conservation of resources theory
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Leadership ◽  
2021 ◽  
pp. 174271502110552
Author(s):  
Ace V Simpson ◽  
Arménio Rego ◽  
Marco Berti ◽  
Stewart Clegg ◽  
Miguel Pina e Cunha

During times of suffering such as that inflicted by the COVID-19 pandemic, compassion expressed by leaders helps to ease distress. Doing so, those in a position to provide resources that might facilitate coping and recovery are attentive to the situations of distress. Despite an abundance of leadership theorizing and models, there still is little academic literature on compassionate leadership. To address this limitation, we present an exploratory case study of New Zealand Prime Minister Jacinda Ardern, someone widely recognized for her compassionate leadership and frequently described in paradoxical terms (e.g. ‘kind and strong’; embodying ‘steel and compassion’). We address her compassionate leadership through the lenses of paradox theory, legitimacy theory and conservation of resources theory. We contribute a heuristic framework that sees various types of legitimacy leveraged synergistically to build resources and alleviate suffering – providing further legitimacy in an upward spiral of compassionate leadership.


Author(s):  
Rui She ◽  
Keiman Wong ◽  
Jiaxi Lin ◽  
Kinlong Leung ◽  
Youmin Zhang ◽  
...  

Abstract Background and aims The COVID-19 pandemic poses a grim challenge to adolescents’ daily life, including schooling and learning, which has great impacts on their mental and behavioral health. This study aimed to test the roles of stress related to schooling and online learning during COVID-19 (COVID-19 stress) in depression and Internet gaming disorder (IGD) among adolescents and the potential mediators of social support, academic stress, and maladaptive emotion regulation based on the framework of Conservation of Resources theory. Sex differences in these associations were further examined. Methods A school-based survey was conducted among Chinese adolescents in 13 secondary schools in Hong Kong (n = 3,136) from September to November 2020 (48.1% males; mean age = 13.6 years old) using stratified random sampling. Results The prevalence of probable depression and IGD was 60% and 15%, respectively. Results of structural equation modeling indicated that the proposed model fit the data well (χ2/df = 7.77, CFI = 0.92, IFI = 0.92, RMSEA = 0.05). COVID-19 stress was positively and indirectly associated with both depression and IGD through social support, academic stress, and maladaptive emotion regulation. Multi-group analyses identified that the associations between COVID-19 stress and academic stress, between academic stress and depression, and between social support and depression were stronger among females compared to males. Discussion and conclusions Findings highlight the roles of academic stress, poor social support, maladaptive emotion regulation, and sex to understand how disruption and stress caused by COVID-19 increases adolescent depression and IGD. Psychosocial interventions based on these factors are highly warranted.


2021 ◽  
pp. 1-19
Author(s):  
Esme Franken ◽  
Tim Bentley ◽  
Azadeh Shafaei ◽  
Ben Farr-Wharton ◽  
Leigh-ann Onnis ◽  
...  

Abstract Coronavirus disease 2019 (COVID-19) has seen a shift in remote work from being a discretionary flexible work policy to a mandatory requirement for several workplaces. This ‘forced flexibility’ has meant that organisations and their employees have had to adapt swiftly to new requirements and arrangements for how work is done. Working remotely, often at home in ‘virtual workspaces’, has become commonplace for many employees across Australia and globally. Drawing on findings from two qualitative phases of research in an Australian resources company, we use conservation of resources theory to explore the factors influencing processes related to wellbeing and productivity for employees working remotely in the COVID-19 environment. We identify challenges associated with working remotely, as well as important resources for wellbeing and productivity. Practical implications are also discussed.


2021 ◽  
Vol 12 ◽  
Author(s):  
Shaoxue Wu ◽  
Daisy Mui Hung Kee ◽  
Daiheng Li ◽  
Dan Ni

Existing studies mainly explore the antecedents and distal outcomes of voice behavior of employees. Less is known about what may occur after supervisors endorse ideas of employees. Based on the conservation of resources theory, we explored how and when voice endorsement affects job performance and voice behavior of employees. With the sample of 444 matched supervisor–subordinate pairs from a large organization, we found that voice endorsement of supervisors positively influences voice behavior and job performance of employees through the mediating effects of positive mood and work engagement. Additionally, we found that the voice commitment of employees strengthens the influence of voice endorsement of supervisors on positive mood of employees. Theoretical and practical implications of these findings are discussed.


2021 ◽  
pp. 105960112110224
Author(s):  
E. Anne Bardoel ◽  
Robert Drago

The definition of individual resilience remains ambiguous. This article responds to that ambiguity by first deriving a definition of individual resilience from conservation of resources (COR) theory. Accordingly, to the extent individuals have sufficient resources and behave according to two key principles of COR theory, they will exhibit resilience in response to significant adversity. A second development builds upon the COR distinction between resources deployed in response to adversity which are resource-preserving as distinct from resource-enhancing, which generate what are here labeled acceptance resilience and strategic resilience, respectively. It is proposed that behaviors associated with acceptance resilience support relative continuity of environments, relationships, and life goals, with strategic resilience behaviors often involving changing environments, relationships, or life goals. Acceptance resilience is related to earlier COR understandings of resilience and relevant resources, while strategic resilience requires distinct or additional resources. Individuals demonstrating the two types of resilience will diverge in terms of openness to new experiences, persistence, loss aversion, and the valuation of future resources. It is further proposed that acceptance resilience is more common than strategic resilience and that organizations which find resilience valuable will tend to support acceptance resilience, in part because strategic resilience may generate turnover in response to adversity. The analysis addresses related issues, including coping, career change, burnout, as well as teams and organizations. Implications for theory, practice, and future research conclude the work.


Author(s):  
Guido Alessandri ◽  
Evelina De Longis ◽  
Gianluca Cepale

AbstractExhaustion refers to the feeling of ongoing loss of emotional, physical and cognitive resources. The present study draws on the Conservation of Resources Theory to examine the relationship between chronic exhaustion and negative emotional inertia among 206 employees (aged between 19 and 50 years; M = 21.03; SD = 2.98), in a naturalistic setting. To this purpose, we used a measurement burst design with two intensive bursts—spaced 1 month apart—by repeatedly sampling exhaustion and negative affect with 18 daily diaries (a morning and an evening assessment each day) per burst. After controlling for potential confounders, results showed that exhaustion at Burst 1 predicted negative emotional inertia at Burst 2, and not the other way around. These findings advance the knowledge on the relationship between exhaustion and negative emotional inertia by providing further insights on the likely direction of causality between study variables, that is from exhaustion to inertia (but not vice versa). Practical implication, limitations, and directions for future research are also discussed.


Author(s):  
Himani Oberai

Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs his psychological well-being. This study also describes the coping mechanism which an individual can adopt in order to manage the negative aspects of workplace ostracism. The organizational administrators need to focus on this silent form of harassment, which is making the organization weak on a broader scope. Thus, a serious need of encouraging healthy communication, cooperation and coordination is required in every organization in order to avoid counter-productive work behaviors.


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