员工对流行病的恐惧如何升级为迟到的态度,安全的组织氛围如何缓解这一挑战

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
D. De Clercq, M. Aboramadan, Yasir Mansoor Kundi
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引用次数: 0

摘要

目的本研究旨在了解员工的流行病恐惧如何以及何时影响他们的迟到态度,并特别关注这种影响是如何通过情绪耗竭和感知安全气候来调节的。设计/方法/方法调查数据是在零售业的员工中收集的。对流行病的恐惧升级为认为迟到是可以接受的信念的一个核心机制是,员工觉得自己在工作上过度投入了感情。员工认为他们的组织优先考虑安全问题的程度可以抑制这种有害的过程。对于人力资源管理(HRM)实践,研究结果指出了一个显著的危险,即员工无法停止对外部危机的反复思考,并因此感到情绪负担过重,可能会因为在守时方面投入较少的努力而损害自己在组织中的地位。为了打破这种动态,人力资源经理可以创造强调安全实践的组织氛围。独创性/价值本研究通过揭示个人逆境、流行病恐惧的相关来源,以及这些恐惧如何影响人们在工作中接受迟到的倾向,为人力资源管理研究增添了新的内容。该研究解释了情绪耗竭如何作为连接这种资源耗尽状况与迟到倾向的核心管道,以及安全气候感知如何缓冲这种转换。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
How employee pandemic fears may escalate into a lateness attitude, and how a safe organizational climate can mitigate this challenge
PurposeThis study aims to understand how and when employees' pandemic fears influence their lateness attitude, with a particular focus on how this influence is mediated by emotional exhaustion and moderated by a perceived safety climate.Design/methodology/approachSurvey data were collected among employees in the retail sector.FindingsA core mechanism that explains the escalation of pandemic fears into beliefs that tardiness is acceptable is employees' sense that employees are emotionally overextended by work. The extent to which employees perceive that their organization prioritizes safety issues subdues this detrimental process though.Practical implicationsFor human resource management (HRM) practice, the findings point to the notable danger that employees who cannot stop ruminating about an external crisis, and feel emotionally overburdened as a result, might compromise their own organizational standing by devoting less effort to punctuality. To disrupt this dynamic, HR managers can create organizational climates that emphasize safety practices.Originality/valueThis study adds to HRM research by revealing a pertinent source of personal adversity, pandemic fears, and how the fears affects tendencies to embrace tardiness at work. The study explicates how emotional exhaustion functions as a core conduit that connects this resource-draining condition with propensities to show up late, as well as how safety climate perceptions can buffer this translation.
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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