A Rhetorical Portrayal of the Sham Face of Organizational Support
Toward a New Face of Support for Public Administration Workers
Bibliographic Data
| ID | 12450130 |
|---|---|
| Authors | Margaret H Vickers (Western Sydney University, corresponding author) |
| Year | 2012 |
| Volume | 34 |
| Issue | 4 |
| Pages | 533-556 |
| Publication date | 2012-12-01 |
| Open Access | No |
| Type | ARTICLE |
| Venue | Administrative Theory & Praxis (JOURNAL) |
| Journal identifiers | ISSN: 1084-1806 • E-ISSN: 1949-0461 |
| Publisher | Taylor & Francis (PUBLISHER • GB) |
| DOI | 10.2753/atp1084-1806340402 |
| OpenAlex | W2332290412 |
| Language | EN |
| Citations received | 2 |
| References cited | 70 |
The multitude of negative workplace behaviors (e.g., violence, discrimination, bullying, abuse, aggression) harming workers around the world, especially public administration workers, confirms the need for support. Given the magnitude of the hurt and harm that can result from negative workplace behaviors and the evidence that genuine organizational support, when available, can ameliorate their harmful effects, the situation should be a grave concern. This article portrays the "sham " face of organizational support rhetorically: the sham of line management support, the sham of human resources support, the sham of policy and procedure support, and, the sham of employee-assistance support. The article concludes by describing what a new face of organizational support might look like and offers suggestions as to how public administration workplaces can move toward it
Administration (probate law · Aggression · Face (sociological concept · Harm · Organizational commitment · Perceived organizational support · Political science · Public relations · Public support · Rhetorical question · Social science · Sociology · Job Satisfaction and Organizational Behavior · Law · Psychology · Social Psychology · Stalking, Cyberstalking, and Harassment · Workplace Violence and Bullying
Whistleblowing in Organizations
The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process
Whistle-Blowing
Abusive supervision and family undermining as displaced aggression.
Perceived organizational support.
Perceived organizational support
Work stress and social support
Emotional Labor
Organisational, work group related and personal causes of mobbing/bullying at work
Emotion Management in the Workplace
The Managed Heart
Reducing the adverse consequences of workplace aggression and violence
The nature and causes of bullying at work
Social Support, Family Separation, and Well-being among Military Wives
Ways of Explaining Workplace Bullying
Conflicts, Workplace Bullying and Burnout Problems among Municipal Employees
Women's experiences of workplace bullying
Protecting my Interests
A daily diary study of affective responses to psychological contract breach and exceeded promises
Take This Job and
Aggression among university employees
Perceptions and experience of workplace bullying in five different working populations
Rhetoric, Ritualism, and Totemism in Human Resource Management
Scapegoating in Small Groups
Alienation and Freedom
Formal Opportunity, Informal Barriers
Equal Opportunities Policy and Practice in Britain
| Citations per year | 0.22 |
|---|---|
| Citation span | 2017 - 2018 (2) |
| Highly cited | No |