Pub Date : 2022-09-01DOI: 10.1108/ebhrm-07-2021-0148
Parul Malik, P. Malik
PurposeBased on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.Design/methodology/approachTo examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.FindingsThe study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.Practical implicationsThe findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.Originality/valueThe study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.
{"title":"Making Generation Y employees want to stick to their jobs: the roles of individualized consideration transformational leadership, occupational self-efficacy, and personal growth initiative","authors":"Parul Malik, P. Malik","doi":"10.1108/ebhrm-07-2021-0148","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2021-0148","url":null,"abstract":"PurposeBased on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.Design/methodology/approachTo examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.FindingsThe study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.Practical implicationsThe findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.Originality/valueThe study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46692417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-31DOI: 10.1108/ebhrm-09-2021-0207
Majid Ghasemy, Lena Frömbling
PurposeDuring the Covid-19 outbreak, universities around the globe were closed or went online due to lockdowns implemented to curb the pandemic's spread. This study aims to examine the changes in Malaysian academics' job and life satisfaction during a testing four-month period, from the beginning of the first Covid-19 lockdown until two months after it ended. It also assesses the impact of affective states and age group on these two constructs.Design/methodology/approachIn this longitudinal study, the authors collected data from 220 academics in Malaysia at three time points in 2020, namely the beginning of the lockdown (April), the end of the lockdown (June) and two months after the lockdown (August). The authors applied multivariate latent growth curve (LGC) modeling to study changes in job satisfaction and life satisfaction. In addition, we added age group, as a time-invariant covariate, as well as positive and negative affect, as two time-varying covariates, to our LGC model. The authors estimated the LGC model using the EQS 6.4 statistical package.FindingsThe results show that both job and life satisfaction were stable over time, although their means were below the average. Positive affect was a significant predictor of both types of satisfaction, and age group was a significant predictor of job satisfaction.Practical implicationsThe main implication the authors draw from this study is connected to job and life satisfaction's mean values being below average. In line with the affective events theory (AET), the authors recommend paying particular attention to work environment features, such as providing sufficient infrastructure for employees working from home and keeping social relations intact. Especially young academics should receive sufficient support.Originality/valueThe study is one of a limited number that examined longitudinal effects during the Covid-19 pandemic in the domains of human resource management and organizational behavior. Hence, this study expands our knowledge of employees' affect and attitudes during an unprecedented global health crisis, particularly in the under-researched area of the Malaysian higher education sector.
{"title":"Stay positive: studying the change patterns in academics' job and life satisfaction during the Covid-19 pandemic through growth curve modeling","authors":"Majid Ghasemy, Lena Frömbling","doi":"10.1108/ebhrm-09-2021-0207","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2021-0207","url":null,"abstract":"PurposeDuring the Covid-19 outbreak, universities around the globe were closed or went online due to lockdowns implemented to curb the pandemic's spread. This study aims to examine the changes in Malaysian academics' job and life satisfaction during a testing four-month period, from the beginning of the first Covid-19 lockdown until two months after it ended. It also assesses the impact of affective states and age group on these two constructs.Design/methodology/approachIn this longitudinal study, the authors collected data from 220 academics in Malaysia at three time points in 2020, namely the beginning of the lockdown (April), the end of the lockdown (June) and two months after the lockdown (August). The authors applied multivariate latent growth curve (LGC) modeling to study changes in job satisfaction and life satisfaction. In addition, we added age group, as a time-invariant covariate, as well as positive and negative affect, as two time-varying covariates, to our LGC model. The authors estimated the LGC model using the EQS 6.4 statistical package.FindingsThe results show that both job and life satisfaction were stable over time, although their means were below the average. Positive affect was a significant predictor of both types of satisfaction, and age group was a significant predictor of job satisfaction.Practical implicationsThe main implication the authors draw from this study is connected to job and life satisfaction's mean values being below average. In line with the affective events theory (AET), the authors recommend paying particular attention to work environment features, such as providing sufficient infrastructure for employees working from home and keeping social relations intact. Especially young academics should receive sufficient support.Originality/valueThe study is one of a limited number that examined longitudinal effects during the Covid-19 pandemic in the domains of human resource management and organizational behavior. Hence, this study expands our knowledge of employees' affect and attitudes during an unprecedented global health crisis, particularly in the under-researched area of the Malaysian higher education sector.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42261452","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
PurposeThe aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.Design/methodology/approachThe relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).FindingsThe empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.Originality/valueBy considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.
{"title":"Person-environment fit, organizational commitment and retirement intentions: a serial mediation model","authors":"Khaled Lahlouh, Aicha Oumessaoud, Moustafa Abdelmotaleb","doi":"10.1108/ebhrm-11-2021-0234","DOIUrl":"https://doi.org/10.1108/ebhrm-11-2021-0234","url":null,"abstract":"PurposeThe aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators.Design/methodology/approachThe relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204).FindingsThe empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study.Originality/valueBy considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41940217","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-24DOI: 10.1108/ebhrm-03-2021-0040
Cherine Jneid
PurposeSoftware industry, one of the most knowledge-intensive industries, in Brazil has increased opportunities of evolution. Its competitive advantage relies on the efficiency of the organizational knowledge management, but the knowledge hiding, its antecedents and moderators are still understudied. This study seeks to identify a new antecedent to knowledge hiding, such the occupational stress.Design/methodology/approachThe author focused on the moderating effect of social self-efficacy and emotional self-efficacy in the relationship between occupational stress and knowledge hiding in software industry in Brazil. The author collected data from 189 software industry Brazilian employees in 30 firms using a time-lagged research design.FindingsThis study demonstrated that employees with high levels of social self-efficacy (SSE) and emotional self-efficacy (ESE) or both have more tendency to engage on knowledge hiding behavior comparing to their colleagues with low SSE and ESE. This study showed that SSE and ESE related positively to rationalized hiding, evasive hiding and playing dumb.Originality/valueThe author’s main contribution relies on the finding related to the joint role of social self-efficacy and emotional self-efficacy on engaging employees under occupational stress conditions in knowledge hiding behaviors.
{"title":"How social self-efficacy and emotional self-efficacy moderate the relationship between occupational stress and knowledge hiding in Brazilian software industry","authors":"Cherine Jneid","doi":"10.1108/ebhrm-03-2021-0040","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2021-0040","url":null,"abstract":"PurposeSoftware industry, one of the most knowledge-intensive industries, in Brazil has increased opportunities of evolution. Its competitive advantage relies on the efficiency of the organizational knowledge management, but the knowledge hiding, its antecedents and moderators are still understudied. This study seeks to identify a new antecedent to knowledge hiding, such the occupational stress.Design/methodology/approachThe author focused on the moderating effect of social self-efficacy and emotional self-efficacy in the relationship between occupational stress and knowledge hiding in software industry in Brazil. The author collected data from 189 software industry Brazilian employees in 30 firms using a time-lagged research design.FindingsThis study demonstrated that employees with high levels of social self-efficacy (SSE) and emotional self-efficacy (ESE) or both have more tendency to engage on knowledge hiding behavior comparing to their colleagues with low SSE and ESE. This study showed that SSE and ESE related positively to rationalized hiding, evasive hiding and playing dumb.Originality/valueThe author’s main contribution relies on the finding related to the joint role of social self-efficacy and emotional self-efficacy on engaging employees under occupational stress conditions in knowledge hiding behaviors.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45131476","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-23DOI: 10.1108/ebhrm-06-2021-0115
P. Nguyen, N. P. Nguyen, Lam D. Nguyen, Thu Ha Le
PurposeThis study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job satisfaction in mitigating these consequences.Design/methodology/approachA four-hypothesis model was tested using partial least squares structural equation modeling (PLS-SEM) based on a two-phase survey of 369 frontline services employees in Vietnam with a three-month time lag.FindingsThe study shows that abusive and unreasonably demanding customer behaviors have positive effects on emotional exhaustion, which, in turn, reduces job satisfaction and, subsequently, turnover intention. It also reveals that organizational justice mechanisms attenuate the positive association between emotional exhaustion and turnover intention. Job satisfaction indirectly mitigated the turnover intention of emotionally exhausted employees who had to deal with problematic customer behaviors, especially in the service sector in Vietnam, an emerging market.Originality/valueBuilding upon the social exchange theory (SET) and the conservation of resources theory (COR), this study extended the research on organizational justice with respect to emotional exhaustion in the customer service sector that received less attention previously. Rather than merely focusing on the interpersonal factors (e.g. respect and sensitivity) as organizational support does, organizational justice encompasses employees' perception of fairness of outcome and the whole process in an organization to reach decisions.
{"title":"The role of organizational justice and job satisfaction in mitigating turnover intention of emotionally exhausted employees: evidence from Vietnam","authors":"P. Nguyen, N. P. Nguyen, Lam D. Nguyen, Thu Ha Le","doi":"10.1108/ebhrm-06-2021-0115","DOIUrl":"https://doi.org/10.1108/ebhrm-06-2021-0115","url":null,"abstract":"PurposeThis study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job satisfaction in mitigating these consequences.Design/methodology/approachA four-hypothesis model was tested using partial least squares structural equation modeling (PLS-SEM) based on a two-phase survey of 369 frontline services employees in Vietnam with a three-month time lag.FindingsThe study shows that abusive and unreasonably demanding customer behaviors have positive effects on emotional exhaustion, which, in turn, reduces job satisfaction and, subsequently, turnover intention. It also reveals that organizational justice mechanisms attenuate the positive association between emotional exhaustion and turnover intention. Job satisfaction indirectly mitigated the turnover intention of emotionally exhausted employees who had to deal with problematic customer behaviors, especially in the service sector in Vietnam, an emerging market.Originality/valueBuilding upon the social exchange theory (SET) and the conservation of resources theory (COR), this study extended the research on organizational justice with respect to emotional exhaustion in the customer service sector that received less attention previously. Rather than merely focusing on the interpersonal factors (e.g. respect and sensitivity) as organizational support does, organizational justice encompasses employees' perception of fairness of outcome and the whole process in an organization to reach decisions.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41810583","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-19DOI: 10.1108/ebhrm-07-2021-0140
Ashutosh Kumar Singh
PurposeThis study aims to explore the association between empowering leadership and workplace proactivity.Design/methodology/approachThe data have been collected through questionnaires from both the medical and non-medical staff members working in four National Accreditation Board for Hospitals & Healthcare (NABH)–accredited private hospitals in India. Confirmatory factor analysis has employed test reliability and validity and PROCESS MACRO (model 6) to test the proposed serial mediation model.FindingsThe results support the proposed hypotheses of the serial mediation model. Additionally, the authors have also found that psychological safety is a strong mediating variable than knowledge sharing between empowering leadership and workplace proactivity.Research limitations/implicationsThe findings should be interpreted by considering the cross-sectional research design and self-reported measures.Practical implicationsAn organization can use the findings to promote employee proactivity at the workplace.Originality/valueThe study makes an attempt to explore the underdeveloped relationship between empowering leadership and workplace proactivity in the context of Indian NABH-accredited hospitals based on the self-determination theory.
{"title":"Linking empowering leadership with workplace proactivity: the mediating role of psychological safety and knowledge sharing","authors":"Ashutosh Kumar Singh","doi":"10.1108/ebhrm-07-2021-0140","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2021-0140","url":null,"abstract":"PurposeThis study aims to explore the association between empowering leadership and workplace proactivity.Design/methodology/approachThe data have been collected through questionnaires from both the medical and non-medical staff members working in four National Accreditation Board for Hospitals & Healthcare (NABH)–accredited private hospitals in India. Confirmatory factor analysis has employed test reliability and validity and PROCESS MACRO (model 6) to test the proposed serial mediation model.FindingsThe results support the proposed hypotheses of the serial mediation model. Additionally, the authors have also found that psychological safety is a strong mediating variable than knowledge sharing between empowering leadership and workplace proactivity.Research limitations/implicationsThe findings should be interpreted by considering the cross-sectional research design and self-reported measures.Practical implicationsAn organization can use the findings to promote employee proactivity at the workplace.Originality/valueThe study makes an attempt to explore the underdeveloped relationship between empowering leadership and workplace proactivity in the context of Indian NABH-accredited hospitals based on the self-determination theory.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48427732","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-09DOI: 10.1108/ebhrm-08-2021-0164
K. Jnaneswar, G. Ranjit
PurposeThe purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement.Design/methodology/approachThe relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model.FindingsThe results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity.Originality/valueThis is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.
{"title":"Unravelling the role of organizational commitment and work engagement in the relationship between self-leadership and employee creativity","authors":"K. Jnaneswar, G. Ranjit","doi":"10.1108/ebhrm-08-2021-0164","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2021-0164","url":null,"abstract":"PurposeThe purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement.Design/methodology/approachThe relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model.FindingsThe results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity.Originality/valueThis is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45714199","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-04DOI: 10.1108/ebhrm-06-2022-0153
J. Chen, H. Cooper–Thomas
PurposeBeing different from others can be stressful, and this may be especially salient for newcomers during organizational socialization when they may be expected to fit in. Thus, drawing on conservation of resources theory, the authors examine the effects of newcomers' individual differentiation on their subsequent emotional exhaustion.Design/methodology/approachThe authors test a multiple mediation model with data from 161 UK graduates collected at three times using structural equation modeling.FindingsThe results largely support the hypotheses, identifying individual differentiation as a motivational resource associated with the proactive behavior of changing work procedures. In turn, changing work procedures links with the personal resource of positive affect, which facilitates the relational resource of social acceptance and predicts lower emotional exhaustion. Individual differentiation predicts lower social acceptance also, but not via monitoring as anticipated.Originality/valueThe results provide novel insights into the effects of individual differentiation on emotional exhaustion in the context of organizational socialization. The study highlights that, while newcomers high in individual differentiation face depletion of the relational resource of social acceptance, they can still adjust well and avoid emotional exhaustion through changing work procedures to foster positive affect.
{"title":"Finding one's own way: how newcomers who differ stay well","authors":"J. Chen, H. Cooper–Thomas","doi":"10.1108/ebhrm-06-2022-0153","DOIUrl":"https://doi.org/10.1108/ebhrm-06-2022-0153","url":null,"abstract":"PurposeBeing different from others can be stressful, and this may be especially salient for newcomers during organizational socialization when they may be expected to fit in. Thus, drawing on conservation of resources theory, the authors examine the effects of newcomers' individual differentiation on their subsequent emotional exhaustion.Design/methodology/approachThe authors test a multiple mediation model with data from 161 UK graduates collected at three times using structural equation modeling.FindingsThe results largely support the hypotheses, identifying individual differentiation as a motivational resource associated with the proactive behavior of changing work procedures. In turn, changing work procedures links with the personal resource of positive affect, which facilitates the relational resource of social acceptance and predicts lower emotional exhaustion. Individual differentiation predicts lower social acceptance also, but not via monitoring as anticipated.Originality/valueThe results provide novel insights into the effects of individual differentiation on emotional exhaustion in the context of organizational socialization. The study highlights that, while newcomers high in individual differentiation face depletion of the relational resource of social acceptance, they can still adjust well and avoid emotional exhaustion through changing work procedures to foster positive affect.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45742155","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-12DOI: 10.1108/ebhrm-01-2022-0002
K. Kulikowski
PurposeWork engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement.Design/methodology/approachThe author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis.FindingsThe obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement.Research limitations/implicationsPractical implicationsSocial implicationsOriginality/valueThe author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement.Contribution to impact
{"title":"Measuring the personal perspective on work engagement: An empirical exploration of the self-anchoring work engagement scale in Poland","authors":"K. Kulikowski","doi":"10.1108/ebhrm-01-2022-0002","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2022-0002","url":null,"abstract":"PurposeWork engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement.Design/methodology/approachThe author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis.FindingsThe obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement.Research limitations/implicationsPractical implicationsSocial implicationsOriginality/valueThe author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement.Contribution to impact","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2022-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43864679","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-11DOI: 10.1108/ebhrm-08-2021-0163
S. Sameer, Pushpendra Priyadarshi
PurposeThis paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories.Design/methodology/approachSurvey data collected from 425 executives of India based public sector enterprises were used to test hypotheses.FindingsPromotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit.Practical implicationsEmployees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level.Originality/valueThe study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.
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