A Multi-level Exploration of Organisational Climate and Well-Being: a Mediated Analysis within New Zealand Tertiary Education Institutions

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aut.relation.conferenceBritish Academy of Management 2018 Conferenceen_NZ
aut.relation.endpage26
aut.relation.pages26
aut.relation.startpage1
dark.contributor.authorHaar, Jen_NZ
dark.contributor.authorTeo, Sen_NZ
dark.contributor.authorRasmussen, Een_NZ
dc.contributor.authorBentley, T
dc.date.accessioned2019-01-15T22:38:55Z
dc.date.available2019-01-15T22:38:55Z
dc.date.copyright2018-09-04en_NZ
dc.date.issued2018-09-04en_NZ
dc.description.abstractHigher education institutions have undergone massive changes, which leads to a greater focus on accountability, effectiveness, and efficiency. Hence, institutional staff face heightened burdens due to external and internal environmental pressures to enhance student learning and grow employee productivity. This managerial focus leads to a lack of trust in academics and teachers as professionals, and a lack of understanding of the nature and value of their work. Furthermore, other research has shown that following the adoption of a managerialist approach in higher education institutes, non-academic staff also experienced an increasing level of work-related stressors and incivility. We used the Conservation of Resources, Spillover and Organisational Support theories to develop a multi-level mediation model to test the positive impact of organisational climate on employee wellbeing in a sample of higher education institutes in New Zealand (N=2,694 academic and non-academic staff). The hypotheses were tested using MLWin software. This paper makes three contributions. First, we explore organizational climate as a core antecedent of employee wellbeing at the institutional-level. Second, we examine the influence of a number of potential mediators: hindrance stressors, bullying, and work-family conflict, on fatigue as the employee wellbeing outcome. Third, we find strong empirical evidence that while organizational climate dimensions are related to individual fatigue, they are best understood as operating via hindrance stressors, bullying, and work-family conflict. Implications are discussed in relation to how senior management could maximise employees’ wellbeing in the higher education institutions.
dc.identifier.citationPaper presented at the British Academy of Management (BAM) 2018 Conference, Bristol Business School, University of the West of England, 4th - 6th September 2018. Retrieved from http://conference.bam.ac.uk/BAM2018/htdocs/index.php
dc.identifier.urihttps://hdl.handle.net/10292/12156
dc.publisherBritish Academy of Management (BAM)
dc.relation.urihttp://conference.bam.ac.uk/BAM2018/htdocs/index.php
dc.rightsAuthors of papers submitted to, and presented at, the Conference retain the rights to their individual paper.
dc.rights.accessrightsOpenAccessen_NZ
dc.subjectOrganizational climate; Resources; Demands; Fatigue; Wellbeing; Multi-level analysis
dc.titleA Multi-level Exploration of Organisational Climate and Well-Being: a Mediated Analysis within New Zealand Tertiary Education Institutionsen_NZ
dc.typeConference Contribution
pubs.elements-id351248
pubs.organisational-data/AUT
pubs.organisational-data/AUT/Business, Economics & Law
pubs.organisational-data/AUT/Business, Economics & Law/Management
pubs.organisational-data/AUT/Business, Economics & Law/Management/Management PBRF 2012
pubs.organisational-data/AUT/Business, Economics & Law/NZWRI - NZ Work Research Institute
pubs.organisational-data/AUT/Faculty of Business, Economics and Law
pubs.organisational-data/AUT/Faculty of Business, Economics and Law/Management
pubs.organisational-data/AUT/Faculty of Business, Economics and Law/NZ Work Research Institute
pubs.organisational-data/AUT/PBRF
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law/Faculty Review Team PBRF 2018
pubs.organisational-data/AUT/PBRF/PBRF Business Economics and Law/Management Department PBRF 2018
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