Supervisor-subordinate guanxi and emotional exhaustion: The moderating effect of supervisor job autonomy and workload levels in organizations

The relationship between performance feedback from supervisors and subordinates' work engagement among employees in elderly care facilities: structural equation modeling

Despite the increasing need for nursing care services, the turnover rate of care workers is high in Japan. Since the most common reason for quitting nursing care jobs was problems with interpersonal relationships at work, creating psychosocially safe working environments is urgent. This study aimed to investigate the mediating effects of trust in supervisors (TS) on the association between positive feedback (PF)/negative feedback (NF) and work engagement (WE) based on the job demands-resources theory and conservation of resources theory. We conducted anonymous cross-sectional surveys of 469 employees at elderly care facilities in Japan. Structural equation modeling was used to investigate the causal relationships between the variables. The results showed that PF had significant positive effects on WE, directly and indirectly through TS. By contrast, NF had a nonsignificant positive effect on TS or WE. Tucker-Lewis Index [TLI] was 0.917, Comparative Fit Index [CFI] was 0.927, Root Mean Squared Error of Approximation [RMSEA] was 0.096, and Standardized Root Mean squared Residual [SRMR] was 0.042. The study results indicate that sufficient PF is needed to improve subordinates' WE through TS in elderly care facilities.

Examining Toxic Leadership Nexus With Employee Cyberloafing Behavior via Mediating Role of Emotional Exhaustion

From the perspective of social exchange and the conservation of resources theories, the current study investigated the effect of toxic leadership on employee cyberloafing behaviour via the mediating role of emotional exhaustion and the moderating role of organisational commitment. SPSS models 1:moderation, 4: mediation, and 14: moderation mediation of PROCESS Hayes were used to evaluate the data from 357 employees of the Chinese corporate sector. The results show a positive relation between toxic leadership and cyberloafing, and emotional exhaustion mediates this relationship. Further, organisation commitment moderates the indirect, interactive effect of toxic leadership and emotional exhaustion on cyberloafing. The model was tested using 3-wave data; however, since the data were attained from a single source, the problem of common method bias cannot be ruled out. To avoid or lessen instances of cyberloafing behaviour and encourage good working attitudes, organisations must also take action and develop regulations governing internet use in the workplace.

How Does IT Influence Chinese IS/IT Users' Job Burnout?

Organizational utilization of information systems and information technology continues to grow in the 21st century, and job stress has become a worldwide problem; but the emotional expression of people differ in diverse cultural societies, and employees need to use IS/IT (IS/IT users) to do their work. Work exhaustion will also increase with the time. Mainland China (the PRC) and Taiwan share the same language and inherit Chinese culture; thus, this study based on job a burnout model and Chinese Guanxi perspective adopts a qualitative research method to collect IS/IT users' data from these two areas. This study has explored (1) permeability as a critical factor of the technology characteristics, (2) that technology characteristics and Chinese Guanxi will influence each other, and (3) that Chinese Guanxi will influence emotional job demands, social support, and personal accomplishment of Chinese IS/IT users. Finally, it has a contribution to both the academics and practice of the job burnout issue.

The Chain Mediating Effect of Network Behavior and Decision Self-Efficacy between Work Skills and Perceived Employability Based on Social Cognitive Theory

The purpose of this study is to investigate the chain mediating effects of networking behaviors and decision self-efficacy between work skills development and perceived employability. Structural equations modeling is used to analyze data collected from 813 Chinese students. The results show the following: first, the work skills development is positively correlated with perceived employability. Second, network behavior and decision self-efficacy each have a mediating effect between work skills development and perceived employability. Finally, this study found a chain mediating effect of network behavior and decision self-efficacy between work skills development and perceived employability. Therefore, this research shows that Work-Integrated Learning (WIL) needs to focus not only on skills development and employability outcomes but also on developing a strong network-based platform for stakeholders. In addition, higher education institutions and workplaces should also provide career guidance and counseling centers to help students build confidence in career decision-making and ensure students' mental health care and healthy career development.

Is Guanxi critical to the job burnout of ITP and IS/IT users in Chinese society?

Purpose

The speedy development of information technology (IT) is indeed a significant issue to support the enterprises to spread their products and services to their customers. Although the adoption of IT in the enterprises can help employees' work, it will increase their work exhaustion and job burnout too.

Design/methodology/approach

The survey data of this study was collected from Chinese IT personnel (ITP): 543 and Chinese information systems (IS)/IT users: 525, totaling 1,068 respondents.

Findings

The result shows that the influences of the organizational factors and guanxi on the work exhaustion are different between Chinese ITP and IS/IT users in the research model. Also the implications of the study are discussed and made some contribution to the research and management practice.

Originality/value

By comparison between the Chinese ITP and IS/IT users, this study shows that guanxi can be antecedent factor to some organizational factors, and the organizational factors guanxi have had a different effect on the work exhaustion of Chinese ITP and IS/IT users. Given that the critical successes to the organizations, management should focus on what direction to reduce Chinese ITP and IS/IT users work exhaustion.

The flexibility of salespeople and management teams: How they interact and influence performance during the COVID-19 pandemic

This research examines the effect of salespeople's functional flexibility on sales performance during the COVID-19 pandemic. Grounded in the contingency approach to management and the person-environment fit theory, we analyze whether the flexibility of the management team with which salespeople work moderates the effect of their functional flexibility on sales performance. The study collected data from a sample of 227 salespeople in 120 sales organizations in Bangkok, Thailand. Partial least squares structural equation modeling was used in data analysis. Although the results from the model estimation support the significant positive association between salespeople's functional flexibility and sales performance, the moderating effect analysis clarifies that the positive association is present only among salespeople who work with a management team that is highly flexible. When salespeople work with a management team with low flexibility, their functional flexibility is not related positively to sales performance.

Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

Purpose

Based on social information processing (SIP) model and conservation of resources (COR) theory, this paper is to examine the mediating and moderating roles of psychological safety (PS) in the relationship between work-related leader-member exchange (LMX)/non-work-related supervisor-subordinate guanxi (SSG) and employee affective commitment (AC).

Participants and Methods

Cross-sectional data came from 213 enterprise employees in China. The participants completed the LMX scale, SSG scale, PS scale, and AC scale. SPSS PROCESS macro and RWA-Web were used to test the research hypothesis.

Results

Both LMX and SSG were positively related to employee AC. LMX was more strongly associated with AC than SSG. PS partially mediated the influence of LMX/SSG on AC. PS negatively moderated the influence of LMX on AC, whereas it did not moderate the influence of SSG on AC.

Conclusion

Different types of supervisor-subordinate relationships (SSR) were both beneficial to employee AC, and work-related LMX was more closely related to employee AC. Different types of SSR could both affect employee AC through PS. In addition, high PS also reduced the relationship between LMX and employee AC. Therefore, in the context of Chinese culture, enhancing employees’ AC within an enterprise can not only pay attention to the work-related LMX and non-work-related SSG but also the appropriate cultivation of employees’ PS.

Effects of Psychological Capital and Person-Job Fit on Hospitality Employees' Work-Family Conflict, Family-Work Conflict and Job Performance: The Moderating Role of Marital Status

Drawing on the conservation of resources (COR) theory and congruence theory, this study aims to investigate the influence of psychological capital (PsyCap) and person-job fit (PJ fit) on work-family conflict (WFC), family-work conflict (FWC) and job performance (JP), especially the moderating effect of marital status on hypothesized relationships between two directions of conflicts in the work-family interface and JP. Utilizing a two-stage design, this study surveyed 312 flight attendants employed by two international airline companies in Malaysia and used the structural equation modeling technique to test the hypothesized relationships. Findings showed that PsyCap could significantly alleviate two directions of WFC simultaneously and promote employees' JP. PJ fit was also identified to be an effective mitigator of WFC and FWC; however, a significant association between PJ fit and JP has not been found in this study. The findings further suggested that both WFC and FWC could mediate the association between PsyCap and JP. In addition, the fact that marital status resulted in disparity in the formation of JP was also evidenced. Airline companies should pay more attention to the positive impact of individual psychological determinants, such as PsyCap and PJ fit, which can effectively alleviate various issues in the work-family interface, thereby improving employees' JP.

A CSR Perspective to Drive Employee Creativity in the Hospitality Sector: A Moderated Mediation Mechanism of Inclusive Leadership and Polychronicity

The hospitality sector, especially the hotel business, is at a crossroads. Dynamic business environments, rivalries, and isomorphisms in service operations are significant challenges for hotel enterprises. Fostering employee creativity is undoubtedly something that can well position a hotel in the face of competition. Research shows that corporate social responsibility (CSR) perceptions of employees for an enterprise can motivate them to be engaged in creativity. At the same time, it has also been mentioned that corporate leaders could significantly influence the behavior of employees. Nevertheless, employee creativity in a CSR framework has not been well-explored in a hospitality context. Moreover, the role of leadership, especially inclusive leadership styles, has been less discussed to spur employee creativity from a CSR perspective. To bridge the above knowledge gaps, this study investigates the relationship between CSR and employee creativity with the mediating effect of inclusive leadership in the hotel industry of a developing economy. Moreover, the conditional indirect effect of employee polychronicity was also tested in the proposed mediated relationship. For data collection, an adapted questionnaire was taken into consideration by employing a paper–pencil method (n = 427). A hypothetical model was refined and validated through structural equation modeling (SEM). The results confirmed that CSR can drive employee creativity significantly, and inclusive leadership partially mediates this relationship. It was also realized that polychronicity has a significant conditional indirect effect on the above-mediated relationship. These outcomes contribute to improvements in the hotel management, as well-designed CSR activities both improve the hotel’s image as an ethical enterprise and increase creativity among employees.

The Relationship Between Supervisor Bottom-Line Mentality and Subordinate Work Performance: Linear or Curvilinear Effects?

Purpose

Combine the transactional model of stress and coping with the challenge and hindrance stressor framework. This study examined whether there is a linear or curvilinear relationship between supervisor bottom-line mentality (BLM), which emphasizes the pursuit of bottom-line results above all else, and the work performance of subordinates.

Materials and Methods

A total of 284 two-wave dual-source survey data have been collected from an insurance company in China. Analysis was conducted in two steps. First, confirmatory factor analysis (CFA) was used to test the validity of scales. Second, hierarchical regression analysis was conducted to examine the hypotheses.

Results

Results show that there has an inverted U-shaped (curvilinear) relationship between supervisor BLM and subordinate work performance. As the level of supervisor BLM increases from low to moderate, subordinate work performance increases; as the level of supervisor BLM increases from moderate to high, subordinate work performance decreases. Moreover, this study finds that the inverted U-shaped relationship between supervisor BLM and subordinates’ work performance was stronger when subordinates have higher power distance orientation.

Conclusion

Unlike previous studies which found a linear relationship between supervisor BLM and subordinate work performance, this study provided the first empirical examination of our hypothetical inverted U-shaped relationship of supervisor BLM impact on subordinate work performance. In addition, this study found that the relationship was stronger when subordinates had a higher power distance orientation.

The effect of cultural intelligence of top management on pro-diversity work climate and work attitudes of Myanmar migrant workers in Thailand

Purpose

This research examines the effect of cultural intelligence (CQ) of top management on pro-diversity climates and perceived discrimination of the Myanmar migrant workers in Thailand. This research also analyzes the effect of perceived discrimination on job satisfaction and turnover intention of the Myanmar migrant workers.

Design/methodology/approach

The data were collected from 650 Myanmar migrant workers who are employed at two factories in Thailand. Partial least squares structural equation modeling (PLS-SEM) was used as the data analysis method.

Findings

The results significantly support the positive effect of perceived management CQ on pro-diversity climates. Pro-diversity climates are also negatively and significantly associated with perceived discrimination. Moreover, the effect of perceived management CQ on perceived discrimination is fully mediated by pro-diversity climate.

Originality/value

This research clarifies that simply ensuring top management possess CQ may not be a sufficient condition for the company to successfully tackle discrimination in the workplace. Rather, it is crucial for the top management to create an organizational climate that is supportive of the racial diversity of foreign migrant employees.

Benefits of workplace spirituality on real estate agents’ work outcomes: the mediating role of person-Job fit

Purpose

This study aims to apply the person-environment fit theory to examine the effect of workplace spirituality on real estate agents’ person-job (P-J) fit. Moreover, P-J was proposed as a mediator to explain the effect of workplace spirituality on customer-oriented organizational citizenship behavior (CO-OCB) and job performance that real estate agents demonstrate.

Design/methodology/approach

A sample of 398 agents was obtained from 60 brokerage firms in Bangkok, Thailand. The data were collected through an online questionnaire survey. Data analysis was performed using partial least squares structural equation modeling.

Findings

The analysis supported the positive association between workplace spirituality and P-J fit. In addition, the mediating effect analysis showed that P-J fit mediated the association between workplace spirituality and CO-OCB in part, but mediated the association between workplace spirituality and job performance fully.

Originality/value

The findings overall clarify the theoretical mechanism by which workplace spirituality motivates real estate agents to demonstrate positive work behavior and enhanced performance.

How Supervisor-Subordinate Guanxi Influence Employee Innovative Behavior: A Moderated Mediation Model

Purpose

In the practice of inspiring employees’ innovative behavior (IB), managers often pay attention to the role of policies, capitals, incentive measures, equipment and other factors, while ignoring the role of the relationship between leaders and employees. Based on social exchange theory and conservation of resources theory, this paper is to examine the mediating role of job satisfaction (JS) and organizational commitment (OC) in the relationship between supervisor–subordinate guanxi (SSG) and employee IB, and the moderating role of psychological safety (PS) in the series mediation model between SSG and employee IB.

Patients and Methods

Cross-sectional data came from 207 employees of Chinese scientific and technological enterprises. The participants completed the SSG scale, JS scale, OC scale, IB scale, and PS scale. SPSS PROCESS macro was used to test the research hypothesis.

Results

SSG was positively associated with employee IB. SSG can not only influence IB through JS or OC (SSG→JS→IB; SSG→OC→IB) but also influence IB through JS and OC (SSG→JS→OC→IB). PS moderated the joint mediating effects between SSG and IB (SSG→JS→OC→IB).

Conclusion

To stimulate employees’ IB within an enterprise can pay attention to the relationship between leaders and employees, improve employee JS, and strengthen employee OC. The lower the PS, the stronger the joint mediation effects between SSG and employee IB. Therefore, leaders should also pay attention to employees with high PS to avoid the counterproductive effect of cultivating SSG.