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Article
Publication date: 14 August 2017

Dragos Iliescu, Irina Macsinga, Coralia Sulea, Gabriel Fischmann, Tinne Vander Elst and Hans De Witte

The purpose of this paper is to analyze the moderating effects of the broad personality traits associated with the five-factor model (FFM) of personality, on the relationship…

1250

Abstract

Purpose

The purpose of this paper is to analyze the moderating effects of the broad personality traits associated with the five-factor model (FFM) of personality, on the relationship between qualitative and quantitative job insecurity (JI) and physical and mental health complaints.

Design/methodology/approach

Self-report data collected in a cross-sectional study from a heterogeneous sample of 469 Romanian employees was analyzed with hierarchical regressions in order to identify moderation effects between each personality trait, JI and health outcomes.

Findings

Neuroticism and introversion amplify the relationship between JI and mental health complaints. None of the other personality traits showed any significant interaction with JI. No moderating effects were found for physical health complaints. Quantitative and qualitative JI show a high correlation and similar relationships with other variables, but may not be part of the same larger factor.

Practical implications

The FFM has a lower contribution than expected in explaining the JI-health dynamic, with only 2 out of 5 reaching significance. The personality traits of neuroticism and introversion function as moderately strong vulnerability factors in the JI-mental health relationship, and may be used by managers in identifying employees who are at risk in situations when JI is likely to appear.

Originality/value

The authors offer overall support for the main effect model in the relationship between JI and health, showing that, while some broad personality traits buffer the negative effect of JI in a fairly strong manner, this effect may be very difficult to completely abolish. The authors further show that quantitative and qualitative JI are very closely related facets of the broader JI construct.

Details

Career Development International, vol. 22 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 15 June 2012

Coralia Sulea, Delia Virga, Laurentiu P. Maricutoiu, Wilmar Schaufeli, Catalina Zaborila Dumitru and Florin A. Sava

This study is based on the JD‐R model and aims at understanding the role of work engagement (WE) as a mediator between job resources (i.e. perceived organizational support) and…

6217

Abstract

Purpose

This study is based on the JD‐R model and aims at understanding the role of work engagement (WE) as a mediator between job resources (i.e. perceived organizational support) and positive extra‐role behaviors (i.e. organizational citizenship behaviors (OCB)), between job demands (i.e. interpersonal conflicts at work) and negative extra‐role behaviors (i.e. counterproductive work behaviors (CWB)), and also between a personal resource (i.e. conscientiousness) and both types of extra‐role behaviors.

Design/methodology/approach

Data from three Romanian organizations (n=258) were collected in a cross‐sectional study. Two main models (fully mediated and partially mediated) tested the role of WE as a mediator, using structural equation modelling.

Findings

The results support the partially mediated model. All anticipated antecedents have a direct, and also an indirect relation with extra‐role behaviors – via WE. In addition, the mediating effect was stronger for OCB than for CWB. Overall, the results show that job and personal characteristics differentially predict OCB and CWB, and that employees' affective‐motivational state explains, in part, these job and personal characteristics – extra‐role behaviors associations.

Originality/value

The paper advances the knowledge about the JD‐R model and its relevance for OCB and CWB. In addition, understanding work engagement's potential to stimulate OCB and inhibit CWB can aid professionals to advance beneficial behavioral outcomes in organizations by promoting wellbeing at work, thereby supporting the employees' healthy career development.

Article
Publication date: 2 September 2014

Anja Van den Broeck, Coralia Sulea, Tinne Vander Elst, Gabriel Fischmann, Dragos Iliescu and Hans De Witte

The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifically…

3093

Abstract

Purpose

The purpose of this paper is to add to the understanding of the qualitative job insecurity, i.e. the insecurity about the continuity of valued job aspects in future. Specifically, the paper examines whether qualitative job insecurity is related to counterproductive work behavior (CWB), both directed to the organization (i.e. CWB-O) and other individuals at work (i.e. CWB-I), and whether frustration of the basic psychological needs of autonomy, belongingness and competence, as defined in self-determination theory, may account for these relationships.

Design/methodology/approach

The hypothesis were examined using structural equation modeling in heterogeneous sample of Romanian employees.

Findings

Results support the hypotheses showing that feeling insecure about one's valued job aspects associates with high levels of need frustration and, therefore, also with both CWB-O and CWB-I. While each of the accounted for the associations of qualitative insecurity and CWB-O, only frustration of the need for autonomy explained its detrimental association with CWB-I.

Originality/value

This study is innovative, as it integrates and extends three different fields and has high practical relevance. The authors detail qualitative job insecurity, an increasing, but understudied job stressor. The authors extend research on the antecedents of CWB by focussing on environmental factors. The authors develop need satisfaction, as integrative theoretical underlying mechanism.

Details

Career Development International, vol. 19 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 27 May 2014

Nele De Cuyper, Coralia Sulea, Kristien Philippaers, Gabriel Fischmann, Dragos Iliescu and Hans De Witte

The purpose of this paper is to investigate the relationship perceived employability (the employee's perception about available job opportunities in the external labour market…

3049

Abstract

Purpose

The purpose of this paper is to investigate the relationship perceived employability (the employee's perception about available job opportunities in the external labour market) and performance, accounting for felt job insecurity. Performance is conceptualized broadly in terms of optimal functioning (i.e. in-role performance and helping behaviour) and malfunctioning (i.e. organizational and interpersonal counterproductive work behaviour).

Design/methodology/approach

Survey data were collected among 433 Romanian workers.

Findings

The authors hypothesize and demonstrate that perceived employability relates positively to optimal functioning, but less so when workers feel insecure: highly employable workers may be high achievers, but withdraw from the organization when they feel insecure. Furthermore, the authors hypothesize that perceived employability relates positively to malfunctioning, the more so when workers feel insecure. Highly employable workers may care less about organizational norms, particularly when they see reasons to violate these norms: felt job insecurity may be such a reason. However, the interaction between perceived employability and felt job insecurity was not significantly related to malfunctioning. Instead, the authors established a main effect of perceived employability on both organizational and interpersonal counterproductive work behaviour.

Originality/value

The paper concludes that perceived employability contributes to optimal functioning when workers feel secure, but it may also bring along some costs in the form of malfunctioning.

Details

Personnel Review, vol. 43 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 8 January 2018

This paper aims to review the latest management developments across the globe and pinpoints practical implications from cutting-edge research and case studies.

256

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoints practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Much of the glossy magazine literature surrounding business and management looks, perhaps understandably, at success. The best strategies, most efficient workflows, killer apps, and best practice in human resource management – everywhere you look – are “10 ways to increase profit” or “seven best start up opportunities”. What about the failures? With so much success to share, there has to be at least as much failure, if not more. The concern is that there is much more to learn from all of that failure, but headlines such as “how not to sell” or “12 of the worst corporate strategies” tend not to sell business magazines at the world’s airports.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest, vol. 26 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

Content available
Article
Publication date: 9 March 2015

Petru Lucian Curseu

3783

Abstract

Details

Team Performance Management, vol. 21 no. 1/2
Type: Research Article
ISSN: 1352-7592

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