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1 – 10 of 60Wen Zhang, Bohang Xia, Daantje Derks, Jan Luca Pletzer, Kimberley Breevaart and Xichao Zhang
Integrating person-job fit theory with the stressor-emotion model of counterproductive work behavior (CWB), the current study aims to examine which behavioral pattern (fight: CWB…
Abstract
Purpose
Integrating person-job fit theory with the stressor-emotion model of counterproductive work behavior (CWB), the current study aims to examine which behavioral pattern (fight: CWB vs flight: withdrawal) employees are more likely to adopt when they experience perceived overqualification (POQ). We further investigate anger as the underlying emotional mechanism for these relations because anger can be expressed and thus reflected in CWB, or constrained and thus reflected in withdrawal behavior. Furthermore, different stressor-attenuating strategies including relaxation during work breaks and mastery experiences at work are examined as mitigating factors of these relations.
Design/methodology/approach
Time-lagged data were collected from 176 full-time employees in China using a field survey research design.
Findings
We found that employees who experience POQ are more likely to engage in withdrawal than in CWB. Anger mediated the relations of POQ with both CWB and withdrawal. Relaxation moderated the relation between POQ and anger, as well as the indirect relations of POQ with CWB and withdrawal through anger.
Research limitations/implications
This study enhances understanding of employees’ affective and behavioral reactions to POQ. However, the survey design was not longitudinal and causality cannot be established.
Practical implications
POQ is associated with undesirable employee behaviors and should therefore be avoided by organizations. If POQ is unavoidable, organizations can use job design and offer training to foster relaxation in between tasks among employees.
Originality/value
In the framework of person-job fit theory, our study provides insight about employees’ “fight” or “flight” responses to POQ, and further illustrates the mechanism and the attenuating factors in this processes.
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Constantin Lagios, Camille Blandin, Gaëtane Caesens and Tiphaine Huyghebaert-Zouaghi
When employees complete their work tasks, they often experience intrusions stemming from the work (professional intrusions) or the home domain (personal intrusions). Yet, little…
Abstract
Purpose
When employees complete their work tasks, they often experience intrusions stemming from the work (professional intrusions) or the home domain (personal intrusions). Yet, little is known about the respective implications of these two types of intrusions for employees’ productivity. This paper aims to investigate how professional and personal intrusions at work relate to the bright (perceived performance) and dark (procrastination) sides of employees' productivity. Based on recent advances in Self-Determination Theory, the authors also examined the mediating role of psychological need unfulfillment in these relations.
Design/methodology/approach
The authors relied on a cross-sectional survey design. A total of 229 French employees took part in the study.
Findings
Results from structural equation modelling indicated that need unfulfillment mediated the negative association between personal intrusions and employees’ performance and the positive relation between personal intrusions and procrastination. Professional intrusions were positively related to the soldiering dimension of procrastination only.
Originality/value
This study sheds light on the differentiated effects of personal and professional intrusions, while uncovering the psychological mechanisms at play. Personal intrusions, by triggering employees’ need unfulfillment, were found to have more extended detrimental consequences than professional intrusions. To the best of the authors’ knowledge, this research is also the first to demonstrate the mediating role of need unfulfillment in the relations between socio-contextual characteristics and individual functioning, and thus contributes to Self-Determination Theory.
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Prior research has extensively examined how bringing technology from work into the non-work life domain creates conflict, yet the reverse pathway has rarely been studied. The…
Abstract
Purpose
Prior research has extensively examined how bringing technology from work into the non-work life domain creates conflict, yet the reverse pathway has rarely been studied. The purpose of this study is to bridge this gap and examine how the non-work use of smartphones in the workplace affects work–life conflict.
Design/methodology/approach
Drawing from three literature streams: technostress, work–life conflict and role boundary theory, the authors theorise on how limiting employees' ability to integrate the personal life domain into work, by means of technology use policy, contributes to stress and work–life conflict. To test this model, the authors employ a natural experiment in a company that changed its policy from fully restricting to open smartphone access for non-work purposes in the workplace. The insights gained from the experiment were explored further through qualitative interviews.
Findings
Work–life conflict declines when a ban on using smartphones for non-work purposes in the workplace is revoked. This study's results show that the relationship between smartphone use in the workplace and work–life conflict is mediated by sensed stress. Additionally, a post-hoc analysis reveals that work performance was unchanged when the smartphone ban was revoked.
Originality/value
First, this study advances the authors' understanding of how smartphone use policies in the workplace spill over to affect non-work life. Second, this work contributes to the technostress literature by revealing how, in specific situations, engagement with ICT can reduce distress and strain.
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Xiaolin Sun, Jiawen Zhu, Huigang Liang, Yajiong Xue and Bo Yao
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This…
Abstract
Purpose
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.
Design/methodology/approach
A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.
Findings
The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.
Originality/value
By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.
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Siqin Yao, Jintao Lu, Hanying Wang, Joel John Wark Montgomery, Tomasz Gorny and Chidiebere Ogbonnaya
Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination…
Abstract
Purpose
Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination at work (PAW). The study also investigates the importance of role stress and remote work self-efficacy (RWSE) as mediating and moderating factors, respectively.
Design/methodology/approach
The study examines the direct and indirect relationships between WCB and PAW using hierarchical regression and data from 415 Chinese teleworkers. RWSE is also estimated as a second-stage moderator.
Findings
The findings indicate that WCB has a direct and indirect (via role stress) positive influence on PAW; however, these effects are weaker among employees with higher (vs lower) RWSE.
Practical implications
This study assists managers and organizations in developing more efficient ways of maximizing employee and organizational performance while minimizing the counterproductive behaviors associated with excessive technology use.
Originality/value
By investigating the links between WCB and PAW in the post-pandemic context, this study adds a new perspective on how excessive technology use for work and non-work purposes can be counterproductive.
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The purpose of this study was to investigate the impact of Corona virus disease on the perceived values of urban green landscapes in a developing country setting. To achieve this…
Abstract
Purpose
The purpose of this study was to investigate the impact of Corona virus disease on the perceived values of urban green landscapes in a developing country setting. To achieve this objective, the author investigated changes in the preferences for urban green space services among city residents who use nature areas for recreation.
Design/methodology/approach
This study applied the best–worst scaling technique to elicit changes in the preferences for ecosystem services from urban recreational sites in Malawi. The study also used a fractional logit model to examine factors that motivate visitors’ willingness to donate/contribute to improve the quality of nature’s recreational services.
Findings
This study finds that the COVID-19 pandemic changed visitors’ perceptions of urban woodlands, but leisure/recreation remained the most important service with or without the Corona virus outbreak. However, the perceived value of air pollution control and cultural/religious functions gained more prominence (+3%), whereas biodiversity conservation became less prominent (−2%) during the pandemic period. The mean willingness to pay (WTP) was estimated to be US$28.73, and WTP is positively influenced by education, income status and the user’s satisfaction with the recreation site.
Originality/value
The study substantiated the impact of Corona virus disease on the perceived values of urban green landscapes, using Malawi as a case study. This was demonstrated through the changes in preferences for urban green space services among city residents who use nature areas for recreation.
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Omer Farooq Malik and Shaun Pichler
Drawing on affective events theory, the purpose of this paper was to investigate direct and indirect relationships between perceived organizational politics and workplace…
Abstract
Purpose
Drawing on affective events theory, the purpose of this paper was to investigate direct and indirect relationships between perceived organizational politics and workplace cyberbullying (WCB) perpetration mediated through anger, as well as to examine the moderating role of gender in these relationships.
Design/methodology/approach
The sample comprised 534 white-collar employees who were employed in a variety of service industries, including banking, higher education, telecommunications, health care and insurance in Islamabad, Pakistan. Data were analyzed using the structural equation modeling technique in Amos.
Findings
Results demonstrated that perceived organizational politics has a direct positive effect on WCB perpetration. Moreover, results indicated that perceived organizational politics evokes anger among employees that, in turn, triggers WCB perpetration. Results of a multigroup analysis revealed that the positive effect of perceived organizational politics on WCB perpetration was not significantly different between men and women. However, the positive relationship between perceived organizational politics and anger was significantly stronger for men than for women. Likewise, this study found a significantly stronger relationship for men than for women between anger and WCB perpetration. Anger partially mediated the relationship between perceived organizational politics and WCB perpetration only among men.
Originality/value
This study contributes to the literature by demonstrating that perceived organizational politics triggers WCB perpetration directly and indirectly through its impact on anger. Moreover, this study identified gender differences in the experience and expression of anger in response to perceived organizational politics.
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To examine the impact of using work-related information and communication technology (ICT) during off-job hours on employees' emotional exhaustion and to elucidate the role of…
Abstract
Purpose
To examine the impact of using work-related information and communication technology (ICT) during off-job hours on employees' emotional exhaustion and to elucidate the role of psychological detachment (PD) and positive work reflection (PWR). Additionally, the study investigated the influence of the frequency of remote work on this relationship.
Design/methodology/approach
Structural equation modeling was conducted using a three-wave online survey with 507 full-time employees consisting of 170 non-remote workers, 75, 77, 63, 61, and 61 remote workers for one to five days weekly, respectively.
Findings
Work-related ICT use during off-job hours inhibited PD and encouraged PWR, exacerbating emotional exhaustion. Furthermore, remote work frequency promotes boundary crossing and moderates the relationship between PWR and emotional exhaustion.
Originality/value
This study contributes to the literature by highlighting the complex interplay between boundary crossing, coping strategies, and emotional exhaustion in remote work. It highlights the importance of fostering PD and minimizing boundary crossing to promote employees’ well-being in increasingly flexible work environments.
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Christina Zacharia Hawatmeh, Iman Abu Hashish and Rawand Rami Alazzeh
This article aims to illuminate the gendered organisational structure of higher education in Jordan by collecting and analysing a national-level snapshot of the current…
Abstract
Purpose
This article aims to illuminate the gendered organisational structure of higher education in Jordan by collecting and analysing a national-level snapshot of the current distribution of women and men in leadership positions and academic ranks across Jordanian universities to pinpoint inequalities in specific levels and fields.
Design/methodology/approach
Grounded in gendered organisational theory, this study presents a snapshot of the gender composition of 10 public and 14 private universities in Jordan. The snapshot, collected in September 2022 from these universities’ websites, examines counts of male and female administrative leaders as well as academic staff across all ranks for all faculties in both STEM and liberal arts fields.
Findings
The distribution of women and men in leadership positions in universities across Jordan is highly unequal, with men outnumbering women in the uppermost positions by nearly 10:1. This gap decreases as the rank of positions decreases, indicative of a highly gendered organisational structure, with only three to four fields approaching gender parity.
Research limitations/implications
This paper offers a comprehensive and detailed quantitative foundation for researchers to investigate the underlying social, cultural, legal, political and economic factors perpetuating gender inequality in academia in Jordan and in comparative studies.
Practical implications
This study is relevant for targeting policies for advancing sustainable development goals, specifically 5.5, which aim at women’s full and effective participation and equal opportunities for leadership at all levels of decision-making.
Originality/value
This study provides the most detailed and extensive macro-level analysis of the gender composition of universities in Jordan.
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Qiuling Gao, Xiaolin Zhuang, Zijie Li and Yan Wang
This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human…
Abstract
Purpose
This study aims to investigate how the role of female leadership works in sports coaching. Drawing key insights from the ability–motivation–opportunity (AMO) framework of human resource management, the authors explore the underlying mechanisms of female leadership and the role female coaches play in enabling athletes to develop their self-initiative through AMO enhancement.
Design/methodology/approach
The sample in this study is made up of 11female coaches from eight teams in China selected using purposive sampling. Data was collected and analyzed on various aspects of female leadership.
Findings
Analysis of interviews and secondary data show that the mechanisms and enablers related to AMO enhancing practices stimulated by female coaching leadership can increase team performance.
Research limitations/implications
This study opens new avenues for sports science research and strengthens the theoretical and practical understanding of the intentions and mechanisms female coaches implement as leaders in sports coaching.
Originality/value
First, this study contributes to the AMO framework by helping form new theoretical insights based on the understanding of female sports coaching mechanisms. Second, this study provides novel insights into female leadership literature by investigating the mechanisms of female leadership in the context of sports exercise. Third, this study also contributes to the body of research on sports coaching in Asia, especially that of Chinese women in such leadership roles.
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