2) job distress proved a possible mediator between organizational politics and aggressive behavior as enacted by the employees themselves. Several theoretical and practical implications of the findings that may extend our knowledge on various stress-related aftermaths of organizational politics are noted. . Moreover, studies have not been able to attest to additional consequences related to job distress such as burnout or somatic tension. Except for the work of , the only study to investigate a larger number of stress-related outcomes, theory and empirical evidence on this topic remain vague.
Personnel Review, Jan 1, 2003
... Natalie Ferres, Newcastle Graduate School of Business, University of Newcastle, Newcastle, Au... more ... Natalie Ferres, Newcastle Graduate School of Business, University of Newcastle, Newcastle, Australia. ... cited conceptualisation emphasises interpersonal relationships and a willingness to be vulnerable (Mayer et al., 1995) based on the conviction that the latter party is ...
work & stress, Jan 1, 1999
Page 1. work & stress, 1999,vol. 13, no. 1 7±19 Personality and organizational health: th... more Page 1. work & stress, 1999,vol. 13, no. 1 7±19 Personality and organizational health: the role of conscientiousness RENE;E L. MILLER School of Psychology, The University of Queensland, Brisbane, Australia MARK A. GRIFFIN* ...
British Journal of …, Jan 1, 2002
This study examines different work-related foci of commitment, such as the work group and the emp... more This study examines different work-related foci of commitment, such as the work group and the employing organization as well as the current occupation. It assesses how these foci of commitment are influenced by, and influence, attitudes and emotions at work. Data from employees and managers in the British health-service sector shed light on the associations. Regression analysis reveals a strong association between positive workrelated emotions and commitment levels, leading to a higher intention to stay with the organization. Implications for management and how the study fits into the existing body of commitment literature are discussed.
Work, Employment & …, Jan 1, 2003
Social Science & Medicine, Jan 1, 2004
International Journal of Stress Management, Jan 1, 2005
This study examined the predictive ability of emotional intelligence (EI), trust, and organizatio... more This study examined the predictive ability of emotional intelligence (EI), trust, and organizational support in general health. The sample consisted of 250 middle-level executives from 2-wheeler manufacturing organizations. Results suggest that the dimension of EI termed positive attitude about life predicted both factors of general health positively: (a) sense of accomplishment and contribution and (b) botheration-free existence. Organizational support predicted sense of accomplishment and contribution, whereas vertical trust predicted botheration-free existence, accompanied by the assertiveness and positive self-concept dimension of EI. The implications of the results are discussed in terms of promoting the general health of employees through training on EI skills and through the creation of an atmosphere of trust and recognition within the organization.
Journal of Organizational Behavior, Jan 1, 2002
This study examined the contribution of the psychological contract framework to understanding org... more This study examined the contribution of the psychological contract framework to understanding organizational citizenship behavior (OCB) using survey data gathered at three measurement points over a three year period from 480 public sector employees. Separating perceived contract breach into its two components, the data suggest that perceived employer obligations explained unique variance in three dimensions of citizenship behavior (helping, advocacy and functional participation) beyond that accounted for by perceived employer inducements. Employees' acceptance of the norm of reciprocity moderated the relationship between employer inducements and the dimensions of advocacy and functional participation. Employees' trust in their employer moderated the relationship between perceived employer obligations and the dimensions of advocacy and functional participation. Contrary to the hypothesis, procedural or interactional justice were not found to moderate the relationship between the psychological contract and OCB.
Journal of vocational …, Jan 1, 2002
The authors conducted meta-analyses to assess (a) relations among affective, continuance, and nor... more The authors conducted meta-analyses to assess (a) relations among affective, continuance, and normative commitment to the organization and (b) relations between the three forms of commitment and variables identified as their antecedents, correlates, and consequences in Meyer and Allen's (1991) Three-Component Model. They found that the three forms of commitment are related yet distinguishable from one another as well as from job satisfaction, job involvement, and occupational commitment. Affective and continuance commitment generally correlated as expected with their hypothesized antecedent variables; no unique antecedents of normative commitment were identified. Also, as expected, all three forms of commitment related negatively to withdrawal cognition and turnover, and affective commitment had the strongest and most favorable correlations with organization-relevant (attendance, performance, and organizational citizenship behavior) and employee-relevant (stress and work-family conflict) outcomes. Normative commitment was also associated with desirable outcomes, albeit not as strongly. Continuance commitment was unrelated, or related negatively, to these outcomes. Comparisons of studies conducted within and outside North America revealed considerable similarity yet suggested that more systematic primary research concerning cultural differences is warranted. C 2002 Elsevier Science (USA)
Social Science & Medicine, Jan 1, 2005
Two relationships of particular importance to health care provision are those between patient and... more Two relationships of particular importance to health care provision are those between patient and provider, and health worker and employer. This paper presents an analytical framework that establishes the key dimensions of trust within these relationships, and suggests how they may combine in influencing health system responsiveness. The paper then explores the relevance of the framework by using it to analyse case studies of primary care providers in South Africa. The analysis suggests that respectful treatment is the central demand of primary care service users, in terms of positive attitudes/behaviours, thoroughness, and technical competence, as well as institutions that support fair treatment. It is argued that such treatment is necessary for, and integral to, patient-provider trust. The findings also suggest that the notion of workplace trust (combining trust in colleagues, supervisor and employing organisation) has relevance to provider experiences of their workplaces, and so can provide important insights for strengthening management. Nonetheless, given the limitations of this preliminary analysis, further research is needed to develop the notion of workplace trust and to test what role it has, along with that of provider-community relations, in influencing health worker performance.
Public Administration Review, Jan 1, 2007
... CrossRef. Kacmar, Michele K., Dawn S. Carlson, and Robert A. Brymer. 1999. Antecedents and Co... more ... CrossRef. Kacmar, Michele K., Dawn S. Carlson, and Robert A. Brymer. 1999. Antecedents and Consequences of Organizational Commitment: A Comparison of Two Scales. Educational and Psychological Measurement 59(6): 97694. CrossRef. Karl, Katherine A., and Cynthia L ...
Journal of Public Administration Research and Theory, Jan 1, 2005
In this journal, Rainey and Steinbauer proposed a theory of effective government organizations, a... more In this journal, Rainey and Steinbauer proposed a theory of effective government organizations, and Brewer and Selden conducted an empirical study with data from the 1996 Merit Principles Survey that confirmed most hypothesized relationships in the theoretical model of organizational performance. Following these studies, this study focuses only on the individual-level factors, such as job satisfaction, affective commitment, public service motivation, and organizational citizenship behavior. It empirically tests the effects of these variables on organizational performance in the public sector of Korea. When the survey data of 1,739 public employees in government agencies were analyzed, the hypothesized relationships in the proposed model were confirmed. I discuss the survey results in light of previous studies, especially those of Brewer and Selden.
School Effectiveness and …, Jan 1, 2006
To cite this Article Nguni, Samuel, Sleegers, Peter and Denessen, Eddie(2006) 'Transformational a... more To cite this Article Nguni, Samuel, Sleegers, Peter and Denessen, Eddie(2006) 'Transformational and transactional leadership effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in primary schools: The Tanzanian case', School Effectiveness and School Improvement, 17: 2, 145 -177 To link to this Article:
Journal of Occupational …, Jan 1, 2006
Driven by the assumption that multidisciplinarity contributes positively to team outcomes teams a... more Driven by the assumption that multidisciplinarity contributes positively to team outcomes teams are often deliberately staffed such that they comprise multiple disciplines. However, the diversity literature suggests that multidisciplinarity may not always benefit a team. This study departs from the notion of a linear, positive effect of multidisciplinarity and tests its contingency on the quality of team processes. It was assumed that multidisciplinarity only contributes to team outcomes if the quality of team processes is high. This hypothesis was tested in two independent samples of health care workers (N ¼ 66 and N ¼ 95 teams), using team innovation as the outcome variable. Results support the hypothesis for the quality of innovation, rather than the number of innovations introduced by the teams.
… and Voluntary Sector …, Jan 1, 2006
Journal of Career …, Jan 1, 2000
The user has requested enhancement of the downloaded file.
Health Care …, Jan 1, 2001
A predictive, nonexperimental design was used to test Kanter's work empowerment theory in... more A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.
... Previously she was a Lecturer at Warwick Business School, and Subject Leader on ManagingOrgan... more ... Previously she was a Lecturer at Warwick Business School, and Subject Leader on ManagingOrganizational and Individual Change and Critical ... is active in a number of international activities and currently serves on the Executive Board of the Management Education and ...
Social Science & …, Jan 1, 2004
Initiatives to reduce racial and ethnic disparities are conceptualized as a three-legged stool. P... more Initiatives to reduce racial and ethnic disparities are conceptualized as a three-legged stool. Public policy: to ensure a legal and regulatory environment designed to eliminate disparities in access and health status; clinical practice: to ensure patient satisfaction and loyalty and improve treatment outcomes through the cultural competence of clinicians; and organizational behavior: to ensure that leadership, staff, and the culture of the health services organization represents and values the communities they serve. Our review of the health services and general management literature published since 1990 reveals a paucity of research on organizational behavior. Based on our review of health services and general management organizational behavior and racial/ethnic diversity literature, we offer an agenda for future research in this area. Factors that will facilitate or inhibit the pursuit of the proposed research agenda are also identified and discussed. The literature reviewed is mainly from the United States and the proposed research agenda results from that review, which presents a potential limitation to its applicability internationally.
Journal of Organizational Behavior, Jan 1, 2002
In light of the growing theoretical and practical interest on organizational politics, especially... more In light of the growing theoretical and practical interest on organizational politics, especially its probable impact on work outcomes, two stress-related aftermaths of influence and politics in organizations were examined. On the basis of a model by the idea was pursued that workplace politics may have a long-range impact on employees' job distress and aggressive behavior in and around organizations. Three samples (n1 ¼ 155, n2 ¼ 184, n3 ¼ 201) were used to examine direct and indirect/mediating relationships among the research variables. Participants were Israeli employees from the private, public, and third sectors. Findings showed that: (1) job distress was an immediate response to organizational politics across the three types of organization, and (2) job distress proved a possible mediator between organizational politics and aggressive behavior as enacted by the employees themselves. Several theoretical and practical implications of the findings that may extend our knowledge on various stress-related aftermaths of organizational politics are noted. . Moreover, studies have not been able to attest to additional consequences related to job distress such as burnout or somatic tension. Except for the work of , the only study to investigate a larger number of stress-related outcomes, theory and empirical evidence on this topic remain vague.
Personnel Review, Jan 1, 2003
... Natalie Ferres, Newcastle Graduate School of Business, University of Newcastle, Newcastle, Au... more ... Natalie Ferres, Newcastle Graduate School of Business, University of Newcastle, Newcastle, Australia. ... cited conceptualisation emphasises interpersonal relationships and a willingness to be vulnerable (Mayer et al., 1995) based on the conviction that the latter party is ...
work & stress, Jan 1, 1999
Page 1. work & stress, 1999,vol. 13, no. 1 7±19 Personality and organizational health: th... more Page 1. work & stress, 1999,vol. 13, no. 1 7±19 Personality and organizational health: the role of conscientiousness RENE;E L. MILLER School of Psychology, The University of Queensland, Brisbane, Australia MARK A. GRIFFIN* ...
British Journal of …, Jan 1, 2002
This study examines different work-related foci of commitment, such as the work group and the emp... more This study examines different work-related foci of commitment, such as the work group and the employing organization as well as the current occupation. It assesses how these foci of commitment are influenced by, and influence, attitudes and emotions at work. Data from employees and managers in the British health-service sector shed light on the associations. Regression analysis reveals a strong association between positive workrelated emotions and commitment levels, leading to a higher intention to stay with the organization. Implications for management and how the study fits into the existing body of commitment literature are discussed.
Work, Employment & …, Jan 1, 2003