scholarly journals De invloed van werkomstandigheden in Nederlandse distributiecentra op inzetbaarheidsovertuigingen van Hongaarse free movers

2020 ◽  
Vol 36 (2) ◽  
Author(s):  
Panna Kerti ◽  
Brigitte Kroon
Keyword(s):  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Gekenmerkt Door

Bij hun transitie naar de arbeidsmarkt van West-Europese EU-lidstaten komen Midden- en Oost-Europese free movers vaak terecht in laagbetaalde banen met precaire werkomstandigheden. Centraal in dit onderzoek staat de vraag hoe Hongaarse free movers hun inzetbaarheid beleven in de context van hun levensloop, hun opleiding, hun ervaringen in Nederland en de werkomstandigheden in Nederlandse distributiecentra. Uit analyse van 18 fenomenologische interviews blijkt dat Hongaarse free movers vaak te maken hebben met precaire werkomstandigheden in distributiecentra, die leiden tot de onmogelijkheid om Nederlands te leren, uitputting van energiereserves en een onzekere financiële situatie. Vaak valt dit samen met een levensloop die wordt gekenmerkt door verlieservaringen, waardoor ook werknemers met een voltooide vervolgopleiding en relevante werkervaring de overtuiging missen dat zij een baan zullen vinden die zij werkelijk ambiëren. Deze bevinding is in overeenstemming met de conservation of resources theory, die stelt dat het verlies van hulpbronnen leidt tot stress en onzekerheid, wat proactief gedrag dat nodig is voor het verbeteren van een positie op de arbeidsmarkt hindert.

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

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.

scholarly journals Jeopardies of Aversive Leadership: A Conservation of Resources Theory Approach

2018 ◽  
Vol 9 ◽  
Author(s):  
Tasneem Fatima ◽  
Mehwish Majeed ◽  
Syed Z. A. Shah
Keyword(s):  
Conservation Of Resources ◽  
Theory Approach ◽  
Conservation Of Resources Theory

Following an Uneven Lead: Trickle-Down Effects of Differentiated Transformational Leadership

2020 ◽  
pp. 014920632093158 ◽  
Author(s):  
Kai C. Bormann ◽  
Mathias Diebig
Keyword(s):  
Transformational Leadership ◽  
Field Study ◽  
Helping Behavior ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Hierarchical Levels ◽  
Using Data ◽  
Unit Stress ◽  
Stage 1 ◽  
Trickle Down

Drawing from conservation-of-resources theory, we examine a trickle-down model of differentiated transformational leadership (leaders treating followers differently) across three hierarchical levels (i.e., managers, supervisors, and supervisors’ followers). Specifically, we develop a model in which manager differentiated transformational leadership increases department unit stress (i.e., the managers’ group of followers), which then translates into increased differentiated supervisor transformational leadership. The latter then again positively predicts team unit stress (i.e., the supervisors’ group of followers) and, eventually, results in decreased team helping behavior of supervisors’ followers. We tested this model using data from a large, multisource field study. The results provide support for our trickle-down model in that department managers’ differentiated transformational leadership decreased team helping behavior two hierarchical levels below the manager via increasing department unit stress (Stage 1 mediator), supervisor differentiated transformational leadership (Stage 2 mediator), and team unit stress (Stage 3 mediator).

Sign in / Sign up

Export Citation Format

Share Document