scholarly journals Affective Shifts Outside Work: Effects on Task Performance, Emotional Exhaustion, and Counterproductive Work Behavior

2021 ◽  
Vol 12 ◽  
Author(s):  
Xingyu Qu ◽  
Xiang Yao ◽  
Qishuo Liu
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Emotional Exhaustion ◽  
Work Attitudes ◽  
Work Behavior ◽  
Positive And Negative Affect ◽  
Conservation Of Resources ◽  
Work Affect ◽  
Study Participants ◽  
Practical Implications

Affective shifts have been linked to work attitudes and behaviors recently, but previous researches only focused on affective shift during work, with little attention to affective shifts outside work. Conservation of resources and personality system interaction theories are used to design a 2-week daily dairy study. Participants report how affective shifts outside work affect their subsequent-day task performance, emotional exhaustion, and CWB. As expected, findings indicate that shifts in affect outside work meaningfully impact job performance and work attitudes. That is, when both positive and negative affect upshift outside work, employees perform their tasks better but also experience increased emotional exhaustion. Practical implications and limitations 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.

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.

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 When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective

2019 ◽  
Vol 16 (18) ◽  
pp. 3300 ◽  
Author(s):  
Zubair Akram ◽  
Yan Li ◽  
Umair Akram
Keyword(s):  
Emotional Exhaustion ◽  
Job Demands ◽  
Abusive Supervision ◽  
Mediating Effect ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Conservation Of Resources ◽  
Time Lagged ◽  
The Impact ◽  
The Relationship

This study represents an important step towards understanding why supervisors behave abusively towards their subordinates. Building on the conservation of resources theory, this study investigates the impact of abusive supervision on counterproductive work behaviors (CWBs) from a stress perspective. Furthermore, job demands play a significant moderating effect, and emotional exhaustion has a mediating effect on the relationship between abusive supervision and CWBs. A time-lagged design was utilized to collect the data and a total of 350 supervisors-subordinates’ dyads are collected from Chinese manufacturing firms. The findings indicate that subordinates’ emotional exhaustion mediates the relationship between abusive supervision and CWBs only when subordinates are involved in a high frequency of job demands. Additionally, emotional exhaustion and abusive supervision were significantly moderated by job demands. However, the extant literature has provided that abusive supervision has detrimental effects on employees work behavior. The findings of this study provide new empirical and theoretical insights into the stress perspectives. Finally, implications for managers and related theories are discussed, along with the boundaries and future opportunities of this study.

scholarly journals A Study on the Exploration of the Constructs of Job PerformanceBased on Task Performance, Contextual Performance,Adaptive Performance and Counterproductive Work Behavior

2021 ◽  
Vol 34 (3) ◽  
pp. 377-423
Author(s):  
Youngsam Yoo ◽  
Myoungso Kim
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Factor Structure ◽  
Contextual Performance ◽  
Performance Model ◽  
Work Behavior ◽  
Adaptive Performance ◽  
G Factor ◽  
Job Effectiveness ◽  
Performance Dimensions

The purpose of this study was to (1) propose and validate the integrative job performance model composed of task performance, contextual performance, adaptive performance, and counterproductive work behavior (CWB), which have been identified as major dimensions of job performance in existing research, (2) explore the possibility of G factor in the 4 dimensions based on the integrative model, and (3) compare differences in the antecedents of personality variables and criteria of job effectiveness to confirm independence among performance dimensions. A total of 649 employees from various organizations participated in two online surveys. The main results were as follows. First, the factor structures of individual performance dimensions were examined through exploratory and confirmatory factor analysis before verifying the integrated model. A single factor structure for task performance and two-factor structure for CWB aimed at individuals (CWB-I) and organizations (CWB-O) were identified. Both contextual and adaptive performance were shown to have a hierarchical factor structure. Specifically, contextual performance consists of the 3-6 factor structure of individual-oriented (help-cooperation and consideration-courtesy), organization-oriented (organizational support and compliance), and conscientious-initiative (persistence-initiative and self-development). For adaptive performance, the 2-5 factor structure was extracted. That is, the five factors of adaptive performance are divided into two factors of reactive (coping, interpersonal adaptation, and stress) and proactive (creativity and learning). The integrative job performance model of task performance, contextual performance, adaptive performance, and CWB was verified. The hierarchical factor structure of the integrated model composed of the sub-factors of each performance dimension was also confirmed. Second, the Average Variance Extracted (AVE) demonstrated that the variance of G factor is 62.0%, supporting the presence of G factor in performance. Third, the differences were found in both antecedents of personality (HEXACO and dark personality factors) and criteria of job effectiveness (wage, promotion, job satisfaction, job engagement, burnout, and turnover intention) among the 4 dimensions of job performance. indicating the discriminant validity of performance dimensions. Finally, the implications and limitations of this study were discussed based on the above findings.  

When does witnessing patient mistreatment hurt nurses' performance? Gauging the moderation roles of self-concern and other-orientation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lisa E. Baranik ◽  
Yue Zhu ◽  
Mo Wang ◽  
Wei Zhuang
Keyword(s):  
Job Performance ◽  
Emotional Exhaustion ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Content Type ◽  
The Face ◽  
Prosocial Orientation ◽  
Other Orientation ◽  
Practical Implications ◽  
Experience Emotion

PurposeResearch has found that the effects of directly experiencing mistreatment at work are consistently negative; however, results from studies examining employees' reactions to witnessing mistreatment are less consistent. This study focuses on nurses witnessing patient mistreatment in order to examine how third parties respond when witnessing patients mistreating co-workers. We argue that nurses high on other-orientation are less likely to experience emotion exhaustion in the face of witnessing patient mistreatment, whereas nurses high on self-concern are more likely to experience emotional exhaustion. We further argue that the indirect effect of witnessing patient mistreatment on job performance through emotional exhaustion is moderated by other-orientation and self-concern.Design/methodology/approachWe used data collected at two time points, with six months apart, from 287 nurses working in a hospital. The study tests the hypotheses by using multiple regression analyses.FindingsEmotional exhaustion mediated the relationships between witnessing patient mistreatment and two forms of job performance: patient care behaviors and counterproductive work behaviors. Furthermore, other-orientation moderated these indirect relationships such that the indirect relationships were weaker when other-orientation was high (vs. low). Self-concern did not moderate these relationships.Practical implicationsService and care-oriented businesses may protect their employees from the risk of burnout by promoting prosocial orientation among their patient and customer-facing employees.Originality/valueThis study contributes to the literature by demonstrating the detrimental effects of witnessing patient mistreatment on nurses' performance. It also extends the current understanding of why and when witnessing patient mistreatment is related to performance by demonstrating the joint effects of witnessing patient mistreatment and an individual difference construct, other-orientation on employees' performance.

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.

The Trickle-Down Effect of Abusive Supervision: The Moderating Effects of Supervisors’ Task Performance and Employee Promotion Focus

2020 ◽  
Vol 27 (3) ◽  
pp. 241-255
Author(s):  
Seckyoung Loretta Kim ◽  
Soojin Lee ◽  
Seokhwa Yun
Keyword(s):  
Task Performance ◽  
Emotional Exhaustion ◽  
Positive Relationship ◽  
Abusive Supervision ◽  
Situational Factor ◽  
Conservation Of Resources ◽  
Individual Factor ◽  
Promotion Focus ◽  
Supervisor Behavior ◽  
Trickle Down

Drawing on both social learning theory and conservation of resources theory, our research examines the trickle-down effect of abusive supervision across three hierarchical levels: managers, supervisors, and employees. Specifically, we investigate the positive relationship between abusive manager behavior and emotional exhaustion through abusive supervisor behavior. In addition, we explore supervisor task performance as a situational factor and employee promotion focus as an individual factor in the relationship between abusive supervisor behavior and emotional exhaustion. Using data from 190 supervisor–subordinate dyads, the results provide support for our trickle-down model of abusive supervision. Moreover, our results show that the positive relationship between abusive supervisor behavior and emotional exhaustion is stronger when supervisor task performance or employee promotion focus is high. Theoretical and applied implications are discussed.

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