Search results
1 – 10 of over 1000Xuan-Mei Cheng, Yijing Lyu and Yijiao Ye
Drawing on conservation of resources (COR) theory, this study aims to explore how perceived organizational exploitation affects hospitality employees’ extra-role customer service…
Abstract
Purpose
Drawing on conservation of resources (COR) theory, this study aims to explore how perceived organizational exploitation affects hospitality employees’ extra-role customer service behaviors by investigating the mediating role of depressed mood at work and the moderating role of reappraisal.
Design/methodology/approach
This study tested all of the hypotheses using multilevel path analyses with a sample of 340 supervisor–subordinate dyads.
Findings
The results show that perceived organizational exploitation is indirectly associated with hospitality employees’ extra-role customer service through depressed mood at work and that employees’ reappraisal may help mitigate the negative effect of organizational exploitation.
Practical implications
First, policies and rules should be established in advance to prevent organizational exploitation. Second, we suggest that hospitality organizations should pay special attention to employees who have low levels of reappraisal, and reappraisal training could be provided to enhance their emotion regulation skills. Third, hospitality organizations could nurture a healthy and supportive emotional climate to create positive emotions in the workplace, in case that depressed mood at work contributes to employees’ extra-role behaviors.
Originality/value
First, the authors go beyond previous studies to focus on a new behavioral outcome of perceived organizational exploitation, i.e. extra-role customer service. Second, it applies a new perspective of COR theory to determine the underlying mechanism of perceived organizational exploitation. Third, to the best of the authors’ knowledge, this study is one of the first to explore the boundary conditions under which the destructive effects of perceived organizational exploitation can be mitigated.
Details
Keywords
Lisa E. Baranik and Lillian Eby
Using mood regulation theories and the broaden-and-build theory of positive emotions, the purpose of this paper is to hypothesize that the relationship between organizational…
Abstract
Purpose
Using mood regulation theories and the broaden-and-build theory of positive emotions, the purpose of this paper is to hypothesize that the relationship between organizational citizenship behaviors aimed at individuals (OCB-Is) and depressed mood, burnout, and satisfaction with life and health would be mediated by positive affect.
Design/methodology/approach
Lagged data were collected from employee-supervisor dyads.
Findings
OCB-Is were related to positive affect, and positive affect was positively related to subsequent reports of life satisfaction and general health satisfaction, and negatively related to burnout and depressed mood. Positive affect mediated the relationship between OCB-Is and life satisfaction, general health satisfaction, and depressed mood but not burnout. An alternative reverse causality mediation model ruled out the possibility that OCB-Is mediated the relationship between positive affect and the employee outcomes.
Originality/value
These findings lend support for OCBs being an antecedent of mood, rather than vice versa.
Details
Keywords
Rachel E. Kane-Frieder, Wayne A. Hochwarter, Herlanda L. Hampton and Gerald R. Ferris
The purpose of this study is to investigate the role of subordinates' perceived supervisor political support (SPS) as a boundary condition capable of attenuating individuals'…
Abstract
Purpose
The purpose of this study is to investigate the role of subordinates' perceived supervisor political support (SPS) as a boundary condition capable of attenuating individuals' negative reactions to politics perceptions.
Design/methodology/approach
Data for this three-sample investigation were obtained from employees of a package distribution firm (n=144), employees of an engineering firm (n=187), and individuals attending a manufacturing-related professional conference (n=174). Data were analyzed using hierarchical moderated regression analyses.
Findings
Consistent with prior research, individuals' politics perceptions were directly associated with less than desirable workplace outcomes. However, individuals' who perceived their supervisors to provide them with SPS were less negatively affected by politics perceptions than their peers who perceived low levels of SPS.
Research limitations/implications
SPS appears to provide information to subordinates to aid in sensemaking such that they are better able to deal with requisite uncertainty associated with their political settings, and in doing so, SPS shifts their perceptions of the political environment from that of threat to potential benefit.
Originality/value
This investigation in one of a handful of studies to examine the other-benefitting role of political behavior as well as the conditions under which politics perceptions result in auspicious outcomes. Additionally, the manuscript is unique in that it introduces, conceptually delineates, and empirically evaluates a more active, behavioral form of supervisory support (i.e. SPS).
Details
Keywords
Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male…
Abstract
Purpose
Based on the conservation of resources theory, the purpose of this paper is to develop and test the relationship between workplace ostracism and psychological distress of male employees. And depending on the leader member exchange (LMX) theory, it assumes that the relationship between workplace ostracism and psychological distress of male employees is moderated by the LMX.
Design/methodology/approach
For this, this study used a survey method and multiple regression analyses with multi-source data from 226 male Korean employees and their supervisors.
Findings
The results suggest the following. First, workplace ostracism was positively associated with job tension, emotional exhaustion and depressed moods at work for male employees. Second, there was a stronger positive relationship between workplace ostracism and job tension, or emotional exhaustion for male employees with low, as opposed to those with high, levels of LMX.
Originality/value
This study is the first one to examine the moderating effect of LMX on the relationship between workplace ostracism and psychological distress of male employees.
Details
Keywords
Wayne A. Hochwarter, James A. Meurs, Pamela L. Perrewé, M. Todd Royle and Timothy A. Matherly
The purpose of this research is to examine how attention control moderates the relationship between perceptions of others' entitlement behavior and employee attitudinal…
Abstract
Purpose
The purpose of this research is to examine how attention control moderates the relationship between perceptions of others' entitlement behavior and employee attitudinal, behavioral, and health outcomes.
Design/methodology/approach
In study 1, data were collected from 309 employees of a municipality. In the second study, the independent and dependent variables were collected two months apart (and matched) from 584 individuals working in a range of occupations and organizations.
Findings
Perceived entitlement behavior was associated with increased tension and depressed mood at work and decreased satisfaction and citizenship for employees low in attention control.
Research limitations/implications
The exclusive use of data collected via a survey methodology is a limitation. However, tests of multicollinearity offered no evidence of method inflation. Future research should expand the scope of conceptualization to consider both individual difference (i.e. mood, affect) and contextual (i.e. justice, equity) factors when considering the effects of the perceptions of others' entitlement behavior and attention control on work outcomes.
Practical implications
By having the ability to better regulate attention, the negative effects of the entitled behavior of others are minimized. Attention control can be learned or improved, and employers should attempt to develop this ability. Managers may also find it useful to find out why some employees act entitled while others do not.
Originality/value
This is the first study to examine the interrelationship between the perceptions of others' entitlement behavior and attention control in actual work settings. Hence, gaps in multiple bodies of literature (i.e. stress and wellbeing, organizational behavior, psychology, cognitive science) are addressed.
Details
Keywords
Riann Singh, Vimal Deonarine, Paul Balwant and Shalini Ramdeo
Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction…
Abstract
Purpose
Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.
Design/methodology/approach
Quantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.
Findings
The findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.
Originality/value
While existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.
Details
Keywords
Xian Huang, Yijiao Ye, Zhao Wang, Xinyu Liu and Yijing Lyu
Drawing on organizational justice theory, this study aims to investigate how perceived organizational exploitation induces frontline hospitality employees’ organizational and…
Abstract
Purpose
Drawing on organizational justice theory, this study aims to investigate how perceived organizational exploitation induces frontline hospitality employees’ organizational and interpersonal deviance. Specifically, this study explored the mediating effect of distributive and procedural justice, as well as the moderating effect of justice sensitivity.
Design/methodology/approach
The focal research analyzed multiphase survey data from 267 frontline service employees with structural equation modeling.
Findings
The results revealed that perceived organizational exploitation induced frontline hospitality employees’ organizational and interpersonal deviance through their perceptions of distributive and procedural justice. Moreover, employees’ justice sensitivity amplified perceived organizational exploitation’s harmful impact on justice perceptions and its conditional influence on organizational and interpersonal deviance.
Practical implications
Organizations should take actions to reduce the occurrence of exploitation to prevent employees’ workplace deviance behaviors. Moreover, organizations can foster employees’ justice perceptions and take care of employees with strong justice sensitivity to reduce the destructive behaviors triggered by organizational exploitation.
Originality/value
By investigating frontline employees’ workplace deviant behaviors, this research identifies new outcomes of exploitation by hospitality organizations. Moreover, the research contributes by offering a justice-based perspective to understand the effects of perceived organizational exploitation. Furthermore, this research helps identify a new boundary condition of being exploited by organizations.
Details
Keywords
This purpose of this paper is to examine the relationship between workplace ostracism and cyberloafing, based on the premise of conservation of resources theory. Emotional…
Abstract
Purpose
This purpose of this paper is to examine the relationship between workplace ostracism and cyberloafing, based on the premise of conservation of resources theory. Emotional exhaustion is tested as a mediator between workplace ostracism and cyberloafing, whereas facilitating conditions are predicted as a moderator that influences employees’ reaction to ostracism.
Design/methodology/approach
Survey data were collected via the online platform Amazon Mechanical Turk. Partial least squares analysis, a variance-based structural equation modelling, was utilised to verify the research model.
Findings
The results show that both workplace ostracism and emotional exhaustion have a significant positive relationship with cyberloafing. Likewise, emotional exhaustion partially mediates the relationship between workplace ostracism and cyberloafing. Interestingly, facilitating conditions do not moderate the emotional exhaustion–cyberloafing relationship but do moderate the ostracism–cyberloafing relationship. Counterintuitively, the relationship between workplace ostracism and cyberloafing becomes stronger when facilitating conditions are high. A post hoc analysis has been conducted using PROCESS Macro to test the conditional indirect effect but was found not significant.
Originality/value
Previous studies have revealed the association between workplace ostracism with various negative work behaviours, such as knowledge hiding, knowledge hoarding and counterproductive work behaviours. This study has successfully identified that workplace ostracism can also result in cyberloafing, which has not been delved into previous works. This has subsequently provided managers with new perspectives regarding why employees engage in non-work-related online activities at work.
Details
Keywords
Sabeen Hussain Bhatti, Maryam Hussain, Gabriele Santoro and Francesca Culasso
Drawing on the conservation of resources theory and need-threat model, this study aims to analyse the mediating role of efficacy needs (EN) and psychological distress (PD) on the…
Abstract
Purpose
Drawing on the conservation of resources theory and need-threat model, this study aims to analyse the mediating role of efficacy needs (EN) and psychological distress (PD) on the relationship between workplace ostracism (WO) and knowledge hiding (KH) behaviour of employees.
Design/methodology/approach
Time-lagged data were collected from 225 employees working in the mobile telecommunication sector through online survey instruments prepared in light of past literature. SmartPLS3 was used to analyse the data.
Findings
The results obtained confirm the initial hypothesis that there exists a positive relationship between WO and KH. Furthermore, the results also established the sequential mediating roles of EN and PD between WO and KH behaviour of employees.
Originality/value
This study adds to the literature suggesting that WO represents a real threat to companies that aim to foster knowledge-sharing behaviours. Moreover, it reveals that EN and PD are two underlying mechanisms behind the baseline relationship.
Details
Keywords
Uta K. Bindl and Sharon K. Parker
Proactivity is a type of goal-directed work behavior in which individuals actively take charge of situations to bring about future change in themselves or their organization. In…
Abstract
Proactivity is a type of goal-directed work behavior in which individuals actively take charge of situations to bring about future change in themselves or their organization. In this chapter, we draw on goal-regulation research to review conceptual and empirical evidence that elucidates some of the complex links of affective experience and employee proactivity. We identify the different ways in which affective experience influences different stages of proactivity, including employees’ efforts in setting a proactive goal (envisioning), preparing to implement their proactive goal (planning), implementing their proactive goal (enacting), and engaging in learning from their proactive goal process (reflecting). Overall, our review suggests an important, positive role of high-activated positive trait affectivity and moods in motivating proactivity across multiple goal stages, as compared to low-activated positive affectivity and moods. The role of negative affect is mixed, and likely depends on both its valence and the stage of proactivity that is being considered. We identify a lack of research on the role of discrete emotions for employee proactivity. We discuss future avenues for research, particularly the roles of intra- and inter-personal emotion regulation for proactivity and of affective embeddedness of proactive processes in the social environment of organizations.