How do Chinese employees respond to leader bottom-line mentality? A conservation of resources perspective

2021 ◽  
Vol 49 (3) ◽  
pp. 1-11
Author(s):  
Wenhai Wan ◽  
Danni Zhang ◽  
Xiayi Liu ◽  
Kaijie Jiang
Keyword(s):  
Emotional Exhaustion ◽  
Positive Relationship ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Bottom Line ◽  
Wave Data ◽  
Chinese Companies ◽  
Employee Silence ◽  
Indirect Relationship ◽  
Practical Implications

Using conservation of resources theory as a framework, we proposed that in Chinese organizations, leader bottom-line mentality (BLM) would promote employee silence via emotional exhaustion. We also examined employee conscientiousness as a moderator of this indirect relationship. We collected three-wave data from 325 employees in four Chinese companies. Results show that leader BLM was positively related to employee silence, and employee emotional exhaustion mediated the positive relationship between leader BLM and employee silence. In addition, employee conscientiousness served as a first-stage moderator, such that the indirect relationship between leader BLM and employee silence via employee emotional exhaustion was significant and positive only when employee conscientiousness was low. Theoretical and practical implications are discussed.

Consequences of Family Interference with Work: The Roles of Emotional Exhaustion, Service Sabotage, and Negative Affectivity

2014 ◽  
Vol 42 (10) ◽  
pp. 1613-1627 ◽  
Author(s):  
Wanwen Dai ◽  
Xiaoyan Chen ◽  
Jan Ketil Arnulf ◽  
Meijuan Dai
Keyword(s):  
Emotional Exhaustion ◽  
Call Center ◽  
Positive Relationship ◽  
Negative Affectivity ◽  
Conservation Of Resources ◽  
Displaced Aggression ◽  
Service Setting ◽  
Service Sabotage ◽  
Practical Implications

Drawing upon the conservation of resources theory and displaced aggression perspective, in this research our aim was to study the consequences of family interference with work (FIW) in a service setting. We examined the influence of FIW on service sabotage via the mechanism of emotional exhaustion, and the role of employees' negative affectivity as a boundary condition. Based on 2 waves of data collected from 132 Chinese employees working in a call center, results showed a positive relationship between FIW and service sabotage, and emotional exhaustion acted as a mediator in this relationship. Theoretical and practical implications are discussed.

Career Mentoring and Job Content Plateaus: The Roles of Perceived Organizational Support and Emotional Exhaustion

2020 ◽  
pp. 089484532094639
Author(s):  
Kuo-Yang Kao ◽  
Hao-Hsin Hsu ◽  
Hui-Ting Lee ◽  
Yen-Chuan Cheng ◽  
Ines Dax ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Conservation Of Resources ◽  
Wave Data ◽  
Career Plateau ◽  
Organizational Resource ◽  
Job Content ◽  
Practical Implications ◽  
Shed Light

The study aims to shed light on whether mentoring may help protégés decrease their perception of job content plateaus. Based on the conservation of resources theory, career mentoring could be an effective resource in decreasing job content plateaus and alleviating the resulting emotional exhaustion. The study also proposes that perceived organizational support (POS) can be an organizational resource for protégés, strengthening the effects of career mentoring in addressing the problem of job content plateaus and ensuing emotional exhaustion (via job content plateaus). Two-wave data were collected from a sample of 353 protégés in Germany. Results showed that career mentoring was negatively related to emotional exhaustion through job content plateaus. Moreover, high POS strengthened the effects of career mentoring, directly in dealing with the issue of job content plateaus and indirectly for emotional exhaustion. Important theoretical and practical implications for mentoring and career plateau research are discussed.

Dual crossover mechanisms of benevolent supervision on followers' contextual performance and emotional exhaustion alleviation

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ya-Ting Chuang ◽  
Hua-Ling Chiang ◽  
An-Pan Lin ◽  
Yung-Chih Lien
Keyword(s):  
Social Exchange ◽  
Leadership Style ◽  
Emotional Exhaustion ◽  
Contextual Performance ◽  
Conservation Of Resources ◽  
Content Type ◽  
Performance Orientation ◽  
Member Exchange ◽  
The Relationship ◽  
Practical Implications

PurposeAdopting conservation of resources (COR) theory as a guiding framework, this study proposes that benevolent supervision (BS) is a feasible leadership style for building a positive resource gain process in subordinates' extra-role actions and reducing their exhaustion, and leader-member exchange (LMX) and positive affect (PA) serve as indirect crossover mechanisms.Design/methodology/approachSurveys were conducted at three-time points with four-week intervals. A total of 304 subordinates and 55 supervisors at a Taiwanese university participated in the surveys, and a multilevel model was used to test the hypotheses.FindingsThe results showed that prior BS (time 1) was positively associated with subordinates' subsequent LMX and PA (time 2). LMX mediated the relationship between BS and subsequent supervisor-rated contextual performance (time 3), and PA mediated the relationship between BS and subordinate-rated emotional exhaustion (time 3). In addition, supervisors' learning orientation positively moderated the relationship between BS and contextual performance via LMX, whereas supervisors' performance orientation negatively moderated this relationship.Practical implicationsThe results of the study encourage leaders to exhibit benevolence toward subordinates, increase subordinates' contextual performance and enhance personal feelings, thereby ultimately benefitting the organization.Originality/valueThis study reveals that BS is a source of resource investment in the process of subordinates' positive job (contextual performance) and personal (emotional exhaustion) resource gains through social exchange (LMX) and affective (PA) crossover mechanisms and that supervisors' goal inclinations impact this process.

Abusive supervision and job outcomes: a moderated mediation study

2018 ◽  
Vol 6 (2) ◽  
pp. 137-152 ◽  
Author(s):  
Sajeet Pradhan ◽  
Lalatendu Kesari Jena
Keyword(s):  
Emotional Exhaustion ◽  
Abusive Supervision ◽  
Moderated Mediation ◽  
Mediating Effect ◽  
Intention To Quit ◽  
Conservation Of Resources ◽  
Coworker Support ◽  
Content Type ◽  
Indirect Relationship

Purpose Based on the conservation of resources theory, the purpose of this paper is to investigate the linkage between abusive supervision (a workplace stressor) and subordinate’s intention to quit by focusing on the mediating role of emotional exhaustion. The study also explores the conditional mediation model by testing the moderational role of perceived coworker support on the mediated abusive supervision-intention to quit relationship via emotional exhaustion. Design/methodology/approach To test the proposed hypotheses, the study draws data from 382 healthcare employees working in several hospitals and clinics in the eastern and north-eastern states of India. The authors collected data on the predictor and criterion variables at two time points with a separation of three to four weeks in a reversed order to counter priming effect. Findings The findings of the study reported that emotional exhaustion partially mediated the abusive supervision-intention to quit relationship. The result also supported the assertion that perceived coworker support will moderate the relationship between abusive supervision and subordinate’s intention to quit. The authors also found support to the moderated mediation hypothesis, that suggest perceived coworker support will reduce the mediating effect of abusive supervision-intention to quit relationship via emotional exhaustion. Originality/value This study is among few empirical investigations to investigate and report the interactional effect of perceived coworker support (a buffer) on the indirect relationship between abusive supervision and subordinate’s intention to quit via emotional exhaustion.

Supervisor to coworker social undermining: The moderating roles of bottom-line mentality and self-efficacy

2018 ◽  
Vol 26 (5) ◽  
pp. 756-773 ◽  
Author(s):  
Gabi Eissa ◽  
Rebecca Wyland ◽  
Ritu Gupta
Keyword(s):  
Self Efficacy ◽  
Field Data ◽  
Positive Relationship ◽  
Social Cognitive ◽  
Cognitive Theory ◽  
Future Research ◽  
Bottom Line ◽  
Social Undermining ◽  
Practical Implications ◽  
Trickle Down

AbstractThis research presents and tests a trickle-down model of social undermining in the workplace. Drawing on social cognitive theory, this study specifically demonstrates that supervisor social undermining is positively associated with coworker social undermining in the workplace. Furthermore, this study argues that employee bottom-line mentality will exacerbate the positive relationship between supervisor social undermining and coworker social undermining, whereas employee self-efficacy will buffer this positive relationship. Overall, our findings support our proposed trickle-down model using field data obtained from several information technology and financial organizations in India. Theoretical and practical implications as well as directions for future research are discussed.

scholarly journals Thanks for Your Recognition, Boss! a Study of How and When Voice Endorsement Promotes Job Performance and Voice

2021 ◽  
Vol 12 ◽  
Author(s):  
Shaoxue Wu ◽  
Daisy Mui Hung Kee ◽  
Daiheng Li ◽  
Dan Ni
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Positive Mood ◽  
Conservation Of Resources ◽  
Voice Behavior ◽  
Mediating Effects ◽  
Conservation Of Resources Theory ◽  
Large Organization ◽  
The Voice ◽  
Practical Implications

Existing studies mainly explore the antecedents and distal outcomes of voice behavior of employees. Less is known about what may occur after supervisors endorse ideas of employees. Based on the conservation of resources theory, we explored how and when voice endorsement affects job performance and voice behavior of employees. With the sample of 444 matched supervisor–subordinate pairs from a large organization, we found that voice endorsement of supervisors positively influences voice behavior and job performance of employees through the mediating effects of positive mood and work engagement. Additionally, we found that the voice commitment of employees strengthens the influence of voice endorsement of supervisors on positive mood of employees. Theoretical and practical implications of these findings are discussed.

scholarly journals Team Mindfulness and Employee Moral Efficacy: The Moderating Effect of Team Bottom-Line Mentality

2021 ◽  
Vol 257 ◽  
pp. 02088
Author(s):  
Yang Li ◽  
Han Ren
Keyword(s):  
Positive Relationship ◽  
Bottom Line ◽  
Impact Mechanism ◽  
Individual Level ◽  
The Individual ◽  
The Impact ◽  
Moderating Role ◽  
Practical Implications ◽  
Moral Efficacy

Different from the previous studies that mainly focused on the mindfulness at the individual level, this research explores the effect of team mindfulness on employee moral efficacy, and considers the influence of the interaction between team bottom-line mentality (BLM) and team mindfulness on employees’ moral efficacy. Results from three-wave surveys of 275 employees indicated that: the team BLM will weaken the positive relationship between team mindfulness and employees’ moral effectiveness. This research advances the current understandings of the influencing process between team mindfulness and employees’ moral efficacy by identifying the moderating role of team BLM, and casts the spotlight on the impact mechanism among team mindfulness, team BLM, and employees’ moral efficacy at the team level. Theoretical and practical implications are also discussed.

scholarly journals Ethical Leadership and Followers’ Emotional Exhaustion: Exploring the Roles of Three Types of Emotional Labor toward Leaders in South Korea

2021 ◽  
Vol 18 (20) ◽  
pp. 10862
Author(s):  
Hyewon Lee ◽  
Saemi An ◽  
Ga Young Lim ◽  
Young Woo Sohn
Keyword(s):  
South Korea ◽  
Emotional Exhaustion ◽  
Ethical Leadership ◽  
Emotional Labor ◽  
Negative Relationship ◽  
Future Research ◽  
Conservation Of Resources ◽  
Research Directions ◽  
Future Research Directions ◽  
Indirect Relationship

Employees’ emotional exhaustion caused by their leaders has significant consequences for both individuals and organizations. Identifying the roles of intra-organizational emotional labor is important to prevent employees’ emotional exhaustion. This study examined the relationships between ethical leadership, followers’ emotional labor toward leaders, and emotional exhaustion using Hobfoll’s conservation of resources theory. Data collected from 259 employees working in South Korea were analyzed using regression and SEM. The results indicate that ethical leadership was negatively related to followers’ emotional exhaustion. It is demonstrated that ethical leadership has a significant indirect relationship with followers’ emotional exhaustion through three types of emotional labor strategies; genuine display, faked display, and suppressed display. Through genuine display and suppressed display, ethical leadership had an indirect and negative relationship with followers’ emotional exhaustion, whereas ethical leadership and followers’ emotional exhaustion showed a positive indirect relationship through faked display. We discuss the implications and limitations of this research and future research directions.

Examining the impostor phenomenon and work-family conflict

2016 ◽  
Vol 31 (2) ◽  
pp. 375-390 ◽  
Author(s):  
Wayne S Crawford ◽  
Kristen K. Shanine ◽  
Marilyn V. Whitman ◽  
K. Michele Kacmar
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Support ◽  
Family Conflict ◽  
Survey Study ◽  
Impostor Phenomenon ◽  
Conservation Of Resources ◽  
Long Term Effects ◽  
Work Family Conflict ◽  
Content Type ◽  
Indirect Relationship

Purpose – The purpose of this paper is to examine the moderated-mediational relationship between the impostor phenomenon (IP) and work-to-family conflict (WFC). Building on conservation of resources (COR) theory, the authors hypothesize that individuals who experience the IP lack the initial resources needed to meet work demands and, thus, experience emotional exhaustion, which leads to WFC. However, the authors hypothesize that additional resources provided by organizations, such as perceived organizational support (POS), may weaken the negative experiences of imposters. Design/methodology/approach – The authors tested a moderated-mediation model using data from a time-lagged survey study among 92 Midwest community college employees. Regression was used to examine the mediating effects of emotional exhaustion and the moderating effect of POS on the IP to WFC relationship. Findings – Results support the hypothesized model. Emotional exhaustion is a mediating mechanism in the relationship between the IP and WFC. POS is a moderator of this indirect relationship; the indirect relationship between the IP and WFC through emotional exhaustion is weaker when employees perceive high levels of POS. Practical/implications – The findings suggest that there are detrimental long-term effects associated with the IP for organizations. Thus, managers should curb feelings of impostorism within their organizations and provide impostors with organizational support in order to reduce their emotional exhaustion and WFC. Originality/value – The present study indicates that individual dispositions play an indirect role in WFC. Furthermore, the authors identify organizational outcomes associated with the IP, whereas previous research has rarely emphasized outcomes.

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