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.

The influence of supervisor bottom-line mentality and employee bottom-line mentality on leader-member exchange and subsequent employee performance

2019 ◽  
Vol 73 (8) ◽  
pp. 1157-1181 ◽  
Author(s):  
Matthew J Quade ◽  
Benjamin D McLarty ◽  
Julena M Bonner
Keyword(s):  
Social Exchange ◽  
Employee Performance ◽  
Well Being ◽  
Field Studies ◽  
Leader Member Exchange ◽  
Exchange Relationship ◽  
Bottom Line ◽  
Ethical Practices ◽  
Member Exchange ◽  
Negative Effect

Are supervisors who care more about profits than employee well-being seen by employees as being good exchange partners? How do employees perceive and respond to supervisors who treat the bottom line as more important than anything else? Supervisors who hold a bottom-line mentality (BLM) neglect competing priorities such as employee well-being and ethical practices to focus on securing bottom-line success. We find high-BLM supervisors serve as low-quality exchange partners with their employees, resulting in employee perceptions of low-quality leader-member exchange (LMX) relationships. In turn, employees reciprocate by withholding the very thing the supervisor desires—performance—in order to maintain balance in the exchange relationship. As such, supervisors who possess a BLM could actually be negatively impacting the organization’s bottom line through the harmful social exchange relationships they engender with their employees and their impact on employee task performance. We also examine the moderating role of employee BLM on these relationships. When employee BLM is low, we observe a greater negative effect on employee value judgments of the supervisor (i.e. reduced LMX perceptions) and lower employee performance. We test and find support for all of our hypotheses in two multi-source (i.e. employee-supervisor dyads), time-lagged field studies ( N = 189 and N = 244).

Commercialization of audit firms and auditors’ subjective well-being

2020 ◽  
Vol 28 (4) ◽  
pp. 565-585 ◽  
Author(s):  
Yilia Ponomareva ◽  
Timur Uman ◽  
Pernilla Broberg ◽  
Emmy Vinberg ◽  
Karoline Karlsson
Keyword(s):  
Design Methodology ◽  
Empirical Support ◽  
Well Being ◽  
Conservation Of Resources ◽  
Subjective Well Being ◽  
Ongoing Debate ◽  
Content Type ◽  
Audit Firms ◽  
Big Four ◽  
Positive Effect

Purpose The purpose of this study is to explore how the commercialization of audit firms relates to the subjective well-being (SWB) of auditors. Drawing on the conservation of resources and social identity theories, the authors argue that the commercialization of audit firms enhances auditors’ subjective well-being in its overall happiness and job-related dimensions through two theoretical mechanisms. First, it constitutes a valuable resource for an auditor, and second, it reinforces the auditor’s identification with a firm. The authors subsequently contend that this relation is contingent on whether auditors are used in Big four or non-Big four audit firms. Design/methodology/approach The authors test our hypotheses-based data obtained from a survey of 166 Swedish auditors. The data are explored by means of descriptive statistics, correlation matrixes and linear moderating multiple regression analyzes. Findings The authors show that commercial orientation can have a positive effect on auditors’ SWB. The authors also find that the positive relationship between commercialization and SWB is stronger for auditors employed by one of the Big four firms. Originality/value The results contribute to the ongoing debate about the normalization of commercialization within the audit profession by theorizing on and providing empirical support for the positive consequences of commercialization.

Internal Motivation Buffers the Negative Effect of Identity Incompatibility on Newcomers’ Social Identification and Well-Being

2015 ◽  
Vol 46 (6) ◽  
pp. 335-344 ◽  
Author(s):  
Christina Matschke ◽  
Jennifer Fehr
Keyword(s):  
Well Being ◽  
Field Studies ◽  
Social Identification ◽  
Social Identities ◽  
Exchange Students ◽  
Internal Motivation ◽  
Negative Effect ◽  
Group Member

Abstract. Newcomers who enter a new group usually possess a number of established social identities. It has been demonstrated that incompatibility between established and new identities decreases social identification with the new group and well-being. We propose that internal motivation to become a group member helps newcomers to identify with their group despite incompatibility. Therefore, it was predicted that only newcomers low (but not high) in internal motivation to become a group member were affected by incompatibility. One experiment with university newcomers and two field studies with exchange students and university newcomers supported these predictions. The results highlight the fact that internal motivation is a strong resource when newcomers face obstacles, in the form of incompatibility between established and new identities.

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 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.

scholarly journals Supervisor Bottom-Line Mentality and Knowledge Hiding: A Moderated Mediation Model

2022 ◽  
Vol 14 (2) ◽  
pp. 586
Author(s):  
Zhen Li ◽  
Yanyuan Cheng
Keyword(s):  
Positive Impact ◽  
Psychological Climate ◽  
Psychological Ownership ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Bottom Line ◽  
Moderated Mediation Model ◽  
Negative Effect ◽  
Competitive Psychological Climate ◽  
Knowledge Hiding

Organizations need to respond to multiple demands, not only of shareholders but of stakeholders. Supervisor mentality that focuses on bottom-line goals, such as financial performance, can result in negative consequences. We used conservation of resources theory to examine how and when employees engage in knowledge hiding toward coworkers was influenced by supervisor bottom-line mentality. A two-wave survey (N = 274) revealed a positive impact of supervisor bottom-line mentality on knowledge hiding toward coworkers via prevention-based psychological ownership. Further, the higher the competitive psychological climate, the stronger the positive relationship between supervisor bottom-line mentality and knowledge hiding via prevention-based psychological ownership. Our study highlights the negative effect of supervisor bottom-line mentality on knowledge transfer among employees.

Self-Focused Attention and Performance Failure under Psychological Stress

2002 ◽  
Vol 24 (3) ◽  
pp. 289-305 ◽  
Author(s):  
Chu-Min Liao ◽  
Richard S.W. Masters
Keyword(s):  
Psychological Stress ◽  
Empirical Support ◽  
Focused Attention ◽  
Time To Event ◽  
Mediating Role ◽  
Negative Effect ◽  
Significant Performance ◽  
Anxiety Levels ◽  
And Performance ◽  
High Degree

Although it has often been implied that self-focused attention plays a mediating role in performance degradation under stress, the assumption that stress will evoke self-focus has received limited empirical support. Two studies were carried out to explore this relationship. The first study, using a time-to-event paradigm, showed that a higher level of self-focused attention accompanied increased anxiety levels in the buildup to competition. In the second study, basketball novices who were instructed to focus on the mechanics of the ball-shooting process during practice suffered a significant performance decrement in a subsequent stressful test phase, whereas those who were required only to do their best during practice showed no degradation in performance. It was concluded that self-focused attention may increase in response to psychological stress, and that the negative effect of self-focused attention on performance under stress is likely to be magnified by learning the skill under a high degree of self-focused attention, which can result in an overawareness of the performance process.

scholarly journals Do Menopausal Symptoms Affect the Relationship between Job Demands, Work Ability, and Exhaustion? Testing a Moderated Mediation Model through the Lens of Conservation of Resources Theory

2021 ◽  
Vol 18 (19) ◽  
pp. 10029
Author(s):  
Sara Viotti ◽  
Gloria Guidetti ◽  
Ilaria Sottimano ◽  
Lucia Travierso ◽  
Mara Martini ◽  
...  
Keyword(s):  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Moderated Mediation ◽  
Menopausal Symptoms ◽  
Self Report ◽  
Conservation Of Resources ◽  
Moderated Mediation Model ◽  
Menopausal Women ◽  
The Relationship

(1) Background: The increasing presence of employed women undergoing menopause has stimulated a growing corpus of research highlighting the complex relationship between menopause and work. Nevertheless, little is known regarding the mechanism by which menopause affects work ability and work-related well-being. In order to fill this gap in the literature, the present study examines whether and how menopausal symptoms affect the relationship between job demands, work ability, and exhaustion. (2) Method: In total, 1069 menopausal women, employed as administrative officers in a public organization, filled out a self-report questionnaire. A moderated mediation analysis was carried out using the latent moderated structural (LMS) equation. (3) Findings: The findings of this analysis indicate that the indirect effect of work ability on the relationship between job demands and exhaustion is influenced by the exacerbating effect of menopausal symptoms on the relationship between job demands and work ability. Moreover, the conditional effect confirmed that women with high menopausal symptoms receive more exposure to the negative effects of job demands on work ability compared to women with low menopausal symptoms. (4) Conclusion: The present findings may help in addressing interventions to prevent negative outcomes for menopausal women and their organizations.

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