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Article
Publication date: 25 October 2022

Hongling Yang, Zhibin Lin, Xiao Chen and Jian Peng

This study aims to explore whether and how workplace loneliness leads to cyberloafing and the role of leader problem-focused interpersonal emotion management in buffering…

Abstract

Purpose

This study aims to explore whether and how workplace loneliness leads to cyberloafing and the role of leader problem-focused interpersonal emotion management in buffering this relationship.

Design/methodology/approach

Drawing on ego depletion theory, the authors propose that employees' workplace loneliness leads to cyberloafing via ego depletion, while leader interpersonal emotion management (i.e. leadership behavior targeted at managing employees' negative emotions) can help to alleviate the situation. To test this study’s predictions, the authors collected multisource data at three time points from a sample of 219 employee–colleague dyads.

Findings

The results show that workplace loneliness is positively related to cyberloafing and that ego depletion mediates this relationship. Leader problem-focused interpersonal emotion management weakens the relationship between workplace loneliness and ego depletion and the indirect relationship between workplace loneliness and cyberloafing via ego depletion such that the above relationships are weak (versus strong) when leader problem-focused interpersonal emotion management is high (versus low).

Originality/value

The study results suggest that workplace loneliness is an important hidden danger that leads to cyberloafing because lonely employees suffer more from ego depletion. Leaders' interpersonal emotion management strategy serves as a potential buffer for such a negative effect.

Details

Internet Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 13 April 2022

Tao Guo, Nan Yao and Lei Zhang

The purpose of this study is to explore the influence of self-serving leadership on employees’ organizational deviance and its internal mechanism.

Abstract

Purpose

The purpose of this study is to explore the influence of self-serving leadership on employees’ organizational deviance and its internal mechanism.

Design/methodology/approach

Through the data collected from 300 supervisor–employee dyads of five large enterprises in China, this research uses multilevel structural equation model to test the proposal hypotheses.

Findings

Results show that there is a positive relationship between self-serving leadership and employees’ organizational deviance, and ego depletion plays a mediating role between them. Moreover, this research also found that the relationship between self-serving leadership and ego depletion and the indirect effect of self-serving leadership on employees’ organizational deviance through ego depletion are negatively moderated by power distance orientation.

Originality/value

This study found a new antecedent variable of employees’ organizational deviance-self-serving leadership, and based on the ego depletion theory, deeply reveals the internal mechanism of self-serving leadership influencing employees’ organizational deviance, which has some enlightening significance for relevant theoretical research and management practice. In addition, this study also has unique advantages in data collection and analysis methods.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 17 May 2022

Zubair Akram, Abdul Gaffar Khan, Umair Akram, Saima Ahmad and Lynda Jiwen Song

While the rapid adoption of information communication technologies (ICT) in organizations has been linked with a higher risk of cyberbullying, research on the influence of…

Abstract

Purpose

While the rapid adoption of information communication technologies (ICT) in organizations has been linked with a higher risk of cyberbullying, research on the influence of cyberbullying on interpersonal behaviors in the workplace remains limited. By drawing on the ego-depletion theory and the leader-member exchange (LMX) theory, this research investigates how, why and when workplace cyberbullying may trigger interpersonal aggression through ICT.

Design/methodology/approach

The authors collected data from 259 employees and 62 supervisors working in large ICT organizations in China through a multi-wave survey. The authors performed multilevel analysis and used hierarchical linear modeling to test the proposed moderated mediation model.

Findings

The results revealed that workplace cyberbullying has a significant and positive influence on interpersonal aggression in the workplace via ego depletion. The authors found that differentiation in LMX processes at group level moderates the indirect relationship between workplace cyberbullying and interpersonal aggression (via ego depletion). Furthermore, the positive indirect effect of workplace cyberbullying was found to be stronger in the presence of a high LMX differentiation condition in comparison to a low LMX differentiation condition.

Research limitations/implications

The data were collected from Chinese ICT organizations, which may limit the generalization of this study’s findings to other cultural and sectoral contexts.

Originality/value

This paper provides the first step in understanding how, why and when workplace cyberbullying triggers interpersonal aggression by investigating the role of ego depletion as a mediator and LMX differentiation as a boundary condition. This is the first study to empirically examine the relationships between workplace cyberbullying, ego depletion, LMX differentiation and interpersonal aggression in ICT organizations using multi-level modeling.

Details

Internet Research, vol. 32 no. 5
Type: Research Article
ISSN: 1066-2243

Keywords

Article
Publication date: 21 November 2015

Patrick J. Hurley

In this paper, I synthesize the prior psychology literature on ego depletion and apply this literature to an auditing setting. Ego depletion refers to a reduced desire or…

Abstract

In this paper, I synthesize the prior psychology literature on ego depletion and apply this literature to an auditing setting. Ego depletion refers to a reduced desire or ability to use self-control in task performance due to using self-control on prior tasks. I focus on the likely causes and consequences of depletion in an auditing setting, as well as means of mitigating depletion and recovering self-control resources. While ego depletion theory is prevalent in the psychology literature, little is known about whether or how ego depletion affects professionals on meaningful task performance. As a result, this synthesis is aimed at stimulating future ego depletion research in accounting, and specifically auditing, by surveying existing literature and applying this literature to an auditing setting. Further, I develop 13 questions for future research to investigate. My synthesis reveals that ego depletion likely has a pervasive effect in an auditing setting, and can hinder auditors’ judgment and decision-making (JDM) quality. Therefore, this synthesis helps to provide a greater understanding of the impact of auditing tasks on individuals, and refines both auditor JDM and ego depletion theories.

Details

Journal of Accounting Literature, vol. 35 no. 1
Type: Research Article
ISSN: 0737-4607

Keywords

Content available
Article
Publication date: 24 September 2021

Xiaoyan Liu and Kun Yu

The purpose of the paper is to understand the detrimental effects of vocational delay of gratification (VDG) based on the ego-depletion perspective and to explore the…

Abstract

Purpose

The purpose of the paper is to understand the detrimental effects of vocational delay of gratification (VDG) based on the ego-depletion perspective and to explore the specific mechanism in this dynamic process.

Design/methodology/approach

The study used experience sampling to survey 89 employees at 3 time points within each day over 10 days and built a 4-stage sequential mediation model.

Findings

Results revealed that, at the daily level, afternoon VDG had a positive effect on end-of-day work–family conflict through afternoon ego depletion. The work–family conflict continued the state of ego depletion to the next morning and led to poor job dedication the next morning.

Research limitations/implications

The findings suggest organizations and employees should consider not only the benefits of delay of gratification (DG) but the costs as well.

Originality/value

The current study is the first to investigate a dark side of VDG and to explore its underlying mechanism.

Details

Career Development International, vol. 26 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 23 August 2021

Yuanyuan Lan, Xiaoyan Zhang, Hui Deng, Zheng Yang and Yuhuan Xia

Drawing on ego depletion theory, this study aims to provide insights into the effect of work-family conflict on the high-speed railway (HSR) drivers’ safety performance by…

Abstract

Purpose

Drawing on ego depletion theory, this study aims to provide insights into the effect of work-family conflict on the high-speed railway (HSR) drivers’ safety performance by examining the mediating role of ego depletion and the moderating roles of work-family centrality and supervisor safety support.

Design/methodology/approach

In total, 243 HSR drivers from 7 railway bureaus in China were surveyed. Structural equation modeling was used to test the hypotheses.

Findings

Both work-to-family conflict and family-to-work conflict have direct and positive effects on HSR drivers’ ego depletion and indirect effects on both safety compliance and safety participation via ego depletion. Moreover, both the direct effect of work-family conflict on ego depletion and its indirect effect on safety performance are moderated by work-family centrality. Supervisor safety support plays a buffering role in the relationship between ego depletion and safety performance.

Originality/value

This study examined the relationship between work-family conflict and safety performance based on the perspective of ego depletion theory. The findings testify to the importance of reducing work-family conflict among HSR drivers pursuant to maximizing safety.

Details

Chinese Management Studies, vol. 16 no. 3
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 16 September 2021

Naseer Abbas Khan, Zhang Hui, Ali Nawaz Khan and Mohsin Ali Soomro

Leadership research is of interest to academics and practitioners in the construction industry. Based on the ego-depletion theory and authentic leadership theory, the…

Abstract

Purpose

Leadership research is of interest to academics and practitioners in the construction industry. Based on the ego-depletion theory and authentic leadership theory, the current study aims to investigate the impact of women authentic leadership on leaders' emotional exhaustion and job engagement in the construction industry.

Design/methodology/approach

The data were gathered in two waves using a time lag approach. The responses of 276 women leaders-follower dyads from construction firms in China's eastern provinces were analyzed using a moderated mediation model.

Findings

Most of the proposed hypotheses were supported by the findings of this study, which showed that authentic leadership can reduce emotional exhaustion in women leaders and increase work engagement through ego depletion. Furthermore, the leader's sense of belonging, according to this study, moderates the mediating effect of ego depletion.

Research limitations/implications

This study can help managers, policymakers and human resource professionals think about authentic leadership and its impact on women leaders. Furthermore, ego depletion has an impact on the psychological well-being of authentic women leaders. The sense of belongingness of a leader is critical in buffering the negative effects of ego depletion for women in authentic leadership. Thus, women leaders in construction sector should be encouraged to express a sense of belonging to their followers, since this will improve their work engagement and lessen their emotional exhaustion.

Originality/value

This study is unique in that it examines the authentic behavior of women leaders in the Chinese construction sector, which is a challenging profession for women to work in as site managers. This study contributes to the literature on women in leadership by demonstrating how authentic leadership behavior influences the wellbeing and engagement of leaders. In addition, the study indicated that the effect of the mediator (ego depletion) and moderator (leader sense of belongingness) on the relationship between women's authentic leadership and the leader's own psychological wellbeing and job engagement was significant.

Details

Engineering, Construction and Architectural Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-9988

Keywords

Article
Publication date: 10 October 2022

Jie Yin, Yingchao Ji and Yensen Ni

As supervisor incivility and its negative effect may impact employees’ psychological health and even the sustainable development of hospitality enterprises, this study…

Abstract

Purpose

As supervisor incivility and its negative effect may impact employees’ psychological health and even the sustainable development of hospitality enterprises, this study aims to explore the channels through which it affects employee turnover intention in China’s hospitality industry and suggest possible mitigation measures.

Design/methodology/approach

This study adopted exploratory factor analysis, measurement model analysis and the mediation and moderation model and used SPSS and PROCESS for the analysis.

Findings

This study found that the impact of supervisor incivility on the employees’ turnover intention would be through employees’ ego depletion and revealed that organizational support would alleviate such a negative effect. However, organizational support might not mitigate the impact of supervisor incivility on the employees’ ego depletion, which is inconsistent with previous studies. This study inferred that organizational support might be somewhat related to organizational pressure, thereby enhancing the impact of supervisor incivility on the employees’ ego depletion.

Research limitations/implications

This study not only enriches incivility literature but also suggests new insights into the mixed role of organizational support.

Originality/value

Unlike previous studies that mainly focused on workplace pressure from colleagues or customers, this study broadens our understanding of the employees’ turnover intention affected by supervisors’ workplace incivility and the mixed role of organizational support.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 26 April 2022

Shengxian Yu, Shanshi Liu and Chao Xu

The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating…

Abstract

Purpose

The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation.

Design/methodology/approach

This study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis.

Findings

Job insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion.

Practical implications

The study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors.

Originality/value

This empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 15 August 2022

Xiaojun Zhan, Wei Yang, Yirong Guo and Wenhao Luo

Nurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an…

Abstract

Purpose

Nurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an important issue. This study addresses this issue by exploring the effect of daily family-to-work conflict (FWC) on next-day work engagement among Chinese nurses.

Design/methodology/approach

The theoretical model was tested using 555 experience sampling data from 61 nurses collected for 10 workdays in China.

Findings

Nurses' daily FWC is associated with their next-day ego depletion. Moreover, increased ego depletion ultimately reduces their next-day work engagement. In addition, a between-individual factor of frequency of perceived patient gratitude mitigates the effect of FWC on ego depletion and the indirect effect on work engagement via ego depletion.

Originality/value

This study is important to the management of health-care organizations as it carries significant implications for theory and practice toward understanding the influence of FWC among nurses. On the one hand, the authors apply the job demands-resources (JD-R) model as the overarching theoretical framework, which contributes to the authors’ understanding of how FWC impairs work engagement. On the other hand, the authors extend extant theoretical models of FWC by identifying the frequency of perceived patient gratitude as an important contextual factor that counteracts the negative effects of FWC among nurses. Moreover, organizations could encourage patients to express their gratitude to nurses by providing more channels, such as thank-you notes, to offer nurses some support for overcoming the destructive effect of FWC.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

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