Management Research Review最新文献

Purpose

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

Design/methodology/approach

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

Findings

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

Practical implications

This study provides practical implications that are directly related to the performance management of employees under technostress.

Originality/value

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.

Purpose

Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.

Design/methodology/approach

A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.

Findings

Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.

Originality/value

To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.

Purpose

In the wake of the COVID-19 pandemic, remote working (RW) has emerged as a viable alternative to working employees in general and knowledge workers in particular. However, previous researchers have worked on the concept, development and facilitation of RW since the 1970s. Therefore, this study aims to review the existing literature on RW to ascertain the evolution of the concept in the business and management domain and provide for requisite arguments to extend the settings for future research agendas.

Design/methodology/approach

The authors based this study on a bibliometric analysis of articles (n = 349) retrieved from the Web of Science database published between January 1990 and October 2021. The authors have used a bibliometric toolbox comprising performance analysis, science mapping and network analysis in various software namely, VOSviewer, Gephi and Biblioshiny package in R.

Findings

The study’s results accentuated important themes like work–life balance, strengthening digital infrastructure, performance and productivity, hybrid work models and well-being and clustered them under four heads with proposed future research questions.

Research limitations/implications

The study is based on a single database; the authors have used an extensive but not exhaustive list of keywords to retrieve the articles. The analysis employs certain threshold limits while using the science mapping technique.

Practical implications

This study would enable managers and academics to comprehensively understand remote work and offer logical implications to appreciate its nuances.

Originality/value

This study is unique as it recognizes the intellectual structure in the existing literature on RW and traces the advancements and exponential growth post-COVID-19. The authors recapitulated the literature as network analysis of the RW facilitation model comprising the antecedents, outcomes, mediators and moderators.

Purpose

The purpose of this study is to test whether equity theory (ET) – which posits that individuals compare their outcome/input ratio to the ratio of a “comparison other” and classify individuals as Benevolent, Equity Sensity, and Entitled – applies to the modern workplace of global virtual teams (GVT), where work is mostly intellectual, geographically dispersed and online, making individual effort nearly impossible to observe directly.

Design/methodology/approach

Using a sample of 1,343 GVTs comprised 6,347 individuals from 137 countries, this study tests three ET’s predictions in the GVT context: a negative, linear relationship between Benevolents’ perceptions of equity and job satisfaction in GVTs; an inverted U-shaped relationship between Equity Sensitives’ perceptions of equity and job satisfaction in GVTs; and a positive, linear relationship between Entitleds’ perceptions of equity and job satisfaction in GVTs.

Findings

Although the second prediction of ET is supported, the first and third have statistically significant opposite signs.

Practical implications

The research has important ramifications for management studies in explaining differences in organizational behavior in GVTs as opposed to traditional work settings.

Originality/value

The authors conclude that the main novelty with ET in GVTs is that GVTs are an environment stingy with satisfaction for “takers” (Entitleds) and generous in satisfaction for “givers” (Benevolents).

Purpose

The purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships.

Design/methodology/approach

The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves.

Findings

The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships.

Practical implications

Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications.

Originality/value

Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.

Purpose

This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance.

Design/methodology/approach

Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature.

Findings

Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper.

Practical implications

High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective.

Originality/value

This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.

Purpose

The purpose of this systematic narrative review is to discourse on vision and organizational performance. By analysing work-life and organization studies journals, the authors respond to a call to view the process of visioning more holistically.

Design/methodology/approach

The methodological approach is a discourse-oriented qualitative content analysis. The authors explore visioning through an epistemological lens, which emphasizes both the connections and differences between “traditional” philosophical approaches.

Findings

The findings show how the different interpretations of vision and related concepts are tied to the following themes: clarity, causality, embodiment and sensory experiences and actionability.

Originality/value

Through the frameworks of scientific realism and relativism, the authors illustrate novel insights into the ways in which visioning occupies a place in knowledge management.