Evidence-based HRM-A Global Forum for Empirical Scholarship最新文献_第10页

Burnt to a crisp? Understanding drivers of burnout amongst New Zealand workers 烧焦了吗？了解新西兰工人倦怠的驱动因素

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-12-03 DOI: 10.1108/ebhrm-07-2021-0132

J. Haar

{"title":"Burnt to a crisp? Understanding drivers of burnout amongst New Zealand workers","authors":"J. Haar","doi":"10.1108/ebhrm-07-2021-0132","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2021-0132","url":null,"abstract":"PurposeJob burnout is a popular topic for researchers and a pressing issue for employees and employers. However, the most popular measure has become widely critiqued, and a new construct – the Burnout Assessment Tool (BAT) – has been offered as a better way to assess burnout.Design/methodology/approachThe study uses data from 1,022 employees across a wide range of occupations, sectors and industries. Confirmatory factor analysis (CFA) and odds ratio calculations are explored.FindingsThe present psychometric properties of the BAT construct are supported. Overall, 11.1% of employees met the high burnt-out risk threshold. Determinants of burnt-out risk were explored, with significant findings from high perceptions of organizational support, large firm-size, young age and long work hours found. No gender differences. The odds ratio provides greater insights into the risks associated with factors, especially working 55+ hours/week, which resulted in 580% higher risk of burnt-out risk.Research limitations/implicationsThe findings highlight the danger of burnt-out risk and provide a useful benchmark for those exploring the burnt-out risk rate.Originality/valueThe BAT has not been tested in New Zealand across a sample of employees. Given the large size and breadth of employees, this provides useful generalizability to the BAT-NZ. The determinants tested here are all unique to the literature and provide new insights.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46784046","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Illegitimate tasks and occupational outcomes: the impact of vertical collectivism 非法任务与职业结果:垂直集体主义的影响

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-11-30 DOI: 10.1108/ebhrm-02-2021-0025

Server Sevil Akyurek, Ozge Can

{"title":"Illegitimate tasks and occupational outcomes: the impact of vertical collectivism","authors":"Server Sevil Akyurek, Ozge Can","doi":"10.1108/ebhrm-02-2021-0025","DOIUrl":"https://doi.org/10.1108/ebhrm-02-2021-0025","url":null,"abstract":"PurposeThis study aims to understand essential work and occupational consequences of employees’ illegitimate task (ILT) experiences (unreasonable and unnecessary task demands) under the influence of vertical collectivist (VC) values.Design/methodology/approachData were collected via a survey from 503 teachers in the Turkish public education sector. The hypotheses were tested using structural equation modeling.FindingsFindings of this study reveal that unnecessary tasks decrease employees’ professional identification and perceived occupational prestige, whereas unreasonable tasks weaken their workplace well-being. Results also show that employees with higher VC orientation feel these adverse effects to a lesser extent.Research limitations/implicationsThis study demonstrates that individual-level cultural values play a significant role in understanding task-related dynamics and consequences at the workplace. It brings new theoretical insights to job design and work stress literature regarding what similar factors can mitigate task pressures on employees.Practical implicationsA key practical insight from the findings is that human resources management experts should create a positive task environment where ILT demands are not welcome by analyzing jobs and skill requirements in detail, communicating task decisions regularly with employees and providing them with the necessary work support.Social implicationsUnderstanding the impact of ILT can greatly help to assess the quality of the education system and the value of teaching occupation in society.Originality/valueILT have been mainly discussed without considering the effect of different cultural orientations. This is the first study empirically showing the diverse effects of two ILT dimensions on essential occupational outcomes in connection to individual-level cultural influences.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47817643","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

The way you make me abuse: impression management matters 你让我谩骂的方式：印象管理很重要

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-11-02 DOI: 10.1108/ebhrm-04-2021-0059

Yuan-Ling Chen, T. Chu

{"title":"The way you make me abuse: impression management matters","authors":"Yuan-Ling Chen, T. Chu","doi":"10.1108/ebhrm-04-2021-0059","DOIUrl":"https://doi.org/10.1108/ebhrm-04-2021-0059","url":null,"abstract":"PurposeDrawing on the perspectives of emotional labor, self-concept and impression management, this study presents two major findings: (1) employees' excessive reliance on impression management can bother supervisors, and (2) the effectiveness of impression management depends on how the management affects targets' attribution of characteristics to actors.Design/methodology/approachThe study uses a cross-sectional design and a sample of 259 employees to investigate the antecedents of abusive supervision and, in this regard, the potential mediating effects of impression management. Through Mplus analysis, the authors specifically show that deep acting and surface acting affect impression management and that impression management activates abusive supervision.FindingsEmotional labor is critical in triggering abusive supervision through impression management. The study specifically shows that impression management mediates two types of relationships: (1) the relationship between deep acting and abusive supervision, and (2) the relationship between surface acting and abusive supervision. The findings contribute to the abusive supervision literature by clarifying how impression management functions.Originality/valueThis study, by addressing how emotional labor is a potential antecedent of abusive supervision, reveals that impression management can be a mixed blessing, insofar as emotional labor can contribute to abusive supervision.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44978386","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Off-the-job embeddedness moderates work intensity on employee stress 职外嵌入性调节工作强度对员工压力的影响

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-10-22 DOI: 10.1108/ebhrm-01-2021-0015

Gerrit J. M. Treuren, Erich C. Fein

{"title":"Off-the-job embeddedness moderates work intensity on employee stress","authors":"Gerrit J. M. Treuren, Erich C. Fein","doi":"10.1108/ebhrm-01-2021-0015","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2021-0015","url":null,"abstract":"PurposeWork intensity causes employee stress. This paper demonstrates that off-the-job embeddedness (OffJE), a potential source of social support resources, buffers the negative effect of work intensity on employee stress.Design/methodology/approachGuided by conservation of resources (COR) and job embeddedness theory (JET), this paper reports on the moderated regression analysis of the survey responses of 385 adult employees from a variety of industries in Queensland, Australia, using a student-recruited sampling strategy.FindingsHigher levels of work intensity were found to be associated with higher levels of employee stress. However, this effect was weaker for employees who had higher OffJE. In this sample, work intensity has no relationship with stress for employees who report OffJE beyond the 70th percentile.Originality/valueThis paper demonstrates the positive role of outside workplace relationships embodied in OffJE on workplace employee experience, justifies employer work-life balance initiatives and community involvement, demonstrates the potential positive return for employer involvement in helping employees manage the experience of work intensity and contributes to the social support, COR and job embeddedness literature studies.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-10-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48569275","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 4

Leader negative mood and employee-instigated incivility: the role of mood contagion 领导消极情绪与员工不文明行为:情绪传染的作用

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-09-13 DOI: 10.1108/ebhrm-03-2021-0042

Sevgi Emirza, E. Öztürk

{"title":"Leader negative mood and employee-instigated incivility: the role of mood contagion","authors":"Sevgi Emirza, E. Öztürk","doi":"10.1108/ebhrm-03-2021-0042","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2021-0042","url":null,"abstract":"PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43630506","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 2

Do millennials differ in conflict manifestation? Differences within the cohort 千禧一代在冲突表现上有什么不同吗?队列内的差异

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-07-29 DOI: 10.1108/ebhrm-09-2020-0126

S. Sinha, S. Pandey

{"title":"Do millennials differ in conflict manifestation? Differences within the cohort","authors":"S. Sinha, S. Pandey","doi":"10.1108/ebhrm-09-2020-0126","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2020-0126","url":null,"abstract":"PurposeThe present study aims to examine the moderation of the employee's age on the manifestation of “experience of hurt” to “commitment to future conflict” among the three intra-cohort segments of millennials. The study also examines the mediation of “perception of duplicitous organization” between hurt and “commitment to future conflict.”Design/methodology/approachCross-sectional data was collected using survey method and analyzed by structural equation modelling on SPSS AMOS 25 software.FindingsThe results are based on single-source cross-sectional data. The result indicates that “perception of duplicitous organization” is positively impacted by the experience of hurt at the workplace. It also acts as a mediator between hurt and “commitment to future conflict”. There is significant moderation of age for all the relationships in the model. For instance, age moderates both the paths of hurt resulting in “perception of duplicitous organization” and aggressiveness, where the group of young employees have significantly higher path coefficients.Practical implicationsThe managers need to be more considerate and interact frequently with the younger employees as they are more prone to develop aggression and are impressionable to form a “perception of duplicitous organization” after an experience of hurt. The manager needs to establish a high-quality relationship and a positive image of the organization with subordinates to prevent the manifestation of hurt to a “commitment to future conflict”.Originality/valueTo the best of the knowledge of the authors, this study is the first of its kind to study the moderation of age within the larger cohort of millennials.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48925086","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Commitment in an organizational context: a SET-theoretic approach that provides management tools 组织环境中的承诺:一种提供管理工具的set理论方法

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-07-05 DOI: 10.1108/ebhrm-02-2021-0028

C. Curado, Helena Mateus Jerónimo, P. Henriques, Marta Tavares

{"title":"Commitment in an organizational context: a SET-theoretic approach that provides management tools","authors":"C. Curado, Helena Mateus Jerónimo, P. Henriques, Marta Tavares","doi":"10.1108/ebhrm-02-2021-0028","DOIUrl":"https://doi.org/10.1108/ebhrm-02-2021-0028","url":null,"abstract":"PurposeGrounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.Design/methodology/approachUsing a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.FindingsThe results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.Originality/valueThis study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"1 1","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42158164","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Work stressors and job outcomes: an empirical investigation of frontline service employees in the Indian hospitality industry 工作压力源与工作结果：对印度酒店业一线服务员工的实证调查

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2021-06-28 DOI: 10.1108/ebhrm-11-2020-0143

Sajeet Pradhan

{"title":"Work stressors and job outcomes: an empirical investigation of frontline service employees in the Indian hospitality industry","authors":"Sajeet Pradhan","doi":"10.1108/ebhrm-11-2020-0143","DOIUrl":"https://doi.org/10.1108/ebhrm-11-2020-0143","url":null,"abstract":"PurposeThe study aims to investigate the relationship between work stressors (abusive supervision and dysfunctional customer behaviour) and several job outcomes such as service sabotage, job satisfaction and intention to quit among frontline employees in the Indian hospitality industry. It also explores the mediating role of emotional exhaustion explaining the indirect effect between the work stressors and the job outcomes.Design/methodology/approachThis is a multi-wave (data collected at two time points) cross-sectional survey study. In order to test the study hypotheses, the study draws responses from frontline employees working in several hotels and restaurants in India. The final sample of 274 was analysed using SmartPLS and Statistical Product and Service Solutions (SPSS).FindingsResults report that both the work stressors were significantly related to the job outcomes in the direction suggested in the literature. Also, the indirect effect between the work stressors and the job outcomes via emotional exhaustion were found to be significant.Originality/valueThe present study makes two unique contributions to the extant literature; first, it conceptualizes and empirically tests the pernicious impact of multiple work stressors like abusive supervisor and dysfunctional customer behaviour on the job outcomes of frontline hospitality industry employees. Second, it is the only study to investigate the relationship between the two work stressors and service sabotage in the Indian hospitality industry.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2021-06-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42543765","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 17

Age and job-specific skill obsolescence: the moderating effects of human resource practices 年龄与职业技能过时:人力资源实践的调节效应

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2020-12-21 DOI: 10.1108/ebhrm-04-2020-0043

Lin Yue, Wei-de Huang

引用次数: 0

Panel data or pseudo panels for longitudinal research? Cross-national comparisons using the example of firms' training spend 纵向研究的面板数据还是伪面板?以企业培训支出为例进行跨国比较

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2020-12-04 DOI: 10.1108/ebhrm-08-2020-0106

M. Brookes, C. Brewster, Cigdem Gedikli, O. Yılmaz

{"title":"Panel data or pseudo panels for longitudinal research? Cross-national comparisons using the example of firms' training spend","authors":"M. Brookes, C. Brewster, Cigdem Gedikli, O. Yılmaz","doi":"10.1108/ebhrm-08-2020-0106","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2020-0106","url":null,"abstract":"PurposeThe evolution of firm level practices over time has always been a keen area of interest for management scholars. However, in comparison to other social scientists, particularly economists, the relative dearth of firm level panel data sets has restricted the methodological options for exploring inter-temporal changes.Design/methodology/approachThis paper applies a pseudo panel methodology to investigate the evolution of training spend at the firm level over time.FindingsThe analysis is framed within a varieties of capitalism lens and by adopting a more meaningful approach to examining changes over time it leads us to question some of the “truisms” linked to firms expected behaviours within different national institutional frameworks.Research limitations/implicationsAs with any large-scale quantitative analysis, it would always benefits from a larger number of observations and/or a longer time period, in this instance access to annual data rather than 4 or 5 year intervals would have been helpful.Practical implicationsBy adopting a different, and more appropriate, approach to analysing existing cross-sectional data over time this empirical research helps to achieve a deeper understanding of the complex issues that influence decision making at the firm level.Social implicationsAt the firm level, in line with the practical implications above, this will enable decision makers to achieve a deeper understanding of the evolution of the external context in which they operate and the likely influence of that evolution within their own organisation.Originality/valueThis approach enables a more meaningful exploration of inter-temporal changes in situations where longitudinal data does not exist.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2020-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1108/ebhrm-08-2020-0106","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48757500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0