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Illegitimate Tasks and Counterproductive Work Behavior
Abstract
Illegitimate tasks represent a new stressor concept that is specifically tied to feeling offended. Tasks are legitimate to the extent that they conform to norms about what can reasonably be expected from a given person, and they are illegitimate to the extent that they violate such norms. Illegitimate tasks therefore are conceived as offending one's professional identity, and thus, the self. Previous research has shown illegitimate tasks to be related to indicators of well‐being and strain, controlling for other stressors. We now present two studies showing that illegitimate tasks relate to counterproductive work behavior, controlling for effort–reward imbalance in Study 1, for personality (conscientiousness and agreeableness) and organisational justice in Study 2. Thus, illegitimate tasks are associated with behavior that may be labeled “active, but in the wrong direction”.
Les tâches illégitimes représentent une nouvelle source de stress qui est spécifiquement en rapport avec une sensibilité froissée. Les tâches sont légitimes dans la mesure où elles correspondent à ce qui peut être raisonnablement attendu d'une personne donnée, et illégitimes dans le cas contraire. Les tâches illégitimes sont donc perçues comme offensant l'identité professionnelle et par suite le soi. Les recherches passées ont montré que les tâches illégitimes étaient reliées à des indicateurs de bien‐être et de tension en contrôlant d'autres sources de stress. Nous présentons deux études montrant que les tâches illégitimes sont en relation avec un comportement professionnel contre‐productif, en contrôlant le déséquilibre effort‐récompense dans la première étude, la justice organisationnelle et la personnalité (le sens des responsabilités et la convivialité) dans la seconde recherche. Les tâches illégitimes sont associées à un comportement qui peut être décrit comme «productif, mais dans une mauvaise direction.»
... As tarefas ilegítimas (Jacobshagen, 2006;Semmer et al., 2010) são um conceito que tem recebido uma atenção crescente por parte da literatura. Tarefas ilegítimas são tarefas atribuídas e realizadas, que são percebidas pelo próprio como não fazendo parte das suas funções ou obrigações profissionais. ...
... Tarefas ilegítimas são tarefas atribuídas e realizadas, que são percebidas pelo próprio como não fazendo parte das suas funções ou obrigações profissionais. Este conceito tem a sua origem enquadrada na teoria Stress como Ofensa ao Self (SOS) (Semmer et al., 2010;Semmer et al., 2020) que postula que a realização de tarefas que não se enquadram dentro das expectativas relativas ao seu papel e à sua identidade profissional pode ser interpretada como desrespeito e como tal constituir uma ofensa ao seu self. As tarefas ilegítimas podem ser caracterizadas como desnecessárias ou pouco razoáveis (Semmer et al., 2010). ...
... Este conceito tem a sua origem enquadrada na teoria Stress como Ofensa ao Self (SOS) (Semmer et al., 2010;Semmer et al., 2020) que postula que a realização de tarefas que não se enquadram dentro das expectativas relativas ao seu papel e à sua identidade profissional pode ser interpretada como desrespeito e como tal constituir uma ofensa ao seu self. As tarefas ilegítimas podem ser caracterizadas como desnecessárias ou pouco razoáveis (Semmer et al., 2010). Tarefas desnecessárias são tarefas percebidas como redundantes ou sem significado. ...
... The moderating role of job task legitimacy To examine our proposed explanation for speciesists' favorable responses to automation, we consider the effect of the individual difference variable of job task legitimacy perceptions. People vary in the extent to which they perceive the job tasks that they are required to carry out as legitimate (Semmer et al., 2010). Semmer et al. (2010, p. 72) define task legitimacy as "the extent that [the task] conforms to norms about what can reasonably be expected from a given person, and it is illegitimate to the extent that it violates such norms". ...
... Illegitimate tasks, which violate these norms, decrease job satisfaction and self-esteem as well as increase stress, resentment, burnout and even depression (e.g. Mensah et al., 2022;Semmer et al., 2010Semmer et al., , 2015, such tasks are also associated with decreased affective organizational commitment (Gahrmann and Klumb, 2024). In an experimental exploration, being interrupted by an illegitimate (vs legitimate) work task was associated with more worker anxiety, fatigue, attention residue and less task focus (Parker et al., 2024). ...
... They began with open-ended filler questions about how they spend their time. They then indicated their perceptions that their work tasks are illegitimate, measured with the eight item, five-point Bern Illegitimate Tasks Scale ("Thinking about your current or most recent job, do you have work tasks to take care of which keep you wondering if:" e.g.: "they have to be done at all?"; "they should be done by someone else?"; Semmer et al., 2010) followed by responding to the five-point speciesism scale (Caviola et al., 2019). See all scale items in Appendix 2. Participants finished by answering demographic questions and a question about the purpose of the study (open-ended). ...
Purpose
The marketplace is becoming increasingly automated, with consumers frequently expected to interact with machines. Not all consumers are receptive to this trend. We examine how the individual difference of speciesism impacts consumer reactions to automation in the marketplace.
Design/methodology/approach
We conducted three studies, including an exploratory correlational survey and two two-factor studies.
Findings
Study 1 provides survey evidence of a positive relationship between one’s level of speciesism and their belief that customer service automation is justified. Study 2 finds that speciesists have more favorable attitudes toward brands using automated (vs human) customer service. Study 3 finds that the more speciesists perceive that tasks they are required to perform at their own work are illegitimate (i.e. unreasonable), the more favorable their reactions to automation, which provides support for our theorizing that speciesists appreciate automation’s ability to relieve humans of such work tasks.
Practical implications
We recommend that marketers target speciesists as early adopters of chatbots. Further, brands targeting customers likely to be high on speciesism can benefit from adopting chatbots for routine tasks, as this can improve this segment’s brand attitudes.
Originality/value
This research identifies that speciesists, people who strongly ascribe to the belief that humans are superior to other species, are particularly receptive to automation in customer service (in the form of chatbots). We provide evidence suggesting that speciesists appreciate that automation relieves their fellow humans of automatable tasks.
... The concept of an "illegitimate task" is a good metaphor for this modern source of workplace stress. In this context, illegitimate tasks refer to those perceived as unnecessary or unreasonable (Semmer et al., 2010). Unnecessary tasks are those that could have been avoided or need not be done at all, whereas unreasonable tasks extend beyond the employees' occupational role (Semmer et al., 2019). ...
... Unnecessary tasks are those that could have been avoided or need not be done at all, whereas unreasonable tasks extend beyond the employees' occupational role (Semmer et al., 2019). Tasks seem legitimate when they conform to the job norms expected of a particular role, whereas illegitimate tasks violate the work norms (Semmer et al., 2010). The current literature on illegitimate tasks shows that several studies have revealed these undertakings to affect well-being and stress uniquely, even when controlling for conceptually related factors such as conflict of roles, social stressors, and distributive justice (Anskär et al., 2019;Semmer et al., 2015). ...
... Illegitimate tasks are a relatively new construct in industrial and organizational psychology, attracting increasing attention in studies on occupational stress since these activities can substitute for actual stressors in the workplace. The concept of illegitimate tasks was based on the work of Semmer et al. (2010), and recent investigations demonstrated that they serve as an exceptional source of stress (Semmer et al., 2015;Semmer et al., 2019). When employees are asked to perform tasks that conflict with their roles and responsibilities, it is said to be an illegitimate task. ...
Aim/purpose-Employees are expected to perform duties consistent with their professional roles. However, they are often required to undertake tasks they perceive as unreasonable or unnecessary. The concept of illegitimate tasks has garnered increasing attention since its introduction. Illegitimate tasks have been found to account for unique variations in well-being and stress. A systematic narrative review of the literature on illegitimate tasks is necessary since the relevant literature is still in its infancy. Design/methodology/approach-A systematic literature review (SLR) was conducted using Preferred Reporting Items for Systematic Reviews (PRISMA) guidelines on three primary journal databases: Scopus, Web of Science, and EBSCOhost. The citations were screened out based on inclusion and exclusion criteria. Findings-Illegitimate tasks represent the job designs and assignments of tasks within organizations. Various factors contribute to stress caused by illegitimate tasks among employees. This review encapsulates the antecedent factors of illegitimate tasks (leader-ship roles, psychological factors, workplace factors, individual characteristics, job factors) and results (emotions, cognition, work attitude, health, well-being, behavioral factors). Furthermore, this review provides insight into moderators and mediators associated with illegitimate tasks. Research implications/limitations-One limitation of this SLR is the possibility of publication bias, as it primarily includes published studies, potentially overlooking unpublished and non-English studies. Furthermore, the included studies' quality and heter-ogeneity may compromise the review's generalizability, which could limit its scope. Originality/value/contribution-This review also offers directions for future academic research. It suggests developing new stress measures for illegitimate tasks designed to the specific functions of organizational tasks rather than relying on a general illegitimate tasks scale.
... An interview study conducted by Semmer et al. (2007) revealed that approximately one-third of the 3,500 different tasks reported by participants were perceived as illegitimate. ITs refer to tasks that violate what is reasonably expected of an employee in a given work role and thus pose a threat to the professional identity of employees (Semmer et al., 2010). It consists of two facets: unreasonable tasks and unnecessary tasks (Semmer et al., 2010). ...
... ITs refer to tasks that violate what is reasonably expected of an employee in a given work role and thus pose a threat to the professional identity of employees (Semmer et al., 2010). It consists of two facets: unreasonable tasks and unnecessary tasks (Semmer et al., 2010). Unreasonable tasks are tasks that are outside the scope of a given employee's formal job duties that should be performed by someone else, like asking administrative assistants to clean buildings that should be cleaned by cleaners, and unnecessary tasks are the tasks that should not exist at all, such as filing outdated materials that are no longer useful (Semmer et al., 2015). ...
... ITs and KHB According to SET, the assignment of ITs that can be seen as unfair by employees undermines the equal exchange relationship between employees and the organization as these tasks are outside their professional roles, thus negative reciprocal behavior is more likely to occur (Homans, 1958;Pfister et al., 2020;Semmer et al., 2015). ITs have been empirically associated with overt destructive workplace behaviors (Semmer et al., 2010;Zhou et al., 2018). However, given the high power distance in China, this kind of overt and direct retaliation is not in the best interests of the employee (Arnold et al., 2011;Pradhan et al., 2020). ...
Purpose
Based on social exchange theory (SET), the current research aims to investigate the relationship between illegitimate tasks (ITs) and employees’ knowledge-hiding behavior (KHB), incorporating the mediating role of psychological contract violation (PCV) and the moderating role of optimism.
Design/methodology/approach
A two-wave time-lagged survey was conducted to collect data from 196 adult Chinese full-time employees.
Findings
ITs were positively related to KHB, and this relationship was mediated by PCV. Furthermore, optimism buffered the connection between ITs and PCV as well as the mediating effect of PCV on the relationship between ITs and KHB.
Practical implications
For managers, this study made them aware of the hidden costs of ITs; that is, employees may respond by concealing knowledge in the organization.
Originality/value
This study provides a more nuanced understanding of the relationship between ITs and employees’ subtle deviant behavior, KHB and hitherto unspecified mediating and moderating factors that explain this process.
... Illegitimate tasks are defined as activities that fall outside an employee's expected responsibilities, encompassing tasks that are either unnecessary or should not reasonably be assigned to them (Semmer et al., 2010). This concept is primarily influenced by employees' perceptions and their subjective willingness to undertake such tasks, rather than the inherent nature of the tasks themselves (Semmer et al., 2015). ...
... This concept is primarily influenced by employees' perceptions and their subjective willingness to undertake such tasks, rather than the inherent nature of the tasks themselves (Semmer et al., 2015). Illegitimate tasks are characterized by two core attributes: (1) they violate role expectations by being outside the scope of an employee's expected responsibilities (Semmer et al., 2010;Zhao et al., 2022), and (2) they infringe upon an employee's professional identity and pose a threat to self-esteem (Semmer et al., 2019;Schulte-Braucks et al., 2019). Drawing on role theory, we argue that employees with perceived overqualification are particularly susceptible to perceiving their assigned tasks as illegitimate. ...
... The 8-item of Semmer et al. (2010) was used in the present study, which has been used in previous studies (e.g., Fältén et al., 2024;He et al., 2024;Yuan & Yan, 2024;Zhao et al., 2022). Sample items are "Do you have work tasks to take care of that you believe should be done by someone else?" and "Do you have work tasks to take care of that keep you wondering if they have to be done at all?" Response choices ranged from strongly disagree (1) to strongly agree (7). ...
The impacts of individual emotions, personality traits, and attitude characteristics on workplace gossip have been highlighted in earlier research. However, little is known about how employees’ person-job fit in the workplace influences the choice and impact of workplace gossip. On the basis of the role theory, this research examines whether perceived overqualification (POQ) is associated with two types of workplace gossip and explores the underlying mechanism of how POQ affects workplace gossip via illegitimate tasks perception. In addition, we hypothesize that perceived organizational politics (POP) serves as a critical moderator that amplifies the association. between illegitimate tasks perception and two types of workplace gossip. Specifically, with the observation of a sample of 337 employees from Chinese enterprises, we found that POQ is positively related to positive workplace gossip (PWG) and negative workplace gossip (NWG) and the perception of illegitimate tasks mediates the POQ-PWG and POQ-NWG relationships. And we also tested the role of POP and the moderated mediation model. To sum up, our findings emphasize the significance of illegitimate tasks perception as a fundamental mechanism affecting the gossip decisions of overqualified individuals.
... So measurement tool should be adapted or designed according to occupation. Recently, most of the studies use Bern Illegitimate Task Scale (Semmer et al., 2010) to investigate the illegitimate tasks among employees of different organizations (Cheng et al., 2022; ПСИХОЛОГИЯ ТРУДА Ouyang et al., 2022;Zong et al., 2022;Faes et al., 2021;Mauno et al., 2022;Zeng et al., 2021;Semmer et al., 2021;Ilyas et al., 2020;Fila & Eatough, 2019), university faculty members (Ahmad et al., 2022), primary school teachers (van Niekerk et al., 2021) and general practitioners (Werdecker & Esch, 2021). There are several limitations for this scale, although, it is designed in academic settings and psychometrically evaluated on different occupations. ...
... Combining deductive and inductive methods is considered best practice (Loevinger 1957;Clark & Watson 2016). Items were extracted through a review of the relevant literature and assessment of the existing Bern Illegitimate Tasks Scale (Semmer et al. 2010) and by an inductive method, purposive sampling was used to gather data with variation in terms of demographic variables (place of service, age, gender, work experience, and service area). In this phase, 15 police officials were interviewed. ...
... The general BITS of Spanish version described 51.86% of the variance corresponded to items 5-8; for the meantime, the other factor explained 22.1% of the variance for 1-4 items (Valdivieso Portilla et al., 2021). Most of the previous researches used Bern Illegitimate Task Scale (Semmer et al., 2010) for different populations (Bramlage, 2021;Apostel, 2018;Faupal 2016;Eatough, 2016). In contrast, current study is novel as it designed specifically for police ПСИХОЛОГИЯ ТРУДА force. ...
... Employees can witness their coworkers encountering illegitimate tasks due to open communication and task visibility in team-based environments. These illegitimate tasks are often viewed as disrespectful and unfair treatment since they offend a coworker's professional identity and convey signals of devaluation (Semmer et al., 2010(Semmer et al., , 2015. Witnessing disrespectful workplace treatment may always leave a memorable impression on employees and affect their subsequent behaviour (Porath and Erez, 2009). ...
... However, being assigned illegitimate tasks not only conveys disrespectful information, devaluing who is competent in specific professional job roles, but also impies the recipient is being treated unfairly (Semmer et al., 2010;Ma and Peng, 2019). Thus, when a liked coworker is assigned illegitimate tasks, it conflicts with the observer's principles that "good things happen to good people" and "professional roles should be fully enacted and respected" (Heider, 1958;Ma and Peng, 2019). ...
... Observed illegitimate tasks. We measured observed illegitimate tasks using the Bern Illegitimate Task Scale (BITS; Semmer et al., 2010), which includes eight items. Participants were asked to rate how often they witnessed and became aware of coworkers experienced the listed illegitimate tasks in the past three months. ...
Purpose
Previous studies have mainly focused on the negative impact of illegitimate tasks on recipients but ignored its impact on observers. Drawing on deservingness theory, this research developed a moderated serial mediation model to examine the underlying mechanism in the relationship between observed illegitimate tasks and observers’ helping behaviour.
Design/methodology/approach
This research tested the model using a sample of 218 employees in China through a two-wave field study. A path analysis was conducted with the bootstrapping procedure to test the hypothesized model.
Findings
The results showed that the effect of observing illegitimate tasks was contingent upon the degree of the observer’s interpersonal liking towards the recipient. Specifically, when the observer had a high level of interpersonal liking for a coworker, the observer may perceive that the coworker was undeserving of being assigned illegitimate tasks, which increased sympathetic emotion and the sequent helping behaviour.
Originality/value
This study shifted the perspective of the illegitimate task literature from the recipient to the third parties. Additionally, it provided a finer-grained understanding of the mechanism between observed workplace disrespectful treatment and the observer’s helping behaviour.
... However, they occasionally encounter responsibilities that seem to defy what they consider reasonable and within the scope of their professional duties. This emerging source of workplace stress-"illegitimate tasks"-effectively captures this undesirable work experience (Ding & Kuvaas, 2023;Semmer et al., 2010). Illegitimate tasks are broadly defined as tasks that are perceived as either unreasonable or unnecessary (Semmer et al., 2010). ...
... This emerging source of workplace stress-"illegitimate tasks"-effectively captures this undesirable work experience (Ding & Kuvaas, 2023;Semmer et al., 2010). Illegitimate tasks are broadly defined as tasks that are perceived as either unreasonable or unnecessary (Semmer et al., 2010). Unreasonable tasks are those that fall outside the defined occupational duties of employees, while unnecessary tasks are those that, in the opinion of employees, should not even exist . ...
... Unreasonable tasks are those that fall outside the defined occupational duties of employees, while unnecessary tasks are those that, in the opinion of employees, should not even exist . Task legitimacy hinges on adherence to established norms governing what can reasonably be expected within a job role, and tasks are deemed illegitimate when they contravene these norms (Semmer et al., 2010). Imagine an office worker being asked to spend several hours cleaning the office bathroom. ...
... Illegitimate tasks are beyond the norms of the expected roles for a given job (Semmer et al., 2010). They consist of two subtypes: unnecessary tasks and unreasonable tasks (Semmer et al., 2007). ...
... They consist of two subtypes: unnecessary tasks and unreasonable tasks (Semmer et al., 2007). Unnecessary tasks refer to duties that should not have been assigned to employees because they could have been avoided or simply because they did not make any sense (Semmer et al., 2010). One example is archiving periodic documents that no one reviews. ...
... In contrast, unreasonable tasks refer to inappropriate requests because they are outside the job scope for the occupation. One example is assigning nurses cleaning activities (Semmer et al., 2010). The BITS is most frequently used for measuring illegitimate tasks (Ding & Kuvaas, 2023). ...
This study aims to test the discriminant validity of two illegitimate tasks facets (unnecessary and unreasonable tasks) in relation to two burnout facets (exhaustion and cynicism), to examine the mediating effects of exhaustion on the pathways from the two facets of illegitimate tasks to cynicism, and to investigate the moderating effect of job level on the path model. The participants were 984 full-time employees in South Korea who completed a two-wave online survey with a 2-week interval. The results demonstrated that the two-factor model was better than the one-factor model for both data sets, despite the high correlation between the two illegitimate tasks facets. Although the magnitudes did not differ in the zero-order correlations of illegitimate tasks facets with burnout facets, different patterns were observed when the two facets of illegitimate tasks were entered into the mediational path model together. Specifically, exhaustion fully mediated the link from unnecessary tasks to cynicism, whereas it partially mediated the link from unreasonable tasks to cynicism. Moreover, these patterns were moderated by job level such that the same model was supported only by staff employees and middle managers. Based on these findings, we discussed academic and practical implications along with suggestions for future research.
... The global competitiveness of today's labor market has emphasized efficiency and productivity, leading to new ways of working [2] and blurring previous boundaries of occupational descriptions. This change in previous professional role demarcations can lead to feelings of performing work tasks beyond what is reasonable or regarded as necessary, so called illegitimate tasks [3]. For examples, in health care, nurses have taken over tasks that previously were done by physicians while the physicians write patient records directly in electronic systems-a task which previously was handled by secretaries. ...
... Illegitimate tasks attract increasing attention in research. The concept refers to job tasks that are perceived to violate the rules and norms connected to the core role requirements of an occupation [3,6]. Illegitimate tasks are related to, but distinct from, other wellestablished job stressors [7] such as job demands as described in Karasek's demand-control model [8], work overload, and organizational injustice [9]. ...
... Illegitimate tasks are related to, but distinct from, other wellestablished job stressors [7] such as job demands as described in Karasek's demand-control model [8], work overload, and organizational injustice [9]. Some examples of bivariate correlations found in the literature are correlations between 0.34 and 0.46 with work overload and a correlation of 0.50 with organizational injustice [3]. ...
Background
Illegitimate tasks, i.e. working tasks that are perceived as unnecessary or unreasonable, are commonly measured by the Bern Illegitimate Tasks Scale (BITS). Despite a growing research attention paid to illegitimate tasks, the Swedish version of BITS needs yet to be properly evaluated. Moreover, previous multiorganizational studies in this field have taken for granted, without really testing it, that the instrument functions invariantly in different contexts; a prerequisite for meaningful comparisons.
Methods
Two occupational groups that differs hugely—966 human services workers (teachers and registered nurses) and 750 non-’human service’ workers (construction and IT-workers) were targeted utilizing questionnaires data collected 2018 within the Swedish Longitudinal Occupational Survey of Health (SLOSH) study. Psychometric properties, i.e., reliability, dimensionality, and measurement invariance between the occupations were examined using confirmatory factor analyses and structural equation models. Also, the associations between the two dimensions of illegitimate tasks and job satisfaction and emotional exhaustion, respectively, were tested.
Results
Good reliability was supported and two- versus one-dimensionality showed better psychometric properties. Partial scalar measurement invariance was satisfactory supported with only 25% relaxed constraints of equal intercepts between groups. Examining the two subdimensions revealed different associations with emotional exhaustion, where the associations was more substantial for unreasonable tasks. Nevertheless, the findings point to potential improvements for future investigation.
Conclusions
This study shows that the Swedish version of BITS is working satisfactory and allows for meaningful comparisons of occupational groups. Furthermore, construct validity of the two dimensions was corroborated.
... So measurement tool should be adapted or designed according to occupation. Recently, most of the studies use Bern Illegitimate Task Scale (Semmer et al., 2010) to investigate the illegitimate tasks among employees of different organizations (Cheng et al., 2022; ПСИХОЛОГИЯ ТРУДА Ouyang et al., 2022;Zong et al., 2022;Faes et al., 2021;Mauno et al., 2022;Zeng et al., 2021;Semmer et al., 2021;Ilyas et al., 2020;Fila & Eatough, 2019), university faculty members (Ahmad et al., 2022), primary school teachers (van Niekerk et al., 2021) and general practitioners (Werdecker & Esch, 2021). There are several limitations for this scale, although, it is designed in academic settings and psychometrically evaluated on different occupations. ...
... Combining deductive and inductive methods is considered best practice (Loevinger 1957;Clark & Watson 2016). Items were extracted through a review of the relevant literature and assessment of the existing Bern Illegitimate Tasks Scale (Semmer et al. 2010) and by an inductive method, purposive sampling was used to gather data with variation in terms of demographic variables (place of service, age, gender, work experience, and service area). In this phase, 15 police officials were interviewed. ...
... The general BITS of Spanish version described 51.86% of the variance corresponded to items 5-8; for the meantime, the other factor explained 22.1% of the variance for 1-4 items (Valdivieso Portilla et al., 2021). Most of the previous researches used Bern Illegitimate Task Scale (Semmer et al., 2010) for different populations (Bramlage, 2021;Apostel, 2018;Faupal 2016;Eatough, 2016). In contrast, current study is novel as it designed specifically for police ПСИХОЛОГИЯ ТРУДА force. ...
IllegItImate PolIce task stress QuestIonnaIre: DeveloPment anD PsychometrIc evaluatIon saleha IQbal, rozmI IsmaIl, abDul rahman ahmaD bIn baDayaI, umbreen khIzar, rIzwana amIn Российский психологический жуРнал, 21(1), 2024 184 ПСИХОЛОГИЯ ТРУДА Abstract Introduction. In the police profession, illegitimate tasks have detrimental impacts on personal and organizational wellbeing. It affects job performance, job satisfaction level and relationship between law enforcement agencies and the communities they serve. There is no valid questionnaire to measure illegitimate police task stress. The objective of this study was to develop and evaluate the psychometric features of illegitimate police tasks stress questionnaire (IPTSQ). Methods. The present study employed a mixed-methods approach, integrating both qualitative and quantitative methods to explore illegitimate tasks among police officials (N=620) in Pakistan. We conducted exploratory factor analysis on 160 employees and later cross validated on best factor structure identified by way of confirmatory factor analysis on 460 police officials. Results. The result showed that the illegitimate police tasks stress questionnaire was composed of 21 items with 2 factors (unnecessary tasks and unreasonable tasks). The composite reliability of IPTSQ was 0.89. Discussion. In conclusion, it is valid, reliable and easy to use scale. The psychometric properties of this scale are satisfactory, making it well-suited for research purposes, policies, or decision makers in police department. This scale would help the police department evaluate and prioritize tasks in a way that is consistent with their fundamental goal of maintaining public safety and enforcing the law.
... A hidden facet of workplace exploitation occurs when supervisors ask subordinates to perform tasks that violate norms, rules, or professional codes. Such illegitimate tasks consist of two facets, perceived as unreasonable tasks or unnecessary tasks (Semmer et al., 2010). Unreasonable tasks are considered beyond one's professional abilities, while unnecessary tasks are tasks that should not be accomplished at all (Semmer et al., 2010). ...
... Such illegitimate tasks consist of two facets, perceived as unreasonable tasks or unnecessary tasks (Semmer et al., 2010). Unreasonable tasks are considered beyond one's professional abilities, while unnecessary tasks are tasks that should not be accomplished at all (Semmer et al., 2010). For example, the supervisors assign tasks that require a greater level of skill to inexperienced junior subordinates, or ask professionals to help them with family affairs. ...
... Previous studies have revealed a few negative factors (i.e., abusive supervision, Stein et al., 2020; inequities in the organizational resources allocation, Björk et al., 2013) that lead to illegitimate tasks assignments. Curiously, however, few studies have investigated the antecedents that lead subordinates to willingly engage in illegitimate tasks (Semmer et al., 2010). Given this omission, following Semmer et al. (2010), our research defines willingness to undertake illegitimate tasks as the degree of willingness and initiative of subordinates to undertake an unreasonable or unnecessary tasks assigned by supervisors -even if the tasks violate the expectation of work norms and exceed the scope of professional role, and intends to examine its predictors and formation mechanism. ...
Drawing on social exchange theory and benevolent leadership literature, we show how the largesse associated with benevolent leadership can cause subordinates to feel obliged to undertake illegitimate tasks assignments that go beyond their job duties. The hypotheses are tested in a scenario experimental study and a multisource, time-lagged field survey. Both studies indicate that benevolent leadership evokes indebtedness in subordinates (called felt obligation), which is then indirectly related to their willingness to undertake illegitimate tasks. The second study shows that subordinates who try to avoid actions that damage relationships (called disintegration avoidance) and those who feel job insecurity are most willing to perform illegitimate assignments. Practical implications for curbing workplace exploitation are discussed.
... According to the definition by Semmer et al. (2010), work tasks that deviate from behavior norms of individuals' reasonably expecting and violate role norms are collectively referred as illegitimate task, which can be used to explain self-conscious emotions that are not consistent with professional expectations or contrary to role content after individuals perform tasks (Zhao et al., 2021). Illegitimate task mainly reflects a task beyond employees' specific scope of responsibility or does not belong to their job content, so it is perceived unnecessary to perform or should not be performed by employees themselves (Semmer et al., 2015), which transmits an information of violating professional values and ignoring employees' dignity. ...
... Unnecessary task is work task that does not need to waste time or is not worth spending efforts on, while unreasonable task is work task that does not match individuals' professional level or exceed position requirements (Fila et al., 2020). To sum up, illegitimate task and its dimensions both have the core characteristic of lacking subjective legitimation, which poses an offense to professional identity and a threat of role devaluation (Semmer et al., 2015;Schulte-Braucks et al., 2018;Shani et al., 2019) and will hinder individuals from reasonably allocating resources or performing established work responsibilities according to professional norms (Semmer et al., 2010). ...
... Illegitimate task. Used the scale initiated by Semmer et al. (2010) and revised by Yan et al. (2021). There are 3 items related to unnecessary task and 3 items related to unreasonable task after revision, such as "I have some work to complete, but I doubt the significance of these work", "I have some work to complete, but I think it is beyond the scope of my responsibilities and should not be carried out by me" and so on. ...
Purpose
Based on achievement motivation theory and two-factor theory, this research aimed to synergize cooperative goal interdependence (refer to possessing incentive factors) and illegitimate tasks (refer to the absence of security factors) and build a triple interaction model in the process of performance pressure affecting employees’ thriving at work.
Design/methodology/approach
This research collected 291 valid data through a two-point time-lagged method to test the direct effect of performance pressure on employees’ thriving at work and its moderating mechanism.
Findings
Performance pressure has a significant positive effect on employees’ thriving at work. Cooperative goal interdependence imposes an enhanced moderating effect between performance pressure and employees’ thriving at work. Illegitimate task imposes an interfering moderating effect between performance pressure and employees’ thriving at work and further interferes the enhanced moderating effect of cooperative goal interdependence.
Practical implications
Under the premise of advocating for employees to internalize performance pressure originating from the organizational performance management system into their own achievement motivation, leaders should establish incentive systems and security systems for employees to realize self-achievement through the process of goal management and task management.
Originality/value
This research confirmed the joint determination of incentive effect and insecurity effect on employees’ achievement motivation by cooperative goal interdependence and illegitimate task and revealed the boundary conditions of employees’ choice of thriving at work.
... Illegitimate tasks are those that violate the reasonable expectations of employees. 5 According to a survey by Semmer et al, approximately 30% of the task lists provided by 159 respondents were considered illegitimate tasks. 5 The survey results of Zhao et al also indicate that Chinese employees experience illegitimate tasks. ...
... 5 According to a survey by Semmer et al, approximately 30% of the task lists provided by 159 respondents were considered illegitimate tasks. 5 The survey results of Zhao et al also indicate that Chinese employees experience illegitimate tasks. 6 Thus, illegitimate tasks are a common phenomenon in organizations, and scholars have gradually become aware of its existence. ...
... In real-world work situations, employees are often required or assigned to perform tasks that are outside their regular duties or unnecessary, known as illegitimate tasks. 5 Existing research generally suggests that illegitimate tasks have a series of negative effects on employees. Specifically, illegitimate tasks can violate employees' professional identity, threaten their self-perception, and lower their role expectations and self-worth, which may weaken their motivation to innovate. ...
Purpose
The purpose of our study is to explore how employees respond to illegitimate tasks and the impact it will have on employee creativity, as well as to explore the important boundary conditions for weakening the negative impact of illegitimate tasks and enhancing its positive impact.
Methods
We collected 271 pairs of employee-supervisor valid matching data through three rounds of surveys, and conducted statistical analysis and hypothesis testing using SPSS 26.0 and AMOS 24.0 statistical analysis tools.
Results
The results show that both job crafting and work withdrawal play a mediating role between illegitimate tasks and employee creativity, and the negative mediating role of work withdrawal is stronger than the positive mediating role of job crafting; supervisor developmental feedback not only positively moderates the relationship between illegitimate tasks and job crafting but also enhances the positive mediating role of job crafting; supervisor developmental feedback not only negatively moderates the link between illegitimate tasks and work withdrawal but also weakens the negative mediating role of work withdrawal.
Conclusion
Drawing on Conservation of Resources theory and Stress-as-Offense-to-Self theory, we reveal that employees will adopt job crafting and work withdrawal in response to illegitimate tasks from positive and negative coping perspectives and how it will positively and negatively affect employee creativity, respectively. Meanwhile, we find that supervisor developmental feedback is a boundary condition for reducing the negative impact of illegitimate tasks and promoting their positive impact. In addition, we provide implications for organizations to weigh the pros and cons of illegitimate tasks and improve employee creativity.
... We adapted the eight-item illegitimate tasks scale developed by Semmer et al. (2010) for the volunteer context. Volunteers reported the degree of perceived illegitimate tasks during the last three days of volunteering. ...
... 152). Our findings support the argument of Semmer et al. (2010) that illegitimate tasks violate the expectations of a volunteer's work role and challenge volunteer role identity, which can play an important role in an individual's life (Matelu-Vescan et al., 2021). For volunteers, illegitimate tasks are not part of their original responsibilities, which means that during their limited volunteer service, scarce resources, such as time and energy, need to be allocated to perform them. ...
Volunteers are frequently assigned illegitimate tasks that exceed what can be reasonably required from them. In this study, we used affective events theory to investigate the impact of illegitimate tasks on volunteer engagement. We developed a moderated mediation model and analyzed the mediating role of emotional labor and moderating role of power distance. Based on data from a three-wave survey of 1,948 volunteers, we found that illegitimate tasks negatively affected volunteers' subsequent work engagement. Our results show that emotional labor is the mechanism through which illegitimate tasks affect engagement. By identifying a dual pathway, we demonstrate that illegitimate tasks affected the two strategies for dealing with emotional labor differently, causing volunteers to increase surface acting and decrease deep acting. The volunteers’ power distance has a moderating role, weakening the positive effect of illegitimate tasks on volunteers’ surface acting while enhancing the negative effect of illegitimate tasks on volunteers’ deep acting, reducing subsequent engagement.
... Forskningsresultater viser, at oplevelsen af unødvendige arbejdsopgaver har betydning for arbejdstagernes trivsel og adfaerd på arbejdspladsen. Fx har man i et tidligere studie fundet, at oplevelsen af at have unødvendige arbejdsopgaver kan opfattes som en stressfaktor i arbejdet og dermed udgøre en øget risiko for arbejdsrelateret stress (54,55). Derudover haenger oplevelsen af unødvendige arbejdsopgaver sammen med reduceret psykologisk velbefindende (30,56) og kontraproduktiv adfaerd på arbejdspladsen (54). ...
... Fx har man i et tidligere studie fundet, at oplevelsen af at have unødvendige arbejdsopgaver kan opfattes som en stressfaktor i arbejdet og dermed udgøre en øget risiko for arbejdsrelateret stress (54,55). Derudover haenger oplevelsen af unødvendige arbejdsopgaver sammen med reduceret psykologisk velbefindende (30,56) og kontraproduktiv adfaerd på arbejdspladsen (54). Endelig viser et nyere dansk studie, at arbejdstagere, der rapporterer om en høj forekomst af unødvendige arbejdsopgaver, har en forøget risiko for at udvikle mentale helbredsproblemer (1). ...
I denne rapport præsenterer vi resultater fra en landsdækkende spørgeskemaundersøgelse om arbejdsmiljø, trivsel og helbred blandt arbejdstagere på Færøerne. Undersøgelsen er den første af sin art blandt færøske arbejdstagere, og den tilvejebringer derfor ny viden om arbejdsmiljøet på Færøerne. I en tidligere rapport med titlen Psykosocialt arbejdsmiljø blandt arbejdstagere på Færøerne præsenterede vi de overordnede resultater for det psykosociale arbejdsmiljø, mens vi i denne rapport præsenterer alle resultaterne fra spørgeskemaundersøgelsen, som indeholder dimensioner inden for en lang række områder af arbejdsmiljø og helbred.
Formålet med undersøgelsen er at lave en bred kortlægning af arbejdsmiljøet, trivslen og helbredet blandt arbejdstagere på Færøerne. Formålet er endvidere at undersøge
arbejdsmiljøet på tværs af grupper i undersøgelsen, hvorfor vi præsenterer resultaterne på tværs af køn, aldersgrupper og jobgrupper. Dette giver mulighed for at identificere grupper og områder, hvor arbejdsmiljøet på Færøerne har særlige styrker eller udfordringer, som det kan være vigtigt at være opmærksom på i forhold til at kunne iværksætte forebyggende indsatser for at understøtte arbejdsmiljø, helbred og trivsel blandt arbejdstagere på Færøerne. I rapporten undersøger vi også sammenhænge mellem faktorer i arbejdsmiljøet og udvalgte helbredsrelaterede udfald. Rapporten giver endvidere mulighed for at sammenligne undersøgelsens resultater med resultater fra to danske undersøgelser af arbejdsmiljø og helbred. Rapporten giver dermed også en indsigt i, hvordan arbejdsmiljøet, trivslen og helbredet ser ud på Færøerne sammenlignet med Danmark. Undersøgelsen baserer sig delvist på NFA’s validerede spørgeskema om psykosocialt arbejdsmiljø, Dansk Psykosocialt Spørgeskema (DPQ), og delvist på spørgsmål fra den danske spørgeskemaundersøgelse Arbejdsmiljø og Helbred, som også er udviklet af NFA.
... T.d. er ein kanning áður komin fram til, at upplivingin av at hava óneyðugar arbeiðsuppgávur kann verða fatað sum ein strongdarfaktorur í arbeiðinum, og soleiðis vera við til at økja um vandan fyri strongd í arbeiðinum (54,55). Harumframt hongur upplivingin av óneyðugum arbeiðsuppgávum saman við skerdari sálarligari vaelveru (30, 56) og atferð á arbeiðsplássinum, ið virkar beint øvut (54). ...
... er ein kanning áður komin fram til, at upplivingin av at hava óneyðugar arbeiðsuppgávur kann verða fatað sum ein strongdarfaktorur í arbeiðinum, og soleiðis vera við til at økja um vandan fyri strongd í arbeiðinum (54,55). Harumframt hongur upplivingin av óneyðugum arbeiðsuppgávum saman við skerdari sálarligari vaelveru (30, 56) og atferð á arbeiðsplássinum, ið virkar beint øvut (54). Til endans hevur ein nýliga gjørd donsk ritgerð staðfest fram til, at arbeiðstakarar, sum siga frá, at óneyðugar arbeiðsuppgávur ofta koma fyri, eru í øktum vanda at fáa sálarligar heilsutrupulleikar (1). ...
Í hesi frágreiðing leggja vit úrslit fram frá einari landsumfatandi spurnakanning um
arbeiðsumhvørvi, trivnað og heilsu hjá arbeiðstakarum í Føroyum. Kanningin er tann
fyrsta av sínum slagi millum føroyskar arbeiðstakarar, og kanningin útvegar sosta
nýggja vitan um arbeiðsumhvørvið í Føroyum. Í aðrari frágreiðing nevnd Sálarligt og
sosialt arbeiðsumhvørvi hjá føroyskum arbeiðstakarum løgdu vit fram yvirskipaðu úrslitini fyri psykososiala arbeiðsumhvørvið, meðan vit í hesari frágreiðingini leggja øll úrslitini frá spurnakanningini fram, ið fevna um eina langa røð av økjum innan arbeiðsumhvørvi og heilsu. Endamálið við kanningini var at gera eina breiða kortlegging av arbeiðsumhvørvinum, trivnaði og heilsu hjá arbeiðstakarum í Føroyum. Harafturat var endamálið at kanna arbeiðsumhvørvið tvørtur um bólkar í kanningini, og tí leggja vit úrslitini fram tvørtur um kyn, aldursbólkar og starvsbólkar. Hea ger tað møguligt at gera av, í hvørjum bólkum og økjum arbeiðsumhvørvið í Føroyum hevur ávísar styrkir ella avbjóðingar, sum kunnu vera umráðandi at hava atlit til fyri at seta fyribyrgjandi átøk í verk og soleiðis stuðla undir arbeiðsumhvørvið, heilsuna og trivnaðin hjá arbeiðstakarum í Føroyum. Í frágreiðingini kanna vit eisini, hvussu nakrir tæir í arbeiðsumhvørvinum og heilsu hanga saman. Kanningin byggir lutvíst á validerað spurnabløð hjá det Nationale Forskningscenter for Arbejdsmiljø (NFA) um sálarligt og sosialt arbeiðsumhvørvi, Danish Psychosocial Questionnaire (DPQ), og lutvíst á spurningar úr donsku spurnakanningini Arbeiðsumhvørvi og Heilsa, sum eisini er ment av NFA.
... Forskningsresultater viser, at oplevelsen af unødvendige arbejdsopgaver har betydning for arbejdstagernes trivsel og adfaerd på arbejdspladsen. Fx har man i et tidligere studie fundet, at oplevelsen af at have unødvendige arbejdsopgaver kan opfattes som en stressfaktor i arbejdet og dermed udgøre en øget risiko for arbejdsrelateret stress (54,55). Derudover haenger oplevelsen af unødvendige arbejdsopgaver sammen med reduceret psykologisk velbefindende (30,56) og kontraproduktiv adfaerd på arbejdspladsen (54). ...
... Fx har man i et tidligere studie fundet, at oplevelsen af at have unødvendige arbejdsopgaver kan opfattes som en stressfaktor i arbejdet og dermed udgøre en øget risiko for arbejdsrelateret stress (54,55). Derudover haenger oplevelsen af unødvendige arbejdsopgaver sammen med reduceret psykologisk velbefindende (30,56) og kontraproduktiv adfaerd på arbejdspladsen (54). Endelig viser et nyere dansk studie, at arbejdstagere, der rapporterer om en høj forekomst af unødvendige arbejdsopgaver, har en forøget risiko for at udvikle mentale helbredsproblemer (1). ...
... T.d. er ein kanning áður komin fram til, at upplivingin av at hava óneyðugar arbeiðsuppgávur kann verða fatað sum ein strongdarfaktorur í arbeiðinum, og soleiðis vera við til at økja um vandan fyri strongd í arbeiðinum (54,55). Harumframt hongur upplivingin av óneyðugum arbeiðsuppgávum saman við skerdari sálarligari vaelveru (30, 56) og atferð á arbeiðsplássinum, ið virkar beint øvut (54). ...
... er ein kanning áður komin fram til, at upplivingin av at hava óneyðugar arbeiðsuppgávur kann verða fatað sum ein strongdarfaktorur í arbeiðinum, og soleiðis vera við til at økja um vandan fyri strongd í arbeiðinum (54,55). Harumframt hongur upplivingin av óneyðugum arbeiðsuppgávum saman við skerdari sálarligari vaelveru (30, 56) og atferð á arbeiðsplássinum, ið virkar beint øvut (54). Til endans hevur ein nýliga gjørd donsk ritgerð staðfest fram til, at arbeiðstakarar, sum siga frá, at óneyðugar arbeiðsuppgávur ofta koma fyri, eru í øktum vanda at fáa sálarligar heilsutrupulleikar (1). ...
... Hierbij werd gebruik gemaakt van de Bern Illegitimate Tasks Scale (BITS). Bij deze schaal wordt onderscheid gemaakt tussen onnodige en onredelijke taken (Semmer et al. 2010). Onnodige taken zijn taken die: ...
... Onredelijke taken zijn taken die niet van een bepaald persoon kunnen worden gevraagd met betrekking tot de beroepsstatus van die persoon of de reikwijdte van zijn of haar beroep. Een voorbeeld dat Semmer et al. (2010) hierbij geven is dat beginnerstaken worden toegewezen aan een persoon met veel ervaring of andersom. ...
Samenvatting Horizontaal Toezicht is mede ingevoerd om de hoge administratieve lasten in de zorg te verminderen. In dit onderzoek is bij twee ziekenhuizen onderzocht in hoeverre en hoe Horizontaal Toezicht bijdraagt aan de reducering van deze lasten. Hiervoor is gebruik gemaakt van het prevention-appraisal-failure-model en de voorwaarden en factoren voor succes van Total Quality Management. Horizontaal Toezicht leidt op zichzelf niet tot het verminderen van de administratieve lasten. Wel is verbetering van de interne beheersing – gericht op rechtmatigheid door de afweging tussen preventiekosten, beoordelingskosten en faalkosten, rekening houdend met factoren en voorwaarden voor succes – mogelijk, met gelijkblijvende administratieve lasten.
... Illegitimate tasks act as stressors and can have negative impacts on employees' behavior and well-being (Semmer et al., 2015). Empirical studies have indicated that illegitimate tasks are associated with counterproductive work behavior (Semmer et al., 2010). Furthermore, when employees perceive the task assigned to them to be illegitimate in nature, they often consider it unfair which further worsens their perception of the organization (Zhou et al., 2015). ...
... Daily illegitimate tasks were assessed with the eight-item Bern Illegitimate Task Scale (Semmer et al., 2010). Five-point Likert scale ranging from never to very frequently. ...
This research paper aims to explore the relationship between illegitimate tasks, self-handicapping, perceived organizational obstruction, and subordinate moqi in a power-distant context such as Pakistan. Data was collected from 333 managerial employees from the public sector of Pakistan and regression analysis was used to test proposed hypotheses. The findings revealed a significant positive relationship between illegitimate tasking and self-handicapping with perceived organization obstruction mediating it. Additionally, attention to the supervisor's implicit cues had a significant effect on perceptions about organizational obstructions derived from Social Exchange Theory experiences at work by subordinates involved therein. This study provides empirical evidence that can help stakeholders globally understand relationships among variables impacted by cultural differences found across diverse contexts studied here.
... Indicators of engagement at work can include a sense of purpose and fulfillment in the work performed and a sense of autonomy and control over the workplace, which are often at stake due to the increased pace, volume, and intensity of work tasks caused by work intensification (Kubicek et al. 2015). Additionally, the demands related to work intensification can be associated with the request to perform illegitimate tasks (IT), defined as tasks that employees think ought not to be performed by them and are beyond their professional expectations (Semmer et al. 2010). These tasks could be unnecessary or unreasonable duties that are not required for the individual to perform their work properly, or they could be tasks that are not directly related to the organization's primary business. ...
... However, our results seem to mean that it is not the increase in work itself, or the pressure of time influences on WE, but the nature of the tasks that are carried out. Thus, illegitimate tasks have been studied and understood in the context of the SOS theory that is based on a widely accepted assumption that maintaining a positive self-image is a basic need, and any threat to self-esteem elicits strain (Semmer et al. 2010). Thus, the performance of illegitimate tasks can trigger feelings of disrespect and offense to the professional identity and threaten selfesteem (Eatough et al. 2016). ...
Organizational restructuring and technological developments have been associated with working for longer hours, assuming more responsibilities, and feeling more pressure to reach demanding work targets leading to work intensification. Guided by the framework of the JD Resources and stress-as-offense-to-self theory, the aim of the present study was to explore how work intensification decreases work engagement. We posit that illegitimate tasks and work–family conflict could play a mediator role between work intensification and work engagement. A total of 480 employees in Portugal completed an online survey. The results showed a negative correlation between work intensification, illegitimate tasks, and work–family conflict. Work identification can affect work engagement indirectly through two paths: the separate intermediary effect of illegitimate tasks or work–family conflict and the continuous mediating role of illegitimate tasks and work–family conflict. The results indicate that work intensification decreases work engagement through the role of illegitimate tasks and work–family conflict. This study contributes to the literature on the impacts of work intensification by considering the sequential mediating effect of illegitimate tasks and work–family conflict on work engagement. Although past research has claimed that work intensification negatively impacts work engagement, our results showed that illegitimate tasks and work–family conflict play a critical role in this process.
... Although the control variable is not the focal point of the study, it is important for the theoretical model (Becker et al., 2016). According to the studies of Semmer et al. (2010) and Lian et al. (2022), we added the managerial counter-productive behavior (MCWB) as a control variable in the research model. ...
In enterprises, managers often intentionally break the rules out of altruistic motives, which is called managerial pro-social rule breaking (MPSRB). Most studies have focused on its positive consequences, while its potential dark side is neglected and lacks exploration. To bridge this gap, based on the broken windows theory, this study tries to investigate the mechanism and boundary of MPSRB’s influence on employees’ workplace deviance, introducing organizational anomie as a mediating variable and normative conflict as a moderating variable. An experiment study and a time-lagged questionnaire survey were conducted in mainland China. The results revealed the following: MPSRB had a positive impact on the perceived organizational anomie of employees; organizational anomie mediated the influence of MPSRB on employees’ workplace deviance; normative conflict moderated the influence of MPSRB on organizational anomie; normative conflict negatively moderated the indirect effect of organizational anomie. This study provides a new perspective on the mechanism and boundary of the negative consequences of MPSRB and provides practical implications for enterprises to reduce the employees’ deviance caused by MPSRB.
... The idea of illegitimate tasks is based on the theory of stress as a violation of oneself (Chandra et al., 2019;Mariam & Ramli, 2017;Steven et al., 2023;Semmer et al., 2020). According to Semmer et al. (2010) illegitimate tasks or also known as unauthorized work tasks are tasks that do not match an employee's expectations and can threaten their professional and personal identity. Illegitimate tasks as illegal and inappropriate tasks that violate core standards and values related to an employee's job role (Dewi & Ramli, 2023;Ilyas et al., 2021;Rumaidlany et al., 2022;Sylvyani & Ramli, 2023). ...
This research aims to determine the effect of illegitimate tasks and supervisor support on job satisfaction and turnover intention among PT staff. Sumber Alfaria Trijaya in Tangerang City. Using a type of causality research with a quantitative method approach. The population of this research is PT staff. Sumber Alfaria Trijaya in Tangerang City. The sampling method used was a non-probability sampling method using a purposive sampling technique, with a total sample of 129 Alfamart staff. Data analysis was carried out using SEM-PLS with the help of SmartPLS software. The research results show that illegitimate tasks have no effect on job satisfaction, but have a positive effect on turnover intention. On the other hand, supervisor support has a positive effect on job satisfaction, but has no effect on turnover intention. Apart from that, job satisfaction has a negative effect on turnover intention.
... Employees are likely to perceive requests to perform tasks they see as illegitimate as unfair, as such requests violate norms about what tasks are considered acceptable for their position (Ding and Kuvaas 2022). Asking nurses to perform such tasks can be seen as a form of disrespect that threatens their professional identities and undermine their sense of self-esteem (Semmer et al. 2010). Feelings of being disrespected serve as social stressors that can undermine positive well-being for nurses (Gilin Oore et al. 2010). ...
Aim(s)
To examine whether manpower and expertise understaffing are distinct, and whether they relate similarly to nursing stressors, burnout, job satisfaction and intentions to turnover.
Design
A cross‐sectional survey of hospital nurses nested within units was used.
Methods
The sample included 402 nurses. Nurses provided ratings of the study's variables using validated self‐report measures. The data were analysed both as multilevel and single‐level data.
Results
Manpower and expertise understaffing contributed unique explained variance to all of the examined outcomes. Nurses within the same units experience different understaffing levels. Expertise understaffing emerged as a significantly stronger predictor than manpower understaffing for three of the six of the outcome variables (illegitimate tasks, job satisfaction and turnover intentions).
Conclusion
Manpower and expertise understaffing are distinct, and both are associated with nurse outcomes.
Reporting Method
We have adhered to the STROBE guideline for cross‐sectional studies.
Implications for the Profession and/or Patient Care
Considering both manpower and expertise understaffing to maintain proper staffing levels in nursing units is crucial.
Patient or Public Contribution
A Director of Patient Care Services from the hospital where the study was conducted is a member of the research team. This member contributed to designing and conducting the study as well as interpreting the results.
... Accordingly, role stress is also likely to reflect dual apprentices' training experiences and can generate negative consequences on several aspects of their learning. In addition, because they are halfway between learners and employees, apprentices often have to carry out illegitimate tasks (or "dirty work"; Semmer et al., 2010), which can be seen as another aspect of role stress. This contribution therefore focuses on this notion and on what impact this role stress -as a feature of quality in VET -has on the learning experience, in particular on apprentices' commitment and their satisfaction with the apprenticeship. ...
Oral Presentation Conference Abstract is available on Page 122
& 123.
Vocational education and training (VET) plays a crucial role in preparing individuals for careers that require practical skills with specialized knowledge and improving soft skills (e.g. communication, intergenerational co-working and collaboration, etc.). The integration of such skills within the VET program contributes to a skilled and adaptive future workforce. In today's diverse work environments, individuals from different age groups bring unique perspectives, experiences, and insights to the
classroom. Hence, this article explores the efficacy of hackathons as a tool for promoting intergenerational learning skills among lifelong learners in VET programs. We aimed to assess if hackathons can be used as a tool to promote innovation and group working skills among VET learners to provide technical expertise and collaborative working skills to address the challenges of the future.
... Destructive emotions such as anger (Matsumoto et al., 2016), which is possibly a result of ostracism (Howard et al., 2020), may act as a medium for emotional transmission from the workplace to the family. As employees are unable to vent their anger at work (Semmer et al., 2010), they are likely to project it onto family life (Hoobler & Brass, 2006). Thus, workplace anger can turn into a threat to family harmony. ...
Supervisor ostracism is commonplace in work settings. Previous studies have mainly focused on the influence of supervisor ostracism on employees’ work behavior and performance, while the impact of supervisor ostracism on employees’ family harmony has garnered less attention. Based on the affective events theory, we analyzed data collected from 3 time points and 343 employees in the Chinese context. We found that supervisor ostracism significantly undermines employee-family harmony, which is mediated by workplace anger. In addition, our study demonstrated that high emotional regulation alleviates the relationship between workplace anger and family undermining, reducing the destructive consequences for the family. Our results indicated that individual differences in emotional regulation are responsible for moderating the mediating effects of workplace ange between supervisor ostracism and family undermining, shedding light on future research directions and providing practical implications for solving work-family conflict.
... Gereksiz görevler (GG) ve mantıksız görevler (MG) boyutlarını içeren meşru olmayan görevler (MOG) in (Semmer vd., 2007;2010) çalışanın esenliği (Furnham, 2005;Seligman, 2012;Mamatoğlu, 2013), iş tatmini ve performansı (Omansky vd., 2016) gibi sonuçları dikkate değer ölçüde etkilediği sonuçlar yer almaktadır (Kottwitz vd., 2019;Fila vd., 2022;Ding ve Kuvaas, 2023). Mesleki kimliği olumsuz etkilediği (Meier ve Semmer, 2018) tartışılan MOG'un her iki boyutunun MÖ'yü ne ölçüde etkilediğinin görgül olarak araştırılması gerekir. ...
Bu araştırmanın amacı, çalışanların iş süreçlerinde meşru olmayan görevler (MOG) deneyimlerinin rol çatışması (RÇ) yaratıp yaratmadığını ve mesleki özdeşleşmeye (MÖ) olan etkilerini ve ayrıca politik becerinin (PB) aracılık etkisini görgül olarak incelemektir. Bu doğrultuda, Türkiye’de Milli Eğitim Bakalnlığı’na (MEB) bağlı olarak devlet kadrosunda ve birçok ilde çalışan 521 öğretmenden veri toplanmıştır. Yapısal Eşitlik Modeli istatisksel analizleri ışığında MOG’un her iki boyutundan Gereksiz Görevler (GG)’in mesleki özdeşleşmeyi (MÖ) olumsuz ve Mantıksız Görevler (MG)’in MÖ’yü olağan düzeyin de üzerinde pozitif yönde etkilediği açığa çıkmıştır. Sonuçlar, öğretmenlerin rol çatışması yaratan durumların meslekleri ile özdeşleşme düzeylerini daha da güçlendirdiğine işaret etmektedir. MG rol çatışması yaratırken çalışanların politik becerilerinin (PB) bu etkiye aracılık ederek mesleki özdeşleşme düzeylerini olumlu yönde düzenlemektedir. Ayrıca hem GG ve MÖ arasında hem de MG ve MÖ arasında aracılık etkisi olan PB’nin MÖ’yü her iki durumda da olumlu yönde desteklediği ortaya çıkmıştır. Sonuçlar, MOG’un iki boyutunun MÖ üzerinde etkilerinin farklı olduğunu ve ayrıca sadece MG’nin rol çatışması yarattığını ortaya koymaktadır. İstatistik analizler sonucunda MG ile MÖ arasında RÇ ve PB’nin bulunduğu seri aracılık etkisinin mevcut olduğu görülmüştür. Araştırmanın temel özgünlüğü MOG ve MÖ arasındaki ilişkide PB’nin aracılık etkisinin ve RÇ ve PB’nin seri aracılık ilişkisinin ilk kez incelenerek ortaya çıkarılmasıdır. Literatürü destekleyen sonuçlar, rol kuramı ve SOS (benliğe saldırı olarak stres) kuramları çerçevesinde katkı sunarken, pratik olarak eğitimin niteliğini ve çalışanların esenlik düzeyini güçlendirmek için okul müdürlerinin ve diğer eğitim politikasında rol alan yöneticilerin MG ve GG’lerin azaltılması doğrultusunda önlemler almaları gerektiğini vurgulamaktadır.
... were used for the Confirmatory factor analysis and illustration. from the implementation field (Aarons, 2004;Hujig et al., 2014;Jacobs et al., 2014;Roaldsen & Halvarsson, 2019;Santesson et al., 2020) and work-life science (Anskär et al., 2019;Berthelsen et al., 2020;Jacobshagen, 2006;Rigotti et al., 2008;Semmer et al., 2010) were used (See Table 1). ...
Evidence-based interventions have the potential to improve health and well-being, but their effectiveness depends, among other things, on the challenging act of balancing between fidelity and adaptation, referred to as the fidelity-adaptation dilemma. After initial implementation, it is primarily professionals delivering evidence-based interventions to end users that face the dilemma, but research about how professionals relate to and perceive it is limited. This study aims to describe professionals’ attitudes towards the dilemma and investigate the associations between professional attitudes and individual and organisational implementation determinants, individual characteristics, and work-life consequences for the professionals. Using a cross-sectional design, 103 professionals working with an evidence-based parental support programme ABC (All Children in Focus) were surveyed on attitudes towards the fidelity-adaptation dilemma, implementation determinants, and work-life consequences. Data were analysed using two-step cluster analysis. Three profile groups summarize professionals’ attitudes: one preferring fidelity (the adherers, n = 31), one preferring adaptations (the adapters, n = 50), and one with a dual view on fidelity and adaptation (the double-minded, n = 18). The adherers, the ones preferring fidelity, reported higher levels of skills, knowledge, openness, work-related self-efficacy, meaning of work, and possibilities for development, and a lower level of role conflict and unreasonable tasks compared to the adapters. Professionals with a positive attitude towards fidelity reports experiencing more job resources and a lower level of job demands compared to professionals who are more positive towards adaptation. The study shows that the fidelity-adaptation dilemma is at play during the sustainment phase of implementation and suggest that it has consequences for professionals working life.
... Illegitimate tasks are defined as assignments that employees feel are inappropriate, either because someone else should be doing them (for example, it's not their job) or they shouldn't be done at all (for example, bureaucratic tasks perceived to be unnecessary). 11 These studies identified potential sources of travel nurse dissatisfaction and job stress but provided no context because they didn't compare travel nurses with staff nurses. Such context is important to identify areas in which management needs to pay particular attention to travel nurses on their units. ...
A survey of 330 hospital RNs assessed burnout, job satisfaction, turnover intentions, and perceptions of work assignments. Understanding how travel nurses' work experiences differ from the experiences of staff nurses can help nurse leaders determine the best approaches to manage and support these nurses.
... This stressor's theoretical basis relies on the Stress-as-Offense to-Self theory (Semmer et al., 2019) and can be categorized into unnecessary tasks and unreasonable tasks. The first one refers to those assignments that may be avoided with a better organization, software, strategy, and others, while unreasonable tasks are those that do not align with the employee's role (Semmer et al., 2010(Semmer et al., , 2015(Semmer et al., , 2019. ...
Background: Burnout syndrome, characterized by physical, mental, and emotional exhaustion due to continuous exposure to high-stress work conditions, has been increasingly recognized as a serious occupational phenomenon, especially amongst healthcare professionals. Recent studies indicate that illegitimate tasks–activities unrelated to one’s role are a significant factor contributing to burnout. However, given the variability of work environments across regions, these findings may not apply universally.
Objective: To investigate the behavior of the relationship between burnout and illegitimate tasks among healthcare professionals in Guayaquil, Ecuador.
Methods: We conducted a survey of 562 healthcare professionals, including physicians, nurses, and medical/nursing interns, employing the Copenhagen Burnout Inventory and Bern Illegitimate Task Scale. Regression models were developed to predict burnout levels based on multiple factors, including demographic characteristics, professional roles, and perceptions of illegitimate tasks.
Results: We revealed a statistically significant positive correlation between burnout and illegitimate tasks, with correlation coefficients ranging from 0.320 to 0.588, with higher levels of illegitimate tasks leading to increased burnout. Interestingly, we also found that age and length of service were negatively
correlated with burnout, suggesting that these factors may serve as protective elements against burnout.
Conclusions: Illegitimate tasks had an impact on burnout amongst healthcare professionals and emphasized the need for organizational strategies aimed at better task management to mitigate burnout risk
Given the stressor essence of illegitimate tasks, we explored their potential bright side and the mechanisms of action that lead to differential behavioural consequences. Based on the Transactional Theory of Stress (TTS) and Self‐Determination Theory (SDT), we hypothesized that illegitimate tasks, as a common stressor in the workplace, could trigger differential appraisal results in employees, leading to distinct behavioural choices. Additionally, different work motivations moderated employees' appraisal results of illegitimate tasks. Through a two‐wave time‐lagged investigation with 317 Chinese employees, we found that when employees were assigned illegitimate tasks, they would either generate challenge appraisal, leading to a positive indirect effect on their voice behaviour, or hindrance appraisal, leading to a positive indirect effect on their silence behaviour. Furthermore, autonomous motivation moderated the relationship between illegitimate tasks and challenge appraisal, while controlled motivation demonstrated a substitution relationship with illegitimate tasks in influencing hindrance appraisal. Theoretical and practical implications are discussed.
Illegitimate tasks are identified as common stressors in the workplace. Yet, research has predominantly linked illegitimate tasks to counterproductive work behaviours (CWBs) while overlooking why and how illegitimate tasks are related to employees' different CWBs. Drawing on the face research and the approach–avoidance framework, this article develops a model that delineates both approach‐ and avoidance‐oriented responses to illegitimate tasks. Specifically, we posit that the two dimensions of face consciousness— desire to gain face (approach‐oriented face) and fear of losing face (avoidance‐oriented face)—differently relate to employees' emotional and CWBs reactions to daily illegitimate tasks. We tested our hypotheses using 855 observations collected from 91 full‐time employees across 10 consecutive working days. Results showed that employees higher on desire to gain face are more likely to feel angry and engage in interpersonal deviance (approach‐oriented CWBs) because of daily illegitimate tasks than those lower on it. Employees higher on fear of losing face, however, are likely to feel anxious and engage in interaction avoidance (avoidance‐oriented CWBs) when confronted with daily illegitimate tasks. Overall, these findings provide a social image and face perspective for understanding employees' various CWBs caused by illegitimate tasks and inspire management practices.
Administrative burden (AB) focuses on citizens’ subjective experiences upon facing administrative tasks as potential public policy beneficiaries. This paper examines the AB experienced by professionals in public healthcare, in this case, by general practitioners (GPs). After distinguishing between red tape and AB, we test whether the onerous experience of following guidelines and procedures is associated with their intrinsic motivation (IM) and, indirectly, with patient experience (PE). We base our analysis on surveys of GPs and PE and satisfaction in Catalonia. Using structural equation modelling, the study confirms a negative association between AB and doctors’ IM and a significant but smaller direct and mediated relationship between AB and PE. Efforts to increase professionals’ performance through standardization may increase service quality. This study shows the importance of considering the negative AB relationship between medical professionals and their patients.
Points for practitioners
This study underscores that although health authorities aim to improve performance through standardization, this often increases the AB on employees with strong professional identities, demotivating them and worsening patient care experiences. Practitioners and managers should consider not only the primary objectives of rules and procedures but also how they shape individual experiences, given their impact on overall organizational performance.
Purpose
This study aims to use psychological contract theory to explore the substantial impact of illegitimate tasks on the well-being of hospitality employees. It also examines the mediating role of psychological contract breach and the moderating role of employee emotional intelligence within the proposed moderated mediation model.
Design/methodology/approach
Data were collected from 338 hospitality employees in Guangdong, China, and the hypotheses were examined through hierarchical regression analysis.
Findings
The results revealed that illegitimate tasks could negatively impact employee well-being through psychological contract breach. Furthermore, employee emotional intelligence was confirmed as a critical moderator that buffers the negative impact of illegitimate tasks on psychological contract breach.
Originality/value
This research offers novel insights into the dynamics affecting hospitality employee well-being by framing illegitimate tasks within psychological contract theory. It identifies the critical conditions under which employees’ well-being is impacted, thus broadening the understanding of employee–organization interactions.
Purpose
Illegitimate tasks are pervasive in organizations, presenting a challenge for employees to mitigate their impact. However, despite their significance, there has been limited research on when and how employees can adapt to these tasks successfully. To address this gap, this study aimed to discover the relationship between illegitimate tasks and adaptive performance, drawing upon the job demands-resources theory. Specifically, this study aimed to examine the moderating role of general self-efficacy and the mediating roles of employee problem-focused and emotion-focused coping.
Design/methodology/approach
To examine our hypotheses, we conducted a time-lagged survey, comprising 3 waves and involving 313 employees from twenty enterprises situated in Guangzhou and Sichuan, China. Ordinary least squares (OLS) was adopted to examine our hypotheses.
Findings
Our results suggested that general self-efficacy played a crucial role in determining how employees would cope with illegitimate tasks and their subsequent adaptive performance when confronted with illegitimate tasks. Notably, employees who possess high levels of general self-efficacy utilize problem-focused coping, improving adaptive performance in handling illegitimate tasks. Conversely, employees who possess low levels of general self-efficacy rely on emotion-focused coping, leading to lower levels of adaptive performance.
Originality/value
This research contributes to the literature on illegitimate tasks by uncovering when and how such tasks can either promote or hinder adaptive performance. These findings offer practical insights into ways to assist employees in managing illegitimate tasks effectively.
The concept of “illegitimate tasks” (ILTs), which refers to tasks assigned to employees that fall outside their professional role definitions and are perceived by employees as unnecessary or unreasonable, has increasingly become a focal point in discussions on work-related stress and stress-inducing factors in recent years. In brief, the concept of IT encompasses tasks that are expected from employees despite not being part of their defined professional role boundaries. This phenomenon represents a stress factor that impacts employees' overall well-being and can harm their sense of self, distinguishing it from other sources of occupational stress. In this aspect, this study aims to explore how social science academics in Türkiye perceive illegitimate tasks, the dimensions in which they experience them, and how they react and cope with these tasks. The paper also seeks to uncover the individual and organizational implications of such tasks. To achieve these aims, a phenomenological study was conducted based on semi-structured, in-depth interviews with 40 participants from various levels and ranks, across metropolitan, regional, public, and foundation universities, to examine the experiences of these academics.
Background
Over the past two years, the emergence of new quality productive forces has drawn significant academic interest in China, with employee creativity identified as its core driver. Previous research has confirmed the relationship between illegitimate tasks and employee creativity. However, the double-edged effect of unreasonable tasks on employee creativity remains unexplored. To bridge the gap, this research constructed a moderated dual-chain mediation model based on the perseverative cognition theory and the COR theory. The aim was to systematically examine the potential mechanisms and boundary conditions between unreasonable tasks and employee creativity.
Methods
Using the questionnaire method, a total of 353 participants took part in the four-phase survey.
Results
The findings indicated that unreasonable tasks enhanced employee creativity by prompting problem-solving pondering, and they also inhibited employee creativity by inducing affective rumination. Additionally, problem-solving pondering encouraged feedback-seeking behavior, whereas affective rumination led to feedback-avoiding behavior. These results supported the chain mediation effect of “unreasonable tasks → work-related rumination → feedback behavior → employee creativity.” Furthermore, the organizational climate for creativity strengthened the link between unreasonable tasks and problem-solving pondering, as well as reinforced the chain mediation of problem-solving pondering and feedback-seeking behavior. Conversely, the organizational climate for creativity weakened the connection between unreasonable tasks and affective rumination, as well as diminished the chain mediation of affective rumination and feedback-avoiding behavior.
Conclusion
The research suggests that unreasonable tasks have a double-edged effect on employee creativity. These findings provide advice and guidance for management practices.
Purpose: This study explores the double-edged sword impact of illegitimate tasks on turnover intention and how this influence is manifested. Design/methodology/approach: Multisource data were collected from employees in different industries in South China at two points in time. The hypotheses were tested with hierarchical multiple regression analysis in combination with PROCESS macro-based bootstrapping. Findings: Illegitimate tasks can both weaken employees’ turnover intention by triggering challenge stressor appraisal and enhance employees’ turnover intention by triggering hindrance stressor appraisal. The research results confirm the double-edged sword effect of illegitimate tasks on employees’ turnover intention. Practical implications: To mitigate employees’ turnover intention and reduce turnover rates, organizational managers need to pay attention to the negative impact of illegitimate tasks and be concerned about employees’ subjective cognition of these tasks. Additionally, organizations must optimize work design to reduce unnecessary tasks and assign unreasonable tasks to suitable employees. Originality/value: Based on the cognitive appraisal theory of stress, this study constructs a double-edged sword effect model. The results show that illegitimate tasks not only have negative impacts on employee turnover intention but also have potential positive impacts through two mediating pathways: challenge stressor appraisal and hindrance stressor appraisal. The research results indicate that illegitimate tasks have both a dark side and a bright side.
Background
The number of quality indicators for which clinicians need to record data is increasing. For many indicators, there are concerns about their efficacy. This study aimed to determine whether working with only a consensus-based core set of quality indicators in the intensive care unit (ICU) reduces the time spent on documenting performance data and administrative burden of ICU professionals, and if this is associated with more joy in work without impacting the quality of ICU care.
Methods
Between May 2021 and June 2023, ICU clinicians of seven hospitals in the Netherlands were instructed to only document data for a core set of quality indicators. Time spent on documentation, administrative burden and joy in work were collected at three time points with validated questionnaires. Longitudinal data on standardised mortality rates (SMR) and ICU readmission rates were gathered from the Dutch National Intensive Care registry. Longitudinal effects and differences in outcomes between ICUs and between nurses and physicians were statistically tested.
Results
A total of 390 (60%), 291 (47%) and 236 (40%) questionnaires returned at T0, T1 and T2. At T2, the overall median time spent on documentation per day was halved by 30 min (p<0.01) and respondents reported fewer unnecessary and unreasonable administrative tasks (p<0.01). Almost one-third still experienced unnecessary administrative tasks. No significant changes over time were found in joy in work, SMR and ICU readmission.
Conclusions
Implementing a core set of quality indicators reduces the time ICU clinicians spend on documentation and administrative burden without negatively affecting SMR or ICU readmission rates. Time savings can be invested in patient care and improving joy in work in the ICU.
Previous studies have mainly focused on the detrimental effects of illegitimate tasks as ubiquitous workplace stressors while ignoring the appraisal measures for such tasks. The term “illegitimate” is used by employees to describe the alignment of a task with their job role rather than the inherent qualities of the task itself. Thus, drawing on the transactional theory of stress, this study examines the moderating effect of the stress mindset on the relationship between illegitimate tasks and the appraisal of such tasks. On this basis, this study further explores when cognitive appraisal mediates the effects of illegitimate tasks on coping behaviors (task crafting and cyberloafing). Data were collected from 285 employees from an energy company in Shandong, China, by using a time-lagged research design. The findings indicate that employees react differently to illegitimate tasks depending on their stress mindset. Specifically, for employees with a stress-is-enhancing mindset, illegitimate tasks induce their challenge appraisal, which leads to task crafting. In addition, illegitimate tasks induce hindrance appraisal in employees with a stress-is-debilitating mindset, which leads to cyberloafing. In practice, this research study suggests that when illegitimate tasks cannot be eliminated, organizations should consider employees’ stress mindset when assigning such tasks.
Background
Turnover intention is one of the common disturbances that affect the career development and management of university teachers. With an aim to solve this thorny issue, the study examined the associations between turnover intention and work stress among local undergraduate university teachers in China.
Methods
A questionnaire survey was carried out on 7,565 local university teachers. Initially, confirmatory factor analysis was employed to validate the reliability and validity of the scale. Subsequently, descriptive statistics and correlation analyses were conducted. Following this, a latent moderated structural equation (LMS) was used to explore the relationship among work stress, job burnout, self-efficacy, and turnover intention. Moreover, the bias-corrected Bootstrap method was applied to further examine the mediating effects, moderating effects, and moderated mediating effects in the model.
Results
The hypothesized moderated mediation model was verified significant. Work stress directly and positively predicted job burnout and turnover intention, with job burnout serving a partial mediating role between work stress and turnover intention. Additionally, self-efficacy negatively moderated the direct impact of work stress on job burnout, as well as the mediating effect of job burnout. As the self-efficacy of university teachers increased, the direct effect of work stress on job burnout and the mediating effect of job burnout decreased.
Conclusion
This study expanded the research on the antecedent variables of university teachers’ turnover intention and revealed the individual contingency mechanism by which work stress affected turnover intention: the negative moderating effect of self-efficacy. Work stress induced university teachers’ turnover intention, and this phenomenon was more obvious for faculties with low self-efficacy. Administrators of local undergraduate universities need to rationalize the allocation of teachers’ job responsibilities and pay attention to the negative consequences of work stress in order to reduce turnover intentions. Particular attention should be paid to enhance teachers’ self-efficacy. The findings of this study can provide in-depth recommendations for university faculty management and policy making, which can help shape a working atmosphere more conducive to teaching and research, thus enhancing the overall quality and competitiveness of faculty members within universities.
Employees are frequently interrupted when doing their work, sometimes with tasks that seem unreasonable or unnecessary. Drawing on stress-as-offense-to-self and stress appraisal theories, we expected that perceived illegitimacy of an interrupting task is detrimental to employees’ affective (i.e., anxiety, fatigue, vitality) and cognitive (i.e., task focus, attention residue) reactions to an interruption, because such interruptions are appraised as more of a hindrance and less of a challenge. To test this, we first used a within-persons recall study,where participants (N=144) recalled two interrupting tasks, one perceived as legitimate, and one illegitimate. As expected, perceived illegitimacy of the interrupting task was associated with more anxiety and less task focus, because of more hindrance appraisal. Perceived illegitimacy also was associated with less vitality, task focus, and more attention residue, because of less challenge appraisal. Second, using a between-persons manipulation of an interrupting task in a work simulation (N=231), perceived illegitimacy was associated with more anxiety, fatigue, attention residue, and less task focus, because of more hindrance appraisal. Furthermore, participants performed worse on the interrupting task because of more hindrance appraisal and less task focus. Overall, interrupting tasks perceived as illegitimate can be more negatively impacting, because such interruptions are appraised as hindering.
The authors investigated the relationship between organizational justice and organizational retaliation behavior —adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low interactional and procedural justice. The 2-way interaction of distributive and procedural justice was observed only at a low level of interactional justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice.
This paper reports two studies of occupational stress and its relation with antecedent variables and job performance. The first study, in which 104 nurses participated in group discussions and 96 nurses completed a questionnaire, identified 45 stressful events for nurses. In the second study, 171 nurses who completed another questionnaire were also rated by a supervisor and/or a co-worker. Ratings of interpersonal aspects of job performance (such as sensitivity, warmth, consideration, and tolerance) and cognitive/motivational aspects (such as concentration, composure, perseverence, and adaptability) correlated significantly with self-reported perceptions of stressful events, subjective stress, depression, and hostility. Models developed through path analysis suggest that the frequency and subjective intensity of the 45 events identified in Study 1 cause feelings of stress, which lead to depression, which, in turn, causes decrements in interpersonal and cognitive/motivational aspects of job performance.
This study explores the dimensionality of organizational justice and provides evidence of construct validityfor a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.
The field of organizational justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizational justice.
The purpose of this research was to develop broad, theoretically derived measure(s) of deviant behavior in the workplace. Two scales were developed: a 12-item scale of organizational deviance (deviant behaviors directly harmful to the organization) and a 7-item scale of interpersonal deviance (deviant behaviors directly harmful to other individuals within the organization). These scales were found to have internal reliabilities of .81 and .78, respectively. Confirmatory factor analysis verified that a 2-factor structure had acceptable fit. Preliminary evidence of construct validity is also provided. The implications of this instrument for future empirical research on workplace deviance are discussed.
In jüngster Zeit häufen sich die Befunde, die zeigen, dass Befragungsergebnisse in einem oft
unerwarteten Ausmass persönlichkeitsabhängig sind. Auf diesem Hintergrund besteht das Bedürfnis
nach einem Instrument, das 1.) den Persönlichkeitsbereich möglichst umfassend abdeckt,
2.) trotzdem so kurz ist, dass es routinemässig in Befragungen eingebaut werden kann
und 3.) eine gute Akzeptanz aufweist. Ziel dieses Projektes war es, ein solches Instrument zu
entwickeln und in testologischer Hinsicht zu überprüfen.
Ausgangspunkt bildete das 45 bipolare Adjektivpaare umfassende Inventar minimal redundanter
Skalen (MRS-Inventar) von Ostendorf (1990). Es erfasst die im Fünf-Faktoren-Modell der
Persönlichkeit enthaltenen Dimensionen Extraversion, Verträglichkeit, Gewissenhaftigkeit,
Emotionale Stabilität und Kultur. Aufgrund verschiedener empirischer Studien an total über
3500 Untersuchungspersonen werden Kurzversionen von 30, 25 und 20 Items vorgeschlagen.
Sie weisen trotz der Kürzung hohe faktorielle Validität und für Forschungszwecke mehr als
genügende Reliabilität auf. Ebenso befriedigend sind erste Befunde zur zeitlichen Stabilität (1
Jahr) und zur Beziehung zu Drittvariablen (Validität).
Content analysis of 122 social psychology textbooks confirmed that displaced aggression received a surge of attention immediately following J. Dollard, L. W. Doob, N. E. Miller, O. H. Mowrer, and R. R. Sears (1939), but subsequent interest sharply declined. Contemporary texts give it little attention. By contrast, meta-analysis of the experimental literature confirms that it is a robust effect (mean effect size = +0.54). Additionally, moderator analyses showed that: (a) The more negative the setting in which the participant and target interacted, the greater the magnitude of displaced aggression; (b) in accord with N. E. Miller's (1948) stimulus generalization principle, the more similar the provocateur and target, the more displaced aggression; and (c) consistent with the contrast effect (L. Berkowitz & D. A. Knurek, 1969), the intensity of initial provocation is inversely related to the magnitude of displaced aggression.
We explore the meaning and significance of relational identity and relational identification, predicated on the role-relationship between two individuals. We argue that relational identity integrates person- and role-based identities and thereby the individual, interpersonal, and collective levels of self; contrast relational identity and relational identification with social identity and social identification; contend that relational identity and relational identification are each arranged in a cognitive hierarchy ranging from generalized to particularized schemas; and contrast relational identification with relational disidentification and ambivalent relational identification.
The identity literature suggests that the stigma of "dirty work" threatens the ability of occupational members to construct an esteem-enhancing social identity. However, research indicates much the opposite, creating a puzzle we attempt to answer. We argue that the stigma of dirty work fosters development of a strong occupational or workgroup culture, which fosters (1) ideological reframing, recalibrating, and refocusing and (2) selective social comparisons and differential weighting of outsiders' views. These defense mechanisms transform the meaning of "dirt" and moderate the impact of social perceptions of dirtiness.
The correlates of distributive, procedural, and interactional justice were examined using 190 studies samples, totaling 64,757 participants. We found the distinction between the three justice types to be merited. While organizational practices and outcomes were related to the three justice types, demographic characteris-tics of the perceiver were, in large part, unrelated to perceived justice. Job performance and counterproductive work behaviors, considered to be outcomes of perceived justice, were mainly related to procedural justice, whereas organizational citizenship behavior was similarly predicted by distributive and procedural justice. Most satisfaction measures were similarly related to all justice types. Although organizational commitment and trust were mainly related to procedural justice, they were also substan-tially related to the other types of justice. Findings from labora-tory and field studies are not always in agreement. Future research agendas are discussed. ᭧ 2001 Academic Press The study of work-place justice has been proliferating in recent years. Whereas early studies on justice were conducted in the early 1960s (Adams, 1963, 1965), the majority of studies on justice in organizations were published We thank Dr. Dan Ilgen and three anonymous reviewers for their helpful and constructive comments. Address correspondence and reprint requests to Yochi Cohen-Charash, Institute
In this study I develop theoretically the role of emotions in identity theory by examining individuals' emotional reactions to identity nonverification (in a positive and a negative direction) and identity verification, which occurs once versus repeatedly, and which is perpetrated by a familiar other compared with an unfamiliar other. Predictions from identity control theory (ICT) are used to guide the analysis. An experiment simulates a work situation and invokes the worker role identity. Workers either receive feedback that is expected, given their worker identity standard (identity verification); feedback that is more positive than they would expect (a lack of identity verification in a positive direction); or feedback that is more negative than they would expect (a lack of identity verification in a negative direction). The workers' emotional reactions' to each situation are investigated. Contrary to ICT, identity nonverification in a positive direction results in positive (not negative) emotions; the persistence of verifying and nonverifying feedback decreases (rather than increases) the affective response to the feedback; and feedback from a familiar other does not significantly influence actors' emotional reactions. The findings raise some questions about current thinking in ICT and suggest important extensions for emotions in identity theory.
This paper describes a micro-analysis of the cognitive appraisal of daily stressful events in a sample of correctional officers (COs). More specifically, the authors examined whether three attribution dimensions mediated the relationship between the occurrence of stressful events and the ‘significance’ of these events, and whether the latter functioned as a mediator between the attribution dimensions on the one hand and negative affect (outcome variable) on the other. Convincing indications were found for the mediating role of the ‘significance’ of a stressful event, while weak indications were found for the mediating role of the attribution dimensions. Finally, the strengths and weaknesses of daily event-recording methods are discussed at length.
This chapter tries to accomplish three objectives. Firstly, it defines the four motives and provides a selective review of research that indicates their prevalence. Secondly, it addresses the issue of the operation of four motives together to regulate self-evaluation. This chapter presents a conceptual framework for understanding the interplay of the four motives. This framework serves as a useful heuristic for consideration of potential moderators that govern the expression of the four motives. Finally, this chapter discusses several problems related to the self-evaluation motives that one believes are in need of empirical attention. This chapter serves to justify the claim that four basic self-evaluation motives have been demonstrated convincingly. Finally, the speculations of this chapter are meant to remind researchers that empirical work to date has taken certain aspects of the self-evaluation process for granted or has neglected other important issues.
In a field study with 295 factory employees, three hypotheses were tested: (1) Procedural injustice at work is correlated negatively with job satisfaction and psychosomatic well-being. (2) The perception of procedural injustice depends on the person's chronic justice sensitivity. (3) Justice sensitivity moderates the correlation of procedural injustice with satisfaction and well-being, the correlation becoming larger with increasing justice sensitivity. Procedural injustice was defined as the discrepancy between desired (ought) and perceived (is) procedures. Justice sensitivity and procedural fairness according to Leventhal's criteria (consistency, nonpartiality, accuracy, correctability, representativeness) and one additional criterion (open information) were measured via questionnaire. Job satisfaction, number of sick days during the last six months and number of days a person felt sick at work during the last six months served as indicators of psychosomatic well-being. The first and second hypotheses were supported by the data. Partial support was also obtained for the third hypothesis: Justice sensitivity moderated the correlation of procedural unfairness with (a) the number of days the person felt sick at work and (b) the sum of this variable with the number of sick days. Copyright © 1999 John Wiley & Sons, Ltd.
In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On ...
This study tests a model that uses organizational justice variables and the personality trait of negative affectivity to explain two forms of deviant employee behavior. Prior research suggests that deviance can be directed interpersonally or against organizations. We propose a model that links unfavorable perceptions of distributive, procedural, and interactional justice, as well as the dispositional trait of negative affectivity, to both types of deviant acts. To test the model, a survey was distributed to employees from a government agency and an international manufacturer of paper products. Responses to the survey were analysed using structural equation modeling to evaluate the fit of the theoretical model to the data. Results showed that the model fits the data well and that nearly all of the hypothesized relations among constructs were supported. Implications of the results for the prediction and control of deviant behavior are discussed and future research directions are offered. Copyright © 1999 John Wiley & Sons, Ltd.
We explore the meaning and significance of relational identity and relational identification, predicated on the role-relationship between two individuals. We argue that relational identity integrates person- and role-based identities and thereby the individual, interpersonal, and collective levels of self; contrast relational identity and relational identification with social identity and social identification; contend that relational identity and relational identification are each arranged in a cognitive hierarchy ranging from generalized to particularized schemas; and contrast relational identification with relational disidentification and ambivalent relational identification.
During the past two decades, the nature of work has changed dramatically, as more and more organizations downsize, outsource and move toward short-term contracts, part-time working and teleworking. The costs of stress in the workplace in most of the developed and developing world have risen accordingly in terms of increased sickness absence, labour turnover, burnout, premature death and decreased productivity. This book, in one volume, provides all the major theories of organizational stress from the leading researchers and writers in the field. It is a guide to identifying the sources of pressures in jobs and the workplace so that we may be able to intervene to change and manage the growing problem of organizational stress.
Organizational role stress All the world's a stage, And all the men and women merely players. They have their exits and their entrances; And one man in his time plays many parts, His acts being seven ages. The study of role stress perhaps really began before or during the time of Shakespeare when Shakespeare's Jacques so poignantly noted, prior to Orlando's entrance onto the stage with Adam, that we are all mere actors playing multiple roles on the stages of life. On our various stages, we take upon ourselves different roles to play, and it is the expectations of others around us (e.g., supervisors and coworkers) rather than those of a playwright and audience that guide our behaviors on the stage set of the workplace. Even Shakespeare's Macbeth states that “life's but a walking shadow, a poor player that struts and frets his hour upon the stage.” Here, Macbeth is ...
Alex Haslam has thoroughly revised and updated his ground-breaking original text with this new edition. While still retaining the highly readable and engaging style of the best-selling First Edition, the author presents extensive reviews and critiques of major topics in organizational psychology - including leadership, motivation, communication, decision making, negotiation, power, productivity and collective action - in this thoroughly revised edition. New to the Second Edition: An entirely new chapter on organizational stress which deals with highly topical issues of stress appraisal, social support, coping and burnout.; New, wider textbook format and design making the entire book much more accessible for students.; A wide range of pedagogical features are included - suggestions for further reading at the end of each chapter and comprehensive glossaries of social identity, social psychological and organizational terms
The present study focused on the distinction between two equity considerations in "people" jobs: the relationship with the recipients with whom one works and the exchange relationship with the organization for which one works. The sample consisted of nurses who were employed in one particular nursing home for mentally retarded patients. The results show that perceived inequity in both types of relationships is linked to emotional exhaustion and reduced personal accomplishment. As expected, individual differences in communal orientation differentiate when nurses feel inequitably treated in their relationships with their patients. Moreover, the results suggest that low communally oriented nurses restore equity in their relationships with patients by withdrawing emotionally (depersonalization). In contrast, nurses who felt inequitably treated in the employee-employer relationship reported a higher intent to quit. No direct link between burnout symptoms and the intention to quit was observed.
The book, Letters from Jenny, by Gordon All port (1965) presented a series of letters written over an extended period by a woman named Jenny to her son, Ross. Jenny was a poor, hard-working woman who sacrificed almost everything she had for Ross. She supported him in an affluent lifestyle at an Ivy League college, while she barely had enough to eat. All that mattered to her was his well-being. Yet, she failed miserably in bringing fulfillment and happiness to him as well as to herself. When Ross began to form relationships with other women, Jenny disowned him, very likely contributing to his early death. She then derived more happiness from his memory than she had from his presence.
Among the many traditions of research on "identity," two somewhat different yet strongly related strands of identity theory have developed. The first, reflected in the work of Stryker and colleagues, focuses on the linkages of social structures with identities. The second, reflected in the work of Burke and colleagues, focuses on the internal process of self-verification. In the present paper we review each of these strands and then discuss ways in which the two relate to and complement one another. Each provides a context for the other: the relation of social structures to identities influences the process of self-verification, while the process of self-verification creates and sustains social structures. The paper concludes with examples of potentially useful applications of identity theory to other arenas of social psychology, and with a discussion of challenges that identity theory must meet to provide a clear understanding of the relation between self and society.
This article reports on the development of a concept of personal initiative (PI). Personal initiative is a work behavior defined as self-starting and proactive that overcomes barriers to achieve a goal. It is argued that future workplaces will require people to show more PI than before, and that current concepts of performance and organizational behavior are more reactive than desirable. The facets of PI are developed along the lines of goals, information collection, plans, and feedback. Personal initiative enables people to deal with job difficulties more actively, for example, with stressors, unemployment, career changes, or becoming an entrepreneur. High PI changes the work situation of employees and relates to success as an entrepreneur. Personal initiative is seen to sharpen and partly modify the concepts of reciprocal determinism, organizational citizenship behavior, innovation, entrepreneurship, work performance, intrinsic motivation, and self-regulation.
We present a model that integrates findings from several areas to explain in parallel the voluntary acts of counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). CWB is behavior, such as aggression or sabotage, intended to hurt the organization or its employees. OCB is prosocial behavior intended to help. A variety of job/organizational conditions (constraints on performance, job stressors, injustice, or violation of psychological contract) will elicit emotional reactions. Negative emotion will tend to increase the likelihood of CWB and positive emotion will increase the likelihood of OCB. CWB is associated with the personality characteristics of trait anger and anxiety, locus of control, and delinquency. OCB is associated with empathy and perceived ability to help. We discuss how management of emotion-eliciting conditions and events can help control voluntary behavior in a way that leads to both employee and organization well-being.
The psychological contract held by an employee consists of beliefs about the reciprocal obligations between that employee and his or her organization. Violation refers to the feelings of anger and betrayal that are often experienced when an employee believes that the organization has failed to fulfill one or more of those obligations. This article provides a model outlining the psychological sensemaking processes preceding an employee's experience of psychological contract violation. It also identifies factors that affect those processes with the aim of encouraging future empirical research.
The literature indicates that dysfunctional individual and organizational consequences result from the existence of role conflict and role ambiguity in complex organizations. Yet, systematic measurement and empirical testing of these role constructs is lacking. This study describes the development and testing of questionnaire measures of role conflict and ambiguity. Analyses of responses of managers show these two constructs to be factorially identifiable and independent. Derived measures of role conflict and ambiguity tend to correlate in two samples in expected directions with measures of organizational and managerial practices and leader behavior, and with member satisfaction, anxiety, and propensity to leave the organization.
This chapter explores the relationship between workplace bullying and occupational stress. Initially the concept of bullying and its defining features are introduced. Following a brief discussion of bullying and the stress process, an examination of possible stressors as antecedents of bullying is undertaken. Drawing on the empirical evidence available, individual and organizational effects and outcomes of bullying are described. Attention is also paid to the relationship between bullying and the coping process. It is concluded that, despite the fact that evidence is often sparse, a substantial body of research emerged within less than a decade, providing sufficient evidence to suggest that bullying is an important psychosocial hazard in the workplace with very substantial negative implications for individuals and organizations alike. Some methodological concerns are discussed and implications for future research highlighted.
Addresses the importance of task design as a topic of study, and summarizes historical perspectives and background of this topic. Emerging controversies and issues surrounding task design are noted, and an integrated model of task design is described. This model draws from existing and related theories to provide an integrated perspective. Key components of the model are defined, and their boundaries are delineated. Relationships and processes among components of the model are described. The implications for research are considered. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
An investigation into organizational conditions and situations conducive to satisfaction as well as the nature and prevalence of pressures arising from opposing and incompatible institutional demands. By means of the case-study method, interviews, and a nationwide survey the effects of these demands upon roles are examined. These effects are related to individual personality characteristics and interpersonal relations. (140-item bibliogr.) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The present study focused on the distinction between two equity considerations in “people” jobs: the relationship with the recipients with whom one works and the exchange relationship with the organization for which one works. The sample consisted of nurses who were employed in one particular nursing home for mentally retarded patients. The results show that perceived inequity in both types of relationships is linked to emotional exhaustion and reduced personal accomplishment. As expected, individual differences in communal orientation differentiate when nurses feel inequitably treated in their relationships with their patients. Moreover, the results suggest that low communally oriented nurses restore equity in their relationships with patients by withdrawing emotionally (depersonalization). In contrast, nurses who felt inequitably treated in the employee-employer relationship reported a higher intent to quit. No direct link between burnout symptoms and the intention to quit was observed.
The authors investigated the relationship between organizational justice and organizational retaliation behavior—adverse reactions to perceived unfairness by disgruntled employees toward their employer—in a sample of 240 manufacturing employees. Distributive, procedural, and interactional justice interacted to predict organizational retaliation behavior. A relation between distributive justice and retaliation was found only when there was low interactional and procedural justice. The 2-way interaction of distributive and procedural justice was observed only at a low level of interactional justice, and the 2-way interaction of distributive and interactional justice was observed only at a low level of procedural justice. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
In this paper I develop and discuss the concept of "identity-relevant stressors." Identities refer to individuals' conceptions of themselves in terms of the social roles that they enact (e.g., spouse, parent, worker, churchgoer, friend). An identity-relevant experience is one that threatens or, alternatively, enhances an identity that the individual values highly; identity-irrelevant experiences occur in roles that the individual does not value highly. This concept can help solve a problem in the stress literature, namely the inability of stress theory to account parsimoniously for social status differences in psychological distress. I propose that 1) individuals' identity structures (their hierarchical identity rankings) should vary systematically by social status; 2) because of differential resources, lower-status individuals should be exposed to proportionately more identity-threatening stressors and higher-status individuals to more identity-enhancing experience, and 3) variation in exposure to identity-relevant experiences should explain status differences in psychological distress more fully than conventional measures of life events and chronic strains. To illustrate the potential utility of this theoretical approach. I discuss gender and marital status differences in psychological distress as cases in point.
All major contracts in social life, including the work contract, are based on the principle of reciprocity. A fair balance between the costs invested in cooperative activities and the gains received in turn is a prerequisite of a trustful social exchange and individual well being. Conversely, failed reciprocity in terms of high cost and low gain elicits strong negative emotions and associated stress responses. The model of effort-reward imbalance has been developed to identify conditions of failed reciprocity in social contracts, with a particular focus on work, and to predict reduced well being and increased illness susceptibility as a consequence of this exposure. This chapter describes the theoretical foundation of this model and its measurement. Moreover it summarizes empirical evidence on adverse effects on health derived from epidemiological and laboratory investigations. Finally, some policy implications of this new evidence are discussed.
Using a sample of 211 working adults, an instigated workplace incivility measure, distinct from an experienced workplace incivility and general interpersonal deviance measures, was developed. Correlates of instigated workplace incivility were then tested using 162 medical technologists over a 4-year time frame. Results indicated that Time 1 measures of distributive justice and job satisfaction were negatively related to instigated workplace incivility, while a Time 1 measure of work exhaustion was positively related to such incivility. Furthermore, these three antecedents contributed significantly to explaining instigated workplace incivility, beyond Time 2 measures of these three variables. Future research issues, as well as study limitations, are discussed.