scholarly journals We’re Not Gonna Fall: Depressive Complaints, Personal Resilience, Team Social Climate, and Worries about Infections among Hospital Workers during a Pandemic

2021 ◽  
Vol 18 (9) ◽  
pp. 4701
Author(s):  
Bram P. I. Fleuren ◽  
Lieze T. Poesen ◽  
Rachel E. Gifford ◽  
Fred R. H. Zijlstra ◽  
Dirk Ruwaard ◽  
...  
Keyword(s):  
Psychological Health ◽  
Social Climate ◽  
Conservation Of Resources ◽  
Hospital Workers ◽  
High Stakes ◽  
Individual Level ◽  
Organizational Functioning ◽  
Moderated Mediation Model ◽  
Lower Effect ◽  
Personal Resilience

Maintaining hospital workers’ psychological health is essential for hospitals’ capacities to sustain organizational functioning during the COVID-19 pandemic. Workers’ personal resilience can be an important factor in preserving psychological health, but how this exactly works in high stakes situations, such as the COVID-19 pandemic, requires further exploration. Similarly, the role of team social climate as contributor to individual psychological health seems obvious, but how it exactly prevents workers from developing depressive complaints in prolonged crises remains under investigated. The present paper therefore applies conservation of resources theory to study the relationships between resilience, team social climate, and depressive complaints, specifically focusing on worries about infections as an important explanatory mechanism. Based on questionnaire data of 1126 workers from five hospitals in the Netherlands during the second peak of the pandemic, this paper estimates a moderated-mediation model. This model shows that personal resilience negatively relates to depressive complaints (β = −0.99, p < 0.001, 95%CI = −1.45–−0.53), partially as personal resilience is negatively associated with worries about infections (β = −0.42, p < 0.001, 95%CI = −0.50–−0.33) which in turn are positively related to depressive complaints (β = 0.75, p < 0.001, 95% CI = 0.31–1.19). Additionally, team social climate is associated with a lower effect of worries about being infected and infecting others on depressive complaints (β = −0.88, p = 0.03, 95% CI = −1.68–−0.09). These findings suggest that resilience can be an important individual level resource in preventing depressive complaints. Moreover, the findings imply that hospitals have an important responsibility to maintain a good team social climate to shield workers from infection related worries building up to depressive complaints.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

Near-Perfect Automation: Investigating Performance, Trust, and Visual Attention Allocation

2021 ◽  
pp. 001872082110328
Author(s):  
Cyrus K. Foroughi ◽  
Shannon Devlin ◽  
Richard Pak ◽  
Noelle L. Brown ◽  
Ciara Sibley ◽  
...  
Keyword(s):  
Visual Attention ◽  
False Alarm ◽  
Real Time ◽  
Subjective Experience ◽  
Automated System ◽  
Automated Systems ◽  
High Stakes ◽  
Individual Level ◽  
Scan Pattern ◽  
Subjective Trust

Objective Assess performance, trust, and visual attention during the monitoring of a near-perfect automated system. Background Research rarely attempts to assess performance, trust, and visual attention in near-perfect automated systems even though they will be relied on in high-stakes environments. Methods Seventy-three participants completed a 40-min supervisory control task where they monitored three search feeds. All search feeds were 100% reliable with the exception of two automation failures: one miss and one false alarm. Eye-tracking and subjective trust data were collected. Results Thirty-four percent of participants correctly identified the automation miss, and 67% correctly identified the automation false alarm. Subjective trust increased when participants did not detect the automation failures and decreased when they did. Participants who detected the false alarm had a more complex scan pattern in the 2 min centered around the automation failure compared with those who did not. Additionally, those who detected the failures had longer dwell times in and transitioned to the center sensor feed significantly more often. Conclusion Not only does this work highlight the limitations of the human when monitoring near-perfect automated systems, it begins to quantify the subjective experience and attentional cost of the human. It further emphasizes the need to (1) reevaluate the role of the operator in future high-stakes environments and (2) understand the human on an individual level and actively design for the given individual when working with near-perfect automated systems. Application Multiple operator-level measures should be collected in real-time in order to monitor an operator’s state and leverage real-time, individualized assistance.

Does Sincere Social Interaction Stimulate Tourist Immersion? A Conservation of Resources Perspective

2022 ◽  
pp. 004728752110675
Author(s):  
ZiMing Jiang ◽  
HongWei Tu
Keyword(s):  
Structural Equation Modeling ◽  
Social Interaction ◽  
Structural Equation ◽  
Online Survey ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Emotional Solidarity ◽  
The Relationship

Drawing on conservation of resources (COR) theory, this study examines how and when sincere social interaction affects tourist immersion at the destination. We develop a moderated mediation model in which emotional solidarity mediates the relationship between sincere social interaction and tourist immersion, while extraversion moderates the link between sincere social interaction and emotional solidarity. Data were collected from 391 tourists via an online survey and were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that sincere social interaction directly influences tourist immersion, and this relationship is mediated by emotional solidarity. Furthermore, extraversion significantly moderates the effects of sincere social interaction on emotional solidarity, and this effect is stronger for tourists with high extraversion scores. Additionally, extraversion strengthens the indirect link between sincere social interaction and tourist immersion, and again, the link is stronger for highly extraverted tourists.

Dear top management, please don’t make me a cynic: intention to sabotage

2016 ◽  
Vol 35 (10) ◽  
pp. 1266-1286 ◽  
Author(s):  
A. Mohammed Abubakar ◽  
Huseyin Arasli
Keyword(s):  
Procedural Justice ◽  
Conservation Of Resources ◽  
Differentiated Service ◽  
Work Processes ◽  
Content Type ◽  
Individual Level ◽  
Service Sabotage ◽  
Employee Cynicism ◽  
The Impact ◽  
The Relationship

Purpose The conceptualization of service sabotage failed to adequately tap the domain of interest. Phenomena like turnover and service sabotage are difficult to measure and are not suitable for individual-level study. However, “intention” is suitable for individual-level or management-oriented studies. The paper aims to discuss these issues. Design/methodology/approach A new scale (eight items) to measure the intention to sabotage was developed and tested using a sample of bank (n=313) and insurance (n=258) employees in Nigeria. Cynicism and the desire for justice are the roots of sabotage. As such, the inability to stabilize institutionalized work processes and procedures may cause employees to be overcome with the intention to sabotage service, prior to the actual sabotage. Drawing on conservation of resources theory, this paper investigates the impact of employee cynicism on intention to sabotage as moderated by procedural justice. Findings The analyses suggest that employee cynicism is related to the intention to sabotage, and procedural justice moderates the relationship between employee cynicism and intention to sabotage. The findings endorse the model of interest, and implications of this study for research and practice are discussed. Originality/value The study differentiated service sabotage from intention to sabotage, and developed and tested a scale to measure the intention to sabotage.

scholarly journals The Impact of Customer Contact on Collective Human Energy in Firms

2018 ◽  
Vol 44 (5) ◽  
pp. 915-952
Author(s):  
Petra Kipfelsberger ◽  
Heike Bruch ◽  
Dennis Herhausen
Keyword(s):  
Transformational Leadership ◽  
Organizational Level ◽  
Data Set ◽  
Customer Contact ◽  
Individual Level ◽  
Moderated Mediation Model ◽  
Human Energy ◽  
The Individual ◽  
High Level ◽  
The Impact

This article investigates how and when a firm’s level of customer contact influences the collective organizational energy. For this purpose, we bridge the literature on collective human energy at work with the job impact framework and organizational sensemaking processes and argue that a firm’s level of customer contact is positively linked to the collective organizational energy because a high level of customer contact might make the experience of prosocial impact across the firm more likely. However, as prior research at the individual level has indicated that customers could also deplete employees’ energy, we introduce transformational leadership climate as a novel contingency factor for this linkage at the organizational level. We propose that a medium to high transformational leadership climate is necessary to derive positive meaning from customer contact, whereas firms with a low transformational leadership climate do not get energized by customer contact. We tested the proposed moderated mediation model with multilevel modeling and a multisource data set comprising 9,094 employees and 75 key informants in 75 firms. The results support our hypotheses and offer important theoretical contributions for research on collective human energy in organizations and its interplay with customers.

scholarly journals Workplace team resilience: A systematic review and conceptual development

2020 ◽  
Vol 10 (3-4) ◽  
pp. 169-200 ◽  
Author(s):  
Angelique Hartwig ◽  
Sharon Clarke ◽  
Sheena Johnson ◽  
Sara Willis
Keyword(s):  
Multilevel Model ◽  
Conceptual Development ◽  
Work Teams ◽  
Individual Level ◽  
Team Resilience ◽  
The Face ◽  
Multilevel Perspective ◽  
Personal Resilience ◽  
The Relationship ◽  
Conceptual Nature

Workplace team resilience has been proposed as a potential asset for work teams to maintain performance in the face of adverse events. Nonetheless, the research on team resilience has been conceptually and methodologically inconsistent. Taking a multilevel perspective, we present an integrative review of the workplace team resilience literature to identify the conceptual nature of team resilience and its unique value over and above personal resilience as well as other team concepts. We advance resilience research by providing a new multilevel model of team resilience that offers conceptual clarification regarding the relationship between individual-level and team-level resilience. The results of our review may form the basis for the development of a common operationalization of team resilience, which facilitates new empirical research examining ways that teams can improve their adversity management in the workplace.

How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

2018 ◽  
pp. 1-19 ◽  
Author(s):  
Han Ren ◽  
Weizheng Chen
Keyword(s):  
Turnover Intention ◽  
Moderated Mediation ◽  
Personal Life ◽  
Conservation Of Resources ◽  
Positive Effects ◽  
Moderated Mediation Model ◽  
Managerial Implications ◽  
Family Demands ◽  
Work Interference With Family ◽  
Work Interference

AbstractWhile an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

scholarly journals Resilience beyond reductionism: ethical and social dimensions of an emerging concept in the neurosciences

2020 ◽  
Author(s):  
Nikolai Münch ◽  
Hamideh Mahdiani ◽  
Klaus Lieb ◽  
Norbert W. Paul
Keyword(s):  
Magnetic Stimulation ◽  
Mental Health Problems ◽  
Human Enhancement ◽  
Social Dimensions ◽  
Ethical Problems ◽  
Individual Level ◽  
Personal Resilience ◽  
The Individual ◽  
Pharmaceutical Interventions ◽  
Social Level

Abstract Since a number of years, popular and scientific interest in resilience is rapidly increasing. More recently, also neuroscientific research in resilience and the associated neurobiological findings is gaining more attention. Some of these neuroscientific findings might open up new measures to foster personal resilience, ranging from magnetic stimulation to pharmaceutical interventions and awareness-based techniques. Therefore, bioethics should also take a closer look at resilience and resilience research, which are today philosophically under-theorized. In this paper, we analyze different conceptualizations of resilience and argue that especially one-sided understandings of resilience which dismiss social and cultural contexts of personal resilience do pose social and ethical problems. On a social level such unbalanced views on resilience could hide and thereby stabilize structural social injustices, and on an individual level it might even lead to an aggravation of stress-related mental health problems by overexerting the individual. Furthermore, some forms of fostering resilience could be a latent form of human enhancement and trigger similar criticisms.

Consumed by obsession: Career adaptability resources and the performance consequences of obsessive passion and harmonious passion for work

2019 ◽  
Vol 73 (6) ◽  
pp. 811-836 ◽  
Author(s):  
Rajiv K Amarnani ◽  
Jennifer Ann L Lajom ◽  
Simon Lloyd D Restubog ◽  
Alessandra Capezio
Keyword(s):  
Emotional Exhaustion ◽  
Work Performance ◽  
Self Regulation ◽  
Conservation Of Resources ◽  
Career Adaptability ◽  
Harmonious Passion ◽  
Obsessive Passion ◽  
Systems Model ◽  
Moderated Mediation Model ◽  
Time Lagged

Does passion predict performance? Whereas harmonious passion is typically associated with strong performance, evidence for the obsessive passion-performance relationship has been so far inconclusive. The mixed results in the literature suggest that there are hitherto unexamined boundary conditions and mechanisms shaping the relationship between obsessive passion and performance. This study draws on principles from conservation of resources and the dual-systems model of self-regulation to explain how these two types of passion (obsessive and harmonious) relate to work performance. We examined career adaptability as a buffer that determines when and for whom obsessive passion precipitates emotional exhaustion as well as when and for whom emotional exhaustion diminishes work performance. This proposed moderated mediation model was tested in two multisource samples in corporate ( N = 139 employee-supervisor dyads) and healthcare sectors ( N = 156 time-lagged employee-peer dyads) respectively. We observed support for the proposed model in both samples. Career adaptability prevents obsessively passionate workers from being consumed by obsession.

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