Self-Control as the Fuel for Effective Self-Regulation at Work: Antecedents, Consequences, and Boundary Conditions of Employee Self-Control

Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate

Purpose

Negotiation is important for career success. Therefore, this study draws from social expectancy and self-regulation theories to develop a model proposing that social class background (SCB) influences the ease with which achievement striving translates into propensity to negotiate. Specifically, the authors examine how SCB moderates the relationship between achievement striving and negotiation propensity via a key mediator—status-based identity uncertainty—reflective of one's (un)certainty about their societal standing.

Design/methodology/approach

The authors collected data across three surveys over a four-week period from 460 participants. The authors assessed negotiation propensity by asking participants to rank-order behavioral reactions, representative of different degrees of negotiation engagement, in response to three scenarios.

Findings

The positive effects of achievement striving on negotiation propensity are attenuated for individuals with lower SCBs, in part, because achievement-oriented individuals with lower SCBs experience a heightened sense of status-based identity uncertainty. Although achievement striving is an asset for initiating negotiations, it appears to disproportionately benefit those with higher SCBs.

Originality/value

Individuals higher in achievement striving and with lower SCBs may approach the negotiation process differently than those with higher SCBs. This dynamic serves as another mechanism through which cumulative (dis)advantage processes in career success may occur over time.

Losing the benefits of work passion? The implications of low ego-resilience for passionate workers

Purpose

This research assessed the interactive effects of employee passion and ego-resilience (ER) on relevant work outcomes, including job satisfaction, citizenship behavior, job tension, and emotional exhaustion. The authors hypothesize that higher work passion is associated with less positive work outcomes when employees are low in ER.

Design/methodology/approach

The authors collected data from three unique samples (N's = 175, 141, 164) to evaluate the moderating effect across outcomes. The authors conducted analyses with and without demographic controls and affectivity (e.g. negative and positive). The authors used a time-separated data collection approach in Sample 3. The authors also empirically assess the potential for non-linear passion and ER main effect relationships to emerge.

Findings

Findings across samples confirm that high passion employees with elevated levels of ER report positive attitudinal, behavioral, and well-being outcomes. Conversely, high passion employees do not experience comparable effects when reporting low levels of ER. Results were broadly consistent when considering demographics and affectivity.

Research limitations/implications

Despite the single-source nature of the three data collections, The authors took steps to minimize common method bias concerns (e.g. time separation and including affectivity). Future research will benefit from multiple data sources collected longitudinally and examining a more comprehensive range of occupational contexts.

Practical implications

Passion is something that organizations want in all employees. However, the authors' results show that passion may not be enough to lead to favorable outcomes without considering factors that support its efficacy. Also, results show that moderate levels of passion may offer little benefit compared to low levels and may be detrimental.

Originality/value

As a focal research topic, work passion research is still in early development. Studies exploring factors that support or derail expected favorable effects of work passion are needed to establish a foundation for subsequent analyses. Moreover, the authors comment on the assumed “more is better” phenomenon. The authors argue for reconsidering the linear approach to predicting behavior in science and practice.

The Interplay of Servant Leader and Interpersonal Trust in Predicting Employee-Based Brand Equity: Moderating Role of Ethical Work Climate

Although servant leadership may be equipped to provide a leadership model that addresses the issues of the modern workforce, little literature is available regarding the relationship between servant leadership and employee brand-based equity. This study contends to address this gap for which data have been collected from the service industry under a cross-sectional research design by distributing 410 questionnaires among the participants, out of which 337 were received back. After discarding the partially filled and incomplete responses, the useable responses were 314. Data were analyzed via the Smart PLS approach by applying the structural equation modeling technique. Results indicate that servant leadership directly increased the employee-based brand equity by the mediating role of interpersonal trust. However, this study has not established the moderating role of an ethical work climate.

Correlation of Job stress and self-control through various dimensions in Beijing Hospital staff

BACKGROUND

Mental, emotional and physical exhaustion has been increasing in humans due to work related stress. Many studies have been conducted on various variables contributing to and counteracting job stress. In our study, we aimed to examine the effect of different demographic and personal variables on job stress and its correlation with self-control in a hospital setting.

METHOD

Our cross-sectional study involved 220 healthy staff members from Beijing hospital. Job stress and self-control were measured via the Chinese versions of the House and Rizzo Work Scale and the Self-Control Scale, respectively.

RESULT

Participants with male gender and those with leading positions of authority reported higher job stress and poorer self-control (P < 0.01). Smokers also showed poorer self-control (P < 0.05, Bonferroni corrected P > 0.05). Poor physical and mental health conditions were observed to be significantly related to poor self-control (Bonferroni corrected P < 0.01) and higher job stress (Bonferroni corrected P < 0.05). Moreover, negative correlation was found between job stress and self-control and its dimensions (P < 0.001). Furthermore, job stress group and leadership position could interact to influence self-control, healthy habit, and resistance to temptation.

CONCLUSION

We concluded that gender difference, leadership position, physical and mental health conditions all can affect work stress and an individual's self-control. Moreover, self-control dimensions like impulse control and attention to work correlated to job stress. Furthermore, the interaction between job stress and leadership could affect self-control and its dimensions. Future studies can be focused on using these variables to cope up with the ever increasing work related stress in the modern world.

Why Victimized Employees Become Less Engaged at Work: An Integrated Model for Testing the Mediating Role of Sleep Quality

Recent studies have shown that workplace victimization is negatively related to work engagement. The explanations for the underlying mechanisms, however, are still in a nascent stage. Drawing on the limited resource theory of self-regulation and research on workplace aggression and sleep, we develop and test an integrated model, which explains that victimized employees may have impaired sleep quality and thus have less energy and be less likely to be engaged in their work. The results of logistic regression and structural equation modeling analyses of large-scale survey data collected from 90,272 employees across the years 2010, 2011, 2014, and 2017, indicate that workplace victimization is negatively related to sleep quality and subsequent workplace engagement, even controlling for alternative explanations-job insecurity and basic psychological needs for competence, autonomy, and relatedness. Our findings advance our knowledge on the detrimental consequences of workplace victimization and suggest that, while unmet basic psychological needs matter, impaired sleep quality is one reason why victimized employees find it difficult to engage at work.

How Do Instant Messages Reduce Psychological Withdrawal Behaviors?-Mediation of Engagement and Moderation of Self-Control

Enabling people to send and receive short text-based messages in real-time, instant messaging (IM) is a communication technology that allows instantaneous information exchanges. The development of technology makes IM communication widely adopted in the workplace, which brings a series of changes for modern contemporary working life. Based on the conservation of resource theory (COR), this paper explores the mechanism of workplace IM communication on employees’ psychological withdrawal, and investigates the mediating role of work engagement in the relationship and the moderating role of self-control. Using the experience sampling method (ESM), a 10-consecutive workdays daily study was conducted among 66 employees. By data analysis of 632 observations using SPSS and HLM, results found that: (1) IM demands had a positive relation with emotion and cognitive engagement. (2) Emotion and cognitive engagement were negatively correlated with psychological withdrawal. (3) Emotion and cognitive engagement mediated the relations of IM demands and psychological withdrawal. (4) Self-control moderated the relationship between emotional engagement and psychological withdrawal.

Decent work and work–family enrichment: role of meaning at work and work engagement

Purpose

The purpose of the current study is to examine decent work (DW) as a critical antecedent of work–family enrichment (WFE). Further, it also focuses on understanding the underlying mechanisms that facilitate the linkage of employees' perceptions of DW and WFE by investigating about the mediating role of knowledge workers' experience of meaning at work and their work engagement levels.

Design/methodology/approach

This study adopts a quantitative cross-sectional research design using survey administration among faculty members employed in public and private universities of North India.

Findings

Results depicted that in addition to direct relationship between DW and WFE, both meaning at work and work engagement partially mediate the relationship between access to DW and WFE indirectly. These findings showed that the provision of access to DW by organizations will help facilitate WFE via employees' experience of meaning at work and their levels of engagement with their work.

Practical implications

The study findings would be useful for organizational practitioners and policymakers to design sustainable human resource development (HRD) policies and practices for enriching the WFE of employees as well as in driving talent retention and engagement.

Originality/value

It is one of the few studies that captures perceptions of employees about access to DW policies and practices and its role in enhancing WFE in the South Asian context. Further, it also advances our knowledge on antecedents and consequences of WFE.