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1 – 10 of 226Nagendra Singh Nehra, Shilpi Sarna, Jitender Kumar, Sonia Singh, Mrunal Mahendra Marne and Ashutosh Pandey
This paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job…
Abstract
Purpose
This paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.
Design/methodology/approach
The sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.
Findings
The results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.
Research limitations/implications
The study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.
Practical implications
This study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.
Originality/value
On the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.
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Katarina Katja Mihelič, Nada Zupan and Ajda Merkuž
At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel…
Abstract
Purpose
At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel fatigued and drained by their work, which compromises their performance. Drawing on the job demands–resources model and social acceleration debate, the authors test a moderated mediation model. Specifically, the authors hypothesise that unreasonable tasks raise perceptions of emotional exhaustion when the pace of work is increased and investigate the moderating role of psychological detachment.
Design/methodology/approach
This study used a sample of 245 employees from Europe, all knowledge workers, to test the hypotheses.
Findings
Apart from unreasonable tasks being directly related with emotional exhaustion, this relationship was mediated by the perceived work pace. In addition, the authors establish psychological detachment as a relevant moderator for the mediating effect.
Practical implications
Managers and HR practitioners are equipped with a better understanding of the effects of an increasing speed of work, the conditions leading to it and the individual and organizational resources that may help to create healthy and meaningful job positions, which facilitate employee efficiency.
Originality/value
Our study expands the literature on contemporary stressors and adds to what is known about the ‘dark side’ of job demands that affect the organizational bottom-line, as well as the resource-based mechanism that can buffer the negative effects.
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Muhammad Umer Azeem, Dirk De Clercq and Inam Ul Haq
This study aims to unpack the link between co-worker incivility and job performance, by detailing a mediating role of psychological detachment and a moderating role of…
Abstract
Purpose
This study aims to unpack the link between co-worker incivility and job performance, by detailing a mediating role of psychological detachment and a moderating role of psychological capital.
Design/methodology/approach
The research hypotheses are tested with three-wave, time-lagged data collected from Pakistani-based employees and their supervisors.
Findings
An important reason that disrespectful co-worker treatment curtails job performance, with respect to both in-role and extra-role work efforts, is that employees detach from their work environment. This mediating role of psychological detachment is less salient to the extent that employees possess high levels of psychological capital.
Practical implications
For organizations, this study pinpoints a key mechanism, a propensity to distance oneself from work, by which convictions that co-workers do not show respect direct employees away from productive work activities. This study also shows how this mechanism can be subdued by ensuring that employees exhibit energy-enhancing personal resources.
Originality/value
This study expands extant research on the dark side of interpersonal co-worker relationships by revealing pertinent factors that explain why and when co-worker incivility can escalate into diminished performance-enhancing activities.
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Shiji Lyndon, Husain Rokadia and Ajinkya Navare
The study aims to examine the dark side of teleworking and tests the various factors which lead to employee exhaustion while teleworking. The study examines two key variables…
Abstract
Purpose
The study aims to examine the dark side of teleworking and tests the various factors which lead to employee exhaustion while teleworking. The study examines two key variables, i.e. initiated interdependence and professional isolation, as antecedents of emotional exhaustion amongst employees who are teleworking. The study further investigates the mediating role of psychological detachment in these relationships.
Design/methodology/approach
Survey data were collected from 307 employees who were teleworking for more than three months. Structural equation modeling (SEM) was used to test the proposed hypothesis.
Findings
The study found that initiated interdependence and professional isolation positively impact emotional exhaustion. These findings suggest that employees whose work is designed such that others depend on them will experience high emotional exhaustion while teleworking. Also, employees who experience professional isolation because of a lack of connection while teleworking will experience emotional exhaustion. The study also revealed the mediating role of psychological detachment in these relationships.
Practical implications
The study has insights for policy-making concerning telework practices.
Originality/value
It is one of the first studies examining the impact of teleworking in a context when it is not a choice exercised by the employees but has been imposed upon them. This study is particularly relevant in the context of the decision made by some organizations to move to telework as a permanent work format.
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Muhammad Zeshan, Shahzil Talha Khatti, Fiza Afridi and Olivier de La Villarmois
This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a…
Abstract
Purpose
This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a high-performance work system (HPWS) on the relation between job demands and employee self-regulation.
Design/methodology/approach
Data has been collected from public sector hospital nurses through a survey strategy following a time-lagged approach. This data has been analysed to validate the measure and to test the hypotheses through structural equation modelling.
Findings
Results of this study indicate that job demands affect employees’ burnout through adaptive regulation (recovery) and maladaptive regulation (self-undermining). Adaptive regulation minimizes while maladaptive regulation supports this effect. Moreover, results also highlight the role of HPWS in mitigating the negative impact of job demands on adaptive regulation.
Practical implications
This study serves as a guide for managers to minimize the burnout of their subordinates in the face of increasing job demands. This study also emphasizes the use of HPWS in organizations so that the burnout of the employees may be decreased by increasing adaptive self-regulation or recovery.
Originality/value
This study enriches the literature on the job demand resource theory by showing how employee job demands, employee self-regulation (psychological processes) and HPWS (organizational processes) collaborate to determine the extent of job burnout of employees.
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This study aims to incorporate theory on effort-recovery and stressor-detachment models to examine the roles of relaxation, mastery and types of control on the relationship…
Abstract
Purpose
This study aims to incorporate theory on effort-recovery and stressor-detachment models to examine the roles of relaxation, mastery and types of control on the relationship between psychological detachment from work and boundary violations at home.
Design/methodology/approach
This study analyzes data from two time points using a sample of 348 working mothers recruited from Prolific.
Findings
Working moms who psychologically detach from work have less work boundary violations at home. There are mixed findings on whether and when the other types of recovery experiences moderate the relationship between psychological detachment and boundary violations at home. Relaxation, control after work and job autonomy do not moderate the effect while mastery and boundary control do. Specifically, psychological detachment is more effective as reducing boundary violations at home for working moms who have (1) low levels of mastery and (2) high levels of boundary control.
Practical implications
Working mothers juggle multiple roles and often have increased stress and less time to manage the two domains. The findings of this study illustrate whether and when psychological detachment from work acts as a key to recovery from work-based stressors.
Originality/value
Much of the research on recovery experiences is based on employees without consideration of motherhood status. Further, scholars have not examined the combinative potential of recovery experiences. Finally, examining control over both domains (vs. one domain) adds precision to the literature.
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This paper examines an employee's recovery process in the remote-working context. It explores which elements of remote work are energy-consuming for employees and what action they…
Abstract
Purpose
This paper examines an employee's recovery process in the remote-working context. It explores which elements of remote work are energy-consuming for employees and what action they can take to instigate the essential recovery strategy of psychological detachment.
Design/methodology/approach
The study adopts a qualitative research approach based on 89 semi-structured interviews with employees working from home with six large corporations from multiple industries. The data were interpreted using thematic analysis.
Findings
The study identifies a main theme – the energy-consuming elements of remote work – and three sub-themes: extended working hours, intensive working and reduced social support. Each theme incorporates elements controlled by individuals (internal) and those beyond their control (external). Second, the authors identified strategies that helped individuals to detach from work, and devised four sub-themes, the authors labeled cognitive controlling, physical disconnection from work, time-bound routines and non-work activities.
Originality/value
This is the first study to focus on recovery as a process in the context of remote working, and it contributes to the knowledge of psychological detachment and strategies for recovery and to the literature on contemporary remote working.
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Pilar Mosquera and Maria Eduarda Soares
Work overload has become a relevant issue in the Information Technology (IT) industry, with negative effects for individuals and organizations alike. This study aims to analyse…
Abstract
Purpose
Work overload has become a relevant issue in the Information Technology (IT) industry, with negative effects for individuals and organizations alike. This study aims to analyse the role of personal resources in a broad model regarding the effects of work overload on performance and well-being for the particular case of IT professionals. Considering the specificities of the IT industry, three personal resources were included in this study: one stable personality variable (conscientiousness) and two more malleable variables (work-life balance and psychological detachment).
Design/methodology/approach
To test the model, the authors use a sample of 144 IT Portuguese professionals. The authors collected data through an online questionnaire shared in social networks and IT social network communities. The authors use partial least squares (PLS) for data analysis.
Findings
The results show that work overload negatively impacts on employees’ life satisfaction, psychological detachment, work-life balance and task performance. Conscientiousness is positively related with two positive outcomes: task performance and life satisfaction. Work-life balance has a mediating effect in the relationship between work overload and life satisfaction.
Practical implications
These findings emphasize the need to promote conscientiousness in IT professionals, as well as reduce workload and promote family-friendly working environments to foster work-life balance and life satisfaction.
Originality/value
By testing this model, the authors aim to contribute to the current knowledge on the role of personal resources in the Job Demands-Resources model, which is still unclear and under-researched.
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Maha Alsuwailem and Yseult Freeney
This study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of…
Abstract
Purpose
This study examines the role of Saudi women’s work motivational drivers on work–home conflict (WHC) and work–home enrichment (WHE). It considers the moderating role of psychological detachment from work during the evening between one workday and the next and how it impacts on the mediating role of WHC and WHE on work performance.
Design/methodology/approach
Drawing on self-determination theory and enrichment and depletion perspectives on the work–home interface, the study employs a quantitative lagged study over a period of three consecutive working days, with data collected from 358 Saudi women working in academia.
Findings
Moderated mediation structural equation modelling (MMSEM) analysis reveals that intrinsic motivation is significantly, positively related to WHE and home–work enrichment (HWE), whereas extrinsic motivation is only significantly and positively related to home–work conflict (HWC). Results show that detaching from work weakens the positive association between intrinsic motivation and HWE. In line with predictions, WHE is significantly, positively related to citizenship behaviour towards both individuals and organizations, whilst HWE is significantly related to citizenship behaviour towards individuals only. HWC is only significantly related to citizenship behaviour towards the organisation.
Social implications
The research highlights the enriching experiences for Saudi women, who have the opportunity to pursue a career and highlight benefits of their ongoing empowerment.
Originality/value
This research brings a unique motivational perspective to work–life research and addresses a shortcoming of work–life research in considering an understudied culturally distinct population. It emphasises on the enriching experiences of Saudi women who have the opportunity to pursue a career, highlighting the benefits of their ongoing empowerment.
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Mudassir Husnain, Fauzia Syed, Khalid Hussain, Qingyu Zhang, Muhammad Usman and Muzhar Javed
Brand hate as a distinct phenomenon of consumer negativity has attracted considerable research attention in recent years. However, scant attention has been paid to explain the…
Abstract
Purpose
Brand hate as a distinct phenomenon of consumer negativity has attracted considerable research attention in recent years. However, scant attention has been paid to explain the underlying mechanism of brand hate. Therefore, the present study aims to unveil how brand hate stirs in embarrassing situations and what repercussions it ignites that deteriorate the consumer–brand relationship.
Design/methodology/approach
The present study follows a mixed-method research design by conducting in-depth interviews with 16 consumers and then collecting three waves of time-lagged data from 217 respondents of two different countries. The reliability and validity have been established through confirmatory factor analysis, and hypotheses were analyzed using structural equation modeling and moderated-mediated models.
Findings
The results of both qualitative and quantitative investigations reveal that brand embarrassment instigates brand hate, and brand hate leads to brand detachment. Brand hate also mediates the relationship between brand embarrassment and brand detachment. Consumer vanity enhances the strength of brand embarrassment's effects on brand hate. This relationship further depicts the moderated mediation pattern as consumers with high vanity traits express extreme emotions of hate and detachment from the embarrassing brands. In addition, the findings demonstrate that the moderating role of consumer vanity is more pronounced among young consumers.
Originality/value
The study marks an initial attempt to explain the whole process of brand hate by incorporating brand embarrassment, brand detachment, consumer vanity and age in an integrated moderated mediation model. The study enhances brand managers' understanding of the severity of the consequences of embarrassing situations and devising preventive strategies.
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