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1 – 10 of 98Nicolas Gillet, Stéphanie Austin, Tiphaine Huyghebaert-Zouaghi, Claude Fernet and Alexandre J.S. Morin
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present…
Abstract
Purpose
Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present study, the authors examine the direct and indirect – through affective rumination and problem-solving pondering – effects of these norms on work–family conflict, family–work conflict and job satisfaction, and verify whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284).
Design/methodology/approach
A total of 442 employees completed an online survey that covered measures on CN, affective rumination, problem-solving pondering, work–family conflict, family–work conflict and job satisfaction.
Findings
As hypothesized, the study results revealed that CN were positively related to work–family conflict and family–work conflict, but not to job satisfaction. Moreover, the indirect effects of CN on work–family conflict and job satisfaction were significantly mediated by affective rumination and problem-solving pondering, whereas the indirect effects of these norms on family–work conflict were significantly mediated by affective rumination. Finally, the relations between CN and the mediators (affective rumination and problem-solving pondering) were stronger among employees working onsite than among employees working remotely.
Originality/value
These results revealed that working remotely buffered the detrimental effects of CN on affective rumination and problem-solving pondering.
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Hannah Kira Wilson, Matthew Tucker and Gemma Dale
This research investigates the challenges and benefits of working from home and the needs that organisations should understand when adopting working from home practices.
Abstract
Purpose
This research investigates the challenges and benefits of working from home and the needs that organisations should understand when adopting working from home practices.
Design/methodology/approach
Self-determination theory was used to understand the drivers of motivation when working from home, to provide a deep understanding of how organisations may support employees working from home. A cross-sectional qualitative survey design was used to collect data from 511 office workers during May and June of 2020.
Findings
Employees' needs for competence were thwarted by a lack of direction and focus, unsuitable work environment, work extensification and negative work culture. Employees' experiences and needs for relatedness were more diverse, identifying that they enjoyed spending more time with family and having a greater connection to the outdoors, but felt more isolated and suffered from a lack of interaction. Employees' experiences of autonomy whilst working from home were also mixed, having less autonomy from blurred boundaries between home and work, as well as childcare responsibilities. Conversely, there was more freedom to be able to concentrate on physical health.
Practical implications
Employee’s needs for competence should be prioritised. Organisations must be conscious of this and provide the support that enables direction and focus when working at home.
Originality/value
Swathes of research were conducted during the COVID-19 pandemic, but overwhelmingly focused on quantitative methods. A qualitative survey design enabled participants to answer meaningful open-ended questions, better suited to explain the complexity of their experiences, which allowed for understanding and richness not gained through previous studies.
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Gamification is a booming motivational approach in information systems. Leaderboards play a key role in gamification; however, there are mixed findings regarding the heterogeneous…
Abstract
Purpose
Gamification is a booming motivational approach in information systems. Leaderboards play a key role in gamification; however, there are mixed findings regarding the heterogeneous motivational impacts of leaderboard positions. This study aims to clarify the motivational effects of high and low leaderboard positions by assembling diverse behavioral measures and self-reports. The measures used in this study shed a light on the quantitative and qualitative dynamics of motivation facilitated by leaderboard positions. The authors inspect motivation in relation to satisfaction and frustration of competence need.
Design/methodology/approach
The authors conducted an online experiment set in a crowdsourcing context, asking the participants to compete in an image tagging game. Participants' leaderboard positions were manipulated to be either high or low for five consecutive rounds. The number of clicks, tags, duration of tagging and persistence on the task were measured as indicators of motivation.
Findings
High ranks on leaderboards induced complacent behaviors choosing easy ways to maintain their positions, while low ranks led the participants to stick to the right process of the task with intensified motivation round after round. However, neither of the motivations seemed to be of intrinsic nature.
Originality/value
The present study provides conclusive evidence on the varying motivational impact of leaderboard positions. The authors also demonstrate how the “needs-as-motive” model (Sheldon and Gunz, 2009) applies to gamification. Its implications in self-determination theory and gamification literature are discussed.
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I. M. Jawahar, Jennifer L. Kisamore and Thomas H. Stone
Drawing on the conservation of resources theory, the purpose of this paper is to examine whether role conflict is associated with frustration of employees’ basic needs and whether…
Abstract
Purpose
Drawing on the conservation of resources theory, the purpose of this paper is to examine whether role conflict is associated with frustration of employees’ basic needs and whether need frustration is associated with withdrawal in the form of reduced voice and increased silence. This paper also investigates if supervisor support mitigates potential detrimental outcomes of need frustration.
Design/methodology/approach
In this survey-based study, 201 full-time employees participated. Self-reports regarding voice and silence behaviors at work were collected as were perceptions of role conflict, need frustration and supervisor support.
Findings
The results of this study support the proposed moderated mediation relationships for both employee voice and silence behaviors. Specifically, need frustration mediates the relationship between role conflict and the two outcome variables. Perceived supervisor support moderates the path between need frustration and both voice and silence behaviors.
Practical implications
Employees are an organization’s first line of defense against potential accidents, inefficiencies and other organizational crises. When they perceive their needs are not met and they are not supported by their supervisors, employees are likely to seek to protect themselves from further resource loss by withholding feedback even if such feedback may enhance organizational effectiveness and prevent organizational crises.
Originality/value
Given that voice and silence are not opposites of each other, it is important to study both in a single study, as this study does. This study proposes and tests a heretofore untested explanation for the relationship between role conflict and voice and silence. The authors identify a buffer with potential to mitigate the negative effects of need frustration.
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Mahsa Abedini, Bert Schreurs, I.M. Jawahar and Melvyn R.W. Hamstra
This research sought to examine the potential association between workers’ financial worry and counterproductive work behavior. Based on the basic psychological need theory, we…
Abstract
Purpose
This research sought to examine the potential association between workers’ financial worry and counterproductive work behavior. Based on the basic psychological need theory, we propose that psychological need satisfaction explains this relationship and we position this volitional pathway as an alternative to a cognitive capacity pathway based on the cognitive load theory.
Design/methodology/approach
We conducted a two-week interval-lagged survey study with three measurement points among 180 US workers. The mediation models were tested using structural equation modeling.
Findings
The results support the conclusion that, while cognitive capacity could have an impact on counterproductive work behavior, its mediating effect is less strong than that of need satisfaction.
Practical implications
Based on the results, we recommend that organizations design their compensation and benefits system to shield employees from financial worries. At the same time, we advise offering the employees who do experience financial worries assistance in managing their budgets and offering other forms of financial coaching.
Originality/value
This study is innovative because we show that the negative effects of financial worry extend much further than initially thought and affect not only employees' cognition but also their motivation.
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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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Hong Hu, Liying Chen and Yuxiang Zheng
This study aimed to explore the effects of the satisfaction of employees' need for autonomy, relatedness and competence on their voice behavior through the mediation of…
Abstract
Purpose
This study aimed to explore the effects of the satisfaction of employees' need for autonomy, relatedness and competence on their voice behavior through the mediation of self-efficacy for voice and perceived risk for voice.
Design/methodology/approach
The theoretical model is tested using survey data collected from 209 employees of information technology (IT) firms located in five major cities in China.
Findings
The study found that satisfaction of employees' need for autonomy, relatedness and competence facilitated their self-efficacy for voice and inhibited perceived risk for voice. Self-efficacy for voice was positively related to voice, whereas perceived risk for voice was negatively related to it. Perceived risk for voice hampered self-efficacy for voice.
Practical implications
The findings indicate that organizations can boost employees' voice behavior by making them feel that they have autonomy in their work, by helping them maintain good relationships with others in the workplace and by enabling their competence in accomplishing their job.
Originality/value
This study highlights that satisfying employees' psychological needs plays a pivotal role in facilitating their voice behavior. The authors provide new insights into the relationship between need satisfaction and voice behavior and into the mediating roles of self-efficacy for voice and perceived risk for voice.
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Pooja Purang, Mahati Chittem and Haripriya Narsimhan
This study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns…
Abstract
Purpose
This study focuses on the work from home experiences of professional, middle and upper middle class married women with children in India during the COVID-19-induced lockdowns. This study aims to examine the experiences of changing nature of work and gendered realities of work–life balance for working mothers while working from home during the pandemic.
Design/methodology/approach
Semi-structured interviews were conducted with eight working mothers at three different time points during the lockdown in the city of Hyderabad in India.
Findings
A thematic analysis revealed changed work practices that required adapting, reinventing and reimagining new ways of working. This was time consuming albeit a satisfying experience for working mothers. At the same time, the blurring between home and work meant working mothers were operating without an off button.
Research limitations/implications
The findings show that the existing gender inequalities in sharing the domestic burden unravelled fast in the absence of support structures.
Originality/value
The authors give voice to the lived experiences of working mothers of managing both work and home and how they navigated challenges during the lockdown.
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Paula Martins Nunes, Teresa Proença and Mauro Enrique Carozzo-Todaro
No systematic review has previously been dedicated to comprehensively investigate predictors of well-being and ill-being in working contexts. Empirical studies have vastly…
Abstract
Purpose
No systematic review has previously been dedicated to comprehensively investigate predictors of well-being and ill-being in working contexts. Empirical studies have vastly associated well-being as the result of autonomous motivation and basic psychological needs satisfaction, while frustration results in ill-being. The purpose of this study is to integrate the variables identified in empirical studies associated with the occurrence of the phenomena, individual/organizational features and consequences associated with workers' well-being/ill-being.
Design/methodology/approach
This systematic review includes 44 empirical studies published up to February 2021. Findings are summarized based on quantitative analysis of the evidence.
Findings
Results reinforce the role of self-determined motivation and needs satisfaction in promoting well-being, while amotivation and needs frustration led to ill-being. Besides, they indicate that ill-being can both lead to negative consequences and diminish positive work outcomes. Findings also revealed that: integrated motivation does not seem to be empirically distinct from intrinsic and identified motivation in promoting well-being; introjected motivated behaviors may be less harmful to psychological health than externally oriented ones; the relationship between external motivation and well-being/ill-being requires prospective investigations; and amotivation seems to have a detrimental effect in workers' psychological health.
Practical implications
Results provide practical information for HRM practitioners to design work environments and practices that promote employees' psychological health.
Originality/value
An unprecedented framework that aggregates empirical findings regarding the antecedents, predictors and consequences of ill-being/well-being in working contexts is presented.
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Junting Zhang, Mudaser Javaid, Shudi Liao, Myeongcheol Choi and Hann Earl Kim
The present study aimed to examine the relationship between humble leadership (HL) and employee adaptive performance by testing the mediating role of self-determination and the…
Abstract
Purpose
The present study aimed to examine the relationship between humble leadership (HL) and employee adaptive performance by testing the mediating role of self-determination and the moderating role of employee attributions of HL.
Design/methodology/approach
A three-wave, two-source design was used to collect quantitative data from 301 employees and 45 direct supervisors of mainland Chinese enterprises. Testing the hypotheses was conducted through multiple regression analysis and moderated regression analysis.
Findings
Results showed that HL was positively related to employee adaptive performance. Additionally, the relationship between HL and employee adaptive performance was mediated by self-determination. Furthermore, this positive effect of HL on self-determination was minimized among employees who attribute HL to impression management motives but is insignificant for employees who attribute HL to performance improvement motives.
Originality/value
It has been widely concerned that the traditional “top-down” leadership styles are associated with employee adaptive performance; however, the role of bottom-up leadership styles on employee adaptive performance has only been sporadically examined. The present study introduced HL, a typical bottom-up leadership style and developed a moderated mediation model to investigate the potential effect of HL on employee adaptive performance. Moreover, by confirming the mediating role of self-determination, the authors further uncover how HL facilitates employees' adaptive performance. Meanwhile, the moderating role of employee attributions of HL found in this study offers new insights into the understanding of the effectiveness of HL.
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