21 research outputs found
Counterproductive Work Behaviors toward Organization and Leader-Member Exchange: The Mediating Roles of Emotional Exhaustion and Work Engagement
In this article, we develop and empirically test a model of antecedents of organizational counterproductive work behavior (CWB-O) specifying work engagement and emotional exhaustion as mediators of the relationship between leader–member exchange (LMX) and CWB-O. Our results show (a) that the relationship between LMX and organizational CWB-O is partially mediated by work engagement and (b) that the relationship between work engagement and CWB-O is partially mediated by emotional exhaustion. We discuss our findings and their implications for research and practice
Understanding the Relationship Between Antecedents of Heavy Work Investment (HWI) and Burnout
Following Snir and Harpaz’s (2012) model of Heavy Work Investment (HWI), we propose
a model that clarifies the relationship of antecedents of HWI to burnout. The model consists
of several components: (a) external/situational antecedents, ‘income’ and ‘workload’ and
internal/dispositional antecedents, ‘job engagement’ and ‘workaholism’; (b) a mediator
variable, HWI (divided into ‘time’ and ‘effort’); and (c) ‘burnout’ as the outcome variable.
Data was obtained by social science students who surveyed 388 Romanian employees, ages
19 to 66, on two consecutive occasions with a six-week interval (times T1 and T2). Using
structural equation modelling, the mediation has an excellent fit at both T1 and T2. The
mediation role of HWI is confirmed for T2, with respect to three factors – job engagement,
workaholism and workload – but not for T1. The findings are discussed, as are their
contribution to the theoretical literature and new directions for further research and
organizational practice
Heavy-Work Investment, Its Organizational Outcomes and Conditional Factors: A Contemporary Perspective over a Decade of Literature
The construct of heavy-work investment (HWI) is bi-dimensional, revolving around the investment of both time and effort at work. The current paper expands the research thinking and joins the pioneering studies that explore HWI as a relatively new concept in the work-related literature (since 2012). The prime aim of this conceptual paper is to develop a model regarding the intricate relationships between the dimensions of HWI and their work outcomes (with emphasis on possible conditional factors). In particular: (1) we refine the definition of HWI by accounting for the different levels of time and effort investment and (2) we outline multiplex propositions with regard to possible (positive and negative) outcomes of HWI, considering different moderators that can potentially impact these associations. Finally, we offer practical implications for human resource management
Adapting to the New Era: Necessary Steps for Advancing a Robust Science
The world has changed tremendously in the past decades. Changes in technology as well as
globalization and ferocious business competition phenomena have permeated the
workplace and the academic world. These changes and phenomena compel the academic
world to adjust itself correspondingly in order to meet the challenges of the new world
while maintaining its important role of developing, preserving and spreading human
knowledge.
The purpose of this paper is to provoke thinking and to generate discussion about the ways
the academic world should play out its role in light of the threats and opportunities of the
new world. Specifically, it points out some of the difficulties that the academic world is
experiencing currently, and proposes some new mechanisms to foster robust academic
endeavours
Selection of Employees with Disabilities – Has the Burden on the Employer Become too Heavy?
Civil rights legislation regarding people with disabilities prohibits discrimination, and guarantees that people with disabilities – including learning disorders or Attention Deficit Hyperactivity Disorders (ADHD) – have the same opportunities as everyone else. The employer is required to perform accommodations for them at the workplace such as adjusting job application procedures. It is our view that the legislation is important and necessary because it helps people with disabilities to become integrated and to contribute at work and in society. Nevertheless, to a degree, it ‘mistreats’ the employer by not requiring applicants to disclose the accommodations that helped them with their scholastic or selection tests achievements. Thus, the employer is denied the ability to make well-informed, realistic selection decisions, and at the same time – it creates a high potential for job failure. This paper includes suggestions how to create a fair and transparent selection culture that benefits all parties – disabled applicants as well as employers
Psychological resources and strategies to cope with stress at work
Introduction: the choice of strategies to cope with stress has differential effects on individual and organizationaloutcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing intheir positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategiesto cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizationalsetting.Method: A questionnaire was filled out by 554 employees from different organizations representing a wide rangeof jobs and positions.Results: Structural Equation Modeling (SEM; c2(7) = 27:64, p < :01, GFI = :99, NFI = :91, CFI = :93,RMSEA = :07)Conclusion: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) werepositively related to coping by change and by acceptance and negatively related to withdrawal. The theoreticalimplications are discussed.Introducción: la elección de estrategias de afrontamiento al estrés, tiene efectos diferenciales en los resultados individuales y organizacionales (por ejemplo, el bienestar y el rendimiento en el trabajo). En este estudio se examino hasta qué punto las personas que difieren en sus recursos psicológicos positivos (optimismo, esperanza, autoeficacia y resiliencia) implementan diferentes estrategias para hacer frente al estrés en términos de cambio, aceptación o retirada de una fuente de estrés en un entorno organizacional. Método: 554 empleados de diferentes organizaciones que representan una amplia gama de puestos de trabajo y puestos respondieron un cuestionario.
Resultados: modelado de ecuaciones estructurales (SEM; χ2(7) = 27.64, p < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07)
Conclusión: Los resultados indicaron que los recursos psicológicos (optimismo, esperanza, autoeficacia y resiliencia) estaban relacionados positivamente con el afrontamiento por el cambio y por la aceptación, y negativamente relacionados con la retirada. Las implicaciones teóricas son discutidas
Recursos psicológicos y estrategias de afrontamiento con estrés en el trabajo
Introduction: the choice of strategies to cope with stress has differential effects on individual and organizational
outcomes (e.g. well-being and performance at work). This study examined to what extent individuals differing in
their positive psychological resources (optimism, hope, self-efficacy and resilience) implement different strategies to cope with stress in terms of change, acceptance, or withdrawal from a source of stress in an organizational setting.
Method: A questionnaire was filled out by 554 employees from different organizations representing a wide range of jobs and positions.
Results: Structural Equation Modeling (SEM; χ 2 (7) = 27.64, p < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07)
Conclusion: the results indicated that psychological resources (optimism, hope, self-efficacy and resilience) were positively related to coping by change and by acceptance and negatively related to withdrawal. The theoretical implications are discussed.Introducción: la elección de estrategias de afrontamiento al estrés, tiene efectos diferenciales en los resultados individuales y organizacionales (por ejemplo, el bienestar y el rendimiento en el trabajo). En este estudio se examino hasta qué punto las personas que difieren en sus recursos psicológicos positivos (optimismo, ´ esperanza, autoeficacia y resiliencia) implementan diferentes estrategias para hacer frente al estrés en términos ´ de cambio, aceptación o retirada de una fuente de estrés en un entorno organizacional Método: 554 empleados de diferentes organizaciones que representan una amplia gama de puestos de trabajo ´ y puestos respondieron un cuestionario. Resultados: modelado de ecuaciones estructurales (SEM; χ 2 (7) = 27.64, p < .01, GFI = .99, NFI = .91, CFI = .93, RMSEA = .07) Conclusión: Los resultados indicaron que los recursos psicológicos (optimismo, esperanza, autoeficacia y ´ resiliencia) estaban relacionados positivamente con el afrontamiento por el cambio y por la aceptación, y ´ negativamente relacionados con la retirada. Las implicaciones teóricas son discutidas