scholarly journals The Influence of Workplace Incivility on Employees’ Emotional Exhaustion in Recreational Sport/Fitness Clubs: A Cross-Level Analysis of the Links between Psychological Capital and Perceived Service Climate

Healthcare ◽  
2019 ◽  
Vol 7 (4) ◽  
pp. 159
Author(s):  
Chia-Ming Chang ◽  
Li-Wei Liu ◽  
Hsiu-Chin Huang ◽  
Huey-Hong Hsieh
Keyword(s):  
Hierarchical Linear Modeling ◽  
Emotional Exhaustion ◽  
Psychological Capital ◽  
Daily Basis ◽  
Workplace Incivility ◽  
Service Climate ◽  
Linear Modeling ◽  
Recreational Sport ◽  
Personal Level ◽  
Level Analysis

The aim of this study was to explore the influence of workplace incivility on the emotional exhaustion of recreational sport/fitness club providers through a cross-level analysis. A total of 200 recreational sport/fitness club providers from Taiwan were selected for the repeated collection of measures and a 10-day diary method was used. The effect of workplace incivility on recreational sport/fitness club employees’ emotional exhaustion on a daily basis was analyzed at the intra-personal level, and the relationship between psychological capital and perceived service climate was studied at the inter-personal level. Five hypotheses were developed and tested using hierarchical linear modeling. The results found that employees’ emotional exhaustion and burnout highly correlated with workplace incivility and service climate. Based on the results, recommendations for employees and sport/fitness centers are proposed. Furthermore, research limitations and future directions are discussed.

Do social conflicts at work affect employees’ job satisfaction?

2018 ◽  
Vol 29 (2) ◽  
pp. 213-235 ◽  
Author(s):  
Alexandra Hagemeister ◽  
Judith Volmer
Keyword(s):  
Job Satisfaction ◽  
Hierarchical Linear Modeling ◽  
Organizational Context ◽  
Daily Basis ◽  
Social Conflicts ◽  
Linear Modeling ◽  
Negative Effects ◽  
Content Type ◽  
Personality Research ◽  
Work Affect

Purpose The purpose of this study is to examine social conflicts with co-workers (SCCWs) as a predictor of job satisfaction with co-workers (JSCWs) on a daily basis. Moreover, dispositional emotion regulation (ER) was suggested to moderate the within-person relationship between daily conflicts at work and JSCWs. Design/methodology/approach Ninety-eight employees from German civil service agencies completed surveys across five consecutive work days. Dispositional variables and controls were assessed in a general survey which was completed before the start of the daily surveys. Findings Hierarchical linear modeling showed that SCCWs at noon were significantly related to employees’ JSCWs in the evening and that dispositional ER moderated this relationship, indicating that people with high abilities of ER reported higher levels of job satisfaction with their co-workers than people with low abilities of ER after experiencing SCCWs. Originality/value The present study links conflict research with organizational and personality research. The findings broaden the understanding of social conflicts in an organizational context and further highlight ER as an important factor which can buffer the negative effects of workplace conflicts.

Teachers’ Perceived Disruption at School and Related Variables from Teachers and School Functioning

2017 ◽  
Vol 20 ◽  
Author(s):  
María Belén Martínez Fernández ◽  
José C. Chacón Gómez ◽  
Javier Martín Babarro ◽  
María José Díaz-Aguado Jalón ◽  
Rosario Martínez Arias
Keyword(s):  
Hierarchical Linear Modeling ◽  
Emotional Exhaustion ◽  
School Context ◽  
Negative Relationship ◽  
Personal Accomplishment ◽  
Climate Data ◽  
Linear Modeling ◽  
Significant Negative Relationship ◽  
School Rules

AbstractThis study explores variables related to teachers’ perception of disruption at school as a function of teachers (sense of personal accomplishment, professional disengagement and depersonalization and emotional exhaustion) and school (overall school management and quality of school rules) factors. Using a questionnaire regarding school climate, data from 4,055 teachers across 187 high schools were analyzed. Hierarchical linear modeling was applied and the results indicate that, taken separately, significant individual teacher predictors (Model 1) explain 26% (95% CI [.23, .29]) of the variability of the perceived disruption, especially depersonalization and emotional exhaustion. Contextual school variables (Model 2) explained 15% (95% CI [.12, .18]) of variance in teachers’ perceived disruption, with a significant negative relationship with the quality of rules. Model 3 included the above factors plus interactions between the emotional exhaustion and depersonalization variables and school indicators (30% of variance explained; 95% CI [.26, .33]). The results indicated the existence of a moderating effect for the quality of school rules, so that fair and properly-applied rules in the school context may be associated with a decrease in the relationship between depersonalization and emotional exhaustion and perceived disruption.

Daily Cyber Incivility and Distress: The Moderating Roles of Resources at Work and Home

2015 ◽  
Vol 44 (7) ◽  
pp. 2535-2557 ◽  
Author(s):  
YoungAh Park ◽  
Charlotte Fritz ◽  
Steve M. Jex
Keyword(s):  
Hierarchical Linear Modeling ◽  
Daily Basis ◽  
Job Control ◽  
Future Research ◽  
Linear Modeling ◽  
Psychological Detachment ◽  
Future Research Directions ◽  
Related Stress ◽  
E Mail ◽  
Psychological Detachment From Work

Given that many employees use e-mail for work communication on a daily basis, this study examined within-person relationships between day-level incivility via work e-mail (cyber incivility) and employee outcomes. Using resource-based theories, we examined two resources (i.e., job control, psychological detachment from work) that may alleviate the effects of cyber incivility on distress. Daily survey data collected over 4 consecutive workdays from 96 employees were analyzed using hierarchical linear modeling. Results showed that on days when employees experienced cyber incivility, they reported higher affective and physical distress at the end of the workday that, in turn, was associated with higher distress the next morning. Job control attenuated the concurrent relationships between cyber incivility and both types of distress at work, while psychological detachment from work in the evening weakened the lagged relationships between end-of-workday distress and distress the following morning. These findings shed light on cyber incivility as a daily stressor and on the importance of resources in both the work and home domains that can help reduce the incivility-related stress process. Theoretical and practical implications, limitations, and future research directions are discussed.

Linking positive psychological capital with customer value co-creation

2017 ◽  
Vol 29 (4) ◽  
pp. 1235-1255 ◽  
Author(s):  
Yi-Hsuan Lee ◽  
Chan Hsiao ◽  
Yee-Chen Chen
Keyword(s):  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Customer Value ◽  
Psychological Capital ◽  
Driving Forces ◽  
Mediating Effect ◽  
Linear Modeling ◽  
Content Type ◽  
Positive Psychological Capital ◽  
The Relationship

Purpose This study aims to identify the driving forces of customer value co-creation (VCC) that occur through employee positive psychological capital (PPC), employee service-oriented organizational citizenship behavior (SOOCB) and customer brand experience (BE). Design/methodology/approach In total, 493 valid samples were retrieved from 30 hotels in Taiwan. Hierarchical linear modeling was used to extensively and accurately examine customer VCC from a cross-level perspective. Findings The results showed that employee PPC was not positively related to customer VCC, that employee PPC affected customer VCC indirectly through the mediating effect of employee SOOCB and that the relationship between employee SOOCB and customer VCC was positively moderated by customer BE. Originality/value First, this study investigated the customer VCC driving forces through the role of the employee, and thus advances the customer VCC field. Second, it identified employee SOOCB as a key mediating mechanism that links the indirect relationship between employee PPC and customer VCC. Third, it identified customer BE as a key moderating mechanism in the relationship between employee SOOCB and customer VCC. Fourth, regarding methodology, few studies investigate VCC through a cross-level approach. The present study used hierarchical linear modeling to extensively and accurately examine customer VCC and its cross-level relationships, thus providing greater research value compared with single-level analysis. Finally, the result findings suggest that organizational leaders should enhance the PPC of employees in furtherance of encouraging the employees to perform extra-role SOOCB, which makes customer co-creation behavior, and ultimately, contributes to managerial practice.

scholarly journals How Job Creativity Requirements Affects Employee Creativity: Evidence From a Across-Level Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingshuang Ma ◽  
Haomin Zhang ◽  
Yi Dai
Keyword(s):  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Creative Process ◽  
Theoretical Framework ◽  
Employee Creativity ◽  
Linear Modeling ◽  
The Cross ◽  
The Relationship ◽  
Team Knowledge Sharing ◽  
Level Analysis

The present study adopted the Pygmalion perspective and a multilevel theoretical framework to investigate whether creative process engagement mediates the linkage of job creativity requirement with employee creativity. We examined whether team knowledge sharing moderates the aforementioned relationship. We obtained data from 71 supervisors and their 453 employees from three companies in China and applied Hierarchical Linear Modeling (HLM) version 6.08 to test the cross-level hypotheses. The results revealed that creative process engagement mediates the positive linkage of job creativity requirement with employee creativity. In addition, we observed that team knowledge sharing moderates the relationship among job creativity requirement, employee creativity, and creative process engagement. The practical and theoretical implications of the findings are discussed.

scholarly journals Cross Level Analysis: The Role of Knowledge Management Mediates the Effect of Organizational Culture on Job Performance

2020 ◽  
Vol 7 (1) ◽  
pp. 53
Author(s):  
Fahmi Jahidah Islamy ◽  
Tjutju Yuniarsih ◽  
Eeng Ahman ◽  
Kusnendi Kusnendi
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Hierarchical Linear Modeling ◽  
Positive Impact ◽  
Linear Modeling ◽  
Study Program ◽  
The City ◽  
Positive Effect ◽  
Level Analysis

This study aims to examine the influence of organizational culture on performance through knowledge management. The sample in this study amounted to 259 lecturers at private universities in the city of Bandung. Two-level hierarchical linear modeling (HLM) is used to analyze hierarchical structure data in this study, namely at the lecturer level as an individual and at the study program as a group level. The results showed that organizational culture had a significant positive effect on knowledge management, knowledge management had a significant positive impact on performance, and organizational culture had a positive and significant impact on performance directly or indirectly.

Gender, Race, and Experiences of Workplace Incivility in Public Organizations

2020 ◽  
pp. 0734371X2092776
Author(s):  
Amy E. Smith ◽  
Shahidul Hassan ◽  
Deneen M. Hatmaker ◽  
Leisha DeHart-Davis ◽  
Nicole Humphrey
Keyword(s):  
Hierarchical Linear Modeling ◽  
Women Of Color ◽  
Local Governments ◽  
White Women ◽  
Public Organizations ◽  
Workplace Incivility ◽  
Linear Modeling ◽  
Men And Women ◽  
Color Experience ◽  
And Performance

Workplace incivility can have deleterious effects on individuals and organizations such as decreased job satisfaction and commitment, employee turnover, and reductions in morale and performance. Moreover, these effects can be exacerbated for women and employees of color. However, few studies have examined predictors of incivility in public sector organizations. This study explores how public employees’ incivility experiences vary across social categories, specifically by gender and race. Data were collected with a survey from all employees of four local governments in North Carolina. The results of hierarchical linear modeling show that women experience more incivility than men, and that men and women of color experience fewer incidences of incivility than White men and women. We also find that race moderates the relationship between gender and workplace incivility. Specifically, women of color experience more incivility than men of color, but less incivility than White women. Finally, women are more likely than men to experience incivility in departments where women constitute the majority of the workforce. Implications of these results for human resource management in public organizations are discussed.

How discretionary behaviors promote customer engagement: the role of psychosocial safety climate and psychological capital

2020 ◽  
pp. 1-19
Author(s):  
Sahar Siami ◽  
Angela Martin ◽  
Mohammadbagher Gorji ◽  
Martin Grimmer
Keyword(s):  
Hierarchical Linear Modeling ◽  
Safety Climate ◽  
Psychological Capital ◽  
Insurance Companies ◽  
Customer Engagement ◽  
Linear Modeling ◽  
Service Employees ◽  
Individual Level ◽  
Engagement Behavior ◽  
The Individual

Abstract The study examines the effect of psychosocial safety climate (PSC) and psychological capital (PsyCap) on customer engagement through discretionary service behaviors including adaptive and proactive service behaviors (ASB and PSB). A field study of 56 managers, 513 service employees, and 560 customers in 56 branches of insurance companies was carried out to test a theoretical model using hierarchical linear modeling (HLM7). The results demonstrated that PsyCap and PSC were both positively associated with ASB and PSB at the individual level. The results also showed that an interaction between PsyCap and PSC was related to ASB but not PSB. This suggested that PsyCap and PSC interact in a synergic manner to affect service employees' engagement in ASB, beyond their direct effects. At the branch level, ASB was not associated with customer engagement behavior, but PSB was. Furthermore, PSB mediated the relationship between PSC and customer engagement behavior, although ASB did not.

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