Study notes on academic ideas about employee morale

Study notes on academic ideas about employee morale

Academic ideas are bolded

Brunetto, Y., Farr-Wharton, R. and Shacklock, K. (2010) ‘The impact of supervisor–subordinate relationships on morale: implications for public and private sector nurses’ commitment’. Human Resource Management Journal 20: 2, 206–225.

“A high-quality LMX is evident by high levels of satisfaction with the supervisor–subordinate relationship, probably as a result of increased access to relevant information and resources as well as an empowering relationship as a result of supervisors allocating increased levels of organisational resources (time) towards each subordinate (Sparrowe and Linden, 1997). In addition, when high-quality LMX relationships are present, supervisors provide employees with meaningful feedback (consequently increasing their access to relevant information about the organisational changes), and delegate decisionmaking and power (Wayne et al., 1997; Yrie et al., 2003). Hence, using the LMX theoretical frame, it seems likely that the quality of supervisor–subordinate relationship could affect nurses’ perceptions of morale”;

David L. Weakliem University of Connecticut, Stephen J. Frenkel, Australian Graduate School of Management. “Morale and Workplace Performance” Work and Occupations Volume 33 Number 3 August 2006 335-361.

“The present research is designed to fill this gap by examining the relationship between workers’ morale and productivity using the Australian Workplace Industrial Relations Survey (AWIRS), a representative sample of workplaces with more than 20 employees. An important feature of the AWIRS is that it obtains information from both managers and a sample of workers at each workplace. Reports of productivity are taken from the managerial survey, whereas estimates of workplace morale are obtained from the employee survey”;

David A. Patterson-Silver Wolf (Adelv unegv Waya)1, Catherine N. Dulmus2, Eugene Maguin3, and Maria Cristalli4. “Factors Influencing Worker Morale: Evaluating Provider Demographics, Workplace Environment and Using ESTs” Research on Social Work Practice 23(3) 304-310.

“High worker morale has been associated with workplace stability, supportive managers, and clear roles, while low morale has been associated with insufficient staffing levels, high levels of verbal abuse, risk of violence, and workers feeling they have no voice in the workplace (Bowers, Allan, Simpson, Jones, & Whittington, 2009; Totman, Hundt, Wearn, Paul, & Johnson, 2011). In a systematic review of strategies to improve morale among staff working in mental health settings, Gilbody, Cahill, Barkham, Richards, Bee, and Glanville (2006) found that educational interventions intended to improve staff’s skills and competency along with work-based social supports increased worker morale”;