Is Commitment to One’s Profession Always a Good Thing? Exploring the Moderating Role of Occupational Commitment in the Association Between Work Events and Occupational Health

2020 ◽  
Vol 28 (4) ◽  
pp. 551-570
Author(s):  
Gargi Sawhney ◽  
Thomas W. Britt ◽  
Robert R. Sinclair ◽  
Cynthia D. Mohr ◽  
Chloe A. Wilson
Keyword(s):  
Work Engagement ◽  
Sampling Design ◽  
Interactive Effects ◽  
Occupational Commitment ◽  
Negative Events ◽  
Positive Events ◽  
Research And Practice ◽  
Work Events ◽  
Moderating Role

Using a 12-week experience sampling design, this study examined the interaction between negative and positive events in predicting work engagement and burnout in a sample of nurses. Additionally, this study explored the moderating effect of affective occupational commitment as a moderator of work events and work engagement/burnout relation. Results indicated that positive and negative events, as well as their interactive effects significantly predicted both work engagement and burnout. In addition, occupational commitment moderated the association between negative events and burnout. Specifically, the association between negative events and burnout was stronger for nurses who reported high occupational commitment. Positive events did not interact with occupational commitment to predict work engagement or burnout. Similarly, occupational commitment did not moderate the link between negative events and work engagement. Implications for research and practice are discussed.

scholarly journals Exploring the Vital Worker Over Time – A Week-Level Study on How Positive and Negative Work Events Contribute to Affect and Sustain Work Engagement

2019 ◽  
Author(s):  
Oliver Weigelt ◽  
Antje Schmitt ◽  
Christine J. Syrek ◽  
Sandra Ohly
Keyword(s):  
Work Engagement ◽  
Negative Events ◽  
Organizational Life ◽  
Positive Events ◽  
High Frequencies ◽  
Beneficial Effects ◽  
Current Events ◽  
Work Events ◽  
Job Demands And Resources ◽  
Over Time

Although work events can be regarded as pivotal elements of organizational life, only a few studies have examined how positive and negative events relate to and combine to affect work engagement over time. Theory suggests that to better understand how current events affect work engagement (WE), we have to account for recent events that have preceded these current events. We present competing theoretical views on how recent and current work events may affect employees (e.g., getting used to a high frequency of negative events or becoming more sensitive to negative events). Although the occurrence of events implies discrete changes in the experience of work, prior research has not considered whether work events actually accumulate to sustained mid-term changes in WE. To address these gaps in the literature, we conducted a week-level longitudinal study across a period of 15 consecutive weeks among 135 employees, which yielded 849 weekly observations. While positive events were associated with higher levels of WE within the same week, negative events were not. Our results support neither satiation nor sensitization processes. However, high frequencies of negative events in the preceding week amplified the beneficial effects of positive events on WE in the current week. Growth curve analyses show that the benefits of positive events accumulate to sustain high levels of WE. WE dissipates in the absence of continuous experience of positive events. Our study adds a temporal component and informs research that has taken a feature-oriented perspective on the dynamic interplay of job demands and resources.

scholarly journals Exploring the Engaged Worker over Time—A Week-Level Study of How Positive and Negative Work Events Affect Work Engagement

2021 ◽  
Vol 18 (13) ◽  
pp. 6699
Author(s):  
Oliver Weigelt ◽  
Antje Schmitt ◽  
Christine J. Syrek ◽  
Sandra Ohly
Keyword(s):  
Work Engagement ◽  
High Frequency ◽  
Negative Events ◽  
Organizational Life ◽  
Positive Events ◽  
Beneficial Effects ◽  
Current Events ◽  
Work Events ◽  
Job Demands And Resources ◽  
Over Time

Although work events can be regarded as pivotal elements of organizational life, only a few studies have examined how positive and negative events relate to and combine to affect work engagement over time. Theory suggests that, to better understand how current events affect work engagement (WE), we have to account for recent events that have preceded these current events. We present competing theoretical views on how recent and current work events may affect employees (e.g., getting used to a high frequency of negative events or becoming more sensitive to negative events). Although the occurrence of events implies discrete changes in the experience of work, prior research has not considered whether work events actually accumulate to sustained mid-term changes in WE. To address these gaps in the literature, we conducted a week-level longitudinal study across a period of 15 consecutive weeks among 135 employees, which yielded 849 weekly observations. While positive events were associated with higher levels of WE within the same week, negative events were not. Our results support neither satiation nor sensitization processes. However, a high frequency of negative events in the preceding week amplified the beneficial effects of positive events on WE in the current week. Growth curve analyses show that the benefits of positive events accumulate to sustain high levels of WE. WE dissipates in the absence of a continuous experience of positive events. Our study adds a temporal component by highlighting that positive events affect work engagement, particularly in light of recent negative events. Our study informs research that has taken a feature-oriented perspective on the dynamic interplay of job demands and resources.

scholarly journals Gender Differences in Identities and Their Sociostructural Correlates: How Gendered Lives Shape Parental and Work Identities

2016 ◽  
Vol 38 (13) ◽  
pp. 1852-1877 ◽  
Author(s):  
Ruth Gaunt ◽  
Jacqueline Scott
Keyword(s):  
Gender Differences ◽  
Young Children ◽  
Interactive Effects ◽  
Paid Work ◽  
Work Identity ◽  
Dual Earner ◽  
Identity Centrality ◽  
Parental Identity ◽  
Moderating Role

This study draws on identity theory to explore parental and work identities. It examined gender differences in identities, as well as the moderating role of gender in the effects of individuals’ sociostructural characteristics. A sample of 148 couples with young children completed extensive questionnaires. As hypothesized, couples’ paid-work strategy moderated gender differences in the salience and centrality of parental and work identities. Whereas significant differences in identities were found between stay-at-home mothers and their breadwinning husbands, no differences were found among dual-earner couples. Moreover, men’s work identity centrality increased when they had more and younger children, whereas women’s work identity centrality decreased. Finally, men’s parental identity centrality increased with their income, whereas women’s parental identity centrality decreased the more they earned. These findings attest to the importance of examining differences within as well as between genders, by taking into account the interactive effects of gender with other sociostructural characteristics.

scholarly journals Are Engaged Workaholics Protected against Job-Related Negative Affect and Anxiety before Sleep? A Study of the Moderating Role of Gender

2018 ◽  
Vol 15 (9) ◽  
pp. 1996 ◽  
Author(s):  
Paola Spagnoli ◽  
Cristian Balducci ◽  
Liliya Scafuri Kovalchuk ◽  
Francesco Maiorano ◽  
Carmela Buono
Keyword(s):  
Negative Affect ◽  
Work Engagement ◽  
Process Analysis ◽  
Future Directions ◽  
Open Questions ◽  
Heavy Work ◽  
Conditional Process Analysis ◽  
The Relationship ◽  
Moderating Role

Although the interplay between workaholism and work engagement could explain several open questions regarding the Heavy Work Investment (HWI) phenomenon, few studies have addressed this issue. Thus, with the purpose of filling this literature gap, the present study aimed at examining a model where job-related negative affect mediates the relationship between the interplay of workaholism and work engagement, and anxiety before sleep. Since gender could have a role in the way the interplay would impact on the theorized model, we also hypothesized a moderated role of gender on the specific connection concerning the interplay between workaholism and work engagement, in relation to job-related negative affect. Conditional process analysis was conducted on a sample of 146 participants, balanced for gender. Results supported the mediating model and indicated the presence of a moderated role of gender, such that engaged workaholic women reported significantly less job-related negative affect than disengaged workaholic women. On the contrary, the interplay between workaholism and work engagement did not seem significant for men. Results are discussed in light of the limitations and future directions of the research in this field, as well as the ensuing practical implications.

Firm Performance and Employee Downsizing: The Moderating Role of National Culture

2017 ◽  
Vol 18 (2) ◽  
pp. 1-31
Author(s):  
Andre Honoree ◽  
Mario Krenn
Keyword(s):  
Firm Performance ◽  
National Culture ◽  
Power Distance ◽  
Institutional Context ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Future Directions ◽  
Research And Practice ◽  
Moderating Role

A limitation in the downsizing literature is its lack of attention on how firms’ institutional context interacts with firm’s internal drivers of employee downsizing. This study examines the firm performance - employee downsizing relationship in 1,747 firms across 35 countries over three years and demonstrates that while this relationship is similar among firms across countries, its magnitude varies across countries, and that the cultural dimensions of in-group collectivism, power distance, uncertainty avoidance help explain this variance. Implications from these findings and future directions for employee downsizing research and practice are discussed.

Organizational identification and employees’ innovative behavior: the mediating role of work engagement and the moderating role of creative self-efficacy

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guangning Zhang ◽  
Yingmei Wang
Keyword(s):  
Work Engagement ◽  
Organizational Identification ◽  
Self Efficacy ◽  
Innovative Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the effect of organizational identification to employees’ innovative behavior, the mediating role of work engagement and the moderating role of creative self-efficacy in the relationship between organizational identification and employees’ innovative behavior. Design/methodology/approach This study adopted questionnaires to gather data. The sample of 289 employees working in diverse organizations in China was applied to examine the hypotheses. Findings The results indicates that organizational identification is positively related to employees’ innovative behavior and work engagement mediates the relationship between organizational identification and employees’ innovative behavior. In addition, creative self-efficacy enhances the relationship of work engagement and employees’ innovative behavior. Originality/value This study builds a system from psychological aspect to behavior, which includes the effect of individual cognition to explain the mechanism of organizational identification on employees’ innovative behavior.

scholarly journals Can Engagement Go Awry and Lead to Burnout? The Moderating Role of the Perceived Motivational Climate

2019 ◽  
Vol 16 (11) ◽  
pp. 1979 ◽  
Author(s):  
Christina G. L. Nerstad ◽  
Sut I Wong ◽  
Astrid M. Richardsen
Keyword(s):  
Field Study ◽  
Social Comparison ◽  
Work Engagement ◽  
Resource Depletion ◽  
Motivational Climate ◽  
Psychological Climate ◽  
And Performance ◽  
Perceived Motivational Climate ◽  
Moderating Role

In this study, we propose that when employees become too engaged, they may become burnt out due to resource depletion. We further suggest that this negative outcome is contingent upon the perceived motivational psychological climate (mastery and performance climates) at work. A two-wave field study of 1081 employees revealed an inverted U-shaped relationship between work engagement and burnout. This finding suggests that employees with too much work engagement may be exposed to a higher risk of burnout. Further, a performance climate, with its emphasis on social comparison, may enhance—and a mastery climate, which focuses on growth, cooperation and effort, may mitigate the likelihood that employees become cynical towards work—an important dimension of burnout.

Sign in / Sign up

Export Citation Format

Share Document