scholarly journals A Relational Model of Perceived Overqualification: The Moderating Role of Interpersonal Influence on Social Acceptance

2016 ◽  
Vol 44 (8) ◽  
pp. 3288-3310 ◽  
Author(s):  
Hong Deng ◽  
Yanjun Guan ◽  
Chia-Huei Wu ◽  
Berrin Erdogan ◽  
Talya Bauer ◽  
...  
Keyword(s):  
Work Performance ◽  
Social Acceptance ◽  
Behavioral Outcomes ◽  
Relational Model ◽  
Interpersonal Influence ◽  
Work Related ◽  
Relational Mechanism ◽  
Time Lagged ◽  
Perceived Overqualification

Theories of perceived overqualification have tended to focus on employees’ job-related responses to account for effects on performance. We offer an alternative perspective and theorize that perceived overqualification could influence work performance through a relational mechanism. We propose that relational skills, in the form of interpersonal influence of overqualified employees, determine their tendency to experience social acceptance and, thus, engage in positive work-related behaviors. We tested this relational model across two studies using time-lagged, multisource data. In Study 1, the results indicated that for employees high on interpersonal influence, perceived overqualification was positively related to self-reported social acceptance, whereas for employees low on interpersonal influence, the relationship was negative. Social acceptance, in turn, was positively related to in-role job performance, interpersonal altruism, and team member proactivity evaluated by supervisors. In Study 2, we focused on peer-reported social acceptance and found that the indirect relationships between perceived overqualification and supervisor-reported behavioral outcomes via social acceptance were negative when interpersonal influence was low and nonsignificant when interpersonal influence was high. The implications of the general findings are discussed.

scholarly journals Burnout: de stand van zaken

2013 ◽  
Vol 29 (3) ◽  
Author(s):  
Toon Taris ◽  
Irene Houtman ◽  
Wilmar Schaufeli
Keyword(s):  
Work Performance ◽  
Subjective Experience ◽  
State Of The Art ◽  
The State ◽  
Related Phenomenon ◽  
Related Factors ◽  
Work Related ◽  
Theoretical Perspectives ◽  
The One

Burnout: the state of the art Burnout: the state of the art This manuscript presents an overview of the state-of-the-art in burnout research. Burnout is a work-related syndrome of extreme fatigue (exhaustion), distancing from work (cynicism), and low levels of professional efficacy, that is rooted in either the characteristics of one’s job or on individual’s way of coping with these characteristics. Being a work-related phenomenon, burnout can be distinguished from other, more general mental illness such as depression. Further, burnout and engagement can be distinguished as well.Burnout can be assessed by asking workers about their personal and subjective experience of their health. Objective ways of measuring burnout (e.g., using psychophysiological measures) have as yet not been useful. The emphasis on burnout as a work-related phenomenon is also evident from current theoretical perspectives. On the one hand, these perspectives highlight the role of work-related factors, whereas on the other hand these perspectives focus on the role of personality characteristics such as neuroticism and (over-)commitment. Burnout affects the organization as well as individual workers; it is related to elevated levels of sickness absence, a higher risk of work disability, and a lower level of work performance. Both person-directed and organization-directed interventions may affect burnout positively.

Self-efficacy and work performance: The role of work engagement

2019 ◽  
Vol 47 (12) ◽  
pp. 1-7
Author(s):  
Guixian Tian ◽  
Jian Wang ◽  
Zhuo Zhang ◽  
Yuping Wen
Keyword(s):  
Work Engagement ◽  
Self Efficacy ◽  
Structural Equation ◽  
Work Performance ◽  
Well Being ◽  
Equation Modeling ◽  
Work Related ◽  
Key Factor ◽  
Practical Implications

We investigated the influence of self-efficacy on work performance and its mediated link through work engagement by developing a theoretical model based on a literature review. Data from 241 employees of 3 banking companies in China showed that self-efficacy was significantly correlated with work engagement, and work engagement was significantly correlated with work performance. Structural equation modeling results indicated that work engagement acted as a partial mediator in the self-efficacy–work performance relationship. These findings highlight the role of work engagement as a key factor in work-related well-being that can change the effects of self-efficacy on work performance. Theoretical and practical implications are discussed.

A Nonlinear Paradigm for Resilience, Workload, Performance, and Clinical Phenomena

2016 ◽  
Vol 9 (2) ◽  
pp. 509-516
Author(s):  
Stephen J. Guastello
Keyword(s):  
Theoretical Model ◽  
Clinical Outcomes ◽  
Experimental Research ◽  
Work Performance ◽  
Temporal Dynamics ◽  
Work Related

Research on resilience in the workplace is currently limited by at least two issues: an inconsistent documentation and choice of the stress-producing events and a singular construct of what constitutes resilience (Britt, Shen, Sinclair, Grossman, & Klieger, 2016). This commentary summarizes some recent experimental research that was possibly too new to have been included in the review and that offers some insights to both concerns. The research is predicated on a theoretical model that explains the role of resilience in either work-related or clinical outcomes and the temporal dynamics of work performance.

Needs–supplies fit and behavioral outcomes: The mediating role of organizational identification

2016 ◽  
Vol 23 (5) ◽  
pp. 709-727 ◽  
Author(s):  
Fabrice Travaglianti ◽  
Audrey Babic ◽  
Roland Pepermans ◽  
Isabelle Hansez
Keyword(s):  
Quality Indicators ◽  
Organizational Citizenship ◽  
Organizational Identification ◽  
Behavioral Outcomes ◽  
Work Related ◽  
Mediating Role ◽  
And Performance ◽  
Person Organization Fit ◽  
Employment Quality

AbstractWhile it is well known that person–organization fit is an important antecedent of behavioral outcomes, little is known about needs–supplies fit in this relationship. In this way, we first want to extend our knowledge about defining and assessing work-related needs derived from employment quality indicators as the basis for needs–supplies fit. Second, following the Cognitive and Affective Personality System theory, we test the mediating role of organizational identification to better understand how needs–supplies fit is related to task performance and organizational citizenship behaviors. Data were collected in two companies: sample 1 (N=525) and sample 2 (N=525). Results show (a) that a specific needs–supplies fit perception (i.e., based on 12 work-related needs derived from employment quality indicators) is positively related to a global needs–supplies fit perception (i.e., based on an overall job perception), suggesting that needs–supplies fit may be a multidimensional concept and (b) the full mediating role of organizational identification in the relationship between needs–supplies fit and performance measures.

scholarly journals Examining the Relationship between Mindfulness, Personality, and National Culture for Construction Safety

2021 ◽  
Vol 18 (9) ◽  
pp. 4998
Author(s):  
Tomay Solomon ◽  
Behzad Esmaeili
Keyword(s):  
National Culture ◽  
Work Performance ◽  
Construction Safety ◽  
Cultural Dimensions ◽  
Working Environment ◽  
Work Related ◽  
Future Work ◽  
The Relationship ◽  
Additional Safety

The construction industry still leads the world as one of the sectors with the most work-related injuries and worker fatalities. Considering that one of the barriers to improving construction safety is its stressful working environment, which increases risk of inattentiveness among construction workers, safety managers seek practices to measure and enhance worker focus and reduce stress, such as mindfulness. Considering the important role of mindfulness in curbing frequency and severity of incidents, researchers are interested in understanding the relationship between mindfulness and other common, more static human characteristics. As a result, this study examines the relationship between mindfulness and such variables as personality and national culture in the context of construction safety. Collecting data from 155 participants, this study used elastic net regression to examine the influence of independent (i.e., personality and national culture) variables on the dependent (i.e., mindfulness) variable. To validate the results of the regression, 10-fold cross-validation was conducted. The results reveal that certain personality traits (e.g., conscientiousness, neuroticism, and agreeableness) and national cultural dimensions (e.g., uncertainty avoidance, individualism, and collectivism) can be used as predictors of mindfulness for individuals. Since mindfulness has shown to increase safety and work performance, safety managers can utilize these variables to identify at-risk workers so that additional safety training can be provided to enhance work performance and improve safety outcomes. The results of this study will inform future work into translating personal and mindfulness characteristics into factors that predict specific elements of unsafe human behaviors.

Well-being in times of ill-being: how AMO HRM practices improve organizational citizenship behaviour through work-related well-being and service leadership

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andres Salas-Vallina ◽  
Susana Pasamar ◽  
Mario J. Donate
Keyword(s):  
Organizational Citizenship ◽  
Well Being ◽  
Public Healthcare ◽  
Content Type ◽  
Work Related ◽  
Service Leadership ◽  
Time Lagged ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.Design/methodology/approachUsing the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.FindingsResults provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.Originality/valueBuilding on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

scholarly journals The mixed blessing of supervisor bottom-line mentality: examining the moderating role of gender

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yun Zhang ◽  
Qihai Huang ◽  
Hanjing Chen ◽  
Jun Xie
Keyword(s):  
Work Performance ◽  
Negative Impact ◽  
Negative Consequences ◽  
Bottom Line ◽  
Content Type ◽  
Work Related ◽  
Mixed Blessing ◽  
Knowledge Hiding ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the double-edged effects of supervisor bottom-line mentality (BLM) on subordinates' work-related behaviors (work performance and knowledge hiding) and the moderating role of subordinate gender.Design/methodology/approachThe theoretical model was tested using a sample of 218 three-wave multi-source data collected from employees of five firms in southern China.FindingsThe results revealed that supervisor BLM is positively associated with subordinate BLM. Although subordinate BLM can enhance their work performance, it can also lead to knowledge hiding toward coworkers. Furthermore, these indirect effects are moderated by subordinate gender.Practical implicationsManagers should pay more attention to the potential positive and negative consequences of supervisor BLM and intervene to mitigate the negative impact of BLM.Originality/valueThis study is among the first to examine how supervisor BLM can be a mixed blessing and elicit both positive and negative behaviors from their subordinates. Moreover, by illuminating how subordinate gender moderates the relationship between supervisor BLM and subordinates' work-related behaviors, we enrich and extend the BLM literature.

A Relational Model of Overqualification: The Role of Interpersonal Influence

2015 ◽  
Vol 2015 (1) ◽  
pp. 15123
Author(s):  
Hong Deng ◽  
Yanjun Guan ◽  
Chia-Huei Wu ◽  
Berrin Erdogan ◽  
Talya N. Bauer
Keyword(s):  
Relational Model ◽  
Interpersonal Influence

The Role of Positive and Negative Affectivity in Healthy and Unhealthy Work-Related Behavior and Experiences

2019 ◽  
Vol 26 (2) ◽  
pp. 56-67 ◽  
Author(s):  
Hanna Hofmann ◽  
Carl-Walter Kohlmann
Keyword(s):  
Negative Affectivity ◽  
Coping Behavior ◽  
Common Method ◽  
Positive Affectivity ◽  
Work Related ◽  
Teacher Students ◽  
And Behaviors ◽  
Main Effects ◽  
Positive And Negative Affectivity

Abstract. Positive affectivity (PA) and negative affectivity (NA) are basic traits that affect work-related perceptions and behaviors and should be considered in any assessment of these variables. A quite common method to assess healthy or unhealthy types of work-related perceptions and behaviors is the questionnaire on Work-Related Coping Behavior and Experience Patterns (WCEP). However, the association of PA and NA with WCEP remained unclear. In a sample of teachers, physiotherapists, and teacher students ( N = 745; Mage = 35.07, SD = 12.49; 78% females), we aimed to identify the relevance of these basic traits. After controlling for age, gender, and type of occupation, we found main effects of PA and NA, with the specific combination of PA and NA being decisive for predicting the assignment to a WCEP type. The results highlight the need to include PA and NA in future assessments with the WCEP questionnaire.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

Sign in / Sign up

Export Citation Format

Share Document