• Beacons of Excellence in Stress Prevention

      Giga, Sabir I.; Faragher, B.; Gurr, E.; Jordan, J. (2004)
      This report describes the work of Robertson Cooper Ltd and UMIST to identify good practice in stress prevention and then identify organisations within the UK that could be called beacons of excellence in comparison to this model. Part one of this report summarises and draws conclusions from all of the substantive academic studies on stress prevention over the last decade and uses this information, as well as advice gained from a panel of international experts, to develop a comprehensive stress prevention model. Part two of the report uses this model to describe examples of stress prevention practices that Robertson Cooper Ltd has identified within a wide range of UK organisations. Case studies are presented for each aspect of the good practice model. Examples of real documentation and organisational practice are presented.
    • Bullying and Workplace Discrimination (2nd Edition).

      Lewis, D.; Giga, Sabir I.; Hoel, H. (2010)
    • Critical Success Factors in the Implementation of Positive Action in the NHS UK.

      Baxter, C.; Archibong, Uduak E.; Giga, Sabir I.; Kular, R. (2008)
    • Destructive Interpersonal Conflict in the Workplace: The Effectiveness of Management interventions

      Hoel, H.; Giga, Sabir I. (Manchester Business School, 2006)
      This report, by Helge Hoel and Sabir I Giga of the University of Manchester Business School, with contributions from Brian Faragher, can be accessed here. The research has resulted in the successful completion of the first academic anti-bullying intervention study, comparing the effectiveness of interventions across different organisational contexts and involving the implementation of a complex design in order to apply scientific rigour. Phase 1 established for the first time the apparent scale of bullying at work, and the sectors in which it appears to be most prevalent. Research evidence obtained from this work was input to phase 2 which was completed in 2006 and was designed to Establish a risk assessment tool kit for assessing the risk of bullying in organisations Identify the interventions most likely to be effective in given situations Although the study was unable to establish beyond doubt the efficacy of a particular intervention, there is evidence to suggest that theoretically sound, well planned and aptly delivered interventions can make a difference, particularly when sufficient time is allocated and the proportion of staff being trained is significant enough to have an impact upon behaviour. A conference to launch the findings of this research took place in November 2006. It attracted substantial media attention. The application of these tools in organisations where bullying does occur had the capability to substantially improve morale and staff retention, and to reduce risk of claims for compensation or at employment tribunals.
    • Employee wellbeing, control and organizational commitment

      Jain, A.K.; Giga, Sabir I.; Cooper, C.L. (2009)
    • Expectations and realities of Student Nurses' Experiences of negative Behaviour and Bullying in Clinical Placement and the Influences of Socialisation Processes.

      Hoel, H.; Giga, Sabir I.; Davidson, M.J. (2007)
      This paper explores nursing students' experiences and perceptions of negative behaviour and bullying in clinical placement measured against expectations at the start of their education. It explores their understanding and how they make sense of their circumstances and their experiences of negative behaviour, emphasizing socialization processes and factors which may prevent or reproduce negative behaviour and bullying. To this end, a focus group study was conducted, and this revealed that many students felt exploited, ignored or were made to feel unwelcome, although few reported personal experience of bullying. These frequent but less severe negative experiences appear to play a key role in institutionalizing an unwelcoming culture within which bullying could easily be triggered or take hold. Students' coping mechanisms may also contribute to reproducing such negative behaviour. The paper concludes that while the vulnerable position of student nurses might offer some protection against outright bullying, it is unable to shield them from unfriendly and negative behaviour, with implications for their learning and professional socialization. If student nurses respond to their experiences by suppressing their feelings and developing a hard front, such responses may themselves contribute to a reproduction of such behaviour with implications for personal wellbeing and retention rates.
    • Perceived Support as a Moderator of the Relationship between Stress and Organisational Citizenship Behaviours.

      Jain, A.K.; Giga, Sabir I.; Cooper, C.L. (2013)
      Purpose – The purpose of this paper is to identify the impact of organizational stressors on organizational citizenship behaviour (OCB) and how perceived organizational support (POS) will moderate in the relationship between stressors and citizenship behavior. Design/methodology/approach – The sample for this research involves operators from call center organizations located around the national capital of India. A questionnaire survey was carried out involving 402 operator level employees from five different organizations. Findings – The results highlight a significant negative relationship between organizational stressors and OCB, a significant positive relationship between POS and OCB, and confirmation that POS moderates in the relationship between organizational stressors and OCB. Research limitations/implications – This research has been carried out in an emerging economy and in a sector which is seen as an attractive area of work. However, as this study is limited to the BPO sector in India, these results may not be generalized to other areas such as the public and manufacturing sectors and in other national contexts. Future research in this area should also consider using different data collection approaches to maximize participation and enrich findings. Practical implications – The analysis suggests that change management initiatives in organizations may not be implemented as effectively as they can under high stressor conditions because employee extra‐role work behavior and commitment may not be at full capacity. Originality/value – There is limited research examining the relationship between organizational stressors and OCB in the presence of POS, especially within high demand environments such as the Indian BPO sector.
    • Representational diversity

      Archibong, Uduak E.; Ashraf, Fahmida; Bucktrout, A.; Giga, Sabir I.; Jackson, H.; Johnson, M.R.D.; Baxter, C. (2007)
      Although the rationale for equal opportunities has been accepted within the UK public sector, there is little research into people's aspirations and experiences of Positive Action (PA) as a means of achieving equality of opportunity during the whole employment cycle. A research project was carried out to explore meanings of race-, disability- and gender- related PA initiatives and their impact on workforce diversity in Higher and Further Education and the National Health Service in England, with the aim of developing an understanding of the concept of PA and informing good practice in the effective use of such measures in these sectors. Using a combination of research methods including a literature review, interviews and focus groups, the paper highlights understanding of the concept of PA as well as its practice and interpretation amongst key stakeholders including senior managers, designers, current recipients and their peers.
    • A Review of organisational Stress Management Interventions

      Giga, Sabir I.; Cooper, C.L.; Faragher, B.; Noblet, A.J. (2003)
    • Working Longer: Hours of Work and Health.

      Giga, Sabir I.; Jain, A.K.; Cooper, C.L. (2010)