Passion in the pit: the effects of harmonious and obsessive passion on nurse burnout

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Karen Landay ◽  
David F. Arena Jr ◽  
Dennis Allen King
Keyword(s):  
Job Stress ◽  
Design Methodology ◽  
Work Environments ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Robust Test ◽  
Content Type ◽  
Obsessive Passion ◽  
Nurse Burnout ◽  
Harmonious And Obsessive Passion

PurposeAnecdotal and survey reports indicate that nurses are suffering increased stress and burnout due to the coronavirus disease (COVID-19) pandemic. Therefore, this study investigated two forms of passion, harmonious and obsessive passion, as resources that may indirectly predict two forms of burnout, disengagement and exhaustion, through the mediator of job stress.Design/methodology/approachThe authors tested their hypotheses in a mediation model using a sample of nurses surveyed at three timepoints during the COVID-19 pandemic.FindingsAs hypothesized, harmonious passion indirectly decreased disengagement and exhaustion by decreasing job stress. Contrary to authors’ hypotheses, obsessive passion also indirectly decreased (rather than increased, as hypothesized) both disengagement and exhaustion by decreasing job stress. Harmonious, but not obsessive, passion, was significantly negatively directly related to disengagement and exhaustion.Research limitations/implicationsData were collected during the COVID-19 pandemic, which may have impacted nurses’ work environments and their willingness to respond.Originality/valueThis study extends conservation of resources theory to conceptualize harmonious and obsessive passion as resources with differing outcomes based on their contrasting identity internalization, per the Dualistic Model of Passion. This study also operationalizes burnout more comprehensively by including cognitive and physical exhaustion along with emotional exhaustion, as well as disengagement. By collecting responses at three timepoints, this study provides a more robust test of causality than previous work examining passion and burnout.

When and why does a “poker face” facilitate workplace creativity?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Weiyi Chen ◽  
Xinmei Liu ◽  
Xiaojie Zhang
Keyword(s):  
Design Methodology ◽  
Positive Relationship ◽  
Time Pressure ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Regression Analyses ◽  
Expressive Suppression ◽  
Content Type ◽  
Workplace Creativity

PurposeThe authors investigate when and why a subordinate's expressive suppression facilitates workplace creativity, building on the conservation of resources theory and considering the effect of the supervisor's expressive suppression and time pressure as boundary conditions.Design/methodology/approachMultisource data were collected from 132 teams in northwestern China, including 132 supervisors and 648 subordinates. Hierarchical regression analyses were used to test the effects.FindingsThe subordinate’s expressive suppression was positively related to their workplace creativity. Challenge time pressure was positively related to workplace creativity, and the subordinate’s expressive suppression was positively related to workplace creativity when challenge time pressure was lower and the supervisor's expressive suppression was higher. Hindrance time pressure was negatively related to workplace creativity, and a positive relationship between a subordinate's expressive suppression and workplace creativity was also found with less hindrance time pressure and greater expressive suppression by their supervisor.Originality/valueBy examining the role of the supervisor as a source of downward spillovers in various time pressure contexts, the study explains why a subordinate’s suppression facilitates workplace creativity from the conservation of resources perspective.

Does job stress enhance employee creativity? Exploring the role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azka Ghafoor ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Psychological Capital ◽  
Positive Influence ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Mediation Effects ◽  
Content Type ◽  
Two Samples ◽  
Practical Implications

PurposeUsing the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction.Design/methodology/approachRelationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies.FindingsPsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher.Practical implicationsThis study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits.Originality/valueThe findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.

Commercialization of audit firms and auditors’ subjective well-being

2020 ◽  
Vol 28 (4) ◽  
pp. 565-585 ◽  
Author(s):  
Yilia Ponomareva ◽  
Timur Uman ◽  
Pernilla Broberg ◽  
Emmy Vinberg ◽  
Karoline Karlsson
Keyword(s):  
Design Methodology ◽  
Empirical Support ◽  
Well Being ◽  
Conservation Of Resources ◽  
Subjective Well Being ◽  
Ongoing Debate ◽  
Content Type ◽  
Audit Firms ◽  
Big Four ◽  
Positive Effect

Purpose The purpose of this study is to explore how the commercialization of audit firms relates to the subjective well-being (SWB) of auditors. Drawing on the conservation of resources and social identity theories, the authors argue that the commercialization of audit firms enhances auditors’ subjective well-being in its overall happiness and job-related dimensions through two theoretical mechanisms. First, it constitutes a valuable resource for an auditor, and second, it reinforces the auditor’s identification with a firm. The authors subsequently contend that this relation is contingent on whether auditors are used in Big four or non-Big four audit firms. Design/methodology/approach The authors test our hypotheses-based data obtained from a survey of 166 Swedish auditors. The data are explored by means of descriptive statistics, correlation matrixes and linear moderating multiple regression analyzes. Findings The authors show that commercial orientation can have a positive effect on auditors’ SWB. The authors also find that the positive relationship between commercialization and SWB is stronger for auditors employed by one of the Big four firms. Originality/value The results contribute to the ongoing debate about the normalization of commercialization within the audit profession by theorizing on and providing empirical support for the positive consequences of commercialization.

The effects of work experience on interpretations of recruitment advertisements and organizational attraction

2019 ◽  
Vol 34 (2) ◽  
pp. 58-74 ◽  
Author(s):  
Mark Yockey
Keyword(s):  
Organizational Culture ◽  
Work Experience ◽  
Design Methodology ◽  
Information Needs ◽  
Work Environments ◽  
Organizational Attraction ◽  
Content Type ◽  
Underlying Mechanisms ◽  
Practical Implications

Purpose The purpose of this paper is to investigate potential differences in experienced and inexperienced workers’ interpretations of recruitment ads. Design/methodology/approach The paper uses a between subjects design to compare responses to recruitment advertisements. The advertisements varied in terms of compensation information. Findings Work experience did not alter perceptions of organizational culture but it did affect levels of organizational attraction. The implication is that all workers interpret recruitment advertisements in a similar manner but more experienced workers prefer different work environments than less experienced workers. Research limitations/implications The results generally support the use of student populations or inexperienced workers in recruitment research. The study was limited to perceptions of pay statements. Other forms of recruitment information needs to be investigated. Practical implications Companies seeking to recruit experienced workers need to be attentive to how those workers will view the company’s culture based on information in their recruitment advertisements. Originality/value This study is one of a very limited number of organizational attraction studies comparing experienced and inexperienced workers. It is important because it helps clarify the underlying mechanisms impacting organizational attraction based on work experience.

High-tech workplace tools are key to winning the war for talent

2018 ◽  
Vol 17 (4) ◽  
pp. 176-180
Author(s):  
Jacob McNulty
Keyword(s):  
Design Methodology ◽  
Work Environments ◽  
Data Driven ◽  
High Tech ◽  
Economic Expansion ◽  
Content Type ◽  
Productive Work ◽  
Starting Point ◽  
Good Starting Point ◽  
War For Talent

Purpose With HR now at the center of efforts to address the talent crisis, how can HR strategists best deploy their resources to help their organizations to rise to the challenge? Design/methodology/approach Data-driven digital solutions can be a good starting point for discovering what’s working with existing employees. A new breed of high-tech tools are giving HR departments the means to more thoroughly and actionably understand the factors that attract, retain and drive away quality employees. Findings Based on data from these tools, HR teams can design inviting, engaging and productive work environments. Originality/value The struggle to attract and retain quality talent in the workplace is real, it is escalating and it has landed right at the doorstep of HR departments. It is perhaps the most pressing priority they – and their entire organizations – must confront to keep pace in the ongoing US economic expansion.

Networking and development idiosyncratic deals

2017 ◽  
Vol 22 (7) ◽  
pp. 816-828
Author(s):  
Sylvie Guerrero ◽  
Hélène Challiol Jeanblanc
Keyword(s):  
Design Methodology ◽  
Organizational Politics ◽  
Moderated Mediation ◽  
Research Model ◽  
Mediation Model ◽  
Idiosyncratic Deals ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Support Seeking ◽  
The Relationship

Purpose The purpose of this paper is to explore the antecedents of development idiosyncratic deals (i-deals) from an organizational politics and a situationist perspective. The paper tests a moderated mediation model in which networking skills is indirectly related to development i-deal in a context of high hierarchical plateau. Design/methodology/approach The authors test the research model with a sample of 252 engineers, 88 percent male, who work in an economically wealthy region of France and who are thus well positioned to negotiate development i-deals. Findings The authors lead analyses with the Preacher et al.’s macros on SPSS. Results support the hypotheses. The authors find that support-seeking behaviors partially mediate the relationship between networking skills and development i-deals, and that this relationship is significant only in a context of high plateauing. Originality/value Overall, this study contributes to a deeper understanding of i-deal antecedents by bridging the literatures on i-deals and careers. It also shows that socially skilled employees are able to seek support and in turn, to proactively negotiate development i-deals. This process is a way to cope with perceptions of hierarchical plateau.

scholarly journals HRM and workplace innovations: formulating research questions

2017 ◽  
Vol 46 (7) ◽  
pp. 1216-1227 ◽  
Author(s):  
Greg J. Bamber ◽  
Timothy Bartram ◽  
Pauline Stanton
Keyword(s):  
Design Methodology ◽  
Change Agent ◽  
Work Environments ◽  
Enterprise Performance ◽  
Special Issue ◽  
Line Managers ◽  
Content Type ◽  
Research Questions ◽  
Creativity And Innovation

Purpose The purpose of this paper is to review the roles of human resource management (HRM) specialists in the contemplation and implementation of innovation in employing organisations and workplaces. Design/methodology/approach The authors review some of the literature and practice in this field as well as 11 other articles that are included in this special issue. Findings The authors propose six research questions. First, are HRM specialists analysing relevant trends and their implications for the future of work and the workforce? Second, are HRM specialists enabling employing organisations to identify and enable innovative ideas? Third, to what extent are HRM specialists leading partnership arrangements with organised labour? Fourth, what is the role of HRM specialists in creating inclusive work environments? Fifth, how should HRM specialists change to foster enterprise performance, intrapreneurship, agility, creativity and innovation? Sixth, to what extent is there an HRM function for line managers in coordination with HRM specialists in engendering innovation around “change agent” roles? Originality/value The authors argue that HRM specialists should embrace and enable innovation. The authors challenge HRM specialists to consider how they can contribute to facilitating innovation. The paper proposes further research on HRM and range of associated stakeholders who, together, have responsibility for innovating in the design and delivery of HRM to enrich our knowledge of HRM and workplace innovations.

The trade-off between synergy success and efficiency gains in M&A strategy

2018 ◽  
Vol 13 (2) ◽  
pp. 163-184 ◽  
Author(s):  
Ziva Rozen-Bakher
Keyword(s):  
Design Methodology ◽  
Mediation Model ◽  
Efficiency Gains ◽  
Workforce Reduction ◽  
Trade Off ◽  
Content Type ◽  
Public Firms ◽  
Revenue Growth ◽  
The Relationship ◽  
Integration Stage

Purpose This study raises the question of whether the nature of the merger and acquisition (M&A) strategy per se, that is reflected throughout the M&A process, may lead to a potential trade-off between the two main objectives of M&As – synergy success and efficiency gains, which may explain the high failure rate of the M&A strategy. The purpose of this paper is to present a mediation model to explore the potential trade-off that may exist between synergy success and efficiency gains. The model examines whether the change in the workforce size during the M&A process mediates the relationship between the types of M&A and M&A success, resulting in a trade-off. Design/methodology/approach The study uses a sample of 394 public firms. Findings The study reveals that if the management over-increases the workforce size to realize the synergy potential, then it heightens the risk of the “win synergy-lose efficiency” trade-off, resulting in an increase in revenue growth but a decrease in profitability. The results even show that international M&As lead to an “over” increase in the workforce size to maximize the synergy potential, but at the same time, an increase in the workforce size harms the efficiency gains, resulting in a decrease in profitability. However, vertical and conglomerate M&As may lead neither to synergy success nor to efficiency gains, which reflects a situation of no benefits from the M&A for the acquirer. Originality/value The study emphasizes that one of the main challenges in the implementation of the M&A strategy is to strike a balance between the objective of improving efficiency through cutting costs and workforce reduction during the integration stage and the objective of realizing the synergy potential, despite the workforce reduction during the M&A process.

Can subordinate voice prevail with abusive supervision?

2019 ◽  
Vol 43 (7) ◽  
pp. 773-786
Author(s):  
K.V. Gopakumar ◽  
Sweta Singh
Keyword(s):  
Design Methodology ◽  
Abusive Supervision ◽  
Resource Acquisition ◽  
Employee Voice ◽  
Conservation Of Resources ◽  
Content Type ◽  
Extant Literature ◽  
Acquisition Strategies ◽  
Present Understanding ◽  
Voice Relationship

Purpose Drawing from conservation of resources (COR) theory, this study aims to explain why certain voice types prevail while other voice types are inhibited in the presence of abusive supervision. Design/methodology/approach This paper surveys extant literature on abusive supervision, employee voice and COR theory and provides propositions linking abusive supervision and types of voice behaviours. Findings The paper develops a conceptual model linking abusive supervision and three types of subordinate voice behaviours – prosocial, defensive and acquiescent voices. It identifies psychological distress as a mediator and locus of control as a moderator to this relationship. Originality/value This paper deepens our present understanding of abusive supervision and voice relationship by explaining why only certain voice types prevail with abusive supervision while others do not. While extant literature concluded abusive supervision only as an inhibitor of voice behaviours, the present study identifies how abusive supervision could both inhibit and motivate different voice behaviours. Further, it links abusive supervision to multiple voice types, diverting from extant literature linking abusive supervision to only constructive voice. Lastly, this study contributes to resource acquisition strategies within COR theory.

What strategy of human resource management to retain older workers?

2019 ◽  
Vol 40 (1) ◽  
pp. 135-153 ◽  
Author(s):  
Sari Mansour ◽  
Diane-Gabrielle Tremblay
Keyword(s):  
Job Satisfaction ◽  
Return To Work ◽  
Older Workers ◽  
Occupational Commitment ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Bootstrap Analysis ◽  
Content Type ◽  
Retirement Preparation ◽  
The Relationship

PurposeBased on the theory of conservation of resources (Hobfoll, 1989), the purpose of this paper is to propose job satisfaction as a mediator between the use of generativity and affective occupational commitment. The authors tested the mediating role of affective occupational commitment on the relationship between job satisfaction and retirement preparation.Design/methodology/approachA sequential mediation model was tested by the method of indirect effects based on a bootstrap analysis (Preacher and Hayes, 2004) based on 3,000 replications with a 95% confidence interval. The statistical treatments were carried out with the AMOS software V.22. Data were collected for a sample of 340 older workers (bridge and retirees) in Québec, Canada.FindingsResults indicate that generativity was related positively to affective occupational commitment via job satisfaction. Moreover, job satisfaction was also related positively to retirement preparation through affective occupational commitment.Practical implicationsThe results can be helpful to guide organizational efforts at retaining older workers, and also recruiting and selecting those who want to return to work after retiring. They provide an insight on the effect of one of the main human resources practices or strategies, that is, programs aiming to attract and retain older workers to stay in the workplace and to encourage retirees to return to work in the form of bridge employment for example.Originality/valueThe study adds to the existing literature by examining a sequential mediation model to understand the relationship between organizational resources, job attitudes and retirement planning. It thus answers the call for more research and a theoretical framework on these critical variables for the retirement decision-making process. The findings can also contribute to the field of knowledge retention and fulfill some gaps in the literature on this topic. Indeed, examining the use of generativity in the study can help researchers and practitioners to better understand the reasons that encourage older workers to continue working and retirees to return to work.

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