A longitudinal examination of the consequences of OCBs for individuals in organisations: the moderating roles of percieved organisational support and control

The present thesis was conceptualised and conducted against the backdrop of rapidly emerging research that challenges the conventional depiction of OCBs as positive extra-role behaviours that produce beneficial outcomes to both individuals and organisations. The thesis contends that OCBs may be either beneficial or detrimental to individual performers depending on their perceptions of the psychosocial work environment – i.e. perceived job control and perceived organisational support. Both perceived job control and organisational support have been researched in existing theoretical models and prior research which depict and assess these variables as key moderators in the relationship between work stressors and job strain. Hence, the present thesis hypothesised that both job control and support will moderate the effects of Time 1 OCBs (peer reports of OCB-I and OCB-O) on various individual-level outcomes of job satisfaction, organisational commitment, role ambiguity, role overload, work-family conflict, physical exhaustion and work-related depression measured at Time 2, based on a two-wave longitudinal panel methodological design. This newly proposed moderation model was tested across three interrelated Studies (Study 1, Study 2, and Study 3) in which the first two studies were cross-sectional based on Time 1 and Time 2 data, respectively, and the final study provided a longitudinal version of the same analyses. A direct effects model (where the effects of Time 1 OCBs on the Time 2 outcomes were assessed) and a mediation model (in which role stressors were modelled as mediators between OCBs and job attitudes and health) were also examined, alongside the proposed moderation model. In Study 1, based on data from 562 employees in Barbados captured at the first wave, structural equation modelling (SEM) analyses revealed that the direct effects model emerged superior to the mediation and moderation models. There were no significant interaction effects of control and support on any of the outcomes in Study 1. In Study 2, based on data from 427 employees (an attrition rate of 24%) captured at the second wave, the SEM analyses revealed that both mediation and moderation models emerged as the superior models. In the moderation model, both control and support emerged as significant moderators in several relationships between OCBs and the outcome variables. Finally in Study 3, the longitudinal SEM analyses revealed that the ‘normal causation’ direct effects model emerged superior to the reverse and reciprocal causation models as well as the mediation models. The moderation model also emerged as a superior model in which both control and support moderated several relationships between Time 1 OCBs and Time 2 outcome variables. Overall, the present thesis provided some support for the proposed moderation model and is consistent with key assumptions underlying existing theoretical models and findings of prior research on the stressor-strain relationship. The findings reinforced the role of personal job resources such as job autonomy and organisational support as critical factors that can buffer the potentially negative effects of OCBs for individual performers. Theoretical and practical implications, future research recommendations, and study limitations have been discussed in the final chapter of the thesis

A longitudinal examination of the consequences of OCBs for individuals in organisations: the moderating roles of percieved organisational support and control

The present thesis was conceptualised and conducted against the backdrop of rapidly emerging research that challenges the conventional depiction of OCBs as positive extra-role behaviours that produce beneficial outcomes to both individuals and organisations. The thesis contends that OCBs may be either beneficial or detrimental to individual performers depending on their perceptions of the psychosocial work environment – i.e. perceived job control and perceived organisational support. Both perceived job control and organisational support have been researched in existing theoretical models and prior research which depict and assess these variables as key moderators in the relationship between work stressors and job strain. Hence, the present thesis hypothesised that both job control and support will moderate the effects of Time 1 OCBs (peer reports of OCB-I and OCB-O) on various individual-level outcomes of job satisfaction, organisational commitment, role ambiguity, role overload, work-family conflict, physical exhaustion and work-related depression measured at Time 2, based on a two-wave longitudinal panel methodological design. This newly proposed moderation model was tested across three interrelated Studies (Study 1, Study 2, and Study 3) in which the first two studies were cross-sectional based on Time 1 and Time 2 data, respectively, and the final study provided a longitudinal version of the same analyses. A direct effects model (where the effects of Time 1 OCBs on the Time 2 outcomes were assessed) and a mediation model (in which role stressors were modelled as mediators between OCBs and job attitudes and health) were also examined, alongside the proposed moderation model. In Study 1, based on data from 562 employees in Barbados captured at the first wave, structural equation modelling (SEM) analyses revealed that the direct effects model emerged superior to the mediation and moderation models. There were no significant interaction effects of control and support on any of the outcomes in Study 1. In Study 2, based on data from 427 employees (an attrition rate of 24%) captured at the second wave, the SEM analyses revealed that both mediation and moderation models emerged as the superior models. In the moderation model, both control and support emerged as significant moderators in several relationships between OCBs and the outcome variables. Finally in Study 3, the longitudinal SEM analyses revealed that the ‘normal causation’ direct effects model emerged superior to the reverse and reciprocal causation models as well as the mediation models. The moderation model also emerged as a superior model in which both control and support moderated several relationships between Time 1 OCBs and Time 2 outcome variables. Overall, the present thesis provided some support for the proposed moderation model and is consistent with key assumptions underlying existing theoretical models and findings of prior research on the stressor-strain relationship. The findings reinforced the role of personal job resources such as job autonomy and organisational support as critical factors that can buffer the potentially negative effects of OCBs for individual performers. Theoretical and practical implications, future research recommendations, and study limitations have been discussed in the final chapter of the thesis

Dangers of workplace bullying: evidence from the Caribbean

PurposeThe purpose of this paper is to examine whether person-related bullying, work-related bullying, and physically intimidating bullying predict three forms of job strain: physical exhaustion, work-related depression, and interpersonal counterproductive work behaviour (CWB-P).Design/methodology/approachThe study surveyed a wide cross-section of employees across a number of private sector organisations in a small developing country in the Caribbean region.FindingsThe prevalence rate of workplace bullying in the current Caribbean sample was 54 per cent. The regression results revealed that person-related bullying and work-related were positively related to work-related depression, whereas physically intimidating bullying and work-related bullying were positively related to CWB-P. None of the three forms of bullying predicted physical exhaustion. When the overall workplace bullying composite was used, all three job strains were significantly predicted.Research limitations/implicationsThe study utilised a cross-sectional self-report survey research design which does not permit causal inferences to be made. Common method variance is a possible limitation due to the use of self-report measure but this was ruled out by a Harman’s single factor test. Longitudinal research using a mixture of subjective and objective measures is needed to further investigate these relationships reported here.Practical implicationsFirst, social and interpersonal skills and emotional intelligence training and development opportunities should be provided to both managers and employees as a means of developing individuals who are socially aware, interpersonally competent, and emotionally intelligent in their interactions with each other at work. Second, a zero-tolerance approach should be communicated throughout the organisation evidenced by clear and explicit organisational policies against these acts. Third, it would be of good practical value to establish health and safety committees to identify, assess and tackle various psychosocial and other hazards at work (e.g. workplace bullying).Originality/valueThe study utilised a three-dimensional model of bullying at work (as well as a composite form of bullying) for predicting three forms of job strains among employees in various Caribbean workplaces.</jats:sec

Effort-reward imbalance at work: the role of job satisfaction

Purpose The purpose of this paper is to examine the mediating role of job satisfaction in the relationship between effort-reward imbalance (ERI) and burnout, turnover intentions, and mental health. Design/methodology/approach Based on a sample of 323 full-time employees in the small developing country in the Caribbean, this survey study tested a mediation model with job satisfaction depicting the relationship between ERI and various outcome variables. The model was compared to a partial mediation model. Findings The structural equation modelling (SEM) results revealed that the partial mediating model was superior to the full mediation model, suggesting that job satisfaction plays only a partial role in mediating the relationships between ERI and burnout, turnover intentions, and mental health. Research limitations/implications The study presents a cross-sectional approach to model testing but the study controlled for CMV statistically using the common latent factor approach within latent SEM procedures. Practical implications Organisations should ensure that employees’ efforts are appropriately and fairly rewarded as a means of reducing negative ERIs which can have adverse consequences on the physical and mental health of employees. Originality/value Using latent SEM procedures and statistical controls for CMV, the study examined job satisfaction as a potential mediator in a popular stressor-strain model. </jats:sec

Gender, effort-reward imbalance at work, and burnout

Purpose The purpose of this study is to examine gender as a key moderator in the relationship between effort-reward imbalance (ERI) and burnout among employees in Caribbean workplaces. Design/methodology/approach Based on a survey sample of 323 employees in a small developing country in the Caribbean, this study tested the hypothesis that the stressor–strain relationship (captured by ERI and burnout) is stronger for women than for men. Findings The results revealed that the effect of high effort-low rewards (i.e. ERI) on burnout among females was significantly larger than its effect on burnout for males. In contrast, high effort-high rewards were significantly associated with higher burnout levels for males. Research limitations/implications The study used a cross-sectional approach using self-report measures of burnout, effort and rewards. Practical implications Management in organisations should ensure that male and female employees’ efforts and contributions at work are appropriately and fairly rewarded as a means of reducing negative effects of ERIs. Originality/value The study examined how gender moderated the adverse effects of a popular work-stress model on employee health in a developing country context.</jats:sec

Mental health and COVID-19 perceptions in a predominant black population in the Eastern Caribbean: an exploratory study of residents of Barbados

Purpose The purpose of this study is to examine the mental health challenges of residents of Barbados during the COVID-19 pandemic and the relationships between residents’ demographics, COVID-19 perceptions and mental health outcomes. Design/methodology/approach The study surveyed 450 predominantly Black Caribbean respondents to examine their mental ill-health on the various dimensions of the General Health Questionnaire (GHQ)-28 measure and the relationships with demographics and COVID-19 perceptions. Findings Confirmatory factor analysis confirmed the four-factor model solution of GHQ-28 over the single factor solution. Barbadians were generally mild in their mental ill-health on the somatic symptoms, social dysfunction and severe depression dimensions but were at least moderately strained on the anxiety and insomnia dimensions. Younger and unemployed Barbadian respondents reported more adverse mental health outcomes, and perceived severity of COVID-19 infection significantly predicted three of the four dimensions of mental distress (excluding severe depression). Research limitations/implications The study used a cross-sectional self-report survey research design which does not permit causal inferences. Further research is advised to ascertain the longitudinal effects of COVID-19 perceptions over time on mental health outcomes. Practical implications The study’s findings suggest the need for nation-wide, multi-stakeholder interventions or approaches in responding mental health challenges of the population during this crisis. Originality/value The study was the first to examine the mental health outcomes, using GHQ-28, in a small Caribbean country – which represents an underserved space in mental health research. It is the first to empirically examine the relationship between COVID-19 perceptions of Afro-Caribbean people in this region and their resultant mental health outcomes. </jats:sec