scholarly journals The Cross-Level Moderation Effect of Resource-Providing Leadership on the Demands—Work Ability Relationship

2021 ◽  
Vol 18 (17) ◽  
pp. 9084
Author(s):  
Anne Richter ◽  
Marta Roczniewska ◽  
Carina Loeb ◽  
Christiane R. Stempel ◽  
Thomas Rigotti
Keyword(s):  
Multilevel Modeling ◽  
Work Ability ◽  
Role Ambiguity ◽  
Work Groups ◽  
Positive Impact ◽  
Job Demands ◽  
Group Level ◽  
Moderation Effect ◽  
Individual Work ◽  
Emotional Demands

Employees in female-dominated sectors are exposed to high workloads, emotional job demands, and role ambiguity, and often have insufficient resources to deal with these demands. This imbalance causes strain, threatening employees’ work ability. The aim of this study was to examine whether resource-providing leadership at the workplace level buffers against the negative repercussions of these job demands on work ability. Employees (N = 2383) from 290 work groups across three countries (Germany, Finland, and Sweden) in female-dominated sectors were asked to complete questionnaires in this study. Employees rated their immediate supervisor’s resource-providing leadership and also self-reported their work ability, role ambiguity, workload, and emotional demands. Multilevel modeling was performed to predict individual work ability with job demands as employee-level predictors, and leadership as a group-level predictor. Work ability was poor when employees reported high workloads, high role ambiguity, and high emotional demands. Resource-providing leadership at the group level had a positive impact on employees’ work ability. We observed a cross-level interaction between emotional demands and resource-providing leadership. We conclude that resource-providing leadership buffers against the repercussions of emotional demands for the work ability of employees in female-dominated sectors; however, it is not influential in dealing with workload or role ambiguity.

EXPRESS: Individual- and Group-Level Consequences of Divergence in Perceived Group Affect

2021 ◽  
pp. 001872672110385
Author(s):  
Sophia Soyoung Jeong ◽  
M. Audrey Korsgaard
Keyword(s):  
Positive Affect ◽  
Social Integration ◽  
Field Study ◽  
Social Dynamics ◽  
Group Performance ◽  
Work Groups ◽  
Positive Impact ◽  
Work Group ◽  
Group Level ◽  
Shared Affect

The shared mood or affect of a work group can exert a powerful influence on the group’s social dynamics and effectiveness. However, the mood of others can be difficult to read, leading to divergent perceptions of group affect among members. What happens when individuals perceive the group’s affect differently? We answer this question by investigating how divergence in perceptions of group affect influences individuals’ social integration and the group’s performance. In doing so, we examine the implications of divergence in perceived group affect for individuals and the group as a whole. In a field study of 1,419 individuals in 107 work groups, we found that divergence in perceptions of the group’s positive affect was negatively associated with individuals’ commitment to the team and undermined the positive impact of group affect on group performance. We discuss the implications of our findings for refining theory on group affect, the value of strongly shared affect, and how leaders can foster a stronger sense of shared affect within groups.

scholarly journals PROCESS OF WORK ABILITY DEVELOPMENT IN THE LIGHT OF JOB DEMANDS-RESOURCES MODEL

2019 ◽  
Vol 24 (3) ◽  
Author(s):  
Łukasz Baka ◽  
Keyword(s):  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Job Resources ◽  
Cognitive Demands ◽  
Emotional Demand ◽  
Organizational Resource ◽  
State Administration ◽  
Emotional Demands ◽  
Positive Effect

Drawing from job demand – resources model the study aimed to identify the mechanism of development work ability. Specifically, the direct effect of job resources on work ability and the indirect effects of work engagement were investigated. Three types of job resources (e.g. task resource, organizational resource and interpersonal resource) were taken into account. The moderation effects of cognitive and emotional demand on the job resources – work engagement link were also tested. Data were collected among 414 employees of the state administration. The results confirmed both the direct and indirect effect, but the last one was more stronger. The three types of job resources intensified work engagement and this, in turn increased level of work ability. Two-way interactional effects (resources x demands) were supported weakly. Only two of the six effects were statistically significant. Cognitive demands intensified the positive effect of interpersonal resources on work engagement. Emotional demands, in turn reduced the relation. The three-way interactional effect turned out to be significant. The highest level of work engagement was observed in group of employees with high interpersonal resources, high cognitive demands and low emotional demands. The findings provide further insight into processes leading to development of work ability. Key words: work ability, work engagement, job demands – resources model

scholarly journals New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee’s health and work ability

2021 ◽  
pp. 239700222110290
Author(s):  
Antonia-Sophie Döbler ◽  
André Emmermacher ◽  
Stefanie Richter-Killenberg ◽  
Joshua Nowak ◽  
Jürgen Wegge
Keyword(s):  
Job Satisfaction ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
Work Ability ◽  
Job Demands ◽  
Well Being ◽  
Job Crafting ◽  
Equation Modeling ◽  
Personal Resources

The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations.

scholarly journals Job Stress in Journalism: Interaction between Organisational Support and Job Demands–Resources Model

2017 ◽  
Vol 7 (4) ◽  
pp. 150 ◽  
Author(s):  
Imad Al Muala
Keyword(s):  
Job Stress ◽  
Job Insecurity ◽  
Job Demands ◽  
Hierarchical Regression ◽  
Moderation Effect ◽  
Organisational Support ◽  
Additional Support ◽  
The Impact ◽  
The Relationship ◽  
Task Significance

This study aims to analyse the impact of job demands and job resources on job stress among journalists in Jordan. In addition, the moderation effect of organisational support on such relationship is assessed in this research. A questionnaire survey was conducted among journalists working in daily newspapers in Jordan. This study used multiple and hierarchical regression analyses and determined a significant and positive relationship amongst emotional demands, job insecurity, and task significance on job stress. Additionally, organisational support moderated the relationship between task significance and job stress. Results of study revealed that the organisational support moderates the relationship between task significance and job stress. This finding could challenge journalists, newspaper managements and decision-makers in Jordan. When journalists work on sensitive topics and are in conflict areas, they are in need of additional support from newspaper managements to mitigate high job stress and motivate them to produce quality work.

scholarly journals Employee engagement and Emotional Exhaustion of Fly-In-Fly-Out Workers: A Diary Study

2018 ◽  
Author(s):  
Simon Albrecht ◽  
Jeromy Anglim
Keyword(s):  
Employee Engagement ◽  
Emotional Exhaustion ◽  
Hierarchical Modeling ◽  
Job Demands ◽  
Job Resources ◽  
Future Research ◽  
Bayesian Hierarchical ◽  
Emotional Demand ◽  
Work Cycle ◽  
Emotional Demands

Objective: Although Fly-in-Fly-Out (FIFO) work practices are widely used, little is known about their impact on the motivation and wellbeing of FIFO workers across the course of their work cycles. Drawing from the Job Demands-Resources model, we aimed to test for the within-person effects of time of work cycle, job demands, and job resources on emotional exhaustion and employee engagement at three day-intervals. Method: Fifty-two FIFO workers filled out three or more on-line diary surveys after every three days of their on-site work roster. The survey consisted of items drawn from previously validated scales. Bayesian hierarchical modeling of the day-level data was conducted. Results: Workers, on average, showed a decline in engagement and supervisor support, and an increase in emotional demand over the course of the work cycle. The results of the hierarchical modeling showed that day-level autonomy predicted day-level engagement and that day-level workload and emotional demands predicted emotional exhaustion. Conclusions: The findings highlight the importance of managing FIFO employees' day-to-day experiences of job demands and job resources because of their influence on employee engagement and emotional exhaustion. To best protect FIFO worker day-level wellbeing, employing organisations should ensure optimal levels of job autonomy, workload, and emotional demands. Practical implications, study limitations and areas for future research are outlined.

scholarly journals ROLE CONFLICT AND ROLE AMBIGUITY ON LOCAL GOVERNMENT INTERNAL AUDITORS: THE DETERMINANT AND IMPACTS

2016 ◽  
Vol 31 (1) ◽  
pp. 63
Author(s):  
Agil Novriansa ◽  
Bambang Riyanto
Keyword(s):  
Local Government ◽  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Negative Impact ◽  
Positive Impact ◽  
Partial Least Square ◽  
Least Square ◽  
Internal Auditors ◽  
The Impact

The bureaucratic reform at the local government level in Indonesia that was instituted in 2012 has turned local government internal auditors into an important part of government governance systems. The role of local government internal auditors has been expanded to include not only the area of audit oversight, but also the areas of anti-corruption-related and consulting activities. These fundamental changes may potentially induce role conflict and role ambiguity among internal auditors. The objective of this study is to examine empirically the determinants and consequences of role conflict and role ambiguity among local government internal auditors. More specifically, this study attempts to examine the extent to which formalization determines role conflict and role ambiguity; it further tests the impact of role conflict and role ambiguity on commitment to independence and job performance. Questionnaires were distributed to 248 local government internal auditors from 12 Regional Inspectorates in the provinces of Yogyakarta, South Sumatra, and East Java. A total of 176 responses were received, and 124 useable responses from the 176 responses were analysed to test the hypotheses. Using Structural Equation Modelling-Partial Least Square the results show that: formalization is negatively related to role conflict and role ambiguity; role ambiguity has a negative impact on commitment to independence; role conflict has a positive impact on job performance; and role ambiguity has a negative impact on job performance. These findings serve as important external validity evidence on the phenomena associated with role conflict and role ambiguity that occur in the public sector, especially among internal auditors at local government institutions.Keywords: role conflict, role ambiguity, local government, internal auditors

How to make a knowledge-sharing group: a group social capital perspective

2016 ◽  
Vol 45 (3) ◽  
pp. 523-538 ◽  
Author(s):  
Wei-Li Wu ◽  
Yi-Chih Lee
Keyword(s):  
Social Capital ◽  
Social Interaction ◽  
Knowledge Sharing ◽  
Work Groups ◽  
Work Group ◽  
Task Interdependence ◽  
Group Level ◽  
Content Type ◽  
Group Trust ◽  
Group Social Capital

Purpose – Although the work group is the main context for knowledge exchange and combination in today’s organizations, few knowledge-sharing studies have been conducted at the group level. The purpose of this paper is to apply the concept of group social capital to determine how to promote knowledge sharing at the group level. The authors divided group social capital into two segments, conduits and resources, and argue that different group social capital conduits (i.e. work design in this study) lead to varied resources, which subsequently influence group knowledge sharing. Design/methodology/approach – In this study, group social capital conduits included social interaction and task interdependence, and group social capital resources included group trust and a supportive climate for knowledge sharing. The authors conducted a survey on work groups in the high-tech industry using a sample of 86 work groups. Findings – The results indicated that social interaction in a work group was positively related to group trust and that task interdependence was positively related to group trust and a supportive climate for knowledge sharing. Furthermore, group trust and a supportive climate for knowledge sharing were both found to have an influence on knowledge sharing. Originality/value – Applying the concept of group social capital, this paper is the first research to discuss how group social capital conduits and resources influence knowledge sharing. The results of this study lead us to a better understand the relationship between group social capital and knowledge sharing.

Interaction effect of display rules and emotional intelligence on hotel managers’ and non-managers’ work engagement

2018 ◽  
Vol 30 (3) ◽  
pp. 1903-1919 ◽  
Author(s):  
Juan Liu ◽  
Seonghee Cho
Keyword(s):  
Emotional Intelligence ◽  
Work Engagement ◽  
Interaction Effect ◽  
Positive Impact ◽  
Job Demands ◽  
Personal Resources ◽  
Display Rules ◽  
Direct Impact ◽  
Content Type ◽  
Hotel Managers

Purpose This paper aims to investigate the interaction effect of job demands (e.g. display rules; DRs) and personal resources (e.g. emotional intelligence; EI) on work engagement and whether this interaction effect varies between managers and non-managers. Design/methodology/approach This study has been conducted on 572 hotel employees (153 managers and 388 non-managers) in China, and multiple linear regression analyses have been used to analyze the data. Findings The results indicate that the direct impact of DRs on work engagement was significantly positive for both hotel managers and non-managers; DRs boosted the positive impact of EI on work engagement, but only among managers; and EI boosted the positive impact of DRs on work engagement, but only among managers with high EI. Originality/value Previous studies have primarily focused on the antecedents and outcomes of work engagement, but little is about the direct impact of job demands and the interaction effect of job demands and personal resources on work engagement. This is the first study investigating DRs and its interaction effect with EI on work engagement among hotel managers and non-managers, respectively.

Emotionele arbeid en positieve werkuitkomsten: De rol van specifieke hulpbronnen in het werk

2006 ◽  
Vol 19 (4) ◽  
Author(s):  
Jan de Jonge ◽  
Maria C.W. Peeters ◽  
Pascale M. Le Blanc
Keyword(s):  
Health Care ◽  
Health Care Workers ◽  
Job Demands ◽  
Emotion Work ◽  
Job Resources ◽  
Work Outcomes ◽  
Care Workers ◽  
Emotional Demands ◽  
Positive Work

Emotion work and positive work outcomes: The role of specific job resources Emotion work and positive work outcomes: The role of specific job resources J. de Jonge, M.C.W. Peeters & P.M. Le Blanc, Gedrag & Organisatie, Volume 19, November 2006, nr. 4, pp. 345-367 This cross-sectional study among 826 health care workers examined the association between emotion work (defined as emotional demands) and positive work outcomes (i.e., creativity, active learning, and job challenge), and the moderating role of job resources on this relation. The hypotheses were tested with multivariate multiple regression analyses (LISREL 8.30), using cross-validation techniques. The results showed indeed that, compared with a non-match, a match between emotional demands and (emotional) resources increased the chance of positive work outcomes. So, to achieve positive work outcomes it seems to be important for job demands in general and for emotional demands in particular, that a correspondence exists between the kind of job resource and the kind of job demands. From a practical point of view, work-related interventions on emotion work should therefore focus on specific, emotional, job resources to stimulate positive work outcomes for health care workers.

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