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Article
Publication date: 14 March 2023

Youjin Han, Sang-Hoon Lee, Won-Moo Hur and Hoanh-Su Le

Drawing from a resource-based perspective in the work–family interface literature, the current study examines how emotional exhaustion, as a resource depletion mechanism, mediates…

Abstract

Purpose

Drawing from a resource-based perspective in the work–family interface literature, the current study examines how emotional exhaustion, as a resource depletion mechanism, mediates the relationship between family–work conflict and job satisfaction. The authors also considered the content and nature of coworker support to investigate whether there were differential moderating effects of the two distinct types of coworker support: emotional and instrumental support.

Design/methodology/approach

The authors surveyed 321 kindergarten employees across multiple sites located in South Korea. Using this sample, the authors performed random coefficient modeling to test the proposed research model.

Findings

The results showed a significant negative indirect relationship between family–work conflict and job satisfaction through emotional exhaustion. Furthermore, the findings suggested differential effects of the two coworker support types, such that the positive relationship between family–work conflict and emotional exhaustion was stronger when coworker emotional support was low than when it was high; the positive relationship was stronger when coworker instrumental support was high than when it was low. Moderated mediation analyses revealed that the two types of coworker support moderated the indirect relationship.

Originality/value

These results highlight the mixed blessing of distinct types of coworker support for researchers and practitioners. A lack of emotional support and greater instrumental support from coworkers each, respectively, exacerbate the negative impact of family–work conflict on employees' well-being and, subsequently, job satisfaction.

Details

Baltic Journal of Management, vol. 18 no. 2
Type: Research Article
ISSN: 1746-5265

Keywords

Article
Publication date: 23 October 2019

Barjinder Singh, T.T. Selvarajan and Stephanie T. Solansky

Drawing on the conservation of resources theory, the purpose of this paper is to test a model of the influence of coworker-resources (coworker-support and coworker-exchange) on…

1669

Abstract

Purpose

Drawing on the conservation of resources theory, the purpose of this paper is to test a model of the influence of coworker-resources (coworker-support and coworker-exchange) on employee performance with psychological flourishing as mediator and employee race as moderator.

Design/methodology/approach

Using a sample of 321 employees from a mid-western US organization, the authors conducted a field study and used regression analysis to test the hypotheses. The authors ran the basic mediation as well as moderated-mediation models with non-parametric bootstrapping procedures.

Findings

Coworker-support and coworker-exchange were positively associated with psychological flourishing, which, in turn, was positively associated with employee performance. The authors found support for psychological flourishing as a mediator of coworker influence–employee performance relationships. The authors also found evidence supporting race as a boundary condition that moderated coworker influence–performance relationships, which were stronger for minorities as opposed to whites.

Practical implications

To ensure employee well-being and superior employee performance, especially for racial minorities, managers must create work environments replete with coworker-support and healthy coworker-exchange.

Originality/value

The study undertakes a simultaneous examination of two different forms of coworker influences on employee performance and clarifies the role of underlying psychological mechanisms that pave the way for coworker influence on performance. The findings provide clarity regarding the employee–coworker relationship research; in addition, they establish race as an important boundary condition when considering coworker influences and employee performance.

Details

Journal of Managerial Psychology, vol. 34 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 9 November 2015

Soojin Lee, Yongsu Yoo and Seokhwa Yun

The purpose of this paper is to identify factors that facilitate individual knowledge sharing. Specifically, the authors investigated the roles of coworker support and individual…

1199

Abstract

Purpose

The purpose of this paper is to identify factors that facilitate individual knowledge sharing. Specifically, the authors investigated the roles of coworker support and individual characteristics, i.e., exchange ideology and learning orientation on knowledge sharing.

Design/methodology/approach

Data were collected from questionnaires distributed to employees and their direct supervisors in two companies in South Korea. Hierarchical regression analyses and simple slope test were performed to test the hypotheses.

Findings

Coworker support and learning orientation is positively but exchange ideology is negatively related to knowledge sharing. Furthermore, when coworker support is low, knowledge sharing is mainly dependent on each individual’s characteristics. However, when coworker support is high, employees showed high level of knowledge sharing irrespective of their individual characteristics.

Research limitations/implications

This study suggested that the support from coworker as well as individuals’ characteristics plays an important role in determining their knowledge sharing behaviors. Moreover, the authors found the significant interaction effects of coworker support and individual characteristics on knowledge sharing, drawing on insights from trait activation theory.

Practical implications

For organizations to encourage individual knowledge sharing behaviors, they may need to maintain the work environment that encourages the peer workers to support each other.

Originality/value

Although many actions have been adopted to foster knowledge management in organizations, employees may still be reluctant to share their knowledge. This paper highlights not only the main effects of coworker support and individual differences but also the interaction effect between them in facilitating knowledge sharing.

Details

Journal of Managerial Psychology, vol. 30 no. 8
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 17 December 2019

Niusha Talebzadeh and Osman M. Karatepe

The purpose of this paper is to propose a research model in which work engagement (WE) mediates the influence of work social support on job satisfaction (JS), in-role performance…

1336

Abstract

Purpose

The purpose of this paper is to propose a research model in which work engagement (WE) mediates the influence of work social support on job satisfaction (JS), in-role performance (IRP), creative performance (CP) and extra-role performance (ERP).

Design/methodology/approach

Data were collected from cabin attendants via three surveys two weeks apart and their pursers. The aforesaid relationships were assessed through structural equation modeling.

Findings

In general, there is support for the preponderance of hypotheses. Specifically, WE completely mediates the impact of coworker support on JS and IRP, while the impact of supervisor support on CP is completely mediated by WE. WE partly mediates the effect of coworker support on CP and ERP. Furthermore, the effect of supervisor support on JS, IRP and ERP is partly mediated by WE.

Practical implications

Management should make sure that the work environment consists of supportive supervisors and coworkers who are trained on how they can enhance the cooperation and collaboration among employees. Management should also create an employee platform where cabin attendants can contribute to service delivery process by sharing their experiences arising from passenger requests and problems.

Originality/value

The study extends and contributes to the current service research by assessing the impact of WE simultaneously on three performance outcomes. The study adds to current knowledge by investigating the mediating mechanism linking work social support to the attitudinal and behavioral outcomes. The study also controls the threat of common method variance with at least two procedural remedies, which have been rarely used in the current service research.

Details

International Journal of Productivity and Performance Management, vol. 69 no. 6
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 20 March 2024

Zubair Akram, Saima Ahmad, Umair Akram, Abdul Gaffar Khan and Baofeng Huo

This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to…

Abstract

Purpose

This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.

Design/methodology/approach

The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.

Findings

The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkerssupport emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkerssupport is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.

Originality/value

By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.

Details

International Journal of Conflict Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1044-4068

Keywords

Book part
Publication date: 7 November 2018

Kevin Stainback, Kendra Jason and Charles Walter

Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This…

Abstract

Organizational approaches to racial inequality have provided contextual insight into a host of traditional stratification outcomes (e.g., hiring, earnings, authority). This chapter extends the organizational approach by drawing on the health-stress framework to explore how organizational context affects experiential and health-related outcomes – discrimination, social support, and psychological distress. Drawing on a sample of Black workers in the United States, we examine the relationship between workplace racial composition and psychological distress, as well as two potential mediators – racial discrimination and workplace social support. Our findings reveal that psychological distress is similar for Black workers in token (<25% Black coworkers), tilted other race (25–49.99% Black coworkers), and tilted same race (50–74.99% Black coworkers) job contexts. Workers in Black-dominated jobs (>75% Black coworkers), however, experience significantly less psychological distress than other compositional thresholds, net of individual, job, and workplace characteristics. This relationship is not explained by either racial discrimination experiences or supervisor and coworker social support. This finding suggests that researchers need to theorize and examine other protective factors stemming from coworker racial similarity.

Article
Publication date: 4 August 2022

Caren Goldberg and Val Willham

Based on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively…

Abstract

Purpose

Based on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively associated with work effort and commitment and that coworker support (a resource) would be positively related with those outcomes. In addition, the authors tested whether coworker support buffered the demand of maintaining secrecy as predicted by the JD-R model.

Design/methodology/approach

Relying on survey data from 89 transgender employees, the authors used Hayes' Process Model 1 to test the model.

Findings

Concealment was significantly related to both organizational commitment and work effort, but coworker support had no direct effect on either outcome. However, coworker support interacted with concealment, such that there were significant coworker support effects among trans employees who were out to none or some of their coworkers, but no significant effect among those who were out to all of their coworkers.

Originality/value

While prior studies have examined the importance of coworker support and outness, the authors add to the literature by examining the joint effect of these variables on transgender employees' work experiences. In addition, as prior research has been slow to examine behavioral work outcomes, the authors expand the criterion space by examining the simple and joint effects of outness and support on a previously ignored variable, work effort.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 42 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 9 January 2017

Aysin Pasamehmetoglu, Priyanko Guchait, J.B. Tracey, Christopher J.L. Cunningham and Puiwa Lei

The purpose of this paper is to amend and extend the emerging research that has utilized an employee-focused approach to examining the service recovery process. In doing so, the…

1928

Abstract

Purpose

The purpose of this paper is to amend and extend the emerging research that has utilized an employee-focused approach to examining the service recovery process. In doing so, the authors examine the influences of supervisor and coworker support for error management on two measures of employee service performance: service recovery performance and helping behaviors during service failure and recoveries. Specifically, this study examines the linear and non-linear interaction effects of supervisor and coworker support for error management on the outcome variables.

Design/methodology/approach

To examine the proposed relationships, the authors conducted a field study that utilized survey data from a sample of 243 restaurant employees and their immediate supervisors. Employee ratings of supervisor and coworker support for error management were matched with the data gathered for the two dependent variables (i.e. supervisory ratings of service recovery performance and helping behaviors). Structural equation modeling was used to examine the linear interaction effects on the outcome variables. To examine the non-linear interaction effects on the outcome variables the authors utilized polynomial regression and response surface modeling.

Findings

The results showed that the interaction effects of supervisor and coworker support for error management was significantly positively related to both service recovery performance and helping behaviors. In addition, an alternative analysis of the shape of the interaction effects using polynomial regression and response surface modeling showed that the moderating effects may be better conceptualized as non-linear.

Originality/value

These findings offer new insights about the roles and impact of various forms of support in the service recovery process. First, the current study focuses specifically on supervisor and coworker support for error management and the impact on employees’ service recovery performance and helping behaviors. Second, this research investigates the interaction effects of these two forms of support on service recovery performance and helping behaviors. Third, along with linear interaction effects, the current work examines non-linear interaction effects. These relationships examined in this study have not been tested before. Thus, the findings of this research make a unique contribution to research in service management. The findings of this study provide more prescriptive insights about the means to prevent and respond effectively to service errors.

Details

Journal of Service Theory and Practice, vol. 27 no. 1
Type: Research Article
ISSN: 2055-6225

Keywords

Article
Publication date: 12 August 2020

Cass Shum

Drawing upon the conservation of resources theory, this study investigates the recursive relationship between abusive supervision and service performance and the moderating role…

Abstract

Purpose

Drawing upon the conservation of resources theory, this study investigates the recursive relationship between abusive supervision and service performance and the moderating role of coworker support in this recursive relationship.

Design/methodology/approach

This study tests the model using moderated cross-lagged analysis with a three-wave longitudinal data from 146 hospitality employees who were working and studying in hospitality.

Findings

Results support the recursive relationship: abusive supervision impairs service performance and employees with low service performance provoke abusive supervision. Coworker support mitigates the lagged effect between abusive supervision and service performance and that between service performance and abusive supervision.

Practical implications

Hospitality organizations should have a zero-tolerance policy toward abusive supervision. Employees who would like to avoid abuse should improve their service performance and seek coworker support.

Originality/value

This study uses a novel analytical approach to examine the recursive relationship between abusive supervision and service performance. It provides evidence on the bidirectional causal relationship and sheds light on how employees can avoid getting abused. This study is also one of the first studies that examine the moderating role of coworker support on the effect of service performance on abusive supervision.

Details

Journal of Hospitality and Tourism Insights, vol. 4 no. 1
Type: Research Article
ISSN: 2514-9792

Keywords

Article
Publication date: 23 August 2021

Liping Fu and Peerayuth Charoensukmongkol

Anchored on the conservation of resources (COR) theory, this study examines the direct impact of psychological capital (PsyCap) on the level of burnout experienced by Chinese…

Abstract

Purpose

Anchored on the conservation of resources (COR) theory, this study examines the direct impact of psychological capital (PsyCap) on the level of burnout experienced by Chinese expatriates working in Thailand. The social support offered by host country national (HCN) coworkers is postulated as the mediator that might transfer the impact of PsyCap on burnout. In addition, this study taps whether Chinese expatriates' personal factors, including gender and host language proficiency, might intensify or attenuate the role of PsyCap on HCN coworker support.

Design/methodology/approach

From the Chinese expatriates who are working for 15 Chinese subsidiaries in Thailand, 413 valid questionnaires were collected. Partial least squares structural equation modeling (PLS-SEM) was employed for data analysis.

Findings

The result confirms a negative linkage between PsyCap and burnout, with HCN coworker support as the partial mediator. Furthermore, the moderation estimation reports that the positive role of PsyCap on HCN coworker support is particularly attenuated for the Chinese expatriates who are female and who have a high level of host language proficiency.

Originality/value

The finding of this study offers additional knowledge to the literature by utilizing the COR theory to elucidate the mechanism under which PsyCap can protect the expatriates from burnout through the mediator of HCN coworker support. The study also reveals that the beneficial role of PsyCap in facilitating the availability of HCN coworker support could be contingent on some personal factors relating to the Chinese expatriates.

Details

Asia-Pacific Journal of Business Administration, vol. 14 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

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