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1 – 10 of over 8000Rabi S. Bhagat, Balaji Krishnan, Terry A. Nelson, Karen Moustafa Leonard, David L. Ford and Tejinder K. Billing
The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and…
Abstract
Purpose
The purpose of this paper is to investigate the moderating roles of two distinct styles of coping and decision latitude on the relationship between three facets of role stress and psychological strain in six national contexts.
Design/methodology/approach
The objective of the research is to examine the relative predictive efficacies of three theory specific moderators in six countries which differ on the cultural dimension of individualism‐collectivism. The data are analyzed using moderated regression analysis.
Findings
The results show that problem‐focused coping is a better moderator in the individualistic countries and that emotion‐focused coping is a better moderator in the collectivistic contexts. None of the three moderators moderate the relationships in Germany and South Africa – the two countries which had scores in the mid‐range of the individualism‐collectivism continuum. Findings are discussed for their significance into the interplay of cultural variations and coping with work stress in predicting psychological strain or distress on the job.
Practical implications
Practical implications for managing human resources in various subsidiaries of multinational and global organizations are discussed.
Originality/value
This paper confirms existing theories and expands the authors’ understanding of role stress and psychological strain in different cultural contexts.
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Hakan Erkutlu and Jamel Chafra
Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s…
Abstract
Purpose
Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered.
Design/methodology/approach
The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical multiple regression analysis was conducted to test the proposed model.
Findings
The statistical results of this study supported the positive effect of leaders’ narcissism on employee’s cynicism as well as the mediating effect of employee’s psychological strain. Moreover, when the level of psychological capital is high, the relationship between leaders’ narcissism and organizational cynicism is weak, whereas the effect is strong when the level of psychological capital is low.
Practical implications
The findings of this study suggest that managers in the healthcare industry should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce employee cynicism. Moreover, managers should pay more attention to the buffering role of psychological capital for those employees with high psychological strain and showing organizational cynicism.
Originality/value
As the healthcare sector continues to go through a transformational change, it is important to identify organizational factors that affect employee attitudes. There is limited empirical evidence about the determinants of cynicism, particularly in the healthcare sector environment. This study contributes to the literature on organizational cynicism by revealing the relational mechanism between leaders’ narcissism and employee cynicism. The paper also offers a practical assistance to employees in the healthcare management and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational cynicism.
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Tahseen Anwer Arshi, Sardar Islam and Nirmal Gunupudi
Considerable evidence suggests that although they overlap, entrepreneurial and employee stressors have different causal antecedents and outcomes. However, limited empirical data…
Abstract
Purpose
Considerable evidence suggests that although they overlap, entrepreneurial and employee stressors have different causal antecedents and outcomes. However, limited empirical data explain how entrepreneurial traits, work and life drive entrepreneurial stressors and create entrepreneurial strain (commonly called entrepreneurial stress). Drawing on the challenge-hindrance framework (CHF), this paper hypothesises the causal effect of hindrance stressors on entrepreneurial strain. Furthermore, the study posits that entrepreneurial stressors and the resultant strain affect entrepreneurial behaviour.
Design/methodology/approach
The study adopts an SEM-based machine-learning approach. Cross-lagged path models using SEM are used to analyse the data and train the machine-learning algorithm for cross-validation and generalisation. The sample consists of 415 entrepreneurs from three countries: India, Oman and United Arab Emirates. The entrepreneurs completed two self-report surveys over 12 months.
Findings
The results show that hindrances to personal and professional goal achievement, demand-capability gap and contradictions between aspiration and reality, primarily due to unique resource constraints, characterise entrepreneurial stressors leading to entrepreneurial strain. The study further asserts that entrepreneurial strain is a significant predictor of entrepreneurial behaviour, significantly affecting innovativeness behaviour. Finally, the finding suggests that psychological capital moderates the adverse impact of stressors on entrepreneurial strain over time.
Originality/value
This study contributes to the CHF by demonstrating the value of hindrance stressors in studying entrepreneurial strain and providing new insights into entrepreneurial coping. It argues that entrepreneurs cope effectively against hindrance stressors by utilising psychological capital. Furthermore, the study provides more evidence about the causal, reversed and reciprocal relationships between stressors and entrepreneurial strain through a cross-lagged analysis. This study is one of the first to evaluate the impact of entrepreneurial strain on entrepreneurial behaviour. Using a machine-learning approach is a new possibility for using machine learning for SEM and entrepreneurial strain.
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Carsten Christoph Schermuly, Victoria Büsch and Carolin Graßmann
The desired retirement age (DRA) becomes more important because some countries adapt their strict retirement regulations to it. A process is tested for how psychological…
Abstract
Purpose
The desired retirement age (DRA) becomes more important because some countries adapt their strict retirement regulations to it. A process is tested for how psychological empowerment influences the DRA mediated by psychological and physical strain and how the DRA is connected to the expected retirement age (ERA). The paper aims to discuss these issues.
Design/methodology/approach
Structured interviews with 1,485 German employees (55 years and older) were conducted via telephone.
Findings
Psychological and physical strain mediated both the relationship between psychological empowerment and the DRA. DRA and ERA were positively associated. The control variables – age, net income, and organizational size – also significantly affected the DRA.
Research limitations/implications
The results are only valid for the German job market. All variables were collected at one measurement point.
Practical implications
The strengthening of psychological empowerment can be one measure to motivate older employees to delay their retirement and finally keep them longer in the labor force.
Originality/value
A large sample was collected and interviewed via telephone, which helps to overcome some limitations of questionnaire research. The process model helps to understand how job characteristics are connected with the DRA and the ERA.
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Hao Chen, Lynda Jiwen Song, Wu Wei and Liang Wang
The purpose of this study is to test the mechanism of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation…
Abstract
Purpose
The purpose of this study is to test the mechanism of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation, and also to reveal the possible dark side of visionary leadership. The moderation effects of subordinates' facades of conformity and leader behavioral integrity in the cognition–affect dual-path process are also discussed.
Design/methodology/approach
This study conducted a three-wave longitudinal survey. The data were collected from 574 employees and their superiors in several Chinese enterprises. The authors used Mplus 7.4 and adopted a bootstrapping technique in the data analysis.
Findings
Visionary leadership has positive effects on cognitive strain and psychological contract violation; cognitive strain and psychological contract violation mediate the relationship between visionary leadership and work withdrawal behavior, respectively. Subordinates' facades of conformity and leader behavioral integrity moderate the positive effects of visionary leadership on cognitive strain and psychological contract violation, as well as the indirect effect of visionary leadership on subordinates' work withdrawal behavior through cognitive strain and psychological contract violation.
Originality/value
This study reveals the underlying mechanism of visionary leadership's negative impact on job outcome through the cognition and affective reaction of subordinates to visionary leadership, and broadens the scope of visionary leadership research. It also provides some practical suggestions on how to transmit the organizational vision effectively and reduce subordinates' work withdrawal behavior.
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Jane E. Mullen and E. Kevin Kelloway
The purpose of this paper is to examine the relationship between customer mistreatment and employee retaliation. The moderating effect of employee psychological strain on the…
Abstract
Purpose
The purpose of this paper is to examine the relationship between customer mistreatment and employee retaliation. The moderating effect of employee psychological strain on the relationship between customer mistreatment and employee retaliation is also examined.
Design/methodology/approach
A sample of 107 contact centre customer service representatives completed a survey. Moderated multiple regression analysis was conducted to examine the relationship between customer mistreatment and psychological strain on employee retaliation.
Findings
Customer mistreatment emerged as a significant predictor of employee retaliation against the customer (customer mistreatment: β=0.252, p<0.01), providing support for hypothesis 1. Psychological strain was found to significantly moderate the effects of customer mistreatment on employee retaliation against the customer, (β=0.197, p<0.01) supporting hypothesis 2.
Originality/value
The results provide a greater understanding of individuals’ responses to customer incivility. Previous research has demonstrated that uncivil customer behavior leads to emotional exhaustion and absences from work within the call centre industry. Our results suggest that call centre customer service employees may also engage in retaliatory behavior when they perceive that they have been treated unjustly by customers. The positive relationship between customer mistreatment and employee retaliation against customers was stronger when employees reported high (versus low) psychological strain.
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Martin Gächter, Davd A. Savage and Benno Torgler
The purpose of this study is to examine the relationship of social capital with the negative externalities associated with stress, or the psychological and physiological strains…
Abstract
Purpose
The purpose of this study is to examine the relationship of social capital with the negative externalities associated with stress, or the psychological and physiological strains experienced by police officers.
Design/methodology/approach
Using data collected in 1999 from a survey of Baltimore Police officers designed to examine questions about the relationship between police stress and domestic violence in police families and using multivariate regression analysis, the paper focuses on five different proxies for stress and strain, and two proxies for social capital and conducting several robustness checks.
Findings
Results show that an increase in social capital is significantly correlated to a decrease in the level of strain, in the psychological, physical, burnout and health areas.
Research limitations/implications
While this study examines the social capital/strain relationship with US officers, more research is needed, as these findings may not extrapolate well into other national settings. It may also be interesting to further explore sub‐cultures within departments. Additionally, the data may be dated and, as major changes and events have occurred since the survey, a newer study of officers would be needed to observe whether these changes have had significant impact.
Practical implications
From a policy perspective, the findings suggest that stress reduction programs should actively engage employees to build stronger social networks.
Originality/value
This study comprehensively examines the ability of social capital at negating the impacts of strains, and significantly reduces the impact of major trauma events. This paper adds to the literature as there are few multivariate analyses of the social capital/strain relationship.
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Ben (C.) Fletcher and Roy L. Payne
There is a large literature devoted to the stresses and strains of work and work‐related activities. This research effort shows no sign of abating. The aim of this paper is to…
Abstract
There is a large literature devoted to the stresses and strains of work and work‐related activities. This research effort shows no sign of abating. The aim of this paper is to highlight and discuss several centrally important questions and assumptions in the nature of this research which, in our view, require more careful consideration in future work.
This paper delineates the distinctive nature of appraisal politics perceptions (referenced to organizational politics) experienced by appraisees (APAP) as a form of hindrance work…
Abstract
Purpose
This paper delineates the distinctive nature of appraisal politics perceptions (referenced to organizational politics) experienced by appraisees (APAP) as a form of hindrance work stressor that is more episodic than chronic, salient during the PA rating and reward decisions. The study argues and attempts to establish empirically that due to its distinct nature, it causes both short-term episodic strain and long-term chronic strain. Further, the study investigates the distinctive role played by appraisee's hard and soft influence behaviour as a coping mechanism moderating the influence of APAP as a stressor on strain variables in Indian organizational context that ferments politics.
Design/methodology/approach
The data was collected using self-reports from 407 employees in Indian organizations using survey method. Multivariate analyses including moderating tests were used for testing the hypotheses.
Findings
Only the episodic components of the APAP-appraiser's rating politics and pay and promotion politics were significantly related to anxiety felt by appraisees during PA – an episodic measure of strain. All three APAP components were significantly related to the chronic strain measure of dissatisfaction. There was modest support for the role of influence tactics (IT) as a coping mechanism attenuating the negative relation of APAP with the dissatisfaction variables as chronic strain measures. Contrary to the hypothesis, softer tactics exacerbated the APAP–PA anxiety relation, indicating the episodic nature of stressor and strain.
Originality/value
The study contributes significantly to enhance the understanding about the nature of Appraisal politics.
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Ben (C.) Fletcher and Roy L. Payne
In Part I of this paper we reported the main findings of a survey of the literature on occupational stress. We were particularly concerned to try to estimate the size of the…
Abstract
In Part I of this paper we reported the main findings of a survey of the literature on occupational stress. We were particularly concerned to try to estimate the size of the problem of stress at work and, further, to see if different occupational groups experienced different degrees of stress. The oversimplified answers to these questions are that at any one time about eight per cent of the workforce are experiencing some distress and that greater proportions of the lower social classes experience more of it. Repetitive, machine‐minding type tasks appear to be particularly unpleasant and potentially harmful to health and well‐being. These findings were hedged about with reservations on the validity of the measures used and other doubts, and we concluded the paper with the comment that it was difficult to integrate and make sense of all these data without some better definitions of the concepts and a model for delineating the relationships of the concepts. This second part at‐tempts to deal with these two difficulties.