Non-work-related instant messaging in the workplace and daily task performance: complementarity between social and cognitive resources

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jing Du ◽  
Wei Fan ◽  
Jin Nam Choi
Keyword(s):  
Social Support ◽  
Task Performance ◽  
Indirect Effect ◽  
Instant Messaging ◽  
Spillover Effect ◽  
Cognitive Resources ◽  
Conservation Of Resources ◽  
Content Type ◽  
Work Related ◽  
Daily Task

PurposeThe ubiquity of smartphones has changed how people communicate, work and entertain. In view of conservation of resources theory and the positive spillover effect, this study explores the effect of non-work-related instant messaging (IM) in the workplace on daily task performance.Design/methodology/approachThe authors use the experience sampling method to collect day-level data from 75 employees over a period of 10 workdays. Multilevel path analysis is used to test the hypotheses.FindingsNon-work-related IM exerts a significant negative indirect effect on daily task performance through diminished cognitive engagement. This negative indirect effect disappears when social support is high, thereby showing the function of social support as a neutralizer of the detriment of non-work-related IM on daily task performance.Practical implicationsThe findings suggest that organizations can neutralize the harm of non-work-related IM in the workplace by promoting social support perceived by employees.Originality/valueThis study advances the technology and management literature by developing and testing a balanced perspective on the ambivalent effect of workplace smartphone use that considers social and cognitive resource implications.

School leadership, teacher’s psychological empowerment and work-related outcomes

2019 ◽  
Vol 33 (7) ◽  
pp. 1501-1514
Author(s):  
Kersti Kõiv ◽  
Kadi Liik ◽  
Mati Heidmets
Keyword(s):  
Job Satisfaction ◽  
School Leadership ◽  
Leadership Style ◽  
Indirect Effect ◽  
School Principals ◽  
Psychological Empowerment ◽  
Content Type ◽  
Work Related ◽  
Perceived Leadership ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.

Ideal self and proactive physical wellness behaviors predict leader flow at work

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Donald G. Gardner ◽  
Renee Moorefield
Keyword(s):  
Well Being ◽  
Conservation Of Resources ◽  
Ideal Self ◽  
Content Type ◽  
Work Related ◽  
Significant Relationships ◽  
Three Samples ◽  
Physical Wellness ◽  
Flow At Work ◽  
Experience Of Flow

Purpose The purpose of this study was to examine predictors of leader flow (well-being) at work, based on conservation-of-resources theory. The authors also introduce the concept of fuel, the proactive and strategic use of physical wellness behaviors to generate the energy needed to manage personal stress, maximize performance and to thrive in life. Specifically, the authors examined the main and interactive relationships of leader self-reports of ideal self and fuel on flow at work. Design/methodology/approach Three different samples of leaders were surveyed online over a three-year period. Findings In all three samples, leaders high in self-reported fuel had strong, positive relationships between their ideal selves and flow at work. Leaders low in self-reported fuel had negative or non-significant relationships between ideal selves and flow. Practical implications Leaders can be coached to develop and use a healthy ideal self and to proactively engage in physical wellness behaviors, to enhance their workplace well-being. This coaching can be strengthened by emphasizing the connection between possessing an ideal self, and engaging in physical wellness behaviors, and resulting leader well-being. Originality/value This is the first study to examine and demonstrate that a combination of proactive leader wellness behaviors is critical to their experience of flow at work, an indicator of work-related well-being.

Effect of stretch goals on work–family conflict

2020 ◽  
Vol 14 (3) ◽  
pp. 737-749 ◽  
Author(s):  
Chang Chen ◽  
Zhe Zhang ◽  
Ming Jia
Keyword(s):  
Family Conflict ◽  
Spillover Effect ◽  
Resource Scarcity ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
Content Type ◽  
Paradox Theory ◽  
Work Family ◽  
Mind Set

Purpose The purpose of this paper is to examine the destructive effects of stretch goals on employees’ work–family conflict (WFC). Drawing on the conservation of resources (COR) theory, this study examines the mediating role of resource scarcity. By integrating the paradox theory with the COR theory, this study explores the moderating role of employees’ paradox mind-set. Design/methodology/approach Two-wave data were collected from a sample of MBA students in Northwestern China (N = 294). PROCESS was used to assess a moderated mediation model. Findings This study found a positive relationship between stretch goals and WFC, and resource scarcity mediated this relationship. For employees with a high paradox mind-set, the relationship between resource scarcity and WFC was weak; and the indirect effect of stretch goals on WFC via resource scarcity was weak. Practical implications Organizations should provide enough resources to employees when using stretch goals. Human resource managers could recruit candidates with high paradox mind-set and foster employees’ paradox mind-set through training. Originality/value This study makes contributions to the literature on stretch goals by examining the negative spillover effect of stretch goals on the family domain and exploring the mediating mechanism. This study also extends the paradox theory by using it at micro level to address questions on WFC.

Effect of guanxi on Chinese subordinates' work behaviors: a conceptual framework

2014 ◽  
Vol 6 (1) ◽  
pp. 18-35 ◽  
Author(s):  
Shih Yung Chou ◽  
Bo Han ◽  
Xiaohu Zhang
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Positive Impact ◽  
Relevant Literature ◽  
Job Security ◽  
Work Behaviors ◽  
Role Performance ◽  
Content Type ◽  
Work Related ◽  
The Impact

Purpose – This study aims to investigate a subordinate's perception of supervisor-subordinate guanxi and its impact on the subordinate's work-related outcomes. Design/methodology/approach – This study draws upon relevant literature and develops a theoretical framework that investigates the relationships among a subordinate's perceived supervisor-subordinate guanxi, loyalty to supervisor, challenge-oriented organizational citizenship behaviour (OCB), affiliation-oriented OCB, job security perception, and task performance. Findings – This study suggests first, subordinate-supervisor guanxi will have a positive impact on a subordinate's loyalty to supervisor. Second, subordinate-supervisor guanxi will negatively affect a subordinate's challenge-oriented OCB, but will positively affect a subordinate's affiliation-oriented OCB. Third, a subordinate's loyalty to supervisor will negatively influence his or her challenge-oriented OCB, but will positively influence his or her affiliation-oriented OCB. Fourth, challenge-oriented OCB will negatively affect job security perception, whereas affiliation-oriented OCB will positively affect job security perception. Finally, job security perception will positively influence task performance. Research limitations/implications – This study has several limitations. First, it does not consider the role of personality traits in determining work-related behaviours. Second, it only considers a one-to-one guanxi relationship. Thus, the results of this study could be different when a supervisor has one-to-many guanxi relationships. Practical implications – This study suggests that a supervisor should take how to create quality informal relationships with subordinates into account when attempting to motivate Chinese subordinates' task and extra-role performance. Moreover, managers should manage effective informal social networks with subordinates proactively. Originality/value – This study is one of the few studies that examine the impact of subordinate-supervisor guanxi on both extra-role and in-role performance from the perspective of singular view of subordinate-supervisor guanxi.

scholarly journals From Social Burden to Support Elicitation: Development and validation of a new measure of workplace support elicitation experiences

2021 ◽  
Author(s):  
Christopher M Gallagher ◽  
Ian Hughes ◽  
Melissa Keith
Keyword(s):  
Social Support ◽  
Emotional Valence ◽  
Work Outcomes ◽  
Conservation Of Resources ◽  
Workplace Behavior ◽  
Support Providers ◽  
Work Related ◽  
Social Burden ◽  
The Social ◽  
Development And Validation

Receiving social support is widely considered a positive workplace phenomenon, but what about the employees from whom the support is being sought? Following recent calls from social support scholars, we focus on the “potential support provider” perspective of the social support dynamic and propose that the measure of social burden (Yang et al., 2016) currently used to capture this dynamic is significantly limited. In Study 1, we refine and expand the measure of social burden byconstructing and validating a measure of support elicitation experiences (SEE) that distinguishes between emotionally laden SEE (SEE-E; explicit or implicit requests for support with an emotional valence) and instrumental SEE (SEE-I; explicit requests for work-related support). In Study 2, based on Conservation of Resources Theory, we examine how SEE-E and SEE-I differentially relate to work outcomes and explore the potential costs of providing support in response to these behaviors. Results demonstrate that our measure of SEE is an improvement over the social burdenmeasure and support the empirical distinctiveness of emotionally laden (associated with negative outcomes) and instrumental (associated with positive outcomes) support elicitations. In addition, we find some evidence that routinely providing support for both SEE-E and SEE-I carries implications for undesirable workplace behavior. Findings from this research support the notion that there are often differential effects for the kinds of support we elicit from our colleagues andprovides researchers with an improved instrument to assess the social support dynamic from the perspective of potential support providers.

A moderated mediation model of workplace ostracism and task performance

2019 ◽  
Vol 14 (1) ◽  
pp. 51-67 ◽  
Author(s):  
Yiran Zhao ◽  
Xingchao Wang ◽  
Chen Chen ◽  
Kan Shi
Keyword(s):  
Knowledge Sharing ◽  
Task Performance ◽  
Performance Outcomes ◽  
Task Interdependence ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Content Type ◽  
Subsequent Performance ◽  
Moderated Mediation Model ◽  
Workplace Ostracism

Purpose Ostracism within organizations may pose communication challenges and reduce opportunities for interactions, potentially affecting coworker knowledge sharing and subsequent performance outcomes. Drawing on conservation of resources theory, the purpose of this paper is to examine whether knowledge sharing mediates the association between workplace ostracism and employees’ task performance, and whether the mediating effect is moderated by task interdependence. Design/methodology/approach Matched data were collected from a two-wave survey among 210 employees and their direct supervisors who work in two Chinese enterprises. Findings Results indicate that workplace ostracism is negatively associated with task performance and that knowledge sharing mediates this relation. Further, task interdependence exacerbated the main effect of workplace ostracism and the indirect effect of knowledge sharing. Originality/value This paper offers an alternative perspective (i.e. pragmatic impacts of workplace ostracism) to understand how workplace ostracism undermines employees’ task performance. Moreover, the findings emphasize that contextual factors may strengthen the detrimental effects of workplace ostracism in the practical domain.

Emotional intelligence and job performance: the role of psychological well-being

2016 ◽  
Vol 9 (4) ◽  
pp. 428-442 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Task Performance ◽  
Well Being ◽  
Multiple Mediation ◽  
Psychological Well Being ◽  
Content Type ◽  
Work Related ◽  
The Relationship ◽  
And Task

Purpose The purpose of this paper is to test the mediating roles of two dimensions of psychological well-being (job satisfaction and work-related depression) in the relationship between emotional intelligence (EI) and task performance, individual-targeted citizenship behaviours (OCB-I) and organisation-targeted citizenship behaviours (OCB-O). Design/methodology/approach This survey study of 262 employees in a small island territory in the Caribbean captured data on EI, psychological well-being and various dimensions of job performance. Multiple mediation hypotheses were tested using the 95 per cent bootstrapping confidence interval (CI) estimation approach. Findings The results revealed that job satisfaction and work-related depression mediated the relationship between EI and task performance; and the relationship between EI and OCB-O, but only work-related depression mediated the relationship between EI and OCB-I. Research limitations/implications The study utilised a cross-sectional study design and self-reported measures but still presented significant implications for existing and future theoretical models of EI and job performance. Practical implications Organisations should seek to develop high levels of EI in their employees as a means of improving their overall psychological health and well-being and performance behaviours at work. Originality/value The study examines multiple mediation of various psychological well-being dimensions in the EI-job performance relationship using the 95 per cent bootstrapping CI approach.

The mediating effect of job stress in the relationship between work-related dimensions and career commitment

2016 ◽  
Vol 30 (3) ◽  
pp. 408-420 ◽  
Author(s):  
Vathsala Wickramasinghe
Keyword(s):  
Social Support ◽  
Job Stress ◽  
Career Commitment ◽  
Business Environment ◽  
Mediating Effect ◽  
Role Clarity ◽  
Content Type ◽  
Work Related ◽  
Promotional Opportunity ◽  
The Relationship

Purpose – The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity. Design/methodology/approach – In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed. Findings – Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment. Originality/value – An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one’s career.

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.

Het motivationele proces van het Job Demands-Resources Model bij vrijwillig en onvrijwillig ontslagen werknemers tijdens de opzegtermijn

2014 ◽  
Vol 27 (2) ◽  
Author(s):  
Ellen R. Peeters ◽  
Bart Van de Ven ◽  
Nele De Cuyper ◽  
Peter Vlerick ◽  
Hans De Witte
Keyword(s):  
Social Support ◽  
Indirect Effect ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Job Demands ◽  
Work Behavior ◽  
Role Behavior ◽  
Work Related ◽  
Perceived Employability ◽  
Motivational Process

The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice The motivational process of the Job Demands-Resources Model among voluntary and involuntary dismissed employees during the term of notice This study examines the motivational process of the Job Demands-Resources (JD-R) Model in a sample of recently dismissed (voluntary and involuntary) Flemish employees (N = 213). Specifically, the relations between three work-related resources (perceived employability, social support, and acceptance of feedback given during the exit conversation) and work-related behavior (in-role and extra-role behavior) were examined. We hypothesized (1) that this relationship is mediated by dedication, and (2) there would be a difference between voluntary and involuntary dismissed employees. The results showed that the resources had an indirect effect on in-role and extra-role behavior, (partially) mediated by dedication. There was a positive relationship and a negative relationship between perceived employability and dedication for voluntary and involuntary dismissed employees, respectively. In summary, the JD-R Model serves as a relevant framework for studying employees’ work behavior and motivational process during their term of notice.

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