Workplace hierarchical plateau and employees' work engagement: Mediating effect of forgone identity dwelling

2021 ◽  
Vol 49 (11) ◽  
pp. 1-11
Author(s):  
Tuwei Sun ◽  
Zhen Li
Keyword(s):  
Work Engagement ◽  
Regulatory Focus ◽  
Online Survey ◽  
Work Attitudes ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Negative Effects ◽  
Work Identity ◽  
Indirect Relationship ◽  
The Relationship

In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.

Workplace resources and employee resilience: the role of regulatory profiles

2017 ◽  
Vol 22 (4) ◽  
pp. 419-435 ◽  
Author(s):  
Joana Kuntz ◽  
Philippa Connell ◽  
Katharina Näswall
Keyword(s):  
Regulatory Focus ◽  
Online Survey ◽  
Negative Effects ◽  
Prevention Focus ◽  
Content Type ◽  
Joint Effects ◽  
Main Effects ◽  
The Relationship ◽  
Practical Implications

Purpose The purpose of this paper is to investigate the independent and joint effects of regulatory focus (promotion and prevention) on the relationship between workplace resources (support and feedback) and employee resilience. It proposed that, at high levels of resource availability, a high promotion-high prevention profile would elicit the highest levels of employee resilience. Design/methodology/approach An online survey was completed by 162 white collar employees from four organisations. In addition to the main effects, two- and three-way interactions were examined to test hypotheses. Findings Promotion focus was positively associated with employee resilience, and though the relationship between prevention focus and resilience was non-significant, both regulatory foci buffered against the negative effects of low resources. Employees with high promotion-high prevention focus displayed the highest levels of resilience, especially at high levels of feedback. Conversely, the resilience of low promotion-low prevention individuals was susceptible to feedback availability. Practical implications Employee resilience development and demonstration are contingent not only on resources, but also on psychological processes, particularly regulatory focus. Organisations will develop resilience to the extent that they provide workplace resources, and, importantly, stimulate both promotion and prevention perspectives on resource management. Originality/value This study extends the research on regulatory focus theory by testing the joint effects of promotion and prevention foci on workplace resources, and the relationship between regulatory foci and employee resilience.

From workaholism to burnout: psychological capital as a mediator

2017 ◽  
Vol 10 (3) ◽  
pp. 213-227 ◽  
Author(s):  
Fiona Moyer ◽  
Shahnaz Aziz ◽  
Karl Wuensch
Keyword(s):  
Online Survey ◽  
Psychological Capital ◽  
Educational Institution ◽  
Personal Accomplishment ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Negative Effects ◽  
Content Type ◽  
Heavy Work ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationships among workaholism, psychological capital (PsyCap), and burnout, as well as investigate the potential mediating effect of PsyCap on the relationship between workaholism and burnout. Design/methodology/approach Data on workaholism, PsyCap, and burnout were collected, through administration of an online survey, from 400 faculty and staff at a large Southeastern university. Findings Workaholism is negatively related to PsyCap and is positively related to burnout, while PsyCap is negatively correlated with burnout. Moreover, while tested in a mediation model, PsyCap appeared as a significant mediating variable for all three dimensions of burnout (i.e. emotional exhaustion, depersonalization, and personal accomplishment). Research limitations/implications Future researchers may benefit from examining a sample outside an educational institution. Also, both workaholism and burnout may be better suited for studies utilizing longitudinal designs. That said, the data reveal information about the process whereby tendencies indicative of heavy work investment lead to burnout within employees. That is, workaholism leads to lower PsyCap, which then results in burnout. Practical implications The results suggest that employers may benefit from considering the negative effects of heavy work investment and maintaining a culture that discourages such behavior. It might also be beneficial for employers to ensure that employees have a heightened PsyCap and, therefore, are safeguarded against burnout. Originality/value This is the first study to examine the influence that employee PsyCap has on the development of workaholism and burnout by examining its role as a mediator.

scholarly journals The Positive Effects of Unneeded Consumption Behaviour on Consumers during the COVID-19 Pandemic

2021 ◽  
Vol 18 (12) ◽  
pp. 6404
Author(s):  
Jianjia He ◽  
Shengmin Liu ◽  
Tingting Li ◽  
Thi Hoai Thuong Mai
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Mba Students ◽  
Positive Effects ◽  
Consumption Behaviour ◽  
Perceived Consumer Effectiveness ◽  
Multilevel Structural Equation ◽  
The Relationship

The COVID-19 pandemic has become an important global contagion that requires workers to implement necessary behaviours to cope. Based on the conservation of resources theory, the present studies explore the effects of unneeded consumption behaviour on consumers’ recovery level and work engagement and the moderated mediating process of such relationships. Using a purchasing experiment, study 1 examined the positive effect of unneeded consumption behaviour on recovery among 100 MBA students. Using the experience sampling method, the data in study 2 were collected from 115 consumers (employees) using ten iterations of 2-day continual questionnaires (Sunday and the following Monday) during the COVID-19 pandemic. The results from multilevel structural equation modelling indicate that unneeded consumption behaviour positively impacts work engagement in a moderated mediating mode. Consumer indulgence positively moderates the mediating effect of recovery level on the relationship between indulgent consumption behaviour and work engagement, while perceived consumer effectiveness negatively moderates the mediating effect of recovery level. This paper also identifies the value of transformation from consumption to work during the COVID-19 pandemic.

Formalization and employee thriving at work: a moderated mediation model including work engagement and centralization

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
H.M. Saidur Rahaman
Keyword(s):  
Organizational Structure ◽  
Work Engagement ◽  
Survey Design ◽  
Conservation Of Resources ◽  
Full Time ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
The Relationship ◽  
Thriving At Work

PurposeUntil recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher.Design/methodology/approach The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations.FindingsResults show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low.Research limitations/implicationsFormalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure.Originality/valueThis study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.

scholarly journals Does Supervisor Communication Styles Reduce Cyber loafing? Important Roles of Work Engagement and Psychological Capital

2020 ◽  
Vol V (I) ◽  
pp. 562-571
Author(s):  
Sajid Rahman Khattak ◽  
Hafeez Ullah ◽  
Muhammad Zahid Awan
Keyword(s):  
Work Engagement ◽  
Communication Styles ◽  
Conservation Of Resources ◽  
Full Time ◽  
Motivation Factors ◽  
Managerial Implications ◽  
Aggressive Communication ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Drawing from Conservation of Resources Theory (COR), the current research examined the direct and indirect relationship (PsyCap, work engagement) of perceived supervisor communication styles and cyberloafing. Data from 367 full-time employees working in 64 different firms were collected through a standardized scale. The findings revealed that assertive communication style has a negative relation with cyberloafing while passive and aggressive communication styles have positive associations with cyberloafing. Moreover, PsyCap partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. Additionally, employee work engagement partially mediates the relationship of supervisor communication styles (assertive, passive and aggressive) and cyberloafing. The study suggests that leaders can reduce employee involvement in cyberloafing through effective supervisor communication and intrinsic motivation factors such as PsyCap and work engagement. Limitations, future directions, theoretical contributions and managerial implications are also highlighted.

scholarly journals Sustainable Competitive Advantage through Entrepreneurship, Market-Oriented Culture, and Trust

2021 ◽  
Vol 13 (7) ◽  
pp. 3986
Author(s):  
Jun-Chul Ha ◽  
Jun-Woo Lee ◽  
Jee Young Seong
Keyword(s):  
Work Engagement ◽  
Risk Taking ◽  
Choice Theory ◽  
Business Environment ◽  
Positive Influence ◽  
Mediating Effect ◽  
Sustainable Competitive Advantage ◽  
The Relationship ◽  
Positive Effect ◽  
Significant Positive Influence

In a rapidly changing business environment, the entrepreneurship of top management is essential for the survival and sustainable development of the enterprise. Building on the view of the strategic choice theory, this study identifies the relationship between entrepreneurship, market-oriented culture, and work engagement. Data were collected from 493 employees regularly working in small and medium-sized firms in South Korea. The results of this study indicate: (1) entrepreneurship (consisting of innovation, proactiveness, and risk-taking) has a significant positive influence on market-oriented culture, (2) entrepreneurship positively affects work engagement, (3) market-oriented culture has a significant positive effect on work engagement, (4) the effects of innovation and proactiveness on work engagement are significant, controlling for market-oriented culture, showing the partial mediating effect of market-oriented culture on work engagement, and (5) CEO trust moderates the relationship between risk-taking and work engagement. Theoretical and practical implications are suggested.

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.

Transactional leadership and dynamic capabilities: the mediating effect of regulatory focus

2019 ◽  
Vol 57 (9) ◽  
pp. 2284-2306 ◽  
Author(s):  
Feng Xu ◽  
Xiaohong Wang
Keyword(s):  
Transactional Leadership ◽  
Regulatory Focus ◽  
Dynamic Capabilities ◽  
Mediating Effect ◽  
Full Time ◽  
Promotion Focus ◽  
Content Type ◽  
Collaborative Innovation ◽  
Different Dimensions ◽  
The Relationship

Purpose The mechanism of leadership’s impact on dynamic capabilities has aroused widespread interest, but few studies focus on transactional leadership, especially empirical research by micro foundations in the R&D departments from collaborative innovation alliances. The purpose of this paper is to investigate how the mechanism of transactional leadership affects dynamic capabilities based on the mediating effect of regulatory focus. Design/methodology/approach In order to better illustrate the role of transactional leadership on dynamic capabilities, the authors introduced regulatory focus as a mediator based on previous research. A sample of 245 dyads comprised of full-time employees and their immediate supervisors was collected from the innovation teams of industry-university alliances through questionnaires in China and analyzed via hierarchical regression method. Non-response bias and endogeneity testing were also conducted to confirm the validity of the findings. Findings Contingency-reward behavior promotes the development of employee sensing and seizing capability. Management-by-exception promotes the development of employee reconfiguration capability. Promotion focus positively mediates the relationship between contingency-reward and sensing-seizing capability. Prevention focus positively mediates the relationship between management-by-exception and sensing-seizing capability. In addition, management-by-exception is also positively related to sensing capability and promotion focus is positively related to reconfiguration capability. Originality/value This paper confirmed different dimensions of transactional leadership favor different dimensions of dynamic capabilities based on different dimensions of regulatory focus, which enriches the theory of strategic leadership and dynamic capabilities, and is conducive to the management of collaborative innovation in technological innovation alliances.

scholarly journals INVESTIGATING THE ROLE OF JOB SATISFACTION: DOES IT ACT AS A MODERATOR OR MEDIATOR BETWEEN ORGANIZATIONAL IDENTIFICATION AND WORK ENGAGEMENT?

2019 ◽  
Vol 6 (4) ◽  
Author(s):  
Sevcan KILIÇ AKINCI
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Structural Equation ◽  
Mediating Effect ◽  
Business Units ◽  
Equation Modelling ◽  
The Relationship

This study extends Social Identity Theory by examining the link between organizational identification (OI) and work engagement (WE) through enhanced job satisfaction (JS) and testing it in a non-US environment, which makes contribution to the literature. The study was conducted on a large sample (527) of Turkish blue and white-collar employees from business units of 15 independent companies from 10 different industry types and data was analyzed with Structural Equation Modelling. The results showed that organizational identification is positively related with work engagement. Job satisfaction did not moderate the relationship between OI and WE, but it mediated 54 % of the effect of OI and thus, confirmed the applicability of Social Identitiy Theory in a Turkish context. Results revealed that a sense of identification may be a precondition for work engagement; but it is the mediating effect of job satisfaction, which enhances this relationship.

scholarly journals The effects of growth orientation and job crafting on creative behavior

2019 ◽  
Vol 32 (4) ◽  
pp. 389-417
Author(s):  
Eunyoung Seo ◽  
Jinkook Tak
Keyword(s):  
Online Survey ◽  
Moderated Mediation ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Job Crafting ◽  
Mediation Effect ◽  
Future Research ◽  
Growth Orientation ◽  
Creative Behavior ◽  
The Relationship

The purpose of this study was to examine the relationships among growth orientation, job crafting and creative behavior. Specifically, this study examined the mediating effect of job crafting on the relationship between growth orientation and creative behavior. Also, this study was intended to examine the moderating effect of development culture on the relationship between growth orientation and job crafting. In addition, the moderated mediation effect of developmental culture was examined in relation to growth orientation and creative behavior. Data were collected among 294 employees who were working in various companies via online survey. The results showed that growth orientation was positively related to job crafting and creative behavior, and job crafting partially mediated the relationship between growth orientation and creative behavior. Also when development culture of the organization was strong, the relation of growth orientation to job crafting was stronger, confirming the moderating effect of development culture. In addition, the moderated mediation effect of developmental culture was found. Based on the results of this study, implications, l implications, limitations, and future research were discussed.

Sign in / Sign up

Export Citation Format

Share Document