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.

Challenge Demands, Hindrance Demands, and Psychological Need Satisfaction

2015 ◽  
Vol 14 (2) ◽  
pp. 70-79 ◽  
Author(s):  
Simon L. Albrecht
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Self Determination Theory ◽  
Structural Equations ◽  
Need Satisfaction ◽  
Self Determination ◽  
Job Resources ◽  
Mediating Effects ◽  
Psychological Need ◽  
Practical Implications

The job demands-resources (JD-R) model provides a well-validated account of how job resources and job demands influence work engagement, burnout, and their constituent dimensions. The present study aimed to extend previous research by including challenge demands not widely examined in the context of the JD-R. Furthermore, and extending self-determination theory, the research also aimed to investigate the potential mediating effects that employees’ need satisfaction as regards their need for autonomy, need for belongingness, need for competence, and need for achievement, as components of a higher order needs construct, may have on the relationships between job demands and engagement. Structural equations modeling across two independent samples generally supported the proposed relationships. Further research opportunities, practical implications, and study limitations are discussed.

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.

scholarly journals Linking Challenge Stress, Negative Affect, and Work Engagement: The Moderating Effect of Self-Compassion

2020 ◽  
Vol 10 (4) ◽  
pp. 318
Author(s):  
Christophe RUKUNDO ◽  
Jean-Noel BEKA BE NGUEMA ◽  
Cynthia Atamba ◽  
Mohamed Habuba Halima ◽  
Akorfa Neku
Keyword(s):  
Negative Affect ◽  
Work Engagement ◽  
Negative Relationship ◽  
Mediating Effects ◽  
Self Compassion ◽  
Executive Mba ◽  
Challenge Stress ◽  
Negative Effect ◽  
The Relationship ◽  
Practical Implications

Dealing with challenging stressors is unquestionably the cornerstone of work life. On the other hand, challenge stress alters employees' work engagement and makes them feel unsure of their ability to develop careers and perform well. In this study, we tested the mediating effects of negative affect on the negative relationship between challenge stress and work engagement. This relationship was moderated directly by self-compassion. Data from 137 employed professionals enrolled in the Executive MBA in one of the largest Chinese universities were used to test these relationships. Data analysis results show that challenge stress has a significant negative effect on work engagement while negative affect mediated this relationship. The relationship between challenge stressors, negative affect, and work engagement was directly and indirectly moderated by self-compassion. We finished by discussing the theoretical and practical implications. 

scholarly journals Why and when leader humility promotes constructive voice: a crossover of energy perspective

2019 ◽  
Vol 49 (5) ◽  
pp. 1157-1175
Author(s):  
Chao Ma ◽  
Chia-Huei Wu ◽  
(George) Zhen Xiong Chen ◽  
Xinhui Jiang ◽  
Wu Wei
Keyword(s):  
Effect Study ◽  
Mediation Effect ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Negative Consequences ◽  
Voice Behavior ◽  
Conservation Of Resources Theory ◽  
Content Type ◽  
Moderation Effect ◽  
Leader Humility

Purpose The purpose of this paper is to build a moderate mediation model to delineate the effects of leader humility on employee constructive voice behavior based on conservation of resources theory and crossover of resources model. Specifically, when a leader behaves with humility, the followers will be more likely to feel they receive psychological resources from their interactions with the leader (i.e. relational energy), and thus engage in more constructive voice behavior. In addition, this energizing effect only occurs when the leader is perceived as having higher apparent sincerity by their subordinates. Design/methodology/approach The research hypotheses of this study were empirically tested using multi-timepoint and multi-source (i.e. supervisors and subordinates) survey data in China. Study 1, based on data from 449 subordinates and 88 immediate supervisors, was conducted to test the proposed mediation effect. Study 2, based on data from 185 subordinates and 50 immediate supervisors, was conducted to replicate the findings of Study 1 and test the integrated model. Findings The results of Study 1 support the proposed mediation effect that leader humility positively predicts followers’ constructive voice behavior via boosting followers’ relational energy. The results of Study 2 replicate the findings of Study 1 and further indicate that leader humility is only positively related to perceived relational energy when a leader is perceived as having higher apparent sincerity by their subordinates. Practical implications This paper provides detailed instructions for business practitioners. First, given that employee constructive voice behavior is related to employee relational energy and is beneficial to organizations, leaders are encouraged to behave with humility when interacting with their subordinates. Second, from the perspective of human resource management, well-designed training programs can be used to help leaders to develop leader humility. Third, the findings of this paper call attention to a potential risk for humble leaders. Organizations should educate leaders on the potential negative consequences of false humility and encourage leader humility that will appear in leaders’ sincerity. Originality/value Overall, drawing on conservation of resources theory and crossover of resources model, this paper reveals that boosting relational energy is a mechanism via which humble leaders can shape employees’ voice behavior. Second, by examining the moderation effect of apparent sincerity of leaders from followers’ perspective, this paper suggests an actor–recipient perspective to identify the boundaries of the energizing mechanism. Third, the findings of this paper add to the knowledge on voice research by highlighting an additional source of energy for employee constructive voice behavior.

scholarly journals Examining occupational self-efficacy, work locus of control and communication as moderators of the job insecurity—job performance relationship

2010 ◽  
Vol 31 (2) ◽  
pp. 231-247 ◽  
Author(s):  
Cornelius J König ◽  
Maike E Debus ◽  
Stéphanie Häusler ◽  
Nora Lendenmann ◽  
Martin Kleinmann
Keyword(s):  
Locus Of Control ◽  
Job Performance ◽  
Self Efficacy ◽  
Significant Interaction ◽  
Job Insecurity ◽  
Interaction Effects ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Work Locus Of Control

Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examines whether three possible resources (occupational self-efficacy, work locus of control and communication) moderate the negative job insecurity—performance relationship. Analyses of a large Swiss dataset reveal two significant interaction effects: the higher the job insecurity, the less influence work locus of control and perceived communication exert on the job insecurity—performance relationship. This suggests that work locus of control and perceived communication may be resources that can only act beneficially in a situation of low job insecurity.

scholarly journals Examining Job Complexity on Job Crafting Within Conservation of Resources Theory: A Dual-Path Mediation Model

2021 ◽  
Vol 12 ◽  
Author(s):  
Jing Yi Bai ◽  
Qing Tian ◽  
Xia Liu
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Job Crafting ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Costs And Benefits ◽  
Job Complexity ◽  
Approach And Avoidance ◽  
Practical Implications

This study examined the different ways in which job complexity influences employees’ job crafting. Specifically, we draw on conservation of resources (COR) theory to hypothesize that job complexity is positively related to approach crafting via work engagement (i.e., resource gain process). At the same time, job complexity may also induce employees to engage in avoidance crafting (i.e., resource loss process) as employee energy resources are depleted. Our data consist of 251 employees working in Macau. We used structural equation modeling (SEM) in Mplus software to test the proposed hypotheses. Our findings confirm that job complexity has differential effects on approach and avoidance crafting through work engagement and energy depletion. These findings highlight the importance of costs and benefits of job complexity and the importance of resources in the employees’ job crafting process. We discuss the practical implications for modern organizations in which complex jobs are prevalent.

scholarly journals Workload, Workaholism, and Job Performance: Uncovering Their Complex Relationship

2020 ◽  
Vol 17 (18) ◽  
pp. 6536 ◽  
Author(s):  
Paola Spagnoli ◽  
Nicholas J. Haynes ◽  
Liliya Scafuri Kovalchuk ◽  
Malissa A. Clark ◽  
Carmela Buono ◽  
...  
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Positive Relationship ◽  
Mediation Model ◽  
Complex Interplay ◽  
Future Studies ◽  
Second Stage ◽  
Moderated Mediation Model ◽  
Practical Implications ◽  
Negative Link

The current study aimed to test how workload, via workaholism, impacts job performance along with the complex interplay of perfectionistic concerns and work engagement in this mediated relationship. A two-wave, first and second stage dual-moderated mediation model was tested in an SEM framework. Results based on a sample of 208 workers revealed a complex and nuanced relationship among the studied constructs, such that the simple mediation model was not significant, but the indirect effect was negative, nonsignificant, or positive conditional on both moderators. The results offer interesting theoretical and practical implications for future studies to be conducted in this area of research. In particular, lower levels of perfectionistic concerns were associated with a positive relationship between workload and workaholism, and lower levels of work engagement were related to a negative link between workaholism and job performance. Findings suggest work engagement should be monitored and promoted by managers, especially when workload, and consequently, the possible risk of workaholism, cannot be avoided.

scholarly journals How Does Emotional Labor Influence Voice Behavior? The Roles of Work Engagement and Perceived Organizational Support

2021 ◽  
Vol 13 (19) ◽  
pp. 10524
Author(s):  
Yuechao Du ◽  
Zhongming Wang
Keyword(s):  
Work Engagement ◽  
Emotional Labor ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Service Industry ◽  
Employee Voice ◽  
Conservation Of Resources ◽  
Voice Behavior ◽  
Surface Acting ◽  
The Sustainable Development

Promoting employee voice behavior is important for the sustainable development of organizations. Drawing on conservation of resources theory, the study examined the association between emotional labor and employee voice behavior and the mediation of work engagement in this relationship. Surveys were collected at two time points, four weeks apart, from 629 employees in the service industry in China. The results show that surface acting is negatively related to work engagement and that deep acting is positively related to work engagement. Employees’ work engagement is positively associated with voice behavior. Hence, work engagement appears to be a mediating variable that translates the emotional labor into voice behavior. Moreover, perceived organizational support moderates the relationship between emotional labor and voice behavior. The theoretical and practical implications of these findings are discussed.

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