scholarly journals Is There Any Relationship between Unemployment in Young Graduates and Psychological Resources? An Empirical Research from the Conservation of Resources Theory

2019 ◽  
Vol 35 (1) ◽  
pp. 1-8 ◽  
Author(s):  
María Dolores Merino ◽  
Jesús Privado ◽  
Rocío Arnaiz
Keyword(s):  
Empirical Research ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Conservation Of Resources Theory

The Development of Resources of Students in Adolescence as a Key Issue in Contemporary Education

2015 ◽  
Vol 10 (3) ◽  
pp. 269-275
Author(s):  
Urszula Gosk ◽  
Kamil Kuracki
Keyword(s):  
Social Sciences ◽  
Stress Management ◽  
Empirical Research ◽  
Sense Of Coherence ◽  
Coming Out ◽  
Conservation Of Resources ◽  
Positive Orientation ◽  
Conservation Of Resources Theory ◽  
And Behavior ◽  
Contemporary Education

AbstractIn the presented paper, the issue of recognition and building of resources in adolescent pupils was discussed, referring to salutogenic concept of A. Antonovsky and Conservation of Resources Theory of S. E. Hobfoll. Coming out from developmental pedagogy and positive orientation in social sciences, benefits of scientific and educational actions concentrated on identifying pupils’ resources and supporting them in generating them, were shown. On the basis of Polish and foreign literature, empirical research treating about pupils’ resource, was analyzed, with special attention put to the sense of coherence and its components, stress management and behavior fostering health.

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.

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.

Conservation of resources theory in nurse burnout and patient safety

2017 ◽  
Vol 73 (11) ◽  
pp. 2558-2565 ◽  
Author(s):  
Aoyjai Prapanjaroensin ◽  
Patricia A. Patrician ◽  
David E. Vance
Keyword(s):  
Patient Safety ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Nurse Burnout

Does job stress enhance employee creativity? Exploring the role of psychological capital

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Azka Ghafoor ◽  
Jarrod Haar
Keyword(s):  
Job Satisfaction ◽  
Job Stress ◽  
Psychological Capital ◽  
Positive Influence ◽  
Conservation Of Resources ◽  
Psychological Resources ◽  
Mediation Effects ◽  
Content Type ◽  
Two Samples ◽  
Practical Implications

PurposeUsing the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction.Design/methodology/approachRelationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies.FindingsPsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher.Practical implicationsThis study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits.Originality/valueThe findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.

Servant Leadership, Burnout, and Turnover Intention

2019 ◽  
pp. 197-204
Author(s):  
Muhammad Imran
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Turnover Intention ◽  
Banking Industry ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
High Turnover ◽  
Mediating Role ◽  
Basic Concepts

This chapter is based on the servant leadership theory's effects on the turnover intention through the mediating role of burnout. The basic concepts of the model are derived from conservation of resources theory. The theory predicts that sustained psychological stress can lead to burnout and turnover intention. Servant leadership focuses on reducing the employee stress level and increasing job satisfaction. The study focuses on the banking industry employees and finds the main reasons of high turnover.

scholarly journals Dissatisfied employees, diminished helping: Using psychological capital to buffer the damaging effects of job dissatisfaction on helping behaviours

2019 ◽  
pp. 1-15
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Psychological Capital ◽  
Negative Relationship ◽  
Empirical Support ◽  
Job Dissatisfaction ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Helping Behaviours ◽  
Theoretical Predictions ◽  
Helping Behaviour

AbstractDrawing from conservation of resources theory, this study considers how employees' job dissatisfaction might reduce their engagement in helping behaviour, whereas their psychological capital might enhance this behaviour. The negative relationship between job dissatisfaction and helping behaviour in turn might be buffered by psychological capital. Data from Pakistani organizations provide empirical support for these theoretical predictions. The findings indicate that organizations with employees who feel unhappy about their job situation can still enjoy productive helping behaviours, to the extent they develop adequate personal resources within their ranks.

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