When young adults preparing to enter the workforce find task support stressful: an investigation on individual differences and implications for human resource management

IF 1.6 Q2 Business, Management and Accounting
Krzysztof Nowak
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Abstract

PurposeWhen young employees enter the workforce, young employees typically require extensive task support to perform well and adjust to the workplace setting. However, this support often incorporates controlling supervisor behaviors that can be stressful for them, such as negative feedback, close monitoring and time pressure. This can negatively impact young employees' turnover and work satisfaction. This article presents an empirical investigation of how individual differences related to self-regulation at work determine whether controlling supervisor behaviors are appraised as stressful by young adults preparing to enter the workforce.Design/methodology/approachIn total, 315 university students completed the Survey of Activity Styles (SAS) along with items relating to dispositional traits related to self-regulation in the workplace and appraising controlling supervisor behaviors. A hierarchical regression approach was used to test the study's hypotheses.FindingsThe findings demonstrate that perceiving controlling supervisor behaviors as stressful by young adults preparing to enter the workforce depends on a combination of dispositional traits: emotional reactivity, extraversion and the need for achievement as well as preferences in structuring and completing tasks: multitasking and a methodical approach to tasks.Practical implicationsThe study's results suggest that depending on individual characteristics, providing effective task support to young adults entering the workforce may require adjusting how the task support is provided or guiding and training on how to approach and organize work tasks.Originality/valuePrevious studies focused on the organizational and personal benefits of task support provided to young adults entering the workforce; the study demonstrates how individual differences linked to perceiving controlling supervisor behaviors can undermine these benefits.
当准备进入职场的年轻人发现任务支持有压力时:对个人差异和对人力资源管理的影响的调查
目的当年轻员工进入职场时,年轻员工通常需要广泛的任务支持才能表现良好并适应工作环境。然而,这种支持通常包括控制主管的行为,这些行为可能会给他们带来压力,例如负面反馈、密切监控和时间压力。这会对年轻员工的离职率和工作满意度产生负面影响。本文对工作中与自我调节相关的个体差异如何决定准备进入职场的年轻人是否认为控制上司的行为有压力进行了实证调查。设计/方法/方法总共有315名大学生完成了活动风格调查(SAS),以及与工作场所自我调节相关的性格特征和评估控制上司行为的项目。采用分层回归方法来检验研究的假设。研究结果表明,准备进入职场的年轻人认为控制上司的行为有压力,这取决于一系列性格特征的组合:情绪反应、外向和对成就的需求,以及在构建和完成任务时的偏好:多任务处理和有条不紊的任务处理方法。实际意义研究结果表明,根据个人特点,为进入职场的年轻人提供有效的任务支持可能需要调整任务支持的提供方式,或指导和培训如何处理和组织工作任务。原创性/价值以往的研究侧重于为进入劳动力市场的年轻人提供任务支持的组织和个人利益;这项研究表明,与感知控制上司行为相关的个体差异会破坏这些好处。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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