scholarly journals Survivors of Organizational Change: A Resource Perspective

2015 ◽  
Vol 1 (2) ◽  
pp. 1
Author(s):  
Yu-Chin Lee ◽  
Pei-Chuan Mao
Keyword(s):  
Organizational Change ◽  
Conceptual Model ◽  
Failure Rate ◽  
Organizational Identification ◽  
Positive Attitude ◽  
Well Being ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Resource Perspective ◽  
Research Propositions

The failure rate of organizational change and studies regarding personal turmoil resulting from organizational change indicate that even employees survive layoff, merger, or any forms of changes, they still develop symptoms of distress, cynicism, and work withdrawal. In this paper, we propose a conceptual model based on the conservation of resources theory to examine the effect of organizational change on survivors’ organizational identification and well-being. Moreover, we suggest that organizational change may not be as harmful for employees who possess positive attitude toward the process. We offer research propositions and discuss implications for future organizational change research.

Consumer well-being through engagement and innovation in higher education: A conceptual model and research propositions

2020 ◽  
pp. e2100 ◽  
Author(s):  
Oluwatobi A. Ogunmokun ◽  
Gunce I. Unverdi-Creig ◽  
Hamad Said ◽  
Turgay Avci ◽  
Kayode K. Eluwole
Keyword(s):  
Higher Education ◽  
Conceptual Model ◽  
Well Being ◽  
Research Propositions ◽  
Innovation In Higher Education

Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aamir Hayat ◽  
Leila Afshari
Keyword(s):  
Organizational Support ◽  
Workplace Bullying ◽  
Perceived Organizational Support ◽  
Well Being ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Content Type ◽  
Moderating Role

PurposeDrawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.Design/methodology/approachThe data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.Practical implicationsThis study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.Originality/valueThe current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.

scholarly journals Exploring the Invisible Pain of Workplace Ostracism: Its Outcomes & Coping Mechanism

2021 ◽  
Vol 12 (5) ◽  
pp. 791-796
Author(s):  
Himani Oberai
Keyword(s):  
Work Performance ◽  
Well Being ◽  
Job Engagement ◽  
Conservation Of Resources ◽  
Coping Mechanism ◽  
Work Behaviors ◽  
Negative Consequences ◽  
Conservation Of Resources Theory ◽  
Workplace Ostracism ◽  
The Relationship

Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs his psychological well-being. This study also describes the coping mechanism which an individual can adopt in order to manage the negative aspects of workplace ostracism. The organizational administrators need to focus on this silent form of harassment, which is making the organization weak on a broader scope. Thus, a serious need of encouraging healthy communication, cooperation and coordination is required in every organization in order to avoid counter-productive work behaviors.

Employability and Individual Well-being in times of organizational change: Results from a Swedish study

2012 ◽  
Author(s):  
Claudia Bernhard-Oettel ◽  
Gisela Jonsson ◽  
Katharina Naswall ◽  
Fredrik Movitz
Keyword(s):  
Organizational Change ◽  
Well Being ◽  
Swedish Study

Multiple Losses: The Psychological and Economic Well-Being of Survivors of Intimate Partner Violence

2017 ◽  
Vol 35 (15-16) ◽  
pp. 3054-3078 ◽  
Author(s):  
Elizabeth W. Sauber ◽  
Karen M. O’Brien
Keyword(s):  
Intimate Partner Violence ◽  
Low Income ◽  
Partner Violence ◽  
Financial Distress ◽  
Male Partner ◽  
Well Being ◽  
Intimate Partner ◽  
Hierarchical Regression ◽  
Conservation Of Resources ◽  
Resource Loss

This study advanced knowledge regarding the mechanisms through which intimate partner violence relates to psychological and financial distress with a sample of diverse low-income women. Data were collected from 147 female domestic violence survivors who were abused by a male partner within the past 6 months. Three hierarchical regression analyses revealed that psychological, physical, and economic abuse were predictive of posttraumatic stress, depression, and economic self-sufficiency among survivors. Guided by the Conservation of Resources Theory, the loss of financial, work, and interpersonal resources also predicted these three outcomes, above and beyond abuse experiences (i.e., economically controlling behaviors, economic sabotage, and interpersonal resource loss were unique predictors). In addition, bootstrap mediation analyses showed that interpersonal resource loss partially mediated the relationship between psychological abuse and mental health outcomes. Together, these findings can be used to inform future interventions to promote the financial and psychological well-being of survivors.

Pathways to life success: A conceptual model of financial well-being for young adults

2009 ◽  
Vol 30 (6) ◽  
pp. 708-723 ◽  
Author(s):  
Soyeon Shim ◽  
Jing J. Xiao ◽  
Bonnie L. Barber ◽  
Angela C. Lyons
Keyword(s):  
Young Adults ◽  
Conceptual Model ◽  
Well Being ◽  
Life Success

scholarly journals How do Employees Adapt to Organizational Change? The Role of Meaning-making and Work Engagement

2020 ◽  
Vol 23 ◽  
Author(s):  
Machteld van den Heuvel ◽  
Evangelia Demerouti ◽  
Arnold B. Bakker ◽  
Jørn Hetland ◽  
Wilmar B. Schaufeli
Keyword(s):  
Organizational Change ◽  
Work Engagement ◽  
Meaning Making ◽  
Radical Change ◽  
Conservation Of Resources ◽  
Adaptive Performance ◽  
Role Performance ◽  
Short Term ◽  
Office Design

Abstract This multi-wave, multi-source study focuses on the benefits of work engagement for employee adaptation to organizational change. The change entailed the implementation of a flexible office design in an engineering firm, which caused radical change for employees. Building on conservation of resources (COR) theory and change transition models, we predict that work engagement trajectories during change are crucial for successful adaptation. The hypothesized process was that initial employee meaning-making will facilitate work engagement, which, in turn, predicts supervisor-rated adaptive performance (i.e. adaptive work-role performance and extra-role performance) via attitude-to-change. Attitude-to-change was modeled as reciprocally related to work engagement at different points in time. Weekly questionnaires were completed by 71 employees during the first five weeks of the change (296 observations). Latent growth trajectories using weekly engagement measures showed no overall growth, but did show significant variance around the slope of work engagement. Meaning-making and attitude-to-change at the onset were positively related to initial levels, but not to growth of work engagement. Meaning-making was indirectly related to short-term attitude-to-change via work engagement. Short-term attitude-to-change was predictive of supervisor-rated adaptive performance and long-term attitude-to-change. Finally, work engagement (slope) predicted long-term attitude-to-change and supervisor-rated extra-role performance via short-term attitude-to-change. Taken together, the study contributes to knowledge about micro-level transition processes of employee adaptation and the benefits of work engagement during change.

Higher Education: The Role of Universities Research Structure

2021 ◽  
pp. 171-179
Author(s):  
Nader Gholi Ghorchian ◽  
Shahrooz Farjad ◽  
Ali Taghipour Zahir
Keyword(s):  
Higher Education ◽  
Conceptual Model ◽  
Well Being ◽  
Faculty Members ◽  
Key Factors ◽  
Analysis Technique ◽  
Tehran Province ◽  
And Performance ◽  
Research Structure

As higher education plays a pivotal role in the economic well-being of modern societies, universities today are faced with increasing pressure in order to improve their accountability and performance. They have to redesign the research structure to achieve the set objectives. The present survey aimed at studying the factors and related indicators that affect the effectiveness of the research structure of the universities. The sample included 274 faculty members who were selected through stratified random method at 8 branches of Islamic Azad University in Tehran province (Iran). Research questions were: a) What key Factors influence the Effectiveness of the universities’ research structure? and b) What conceptual model can be designed? Finally, in this study using a questionnaire and factor analysis technique, eight factors were identified and ranked which contribute towards the effectiveness of research structure in universities . Finally, a conceptual model has been proposed for the universities to strengthen their research structure.

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