scholarly journals Dissatisfied employees, diminished helping: Using psychological capital to buffer the damaging effects of job dissatisfaction on helping behaviours

2019 ◽  
pp. 1-15
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Psychological Capital ◽  
Negative Relationship ◽  
Empirical Support ◽  
Job Dissatisfaction ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Helping Behaviours ◽  
Theoretical Predictions ◽  
Helping Behaviour

AbstractDrawing from conservation of resources theory, this study considers how employees' job dissatisfaction might reduce their engagement in helping behaviour, whereas their psychological capital might enhance this behaviour. The negative relationship between job dissatisfaction and helping behaviour in turn might be buffered by psychological capital. Data from Pakistani organizations provide empirical support for these theoretical predictions. The findings indicate that organizations with employees who feel unhappy about their job situation can still enjoy productive helping behaviours, to the extent they develop adequate personal resources within their ranks.

scholarly journals Alcohol Abstinence Prediction on the Basis of Conservation of Resources Theory by Stevan E. Hobfoll a Study of Polish Alcohol-Dependent Persons in the Early Phase of Recovery

Psych ◽  
2019 ◽  
Vol 1 (1) ◽  
pp. 331-342
Author(s):  
Robert Modrzyński
Keyword(s):  
Alcohol Dependence ◽  
Empirical Support ◽  
Recovery Process ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Factors Affecting ◽  
Area Of Interest ◽  
Alcohol Abstinence ◽  
In The Beginning ◽  
Alcohol Dependent

Striving for permanent alcohol abstinence can be difficult to achieve or even impossible, which in turn often results in discontinuation of treatment. The main area of interest among researchers dealing with the problem of alcohol dependence is the ability to maintain abstinence. Despite numerous studies in this area, there is still no unambiguous data on the factors affecting the recovery process of alcohol-dependent persons. The main goal of this publication is to present the Conservation of Resources Theory (COR) by S. Hobfoll as an alternative concept to understanding alcohol dependence and to answer whether maintaining abstinence can be predicted, and what kind of resources play a key role in alcohol dependence recovery. A series of two comparisons of independent variables (level, gain and loss of resources) were made in the first and sixth month after the beginning of therapy. Questionnaire longitudinal studies of 350 alcohol-dependent persons were used. Research results show that distribution of resources is of great significance in maintaining abstinence. It is important for the alcohol-dependent person’s recovery process to have the opportunity to gain resources. Experiencing loss of resources in the beginning of treatment often determines their return to drinking. The project provides empirical support for research on the role of supportive factors in an alcohol-dependent person’s recovery process.

scholarly journals Performance Pressure as an Antecedent and Authentic Leadership as a Moderator of the Relationship Between Co-worker Undermining and Psychological Capital

2021 ◽  
Vol 12 ◽  
Author(s):  
Eunmi Jang ◽  
Hyunkoo Kim
Keyword(s):  
Authentic Leadership ◽  
Psychological Capital ◽  
Negative Impact ◽  
Negative Relationship ◽  
Well Being ◽  
Negative Influence ◽  
Conservation Of Resources ◽  
Performance Pressure ◽  
Common Method Bias ◽  
Method Bias

As a component of organizational aggression, co-worker undermining erodes the well-being of the victims and the sustainability of the organization. Drawing on conservation of resources theory, this study identified the negative impact of co-worker undermining on the victim’s psychological capital, and empirically examined the influence of performance pressure as an antecedent and of authentic leadership as a moderator to suggest approaches to minimize this negative impact. A total of 485 subordinate employees from 10 organizations in South Korea completed a questionnaire survey. To prevent common method bias, the survey was designed to recruit participants from multiple organizations and was conducted in two waves. First, the results revealed that performance pressure had a positive relationship with the perception of co-worker’s undermining. Second, this perception of co-worker undermining had a negative influence on the victim’s psychological capital. Third, authentic leadership had the moderating effect of decreasing the negative relationship between co-worker undermining and psychological capital. Furthermore, authentic leadership moderated the mediating relationship between the performance pressure and psychological capital through co-worker’s undermining. These findings suggest that the level of performance pressure should be managed in advance so as not to reach excessive levels and the psychological capital of victims should be preserved through authentic leadership to minimize the negative impact of co-worker undermining.

scholarly journals When does job dissatisfaction lead to deviant behaviour? The critical roles of abusive supervision and adaptive humour

2019 ◽  
Vol 45 (2) ◽  
pp. 294-316 ◽  
Author(s):  
Dirk De Clercq ◽  
Inam Ul Haq ◽  
Muhammad Umer Azeem
Keyword(s):  
Survey Data ◽  
Positive Relationship ◽  
Abusive Supervision ◽  
Jel Classification ◽  
Job Dissatisfaction ◽  
Conservation Of Resources ◽  
Conservation Of Resources Theory ◽  
Deviant Behaviour ◽  
Buffering Effect ◽  
The Relationship

With a basis in conservation of resources theory, this study investigates the relationship between employees’ sense of job dissatisfaction and their engagement in deviant behaviour, as well as the moderating roles that their exposure to abusive leadership and possession of adaptive humour skills can play in this process. Based on two-way survey data collected from employees in Pakistan, the findings show that employees’ unhappy feelings about their job situations enhance the likelihood that they undertake negative behaviours that can harm their organization, especially when they suffer from abusive leadership or lack adaptive humour skills. The buffering effect of their adaptive humour on the positive relationship between job dissatisfaction and deviant behaviour is also particularly salient in the presence of abusive leadership. JEL Classification: D23, D91, M50

scholarly journals IMPACT OF WORK ENGAGEMENT ON TURNOVER INTENTION: MODERATION BY PSYCHOLOGICAL CAPITAL IN INDIA

2017 ◽  
Vol 18 (0) ◽  
pp. 136-143 ◽  
Author(s):  
Manish Gupta ◽  
Musarrat Shaheen
Keyword(s):  
Work Engagement ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Psychological Capital ◽  
Negative Relationship ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Employee Turnover Intention ◽  
Moderating Role

With increased number of employment opportunities in India, employers are increasingly finding it difficult to control employee turnover. Nonetheless, positive psychologists argue that one of the ways to face this challenge is by understanding the positive factors such as, work engagement and personal resources that negatively affect employees’ turnover intention. Therefore, the objective of this study is to examine the moderating role of psychological capital in the work engagement – employee turnover intention relationship. Hierarchical regression was used to analyze a sample of 228 employees working in diverse industries. The findings indicate that psychological capital moderates the relationship between work engagement and intention to turnover. The findings augment the theory of self and role by identifying moderating role of personal resources in strengthening the negative relationship between work engagement and turnover intention. Managers may take steps to enhance the employee-co-worker and employee-supervisor relationship either by promoting team related activities or by enabling their employees to work independently. Also, in order to save the cost of hiring a new candidate and losing an experienced employee, managers may create mechanisms for measuring work engagement of at least their key employees or a regular basis. This paper fulfils an identified need to study how psychological capital plays a key role in affecting the work engagement–employee turnover intention relationship in Indian context.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

Employee engagement and the work-family conflict relationship: The role of personal and organisational resources

2019 ◽  
Vol 40 (2) ◽  
pp. 118-138
Author(s):  
Okechukwu Ethelbert Amah
Keyword(s):  
Employee Engagement ◽  
Family Conflict ◽  
Empirical Studies ◽  
Hierarchical Regression ◽  
Personal Resources ◽  
Conservation Of Resources ◽  
Work Family Conflict ◽  
The World ◽  
Work Family ◽  
Operational Issues

Organisations in Africa face constant challenges on account of internal operational issues, and the economic and political situation on the continent. Hence, organisations in Africa and indeed all over the world are expected to be continuously efficient and effective in the use of scarce resources in order to survive. Accordingly, studies conducted all over the world, including in Africa, have established that high employee engagement is beneficial to organisations, because engaged employees exhibit discretionary behaviour that achieves superior business results. However, some studies suggest that organisations are also faced with the undesirable situation in which highly engaged employees experience high levels of work-family conflict. This relationship has implications for both productivity and ethical aspects, and past empirical studies have been unable to suggest a way out. This study proposes that, on the basis of the conservation of resources model and job demand and resources model, organisational and personal resources could play a major role in resolving the dilemma. Hierarchical regression analysis confirmed that organisational resources, servant leadership and personal resources were able to provide a solution, so that individuals with high values of these resources experienced less work-family conflict. The study also discussed the practical implications of the results for HRM and sustainability HRM.

A Resource Model of Team Resilience Capacity and Learning

2021 ◽  
pp. 105960112110180
Author(s):  
Kyle M. Brykman ◽  
Danielle D. King
Keyword(s):  
Goal Orientation ◽  
Team Learning ◽  
Empirical Support ◽  
Business Environment ◽  
Theory And Practice ◽  
Conservation Of Resources ◽  
Learning Behaviors ◽  
Team Resilience ◽  
Advance Theory ◽  
Resilience Capacity

A team’s capacity to bounce back from adversities or setbacks (i.e., team resilience capacity) is increasingly valuable in today’s complex business environment. To enhance our understanding of the antecedents and consequences of team resilience capacity, we develop and empirically test a resource-based model that delineates critical team inputs and outputs of resilience capacity. Drawing from conservation of resources theory, we propose that voice climate is a critical resource that builds team resilience capacity by encouraging intrateam communication and that leader learning goal orientation (LGO) amplifies this relationship by orienting team discourse toward understanding and growing from challenges. In turn, we propose that team resilience capacity is positively related to team learning behaviors, as teams with a higher resilience capacity are well-positioned to invest their resources into learning activities, and that team information elaboration amplifies this relationship by facilitating resource exchange. Results of a time-lagged, multisource field study involving 48 teams from five Canadian technology start-ups supported this moderated-mediated model. Specifically, voice climate was positively related to team resilience capacity, with leader LGO amplifying this effect. Further, team resilience capacity was positively related to team learning behaviors, with information elaboration amplifying this effect. Altogether, we advance theory and practice on team resilience by offering empirical support on what builds team resilience capacity (voice climate) and what teams with a high resilience capacity do (learning), along with the conditions under which these relationships are enhanced (higher leader LGO and team information elaboration).

scholarly journals The Curvilinear Relationship Between Job Control and Voice: Role of Emotional Resistance to Change and Supervisor Developmental Feedback

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110278
Author(s):  
Xian Tiantian ◽  
Zhang Zhenduo ◽  
Xiao Huan ◽  
Xiu Jing ◽  
Jia Wentong
Keyword(s):  
Resistance To Change ◽  
Negative Relationship ◽  
Job Control ◽  
Curvilinear Relationship ◽  
Conservation Of Resources ◽  
Mediating Role ◽  
Developmental Feedback ◽  
Emotional Resistance ◽  
Moderating Role

The purpose of this study was to delve into the underlying mechanism and contextual boundary condition of the U-shaped relationship between job control and voice at the episode level within the framework of conservation of resources theory. Adopting a two-wave experience sampling method, this study collected 265 matched cases nested in 53 Chinese employees for 5 consecutive days. By hierarchical linear regression, the U-shaped effect of job control on voice at the episode level was replicated. Furthermore, the mediating role of emotional resistance (ER) to change and to the moderating role of supervisor developmental feedback (SDF) was examined. Job control has a U-shaped effect on day-level voice and an inverted U-shaped effect on trait ER, which mediates the curvilinear relationship between job control and day-level voice. Daily SDF moderates the curvilinear relationship between job control and day-level voice such that daily SDF buffers the negative relationship between low job control and day-level voice, as well as amplifies the positive relationship between high job control and day-level voice. The current study unveils the mediating states and contextual boundary conditions of the curvilinear relationship between job control and day-level voice by testing the mediating role of ER and moderating role of SDF at the episode level, thereby further contributing to the literature on voice.

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