The Influence of Supervisor’s Transformational Leadership and Followers’ Occupational Well-Being: A Dual Pathway Model from a Conservation of Resources Theory

2018 ◽  
Vol 20 (1) ◽  
pp. 15-26
Author(s):  
Yanmin Zhao ◽  
Baoguo Xie and Wenyuan Jin
Keyword(s):  
Transformational Leadership ◽  
Well Being ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Pathway Model ◽  
Dual Pathway

scholarly journals Is behaving unethically for organizations a mixed blessing? A dual-pathway model for the work-to-family spillover effects of unethical pro-organizational behavior

2021 ◽  
Author(s):  
Haixiao Chen ◽  
Ho Kwong Kwan ◽  
Jie Xin
Keyword(s):  
Organizational Behavior ◽  
Family Conflict ◽  
Spillover Effects ◽  
Self Esteem ◽  
Conservation Of Resources ◽  
Pathway Model ◽  
Positive Spillover ◽  
Dual Pathway ◽  
Stress At Work ◽  
Mixed Blessing

AbstractThis research examines the mixed work-to-family spillover effects of unethical pro-organizational behavior. Drawing on conservation of resources theory and the work–home resources model, we develop a dual-pathway model to explain such effects. Based on a three-wave field study involving 214 respondents in China, we find engagement in unethical pro-organizational behavior to be positively associated with employees’ organization-based self-esteem and stress at work, which in turn, leads to work-to-family positive spillover and work-to-family conflict, respectively. We also find that performing tensions moderate the mixed effects of unethical pro-organizational behavior on organization-based self-esteem and work stress and the indirect effects of unethical pro-organizational behavior on work-to-family positive spillover and work-to-family conflict. Our findings have theoretical implications for business ethics scholars and practical implications for managers.

scholarly journals Is being a leader a mixed blessing? A dual-pathway model linking leadership role occupancy to well-being

2018 ◽  
Vol 39 (8) ◽  
pp. 971-989 ◽  
Author(s):  
Wen-Dong Li ◽  
John M. Schaubroeck ◽  
Jia Lin Xie ◽  
Anita C. Keller
Keyword(s):  
Well Being ◽  
Leadership Role ◽  
Pathway Model ◽  
Dual Pathway ◽  
Mixed Blessing ◽  
Role Occupancy

Following an Uneven Lead: Trickle-Down Effects of Differentiated Transformational Leadership

2020 ◽  
pp. 014920632093158 ◽  
Author(s):  
Kai C. Bormann ◽  
Mathias Diebig
Keyword(s):  
Transformational Leadership ◽  
Field Study ◽  
Helping Behavior ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Hierarchical Levels ◽  
Using Data ◽  
Unit Stress ◽  
Stage 1 ◽  
Trickle Down

Drawing from conservation-of-resources theory, we examine a trickle-down model of differentiated transformational leadership (leaders treating followers differently) across three hierarchical levels (i.e., managers, supervisors, and supervisors’ followers). Specifically, we develop a model in which manager differentiated transformational leadership increases department unit stress (i.e., the managers’ group of followers), which then translates into increased differentiated supervisor transformational leadership. The latter then again positively predicts team unit stress (i.e., the supervisors’ group of followers) and, eventually, results in decreased team helping behavior of supervisors’ followers. We tested this model using data from a large, multisource field study. The results provide support for our trickle-down model in that department managers’ differentiated transformational leadership decreased team helping behavior two hierarchical levels below the manager via increasing department unit stress (Stage 1 mediator), supervisor differentiated transformational leadership (Stage 2 mediator), and team unit stress (Stage 3 mediator).

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.

A Dual Pathway Model of Daily Proactive Work Behavior on Hedonic and Eudaimonic Well-Being

2020 ◽  
Vol 2020 (1) ◽  
pp. 13912
Author(s):  
Doris Fay ◽  
Christopher Schwake ◽  
Karoline Strauss ◽  
Tina Urbach
Keyword(s):  
Well Being ◽  
Work Behavior ◽  
Pathway Model ◽  
Dual Pathway

scholarly journals Exploring the Invisible Pain of Workplace Ostracism: Its Outcomes & Coping Mechanism

2021 ◽  
Vol 12 (5) ◽  
pp. 791-796
Author(s):  
Himani Oberai
Keyword(s):  
Work Performance ◽  
Well Being ◽  
Job Engagement ◽  
Conservation Of Resources ◽  
Coping Mechanism ◽  
Work Behaviors ◽  
Negative Consequences ◽  
Conservation Of Resources Theory ◽  
Workplace Ostracism ◽  
The Relationship

Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs his psychological well-being. This study also describes the coping mechanism which an individual can adopt in order to manage the negative aspects of workplace ostracism. The organizational administrators need to focus on this silent form of harassment, which is making the organization weak on a broader scope. Thus, a serious need of encouraging healthy communication, cooperation and coordination is required in every organization in order to avoid counter-productive work behaviors.

scholarly journals Survivors of Organizational Change: A Resource Perspective

2015 ◽  
Vol 1 (2) ◽  
pp. 1
Author(s):  
Yu-Chin Lee ◽  
Pei-Chuan Mao
Keyword(s):  
Organizational Change ◽  
Conceptual Model ◽  
Failure Rate ◽  
Organizational Identification ◽  
Positive Attitude ◽  
Well Being ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Resource Perspective ◽  
Research Propositions

The failure rate of organizational change and studies regarding personal turmoil resulting from organizational change indicate that even employees survive layoff, merger, or any forms of changes, they still develop symptoms of distress, cynicism, and work withdrawal. In this paper, we propose a conceptual model based on the conservation of resources theory to examine the effect of organizational change on survivors’ organizational identification and well-being. Moreover, we suggest that organizational change may not be as harmful for employees who possess positive attitude toward the process. We offer research propositions and discuss implications for future organizational change research.

Do Work Characteristics Mediate the Negative Effect of Transformational Leadership on Impaired Well-Being?

2017 ◽  
Vol 61 (4) ◽  
pp. 167-180 ◽  
Author(s):  
Sylvie Vincent-Höper ◽  
Sabine Gregersen ◽  
Albert Nienhaus
Keyword(s):  
Transformational Leadership ◽  
Focal Point ◽  
Leadership Behavior ◽  
Workplace Health Promotion ◽  
Well Being ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Related Factor ◽  
Work Characteristics ◽  
Role Clarity

Abstract: In recent years, transformational leadership as a health-related factor has become a focal point of interest in research and practice. However, the pathways and mechanisms underlying this association are not yet well understood. In order to gain knowledge on how or why transformational leadership and employee well-being are associated, we investigated the mediating effect of the work characteristics role clarity and predictability. The study was carried out on 618 employees working in the health-care sector in Germany. We tested the mediator effect using structural equation modeling. The results indicate that role clarity and predictability fully mediate the relation between transformational leadership and negative indicators of well-being. These results give credit to the notion that work characteristics play an important role in identifying health-relevant aspects of leadership behavior. Our findings advance the understanding of how to enhance employee well-being and have implications for the design of leadership-related interventions of workplace health promotion.

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