Burnout Across Boundaries: Can Parental Burnout Directly or Indirectly Influence Work Outcomes?

Burnout, while historically considered a work-related condition, can be associated with parenting where it can have direct impacts upon parental outcomes and one’s personal resources such as mental health. However, little is known about the domain-incongruent effects of burnout and thus whether parental burnout can manifest within the workplace. The current study uses longitudinal data collected from 499 parents over three intervals across an 8-month period to explore two possible mechanisms. Firstly, a direct relationship is explored by considering whether parental burnout provides incremental validity above job burnout in the prediction of three work outcomes: job satisfaction, turnover intentions, and counterproductive work behaviors. Secondly, it is explored whether depression mediates the relationship between parental burnout and work outcomes. Findings suggest parental burnout may have limited impacts upon work outcomes, providing the impetus for a new direction of research to better understand whether or how burnout in one domain of life can influence the outcomes in other life domains.

Investigation of Effort-Reward Imbalance Model as predictor of Counterproductive Work Behaviors

Introduction: Nowadays, counterproductive behaviors have become a common and costly position for many organizations, and Managers of organizations are always looking for a suitable and practical solution to reduce this type of behavior in their organization. Due to the importance of the subject, the present study aims to investigate the imbalance of effort and reward as a predictor of counterproductive behaviors. Materials and Methods: The present study is a cross-sectional study. The target population was all nurses working in hospitals in Hamadan, and according to the simple random sampling method, 320 people were selected as the research sample. The tools used in this study were the Imbalance of Effort-Reward questionnaire and the counterproductive questionnaire. Data analysis was performed using the Pearson correlation method using SPSS18. Results: The results showed that the effort-reward imbalance model at a significance level of 0.05 is able to predict individual counterproductive behaviors in nurses (P = 0.036). Among the studied variables, the reward variable is able to predict individual counterproductive behaviors (β = -0.179 and P = 0.006) and organizational (β=-0.171 and P = 0.009) and the over-commitment variable is able to predict individual counterproductive behaviors. (β= 0.145 and P = 0.05). According to the results, the effort-reward imbalance model could not predict organizational counterproductive behaviors. Conclusion: Based on the results, it can be concluded that job stress is an important factor in creating Counterproductive behaviors in personnel and the components of the model used in this study can be used to reduce the incidence of these behaviors among nurses.

The Role of Perceived Organizational Justice and Job Satisfaction in Municipality Employees' Cyberslacking Behaviors

Based on equity theory, if employees feel a sense of inequity, their organizational justice perceptions and job satisfaction are considered to be affected negatively. As a defense mechanism to undesired consequences, employees may use neutralization techniques, which pave the way for counterproductive work behaviors. Thus, when employees use “claim of relative acceptability,” which can be summarized as “in comparison to many others, my behavior is nothing at all,” in return to any injustice within the organization, the result may occur as a counter-productive work behavior. Cyberslacking, which is defined as the use of the internet for non-work-related purposes during working hours, is considered to be one of these counterproductive work behaviors. The aim of the study is to examine the effect of perceived organizational justice and job satisfaction levels of municipal employees on their cyberslacking behaviors. The results of analyses showed that perceived organizational justice and job satisfaction levels of employees are negatively associated with cyberslacking behaviors.

Linking Corporate Social Responsibility to Workplace Deviant Behaviors: Mediating Role of Job Satisfaction

The purpose of this article is to present a mechanism through which the deviant work behaviors of employees can be dealt-with positively through corporate good deeds in the form of fulfilling social responsibilities. Based on the spirit of social identity theory and social exchange theory, the study explores the relationships of various deviant behaviors with corporate social responsibility (CSR) through the mediation mechanism of job satisfaction. Data were collected from 385 employees of 40 large manufacturing organizations involved in CSR activities operating in Pakistan. A self-report survey was conducted using a close-ended questionnaire. Data analysis was performed using SEM through Mplus 7. The results reveal that both internal and external CSR contribute to the reduced level of turnover intention, counterproductive work behaviors, and prohibitive voice behaviors. Job satisfaction fully mediates the relationship for internal CSR while partially mediates for external CSR. The study encourages the practitioners to avail approaches that convey the feelings of care, concern, and safety, representing internal CSR practices through diverse HR interventions, organizational support, and justice. They should also keep up the socially responsible behaviors aiming toward the larger community.

Identifying and weighting of dimensions and indicators of individual job performance using fuzzy Delphi and fuzzy analytic hierarchy process techniques

PurposeThe purpose of the study was to identify and weight the dimensions and indicators of individual job performance (IJP).Design/methodology/approachTo identify dimensions and their measuring indicators, a literature review was conducted in PubMed, Embase™, ProQest, Scopus®, Web of Science™ and Google Scholar. Based on the results of the literature review and consensus among the research team, dimensions and measuring indicators were identified and an IJP framework was constructed. For weighting dimensions and indicators, fuzzy analytical hierarchy process (FAHP) and fuzzy Delphi technique (FDT) were conducted, respectively.FindingsBased on the results, the conceptual framework showed that IJP consisted of four dimensions as follows: task performance (TP), contextual performance (CP), counterproductive work behaviors (CWBs) and adaptive performance (AP). The results of FAHP showed that TP (0.358) had the highest weighting in measuring IJP. The weight of CWBs, CP and AP was 0.302, 0.244 and 0.096, respectively. The results showed that 102 indicators were identified to measure the dimensions. Using the FDT, 45 indicators were accepted and 57 were rejected. Of the accepted indicators, 12 indicators belonged to TP. In addition, 11, 12 and 10 belonged to CP, CWBs and AP, respectively.Research limitations/implicationsThe results of the article can be useful in research and practice and bridge the gap between theory and practice. In the research area, the researchers can use this model to develop questionnaires for evaluating IJP in all occupations. The researchers can choose the most effective dimensions or indicators in accordance with the corresponding occupation. Moreover, the results can be used in practice (economic and commercial impact), teaching, influencing public policy and helping to establish a more complete knowledge system.Originality/valueIn order to select dimensions and their measuring indicators, the work in the study took the unique approach to employ powerful decision-making methods combined with fuzzy methods to remove any ambiguity in opinions.

Unbalanced, Unfair, Unhappy, or Unable? Theoretical Integration of Multiple Processes Underlying the Leader Mistreatment-Employee CWB Relationship with Meta-Analytic Methods

Although a litany of theoretical accounts exists to explain why mistreated employees engage in counterproductive work behaviors (CWBs), little is known about whether these mechanisms are complementary or mutually exclusive, or the effect of context on their explanatory strength. To address these gaps, this meta-analytic investigation tests four theoretically-derived mechanisms simultaneously to explain the robust relationship between leader mistreatment and employee CWB: (1) a social exchange perspective, which argues that mistreated employees engage in negative reciprocal behaviors to counterbalance experienced mistreatment; (2) a justice perspective, whereby mistreated employees experience moral outrage and engage in retributive behaviors against the organization and its members; (3) a stressor-emotion perspective, which suggests that mistreated employees engage in CWBs to cope with their negative affect; and (4) a self-regulatory perspective, which proposes that mistreated employees are simply unable to inhibit undesirable behaviors. Moreover, we also examine whether the above model holds across cultures that vary on power distance. Our meta-analytic structural equation model demonstrated that all but the justice mechanism significantly mediated the relationship between leader mistreatment and employee CWBs, with negative affect emerging as the strongest explanatory mechanism in both high and low power distance cultures. Given these surprising results, as the stressor-emotion perspective is less frequently invoked in the literature, this paper highlights not only the importance of investigating multiple mechanisms together when examining the leader mistreatment-employee CWB relationship, but also the need to develop more nuanced theorizing about these mechanisms, particularly for negative affect.

Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

Equity Sensitivity and Organizational Outcomes: Incremental Validity over Big Five Personality Traits

One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.

Impact of Capacity Building on Emotional Intelligence and Counterproductive Work Behaviors: Evidence from FATA Secretariat, Pakistan

This study aim the capacity building practices intrusion on emotional intelligence and counterproductive work behavior about the staff members of FATA Secretariat, Pakistan. The study incorporated questionnaires as a survey tool for data collection among the individual respondents on cross-sectional basis. Two statistical software’s namely SPSS and Liseral were utilized to analyze the collected data. Reliability and validity of the survey tool was checked through confirmatory factor analysis and found ideal. Structure equation modeling was integrated to tartan 3 devotee variables and was also found good. Result of the study depicts that there exists direct positive path among predictors and response variable. Suggestions and future research indications are also included in the study.