Why People Stay is the result of a doctoral study that revealed participants’ sense of commitment (to the organization, to the team, to the mission, or to something else). This was in spite of numerous experiences of antisocial workplace behavior, or AWB, reported by each participant. The incidents reported included perceptions of disrespect and subtle discourtesy, appropriation of credit for work not performed, deliberate poor work performance, racial harassment, abusive language, abusive supervision, bullying and threats of violence, to other demeaning behaviors. Over 70 unique instances were reported, in all, by just 11 participants over the course of some 30 hours of interviews. Yet they all stayed in their workplace. Why? And what does this choice suggest about employee engagement, in toxic workplaces or work groups?
This book explores these questions, and more, and sounds an alarm to executives and culture monitors that the root cause of your human capital losses is that your people do not feel seen, safe, and valued and you can change that. It looks at organizational commitment and organizational engagement in an environment where it can be difficult to remain authentically committed in the presence of AWB. The participants in this study were queried as to just why they stayed under such conditions. The aim of this book is to share their surprising results.
This positive book about negative experiences is essential reading for executives, HR and organizational development professionals, as well as students at both postgraduate and undergraduate levels.
Table of Contents
List of Illustrations; Part I: INTRODUCTION; Part II: The Concept - Executive Summary; CHAPTER 1: GENERAL CONCEPTS AND PRACTICAL APPLICATION (WIIFM); CHAPTER 2: RATIONALE FOR EXAMINING BAD BEHAVIOR IN THE WORKPLACE - WHY DO PEOPLE STAY?; CHAPTER 3: THEORETICAL CONSTRUCTS; CHAPTER 4: WHAT THE RESEARCH HAS SHOWN; Part III: THE STUDY - EXECUTIVE SUMMARY; CHAPTER 5: WHAT, WHY, WHO AND HOW; CHAPTER 6: WHAT ACTUALLY HAPPENED (AND IS HAPPENING IN YOUR WORKPLACE); CHAPTER 7: STRUCTURE AND CULTURE; PART IV: COMPOSITE THEMES – EXECUTIVE SUMMARY; CHAPTER 8: SENSEMAKING; CHAPTER 9: WHY PEOPLE ENDURE; CHAPTER 10: FOLLOWERSHIP; PART V: WHERE TO, FROM HERE? EXECUTIVE SUMMARY; CHAPTER 11: CONNECTING THEORY AND PRACTICE; Bibliography; Index
Angela N. Spranger is an engaging facilitator, college lecturer, corporate trainer, and human resources professional. She is principal consultant with StepOne Consulting, LLC, consulting on compliance, performance management, and professional development concerns such as strengths-building, diversity, and mentoring. Her specialty is engaging with individuals and small groups on a deep level and coaching them toward attaining their own stretch goals.