Search results
1 – 10 of over 4000This study is based on the stimulus–organism–response (SOR) model to examine how job demands and technology overload affect work stress for workers using video conferencing apps…
Abstract
Purpose
This study is based on the stimulus–organism–response (SOR) model to examine how job demands and technology overload affect work stress for workers using video conferencing apps (VCAs) in organizations during the COVID-19 pandemic. Moreover, the moderating effect of technology self-efficacy was tested in the model on the relationship between technology overload and work stress.
Design/methodology/approach
An online survey was conducted to investigate workers on PTT forums in Taiwan. A sample was obtained of 253 workers, and structural equation modeling was conducted using AMOS to test the hypotheses.
Findings
Job demands positively affect work stress through information overload, communication overload and system feature overload. Moreover, high technology self-efficacy may weaken the relationship between technology overload and work stress.
Research limitations/implications
The study may have sample bias because our sample was obtained from an online survey on social networking sites. Regarding the theoretical implications, this study demonstrated that technology overload, as an internal organism, is a critical mediator influencing the relationship between job demands (stimulus) and work stress (response). Thus, this study extended the applicability of the SOR model in the context of working with VCAs in organizations.
Practical implications
Company managers need to effectively control the information amount, communication interruptions and system features of social media at optimum levels for workers. Moreover, companies should recruit workers with high technology self-efficacy or provide technology training and technology-related consulting to those with low technology self-efficacy.
Originality/value
The extant work stress knowledge is extended to workers using VCAs in organizations.
Details
Keywords
Vijay Kuriakose and Sumant Kumar Bishwas
This study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative…
Abstract
Purpose
This study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.
Design/methodology/approach
To test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.
Findings
The results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.
Research limitations/implications
The study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.
Originality/value
The study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.
Details
Keywords
This study aims to contribute novel insights into understanding and mitigating the harmful consequences of abusive supervision (AS) by examining the association between AS…
Abstract
Purpose
This study aims to contribute novel insights into understanding and mitigating the harmful consequences of abusive supervision (AS) by examining the association between AS experiences, revenge, forgiveness, and the moderating role of emotional intelligence (EI). The key argument is that employees' EI can influence the AS experience through affective processes, countering supervisors' abusive behaviors.
Methodology
A between-person scenario-based experiment was conducted with 366 participants divided into AS and control groups. The study explored the association between AS experience and revenge/forgiveness, mediated by core affect (valence and activation). EI abilities were measured as a moderator. Data analysis examined the relationships and interactions among AS, revenge/forgiveness, EI, and affective experiences.
Findings
The study reveals significant findings indicating that AS experiences were positively associated with revenge and negatively associated with forgiveness. The mediation analysis confirmed the role of core affect in these relationships. EI emerged as a moderator, shaping the association between AS experiences and revenge/forgiveness. Importantly, participants with higher EI exhibited lower revenge intentions, demonstrating the potential of EI to mitigate the adverse effects of AS. Unexpectedly, individuals with high EI also expressed fewer forgiveness intentions.
Originality/Value
This study provides a comprehensive understanding of how employees can effectively counterbalance the impact of AS through higher levels of strategic EI. Examining core affect as a mediator offers novel insights into coping mechanisms in response to AS experiences and their consequences.
Limitations
The study acknowledges several limitations, as the scenarios may only partially capture the complexities of real-life AS situations. The focus on a specific context and the sample characteristics limit the generalizability of the findings. Future research should explore diverse organizational contexts and employ longitudinal designs.
Implications
The findings have practical implications for organizations as enhancing employees' EI skills through training programs interventions and integrating EI into organizational culture and leadership conduct.
Details
Keywords
This paper aims to understand how context-related factors impacted productivity for managers while working from home in the Luxembourgish market during the COVID-19 pandemic. It…
Abstract
Purpose
This paper aims to understand how context-related factors impacted productivity for managers while working from home in the Luxembourgish market during the COVID-19 pandemic. It also screens for coping mechanisms causing better mental and work-related results.
Design/methodology/approach
A focus group approach was applied with 46 participants. Participants were placed into 11 groups, and the research was conducted from July 2021 to October 2021. The findings are based on the in-depth analysis of the qualitative data using atlas.ti software.
Findings
Challenges that the participants had faced while working from home during COVID-19 revealed issues in all four layers of the context-related framework. Social challenges, namely loneliness, communication and trust, were most present among those four layers. Ensuring a better person-environment fit by using different coping mechanisms by participants, produced a healthier psychological and mental state, claimed by participants.
Research limitations/implications
This research was conducted in Luxembourg and on middle managers and did not involve a large sample. Additionally, future research might strive for quantitative data to better understand the phenomenon of work from anywhere and its relations to work-life integration, stress and resilience.
Practical implications
The paper adds more clarification on the application of the context-related factors and person-environment fit necessary for resilience and thus productivity of employees. In addition, the paper may serve managers and HR managers to develop more impactful practices, processes, education and tools to support working from home.
Originality/value
The paper explores personal challenges and coping mechanisms while working from home during the COVID-19 pandemic in Luxembourg.
Details
Keywords
Mansik Yun, Nga Do and Terry Beehr
The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn…
Abstract
Purpose
The purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn, results in employees enacting incivility toward their coworkers and employees' emotional exhaustion.
Design/methodology/approach
In Study 1, an experience sampling method (a daily-diary approach) in which 143 male participants from several construction sites completed a total of 1,144 questionnaires was used . In Study 2, cross-sectional data from 156 male employees working in a manufacturing organization was collected. In Study 3, a quasi-experiment was conducted in which 33 and 36 employees were assigned to the intervention and control groups, respectively.
Findings
In Studies 1 and 2, it was revealed that employees are likely to experience their supervisor’s incivility behaviors when perceiving such incivility behaviors are more acceptable within the organization (incivility norm). Further, once employees experience incivility from their supervisor, they are more likely to enact incivility toward their coworkers and experience emotional exhaustion. In Study 3, changing organizational policies via implementing grievance procedures was effective in improving the study’s outcome variables.
Originality/value
Incivility norms predict some negative work outcomes such as incivility behaviors as both a victim and instigator, and emotional exhaustion. Further, reducing an adverse organizational norm (i.e. incivility norm) via instituting grievance procedures was effective in reducing incivility behaviors and emotional exhaustion.
Details
Keywords
Mei-Yung Leung, Khursheed Ahmed and Ibukun Oluwadara Famakin
Construction professionals (CPs) are often exposed to various challenges and pressures at work including urgent deadlines, high demands, uncertainty in tasks, and complex…
Abstract
Purpose
Construction professionals (CPs) are often exposed to various challenges and pressures at work including urgent deadlines, high demands, uncertainty in tasks, and complex problems, which may induce stress and affect performance directly. Mindfulness-based stress reduction (MBSR) training has been used for several years to reduce stress among various types of people, such as nurses, teachers, and family caregivers, but its application to CPs with highly dynamic environment remains uncertain. This study aimed to investigate the impact of MBSR training on the performance of CPs via an intervention study involving two groups (MBSR and control).
Design/methodology/approach
Participants in both groups were assessed using a questionnaire survey and a semi-structured interview at the pre- and post-intervention stage. Multiple research methods were used to derive quantitative and qualitative analyses, including factor analysis, independent t-test, Pearson correlation, and contextual analysis.
Findings
The findings overall confirm that MBSR has a direct effect on CPs, improving their mindfulness characteristics and enhancing performance by reducing their stress.
Practical implications
A number of practical recommendations are made such as (1) arranging standard eight-week MBSR training for CPs; (2) giving special leave for attending the full mindfulness training; (3) establishing a suitable environment in the office for meditation;(4) allowing CPs an opportunity to pause at difficult moments to create space to respond instead of simply reacting; and (5) expressing love and kindness through gratitude, recognition, and regular feedback.
Originality/value
This research can be considered as valid evidence to convince construction organizations conducting MBSR to the CPs, which is indeed not too remote to enhance their performance as well as the holistic construction performance.
Details
Keywords
Xiaolong Yuan, Feng Wang, Mianlin Deng and Wendian Shi
Based on conservation of resources (COR) theory, this study aims to examine the impact of daily illegitimate tasks on employees' daily silence and daily voice behavior, as well as…
Abstract
Purpose
Based on conservation of resources (COR) theory, this study aims to examine the impact of daily illegitimate tasks on employees' daily silence and daily voice behavior, as well as the mediating role of daily ego depletion and the moderating role of trait mindfulness.
Design/methodology/approach
Through daily diary approach, 81 employees were followed for 10 consecutive workdays. Multilevel analysis was employed to examine the hypothesized relationships.
Findings
The results showed that daily illegitimate tasks are positively related to daily silence behavior and negatively related to daily voice behavior; daily ego depletion plays a mediating role in these relationships. Trait mindfulness moderates the effect of daily illegitimate tasks on daily ego depletion and the indirect effect of daily illegitimate tasks on daily silence and daily voice.
Practical implications
Managers should be mindful of minimizing the assignment of illegitimate tasks. Additionally, it is recommended that the organization provide training courses for employees to help them reduce ego depletion. Finally, organizations should focus on fostering high levels of mindfulness among their employees.
Originality/value
This study contributes to the existing literature by investigating the immediate impact of illegitimate tasks on employee voice and silence at within-person level. By doing so, it enhances comprehension of the consequences associated with illegitimate tasks. Meanwhile, this study offers additional insights into the underlying mechanisms and boundary conditions of the effect of illegitimate tasks from a resource perspective.
Details
Keywords
Cheng-Chen Lin, Szu-Chi Lu, Fong-Yi Lai and Hsiao-Ling Chen
This study aims to examine the effects of coworker incivility on employees' behaviors using a moderated mediation model that conceptualizes coworker exchange (CWX) as a mediator…
Abstract
Purpose
This study aims to examine the effects of coworker incivility on employees' behaviors using a moderated mediation model that conceptualizes coworker exchange (CWX) as a mediator and servant leadership as a moderator.
Design/methodology/approach
The data were collected using a multi-temporal research design. The hypotheses were tested on a sample of 1,272 participants using confirmatory factor analysis (CFA), hierarchical regression analysis and moderated path analysis. In addition, supervisor incivility was added as a control variable to partial out the potential influence on employees' behaviors.
Findings
The results of CFA ensured that all measures had discriminant and convergent validity. In addition, the results of hierarchical regression analysis and moderated path analysis indicated that CWX mediates the relationship between coworker incivility and employees' behaviors. Furthermore, servant leadership exacerbates the negative relationship between coworker incivility and CWX.
Practical implications
Leaders and practitioners should invest in communication training programs for developing employees' communication skills to avoid incivility. In addition to viewing incivility as inappropriate behavior, leaders and practitioners should understand the meaning beyond those incivilities.
Originality/value
This study utilized incivility spiral theory to examine how coworker incivility affects employees' behaviors. The mediated path analysis found that CWX mediates the relationship between these variables, which has been ignored by previous research. Furthermore, this study introduced servant leadership as a moderator to account for the “when” in incivility spiral theory, i.e. what kind of social context facilitates or inhibits the influence of coworker incivility on CWX.
Details
Keywords
Zaid Oqla Alqhaiwi, Tamer Koburtay and Osman M. Karatepe
Drawing from conservation of resources (COR) and regulatory fit theories, this paper aims to propose and examine moderated mediation model of service innovative behavior among…
Abstract
Purpose
Drawing from conservation of resources (COR) and regulatory fit theories, this paper aims to propose and examine moderated mediation model of service innovative behavior among salespeople.
Design/methodology/approach
The hypothesized links were gauged based on time-lagged and multiple sources of data collected from salespeople and their supervisors in a large-scale multi-brand retail firm.
Findings
The hypothesized relationships were confirmed, and the moderated mediation model proposed in this paper was viable. Results suggest that person–job (P-J) fit boosts salespeople’s service innovative behavior, and intrinsic motivation (INTMOT) mediates this relationship. Promotion focus strengthens the positive influence of P-J fit on salespeople’s INTMOT. More importantly, promotion focus moderates the indirect positive link between P-J fit and service innovative behavior through INTMOT.
Originality/value
This research enhances the current knowledge by assessing promotion focus as a moderator of the impact of P-J fit on service innovative behavior via INTMOT among salespeople. To the best of the authors’ knowledge, there is no established research examining the abovementioned links in the sales literature.
Details
Keywords
Fatemeh Mozaffari, Marzieh Rahimi, Hamidreza Yazdani and Babak Sohrabi
This research intends to develop a model for predicting employees at a high-risk attrition and identify the most important factors affecting them.
Abstract
Purpose
This research intends to develop a model for predicting employees at a high-risk attrition and identify the most important factors affecting them.
Design/methodology/approach
In this study, using the triangulation technique of a mixed research method, the employee attrition problem is investigated by identifying its affecting factors. For that matter, data related to the human resources department of a pharmaceutical company in Iran are used. And to achieve the intended goal, advanced data mining algorithms and interviews with human resource managers are applied.
Findings
A model for predicting employees at a high-risk attrition is presented based on the gradient boosting machine algorithm with 89% accuracy. The use of the mixed research approach shows that qualitative and quantitative methods can be more effective in identifying the factors affecting employee churn or loss of staff. The results also contain a new situation arising out of the COVID-19 pandemic and remote working scenarios having impact on employee attrition. Finally, human resource policies are presented based on variables related to each of the identified factors.
Originality/value
The novel contributions of this study include real data related to a leading pharmaceutical company as well as a combination of two quantitative and qualitative methods. The hybrid approach can identify the reasons for attrition and, consequently, retention policies to benefit from the advantage of both approaches. Data mining can be useful to identify the factors, which are usually not mentioned in termination interviews, such as direct managers. On the other hand, the results obtained from termination interviews can also include features that the authors cannot identify through data mining, which are specifically related to the characteristics of the pharmaceutical industry such as building a more professional career path. From a practical perspective, since this company specializes in pharmaceutical marketing in a new way and is primarily comprised graduates, it is important to note that the churn of specialized people disperses organizational and technological know-how. On the other hand, the pharmacist community in Iran is small, and their attrition might adversely affect not only the reputation of an organization but the employer's brand as well. So, this research would help other similar firms in retaining their valuable human capital.
Details