Search

Compared to research about the effects of work‐related interpersonal experiences on employee behaviours at home, research on whether and how home‐related interpersonal experiences can affect employee behaviours at work has received less attention. This study aimed to contribute to this literature by examining whether interpersonal conflict at home can predict employee silence through exhaustion at work. The moderating effect of affective commitment on the relationship between interpersonal conflict at home and exhaustion was also explored. Using a two‐wave design with data from 246 full‐time employees, the current study found that interpersonal conflict at home positively predicted employee silence through exhaustion at work. Further, affective commitment exacerbated the relationship between interpersonal conflict at home and exhaustion at work. Our findings extend the understanding of mediating and moderating mechanisms for the effect of negative experiences at home on work behaviours. [ABSTRACT FROM AUTHOR]

Scholars have extensively used the job demands–resources model to explain the dynamics underlying work engagement and proposed several versions of the model. However, in theoretical terms, nonwork elements have not been incorporated into the model. This study investigated the roles of home demands and resources in the model by testing the boost/buffer hypotheses for work engagement from the perspective of the work–home interface. We demonstrated that (1) the demands of a domain boost the positive impact of resources drawn from another domain on work engagement, (2) the resources of a domain buffer the negative impact of demands derived from another domain on work engagement; and (3) the buffering and boosting effects of home demands and resources impact work engagement. We conducted a diary study on a group of coffee shop employees in Ireland. The results partially supported the proposed hypotheses but nevertheless indicated support for the cross‐domain boost/buffer hypotheses with regard to work engagement. The proposed model may serve as a theoretical foundation for research on issues related to the impact of work and nonwork domains on work engagement. [ABSTRACT FROM AUTHOR]

Previous studies demonstrated that psychological detachment from work can impact employees' work and family lives. Based on conservation of resources theory and social role theory, the present study examined the process through which working parents' psychological detachment from work influences their children's perception of neglectful parenting (emotional warmth and rejection). Specifically, we examined the mediating role of parents' fatigue and the moderating role of parent gender in this process. Data were collected from working parents (n = 371) and their children in junior high school (n = 371, 10–13 years old) at two time points with a three‐month interval. Our results showed that working parents' psychological detachment from work at Time 1 significantly predicted children's perception of parent emotional warmth and rejection at Time 2, and parents' fatigue at Time 2 mediated this relationship. Besides, parent gender moderated this mediated process such that the positive indirect effect of parent psychological detachment from work on emotional warmth via fatigue was stronger for working mothers than for working fathers. These findings contribute to the limited research on the effects of psychological detachment from work on family members and highlight the importance of parent gender in children's perceptions of working parents' behaviours. [ABSTRACT FROM AUTHOR]

There is little research examining how individuals' daily experience during a pandemic affects their daily mental health status and work performance. To address this knowledge gap, we invoke conservation of resources theory to propose a resource‐based framework explaining how individuals' daily COVID‐19 intrusive experience affects their daily mental health status (depression and anxiety) and work performance via its effect on daily psychosocial resource loss and gain; We further examine whether their supervisors' daily visionary leadership behaviour alleviates the adverse impacts of daily COVID‐19 intrusive experience. Results, based on daily diary data from 139 football players (or soccer players) at 15 professional football clubs over 5 days during the COVID‐19 pandemic, provided support for our predictions. Our study extends the literature by providing previously undocumented evidence on daily within‐person variations in mental health status and work performance during a pandemic and by offering theory‐driven insights into the mediating and moderating mechanisms involved in within‐person variations. [ABSTRACT FROM AUTHOR]

Recent research on temporary work has suggested that temporary work experiences vary greatly in quality. In light of concerns about diminished quality of some temporary work experiences, we suggest that temporary workers may experience a variety of stressful work situations that could precipitate detrimental outcomes not only for these workers, but also for their co‐workers and organizations. Using a multi‐wave survey of temporary workers, this study examines the relationship between economic, interpersonal, and organizational stressors and counterproductive work behaviour (CWB). Specifically, we hypothesize that economic stressors (operationalized as economic hardship and job insecurity), interpersonal conflict and organizational constraints will predict the extent to which temporary workers perform CWB via emotional exhaustion and moral disengagement pathways. Three waves of data show that temporary workers experiencing higher levels of economic hardship, interpersonal conflict and organizational constraints reported greater emotional exhaustion, which was linked to increased frequency of CWBs. Additionally, higher levels of job insecurity and interpersonal conflict were related to higher levels of moral disengagement, which related to increased frequency of CWBs. These findings highlight relationships of different stressors with emotional and cognitive reactions that may trigger CWB in temporary workers. [ABSTRACT FROM AUTHOR]

Over the last decades, more and more adolescents and children feel chronically stressed, which negatively affects their school performance. However, less is known whether classmates' general stress affects an individual student's quality of motivation. Therefore, based on conservation of resources theory, this study examined the precise interplay between general stress and the quality of motivation for students in high‐ and low‐tracking schools considering potential context effects. Results of multilevel multigroup structural equation models with questionnaire data from 1,088 German students identified differences in the relation between general stress and quality of motivation for students from different school forms on both the within and between level. [ABSTRACT FROM AUTHOR]

The goal of this study was to develop and test a sequential mediational model explaining the negative relationship of passive leadership to employee well-being. Based on role stress theory, we posit that passive leadership will predict higher levels of role ambiguity, role conflict and role overload. Invoking Conservation of Resources theory, we further hypothesize that these role stressors will indirectly and negatively influence two aspects of employee well-being, namely overall mental health and overall work attitude, through psychological work fatigue. Using a probability sample of 2467 US workers, structural equation modelling supported the model by showing that role stressors and psychological work fatigue partially mediated the negative relationship between passive leadership and both aspects of employee well-being. The hypothesized, sequential indirect relationships explained 47.9% of the overall relationship between passive leadership and mental health and 26.6% of the overall relationship between passive leadership and overall work attitude. Copyright © 2016 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

In the context of conservation of resources theory, we examine the indirect (mediated) effects of physical risk factors, leader-member exchange (LMX) and empowerment on perceived injury risk in a heterogeneous sample ( N = 226) of individuals employed in occupations related to production, construction and installation/maintenance. Positioning work role stressors and upward safety communications as two important mediating variables, as predicted, LMX and empowerment demonstrated significant indirect effects on perceived injury risk. Results from our model also provide preliminary evidence that an asymmetrical dualistic process exists in terms of the effect physical risk factors have on perceived injury risk via depletion of both psychological (i.e. role stressors) and physical resources (i.e. physical symptoms). Theoretical and practical implications based on the results of our model are also discussed. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Although the relationship between job characteristics, work-home interference (WHI) and work-related well-being has been researched in Western societies, this relationship has not often been tested in non-Western societies such as South Africa and among low-wage non-professional workers, like construction workers. The aim of this study was to test the mediating effect of negative and positive WHI in the relationship between job characteristics (job demands and job resources) and work-related well-being (burnout and work engagement) in a sample of 528 employees in the construction industry in South Africa. Structural equation modelling showed that, as expected, job demands and job resources were partially related to burnout, both directly and indirectly through negative WHI. Similarly, job resources were partially related to work engagement, both directly and indirectly, through positive WHI. It can be concluded that these results extend previous research by showing that the relationships between job characteristics, WHI and well-being hold true for low-wage workers in a non-Western society. Copyright © 2011 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The current study explored engagement as a predictor of job satisfaction and turnover intentions controlling for burnout. A survey was administered to 227 students employed at least part-time. Sequential regression was performed to explore whether engagement predicted job satisfaction and turnover intentions controlling for burnout. Results indicated that engagement was a significant predictor of job satisfaction and turnover intentions controlling for burnout. The current study is the first study to explore engagement's role in predicting job satisfaction and turnover intentions controlling for more traditional predictors. The study addresses concerns about the importance of the engagement construct in the literature. Copyright © 2010 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]