scholarly journals Off-the-job embeddedness moderates work intensity on employee stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gerrit J.M. Treuren ◽  
Erich C. Fein
Keyword(s):  
Social Support ◽  
Community Involvement ◽  
Sampling Strategy ◽  
Job Embeddedness ◽  
Conservation Of Resources ◽  
Work Intensity ◽  
Positive Role ◽  
Content Type ◽  
Negative Effect ◽  
Employee Stress

PurposeWork intensity causes employee stress. This paper demonstrates that off-the-job embeddedness (OffJE), a potential source of social support resources, buffers the negative effect of work intensity on employee stress.Design/methodology/approachGuided by conservation of resources (COR) and job embeddedness theory (JET), this paper reports on the moderated regression analysis of the survey responses of 385 adult employees from a variety of industries in Queensland, Australia, using a student-recruited sampling strategy.FindingsHigher levels of work intensity were found to be associated with higher levels of employee stress. However, this effect was weaker for employees who had higher OffJE. In this sample, work intensity has no relationship with stress for employees who report OffJE beyond the 70th percentile.Originality/valueThis paper demonstrates the positive role of outside workplace relationships embodied in OffJE on workplace employee experience, justifies employer work-life balance initiatives and community involvement, demonstrates the potential positive return for employer involvement in helping employees manage the experience of work intensity and contributes to the social support, COR and job embeddedness literature studies.

The impact of social support on job stress of shift working mothers: a study of casino employees in Macao

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuang Liu
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Working Mothers ◽  
Sampling Strategy ◽  
Snowball Sampling ◽  
Structured Interviews ◽  
Content Type ◽  
Managerial Implications ◽  
Female Employees ◽  
The Impact

PurposeThe purpose of this paper is to provide an exploratory understanding of the impact of social support on job stress of shift working mothers in Macao casinos.Design/methodology/approachA qualitative research method was adopted in this study. A snowball sampling strategy was used to recruit participants, and in-depth semi-structured interviews were conducted on participants from different casinos of six Macao gaming operators.FindingsThe paper found out that emotional and instrumental supports from families and friends are the most important social support for shift working mothers to cope with their job stress in casinos.Research limitations/implicationsA qualitative method may lead to a misinterpretation or ignorance of key information due to the researcher bias. The snowball sampling strategy may lead to a biased sample which may not represent the entire population.Originality/valueThe understanding of what types of social support that shift working mothers appreciate and need the most may provide managerial implications for casino operators for a better support to their female employees.

Internal contributions to initiating corporate social responsibility in sport organizations

2018 ◽  
Vol 56 (8) ◽  
pp. 1804-1817 ◽  
Author(s):  
Kyungyeol (Anthony) Kim ◽  
Kevin K. Byon ◽  
Hansung Song ◽  
Kyungsik Kim
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Negative Relationship ◽  
Sport Organizations ◽  
Voice Behavior ◽  
Positive Role ◽  
Promotion Focus ◽  
Content Type ◽  
Negative Effect ◽  
Corporate Social

Purpose The purpose of this paper is to highlight the role that employees play in helping embed a corporate social responsibility (CSR)-advocated culture into their organizations through a voice behavior. This study examines: first, the effect of employees’ negative perceptions (i.e. persuasion knowledge (PK)) of CSR on voice behavior; second, the influence of employees’ motivational dispositions regarding goals (i.e. promotion focus) on voice behavior; and third, the positive moderating effect of promotion focus in the negative relationship between PK and voice behavior. Design/methodology/approach Data were gathered from 168 employees representing all five Korean professional sport organizations at an inaugural sport marketing workshop, a moderated multiple regression analysis was performed to test the hypotheses. Findings The results indicated a marginal negative effect of PK on voice behavior and a significant positive effect of promotion focus on voice behavior. Further, it was found that promotion focus played a positive moderating role in the negative relationship between PK and voice behavior. Originality/value Although employees bear much of the burden of and responsibility for enacting ethical and competitive CSR practices, a paucity of the research has addressed their contributions to CSR as internal promoters of the activities. The present study contributes to the CSR literature by focusing on the role of employees in voicing CSR and empirically examining how promotion focus played a positive role in the relationship between PK and voice behavior.

Mediator analysis of job embeddedness

2017 ◽  
Vol 39 (5) ◽  
pp. 718-731 ◽  
Author(s):  
Shweta Jaiswal Thakur ◽  
Jyotsna Bhatnagar
Keyword(s):  
Turnover Intention ◽  
Life Stage ◽  
Job Embeddedness ◽  
Mediating Effect ◽  
Survey Method ◽  
Conservation Of Resources ◽  
Content Type ◽  
Employee Attraction ◽  
Hr Managers ◽  
The Relationship

Purpose The purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees’ intentions to stay (ITS). This research is based on conservation of resources theory. Design/methodology/approach This study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship. Findings AWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS. Practical implications Human resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover. Originality/value This study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature.

High involvement work practices often lead to burnout, but thanks to humble leadership

2021 ◽  
Vol 40 (6) ◽  
pp. 503-525
Author(s):  
Gul Afshan ◽  
Muhammad Kashif ◽  
Firdous Khanum ◽  
Mansoor Ahmed Khuhro ◽  
Umair Akram
Keyword(s):  
Conservation Of Resources ◽  
Work Practices ◽  
High Involvement ◽  
Content Type ◽  
Mediating Role ◽  
Negative Effect ◽  
Time Lagged ◽  
Work Family ◽  
The Relationship ◽  
Humble Leadership

PurposeBased on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived work–family (WF) imbalance. Moreover, this study examines whether humble leadership moderates the relationship between HIWP and WF imbalance.Design/methodology/approachUsing a time-lagged survey approach, data are collected from 200 employees working in the Indian services sector organizations.FindingsThe findings demonstrate that HIWP has a direct negative effect on burnout and an indirect effect via WF imbalance. Also, humble leadership moderates the relationship between HIWP and WF imbalance.Originality/valueBy studying the pessimistic view of HIWP in the Indian context, this study contributes to the scant studies available on its effect on burnout in collectivistic societies. Furthermore, humble leadership's moderating role in the relationship between HIWP and WF imbalance is unique to this study.

Can Islamic work ethics encourage knowledge-sharing behaviors? The role of job embeddedness and organizational identification

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Suryani Suryani ◽  
Budi Sudrajat ◽  
Hendryadi Hendryadi ◽  
Ameia Oktrivina ◽  
Hafifuddin Hafifuddin ◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Code Of Ethics ◽  
Job Embeddedness ◽  
Conservation Of Resources ◽  
Islamic Banks ◽  
Content Type ◽  
Work Ethics ◽  
The Relationship

Purpose This study aims to examine the relationship between Islamic work ethics (IWE), job embeddedness and knowledge-sharing behaviors. It also tested the mediating effects of job embeddedness and the moderating effects of organizational identification on this relationship. Design/methodology/approach A total of 396 respondents from Islamic banks in Indonesia participated in this study. Data analyzes for hypothesis testing were conducted using Hayes’ PROCESS macro-based hierarchical regression. Findings The findings suggest that subscribing to IWEs positively and significantly impacts job embeddedness and knowledge-sharing behaviors. Moreover, job embeddedness was confirmed as a mediator in the relationship between IWEs and knowledge-sharing behavior. Finally, the effects of IWEs on knowledge-sharing behaviors are stronger when employees attain a high level of organizational identification. Practical implications By encouraging the adoption of IWEs, organizations can develop job embeddedness and promote knowledge-sharing in the workplace, especially in an Islamic banking context. Therefore, managers should strengthen the mutual understanding among employees regarding IWE principles. They should be consistently applied and disseminated by Islamic banks’ management in the form of a formal code of ethics that applies to all actions within the organization. Originality/value This study was conducted to extend the understanding of IWE and its relationship with workplace outcomes in modern organizations. Drawing on the conservation of resources theory, social identity theory and Islamic theology, new insights are provided by explaining the psychological mechanism underlying the relationship between IWEs and knowledge-sharing behaviors while proposing organizational identification as the boundary condition.

Meaningful work on career satisfaction: a moderated mediation model of job embeddedness and work-based social support

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Decha Dechawatanapaisal
Keyword(s):  
Social Support ◽  
Career Satisfaction ◽  
Meaningful Work ◽  
Organizational Factors ◽  
Moderated Mediation ◽  
Job Embeddedness ◽  
Equation Modeling ◽  
Mediation Model ◽  
Content Type ◽  
Moderated Mediation Model

Purpose This paper aims to examine a moderated mediation model for answering how and why work meaningfulness influences career satisfaction through job embeddedness as an intervening mechanism. There is also an investigation of how work-based social support from supervisors and co-workers are contingent upon such effect. Design/methodology/approach Data were collected from 1,137 accountants in various disciplines from one of the largest corporations in Thailand, including its numerous subsidiaries and joint ventures. The hypotheses were tested and analyzed by means of structural equation modeling, hierarchical regression and a bootstrapping procedure. Findings The results reveal that the direct relationship between meaningful work and career satisfaction was partially mediated by job embeddedness. Perceptions of supervisor and co-worker support were found to have moderating effects on meaningful work and job embeddedness. However, the conditional indirect effect was only confirmed for supervisor support. Research limitations/implications The generalizability of the findings may be narrow due to the nature of the sample, which involved only one occupation. Future research may expand the generalizability by considering different vocations, business contexts and industries. Practical implications This study offers important implications to researchers and practitioners by highlighting that an integrative model of organizational factors should be considered in managing human resources. Originality/value This research is among the initial attempts to extend relevant knowledge in the fields of meaningful work and job embeddedness by identifying organizational mechanisms that amplify the structural relationship.

Social support for academic entrepreneurship: definition and conceptual framework

2020 ◽  
Vol 39 (5) ◽  
pp. 619-643 ◽  
Author(s):  
Marie Gubbins ◽  
Denis Harrington ◽  
Peter Hines
Keyword(s):  
Social Support ◽  
Academic Entrepreneurship ◽  
Support Systems ◽  
Stress And Coping ◽  
Complex Nature ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Content Type ◽  
And Coping ◽  
Social Support Systems

PurposeThe purpose of this paper is to draw on literature underpinning social support to explore individual level considerations when designing social support systems for academic entrepreneurs.Design/methodology/approachThe paper draws from literature in the fields of entrepreneurship, organisational support, stress and coping, and conservation of resources theory to conceptualise social support in an academic entrepreneurship setting.FindingsProvides an expanded definition and a framework of social support. The definition signals the complex nature of delivering social support by considering mechanisms through which the concept is operationalised. These include the content of social support, relationships it occurs within, mode of delivery of support and finally outcomes of such support. A social support influencer pentagram is presented of elements that, together, or separately may affect how individuals seek, receive or perceive support in the academic entrepreneurship context. The framework may also have implications for organisations in other contexts.Research limitations/implicationsFuture research should explore the content, delivery mode and timing of support sought and/or received and perceived as helpful and the types of relationships within which these might occur. The impact of this on academic entrepreneurship and variation of these inputs and outputs with respect to the types of actors involved should be considered. It underscores the need, in empirical research, for in-depth understanding of the context of each incident of support regardless of organisational context.Practical implicationsThis paper illustrates the challenges of designing a supportive culture and the conceptual contribution forewarns policy makers of the need to design multi-faceted, flexible and adaptive social support systems.Originality/valueThis paper seeks to establish the value and complex nature of social support as a medium to encourage academic entrepreneurship by providing a broader definition of social support and a framework of elements that may affect whether individuals seek, receive or perceive support within the academic entrepreneurship setting. To our knowledge, it is one of the first papers in an academic entrepreneurship setting which recognises the dual separate paths [based on stress and coping theory (Lazarus and Folkman, 1984) and conservation of resources theory (Hobfoll, 1989)] from the perception of support and the objective support itself to entrepreneurial outcomes. The proposed framework also seeks to contribute to a greater understanding of the ways in which social systems might influence the success of an individual academic’s entrepreneurial endeavours and those of others with whom they interact. It also contributes to the wider social support literature by providing a better understanding of how individuals might break resource loss spirals (Hobfoll et al., 2018).

Core self-evaluations, social support and life-domain conflicts

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sylvie St-Onge ◽  
Victor Y. Haines III ◽  
Felix Ballesteros-Leiva ◽  
Gwénaëlle Poilpot-Rocaboy
Keyword(s):  
Social Support ◽  
Family Conflict ◽  
Online Survey ◽  
Work Life ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Indirect Association ◽  
Work Family ◽  
Core Self

PurposeBased on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict.Design/methodology/approachHuman resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support.FindingsResults indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict.Research limitations/implicationsOur findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains.Originality/valueThe research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.

scholarly journals Would you please stop that!?

2015 ◽  
Vol 34 (10) ◽  
pp. 1272-1287 ◽  
Author(s):  
Joseph A. Allen ◽  
Michael A. Yoerger ◽  
Nale Lehmann-Willenbrock ◽  
Johanna Jones
Keyword(s):  
Sampling Strategy ◽  
Employee Voice ◽  
Future Research ◽  
Conservation Of Resources ◽  
Full Time ◽  
Cross Sectional ◽  
Content Type ◽  
Working Adults ◽  
Work Related ◽  
Practical Implications

Purpose – Meetings are ubiquitous in organizational life and are a great source of frustration and annoyance to many employees in the workplace, in part due to counterproductive meeting behaviors (CMBs). CMBs include engaging in irrelevant discussion, complaining about other attendees, arriving to the meeting late, and other similar, disruptive behaviors. Consistent with conservation of resources theory, the purpose of this paper is to examine the potential resource draining effect of CMBs on two key workplace attitudes/behaviors, employee voice, and coworker trust. Design/methodology/approach – The authors used Amazon’s MTurk service to recruit a sample of full-time working adults from a variety of industries who regularly attend meetings. Participants completed a survey with items relating to CMBs, trust, voice, and meeting load. Findings – The authors found that CMBs were indeed negatively related to both employee voice and coworker trust. Further, both of these relationships were even more negative for those who had fewer meetings (i.e. meeting load as a moderator). Research limitations/implications – The results of this study suggest that behavior in meetings may spill over and impact employees in other areas of their work life, perhaps harming other important work-related outcomes (e.g. performance). The cross-sectional nature of the sampling strategy is a limitation that provides opportunities for future research as discussed. Practical implications – The practical implications are rather straightforward and poignant. Managers and meetings leaders should seek ways to reduce CMBs and promote good meeting processes generally. Originality/value – The current study is the first to overtly investigate CMBs in workplace meetings and connect them to meaningful, non-meeting-related, outcomes. Further, the study shows the usefulness of conservation resources theory for explaining the dynamic processes that occur for meeting attendees.

Why and when are silent employees less satisfied with their jobs? A conservation of resources perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hui-Hsien Hsieh ◽  
Jie-Tsuen Huang
Keyword(s):  
Job Satisfaction ◽  
Latent Variables ◽  
Negative Relationship ◽  
Moderated Mediation ◽  
Conservation Of Resources ◽  
Positive Affectivity ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Negative Effect ◽  
Employee Silence

PurposeEmployee silence is pervasive in the workplace and can be severely detrimental to employees' job satisfaction. However, research on why and when employee silence undermines job satisfaction remains poorly understood. Drawing upon conservation of resources theory, the authors proposed and tested a moderated mediation model wherein employee silence predicted job satisfaction through vigor, with positive affectivity acting as a dispositional moderator.Design/methodology/approachTwo-wave time-lagged data were collected from a sample of 183 employees in Taiwan. A moderated mediation analysis with latent variables was conducted to test the hypotheses.FindingsResults indicated that employees' vigor mediated the negative relationship between employee silence and job satisfaction only for employees with low positive affectivity.Originality/valueBy identifying vigor as a psychological mechanism explaining the negative effect of silence on job satisfaction and positive affectivity as a buffer against the detrimental effect of silence on vigor and, indirectly, job satisfaction, the results provide a more nuanced understanding of why and when silent employees are less satisfied with their jobs.

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