Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.

2009 ◽  
Vol 94 (6) ◽  
pp. 1452-1465 ◽  
Author(s):  
Jonathon R. B. Halbesleben ◽  
Jaron Harvey ◽  
Mark C. Bolino
Keyword(s):  
Work Engagement ◽  
Conservation Of Resources ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

Workplace hierarchical plateau and employees' work engagement: Mediating effect of forgone identity dwelling

2021 ◽  
Vol 49 (11) ◽  
pp. 1-11
Author(s):  
Tuwei Sun ◽  
Zhen Li
Keyword(s):  
Work Engagement ◽  
Regulatory Focus ◽  
Online Survey ◽  
Work Attitudes ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Negative Effects ◽  
Work Identity ◽  
Indirect Relationship ◽  
The Relationship

In the workplace, a lack of promotion opportunities causes a hierarchical plateau for some employees, which can lead to decreased work engagement. Using conservation of resources theory, we proposed that employees' repetitive and circular reflection on their work identity (forgone work identity) would mediate the relationship between hierarchical plateau and work engagement. We also argued that promotion regulatory focus could serve as a moderator in this relationship. We collected data from 423 Chinese employees via an online survey conducted in two waves. Results showed that hierarchical plateau was negatively related to work engagement, and forgone identity dwelling mediated this relationship. Additionally, promotion regulatory focus moderated the indirect relationship, such that the mediating effect was significant only for employees with high promotion regulatory focus. These findings highlight the need to consider forgone work identity when examining the negative effects of a hierarchical plateau on work attitudes and behaviors.

Examining the Relationship of Work-Family Conflict and Turnover Intentions of Oregon CTE Teachers

2019 ◽  
Vol 44 (2) ◽  
pp. 114-143
Author(s):  
Kellie Claflin ◽  
Tyson J. Sorensen ◽  
J. Velez ◽  
Josh Stewart
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Work Family Conflict ◽  
Administrative Position ◽  
Job Opportunity ◽  
Work Family ◽  
Work Interference With Family ◽  
Relationship Of ◽  
The Relationship ◽  
Work Interference

CTE has been identified as a critical need area and therefore retention of secondary CTE teachers is of great importance. This study explored turnover intentions and work-family conflict of CTE teachers in Oregon. Teachers reported higher work interference with family (WIF) than family interference with work (FIW), but also reported moderately low turnover intentions. FIW was significantly higher in male teachers than females. Teachers reported intentions for leaving: (a) to move to an administrative position, (b) for personal reasons such as health, (c) to change teaching subject areas, and (d) for a more desirable job opportunity. WIF was a significant predictor of turnover intentions among the CTE teachers. The implications are discussed and recommendations for research and practice are explored.

How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

2018 ◽  
pp. 1-19 ◽  
Author(s):  
Han Ren ◽  
Weizheng Chen
Keyword(s):  
Turnover Intention ◽  
Moderated Mediation ◽  
Personal Life ◽  
Conservation Of Resources ◽  
Positive Effects ◽  
Moderated Mediation Model ◽  
Managerial Implications ◽  
Family Demands ◽  
Work Interference With Family ◽  
Work Interference

AbstractWhile an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

scholarly journals How does self-regulation of emotions impact employee work engagement: The mediating role of social resources

2014 ◽  
Vol 20 (4) ◽  
pp. 508-525 ◽  
Author(s):  
Dave Bouckenooghe ◽  
Usman Raja ◽  
Muhammad Abbas
Keyword(s):  
Work Engagement ◽  
Self Regulation ◽  
Social Resources ◽  
Conservation Of Resources ◽  
It Professionals ◽  
Personal Resource ◽  
Mediating Role ◽  
Employee Work Engagement ◽  
The Relationship

AbstractDrawing upon the Conservation of Resources Theory, we investigated the hitherto unexplored role of ‘social resources’ (i.e., trust in supervisor and social interaction) in mediating the relationship between ‘self-regulation of emotions’ (i.e., a personal resource) and work engagement. The data were collected from 296 IT professionals at four well-established IT firms in Ukraine. As we hypothesized, self-regulation of emotions positively affected work engagement, yet this effect partially disappeared when controlling for the role of social resources. Together, these findings illustrate the dynamic role of an individual's personal and social resources in fostering work engagement.

scholarly journals Promoting Individual and Organizational OCBs: The Mediating Role of Work Engagement

2020 ◽  
Vol 10 (9) ◽  
pp. 138
Author(s):  
Flavio Urbini ◽  
Antonio Chirumbolo ◽  
Antonino Callea
Keyword(s):  
Social Exchange ◽  
Work Engagement ◽  
Structural Equation ◽  
Equation Modeling ◽  
Conservation Of Resources ◽  
Work Related ◽  
Mediating Role ◽  
State Of Mind ◽  
Private And Public ◽  
The Relationship

In today’s dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind. The present study investigates the mediating mechanism of WE in the relationship between JS and organizational citizenship behaviors (OCBs), which refer to discretionary behaviors that could benefit an organization (OCBs-O) and/or its members (OCBs-I). The mediational hypothesis is examined using structural equation modeling (SEM) among 719 Italian private and public sector employees. The significance of total, direct, and indirect effects was tested via bootstrapping. The results showed that JS was positively related to WE, which, in turn, was positively related to both OCBs-I and OCBs-O. The SEM results supported the hypotheses: WE fully mediated the relationship between JS and OCBs-I, and it partially mediated the relationship between JS and OCBs-O. This study sheds new light on this mechanism. Consequently, it is useful for HRM policy. It also helps us to better understand how satisfied and engaged employees are willing to adopt positive organizational behaviors.

scholarly journals The Positive Effects of Unneeded Consumption Behaviour on Consumers during the COVID-19 Pandemic

2021 ◽  
Vol 18 (12) ◽  
pp. 6404
Author(s):  
Jianjia He ◽  
Shengmin Liu ◽  
Tingting Li ◽  
Thi Hoai Thuong Mai
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Mediating Effect ◽  
Conservation Of Resources ◽  
Mba Students ◽  
Positive Effects ◽  
Consumption Behaviour ◽  
Perceived Consumer Effectiveness ◽  
Multilevel Structural Equation ◽  
The Relationship

The COVID-19 pandemic has become an important global contagion that requires workers to implement necessary behaviours to cope. Based on the conservation of resources theory, the present studies explore the effects of unneeded consumption behaviour on consumers’ recovery level and work engagement and the moderated mediating process of such relationships. Using a purchasing experiment, study 1 examined the positive effect of unneeded consumption behaviour on recovery among 100 MBA students. Using the experience sampling method, the data in study 2 were collected from 115 consumers (employees) using ten iterations of 2-day continual questionnaires (Sunday and the following Monday) during the COVID-19 pandemic. The results from multilevel structural equation modelling indicate that unneeded consumption behaviour positively impacts work engagement in a moderated mediating mode. Consumer indulgence positively moderates the mediating effect of recovery level on the relationship between indulgent consumption behaviour and work engagement, while perceived consumer effectiveness negatively moderates the mediating effect of recovery level. This paper also identifies the value of transformation from consumption to work during the COVID-19 pandemic.

scholarly journals The Role of Adequate Resources, Community and Supportive Leadership in Creating Engaged Academics

2021 ◽  
Vol 18 (5) ◽  
pp. 2776
Author(s):  
Marit Christensen ◽  
Jeremy Dawson ◽  
Karina Nielsen
Keyword(s):  
Work Engagement ◽  
Social Resources ◽  
Conservation Of Resources ◽  
Supportive Leadership ◽  
Social Community ◽  
Positive Leadership ◽  
The Impact ◽  
The Relationship ◽  
Academic Resources

The vast majority of research in academia focuses on the adverse working conditions and poor wellbeing. The present paper presents a positive view on the factors that may promote work engagement in academia. Based on conservation of resources theory, we suggest that academic resources may be related to a social community at work, which in turn creates work engagement among academics. Having positive leadership in the form of fair leadership may be an important contextual factor ensuring that resources are shared fairly and openly. In a study of 1499 academics in Norwegian universities, we found that sufficient administrative resources to support teaching duties were positively related with work engagement, and that a sense of community mediated the relationship between academic resources for teaching and work engagement. These results propose that building academics’ social resources by providing them with the necessary resources to perform their jobs will buffer the impact of a leadership that is perceived to be unfair and help them to perform their work in a positive way. Our results carry important implications for how positive psychology may be used to support engaged workers in academia.

Formalization and employee thriving at work: a moderated mediation model including work engagement and centralization

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
H.M. Saidur Rahaman
Keyword(s):  
Organizational Structure ◽  
Work Engagement ◽  
Survey Design ◽  
Conservation Of Resources ◽  
Full Time ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Indirect Relationship ◽  
The Relationship ◽  
Thriving At Work

PurposeUntil recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher.Design/methodology/approach The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations.FindingsResults show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low.Research limitations/implicationsFormalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure.Originality/valueThis study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.

Leader psychological capital and employee work engagement

2017 ◽  
Vol 38 (7) ◽  
pp. 969-985 ◽  
Author(s):  
Jia Xu ◽  
Yan Liu ◽  
Beth Chung
Keyword(s):  
Employee Engagement ◽  
Work Engagement ◽  
Process Model ◽  
Psychological Capital ◽  
Mainland China ◽  
Psychological State ◽  
Conservation Of Resources ◽  
Content Type ◽  
Employee Work Engagement ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between leader psychological capital and employee work engagement. Drawing on conservation of resources theory, the authors hypothesize that leader psychological capital is associated with employee work engagement through employee psychological capital. The authors further hypothesize that team collectivism moderates the relationship between leader psychological capital and employee psychological capital. Design/methodology/approach Multi-source data came from 44 team leaders and 307 employees in Mainland China. Findings The results suggest a trickle-down relationship between leader psychological capital and employee psychological capital, which in turn is linked to employee engagement. In addition, the relationship between leader psychological capital and employee psychological capital is stronger (weaker) when team collectivism is lower (higher). Practical implications By paying attention to the psychological capital of both employees and their leaders, organizations can increase employee engagement which is an important work outcome. Originality/value Work engagement is important in the workplace because it is related to a variety of employee work and life outcomes. Prior research has examined the antecedents of work engagement, but little is known about the role of leader psychological capital, a positive psychological state, in shaping employee work engagement. This research applied a resource conservation process model of leader positivity on employee engagement that is mediated by employee psychological capital. This study contributes to a better understanding of the theoretical foundation of leader psychological capital.

Sign in / Sign up

Export Citation Format

Share Document