How workplace loneliness harms employee well-being:A moderated mediational model

This study investigated the effect of workplace loneliness on work-related subjective well-being by proposing work engagement as an explanatory mechanism in the workplace loneliness—job dissatisfaction relationship. Moreover, the study examines the need to belong as a coping mechanism in the relationship between workplace loneliness and work engagement. Specifically, the study posits that workplace loneliness reduces the positive and fulfilling state of work engagement that in turn increases job dissatisfaction and that this mediation depends on the employee’s level of need to belong. Data were collected from employees (N = 274) working in diverse domestic and multinational organizations in Lahore, Pakistan. Results showed that workplace loneliness reduced the work engagement of lonely individuals that in turn increased their job dissatisfaction. However, the deleterious effect of workplace loneliness on work engagement was weaker for individuals having a higher need to belong. These findings have important implications for organizations wishing to mitigate the harmful effects of workplace loneliness on employees’ subjective well-being.</p

How workplace loneliness harms employee well-being:A moderated mediational model

This study investigated the effect of workplace loneliness on work-related subjective well-being by proposing work engagement as an explanatory mechanism in the workplace loneliness—job dissatisfaction relationship. Moreover, the study examines the need to belong as a coping mechanism in the relationship between workplace loneliness and work engagement. Specifically, the study posits that workplace loneliness reduces the positive and fulfilling state of work engagement that in turn increases job dissatisfaction and that this mediation depends on the employee’s level of need to belong. Data were collected from employees (N = 274) working in diverse domestic and multinational organizations in Lahore, Pakistan. Results showed that workplace loneliness reduced the work engagement of lonely individuals that in turn increased their job dissatisfaction. However, the deleterious effect of workplace loneliness on work engagement was weaker for individuals having a higher need to belong. These findings have important implications for organizations wishing to mitigate the harmful effects of workplace loneliness on employees’ subjective well-being.</p

An Exploratory Study of Challenges Faced by Expatriates in Knowledge Transfer while Working in Pakistan

This research focuses on identifying the challenges faced by expatriates during knowledge transfer. Further it investigates the tools employed by these expatriates in facilitating knowledge transfer to the host country nationals. Fifteen challenges identified by Singhapong and Muenjohn (2008) that expatriates face and which affect their work (including knowledge transfer) in Thailand, have been taken for relevance to expatriates in Pakistan. Knowledge transfer tools identified by Smith (2004) have been taken for the purpose of this study to assess if these factors also apply to Pakistan. Data was collected from 26 respondents of four nationalities. Ranking method was employed using mean and standard deviation to rank the knowledge transfer tools and challenges faced by expatriates. Results demonstrate that restrictions on work permit were the biggest challenge faced by expatriates while working here in Pakistan. Verbal communication was found as the highly ranked knowledge transfer tool employed by expatriates through which host country nationals learn. This applied exploratory study contributes to the literature on knowledge management for Pakistan that will enable future in depth research in this area

How workplace loneliness harms employee well-being: A moderated mediational model

This study investigated the effect of workplace loneliness on work-related subjective well-being by proposing work engagement as an explanatory mechanism in the workplace loneliness—job dissatisfaction relationship. Moreover, the study examines the need to belong as a coping mechanism in the relationship between workplace loneliness and work engagement. Specifically, the study posits that workplace loneliness reduces the positive and fulfilling state of work engagement that in turn increases job dissatisfaction and that this mediation depends on the employee’s level of need to belong. Data were collected from employees (N = 274) working in diverse domestic and multinational organizations in Lahore, Pakistan. Results showed that workplace loneliness reduced the work engagement of lonely individuals that in turn increased their job dissatisfaction. However, the deleterious effect of workplace loneliness on work engagement was weaker for individuals having a higher need to belong. These findings have important implications for organizations wishing to mitigate the harmful effects of workplace loneliness on employees’ subjective well-being

Surface acting and work–family conflict:the roles of exhaustion, anxiety and education

Purpose: This study examines how and under what conditions jobs involving surface acting as key employee performance requirements induce work–family conflict (WFC) and thus negatively impact employees' family lives. Drawing from stress theories, the authors modeled emotional exhaustion as a mediator and trait anxiety and education level as moderators in the surface acting–WFC relation. Design/methodology/approach: Applying the time-lagged design, the authors collected data from 203 service sector employees whose jobs involved frequent interactions with customers. The authors assessed surface acting, trait anxiety and level of education at time 1, emotional exhaustion at time 2 and WFC at time 3 with a three-week time lag between each wave. Findings: The study results confirmed that surface acting drained the emotional energies of the employees who on reaching homes were not able to attend to their family needs, thus experiencing WFC. The authors also found that employees who were high in trait anxiety and education level suffered most from emotional exhaustion and WFC. Practical implications: To mitigate the harmful effects of surface acting, organizations should ensure that their employees who must perform surface acting have sufficient time off from their roles, such as regular breaks, free evenings and vacations to prevent emotional exhaustion. The authors further recommend hiring only those customer care candidates who have low tendencies to be anxious while interacting with customers. Originality/value: This study integrates and extends both the emotional labor and WFC literature. This research answers the earlier calls for research on the effects of personality on WFC. Contrary to the expectation, the study reveals that a higher level of education does not buffer the impact of emotional exhaustion on WFC; it rather intensifies the harmful effect of emotional exhaustion on WFC.</p

Surface acting and work–family conflict:the roles of exhaustion, anxiety and education

Purpose: This study examines how and under what conditions jobs involving surface acting as key employee performance requirements induce work–family conflict (WFC) and thus negatively impact employees' family lives. Drawing from stress theories, the authors modeled emotional exhaustion as a mediator and trait anxiety and education level as moderators in the surface acting–WFC relation. Design/methodology/approach: Applying the time-lagged design, the authors collected data from 203 service sector employees whose jobs involved frequent interactions with customers. The authors assessed surface acting, trait anxiety and level of education at time 1, emotional exhaustion at time 2 and WFC at time 3 with a three-week time lag between each wave. Findings: The study results confirmed that surface acting drained the emotional energies of the employees who on reaching homes were not able to attend to their family needs, thus experiencing WFC. The authors also found that employees who were high in trait anxiety and education level suffered most from emotional exhaustion and WFC. Practical implications: To mitigate the harmful effects of surface acting, organizations should ensure that their employees who must perform surface acting have sufficient time off from their roles, such as regular breaks, free evenings and vacations to prevent emotional exhaustion. The authors further recommend hiring only those customer care candidates who have low tendencies to be anxious while interacting with customers. Originality/value: This study integrates and extends both the emotional labor and WFC literature. This research answers the earlier calls for research on the effects of personality on WFC. Contrary to the expectation, the study reveals that a higher level of education does not buffer the impact of emotional exhaustion on WFC; it rather intensifies the harmful effect of emotional exhaustion on WFC.</p

Emotional Labor and Emotional Exhaustion in Emergency Medical Service Employees, Pakistan: Waqas Bilal, Dr. Shazia Nauman, Ayesha Zahid

The work of Emergency Medical Services (EMS) is stressful and drains them emotionally. This research investigates the impact of Emotional Labor Strategies i.e. Surface Acting, Deep Acting and Authenticity or Expression of Naturally Felt-emotions on Emotional Exhaustion of EMS employees in Pakistan. By nature this study is quantitative, and 110 employees (Emergency Medical Technicians) of Punjab Emergency Service Rescue 1122 participated in the data collection process. Primary data was collected through questionnaire. Data was further analyzed by descriptive statistic, correlation and linear regression. Results illustrate that EMS professionals are mostly engaged in deep acting and authenticity or expression of naturally-felt emotions than surface acting. Linear regressions were run to investigate the impact of each emotional labor strategy i.e. Surface acting, deep acting and authenticity or ENFE on Emotional Exhaustion. Results reveal that surface acting has positive impact on emotional exhaustion while deep acting and authenticity or ENFE have negative association with emotional exhaustion. This study adds to the extant literature by giving empirical insight into the relationship between emotional labor strategies and emotional exhaustion. It provides guidance to Emergency Medical Service’s (EMS) as how to familiarize and employ the effective emotion’s coping strategies