The impact of workplace harassment and domestic violence on work outcomes in the developing world
The impact of workplace harassment and domestic violence on work outcomes in the developing world
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DOI：
10.1016/j.worlddev.2019.104732
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发表时间：
2020-02-01
影响因子：
6.9
通讯作者：
McNeely, Eileen
中科院分区：
文献类型：
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作者：
Weziak-Bialowolska, Dorota;Bialowolski, Piotr;McNeely, Eileen
虐待工人是一个严重的问题，特别是对全球服装供应链中的弱势群体而言，他们的人权和劳工权利经常受到侵犯。据信，工作场所的虐待行为源于人力资源管理做法，其目的是降低生产成本，实现夸大的生产目标。工人福利的改善通常被视为成本而不是投资。家庭生活可能是工人福利和工厂成果同等重要的因素，然而，它的影响往往仍然完全超出了当地工厂管理层和供应链顶端公司领导层的利益范围。这项研究讨论了工作场所骚扰（WH）和家庭暴力（DV）的普遍性在墨西哥、斯里兰卡、中国和柬埔寨的服装业，工作场所和家庭暴力对与退出工作有关的结果的影响（打算离开、辞职和执行日常任务的能力有限），工作态度（工作投入和工作满意度）和自我-报告的工作质量。来自四个国家的5328名服装业工人的调查数据和人事档案中的信息。使用线性、逻辑或考克斯比例风险回归对关系进行建模。纵向子样本的结果证实了研究结果的稳健性。工作倦怠和家庭暴力是显著的压力源，并影响工作退缩、工作态度和工作质量。与普遍的看法相反，研究结果并没有揭示WH和DV有助于决定退出，但是，他们被发现影响意图离开。纵向样本的结果证实了WH和DV对工作成果的影响。本研究的结果向全球品牌和工厂管理者传达了一个信息，即促进工人福祉，这可能会提高工厂绩效。(C)2019作者（S）爱思唯尔有限公司出版
Workers' mistreatment is a serious problem, particularly for disadvantaged populations in the global garment supply chain who are often subjected to human and labor rights violations. Workplace abuses are believed to originate from human resource management practices, which aim to reduce production costs and achieve inflated production targets. Improvements in worker well-being are often perceived as costs rather than investments.Family life might be an equally important contributor to workers' well-being and factory outcomes, yet its impact often remains completely beyond the scope of interest of local factory management and the leadership of companies at the top of the supply chain.This study addressed the prevalence of workplace harassment (WH) and domestic violence (DV) in the garment industry in Mexico, Sri Lanka, China and Cambodia and the impacts of WH and DV on outcomes related to withdrawal from work (intentions to leave, quitting, and limited abilities to perform usual tasks), work attitudes (work engagement and job satisfaction) and self-reported work quality.Survey data from 5328 garment industry workers from four countries and information from personnel files are used. The relationships are modelled using linear, logistic or Cox proportional hazard regressions. The results from the longitudinal subsample substantiate the robustness of the findings.WH and DV are found to be significant stressors and affect withdrawal from work, work attitudes and work quality. Contrary to common belief, the findings do not reveal that WH and DV contribute to decisions to quit; however, they were found to impact intentions to leave. The results from the longitudinal sample corroborate the influence of WH and DV on work outcomes.The results of this study convey a message to global brands and factory managers to foster worker well-being, which may improve factory performance. (C) 2019 The Author(s). Published by Elsevier Ltd.