Search

Due to social comparison in the team, leader-member exchange (LMX) differentiation has been shown to play a crucial role for explaining follower outcomes. LMX differentiation may be beneficial for some followers, but also detrimental for others, when perceived as unfair. In order to understand the impact of LMX differentiation on work-related outcomes, LMX differentiation should be described by three properties (relative LMX position, LMX variability, and team-level LMX). The aim of the study is to focus on LMX differentiation and test relationships between different properties of LMX and followers' psychological strain. In sum, 75 teams with 322 followers answered an online survey about their leaders' LMX and their individual levels of psychological strain. Results of multilevel modeling showed that the relative LMX position was negatively related to psychological strain on the individual level. This relation was moderated by LMX variability and team-level LMX. However, we did not find significant relations between team-level LMX and team-level psychological strain. The present study extends previous research by looking at relations between LMX and psychological strain on an individual follower level as well as on the team level. Our results suggest that the relative position of LMX within a team seems to play a crucial role for individual follower psychological strain. Results imply that leaders should aim to improve LMX relationships within their team and to reduce differences between team members. Leadership trainings should impart knowledge and skills to improve LMX quality and include elements about LMX differentiation, its origins, as well as consequences. [ABSTRACT FROM AUTHOR]

Building on cognitive appraisal theory of stress, we examined the direct relationship between the emotional labor strategies of employees (i.e., surface and deep acting) and outcomes (i.e., psychological strain and creativity). In addition, we investigated the indirect relationship between emotional labor strategies and outcomes via job stressors (i.e., challenge and hindrance stressors). We collected time-lagged data from service sector employees in Italy and tested the data using path analysis. We found that surface acting predicted psychological strain and creativity, and the indirect relationship between surface acting and outcomes via hindrance stressor was significant. Whereas, deep acting predicted psychological strain but not creativity and the indirect relationship between deep acting and psychological strain via challenge stressor was significant. Our data failed to support the indirect association between deep acting and creativity. Our study highlighted that emotion regulation strategies of employees were related to challenge and hindrance stressors and thus underlines that employees should carefully manage their emotional displays at work. Implications and future research directions are discussed. [ABSTRACT FROM AUTHOR]

The link between psychological strain and suicidal ideation is well embedded in literature, however, the underlying mechanism is rarely explored. Therefore, this study aimed to examine the relationship between psychological strain, suicidal ideation, rumination, and depression among Pakistani young adults during the Covid-19 outbreak. In addition, it will also try to determine the mediating role of ruminative subtypes and depression in the relationship between psychological strain and suicidal ideation. The sample consists of 400 university students (83 males and 289 females) with the age range from 18 to 30 years (M = 22.25, SD = 2.40). Psychological strain scale, Suicidal Ideation Scale, Beck Depression Inventory, and Ruminative Response Scale were administered to the participants. Results indicated a significant and positive association between the study variables. Psychological strain positively influenced suicidal ideation both directly, and indirectly via brooding and depression. Both variables were found to be serially mediated by the brooding subtype of rumination and depression and not with the reflective subtype. Strain theory of suicide and response style theory also postulated important insights regarding the association of these variables in young adults, among which, strain is serially related to first brooding and then depression, which is eventually related to suicidal ideation. The present study makes a significant contribution to the literature by providing a unique conceptual and theoretical framework to identify suicide at the ideation level before it proceeds to behavior during this unprecedented time of the pandemic outbreak. [ABSTRACT FROM AUTHOR]

This study examines the emotional and support resource depletion mechanisms through which workplace bullying as a stressor manifests into burnout and psychological strain. Using the conservation of resources (COR) theory, we hypothesize that workplace bullying erodes victims' perceived organizational support and exacerbates emotional dissonance, which in turn result in job burnout and psychological strain. We collected temporally separated (three time intervals 3 months apart) field data from employees working in the service sector to test our hypothesis. Our results revealed that perceived organizational support (POS) (T2) and emotional dissonance (T2) fully mediate the bullying (T1) and job strain (T3) relationship. Our study adds important insights into the causal mechanisms of workplace bullying by identifying and examining two unique processes through which workplace bullying shows its deleterious effects on its victims. [ABSTRACT FROM AUTHOR]

Employees are vital assets for an enterprise and therefore need to be valued by their employers. Employers can create a safe and reduced stress environment to work; managers thus provide organizational support through their managerial role by caring for their subordinates’ well-being and by providing work advisory. By providing the managerial support to the employees, organizations can reduce costs and increase productivity. Past research has investigated the role of organizational support on stress as a single model either moderating or mediating role. The previous findings were also inconsistent. The purpose of this study was to test both the mediating and the moderating effect of the perceived managerial support on role stressors and psychological outcomes. This study used 380 participants taken from several small firms in Thailand. The results confirmed the mediation role of perceived managerial support, but not the moderation effect. [ABSTRACT FROM AUTHOR]