Search results

This research examined how customer mistreatment activates individual customer-directed counterproductive work behavior (CWBC) by investigating the mediating roles of negative work reflection and negative affect. It also explored whether job autonomy buffers the negative impact of customer mistreatment on CWBC.

The authors tested their predictions using an experience-sample method with a sample of data from 79 service workers across eight days. A multilevel structural equation model was used to test the hypotheses.

The authors found that negative work reflection and negative affect mediated the association between customer mistreatment and CWBC. In addition, job autonomy moderated the indirect impact of daily customer mistreatment on employees' CWBC through negative work reflection and negative affect.

There are some concerns about a common method because all of the study variables were self-reported. Moreover, the study sample consisted of participants recruited exclusively from China, thus limiting this research's generality.

To eliminate the detrimental impact of customer mistreatment, supervisors can strive to improve the autonomy of those who interact with customers frequently to reduce their CWBC.

This study offers an integrative view to explain why service workers engage in CWBC when suffering customer mistreatment by testing the mediating mechanisms of negative reflection and negative affect in the association between daily customer mistreatment and CWBC. Second, the authors have broadened the study of customer mistreatment by introducing job autonomy as a critical condition, eliminating the indirect association between customer mistreatment and CWBC.

Although positive psychology emphasizes the importance of reflecting on success in promoting strengths use and self-efficacy, no research has developed a measure of reflection on success. The purpose of this study is to develop and validate the scales for reflection on success and failures.

Study 1 was conducted to extract the dimensions of reflection on success and failures using survey data from nurses (n = 298), whereas Study 2 involved validation of the scales using a two-wave survey of physical therapists (n = 291).

In Study 1, the factors of “reflection on success” and “reflection on failures” were extracted by exploratory factor analysis. In Study 2, the discriminant validity of the two scales was established via confirmatory factor analyses. The structural equation modeling results indicated that reflection on success promoted work authenticity, work engagement and strengths use, while reflection on failures only promoted work engagement, indicating the convergent validity of the scales.

As the research subjects were medical professionals in Japan, the scales need to be validated with samples from a wide range of occupations and cultural backgrounds, in future research.

The present research expands the literature on reflection and strengths-based approach by introducing the “success–failures” dimension based on positive psychology, broaden-and-build theory and job demands–resources theory.

To examine the impact of using work-related information and communication technology (ICT) during off-job hours on employees' emotional exhaustion and to elucidate the role of psychological detachment (PD) and positive work reflection (PWR). Additionally, the study investigated the influence of the frequency of remote work on this relationship.

Structural equation modeling was conducted using a three-wave online survey with 507 full-time employees consisting of 170 non-remote workers, 75, 77, 63, 61, and 61 remote workers for one to five days weekly, respectively.

Work-related ICT use during off-job hours inhibited PD and encouraged PWR, exacerbating emotional exhaustion. Furthermore, remote work frequency promotes boundary crossing and moderates the relationship between PWR and emotional exhaustion.

This study contributes to the literature by highlighting the complex interplay between boundary crossing, coping strategies, and emotional exhaustion in remote work. It highlights the importance of fostering PD and minimizing boundary crossing to promote employees’ well-being in increasingly flexible work environments.

In this chapter, we summarize and build on the current state of the customer mistreatment literature in an effort to further future research on this topic. First, we detail the four primary conceptualizations of customer mistreatment. Second, we present a multilevel model of customer mistreatment, which distinguishes between the unfolding processes at the individual employee level and the service encounter level. In particular, we consider the antecedents and outcomes unique to each level of analysis as well as mediators and moderators. Finally, we discuss important methodological concerns and recommendations for future research.

The current digital work environment promoting a “constant-on” culture is a hotbed for cyber incivility. Thus, there is a pressing need to understand its mechanisms. This study aims to shed light on the triggers, sources and impact of rude behaviours in cyberspace. The authors also present the boundary conditions that exacerbate or alleviate the effects of such negative experiences.

Through a systematic literature review based on predefined search protocols, the authors synthesised the current knowledge on cyber incivility and identified 21 peer-reviewed research articles.

The findings reveal the different sources of cyber incivility, its personal, relational and organisational antecedents and consequences, and its personal and situational boundary conditions that curb or enhance the negative impact.

The authors unravel the main future research avenues based on the review findings by systemising knowledge on cyber incivility. Managerial efforts in the form of interventions and mitigation are also discussed to help combat this grieving issue in the workplace.

This paper presents the first systematic review of the cyber incivility literature and identifies new avenues for future research. Scholars can expand upon the findings of this study to fill gaps and move the incivility in cyberspace forward. It also offers practical insights on mitigating the advancement of such behaviours in organisations.

Drawing from the conservation of resources theory and the success resource model of job stress, the authors investigated the role of leader behaviours in the context of leader-member exchanges (LMXs) as a driver of leaders' job-related well-being and recovery. Specifically, they hypothesised positive affect and perceived competence as potential mechanisms enhancing leaders' job satisfaction and psychological detachment.

Daily diary data were collected from 85 leaders over five consecutive working days (376 daily observations) and analysed using multilevel path analyses.

Leader LMX behaviours were positively associated with leaders' positive affect and perceived competence at work at the person and day levels. Additionally, results provided support for most of the assumed indirect effects of leader LMX behaviours on leaders' job satisfaction and psychological detachment via positive affect and perceived competence.

Leadership development activities should raise leaders' awareness of the relevance of resourceful interactions with followers for leaders' own well-being. Organisations should create a working environment that facilitates high-quality exchanges amongst their members. The current trend towards increasing digital and less face-to-face collaboration may pose a risk to this important resource source for leaders.

These findings emphasise the day-to-day variation in leadership behaviours and that leaders' engagement in high-quality leader-follower interactions has the potential to stimulate a resource-building process for the benefit of leaders themselves.

Enterprise innovation depends on the innovative behaviour of employees. The relationship between leaders and employees has a significant impact on employees' attitudes and behaviours. Therefore, it is of great practical significance to explore how a good leader–member relationship (LMR) motivates employees' innovative behaviour.

Based on 316 questionnaires completed by the members of 53 organisations, SPSS 25.0, Mplus 8.0 and HLM 6.08 were used to analyse the internal mechanisms of LMRs and employees' innovative behaviour.

The study identified the following findings: first, LMR was positively correlated with employees' innovative behaviour; second, perceived supervisor support and followership behaviour played mediating roles between leader–member relationship and employees' innovative behaviour and third, organisational political climate was negatively correlated with employees' innovative behaviour and played a moderating role in the relationship between LMR and employees' innovative behaviour.

The results of this study have clarified the transmission mechanism between LMRs and employees' innovative behaviour while providing useful references for improving the effectiveness of human resource management in organisations.

The purpose of this paper is to examine the relationship between job insecurity and adaptive performance (AP), contingent on changes to core work tasks, which we position as a situational cue to employees regarding important work behaviors.

Employees and their supervisors were invited to participate in the study. Supervisors were asked to provide ratings of employees’ AP and changes to core tasks; employees reported on job insecurity.

As predicted, changes to core tasks moderated the relationship between job insecurity and AP. Job insecurity was negatively related to AP for those experiencing low levels of change, but was not related to AP for those experiencing high levels of change. Counter to expectations, no main effect of job insecurity was found.

This study employed a fairly small sample of workers from two organizations, which could limit generalizability.

The study identifies changes to core tasks as a boundary condition for the job insecurity–AP relationship. Findings suggest that organizations may not observe deleterious consequences of job insecurity on AP when changes to core tasks are high.

Few researchers have examined boundary conditions of the impact of job insecurity on AP. Furthermore, inconsistent findings regarding the link between job insecurity and AP have emerged. This study fills the gap and expands upon previous research by examining changes to core tasks as a condition under which job insecurity does not pose an issue for AP.

Although research on job insecurity (JI) and its relationship with employee performance has increased in recent years, results are mixed and inconclusive. The objectives of this paper are to explore 1) the conceptualizations of JI, 2) the relationship between JI and different performance dimensions, 3) the theoretical perspectives used to explain the JI–performance relationship and 4) the mechanisms and contextual boundaries that affect the JI–performance relationship.

Following the PRISMA guidelines, the authors systematically searched for peer-reviewed empirical studies published before July 2021 in Web of Science and Scopus. The authors analyzed 81 empirical studies published on the conceptualization of job insecurity, its relationship with employee performance, and what mechanisms and contingency factors are studied. The authors used thematic analysis to analyze the articles.

Results of this review show that the quantitative cognitive dimension is dominant in extant JI literature. Furthermore, in-role performance and OCB were most often investigated in relation to the four dimensions of job insecurity, drawing from a range of theoretical perspectives to explain this relationship. Moreover, a variety of mechanisms and contextual factors on individual, individual work-related, individual-level attitudes and job-level characteristics have found to play a role in this relationship.

This study has a number of limitations. The first pertains to the exclusion of articles in languages other than English and non-peer reviewed papers. It is possible that the search strategy used may not have identified other studies that may have met the established criteria in order to be included in our research. However, this method was chosen to guarantee the quality of the included articles in this study and in line with previous meta-analyses and literature reviews (De Witte et al., 2016; Sverke et al., 2019). Second, one selection criteria focused on how performance was assessed in the studies incorporated in this literature review. The authors excluded studies that addressed performance from the perspective of the organization (i.e. studies that measured performance at the organizational level). The authors herewith might have excluded studies that focused on one or multiple job insecurity constructs, but the authors herewith included studies that were comparable in terms of performance indicator outcomes. Future studies could expand the search by investigating, as a next step, the impact on organizational performance. Finally, since the focus of this literature review was on the relationship between job insecurity and performance indicators, including the mechanisms and boundary conditions that affect this relationship, the authors did not include focus on how job insecurity can be influenced (Shoss, 2017), and herewith lack information on the predictors side of job insecurity. However, by narrowing the authors focus to mediators and moderators, the authors were able to come up with an extensive list of factors that impact the job insecurity–performance relationship and herewith provide fruitful areas for future research. Future studies could expand these findings by providing an overview of predictors of different job insecurity constructs, to see whether there are potential different predictors of job insecurity conceptualizations (Jiang and Lavaysse, 2018).

The study review contributes to the systematization of the current empirical evidence on this area of research. This is especially important and enables room to take an additional step toward understanding the consequences of job insecurity on performance. Specifically, it is important for organizations and policymakers to be aware of the different conceptualizations of job insecurity that exist and how they impact employee performance. In addition, an overview of potential mechanisms and boundary conditions that affect this relationship provides insights as to how organizations can intervene to affect reactions to job insecurity.

The study findings are relevant and may be of interest to decision makers in organizations and national authorities that must have information on quality concerning the effects of job insecurity on performance.

Based on these findings the authors show the impact of the different conceptualizations of job insecurity and how they affect job performance. In addition, the authors provide recommendations for future studies how to better handle the integration of different conceptualizations and measures of job insecurity and its different approaches.

This study explores the effects of parents' attending status and alcohol consumption (scenario based) on their feelings of happiness, relaxation, family cohesion and family satisfaction.

This study uses a 2 (attending status: with a child or without a child) X 3 (alcohol consumption: water, a cup of beer or four cups of beers) between-subjects experimental design on an art festival and employs relational cohesion theory while spillover theory.

The results reveal (1) significant differences between parents' attending status on happiness and relaxation; (2) significant differences between alcohol consumption on happiness, family cohesion, and family satisfaction and (3) happiness significantly mediates the effect of parents' alcohol consumption on family cohesion and family satisfaction.

Attending art festivals provides families with a chance to consolidate family relationships. Art festival planners could promote the festival through enhancing participants' family cohesion and satisfaction through potential family leisure activities.

Events are an emerging topic in the hospitality and tourism discipline in recent years. Social impacts, especially family-related outcomes, on art festivals are barely examined. Additionally, while alcohol consumption is common in festivals, the influence of alcohol consumption on the attendees' emotions and behaviors is under-researched.