scholarly journals Flexible working practices and job-related anxiety: Examining the roles of trust in management and job autonomy

2021 ◽  
pp. 0143831X2199525
Author(s):  
Suhaer Yunus ◽  
Ahmed Mohammed Sayed Mostafa
Keyword(s):  
Structural Equation ◽  
Well Being ◽  
Conservation Of Resources ◽  
Job Autonomy ◽  
Moderated Mediation Model ◽  
Individual Outcomes ◽  
Trust In Management ◽  
Flexible Working ◽  
Working Practices ◽  
Indirect Relationship

Although flexible working practices (FWPs) have been associated with positive individual outcomes, less is known about ‘how’ and ‘why’ such associations occur. Drawing on Conservation of Resources theory, this study examines the mediating and moderating processes which underpin the relationship between FWPs and job-related anxiety. The study’s hypotheses, proposing a moderated mediation model, are tested using data from Britain’s Workplace Employment Relations Survey (WERS) 2011. The results of generalised multilevel structural equation modelling (GMSEM) reveal that FWPs increase trust in management (TIM), which, in turn, decreases job-related anxiety. Furthermore, job autonomy moderates both the positive relationship between FWPs and TIM and the indirect relationship between FWPs and job anxiety through TIM, such that the mediated relationship becomes stronger when perceived autonomy is high. Our study encourages focusing on FWPs, as these stimulate perceptions of resource gain spiral, and the integrated influence of resources accumulated through such positive gain spirals promotes well-being.

THE MEDIATING ROLE OF PERSONAL INITIATIVE IN THE RELATIONSHIP BETWEEN TEACHERS' WORK AUTONOMY AND SUBJECTIVE WELL-BEING

ATLAS JOURNAL ◽  
2021 ◽  
Vol 7 (43) ◽  
pp. 2094-2111
Author(s):  
Kenan ORÇANLI ◽  
Mustafa BEKMEZCİ
Keyword(s):  
Organizational Behavior ◽  
Structural Equation ◽  
Well Being ◽  
Subjective Well Being ◽  
Job Autonomy ◽  
Mediating Role ◽  
Personal Initiative ◽  
Work Autonomy ◽  
The Relationship

The aim of the study is to examine the mediating role of personal initiative in the relationship between job autonomy and subjective well-being in the Turkish education system. In this context, the research was carried out on a sample created by the convenience sampling method on the teachers working in the 2019-2020 Education and Training Period at the primary and secondary education levels within the borders of Ankara Metropolitan Municipality. The data of the research are collected by using three scala, job autonomy scale, subjective well-being scale and personal initiative scale. Relational scanning model was used to determine the direction and level of change between the variables subject to the research, and partial least squares-structural equation model was used for the structural analysis of the established model. SmartPLS package program and R programming language were used in the study. In the analyses, the assumptions that need to be provided about the data were checked first, and then the established model was tested. As a result of the analysis; It has been determined that there is a significant and same-sided relationship between job autonomy, subjective well-being and personal initiative variables, and personal initiative plays a full mediator role in the relationship between work autonomy and subjective well-being. It is considered that the study will contribute to the organizational behavior literature and that the results obtained from the research can form the basis for future studies. Key words: Job Autonomy, Subjective Well-Being, Personal Initiative

Does Sincere Social Interaction Stimulate Tourist Immersion? A Conservation of Resources Perspective

2022 ◽  
pp. 004728752110675
Author(s):  
ZiMing Jiang ◽  
HongWei Tu
Keyword(s):  
Structural Equation Modeling ◽  
Social Interaction ◽  
Structural Equation ◽  
Online Survey ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Emotional Solidarity ◽  
The Relationship

Drawing on conservation of resources (COR) theory, this study examines how and when sincere social interaction affects tourist immersion at the destination. We develop a moderated mediation model in which emotional solidarity mediates the relationship between sincere social interaction and tourist immersion, while extraversion moderates the link between sincere social interaction and emotional solidarity. Data were collected from 391 tourists via an online survey and were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that sincere social interaction directly influences tourist immersion, and this relationship is mediated by emotional solidarity. Furthermore, extraversion significantly moderates the effects of sincere social interaction on emotional solidarity, and this effect is stronger for tourists with high extraversion scores. Additionally, extraversion strengthens the indirect link between sincere social interaction and tourist immersion, and again, the link is stronger for highly extraverted tourists.

scholarly journals Job passion in the context of green restaurant: Environmental stewardship orientation and job autonomy as antecedents

2020 ◽  
Vol 46 (1) ◽  
pp. 16-25
Author(s):  
Ching-Fu Chen ◽  
Shu-Chuan Chen ◽  
Pei-Shan Tsai
Keyword(s):  
Life Satisfaction ◽  
Structural Equation ◽  
Intention To Leave ◽  
Well Being ◽  
Environmental Stewardship ◽  
Equation Modeling ◽  
Future Research ◽  
Job Autonomy ◽  
Current Trends ◽  
And Performance

Job passion has recently gained increasing attention, as it is crucial to employee well-being and performance. To simultaneously highlight the current trends with regard to environmental issues and organizational psychology, this article investigates the potential antecedents (i.e. environmental stewardship orientation (ESO) and job autonomy) and consequences (i.e. job satisfaction, life satisfaction, and intention to leave) of harmonious job passion among employees working in green restaurants in Taiwan. Data collected from 299 valid samples were analyzed using structural equation modeling. The results indicate that employees’ ESO and perceived job autonomy positively affect their harmonious job passion. Besides, employees with harmonious job passion may have positive job- and life-related outcomes, including high job and life satisfaction, and low intention to leave. The theoretical and practical implications of the findings are discussed, and directions for future research are identified.

scholarly journals The Bright and Dark Sides of Resources for Cross-Role Interrupting Behaviors and Work–Family Conflict: Preliminary Multigroup Findings on Remote and Traditional Working

2021 ◽  
Vol 18 (22) ◽  
pp. 12207
Author(s):  
Ferdinando Paolo Santarpia ◽  
Laura Borgogni ◽  
Chiara Consiglio ◽  
Pietro Menatta
Keyword(s):  
Family Conflict ◽  
Structural Equation ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Job Autonomy ◽  
Work Family Conflict ◽  
Personal Resource ◽  
Work Related ◽  
Personal Initiative ◽  
Work Family

Using boundary management and conservation of resources theories, we examined how job resources (i.e., job autonomy and goal-oriented leadership) and a work-related personal resource (i.e., personal initiative at work) relate to cross-role interrupting behaviors—i.e., interrupting the work (or non-work) role to attend to competing non-work (or work) demands—and how, in turn, they correlate with work–family conflict. Furthermore, we examined differences in the proposed nomological network between workers adopting traditional and remote ways of working. Using a multigroup structural equation modelling approach on a sample of 968 employees from an Italian telecommunications company, we found that: (a) job autonomy was positively related to both work interrupting non-work behaviors and to non-work interrupting work behaviors, (b) goal-oriented leadership was negatively related to non-work interrupting work behaviors, (c) personal initiative at work was positively related to work interrupting non-work behaviors and, finally, (d) cross-role interrupting behaviors were positively related to work–family conflict. Additionally, our findings revealed previously undocumented results; (a) mediating patterns in how resources relate, through cross-role interrupting behaviors, to work–family conflict and (b) non-invariant associations among job autonomy, cross-role interrupting behaviors and work–family conflict across traditional and remote workers. The limitations and theoretical and practical implications of the present study are discussed.

scholarly journals Work Engagement During Pandemic: Is Organizational Trust Still Relevant?

2021 ◽  
Vol 3 (2) ◽  
pp. 1-10
Author(s):  
Hyder Ali Khawaja ◽  
Mustajab Ahmed Soomro
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Organizational Trust ◽  
Well Being ◽  
Future Research ◽  
Trust In Management ◽  
Final Sample ◽  
The Relationship ◽  
Retail Food ◽  
Positive Results

In the present study, we tested the relationship between organizational trust and engagement. The study investigated how the three factors of organizational trust including trust in management, trust in supervisor and trust in coworkers can predict work engagement. The study collected data through sampling employees working in the retail food businesses in Sweden via social media. The study applied structural equation modelling on the final sample of 199 to test the three factors of organizational trust and their relationship with work engagement and found significant positive results for all. The study found that employees who expressed trust in the top management resulted in enhancing their work engagement. Furthermore, employees who had trust in their immediate supervisors for their facilitation, support and acknowledgement were also able to boost their engagement. Lastly, trust in coworkers also helped employees to enhance their work well-being, in other words predicting work engagement. The study offers discussion on the findings, implications, and recommendations for future research.

Career satisfaction, subjective well-being and turnover intention: an attachment style perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eun Young Nae ◽  
Byoung Kwon Choi
Keyword(s):  
Attachment Style ◽  
Turnover Intention ◽  
Attachment Styles ◽  
Career Satisfaction ◽  
Well Being ◽  
Three Dimensions ◽  
Subjective Well Being ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship

PurposeOn the basis of an attachment style perspective, the authors explored a moderated mediation model in which career satisfaction reduces employees' turnover intention by enhancing subjective well-being; this mediated relationship would be moderated by three dimensions of attachment style as follows: secure, counterdependent and overdependent.Design/methodology/approachData were collected from 192 employees in South Korea and hypotheses were tested using multiple regression analysis and the PROCESS macro for SPSS.FindingsSubjective well-being mediated the relationship between career satisfaction and turnover intention. The indirect relationship between career satisfaction and turnover intention through subjective well-being was significant only when employees had high-secure attachment and low-counterdependent and -overdependent attachment styles.Practical implicationsOn the basis of the authors' findings that not all employees' subjective well-being translates into a lower level of turnover intention despite being satisfied with their career, the study suggests that organizations should pay more attention to how the subjective well-being of employees can be enhanced in relation to their career by considering their attachment styles.Originality/valueThe study contributes to deepening the understanding of the mechanism of when and how career satisfaction reduces turnover intention by integrating subjective well-being and attachment styles that have been neglected in prior research.

scholarly journals Organization-Based Self-Esteem and Meaningful Work Mediate Effects of Empowering Leadership on Employee Behaviors and Well-Being

2018 ◽  
Vol 25 (4) ◽  
pp. 385-398 ◽  
Author(s):  
Minseo Kim ◽  
Terry A. Beehr
Keyword(s):  
Structural Equation ◽  
Work Organization ◽  
Meaningful Work ◽  
Well Being ◽  
Self Esteem ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Full Time ◽  
Empowering Leadership ◽  
Deviant Behaviors

Based on the conservation of resources theory and intrinsic motivation principles, this study examined the effects of empowering leadership on employees’ positive and negative behaviors and well-being through two mediators, organization-based self-esteem, and meaningful work, over an 8-week period. With 347 full-time employees, results from structural equation modeling demonstrated that empowering leadership was positively associated with organization-based self-esteem and meaningful work. Organization-based self-esteem led to greater organizational citizenship behaviors and fewer deviant behaviors. Perceptions of meaningful work resulted in lower levels of emotional exhaustion and higher levels of life satisfaction. Together, these findings highlight the important roles of the two psychological states explaining why empowering leadership contributes to employees’ favorable work behaviors and psychological well-being.

Do autonomous and trusting hospital employees generate, promote and implement more ideas? The role of distributed leadership agency

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Thomas Faurholt Jønsson ◽  
Christine Maria Unterrainer ◽  
Helena Grøn Kähler
Keyword(s):  
Distributed Leadership ◽  
Innovation Management ◽  
Management Strategies ◽  
Idea Generation ◽  
Measurement Instrument ◽  
Job Autonomy ◽  
Content Type ◽  
Trust In Management ◽  
Indirect Relationship

PurposeEmployees constitute an important source of innovation in organizations. Innovation management strategies often include attempts of stimulating employees' innovative contribution by instilling managerial trust and granting job autonomy. However, the authors suggest and investigate the role of employees' distributed leadership agency (DLA) in hospital employee-driven innovation.Design/methodology/approachThe authors tested the hypotheses using survey data from 1,536 nonmanagerial employees at a hospital in Denmark. In order to deal with a methodological risk of survey designs, the authors assessed and adjusted the results for common method variance (CMV).FindingsThe authors validated a DLA measurement instrument and found an indirect relationship between job autonomy and trust in management on the one hand, via DLA, and with idea generation, promotion and implementation on the other hand. In addition, the results showed a small direct relationship between job autonomy and the three innovative behaviors. The results showed that CMV did bias relationships and reliabilities but only little.Practical implicationsThe study introduces distributed leadership to the field of innovation management and confirms that this concept is highly relevant for employee innovation. In order to strengthen an organization's innovative potential, leaders may not only need to grant autonomy and instill trust in their employees, but also gain from employee innovation by distributing leadership tasks to employees.Originality/valueThis study is one of the first to introduce distributed leadership to the field of employee innovation management. By identifying distributed leadership as a key variable, the findings add to one’s extant understanding of how employee involvement encourages employee innovation.

scholarly journals A manifesto for higher education, skills and work-based learning

2017 ◽  
Vol 7 (3) ◽  
pp. 304-314 ◽  
Author(s):  
Tony Wall
Keyword(s):  
Higher Education ◽  
Political Ideology ◽  
Well Being ◽  
Practice Research ◽  
Content Type ◽  
Political Landscape ◽  
Political Events ◽  
Flexible Working ◽  
Working Practices ◽  
Research And Policy

Purpose This paper is prompted by recent professional and political events and specifically the politically oriented “Manifesto for Work” recently published by the Chartered Institute of Personnel and Development (CIPD). The purpose of this paper is to propose a manifesto for the broad professional sphere of higher education, skills and work-based learning. Design/methodology/approach This paper utilises a unique form of political ideology critique, applied to the CIPD’s manifesto for work, to propose alternative directions for practice, research and policy. Findings This paper highlights four key areas which need further research and development in the area of higher education, skills and work-based learning. These are discussed in relation to: overhauling corporate governance; inclusive workplaces, flexible working and disadvantaged groups; investment in skills, lifelong learning and well-being; and re-balancing working practices and rights. Research limitations/implications This paper highlights areas for further research in the broad professional area of higher education, skills and work-based learning. Originality/value This paper is a unique, time-bound political respond to the current political landscape, and is the first to propose a manifesto for the professional sphere of higher education, skills and work-based learning.

scholarly journals Workplace bullying, psychological hardiness, and accidents and injuries in nursing: A moderated mediation model

PLoS ONE ◽  
2021 ◽  
Vol 16 (1) ◽  
pp. e0244426
Author(s):  
Stephen T. T. Teo ◽  
Diep Nguyen ◽  
Fiona Trevelyan ◽  
Felicity Lamm ◽  
Mark Boocock
Keyword(s):  
Psychological Stress ◽  
Workplace Bullying ◽  
Empirical Support ◽  
Well Being ◽  
Field Studies ◽  
Conservation Of Resources ◽  
Psychological Hardiness ◽  
Moderated Mediation Model ◽  
Workplace Accidents ◽  
Negative Effect

Workplace bullying are prevalent among the nursing workforce. Consequences of workplace bullying include psychological stress and workplace accidents and injuries. Psychological hardiness is proposed as a buffer for workplace bullying and psychological stress on workplace accidents and injuries. This study adopted the Affective Events Theory and Conservation of Resources Theory to develop and test a moderated mediated model in two field studies. Study 1 (N = 286, Australian nurses) found support for the direct negative effect of workplace bullying on workplace accidents and injuries with psychological stress acting as the mediator. The mediation findings from Study 1 were replicated in Study 2 (N = 201, New Zealand nurses). In addition, Study 2 supplemented Study 1 by providing empirical support for using psychological hardiness as the buffer for the association between psychological stress and workplace accidents and injuries. This study offers theoretical and empirical insights into the research and practice on psychological hardiness for improving the psychological well-being of employees who faced workplace mistreatments.

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