High commitment work systems and employee well‐being: The roles of workplace friendship and task interdependence

2021 ◽  
Author(s):  
Yejun Zhang ◽  
Jian‐Min (James) Sun ◽  
Margaret A. Shaffer ◽  
Cai‐Hui (Veronica) Lin
Keyword(s):  
Well Being ◽  
Task Interdependence ◽  
Work Systems ◽  
Workplace Friendship ◽  
And Task

scholarly journals Exhaustion while teleworking during COVID-19: a moderated-mediation model of role clarity, self-efficacy, and task interdependence

2021 ◽  
Vol 12 (2) ◽  
pp. 269-306
Author(s):  
Loredana Mihalca ◽  
Lucia Lucia Ratiu ◽  
Gabriela Brendea ◽  
Daniel Metz ◽  
Mihaela Dragan ◽  
...  
Keyword(s):  
Emotional Exhaustion ◽  
Self Efficacy ◽  
Job Demands ◽  
Value Added ◽  
Well Being ◽  
Moderated Mediation ◽  
Task Interdependence ◽  
Role Clarity ◽  
Work Overload ◽  
And Task

Research background: The global COVID-19 pandemic created an unprecedented challenge not only for employees? well-being, but also for the nature of their work, as teleworking became the norm for many of them almost overnight. Thus, there is a need to a more fine-grained understanding of the specific job demands experienced while teleworking during COVID-19, and the specific resources that mitigate the detrimental effects of demands and help employees to adopt resilient responses during and beyond COVID-19. Purpose of the article: Drawing upon the job demands-resources model, the present study aims at investigating the link between work overload (a job demand) and employee well-being (i.e., burnout), considering role clarity (a job resource) as a mediator, and task interdependence and self-efficacy as two potential boundary conditions. Methods: In order to examine the link between work overload, role clarity and emotional exhaustion moderated by task interdependence and self-efficacy, we used survey data from 701 Romanian employees at a large information technology company, who worked from home during COVID-19. We employed regression-based path analysis to examine the hypothesized relations. Findings & value added: The results reveal that role clarity partially mediates the relation between work overload and emotional exhaustion while teleworking during COVID-19. Moreover, the results from the moderated mediation analysis show that role clarity, self-efficacy, and task interdependence interact in their effects on emotional exhaustion. This study has important theoretical and managerial implications for employee well-being that go beyond the pandemic. As this study shows, when high levels of workload and task interdependence cannot be avoided, employees? personal (self-efficacy) and job (role clarity) resources might be particularly useful to reduce their exhaustion while teleworking. Based on these results, managers can design better jobs for remote workers and more flexible work arrangements in the future.

Empowerment e intensificazione? Gli effetti dei nuovi sistemi di lavoro sui lavoratori1

2012 ◽  
pp. 45-75
Author(s):  
Torre Edoardo Della
Keyword(s):  
Economic Performance ◽  
High Performance ◽  
Well Being ◽  
Empirical Literature ◽  
New Work ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Sceptical View

The debate about the effects of new work systems - the so-called High Performance Work Systems (HPWS) - in terms of improving economic performance and productivity of the enterprise is rich in contributions and a substantial convergence is recorded in saying that, in the presence of a well thought-out and properly implemented system, the effects are positive. More neglected and controversial are the effects that these practices have for the well-being of workers. Through a review of theoretical and empirical literature on the topic, this paper analyses the traditional opposition between supporters of the "empowerment view" and supporters of the "intensification view". The former consider the HPWS such as win-win solutions for enterprises and workers, while the latter believe that the HPWS are a managerial expedient that aims to intensify the pace of work and the efforts required to workers. The results show that both positions are sustainable and attach to internal tensions related to HPWS (i.e. control/ discretion, responsibility/stress, etc.) the uncertainty of the results found from the literature. This interpretation finds in the intermediate "sceptical view" the more careful position to adopt and suggests to pay greater attention to the measurement adopted to analyze these relationships and to the characteristics of the employees and of the context in which HPWS are introduced. Finally, some directions for the development of future researches in this area are drawn.

Personality and Task Interdependence as Moderators for Task Conflict and Team Effectiveness

2016 ◽  
Vol 9 (2) ◽  
pp. 62-69
Author(s):  
Jeffrey Lawrence D`Silva ◽  
Adriana Ortega ◽  
Abdul Hadi Sulaiman
Keyword(s):  
Team Effectiveness ◽  
Task Interdependence ◽  
Task Conflict ◽  
And Task

scholarly journals Influence of Personal and Task Interdependence on Task Conflict and Team Effectiveness

2016 ◽  
Vol 10 (4) ◽  
pp. 95 ◽  
Author(s):  
Jeffrey Lawrence D'Silva ◽  
Adriana Ortega ◽  
Abdul Hadi Sulaiman
Keyword(s):  
Team Effectiveness ◽  
Meta Analysis ◽  
Task Interdependence ◽  
Task Conflict ◽  
Personality Factors ◽  
Team Members ◽  
Information And Communication ◽  
The Subject ◽  
The Given ◽  
And Task

<p>Undeniably working in teams are important as tasks are getting more complicated and advanced as a result of globalization and the speedy growth of information and communication technology. This calls for effectiveness from team members to complete all interdependent sub-tasks to ensure that the given tasks achieve its’ desired objectives. During the process of implementing the tasks, teams are poised to face conflicts that may derail the completion of tasks. The focus of this paper is to examine the influence of personality factors and task interdependence on task conflict and team effectiveness. A meta-analysis on past studies was carried out to gather data on the subject matter. The input obtained will be pertinent for future researchers in further understanding the complexities associated with task interdependence and personality on task conflict and team effectiveness.</p>

scholarly journals The Role Of Psychoogical Empowerment, Workplace Friendship, Workplace Spirituality and Subjective Wellbeing on Organizational Citizenship Behavior

2020 ◽  
Vol 3 (1) ◽  
Author(s):  
ILHAM MUZAKI ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Subjective Wellbeing ◽  
Psychological Empowerment ◽  
Well Being ◽  
Citizenship Behavior ◽  
Subjective Well Being ◽  
Workplace Friendship ◽  
Spirituality At Work

The purpose of this study was to determine the effect of psychological empowerment, friendship at work, spirituality at work and subjective well-being on organizational citizenship behavior. From the results obtained it can be concluded that the influence of psychological empowerment on organizational citizenship behavior. Then there is no influence between friendship at work on organizational citizenship behavior. Furthermore there is an influence between spirituality at work on organizational citizenship behavior and finally there is an influence between subjective well-being on organizational citizenship behavior of employees.

Impact of task characteristics on employee agility: the moderating effect of enterprise social media visibility

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mengyi Zhu ◽  
Yuan Sun ◽  
Anand Jeyaraj ◽  
Jie Hao
Keyword(s):  
Social Media ◽  
Social Network ◽  
Task Complexity ◽  
Task Interdependence ◽  
Task Characteristics ◽  
Network Ties ◽  
Content Type ◽  
Enterprise Social Media ◽  
Social Network Ties ◽  
And Task

PurposeThis study aims to explore whether and how task characteristics affect employee agility in the context of enterprise social media (ESM).Design/methodology/approachAdopting the social network ties perspective, this study examines how task characteristics (i.e. task complexity, task interdependence and task non-routineness) affect employee agility by promoting their social network ties (i.e. instrumental ties and expressive ties) and how ESM visibility moderates their relationships. Data gathered from 341 ESM users in workplaces were analyzed using Smart-PLS 3.2.FindingsFirst, task complexity, task interdependence and task non-routineness have positive effects on instrumental and expressive ties, which in turn influences agility; Second, instrumental ties have a stronger effect on employee agility relative to expressive ties; Finally, ESM visibility positively moderates the effects of task complexity and task non-routineness on social network ties.Practical implicationsThe findings provide guidance for organizational managers on how to use task characteristics and ESM to improve employee agility, as well as insights for social media designers to optimize ESM functions to improve agility.Originality/valueThis study provides empirical evidence to explain the roles of task characteristics and social network ties in influencing employee agility, thus clarifying the inconsistent findings in extant research. The moderating effects of ESM visibility on the relationships between task characteristics and social network ties are also examined, thus providing further insights on the positive role of ESM in organizations.

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