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Article
Publication date: 13 February 2023

Siqin Yao, Jintao Lu, Hanying Wang, Joel John Wark Montgomery, Tomasz Gorny and Chidiebere Ogbonnaya

Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination…

Abstract

Purpose

Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination at work (PAW). The study also investigates the importance of role stress and remote work self-efficacy (RWSE) as mediating and moderating factors, respectively.

Design/methodology/approach

The study examines the direct and indirect relationships between WCB and PAW using hierarchical regression and data from 415 Chinese teleworkers. RWSE is also estimated as a second-stage moderator.

Findings

The findings indicate that WCB has a direct and indirect (via role stress) positive influence on PAW; however, these effects are weaker among employees with higher (vs lower) RWSE.

Practical implications

This study assists managers and organizations in developing more efficient ways of maximizing employee and organizational performance while minimizing the counterproductive behaviors associated with excessive technology use.

Originality/value

By investigating the links between WCB and PAW in the post-pandemic context, this study adds a new perspective on how excessive technology use for work and non-work purposes can be counterproductive.

Details

Information Technology & People, vol. 37 no. 2
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 25 January 2024

Adrien Bonache

This study aims to examine the changes in the correlations between stressors and performance in French chartered and accounting firms.

Abstract

Purpose

This study aims to examine the changes in the correlations between stressors and performance in French chartered and accounting firms.

Design/methodology/approach

The linkages between role stressors and performance were analyzed through a quasi-longitudinal study of 476 chartered public accountants and trainee-chartered accountants surveyed before and after the busy season, using the partial least squares approach.

Findings

Only challenge appraisals are positively related to motivation before and after the 2018 busy season. Stress arousal is positively associated with burnout and physical symptoms. However, the associations between role ambiguity and conflict, and hindrance appraisals became insignificant after the busy season. The challenge appraisals–role ambiguity linkage persisted but reduced significantly. The burnout–performance association was insignificant in the two time periods.

Practical implications

A busy season with its increased challenge stressors has positive effects on performance through motivation but also negative effects through strains, which explains the observed insignificant net impact.

Originality/value

This quasi-longitudinal study first suggests the role of appraisals, motivation and physical symptoms as mediators of the effects of role stressors on performance. Then, it aids in the broad generalization of certain findings from previous studies. Finally, it demonstrates the applicability of the partial least squares approach, which has been hitherto under-used in behavioral accounting.

Details

Managerial Auditing Journal, vol. 39 no. 2
Type: Research Article
ISSN: 0268-6902

Keywords

Article
Publication date: 31 March 2023

Salomé Goñi-Legaz, Imanol Núñez and Andrea Ollo-López

This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this…

Abstract

Purpose

This paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.

Design/methodology/approach

The proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.

Findings

The analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.

Research limitations/implications

The authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.

Originality/value

The analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.

Details

Personnel Review, vol. 53 no. 2
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 7 March 2024

Liang Hong and Siti Rohaida Mohamed Zainal

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of…

Abstract

Purpose

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.

Design/methodology/approach

The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.

Findings

The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.

Originality/value

This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 20 June 2023

Osman M. Karatepe, Ülker Çolakoğlu, Gülseren Yurcu and Şule Kaya

This paper aims to explore financial anxiety and generalized anxiety as the serial mediators linking perceived organizational support (POS) to career commitment.

Abstract

Purpose

This paper aims to explore financial anxiety and generalized anxiety as the serial mediators linking perceived organizational support (POS) to career commitment.

Design/methodology/approach

Data were collected from 388 managerial and nonmanagerial employees in diverse service areas, such as restaurants, airlines and hotels in Turkey. The direct and mediating effects were tested via the PROCESS macro.

Findings

Financial anxiety partly mediates the impact of POS on career commitment. The findings further reveal that financial anxiety and generalized anxiety serially mediate the effect of POS on career commitment.

Practical implications

Management should work with mentors to provide employees with psychosocial support during the COVID-19 pandemic. When employees perceive that the firm really cares about them and values their contribution during these challenging days, they display lower anxiety and higher career commitment. Management should also retain employees who are high on career commitment because such employees possess a sense of calling and are unlikely to quit. These implications may not be considered new. However, management would need such employees concerning the firm’s performance recovery after COVID-19.

Originality/value

Workers in the service industries suffer from financial and generalized anxieties and display reduced career commitment during COVID-19. However, little is known about the antecedents and outcomes of financial anxiety among hospitality and tourism workers. More importantly, no empirical piece has tested these anxiety variables as the mediators linking POS to career commitment in the pertinent literature so far.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 4
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 24 May 2023

Shalini Srivastava, Muskan Khan, Arpana Kumari and Ajay Kumar Jain

Based on the stimulus-organism-response (SOR) model and Transactional Model of Stress and Coping, the current study aims to investigate the direct effects of workplace bullying…

Abstract

Purpose

Based on the stimulus-organism-response (SOR) model and Transactional Model of Stress and Coping, the current study aims to investigate the direct effects of workplace bullying (WPB) on internal whistleblowing (IW) and workplace withdrawal (WW), as well as the indirect effects, including the mediating role of moral injury (MI) and moderating role of inclusive leadership (IL) in the hospitality sector.

Design/methodology/approach

Three-waves approach was used to collect data from 266 hotel employees in India. AMOS 21 and Macro-PROCESS were used to analyse the hypothesised relationships.

Findings

WPB has a direct effect on IW and workplace withdrawal. MI mediated the relationship between WPB and IW and WPB and WW. Further, IL moderated the relationship between WPB and MI.

Practical implications

The results of the current study have significant policy-related, academic and practical implications. Executives must be aware of WPB incidents and take prompt action to completely stop them.

Originality/value

The study contributes to the literature by analysing the role of MI as a mediator for the relationship between WPB and WPB's coping strategies like IW and workplace withdrawal. This study also answers repeated calls for more research on MI and MI's consequences.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 11 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 4 January 2024

Vítor Costa, Samuel Monteiro, Ana Isabel Cunha, Henrique Pereira and Graça Esgalhado

The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress…

Abstract

Purpose

The purpose of this study is to systematically review the recent empirical literature on job stress and burnout among prison staff with a focus on predictors, outcomes of stress and burnout and the mediating role that stress and burnout can play between its predictors and outcomes.

Design/methodology/approach

The authors followed systematic literature review (SLR) protocols for the social sciences, and searches were done on two large research databases: SCOPUS and Web of Science. Articles included in the study were from January 2015 to March 2020. After the screening and eligibility processes, 48 articles met the inclusion/exclusion criteria, and 33 articles were included in the full-text qualitative analysis.

Findings

Characteristics of the samples, main authors and journals and measures used to assess stress and burnout are presented, showing that most research was done in the USA, with cross-sectional studies using similar measures of stress and burnout. Results from the qualitative analysis were organised around the main research questions. Most studies explored the antecedents of stress and burnout in the context of the job demands – resources model. Common predictors that consistently increase stress and burnout among different samples include perceived dangerousness of the job and work–family conflict. Participation in decision-making and social support consistently decrease job stress.

Originality/value

This paper presents a SLR on stress and burnout among prison officers in a pre-COVID-19 pandemic era, providing an important picture of the published scientific research on the topic as well as implications for theory and practice.

Details

Journal of Criminal Psychology, vol. 14 no. 2
Type: Research Article
ISSN: 2009-3829

Keywords

Article
Publication date: 10 July 2023

Farhina Hameed, Ghazala Ambreen and Younus Awan

Bullying is an uncontrolled incident in today's global workplace and widely recognized as a major issue that has to be explained, addressed and resolved, both from a research and…

Abstract

Purpose

Bullying is an uncontrolled incident in today's global workplace and widely recognized as a major issue that has to be explained, addressed and resolved, both from a research and management aspect. However, it has a devastating impact on teacher performance thus a need to study its impact is crucial and integral. The study's purpose is to look into the impact of workplace bullying (WB) on work engagement (WE), as well as the influence of emotional exhaustion (EE) and psychological distress (PD) as mediators. Further, the study analyzed the role of emotional intelligence (EI) as a moderator for teacher's psychological distress and work engagement.

Design/methodology/approach

A quantitative approach was employed using 63 items and a 7-point Likert scale questionnaire administered to 366 teachers working in schools located in Islamabad. Data has been collected with the time lag method. Confirmatory Factor Analysis is employed to estimate factors whereas Structural Equation Modeling is executed to test hypotheses by using AMOS-23.

Findings

Results suggest that workplace bullying is significantly related to work engagement and this relationship is partially mediated by emotional exhaustion and psychological distress. Further, it confirmed the role of emotional intelligence as a moderator between psychological distress and work engagement.

Research limitations/implications

First of all, single-source data has been used (responses collected from teachers) which may raise issues regarding CMB thus, future studies might collect data at different levels for better generalizability. Secondly, the study is based on a convenience sampling technique thus the hypothesized model may not be generalized to the entire population. Thirdly, the study found four variables in total to measure the effect on work engagement, therefore, individual characteristics or personality traits can better capture the notion.

Practical implications

The finding of the study would be helpful for the educational sector as they are playing an integral part in our society and such dilemmas need to be addressed with possible solutions.

Originality/value

This is one of the few studies which measure the mediator and moderator both consecutively in measuring workplace bullying and work engagement in the educational sector of Pakistan.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 24 October 2023

Kangcheol Lee and Taeshik Gong

Drawing on the conservation of resources theory, this study aims to identify the mediating effects of depersonalization and resilience on the relationship between customer…

Abstract

Purpose

Drawing on the conservation of resources theory, this study aims to identify the mediating effects of depersonalization and resilience on the relationship between customer incivility and organizational citizenship behavior (OCB). It further posits that these indirect effects vary depending on the caring climate and achievement orientation.

Design/methodology/approach

A field survey among 622 service employees (Study 1) and a three-wave field survey of 315 service employees and their managers (Study 2) from various service organizations were conducted.

Findings

This study confirms that depersonalization operates as a negative mediator in the relationship between customer incivility and OCB. Simultaneously, resilience emerges as a positive mediator, underscoring the contrasting pathways through which customer incivility affects OCB. Furthermore, a caring climate plays a pivotal role in mitigating the detrimental impact of depersonalization on OCB and weakening the positive impact of resilience on OCB. Additionally, this study identifies achievement orientation as a significant moderator between customer incivility and resilience.

Originality/value

This study advances theoretical foundations by investigating depersonalization and resilience as critical mediators in the intricate relationship between customer incivility and OCB. It goes beyond the conventional understanding of customer incivility’s impact by shedding light on the dual roles of a caring climate, demonstrating its potential to alleviate both positive and negative consequences of customer incivility. Moreover, its identification of achievement orientation as a moderator adds a novel dimension to the discourse, emphasizing the need for tailored strategies to harness employee resilience in the face of customer incivility.

Details

Journal of Services Marketing, vol. 38 no. 3
Type: Research Article
ISSN: 0887-6045

Keywords

Article
Publication date: 31 May 2023

Muhammad Imran Malik, Shabir Hyder, Saddam Hussain, Niaz Muhammad, Muhammad Sabir and Farida Saleem

The aim of the study is to test the integrated model involving work stress, office clutter and employee performance with the moderating roles of training and self-discipline (SD…

Abstract

Purpose

The aim of the study is to test the integrated model involving work stress, office clutter and employee performance with the moderating roles of training and self-discipline (SD) after the re-opening of the banks after the COVID-19 wave.

Design/methodology/approach

The study used 333 respondents from banking industry, whose responses were recorded using a closed ended questionnaire. The authors used partial least square path anaysis to analyze the data.

Findings

Work stress significantly increases office clutter, which harms the employees’ performance. Moreover, SD and training significantly improve employees’ performance by reducing work stress and thereby office clutter. There are various mechanisms through which both these factors reduced stress and office clutter.

Practical implications

The employee’s performance can be enhanced with lower levels of office clutter. The office clutter can be managed through having lower levels of stress and providing people with training and inculcating SD among them. A greater understanding of the factors that count toward office clutter might help bank managers and employees to address the issues related to their performance.

Originality/value

The authors have proposed a new framework involving conservation of resources theory for the employees’ performance. They posit employees’ performance is an organizational resource, which can be conserved as well as enriched both by employers and employees through their own contribution.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 11 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

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