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Yang J, Han J, Huang S, Huang H. To Leave or to Stay? Research on the Double-Edged Sword Effect of Illegitimate Tasks on Employee Turnover Intention. Psychol Rep 2024:332941241293664. [PMID: 39414580 DOI: 10.1177/00332941241293664] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2024]
Abstract
Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees' turnover intention by triggering challenge stressor appraisal and enhance employees' turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees' turnover intention. Practical implications: To mitigate employees' turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees' subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.
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Affiliation(s)
- Jia Yang
- School of Social and Public Administration, Lingnan Normal University, Zhanjiang, Guangdong, China
| | - Jin Han
- Guangdong Coastal Economic Belt Development Research Center, China-ASEAN Education and Culture Development Research Center, Lingnan Normal University, Zhanjiang, China
| | - Shilin Huang
- School of Social and Public Administration, Lingnan Normal University, Zhanjiang, Guangdong, China
| | - Haishen Huang
- School of Business Administration, South China University of Technology, Guangzhou, China
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2
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Abou Hashish EA, Alsayed S, Alnajjar HA, Bakar SAA. The relationship between organizational justice and bullying behaviors among nurses: the role of nurse managers' caring behaviors. BMC Nurs 2024; 23:503. [PMID: 39044188 PMCID: PMC11265478 DOI: 10.1186/s12912-024-02134-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/04/2024] [Accepted: 06/28/2024] [Indexed: 07/25/2024] Open
Abstract
BACKGROUND Organizational justice is pivotal in fostering a fair and supportive workplace culture, which strengthens the connections between managers and nurses, among nurses themselves, and ultimately, between nurses and their patients. Assessing the perceived levels of organizational justice and managerial behaviors can identify key areas for improving nurses' commitment and loyalty, while simultaneously reducing incidents of workplace bullying. PURPOSE This study aims to investigate how bedside nurses perceive organizational justice, nurse managers' caring behaviors, and their exposure to workplace bullying. Additionally, it seeks to explore the relationship between organizational justice, nurse managers' caring behaviors, and nurses' perceived exposure to workplace bullying. METHODS A descriptive-correlational study was conducted in the inpatient care unit of a Saudi hospital. A convenience sample of 256 nurses participated, completing the Organizational Justice Questionnaire (OJQ), the Caring Factor Survey: Caring of the Manager (CFS-CM), and the Negative Acts Questionnaire-Revised (NAQ-R). The collected data were analyzed using descriptive statistics and regression analysis. RESULTS Descriptive statistics revealed moderate levels of perceived organizational justice and managerial caring behaviors among nurses, alongside low reported exposure to workplace bullying. Significant correlations were found among the studied variables, indicating that higher perceived organizational justice was associated with higher managerial caring and lower workplace bullying (p < 0.05). Mediation analysis demonstrated a significant indirect effect of organizational justice on workplace bullying through the mediating role of nurse managers' caring behaviors (a×b = -0.0652, p < 0.001). Furthermore, the direct effect of organizational justice on workplace bullying remained significant even when accounting for the mediator (c = -0.5509, p < 0.001). CONCLUSION This study highlights the vital role of organizational justice and managerial caring in cultivating a positive work environment and mitigating workplace bullying. Implementing clear policies and procedures while promoting fairness and equality in resource allocation, decision-making processes, and interactions are essential strategies for fostering positive attitudes and work behaviors among nurses.
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Affiliation(s)
- Ebtsam Aly Abou Hashish
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia.
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia.
- Faculty of Nursing, Alexandria University, Alexandria, Egypt.
| | - Sharifa Alsayed
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
| | - Hend Abdu Alnajjar
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
| | - Siti Awa Abu Bakar
- College of Nursing - Jeddah, King Saud Bin Abdul-Aziz University for Health Sciences, King Abdulaziz Medical City, National Guard Health Affairs, Mail Code 6565, P.O.Box.9515, Jeddah, 21423, Saudi Arabia
- King Abdullah International Medical Research Center, Jeddah, Saudi Arabia
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Stengård J, Leineweber C, Berthelsen H. Illegitimate work tasks: an investigation of psychometric properties of the Swedish version of the BITS instrument and its suitability in human versus 'non-human' service occupations. BMC Public Health 2024; 24:1935. [PMID: 39026291 PMCID: PMC11264809 DOI: 10.1186/s12889-024-19393-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/18/2023] [Accepted: 07/06/2024] [Indexed: 07/20/2024] Open
Abstract
BACKGROUND Illegitimate tasks, i.e. working tasks that are perceived as unnecessary or unreasonable, are commonly measured by the Bern Illegitimate Tasks Scale (BITS). Despite a growing research attention paid to illegitimate tasks, the Swedish version of BITS needs yet to be properly evaluated. Moreover, previous multiorganizational studies in this field have taken for granted, without really testing it, that the instrument functions invariantly in different contexts; a prerequisite for meaningful comparisons. METHODS Two occupational groups that differs hugely-966 human services workers (teachers and registered nurses) and 750 non-'human service' workers (construction and IT-workers) were targeted utilizing questionnaires data collected 2018 within the Swedish Longitudinal Occupational Survey of Health (SLOSH) study. Psychometric properties, i.e., reliability, dimensionality, and measurement invariance between the occupations were examined using confirmatory factor analyses and structural equation models. Also, the associations between the two dimensions of illegitimate tasks and job satisfaction and emotional exhaustion, respectively, were tested. RESULTS Good reliability was supported and two- versus one-dimensionality showed better psychometric properties. Partial scalar measurement invariance was satisfactory supported with only 25% relaxed constraints of equal intercepts between groups. Examining the two subdimensions revealed different associations with emotional exhaustion, where the associations was more substantial for unreasonable tasks. Nevertheless, the findings point to potential improvements for future investigation. CONCLUSIONS This study shows that the Swedish version of BITS is working satisfactory and allows for meaningful comparisons of occupational groups. Furthermore, construct validity of the two dimensions was corroborated.
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Affiliation(s)
- Johanna Stengård
- Stress Research Institute, Department of Psychology, Stockholm University, Stockholm, SE-106 91, Sweden.
| | - Constanze Leineweber
- Stress Research Institute, Department of Psychology, Stockholm University, Stockholm, SE-106 91, Sweden
| | - Hanne Berthelsen
- Center for Work Life and Evaluation Studies (CTA), Faculty of Odontology, Malmö University, Malmö, SE-205 06, Sweden
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Ma Q, Xie Y. The Effects of Illegitimate Tasks on Task Crafting and Cyberloafing: The Role of Stress Mindset and Stress Appraisal. Behav Sci (Basel) 2024; 14:600. [PMID: 39062423 PMCID: PMC11274157 DOI: 10.3390/bs14070600] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/22/2024] [Revised: 07/09/2024] [Accepted: 07/11/2024] [Indexed: 07/28/2024] Open
Abstract
Previous studies have mainly focused on the detrimental effects of illegitimate tasks as ubiquitous workplace stressors while ignoring the appraisal measures for such tasks. The term "illegitimate" is used by employees to describe the alignment of a task with their job role rather than the inherent qualities of the task itself. Thus, drawing on the transactional theory of stress, this study examines the moderating effect of the stress mindset on the relationship between illegitimate tasks and the appraisal of such tasks. On this basis, this study further explores when cognitive appraisal mediates the effects of illegitimate tasks on coping behaviors (task crafting and cyberloafing). Data were collected from 285 employees from an energy company in Shandong, China, by using a time-lagged research design. The findings indicate that employees react differently to illegitimate tasks depending on their stress mindset. Specifically, for employees with a stress-is-enhancing mindset, illegitimate tasks induce their challenge appraisal, which leads to task crafting. In addition, illegitimate tasks induce hindrance appraisal in employees with a stress-is-debilitating mindset, which leads to cyberloafing. In practice, this research study suggests that when illegitimate tasks cannot be eliminated, organizations should consider employees' stress mindset when assigning such tasks.
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Affiliation(s)
- Qian Ma
- School of Labor and Human Resources, Renmin University of China, Beijing 100872, China
| | - Yuxuan Xie
- School of Economics and Management, Tsinghua University, Beijing 100084, China;
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5
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He X, Zheng Y, Wei Y. The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives. Psychol Res Behav Manag 2024; 17:485-500. [PMID: 38374935 PMCID: PMC10875319 DOI: 10.2147/prbm.s444960] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/19/2023] [Accepted: 02/06/2024] [Indexed: 02/21/2024] Open
Abstract
Purpose The purpose of our study is to explore how employees respond to illegitimate tasks and the impact it will have on employee creativity, as well as to explore the important boundary conditions for weakening the negative impact of illegitimate tasks and enhancing its positive impact. Methods We collected 271 pairs of employee-supervisor valid matching data through three rounds of surveys, and conducted statistical analysis and hypothesis testing using SPSS 26.0 and AMOS 24.0 statistical analysis tools. Results The results show that both job crafting and work withdrawal play a mediating role between illegitimate tasks and employee creativity, and the negative mediating role of work withdrawal is stronger than the positive mediating role of job crafting; supervisor developmental feedback not only positively moderates the relationship between illegitimate tasks and job crafting but also enhances the positive mediating role of job crafting; supervisor developmental feedback not only negatively moderates the link between illegitimate tasks and work withdrawal but also weakens the negative mediating role of work withdrawal. Conclusion Drawing on Conservation of Resources theory and Stress-as-Offense-to-Self theory, we reveal that employees will adopt job crafting and work withdrawal in response to illegitimate tasks from positive and negative coping perspectives and how it will positively and negatively affect employee creativity, respectively. Meanwhile, we find that supervisor developmental feedback is a boundary condition for reducing the negative impact of illegitimate tasks and promoting their positive impact. In addition, we provide implications for organizations to weigh the pros and cons of illegitimate tasks and improve employee creativity.
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Affiliation(s)
- Xinwen He
- School of Management, Minzu University of China, Beijing, People’s Republic of China
| | - Yunjian Zheng
- School of Management, Minzu University of China, Beijing, People’s Republic of China
| | - Ye Wei
- School of Economics and Management, Guangxi University of Science and Technology, Liuzhou, People’s Republic of China
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6
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Miao Q, He Y, Zhu X. The Impact of Illegitimate Tasks on Volunteer Participation: The Perspective of Psychological Capital. Psychol Rep 2024:332941241230614. [PMID: 38287202 DOI: 10.1177/00332941241230614] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/31/2024]
Abstract
How do illegitimate tasks in volunteering affect volunteer participation? Previous research has focused only on the unidimensional effects of illegitimate tasks on volunteer participation. This study used the Job Demands-Resources model to investigate the multidimensional effects of illegitimate tasks on volunteer participation and the potential mechanisms of the effects. Based on three waves of survey data from 1768 Chinese volunteers, we found that illegitimate tasks negatively affect volunteer attitudes and volunteer outcomes by reducing volunteers' psychological capital. This study develops a mediated model about the effects of illegitimate tasks on volunteer attitudes and outcomes. This study also makes related recommendations, such as asking volunteer organizations to offer stress-coping courses and encouraging volunteers to share their personal volunteering experiences.
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Affiliation(s)
- Qing Miao
- School of Public Affairs, Zhejiang University, Hangzhou, China
- Zhejiang Institute of Talent Development, Zhejiang University, Hangzhou, China
- Center of Social Welfare and Governance, Zhejiang University, Hangzhou, China
| | - Yuhang He
- School of Public Affairs, Zhejiang University, Hangzhou, China
- Zhejiang Institute of Talent Development, Zhejiang University, Hangzhou, China
- Center of Social Welfare and Governance, Zhejiang University, Hangzhou, China
| | - Xingkui Zhu
- School of Public Affairs, Zhejiang University, Hangzhou, China
- Zhejiang Institute of Talent Development, Zhejiang University, Hangzhou, China
- Center of Social Welfare and Governance, Zhejiang University, Hangzhou, China
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7
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Fan P, Zhang H, Yang S, Yu Z, Guo M. Do Illegitimate Tasks Lead to Work Withdrawal Behavior among Generation Z Employees in China? The Role of Perceived Insider Status and Overqualification. Behav Sci (Basel) 2023; 13:702. [PMID: 37753980 PMCID: PMC10525576 DOI: 10.3390/bs13090702] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/26/2023] [Revised: 08/10/2023] [Accepted: 08/21/2023] [Indexed: 09/28/2023] Open
Abstract
Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives.
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Affiliation(s)
- Pengxiang Fan
- School of Economics and Management, Beijing Jiaotong University, Beijing 100089, China
| | - Hao Zhang
- School of Economics, University of Amsterdam, 1018 WV Amsterdam, The Netherlands
| | - Songlin Yang
- School of Economics and Management, Beijing Jiaotong University, Beijing 100089, China
| | - Zixuan Yu
- School of Economics and Management, Beijing Jiaotong University, Beijing 100089, China
| | - Ming Guo
- School of Economics and Management, Beijing Jiaotong University, Beijing 100089, China
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8
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Basinska BA, Dåderman AM. Psychometric properties of the Bern illegitimate tasks scale using classical test and item response theories. Sci Rep 2023; 13:7211. [PMID: 37137932 PMCID: PMC10156715 DOI: 10.1038/s41598-023-34006-0] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/27/2022] [Accepted: 04/22/2023] [Indexed: 05/05/2023] Open
Abstract
Combining a classical test theory and an item response theory (IRT), this study aimed to investigate the psychometric properties of the Bern Illegitimate Tasks Scale (BITS) by measuring two conceptually separate dimensions capturing unnecessary tasks (perceived by employees as pointless) and unreasonable tasks (perceived as unfairly or inappropriately assigned). Data collected among Polish employees in two samples (N = 965 and N = 803) were analysed. Results from the classical test theory (parallel analysis, exploratory and confirmatory factor analyses) indicated two correlated factors with four items each, confirming the theory of illegitimate tasks. This study is the first to report item and scale functioning using IRT analysis of each of the two dimensions of BITS. All items on each dimension had acceptable discrimination and difficulty parameters. Moreover, items had measurement invariance between men and women. All levels of unnecessary and unreasonable tasks were reliably captured by BITS items. Convergent and discriminant validities of both dimensions of BITS were confirmed in relation to work overload, work performance and occupational wellbeing. We conclude that BITS, in the case of the Polish version, is psychometrically suitable to use with the working population.
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Affiliation(s)
- Beata Aleksandra Basinska
- Faculty of Management and Economics, Gdansk University of Technology, Narutowicza 11/12, 80-233, Gdańsk, Poland.
| | - Anna Maria Dåderman
- Department of Social and Behavioral Studies, University West, Trollhättan, Sweden
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9
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Wang H, Zong G. Relationship between employees’ perceived illegitimate tasks and their work procrastination behavior: Role of negative emotions and paternalistic dimensions. Heliyon 2023; 9:e14984. [PMID: 37077677 PMCID: PMC10106911 DOI: 10.1016/j.heliyon.2023.e14984] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/18/2022] [Revised: 03/23/2023] [Accepted: 03/23/2023] [Indexed: 04/03/2023] Open
Abstract
Job performance can be negatively affected by work procrastination, and few studies have been conducted on how work tasks affect procrastination. Based on the Temporal Motivation Theory, this study uses an empirical method to explore the relationship between employees' perceived illegitimate tasks and work procrastination by analyzing the mediating role of negative emotions and the moderating role of paternalistic leadership (authoritative, benevolent, and virtuous leadership). These findings indicate that perceived illegitimate tasks are positively related to work procrastination. Negative emotions mediated the relationship between perceived illegitimate tasks and procrastination. Benevolent leadership negatively moderates the relationship between perceived illegitimate tasks and work procrastination, whereas authoritative and virtuous leadership positively moderate it. The findings of this study enrich research on the mechanisms of action between illegitimate tasks and work procrastination and provide a guide for managers to reduce work procrastination.
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10
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Bani-Melhem S, Abukhait RM, Mohd Shamsudin F. This doesn’t make sense! Does illegitimate tasks affect innovative behaviour? SERVICE INDUSTRIES JOURNAL 2023. [DOI: 10.1080/02642069.2022.2163994] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/11/2023]
Affiliation(s)
- Shaker Bani-Melhem
- College of Business Administration, Department of Management, University of Sharjah, Sharjah, United Arab Emirates
| | - Rawan Mazen Abukhait
- College of Business Administration Department of Management, Ajman University, Ajman, United Arab Emirates
| | - Faridahwati Mohd Shamsudin
- College of Business Administration, Department of Management, University of Sharjah, Sharjah, United Arab Emirates
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11
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Wang Z, Jiang F. It is not only what you do, but why you do it: The role of attribution in employees' emotional and behavioral responses to illegitimate tasks. JOURNAL OF VOCATIONAL BEHAVIOR 2023. [DOI: 10.1016/j.jvb.2023.103860] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/16/2023]
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12
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Ding H, Kuvaas B. Illegitimate tasks: A systematic literature review and agenda for future research. WORK AND STRESS 2022. [DOI: 10.1080/02678373.2022.2148308] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
Affiliation(s)
- Haien Ding
- Department of Leadership and Organizational Behaviour, BI Norwegian Business School, Oslo, Norway
| | - Bård Kuvaas
- Department of Leadership and Organizational Behaviour, BI Norwegian Business School, Oslo, Norway
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13
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Cheng H, Li Z, Zhao J, Wang W, Zou R. The role of cognition, affect, and resources in the influence of unreasonable tasks on work engagement: A moderated chain mediation model. Front Psychol 2022; 13:1013773. [PMID: 36275277 PMCID: PMC9583139 DOI: 10.3389/fpsyg.2022.1013773] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/07/2022] [Accepted: 09/22/2022] [Indexed: 11/13/2022] Open
Abstract
Some studies have concentrated on the adverse effects of unreasonable tasks on work engagement. So far, however, the underlying mechanisms and boundary conditions of the relationship have not been adequately discussed. Based on the cognitive-affective systems theory and the job demands-resources model, this study constructs a chain mediation model in which unreasonable tasks influence work engagement through work alienation and negative affect and explores the moderating role of supervisor support in the model. An analysis of 427 questionnaires from multiple types of organizations shows that: Unreasonable tasks have a negative impact on work engagement; work alienation and negative affect play both separate and chain mediating roles in the negative effect of unreasonable tasks on work engagement, and supervisor support negatively moderates chain mediation by moderating the positive effect of unreasonable tasks on work alienation. This study re-investigates the relationship between unreasonable tasks and work engagement from cognitive, affective, and resource perspectives, which could be a valuable addition to established research and provide suggestions and assistance for management practice.
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Affiliation(s)
- Hao Cheng
- School of Humanities, Sichuan Agricultural University, Ya’an, China
- *Correspondence: Hao Cheng,
| | - Zhen Li
- School of Humanities, Sichuan Agricultural University, Ya’an, China
| | - Junshu Zhao
- Department of Preventive Health Care, The Fourth People’s Hospital of Ya’an, Ya’an, China
| | - Weiqiang Wang
- School of Business, Zhengzhou University, Zhengzhou, China
| | - Ruixi Zou
- School of Humanities, Sichuan Agricultural University, Ya’an, China
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14
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Ouyang C, Zhu Y, Ma Z, Qian X. Why Employees Experience Burnout: An Explanation of Illegitimate Tasks. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19158923. [PMID: 35897289 PMCID: PMC9331255 DOI: 10.3390/ijerph19158923] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 06/09/2022] [Revised: 07/18/2022] [Accepted: 07/19/2022] [Indexed: 12/10/2022]
Abstract
Among the many workplace stressors, a new type of stressor has been identified: illegitimate tasks. This newly identified type of stressor refers to work tasks that do not meet employee role expectations and constitute a violation of professional identity. To investigate illegitimate tasks’ mediating mechanisms and boundary conditions on job burnout, we examined a cross-level first-stage moderated mediation model with the collective climate as a moderator and psychological entitlement as a mediator. Grounded in the job demands–resources model (JD-R) and justice theory, the current study uniquely posits that illegitimate tasks can lead to burnout by way of psychological entitlement; however, this effect is less where collective climate is higher. Data were collected from 459 employees on 89 teams at enterprises in China. The results of the analysis, using HLM, MPLUS and SPSS revealed that illegitimate tasks stimulated employees’ psychological entitlement and led to job burnout. While employees’ psychological entitlement played a partially mediating role between illegitimate tasks and job burnout, a collective climate could weaken the stimulating effect of illegitimate tasks on employees’ psychological entitlement and then negatively affect the mediating effect of psychological entitlement between illegitimate tasks and burnout. The study reveals the antecedents of burnout from the perspective of job tasks and psychological entitlement, offers practical insight into the mechanism of illegitimate tasks on employee job burnout and recommends that organizations develop a collective climate to reduce employees’ psychological entitlement and job burnout for steady development of the enterprise.
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Rahman MHA, Karim DN. Organizational justice and organizational citizenship behavior: the mediating role of work engagement. Heliyon 2022; 8:e09450. [PMID: 35620633 PMCID: PMC9126923 DOI: 10.1016/j.heliyon.2022.e09450] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/07/2021] [Revised: 01/07/2022] [Accepted: 01/11/2022] [Indexed: 11/28/2022] Open
Abstract
The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (e.g., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (e.g., OCBI and OCBO). Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.
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Affiliation(s)
- Md H Asibur Rahman
- Department of Business Administration-General, Faculty of Business Studies, Bangladesh University of Professionals, Bangladesh
| | - Dewan Niamul Karim
- Department of Management Studies, Faculty of Business Studies, Jahangirnagar University, Bangladesh
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16
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Zong S, Han Y, Li M. Not My Job, I Do Not Want to Do It: The Effect of Illegitimate Tasks on Work Disengagement. Front Psychol 2022; 13:719856. [PMID: 35496221 PMCID: PMC9039458 DOI: 10.3389/fpsyg.2022.719856] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/03/2021] [Accepted: 03/23/2022] [Indexed: 11/13/2022] Open
Abstract
As a prevalent source of work stress, illegitimate tasks (IT) offend employees’ professional identity and threaten individual self-view, then create many negative organizational outcomes. However, current studies have paid inadequate attention to the impact of IT on work disengagement (WD) and its influencing path, failing to comprehensively identify the negative effects of illegitimate tasks. Based on stress-as-offense-to-self (SOS) theory and ego depletion (ED) theory, the influencing path of illegitimate tasks on WD is explored, and coworker emotional support (CES) and leisure crafting (LC) are introduced to explore the intervention conditions on the impact of illegitimate tasks. By analyzing data from a survey of 260 employees, this study reveals the following findings: illegitimate tasks have a significantly positive impact on work disengagement; ED fully transmits the positive impact of illegitimate tasks on work disengagement; CES and LC not only attenuate the effect of illegitimate tasks on ego depletion, but also negatively moderate the indirect effect of illegitimate tasks on work disengagement through ego depletion.
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Affiliation(s)
- Shuwei Zong
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Yi Han
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
| | - Min Li
- School of Business Administration, Zhongnan University of Economics and Law, Wuhan, China
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17
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Zeng X, Huang Y, Zhao S, Zeng L. Illegitimate Tasks and Employees' Turnover Intention: A Serial Mediation Model. Front Psychol 2021; 12:739593. [PMID: 34777127 PMCID: PMC8580953 DOI: 10.3389/fpsyg.2021.739593] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/11/2021] [Accepted: 10/05/2021] [Indexed: 11/13/2022] Open
Abstract
In the historical and cultural context of developing countries, such as China, illegitimate tasks have become an important source of workplace pressure for employees. Guided by the framework of the stress-as-offense-to-self theory, we explored how illegitimate tasks increase turnover intention. A total of 474 employees from China effectively completed the online survey. The results showed a positive correlation between illegitimate tasks, effort-reward imbalance, work-family conflict, and turnover intention. Illegitimate tasks can affect intention to quit directly and through two indirect paths: the separate intermediary effect of work-family conflict and the continuous mediating role of effort-reward imbalance and work-family conflict. The results indicate that illegitimate tasks increase employees' intention to quit through the role of effort-reward imbalance and work-family conflict. This study contributes to our understanding of the mechanisms underlying the relationship between illegitimate tasks and workers' turnover intention in the context of Chinese history and culture. Additionally, the findings have implications for reducing attrition rate.
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Affiliation(s)
- Xiaoye Zeng
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Yafu Huang
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Shouying Zhao
- School of Psychology, Guizhou Normal University, Guiyang, China
| | - Lianping Zeng
- School of Psychology, Guizhou Normal University, Guiyang, China
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Chou SY, Nguyen T, Ramser C, Chang T. Impact of basic psychological needs on organizational justice and helping behavior: a self-determination perspective. INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT 2021. [DOI: 10.1108/ijppm-08-2019-0372] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
Integrating the social exchange perspective of helping behavior with self-determination theory (SDT), this study seeks to examine the impact of employees' psychological needs on perceived organizational justice and the impact of perceived organizational justice on employees' helping behavior.
Design/methodology/approach
Cross-sectional and cross-organizational data were obtained from 177 full-time employees employed in 12 small- and medium-sized oil and gas service companies. A partial least squares approach using SmartPLS was employed to test the hypotheses.
Findings
Results illustrate that the psychological need for competence and need for autonomy are positively related to perceived distributive and procedural justice, respectively. Moreover, perceived distributive and procedural justice are related to helping behavior. Furthermore, perceived distributive justice fully mediates the relationship between the psychological need for competence and helping behavior, whereas perceived procedural justice partially mediates the relationship between the psychological need for autonomy and helping behavior.
Originality/value
From a theoretical standpoint, this study offers some theoretical explanations for how the basic psychological needs identified by SDT activate employees' perceived organizational justice. Practically, this study offers several managerial recommendations that help managers manage helping behavior in the organization effectively.
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Agrawal M, Mahajan R. Work–family enrichment: an integrative review. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2021. [DOI: 10.1108/ijwhm-04-2020-0056] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/19/2022]
Abstract
PurposeThe purpose of this study is to provide an integrative review of work–family enrichment literature.Design/methodology/approachThe study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.FindingsThe study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.Originality/valueAs per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.
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Lambert EG, Tewksbury R, Otu SE, Elechi OO. The Association of Organizational Justice with Job Satisfaction and Organizational Commitment among Nigerian Correctional Staff. INTERNATIONAL JOURNAL OF OFFENDER THERAPY AND COMPARATIVE CRIMINOLOGY 2021; 65:180-204. [PMID: 32729349 DOI: 10.1177/0306624x20946926] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/11/2023]
Abstract
Correctional staff are a necessary and valuable resource for correctional institutions, in both Western and Nonwestern nations; however, studies of correctional staff in Nonwestern nations, particularly those in Africa, are lacking. Improving the job satisfaction and organizational commitment of these staff are imperative, as both of these job attitudes have been linked to many salient beneficial outcomes. Most of the existing empirical research on correctional staff organizational justice explores only the effects of procedural and distributive justice and ignores interpersonal justice. Additionally, there has been little research on how procedural, distributive, and interpersonal justice affect correctional staff in Nonwestern correctional organizations. The current study explored the effects of all three forms of organizational justice on the job satisfaction and organizational commitment of staff at a medium security prison in southeast Nigeria. Based on Ordinary Least Squares (OLS) regression, all three forms of justice had significant positive effects on commitment. Procedural and interpersonal justice had positive effects on job satisfaction, while distributive justice had nonsignificant effects. Correctional administrators need to be aware the importance of procedural, distributive, and interpersonal justice and attempt to improve perceptions of these organizational justice variables.
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Affiliation(s)
- Eric G Lambert
- Department of Criminal Justice, The University of Nevada, Reno, Reno, NV, USA
| | - Richard Tewksbury
- Department of Criminal Justice (Retired), University of Louisville, Louisville, KY, USA
| | - Smart E Otu
- Department of Sociology/Psychology/Criminology and Security Studies, Faculty of Management and Social Sciences, Alex Ekwueme Federal University, Abakaliki, Ebonyi State, Nigeria
| | - O Oko Elechi
- Department of Criminal Justice, West Mississippi Valley State University, Itta Bena, MS, USA
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Matusik JG, Hollenbeck JR, Mitchell RL. Latent Change Score Models for the Study of Development and Dynamics in Organizational Research. ORGANIZATIONAL RESEARCH METHODS 2020. [DOI: 10.1177/1094428120963788] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
The empirical study of change has proven to be one of the most vexing challenges in organizational science. Fortunately, contemporary methodologies originating from developmental psychology may provide a potential solution and are consequently working their way into the literature. In particular, organizational researchers are increasingly employing variations of latent change score (LCS) models to address questions regarding change, development, and dynamics. Although these models may indeed be used to reliably study change, development, and dynamics, many studies utilizing these models—and published in premier outlets—are characterized by questionable methodological choices, improper modeling procedures, and suboptimal research designs. Thus, the purpose of the present article is to (a) provide a critical review of LCS models, (b) outline appropriate modeling procedures (with corresponding Mplus and R syntax), (c) compare and contrast LCS modeling with other analytical techniques, and (d) delineate best practices. Ultimately, we endorse the use of LCS models by organizational researchers interested in studying longitudinal phenomena. However, we also heed researchers to do so judiciously because their misuse may lead to their unwarranted rejection by the field.
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Affiliation(s)
| | - John R. Hollenbeck
- Department of Management, Michigan State University, East Lansing, MI, USA
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Effect of illegitimate tasks on work-to-family conflict through psychological detachment: Passive leadership as a moderator. JOURNAL OF VOCATIONAL BEHAVIOR 2020. [DOI: 10.1016/j.jvb.2020.103463] [Citation(s) in RCA: 14] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
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Pérez-Rodríguez V, Topa G, Beléndez M. Organizational justice and work stress: The mediating role of negative, but not positive, emotions. PERSONALITY AND INDIVIDUAL DIFFERENCES 2019. [DOI: 10.1016/j.paid.2019.04.047] [Citation(s) in RCA: 14] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
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25
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Fila MJ, Eatough E. Extending the Boundaries of Illegitimate Tasks: The Role of Resources. Psychol Rep 2019; 123:1635-1662. [PMID: 31510875 DOI: 10.1177/0033294119874292] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
We replicate several studies that have shown illegitimate tasks to be related to strain above and beyond job demands, but extend previous work by addressing (i) whether they are when accounting for job demands and resources and (ii) whether resources mitigate strain relationships. We separately examine unreasonable and unnecessary task subdimensions. Using hierarchical regression analyses, results show that unreasonable tasks account for additional variance in anxiety (9.9%) and depressive symptoms (7.3%) beyond both main and multiplicative effects of job demands and resources of control, and support from supervisors and coworkers, in 214 early-career employees. In addition, unreasonable tasks, control, and supervisor support interact, such that task unreasonableness is less strongly tied to depressive symptoms for those perceiving high supervisor support; and high levels of control and supervisory support resources buffer links between unreasonable tasks and both outcomes. Unexpectedly, task unreasonableness is unrelated to anxiety for those perceiving low control and supervisor support, suggesting a possible habituation effect under undesirable workplace conditions. No interactive effects are found for unnecessary tasks or for coworker support. Our findings offer new understanding of the construct domain space and dimensionality of illegitimate tasks, and address several important practical and theoretical implications surrounding the role of resources.
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Affiliation(s)
- Marcus J Fila
- Department of Economics and Business, Hope College, Holland, MI, USA
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Semmer NK, Tschan F, Jacobshagen N, Beehr TA, Elfering A, Kälin W, Meier LL. Stress as Offense to Self: a Promising Approach Comes of Age. ACTA ACUST UNITED AC 2019; 3:205-238. [PMID: 32647746 PMCID: PMC7328775 DOI: 10.1007/s41542-019-00041-5] [Citation(s) in RCA: 54] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/23/2019] [Revised: 05/20/2019] [Accepted: 05/30/2019] [Indexed: 12/22/2022]
Abstract
Stress is related to goals being thwarted. Arguably, protecting one’s self, both in terms of personal self-esteem and in terms of social self-esteem, is among the most prominent goals people pursue. Although this line of thought is hardly disputed, it does not play the prominent role in occupational health psychology that we think it deserves. Stress-as-Offense-to-Self theory focuses on threats and boosts to the self as important aspects of stressful, and resourceful, experiences at work. Within this framework we have developed the new concepts of illegitimate tasks and illegitimate stressors; we have investigated appreciation as a construct in its own right, rather than as part of larger constructs such as social support; and we propose that the threshold for noticing implications for the self in one’s surroundings typically is low, implying that even subtle negative cues are likely to be appraised as offending, as exemplified by the concept of subtly offending feedback. Updating the first publication of the SOS concept, the current paper presents its theoretical rationale as well as research conducted so far. Research has covered a variety of phenomena, but the emphasis has been (a) on illegitimate tasks, which now can be considered as an established stressor, and (b) on appreciation, showing its importance in general and as a core element of social support. Furthermore, we discuss implications for further research as well as practical implications of an approach that is organized around threats and boosts to the self, thus complementing approaches that are organized around specific conditions or behaviors.
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Affiliation(s)
- Norbert K Semmer
- Department of Psychology, University of Bern, Fabrikstr. 8, 3012 Bern, Switzerland
| | - Franziska Tschan
- Institut de Psychologie du Travail et des Organisations, University of Neuchâtel, Rue Emile-Argand 11, 2000 Neuchâtel, Switzerland
| | - Nicola Jacobshagen
- Department of Psychology, University of Bern, Fabrikstr. 8, 3012 Bern, Switzerland
| | - Terry A Beehr
- Central Michigan University, Sloan Hall 233, Mount Pleasant, MI 48859 USA
| | - Achim Elfering
- Department of Psychology, University of Bern, Fabrikstr. 8, 3012 Bern, Switzerland
| | - Wolfgang Kälin
- Department of Psychology, University of Bern, Fabrikstr. 8, 3012 Bern, Switzerland
| | - Laurenz L Meier
- Institut de Psychologie du Travail et des Organisations, University of Neuchâtel, Rue Emile-Argand 11, 2000 Neuchâtel, Switzerland
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Meier LL, Semmer NK. Illegitimate tasks as assessed by incumbents and supervisors: converging only modestly but predicting strain as assessed by incumbents, supervisors, and partners. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1526785] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- Laurenz L. Meier
- Department of Psychology, University of Neuchâtel, Neuchâtel, Switzerland
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Thun S, Halsteinli V, Løvseth L. A study of unreasonable illegitimate tasks, administrative tasks, and sickness presenteeism amongst Norwegian physicians: an everyday struggle? BMC Health Serv Res 2018; 18:407. [PMID: 29871623 PMCID: PMC5989409 DOI: 10.1186/s12913-018-3229-0] [Citation(s) in RCA: 30] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/22/2017] [Accepted: 05/23/2018] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND It has been shown that a recently defined stressor, 'illegitimate tasks', has negative effects on employees' work motivation and health. Better understanding of the illegitimate tasks undertaken by physicians might contribute to a more resource-efficient division of labour within the health care system, with beneficial effects on organisational economics and employee performance. We aimed to investigate the prevalence of unreasonable illegitimate tasks, their associations with workplace variables and their impact on health, in particular sickness presenteeism. METHODS Cross-sectional data were collected in 2012. A sample of 545 Norwegian physicians answered an online questionnaire. The response rate was high (71.8%). The data were analysed using independent-samples t-tests, ANOVA and logistic regression. RESULTS About 50.2% of physicians in all clinical positions reported that at least 11% of their everyday tasks could have been done by other hospital personnel. Seven percent of the physicians reported that at least 31% of their daily workload consisted of unreasonable illegitimate tasks. There were no significant differences in unreasonable illegitimate tasks according to clinical position, age or gender. Administrative task load and role conflict were positively associated with unreasonable illegitimate tasks that physicians reported could be reallocated to non-medical professionals. Moreover, unreasonable illegitimate task was associated with a higher probability of sickness presenteeism after controlling for age, gender, role conflict, control over work pace, exhaustion and administrative tasks. CONCLUSIONS The results confirm that physicians' workload includes a high proportion of unreasonable illegitimate tasks and that this can contribute to sickness presenteeism. Investigation of work environmental factors can provide insight into the mechanisms behind unreasonable illegitimate tasks. Decreasing the amount of administrative tasks and role conflicts faced by physicians should be a priority. These findings could be used to make hospital task management more resource-efficient. Our results indicate that a substantial proportion of physicians' work capacity could be re-allocated to core tasks. Further research is needed into the specific type and content of unreasonable illegitimate tasks undertaken by physicians in order to determine to whom they should be allocated to ensure a healthy and motivated workforce and provision of high quality, resource-efficient health care services.
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Affiliation(s)
- Sylvi Thun
- Department of Research and Development, Division of Psychiatry, St. Olavs Trondheim University Hospital, Trondheim, Norway
| | - Vidar Halsteinli
- Regional Centre for Health Care Development, St Olavs Trondheim University Hospital, Trondheim, Norway
| | - Lise Løvseth
- Department of Research and Development, Division of Psychiatry, St. Olavs Trondheim University Hospital, Trondheim, Norway.
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