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The effects of perfectionism on innovative behavior and job burnout: Team workplace friendship as a moderator
Abstract
Perfectionists are known as high-end goal pursuers. In this study, we utilize the concept of personal initiative (PI) to verify that perfectionists who go beyond their assigned tasks, and develop and initiate the accomplishment of their own goals also promote innovative behavior however, they may also encounter job burnout. To extend research on perfectionism, we distinguish between the effects of healthy perfectionism (perfectionistic strivings) and unhealthy perfectionism (perfectionistic concerns) on innovative behavior as well as job burnout, and test the moderating effect of team workplace friendship utilizing valid matching samples of 112 team sets (112 supervisors and 437 members). The results reveal that healthy perfectionism is positively associated with innovative behavior, while unhealthy perfectionism is positively associated with job burnout; moreover, high team workplace friendship strengthens the positive relationship between healthy perfectionism and innovative behavior, but weakens the positive relationship between unhealthy perfectionism and job burnout. Our findings provide managers with insights into perfectionism to optimize human resource utilization, and highlight the need to initiate a team workplace friendship context to promote innovative behavior and decrease job burnout.
... Friendship at work is an important element to counter workplace bullying and related aggressions, also helping individuals to counter work-related stress and depression (Rai & Agarwal, 2018b). However, friendship at work is not very natural and requires some rationalization and strategies to inject this spirit among employees (Chang, Chou, Liou, & Tu, 2016). When employees become friends, their friendship can counter bullying and aggression and also strengthens their commitment to the company (Chao, 2018). ...
... Friendship at work has the potential to enhance job involvement and excitement about the work among employees (Song & Olshfski, 2008). This is because a strong emotional connection among peers at work has the potential to counter negative effects such as burnout, resulting from high pressure jobs (Chang et al., 2016). The positive outcomes of friendship at work are important for employees working in healthcare organizations, where jobs are stressful and employees are always required to (Mawritz et al., 2014). ...
... Studying compassion to influence organizational elements and commitment is important for service firms where jobs are challenging, anxiety is the norm, and employees often switch organizations (Spanuth & Wald, 2017). Even when leadership behaviours are positive and employees have friendly relationships with each other, job burnout among employees is still common (Chang et al., 2016), which impedes commitment at work. Low commitment levels hinder positive displays of socially desirable emotions at work (Kashif et al., 2017a;Krannitz et al., 2015). ...
Abstract Purpose
This study aims to empirically demonstrate the positive effects of resonant leadership, workplace friendship and serving culture on organizational commitment through a mediating role of compassion at work.
Design/methodology/approach
The data are collected from 442 front line employees (FLEs) working in Pakistani healthcare organizations by employing a cross-sectional survey. The collected data are analysed through the structural equation modelling (SEM) technique, using SmartPLS 3.0.
Findings
All the proposed relationships are statistically supported. We found that resonant leadership, serving culture and workplace friendship predict normative commitment among healthcare frontliners through a mediating role of compassion at work. The results demonstrate an excellent model fit, where all the direct as well as indirect hypotheses are supported by the data.
Originality/value
The analysis of the positive effects of resonant leadership, workplace friendship and serving culture as a unified framework to predict organizational commitment via the mediating role of compassion in a healthcare setting is unique to this study.
Keywords – Compassion at Work, Resonant Leadership, Workplace Friendship, Serving Culture, Organizational Commitment
... The mediating role of self-oriented perfectionism Self-oriented perfectionism entails an individual's pursuit of high standards and goals, driven by intrinsic motivation to achieve perfection (Hewitt and Flett, 1991). It is associated with positive outcomes such as dedication and innovative behavior (Childs and Stoeber, 2010;Chang et al., 2016), emphasizing excellence and a zero-tolerance attitude toward imperfections (Otto et al., 2021). According to trait activation theory, individuals' traits are accentuated in specific motivational contexts, leading them to focus on situational factors aligned with their traits (Tett and Guterman, 2000). ...
... . The chain mediation of self-oriented perfectionism and job crafting Self-oriented perfectionism reflects employees' cognitive pursuit of self-perfection and self-improvement. To achieve perfection and avoid uncertain or flawed outcomes, employees high in self-oriented perfectionism exert significant effort to overcome difficulties and meet high standards (Chang et al., 2016). This relentless pursuit of perfection drives them to continuously examine and reflect on their work methods, discard inefficient procedures, and proactively engage in transformative job crafting aligned with their self-actualization goals. ...
Leveraging the trait activation theory, the study constructs a model featuring moderated chain mediation to explore how perceived overqualification influences employee innovation performance. After conducting two surveys with Chinese employees, this study collects 363 valid questionnaires. The findings reveal that perceived overqualification is positively related to employee innovation performance. Both self-oriented perfectionism and job crafting are partial mediators between perceived overqualification and innovation performance, and they collectively play a chain mediating role. Furthermore, independent self-construction positively moderates the link between perceived overqualification and self-oriented perfectionism, and informal status positively moderates the relationship between job crafting and employee innovation performance. Additionally, the indirect influence of perceived overqualification on employee innovation performance is moderated by independent self-construction and informal status. This study adds to the current body of literature on perceived overqualification and offers practical implications for organizations aiming to enhance innovation performance.
... In the organizational context, scholars examined extra-role behaviors, innovative behaviors, and productivity which can be considered manifestations of task performance. Accordingly, adaptive perfectionism is found to be positively associated with innovative and creative behavior (Chang et al., 2016), and effectiveness in meeting responsibilities among employees (Childs & Stoeber, 2012). Based on these findings, we hypothesize: H1 Adaptive perfectionism relates positively to perceived task performance. ...
... Indeed, the literature has shown that excessive standards set by maladaptive perfectionists-result in different negative outcomes, such as lower levels of social functioning and achievement, and higher levels of stress (Chester et al., 2015). Those individuals are more likely to seek others' acceptance, and stress over their failures (Chang et al., 2016). Due to perceived anxiety, individuals with high maladaptive perfectionistic tendencies could feel extra burden and pressure. ...
This study examines the impacts of adaptive and maladaptive perfectionism on the perceived task performance of employees and explores the moderating role of perceived organizational support (POS) in those relationships. By integrating the trait activation theory and the job demand-resources model (JD-R), we investigate whether POS as an organizational resource facilitates or constrains the effects of perfectionism traits on task performance. The data were gathered from 347 white-collar, full-time employees working in different sectors in Türkiye. The results of the moderated regression reveal only a significant interaction effect of POS with maladaptive perfectionism on task performance. In line with our predictions, when employees perceive higher levels of POS, the negative association between maladaptive perfectionism and task performance diminishes. However, the results did not support the interactive effects of adaptive perfectionism and POS on performance. The current study adds to a growing body of perfectionism literature and provides further support that POS plays a crucial role in mitigating the negative consequences of maladaptive perfectionism on employee task performance.
... A survey of R & D teams in the top 100 scientific firms in Taiwan shows that workplace friendships can promote innovative behaviour and discourage job burnout [26]. Team leaders should allow teammates to have social activities. ...
... Team leaders should allow teammates to have social activities. Moreover, interdepartmental events that encourage casual interactions may facilitate information sharing [26]. ...
Hong Kong is an international city where almost all the companies did not have a WFH policy before the pandemic since it is a very small place. During the pandemic period, Hong Kong governments, major banks and large private organizations have adopted WFH policy. The purpose of this article is to examine impact of work from home (WFH) practice on work engagement with the company during the pandemic period in Hong Kong. According to a stimulus-organism-response model, this study explores the dark side the WFH arrangement during the pandemic period. Convenience sampling method was used to collect 206 valid responses from individuals who were working from home in Hong Kong. Partial least squares structural equation modelling (PLS-SEM) was used in the analysis of data. It was found that teamwork climate is negatively associated with physical isolation and sense of belonging is negatively associated with psychological isolation. Work engagement was impaired. Affective social presence may not be so easily established through virtual ways. Virtual informal gatherings, such as virtual breakfasts, lunch or tea breaks where work-related matters are not discussed, could be arranged.
... However, the effect of workplace friendship on well-being at work is stronger than its impact on general well-being (Craig & Kuykendall, 2019). In addition, workplace friendship has been identified as a buffer for negative workplace behaviors or factors such as bullying (Rai & Agarwal, 2018) or job stress and exhaustion (Caillier, 2017;Chang et al., 2016). Furthermore, instrumental support, a behavioral process of workplace friendship, is connected to increased job embeddedness (e.g., one's perceived attachment, affiliation, and obligation to their organization; Yang & Wong, 2020), while received instrumental, emotional, and informational support positively influence job satisfaction (Cranmer et al., 2017;Yang & Wong, 2020). ...
... For the organization, innovation could be affected by age-diverse workplace friendships (Chang et al., 2016;Okoe et al., 2018). While multiplex networks of rich ties (i.e., overlapping relationships in formal and informal networks, such as friendships), generally show a stronger effect on knowledge transfer in organizational networks (Aalbers et al., 2014), innovation could additionally benefit from non-redundant ties outside the group (Rietzschel & Zacher, 2015), which may be facilitated by age diversity ( Joshi & Jackson, 2003). ...
Friendship may help to bridge differences between people, such as between age-diverse employees. Oftentimes, age diversity in employee interactions cultivates interpersonal tensions. Age-diverse workplace friendship—a relationship between coworkers of different ages, who like each other and who are engaged in a balanced social exchange—may help to overcome these interpersonal tensions because having something in common can de-escalate age-related difficulties and reduce negative feelings between diverse individuals. Despite the relevance of the topic, literature focusing on age-diverse workplace friendship is rare. To address this gap and direct future research, we aim to integrate research on related topics such as workplace friendship and (age) diversity at work into a systematic literature review. Concentrating primarily on the formation and maintenance of age-diverse workplace friendship, we identified similarity-attraction theory, social identity theory, and socioemotional selectivity theory as the three dominant theories referenced in the literature and utilize them to embed and connect our findings into existing theory. More specifically, we review and summarize the findings of our systematic literature review into an integrated framework depicting the antecedents, formation and maintenance processes, and outcomes of age-diverse workplace friendship. We discuss the theoretical and practical implications of our findings and point out directions for future research.
... To meet these requirements, employees need to move away from existing solutions and try different alternatives-that is, to be creative. Research provides indirect evidence that one's pursuit of perfection enhances engagement (Childs & Stoeber, 2010), active problem-focused coping (Prud'homme, Dunkley, Bernier, Berg, Ghelerter, & Starrs, 2017), and innovative behavior (Chang, Chou, Liou, & Tu, 2016), all of which can promote creativity (Bakker, Petrou, Op den Kamp, & Tims, 2020;Li, Chen, & Lai, 2018). Therefore, perfectionism shown by leaders has the potential to foster employee creativity. ...
... Given that the standards of perfectionistic leaders are exceptionally high, employees may find such requirements overwhelming and feel depleted (De Jonge, Bosma, Peter, & Siegrist, 2000), which could increase the difficulty of self-regulation needed for generating novel ideas (Kim, Kim, & Yun, 2017). Perfectionism research also provides indirect evidence that one's pursuit of perfection increases stress (Chang et al., 2016;Schwenke, Ashby, & Gnilka, 2014) and emotional exhaustion (Flaxman, M enard, Bond, & Kinman, 2012), which can inhibit creativity (Han, Harms, & Bai, 2017;Herrmann & Felfe, 2014). Accordingly, employees' creativity could be potentially inhibited when their leader imposes perfectionistic requirements. ...
This research aims to explain whether leader perfectionism toward employees fosters or hinders employee creativity. From a self-regulation perspective, we theorize that depending on employees’ locus of control, leader perfectionism can influence two regulatory states of employees (i.e., engagement and emotional exhaustion) linearly or curvilinearly, which in turn affect their creativity in opposite directions. In a lab experiment and a multisource, multiwave field study, we found that for internals, leader perfectionism had a curvilinear effect on their engagement (but no effect on emotional exhaustion) and subsequent creativity such that the effect was positive but became weaker when leader perfectionism was extreme. By contrast, we found partial support across the two studies that for externals, leader perfectionism had a positive effect on their emotional exhaustion (but no effect on engagement), which undermined their creativity. We discuss the theoretical contributions of this research and its practical implications for organizations.
... This study replicates the methodology employed by Cano-García et al. (2015) to examine the dimensionality of the scale. Furthermore, differential item functioning (DIF) analysis was incorporated using the MIMIC model (Chang et al., 2016;Tsaousis et al., 2023). By employing this method, it is expected that this study will not only address the gap in the literature concerning the adaptation and validation of the MFS in the Indonesian language and culture, but will also make a significant contribution to the advancement of knowledge in the areas of psychometrics, marriage and family psychology, and positive psychology. ...
Forgiveness is essential in marriage as it can bring a sense of satisfaction to married life. This study aims to adapt and examine the factor structure of the Marital Forgiveness Scale (MFS), a forgiveness instrument in the context of marriage. After the process of adaptation to the Indonesian language and culture, validity and reliability tests were conducted, and a MIMIC model was developed. In an online and offline survey, 330 millennials (128 husbands, 202 wives, M-marriage age = 25.33, SD-marriage age = 3.12) completed the Indonesian version of the MFS. The validity test was conducted using confirmatory factor analysis, with the results showing that the values obtained were satisfactory (CFI & TLI ≥ .95; RMSEA = .06; SRMR < .08). The multidimensionality measurement of the Indonesian version of the MFS consists of two dimensions, a positive and a negative. The omega coefficient for the Indonesian version of the MFS is .694 (positive dimension) and .787 (negative dimension), indicating satisfactory reliability in the millennial sample. The results of the MIMIC model show that items 2 and 3 in the negative dimension have gender variance in the MFS. The scale is a suitable measure for evaluating individuals’ dispositional forgiveness in Indonesian millennial marital couples. It is hoped that the instrument will contribute to the advancement of the study of forgiveness in the marital context in Indonesia.
... Iorga et al. and Grigorescu et al. found that neuroticism was associated with a higher level of burnout in nurses [29,34], while three studies found that conscientiousness was negatively related to burnout in nurses [35][36][37]. Iorga et al. and Chang et al. found that perfectionist nurses were not fully satisfied with the results of their work, and therefore, their exhaustion was significantly higher than that of other nurses [29,38]. Agreeableness and openness, like conscientiousness, have been inversely related to the development of burnout in nurses [29,39,40]. ...
Although many studies have examined the relationship between the five dimensions of personality and nurse burnout, few studies have examined the relationship between nurse burnout and the overall personality profile. In addition, nurses’ demographic characteristics have been found to be related to nurses’ burnout level, but the results have been inconsistent. This study aimed to determine personality profiles based on the Big Five personality model in a sample of Chinese nurses then analyze the relationship between burnout and personality profiles and demographics. A total of 1423 nurses were sampled and assessed using the Big Five Inventory and the Oldenburg Burnout Inventory. A k-means cluster analysis was used to divide participants into different personality profiles. Multivariate analysis of variance and binomial logistic regression were used to examine the relationship of burnout with personality profiles and demographics. Cluster analysis identified three personality profiles among nurses: resilient, ordinary, and distressed. For each dimension of the Big Five Inventory and Oldenburg Burnout Inventory, there was a significant difference between different personality profiles, with effect sizes being from 0.37 to 0.57. Nurses with a distressed personality profile were 4.52 times more likely to be diagnosed with burnout than nurses with an ordinary profile, while nurses with a resilient personality profile had a 55% reduction in burnout compared to nurses with an ordinary profile. The results suggested that hospital administrators should focus on nurses with a distressed personality profile to identify potential burnout nurses as early as possible. The findings also enabled hospital administrators to consider the different personality profiles of nurses and the specific requirements of the job to select suitable candidates.
... On the other hand, job resources are the physical, psychosocial, and organizational aspects of work that contribute to the achievement of work goals, professional development, personal development and reduce job demands and their associated psychological or physiological costs [44]. On the other hand, one of the most common conceptual models in FAHCWB research that considers employees' personal burnout factors [45] is the Big Five model [46]. The advantage of this model over other personality research models lies in the broad spectrum of personality research in which everyone is examined based on five core personality dimensions, namely openness (to experience), conscientiousness, extraversion, agreeableness and neuroticism (emotional instability) [46]. ...
Background
The occupational stress that contributes to the development of burnout syndrome remains one of the greatest scientific challenges. Despite years of research into burnout and its determinants, burnout continues to attract the attention of researchers, and healthcare workers (HCWs) continue to experience burnout in large numbers. Burnout has a significant impact on both the mental and physical well-being of HCWs and reduces patient-centered healthcare. This review aims to identify the factors affecting healthcare workers’ burnout (FAHCWB) and their conceptual models.
Methods
The review was conducted according to Arksey and O'Malley's framework using Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA). Searches were conducted in PubMed, Scopus, Wiley, ProQuest, Sage, Science Direct, and EBSCO using the following keywords: healthcare professionals, burnout, and internal/external factors. Empirical, qualitative, quantitative, and mixed-design research articles published in English with full-text access in peer-reviewed journals that investigated the FAHCWB were included. For an in-depth analysis of the included articles, the authors developed a data synthesis table, and thematic analysis was applied to the analysis.
Results
According to the inclusion criteria, 38 articles were selected for further data analysis. Six main themes were identified: (1) FAHCWB; (2) conceptual models of FAHCWB; (3) research tools for studying FAHCWB; (4) findings on FAHCWB in the context of different models; (5) differences between findings from different models; (6) what is known and not known about FAHCWB. The results of the review show that most researchers conduct research on factors affecting burnout (FAB) based on factors related to the work environment, with fewer studies based on individual factors, including personality factors. Most of the research is based on the model developed by Maslach et al. The Maslach Burnout Inventory (MBI) has been used in most studies.
Conclusions
Despite years of research, burnout continues to evolve rapidly, indicating that scientific research needs to be re-focused. Research should be conducted using different conceptual models and new research tools that allow the syndrome to be studied from a multidimensional perspective, including both the work environment and individual factors.
... Academic staff establish a network of professional relationships with their colleagues at the university in many areas, such as exchanging ideas, consulting on specific issues, and conducting joint studies (scientific research, projects, congresses/conferences, etc.). Workplace friendships generally consist of supporting coworkers and sharing information and do not involve intense emotional bonds of friendship (Chang et al., 2016). Workplace friendship consists of mutual commitment, trust, shared values, and interests among employees in the workplace (Berman, West & Richter, 2002); this friendship provides emotional support to individuals within the organization (Kram & Isabella, 1985) and has an impact on individuals' motivation, job satisfaction, and performance (Lee & Ok, 2011). ...
In the study, which was carried out to compare the perception of organizational power distance of the academic staff working at the university with the social networks they established with their colleagues at the university, the quantitative and qualitative data collection and analysis processes were carried out simultaneously using the Convergent Parallel Design, one of the mixed methods research designs, and the results of the data analysis were integrated. This research compares the organizational power distance perceptions of the faculty members working at A University, a public university in Turkey, with the social networks they have established with their colleagues at the university. In the quantitative dimension of the research carried out with the mixed method, the research population consists of 1848 academic staff working at A University, one of the public universities in Turkey, in the 2020-2021 academic year. The research sample consists of 319 academic staff. 385 academic staff from 30 academic units, 14 faculties, and 16 colleges/vocational schools, were included in the research. In the qualitative dimension of the research, 27 of 34 academic staff working in the C Department of the B Faculty of the A University were included in the study group. Convergent Parallel Design was used in the research; within this context, the quantitative and qualitative data collection and analysis processes were carried out simultaneously and the data analysis results were integrated. The quantitative data were analyzed with the SPSS 21 program, the participants' views on organizational power distance were analyzed with the MAXQDA 2022 program, and social network analysis data were analyzed with the UCINET 6.0 program. According to the research findings' conclusion, the academic staff 's general social network tendencies in the quantitative dimension were high, and the participants had the highest perception of "liking to connect. " It was determined that the academic staff 's general organizational power distance perceptions were at a moderate level, and the participants had the highest perception of "acquiescence of power. " Another conclusion was that the social network tendencies of academic staff did not differ according to the academic title variable. However, the organizational power distance differed significantly in favor of research assistants. It was revealed that there was no statistically significant relationship between the general social network tendencies of the academic staff and their perception of organizational power distance. In the qualitative dimension of the study, it was observed that the participants expressed their opinions on organizational power distance mostly in terms of accepting power and least in terms of consenting to power. Social network analysis revealed that the professional network had a denser structure than the friendship network, but the friendship network had more structured and stronger ties. In social networks, professors and research assistants were found to be at the center of the network. The study observed that the results of quantitative and qualitative data analysis confirmed each other at many points. This study is expected to contribute to the literature, policymakers in higher education management, university senior management, academics, and researchers.
... Workplace friendship as moderator Workplace friendship and its association with turnover intention (Ozbek, 2018) and voice behavior (Yin et al., 2018) have been studied. Workplace friendship appears as a moderating variable in the relationship between innovation-centric employee behavior and burnout (Chang et al., 2016), organizational politics and citizenship behavior (Husain, 2017). The moderating role of workplace friendship on the relationship between employee silence and bullying by boss at work has also been reported (Rai and Agarwal, 2019). ...
Purpose
This study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and turnover intention. It also investigates the moderating role of workplace friendship in the mediated AS–turnover intention relationship through voice behavior.
Design/methodology/approach
A two-wave data collection method was used to collect data from the 324 respondents employed in various companies with a geographical spread across northern India. The study used PROCESS macro to test the hypothesized model.
Findings
The findings of the study supported the meditated moderation hypothesis suggesting workplace friendship reduces the mediating effect of AS on employees’ intention to exit employment relationships.
Practical implications
The study yields important implications for organizations with respect to developing a disciplinary framework for AS. It focuses on the need for promoting and implementing psychological well-being-related interventions at the workplace for subordinates as well as supervisors, which in turn can help them apply healthy coping strategies in stressful situations and prevent them from indulging in counterproductive work behaviors.
Originality/value
The utilization of COR as a framework to explain the role of voice behavior and workplace friendships with respect to AS is thus far scant.
... Most importantly, however, we fulfill our urge to belong by making acquaintances at work. Friendship in the workplace moderates the effect of healthy and pathological perfectionism on creative output and fatigue, according to research by Chang et al. (2016). Their findings indicate that working friendships within teams enhance the correlation between constructive perfectionism and creative actions while diminishing the correlation between destructive perfectionism and exhaustion on the job. ...
Many individuals devote a significant amount of their attention to their professional endeavors. As a result, several colleagues end up making friendships in the workplace. Humans possess an inherent inclination to watch over and collaborate with one another while engaging in group endeavors. Establishing and sustaining relationships with colleagues is essential for fostering employee engagement and job satisfaction. This study focuses on examining the influence of workplace friendships on employee devotion. The presence of buddy chances and the frequency of these contacts in the workplace fostered innovative behaviors. Moreover, there was a positive association between friendship and psychological safety. A positive relationship was found between professional connections and creative production, whereas it was determined that psychological safety did not play a role in mediating this relationship. The findings may be very advantageous for both the academic community and managers in the service business. Both employees and employers might benefit from a harmonious work environment. Consequently, there is an enhancement in performance, a decrease in turnover, and a significant increase in invention and originality. However, professional relationships may still give rise to favoritism, sexual harassment, gossip, and nepotism. The authors provide a novel approach to assessing workplace connections with the aim of enhancing employee morale, cultivating a sense of security, and stimulating creativity. It may be deduced that the camaraderie among workers may be the primary catalyst for creating a nice work environment.
... Исследователи инновационных процессов отмечают, что результатом нововведений могут стать изменения в способах деятельности [13], стилях мышления [14], уровне культуры, мировоззрения самих инноваторов [15; 16]. ...
In the era of the development of innovative technologies, the processes taking place
in universities determine new requirements for the personality and professional competence of a
teacher. A modern teacher is not just a transmitter of information and accumulated experience, but
also a person who understands the essence of modern life and strives to harmoniously fit into existing
realities, while focused on changing his consciousness, worldview and openness to everything new. In
this connection, the problem of the teacher’s psychological readiness for innovation, as a component
of his professionalism, is relevant. The purpose of the study: to study the peculiarities of readiness
for innovation and identify the main barriers preventing the development of innovations among uni-
versity teachers; based on the results obtained, to develop a methodology for the development of
innovative activity of teachers. The study involved 156 university teachers aged 27 to 40 years with 1 to 15 years of work experience at the university. The study revealed that about a third of teachers show a low level of readiness for innovation. Only 22% of teachers have a high level of innovation activity. In the structure of readiness for innovation, they will have a motivational component, indicating a desire for success in achieving their goals. It was also found that the leading factors hindering the innovative activity of teachers are: insufficient awareness of possible innovative activities at the university; the belief that only the traditional education system is effective; lack of assistance in mastering innovations in the team, as well as fear of negative performance results. The systematization of the theoretical and empirical data obtained made it possible to develop a methodology for the development of innovative activity of university teachers, consisting of two main directions: environmental – features of the scientific and educational innovative environment; subjective – motivation, level of training and personal characteristics of teachers.
... It has been described that the mediating role of psychological empowerment in the relationship between workplace friendships and employee innovative performance. Psychological empowerment increases employee motivation and confidence in their abilities [48], which can be a force for the creation of new ideas. Most researchers reveal the role of psychological empowerment in encouraging employees to work more innovatively. ...
The objective of this current study is to scrutinize the nexus between workplace friendship and innovative work behavior, with psychological empowerment and knowledge sharing as the mediators. Workplace friendship is essential for organizational performance as it can enhance emotional support for individual performance. Nurturing workplace friendship cultivates collaborative environment that encourage employees to interact and exchange ideas. Theoretically, this study provides several propositions for the following reasons; (1) This study is proposed to fill the gaps in the link workplace friendship with innovative work behavior as well as solutions to the inconsistent findings (2) this study developed a new conceptual model that has been overlooked in the past literatures. Practically, this research contributes to answer how to; (1) improve creativity that can be a solution for innovation in MSMEs (2) encourages innovative work behavior by stimulating employees’ sense of empowerment and knowledge sharing activity.KeywordsWorkplace friendshipPsychological empowermentKnowledge sharingInnovative work behavior
... Workplace friendships have also been shown to positively affect employees' perceptions of and interactions with an organisation (Cranmer et al., 2017). Prior research has analysed the impact of workplace friendship as a moderating variable and unearthed the beneficial outcomes, such as a reduced effect of abusive supervision (Arshad et al., 2021), job insecurity Linking workplace incivility (Derfler-Rozin et al., 2021), workplace envy (Randhawa and Lee, 2021), workplace bullying (Rai and Agarwal, 2019), unhealthy perfectionism (Chang et al., 2016) and so on. ...
Abstract
Purpose – Remote work has allowed IT professionals to engage in “side hustles”, which is against the law
in the Indian labour market. Professionals in the IT industry are constantly being scrutinized due to the
emerging “side hustling” culture, and as a result, they are frequently subjected to rude and uncivil behaviour
by others. This study aims to examine the outcome of workplace incivility on the employee’s job search
behaviour and their silence. Along with this, it examines the intervening effect of organizational cynicism on
the interrelation of workplace incivility with job search behaviour and employee silence. It further
investigates the buffering role of workplace friendship in the link between workplace incivility and
organizational cynicism.
Design/methodology/approach – In this study, a mixed-methods approach was used, which included
testing the structural model followed by a qualitative study. In Study 1, the structural model testing of timelagged primary data from 252 respondents who worked in information technology (IT) or information
technology-enabled services was done, whereas Study 2 included a qualitative analysis.
Findings – The findings disclose that workplace incivility is positively connected to job search behaviour
and employee silence. Organizational cynicism significantly intervenes in the link between workplace
incivility and job search behaviour, and between workplace incivility and employee silence, whereas
workplace friendship functions as a moderator in the link between workplace incivility and organizational
cynicism. The findings indicate that if an employee experiences incivility at work, then workplace friendship
plays an active role in encouraging the cynical behaviour of targeted employees towards their organisation.
Originality/value – In the past, investigators have investigated the concept of workplace incivility;
however, to the best of the authors’ knowledge, its impact on job search behaviour is studied for the first time
ever, whereas its impact on employee silence is studied for the first time in a moonlighting context in Indian
industry. In light of the massive layoffs in India’s IT industry because of employees’ pursuit of side hustles,
the results of this study will help firms better comprehend the negative repercussions of workplace incivility.
These effects include employees’ reluctance to speak up about problems at work and an increase in their
frequency of actively seeking other employment.
Keywords Workplace incivility, Employee silence, Job search behaviour, Workplace friendship,
Organizational cynicism, Moonlighting, India
... Workplace friendships have also been shown to positively affect employees' perceptions of and interactions with an organisation (Cranmer et al., 2017). Prior research has analysed the impact of workplace friendship as a moderating variable and unearthed the beneficial outcomes, such as a reduced effect of abusive supervision (Arshad et al., 2021), job insecurity Linking workplace incivility (Derfler-Rozin et al., 2021), workplace envy (Randhawa and Lee, 2021), workplace bullying (Rai and Agarwal, 2019), unhealthy perfectionism (Chang et al., 2016) and so on. ...
Purpose
Remote work has allowed IT professionals to engage in “side hustles”, which is against the law in the Indian labour market. Professionals in the IT industry are constantly being scrutinized due to the emerging “side hustling” culture, and as a result, they are frequently subjected to rude and uncivil behaviour by others. This study aims to examine the outcome of workplace incivility on the employee’s job search behaviour and their silence. Along with this, it examines the intervening effect of organizational cynicism on the interrelation of workplace incivility with job search behaviour and employee silence. It further investigates the buffering role of workplace friendship in the link between workplace incivility and organizational cynicism.
Design/methodology/approach
In this study, a mixed-methods approach was used, which included testing the structural model followed by a qualitative study. In Study 1, the structural model testing of time-lagged primary data from 252 respondents who worked in information technology (IT) or information technology-enabled services was done, whereas Study 2 included a qualitative analysis.
Findings
The findings disclose that workplace incivility is positively connected to job search behaviour and employee silence. Organizational cynicism significantly intervenes in the link between workplace incivility and job search behaviour, and between workplace incivility and employee silence, whereas workplace friendship functions as a moderator in the link between workplace incivility and organizational cynicism. The findings indicate that if an employee experiences incivility at work, then workplace friendship plays an active role in encouraging the cynical behaviour of targeted employees towards their organisation.
Originality/value
In the past, investigators have investigated the concept of workplace incivility; however, to the best of the authors’ knowledge, its impact on job search behaviour is studied for the first time ever, whereas its impact on employee silence is studied for the first time in a moonlighting context in Indian industry. In light of the massive layoffs in India's IT industry because of employees' pursuit of side hustles, the results of this study will help firms better comprehend the negative repercussions of workplace incivility. These effects include employees' reluctance to speak up about problems at work and an increase in their frequency of actively seeking other employment.
... Therefore, the present study introduces a trait-like psychological construct, perfectionism, as a possible factor which could offer explanations of the intention to use memory implants for non-therapeutic purposes. Perfectionism has been well documented as a predictor in various areas such as interpersonal relationship (Stoeber et al. 2017), job and academic burnout (Chang et al. 2016;Chang, Seong, and Lee 2020), leadership (Otto, Geibel, and Kleszewski 2021), suicidal ideation (Smith et al. 2018), quality of life and eating disorder (Rutter-Eley, James, and Jenkins 2020). Conversely, there is a paucity of information on the association between perfectionistic orientations and propensity towards implants. ...
Intention to use memory implants for non-therapeutic purposes has recently received attention among researchers. The present study examined perfectionism with two dimensions namely personal standards (PS) and evaluative concerns (EC) as possible dispositional factors associated with the intent to use memory implants. This study also examined the moderating role of internal locus of control (LOC) on the relationship between the dimensions of perfectionism and the intention to use memory implants. Employing a cross-sectional design, this study collected data on PS, EC, internal LOC and intention to use memory implants from a purposive sample of 686 Spanish university students aged between 18 and 28 years old (M = 21.88, SD = 2.40, males = 361, females = 325). Results showed that both PS and EC perfectionism have positive relationships with the intent to use memory implants. Internal LOC is also found to be strengthening the relationship between PS and the intent to use memory implants. These findings yield implications for those pushing forward the acceptance of human–machine hybrid and for those concerned about the detrimental consequences of such artificially formulated changes in humankind.
... and "I can confide in people at work"). This scale has been proved suitable for Chinese context studies several times (Cao & Zhang, 2020;Chang et al., 2016;Kuo et al., 2014). ...
Extant research has uniformly demonstrated that forming and maintaining workplace friendships benefits employees and organizations. Unfortunately, little is known about its potential downsides, especially the negative spillover effects of such dyadic relationships on organizations. Our purpose is to reveal that workplace friendship is a mixed blessing by investigating why, how and when workplace friendships are likely to simultaneously promote discretionary behavior (organizational citizenship behavior) and non-discretionary behavior (compulsory citizenship behavior). We propose that the double-edged effect of workplace friendship hinges on individual relationship motivation. On the one hand, when employees have autonomous relationship motivation, workplace friendship is positively related to employees’ perceived insider status, enhancing organizational citizenship behavior. On the other hand, when employees have controlled relationship motivation, workplace friendship is positively related to employees’ felt obligation, which triggers compulsory citizenship behavior. The results from the three-wave survey support our hypotheses. In conclusion, our findings reveal the pros and cons of workplace friendship and the importance of recognizing relationship motivation in maintaining the workplace friendship process.
... Participant P3SLE's ideas indicate a shared behavioural characteristic. According to Chang et al. (2016), this characteristic defines individuals who struggle for faultlessness and set unreasonable performance values that at times end up causing dangerous reactions. Academicians with interests in being creative and producing original work, such as lecturers, researchers, and professors, are examples of such individuals (Wagner and Upton 2017, 64). ...
The focus of this study was to examine the causes of burnout among teaching staff and, based on the findings, to suggest a framework to manage burnout among teaching staff at private universities in Uganda. A qualitative research approach with a multiple case study design was adopted in the study. Individual and focus group interviews as well as document analysis aided data collection from 50 lecturers, 40 senior lecturers, 20 faculty deans and five registrars across five chartered private universities in the Central Region in Uganda. Empirical data revealed that burnout was mainly due to institutional causes specifically from their workplaces such as conflicting directives, teaching staff's need to accomplish tasks by a known deadline, delays in the issuance of teaching staff contracts, job insecurity, teaching staff's incompetence due to skills gaps, limited teaching staff support, students' disruptive behaviour, and workload. In a second classification, interpersonal causes such as unresolved family challenges, being overly ambitious, failing to progress academically, financial obligations and limited resources also caused burnout among teaching staff. The recommendations that were made include mandatory workouts to boost morale and mood through continuous aerobic exercises, mandatory rest and repair of the lost resources through a paid annual leave, identification of alternative sources of income to supplement salaries, open communication channels, and employee assistance programmes, among others. The study suggests a framework to manage burnout among teaching staff at private universities in Uganda.
... Employees with high levels of socially prescribed perfectionism were more likely to report worsened relationships with their coworkers and supervisors (Fairlie and Flett, 2003) and avoid relationships and coworkers' support (Mandel et al., 2018). On the contrary, a higher level of team friendship in the workplace weakened the positive association between perfectionistic concerns and job burnout (Chang et al., 2016). Other results showed an association between perceived justice in the workplace and perfectionism, highlighting that workers with low levels of justice perceptions and high perfectionistic concerns displayed counterproductive work behaviors (Beauregard, 2014). ...
Background
The present study examined the psychometric properties of the Big Three Perfectionism Scale–Short Form (BTPS-SF) using Rasch and Mokken item response theory (IRT) analyses, which have not previously been applied to the BTPS-SF.
Materials and methods
A total of 401 Italian workers (Mage = 46.78; SD = 10.1; male = 48.9%; female = 51.1%) completed the BTPS-SF questionnaire. We conducted confirmatory factor analyses of the BTPS-SF and IRT analyses using the generalized partial credit model (GPCM) and Mokken scale analysis. Discrimination and difficulty parameters were calculated. The Loevinger coefficient of scalability was computed. Item characteristic curves (ICC), test information function (TIF), and differential item functioning (DIF) for gender were calculated.
Results
A three-factor solution revealed the best fit. Thus, IRT analyses were performed for each BTPS-SF factor: rigid perfectionism (RP), self-critical perfectionism (SP), and narcissistic perfectionism (NP). All the items showed Loevinger coefficients from medium to strong and discrimination parameters from medium to very high. No DIF for gender was found.
Conclusion
The Big BTPS-SF shows good psychometric properties for Italian workers. Future research is warranted to examine the findings in workers from different countries.
... Second, perfectionist leaders tend to take all responsibility into their own hands. When team members provide no or little feedback, perfectionist leaders feel that the uncertainty of the subordinate's work results increases (Guo, Chiang, Mao, & Chien, 2020) and then constantly check their work or impose demanding requirements (Chang, Chou, Liu, & Tu, 2016). This behavior can reduce the self-esteem of subordinates and cause anxiety, depression and other negative emotions (Guo, Chiang, Mao, & Chien, 2020). ...
Based on leader-member exchange (LMX) theory and the social exchange perspective, the study investigates the association between leader perfectionism and team decision-making performance and tests the moderating effect of team members' task performance. By adding team level LMX (TLMX) as a mediator, we construct a moderated mediation model. Data were gathered from a multisource and multiphase survey of Chinese organizations. The results indicate that leader perfectionism has a negative, indirect effect on team decision-making performance via TLMX. As a boundary condition, team members' task performance can moderate this mediated relationship. Specifically, the lower team members' task performance is, the lower TLMX and team decision-making performance is. Unexpectedly, when TLMX is controlled for, leader perfectionism has a positive and direct effect on team decision-making performance.
... They are the "positive aspects" in the work, and the examples of job resources include work autonomy, feedback relating to performance, and social support (Ingusci et al., 2021). The R&D employees with a high level of workplace friendship can obtain support and help from their colleagues to promote the achievement of work goals and reduce the psychological and physiological costs associated with job demands (Chang et al., 2016). Therefore, we regard workplace friendship as a kind of job resource. ...
Technostress as an antecedent factor exploring knowledge hiding continues to be seldomly discussed in the digital era. Based on the job demand-resource theory, this article introduces work exhaustion as a mediator variable and constructs a model that the five sub-dimensions of technostress (i.e., overload, invasion, complexity, insecurity, and uncertainty) affect knowledge hiding for R&D employees. Similarly, this study analyzes the moderation of workplace friendship as the resource buffering effect. Based on data from the 254 questionnaires of the two-stage survey, empirical results show that: (1) Techno-invasion, techno-insecurity, and techno-complexity have significant positive effects on work exhaustion, and techno-invasion has the greatest effect. However, techno-overload and techno-uncertainty have no significant relationship with work exhaustion. (2) Work exhaustion plays a mediating role in the relationships between the three aspects of technostress (techno-invasion, techno-insecurity, techno-complexity) and knowledge hiding; However, its mediating effects are insignificant in the relationships between the two aspects of technostress (techno-overload and techno-uncertainty) and knowledge hiding. (3) Workplace friendship negatively moderates the relationships between the two aspects of technostress (techno-invasion and techno-insecurity) and work exhaustion, leading to less knowledge hiding. Nonetheless, its negative moderation for the relationships between the two aspects of technostress (techno-overload and techno-uncertainty) and work exhaustion are insignificant. Empirical results further show that workplace friendship positively moderates the relationship between techno-complexity and work exhaustion.
... Second, most studies have explored the antecedent variables of innovative behavior [29][30][31][32], verified the mediating roles in inducing innovative behavior [33][34][35][36][37], or focused on moderator variables that moderate innovation behavior level [38][39][40][41][42]. However, the challenges of exploring a framework that includes moderating and mediating roles are considerable. ...
Organizations increasingly emphasize and require their members to engage in innovative behavior because it is directly associated with organizational sustainability and survival. This study aims to address whether ethical leadership enhances subordinates’ innovative behavior and investigates the mediating role of voice behavior in promoting innovative behavior. Psychological safety was tested to moderate the mediating effect of voice behavior on the relationship between ethical leadership and innovative behavior. We collected data from 296 full-time employees from small and medium-sized enterprises in China. The results suggest that ethical leadership positively influences innovative behavior through the mediating role of voice behavior. Furthermore, psychological leadership significantly moderates the mediating effect of voice behavior on the relationship between ethical leadership and innovative behavior. This study expands the scope of research on improving innovative behavior and provides a theoretical basis for related research.
... Consumers increasingly turn to the marketplace to become a more perfect version of themselves. Yet, to date, research on perfectionism focused on contexts like education (Madigan, 2019), the workplace (e.g., Chang et al., 2016), and athletics (Madigan et al., 2015), and not marketing and consumer behavior. ...
We investigate whether, when, and why perfectionism moderates the relationship between perceived risk and choice. Two studies (N = 1784) using different choice domains (appearance and performance) and different samples (women and general population) show consistent results. People with high (vs. low) perfectionistic concerns (PC) are less sensitive to high risks and, hence, are more willing to consider options (i.e., products and services) that entail greater risks. These effects emerge because high‐PC (vs. low‐PC) individuals have more favorable appraisals, believing that the product or service's benefits are worth its risks even when these risks are substantial. The effects observed for high‐ vs. low‐PC do not obtain for people who are high (vs. low) on a second dimension of perfectionism called perfectionistic strivings (PS). Our findings suggest that high‐PC individuals may be a vulnerable segment in society, particularly since (a) people are frequently confronted with decisions about options that promise perfectionistic outcomes, (b) these options can come with high levels of risk, and (c) perfectionistic tendencies have become more prevalent over time. We discuss the implications of these findings for policymakers and future research.
... Individual with high proactive personality tends to achieve their desired result by doing new and creative means and by understanding themselves and others at workplace better (Chang et al., 2016) than people who do not possess much of this personality type. Number of studies shows that proactive personality affects both emotional intelligence and creativity positively. ...
... n societies and linked to a growth mindset, greater happiness and life satisfaction in gifted children in China (Chan, 2012). Comparatively, those with unhealthy perfectionism fare less well, with research linking it to greater selfcriticism, increased procrastination, higher levels of burnout and poorer academic performance (Ashby & Kottman, 1996;H. T. Chang et al., 2016;Grzegorek et al., 2004;Rice & Slaney, 2002;Stoeber & Otto, 2006). The link between unhealthy perfectionism and the experience of mental health difficulties has also been welldocumented (see for a review), which is discussed in greater detail later in this review. Such research therefore further underscores the notion that perfectionism c ...
Aims. Clinical psychology training is demanding, and the multiple competing demands can negatively affect trainees’ wellbeing. This study explored trainees’ levels of wellbeing, maladaptive perfectionism and perfectionistic self-presentation, and explored the relationship between perfectionism and wellbeing. It evaluated the effectiveness of a brief CBT-based perfectionism workshop in reducing unhealthy perfectionism and perfectionistic self-presentation, and altering trainees’ likelihood of, and comfort with, disclosing mental health problems and personal difficulties to others. It also examined whether these changes persisted over time. Methods. The workshop was delivered at four UK clinical psychology doctoral programmes. At the start of the workshop, 117 trainees completed an online survey examining wellbeing, maladaptive perfectionism, perfectionistic self-presentation, and their likelihood of, and comfort with talking about mental health problems and personal difficulties with three recipients: placement supervisor, a member of course staff and a fellow trainee. The survey was repeated immediately after the workshop, and at 11-weeks follow-up (n = 35). Results. Wellbeing deteriorated over time and was negatively correlated with maladaptive perfectionism and perfectionistic self-presentation. The workshop reduced maladaptive perfectionism and perfectionistic self-presentation and, excluding comfort with disclosing mental health problems to course staff, increased trainees’ likelihood and comfort with disclosing mental health problems to all recipients. Conversely, the intervention had no effect on disclosure of personal difficulties. At follow-up, only changes in perfectionism were maintained. Conclusions. The results demonstrate the effectiveness of the workshop at reducing perfectionism and breaking down barriers to disclosure in the training environment. Future research should therefore seek to evaluate the effectiveness of this workshop with larger and more diverse trainee cohorts.
... La personalidad comprende un conjunto de atributos y cualidades individuales que caracterizan la forma en que una persona piensa, siente o actúa (Freiberg et al., 2014). Uno de los modelos más relevantes en el estudio de la personalidad en diferentes contextos es el Modelo de los Cinco Grandes Factores (John, Donahue, y Kentle, 1991;John, Naumann y Soto, 2008;Chang et al., 2016;Deniz y Satici, 2017;Amorós et al., 2019, entre otros). John, Naumann y Soto (2008) resumen los cinco factores de la personalidad del siguiente modo: (1) Neuroticismo, incluye desde la estabilidad emocional a la afectividad negativa (ansiedad, nerviosismo, tristeza, tensión) (2) Extraversión, hace referencia al hecho de enfrentarse al mundo social y material con gran energía, es decir, con sociabilidad, actividad, asertividad y afectividad posi- ...
Personality is made up of a set of individual attributes, which in interaction with both endogenous and exogenous factors, characterize how one thinks, feels and acts. From this perspective, in the work context, personality can be related with the perception of creativity and with engagement acquired on the job. The purpose of this study was to analyze the involvement of personality and perception of creativity on the job in engagement of nursing professionals. The sample evaluated was made up of 1268 nurses aged 22 to 63, of whom 85.3% were women and 14.7% men, with a mean age of 32.24 years (SD = 6.68) and 32.79 years (SD=6.27), respectively. The instruments used to collect the data were the Big Five Inventory (BFI-10), the Creative Environment Perceptions Scale (CEP) and the Utrecht Work Engagement Scale (UWES). The mediation model confirmed that perception of creativity in the work context exerted a mediating role in the relationship between personality and engagement. In particular, the data confirmed that having a personality profile with high scores in all the personality dimensions except neuroticism, in addition to providing adequate characteristics for the job, favors creativity, which in turn, has a positive repercussion on engagement. This study presents important implications for professional practice, emphasizing the strong relationship between engagement and perception of creativity, a relationship which points toward improved engagement of nurses with their work, improving emotional stability and reinforcing the enthusiasm and inspiration for being more creative and competent with the institutional organization they are part of.
... La personalidad comprende un conjunto de atributos y cualidades individuales que caracterizan la forma en que una persona piensa, siente o actúa (Freiberg et al., 2014). Uno de los modelos más relevantes en el estudio de la personalidad en diferentes contextos es el Modelo de los Cinco Grandes Factores (John, Donahue, y Kentle, 1991;John, Naumann y Soto, 2008;Chang et al., 2016;Deniz y Satici, 2017;Amorós et al., 2019, entre otros). John, Naumann y Soto (2008) resumen los cinco factores de la personalidad del siguiente modo: (1) Neuroticismo, incluye desde la estabilidad emocional a la afectividad negativa (ansiedad, nerviosismo, tristeza, tensión) (2) Extraversión, hace referencia al hecho de enfrentarse al mundo social y material con gran energía, es decir, con sociabilidad, actividad, asertividad y afectividad posi- ...
... With respect to the first hypothesis, all three perfectionist groups performed almost the same on the initiative self-efficacy subscale. This unique finding is in contrast to findings reported by Chang et al. (2016), Mills and Blankstein (2000), and Beauregard (2012), which conclude that adaptive perfectionists tend to be more prepared, more willing to initiate the tasks, and utilize more productive learning strategies. This contradictory result in our study is partly due to the fact that perfectionism can influence self-efficacy to various degrees depending on context in which the individual has to deal with different learning tasks (O'Sullivan and Strauser 2009). ...
The present investigation examined the effect of perfectionism on metacognitive listening strategy (MLS) use through the components of self-efficacy (initiative, effort, and persistence) among a sample of 117 Iranian English as a Foreign Language university students. Cluster analysis was utilized to identify the perfectionistic clusters. The resulting analysis yielded a three-cluster solution (adaptive, maladaptive, and non-perfectionist). Multicategorical multiple mediation analysis was then used to explore the relative direct, indirect, and total effects and to test the postulated hypotheses of the study. Results indicated that adaptive perfectionism was associated with higher levels of effort and persistence, leading to greater MLS use. Regarding the initiative subscale, no significant differences were observed among the three perfectionist groups. Maladaptive perfectionists showed high levels of effort investment but not persistence. Mediation analysis did not support self-efficacy components as the mediators of the relationship between perfectionism and MLS use. Among self-efficacy components, only effort exerted a positive effect on MLS use. Results are discussed in terms of implications for future research and classroom practice.
... Nekoie-Moghadam et al. (2012) focus on positive perfectionism is one of the main determinants of creativity and innovative behaviors. Chang et al. (2016) indicate that positive perfectionism positively related to the innovative behaviors. Innovative behavior defined as an complex behaviour consisting of some activities such as "generation of new ideas and the realization or implementation of new ideas". ...
... Vienas pagrindinių neigiamas darboholizmo pasekmes aiškinančių aspektų -aukšti reikalavimai sau [10,[47][48][49]. Skatinamas tam tikrų darboholikams būdingų savybių (pavyzdžiui, perfekcionizmo) asmuo remiasi tobulybei artimais standartais [50]. Itin aukšti lūkesčiai savo paties atžvilgiu ir sunkiai įgyvendinamų tikslų siekimas kelia rimtų iššūkių psichoemocinei darboholizmu pasižyminčio asmens būklei [4,28]. ...
Tikslas – išanalizuoti ir susisteminti mokslinėje literatūroje aprašomas psichosocialines darboholizmo pasekmes.
Tyrimo medžiaga ir metodai. Mokslinių straipsnių paieška vykdyta trijose internetinėse mokslinių duomenų bazėse.
Sisteminei analizei ieškota nuo 2013 m. paskelbtų mokslinių straipsnių. Jų tinkamumas analizei vertintas peržiūrint pavadinimus, santraukas ir visus tekstus. Sisteminei analizei tinkamomis laikytos publikacijos, kuriose pristatomi empiriniai
kiekybiniai tyrimai ir pateikiami rezultatai, atskleidžiantys darboholizmo ir jo pasekmių ryšį.
Rezultatai ir išvados. Paieškos metu rastos 1 679 publikacijos. Į sisteminę analizę įtraukta 13 straipsnių. Apibendrinus
darboholizmo pasekmės gali būti skirstomos į keturias pagrindines grupes: 1) pasekmės asmeniui, 2) jo darbinei veiklai,
3) šeiminiam gyvenimui, 4) organizacijai. Dažniausiai nagrinėjamos darboholizmo pasekmės pačiam darbuotojui arba
jo atliekamai darbinei veiklai. Nustatyta, jog darboholizmas didina darbo ir šeimos konflikto, ketinimo palikti darbą, su
darbu susijusio streso, profesinio pervargimo tikimybę. Taip pat nustatyta, jog dėl darboholizmo eikvojami asmens psichologiniai ištekliai, mažėja darbuotojo našumas darbe ir pasitenkinimas gyvenimu. Gauti rezultatai ir išskirtų pasekmių
pobūdis patvirtina, jog darboholizmas yra neigiamas konstruktas, ir kartu teikia argumentų, leidžiančių pagrįstai abejoti
dėl darboholizmo kaip teigiamo reiškinio interpretavimo.
Reikšminiai žodžiai: darboholizmas, priklausomybė nuo darbo, psichosocialinės pasekmės.
Youth soccer players face considerable pressure as they pursue a successful career in the sport. Research shows that some players navigate these pressures better than others, with the immediate coaching environment playing a key role. We examined the relationship between different perfectionism subtypes, and burnout, and depressive symptoms in youth soccer, and whether perceptions of empowering and disempowering climate moderated these relationships. Two-hundred and sixty-six youth male soccer academy players completed measures of perfectionism, burnout, depressive symptoms, and empowering and disempowering climate. Moderated regression analyses typically supported the hypotheses of the 2 × 2 model and differentiated between subtypes for burnout and depressive symptoms. A more empowering climate also decreased one aspect of burnout—devaluation—in three of four subtypes. The findings show that some perfectionism subtypes are related to higher burnout and depressive symptoms in youth soccer, and an empowering climate might help reduce burnout for most subtypes.
Background
The occupational stress that contributes to the development of burnout syndrome remains one of the greatest scientific challenges. Despite years of research into burnout and its determinants, burnout continues to attract the attention of researchers, and healthcare workers (HCWs) continue to experience burnout in large numbers. Burnout has a significant impact on both the mental and physical well-being of HCWs and reduces patient-centered healthcare. This review aims to identify the factors affecting healthcare workers’ burnout (FAHCWB) and their conceptual models.
Methods
The review was conducted according to Arksey and O'Malley's framework using Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA). Searches were conducted in PubMed, Scopus, Wiley, ProQuest, Sage, Science Direct, and EBSCO using the following keywords: healthcare professionals, burnout, and internal/external factors. Empirical, qualitative, quantitative, and mixed-design research articles published in English with full-text access in peer-reviewed journals that investigated the FAHCWB were included. For an in-depth analysis of the included articles, the authors developed a data synthesis table, and thematic analysis was applied to the analysis.
Results
According to the inclusion criteria, 38 articles were selected for further data analysis. Six main themes were identified: (1) FAHCWB; (2) conceptual models of FAHCWB; (3) research tools for studying FAHCWB; (4) findings on FAHCWB in the context of different models; (5) differences between findings from different models; (6) what is known and not known about FAHCWB. The results of the review show that most researchers conduct research on factors affecting burnout (FAB) based on factors related to the work environment, with fewer studies based on individual factors, including personality factors. Most of the research is based on the model developed by Maslach et al. The Maslach Burnout Inventory (MBI) has been used in most studies
Conclusions
Despite years of research, burnout continues to evolve rapidly, indicating that scientific research needs to be re-focused. Research should be conducted using different conceptual models and new research tools that allow the syndrome to be studied from a multidimensional perspective, including both the work environment and individual factors.
Bu araştırmanın amacı Öz Eleştirel Ruminasyon Ölçeğinin Türk kültüründeki psikometrik özelliklerini ortaya koymak ve üniversite öğrencilerinin mükemmeliyetçilik ile akademik erteleme davranışları arasındaki ilişkide öz eleştirel ruminasyonun aracılık rolünün incelemektir. Bu amaç doğrultusunda ilk olarak 2018-2019 Eğitim Öğretim yılı Güz döneminde Muğla Sıtkı Koçman Üniversitesinde öğrenim gören 282 lisans öğrencisine ulaşılmıştır. Elde edilen veriler doğrultusunda Doğrulayıcı Faktör Analizi yapılmıştır. Yapılan geçerlik ve güvenirlik analizleri sonucunda Öz Eleştirel Ruminasyon Ölçeğinin Türk kültüründe geçerli ve güvenilir bir ölçme aracı olduğu sonucuna varılmıştır. Ardından mükemmeliyetçilik, öz eleştirel ruminasyon ve akademik erteleme davranışı arasındaki ilişkiyi incelemek ve öz eleştirel ruminasyonun aracılık rolünü ortaya koymak amacıyla yaşları 18 ile 33 arasında değişen 712 lisans öğrencisine ölçek uygulaması yapılmıştır. Elde edilen verilerle Basit Aracılık Analizi yapılmıştır. Verilerin analizinde Jamovi ve RStudio programlarından yararlanılmıştır. Elde edilen bulgulara göre uyumsuz mükemmeliyetçilik ile akademik erteleme davranışı arasındaki ilişkide öz eleştirel ruminasyonun tam aracı rolünün olduğu görülmüştür. Öte yandan uyumlu mükemmeliyetçilik ile akademik erteleme arasında düşük düzeyde negatif ve anlamlı bir ilişkinin olduğu görülürken öz eleştirel ruminasyon arasında anlamlı herhangi bir ilişkiye rastlanmamıştır. Son olarak elde edilen bulgular alanyazındaki çalışmalar doğrultusunda tartışılmış ve hem araştırmacılara hem de uygulayıcılara yönelik önerilerde bulunulmuştur.
Background and purpose: Today, in today's dynamic and risky world, in order to consolidate their survival, organizations must oblige their managers and employees to comply with ethical principles and acquire moral intelligence; Therefore, the purpose of this research was to present a structural model of the relationship between perfectionism and life expectancy with the mediating role of spiritual intelligence in the administrators of the Islamic Azad University of Mazandaran province. Methodology: In terms of purpose, this research was applied, and in terms of method, it was part of structural studies. Its statistical population consisted of all managers and deputy heads of units, heads and deputy heads of faculties, and heads of departments of Islamic Azad Universities of Mazandaran province, numbering 542 people. Based on Cochran's formula, 225 people were selected as a statistical sample using stratified random sampling. Asadpour's Perfectionism Questionnaire (2017), Schneider et al.'s Life Expectancy Questionnaire (1991), and King's Spiritual Intelligence Questionnaire (2008) were used to collect data. Univariate regression tests and structural equations were used to analyze the data. Results: The results showed that the direct paths by the variables of perfectionism and spiritual intelligence have a direct and significant effect on life expectancy, and also, regarding the indirect path, the effect of perfectionism with the mediation of spiritual intelligence on life expectancy was confirmed. Conclusion: Considering the role of spiritual intelligence on life expectancy, it is necessary to plan in organizations to improve spiritual intelligence and identify and teach the destructive and adverse effects of perfectionism.
Bu çalışmanın amacı, iş yeri arkadaşlığının iş yeri mutluluğuna etkisinin olup olmadığını ve etkinin var olması durumunda iş yaşam kalitesinin aracı rolünün ortaya konması amaçlanmıştır. Bu kapsamda, Isparta ilinde kozmetik alanında faaliyet gösteren firmalarındaki iş görenler örnekleminde veriler toplanmıştır. Anket yöntemiyle 215 örneklemden elde edilen veriler AMOS, SPSS ve PROCESS makrosu aracılıyla frekans analizi, doğrulayıcı faktör analizi, korelasyon ve regresyon analizleri uygulanmıştır. Araştırma bulgularına göre iş yeri arkadaşlığı boyutlarının, iş yeri mutluluğu üzerinde etki sahibi olduğu ve iş yaşam kalitesinin aracı değişken rolüne sahip olduğu saptanmıştır. Ayrıca iş yeri arkadaşlığı boyutlarıyla ayrı ayrı incelenen etki analizleri sonucunda Arkadaşlık Kurma Fırsatı boyutunun, Arkadaşlık Değeri boyutuna göre daha fazla oranda iş yeri mutluluğuna etki ettiği sonucu tespit edilmiştir. Bu bağlamda araştırmanın özgün sonucu ortaya konmuş, bulgular teorik ve alan yazınıyla tartışılmıştır.
Objective:
This study explored perfectionism, self-compassion and personal growth initiative in clinical dental hygienists.
Methods:
Cross-sectional survey research was conducted with a non-probability sample of clinical dental hygienists (n = 877). The survey had 55 items and consisted of three validated instruments: Frost's Multidimensional Perfectionism Scale-Brief (including evaluative concerns and perfectionistic striving subscales), Neff's Self-Compassion Scale and Robitschek's Personal Growth Initiative Scale. Descriptive, correlation, t-test, ANOVA and logistic regression analyses were used to evaluate the relationships among variables. Mediation analysis was conducted to determine the presence of a mediated moderation effect of self-compassion on perfectionism and personal growth initiative.
Results:
The completion rate for the survey was 89% (n = 788). Evaluative concerns (M = 11.83) and perfectionistic strivings (M = 15.44) among dental hygienists were high, levels of self-compassion (SC) were moderate (M = 2.87) and levels of personal growth initiative (PGI) were low (M = 38.07) compared to others not in the dental field. The mediation analysis found that SC mediates the relationship between perfectionistic evaluative concerns and PGI. It was also determined that SC mediates the relationship between perfectionistic strivings and PGI.
Conclusion:
Dental hygienists have high levels of perfectionism and may lack necessary levels of self-compassion to counteract those perfectionistic tendencies resulting in a decrease in taking the initiative to engage in opportunities for growth. This suggests the importance of dental hygienists developing a more adaptive perfectionism to balance self-criticism along with not having unrealistic expectations for perfection while engaging in self-compassion that includes self-kindness and mindfulness to support their continued growth.
Although previous research has found that workplace friendship has beneficial effects on employees' and organisations' consequences, knowledge regarding the complexity and dark sides of workplace friendship is limited. Our purpose is to develop and test a three-way interaction model that explains when and how negative outcomes of workplace friendship are likely to unfold considering both individual personality and contextual conditions. Based on the stressor-emotion model, we argue that workplace friendship may also be a stressor due to its conflicting and contradictory dual roles, which in turn triggers negative employees' emotions, thus, leading to withdrawal behaviour. Furthermore, we propose that emotional reactivity and task interdependence are individual and contextual factors that induce and catalyse the negative effect of workplace friendship. By analysing the data from 429 respondents, the result supported our hypotheses. Overall, our research provides a theoretical and empirical foundation for future research on the dark sides of workplace friendship.
Background: Whilst much research has focused on mental health difficulties in the postnatal period, limited research has looked at this antenatally, especially in the context of clinical perfectionism and disclosure. It has been suggested that personality traits such as perfectionism play a role in the development of postnatal mental health difficulties. Clinical perfectionism has been identified as a predictor of concern about disclosure of mental health difficulties in other populations. Methods: Pregnant women (N = 676) completed an online questionnaire shared via several pregnancy-related websites at the start of the first UK Covid-19 lockdown. Five measures were administered to assess depression, anxiety, perfectionism, anticipated likelihood of disclosure and attitudes to disclosure. Results: Seventeen percent of participants stated they were struggling with depression, and 23% with anxiety. Clinical perfectionism was positively correlated with depression and anxiety. Participants were more likely to disclose mental health difficulties to a personal rather than professional contact. Women scoring high on perfectionism were more likely to hold negative attitudes to disclosure. There was no impact of perfectionism on anticipated likelihood of disclosure. Limitations: Over 90% of women in this study were highly educated, partnered, white women. As such, generalisability of the study findings may be limited. Conclusions: The Covid-19 lockdown led to high self-reported anxiety and depression. Clinical perfectionism is associated with antenatal anxiety and depression. The assessment of perfectionism should be considered in order to improve detection of those at risk of mental health difficulties, who may benefit from early intervention. Strategies aimed at reducing barriers to disclosure to healthcare providers are recommended to facilitate access to support.
The purpose of this study was to explore the indirect and direct relationships of Big-5 and dark personality traits (i.e., extroversion, neuroticism, agreeableness, openness, conscientiousness, narcissism, Machiavellianism, psychopathy, sadism, and spitefulness) with job performance via perfectionism, stress, and social media addiction. A total of 514 private sector employees filled out a query sheet that included the assessment tools for the variables. Path analysis using a multiple mediation model indicated that neuroticism was negatively directly and indirectly related to job performance via stress and social media addiction. Machiavellianism and spitefulness were directly positively associated with job performance, and Machiavellianism-related higher social media addiction diminished the direct positive effect of Machiavellianism on job performance, indicating complex relationships. Furthermore, stress, social media addiction, and perfectionism were related to different personality traits positively and negatively. Findings of the present study suggest that an anti-social personality may promote higher job performance. However, job performance may be adversely affected by the adverse consequences relating to these traits. Professionals and firms that attempt to increase job performance should take anti-social personality traits and their complex effects on job performance into account.
The standards that a person pursue in life can be set in a rigid or flexible way. The recent literature has emphasized a distinction between high and realistic standards of excellence, from high and unrealistic standards of perfection. In two studies, we investigated the role of striving toward excellence (i.e., excellencism) and striving toward perfection (i.e., perfectionism) in relation to divergent thinking, associative thinking, and openness to experience, general self-efficacy, and creative self-beliefs. In Study 1, 279 university students completed three divergent thinking items which called for creative uses of two common objects and original things which make noise. A measure of openness to experience was included. Results from multiple regression indicated that participants pursuing excellence tended to generate more answers and more original ones compared to those pursuing perfection. Openness to experience was positively associated to excellencism and negatively associated to perfectionism. In Study 2 (n = 401 university students), we replicated these findings and extended them to non-creative associative tasks requiring participants to generate chains of unrelated words. Additional individual differences measures included general self-efficacy, creative self-efficacy, and creative personal identity. The results suggested that excellencism was associated with better performance on divergent thinking and associative tasks, compared to perfectionism. Excellencism was positively associated with all four personality variables, whereas perfectionism was significantly and negatively associated with openness to experience only. Implications for the distinction between perfectionism and excellencism with respect to creative indicators are discussed. In addition, the paradoxical finding that perfection strivers had high creative self-efficacy and creative personal identity but lower openness to experience and poorer performance on objective indicators of creative abilities is discussed.
The standards that a person pursue in life can be set in a rigid or flexible way. The recent literature has emphasized a distinction between high and realistic standards of excellence, from high and unrealistic standards of perfection. In two studies, we investigated the role of striving towards excellence (i.e., excellencism) and striving towards perfection (i.e., perfectionism) in relation to divergent thinking, associative thinking, and openness to experience, general self‐efficacy, and creative self‐beliefs. In Study 1, 279 university students completed three divergent thinking items, which called for creative uses of two common objects and to name original things which make noise. A measure of openness to experience was included. Results from multiple regression indicated that participants pursuing excellence tended to generate more answers and more original ones compared with those pursuing perfection. Openness to experience was positively associated to excellencism and negatively associated to perfectionism. In Study 2 (n = 401 university students), we replicated these findings and extended them to associative tasks requiring participants to generate chains of unrelated words. Additional individual differences measures included general self‐efficacy, creative self‐efficacy, and creative personal identity. The results suggested that excellencism was associated with better performance on divergent thinking and associative tasks, compared with perfectionism. Excellencism was positively associated with all four personality variables, whereas perfectionism was significantly and negatively associated with openness to experience only. Implications for the distinction between perfectionism and excellencism with respect to creative indicators are discussed. In addition, the paradoxical finding that perfection strivers had high creative self‐efficacy and creative personal identity but lower openness to experience and poorer performance on objective indicators of creative abilities is discussed.
Toplumun önemli unsurlarından olan bireylerin birbirleriyle işyerinde kurduğu etkileşimler ve ilişkiler, örgütsel yaşamın sosyal kısmına etki etmektedir. Günümüze kadar süregelen çalışmalar; işyerlerindeki çalışan ilişkilerinin genellikle olumlu sonuçlar doğurduğunu ifade etmektedir. İşyeri arkadaşlığı, kurumsal yapılarda önemli bir yere sahip olan ve kurum yapısını temsil eden insani ilişkiler kavramıdır ve gerek işletmelere gerek de bireylere önemli faydalar sağlamaktadır. İçinde bulunduğumuz çalışma hayatında giderek popülerleşen takım çalışması metodunda da birbirleriyle iyi anlaşan bireylerin etkin bir takım çalışması içerisinde uyumlu bir biçimde bulunması arkadaşlık kavramının kurumsal yapılardaki önemini ifade etmektedir. İşyeri arkadaşlık etkileşimleri; bireylerin bağlı oldukları kuruma ve işyeri arkadaşlarına olan güven duygusunu geliştirmekle beraber, bireylerin yaşantılarında sahip oldukları stres ve kaygıyı gidererek mutluluk ve motivasyon artırımına yardımcı olabilmektedir. Tüm bunlarla beraber bireylerin iş süreçlerine olan uyumluluğun hızlandırılmasına, stres ve kaygı duygularının azalmasına, yardımlaşmanın arttırılarak kişisel gelişimin üst düzeylere çıkarılmasına, etkinlik ve verimliliğin arttırılarak istenilen performans standartlarına erişilmesine önemli yarar sağlamaktadır. İşyeri arkadaşlığı, belirtilen bu tip faydalarından ötürü çok önemli bir kavramdır, üzerinde birtakım çalışmaların yapılması gereken ve aynı zamanda örgütsel davranış alan kapsamına giren insan ilişkilerinin bir bölümüdür. Bu çalışmada; işyeri arkadaşlığı, çalışan etkinliği, iş performansı, iş birliği ortamı, iletişim ve çalışan verimliliği kavramları ele alınıp, aralarındaki ilişkinin incelenmesi amaçlanmıştır. Çalışmada meta analiz yöntemi kullanılmıştır. Veri taramalarında “işyeri arkadaşlığı, etkinlik, iletişim ve iş birliği, iş performansı” gibi anahtar kelimeler kullanılmıştır. Elde edilen taramalar sonucu hem Türkçe hem de İngilizce kaynaklardan yararlanılmıştır. Seçilen uygulama örneklerine ait veriler CMA (Comprehensive Meta-Analysis) istatistik paket programında analiz edilmiştir. Elde edilen bulgular neticesinde ele alınan kavramlar arasında pozitif yönlü bir ilişkinin varlığından söz edilebilmektedir.
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The interactions and relationships that individuals, one of the important elements of the society, establish at the workplace with each other affect the social part of organizational life. Previous studies indicate that employee relations at workplaces often have positive results. Workplace friendship is a concept of human relations, which has an important place in corporate structures and represents the structure of the institution, and it provides significant benefits to both businesses and individuals. In the teamwork method, which is getting more and more popular in our working life, the fact that individuals who get along well in harmony in an effective teamwork expresses the importance of the concept of friendship in corporate structures. Workplace friendship interactions improve individuals' trust in the institution they are connected to and their workmates, while helping them increase their happiness and motivation by removing the stress and anxiety they have in their lives. In addition, it provides significant benefits to accelerate compliance with individuals' business processes, to reduce their feelings of stress and anxiety, to increase personal development to a higher level, to increase the efficiency and efficiency, and to reach desired performance standards. Workplace friendship is an especially important concept due to this type of benefits; it is a part of human relations that needs some work to be done and fall within the scope of organizational behavior. In this study, workplace friendship, employee effectiveness, business performance, cooperation environment, communication and employee productivity concepts are examined and the relationship between them is aimed. Meta-analysis method was used in the study. Keywords such as “workplace friendship, activity, communication and cooperation, business performance” were used in data scans. As a result of the searches obtained, both Turkish and English sources were used. Data of selected application samples were analyzed in CMA (Comprehensive Meta-Analysis) statistical package program. As a result of the findings, it can be said that there is a positive relationship between the concepts discussed.
The purpose of this study is identifying factors affecting workplace friendship deterioration. The study type is developmental and in order to extract factors, ethnography methodology that is a qualitative method was used. The sample population is a military unit that for security issues, the name of that unit is not mentioned in this study. Data were selected via 18 military man interviews, having the tendency for dialogue and interview. Also the data selection was done observing the daily interaction of those employees for data collecting process and writing that interaction specification by the researcher being part of the sample. Data were saturated according to the sample size. The researcher is a member of under study population, therefore data collecting and observation was easy. Braun and Clarke (2006) thematic analysis was used for data analyzing. After initial analysis, 38 initial codes were generated. These codes were categorized to three general factors. These general factors were individual, organizational and extra-organizational factors. The individual factors have 14 codes and 2 sub-themes. The organizational factors have 19 codes and 3 sub-themes and the extra-organizational factors have 3 codes and 1 sub-theme. After thematic analysis, thick description was presented and the factors were extracted and presented. The factors have individual, organizational and extra-organizational variables.
The aim of this study was to examine the factor structure of the job perfectionism scale assessing positive and negative tendencies of striving for professional excellence. The participants were 157 adult employees (47.8 % females). The mean age of the sample was 43.32 (SD=12.89) and the mean years of job experience was 22.29 (SD=12.26). The Cronbach’s alpha values were 0.82 and 0.83 for the positive job perfectionism scale and the negative job perfectionism scale, respectively. The results of exploratory and confirmatory factor analyses supported a two-dimensional structure of the questionnaire with significant negative correlation between the positive job perfectionism scale and the negative job perfectionism scale, suggesting construct and nomological validity. To standardize the questionnaire, test norms for the job perfectionism scale were developed. Thus, the job perfectionism scale is a reliable and valid measure assessing positive and negative tendencies of striving for professional excellence among Russian employees.
Background and purpose: The hospitality industries need to create benevolent work environment and social activities that stimulate frontline service employees (FLEs) innovative behavior. Drawing on social capital theory, this study aims to examine the influence of workplace friendship on promoting FLEs’ innovative service behavior. This study also examines the mediating role of knowledge sharing process (knowledge collecting and knowledge donating) on the relationship between workplace friendship and FLEs’ innovative service behavior.
Design/Methodology/Approach: For data collection, the convenience sampling method is applied to survey 163 frontline employees in 3- and 4-stars tourist hotels located in Yogyakarta, Indonesia. The present study performed structural equation modelling (PLS-SEM) software Smart-PLS v3.0 to test the hypotheses.
Results: The result showed that workplace friendship has significant influence on FLEs’ innovative service behavior. Also, this study empirically found that workplace friendship influence FLEs’ innovative service behavior directly and indirectly trough knowledge collecting. Interestingly, knowledge donating has insignificant effect on FLEs innovative service behavior.
Conclusion: We conclude that workplace friendship could create a favorable work environment that fostering FLEs innovative service behavior trough knowledge sharing process. Therefore, this research adds to the body of knowledge by pointing out the influence of workplace friendship and knowledge sharing process on FLEs innovative service behavior. This present study also provides the human resource practice regarding how to nurturing workplace friendship that stimulates FLEs innovative work behavior.
This study examines how work motivation, specifically intrinsic motivation, identified motivation, introjected motivation, and external motivation, influences service employees’ job performance. The explicit purpose of this study was to reveal the mechanism through which work motivation affects the job performance of service employees. Working with a sample of 281 hotel employees in South Korea, structural equation modeling was employed to test research hypotheses that the four types of work motivation influence service employees’ job performance by incorporating the mediating variables of service employees’ job creativity and customer orientation. The results of this research suggest that intrinsic motivation and identified motivation are positively related to service employees’ job creativity, while external motivation is negatively related to service employees’ job creativity; service employees’ job creativity is positively related to customer orientation; customer orientation is positively related to job performance. Furthermore, the relationship between intrinsic motivation/identified motivation and job performance are sequentially and fully mediated by service employees’ job creativity and customer orientation. This study attempts to develop an understanding of the underlying mechanism through which work motivation affects service employees’ job performance through job creativity and customer orientation.
AbstractLeaders play a vital role in encouraging and supporting the initiatives of individual employees to explore new opportunities, to develop new products or to improve work procedures for the benefit of the organization. Entrepreneurial behavior is imperative for innovation, growth, and organizational success. Transformational leadership, in contrast to transactional leadership, has been argued to be particularly effective in engendering entrepreneurial behavior. However, empirical evidence for this relationship is scarce and inconsistent. Addressing this issue, the current study examines the moderating role of psychological empowerment on the relationship among transformational leadership, transactional leadership, and entrepreneurial behavior. Data were gathered from a cross-industry sample of 557 employees and 64 leaders from eight different knowledge-intensive organizations. The results show that transformational leadership is positively related to entrepreneurial behavior, whereas transactiona
Addressing the challenges faced by team leaders in fostering both individual and team creativity, this research developed and tested a multilevel model connecting dual-focused transformational leadership (TFL) and creativity and incorporating intervening mechanisms at the two levels. Using multilevel, multisource survey data from individual members, team leaders, and direct supervisors in high-technology firms, we found that individual-focused TFL had a positive indirect effect on individual creativity via individual skill development, whereas team-focused TFL impacted team creativity partially through its influence on team knowledge sharing. We also found that knowledge sharing constituted a cross-level contextual factor that moderated the relationship among individual-focused TFL, skill development, and individual creativity. We discuss the theoretical and practical implications of this research and offer suggestions for future research. Copyright
From a Service-Dominant Logic (S-DL) perspective, employees constitute operant resources that firms can draw to enhance the outcomes of innovation efforts. While research acknowledges that frontline employees (FLEs) constitute, through service encounters, a key interface for the transfer of valuable external knowledge into the firm, the range of potential benefits derived from FLE-driven innovation deserves more investigation. Using a sample of knowledge intensive business services firms (KIBS), this study examines how the collaboration with FLEs along the new service development(NSD) process, namely FLE co-creation, impacts on service innovation performance following two routes of different effects. Partial least squares structural equation modeling (PLS-SEM) results indicate that FLE co-creation benefits the NS success among FLEs and firm’s customers, the constituents of the resources route. FLE co-creation also has a positive effect on the NSD speed, which in turn enhances the NS quality. NSD speed and NS quality integrate the operational route, which proves to be the most effective path to impact the NS market performance. Accordingly, KIBS managers must value their FLEs as essential partners to achieve successful innovation from an internal and external perspective, and develop the appropriate mechanisms to guarantee their effective involvement along the NSD process.
For many years culture has been claimed as an important element of organizational successful in the business world. Organizations take very different approaches to build quality work culture. For some organizations, quality work culture has never mattered most. But in some organizations, quality work culture is crucial to ensure the employees served a better service to the customers. The purpose of this study is to identify which leadership style creates quality work culture at financial institution. Data collected through survey and direct interviews with several executives in order to gain accurate information. The respondents were chosen among employees from first line managers up to top management. Bass and Avolio's (1995), Multifactor Leadership Questionnaire (MLQ Form 5X) was used to measure leadership styles and questions on quality work culture adopted from Geri McKeown. In addition, IFE matrix was applied to determine current work culture in the financial institutions. Findings revealed that transactional leadership had greatest influence towards quality work culture. A strong quality work culture may due to number of years the financial institutions existed in the industry. This statement was supported by a strong correlation between quality work culture and leadership styles. The strong significant relationship between leadership style and quality work culture clearly shows that transactional leadership style possessed by majority of leaders influence the level of quality work culture. The paper is hoped to contribute towards improving the quality work culture by identifying the prominent leadership style practiced by financial institutions.
Several individuals from top management seem to be confused about the difference between creativity and innovativeness. Amabile (1997) suggests that while innovation begins with creative ideas, creativity by individuals and teams is only a starting point for innovation. Individual creativity is necessary but not sufficient to yield breakthrough innovation in organizations. This can sometimes cause confusion in employee development efforts and actions taken by management. Companies often look for ways to hire and retain creative employees and at the same time they are also interested in establishing a creative environment for knowledge workers… but should creativity be the primary focus? These firms hope that creativity enhancing steps will eventually lead to greater innovation and therefore help it to achieve sustained competitive advantage. This paper attempts to demonstrate that there are potentially other dimensions beyond creativity related to innovativeness, which should be considered at the individual level in order to foster innovation in firms. Empirical results in this study support the idea that intrinsic motivational orientation, sociability and political astuteness are enhancers to employee innovativeness while perfection seeking behavior detracts employee innovativeness. These findings may serve to extend Amabile’s (1997) componential framework to center on the “innovativeness” construct versus creativity to help explain how firms need to hire, cultivate and retain the right talent.
Perfectionism has been receiving attention in personality psychology for many years, but only a handful of studies have investigated the effects of perfectionism in normal workplace. Perfectionism is considered a stable pattern of thinking and behavior that changes relatively little over time. The distinction between positive and negative perfectionism is grounded in behavioral theory, where a similar behavior might be associated with different emotional responses depending on whether it is a function of positive or negative reinforcement. In the professional and corporate world, perfectionism is regularly thought of by managers and employees alike as a positive trait which enables an employee to strive toward a perfect performance/product. However, there is a " dark side " of perfectionism, typically explored in and attributed to clinical populations. The " dark side " could lead to behaviors typically associated with clinical disorders, such as depression, health problems and severe stress. Although, there is not yet a model of perfectionism in the workplace, the results will help to managers and human resource management practices.
Purpose: This research aims at exploring the relationship between transformational leadership and employee creativity. In addition, we intend to study moderating role played by learning orientation between transformational leadership and employee creativity relationship.
Design/Methodology: The data has been collected from employees working in Airtel and Aircel call centres in J&K (India). A two step approach to structural equation modeling (SEM) was applied. CFA was conducted to assess the proposed measurement model fit and construct validity. The structural model was generated for testing the significance of theoretical relationships.
Findings: The results revealed that there is positive relation between transformational leadership and employee creativity, which is being moderated by learning orientation.
Research Limitations: Although this study expands our knowledge about the role of learning orientation between transformational leadership and employee creativity yet the prospects for further research are still there. The cross-sectional design of study might not have been able to extract the true essence of the cause and effect relationship between transformational leadership and employee creativity.
Practical Implications: Transformational leaders promote followers’ creativity so, the management may find it valuable to invest in transformational leadership training for supervisors, team leaders or use personality test to screen for high calibre candidates, who have high potentials for being a transformational leader. The characteristics of transformational leader when coupled with learning orientation of employees yield positive results in the form of employee creativity, which the managers can use to generate sustainable competitive advantage for their organizations.
Originality: The paper is original as it contributes to theory by establishing the moderating role played by learning orientation in between transformational leadership and employee creativity. The moderation has been proved through structural equation modeling with the help of latent constructs, which is seldom done.
Determinants of creative or innovative behavior among frontline employees have been examined rarely in the literature, which is unfortunate as such information may help managers to benefit from their employees’ potentials. This study first identifies conceptually transformational leadership and employee-perceived creativity as two salient determinants of innovative behavior, and then tests this using data collected from a sample of 345 hospitality frontline employees. Moreover, it is then examined whether the relationship between these two determinants and innovative behavior may be moderated by the employees’ length of time at the workplace. The results of the study indicate that both transformational leadership and employee service creativity influence innovative behavior significantly. However, as this study proposes, these effects are indeed moderated by time in that despite initially different magnitudes, they approach each other over time. Theoretical and practical implications of the study are also provided.
The author provides comments on the contributions to this special issue on perfectionism in sport and dance focusing on how they provide further support for the view that perfectionism is a “double-edged sword.” In addition, the author gives his personal view on using the tripartite model versus the 2 x 2 model of perfectionism as an analytic framework and, in conclusion, outlines future research on perfectionism in sport and dance that he thinks is needed to further advance our knowledge.
University students (131 women, 102 men) completed measures of perfectionism, self-criticism, autonomy, coping (emotion-oriented, task-oriented, and avoidance-oriented), hassles (academic, social, and general), and distress (current depression, anger, and psychosomatic distress). Zeroth-order correlations distinguished the self-critical perfectionism variables (i.e., socially prescribed perfectionism, self-criticism, and the solitude subscale of autonomy) from self-oriented perfectionism. Confirmatory factor analysis was used to assess the measurement model and showed that the self-critical perfectionism variables load strongly on one factor. Structural equation modeling results indicated that self-critical perfectionists' high levels of distress and daily hassles might be fully explained by the mediating role of maladaptive coping. The results support a cognitive theory of psychological stress and coping and illustrate how coping strategies associated with self-critical perfectionism can have important consequences for the experience of both distress and hassles.
Employees reported the history of their friendships with peer coworkers, rating the importance of several developmental influences and a variety of communication changes as their friendships experienced three transitions: acquaintance‐to friend, friend‐to‐close friend, and close friend‐to very close/almost best friend. Results indicate that in same‐sex friendships, the influence of workplace contextual factors (e.g., sharing tasks and proximity) decreased and the influence of extra organizational influences increased as the friendships became closer. In cross‐sex friendships, however, workplace contextual factors retained their importance over the development of the friendship, suggesting individuals in cross‐sex friendships try to maintain the boundary between work and personal spheres by keeping their friendships defined as a “workplace” relationship.
The influence of adaptive and maladaptive perfectionism on creativity was examined. Initially, six measures of creativity were administered, including creative self-perceptions, behavior, and performance measures. Adaptive perfectionism was weakly positively related to creativity, whereas maladaptive perfectionism was unrelated to creativity across five of the six measures. A follow-up study assessed whether initial findings could be generalized to an everyday problem-solving task. Results indicated that adaptive perfectionism was related to higher quality but not originality of solutions. Further, a curvilinear relationship in the shape of an inverted “U” occurred between adaptive perfectionism and four of eight creativity measures. Overall, adaptive perfectionism was consistently, albeit weakly, related to creativity across various types of measures, whereas maladaptive perfectionism was not related to creativity.
We develop a framework of service-unit behavior that begins with a unit's leader's service-focused behavior and progresses through intermediate links (service climate and customer-focused organizational citizenship behavior) to customer satisfaction and then unit sales. Data from a sample of 56 supermarket departments provide at least moderate support for our mediational hypotheses. We discuss findings with a particular focus on the relationship between internal organization functioning and external effectiveness in service settings. In addition, several issues related to testing for mediation using quantitative analysis are identified and discussed.
Whether Leader-Member Exchange (LMX) is a unidimensional or a multidimensional construct was assessed through the development and validation of a multidimensional measure. Item analysis involving 302 working students, followed by construct and criterion-related validation using 249 employees representing two organizations resulted in a multidimensional LMX scale. The results provided support for the affect, loyalty, and contribution dimensions identified by Dienesch and Liden (1986), as well as a fourth dimension, professional respect.
To deliver superior customer service, frontline service employees (FSEs) need to be creative while also being attentive to detail. However, achieving the right balance between these behaviors is difficult; too much focus on one to the detriment of the other can diminish service performance. Using data from two independent studies of microservice and small service firms, we examine the interplay of employee creativity and attention to detail in driving service performance. The results reveal that at high levels of attention to detail, greater creativity will increase service performance and vice versa. In contrast, at low levels of attention to detail, increasing employee creativity enhances service performance up to a point, after which it declines, and vice versa. Thus, increasing creativity when attention to detail is low or enhancing attention to detail when creativity is low is likely to be harmful to firms. Our findings suggest that managers should empower FSEs to be ambidextrous—they need to engage in high levels of both creativity and attention-to-detail behaviors–to enhance service performance. Firms should invest in training to increase FSEs’ ability to engage in these behaviors simultaneously and create an environment that enhances their self-confidence to do so.
Purpose
This study examines whether compassion at work increases service employees’ job performance. More specifically, the purpose of this study is to show the mechanism through which experienced compassion in an organization affects the job performance of service employees.
Design/methodology/approach
The employees from a department store in South Korea were surveyed using a self-administered instrument for data collection. Out of 550 questionnaires, a total of 309 usable questionnaires were obtained after list-wise deletion, for a 61.6 per cent response rate.
Findings
The results of this study suggest that the evaluative perspective of positive work-related identity mediates the relationship between compassion at work and service employees’ job performance. In addition, the findings of this study demonstrate that there is significant mediating effect of service employee creativity on the relationship between compassion at work and job performance. Furthermore, the relationship between compassion at work and job performance was sequentially mediated by the evaluative perspective of positive work-related identity and the creativity of service employees.
Research limitations/implications
The common method variance in the self-reported variables imposes a need for caution in the interpretation of the findings. Future studies could avoid the problem of common method bias by, for example, using supervisor ratings of creativity and job performance. On the other hand, this study will add to the growing body of research on service marketing by highlighting the role of compassion at work to enhance service employees’ job performance.
Practical implications
This study offers new insight for practitioners (i.e. CEOs, top management teams, employees) by suggesting that they may promote service employees’ job performance if they pay more attention to compassionate acts in service marketing.
Originality/value
As services are becoming more important and harder to sell simultaneously, this study provides a new perspective to improve service employees’ job performance by examining its link with compassion at work.
This study explores the role of work engagement as an affective–motivational mechanism
through which transformational leadership may relate to proactive behaviour. In line with
a resource-based approach (Hobfoll, 1989), we hypothesize that employees only invest
resources provided through work engagement into proactivity when job strain is low.
Under conditions of high job strain, work engagement is less likely to translate into
proactive behaviours. In contrast, for core task-related job performance, we expect work
engagement to be positively related to core job performance regardless of job strain. The
hypotheses were tested in a multisource field study among 148 employee–colleague
dyads. Focal employees self-rated their work engagement, job strain, and their
supervisor’s transformational leadership. Employee proactivity (personal initiative and
voice behaviour) and core job performance were rated by colleagues. The findings
support the moderated mediation model. Transformational leadership related positively
to work engagement and in turn to proactivity in terms of both personal initiative and
voice. Low job strain formed a necessary precondition for work engagement to translate
into higher proactivity, whereas the relationship between work engagement and core job
performance was independent from job strain.
Organizational researchers are increasingly interested in model ing the multilevel nature of organizational data. Although most organi zational researchers have chosen to investigate these models using traditional Ordinary Least Squares approaches, hierarchical linear models (i.e., random coefficient models) recently have been receiving increased attention. One of the key questions in using hierarchical linear models is how a researcher chooses to scale the Level-1 indepen dent variables (e.g., raw metric, grand mean centering, group mean centering), because it directly influences the interpretation of both the level-1 and level-2 parameters. Several scaling options are reviewed and discussed in light of four paradigms of multilevellcross-level research in organizational science: incremental (i.e., group variables add incremental prediction to individual level outcomes over and above individual level predictors), mediational (i.e., the influence of group level variables on individual outcomes are mediated by individual perceptions), moderational (i.e., the relationship between two individ ual level variables is moderated by a group level variable), and sepa rate (i.e., separate within group and between group models). The paper concludes with modeling recommendations for each of these paradigms and discusses the importance of matching the paradigm under which one is operating to the appropriate modeling strategy.
Recent research suggests that validation-seeking and dimensions of perfectionism may be antecedents of athlete burnout. The present investigation examined whether validation and growth-seeking mediate the relationship between selforiented and socially prescribed perfectionism and burnout. One-hundred and fifty canoe polo and kayak slalom athletes recruited from the top two divisions in the UK completed measures of validation and growth-seeking (GOI), perfectionism (HMPS), and athlete burnout (ABQ). Analyses supported the mediating role of validation-seeking in the relationship between socially prescribed perfectionism and burnout. However, while bivariate correlations indicated that self-oriented perfectionism was positively related to both validation and growth-seeking, neither mediated the self-oriented perfectionism-burnout relationship. The findings suggest that validation-seeking may be an important psychological factor in the development of burnout for athletes exhibiting high levels of socially prescribed perfectionism. The relationship between self-oriented perfectionism and athlete burnout remains unclear because of its association with multiple motives and with socially prescribed perfectionism.
The present study integrated a number of streams of research on the antecedents of innovation to develop and test a model of individual innovative behavior. Hypothesizing that leadership, individual problem-solving style, and work group relations affect innovative behavior directly and indirectly through their influence on perceptions of the climate for innovation, we used structural equation analysis to test the parameters of the proposed model simultaneously and also explored the moderating effect of task characteristics. The model explained approximately 37 percent of the variance in innovative behavior. Tasktype moderated the relationship between leader role expectations and innovative behavior.
As an important source of competitive advantage, new service development (NSD) is widely used by service firms for new developments. Since creative ideas are crucial to NSD and service firms commonly involve frontline employees in the process of NSD, we argue that frontline employees' creativity can enhance NSD performance. In addition, since the implementation of continuous improvement practices necessitates frontline employees to make changes and solve problems consistently, we argue that frontline employees' operational improvement competence (OIC) (i.e., skills in implementing continuous improvement practices) can enhance their creativity. Furthermore, we draw on the contingency theory and argue that the relationships between OIC, employee creativity, and NSD performance are contingent on six relevant contextual factors. Based on the data collected from 146 frontline teams in the banking sector of China, we test our theory-driven model and the posited hypotheses. Our findings serve to advance the knowledge of multiple disciplines by showing the linkages among their core concepts (i.e., OIC, employee creativity, and NSD performance) and also ascertain the factors (i.e., OIC and employee creativity) that enhance NSD performance and the circumstances under which these factors are particularly effective.
Highlighting the implications of transformational leadership, the study examines the role of transformational leadership in predicting employee creativity. The study also investigates the mediating role of innovation climate and moderating role of creative self-efficacy. A study was carried out on a sample included a dyad of 372 employees and their immediate supervisors. The findings indicate that transformational leaders can foster a climate for innovation that promotes employee creativity. Further, a significant moderating role of creative self-efficacy was found in the relationship between innovation climate and employee creativity. The findings reveal that employees with high creative-self-efficacy resort to creative behavior when they receive a supportive innovation climate.
Transformational leadership is associated with a range of positive outcomes. Yet, according to substitutes for leadership theory, there may be circumstances under which it is difficult, if not impossible, for leaders to inspire and challenge their employees. Therefore, we hypothesize that transformational leadership behaviors as well as employee self-leadership strategies contribute to employee work engagement and job performance. Furthermore, we hypothesize that transformational leadership behaviors are more effective when employees have a high need for leadership, whereas self-leadership strategies are more effective when employees have a low need for leadership. A sample of 57 unique leader–employee dyads filled out a quantitative diary survey at the end of each week, for a period of five weeks. The results of multilevel structural equation modeling showed that employees were more engaged in their work and received higher performance ratings from their leader when leaders used more transformational leadership behaviors, and when employees used more self-leadership strategies. Furthermore, we showed that transformational leadership behaviors were more effective when employees had a high (vs. low) need for leadership and that the opposite was true for employee self-leadership. These findings contribute to our understanding of the role of employees in the transformational leadership process. Copyright © 2015 John Wiley & Sons, Ltd.
The authors used measures of leadership, locus of control, and support for innovation to predict the consolidated-unit performance of 78 managers. Results revealed that 3 transformational-leadership measures were associated with a higher internal locus of control and significantly and positively predicted business-unit performance over a 1-year interval. Transactional measures of leadership, including contingent reward and management by exception (active and passive), were each negatively related to business-unit performance. Causal relationships between the transformational-leadership behaviors and unit performance were moderated by the level of support for innovation in the business unit.
Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.
Whether Leader-Member Exchange (LMX) is a unidimensional or a multidimensional construct was assesed through the development and validation of a multidimensional measure. Item analysis involving 302 working students, followed by construct and criterion-related validation using 249 employees representing two organizations resulted in a multidimensional LMX scale. The results provided support for the affect, loyalty, and contribution dimensions identified by Dienesch and Liden (1986), as well as a fourth dimension, professional respect.
Purpose The paper aims at investigating the processes underlying the relationship between transformational leadership and employee creativity. We hypothesized that promotion focus mediates the relationship between transformational leadership and employee creativity and that creative process engagement mediates the relationship between promotion focus and employee creativity. Design/Methodology/Approach We conducted a three-wave longitudinal study with 279 employees and used a path-modeling approach to test our hypotheses. Findings Our results provide support for a sequential mediation model. Promotion focus mediated the relationship between transformational leadership and employee creativity. Creative process engagement partially mediated the relationship between promotion focus and employee creativity. Implications Findings of this study help to understand how transformational leadership fosters creativity by highlighting the role of promotion focus and creative process engagement. Understanding the relationship between transformational leadership and creativity helps supervisors to create a work environment that fosters employee creativity. Originality/Value This study contributes to the literature by identifying the mediating mechanism for the relationship between transformational leadership and employee creativity and providing a comprehensive model that illustrates the importance of the different stages within the creative process as antecedents of employee creativity.
The average growth in international tourist arrivals was 4.5 per cent in 2006, which is substantially above long-term expectations and is a very positive sign for the hotel industry. Hotel chains are rapidly expanding and developing in key markets and the outlook for 2007 is good. The results, however, throw up some interesting pointers on how the global hotel market is changing and how the world's emerging markets are generating increased travellers year on year. The three emerging markets of China, India and the Gulf States are seeing the largest growth opportunities of the industry. It is predicted that between India and China, a total of 1.4 million additional branded hotel rooms will soon be required. The world's largest tourism spend market in the USA still has some room for growth, which is predicted in both domestic and outbound terms to double from 830bn to 1.6tn by 2015. Interestingly, this growth is predicted to be mostly at the luxury end of the market. Increased travel by this silver segment will keep Europe as the number one tourism exporting region, delivering some 730 million travellers by 2020. Education and training establishments will be needed at an international standard to retain good quality hotel staff. The industry must also not lose touch with its local roots and like many industries it must ‘think globally and act locally’. Hoteliers need to define the brand persona including operations, sales, marketing and service delivery so they are adapted to the different needs of their target generational segment. Customer loyalty will depend on a hotel operator's ability to deliver the brand promise consistently throughout their hotel experience so creating a brand premium.Journal of Retail and Leisure Property (2007) 6, 189–193. doi:10.1057/palgrave.rlp.5100061
This study examines a comprehensive model comprising of various relationships between transformational and transactional leadership, knowledge management (KM) process, and organizational performance. Data are collected from human resource managers and general managers working in 119 service firms. Exploratory factor analysis and hierarchical regression analysis are used to analyze the proposed hypotheses. The results indicate that transformational leadership has strong and positive effects on KM process and organizational performance after controlling for the effects of transactional leadership. Further, KM process partially mediates the relationship between transformational leadership and organizational performance after controlling for the effects of transactional leadership. Implications and directions for future research are also discussed.
This diary study adds to the leadership literature by examining the daily influence of transformational leadership, contingent reward, and active management‐by‐exception ( MBE active) on followers' daily work engagement. We compare the unique contribution of these leadership behaviours and focus on the work environment to examine how these leadership behaviours influence followers' daily work engagement. While travelling by sail ship, 61 naval cadets filled out a diary questionnaire for 34 days. Multilevel regression analyses revealed that, after controlling for followers' work engagement the previous day, cadets were more engaged on days that their leader showed more transformational leadership and provided contingent reward. MBE active was unrelated to followers' work engagement. As predicted, transformational leadership and contingent reward contributed to a more favourable work environment (more autonomy and support), while MBE active resulted in a less favourable work environment (less autonomy) for the cadets. This study highlights the importance of daily leadership for followers' daily work engagement.
Practitioner points
Leaders' daily behaviour influences followers' daily work engagement.
Leaders' daily behaviour shapes the daily work environment.
Cartoon interpretation and production are teaching strategies that can assist students in a deeper understanding of concepts and practice of higher level thinking skills while motivating them through humor. This article presents an extended example of graduate students in an introductory course in gifted education creating humorous cartoons to explore major ideas and different types of perfectionism. General concepts of adaptive (positive) and maladaptive (negative) perfectionism, along with causes and mitigations, are discussed and illustrated with student-made cartoons. Students reported that creating cartoons was intrinsically motivating, promoted deeper levels of content learning, facilitated application of concepts, and aided self- and overall reflection on the topic. The process of the cartoon project and examples of student-generated cartoons are provided to promote practicing educators and teacher educators with ways of adapting this teaching strategy.
High-contact service industries are characterized by close interaction between service employees and customers, and diverse customer needs. Such characteristics pose a great challenge to the delivery of services of superior quality. In this research we conceptually explore and empirically examine several attitudinal and motivational factors of customer-contact employees, and the management style of managers as antecedents to service quality in high-contact service sectors. Based on dyadic data collected from 230 service firms in Hong Kong, we examine the relationships among transformational leadership, transactional leadership, affective organizational commitment, learning goal orientation, performance goal orientation, and service quality. We find that learning goal orientation is more effective than performance goal orientation in fostering service quality in the high-contact service context. We also observe that transformational leadership tends to be more effective than transactional leadership in influencing employee attitude in high-contact service firms. This research pioneers theory-driven examination of service quality in high-contact service firms using data collected from service employees and shop managers for hypothesis testing.
Many studies show a general connection between perfectionism and depressive symptoms. However, despite increasing evidence that significant disruptions in interpersonal relationships are an important consequence of perfectionism, few studies have specifically examined the role of interpersonal disharmony in generating depressive symptoms among persons with high levels of perfectionism. To begin filling this void, the present study conducted a preliminary test of the social disconnection model (SDM; see Hewitt, Flett, Sherry, & Caelian, 2006). This model asserts that interpersonal dimensions of perfectionism, such as socially prescribed perfectionism (i.e., perceiving that others are demanding perfection of oneself), generate disconnection from the social environment that contributes to depressive symptoms. The current study tested and supported the SDM by showing that perceived social support significantly mediated the relationship between socially prescribed perfectionism and depressive symptoms. No association was found between socially prescribed perfectionism and received social support. The present study thus provides preliminary support for the SDM and suggests that a subjective sense of disconnection from other people represents one reason why persons with high levels of socially prescribed perfectionism are vulnerable to depressive symptoms.
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.
A possible “dark side” of goal setting, namely perfectionism and its relationship with employee performance, was investigated. A study of police officers (n = 235) revealed that perfectionists' predisposition to (1) set goals that they perceive to be extremely high, and (2) base evaluations of self-worth on the attainment of those goals were positively related to maximum performance, namely promotional exam scores. The mediating variable was perceived effort. In the second study involving police officers (n = 242), however, perfectionism displayed a complex relationship with typical performance. The two dimensions of perfectionism, perceived high goals and contingent self-worth, were negative predictors of this criterion through their relationship with emotional exhaustion. Nevertheless, the goal difficulty dimension was a positive predictor of typical performance.
This article examines orientations toward workplace friendship. Based on a survey of senior managers in cities with populations over 50,000, it addresses the following questions: Do senior managers promote, condone, or discourage workplace friendship? What risks and benefits of workplace friendships do these managers perceive? What policies and strategies that affect workplace friendship are found in organizations? How do these organizational efforts affect perceptions of employee performance? This article finds that, despite the risks, orientations in favor of workplace friendships are widespread, and many jurisdictions engage in efforts to promote them.
This empirical study examines the relationship between job standardisation and service quality. Data used herein comes from service contact-employees and customers at 105 branches of 35 service-oriented firms in Taiwan. Results obtained from three different levels of data, i.e. service contact-employees, customers and branches, indicate that job standardisation is positively related to the perception of service quality. This finding corresponds to a conceptual model of service quality developed by Parasuraman, Zeithaml and Berry 1985:45. In addition, we speculate that service contact-employees meet with situations involving task uncertainty that moderate the relation between job standardisation and service quality as perceived by customers; however, this hypothesis is not supported by our empirical results. Furthermore, results of this study indicate that customers who are unacquainted with a service or product believe job standardisation influences.