The Effect of Work-Leisure Facilitation on Employee Voice Behaviour: A Dual-Path Model From the Perspective of Resource Interaction

With the enhancement of leisure consciousness, people pay increasing attention to leisure. When individuals perceive that the training, affect and skills obtained from work have a positive effect on their leisure, will they take the initiative to engage in actions that are beneficial for the development of the enterprise? Previous studies have not explored this. Therefore, in view of this shortcoming, this study explored the relationship between work-leisure facilitation (WLF) and employee voice behaviour based on resource conservation theory, as well as the dual mediation path role of work vigour and organizational identification in this relationship. In addition, this study explored the influence of leader-member exchange (LMX) on the dual mediation path. In this study, 110 employees were sampled for five consecutive working days, and a multilevel model was constructed for data analysis. The results showed that WLF was significantly positively correlated with employee voice behaviour and that both work vigour and organizational identification played significant mediating roles. LMX shows differences in the moderation of the dual mediation path. Specifically, LMX significantly moderated the indirect effect of WLF on voice behaviour through work vigour, but it did not moderate the relationship between WLF and organizational identification. This study not only reveals the relationship between WLF and voice behaviour but also make suggestions to management for improving employee voice behaviour.

A social hierarchy perspective on the relationship between leader–member exchange (LMX) and interpersonal citizenship

Drawing upon contemporary social hierarchy research, the purpose of this study is to integrate a novel theoretical perspective to examine the taken-for-granted conclusions of the relationship between leader-member exchange (LMX) and interpersonal citizenship. We develop theoretically driven arguments and provide evidence of how LMX relates to power and status, the two prominent bases of social hierarchy. The results from our study support our assertion that the quality of LMX relationships provides social information about one's relative standing within a group's informal hierarchy. Specifically, LMX is positively associated with higher levels of perceived power and perceived status. Both power and status serve as important mediators that explain the relationship between LMX and interpersonal citizenship. We also identify the importance of citizenship pressure as a boundary condition for these relationships, finding that citizenship pressure interacts with power and status differently to influence the extent that employees engage in citizenship behaviors.

Relating within-person personality variability to organizational citizenship behavior and counterproductive work behavior: A resource-based perspective

Research on the effects of within-person personality variability has mainly focused on the consequences for subjective well-being. Drawing on a resource-based approach, we extend this field to the work domain, expecting that since deviating from one’s average trait level is resource intensive, it should relate negatively to behaviors that require the investment of additional resources, such as organizational citizenship behavior (OCB), while it should relate positively to behaviors that replenish one’s resources, such as counterproductive work behavior. Using two personality dimensions that are predictive for work-performance (conscientiousness and core self-evaluations), and a new variability index that is not confounded by the mean, we find an effect of personality variability on negative performance outcomes (counterproductive work behavior), while no relation is found with positive forms of extra-role performance (organizational citizenship behavior). These results were replicated across three separate experience sampling studies, confirming that, while within-person personality variability is related to performance, those relationships are relatively weak and they do not hold for every performance facet.

Daily Work-Family Conflict and Burnout to Explain the Leaving Intentions and Vitality Levels of Healthcare Workers: Interactive Effects Using an Experience-Sampling Method

There is an intensification of work in global health systems, a phenomenon that could increase work-family conflict, exhaustion, and intentions to leave among healthcare workers. The main objective of this study is to analyze if daily work-family conflict and burnout could explain the daily leaving intentions and vitality of healthcare workers. This is a diary study, which employs an experience-sampling methodology (ESM). A total of 56 physicians, nurses, and nursing aides from intensive care and nephrology units filled out various quantitative scales during 5 working days (56 × 5 = 280 observations). Multilevel hierarchical analysis showed that daily work-family conflict and burnout were significantly associated with higher daily intentions of leaving the profession, and with lower levels of daily vitality. In addition, those workers who experienced more work-family conflict and depersonalization on a daily basis were those who showed more intentions to leave and less daily vitality, showing an interactive effect. The results highlight the importance of examining the psychosocial risks experienced by healthcare workers by employing experience-sampling methodologies, which could help us to deepen our understanding of the proximal antecedents of their intentions to leave and their psychological well-being.