Management Matters Issue 2

The Department of Management
Studies is proud
to publish its second newsletter!
This time we are
going green. In this second
issue of our newsletter, we
are adopting a fully digital
format, and thus making
the newsletter interactive.
For instance, you can click
on names in the newsletter
to find out more about that
person. There are also clickable
links throughout the
newsletter such as for navigation,
video clips, further
details on research, etc. In
this and future issues of the
newsletter, we will continue
to enhance the newsletter
to improve your reading
experience. Happy reading!
The overarching goal of management science is to improve the functioning of organisations.
Accordingly, management researchers use the scientific method to investigate important
management matters. In recent times, corporate scandals and ethical meltdowns
have put the spotlight on specific management matters such as counterproductive work
behaviours, managing diversity, safety management, and leadership. Other topical issues
in management research include dealing with homosexuality perceptions and brand
management. In this second issue of Management Matters, our Department’s researchers,
both faculty and doctoral candidates, tackle all of these important issues.
Our researchers used a range of primary research methods to investigate most of the
abovementioned issues in relation to Trinidad and Tobago’s context. Quantitatively, our
researchers used an experimental design to study perceptions of service employees’ homosexuality;
large survey studies to examine workplace deviance, sexual harassment, and
workplace bullying; and a multilevel longitudinal design to investigate leader-member
exchanges in relation to subordinates’ intention to leave. Qualitatively, one of our researchers
used interviews to investigate customers’ perceptions of a brand’s country of
origin. In addition to primary research, our subject matter experts report on the best
practices with respect to safety and diversity management.
As custodians of the present and future workplace, we urge you to draw from our Department’s
research to improve your organisation. We also look forward to your continued
support as well as feedback and suggestions for future issues of our newsletter.

The landmark ruling on the
decriminalisation of buggery
laws in Trinidad and Tobago
has brought the issue of homosexuality
to the forefront
of the national psyche. Research
conducted by Cherisse
Permell-Hutton and Barney
Pacheco is therefore timely in
its investigation of how heterosexual
consumer attitudes
are affected by their perception
of the sexual orientation
of employees in a service
setting.
An experimental design was
used to manipulate the nonverbal
gender cues exhibited
by service employees in a
high- and low-contact service
setting. As predicted, heterosexual
customers who perceived
the service employee
to be homosexual vs. heterosexual
had a significantly
more negative attitude towards
the employee and
company. Attitudes towards
the company were also more
negative for a high-contact vs.
low-contact service but, surprisingly,
there was no significant
difference in attitudes
towards the employee across
service types.
Overall, the results suggest
that in Trinidad and Tobago,
where homosexuality is stigmatised,
managers need to
take into account employees’
nonverbal behaviours, which
may result in the perception
of homosexual orientation
and negatively affect consumer
attitudes. The findings also
pose serious implications for
relocation policy development
and employee training by
multinationals operating locally,
in light of possible discrimination
and even overt
hostility by customers towards
employees they perceive as
homosexual.
How can you improve safety in your manufacturing
company? Where should you focus?
Occupational Safety and Health (OSH)
can feel pretty complex, and perhaps even
overwhelming. In our research into safety
systems, my co-author, Kit Fai
Pun, and I identified 3 factors to
focus on as follows:
(1) OSH Oversight elements,
which communicate the company
safety policy, fulfil OSHA documentation
requirements, and
ensure the safety system is supported
by a dedicated safety leader and
good collaboration on an OSH Committee.
(2) OSH Arrangements, which focus on proactivity
through effective risk assessments,
emergency plans, procedures for work in
confined spaces and control of hazardous
materials, as well as safeguarding of moving
parts.
(3) Improvement Drivers, which keep advancing
the safety system through
“...ensure the safety top managers who are knowledgeable
and committed to safety, em-
system is supported
ployees who build safety into how
by a dedicated safety
they do their jobs, accident reporting
and investigation, and finally
leader and good
collaboration on an training, information, instruction,
OSH Committee” and supervision.
Planning and implementing improvements
to the above areas can considerably improve
safety and reduce losses caused by
accidents and incidents. To learn more,
watch the video below and click here to
read the publication.

The vastly changing landscape in
Trinidad and Tobago is compelling
gate how the strength of brands
and their country of origin can
practice. First, the study confirms
the influence of branding on con-
brand owners to develop influence consumer behaviour. sumers’ preferential behaviour
creative and persuasive strategies
to defend their competitive turf.
Many local companies are investing
in building stronger brand
images through advertising, promotion,
innovation and many
other initiatives that create trust
and distinctive appeals. But, the
success of these strategies depends
The results from 157 customer
interviews supported the role of
strong brands on favorable consumer
behaviour. However, the
findings suggest that favourable
consumer behaviour depends on
the brand’s country of origin.
Consumers appeared less inclined
to focus on marketing cues when
and strongly supports initiatives
to strengthen the image and appeal
of local brands. Second, the
study highlights the ‘halo-effect’
of a brand’s country of origin on
favorable consumer behaviour.
Third, the effects of a country’s
poor reputation may be reduced
if the marketer embarks on adver-
on the incremental value brands are manufactured in tising and promotional campaigns
customers gain from the purchase
of local brands. Meena Rambocas
countries with favorable reputations.
This study has three main
designed to promote the quality
and perceived value of the brand.
and Aniera Ramsubhag investi-
implications for management
Sexual harassment has become a topical and
pervasive issue that has been receiving considerable
media attention globally, inclusive of Trinidad
and Tobago. Sexual harassment
usually takes the form
of unsolicited physical contact
and unwelcomed verbal and
non-verbal advances. In Trinidad,
sexual innuendos are
deeply embedded in the national
culture. Specifically, music and literature in
Trinidad is filled with sexual imagery and metaphors,
which may make it difficult for employees
to discern sexual boundaries in interactions. Paul
Balwant, Odell Jueanville, and Shalini Ramdeo
investigate mental health as a mechanism in the
relationship between sexual
harassment and organisational
commitment. The findings suggest
that mental health is a
mechanism for men, but not
women. Perhaps women may
generalise the source of sexual
harassment from their supervisor or coworker to
the organisation as a whole, and thus direct blame
to the organisation. See the video for implications.
Shalini Ramdeo
Extant research indicates that
reactions to workplace bullying
have ramifications for
individuals, organisations, and
society. To date, researchers
have focused almost exclusively
on the prevalence, antecedents,
and consequences of
bullying. However, few attempts
have been made to
understand the reasons for
the underlying effects on employees’
work-related outcomes
when they are exposed
to bullying. Shalini’s contribution
to knowledge lies in explaining
‘why’ exposed employees
and bystanders react
to workplace bullying and
‘how’ this reaction comes
about. Using a sample of 500
employees from organisations
in Trinidad and Tobago, the
findings supported the mediating
effects of (1) procedural
justice on organisational commitment
and turnover intent,
and (2) interactional justice on
organisational commitment
and organisational citizenship
behaviour (to individuals).
These findings were consistent
for the bystander and
procedural justice, but procedural
justice also mediated
the relationship between bullying
and organisational citizenship
behaviour (to organisation).
The findings further
supported the moderatedmediation
effects of perceived
organisational support on
turnover intent and organisational
citizenship behaviour
(to individuals) for exposed
workers.

The Department
of Management
Studies is
excited to announce the
launch of our sleek new website.
We have made numerous
changes to the website to
include dropdown menus and
a more streamlined navigation.
There are a myriad of
smaller changes throughout
the website, all with the intention
of making your browsing
experience better. As we continue
to improve our website
design, we welcome your
feedback on these changes.
We also invite you to bookmark
our website so that you
can quickly peruse the latest
news and events at the Department.
You can click the
above icon to access the website
or visit http://sta.uwi.edu/
fss/dms/
Trinidad and Tobago is one of the most
diverse island states in the Caribbean region.
As microcosms of society, this diversity
is reflected within organisations island
wide. As such persons of diverse ages, races,
sexes, sexual orientations and religious
addition, the acceptance of diverse people
will be influenced by the extent to which
the organisation actively recognises the
contribution of all individuals on their merit,
rather than relying on stereotypes (to determine
their worth and value).
beliefs are employed across different sectors.
Academic scholars are engaged in an
ongoing debate as to whether or not organisations
Disparate treatment on the basis of sex,
race, ethnicity, origin, religion, marital status
benefit from diversity, and have
and disability, has been outlawed in Trinidad
and Tobago, through the enactment of
suggested that the following gains may be
the Equal Opportunity Act, 2000.
realised by diverse organisations:
increased innovation and
“...benefits are not However, a 2007 survey conducted
creativity; a wider and more diverse
necessarily realised by the UK based Chartered Institute
talent pool; increased simply by virtue of
of Personnel and Development
(CIPD) found that legislation is only
productivity; and increased market
share as a result of the di-
having a diverse
one factor which may influence an
workforce ” organisation’s decision to embrace
verse staff members attracting a
wider range of clients and/or customers.
diversity. They found that factors
such as a desire to recruit and retain talented
However, these benefits are not necessarily
realised simply by virtue of having a diverse
workforce. In fact, there are certain context
specific factors that may impede the accrual
employees; the pursuit of a CSR agenda;
a moral obligation; and an improvement in
business performance and other tangible
benefits were also persuasive.
of the desired benefits. These factors include
the existing organisational culture
and the extent to which it is inclusive; the
extent to which diverse groups depend on
and interact with each other in order to
successfully complete a task/project; and
the extent to which inclusivity is championed
by the organisation’s leadership. In
For organisations employing a homogeneous
staff, a transition towards heterogeneity
is not a panacea. Any movement towards
greater inclusivity will require a clear
change management strategy and will be
best achieved by taking incremental steps
towards this goal.

Ansylla Payne-Quan
Kep
Workplace deviance is one of the
most costly, destructive issues
facing organisations today. Workplace
deviance refers to purposeful,
norm-violating employee
behaviours that may harm businesses
and/or its members. Research
has largely focused on the
negative outcomes of deviant
work behaviours. However, employee
perceptions and attitudes
can predict the extent to which
employees engage in deviance.
Riann Singh conducted a study
with a Trinidad sample of 969
employees which explored the
relationship between employee
perceptions of organisational
support, organisational trust, their
embeddedness within their organisation
and the extent to
which such perceptions and attitudes
impact deviance. The findings
suggest that employees’
perception of organisational support
and organisational trust each
negatively predicts deviant behaviours.
However, when support
and trust are high, if employees
are not highly embedded in their
jobs, deviance can increase.
This study has two important
practical implications. First, the
findings suggest that organisations
should strive to treat employees
in a consistent and positive
manner during all employee
interactions to help build support
systems and maintain trust. Second,
organisations should be
wary of attempts to retain employees
who perceive little organisational
support or little organisational
trust since such retention
strategies can negatively impact
employees who are deeply embedded
by possibly initiating an
increase in deviant behaviours.
Service level employees in the
fast food industry are known
to be very transitory, negatively
impacting operational
efficiency and customer service
delivery for many businesses
therein. Ansylla conducted
a quantitative, longitudinal,
multi-level study that
focused on West Indian based
fast food companies. In this
study, Ansylla investigated
Leader-Member Exchange as
a predictor of subordinates’
intention to leave an organisation.
In that relationship, she
further examined emotional
intelligence and perception of
supervisory support as a moderator
and mediator respectively,
and thus adds to management
research in this regard.
Ansylla collected three
waves of data, with the sample
being drawn from fast
food employees based in
Trinidad, St. Lucia, and St.
Kitts. The findings supported
the proposed relationships
with the exception of the
moderating effect of emotional
intelligence.
Then, drop by for our annual research week! This
year, our three-day Research Week was fully
sponsored by our partner TSTT, which is a testament
to one of the main goals of the
Department which is industry engagement.
On the first day, Masters students
presented a snapshot of their research
which ranged from addressing HR issues
in the workplace to efficiently managing sport
facilities across the island. On the second day,
the general public was treated to four panel sessions
with a mix of industry experts including
Robert Mayers and David Abdullah, and subject
matter experts from the Department including
Vaalmikki Arjoon and Acolla Lewis-Cameron.
Some of the issues addressed include marketing
strategies for an economy in decline, devaluation
for financial success, governance of
state enterprises and managing human resources.
Research Week closed with a Business
Challenge for the undergraduate Industrial
Relations students for which they confronted
the current industrial relations challenges facing
Trinidad and Tobago before a panel of esteemed
industry experts including the president of the
Energy Chamber of Commerce.

Professor Rajendra Ramlogan launched his book of poetry titled, “My Words, My Liberation”.
The Department has launched “The University of the West Indies/Republic Bank Management Challenge” to generate
novel solutions to workplace issues via students’ research.
We congratulate (1) Ryan Manbodh for being the Most Outstanding Management Studies Student in 2017 and (2)
Terryann Floyd for receiving the AFUWI Scholarship for the 2017/2018 academic year.
The UWI STA Tourism Society was officially launched in January 2018 with the goal of educating, engaging, and
empowering students and the public about the wonders of the Tourism industry.
Management Studies Newsletter Issue 02 June, 2018 | Editor: Paul Balwant