scholarly journals Effect of Destructive Leadership on Workplace Deviance and Interpersonal Deviance: Mediating Role of Emotional Exhaustion

2020 ◽  
Vol 5 (5) ◽  
pp. 256-271
Keyword(s):  
Emotional Exhaustion ◽  
Workplace Deviance ◽  
Destructive Leadership ◽  
Mediating Role ◽  
Interpersonal Deviance

scholarly journals Employee–Spouse Perceptual Congruence in Employee Work-to-Family Enrichment Affects Family and Work Outcomes: The Mediating Role of Relationship Conflict

2021 ◽  
Vol 12 ◽  
Author(s):  
Jianlan Chen ◽  
Yu Tian
Keyword(s):  
Emotional Exhaustion ◽  
Family Cohesion ◽  
Conflict Theory ◽  
Relationship Conflict ◽  
Work Outcomes ◽  
Dark Side ◽  
Mediating Role ◽  
Perceptual Congruence ◽  
Family Enrichment

Various studies have demonstrated that work-to-family enrichment (WFE) benefits employees in both the work and home domains. However, these findings may overstate the benefits of WFE and ignore its potential dark side. We advance the research on WFE by integrating conflict theory into the concept of WFE to investigate whether and how employee–spouse perceptual congruence in employee WFE influences employee family cohesion and emotional exhaustion. The results of polynomial regressions on 225 employee and spouse dyads revealed that the perceptual congruence in employee WFE between employees and spouses was negatively associated with relationship conflict. Additionally, asymmetrical incongruence effects were found, wherein spouses perceived a higher relationship conflict with employees when their perceptions of employee WFE were lower than those of the employees. Furthermore, spouses' perceived relationship conflict with employees mediated the influences of employee–spouse perceptual congruence in employee WFE on employee family cohesion and emotional exhaustion.

Hospital Nurses in Comparison to Community Nurses: Motivation, Empathy, and the Mediating Role of Burnout

2018 ◽  
Vol 51 (2) ◽  
pp. 72-83 ◽  
Author(s):  
Asnat Dor ◽  
Michal Mashiach Eizenberg ◽  
Ofra Halperin
Keyword(s):  
Emotional Exhaustion ◽  
Maslach Burnout Inventory ◽  
Cross Sectional Study ◽  
Personal Accomplishment ◽  
Hospital Nurses ◽  
Strongly Correlated ◽  
Cross Sectional ◽  
Community Clinic ◽  
Mediating Role

Background Hospital nurses’ experience of their profession differs from that of community clinic nurses due to different working conditions and settings. Purpose To compare hospital nurses and community clinic nurses as to the mediating role of burnout on motivation and empathy. Methods In this cross-sectional study, 457 nurses completed four questionnaires: Demographic, Motivation Questionnaire, the Maslach Burnout Inventory, and the Toronto Empathy Questionnaire. Results Emotional exhaustion and depersonalization among hospital nurses were significantly higher than among community nurses. No significant differences were found in personal accomplishment, empathy, and motivation between the groups. Empathy and motivation were more strongly correlated among hospital nurses than among community nurses. Burnout was found to be a significant mediator between empathy and motivation in both groups but in each group by different burnout subscales. Conclusions To reduce burnout, leaders in the nursing field must enhance conditions in the hospital nurses’ work environment to lower levels of emotional exhaustion and depersonalization; community nurses should be guided to improve their attitudes toward their on-the-job performance to promote their personal accomplishment. Understanding the differences could direct policy makers’ desire toward enacting policies that accommodate these differences and focus on the needs of both groups of professionals.

Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hongyan Jiang ◽  
Xianjin Jiang ◽  
Peizhen Sun ◽  
Xiuping Li
Keyword(s):  
Emotional Exhaustion ◽  
Mediation Analysis ◽  
Deviant Behavior ◽  
Moderated Mediation ◽  
Content Type ◽  
Manufacturing Enterprises ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

PurposeThe purpose of this paper is to explicate the relationship between workplace ostracism and deviant behavior, and further test the mediating role of emotional exhaustion and the moderating role of resilience.Design/methodology/approachA sample of 409 first-line production workers from four manufacturing enterprises in China was collected. A moderated mediation analysis was employed to test the hypotheses and examine the relationships proposed in the research framework.FindingsThe findings indicate that emotional exhaustion could mediate the relationship between workplace ostracism and deviant behavior. Moreover, the results from the moderated mediation analysis suggest that the mediation of emotional exhaustion is moderated by resilience such that with a higher level of resilience, the mediation effect of emotional exhaustion becomes weaker.Research limitations/implicationsThe participants of this study are limited to manufacturing enterprises, and thus our findings may not be equally valid for other types of industries. Meanwhile, this study is a cross-sectional research that could not explain the causal relationship between workplace ostracism and deviant behavior.Practical implicationsThe present research can offer some managerial implications about how to avoid the occurrence of workplace ostracism and deviant behavior for organizations.Originality/valueThis study constructs a moderated mediation model by introducing the potential mediating role of emotional exhaustion and the moderating effect of resilience in order to reveal the mechanism through which workplace ostracism relates to deviant behavior. Our research not only integrates and enriches the ideas of the Stress-Non-Equilibrium-Compensation Approach and the Transactional Model of Stress and Coping Theory but could also inform future management practices for mitigating the negative consequences of workplace ostracism.

scholarly journals Deterrence Effects: The Role of Authoritarian Leadership in Controlling Employee Workplace Deviance

2020 ◽  
Vol 16 (2) ◽  
pp. 377-404 ◽  
Author(s):  
Yuyan Zheng ◽  
Xu Huang ◽  
Les Graham ◽  
Tom Redman ◽  
Saiquan Hu
Keyword(s):  
Leadership Behavior ◽  
Mainland China ◽  
Workplace Deviance ◽  
Important Work ◽  
Authoritarian Leadership ◽  
Employee Deviance ◽  
Interpersonal Deviance

ABSTRACTDrawing upon two independent samples from mainland China, we propose and investigate the deterrence function of leadership behavior focused on control. We suggest that controlling leadership, specifically, authoritarian leadership, deters employees’ deviance under certain conditions. That is, authoritarian leadership thwarts employees’ interpersonal deviance behavior when leaders send clear signals of potential punishments of non-compliance by showing low leader benevolence, and when employees are highly dependent on the leaders for important work resources. Results from two independent studies largely support our key propositions. Overall, these results add to the range of possible impacts that a leader can play in decreasing employee deviance. Theoretical implications and directions for follow-up research are discussed.

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