用韧性和激情克服欺凌和工作意义的缺乏:通往以变革为导向的公民之路

IF 3 Q2 MANAGEMENT
D. De Clercq, Renato Pereira
{"title":"用韧性和激情克服欺凌和工作意义的缺乏:通往以变革为导向的公民之路","authors":"D. De Clercq, Renato Pereira","doi":"10.1108/joepp-06-2022-0163","DOIUrl":null,"url":null,"abstract":"PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.0000,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship\",\"authors\":\"D. De Clercq, Renato Pereira\",\"doi\":\"10.1108/joepp-06-2022-0163\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.\",\"PeriodicalId\":51810,\"journal\":{\"name\":\"Journal of Organizational Effectiveness-People and Performance\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.0000,\"publicationDate\":\"2022-10-11\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Organizational Effectiveness-People and Performance\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1108/joepp-06-2022-0163\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"MANAGEMENT\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Organizational Effectiveness-People and Performance","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/joepp-06-2022-0163","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"MANAGEMENT","Score":null,"Total":0}
引用次数: 0

摘要

目的本研究通过解决员工遭受职场欺凌如何以及何时可能导致他们放弃自愿改善组织现状的相关问题,为人力资源管理研究增添了新的内容。它假设了关于工作意义剥夺的信念的中介作用,以及两种个人资源(弹性和工作热情)在这一联系中有益的调节作用。设计/方法/方法研究假设通过在建筑零售业工作的员工中收集的调查数据进行检验。欺凌受害者拒绝表现出以改变为导向的自愿主义的一个关键原因是,他们形成了一种信念,即他们的组织剥夺了他们有意义的工作,正如作者的理论,这使他们能够保护自己的自尊资源。员工从充满挑战的环境中恢复过来或对工作充满激情的程度可以抑制这种有害影响。实际意义当员工对在工作中被欺负感到沮丧时,他们的不良工作环境可能会转化为与工作相关的冷漠(失去了以变革为导向的公民意识),从而损害员工和组织克服困难局面的能力。管理者应该认识到员工的个人资源是如何抵御这种风险的。原创性/价值本研究详细说明了贬低工作场所待遇对员工变革导向的组织公民的有害作用,因为他们相信他们的组织运作方式使他们的工作不重要。它可以通过增强能量的个人资源来缓解。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship
PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.
求助全文
通过发布文献求助,成功后即可免费获取论文全文。 去求助
来源期刊
CiteScore
5.20
自引率
9.10%
发文量
31
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
确定
请完成安全验证×
copy
已复制链接
快去分享给好友吧!
我知道了
右上角分享
点击右上角分享
0
联系我们:info@booksci.cn Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。 Copyright © 2023 布克学术 All rights reserved.
京ICP备2023020795号-1
ghs 京公网安备 11010802042870号
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术官方微信