Workflow interruptions and employee work outcomes: The moderating role of polychronicity.

To fully understand influence as it relates to the workplace, scholars must continue to identify and measure constructs for classifying influence behavior. This study serves to promote Scholl's restrictive versus promotive control distinction and examine the relationships between such methods of influence and several work outcomes (i.e., leader—member exchange theory, commitment, job satisfaction, and turnover intentions). Data were obtained from state government employees (N = 105) located in the southeastern United States, and all hypotheses were assessed via hierarchical moderated multiple regression. Although restrictive and promotive control were related to each of the work outcomes, several relationships were moderated by employee locus of control. Theoretical and practical implications are discussed, and suggestions for future research are provided.

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Positive Effect of Social Work—Related Values on Work Outcomes: The Moderating Role of Age and Work Situation

The Journals of Gerontology Series B ◽

10.1093/geronb/gbt094 ◽

2013 ◽

Vol 70 (2) ◽

pp. 233-244 ◽

Cited By ~ 5

Author(s):

Dannii Y. Yeung ◽

Helene H. Fung ◽

Darius K.-S. Chan

Keyword(s):

Social Work ◽

Work Outcomes ◽

Work Situation ◽

Work Related ◽

Positive Effect ◽

Moderating Role

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Job Demands and Negative Outcomes after the Lockdown: The Moderating Role of Stigma towards Italian Supermarket Workers

Sustainability ◽

10.3390/su13137507 ◽

2021 ◽

Vol 13 (13) ◽

pp. 7507

Author(s):

Tiziana Ramaci ◽

Stefano Pagliaro ◽

Manuel Teresi ◽

Massimiliano Barattucci

Keyword(s):

Social Stigma ◽

Job Demands ◽

Social Resources ◽

Work Outcomes ◽

Work Demands ◽

Professional Quality ◽

The Relationship ◽

Moderating Role

The Job Demands-Resources model hypothesises that some variables (especially personal and social resources/threats) moderate the relationship between job demands and work outcomes. Based on this model, in this study we examine the role of stigma towards customers as a moderator of the relationship between job demands and a series of work outcomes: that is, fatigue, burnout, and satisfaction. We advance that the relationships between work demands and outcomes should be influenced by the employee’s perceptions regarding resources and constraint. In particular, we hypothesised that social stigma towards customers can represent a reliable moderating variable. Hypotheses were tested among 308 Italian supermarket workers in five supermarkets in the same chain, just after the end of the Italian lockdown caused by COVID-19. Results showed that stigma towards customers moderates the relationship between job demands and the consequences on the professional quality of life. The implications of these findings for the JD-R model are discussed.

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