scholarly journals Failing to Be Family-Supportive: Implications for Supervisors

2018 ◽  
Vol 45 (7) ◽  
pp. 2952-2977 ◽  
Author(s):  
Benjamin M. Walsh ◽  
Russell A. Matthews ◽  
Tatiana H. Toumbeva ◽  
Dana Kabat-Farr ◽  
Jenna Philbrick ◽  
...  
Keyword(s):  
Social Exchange ◽  
Indirect Effects ◽  
Social Exchange Theory ◽  
Well Being ◽  
Supportive Supervision ◽  
Subjective Well Being ◽  
Social Responses ◽  
Workplace Ostracism ◽  
Conditional Indirect Effects ◽  
The Relationship

Family-supportive supervision benefits employees in many ways. But what are the implications for the supervisors themselves, particularly when this support is not extended? Drawing on social exchange theory, we frame family-supportive supervision as a desirable resource that when withheld may trigger negative social responses from employees. We hypothesize that workplace ostracism is a mechanism through which employees sanction supervisors who fail to be family-supportive, thereby harming supervisor well-being. Study 1 captured the employee perspective and utilized an experimental design to understand whether employees engage in ostracism in response to a lack of family-supportive supervision. In Study 2, we captured the supervisor perspective with multisource data to examine whether supervisors report ostracism and in turn lower subjective well-being when employees report a lack of family-supportive supervision. Consistent findings were observed across studies, suggesting negative outcomes for supervisors who fail to be family-supportive. In Study 2, we also examined moderators of the relationship between failing to be family-supportive and workplace ostracism and potential conditional indirect effects. However, we did not find evidence of such effects. Theoretical implications for the study of family-supportive supervision and workplace ostracism are discussed.

Experiencing workplace ostracism with loss of engagement

2020 ◽  
Vol 35 (7/8) ◽  
pp. 617-630
Author(s):  
Xiaofeng Xu ◽  
Ho Kwong Kwan ◽  
Miaomiao Li
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Negative Relationship ◽  
Job Engagement ◽  
Cultural Perspective ◽  
Content Type ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

PurposeDrawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism.Design/methodology/approachA two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees.FindingsThe results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation.Research limitations/implicationsThis study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor.Practical implicationsOur findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace.Originality/valueBy addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement.

The relationship between subjective well-being and workplace ostracism

2017 ◽  
Vol 30 (6) ◽  
pp. 978-988 ◽  
Author(s):  
Suchuan Zhang ◽  
Qiao Shi
Keyword(s):  
Life Satisfaction ◽  
Well Being ◽  
Subjective Well Being ◽  
Content Type ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship ◽  
Negative Relationships ◽  
Moderating Role

Purpose The purpose of this paper is to examine the effect of subjective well-being (SWB) on workplace ostracism, by focusing on the moderating role of emotional intelligence (EI). SWB is taken here as a construct of three components: life satisfaction, positive affect (PA), and negative affect (NA). Design/methodology/approach The theoretical model was tested using data collected from employees in different firms from different provinces in China. Analyses of multisource and lagged data from 677 employees indicate that as predicted, EI moderates the relationship between SWB (life satisfaction, PA, and NA) and workplace ostracism. Findings The findings show that when employees demonstrate high levels of EI, the negative relationships between life satisfaction, PA and workplace ostracism were strengthened, and the positive relationship between NA and workplace ostracism was weakened. Originality/value First, the results empirically demonstrate that EI is one moderator of the relationship between SWB and workplace ostracism. Second, the study contributes to the field of workplace ostracism by indicating some critical antecedents. Third, the present study examines the moderating role of EI in the relationship between SWB and workplace ostracism among Chinese employees.

scholarly journals Global variation in subjective well-being predicts seven forms of altruism

2021 ◽  
Author(s):  
Shawn A Rhoads ◽  
Devon Gunter ◽  
Rebecca Ryan ◽  
Abigail Marsh
Keyword(s):  
Cultural Values ◽  
Cultural History ◽  
Indirect Effects ◽  
National Level ◽  
Well Being ◽  
Objective Measures ◽  
Subjective Well Being ◽  
Latent Construct ◽  
Societal Changes ◽  
The Relationship

The geographic prevalence of various altruistic behaviors (non-reciprocal acts that improve others' welfare) is non-uniformly distributed. But whether this reflects variation in a superordinate construct linked to national-level outcomes or cultural values is unknown. We compiled data on seven altruistic behaviors across 48-152 nations, and found evidence that these behaviors reflect a latent construct positively associated with national-level subjective well-being (SWB) and individualist values, even controlling for national-level wealth, health, education, and shared cultural history. Consistent with prior work, we found that SWB mediates the relationship between two objective measures of well-being (wealth and health) and altruism (N=130). Moreover, these indirect effects increase as individualist values increase within the subset of countries (N=90) with available data. Together, results indicate that altruism increases when resources and cultural values provide objective and subjective means for pursuing personally meaningful goals, and that altruistic behaviors may be enhanced by societal changes that promote well-being.

scholarly journals Global Variation in Subjective Well-Being Predicts Seven Forms of Altruism

2021 ◽  
pp. 095679762199476
Author(s):  
Shawn A. Rhoads ◽  
Devon Gunter ◽  
Rebecca M. Ryan ◽  
Abigail A. Marsh
Keyword(s):  
Cultural Values ◽  
Cultural History ◽  
Indirect Effects ◽  
National Level ◽  
Well Being ◽  
Objective Measures ◽  
Subjective Well Being ◽  
Latent Construct ◽  
Societal Changes ◽  
The Relationship

The geographic prevalence of various altruistic behaviors (nonreciprocal acts that improve other people’s welfare) is not uniformly distributed, but whether this reflects variation in a superordinate construct linked to national-level outcomes or cultural values is unknown. We compiled data on seven altruistic behaviors across 48 to 152 nations and found evidence that these behaviors reflect a latent construct positively associated with national-level subjective well-being (SWB) and individualist values, even when we controlled for national-level wealth, health, education, and shared cultural history. Consistent with prior work, our results showed that SWB mediated the relationship between two objective measures of well-being (wealth and health) and altruism ( n = 130). Moreover, these indirect effects increased as individualist values increased within the subset of countries ( n = 90) with available data. Together, our results indicate that altruism increases when resources and cultural values provide objective and subjective means for pursuing personally meaningful goals and that altruistic behaviors may be enhanced by societal changes that promote well-being.

Organizational Justice enhances Subjective Well-being

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Ms. Anjali Sahai ◽  
Prof. (Dr). Abha Singh
Keyword(s):  
Organizational Justice ◽  
Satisfaction With Life ◽  
Interactional Justice ◽  
Well Being ◽  
Adverse Outcomes ◽  
Satisfaction With Life Scale ◽  
Subjective Well Being ◽  
Negative Experience ◽  
Life Scale ◽  
The Relationship

Organizational Justice has the potential to create major impact on organizations and employees alike. These include greater commitment, trust, enhanced job performance, more citizenship behaviors and less number of conflicts. It has been reported that employees seem to have a universal concern for Justice that transcends the self and that many are subject to biases at various point of time in their work life. Sometimes these biases lead to adverse outcomes including decreased level of subjective well-being. Subjective well-being is a broad category that includes life satisfaction, positive affect, and low negative affect, such as anger, sadness and fear. Thus to study the relationship between Organizational justice and subjective well-being, a sample of 88 employees working in Private Universities of NCR region were examined. For this purpose, the Organizational Justice scales consisting of Measure of Procedural & Interactional Justice and Distributive Justice Index scale by Moorman, Blakely & Niehoff (1998) and Subjective Wellbeing Scales inclusive of the Satisfaction with Life Scale(SWLS),Scale of Positive and Negative Experience(SPANE) and Flourishing Scale (FS) by Ed Diener (2004)were used. Results indicate significant relationship between the three types of Organizational justice and subjective well-being of employees.

Multi-dimensional Individual Work Performance: Predictors and Mediators

2019 ◽  
Vol 7 (1) ◽  
pp. 54-60 ◽  
Author(s):  
Rostiana Rostiana ◽  
Daniel Lie
Keyword(s):  
Work Engagement ◽  
Organizational Support ◽  
Work Performance ◽  
Psychological Empowerment ◽  
Well Being ◽  
Subjective Well Being ◽  
Individual Work ◽  
Holistic Understanding ◽  
Perceived Organisational Support ◽  
The Relationship

Objective - Individual work performance (IWP) has been researched time and time again in the past few decades. Interestingly enough, existing research on IWP focuses mainly on the area of work production and lacks an in-depth holistic understanding of IWP and other interrelated work behaviours. In this study, IWP is explored in the context of a multidimensional construct that includes the dimensions of task, contextual, and counterproductive behaviours. The purpose of this research is to investigate whether the three variables of work engagement (WE), psychological empowerment (PE), and subjective well-being (SWB) mediate and correlate with the relationship between perceived organisational support (POS) and IWP. Methodology/Technique - 780 employees from 4 organisations in Jakarta were selected to participate in this study. The respondents were tasked with responding to five questionnaires including (1) IWP of Koopmans, (2) POS of Eisenberger, (3) SWB of Diener, (4) WE of Baker and Schaufeli, (5) PE of Spreitzer. The data was analysed using structural equation modelling. Findings - The results show that the proposed structural model aligns with the empirical data [X2 (0, N = 780) = 0, p = 1.000; RMSEA=.000]. This research concludes that the relationship between POS and IWP is best mediated by either WE, PE or SWB. Among the three mediators, WE plays the greatest role in mediating the relationship between POS and IWP. Novelty - These findings expand on previous research on the weak relationship between POS and IWP. Type of Paper - Empirical. Keywords: Individual Work Performance; Perceived Organizational Support; Psychological Empowerment; Subjective Well-being; Work Engagement. JEL Classification: L20, L25, L29.

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