1
|
Cyniak-Cieciura M, Popiel A, Zawadzki B, Cremeans-Smith JK, Alessandri G, Bielak P, Camino V, Cha EJ, Cho Y, Dobrowolski P, Fajkowska M, Filosa L, Fruehstorfer DB, Galarregui M, Goldfarb R, Hyun MH, Kalinina Z, Keegan E, Mambetalina A, McHugh L, Miracco M, Oshio A, Park C, Partarrieu A, De Rosa L, Sabirova R, Samekin A, Sánchez E, Sarno M, Tarruella C, Tulekova GM, Topanova GT. Development of a Culture-Common Formal Characteristics of Behavior - Temperament Markers Inventory (FCB-TMI-CC). J Pers Assess 2024:1-16. [PMID: 38885434 DOI: 10.1080/00223891.2024.2363967] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/10/2023] [Accepted: 05/22/2024] [Indexed: 06/20/2024]
Abstract
The goal was to create a brief temperament inventory grounded in the Regulative Theory of Temperament (FCB-TMI-CC), with a user-friendly, online applicability for studies in different cultures. As the regulative role of temperament is strongly revealed under meaningful stress, the study was planned within the time of the COVID-19 pandemic. To ensure high diversity in terms of culture, economic and environmental conditions, data from nine countries (Poland, United States of America, Italy, Japan, Argentina, South Korea, Ireland, United Kingdom and Kazakhstan) were utilized (min. N = 200 per country). Validation data were gathered on the level of COVID-19 stressors, posttraumatic stress disorder (PTSD), depression, anxiety and stress symptoms, and Big Five personality traits. Multigroup confirmatory factor analysis served as the basis for the inventory's construction. The final culture-common version includes 37 items (5-6 in each of the 7 scales) and covers the core aspects of temperament dimensions. Temperament structure was confirmed to be equivalent across measured cultures. The measurement is invariant at the level of factor loadings and the reliability (internal consistency) and theoretical validity of the scales were at least acceptable. Therefore, the FCB-TMI-CC may serve as a valuable tool for studying temperament across diverse cultures and facilitate cross-cultural comparisons.
Collapse
Affiliation(s)
- Maria Cyniak-Cieciura
- Institute of Psychology, Advanced Clinical Studies and Therapy Excellence Center, SWPS University, Poland
| | - Agnieszka Popiel
- Institute of Psychology, Advanced Clinical Studies and Therapy Excellence Center, SWPS University, Poland
| | | | | | | | - Patryk Bielak
- Department of Psychology, University of Warsaw, Poland
| | - Victoria Camino
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | - Eun Jung Cha
- Department of Psychology, Chung-Ang University, South Korea
| | - Yunkyung Cho
- Department of Psychology, Chung-Ang University, South Korea
| | | | | | - Lorenzo Filosa
- Department of Psychology, Sapienza University of Rome, Italy
| | | | | | - Rocío Goldfarb
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | - Myoung-Ho Hyun
- Department of Psychology, Chung-Ang University, South Korea
| | | | - Eduardo Keegan
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | | | - Louise McHugh
- School of Psychology, University College Dublin, Ireland
| | - Mariana Miracco
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | - Atsushi Oshio
- Department of Letters, Arts and Sciences, Waseda University, Japan
| | - Chowon Park
- Department of Psychology, Chung-Ang University, South Korea
| | | | - Lorena De Rosa
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | | | - Adil Samekin
- School of Liberal Arts, M. Narikbayev KAZGUU University, Kazakhstan
| | | | - María Sarno
- Facultad de Psicología, Universidad de Buenos Aires, Argentina
| | | | - Gulmira M Tulekova
- Department of Personal Development and Education, Toraighyrov University, Kazakhstan
| | | |
Collapse
|
2
|
Jankelová N, Joniaková Z, Skorková Z, Gažová Adamková H. Impact of Structural Employee Empowerment on Hospital Ratings: Mediating Role of Social Climate and First-Line Managers' Resilience. Risk Manag Healthc Policy 2024; 17:883-901. [PMID: 38623577 PMCID: PMC11018137 DOI: 10.2147/rmhp.s453351] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/12/2024] [Accepted: 03/24/2024] [Indexed: 04/17/2024] Open
Abstract
Objective The purpose of this article is to investigate the relationship between the structural empowerment of first-line health managers and health facility performance, examining the mediating roles of resilience and social climate in shaping the ratings of Slovak hospitals. Additionally, we aim to investigate the deeper mechanisms of this relationship, particularly the impact of resilience and the social climate, which can positively influence it. Materials and Methods The data collection was conducted through a questionnaire survey in February 2022. Respondents included 540 healthcare managers at the first level of management from 44 Slovak hospitals, all of which were part of the evaluation by the Institute for Economic and Social Reforms (INEKO). The analysis involved the use of the PLS-SEM method to examine the relationships between variables and assess direct and indirect effects, utilizing SmartPLS 3.3 software. Results The findings reveal a positive association between the structural empowerment of first-level managers and the ranking of health facilities. The hypotheses regarding the mediation of both variables - First-Level Managers' (FLMs) resilience and social climate - are supported, whether considered separately or jointly. In the case of joint mediation, a significant portion of the indirect effect is conveyed through FLMs' resilience, suggesting a potential avenue of support from hospital management to enhance health facility ratings. Conclusion Structural empowerment of first-line managers establishes the conditions for improving the ratings of health facilities. The total effect is significantly more pronounced in promoting their resilience and fostering a supportive social climate.
Collapse
Affiliation(s)
- Nadežda Jankelová
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Joniaková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Skorková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Hana Gažová Adamková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| |
Collapse
|
3
|
Chen CF, Sih J. How job stressors and economic stressors impact public transport drivers' performance and well-being under the health risk of the COVID-19 pandemic. JOURNAL OF SAFETY RESEARCH 2024; 88:354-365. [PMID: 38485378 DOI: 10.1016/j.jsr.2023.12.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 02/13/2023] [Revised: 09/13/2023] [Accepted: 12/04/2023] [Indexed: 03/19/2024]
Abstract
INTRODUCTION During the COVID-19 pandemic, public transport (e.g., bus and taxi) drivers encountered great stress because they needed to work to maintain the operation of the transportation system. This study proposes and empirically investigates the impacts of job stressors and economic stressors of public transport drivers on emotional exhaustion, and subsequent psychological well-being and performance under the health risk of COVID-19. The moderating effects of perceived threat and death anxiety on the relationships between stressors and emotional exhaustion are also examined. METHOD AND RESULTS Using two survey samples collected from bus and taxi drivers in Taiwan, the results reveal that, except for the effect of time pressure on taxi drivers' exhaustion, job stressors (job overload and time pressure) and economic stressors (job insecurity) positively relate to emotional exhaustion for both bus and taxi drivers. Drivers' emotional exhaustion has negative effects on both job satisfaction and positive effects on risky driving behaviors. Perceived pandemic threat strengthens the positive influence of job insecurity on emotional exhaustion for bus drivers, while perceived pandemic threat and death anxiety weaken the negative influence of job insecurity on emotional exhaustion for taxi drivers. PRACTICAL APPLICATIONS Effective intervention strategies and policies to mitigate perceived pandemic threat and death anxiety of drivers are recommended.
Collapse
Affiliation(s)
- Ching-Fu Chen
- Dept. of Transportation and Communication Management Science, National Cheng Kung University, Tainan City, Taiwan.
| | - Juliana Sih
- Dept. of Transportation and Communication Management Science, National Cheng Kung University, Tainan City, Taiwan.
| |
Collapse
|
4
|
Yang Y, Yan R, Li X, Meng Y, Xie G. Different Results from Varied Angles: The Positive Impact of Work Connectivity Behavior After-Hours on Work Engagement. Behav Sci (Basel) 2023; 13:971. [PMID: 38131827 PMCID: PMC10740437 DOI: 10.3390/bs13120971] [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: 10/12/2023] [Revised: 11/20/2023] [Accepted: 11/22/2023] [Indexed: 12/23/2023] Open
Abstract
With the development of communication technology and the COVID-19 pandemic, it has become increasingly common for employees to maintain work connectivity after-hours, which has a significant impact on their psychological state at work. However, most of the existing studies have not reached a consensus on the impact of work connectivity behavior after-hours on employees' psychological state at work, and the existing studies have led to theoretical and practical disagreements. Based on the Job Demands-Resources model, we built a two-path model of work autonomy and emotional exhaustion to explore the impact of work connectivity behavior after-hours on work engagement. In addition, we compared the differences between different workplace statuses (managers and ordinary employees). Through surveys and analyses of 257 employees, the results show that work connectivity behavior after-hours positively impacts employees' work engagement by increasing managers' work autonomy and reducing ordinary employees' emotional exhaustion. This study not only reveals that work connectivity behavior after-hours positively affects work engagement but also illustrates the differences in impact between managers and ordinary employees; these findings contribute to the development of a consensus on the influence of work connectivity behavior after-hours on employees' psychological state at work, which provides insights for organizations seeking to manage work connectivity behavior after-hours, for example, by adopting different connectivity management strategies for employees with different workplace statuses.
Collapse
Affiliation(s)
| | - Rui Yan
- School of Management, Harbin Institute of Technology, Harbin 150006, China
| | | | | | | |
Collapse
|
5
|
Xu X, Zhou L, Ampon-Wireko S, Quansah PE. Assessing the mediating role of motivation in the relationship between perceived management support and perceived job satisfaction among family doctors in Jiangsu province, China. HUMAN RESOURCES FOR HEALTH 2023; 21:71. [PMID: 37641138 PMCID: PMC10463484 DOI: 10.1186/s12960-023-00849-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 03/30/2021] [Accepted: 07/27/2023] [Indexed: 08/31/2023]
Abstract
BACKGROUND The study aimed to examine the influence of perceived management support on job satisfaction through the mediating role of motivation among family doctors in the Jiangsu province of China. METHODS Six dimensions of motivation were employed as mediators in the association between perceived management support and job satisfaction in collecting data to analyze the hypothesized relationships in the present study. A total of 600 questionnaires were distributed to family doctors in Jiangsu province. Structural equation model (SEM) in the analysis of a moment structure (AMOS) version 26 software was used to estimate the path coefficients. RESULTS Perceived management support has a significant positive relationship with job satisfaction. Motivation had a fully mediated relationship with the association between perceived management support and job satisfaction. CONCLUSIONS The study's findings suggest motivation is important in enhancing family doctors' satisfaction and must not be underestimated. It, therefore, offers diverse recommendations for enhancing motivation among healthcare professionals.
Collapse
Affiliation(s)
- Xinglong Xu
- School of Management, Jiangsu University, Zhenjiang, 212013, People's Republic of China
| | - Lulin Zhou
- School of Management, Jiangsu University, Zhenjiang, 212013, People's Republic of China
| | - Sabina Ampon-Wireko
- School of Management, Jiangsu University, Zhenjiang, 212013, People's Republic of China.
| | | |
Collapse
|
6
|
Chou SW, Nguyen T. Understanding donation intention in live streaming: A dedication-constraint approach. COMPUTERS IN HUMAN BEHAVIOR 2023. [DOI: 10.1016/j.chb.2023.107757] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/29/2023]
|
7
|
Provost Savard Y, Dagenais‐Desmarais V. Work‐family spillover of satisfaction: The moderating role of domain boundary strength and identity salience. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2023. [DOI: 10.1111/joop.12434] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/16/2023]
|
8
|
Provost Savard Y. Work-family spillover of daily positive affect onto performance: The moderating role of domain identity salience. EUROPEAN REVIEW OF APPLIED PSYCHOLOGY 2023. [DOI: 10.1016/j.erap.2022.100819] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
|
9
|
Samosh D, Maerz A, Spitzmuller M, Boehm S. Accommodation, interpersonal justice, and the turnover intentions of employees with disabilities. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2023. [DOI: 10.1080/09585192.2021.1960582] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 02/08/2023]
Affiliation(s)
- Daniel Samosh
- Centre for Industrial Relations and Human Resources, University of Toronto, Toronto, Ontario, Canada
- Institute for Work & Health, Toronto, Ontario, Canada
| | - Addison Maerz
- Smith School of Business, Queen’s University, Kingston, Ontario, Canada
| | | | - Stephan Boehm
- Centre for Disability and Integration, University of St, Gallen, St. Gallen, Switzerland
| |
Collapse
|
10
|
Burmann K, Semrau T. The consequences of social category faultlines in high- and low-context cultures: A comparative study of Brazil and Germany. Front Psychol 2022; 13:1082870. [PMID: 36619117 PMCID: PMC9813412 DOI: 10.3389/fpsyg.2022.1082870] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/28/2022] [Accepted: 12/05/2022] [Indexed: 12/24/2022] Open
Abstract
The present study sheds light on how differences between high- and low-context cultures influence the consequences of social category faultlines. To develop our theoretical arguments, we integrate ideas from faultline theory and Hall's theory on cultural contexts. We test our hypotheses using survey data from 54 teams in the banking industry in Germany, a nation with a low-context culture, and in Brazil, a country with a high-context culture. In line with our theorizing, the study results reveal that whether social category faultline strength stimulates task conflict and is thus detrimental to team performance depends on the societal culture in which teams operate. Specifically, we observe that social category faultlines stimulate task conflict and thus have a negative indirect effect on team performance in Germany's low-context culture, while we find no such effects in the high-context culture of Brazil. We discuss the theoretical and practical implications of our study and close with some suggestions for future research.
Collapse
|
11
|
Zolfaghari B, Madjdi F. Building Trusting Multicultural Organizations: Rethinking the Influence of Culture on Interpersonal Trust Development in the Workplace. JOURNAL OF INTERNATIONAL MANAGEMENT 2022. [DOI: 10.1016/j.intman.2022.100944] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
|
12
|
Froese FJ, Hong LY. Employability skills of the next generation of Chinese factory workers. CAREER DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1108/cdi-05-2021-0117] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
PurposeThe main purpose of this study was to develop and test an employability scale in a Chinese context. Moreover, the authors investigated how socioeconomic status indicators (education and occupation of parents, household income and hukou, i.e. household registration location) affect the endowment and development of adolescents' employability skills in China.Design/methodology/approachData were collected via paper-based surveys from 1,146 vocational school students in rural and urban areas in China at two points in time one year apart. The authors developed a scale to measure employability skills in China and conducted general linear modeling to test the hypotheses.FindingsThe findings indicate that adolescents whose parents have more education, highly skilled occupations, relatively affluent household income and urban hukou are more likely to attain higher employability skills than those from lower socioeconomic status backgrounds. Moreover, adolescents with these background characteristics tend to improve their employability skills more than those without such characteristics. This suggests that social capital may further widen the inequality gap among adolescents.Research limitations/implicationsThe framework of employability skills focuses on the general basic transferable employability skills of vocational students. Future studies could develop measures of employability skills for college graduates and widen the measurements of social capital based on the study’s findings. The findings suggest that higher education institutions should be encouraged to integrate resources to improve education inequality between rural and urban regions to the disparity in adolescents' employability skills development.Originality/valueBuilding on Western frameworks, the study defines and develops an employability scale in the Chinese context that can be a practical measurement tool for researchers, educators and policymakers. The authors investigated the endowment and development of employability skills in relation to social capital. Exposure to social capital tends to affect an individual's skills and capability development at an early stage, and in the long term, this calls attention to access to quality education between rural and urban youth.
Collapse
|
13
|
Zou S. From entrepreneurial passion to business model innovation: The role of entrepreneurial learning and curiosity. Front Psychol 2022; 13:1028906. [PMID: 36312163 PMCID: PMC9596799 DOI: 10.3389/fpsyg.2022.1028906] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/26/2022] [Accepted: 09/26/2022] [Indexed: 11/21/2022] Open
Abstract
The impact of entrepreneurial passion on business model innovation has become a research focus in the field of entrepreneurship. This study aimed to examine the effect of entrepreneurial passion on entrepreneurial learning and business model innovation. The study used partial least square-structural equation modeling (PLS-SEM 4) to test the hypotheses on a sample of 389 manufacturing and technology enterprises in the South region of Henan province China. The results of this study revealed that entrepreneurial passion has a positive and significant influence on entrepreneurial learning and business model innovation. The findings of this study showed that entrepreneurial learning positively and significantly mediates the relationship between entrepreneurial passion and business model innovation. Furthermore, the results of this study indicated that curiosity positively and significantly moderates the relationship between entrepreneurial passion and entrepreneurial learning. Lastly, the results are discussed with implications and limitations, which open up future research perspectives.
Collapse
|
14
|
Bunjak A, Bruch H, Černe M. Context is key: The joint roles of transformational and shared leadership and management innovation in predicting employee IT innovation adoption. INTERNATIONAL JOURNAL OF INFORMATION MANAGEMENT 2022. [DOI: 10.1016/j.ijinfomgt.2022.102516] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
|
15
|
Chen W, Wang X, Sun S, Liu Q, Guo Z. The relationship between neuroticism and mobile phone use among college students in love: The masking effect of self-emotional assessment. Front Psychol 2022; 13:942520. [PMID: 36186322 PMCID: PMC9520978 DOI: 10.3389/fpsyg.2022.942520] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/12/2022] [Accepted: 08/26/2022] [Indexed: 11/13/2022] Open
Abstract
The relationship between neuroticism and mobile phone use is a hot research topic in the academic community. The purpose of this study was to investigate the roles of self-emotional assessment and love status in the mechanism through which college students’ neuroticism influences mobile phone use.We construct a moderated mediation model, and taking 869 Chinese college students as the research object and testing the mediating role of self-emotional assessment and the moderating role of love status. The results show that: (1) neuroticism was significantly positively related to mobile phone use and significantly negatively related to self-emotional assessment; self-emotional assessment was significantly positively related to mobile phone use; (2) self-emotional assessment had a masking effect on the relationship between neuroticism and mobile phone use; (3) love status not only moderated the relationship between self-emotional assessment and mobile phone use but also moderated the process through which self-emotional assessment masked the effect of neuroticism on mobile phone use. Our research expands the literature on the mechanisms underlying the effects of neuroticism on mobile phone use, enriches the understanding of the pertinent boundary conditions, and provides a better explanatory basis for the mobile phone use of college students.
Collapse
Affiliation(s)
- Weijing Chen
- Business School, Hubei University, Wuhan, China
- Hubei Center for Studies of Human Capital Development Strategy and Policy, Key Research Base of Humanities and Social Science of Hubei Province, Wuhan, China
- *Correspondence: Weijing Chen,
| | | | - Shan Sun
- Department of Psychology, School of Education, Hubei University, Wuhan, China
| | - Qian Liu
- Library, Central China Normal University, Wuhan, China
| | - Zhiwen Guo
- Business School, Hubei University, Wuhan, China
| |
Collapse
|
16
|
Afota MC, Provost Savard Y, Ollier-Malaterre A, Léon E. Work-from-home adjustment in the US and Europe: the role of psychological climate for face time and perceived availability expectations. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2022. [DOI: 10.1080/09585192.2022.2090269] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Marie-Colombe Afota
- School of Industrial Relations (ÉRI), Université de Montréal, Montréal, Québec, Canada
| | - Yanick Provost Savard
- Department of Psychology, Université du Québec à Montréal (UQAM), Montréal, Québec, Canada
| | - Ariane Ollier-Malaterre
- Organisation and Human Resources Department, School of Management (ESG), Université du Québec à Montréal (UQAM), Montréal, Québec, Canada
| | - Emmanuelle Léon
- Department of Management, ESCP Business School, Paris, France
| |
Collapse
|
17
|
The use of management controls in different cultural regions: an empirical study of Anglo-Saxon, Germanic and Nordic practices. JOURNAL OF MANAGEMENT CONTROL 2022. [DOI: 10.1007/s00187-022-00342-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
Abstract
AbstractMost cross-cultural studies on management control have compared Anglo-Saxon firms to Asian firms, leaving us with limited understanding of potential variations between developed Western societies. This study addresses differences and similarities in a wide variety of management control practices in Anglo-Saxon (Australia, English Canada), Germanic (Austria, non-Walloon Belgium, Germany) and Nordic firms (Denmark, Finland, Norway, Sweden). Unique data is collected through structured interviews from 584 strategic business units (SBUs). We find that management control structures in Anglo-Saxon SBUs, relative to those from Germanic and Nordic regions, are more decentralized and participative and place greater emphasis on performance-based pay. Comparing Germanic SBUs to Nordic ones, we find Germanic SBUs to rely more on individual behaviour in performance evaluation, whereas Nordic SBUs rely more on quantitative measures and value alignment in employee selection. We also observe numerous similarities in MC practices between the three cultural regions. The implications of these findings for theory development are outlined.
Collapse
|
18
|
Robert V, Vandenberghe C. Laissez-faire leadership and employee well-being: the contribution of perceived supervisor organizational status. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2022. [DOI: 10.1080/1359432x.2022.2081074] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Véronique Robert
- Departement of Management, HEC Montréal, Montréal, QC, Canada
- Toulouse School of Management, TSM Research, University Toulouse 1 Capitole, Toulouse, France
| | | |
Collapse
|
19
|
Cerolini S, Vacca M, Zagaria A, Donini LM, Barbaranelli C, Lombardo C. Italian adaptation of the Düsseldorf Orthorexia Scale (I-DOS): psychometric properties and prevalence of orthorexia nervosa among an Italian sample. Eat Weight Disord 2022; 27:1405-1413. [PMID: 34351591 PMCID: PMC9079031 DOI: 10.1007/s40519-021-01278-2] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 06/17/2021] [Accepted: 07/22/2021] [Indexed: 11/26/2022] Open
Abstract
PURPOSE Orthorexia Nervosa (ON) is described as an extreme level of preoccupation around healthy eating, accompanied by restrictive eating behaviors. During the years, different assessment instruments have been developed. The aim of the study is to adapt into Italian the Düsseldorf Orthorexia Scale (I-DOS) and to test its psychometric properties. METHOD A total sample of 422 volunteer university students (mean age = 20.70 ± 3.44, women 71.8%) completed a group of self-report questionnaires in large group sessions during their lecture time. The scales assessed ON (the I-DOS and the Orhto-15), disordered eating (Disordered Eating Questionnaire, DEQ), depressive symptoms (Beck Depression Inventory-II, BDI-II), obsessive and compulsive symptoms (Obsessive Compulsive Inventory-Revised, OCI-R), and self-reported height and weight. RESULTS The fit of the unidimensional structure and reliability of the I-DOS was tested trough Confirmatory Factor Analysis (CFA) as well as its criterion validity computing correlation coefficients among Ortho-15, DEQ, BDI-II, OCI-R, BMI. Analyses confirmed the unidimensional structure of the I-DOS with acceptable or great fit indices (CFI = 0.984; TLI = 0.978; SRMR = 0.043; RMSEA = 0.076) and the strong internal consistency (α = 0.888). The correlations path supported the criterion validity of the scale. The estimated total prevalence of both ON and ON risk was 8.1%. CONCLUSIONS This 10-item scale appears to be a valid and reliable measure to assess orthorexic behaviors and attitudes. LEVEL OF EVIDENCE Level V, descriptive cross-sectional study.
Collapse
Affiliation(s)
- Silvia Cerolini
- Department of Psychology, Sapienza University of Rome, via dei Marsi 78, 00185 Rome, Italy
| | - Mariacarolina Vacca
- Department of Psychology, Sapienza University of Rome, via dei Marsi 78, 00185 Rome, Italy
| | - Andrea Zagaria
- Department of Psychology, Sapienza University of Rome, via dei Marsi 78, 00185 Rome, Italy
| | - Lorenzo Maria Donini
- Department of Experimental Medicine, Medical Pathophysiology, Food Science and Endocrinology Section, Food Science and Human Nutrition Research Unit, Sapienza University of Rome, Piazzale Aldo Moro, Rome, Italy
| | - Claudio Barbaranelli
- Department of Psychology, Sapienza University of Rome, via dei Marsi 78, 00185 Rome, Italy
| | - Caterina Lombardo
- Department of Psychology, Sapienza University of Rome, via dei Marsi 78, 00185 Rome, Italy
| |
Collapse
|
20
|
Leader crisis communication and salesperson resilience in face of the COVID-19: The roles of positive stress mindset, core beliefs challenge, and family strain. INDUSTRIAL MARKETING MANAGEMENT 2022; 102:488-502. [PMCID: PMC8876052 DOI: 10.1016/j.indmarman.2021.12.006] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/19/2021] [Revised: 12/10/2021] [Accepted: 12/16/2021] [Indexed: 06/15/2023]
Abstract
The resilience of B2B sales forces is crucial in face of severe wide-ranging challenges during a crisis. This study aims to investigate the role of leader communication of the crisis in promoting salesperson resilience during the COVID-19. The data were gathered from 418 salespersons from 36 manufacturing firms in times of the COVID-19. The data were analyzed using multilevel structural equation modeling. The results demonstrated the positive relationship between leader crisis communication and salesperson resilience, mediated by salespersons' positive stress mindset. Family strain and core beliefs challenge were found to attenuate the positive linkage between leader crisis communication and salespersons' positive stress mindset. Theoretical and practical implications are presented. This study offers insights to help managers in B2B organizations better understand and implement mechanisms that can foster resilience among their B2B sales forces in the COVID-19 outbreak and other crises.
Collapse
|
21
|
Halliday CS, Paustian-Underdahl SC, Stride C, Zhang H. Retaining Women in Male-Dominated Occupations across Cultures: The Role of Supervisor Support and Psychological Safety. HUMAN PERFORMANCE 2022. [DOI: 10.1080/08959285.2022.2050234] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Affiliation(s)
- Cynthia Saldanha Halliday
- The University of Texas at El Paso, College of Business Administration, Department of Marketing and Management, El Paso, TX, USA
| | | | - Christopher Stride
- Sheffield University Management School, The Institute of Work Psychology, Sheffield, UK
| | - Haiyan Zhang
- International Business Machines Corp., Smarter Workforce Institute, Rochester, MN, USA
| |
Collapse
|
22
|
Dong M, Zhang T, Li Y, Ren Z. The Effect of Work Connectivity Behavior After-Hours on Employee Psychological Distress: The Role of Leader Workaholism and Work-to-Family Conflict. Front Public Health 2022; 10:722679. [PMID: 35284392 PMCID: PMC8905642 DOI: 10.3389/fpubh.2022.722679] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2021] [Accepted: 01/20/2022] [Indexed: 11/13/2022] Open
Abstract
Background The work connectivity behavior after-hours (WCBA) has become increasingly intense among Chinese employees in recent years, especially in the rapidly developed internet industry. This has made the after-hours work connectivity behavior, a popular topic in the organizational psychology field. Based on boundary theory, we explored the mechanism of after-hour work connectivity behavior on employees' psychological distress and identified the work-to-family conflict (WFC) as mediator. Besides, leader characteristics are essential environmental variables and always play as moderators, among which leader workaholism is prevalent in the internet industry. However, the impact of leader workaholism on employees' behavior is still inconsistent and even contradictory. Thus, this study further examines the moderating effect of leader workaholism between the after-hour work connectivity behavior and employees' psychological distress. Methods We conducted a multitime, multisource questionnaire survey in Internet companies in China. Before collecting the data, all participants were assured that their responses would be confidential and used only for academic research. At time 1, the team leader rated his or her workaholism, and team members rated WCBA. At time 2 (3 weeks later), team members were asked to complete the questionnaire containing scales of WFC, psychological distress. The two rounds of data collection resulted in 211 matched team leader–team member responses. We performed a path analysis using Mplus 7.4. Results Both the duration and frequency of WCBA can positively predict employees' psychological distress through WFC (the mediating effect = 0.628, 95% CI = [0.593, 0.663]). Specifically, WCBA can increase the level of WFC, which leads to the employees' psychological distress further. Leader workaholism can negatively moderate the relationship between WCBA and WFC, further moderating the mediating effect of WFC. Conclusions Work-to-family conflict played as a mediator in the relationship between WCBA and employees' psychological distress. These results may be helpful to recognize the negative effect of WCBA and the role of leader workaholism in the relationship.
Collapse
Affiliation(s)
- Mingchao Dong
- Department of Psychology, Renmin University of China, Beijing, China
| | - Tianlu Zhang
- Department of Psychology, Renmin University of China, Beijing, China
| | - Yingwu Li
- Department of Psychology, Renmin University of China, Beijing, China
- The Laboratory of Department of Psychology, Renmin University of China, Beijing, China
- *Correspondence: Yingwu Li
| | - Zhengzheng Ren
- Department of Psychology, Renmin University of China, Beijing, China
| |
Collapse
|
23
|
Luu TT. Family support and posttraumatic growth among tourism workers during the COVID-19 shutdown: The role of positive stress mindset. TOURISM MANAGEMENT 2022; 88:104399. [PMID: 34629609 PMCID: PMC8490007 DOI: 10.1016/j.tourman.2021.104399] [Citation(s) in RCA: 11] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/11/2020] [Revised: 07/05/2021] [Accepted: 07/20/2021] [Indexed: 05/11/2023]
Abstract
The COVID-19 pandemic has taken a severe hit on the health of workers in the tourism industry. It is crucial to understand how to help the workforce in this service industry become resilient and adaptive through this crisis. The primary objective of this research is to examine how family support nurtures tourism workers' posttraumatic growth (PTG), an adaptation form in the resilience process. The valid data were collected from 384 tourism workers who were on unpaid leave or layoff during the COVID-19 crisis. The results demonstrated the positive relationship between family support and tourism workers' PTG, for which positive stress mindset was identified as a mediation mechanism. Deliberate and intrusive ruminative thinking styles moderated the effect of family support on positive stress mindset. Theoretical and practical implications of the mechanisms through which family support promotes tourism workers' PTG are discussed.
Collapse
Affiliation(s)
- Tuan Trong Luu
- Swinburne Business School, Swinburne University of Technology, Hawthorn, Australia
| |
Collapse
|
24
|
Vesper D, König CJ, Siegel R, Friese M. Is use of the general system justification scale across countries justified? Testing its measurement equivalence. BRITISH JOURNAL OF SOCIAL PSYCHOLOGY 2022; 61:1032-1049. [PMID: 35050527 DOI: 10.1111/bjso.12520] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2021] [Accepted: 12/08/2021] [Indexed: 11/28/2022]
Abstract
System justification is a widely researched topic in social and political psychology. One major measurement instrument in system justification research is the General System Justification Scale (G-SJS). This scale has been used, among others, for comparisons across social groups in different countries. Such comparisons rely on the assumption that the scale is measurement equivalent. However, this assumption has never been comprehensively tested. Thus, the present two studies assessed the measurement equivalence of the G-SJS following classic measurement equivalence guidelines (i.e., multigroup confirmatory factor analyses) in Study 1 and using a new method for comparing larger numbers of groups in Study 2 (i.e., alignment optimization). In Study 1, we analysed the measurement equivalence in Great Britain (n = 444), Germany (n = 454), and France (n = 463). In Study 2, we used a publicly available dataset consisting of 66 samples from 30 countries (N = 13,495) to again assess the measurement equivalence of the scale. Results indicated (partial) metric equivalence, but not scalar equivalence in both studies. Overall, the studies indicate that mean comparisons across the examined countries are not warranted with the current form of the G-SJS. The scale needs to be revised for valid cross-country comparisons of means.
Collapse
Affiliation(s)
- Denise Vesper
- Department of Psychology, Saarland University, Saarbrücken, Germany
| | | | - Rudolf Siegel
- Department of Psychology, Saarland University, Saarbrücken, Germany
| | - Malte Friese
- Department of Psychology, Saarland University, Saarbrücken, Germany
| |
Collapse
|
25
|
Baeza MA, Gonzalez J, Chapa O, Rodriguez RA. Collectivistic norms, beliefs and Mexican OCBs: gender and generation differences. CROSS CULTURAL & STRATEGIC MANAGEMENT 2022. [DOI: 10.1108/ccsm-06-2021-0107] [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
PurposeThe authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.Design/methodology/approachThe authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.FindingsCollective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.Research limitations/implicationsGender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).Practical implicationsThe results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.Social implicationsGlobal managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.Originality/valueThe authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.
Collapse
|
26
|
Tuan LT. Employee mindfulness and proactive coping for technostress in the COVID-19 outbreak: The roles of regulatory foci, technostress, and job insecurity. COMPUTERS IN HUMAN BEHAVIOR 2022; 129:107148. [PMID: 34975214 PMCID: PMC8705475 DOI: 10.1016/j.chb.2021.107148] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/08/2021] [Revised: 11/20/2021] [Accepted: 12/12/2021] [Indexed: 11/17/2022]
Abstract
The transition to digital platforms during the COVID-19 pandemic has created technostress to several workers. Our study aims to investigate whether employee mindfulness contributes to their proactive coping for technostress. We built the dataset from 714 employees from service industries during the pandemic. The findings lent credence to the role of prevention focus in mediating the positive link between dispositional mindfulness and proactive coping for technostress as well as the role of promotion focus in mediating the positive relationship between interpersonal mindfulness and proactive coping for technostress. Technostress was found to strengthen the negative association between prevention focus and proactive coping for technostress while job insecurity represented an attenuating effect on such a link. The results further confirmed the attenuating effect of job insecurity on the positive link between promotion focus and proactive coping for technostress. This study adds dispositional and interpersonal mindfulness as crucial personal antecedents to proactive coping for technostress as well as offers insights into mechanisms underlying such relationships.
Collapse
Affiliation(s)
- Luu Trong Tuan
- Swinburne Business School, Swinburne University of Technology, Hawthorn, Australia
| |
Collapse
|
27
|
Chen W, Zhu X, Sun S, Liao S, Guo Z. The Impact of Employees' Psychological Capital on Innovative Work Behavior: The Chain Mediating Effect of Knowledge Donating and Knowledge Collecting. Front Psychol 2022; 12:761399. [PMID: 34970192 PMCID: PMC8712854 DOI: 10.3389/fpsyg.2021.761399] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/19/2021] [Accepted: 11/17/2021] [Indexed: 11/13/2022] Open
Abstract
This study aimed to test the mediating role of knowledge sharing, which includes two central processes of knowledge collecting and knowledge donating, in the relationship of psychological capital and innovative work behavior (IWB). The proposed theoretical framework was based on the theory of reasoned action and social exchange theory. In a field study, using a research sample of 345 valid leader-subordinate matching data, we tested three competitive models to explore the different mediating effects of knowledge collecting and donating. Results indicated that knowledge donating and knowledge collecting played a chain mediating role between psychological capital and IWB, and the independent mediating effect of knowledge collecting was also significant. From the perspective of knowledge sharing, the present study deeply analyzes the psychological processing mechanism of psychological capital on IWB, confirms the positive significance of knowledge donating at the individual level, and provides a new perspective for organizations to promote employees’ knowledge sharing and stimulate their IWB.
Collapse
Affiliation(s)
- Weijing Chen
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China.,Hubei Center for Talent Development Strategy and Policy Studies, Wuhan, China
| | - Xiaoyun Zhu
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
| | - Shan Sun
- Department of Psychology, School of Education, Hubei University, Wuhan, China
| | - Shudi Liao
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
| | - Zhiwen Guo
- Department of Human Resource Management, Business School, Hubei University, Wuhan, China
| |
Collapse
|
28
|
Luu TT. Can green creativity be fostered? Unfolding the roles of perceived green human resource management practices, dual mediation paths, and perceived environmentally-specific authentic leadership. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2021. [DOI: 10.1080/09585192.2021.1986107] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Tuan Trong Luu
- Swinburne Business School, Swinburne University of Technology, Hawthorn, VIC, Australia
| |
Collapse
|
29
|
Heine F, Wolters E. Using moral foundations in government communication to reduce vaccine hesitancy. PLoS One 2021; 16:e0259435. [PMID: 34752457 PMCID: PMC8577733 DOI: 10.1371/journal.pone.0259435] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/08/2021] [Accepted: 10/20/2021] [Indexed: 11/18/2022] Open
Abstract
Having a vaccine available does not necessarily imply that it will be used. Indeed, uptake rates for existing vaccines against infectious diseases have been fluctuating in recent years. Literature suggests that vaccine hesitancy may be grounded in deeply rooted intuitions or values, which can be modelled using Moral Foundations Theory (MFT). We examine the respective prominence of the MFT dimensions in government communication regarding childhood vaccinations and explore its effect on parents' vaccine hesitancy. We measure the MFT dimension loading of the vaccination information brochures from the Dutch National Institute for Public Health and the Environment (RIVM) between 2011-2019 and connect this information with the electronic national immunisation register to investigate if the use of moral foundations in government communication has a measurable effect on vaccination uptake. We find the largest positive effect for the dimensions Authority/Subversion and Liberty/Oppression and suggestive evidence in favour of a small positive effect for Purity/Degradation. Conversely, Loyalty/Betrayal actually has a negative effect on vaccination rates. For the dimension Harm/Care, we find no significant effect. While Purity/Degradation and Harm/Care appear to be the two most frequently used moral foundations by RIVM, these dimensions have in fact no or only a minor effect on parents' vaccine hesitancy. Reducing the use of these moral foundations may be the first step towards optimising government communication in this context. Instead, formulations activating the moral foundations Authority/Subversion and Liberty/Oppression appear to have positive effects on vaccination uptake.
Collapse
Affiliation(s)
- Florian Heine
- Tilburg University, Tilburg School of Economics and Management, Tilburg, The Netherlands
- * E-mail:
| | - Ennie Wolters
- Tilburg University, Tilburg School of Economics and Management, Tilburg, The Netherlands
| |
Collapse
|
30
|
Jankelová N, Joniaková Z, Skorková Z. Perceived Organizational Support and Work Engagement of First-Line Managers in Healthcare - The Mediation Role of Feedback Seeking Behavior. J Multidiscip Healthc 2021; 14:3109-3123. [PMID: 34785904 PMCID: PMC8590451 DOI: 10.2147/jmdh.s326563] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/08/2021] [Accepted: 09/28/2021] [Indexed: 11/23/2022] Open
Abstract
BACKGROUND First-line managers play a significant role in the management system of a health-care organization because they provide support and bridge for both senior management and their subordinates. Their work engagement becomes the foundation of facility functioning, encompassing both meeting organizational goals and the patient-centered care approach, but also meeting the expectations and needs of subordinate staff. The purpose of our study is to examine the relationship between perceived organizational support and work engagement of first-line health-care managers and the deeper mechanisms in the form of feedback seeking behavior that may positively influence this relationship. METHODS Data collection was carried out in the form of a questionnaire survey in the period February 2021. Respondents were first-level medical managers from different types of clinical areas and from all Slovak hospitals (221). The PLS-SEM method was used to analyze paths between variables and to analyze direct and indirect effects using SmartPLS 3.3 software. RESULTS The findings indicate a positive association of perceived organizational support and work engagement. Hypotheses about the mediation of the two components of feedback seeking behavior (monitoring and inquiring) have support in both their separate and joint mediation. At the same time, in joint mediation, a larger part of the indirect effect is transmitted by the feedback seeking behavior inquiring and thus represents a possible direction of interest for the top management of hospitals to strengthen the work engagement of their first-level managers not only for the purpose of their higher performance, but also of their job satisfaction. CONCLUSION Perceived organizational support enhances the work engagement of first-line managers. However, the total effect is significantly higher when feedback seeking behavior is involved not only in monitoring, but especially in inquiring.
Collapse
Affiliation(s)
- Nadežda Jankelová
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Joniaková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| | - Zuzana Skorková
- Department of Management, Faculty of Business Management, University of Economics in Bratislava, Bratislava, Slovakia
| |
Collapse
|
31
|
Wihler A, Hülsheger UR, Reb J, Menges JI. It’s so boring – or is it? Examining the role of mindfulness for work performance and attitudes in monotonous jobs. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2021. [DOI: 10.1111/joop.12370] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
| | | | - Jochen Reb
- Singapore Management University Singapore
| | | |
Collapse
|
32
|
Robert V, Vandenberghe C. Une analyse du leadership laissez-faire dans les organisations : le rôle des orientations d’objectifs des employés. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2021. [DOI: 10.1016/j.pto.2021.07.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
|
33
|
Luu TT. Worker resilience during the COVID-19 crisis: The role of core beliefs challenge, emotion regulation, and family strain. PERSONALITY AND INDIVIDUAL DIFFERENCES 2021; 179:110784. [DOI: 10.1016/j.paid.2021.110784] [Citation(s) in RCA: 13] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 09/07/2020] [Revised: 02/13/2021] [Accepted: 02/15/2021] [Indexed: 12/21/2022]
|
34
|
Diógenes de Medeiros E, Gregório Nascimento da Silva P, Mota Reis L, P Monteiro R, Lins de Holanda Coelho G, Lohana Cardoso Guimarães C, C Bezerra de Medeiros P. Psychometric properties of the Coronavirus Anxiety Scale (CAS) in Brazil. DEATH STUDIES 2021; 46:2424-2434. [PMID: 34376128 DOI: 10.1080/07481187.2021.1961175] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 06/13/2023]
Abstract
We aimed to adapt the Coronavirus Anxiety Scale (CAS) in Brazil, using a range of statistical techniques (e.g., factor analysis, item response theory). Two studies were conducted (Ntotal = 512). The unidimensional structure presented a good model fit and reliability, significant convergent validity, and all items presenting very high discrimination levels, adequately assessing medium and high anxiety levels. We also gathered evidence on cutoff points for detecting anxiety symptoms, reinforcing the diagnostic feasibility (for screening) of the CAS. Our findings emphasize the CAS as useful for rapid assessment and research involving COVID-19 and mental health markers.
Collapse
Affiliation(s)
| | | | - Lorena Mota Reis
- Department of Psychology, Federal University of Delta do Parnaíba, Parnaíba, Brazil
| | - Renan P Monteiro
- Department of Psychology, Federal University of Mato Grosso, Cuiabá, Brazil
| | | | | | | |
Collapse
|
35
|
Takeuchi N, Takeuchi T, Jung Y. Making a successful transition to work: A fresh look at organizational support for young newcomers from an individual-driven career adjustment perspective. JOURNAL OF VOCATIONAL BEHAVIOR 2021. [DOI: 10.1016/j.jvb.2021.103587] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
|
36
|
CEO Leadership, Strategic Decision Comprehensiveness, and Firm Performance: The Moderating Role of TMT Cognitive Conflict. MANAGEMENT AND ORGANIZATION REVIEW 2021. [DOI: 10.1017/mor.2021.10] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
ABSTRACTManagers make comprehensive strategic decisions to cope with environmental challenges. Questions remain regarding how different types of leadership styles influence top management team (TMT) strategic decision comprehensiveness (SDC) and firm performance. This study explores the impact of two different CEO leadership styles on TMT SDC and subsequent firm performance, considering the moderating role of TMT cognitive conflict. Based on data from 357 questionnaires of 126 firms in China, we found that 1) CEO empowering leadership positively affects SDC; 2) CEO directive leadership generates an inverted U-shaped effect on SDC; 3) the effect of SDC on firm performance is positive; and 4) TMT cognitive conflict weakens the relationship between CEO empowering leadership and SDC. This study takes a systematic approach by integrating CEO-TMT dynamics into SDC, which in turn affects firm performance, and thus offers a holistic view of how upper echelons influence firm performance.
Collapse
|
37
|
Multilevel influences on individual knowledge sharing behaviours: the moderating effects of knowledge sharing opportunity and collectivism. JOURNAL OF KNOWLEDGE MANAGEMENT 2021. [DOI: 10.1108/jkm-01-2021-0009] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This paper aims to draw upon social cognitive theory to develop a conceptual framework of four types of factors: individual, social, organisational and cultural that influence an individual’s knowledge sharing behaviour.
Design/methodology/approach
Data from 298 employees in Myanmar’s banking industry were analysed using the structural equation modelling (SEM) approach.
Findings
The results reveal that an individual’s absorptive capacity, trust and social interaction significantly impact knowledge-sharing behaviour. Additionally, the study found the moderating influence of knowledge sharing opportunity and collectivism in examining the impact of absorptive capacity, trust and social interaction on knowledge sharing behaviour.
Research limitations/implications
Future research may consider other dimensions of cultural dimensions, and extending the model by adding outcomes of knowledge sharing behaviour such as innovation or productivity could also be considered.
Practical implications
Organisations need to consider absorptive capacity in the recruitment process, increase trust and social interaction among employees, promote knowledge-sharing opportunities and collectivism to promote knowledge-sharing behaviour.
Originality/value
The study’s distinctive contribution is the Myanmar bank sector's under-researched context for investigating the reverse relationship between absorptive capacity and knowledge sharing behaviour. The moderating effects of knowledge sharing opportunity and collectivism ignored mainly in the knowledge sharing literature were investigated in this study.
Collapse
|
38
|
Tang WG, Vandenberghe C. Role Overload and Work Performance: The Role of Psychological Strain and Leader-Member Exchange. Front Psychol 2021; 12:691207. [PMID: 34093378 PMCID: PMC8176030 DOI: 10.3389/fpsyg.2021.691207] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/05/2021] [Accepted: 04/26/2021] [Indexed: 11/13/2022] Open
Abstract
The relation between role overload and work performance remains insufficiently understood. Drawing upon conservation of resources theory, we expected role overload to negatively relate to performance through psychological strain and this relation to be buffered by leader-member exchange (LMX). Study 1 (N = 212) examined depression as a severe type of strain that mediates between role overload and in-role performance, job dedication, and voice behavior. Study 2 (N = 191) used generic, perceived strain as a mediator between role overload and in-role performance and reward recommendations. Both studies tested LMX's buffering effect, controlling for role ambiguity and conflict. A supplementary panel study (N = 99) assessed the temporal relationship between role overload and strain. Role overload triggered psychological strain, which undermined performance, and LMX acted as a buffer on role overload, but not on role ambiguity or role conflict. We discuss the implications of these findings for theory and practice.
Collapse
Affiliation(s)
- Wei-Gang Tang
- Department of Management, HEC Montréal, Montréal, QC, Canada
| | | |
Collapse
|
39
|
Hoobler JM, Gericke S, Koekemoer E. Does extant work-family research generalize to African Nations? Meta-analytic tests. AFRICA JOURNAL OF MANAGEMENT 2021. [DOI: 10.1080/23322373.2021.1911453] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Jenny M. Hoobler
- Human Resource Management, University of Pretoria, Pretoria, South Africa
| | - Suzanne Gericke
- Human Resource Management, University of Pretoria, Pretoria, South Africa
| | - Eileen Koekemoer
- Human Resource Management, University of Pretoria, Pretoria, South Africa
| |
Collapse
|
40
|
Ahmad S, Sohal A, Wolfram Cox J. Bullying in the workplace: a cross-cultural and methodological perspective. INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION 2021. [DOI: 10.1080/00208825.2021.1898099] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
Affiliation(s)
- Saima Ahmad
- Graduate School of Business and Law, RMIT University, Melbourne, Australia
| | - Amrik Sohal
- Department of Management, Monash University, Victoria, Australia
| | | |
Collapse
|
41
|
Román-Calderón JP, Aguilar-Barrientos S, EstebanEscalante J, Arias A, Barbosa J. Job Tension Growth and Emotional Intelligence in Challenge-Based Learning. THE JOURNAL OF PSYCHOLOGY 2021; 155:257-274. [PMID: 33724906 DOI: 10.1080/00223980.2021.1878484] [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: 10/21/2022] Open
Abstract
This paper presents a study that aims to identify the trajectory of job tension during a challenge-based learning (CBL) activity and study the role of student workgroup emotional intelligence in such a context. More longitudinal research on student stress is deemed necessary. The authors used Karasek's demand-control model (1979), collected longitudinal data (gathered at ten time points) from a 73-member team participating in an international student competition, and analyzed the data using the latent growth model approach. To the authors' knowledge no research has used panel data with multiple time points to explore the trajectory of job tension during a challenge-based learning activity. The findings indicate that the job tension of teams participating in a challenge-based learning activity has a quadratic rate of change, and that student work group emotional intelligence predicts individual differences with respect to team-level job tension. Practical implications include actions to improve the implementation of CBL tasks and to better deal with job tension and emotional intelligence in working groups.
Collapse
|
42
|
Robert V, Vandenberghe C. L’anxiété liée à la COVID-19 : une analyse de ses effets en milieu de travail. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2021. [PMCID: PMC7849594 DOI: 10.1016/j.pto.2021.01.005] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Abstract
L’anxiété générée par la crise sanitaire de la COVID-19 est un phénomène nouveau dont les effets sont largement inconnus. Pour explorer cette question, nous avons mené une étude auprès de 650 employés de ministères au Québec pendant la première vague de la pandémie qui examine les effets de l’anxiété liée à la COVID-19 sur quatre indicateurs de l’adaptation au travail : l’engagement au travail, l’engagement organisationnel, l’habilitation psychologique et l’épuisement du moi. Tout en contrôlant les effets de facteurs contextuels pertinents, les analyses indiquent que l’anxiété liée à la COVID-19 est positivement liée à l’engagement organisationnel et à l’épuisement du moi, et négativement liée à l’habilitation psychologique. En revanche, elle ne présente pas de lien significatif avec l’engagement au travail.
Collapse
|
43
|
The Ties that (Un)Bind: Change and Organizational Commitment in Ukraine. MANAGEMENT AND ORGANIZATION REVIEW 2021. [DOI: 10.1017/mor.2020.61] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
Abstract
ABSTRACTRecognizing the need for organizational change in a transition setting, we specify a research model entailing the effects of two important workplace variables on the relationship between dispositional resistance to change and organizational commitment. Organizational commitment is important because of its relationship with a host of considerations relevant to successful organizational change and development. We test the model with samples from four Ukrainian firms undergoing comparable substantive change, including in their human resource systems. The results indicate that the negative relationship between resistance to change and organization commitment is moderated by trust in management. Specifically, it is the lack of trust that exacerbates the negative influence of resistance to change on commitment. Also, high procedural justice strengthens the negative relationship, thereby reducing organizational commitment, an interesting divergence from the Western literature. These indigenous findings in a markedly different context from the West hold potential for theory that is richer and more comprehensive in its explanatory reach. The findings also provide useful insights for managers in Ukraine in their efforts to change organizational practices.
Collapse
|
44
|
Stühlinger M, Schmutz JB, Grote G, Nicca D, Flury D. To Get Vaccinated or Not? Psychological Safety as a Catalyst for the Alignment Between Individual Beliefs and Behavior. GROUP & ORGANIZATION MANAGEMENT 2021. [DOI: 10.1177/1059601120983964] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Abstract
While many studies have investigated the consequences of psychological safety for behavior, there is little theorizing on the mechanisms that account for these effects. Since psychological safety makes individuals feel safe to express their true self, we argue that it should act as a catalyst for alignment between individual beliefs and behavior. Drawing on the reasoned action model, we postulate that psychological safety interacts with individuals’ attitudes and perceived norms in predicting intention and behavior. We tested our model with physicians’ influenza vaccination behavior. We surveyed 208 physicians from a Swiss hospital before and after the vaccination phase. Results show that the effect of attitude, but not perceived norm, on intention to get vaccinated was moderated by perceived psychological safety in the physicians’ team: High psychological safety strengthened the effect of physicians’ attitude on their intention, which in turn predicted actual vaccination behavior. We provide first evidence that high psychological safety may render individuals more comfortable to act in accordance with their attitudes. Depending on whether attitudes are in line with organizational goals, increasing psychological safety could facilitate positive or negative consequences. This more differentiated understanding of psychological safety can fruitfully inform both future research and organizational practice.
Collapse
|
45
|
Jachimowicz JM, Cunningham JL, Staats BR, Gino F, Menges JI. Between Home and Work: Commuting as an Opportunity for Role Transitions. ORGANIZATION SCIENCE 2021. [DOI: 10.1287/orsc.2020.1370] [Citation(s) in RCA: 18] [Impact Index Per Article: 6.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/01/2023]
Abstract
Across the globe, every workday people commute an average of 38 minutes each way, yet surprisingly little research has examined the implications of this daily routine for work-related outcomes. Integrating theories of boundary work, self-control, and work-family conflict, we propose that the commute to work serves as a liminal role transition between home and work roles, prompting employees to engage in boundary management strategies. Across three field studies (n = 1,736), including a four-week-long intervention study, we find that lengthy morning commutes are more aversive for employees with lower trait self-control and greater work-family conflict, leading to decreased job satisfaction and increased turnover. In addition, we find that employees who engage in a specific boundary management strategy we term role-clarifying prospection (i.e., thinking about the upcoming work role) are less likely to be negatively affected by lengthy commutes to work. Results further show that employees with higher levels of trait self-control are more likely to engage in role-clarifying prospection, and employees who experience higher levels of work-family conflict are more likely to benefit from role-clarifying prospection. Although the commute to work is typically seen as an undesirable part of the workday, our theory and results point to the benefits of using it as an opportunity to transition into one’s work role.
Collapse
Affiliation(s)
- Jon M. Jachimowicz
- Harvard Business School, Harvard University, Boston, Massachusetts 02163
| | - Julia Lee Cunningham
- Stephen M. Ross School of Business, University of Michigan, Ann Arbor, Michigan 48104
| | - Bradley R. Staats
- Kenan–Flagler Business School, University of North Carolina, Chapel Hill, North Carolina 27599-3490
| | - Francesca Gino
- Harvard Business School, Harvard University, Boston, Massachusetts 02163
| | - Jochen I. Menges
- Department of Business Administration, University of Zurich, 8032 Zurich, Switzerland
- Cambridge Judge Business School, University of Cambridge, Cambridge, United Kingdom CB2 1AG
| |
Collapse
|
46
|
Afota MC, Robert V, Vandenberghe C. The interactive effect of leader-member exchange and psychological climate for overwork on subordinate workaholism and job strain. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2020. [DOI: 10.1080/1359432x.2020.1858806] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
Affiliation(s)
- Marie-Colombe Afota
- Department of People, Organizations and Negotiation, IESEG School of Management, Lille, France
- LEM-CNRS UMR 9221
| | | | | |
Collapse
|
47
|
Mabaso BP, Jaga A, Doherty T. Experiences of workplace breastfeeding in a provincial government setting: a qualitative exploratory study among managers and mothers in South Africa. Int Breastfeed J 2020; 15:100. [PMID: 33228745 PMCID: PMC7684936 DOI: 10.1186/s13006-020-00342-4] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 02/11/2020] [Accepted: 11/16/2020] [Indexed: 11/10/2022] Open
Abstract
BACKGROUND Return to employment is a major barrier to breastfeeding continuation, globally and in the Southern African context. The Lancet Breastfeeding Series revealed an explicit need for research exploring breastfeeding as a workplace issue in low- and middle-income countries. A dearth of research on workplace breastfeeding in South Africa calls for attention to this topic. This study sought to explore breastfeeding at work experiences from the perspective of employed mothers and senior managers in a provincial government setting in South Africa. METHODS The study adopted an exploratory qualitative design with multi-perspective semi-structured interviews. Snowball sampling was employed to recruit twelve participants, senior managers (n = 4) and employed mothers (n = 8), from two provincial government departments in Cape Town, South Africa. Interviews were conducted between April and August 2018 to capture participants' experiences with breastfeeding in the workplace. Thematic analysis was used to analyse data. RESULTS Four key themes that described experiences of workplace breastfeeding emerged which further traversed three critical maternity periods: pregnancy, maternity leave, and return to work. The prevalent themes were: 1) Knowledge about the legislation and breastfeeding support benefits. Most participants only knew about the legislated four months maternity leave and time off for prenatal visits but lacked knowledge about comprehensive maternity benefits; 2) Perceptions and experiences of breastfeeding in the workplace. Breastfeeding was perceived to be a mother's responsibility and a private issue. As a result, most participants stopped breastfeeding prior to or immediately upon return to work after maternity leave; 3) Barriers to breastfeeding continuation, such as the absence of a conversation about infant feeding plans between managers and mothers; and 4) Recommendations to improve breastfeeding support at work from an individual, organisational and national level. CONCLUSIONS Our study contributions emphasise that breastfeeding support from managers should begin prior to the mother taking maternity leave, and that in addition to providing supportive facilities (such as private space and breastmilk storage), immediate supervisor support may be critical in fostering breastfeeding-friendly workplaces for mothers. Management implications for advancing workplace breastfeeding support in the public sector are presented.
Collapse
Affiliation(s)
- Bongekile P Mabaso
- Department of School of Management Studies, University of Cape Town, Cape Town, South Africa.
| | - Ameeta Jaga
- Department of School of Management Studies, University of Cape Town, Cape Town, South Africa
| | - Tanya Doherty
- Health Systems Research Unit, South African Medical Research Council, Cape Town, South Africa.,Department of Paediatrics and Child Health, Faculty of Health Sciences, University of Cape Town, Cape Town, South Africa
| |
Collapse
|
48
|
Breidenthal AP, Liu D, Bai Y, Mao Y. The dark side of creativity: Coworker envy and ostracism as a response to employee creativity. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2020. [DOI: 10.1016/j.obhdp.2020.08.001] [Citation(s) in RCA: 13] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/01/2023]
|
49
|
Robert V, Vandenberghe C. Locus of Control and Leader-Member Exchange: A Dimensional, Contextualized, and Prospective Analysis. Front Psychol 2020; 11:537917. [PMID: 33192779 PMCID: PMC7644966 DOI: 10.3389/fpsyg.2020.537917] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/25/2020] [Accepted: 09/28/2020] [Indexed: 12/03/2022] Open
Abstract
Since the relationship between leaders and subordinates has important implications for organizations, exploring how high-quality leader–member exchange (LMX) relationships develop over time is a critical research objective. However, LMX research has essentially focused on leader-centric approaches to describe how leaders develop differential relationships with subordinates and has devoted little attention to the influence of subordinate characteristics. This study contends that subordinates’ individual differences may act as drivers of LMX relationships. Specifically, we posited that individuals with an internal work locus of control, owing to their sense of control over the work environment, are more prone to develop high LMX relationships over time. Moreover, we expected this effect to be enhanced when these individuals are given clear expectations about their work role because such conditions would ease their sense of agency. Further, we suggested that these effects may partly depend on the dimension of LMX (i.e., affect, loyalty, contribution, and professional respect) under consideration. We argued that the effect of internal work locus of control would generalize to all LMX dimensions but that its interaction with role clarity would primarily impact the loyalty and contribution dimensions of LMX as their behavioral orientation would result in valued outcomes for internals. Data were collected through questionnaires among a sample of 424 employees working in various industries. Through a two-wave study and controlling for the autoregressive effects of LMX, subordinates’ internal work locus of control was found to enhance LMX relationships over time. Using a multidimensional approach to LMX, our results further show that the effect of internal work locus of control generalized to all dimensions of LMX. Using a contextualized view of the development of LMX, we also found that role clarity moderated the positive relationship between internal work locus of control and LMX over time such that the relationship was stronger when role clarity was high. However, from a dimensional perspective, role clarity only accentuated the relationship between work locus of control and LMX’s loyalty dimension. The implications of these findings for LMX research are discussed.
Collapse
|
50
|
Chen CF, Chen SC, Tsai PS. Job passion in the context of green restaurant: Environmental stewardship orientation and job autonomy as antecedents. JOURNAL OF GENERAL MANAGEMENT 2020. [DOI: 10.1177/0306307020911177] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Job passion has recently gained increasing attention, as it is crucial to employee well-being and performance. To simultaneously highlight the current trends with regard to environmental issues and organizational psychology, this article investigates the potential antecedents (i.e. environmental stewardship orientation (ESO) and job autonomy) and consequences (i.e. job satisfaction, life satisfaction, and intention to leave) of harmonious job passion among employees working in green restaurants in Taiwan. Data collected from 299 valid samples were analyzed using structural equation modeling. The results indicate that employees’ ESO and perceived job autonomy positively affect their harmonious job passion. Besides, employees with harmonious job passion may have positive job- and life-related outcomes, including high job and life satisfaction, and low intention to leave. The theoretical and practical implications of the findings are discussed, and directions for future research are identified.
Collapse
|