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Ghasemi F. The Effects of Dysfunctional Workplace Behavior on Teacher Emotional Exhaustion: A Moderated Mediation Model of Perceived Social Support and Anxiety. Psychol Rep 2024; 127:2526-2551. [PMID: 36527284 DOI: 10.1177/00332941221146699] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/17/2024]
Abstract
Dysfunctional workplace behavior (DWB) is a prevalent phenomenon in schools, which has adverse consequences for teachers and students. In addition to the known negative implications, little is known about the mechanism through which DWB functions. The purpose of this study was to explore the effects of DWB on teacher emotional exhaustion (EE) and understand whether perceived social support (PSS) moderates the mediating effect that anxiety has on the relationship between DWB and EE. A battery of measurement tools was administered to 249 English as a foreign language (EFL) teachers in Iran. Moderated mediation regressions were used to analyze survey data. Results indicated that anxiety mediated the relationship between DWB and EE. Additionally, it was found that PSS moderated the direct relationship between DWB and anxiety; and the indirect relationship between DWB and EE. DWB was more strongly associated with an increased incidence of anxiety and EE in teachers with low levels of PSS. Results highlight the need to understand the intervening factors and sources of EE to actively identify, assess, and control teachers' behavioral and mental health risk factors. Given the significant role of emotions in teacher well-being, it is imperative to develop effective interventions (e.g., promoting PSS and positive workplace behaviors) in order to optimize teachers' emotional and behavioral health.
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Affiliation(s)
- Farshad Ghasemi
- Missouri Prevention Science Institute, University of Missouri, USA
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2
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Zhang W, Gu D, Xie Y, Khakimova A, Zolotarev O. How Do COVID-19 Risk, Life-Safety Risk, Job Insecurity, and Work-Family Conflict Affect Miner Performance? Health-Anxiety and Job-Anxiety Perspectives. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:5138. [PMID: 36982046 PMCID: PMC10048998 DOI: 10.3390/ijerph20065138] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 01/28/2023] [Revised: 03/02/2023] [Accepted: 03/09/2023] [Indexed: 06/18/2023]
Abstract
The coronavirus pandemic (COVID-19) has created challenging working conditions in coal-production activities. In addition to the massive loss of resources for miners, it has had a devastating impact on these individuals' mental health. Based on the conservation of resources (COR) theory and a resource-loss perspective, this study examined the impact of COVID-19 risk, life-safety risk, perceived job insecurity, and work-family conflict on miners' job performance. Moreover, this study investigated the mediating role of job anxiety (JA) and health anxiety (HA). The study data were collected through online structured questionnaires disseminated to 629 employees working in a coal mine in China. The data analysis and hypothesis generation were conducted using the structural equation modeling (partial least squares) method. The results demonstrated that the perception of COVID-19 risk, life-safety risk, job insecurity, and work-family conflict negatively and significantly impacted miners' job performance. In addition, JA and HA negatively mediated the relationships between the perception of COVID-19 risk, life-safety risk, perceived job insecurity, work-family conflict, and job performance. The findings of this study can give coal-mining companies and their staff useful insights into how to minimize the pandemic's effects on their operations.
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Affiliation(s)
- Wei Zhang
- School of Management, Hefei University of Technology, Hefei 230009, China
| | - Dongxiao Gu
- School of Management, Hefei University of Technology, Hefei 230009, China
| | - Yuguang Xie
- School of Management, Hefei University of Technology, Hefei 230009, China
| | - Aida Khakimova
- Scientific-Research Center for Physical-Technical Informatics, Russian New University, Moscow 105005, Russia
| | - Oleg Zolotarev
- Scientific-Research Center for Physical-Technical Informatics, Russian New University, Moscow 105005, Russia
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3
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Babamiri M, Heydari B, Mortezapour A, Tamadon TM. Investigation of Demand-Control-Support Model and Effort-Reward Imbalance Model as Predictor of Counterproductive Work Behaviors. Saf Health Work 2022; 13:469-474. [PMID: 36579002 PMCID: PMC9772460 DOI: 10.1016/j.shaw.2022.08.005] [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: 01/14/2022] [Revised: 08/06/2022] [Accepted: 08/16/2022] [Indexed: 12/31/2022] Open
Abstract
Background Nowadays, counter-productive work behaviors (CWBs) have turned into a common and costly position for many organizations and especially health centers. Therefore, the study was carried out to examine and compare the demand-control-support (DCS) and effort-reward imbalance (ERI) models as predictors of CWBs. Methods The study was cross-sectional. The population was all nurses working in public hospitals in Hamadan, Iran of whom 320 were selected as the sample based on simple random sampling method. The instruments used were Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, and Counterproductivity Work Behavior Questionnaire. Data were analyzed using correlation and regression analysis in SPSS18. Results The findings indicated that both ERI and DCS models could predict CWB (p ≤ 0.05); however, the DCS model variables can explain the variance of CWB-I and CWB-O approximately 8% more than the ERI model variables and have more power in predicting these behaviors in the nursing community. Conclusion According to the results, job stress is a key factor in the incidence of CWBs among nurses. Considering the importance and impact of each component of ERI and DCS models in the occurrence of CWBs, corrective actions can be taken to reduce their incidence in nurses.
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Affiliation(s)
| | | | | | - Tahmineh M. Tamadon
- Corresponding author. Department of Ergonomics, School of Public Health, Hamadan University of Medical Sciences, Shahid Fahmideh Street, Hamadan, Iran.
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A person-centered perspective on work behaviors. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03846-w] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/11/2022]
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5
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Muschalla B. Prevalence and Correlates of Work-Phobic Anxiety in a National Representative Sample. ZEITSCHRIFT FUR ARBEITS-UND ORGANISATIONSPSYCHOLOGIE 2022. [DOI: 10.1026/0932-4089/a000375] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/04/2022]
Abstract
Abstract. Work anxiety is a common mental health problem that is often overlooked and often causes long periods of sick leave. This is the first representative survey on the distribution of work-phobic anxiety in Germany. Of the 2,030 working-age participants (18 – 67 years), 7 % had increased work-phobic anxiety of a moderate (5 % with scores >1.5 – 2.5 on a scale from 0 – 4) or high (2 % with scores >2.5 – 4) degree. People with high levels of work-phobic anxiety reported the longest sick leave durations during the past 12 months (8 weeks) and the most periods of unemployment in their professional lives. The three groups were similar in age, sex, and partnership status. People with high work-phobic anxiety perceived themselves least competent in almost all dimensions of psychological capacity. Occupational health must consider work-phobic anxiety as a specific mental health problem closely linked to work-ability problems.
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Zhu Y, Zhang D. Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention. Front Psychol 2021; 12:761560. [PMID: 34955982 PMCID: PMC8692575 DOI: 10.3389/fpsyg.2021.761560] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2021] [Accepted: 11/10/2021] [Indexed: 11/21/2022] Open
Abstract
This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.
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Affiliation(s)
- Yingge Zhu
- Department of Psychology, Faculty of Science and Technology, Renmin University of China, Beijing, China
| | - Denghao Zhang
- Department of Psychology, Faculty of Science and Technology, Renmin University of China, Beijing, China
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Pfaffinger KF, Reif JAM, Huber AK, Eger VM, Dengler MK, Czakert JP, Spieß E, Berger R. Digitalisation anxiety: development and validation of a new scale. DISCOVER MENTAL HEALTH 2021; 1:3. [PMID: 37861745 PMCID: PMC10498141 DOI: 10.1007/s44192-021-00003-w] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Received: 07/30/2021] [Accepted: 10/22/2021] [Indexed: 10/21/2023]
Abstract
The increasing spread of digital technologies and respective consequences for the way we live, work, and communicate can evoke feelings of tension and discomfort. This so-called digitalisation anxiety is related to existing and future technologies, includes the process of digitalisation in everyday life, and refers to multiple levels (the individual, organisations, and society). Existing scales measuring technology-related fears due not adequately reflect these features. Therefore, we developed the German version of the Digitalisation Anxiety Scale (DAS). Having generated items based on a qualitative interview study (Study 1, n = 26), we demonstrated the DAS's factor structure, internal consistency and construct validity in Study 2a (n = 109) and test-retest reliability in Study 2b (n = 30). In Study 3 (n = 223), the scale's structure was confirmed and correlates of digitalisation anxiety were examined. The final version of the DAS consists of 35 items with a four-factor structure (societal triggers for digitalisation anxiety, triggers related to interaction and leadership, triggers within oneself and triggers resulting from the digitalisation implementation process). Digitalisation Anxiety had negative relationships with well-being and performance. The scale allows practitioners and researchers to measure and benchmark individuals' levels of digitalisation anxiety, and to track changes over time. The scale can inform interventions aiming at reducing digitalisation anxiety and stress resulting from digitalisation.
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Affiliation(s)
| | | | | | - Vera M. Eger
- Ludwig-Maximilians-Universität München, Munich, Germany
| | | | | | - Erika Spieß
- Ludwig-Maximilians-Universität München, Munich, Germany
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Virtanen A, Van Laethem M, de Bloom J, Kinnunen U. Drammatic breaks: Break recovery experiences as mediators between job demands and affect in the afternoon and evening. Stress Health 2021; 37:801-818. [PMID: 33665896 DOI: 10.1002/smi.3041] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Received: 04/27/2020] [Revised: 02/24/2021] [Accepted: 03/01/2021] [Indexed: 12/30/2022]
Abstract
The present study focused on within-workday recovery, which has received less scholarly attention than has recovery outside work. We examined six break recovery experiences (detachment, relaxation, autonomy, mastery, meaning and affiliation) as possible mediators between daily emotional job demands, positive and negative affect both in the afternoon and in the evening. We conducted a one-work week diary study (N = 107) among Finnish schoolteachers with three daily measurements per workday. Most participants (88%) were women, and the average age was 50 years. The data were analysed with multilevel path modelling. Regarding daily afternoon affect, both low break detachment and low break meaning mediated the relationship between high daily emotional demands and low afternoon positive affect and high afternoon negative affect. Regarding daily evening affect, only low break meaning mediated the relationship between high daily emotional demands and low evening positive affect. In addition, afternoon positive and negative affect did mediate the relationships between break detachment and meaning and positive and negative evening affect. Our findings offer new insights into the interplay of daily job demands, break recovery experiences and affective well-being. Despite detachment, meaning, which has received limited research attention as a recovery experience, seems to play an important role in within-workday recovery. Our study also suggests that successful break recovery can benefit employees' affective well-being in the evening.
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Affiliation(s)
- Anniina Virtanen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
| | - Michelle Van Laethem
- Department of Work and Organizational Psychology, University of Amsterdam, Amsterdam, The Netherlands
| | - Jessica de Bloom
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland.,Faculty of Economics and Business, University of Groningen, Groningen, The Netherlands
| | - Ulla Kinnunen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
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Huang SYB, Li MW, Chang TW. Transformational Leadership, Ethical Leadership, and Participative Leadership in Predicting Counterproductive Work Behaviors: Evidence From Financial Technology Firms. Front Psychol 2021; 12:658727. [PMID: 34421713 PMCID: PMC8371193 DOI: 10.3389/fpsyg.2021.658727] [Citation(s) in RCA: 14] [Impact Index Per Article: 4.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/26/2021] [Accepted: 07/09/2021] [Indexed: 11/13/2022] Open
Abstract
Counterproductive work behaviors are a crucial issue for practice and academic because it influences employees’ job performance and career development. The present research conceptualizes Kahn’s employee engagement theory and employs transformational leadership, ethical leadership, and participative leadership as its antecedents to predict counterproductive work behaviors through a latent growth model. The present research collected empirical data of 505 employees of fintech businesses in Great China at three waves over 6 months. The findings revealed that as employees perceived higher transformational leadership, ethical leadership, and participative leadership at the first time point, they may demonstrate more positive growths in employee engagement development behavior, which in turn, caused more negative growths in counterproductive work behaviors. The present research stresses a dynamic model of the three leaderships that can alleviate counterproductive work behaviors through the mediating role of employee engagement over time.
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Affiliation(s)
- Stanley Y B Huang
- Master Program of Financial Technology, School of Financial Technology, Ming Chuan University, Taipei City, Taiwan
| | - Ming-Way Li
- Department of Marketing and Logistics Management, College of Business Management, Chihlee University of Technology, New Taipei City, Taiwan
| | - Tai-Wei Chang
- Graduate School of Resources Management and Decision Science, National Defense University, Taoyuan, Taiwan
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Cossin T, Thaon I, Lalanne L. Workaholism Prevention in Occupational Medicine: A Systematic Review. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:7109. [PMID: 34281048 PMCID: PMC8297306 DOI: 10.3390/ijerph18137109] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 05/15/2021] [Revised: 06/22/2021] [Accepted: 06/23/2021] [Indexed: 11/17/2022]
Abstract
INTRODUCTION Given the extent of workaholism identified in the literature, it seems essential to consider effective preventive measures. The purpose of this article is to summarize literature data on possible collective and individual preventive measures against workaholism, especially in occupational medicine. METHOD We conducted a systematic literature review in accordance with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. RESULTS 155 articles were retrieved in March 2019, but only 15 well-designed studies providing concrete measures to prevent workaholism were included. The various measures were classified using the traditional distinction between three levels of prevention. At the first level of prevention, workaholism can be avoided by implementing a protective organizational culture. The second level of prevention rather focuses on individual training and counselling to address the negative consequences of workaholism. Finally, the third level of prevention combines cognitive and behavioral interventions that enable professional and social reintegration of workaholics. DISCUSSION This literature review confirms the multifactorial origin of workaholism and the involvement of organizational factors, supporting the necessary contribution of companies in its prevention. This review also reinforces the growing perception of workaholism as a behavioral addiction. Occupational physicians play a key role in this preventive approach as they can influence both working conditions and individual care. The highlighted preventive measures seem to be not only favorable to workaholics, but also to companies. CONCLUSION This review provides field tools that can be used at the various levels of workaholism prevention. Nevertheless, intervention studies are required to confirm the effectiveness of the measures presented.
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Affiliation(s)
- Thomas Cossin
- CHRU de Nancy, Centre de Consultations de Pathologies Professionnelles, Rue du Morvan, 54505 Vandœuvre-lès-Nancy, France;
| | - Isabelle Thaon
- CHRU de Nancy, Centre de Consultations de Pathologies Professionnelles, Rue du Morvan, 54505 Vandœuvre-lès-Nancy, France;
| | - Laurence Lalanne
- Department of Psychiatry and Addictology, University Hospital of Strasbourg, 67000 Strasbourg, France;
- Department of Psychiatry and Addictology, Medical School of Strasbourg, 67000 Strasbourg, France
- INSERM 1114, Department of Psychiatry and Addictology, University Hospital of Strasbourg, Fédération de Médecine Translationnelle de Strasbourg (FMTS), 67000 Strasbourg, France
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11
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Anticipation Next: System-Sensitive Technology Development and Integration in Work Contexts. INFORMATION 2021. [DOI: 10.3390/info12070269] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022] Open
Abstract
When discussing future concerns within socio-technical systems in work contexts, we often find descriptions of missed technology development and integration. The experience of technology that fails whilst being integrated is often rooted in dysfunctional epistemological approaches within the research and development process. Thus, ultimately leading to sustainable technology-distrust in work contexts. This is true for organizations that integrate new technologies and for organizations that invent them. Organizations in which we find failed technology development and integrations are, in their very nature, social systems. Nowadays, those complex social systems act within an even more complex environment. This urges the development of new anticipation methods for technology development and integration. Gathering of and dealing with complex information in the described context is what we call Anticipation Next. This explorative work uses existing literature from the adjoining research fields of system theory, organizational theory, and socio-technical research to combine various concepts. We deliberately aim at a networked way of thinking in scientific contexts and thus combine multidisciplinary subject areas in one paper to present an innovative way to deal with multi-faceted problems in a human-centred way. We end with suggesting a conceptual framework that should be used in the very early stages of technology development and integration in work contexts.
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Wendsche J, de Bloom J, Syrek C, Vahle-Hinz T. Always on, never done? How the mind recovers after a stressful workday? GERMAN JOURNAL OF HUMAN RESOURCE MANAGEMENT-ZEITSCHRIFT FUR PERSONALFORSCHUNG 2021. [DOI: 10.1177/23970022211004598] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/22/2023]
Abstract
Many workers experience their jobs as effortful or even stressful, which can result in strain. Although recovery from work would be an adaptive strategy to prevent the adverse effects of work-related strain, many workers face problems finding enough time to rest and to mentally disconnect from work during nonwork time. What goes on in workers’ minds after a stressful workday? What is it about their jobs that makes them think about their work? This special issue aims to bridge the gap between research on recovery processes mainly examined in Occupational Health Psychology, and research on work stress and working hours, often investigated in the field of Human Resource Management. We first summarize conceptual and theoretical streams from both fields of research. In the following, we discuss the contributions of the five special issue papers and conclude with key messages and directions for further research.
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Affiliation(s)
| | - Jessica de Bloom
- Tampere University, Finland
- University of Groningen, The Netherlands
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He Q, Wu M, Wu W, Fu J. The Effect of Abusive Supervision on Employees' Work Procrastination Behavior. Front Psychol 2021; 12:596704. [PMID: 33633634 PMCID: PMC7901887 DOI: 10.3389/fpsyg.2021.596704] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/20/2020] [Accepted: 01/11/2021] [Indexed: 11/28/2022] Open
Abstract
Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing supports our hypotheses. This result has enriched the understanding of work procrastination behavior and provided practical implications to avoide its negative effects.
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Affiliation(s)
- Qi He
- School of Finance and Economics, Jiangsu University, Zhenjiang, China
| | - Mengyun Wu
- School of Finance and Economics, Jiangsu University, Zhenjiang, China
| | - Wenhao Wu
- Overseas Education College, Jiangsu University, Zhenjiang, China
| | - Jingtao Fu
- School of Mangement, Hainan University, Haikou, China
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Jung HS, Yoon HH. How Does Sexual Harassment Influence the Female Employee's Negative Response in a Deluxe Hotel? INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E9537. [PMID: 33352777 PMCID: PMC7766097 DOI: 10.3390/ijerph17249537] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/23/2020] [Revised: 12/16/2020] [Accepted: 12/17/2020] [Indexed: 11/26/2022]
Abstract
Today, organizations face risky legal and financial consequences stemming from a single sexual harassment event. The purpose of this study was to verify that the sexual harassment, as perceived by female employees, significantly affects their levels of psychological distress and workplace deviant behavior to investigate the moderating role of organizational silence and psychological detachment in the causal relationship. First, this study found that perceived sexual harassment has a negative impact on the female employees' psychological distress and workplace deviant behavior. This study's results also demonstrated that psychological distress has a positive impact on workplace deviant behavior. Additionally, the influence of perceived sexual harassment on psychological distress increased when the employees' psychological detachment was weak. Finally, limitations and future research directions are also discussed.
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Affiliation(s)
- Hyo Sun Jung
- Center for Converging Humanities, Kyung Hee University, Seoul 02447, Korea;
| | - Hye Hyun Yoon
- Department of Culinary Arts and Food Service Management, Kyung Hee University, Seoul 02447, Korea
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15
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Dos Santos Tome J, Van der Vaart L. Work pressure, emotional demands and work performance among information technology professionals in South Africa: The role of exhaustion and depersonalisation. SOUTH AFRICAN JOURNAL OF HUMAN RESOURCE MANAGEMENT 2020. [DOI: 10.4102/sajhrm.v18i0.1362] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: Technological advancements are occurring at a rapid rate, and individuals working in information technology (IT) often work under challenging and emotionally demanding circumstances. Also, there is a shortage of IT professionals, and organisations have difficulty retaining them. These circumstances may result in exhaustion and depersonalisation that have negative consequences for the work performance of the remaining IT professionals.Research purpose: This research aimed to investigate the relationships between work pressure, emotional demands, exhaustion, depersonalisation, task performance and counterproductive work behaviour among IT professionals within South Africa.Motivation for the study: Research on the individual work performance of IT professionals, specifically in South Africa, is limited in number and scope.Research approach/design and method: In this study, a quantitative approach was used to collect cross-sectional data from a convenience sample of 296 IT professionals in South Africa.Main findings: Results from structural equation modelling (SEM) indicated that emotional demands and depersonalisation impacted task performance positively and negatively, respectively. Depersonalisation positively impacted counterproductive work behaviour, and work pressure positively impacted exhaustion.Practical/managerial implications: Organisations should aim to create awareness of IT professionals experiencing emotional demands, work pressure and depersonalisation as there are consequences for these behaviours. Beyond awareness creation, management should design and implement interventions to optimise emotional demands and to minimise work pressure and depersonalisation.Contribution/value-add: The study contributes to the limited literature on IT professionals’ work performance within a South African context by providing insights on the role exhaustion and depersonalisation play (or the lack thereof) in explaining the effect of work demands on individual work performance.
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Munyenyembe B, Chen YY, Chou WC. The Moderating Role of Regulatory Institutional Environment in the Relationship Between Emotional Job Demands and Employee Absenteeism Likelihood of Healthcare Workers. Evidence From the Low-Income Country Context. Front Psychol 2020; 11:1052. [PMID: 32528385 PMCID: PMC7264383 DOI: 10.3389/fpsyg.2020.01052] [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: 01/13/2020] [Accepted: 04/27/2020] [Indexed: 11/13/2022] Open
Abstract
Previous research has not clearly studied how the effects of emotional job demands on absenteeism likelihood are moderated by the contingent absenteeism-related regulatory institutional environments of low-income countries. In this regard, we surveyed 487 healthcare workers in a low-income country in order to test for the effect of emotional job demands on healthcare workers’ absenteeism likelihood. We also explored the mediating role of work engagement and the contingent role of context-specific regulatory institutional environments on the link between emotional job demands and absenteeism likelihood. The main findings of this study are as follows: (1) emotional job demands have a direct positive effect on healthcare workers’ absenteeism likelihood, (2) work engagement plays a mediating role on the link between emotional job demands and healthcare workers’ absenteeism likelihood, and (3) the regulatory institutional environment related to absenteeism moderates the negative link between work engagement and absenteeism likelihood. Results in this study demonstrate the crucial role that the context-specific regulatory institutional environment related to absenteeism plays in suppressing the effect of emotional job demands on absenteeism likelihood when considered through the work-engagement pathway. The study’s findings clarify the mechanism through which emotional job demands affect absenteeism likelihood in a low-income country context. The study thus offers a new refined theoretical perspective on how emotional job demands, work engagement, and context-specific regulatory institutional environments interact in ways that predict absenteeism likelihood.
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Affiliation(s)
- Benson Munyenyembe
- Department of Business Administration, College of Management, National Dong Hwa University, Hualien, Taiwan
| | - Ying-Yu Chen
- Bachelor Program of Management Science and Finance, College of Management, National Dong Hwa University, Hualien, Taiwan
| | - Wen-Chiung Chou
- International Honors Bachelor Program, College of Business, Kainan University, Taoyuan, Taiwan
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Zhou L, Yang K, Wang Z, Luo Z. When Do Employees Speak Up Under Job Stressors? Exploring the Potential U-Shaped Relationship Between Hindrance Stressors and Voice Behavior. Front Psychol 2019; 10:2336. [PMID: 31695642 PMCID: PMC6817592 DOI: 10.3389/fpsyg.2019.02336] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/29/2019] [Accepted: 10/01/2019] [Indexed: 11/13/2022] Open
Abstract
Drawing upon the conservation of resources theory, we intend to examine the relationships between voice behaviors and job stressors. Specifically, we propose a non-linear relationship between hindrance stressors and prohibitive and promotive voice behaviors. Furthermore, we argue that challenge stressors moderate the non-linear relationship between hindrance stressors and voice behaviors. Based on a sample of 361 employees in China, our results indicate that the relationship between hindrance stressors and prohibitive and promotive voice is U-shaped. The relationships between challenge stressors and prohibitive and promotive voice are linearly positive. Moreover, challenge stressors moderate the relationships between hindrance stressors and voice behaviors; thus, when challenge stressors are high, hindrance stressors are negatively linear related to prohibitive and promotive voice behaviors, and when challenge stressors are low, hindrance stressors are curvilinearly related to prohibitive and promotive voice behaviors. The theoretical and practical implications of these results are discussed.
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Affiliation(s)
| | | | - Zhen Wang
- School of Labor and Human Resources, Renmin University of China, Beijing, China
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Chen Y, Li S. The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model. Front Psychol 2019; 10:319. [PMID: 30886594 PMCID: PMC6409495 DOI: 10.3389/fpsyg.2019.00319] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/02/2018] [Accepted: 02/01/2019] [Indexed: 11/28/2022] Open
Abstract
Extant research suggests that workplace ostracism has a detrimental impact on the outcomes of employees. However, very little is known about the impact of workplace ostracism on sleep quality. Therefore, this study aimed to address this gap in the literature. By employing the extended stressor-detachment model, we investigated the mediating role of psychological detachment and the moderating role of coping humor. We used a self-report questionnaire and a time-lagged research design to assess employees' workplace ostracism, coping humor, psychological detachment, and sleep quality. A total of 403 valid questionnaires were obtained from participants in full-time employment in China. As predicted, the results showed that workplace ostracism is negatively associated with psychological detachment, which in turn, impairs sleep quality. We further found that high levels of coping humor buffer the negative effect of workplace ostracism on psychological detachment and sleep quality. In addition, the moderation effect of coping humor on the relationship between workplace ostracism and sleep quality is mediated by psychological detachment. Finally, based upon the results, we discuss the theoretical implications, provide practical proposals for managers and policymakers, and make suggestions for the direction of further research.
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Affiliation(s)
| | - Shuang Li
- School of Management, China University of Mining and Technology, Xuzhou, China
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Nurses as enactors of workplace aggression: Can perception of organisational support cushion the influence of job demands on them? CURRENT PSYCHOLOGY 2018. [DOI: 10.1007/s12144-018-0100-8] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
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Chen Y, Li S. Relationship Between Workplace Ostracism and Unsafe Behaviors: The Mediating Effect of Psychological Detachment and Emotional Exhaustion. Psychol Rep 2018; 123:488-516. [PMID: 32141406 DOI: 10.1177/0033294118813892] [Citation(s) in RCA: 24] [Impact Index Per Article: 4.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/21/2022]
Abstract
This research tests whether the stressor-detachment model can explain the mechanism between workplace ostracism and employees’ unsafe behaviors. We used a self-report questionnaire to assess Chinese construction workers’ workplace ostracism, psychological detachment, emotional exhaustion, and unsafe behaviors. In total, 349 valid questionnaires were collected. We used cross-sectional structural equation modeling to assess our conceptual model. The results indicate that workplace ostracism has a significant effect on psychological detachment and emotional exhaustion and thus affects employees’ unsafe behaviors. In addition, workplace ostracism could influence employees’ unsafe behaviors through the sequential combination of psychological detachment and emotional exhaustion. Moreover, psychological detachment mediates the relationship between workplace ostracism and emotional exhaustion. Taken together, our findings extend the application of the stressor-detachment model by revealing how workplace ostracism influences employees’ unsafe behaviors.
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Affiliation(s)
- Yang Chen
- School of Management, China University of Mining and Technology, Xuzhou, People's Republic of China
| | - Shuang Li
- School of Management, China University of Mining and Technology, Xuzhou, People's Republic of China
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