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1 – 10 of over 14000Huat Bin (Andy) Ang and Arch G. Woodside
This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model…
Abstract
This study applies asymmetric rather than conventional symmetric analysis to advance theory in occupational psychology. The study applies systematic case-based analyses to model complex relations among conditions (i.e., configurations of high and low scores for variables) in terms of set memberships of managers. The study uses Boolean algebra to identify configurations (i.e., recipes) reflecting complex conditions sufficient for the occurrence of outcomes of interest (e.g., high versus low financial job stress, job strain, and job satisfaction). The study applies complexity theory tenets to offer a nuanced perspective concerning the occurrence of contrarian cases – for example, in identifying different cases (e.g., managers) with high membership scores in a variable (e.g., core self-evaluation) who have low job satisfaction scores and when different cases with low membership scores in the same variable have high job satisfaction. In a large-scale empirical study of managers (n = 928) in four (contextual) segments of the farm industry in New Zealand, this study tests the fit and predictive validities of set membership configurations for simple and complex antecedent conditions that indicate high/low core self-evaluations, job stress, and high/low job satisfaction. The findings support the conclusion that complexity theory in combination with configural analysis offers useful insights for explaining nuances in the causes and outcomes to high stress as well as low stress among farm managers. Some findings support and some are contrary to symmetric relationship findings (i.e., highly significant correlations that support main effect hypotheses).
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Mingshu Lyu, Baiqing Sun and Zhenduo Zhang
With the spread of information communication technologies (ICTs) at work, online voice has become an emerging form of employee voice. Online voice is a double-edged behavior for…
Abstract
Purpose
With the spread of information communication technologies (ICTs) at work, online voice has become an emerging form of employee voice. Online voice is a double-edged behavior for organizations and employees. The purpose of this paper is to examine a model in which online voice is positively correlated with workplace cyberbullying and to examine the moderating role of chronic job strain and moral efficacy on that correlation.
Design/methodology/approach
A total of 760 cases from 152 full-time Chinese workers in public sector employment were collected through the experience sampling method.
Findings
The results showed that online voice is positively correlated with workplace cyberbullying on a daily basis. Chronic job strain amplifies this relationship, while moral efficacy buffers it. Furthermore, the amplifying effect of chronic job strain is mediated by a lack of moral efficacy.
Originality/value
This research has implications for understanding the boundary conditions of the relationship between online voice and workplace cyberbullying.
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Florence YY Ling and Elsie Kai Ying Mok
This study aims to investigate how to manage the stressors that facility managers (FMs) face with the aim of reducing their stress and strain levels.
Abstract
Purpose
This study aims to investigate how to manage the stressors that facility managers (FMs) face with the aim of reducing their stress and strain levels.
Design/methodology/approach
Using the job demands-resources (JD-R) model, stressors are operationalized from job demands, job resources and personal resources constructs. A structured questionnaire was used to collect data from FMs based in Singapore.
Findings
FMs have significantly high levels of stress, but they are able to manage this well. Job demands that cause stress and strain are those relating to insufficient time to complete the work and difficulties in handling the work. The lack of job resources in terms of lack of organizational support and inadequate stress mitigation programs are associated with high levels of stress and strain.
Research limitations/implications
The limitations are the relatively small sample size and absence of a database of FMs in Singapore, and correlation is not causation when determining the association between stressors and stress and strain.
Practical implications
Based on the recommendations, employers and FMs may manage the specific stressors identified so that FMs’ stress and strain levels are under control to enable them to work optimally.
Originality/value
This research discovered that the JD-R model is moderated by certain features of facilities management and FMs. When these features are present, FMs are predisposed to more stressors, and higher stress and strain. For the facilities management profession, the discovery is that there are significantly more job demands: for in-house FMs compared to those working for outsourced firms; for FMs who need to carry out estate and asset management, landlord activities and facility planning compared to FMs who focus on operations and maintenance; and for FMs who work longer than five days compared to those who work a five-day week.
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Inga Jona Jonsdottir, Gudbjorg Linda Rafnsdottir and Thorhildur Ólafsdóttir
The purpose of this paper is to further the understanding of public sector line managers' work-related well-being and health in relation to job strain, gender and workplace social…
Abstract
Purpose
The purpose of this paper is to further the understanding of public sector line managers' work-related well-being and health in relation to job strain, gender and workplace social support.
Design/methodology/approach
An online survey was sent to all senior and middle line managers (N = 357) in three administrative departments of Iceland's largest municipality. The response rate was 64.7%. Multivariate logistic regression was used to analyse the data.
Findings
A minority of respondents experience high job strain. However, for these managers, the risk of experiencing emotional exhaustion is about fivefold, compared to those not experiencing high job strain. Social support is an important buffering against job strain and enhances well-being. Female managers are more likely than their male counterparts to report myositis, back or shoulder pain and sleeping difficulty.
Practical implications
The study emphasises that workplace social support attenuates the negative impact of job strain on line managers' work-related well-being. Furthermore, it demonstrates that in a society at the forefront in gender equality, gender differences in health symptoms exist among line managers in the public sector – a finding that highlights the importance of studying all aspects of workplace well-being by gender. This calls for future research using a more comprehensive survey data and interviews to shed light on the pathways through which female line managers' health is negatively affected.
Originality/value
Knowledge relating to well-being and health of line managers in the public sector is scarce. This study contributes to filling that gap. As work-related well-being is often gender-blind, the value of the study is also the investigation of the gender patterns in the authors’ data.
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Chu-Hsiang (Daisy) Chang and Samantha K. Baard
Given the increasing global focus of many aspects of our society, researchers have taken significant steps in understanding the impact of culture on various psychological states…
Abstract
Given the increasing global focus of many aspects of our society, researchers have taken significant steps in understanding the impact of culture on various psychological states. This review focuses on the stressor–strain relationships within the context of cross-cultural and cross-national studies. Using research findings from the United States as a baseline, we identify common and unique themes concerning the stressor–strain relationships between different countries, and clarify the differences between cross-national and cross-cultural studies. Furthermore, we consider cross-cultural and cross-national occupational stress research from an individual differences perspective. We encourage future studies to adopt this perspective and carefully consider the implications of cultural values on occupational stress research at the individual, group, and country levels.
Mohammad Shahin Alam, Kelly Williams-Whitt, DuckJung Shin and Mahfooz Ansari
This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job…
Abstract
Purpose
This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).
Design/methodology/approach
The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.
Findings
This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.
Practical implications
This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.
Originality/value
This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.
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Cristina Rubino, Christa L. Wilkin and Ari Malka
Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected…
Abstract
Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected in empirical stressor–strain studies. Our chapter aims to build consensus in the literature by showing that discrete emotions provide a mechanism through which stressors exert their impact on well-being. By examining a larger domain of stressors, emotions, and well-being, we begin to develop and expand upon the nomological network of emotions. In an effort to build on the job demands–resources (JD-R) model, which includes both job demands (i.e., negative stimuli such as time pressure) and resources (i.e., positive stimuli such as autonomy), we include both negative and positive discrete emotions with the expectation that negative emotions will generally be linked to demands and positive emotions will be linked to resources. We also propose that there may be circumstances where demands trigger negative discrete emotions and lead to greater experienced strain, and conversely, where resources arouse positive discrete emotions, which would positively affect well-being. The model in our chapter sheds light on how discrete emotions have different antecedents (i.e., job demands and resources) and outcomes (e.g., satisfaction, burnout, performance), and as such, respond to calls for research on this topic. Our findings will be of particular interest to organizations where employees can be trained to manage their emotions to reduce the strain associated with job stressors.
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Jack K. Ito and Céleste M. Brotheridge
This exploratory study aims to examine the usefulness of distinguishing between the cognitive and emotional components of job insecurity.
Abstract
Purpose
This exploratory study aims to examine the usefulness of distinguishing between the cognitive and emotional components of job insecurity.
Design/methodology/approach
This cross‐sectional survey study was undertaken in a sample of 600 civil servants. A series of regressions are employed to test proposed hypotheses.
Findings
Results support the treatment of the components of job insecurity as separate variables. The cognitive and emotional components differed in their associations with predictors and consequences. Locus of control and employment dependence moderated several relationships. For example, employment dependence moderated the relationship between job insecurity and job loss strain.
Research limitations/implications
The study design was cross‐sectional and, thus, cause‐effect relationships cannot be discerned. Also, since it was undertaken in the public sector, it needs to be cross‐validated in the private sector so that the generalizability of its results can be established. The study points to the utility of separately measuring the components of job insecurity in future research. Also, the role of employment dependence deserves further study given its role as a predictor of job loss strain and as a significant moderator variable.
Practical implications
In supporting the treatment of job security and job loss strain as separate variables, this study suggests that one should consider how to reduce the negative effects of a lack of job security on job loss strain. This is especially important since job loss strain is associated with negative psychological and physiological symptoms. In today's rapidly changing environment, people who feel they have limited extra‐organizational opportunities appear to be particularly vulnerable. Human resource management practices that enhance employee mobility may help to manage their sense of dependence.
Originality/value
This paper addresses two major gaps in the job security literature: it develops a comprehensive model using a two‐component approach to job insecurity; and investigates the potential role of employment dependence as both a cause of insecurity's components and a moderator in the causes → insecurity → consequences model.
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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.