Career adaptability and citizenship outcomes: a moderated mediation model

2019 ◽  
Vol 24 (7) ◽  
pp. 658-671 ◽  
Author(s):  
Chang Liu ◽  
Kun Yu
Keyword(s):  
Emotional Exhaustion ◽  
Affective Commitment ◽  
Eastern China ◽  
Dual Process ◽  
Citizenship Behavior ◽  
Conservation Of Resources ◽  
Career Adaptability ◽  
Content Type ◽  
Wave Data ◽  
The Relationship

Purpose Drawing upon the career construction theory (Savickas, 2002, 2013) and the conservation of resources theory (Hobfoll, 1989, 2001), the purpose of this paper is to explore whether, how and when career adaptability influences citizenship outcomes (i.e. citizenship behavior and citizenship fatigue). Design/methodology/approach Two-wave data were collected from 306 employees working in the operation department of an e-commerce company in Eastern China. Findings The results showed that both affective commitment and emotional exhaustion mediated the relationship between career adaptability and both citizenship behavior and citizenship fatigue, revealing a dual-process mechanism. Moreover, both the positive association between career adaptability and affective commitment and the negative association between career adaptability and emotional exhaustion were stronger among employees with a high (vs low) level of hindrance stressors. Research limitations/implications This study sheds light on the mechanisms and boundary conditions of the career adaptabilities–citizenship outcomes relationship. Originality/value This is one of the first studies to investigate the mechanism of the relationship between career adaptability and citizenship outcomes using multi-wave data.

Dual crossover mechanisms of benevolent supervision on followers' contextual performance and emotional exhaustion alleviation

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ya-Ting Chuang ◽  
Hua-Ling Chiang ◽  
An-Pan Lin ◽  
Yung-Chih Lien
Keyword(s):  
Social Exchange ◽  
Leadership Style ◽  
Emotional Exhaustion ◽  
Contextual Performance ◽  
Conservation Of Resources ◽  
Content Type ◽  
Performance Orientation ◽  
Member Exchange ◽  
The Relationship ◽  
Practical Implications

PurposeAdopting conservation of resources (COR) theory as a guiding framework, this study proposes that benevolent supervision (BS) is a feasible leadership style for building a positive resource gain process in subordinates' extra-role actions and reducing their exhaustion, and leader-member exchange (LMX) and positive affect (PA) serve as indirect crossover mechanisms.Design/methodology/approachSurveys were conducted at three-time points with four-week intervals. A total of 304 subordinates and 55 supervisors at a Taiwanese university participated in the surveys, and a multilevel model was used to test the hypotheses.FindingsThe results showed that prior BS (time 1) was positively associated with subordinates' subsequent LMX and PA (time 2). LMX mediated the relationship between BS and subsequent supervisor-rated contextual performance (time 3), and PA mediated the relationship between BS and subordinate-rated emotional exhaustion (time 3). In addition, supervisors' learning orientation positively moderated the relationship between BS and contextual performance via LMX, whereas supervisors' performance orientation negatively moderated this relationship.Practical implicationsThe results of the study encourage leaders to exhibit benevolence toward subordinates, increase subordinates' contextual performance and enhance personal feelings, thereby ultimately benefitting the organization.Originality/valueThis study reveals that BS is a source of resource investment in the process of subordinates' positive job (contextual performance) and personal (emotional exhaustion) resource gains through social exchange (LMX) and affective (PA) crossover mechanisms and that supervisors' goal inclinations impact this process.

When and why organizational cynicism leads to CWBs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saima Naseer ◽  
Usman Raja ◽  
Fauzia Syed ◽  
Muhammad Usman Anwar Baig
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Psychological Capital ◽  
Counterproductive Work Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/valueThe study suggests new mechanisms and boundary conditions through which cynicism triggers CWBs. The authors discuss the implications of the study’s findings and suggest possible directions for future research.

Is public healthcare healthy? The role of emotional exhaustion

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
M. Ángeles López-Cabarcos ◽  
Analía López-Carballeira ◽  
Carlos Ferro-Soto
Keyword(s):  
Role Conflict ◽  
Emotional Exhaustion ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Job Demands ◽  
Work Attitudes ◽  
Public Healthcare ◽  
Content Type ◽  
The Relationship

PurposeThis study analyzes the mediating effect of emotional exhaustion between certain job demands (workload, role conflict, and influence at work) and employees' work attitudes (affective commitment and turnover intention) in public healthcare. Furthermore, it analyzes the moderating effect of possibilities for development and the degree of freedom at work between the above-mentioned job demands and emotional exhaustion.Design/methodology/approachA total of 512 healthcare professionals participated in the study. The data were analyzed using structural equation modeling and a hierarchical multiple regression analysis.FindingsThe results show that emotional exhaustion fully mediates the relationship between job demands (workload and role conflict) and work attitudes (affective commitment and turnover intention). Moreover, the possibilities for development and degree of freedom at work moderate the relationship between role conflict and emotional exhaustion.Practical implicationsStrategies should be designed to prevent employees from becoming emotionally exhausted and lead them to feel more motivated, which results in a more effective public healthcare service.Originality/valueThis study stresses the importance of analyzing the role of emotional exhaustion in the public healthcare context. It demonstrates the mediating role of this variable between several antecedents and consequences, and it analyzes whether other relevant variables can moderate the negative effects of emotional exhaustion.

How and When job Security Reduces Resistance to Change in the Context of Organizational Change

2021 ◽  
pp. 002188632110406
Author(s):  
Cailing Feng ◽  
Brian Cooper ◽  
Cherrie Jiuhua Zhu
Keyword(s):  
Organizational Change ◽  
Change Process ◽  
Affective Commitment ◽  
Resistance To Change ◽  
Eastern China ◽  
Job Security ◽  
Conservation Of Resources ◽  
Process Data ◽  
Commitment To Change ◽  
The Relationship

Drawing on conservation of resources theory, this study highlights why and when job security may decrease resistance to change during the organizational change process. Data were collected from 23 subsidiaries in a large manufacturing group enterprise based in a coastal city in eastern China. A three-wave design was used to mirror the different stages in the change process, valid data were received from 469 employees and 86 supervisors. Results showed that job security was negatively related to resistance to change, and this effect was mediated through affective commitment to change. We also found that procedural justice plays a moderating role in the relationship between job security and affective commitment to change and that environmental uncertainty also moderates the relationship between affective commitment to change and resistance to change. This study is quite timely and would have the potential to benefit the practice of change management in organizations.

The impact of task level demands, work group level support and affective commitment on emotional exhaustion among services managers

Humanomics ◽  
2017 ◽  
Vol 33 (4) ◽  
pp. 441-452
Author(s):  
Ume Laila ◽  
Rubina Hanif
Keyword(s):  
Emotional Exhaustion ◽  
Affective Commitment ◽  
Work Group ◽  
Job Demands ◽  
Maslach Burnout Inventory ◽  
Group Level ◽  
Content Type ◽  
The Impact ◽  
The Relationship ◽  
Task Level

Purpose This study aims to explain the effects of affective commitment as a mediator between task-level job demands (quantitative workload, qualitative workload, feedback and role conflict) and emotional exhaustion among service mangers. Design/methodology/approach Sub-scales of task-level demand and work group-level resources have been selected from job demands and resources indigenous scale. While emotional exhaustion was measured with the subscale of Maslach burnout inventory. For this purpose, data were obtained from 239 respondents to check the relationship between variables. Amos 21 was used to analyze the model fit among variables. Findings The results of the study show that there is a significant positive relationship between high task-level demands and emotional exhaustion. The results also signify that affective commitment partially mediates the relationship. Research limitations/implications The present study is cross-sectional in design, whereas longitudinal studies would be effective to explain causality relationship. Term of service managers is also not well defined. Data were collected as per the convenient sampling technique. Originality/value The research is based on PhD thesis by the author.

Volunteerism, affective commitment and citizenship behavior

2016 ◽  
Vol 31 (3) ◽  
pp. 657-671 ◽  
Author(s):  
Ajay K Jain
Keyword(s):  
Performance Appraisal ◽  
Structural Equation ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Content Type ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of altruistic and egoistic motives with person- and organization-oriented citizenship behaviors as mediated by affective commitment. The author hypothesized that altruistic motives are positively associated with person-oriented citizenship behavior and affective commitment while egoistic motives are positively associated with organization-oriented citizenship behavior and negatively associated with affective commitment. Design/methodology/approach – The data were collected from 248 middle and senior managers from 20 different locations of a power generation organization in India. Self- and other reported method were used to collect the data by administering the questionnaires. Findings – Results of structural equation analysis have supported, with some exception, the hypotheses. Affective commitment has mediated the relationship between motives and both forms of citizenship behavior. However, altruistic motives had shown a negative relationship with affective commitment and had a positive relationship with person-oriented citizenship behavior. Meanwhile, egoistic motives had a positive relationship with affective commitment and organization-oriented citizenship behavior. Practical implications – Results suggest that organizational citizenship behaviors (OCBs) per se is not important rather motives play an important role during the performance appraisal process. Further there is a differential impact of altruistic and egoistic motives on employees’ attitude and behavior, and both can coexist in this process. Originality/value – This is the first study on the relationship of motives, affective commitment and OCBs in India.

Compulsory Citizenship Behavior and Employee Silence: The Roles of Emotional Exhaustion and Organizational Identification

2018 ◽  
Vol 46 (12) ◽  
pp. 2025-2047 ◽  
Author(s):  
Peixu He ◽  
Xiaoling Wang ◽  
Mengying Wu ◽  
Christophe Estay
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Deviant Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Conservation Of Resources ◽  
Employee Silence ◽  
The Relationship ◽  
Compulsory Citizenship Behavior

Past research on citizenship behavior has pointed primarily to its voluntary side—organizational citizenship behavior (OCB)—but some scholars have suggested that there is a nonvoluntary version of citizenship behavior—compulsory citizenship behavior (CCB). Drawing on conservation of resources theory and social identity theory, in this research we firstly examined the psychological mechanism underlying the relationship between CCB and the critical workplace deviant behavior of employee silence by developing a moderated mediation model wherein CCB predicted subordinates' silence behavior through emotional exhaustion, with organizational identification acting as the boundary condition. Results from 2-wave lagged data (N = 242) collected in the manufacturing sector in China support our hypothesized model. We found that CCB was positively related to employee silence, and emotional exhaustion fully mediated this relationship; organizational identification weakened the relationship between CCB and emotional exhaustion, and organizational identification weakened the indirect effect of CCB on employee silence via emotional exhaustion. Contributions, practical implications, and several promising avenues for future research are discussed.

Workplace ostracism and cyberloafing: a moderated–mediation model

2018 ◽  
Vol 28 (4) ◽  
pp. 1122-1141 ◽  
Author(s):  
Kian Yeik Koay
Keyword(s):  
Emotional Exhaustion ◽  
Structural Equation ◽  
Amazon Mechanical Turk ◽  
Conservation Of Resources ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Workplace Ostracism ◽  
Counterproductive Work Behaviours ◽  
Facilitating Conditions ◽  
The Relationship

Purpose This purpose of this paper is to examine the relationship between workplace ostracism and cyberloafing, based on the premise of conservation of resources theory. Emotional exhaustion is tested as a mediator between workplace ostracism and cyberloafing, whereas facilitating conditions are predicted as a moderator that influences employees’ reaction to ostracism. Design/methodology/approach Survey data were collected via the online platform Amazon Mechanical Turk. Partial least squares analysis, a variance-based structural equation modelling, was utilised to verify the research model. Findings The results show that both workplace ostracism and emotional exhaustion have a significant positive relationship with cyberloafing. Likewise, emotional exhaustion partially mediates the relationship between workplace ostracism and cyberloafing. Interestingly, facilitating conditions do not moderate the emotional exhaustion–cyberloafing relationship but do moderate the ostracism–cyberloafing relationship. Counterintuitively, the relationship between workplace ostracism and cyberloafing becomes stronger when facilitating conditions are high. A post hoc analysis has been conducted using PROCESS Macro to test the conditional indirect effect but was found not significant. Originality/value Previous studies have revealed the association between workplace ostracism with various negative work behaviours, such as knowledge hiding, knowledge hoarding and counterproductive work behaviours. This study has successfully identified that workplace ostracism can also result in cyberloafing, which has not been delved into previous works. This has subsequently provided managers with new perspectives regarding why employees engage in non-work-related online activities at work.

Curvilinear relationship between experienced incivility and nontask behavior in Korean companies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gi Ryung Song ◽  
Kyoung Seok Kim
Keyword(s):  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Regression Function ◽  
Citizenship Behavior ◽  
Curvilinear Relationship ◽  
Conservation Of Resources ◽  
Content Type ◽  
Dependent Variables ◽  
Curvilinear Relationships ◽  
The Relationship

PurposeMost existing studies treat the relationship between experienced incivility and behavioral responses as linear. However, the current study examines the curvilinear relationships between experienced incivility and organizational citizenship behavior (OCB) and instigated incivility using conservation of resources (COR) theory and by referring to related studies that have identified typical positive and negative employee nontask behaviors. Furthermore, this study identifies turnover intention as a moderator of these curvilinear relationships.Design/methodology/approachAll samples were obtained from respondents working for Korean companies listed on the Korean Securities Dealers Automated Quotations (KOSDAQ); 228 samples were used for the analysis. A quadratic regression function was established to analyze the curved relationships according to hierarchical stages.FindingsOur analysis determined that a U-shaped curvilinear relationship exists between experienced incivility and OCB, and an inverted U-shaped curvilinear relationship exists between experienced and instigated incivility. However, the moderating effect of turnover intention is significant only in the relationship between experienced and instigated incivility.Originality/valueThis study exhibits three points of originality—first, by simultaneously considering two dependent variables as responses to experienced incivility and examining their response patterns; second, by using a curvilinear relationship model to investigate the relationship between experienced incivility and its dependent variables; and finally, by finding a moderator to the curved relationship.

Multiple sources of support, affective commitment, and citizenship behaviors

2015 ◽  
Vol 44 (1) ◽  
pp. 69-90 ◽  
Author(s):  
Denis Chênevert ◽  
Christian Vandenberghe ◽  
Michel Tremblay
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Perceived Support ◽  
Citizenship Behavior ◽  
Multiple Sources ◽  
Content Type ◽  
Hospital Employees ◽  
Beneficial Effects ◽  
The Relationship

Purpose – The purpose of this paper is to examine the moderating role of passive leadership in the relationships of perceived support from organization, coworkers, and physicians to affective commitment and organizational citizenship behavior (OCB) among hospital employees. Design/methodology/approach – Using a sample of 182 hospital employees and a time-lagged design in which predictors and moderator were assessed at Time 1 and self-reported OCB was obtained 2.5 years later, the authors examined whether passive leadership moderates the relationships of perceived supports to commitment and their indirect effects on OCB. Findings – Analyses indicate that at high levels of passive leadership, the relationship between support from organization and coworkers and commitment is less positive and the relationship between support from physicians and commitment is negative. Moreover, the indirect effect of perceived support from coworkers and physicians on OCB through affective commitment is weaker at high levels of passive leadership. Research limitations/implications – Although the data used were self-reported, the analyses show that method variance accounted for only 9 percent of the variance among constructs at Time 1. Findings contribute to highlight the boundary conditions associated with perceived support and establish that passive leadership severely limits the beneficial effects expected from support available to employees. Practical implications – Findings suggest that supervisors should be trained not only on improving positive leadership skills but also on reducing passive behaviors in the face of problems in their teams. Originality/value – This study extends the understanding of social exchange processes in organizations and invites managers and researchers to look at factors that slow down the development of social exchange relationships with employees.

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