scholarly journals Enduring exploitative leaders at work: the buffering role of proactive personality on employee job strain

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saleh Bajaba ◽  
Abdulah Bajaba ◽  
Bryan Fuller
Keyword(s):  
Job Strain ◽  
Negative Impact ◽  
Proactive Personality ◽  
Self Report ◽  
Conservation Of Resources ◽  
Cross Sectional ◽  
Content Type ◽  
Personal Resource ◽  
The Usa

Purpose This paper aims to study followers' proactive personality (PP) as a personal resource in moderating the hindering impact of exploitative leadership (EL) on followers' job strain (JS). Design/methodology/approach Self-report data on EL, JS and PP were obtained from 113 working students in the USA, and a cross-sectional design was used. The data was analyzed using SPSS 27 through hierarchal multiple regression and the PROCESS macro. Findings The findings support the buffering role of PP on the hindering impact of EL on JS, such that followers with higher PP tend to buffer the positive relationship between EL and followers' JS. Practical implications This study recommends practitioners to hire proactive individuals and/or enable existing employees to engage in proactivity in the presence of exploitative leaders to better cope with their self-serving behaviors. Originality/value Using the conservation of resources (COR) theory, this study is the first to use PP as a personal resource that protects against and mitigates the negative impact of EL.

The role of rash-impulsivity, emotional dysregulation and reward drive in comorbid disordered eating and substance use disorders

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Natalie Merinuk ◽  
Stephanie C. Varcoe ◽  
Peter J. Kelly ◽  
Laura D. Robinson
Keyword(s):  
Substance Use ◽  
Disordered Eating ◽  
Psychological Factors ◽  
Emotional Dysregulation ◽  
Self Report ◽  
Eating Behaviours ◽  
Cross Sectional ◽  
Content Type ◽  
The Relationship

Purpose Substance use disorder (SUD) frequently co-occurs with other psychological conditions, such as eating disorders (EDs). Psychological factors such as emotional dysregulation, rash impulsivity (RI) and reward sensitivity (RS) play a role in the etiology of each disorder, yet little is known about the combined effects of these on comorbid SUDs and EDs or disordered eating behaviours (DEBs). This study aims to examine the role of these psychological factors in comorbid DEBs and SUDs among individuals in treatment for SUDs. The role of gender is tested as a moderator. Design/methodology/approach A cross-sectional self-report survey was completed by 131 participants attending Australian residential substance use treatment centres. A binomial logistic regression analysis was performed to examine the effects of emotional dysregulation, RI and RS on comorbid DEB and SUD. Further, moderation analyses were used to examine the moderating effect for gender on the relationship between these three personality variables and comorbidity. Findings The most commonly reported primary substance of use was alcohol (43.5%), followed by amphetamines (38.6%). Findings showed that emotional dysregulation and RI were significantly related to an increase in comorbidity likelihood; however, RS was not. Gender moderated the relationship between comorbidity and RI only. Originality/value The significant positive relationship found between RI and comorbidity for females only was a novel finding for the current study. Further research is needed to develop an understanding of the etiology of comorbidity.

Effects of workaholism on satisfaction among US managerial and professional women

2015 ◽  
Vol 30 (8) ◽  
pp. 635-651 ◽  
Author(s):  
Daniele V Levy
Keyword(s):  
Social Support ◽  
Job Satisfaction ◽  
Life Satisfaction ◽  
Professional Women ◽  
Self Report ◽  
Content Type ◽  
Work Enjoyment ◽  
High Drive ◽  
The Usa

Purpose – The purpose of this paper is to evaluate relationships between workaholism and satisfaction outcomes with job, career and life overall among managerial and professional women and explore the moderating role of social support in these associations. Design/methodology/approach – Self-report measures collected online from 350 alumnae from top-ranked business schools currently in the US labor force were analyzed through hierarchical multiple regression analyses. Findings – Workaholism components explained significant amounts of variance in job, career and life satisfaction. Specifically, lower levels of work enjoyment were consistently associated with detrimental outcomes and high drive impacted both job and life satisfaction negatively. Social support moderated the relationship between job satisfaction and workaholism through work enjoyment, with women with greater social support demonstrating higher job satisfaction at equivalent work enjoyment levels versus those with low social support. Research limitations/implications – This paper shares methodological weaknesses involving the nature of the sample and self-report methods of measurement common to workaholism research. Practical implications – In the context of today’s competitive workplaces, results provide a cautionary message of the harmful effects of workaholic dispositions for a certain segment of professional women. It emphasizes the importance of work enjoyment and positive intrinsic motivation, while suggesting that job designs that reflect the work involvement predispositions of each woman can be beneficial. Originality/value – This paper extends the understanding of workaholism correlates to female MBA graduates from top management schools in the USA and investigates, for the first time, the role of social support in those relationships.

Test of the job demand resources model in Thailand

2019 ◽  
Vol 22 (1) ◽  
pp. 2-21
Author(s):  
Manjiri Kunte ◽  
Parisa Rungruang
Keyword(s):  
Role Conflict ◽  
Work Engagement ◽  
Self Efficacy ◽  
Job Demands ◽  
Self Report ◽  
Job Resources ◽  
Personal Resources ◽  
Cross Sectional ◽  
Content Type

PurposeThe purpose of this paper is to test the hypothesized relationships between job demands, job resources and personal resources toward work engagement, by utilizing a cross section of Thai employees.Design/methodology/approachIn this study, a group of employees (n=416) responded to a set of self-report surveys on job demands, job resources, personal resources and work engagement.FindingsThe results of the hierarchical regression analysis supported the relationships between job demands (i.e. workload and role conflict), job resources, personal resources (self-efficacy) and work engagement. In addition, the results supported the role of (positive) self-esteem as moderator in the role ambiguity and work engagement relationship, and the role of self-efficacy in buffering the effect of role conflict and workload on work engagement. The final model explained 43 percent of the variance in the dependent variable.Research limitations/implicationsThis study will help managers in understanding employee expectations and providing appropriate feedback. Devising effective jobs, which lead to perceptions of meaningfulness, safety and availability leading to improved engagement.Originality/valueThis is the first study employing the job demands resources model in a cross-sectional study in Thailand.

Impact of service failure severity and agreeableness on consumer switchover intention

2016 ◽  
Vol 28 (3) ◽  
pp. 420-434 ◽  
Author(s):  
Zeeshan Riaz ◽  
Muhammad Ishfaq Khan
Keyword(s):  
Negative Impact ◽  
Positive Impact ◽  
Service Failure ◽  
Asian Country ◽  
Cross Sectional Study ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Mediating Role ◽  
Failure Severity

Purpose – The purpose of this paper is to examine the asymmetric impact of service failure severity and agreeableness on consumer switchover intention with the mediating role of consumer forgiveness in the aftermath of service failure. Design/methodology/approach – In total, 364 university students were given a hypothetical service failure situation and their response was collected through a standardized questionnaire. Multiple regression and Preacher and Hayes (2004) mediation analysis tests were conducted to analyze data. Findings – The findings reveal that service failure severity has a direct positive impact on switchover intention and it also has an indirect impact on switchover intention through consumer forgiveness which it tends to weaken. On the other side, agreeableness has a direct negative impact on switchover intention, and it inhibits switchover intention indirectly too by stimulating forgiveness. Research limitations/implications – A cross-sectional study involving convenience sampling has been conducted through self-report measures. Generalization of the research findings shall therefore be done with caution. Practical implications – Severity of failure hampers forgiveness and therefore service managers should check factors that may challenge the tolerance level of consumers. While gauging satisfaction in post failure scenario, it is equally important to gauge consumer forgiveness. Originality/value – This study is among the initial endeavors to explore forgiveness in service failures context. Also it is the first validation of a direct positive relationship between agreeableness and forgiveness in a South Asian country.

The impact of supervisor humor on newcomer adjustment

2016 ◽  
Vol 37 (4) ◽  
pp. 540-554 ◽  
Author(s):  
Panagiotis Gkorezis ◽  
Eugenia Petridou ◽  
Katerina Lioliou
Keyword(s):  
Design Methodology ◽  
Self Report ◽  
Hierarchical Regression ◽  
Cross Sectional ◽  
Content Type ◽  
Relational Identification ◽  
Cross Sectional Design ◽  
The Impact ◽  
The Relationship

Purpose – Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association. Design/methodology/approach – Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted. Findings – The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment. Research limitations/implications – Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships. Originality/value – To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

“If it is dreamable it is doable”: the role of desired job flexibility in imagining the future

2016 ◽  
Vol 58 (3) ◽  
pp. 298-312
Author(s):  
Dina Guglielmi ◽  
Rita Chiesa ◽  
Greta Mazzetti
Keyword(s):  
Career Planning ◽  
Future Orientation ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Job Flexibility ◽  
Permanent Employees ◽  
The Relationship ◽  
Voluntary Basis

Purpose – The purpose of this paper is to compare how the dimension of attitudes toward future that consists in perception of dynamic future may be affected by desirable goals (desired job flexibility) and probable events (probable job flexibility) in a group of permanent vs temporary employees. Moreover the aim is to explore the gender differences in respect to variables studied. Design/methodology/approach – The data were collected using self-report questionnaires on a sample of 710 employees, of which 63 percent women, 57.2 percent permanent employees, and 42.8 percent fixed-term employees. Findings – The results showed that probable job flexibility mediated the relationship between desired job flexibility and the perception of a dynamic professional future. In addition, the type of contract moderated the interaction effect of job mastery on the relationship between desired and probable flexibility. Job mastery, however, has a direct effect on probable flexibility only on women in fixed-term employment. Research limitations/implications – The study presented some limitations: the data derived from the self-report questionnaires, respondents participated on a voluntary basis, and the research design was cross-sectional. Practical implications – The results of this study could be used to influence guidance practitioners’ decisions on the role of antecedents of future orientation (desired flexibility, probable flexibility, and job mastery) in designing programs and interventions for career management that also take gender into account. Originality/value – Overall, these results provided some insight into the relationship between specific guidance actions and goal-oriented career planning.

Career attitudes and employability: analysis of mediation via career strategies

2019 ◽  
Vol 42 (2) ◽  
pp. 417-436
Author(s):  
Gina Gaio Santos ◽  
Ana Paula Ferreira ◽  
José Carlos Pinho
Keyword(s):  
Direct Effect ◽  
Negative Impact ◽  
Management Strategies ◽  
Self Management ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Career Attitudes ◽  
Boundaryless Career

Purpose The purpose of this paper is to evaluate the impact of career attitudes (traditional career vs boundaryless career) on perceived employability (internal vs external employability). In addition, the authors examine whether career self-management strategies act as mediators of these relationships. Due to high unemployment rates in the last two decades, it is important to assess the extent to which young graduates’ career attitudes affect perceived internal and external employability, along with the role of career self-management strategies as an employability enhancement tool. Design/methodology/approach As part of a cross-sectional research design, the authors administered a survey questionnaire to a sample of 131 graduates (i.e. master’s students) with at least one year of work experience. The empirical data were analyzed with partial least squares structural equation modeling, which combines confirmatory factor analysis, multiple linear regression and path analysis. Findings The results reveal that there is a positive and significant impact (direct effect) of a traditional career attitude (TCA) on internal employability, while there is no significant negative impact of a TCA on external employability. Additionally, the results show that there is a negative impact (direct effect) of a boundaryless career attitude (BCA) on internal employability, while no significant positive impact is found of a BCA on external employability. This study also confirms the mediation effect (full mediation) of career positioning strategies on the BCA-external employability relationship, and a partial mediation of career influence strategies on the TCA-internal employability relationship. Research limitations/implications Limitations of this study relate to the sample size and the use of a convenience sampling technique. Hence, some caution is needed regarding results’ generalization. In addition, this research uses a cross-sectional design, thus the authors cannot assess longitudinal causal relationships between variables. Future research should be replicated with different types of respondents and in different cultural contexts. Practical implications The results suggest that organizations would benefit more from employees that hold a TCA than those that hold a BCA, especially if they are interested in fostering the internal employability of their workforce. At the individual level, the results identify optimal career self-management strategies (internal vs external employability) for young graduates. Originality/value This study offers new empirical evidence of the predictive value of perceived internal vs external employability and the mediating role of career self-management strategies in explaining employability. Young graduates perceive a TCA as more advantageous than a BCA for both internal and external employability. This is an unexpected but interesting finding, since the bulk of the literature on contemporary career attitudes overemphasizes the advantages of a BCA, while disregarding potential disadvantages for both individuals and organizations.

Customer incivility, rapport and tipping: the moderating role of agreeableness

2020 ◽  
Vol 34 (7) ◽  
pp. 955-966
Author(s):  
Hana Medler-Liraz
Keyword(s):  
Service Organizations ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Effects ◽  
Content Type ◽  
Personal Resource ◽  
Scant Attention ◽  
The Relationship ◽  
Moderating Role

Purpose Although studies have emphasized the need to explore the negative consequences of customer incivility, scant attention has been paid to positive factors that can mitigate its negative effects on employees’ service performance. The purpose of this study is to extend research on customer incivility and its association with rapport and tipping through the prism of conservation of resources theory. It also examines the role of agreeableness as a personal resource in coping with instances of incivility. Design/methodology/approach A total of 502 Israeli restaurant servers took part in this study. Findings Agreeableness significantly moderated the relationship between customer incivility and rapport: agreeable hospitality employees who served customers manifesting low/medium incivility reported better rapport than disagreeable hospitality employees. However, this effect was not significant for high incivility. Further, agreeable hospitality employees who served customers with low/medium incivility reported higher tips than disagreeable hospitality employees. Surprisingly, the findings also suggested that when employees served customers exhibiting high incivility, the tips were lower for servers high on agreeableness than for servers low on agreeableness. Originality/value This study broadens the frontiers of research on customer incivility and provides insights into the critical financial and emotional costs hospitality employees and service organizations incur when encountering incivility. The findings also contribute to the scant research on the potential moderators that may enable employees to handle customer interactions more constructively in the case of incivility within the hospitality industry. Agreeableness appeared to alleviate the negative effects of customer incivility on rapport and tipping but only seemed to be an effective resource up to a certain level of customer incivility.

scholarly journals A socio-cognitive approach to customer adherence in health care

2014 ◽  
Vol 48 (3/4) ◽  
pp. 496-521 ◽  
Author(s):  
Lan Snell ◽  
Lesley White ◽  
Tracey Dagger
Keyword(s):  
Self Efficacy ◽  
Single Point ◽  
Self Report ◽  
Equation Modeling ◽  
Role Clarity ◽  
Adherence Behavior ◽  
Cognitive Approach ◽  
Cross Sectional ◽  
Content Type

Purpose – Adherence is a critical factor for success, for both the health of the customer and the financial outcomes of the firm. Central to the success of adherence behavior is the co-productive role of the customer which is determined by service perceptions as well as individual attributes. Based on social cognition theory, the aim of this paper is to examine the factors that influence past adherence behavior, and whether past adherence behavior predicts future intentions. Design/methodology/approach – The model was tested using structured equation modeling on a sample of 771 weight-loss customers. Findings – The authors show how service quality influences role clarity, which leads to increases in self-efficacy. The study also demonstrates the role of emotional intelligence (EI) in increasing efficacious beliefs. Past adherence behavior was found to predict future intentions. Research limitations/implications – This study was undertaken with a single service industry, and based on data which was collected at a single point in time. Limitations associated with common method bias inherent in cross-sectional designs, as well as limitations related to the use of self-report measures are acknowledged. Practical implications – The findings suggest that interventions to promote health outcomes should target customer skills in service consumption. By providing quality interactions, providers can increase customer role clarity which produces efficacious beliefs. Interventions should also address EI training in customers given its role in influencing self-efficacy. Originality/value – The simultaneous examination of traditional service factors and socio-cognitive factors contributes to theory by considering the individual health and organizational outcomes of these factors. The finding of a direct path between past adherence behavior and future intentions provides a unique insight into the prediction and control of behavior in a number of domains.

Self-efficacy to spur job performance

2018 ◽  
Vol 56 (4) ◽  
pp. 891-907 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Job Performance ◽  
Self Efficacy ◽  
Workplace Incivility ◽  
Conservation Of Resources ◽  
Content Type ◽  
Personal Resource ◽  
Organizational Functioning ◽  
Mediating Role ◽  
Uncivil Behaviors

Purpose With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees’ self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility. Design/methodology/approach Survey data were collected from employees and their supervisors in Pakistani organizations. Findings An important reason that employees’ self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors. Practical implications Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace. Originality/value This study establishes a more complete understanding of the benefits of employees’ self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees’ perceptions of workplace incivility invigorate this process.

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