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Article
Publication date: 26 July 2021

Anushree Karani and Swapnil Abhishek Mehta

The study aimed at understanding the relationship between supervisor and coworker support, psychological contract fulfillment, work engagement, well-being (different…

Abstract

Purpose

The study aimed at understanding the relationship between supervisor and coworker support, psychological contract fulfillment, work engagement, well-being (different forms) and innovative behavior in the digitized workspace during the coronavirus disease 2019 (COVID-19) pandemic.

Design/methodology/approach

Data were collected via a structured questionnaire through Google Docs from 239 respondents working in the sales department of the consumer durable industry through snowball sampling.

Findings

Supervisor and coworker support was positively contributing to psychological contract fulfillment. Further, psychological contract fulfillment was positively contributing to work engagement. Along with innovative behavior, four forms of well-being, i.e. emotional, psychological, workspace and life were studied as outcome variables. Work engagement positively contributes to innovative behavior and well-being.

Research limitations/implications

The study examined the relationship between various organizational variables in consumer durable industry. Future work should involve studying the effect in other industries and functional areas.

Practical implications

The study examined how the supervisor and coworker act as an enabler in fulfilling the psychological contract in the digitized workspace. Organizations also understand the importance of work engagement in maintaining well-being and innovative behavior.

Originality/value

The paper initiates the important debate on well-being and innovative behavior in the digitized workspace for the sales employees of the consumer durable industry.

Details

International Journal of Sociology and Social Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0144-333X

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Article
Publication date: 23 February 2021

Kannu Priya Kamboj and Pooja Garg

The substance of the present study lies in analysing the extent to which intrinsic factors like emotional intelligence and resilient character traits impact the…

Abstract

Purpose

The substance of the present study lies in analysing the extent to which intrinsic factors like emotional intelligence and resilient character traits impact the psychological well-being of school teachers. It prominences the mediating role of resilient character traits in the relationship between emotional intelligence and psychological well-being of teachers.

Design/methodology/approach

This cross-sectional survey study recruits a sample of 200 school teachers across the state of Haryana, India, with the help of a convenience sampling technique.

Findings

The findings from parallel multiple mediation indicate perseverance as a significant mediator and predictor of psychological well-being among factors of resilient traits, and self-reliance emerges as an inconsistent, yet significant mediator in the relationship between emotional intelligence and well-being of teachers. The direct effect of emotional intelligence on psychological well-being also emerged as statistically significant. Additionally, the female school teachers show higher emotional intelligence and resilience as compared to the male school teachers.

Practical implications

The research is not an unmitigated work in the exploration of a causal relationship between the study variables. However, the study draws practical suggestions for improving the perseverant and emotionally intelligent behaviour of teachers for better emotional and psychological adjustment at work. It acknowledges the role of school administration and education policymakers in furthering the betterment of teachers' psychological state for improved performance and effectiveness. Also, teamwork, stress reduction and leadership building appeared to be helpful contributors to enhance the perseverance and emotional intelligence among teachers.

Originality/value

Studies in the field of school administration rarely address the psychological well-being of school teachers as their concern. This study accentuates the impact of intrinsic antecedents of psychological well-being, which is neither well conceptualised in Indian studies nor is causally related to any psychological constructs. Therefore, it remarkably contributes to the literature in the field of educational management and leadership, providing an insight into the psyche of teachers from “the Orient”.

Details

International Journal of Educational Management, vol. 35 no. 4
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 3 October 2020

Xiufeng Li and Congcong Lin

We draw on the conservation of resources theory to explore when and how a high-commitment work system (HCWS) improves employees' work well-being.

Abstract

Purpose

We draw on the conservation of resources theory to explore when and how a high-commitment work system (HCWS) improves employees' work well-being.

Design/methodology/approach

Data were collected from 64 branches in a high-tech company, involving 64 supervisors and 434 employees to examine the influence of branch-level HCWS on employees' work well-being at individual level.

Findings

Consistent with our predictions, the results indicate that a well-designed human resource management (HRM) system (i.e. HCWS) helps to enhance employees' work well-being. Psychological empowerment is seen as an important mechanism linking HCWS with work well-being. The effects of HCWS on psychological empowerment and work well-being are significantly positive only when leader trust in employees is high.

Originality/value

This study indicates a novel resource theoretical perspective regarding the HRM system-employee well-being relationship. It provides insights into how contextual resources (HCWS) enhance employees' work well-being by potentiating the effect of personal resources (psychological empowerment). Just as the old saying goes, “give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime,” the leader trust serves as a critical valve.

Details

Personnel Review, vol. 50 no. 4
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 8 May 2020

Xingyu Wang, Priyanko Guchait and Aysin Paşamehmetoğlu

On the basis of conservation of resources theory, the purpose of this paper is to propose a framework linking an organizational factor, organizational error tolerance…

Abstract

Purpose

On the basis of conservation of resources theory, the purpose of this paper is to propose a framework linking an organizational factor, organizational error tolerance, with employees’ psychological well-being through gains of psychological resources: perceived organizational support (POS) and organization-based self-esteem (OBSE).

Design/methodology/approach

Across three-wave data collected from 220 hotel frontline employees, this study tests the proposed model using structural equation modeling through AMOS.

Findings

Employees’ perceived organizational error tolerance positively influenced their psychological well-being through significant sequential mediation effects of POS and OBSE.

Practical implications

This study contributes to the existing literature of psychological resources, positive psychology and error management by providing insights into how organizational practice in error situations can be positively related to employees’ psychological well-being.

Originality/value

This paper identifies error-related organizational practices as precursor of individual psychological well-being and explores the non-work-related outcome variable of error management for the first time. The examination of the linkage between organizational error tolerance and employees’ psychological well-being via the underlying mechanism of psychological resources provides the insight into how resources dynamics play important roles in influencing employees’ psychological well-being.

Details

International Journal of Contemporary Hospitality Management, vol. 32 no. 5
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 8 January 2019

Yunsoo Lee

The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources…

Abstract

Purpose

The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources and psychological well-being among aged workers.

Design/methodology/approach

This study used “National Survey of Midlife Development in the United States (MIDUS Refresher)” data collected from 862 aged workers in the United States from 2011-2014. A moderated multiple regression analysis was adopted.

Findings

The results of the multiple regression analysis show that skill discretion, self-esteem, optimism and active coping had positive effects on psychological well-being, while chronic job discrimination had a negative effect on psychological well-being. Co-worker support, supervisor support, job demands and decision-making authority were not significant. Among the interaction terms, the moderating effect between optimism and chronic job discrimination was significant.

Originality/value

Based on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model.

Details

European Journal of Training and Development, vol. 43 no. 3/4
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 19 April 2013

Sabine Sonnentag, Dana Unger and Inga J. Nägel

The purpose of this study is to address the relation between task and relationship conflicts at work and employee well‐being. It seeks to examine psychological detachment…

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Abstract

Purpose

The purpose of this study is to address the relation between task and relationship conflicts at work and employee well‐being. It seeks to examine psychological detachment from work during off‐job time as a moderator in the relation between conflicts and well‐being.

Design/methodology/approach

In a field study, 291 white‐collar employees completed survey measures of task conflicts, relationship conflicts, psychological detachment from work during off‐job time, and well‐being. Control variables included workload and job control.

Findings

Hierarchical regression analyses indicated that employees experiencing high levels of task conflicts and high levels of relationship conflicts report poorer well‐being. As predicted, psychological detachment from work mitigated the negative relation between relationship conflicts and well‐being. Contrary to expectations, psychological detachment failed to moderate the relation between task conflicts and well‐being.

Practical implications

The study suggests that employees should be encouraged to disengage mentally from work during leisure time.

Originality/value

This study links research on workplace conflicts with research on recovery processes. It tests the moderator effect of psychological detachment from work on the association between workplace conflicts and well‐being.

Details

International Journal of Conflict Management, vol. 24 no. 2
Type: Research Article
ISSN: 1044-4068

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Article
Publication date: 6 November 2017

Tassilo Schuster, Judith Ambrosius and Benjamin Bader

The purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality…

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1110

Abstract

Purpose

The purpose of this paper is to analyze the impact of personality and mentorship on expatriates’ psychological well-being. The authors argue that certain personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) have positive effects on expatriates’ psychological well-being and that these personality traits enable them to derive a greater benefit from mentorship. By doing so, this study identifies for which personality traits which type of mentoring (home or host country mentor) is most beneficial.

Design/methodology/approach

Based on socioanalytic theory, the authors develop theory-driven hypotheses and test them against data of 334 expatriates.

Findings

The study shows that several personality traits as well as home country mentorship have a significant positive impact on psychological well-being, whereas host country mentorship shows no significant positive effects. Moreover, the study indicates that home and host country mentorship partially moderates the relationship between personality traits and psychological well-being.

Originality/value

Since the authors derive important implications for the selection process of expatriates as well as for the implementation of mentoring in multinational corporations, this study is of value for researchers and practitioners in the areas of human resource management and organizational studies.

Details

Employee Relations, vol. 39 no. 7
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 2 April 2021

Vartika Kapoor, Jaya Yadav, Lata Bajpai and Shalini Srivastava

The present study examines the mediating role of teleworking and the moderating role of resilience in explaining the relationship between perceived stress and psychological

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1003

Abstract

Purpose

The present study examines the mediating role of teleworking and the moderating role of resilience in explaining the relationship between perceived stress and psychological well-being of working mothers in India. Conservation of resource theory (COR) is taken to support the present study.

Design/methodology/approach

The data of 326 respondents has been collected from working mothers in various sectors of Delhi NCR region of India. Confirmatory factor analysis was used for construct validity, and SPSS Macro Process (Hayes) was used for testing the hypotheses.

Findings

The results of the study found an inverse association between perceived stress and psychological well-being. Teleworking acted as a partial mediator and resilience proved to be a significant moderator for teleworking-well-being relationship.

Research limitations/implications

The study is based at Delhi NCR of India, and future studies may be based on a diverse population within the country to generalize the findings in different cultural and industrial contexts. The present work is based only on the psychological well-being of the working mothers, it can be extended to study the organizational stress for both the genders and other demographic variables.

Practical implications

The study extends the research on perceived stress and teleworking by empirically testing the association between perceived stress and psychological well-being in the presence of teleworking as a mediating variable. The findings suggest some practical implications for HR managers and OD Practitioners. The organizations must develop a plan to support working mothers by providing flexible working hours and arranging online stress management programs for them.

Originality/value

Although teleworking is studied previously, there is a scarcity of research examining the impact of teleworking on psychological well-being of working mothers in Asian context. It would help in understanding the process that how teleworking has been stressful for working mothers and also deliberate the role of resilience in the relationship between teleworking and psychological well-being due to perceived stress, as it seems a ray of hope in new normal work situations.

Details

Employee Relations: The International Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 13 August 2019

Brent D. Oja, Minjung Kim, Pamela L. Perrewé and Christos Anagnostopoulos

In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope…

Abstract

Purpose

In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope, efficacy, resiliency and optimism) and to feature the inclusion of authenticity, an often overlooked construct, among sport employees.

Design/methodology/approach

This conceptual paper is designed to create an expanded sport employee psychological capital construct, labeled A-HERO, and a subsequent theoretical model to improve their well-being.

Findings

In detailing a conceptual model of A-HERO for well-being, the model includes and explains the relationships among sport employee antecedents (i.e. sport employee identification, pride and passion), an organizational contextual variable (person–organization fit), and an important employee and organizational outcome (i.e. employee well-being) in contemporary sport organizations.

Research limitations/implications

A-HERO offers a necessary first step for future theoretical research and empirical applications to improve sport employees’ well-being.

Originality/value

By elucidating the role of authenticity at work with traditional psychological capital constructs in the current sport industry, this paper stimulates sport business and management scholars to validate empirically the A-HERO construct and examine proposed relationships for an improved prediction of sport employees’ well-being.

Details

Sport, Business and Management: An International Journal, vol. 9 no. 4
Type: Research Article
ISSN: 2042-678X

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Article
Publication date: 27 October 2020

Ibeawuchi K. Enwereuzor, Lawrence E. Ugwu and Ebele E. Nnadozie

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological

Abstract

Purpose

The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological well-being and to examine the moderating role of person-supervisor (P-S) fit between these two variables.

Design/methodology/approach

The sample for this study consists of 418 academic employees of two federal universities. Relationship quality, P-S fit, psychological well-being and demographics were self-reported by the participants using existing scales. Hypotheses were tested with partial least squares-structural equation modelling (PLS-SEM) using SmartPLS 3.2.8.

Findings

Results of the PLS-SEM showed that the positive relationship between relationship quality and psychological well-being was moderated by P-S fit, such that the relationship was stronger when P-S fit was low rather than high.

Research limitations/implications

The small number of homogeneous sample size of university academic employees may not be representative of the general population of such employees within the country.

Practical implications

The findings highlight the importance of taking into account the complex interplay between relationship quality and P-S fit when optimising employee's psychological well-being is the focus.

Originality/value

To the best of the authors’ knowledge, we are not aware of any studies that have examined the moderating role of P-S fit between relationship quality and subordinate's psychological well-being in the university context.

Details

Personnel Review, vol. 50 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

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