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1 – 10 of over 6000Padma Tripathi, Ankit and Pushpendra Priyadarshi
The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance…
Abstract
Purpose
The purpose of this paper is to study the relationship between trait self-control (TSC) and emotional exhaustion, and to examine the mediating role of effort–reward imbalance (ERI) and emotional demands.
Design/methodology/approach
A quantitative study was conducted using data from 441 employees working in different organizations in the information technology sector in India. PROCESS macro with a bootstrap sample size of 5,000 was used for mediation analysis.
Findings
TSC demonstrated a significant negative relationship with emotional exhaustion. Results indicated the crucial role played by ERI and emotional demands in influencing the emotional exhaustion of employees with higher TSC.
Originality/value
This study adds substantially to our knowledge of the role of TSC in employee experiences of emotional exhaustion. Results suggest how employees’ ERI perceptions and experiences of emotional demands determine whether higher TSC would reduce experiences of exhaustion. This adds to the knowledge of positive outcomes of self-control while throwing some light on why the use of self-control does not always incur a psychological cost, as suggested by some studies. The findings suggest that self-control is an individual resource that has the ability to alleviate emotional exhaustion through its influence on employees‘ effort–reward perceptions and experiences of emotional demands.
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Ylenia Curzi, Barbara Pistoresi and Gaetano Francesco Coppeta
This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job…
Abstract
Purpose
This article responds to the call for more research on mobile work by exploring how the aspirations of these workers relate to job satisfaction through adaptation to the job characteristics they experience.
Design/methodology/approach
Based on aspiration theory and the literature on mobile work, the paper examines how mobile workers form aspirations and how this is related to their perception of job satisfaction. The empirical analysis uses a two-tier stochastic frontier analysis and the 2015 European Working Conditions Survey dataset.
Findings
Mobile workers formulate higher aspirations than the working conditions they experience and report lower levels of job satisfaction than other types of workers. They revise their aspirations downwards when they experience autonomy, discretion, performance-related pay schemes, relation-oriented leadership while they increase their aspirations when they experience work intensification and discrimination.
Originality/value
This paper provides new insights into the work perceptions of mobile workers and enriches existing research by highlighting the importance of the study of individual aspirations to advance understanding of the complex dynamics of mobile work.
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Hoa Dinh Nguyen, Thi Ngoc Chau and Quyen Vo Thuc Huynh
This study aims to investigate the relationship of employee motivation to team support, financial incentives and public sector motivation in various agencies under the Binh Dinh…
Abstract
Purpose
This study aims to investigate the relationship of employee motivation to team support, financial incentives and public sector motivation in various agencies under the Binh Dinh People's Committee in Vietnam. These agencies fulfil state management functions in many fields, such as investment, finance, construction, sports, culture and tourism.
Design/methodology/approach
This study applies the quantitative method to test team support, financial incentives and public service motivation (PSM) in relation to employee motivation in the public sector. The data are analysed using covariance-based structural equation modelling (SEM), with a sample size of 263 employees who work at provincial government agencies.
Findings
The study results show that team support, financial incentives and PSM have a positive influence on employee motivation in the public sector.
Originality/value
The findings provide theoretical evidence that team support, financial incentives and PSM are key predictors of employee motivation in the public sector in the context of an emerging economy. Consequently, the authors propose that managers in the public sector should motivate employees by communicating with employees about the employees' roles in improving the local people's lives to stimulate the PSM of employees. In addition, managers should always provide constructive feedback that recognises employees' achievements and pay bonuses based on job performance and successful projects to improve public service.
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Ana Junça Silva, Leticia Mosteo and Rita Rueff
Relying on the effort-recovery model, this study aimed to test how and when a good night’s sleep increases in daily physical health. The authors hypothesized that when individuals…
Abstract
Purpose
Relying on the effort-recovery model, this study aimed to test how and when a good night’s sleep increases in daily physical health. The authors hypothesized that when individuals have a good night’s sleep, it helps them to recover their self-regulatory resources, and, in turn, these cognitive resources improve their physical health experienced at work. Furthermore, the authors argue that this will be different depending on the individuals’ levels of neuroticism; that is, the indirect relationship between sleep duration and physical health through self-regulatory resources will be stronger for individuals who score lower on neuroticism, and in contrast, the relationship will be buffered for those who score higher on neuroticism.
Design/methodology/approach
To test the hypothesized model, the authors conducted a three-wave longitudinal study with working adults (N = 262). The authors used multilevel modelling to test if neuroticism moderated the indirect relationship between sleep duration and physical health through self-regulatory resources, at both between and within-person levels.
Findings
The multilevel results showed that a good night’s sleep recovered self-regulatory resources needed to promote physical health; however, this indirect relationship was buffered for those who scored higher on neuroticism (versus lower levels of neuroticism).
Practical implications
Hence, the role of neuroticism as a potentially harming condition for employees’ physical health is pointed out.
Originality/value
The findings highlight the relevance of sleep as a recovery activity for both cognitive and physical resources experienced during the working day. However, this appears to be attenuated for employees with higher levels of neuroticism.
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Employees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative…
Abstract
Purpose
Employees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative performance. This study aims to examine what kind of PIU is likely to increase or decrease employee creative performance and why. The authors also examine a potential boundary condition for the effect of PIU on employee creative performance.
Design/methodology/approach
Based on conservation of resource (COR) theory and broaden and build theory, the authors investigated the impact of two types of PIU, namely within-task PIU and between-task PIU, on the creative performance of knowledge workers. The authors conducted a daily diary study and surveyed 107 knowledge workers in China over 10 consecutive working days (n = 1,070) to test the model.
Findings
The authors find that within-task PIU reduces knowledge workers' creative performance by decreasing the workers' positive emotion, whereas between-task PIU promotes the performance by increasing positive emotion. The above relationships become stronger when knowledge workers perceive a higher level of organisational support.
Originality/value
The authors' study makes theoretical contributions by advancing researchers' understanding of the situations in which PIU may decrease or increase employee creative performance. The findings are also useful for developing organisational policies to take advantage of the positive side of PIU whilst avoiding PIU's negative side.
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Man Cao, Shuming Zhao, Jiaxi Chen and Hongjiang Lv
Although prior research has documented substantive knowledge of the benefits of high-performance work systems (HPWS), results regarding both sides of HPWS are inconsistent. To…
Abstract
Purpose
Although prior research has documented substantive knowledge of the benefits of high-performance work systems (HPWS), results regarding both sides of HPWS are inconsistent. To reconcile these inconsistencies, the authors identified two specific HR attributions—employee well-being HR attribution and performance HR attribution, and examined their roles in the relationship between team-level HPWS and employees' thriving at work and emotional exhaustion.
Design/methodology/approach
The authors collected multi-source data from 36 team leaders and 181 individuals. Given the nested nature of the data, the authors used Mplus 7.4 to conduct multilevel structural equation modeling for hypothesis testing.
Findings
The results showed that team-level HPWS and employee well-being HR attribution interact to affect psychological availability, which subsequently promotes thriving at work. However, team-level HPWS and employee performance HR attribution do not interact to influence role overload/psychological availability; team-level HPWS and employee well-being HR attribution do not interact to affect role overload.
Originality/value
Current literature has overlooked identifying key contingencies for both sides of HPWS effects on employee outcomes. Therefore, this study developed a mediated moderation model and incorporated HR attributions to explore two distinct pathways by which HPWS affects employees' thriving at work and emotional exhaustion. The present study helps to reconcile the inconsistent findings regarding the HPWS double-edged sword nature. In addition, the authors focused on HPWS at the team level, which is also underexplored in the existing HPWS research.
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Hamideh Asnaashari, Mohammad Hossein Safarzadeh, Atousa Kheirollahi and Sadaf Hashemi
This study aims to examine the impact of the COVID-19 pandemic on the relationship between auditors’ work stress and client participation with audit quality (AQ).
Abstract
Purpose
This study aims to examine the impact of the COVID-19 pandemic on the relationship between auditors’ work stress and client participation with audit quality (AQ).
Design/methodology/approach
This study is a descriptive-survey type and the data were collected through a questionnaire distributed online. The statistical population consisted of auditors working in audit firms in Iran and the sample was selected using a random sampling method. Structural equation modeling was used to analyze the data.
Findings
The findings of this study suggest that the COVID-19 pandemic exacerbated the negative relationship between auditors’ work stress and AQ. In addition, the results indicate that client participation in the audit process did not significantly impact AQ during the COVID-19 pandemic.
Originality/value
Given the global and widespread impact of the COVID-19 pandemic on individuals’ lives and work settings, this study provides an opportunity to explore the challenges auditors face concerning health protocols and their well-being during the pandemic, specifically within the context of Iran. The unique circumstances of the pandemic have placed additional pressure on auditors to navigate and address the challenges arising from COVID-19 in their workplaces. Although research on the effects of the pandemic on accounting and auditing is ongoing, this study contributes to the literature by expanding our understanding of the specific implications and circumstances faced by auditors during the COVID-19 outbreak.
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Pingqing Liu, Yunyun Yuan, Lifeng Yang, Bin Liu and Shuang Xu
The aim of this study is to examine the relationships between taking charge, bootlegging innovation and innovative job performance, and to explore the moderating roles of felt…
Abstract
Purpose
The aim of this study is to examine the relationships between taking charge, bootlegging innovation and innovative job performance, and to explore the moderating roles of felt responsibility for constructive change (FRCC) and creative self-efficacy (CSE).
Design/methodology/approach
Data for this research was collected from 503 employees working in a chain company. Through a longitudinal study design, a three-wave survey with 397 valid data provided support for the proposed theoretical model.
Findings
The results maintain a positive association between taking charge, bootlegging innovation and innovative job performance, indicating the mediating effect of bootlegging innovation. Additionally, both the FRCC and CSE facilitate the indirect effect of taking charge on innovative job performance through bootlegging innovation. Furthermore, the integrated moderated mediation model analysis suggested that FRCC is more vital in improving employees' innovative job performance.
Originality/value
This research aims to break the black box between taking charge and innovative job performance, which has been relatively unexplored. Drawing from self-determination theory (SDT) and the proactive motivation model, the authors verify the bridge-building role of bootlegging innovation and the dual-facilitating effects of FRCC and CSE while employees conduct taking charge. This study’s results provide new insight for managers to foster, encourage and support employees' proactive behavior.
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Luminita Hurbean, Louie H.M. Wong, Carol XJ Ou, Robert M. Davison and Octavian Dospinescu
The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with…
Abstract
Purpose
The authors investigate the relationship between instant messenger (IM) use and work performance, mediated by interruptions and two key indicators of the stress associated with technology use: overload and complexity.
Design/methodology/approach
The authors validate this research model using partial least squares structural equation modelling (PLS-SEM) with data collected through a survey of 416 working professionals.
Findings
The data reveal that while IM use contributes minimally to work interruptions and to a greater extent to technological complexity, these two constructs fully mediate the direct influence of IM use at work on technology overload, and meanwhile significantly and directly contribute to work performance.
Research limitations/implications
This research provides theoretical insights into the deployment of IM and its actual impacts in the workplace. To improve the generalisation of the findings, the authors call for more IM-related research in other countries, with more native theories and various methodologies in this domain.
Practical implications
The level of stress generated through IM use is moderate, considering IM is not a significant contributor to work interruptions. Thus, despite the potential negative effects of IM communication, the positive effects of using IM at work prevail. As a result, the technology can be promoted as long as employees, their managers and the organisation as a whole are well prepared. Employees can transfer skills and behaviour from the personal setting to their work environment and thus may find an intrinsic motivation to make better use of the IM technology at work.
Originality/value
The authors argue that this research model is novel for its perspective on evaluating the actual impacts of IM use at work instead of the reasons of using it. The authors conceptualise the process to explain how IM contributes to interruptions and other technostress indicators in the working context, and the impact on performance. Contrary to some prior research, the authors find that overall IM applications do not have a negative impact on work performance, and instead may enhance it.
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Micah DelVecchio, Joseph Ofori-Dankwa and Akosua K. Darkwah
Microenterprises in emerging economies are known to operate in turbulent and resource-scarce environments. We test our hypothesis that a more comprehensive “Integrated…
Abstract
Purpose
Microenterprises in emerging economies are known to operate in turbulent and resource-scarce environments. We test our hypothesis that a more comprehensive “Integrated Capital-Based Model” (ICBM) is needed when explaining the performance of microenterprises in such an environment. The model combines traditionally researched financial, human and social capital with more recently emphasized psychological and cognitive capital, providing greater explanatory power than models using only the traditional types of capital.
Design/methodology/approach
We use a pooled linear regression to analyze an existing survey of more than 900 independent business owners who were interviewed seven times between 2008 and 2012 in the Accra and Tema marketplaces in Ghana. We measure the performance of microenterprises using three dependent variables (revenue, profits, and productivity). We contrast the explanatory power of ICBM models against the more traditional models.
Findings
The ICBM has significantly higher levels of explanatory power over the traditional models in examining the performance of these microenterprises. These results highlight the importance of psychological and cognitive capital in emerging economies.
Research limitations/implications
We advocate for a more comprehensive view of capital as shown in our ICBM. However, the data were gathered only in an urban setting, which limits the generalizability to rural parts of emerging economies.
Practical implications
These findings suggest the utility of government and appropriate agencies finding ways to enhance the level of psychological and cognitive capital of microenterprise owners.
Originality/value
This paper's originality stems from hypothesizing and empirically confirming the higher predictive efficacy of ICBM against more traditionally researched capital sources.
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