53 research outputs found
What happens when employees are furloughed? A resource loss perspective
Furloughs refer to placing employees on a temporary leave with no pay for the period of the leave. The
current study draws from conservation of resources (COR) theory to examine how furloughs affect
employeesâ experiences of burnout, workâfamily conflict, and life satisfaction. Results gathered from
212 individuals show that being furloughed during the 2013 U.S. federal government shutdown was
associated with perceived personal resource loss, which was related to decreased life satisfaction and
increased workâfamily conflict and physical, cognitive, and emotional burnout 5 weeks after the
shutdown ended. The relationships between furlough status and all outcomes were fully mediated by
perceived resource loss. Our findings show that furloughs can and do negatively affect employees and
that these effects last long after the furlough has ended
A study of employee affective organisational commitment and retention in Pakistan:the roles of psychological contract breach and norms of reciprocity
Social exchange theory and notions of reciprocity have long been assumed to explain the relationship between psychological contract breach and important employee outcomes. To date, however, there has been no explicit testing of these assumptions. This research, therefore, explores the mediating role of negative, generalized, and balanced reciprocity, in the relationships between psychological contract breach and employeesâ affective organizational commitment and turnover intentions. A survey of 247 Pakistani employees of a large public university was analyzed using structural equation modeling and bootstrapping techniques, and provided excellent support for our model. As predicted, psychological contract breach was positively related to negative reciprocity norms and negatively related to generalized and balanced reciprocity norms. Negative and generalized (but not balanced) reciprocity were negatively and positively (respectively) related to employeesâ affective organizational commitment and fully mediated the relationship between psychological contract breach and affective organizational commitment. Moreover, affective organizational commitment fully mediated the relationship between generalized and negative reciprocity and employeesâ turnover intentions. Implications for theory and practice are discussed
Designing visualizations for workplace stress management: Results of a pilot study at a Swiss municipality
Job absenteeism and health problems are frequently caused by elevated exposure to work-related stress. The public sector is particularly affected by this development. Nevertheless, public sector organizations seem to have issues to reliably detect stress or to discuss about this topic in an objective and factual manner. Data visualizations have been found to be a powerful boundary object for sense-making and for unraveling issues that lie under the surface. Based on a pilot study at a medium-sized municipality in Switzerland, we thus developed, tested, and discussed various alternative visual representations for creating awareness about occupational stress. The results of this study showcase the hidden potential and perils of analyzing physiolytics data on aggregate level
Entrepreneursâ mental health and well-being:A review and research agenda
Interest in entrepreneursâ mental health and well-being (MWB) is growing in recognition of the role of MWB in entrepreneursâ decision making, motivation, and action. Yet relevant knowledge is dispersed across disciplines, which makes what we currently understand about entrepreneursâ MWB unclear. In this systematic review I integrate insights from 144 empirical studies. These studies show that research is focused on three research questions: (1) Do different types of entrepreneurs differ in their MWB? What are the (2) antecedents and (3) consequences of entrepreneursâ MWB? The review systematizes evidence on known antecedents and consequences of entrepreneursâ MWB but also reveals overlooked and undertheorized sources and outcomes of entrepreneursâ MWB. The review provides a mapping and framework that advance research on entrepreneursâ MWB and help to position entrepreneursâ MWB more centrally in management and entrepreneurship research. It calls for researchers to go beyond applying models developed for employees to understand entrepreneurs. Instead, the findings point the way to developing a dedicated theory of entrepreneurial work and MWB that is dynamic, socialized, and open to considering context and acknowledges variability and fluidity across entrepreneursâ life domains, as well as the centrality of work for entrepreneursâ identity
Stress Processes: An Essential Ingredient in the Entrepreneurial Process
The entrepreneurial process is associated with high uncertainty. Uncertainty is also a major source of stress. Therefore, a core aim of entrepreneurs is to reduce uncertainty to an extent that allows the entrepreneurial process to unfold. However, entrepreneurship scholars have
insufficiently addressed stress processes that may be associated with this uncertainty. We argue that uncertainty is the concept connecting both the entrepreneurial and stress processes. We discuss the link between the two processes regarding: (1) opportunity recognition, (2)
opportunity exploitation, and (3) associated outcomes. We then illustrate how future research should incorporate the interaction between the two processes using a morphological box and discuss how such research would change the way we specify entrepreneurial process models and study entrepreneurial behavior
Regulatory focus and the family-work interface: The role of regulatory fit between cohabiting partners
The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the familyâwork interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partnersâ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partnersâ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partnersâ self regulatory styles can influence family life and, consequently, the impact of family on work
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