The consequences of empathic concern for the actors themselves: Understanding empathic concern through conservation of resources and work-home resources perspectives.

2021 ◽  
Author(s):  
Szu-Han (Joanna) Lin ◽  
Emily C. Poulton ◽  
Min-Hsuan Tu ◽  
Mengjie Xu
Keyword(s):  
Empathic Concern ◽  
Conservation Of Resources

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.

Why People With High Alexithymia Make More Utilitarian Judgments

2020 ◽  
Vol 67 (1) ◽  
pp. 23-30
Author(s):  
Xiangyi Zhang ◽  
Zhihui Wu ◽  
Shenglan Li ◽  
Ji Lai ◽  
Meng Han ◽  
...  
Keyword(s):  
Empathic Concern ◽  
Moral Judgments ◽  
Affective Processing ◽  
Process Dissociation ◽  
The Difference

Abstract. Although recent studies have investigated the effect of alexithymia on moral judgments, such an effect remains elusive. Furthermore, moral judgments have been conflated with the moral inclinations underlying those judgments in previous studies. Using a process dissociation approach to independently quantify the strength of utilitarian and deontological inclinations, the present study investigated the effect of alexithymia on moral judgments. We found that deontological inclinations were significantly lower in the high alexithymia group than in the low alexithymia group, whereas the difference in the utilitarian inclinations between the two groups was nonsignificant. Furthermore, empathic concern and deontological inclinations mediated the association between alexithymia and conventional relative judgments (i.e., more utilitarian judgments over deontological judgments), showing that people with high alexithymia have low empathic concern, which, in turn, decreases deontological inclinations and contributes to conventional relative judgments. These findings underscore the importance of empathy and deontological inclinations in moral judgments and indicate that individuals with high alexithymia make more utilitarian judgments over deontological judgments possibly due to a deficit in affective processing.

Work-Induced Guilt and Conservation of Resources on Satisfaction

2006 ◽  
Author(s):  
Wayne A. Hochwarter ◽  
Pamela L. Perrewe ◽  
James Meurs ◽  
Lawrence A. Witt
Keyword(s):  
Conservation Of Resources

State-Empathic Concern Scale

2019 ◽  
Author(s):  
David A. Johnson ◽  
Michael J. Karcher
Keyword(s):  
Empathic Concern

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.

ADOLESCENTS' PERCEPTIONS OF STRESSORS CONTRIBUTING TO SUICIDAL BEHAVIOUR

2017 ◽  
Vol 26 (2) ◽  
pp. 192-213
Author(s):  
Henriëtte Van den Berg ◽  
Hester Tancred ◽  
Dap Louw
Keyword(s):  
South African ◽  
Family Environment ◽  
Family Relationships ◽  
Suicidal Behaviour ◽  
Stressful Life Events ◽  
Qualitative Content Analysis ◽  
Peer Group ◽  
Conservation Of Resources ◽  
Western Cape ◽  
The Impact

South African adolescents show increased levels of suicidal behaviour. This article explores the perceptions of adolescents at risk of suicide regarding the psychosocial stressors they believe contribute to suicidal behaviour among South African adolescents. This study was conducted on 214 adolescents from the Western Cape Province with a high suicide risk. The group was selected on the basis of their high scores on the Suicidal Ideation Questionnaire. A qualitative content analysis was performed with their responses on a question about the reasons for adolescent suicide. The analysis highlighted risk factors relating to substance abuse, negative emotional experiences, lack of self-esteem, problem-solving ability and hope for the future; negative family environment and conflict in family relationships; peer group and romantic relationships; stressful life events; and socioeconomic factors. Guided by the Conservation of Resources (COR) theory suggestions were made for adolescent resource development to counter-act the impact of the various stressors they experience.

Moral leadership and employee work–family conflict: A moderated mediation model

2019 ◽  
Vol 47 (12) ◽  
pp. 1-12
Author(s):  
Lei Yao ◽  
Ping Li
Keyword(s):  
Indirect Effect ◽  
Family Conflict ◽  
Moderated Mediation ◽  
Moral Leadership ◽  
Conservation Of Resources ◽  
Mediation Model ◽  
Work Family Conflict ◽  
Moderated Mediation Model ◽  
Work Family ◽  
The Relationship

We applied conservation of resources theory to propose a moderated mediation model explaining how and when moral leadership influences employees' work–family conflict (WFC). Specifically, we hypothesized that both job clarity and workplace anxiety would mediate the relationship between moral leadership and employees' WFC, and that trust in supervisor would moderate the indirect effect of moral leadership and WFC through job clarity and workplace anxiety. We collected data from 258 employees of 3 companies in China, and their spouses. The findings indicated that job clarity and workplace anxiety mediated the relationship between moral leadership and employees' WFC, and that trust in supervisor strengthened the indirect effect through job clarity and workplace anxiety. Theoretical and practical implications of our findings are discussed regarding how and when moral leadership style reduces employees' WFC.

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