International Journal of Environmental Research and Public Health

Research

21 pages, 643 KiB

Open AccessArticle

Servant Leadership in a Social Religious Organization: An Analysis of Work Engagement, Authenticity, and Spirituality at Work

by Mar Ortiz-Gómez, Antonio Ariza-Montes and Horacio Molina-Sánchez

Int. J. Environ. Res. Public Health 2020, 17(22), 8542; https://doi.org/10.3390/ijerph17228542 - 18 Nov 2020

Cited by 9 | Viewed by 5254

Abstract

Religious organizations represent a main part of the third sector and the social economy. Social faith-based institutions have some unique features that, in some respects, differentiate them from other entities, as they are characterized and defined not only by the services they provide, [...] Read more.

Religious organizations represent a main part of the third sector and the social economy. Social faith-based institutions have some unique features that, in some respects, differentiate them from other entities, as they are characterized and defined not only by the services they provide, but also by how they provide them. It is part of their mission to convey the values that prevail in their institutional culture while developing their activities, being attractive to those workers who identify with their values. From this point of view, a key element of these entities’ success is that their employees feel identified with their work so that they are engaged in the institution and its values. The style of leadership exercised in such organizations is critical to fostering these attitudes and their long-term survival. This paper aims to study the link between perceived servant leadership by followers and work engagement, as well as the mediating role of authenticity and spirituality at work in this relationship. To this end, 270 workers from a Spanish Catholic organization in the social sector were surveyed. These data were processed by PLS (partial least squares). The results show that a servant leadership style by itself does not directly promote work engagement among employees of the target organization. The engagement of these workers comes through two mediating variables: authenticity and spirituality at work. This study covers a gap in the literature because although there are studies arguing that a strategy of servant leadership is critical to these organizations, to our knowledge, they do not finish demonstrating the fundamental roles that attitudes of authenticity and spirituality at work play in the perception of this type of leadership, achieving greater work engagement. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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21 pages, 1099 KiB

Open AccessArticle

Impact of Work Environment and Occupational Stress on Safety Behavior of Individual Construction Workers

by Minhyuk Jung, Soram Lim and Seokho Chi

Int. J. Environ. Res. Public Health 2020, 17(22), 8304; https://doi.org/10.3390/ijerph17228304 - 10 Nov 2020

Cited by 26 | Viewed by 5820

Abstract

This study was conducted to investigate how the work environment and psychological state influence construction workers’ perceptions and safety behaviors. Structural equation modeling was developed with five factors on the working environment (i.e., job demand, job control, job support, rewards, organizational justice, lack [...] Read more.

This study was conducted to investigate how the work environment and psychological state influence construction workers’ perceptions and safety behaviors. Structural equation modeling was developed with five factors on the working environment (i.e., job demand, job control, job support, rewards, organizational justice, lack of reward), two factors on workers’ psychological condition (i.e., depression and trait anxiety), and four factors on safety perception (i.e., safety motivation, safety knowledge, and safety compliance and participation behaviors). Sample data were collected from 399 construction workers working at 29 construction sites in South Korea and analyzed the direct and indirect effects between those factors. The results showed that construction workers’ safety compliance and participation behavior are related to their safety knowledge and motivation, and depression and trait anxiety were found to lower safety motivation, knowledge, and, eventually, safety behavior. Job demands, lack of job control, lack of reward, and lack of organizational justice negatively impacted safety behavior. In contrast, job support did not show a significant relationship with safety behavior. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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28 pages, 1573 KiB

Open AccessArticle

Motivation and Continuance Intention towards Online Instruction among Teachers during the COVID-19 Pandemic: The Mediating Effect of Burnout and Technostress

by Ion Ovidiu Panisoara, Iulia Lazar, Georgeta Panisoara, Ruxandra Chirca and Anca Simona Ursu

Int. J. Environ. Res. Public Health 2020, 17(21), 8002; https://doi.org/10.3390/ijerph17218002 - 30 Oct 2020

Cited by 144 | Viewed by 19435

Abstract

In-service teachers have various emotional and motivational experiences that can influence their continuance intention towards online-only instruction during the COVID-19 pandemic, as a significant stress factor for their workplace. Derived from the Self-Determination Theory (SDT), Job Demands–Resources Model (JD–R), and Technology Acceptance Model [...] Read more.

In-service teachers have various emotional and motivational experiences that can influence their continuance intention towards online-only instruction during the COVID-19 pandemic, as a significant stress factor for their workplace. Derived from the Self-Determination Theory (SDT), Job Demands–Resources Model (JD–R), and Technology Acceptance Model (TAM), the present research model includes technological pedagogical knowledge (TPK) self-efficacy (SE), intrinsic (IM) and extrinsic (EM) work motivation, and occupational stress (OS) (i.e., burnout and technostress which have been examined in tandem) as key dimensions to explain the better continuance intention among in-service teachers to use online-only instruction (CI). Data for the research model were collected from 980 in-service teachers during the COVID-19 outbreak between April and May 2020. Overall, the structural model explained 70% of the variance in teachers’ CI. Motivational practices were directly and indirectly linked through OS with CI. The findings showed that IM has the most directly significant effect on teachers’ CI, followed by TPK-SE, and OS as significant, but lower predictors. IM was positively associated with TPK-SE and negatively associated with EM. The results offered valuable insights into how motivation constructs were related to OS and to a better understanding online instruction in an unstable work context, in order to support teachers in coping during working remotely. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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14 pages, 1313 KiB

Open AccessArticle

Effect of Emotional Intelligence and Psychosocial Risks on Burnout, Job Satisfaction, and Nurses’ Health during the COVID-19 Pandemic

by Ana Soto-Rubio, María del Carmen Giménez-Espert and Vicente Prado-Gascó

Int. J. Environ. Res. Public Health 2020, 17(21), 7998; https://doi.org/10.3390/ijerph17217998 - 30 Oct 2020

Cited by 143 | Viewed by 36486

Abstract

Nurses are exposed to psychosocial risks that can affect both psychological and physical health through stress. Prolonged stress at work can lead to burnout syndrome. An essential protective factor against psychosocial risks is emotional intelligence, which has been related to physical and psychological [...] Read more.

Nurses are exposed to psychosocial risks that can affect both psychological and physical health through stress. Prolonged stress at work can lead to burnout syndrome. An essential protective factor against psychosocial risks is emotional intelligence, which has been related to physical and psychological health, job satisfaction, increased job commitment, and burnout reduction. The present study aimed to analyze the effect of psychosocial risks and emotional intelligence on nurses’ health, well-being, burnout level, and job satisfaction during the rise and main peak of the COVID-19 pandemic in Spain. It is a cross-sectional study conducted on a convenience sample of 125 Spanish nurses. Multiple hierarchical linear regression models were calculated considering emotional intelligence levels, psychosocial demand factors (interpersonal conflict, lack of organizational justice, role conflict, and workload), social support and emotional work on burnout, job satisfaction, and nurses’ health. Finally, the moderating effect of emotional intelligence levels, psychosocial factors, social support, and emotional work on burnout, job satisfaction, and nurses’ health was calculated. Overall, this research data points to a protective effect of emotional intelligence against the adverse effects of psychosocial risks such as burnout, psychosomatic complaints, and a favorable effect on job satisfaction. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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11 pages, 319 KiB

Open AccessArticle

Supervisors’ Active-Empathetic Listening as an Important Antecedent of Work Engagement

by Inga Jona Jonsdottir and Kari Kristinsson

Int. J. Environ. Res. Public Health 2020, 17(21), 7976; https://doi.org/10.3390/ijerph17217976 - 30 Oct 2020

Cited by 21 | Viewed by 11933

Abstract

Social support from supervisors is a job resource that has been found to be an important antecedent to work engagement. However, there is a knowledge gap in understanding one of the key features of social support—i.e., supervisors’ active-empathetic listening—and its relation to employees’ [...] Read more.

Social support from supervisors is a job resource that has been found to be an important antecedent to work engagement. However, there is a knowledge gap in understanding one of the key features of social support—i.e., supervisors’ active-empathetic listening—and its relation to employees’ work engagement. To bridge this gap, this study explores how supervisors’ active-empathetic listening is associated with employees’ work engagement. Using a national representative sample (N = 548), the results show that supervisors’ active-empathetic listening has a significant positive relationship with employee work engagement. Additionally, we show that active-empathetic listening does not affect all three dimensions of work engagement equally, with dedication being the most affected by supervisors’ active-empathetic listening. We argue that supportive leadership which uses conscious and active listening-centred communication is highly significant for employees’ work engagement. Therefore, we suggest that organisations experiment in training their supervisors in active-empathetic listening as part of a broader strategy to increase employees’ engagement at work. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

16 pages, 495 KiB

Open AccessArticle

COVID-19 Pandemic and Death Anxiety in Security Forces in Spain

by Cristina Lázaro-Pérez, José Ángel Martínez-López, José Gómez-Galán and María del Mar Fernández-Martínez

Int. J. Environ. Res. Public Health 2020, 17(21), 7760; https://doi.org/10.3390/ijerph17217760 - 23 Oct 2020

Cited by 22 | Viewed by 5040

Abstract

The pandemic caused by the SARS-CoV-2 coronavirus, which produces COVID-19 disease, has revealed to political and social circles a series of needs that have not yet been met. The workers of the State Security Forces and the Armed Forces have done an extraordinary [...] Read more.

The pandemic caused by the SARS-CoV-2 coronavirus, which produces COVID-19 disease, has revealed to political and social circles a series of needs that have not yet been met. The workers of the State Security Forces and the Armed Forces have done an extraordinary job to try to alleviate the effects that the pandemic has had on the population and to return stability to the citizenry as much as possible. In this context, the following investigation is developed based on two objectives: (PO1) to know the level of anxiety in the face of death in these professionals; (PO2) to determine the predictive variables in the above-mentioned phenomenon. Professionals from all over Spain have participated in the study (n = 2079). From a quantitative perspective, a questionnaire was developed from the Collet–Lester death anxiety scale. The results show a total level of 69.2% in the scale, as well as some higher levels about the fear of death of others (82.1%) and the fear of the process of dying of others (78.2%). On the other hand, from the binary logistic regressions, four variables are evidenced that condition the risk of suffering death anxiety: (a) certainty of needing psychological treatment in the future; (b) absence of Individual Protection Equipment (PPE); (c) high levels of Emotional Exhaustion; (d) high levels of depersonalization—these last two come from the Maslach and Jackson Burnout scale. These data show a need for training and intervention in the emotional and psychological demands of the professionals of the Armed Forces and State Security Forces, as well as the obligation to develop a continuous dialogue with the institutions they represent to foster the feeling of belonging to them. It is essential, regardless of the serious consequences that the virus has caused, to understand the psychosocial and emotional demands of enforcement agents and to improve their occupational health. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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15 pages, 965 KiB

Open AccessArticle

Not All Emotional Demands Are the Same: Emotional Demands from Clients’ or Co-Workers’ Relations Have Different Associations with Well-Being in Service Workers

by Joana Duarte, Hanne Berthelsen and Mikaela Owen

Int. J. Environ. Res. Public Health 2020, 17(21), 7738; https://doi.org/10.3390/ijerph17217738 - 22 Oct 2020

Cited by 9 | Viewed by 3375

Abstract

There has been an increased interest in the study of emotional demands (ED) at work and its impact on workers’ well-being. However, ED have been conceptualized as a unitary concept, focused on interactions with clients, and excluding other potential sources of ED at [...] Read more.

There has been an increased interest in the study of emotional demands (ED) at work and its impact on workers’ well-being. However, ED have been conceptualized as a unitary concept, focused on interactions with clients, and excluding other potential sources of ED at work. Therefore, the aim of the current study is to explore the relation between ED from different relational sources (clients/patients/customers and colleagues, supervisors, and employees) and service workers’ exhaustion and engagement. Cross-sectional data from a sample of 2742 service workers were analysed using structural equation modelling. Results showed that ED from both sources (clients and colleagues) were associated with more emotional exhaustion, particularly if dealing with clients was not an integrated part of the role. Further, ED from clients’ relations were negatively associated with engagement for managers with staff responsibility, but positively for managers without staff responsibility. We also found moderating effects of psychosocial safety climate (PSC), whereby ED had the strongest effect on emotional exhaustion when PSC was low. This study suggests that different relational sources of ED at work have a different impact on employees’ well-being. Strategies that promote a reduction of extra-role ED, and the development of a PSC in the organization, could therefore offer possible solutions to promote employees’ psychological well-being and motivation. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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15 pages, 643 KiB

Open AccessArticle

The Effects of Service Employee Resilience on Emotional Labor: Double-Mediation of Person–Job Fit and Work Engagement

by Myoung-Soung Lee and Han-Seong Kim

Int. J. Environ. Res. Public Health 2020, 17(19), 7198; https://doi.org/10.3390/ijerph17197198 - 1 Oct 2020

Cited by 7 | Viewed by 4320

Abstract

This study examined the effect of service employees’ resilience on deep acting in the job demands–resources model (JD-R model). It set and verified person–job fit and work engagement as double-mediation factors between service employees’ resilience and deep acting. To accomplish this, surveys targeting [...] Read more.

This study examined the effect of service employees’ resilience on deep acting in the job demands–resources model (JD-R model). It set and verified person–job fit and work engagement as double-mediation factors between service employees’ resilience and deep acting. To accomplish this, surveys targeting service employees working in the retail finance industry in Korea were administered. The analysis showed that resilience significantly increased person–job fit, and person–job fit improved work engagement. Additionally, it showed that work engagement improved deep acting. With regard to the double-mediation effect, the direct effect of resilience on deep acting was not statistically significant, but the double-mediation effect through person–job fit and work engagement was significant. In other words, person–job fit and work engagement fully mediated the relationship between resilience and deep acting. Additionally, person–job fit alone did not mediate the relationship between resilience and deep acting, but the independent mediation effect of work engagement was significant. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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19 pages, 729 KiB

Open AccessArticle

Ain’t Too Proud to Beg! Effects of Leader’s Use of Pride on Groups

by Catherine S. Daus and Stephen R. Baumgartner

Int. J. Environ. Res. Public Health 2020, 17(19), 7146; https://doi.org/10.3390/ijerph17197146 - 29 Sep 2020

Cited by 1 | Viewed by 2365

Abstract

Studies of discrete pride in the workplace are both few and on the rise. We examined what has, to date, been unstudied, namely the impact that a leader’s expressions of authentic and hubristic pride can have on the followers at that moment, and [...] Read more.

Studies of discrete pride in the workplace are both few and on the rise. We examined what has, to date, been unstudied, namely the impact that a leader’s expressions of authentic and hubristic pride can have on the followers at that moment, and on their attitudes regarding their task, leader, and group. Students working in groups building Lego structures rated their perceived leader regarding expressions of pride, both authentic and hubristic. Students who perceived the leader as expressing more authentic pride rated the task, group (satisfaction and cohesion), and leader more positively, while the reverse was generally true for perceptions of expressions of hubristic pride. We found these effects both at the individual level and at the group level. We also predicted and found moderation for the type of task worked on, creative or detailed. Implications abound for leader emotional labor and emotion management. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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16 pages, 631 KiB

Open AccessArticle

Does Happiness Launch More Businesses? Affect, Gender, and Entrepreneurial Intention

by Gloria Sweida and Cynthia L. Sherman

Int. J. Environ. Res. Public Health 2020, 17(18), 6908; https://doi.org/10.3390/ijerph17186908 - 21 Sep 2020

Cited by 9 | Viewed by 2556

Abstract

In one of the first studies to examine how positive affect, negative affect, gender, and gender roles interact with entrepreneurial intention, we conducted an online survey of 849 adults from the western, midwestern, and southern regions of the United States. A higher positive [...] Read more.

In one of the first studies to examine how positive affect, negative affect, gender, and gender roles interact with entrepreneurial intention, we conducted an online survey of 849 adults from the western, midwestern, and southern regions of the United States. A higher positive affect was associated with greater intention to start a business, however, lower levels of negative affect were not. As in previous studies, women showed less entrepreneurial intention than men, however, the presence of positive affect had a larger positive impact on women’s entrepreneurial intention than men’s. Contrary to expectations, acceptance of traditional gender roles interacted with entrepreneurial intention such that women’s entrepreneurial intention increased as their support of traditional gender roles increased, and for men, entrepreneurial intention decreased slightly as acceptance of traditional gender roles increased. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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19 pages, 497 KiB

Open AccessArticle

Work–Family Conflict, Emotional Responses, Workplace Deviance, and Well-Being among Construction Professionals: A Sequential Mediation Model

by Yan Chen, Feilian Zhang, Yan Wang and Junwei Zheng

Int. J. Environ. Res. Public Health 2020, 17(18), 6883; https://doi.org/10.3390/ijerph17186883 - 21 Sep 2020

Cited by 21 | Viewed by 4446

Abstract

Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work–family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion [...] Read more.

Given the dynamic, complex, and highly demanding project environment, construction professionals are particularly likely to experience a high level of work–family conflict. Taking an emotional resource perspective and on the basis of affective events theory, this study tested negative affect and emotional exhaustion as sequential mediators between two directions of work–family conflict and workplace well-being or deviance behavior. The theoretical model was examined using data collected at two time points from 143 construction professionals through regression analysis and bootstrapping. The results indicate that work–family conflict was positively related to deviant behavior and negatively related to workplace well-being. The findings demonstrate that the mediation effects of emotional exhaustion between work–family conflict and workplace well-being or deviant behavior were significant and that the sequential mediating effects of negative affect and emotional exhaustion in the relationship between work–family conflict and workplace well-being or deviant behavior were significant. Moreover, different impacts of work interference with family and family interference with work on job-related attitudes and behavior were observed. These findings highlight the importance of emotional experience to understand the negative impact of work–family conflict in the temporary project context. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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12 pages, 707 KiB

Open AccessArticle

Association between Presenteeism, Psychosocial Aspects of Work and Common Mental Disorders among Nursing Personnel

by Aline Silva-Costa, Pollyana C. S. Ferreira, Rosane H. Griep and Lucia Rotenberg

Int. J. Environ. Res. Public Health 2020, 17(18), 6758; https://doi.org/10.3390/ijerph17186758 - 16 Sep 2020

Cited by 23 | Viewed by 3373

Abstract

Presenteeism is the term used to describe going in to work even with a health problem. The phenomenon has been identified as one prior factor in sickness absence and, accordingly, the better it is understood, the better will be the prevention strategies. This [...] Read more.

Presenteeism is the term used to describe going in to work even with a health problem. The phenomenon has been identified as one prior factor in sickness absence and, accordingly, the better it is understood, the better will be the prevention strategies. This study aimed to examine the mediating role of presenteeism (the ability to concentrate on work and to complete work despite a health problem) in the association between psychosocial factors at work and common mental disorders (CMD). This cross-sectional study included 1218 nursing personnel at a public hospital in Brazil. Structural equation modelling was performed. The sample comprised mostly women (85.4%), and the mean age was 44.1 (SD = 11.3; range: 24–70) years. Prevalence of presenteeism was 32.8%. Among presenteeist workers (n = 400), a relationship was observed between presenteeism and higher CMD scores. Furthermore, being able to concentrate on work even with a health problem mediated the relationship between social support and CMD and between psychological demands and CMD. Working when sick impairs both the work and the worker’s health. Interventions designed to improve working conditions and interpersonal relations can be effective strategies against presenteeism. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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17 pages, 547 KiB

Open AccessArticle

The Impact of Inclusive Talent Development Model on Turnover Intention of New Generation Employees: The Mediation of Work Passion

by Yang-Chun Fang, Jia-Yan Chen, Xu-Dong Zhang, Xin-Xing Dai and Fu-Sheng Tsai

Int. J. Environ. Res. Public Health 2020, 17(17), 6054; https://doi.org/10.3390/ijerph17176054 - 20 Aug 2020

Cited by 29 | Viewed by 7041

Abstract

The high turnover rate of new generation employees is becoming an increasingly important issue for business and academia. Based on self-determination theory and conservation of resource theory, our study explores the impact of the inclusive talent development model on the turnover intention of [...] Read more.

The high turnover rate of new generation employees is becoming an increasingly important issue for business and academia. Based on self-determination theory and conservation of resource theory, our study explores the impact of the inclusive talent development model on the turnover intention of new generation employees and the mediating role of work passion. Based on the questionnaire of 290 new generation employees’ data from China, after common method biases and reliability and validity tests, we used SPSS, Mplus and bootstrapping for empirical analysis. The result showed that the inclusive talent development model includes the diversified talent team construction, rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and emphasis on employee’s advantages. The work passion has been divided into harmonious passion and obsessive passion. Among them, rational tolerance of employee’s opinions and failures, emphasis on employee’s training and emphasis on fairness and win–win have a significant positive impact on harmonious passion. Emphasis on fairness and win–win and emphasis on employee’s advantages have negative correlation with obsessive passion. The employee’s harmonious passion is significantly negatively correlated with the turnover intention and the obsessive passion is significantly positively correlated with the turnover intention. In addition, the harmonious passion plays a mediating role between rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and employee’s turnover intention, while the obsessive passion plays a mediating role between emphasis on fairness and win–win and emphasis on employee’s advantages and employee’s turnover intention. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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18 pages, 986 KiB

Open AccessArticle

Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor–Subordinate Exchange Guanxi

by Mengying Wu, Rongsong Wang, Peixu He, Christophe Estay and Zubair Akram

Int. J. Environ. Res. Public Health 2020, 17(15), 5500; https://doi.org/10.3390/ijerph17155500 - 30 Jul 2020

Cited by 9 | Viewed by 4827

Abstract

How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as [...] Read more.

How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor–subordinate exchange guanxi as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor–subordinate pairs. The paper explores the moderated mechanism of supervisor-subordinate guanxi to the chain of “ambidextrous leadership–employee’s affective commitment–workplace deviance behavior.” The results showed that the affective commitment mediated the effect between ambidextrous leadership and employees’ workplace deviance behavior, and supervisor–subordinate exchange guanxi moderated the relationship between ambidextrous leadership and employees’ workplace deviance behavior but also moderated the mediating effect of affective commitment. The results have significances to improve human resource management practices and reduce the workplace deviance behavior of employees. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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15 pages, 635 KiB

Open AccessArticle

How Employee’s Leadership Potential Leads to Leadership Ostracism Behavior: The Mediating Role of Envy, and the Moderating Role of Political Skills

by Ying Xue, Xiyuan Li, Hongmei Wang and Qiu Zhang

Int. J. Environ. Res. Public Health 2020, 17(9), 3080; https://doi.org/10.3390/ijerph17093080 - 28 Apr 2020

Cited by 9 | Viewed by 3578

Abstract

Recently, research on the leadership potential of employees has gradually attracted the attention of scholars. However, further exploration is required to better understand the upward influence of employee’s leadership potential on their leaders. This study examined the mechanisms behind the impact of employee’s [...] Read more.

Recently, research on the leadership potential of employees has gradually attracted the attention of scholars. However, further exploration is required to better understand the upward influence of employee’s leadership potential on their leaders. This study examined the mechanisms behind the impact of employee’s leadership potential on leadership ostracism behavior. Moreover, the mediating role of leader’s envy and the moderating role of employee’s political skills in the relationship between employee’s leadership potential and leadership ostracism behavior were investigated. The results of an empirical analysis of 221 employee–leader pairs, studied over multiple periods, are as follows: employee’s leadership potential had a significant positive impact on leader’s envy and leadership ostracism behavior; leader’s envy had a significant positive impact on leadership ostracism behavior; and leader’s envy mediated the relationship between leadership potential and leadership ostracism behavior. In addition, employee’s political skills negatively moderated the indirect effect of leadership potential on leadership ostracism behavior through leader’s envy. The leadership potential of employees with more political skills appeared to have less influence on organizational ostracism via leader’s envy. This study explored the “dark-side” of employee’s leadership potential by understanding its impact on their leaders; the findings have theoretical and practical significance for companies. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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16 pages, 630 KiB

Open AccessArticle

The Role of Sense of Power in Alleviating Emotional Exhaustion in Frontline Managers: A Dual Mediation Model

by Song Liu and Hao Zhou

Int. J. Environ. Res. Public Health 2020, 17(7), 2207; https://doi.org/10.3390/ijerph17072207 - 25 Mar 2020

Cited by 3 | Viewed by 3530

Abstract

Frontline managers have many responsibilities and often suffer from emotional exhaustion. Drawing on the job demands–resources model, this research proposes and examines a cognitive–affective dual mediation model to explain how frontline managers’ sense of power affects their emotional exhaustion through managerial self-efficacy (cognitive [...] Read more.

Frontline managers have many responsibilities and often suffer from emotional exhaustion. Drawing on the job demands–resources model, this research proposes and examines a cognitive–affective dual mediation model to explain how frontline managers’ sense of power affects their emotional exhaustion through managerial self-efficacy (cognitive path) and affective commitment (affective path). A cross-sectional study design was employed, and the theoretical model was tested using a three-wave survey among 227 on-the-job Master of Business Administration (MBA) students (52.86% male) in China, who serve as frontline managers in different kinds of organization. The regression and bootstrapping analysis results showed that the frontline managers’ sense of power was significantly negatively related to emotional exhaustion. In other words, the more powerful they felt, the less exhausted they felt. Furthermore, having a sense of power enhanced managerial self-efficacy, which mitigated emotional exhaustion. Sense of power also boosted frontline managers’ affective commitment, alleviating emotional exhaustion. We conclude with a discussion of this study’s theoretical and practical contributions and future research directions. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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14 pages, 526 KiB

Open AccessArticle

Bridging the Gap between Authentic Leadership and Employees Communal Relationships through Trust

by Sadaf Iqbal, Tahir Farid, Muhammad Khalil Khan, Qionghon Zhang, Amira Khattak and Jianhong Ma

Int. J. Environ. Res. Public Health 2020, 17(1), 250; https://doi.org/10.3390/ijerph17010250 - 30 Dec 2019

Cited by 30 | Viewed by 7183

Abstract

Authentic leadership has emerged as a positive relational-leadership approach that has gained the attention of academicians and practitioners by stimulating a healthy work environment. This study examined the direct influence of authentic leadership on employees’ communal relationships. In addition, the study examined the [...] Read more.

Authentic leadership has emerged as a positive relational-leadership approach that has gained the attention of academicians and practitioners by stimulating a healthy work environment. This study examined the direct influence of authentic leadership on employees’ communal relationships. In addition, the study examined the mediating role of affective- and cognitive-based trust on these relationships. We adopted a cross-sectional study design and collected data from 200 employees working in the private banking sector in Pakistan. The findings indicated that authentic leadership was positively correlated with communal employee relationships. In addition, both affective- and cognitive-based trust were found to have a positive mediating effect on the relationship between authentic leadership and communal employee relationships. The practical implications, limitations and suggestions for future research are discussed. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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18 pages, 905 KiB

Open AccessArticle

An Eye for an Eye? Third Parties’ Silence Reactions to Peer Abusive Supervision: The Mediating Role of Workplace Anxiety, and the Moderating Role of Core Self-Evaluation

by Jun Huang, Gengxuan Guo, Dingping Tang, Tianyuan Liu and Liang Tan

Int. J. Environ. Res. Public Health 2019, 16(24), 5027; https://doi.org/10.3390/ijerph16245027 - 10 Dec 2019

Cited by 27 | Viewed by 4510

Abstract

Currently, a few scholars have studied the spillover effects of abusive supervision from third parties’ perspective. However, these limited researches mainly focus on third parties’ explicit behavior response to peer abusive supervision, ignoring their implicit reactions (e.g., silence) and the emotional mechanism among [...] Read more.

Currently, a few scholars have studied the spillover effects of abusive supervision from third parties’ perspective. However, these limited researches mainly focus on third parties’ explicit behavior response to peer abusive supervision, ignoring their implicit reactions (e.g., silence) and the emotional mechanism among it. To fill the above gaps, drawing on affective events theory, we construct a theoretical model that explains the relationship among peer abusive supervision, third parties’ workplace anxiety, third parties’ silence, and third parties’ core self-evaluation. Multi-wave data from 283 front-line employees (57% male and 43% female; 57.2% are 30 years old and below, 31.1% are 31–40 years old and 11.7% are over 40 years old), who come from eight real estate and insurance companies in China, were used to support our framework. In particular, our empirical results indicated that peer abusive supervision was positively related to third parties’ silence, among which workplace anxiety played a partial mediating role. In addition, third parties’ core self-evaluation moderated the relationship between peer abusive supervision and silence, meanwhile, the mediating role of workplace anxiety. Specifically, the effect of peer abusive supervision on workplace anxiety, and the mediating effect of workplace anxiety, was weaker when the third parties’ core self-evaluation was higher rather than lower. The results contribute to both theory and practice. Full article

(This article belongs to the Special Issue Occupational Health: Emotions in the Workplace)

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