Stress, Culture, and Community
... From a Conservation of Resources (COR) perspective (Hobfoll, 1998), adequate sleep is essential for employees to restore the self-regulatory resources required for next-day work engagement. After a restorative night's sleep, during which employees recover their energy and self-regulatory capacities, they are better able to invest these resources in their work, thus fostering greater engagement (Gorgievski & Hobfoll, 2008;Hobfoll, 1998). ...
... From a Conservation of Resources (COR) perspective (Hobfoll, 1998), adequate sleep is essential for employees to restore the self-regulatory resources required for next-day work engagement. After a restorative night's sleep, during which employees recover their energy and self-regulatory capacities, they are better able to invest these resources in their work, thus fostering greater engagement (Gorgievski & Hobfoll, 2008;Hobfoll, 1998). In contrast, when individuals do not feel sufficiently rested and lack the necessary energetic and self-regulatory resources, they are less inclined and less able to engage in their work tasks. ...
... The COR theory suggests that micro-breaks are essential for employees to feel motivated to invest in their work (Hobfoll, 1998). According to this framework, employees are more likely to direct their resources toward work after experiencing moments of HAIs that promote energy recovery. ...
This study draws on the Recovery Step Model and the Conservation of Resources (COR) theory to propose a framework that examines how and when sleep quality influences work engagement. Specifically, we tested a moderated mediation model where sleep quality predicts employees' work engagement through enhanced self‐regulatory resources at the within‐person level. Additionally, we investigated whether human–animal interactions (HAIs), during micro‐breaks, moderate this indirect relationship. Overall, 155 teleworkers participated in a 10‐day diary study (155*10 = 1550 measurement occasions). The multilevel analysis revealed that daily sleep quality positively predicted employees' work engagement by enhancing their self‐regulatory resources. Moreover, this relationship was stronger for individuals who engaged in micro‐breaks involving interactions with their companion animals. As the frequency of HAIs during micro‐breaks increased, so did employees' levels of work engagement. These findings expand the recovery step model and the furr‐recovery method by demonstrating that HAIs serve as beneficial micro‐breaks during work hours, providing a restorative function that enhances work engagement. In sum, at least one HAI during the workday could have significant implications for employees' work engagement.
... This research is based on the Conservation of Resources Theory (COR; Hobfoll, 1998), which is one of the most often mentioned theories in stress-related conditions in the organizational psychology field over the past 30 years. The theory offers many hypotheses and provides a framework for deepening our understanding of the relationship between stress and response. ...
... According to COR Theory, balancing resources involves a significant time investment due to the perceived smaller and slower gains compared to resource losses (Hobfoll, 1998(Hobfoll, , 2001Hobfoll et al., 2018). This time imbalance can create challenges in restoring resources and contribute to the persistence of negative behaviors over the long term. ...
... In his seminal work, Hobfoll (1998) provided a comprehensive framework by defining 74 different resources that can lead to increased stress levels in individuals when lost or under threat. These resources encompass a wide range of domains, including material resources, social support, self-esteem, autonomy, and recognition. ...
Workplace bullying (WB) remains a serious psychosocial risk at workplaces. However, research examining WB from the perspective of perpetrators remains limited, and interventions designed for perpetrators are non-existent. Initially, a systematic review was conducted to suggest evidence-based interventions for perpetrators (1st Study of the Doctoral Thesis). Therefore, the empirical studies that examine the antecedents, mediators, moderators and outcomes of WB perpetration from the viewpoint of perpetrators were analyzed systematically. Search in Scopus, ProQuest, Science Direct, PubMed, and Web of Science electronic databases yielded 50 empirical articles in English, published between 2003-2023, in peer-reviewed journals, corresponding to the inclusion criteria. Antecedent–perpetration relationships were primarily examined based on social and aggression theories and analyzed in the silos of work or individual factors without diverse moderators and mediators, and largely lacked causality analysis. Research on outcomes of WB perpetration was rare. Perpetration was associated with task-focused, conflict-prone, poorly organized, stressful work environments, undesirable personality characteristics, and being bullied. The suggestions to curb perpetration seemed unattainable for the same management that created the toxic environment. Based on the systematic review, and as a second step, a 3-wave longitudinal research was conducted investigating whether organizational trust and justice predicted perpetration six months later, mediated by physical and psychological health. The study was based on the Conservation of Resources Theory (COR) (2nd Study of the Doctoral Thesis, 1st Empirical Study). The sample consisted of 2447 employees, mainly from Spain and Turkey, from various industries, such as services, manufacturing, and education. The results indicated that organizational injustice predicted psychological and physical health deterioration, while unexpectedly, organizational
trust also predicted lower psychological and physical health. Health conditions did not predict perpetration after three months; organizational conditions did not predict perpetration directly or indirectly after six months. As the relationship between health status and current perpetration incidents was established, active and potential perpetrators were invited to a 24-week daily and weekly study disguised under a wellness program (3rd and final Study of the Doctoral Thesis, 2nd Empirical Study). For objective data collection, participants wore fitness bands for nine months while WB perpetration events were observed. Based on the COR Theory, sleep, physical activity (PA), and being bullied were investigated as predictors of WB perpetration at a within-person level. On a between-person level, supervisory position, psychological distress and mental illnesses were control variables. The sample contained 38 employees from Spain and Turkey, with an average age of 38.84 years (SD = 11.75) from diverse sectors, with diverse professions such as finance manager, psychologist, academic, and human resources professionals. Data collection was conducted over 24 consecutive work weeks, where only 31 participants were involved in perpetration (final observations = 720). Data were analyzed using multi-level structural equation modeling decomposed into within-and-between-person variance. The results indicated that at a within-person level, increased PA as steps taken during the work week and increased reports of being bullied predicted higher reports of perpetration the same week, while sleep quality did not. Organizations should actively inhibit WB and be mindful of employees' physical activities at work or commuting to work. Managers should also be attentive to physical fatigue that employees may feel due to their responsibilities in their private lives and allow employees to rest and recuperate to inhibit negative behaviors at work. Assessing and improving organizational trust and justice practices may help employee health improve over time. To sum up, the three innovative research studies included in the present
Ph.D. thesis broadened the WB perpetration literature by (1) presenting the first systematic review from the perspective of perpetrators and bullies; by (2) showing how physical and psychological health is related to WB perpetration incidences (with monthly, weekly and daily data); by (3) demonstrating an empirical example of resource loss spirals within COR Theory; and by (4) providing evidence for organizations and policymakers to intervene against WB with more rigorous rules.
... Personal resources include personal skills and traits. Personal skills include employability skills and leadership abilities, while personal traits include self-esteem and resilience [63]. Energy resources include actual energy, time, and knowledge [63]. ...
... Personal skills include employability skills and leadership abilities, while personal traits include self-esteem and resilience [63]. Energy resources include actual energy, time, and knowledge [63]. This Compassion Fatigue Model (CFM) suggests that nurses with poor resources are more likely to experience compassion fatigue. ...
Background
Generalizing the concept of compassion fatigue across healthcare settings or professions is difficult because compassion fatigue is a complex and abstract concept. Compassion fatigue is described as a result in the form of behaviors and emotions resulting from learning of another person's traumatic event. Compassion fatigue is considered a 'cost of caring.' This study was a scoping literature review that aimed to identify what is known about compassion fatigue in helping professions.
Methods
A systematic search was conducted on electronic databases, namely ScienceDirect, PubMed, and Taylor and Francis. Data analysis was conducted using PRISMA-ScR (Preferred Reporting Items for Systematic Reviews and Meta-Analyses). Study results were mapped based on the following criteria: 1) conceptual analysis; 2) predictor factors; and 3) research progress. A total of 43 articles met the inclusion and eligibility criteria for further review in this scoping literature review.
Results
The results showed that it is difficult to imagine how a conceptual model of compassion fatigue could be equally relevant and applicable to various helping professions. Factors that can influence compassion fatigue are divided into personal factors (professional factors and sociodemographic factors), such as resilience, burnout, moral courage, emotional control, mindfulness, work experience, professional competence, and professional efficacy, and work-related factors such as traumatic experiences, life disorders, number of patients treated, job satisfaction, emotional support, social support, and fluctuations in interactions with suffering patients. Research on compassion fatigue has developed a lot, especially in the health sector, especially nursing using experimental, cross-sectional, and literature review research methods.
Conclusion
Further analysis is needed in developing a conceptual analysis of compassion fatigue that focuses on other fields of work more specifically and comprehensively by paying attention to, aspects, determinants, and validity of compassion fatigue symptoms.
... Ultimately, the COR theory introduces the concept of resource caravans, suggesting that resources do not exist in isolation but travel in packs, benefiting both individuals and organizations (Hobfoll 1988;Hobfoll 1998;Hobfoll et al. 2018). In this context, FSSB represent a contextual resource that not only protects individuals from negative work-family dynamics but also promotes boundary control, which is instrumental in reducing burnout and enhancing engagement. ...
... Our study also furthers the COR theory by identifying resource caravans (Hobfoll 1988;Hobfoll 1998), that is, resources that do not exist in isolation but are aggregated and predict well-being. The observed results of Study 2 show that FSSB represent a contextual resource capable of promoting daily well-being states beyond and through daily boundary management by segmentation behaviour, which may also be considered an individual resource. ...
Telework gained popularity during the COVID‐19 pandemic. However, for this flexible work arrangement to be a favourable option nowadays, specific conditions may be necessary such as supervisory support (FSSB) and boundary management strategies. Nonetheless, telework conditions during COVID‐19 may have differed from those after the pandemic. Drawing on border theory and the conservation of resources theory, FSSB is framed in this paper as an important contextual resource for teleworkers' well‐being. Furthermore, boundary management strategies (i.e., boundary control and enacted work‐family segmentation) are explored as linking mechanisms between FSSB and teleworkers' well‐being. Study 1, with a cross‐sectional design, captured telework during COVID‐19, and Study 2, with a daily design, captured telework after COVID‐19 with the moderating role of frequency of daily changes in the workplace, that is, telework and in‐house work. Consistent findings were observed across both studies indicating not only the critical role of FSSB for teleworkers' well‐being (i.e., burnout and work engagement) but also the boundary management strategies as mediators. Moreover, Study 2 reveals that the fewer the changes in the workplace, the more FSSB are needed.
... Although these characteristics can be advantageous, they may also predispose individuals to perfectionistic tendencies and overcommitment, which can lead to heightened stress and burnout when expectations are not met or when workloads become excessively burdensome [71,72]. Furthermore, the significantly negative relationship identified between stress and mental toughness in the present study can be theoretically attributed to the principles outlined by transactional stress theorists [73,74]. Stress is defined as a state of imbalance between internal or external demands and the personal or social resources available to manage a potential stressor. ...
This study aimed to explore the relationship between perceived stress, burnout, and mental toughness, and investigate how mental toughness mediates the relationship between perceived stress and burnout among Hungarian coaches. Three hundred and thirty-three active coaches completed anonymous self-report questionnaires assessing burnout (CBQ), mental toughness (SMTQ), and perceived stress (PSS). In the international comparison, Hungarian coaches indicated significantly higher burnout levels than those investigated in previous international research. PLS-SEM results showed that coaches with higher stress levels are less likely to experience burnout. Furthermore, mental toughness serves as a buffer between stress and burnout; however, the buffering effects of its various subfactors on different dimensions of coaching burnout vary. Consequently, further research is necessary to fully understand the mitigating effects of mental toughness, particularly by analyzing coping strategies, motivation, and success. Our research unequivocally indicates that the integration of targeted stress management training into coaching education is crucial for effectively addressing the emotional challenges inherent in the profession. By incorporating workshops that focus on self-awareness and emotion regulation strategies, coaching programs can substantially reduce the risk of burnout and promote the well-being of coaches. These findings underscore the vital importance of embedding practical stress management interventions within coach development initiatives to cultivate more resilient and effective coaching professionals.
... This leads to stress within an individual, who feels they cannot access the resources necessary to deal with the demands faced, leading to experiences of burnout. As a result, the individual will attempt to conserve any resources they have left by preventing further resource loss and withdrawing any efforts that will lead to more resources being used (Hobfoll 1998;Jiménez-Estévez et al. 2023). This encourages the individual to focus on gaining resources, even if it means conserving what is left within their resource pool (Hobfoll 2001). ...
Cognitive hardiness refers to an individual’s ability to implement a mental appraisal process when faced with a stressor at work by assessing their level of commitment, control, and challenge to overcome the stressor effectively. The proliferation of studies on cognitive hardiness in the workplace over the past three decades that include multiple theories and measures provides the impetus for the current systematic review. We review 116 articles published from 1992 to 2024 to examine how cognitive hardiness has been defined, theorized, and measured in the workplace. We also map the nomological network of cognitive hardiness in relation to its antecedents, outcomes, mediators, and moderators to gauge our current understanding of the construct. As a result, our review provides recommendations for future research regarding theoretical and empirical advancement. In particular, the review calls on researchers to employ alternative research methodology when investigating cognitive hardiness, further explore antecedents of cognitive hardiness, and use the identified gold standard measure. Finally, we highlight implications for researchers and practitioners at the conclusion of our review.
... Genelleştirilmiş duygusal uyuşma, hastaların sevgiyi kabul etmesini ve başkasına vermesini zorlaştırır ve izolasyonu arttırır. TSSB, aile bağlarının kopması ve zayıf ebeveynlik davranışı ile de sonuçlanabilir, bu da ayrılmaya, boşanmaya ve ailenin parçalanmasına yol açabilir ve hatta dayanıklılığı artırabilecek en belirgin sosyal desteklerin reddine Erdoğan, A. (2024) (Hobfoll, 1998;Kaniasty ve Norris, 2008). Travmaya maruz kalma, doğal afet veya yerinden edilmeye tepki olarak olduğu gibi ev ve maddi varlıkların yıkıcı bir şekilde kaybıyla sonuçlandığında veya travma yoksul bir ortamda meydana geldiğinde, önemli ölçüde yaşam kalitesini daha da düşürür. ...
Bu araştırma, depremzede olmayan çalışanların travma sonrası stres bozukluğu (TSSB) ile mental iyi oluş (MİO) düzeyleri arasındaki ilişkiyi incelemektedir. Depremlerin yıkıcı etkileri, sadece direkt etkilenenleri değil, tüm çalışanları da derinden etkilemektedir. Alan yazınında TSSB ve MİO düzeylerini deprem perspektifinden ele alan bir çalışmaya rastlanmamıştır, bu nedenle bu araştırma önemli bir boşluğu doldurmaktadır. Araştırma, 203 gönüllü çalışanla gerçekleştirilmiştir. Depremzede olmayan çalışanların durumu, "Travma Sonrası Stres Bozukluğu Kontrol Listesi" ve "Warwick-Edinburgh Mental İyi Oluş Ölçeği" ile belirlenmiştir. İstatistiksel analizler, TSSB ile MİO arasında negatif bir ilişki olduğunu göstermiştir; TSSB semptomları arttıkça MİO düzeyleri azalmaktadır. Ayrıca, demografik faktörlerin TSSB ve MİO puanları üzerinde etkili olduğu belirlenmiştir. Bu sonuçların, çalışanların psikolojik sağlığını iyileştirmek için önemli katkılar sağlayabileceği değerlendirilmektedir.
... With all this in place, we claim that the abrupt change in working conditions due to the immediate transition to remote work as part of the consequences of the COVID-19 pandemic is a special condition affecting the role of job crafting strategies play. Hobfoll (1998) claimed that COR theory had to be viewed in context. He further suggests that resources can operate differently under different ecological contexts. ...
Introduction: Many employees perceived the move to remote work due to the COVID-19 pandemic as an abrupt organizational change. While research on work engagement has examined this construct in different contexts, it is unclear what may happen to work engagement in such an extreme context and over the course of time. In the current study, we examined the relationship between time and employees' work engagement after an abrupt change as well as the way job crafting interacts with this relationship. We hypothesized that a pre-transition high level of approach crafting strategies will have a negative effect, harming employees' ability to maintain their engagement over time, while a pre-transition high level of avoidance crafting strategies will actually have a mitigating effect, weakening the decrease in engagement.
Materials: We used a three-wave longitudinal study design, collecting data during the first 3 months of the pandemic. The sample included employees from different organizations across the U.S randomly recruited through Amazon Mechanical Turk. We utilized a multilevel repeated measures approach to analyze the data.
Results: Results supported our first hypothesis, demonstrating a negative relationship between time and engagement such that engagement declined over time. Our second hypothesis was partially supported, showing that the job crafting strategy of increasing challenging demands moderated the relationship between time and engagement, such that for employees that job craft by increasing their challenging demands, at the onset of the transition, the decrease in work engagement over time was more substantial. We did not find support for our hypothesis regarding the positive effect of avoidance crafting strategies on the decrease in work engagement.
Discussion: Our findings suggest that the tendency to job craft by pursuing more challenging demands at the onset of the pandemic, as an approach strategy of job crafting, gives employees an unnecessary added workload that requires the use of more resources. Over time, this extra load, depletes resource reservoirs and prohibits remaining engaged over time. In contrast, other types of approach crafting strategies seem to have no such harmful effect. Our findings highlight the importance of context, suggesting that under specifics conditions some job crafting strategies may be more energy draining than others.
... The development of enduring positive resources that help an individual become more resilient to chronic and traumatic stress is also a functional attribute of psychological hardiness. This further leads to increased energy and enthusiasm regarding life events, creating a state of happiness (Hobfoll, 1998). An individual has an inherent need for autonomy, competence, and relatedness to foster personal growth; these needs, when fulfilled, lead to enhanced vitality and happiness (Deci & Ryan, 2008) Psychological hardiness was negatively related to materialistic values, and it showed a partial mediating effect between psychological hardiness and happiness. ...
The quest for happiness is highly esteemed in every culture. Based on the theory of the positive activity model, the current study examined the role of psychological hardiness in happiness among youth. The study also investigated the parallel mediating role of vitality and materialistic values in the relationship between psychological hardiness and happiness. Data were collected from 414 youths selected through purposive sampling techniques. The variables of the study were measured through standardized instruments. Findings generated through structural equation modelling with the maximum likelihood estimation technique revealed that psychological hardiness was a significant predictor of happiness. Additionally, vitality and materialistic values partially mediated the relationship between psychological hardiness and happiness. The present study is one of the first to include vitality and materialistic values as a parallel intermediary mechanism to explain the relationship between psychological hardiness and happiness. Implications of the study are discussed in light of the study findings.
... As postulated in the effort-recovery model (Meijman & Mulder, 1998), job demands are not always harmful, but if they are too high, they hinder the appropriate recovery process (Meijman & Mulder, 1998). Furthermore, according to the COR model (Hobfoll, 1998), individuals attempt to defend and maintain these resources and acquire new resources to protect themselves from stress through a range of activities outside of work: the recovery experiences (Sonnentag & Fritz, 2007). Sonnentag and Fritz (2007) identified four main recovery experiences: (1) psychological detachment from work, through which workers mentally disengage from work, (2) relaxation, which allows people to reduce the high activation associated with stressful work situations, (3) mastery which refers to all activities outside of work that present an individual challenge to learn something new, and finally (4) control, which occurs when people have control over their leisure time. ...
This study, based primarily on job demands–resources model in the context of recovery, uses a mixed methods approach to examine the role that some work and family demands and boundary management tactics play in explaining work-nonwork balance and some related constructs, while also accounting for gender inequalities. The research involved 553 remote workers during the first lockdown in France caused by the COVID-19 pandemic. The results confirmed that a high number of work-related emails or phone calls outside of working hours and the constant presence of children at home were risk factors; conversely, good supervisor support was positively related to recovery experiences and negatively related to work-family conflict and insomnia. Women reported higher levels of insomnia symptoms and had more difficulty disengaging from work and restoring their energy than men. The use of effective tactics– planning, having your own space to work, coordinating with your partner - was made more difficult by workload, use of technology, demands at home, the size of the home and, for women, likely gender inequalities.
... По-друге, труднощі можуть зменшити здатність людини справлятися з подальшими травмами та оговтат ися від їх наслідків [27]. ...
Deprem gibi doğal afetlerin kişilerde travma sonrası stres oluşturabildiği bilinmektedir. Travma sonrası stres her yaş grubundan bireyi etkileyebilir ancak ergenlik gibi kritik evrelerde bulunan bireyleri daha fazla etkileyebilmektedir. Ergenlikte açığa çıkan travma sonrası stresin, ergenlerin içinde bulundukları kritik yaşam evresi de göz önünde bulundurulduğunda internet ve dijital oyun bağımlılığı gibi farklı bağımlılıklara sebep olabileceği düşünülmektedir. Bu araştırmada, 6 Şubat 2023’te Kahramanmaraş’ta meydana gelen depremi doğrudan deneyimleyen ergenlerin travma sonrası stres düzeyleri ile dijital oyun ve internet bağımlılığı düzeyleri arasındaki ilişkinin belirlenmesi amaçlanmıştır. İlişkisel ve betimsel araştırma modeli olarak tasarlanan bu çalışmanın örneklemi, 101 erkek ve 116 kız olmak üzere 217 ortaokul ve lise öğrencisi oluşturmaktadır. Verilerin analizinde, değişkenler arasındaki ilişkileri belirlemek amacıyla Basit Doğrusal Regresyon Analizi ve Pearson Momentler Çarpımı Korelasyon Katsayısı, iki grup arasındaki farklılıkların belirlenmesinde ise Mann Whitney U testi kullanılmıştır. Tüm istatistiksel analizler SPSS 23 programı ile gerçekleştirilmiş ve istatistiksel anlamlılık düzeyi p
This study explores the coping mechanisms of employees facing abusive supervision in two different countries: Pakistan and New Zealand. Drawing on the conservation of resources (COR) theory, we examine if the personal resource of employee mindfulness can buffer the destructive effects of abusive supervision on employees’ work engagement and job burnout via organisational identification. Our two separate studies reveal that organisational identification mediates the relationship between abusive supervision and employee work engagement but not job burnout in both countries. However, employee mindfulness only buffers the harmful impact of abusive supervision in the Pakistan sample. Our study reveals new insights into the impact of employees’ personal resources on abusive supervision in two different cultural environments, providing directions for future research and practice.
Orientation: The coronavirus disease 2019 (COVID-19) pandemic shifted work settings, revealing gaps in current literature on how work arrangements affect employee experiences and well-being.Research purpose: This study investigates the relationship between job insecurity, work passion (harmonious and obsessive work passion) and work–life balance flexibility-ability and flexibility-willingness in work and family across traditional, semi-remote and remote work arrangements in the South African context.Motivation for the study: Understanding the relationships between constructs in this study benefit both employees and organisations by enabling informed decision-making and optimising work arrangements, leading to improved productivity, job security and well-being.Research approach/design and method: A quantitative, cross-sectional study was conducted with 445 participants across traditional, semi-remote and remote work groups. Structural equation modelling was employed to analyse how different work environments influenced employee experiences and outcomes.Main findings: Significant relationships exist between job insecurity, work passion and work–life balance. Job insecurity reduces work flexibility-ability and family flexibility-willingness. Harmonious work passion generally enhances work flexibility-ability but decreases family flexibility-willingness. In contrast, obsessive work passion decreases work flexibility-willingness while enhancing family flexibility-ability and family flexibility-willingness. These effects vary across work arrangements.Practical/managerial implications: Individuals can use insights from this study to manage their job roles effectively, while organisations can tailor work arrangements to meet diverse employee needs, fostering a more resilient workforce.Contribution/value-add: This study contributes to our understanding of job insecurity, work passion and work–life balance in diverse work arrangements post-COVID-19, essential for fostering innovation and maintaining a competitive edge in the dynamic job market.
Over the past few decades, scholarship on managing the work-family interface has expanded, particularly regarding family-friendly work activities (FFWAs) designed to alleviate various forms of work-family conflict. We bring together the broad, cross-disciplinary research on FFWAs using bibliometric performance and mapping techniques. Using these techniques, we review 40 years of FFWA research across different scientific disciplines to then synthesize the existing knowledge and identify its contributing entities (e.g., authors, journals), collaborations among some of the entities (e.g., co-author relationships), and main themes, and collaborations among authors. In other words, we map and describe the intellectual, social, and conceptual structures of the FFWA literature. Based on this, we organize and integrate the cross-disciplinary literature across levels of analysis using the Ability-Motivation-Opportunity (AMO) model into a nomological network of FFWAs’ antecedents and consequences. Then, we use this nomological net to further delineate research questions and provide avenues for future research. Taken together, our comprehensive review offers clarity on the current state of FFWAs research and provides recommendations for future studies to advance theory, research, and practice.
Purpose: This study aims to explore how work-life balance affects job performance. It also looks at how mediating and moderating effect of job satisfaction and family-supportive supervisor behavior influence this relationship in Commercial Banks. Methods: It followed a descriptive and causal-comparative research design and applied various statistical methods for data analysis, such as mean, standard deviation, independent t-test, parametric and non-parametric tests, and correlation analysis. Data collection was executed through the purposive sampling Method, from which 211 responses were obtained from employees of commercial bank. The study used a adopted questionnaire with a seven-point Likert scale. Results: The results showed that work-life balance is the main factor affecting job performance. Additionally, the study also revealed that a supervisor’s supportive behavior toward family matters influences the relationship between job satisfaction and job performance. Moreover, job satisfaction partially mediates the connection between work-life balance and job performance.Conclusion: The study concludes that to enhance job performance, commercial banks should prioritize promoting work-life balance, supportive supervisor behaviors regarding family matters and improve job satisfaction among employees.
Based on a 2021 survey of 273 Australian workers across a range of occupations and industries, our structural equation modelling showed that workplace inclusion is a key driver of social resources for building employee engagement within the organisation. Relative to conservation of resources theory, we discovered that social support, social capital, and workplace inclusion travel as ‘resource caravans’ in which a series of inter‐relationships are activated that optimises their effectiveness in building employee engagement. Specifically, employees' experiences of social support has a direct effect on employee engagement while social capital needs to be mediated by experiences of workplace inclusion in order for social capital to influence employees' engaged state. In addition to the direct effect, social capital and social support reciprocally interact as concurrent resources that influence employee engagement through workplace inclusion. Meanwhile, social support increases its impact on employee engagement when mediated by workplace inclusion. We discuss HR practice implications for cultivating social support and social capital via workplace inclusion initiatives, thatas a package of job resources, offer clear efficiency improvements in building employee engagement.
Zusammenfassung
Peer Berater/-innen (PB), psychiatrie-erfahrene Mitarbeiter/-innen in sozialpsychiatrischen Einrichtungen erleben viele berufliche Herausforderungen, die je nach Dauer, Intensität und individuellen Voraussetzungen zu negativen Beanspruchungsfolgen führen können. Gleichwohl besteht kaum Wissen über diese Voraussetzungen wie personale Ressourcen, Risikofaktoren oder Bewältigungsstrategien. In Anlehnung an das Salutogenese-Modell wurden mögliche Merkmale identifiziert und 135 PB mittels einer Online-Umfrage anonym befragt. Die PB identifizieren sich stark mit ihrer Tätigkeit, handeln lösungsorientiert, sind sozial kompetent und nutzen diverse Selbstfürsorgestrategien. Daneben zeigen sich erhöhte Werte im Bereich Neurotizismus. Eine kleine Gruppe der PB berichtet von mangelnder Fähigkeit sich abzugrenzen. Insgesamt erweisen sich die befragten PB als widerstandsfähig und die Ergebnisse könnten Hinweise zur beruflichen Gesundheitsförderung im sozialpsychiatrischen Bereich liefern.
Praktische Relevanz: Der Umgang mit beruflichen Belastungsfaktoren ist wesentlich für eine gesundheitsförderliche Beanspruchung. Die im Gesundheitswesen neue Berufsgruppe der PB ist verschiedenen spezifischen Belastungsfaktoren ausgesetzt, wie z. B. Stigmatisierung oder dem offenen Umgang bezüglich der eigenen Krankheitsgeschichte. Ein Überblick darüber, wie PB mit diesen Belastungsfaktoren umgehen, kann helfen herauszufinden, welche Maßnahmen bei der Implementierung und Durchführung von Peer Support hilfreich sind.
Remote work has become integral to contemporary work life, necessitating a detailed examination of its effects on employees’ sense of community and support – key factors influencing knowledge sharing, team performance, and well-being at work. To this end, this study examines how the adjustments made to working arrangements and workplace communication during and after the COVID-19 pandemic have affected employees’ sense of community and social support at work. The study is based on a longitudinal dataset including 544 participants, with 4352 observations collected during eight time points between 2019 and 2022. The data were analysed using a linear multilevel hybrid regression model. The results show that although remote workers, especially those with high-intensity remote work, experience less social community and support from co-workers, frequent social media communication (both work-related and nonwork-related) can mitigate some of these effects. The results provide a novel understanding of the evolution and effects of remote work configurations and employees’ use of social media for professional and personal communication in the post-pandemic era. The findings also provide valuable insights for workplaces, highlighting the importance of establishing and maintaining social communities, and enabling forums for social support from colleagues and supervisors in remote work configurations.
Background: Human Resources Management (HRM) research is increasingly interested in the various employee resources to master digital transformation. The current, dynamic discourse on the Job Demands-Resources (JD-R) Model demonstrates the need for a state-of-the-art overview of validated employee resources to support the paradigm shift.
Objective: This study aims to identify objective employee resources in the digital work context and map them to a context-specific resource taxonomy.
Methods: The authors develop the resource taxonomy using Nickerson, Varshney & Muntermann’s (2013) empirical-to-conceptual approach. The deductive approach includes existing resource taxonomies and current JD-R literature to dimension employee resources.
Results: The article presents a context-specific resource taxonomy with five dimensions: personal, work, social, organizational, and technical resources.
Conclusions: The literature-based research concludes that more research on technical resources and learning-enhancing factors is required to support employees in mastering digital transformation. Our resource taxonomy is a comprehensive and expandable scientific product that serves HRM research and practice as a search heuristic.
https://journals.sagepub.com/doi/10.1177/01672533241295612
We aimed to review and synthesize the literature on risk and resilience factors for research-induced distress (RID) among qualitative child abuse researchers, with the review guided by the Lippencott-Joanna Briggs Institute methodology for qualitative reviews. We searched Scopus, PsychINFO, MEDLINE, and ProQuest, with two researchers independently reviewing title/abstracts and full-text articles for inclusion, and with additional articles found using citation searches of identified articles and through a perusal of articles in key child abuse and qualitative research journals. We synthesized 30 unique studies, with this synthesis revealing that risk and salutary factors for RID outcomes emanate from all levels of the research ecology and, consequently, that optimal strategies for the primary and secondary prevention of RID could profitably adopt a multi-systemic perspective. Findings from this review provide child abuse researchers and members of academia with a detailed and systematic overview of potential threats and salutary influences for RID that could be used to (1) inform the development of comprehensive pre-research (and ongoing) training programmes for researchers, and (2) guide the development of secondary prevention programmes designed to mitigate RID outcomes. With respect to future research, this review suggests that the focus of research could usefully be extended in order to: (1) provide a more comprehensive perspective on the experiences of researchers living in low- to middle-income countries, and (2) ensure children’s rights to be heard, and to participate in research on matters that affect them, are more comprehensively addressed.
The following article throws light on the research of post-traumatic syndrome of the students of the displaced higher educational establishments as a result of traumatic situations in the armed conflict area. The author represents practical research of the mentioned problem.
Employee success holds a significant importance for Pharmaceutical industry. In this regard, despotic leadership disrupts routine operations and stifles innovative working styles. Therefore, the current study addresses the challenges despotic leadership poses to employee success. Based on the conservation of resource theory, this study explores the impact of despotic leadership on employee success. Additionally, the research investigates the mediating role of job insecurity caused by despotic leadership and assesses the moderating impact of emotional exhaustion, which further fuels the situation. For experimental purposes, this study collects data from 305 employees in Pakistan’s pharmaceutical sector using a time-lagged approach. The statistical outcomes underscore that despotic leadership hinders employee success, as employees perceive this as job insecurity since job insecurity also serves as a significant mediator between despotic leadership and employee success. In further analysis, the study determines that emotional exhaustion moderates the relationships between despotic leadership and employee success, as well as between despotic leadership and job insecurity. Based on the underlined outcomes, it is recommended that policymakers prioritize leadership training, promote innovation, and address employee well-being concerns to enhance organizational success. These initiatives are necessary to foster ethical leadership, job security, and a supportive environment in pharmaceutical sector.
This study focused on the psychological growth experienced by school teachers (N = 100) after being exposed to violence against them. Anchored in the salutogenic approach of positive psychology, our model suggested that individual and interpersonal level resources work together to determine the extent to which teachers exposed to violence against them may also experience positive growth. Two models representing a mediating or moderating role of support in the associations between exposure to violence, emotional responses and growth were tested. Results indicate a possible mediation-moderation model: (a) A positive association exists between exposure to violence and negative emotions in teachers, with older teachers being less exposed and responding more positively. (b) Positive emotions mediated the associations between exposure to violence and growth. (c) Path Analysis confirms a moderation-mediation model highlighting social support’s moderating effect on the relationship between violence exposure and emotional outcomes, underscoring its significance in mitigating negative emotions and facilitating post-traumatic growth. These insights underscore the imperative for policy interventions that bolster social support systems for teachers, enhancing their emotional resilience and potential growth from traumatic experiences.
Although the Conservation of Resources (COR) theory is an influential theory of stress and human motivation, it has seen scant use in sports psychology. Nonetheless, as a broad psychological theory, COR theory can be useful in the theory-driven sport psychology practice. By focusing on the dynamic interplay between resource gain and loss, COR theory illuminates the processes that underlie effective coping and adaptation during athletes’ transitions. Its terminology can be translated into structured, pragmatic, and goal-oriented language that resonates with athletes undergoing transitions. This article aims to present the key concepts of COR theory, explore how it may be a suitable addition to the existing literature on athletes’ transitions, and demonstrate its relevance and applicability through a brief clinical example.
Workplaces worldwide are changing rapidly, which poses challenges in achieving the desired outcomes. Thus, it is essential for employees to have a higher sense of thriving to cope with work responsibilities and stay positive. Drawing on the Conservation of Resources (COR) Theory, we examine the effect of team member dissimilarity on the psychological resource of empowerment and the effect of psychological empowerment on thriving. We also investigate the personal resource of motivational cultural intelligence on the relationships between dissimilarity-psychological empowerment and psychological empowerment-thriving at work. Based on a sample of 139 student teams with 481 members that responded to surveys at three time points, our findings suggest that dissimilarity is related to low psychological empowerment when motivational cultural intelligence is low. On the other hand, when dissimilar members are culturally intelligent, they feel more psychologically empowered. Further, psychological empowerment positively affects thriving, and this effect is amplified when individuals possess high levels of motivational cultural intelligence. Limitations and future research avenues are suggested.
This study is based on the Conservation of Resources theory and investigates the impact of the COVID-19 pandemic and associated resource loss on gambling behaviour among Polish gamblers. The study surveyed 585 individuals engaged in land-based gambling before the pandemic. Participants completed computer-assisted web interviews, responding to questions regarding land-based and online gambling frequencies, the Problem Gambling Severity Index, and the Inventory of Loss of Resources in Pandemics. The findings revealed significant shifts in gambling behaviour due to pandemic-related restrictions. Land-based gambling declined during lockdowns and the third wave of the study, while online gambling surged as gamblers transitioned from land-based venues. Gamblers tended to return to land-based options as restrictions eased. Over consecutive waves, participants reported decreasing resource loss levels. Significantly, resource loss was influenced by gambling frequency rather than vice versa. Both types of gambling experienced parallel declines at the beginning of the pandemic, which subsided as the new situation became normalised. Players engaging more in gambling experienced more significant resource losses during the pandemic. Those with more resources at the pandemic’s onset adapted more readily, whereas individuals with limited resources faced resource loss. Conclusions Even with stable gambling levels, heavy gamblers at baseline were at higher risk for issues. The dynamics between resource loss and gambling and problem gambling supported the resource loss spiral concept.
L’objectif de cette étude transversale est de comprendre quelles sont les stratégies de récupération permettant d’amoindrir les conséquences négatives des demandes au travail sur le bien-être psychologique des employés en temps de repos. Les résultats de cette étude (n = 114) révèlent que les stratégies de détachement, de relaxation et de contrôle permettent de modérer la relation négative existante entre le conflit de rôle et les affects positifs au repos. Plus encore, les stratégies de détachement et de relaxation permettent également de modérer la relation positive existante entre l’ambiguïté de rôle et les affects négatifs au repos. Les implications pratiques et théoriques de ces résultats pointent vers l’importance de la récupération en temps de repos, pour une meilleure qualité de vie au travail.
Burnout, characterized by emotional and physical exhaustion, poses a significant challenge to adolescent athletes, particularly in high-intensity sports like basketball. Emotional Intelligence (EI) is the ability to manage emotions, which is negatively associated with burnout. Emotional labor, including strategies of surface acting (SA), deep acting (DA), and genuine expression (GE), plays a potentially key role in emotion management between EI and burnout for athletes. This study aims to investigate the relationship between EI and burnout, as well as the mediating role of emotional labor strategies among adolescent basketball players. Our cross-sectional study, conducted in youth sports schools in four different places in China, involved 260 basketball players. Results indicate a negative association between EI and burnout, with SA and GE emerging as significant mediators. SA was positively linked to burnout, while GE showed a negative association. These findings suggest that enhancing EI and managing emotional labor strategies are crucial for mitigating burnout and improving the well-being and performance of young athletes.
Background
Adolescent internet gaming disorder (IGD) was associated with severe harm, including suicidal ideation. While suicidal ideation was predictive of completed suicides, further research is required to clarify the association between IGD and suicidal ideation among adolescents, as well as the mechanisms involved.
Objective
This study aimed to investigate the understudied association between IGD and suicidal ideation, as well as novel mechanisms associated with it, among Chinese adolescent internet gamers through psychosocial coping resources and psychosocial problems.
Methods
An anonymous, self-administered, cross-sectional survey was conducted among secondary school students who had played internet games in the past year in Guangzhou and Chengdu, China (from October 2019 to January 2020). In total, 1693 adolescent internet gamers were included in this study; the mean age was 13.48 (SD 0.80) years, and 60% (n=1016) were males. IGD was assessed by the 9-item Internet Gaming Disorder Checklist of the DSM-5 (Diagnostic and Statistical Manual of Mental Disorders [Fifth Edition]), while a single item assessed suicidal ideation: “Have you ever considered committing suicide in the past 12 months?” Univariate and multivariate logistic regression associations were conducted to test the significance and directions of the potential factors for suicidal ideation. The mediation mechanism was examined by structural equation modeling.
Results
Among all participants, the prevalence of IGD and suicidal ideation was 16.95% (287/1693) and 43.06% (729/1693), respectively. IGD cases were 2.42 times more likely than non-IGD cases to report suicidal ideation (adjusted odds ratio [OR] 2.42, 95% CI 1.73-3.37). Other significant factors of suicidal ideation included psychosocial coping resources (resilience and social support, both adjusted OR 0.97, 95% CI 0.96-0.98) and psychosocial problems (social anxiety: adjusted OR 1.07, 95% CI 1.05-1.09; loneliness, adjusted OR 1.13, 95% CI 1.10-1.16). The association between IGD and suicidal ideation was partially mediated by 3 indirect paths, including (1) the 2-step path that IGD reduced psychosocial coping resources, which in turn increased suicidal ideation; (2) the 2-step path that IGD increased psychosocial problems, which in turn increased suicidal ideation; and (3) the 3-step path that IGD reduced psychosocial coping resources which then increased psychosocial problems, which in turn increased suicidal ideation, with effect sizes of 10.7% (indirect effect/total effect: 0.016/0.15), 30.0% (0.05/0.15), and 13.3% (0.02/0.15), respectively. The direct path remained statistically significant.
Conclusions
IGD and suicidal ideation were alarmingly prevalent. Evidently and importantly, IGD was a significant risk factor for suicidal ideation. The association was partially explained by psychosocial coping resources of resilience and social support and psychosocial problems of social anxiety and loneliness. Longitudinal studies are needed to confirm the findings. Pilot randomized controlled trials are recommended to evaluate the effectiveness of interventions in reducing suicidal ideation by reducing IGD, improving psychosocial coping resources, and reducing psychosocial problems investigated in this study.
This study examines the impact of migration processes on burnout among Ukrainian university academic staff during the full-scale war. A survey involving 836 participants from 164 higher education institutions revealed that 37% of respondents became forced migrants, either internally (24%) or externally (13%). Significant connections were found between forced migration and burnout among academic staff, with noticeable distinctions between external migrants, internal migrants, and non-migrants. Academic staff who were forced to migrate displayed higher levels of emotional exhaustion compared to non-migrant counterparts. External migrants experienced energy depletion, while internal migrants reported reduced professional accomplishment. Inadequate pay, social security instability, increased professional activity, insufficient state support, anxiety, constant stress, and concern for their country, city, and university were common factors contributing to burnout among all groups. External migrants faced challenges with social protection, team relations, and workload. Internal migrants encountered difficulties in rebuilding professional activities and experienced a heightened sense of danger, particularly for those living in temporarily occupied territories. The findings highlight the necessity for targeted support strategies to address the unique needs of academic staff during conflict and migration, promoting their mental health and resilience at the policymaker and university administrator levels during times of crisis by implementing support strategies and programs to help them cope with the challenges of migration and promote overall job satisfaction for quality education of the next generation of citizens.
Sibling bereavement due to military casualties can produce psychological distress but can also elicit personal growth. This research explored the association between psychological distress and post-traumatic growth (PTG) among military-bereaved siblings via a moderated mediation model. Israeli military-bereaved siblings were recruited through a nonprofit organization devoted to bereaved siblings of military casualties. Participants (N = 155) completed questionnaires of posttraumatic growth, distress, commemoration, social support. Results supported the moderated mediation study model. Specifically, higher psychological distress was associated with lower social support, which was subsequently associated with lower self-disclosure, for the entire sample. This association was strongest for bereaved siblings with high relief-related commemoration, which was then associated with lower PTG. Pursuant to our findings, mental health professionals need to guide bereaved siblings toward involvement in commemoration activities that bring them relief, thus further enabling social support that facilitates personal disclosure and, subsequently, PTG.
Purpose
This article aims to analyse the relationship between staff burnout and resistance to change as well as the implications for leadership.
Design/methodology/approach
The Job Demands Resource Model, the Social Exchange Theory, and the Model of Socially Induced Burnout were used to analyse the relationship of burnout with resistance to change.
Findings
Leadership support is essential in reducing the influence of job demands on staff and on overcoming burnout so that resistance to change is prevented.
Originality/value
This lies on the development of a leadership approach based on the factors that influence burnouted staff against change.
Mindfulness can be defined as awareness and focus on the present. General well-being is important for all individuals including employees of the tourism industry. It is a point of view that has recently been accepted by both researchers and managers that optimal employee performance in the tourism industry is possible not by overloading employees with work but by improving employee motivation and well-being. The fact that uncertainty cannot be avoided in the industry and the majority of the employees are required to provide effective solutions, to customer concerns and needs in a short time, can put a mental strain on tourism employees. The aim of this study is to reveal the importance of mindfulness in tourism employees. The concept of mindfulness and its importance for tourism employees are scrutinized and insights are offered on how to reduce negative emotions and increase positive emotions in tourism employees.
Mental health in the workplace is a growing concern for enterprises and policy makers. MENTUPP is a multi-level mental health intervention implemented in small and medium size enterprises from three work sectors in nine countries. This pilot study aimed to evaluate the feasibility, delivery, and instruments for the MENTUPP intervention to inform the planning of a clustered randomized controlled trial.
We administered items from the Copenhagen Psychosocial Questionnaire and the Danish Work Environment Cohort Study measuring psychosocial workplace factors. The questionnaire was answered by 382 participants at baseline, of which 98 participants also answered after six months at follow-up. We calculated mean scores of 19 psychosocial factors at baseline and conducted repeated measures ANOVAs to assess differences in eight psychosocial factors at follow-up. We also examined whether outcomes differed between work sectors and job positions at follow-up.
The construction sector and workers with no or a lower leadership role reported more negative working environment factors at baseline. We observed a statistically significant decline in social support from colleagues and social community at work, and a marginally significant decline in justice at work. For the rest of the constructs, we did not observe statistically significant changes.
We found significant differences in psychosocial work environment factors among work sectors and job positions at baseline. Contrary to our hypotheses, three psychosocial work environment factors decreased at follow-up. Possible explanations are the utilization of specific psychosocial factors as resources to cope with psychosocial stressors, high participant expectations that were not met by the intervention, insufficient time for structural changes, or the intervention prompting critical evaluations of the work environment. These findings will inform the design and implementation of the forthcoming clustered randomized controlled trial, where they will also be further investigated to validate their significance.
Healthcare professionals report poor overall well‐being, with many citing mental health concerns and stress as contributing factors. Given that healthcare professionals are crucial to the sustainability of the health sector, examining the factors affecting their well‐being at work is essential. This paper reports the findings of research conducted in an Australian regional public hospital, utilising the conservation of resources theory to examine the factors (similarities and differences) that influence the resource loss of healthcare professionals (nurses, medical professionals, and allied health professionals). Qualitative semi‐structured interviews were conducted with 43 healthcare professionals of varying roles, and participant perspectives revealed two themes contributing to a resource‐poor work environment: ‘occupational demands and obstacles’ and ‘barriers to effective teams’. These challenges caused individual resource loss, and as stress arises from resource depletion, each turn of the stress spiral left the individuals and organization with fewer resources to counteract the loss, causing loss spirals to intensify in momentum and scale. The findings of this research emphasise the importance of executing a proactive approach to well‐being initiative implementation to support resource investment and assist in creating a more nurturing healthcare work environment that fosters resource creation and sustenance for healthcare professionals.
This study explores the psychosocial aftermath of the fire disaster by focusing on the levels of post-traumatic stress, hopelessness and perception of adequacy of resources of the affected population in the Manavgat district of Antalya province. The data of this study, which is a descriptive correlational research, were collected between 01 March-31 May 2022. The Information form, Impact of Events Scale, Beck Hopelessness Scale and Perception of Adequacy of Resource Scale were used as the data collection tools. A total of 245 individuals, predominantly farmers and with a low-income status, participated in the study. Field data revealed a high level post-traumatic stress (39.56 ± 15.71), moderate hopelessness (10.53 ± 6.83), and moderate perception of adequacy of resources (104.17 ± 32.15) among the participants. Another important finding of the study is; sociodemographic variables were significantly associated with the impact of events, hopelessness, and perception of adequacy of resources. Being female, low education and income level, being farmer, having heavily damaged house and living in a prefabricated house emerged as risk factors for Post-Traumatic Stress Disorder (PTSD). The results demonstrated a strong correlation between hopelessness, perception of adequacy of resources and post-traumatic stress. Hopelessness partially mediated the relationship between adequacy of resources and post-traumatic stress. The massive physical, economic and social losses caused by wildfire have led to persistent psychosocial problems among the affected population. The findings highlight the importance of assessing losses related to socioeconomic status and applying risk management accordingly. The data obtained in this study can shed light on the determination of risky groups after fire disaster, psychosocial interventions to be applied and the duration of interventions.
On the bases of the theoretical underpinnings and the conceptual model, the central purpose of this study is twofold: (1) to explore the levels of job resources and burnout symptoms among technology and vocational business lecturers, and (2) to explore the specific interplay between job resources and burnout symptoms among technology and vocational business lecturers. A nonexperimental quantitative research design was adopted to actualize the central purpose of this study. The population
consisted of 288 technology and vocational business lecturers from
public universities in Nigeria. The authors applied descriptive
statistics (e.g. mean and standard deviation), inferential statistic
(e.g. correlation) and regression statistics via 10000 resamples
bootstrap with bias corrected and accelerated (BCa) estimates. The
results showed that the level of job resources (e.g., use of various
skills, support from HODs/colleagues, job autonomy, feedback on
the job done and opportunities for career advancement) is
generally low and the level of burnout symptoms (e.g., exhaustion,
mental distance, cognitive impairment and emotional impairment)
is generally high among technology and vocational business
lecturers. The result suggested that technology and vocational
business lecturers currently experienced absence of job resources
and, in turn, suffer from burnout and its symptoms. The results
further showed that job resources (e.g., use of various skills,
support from HODs/colleagues, job autonomy, feedback on the job
done and opportunities for career advancement) negatively
predicted burnout and its symptoms (e.g., exhaustion, mental
distance, cognitive impairment and emotional impairment). The
result suggested that as job resources decreases, burnout and its
symptoms increases. The result also suggested that the
experiences of increased burnout symptoms is a function of the
experiences of decreased job resources. The limitations and future
research focus as well as theoretical and practical implications of
the results are discussed in the study.
Introduction:
Career construction theory proposes that adaptivity affects career adapting through career adaptability. However, research on the mechanism of this pathway remains scarce. By applying career construction theory and conservation of resources theory, we hypothesize that career adaptability (concern, control, curiosity, and confidence) mediates the relationship between empathetic leadership (adaptivity) and innovative behavior (career adapting). Moreover, we posit that uncertain avoidance moderates the mediating mechanism.
Methods:
Our study used SPSS23 and bootstrap methods (PROCESS) to test the proposed model. The sample comprised 301 employees from different firms in various industries. In this study, empathetic leadership-5, career adaptability-24, uncertainty avoidance-5, and innovative behavior-6 scales were used to measure empathetic leadership, career adaptability, and uncertainty avoidance.
Results:
The results revealed that (1) empathetic leadership is positively related to employees' innovative behavior (2) Concern (H2a), control (H2b), curiosity (H2c), and confidence (H2d) mediate the relations between empathetic leadership and employee's innovative behavior (3) Uncertainty avoidance moderates the relationship between empathetic leadership and concern (H3a), control (H3b), curiosity (H3c), and confidence (H3d), such that this relationship is stronger when uncertainty avoidance is higher (4) Uncertainty avoidance moderates the indirect relationship between empathetic leadership and employee innovative behavior through concern (H4a), control (H4b), curiosity (H4c), and confidence (H4d), such that this indirect relationship will be stronger when uncertainty avoidance is high than when it is low.
Conclusion:
We investigated how empathetic leadership affects innovative behavior. Based on career construction theory and conservation of resources theory, we also tested the hypothesis that concern, control, curiosity, and confidence play mediating roles in linking empathetic leadership (career adaptivity) to innovative behavior (career adapting). In addition, this study found that uncertainty avoidance does not always have negative effects. People with a high uncertainty avoidance tendency may be dependent more on empathetic leadership to improve their career adaptability, which promotes their innovative behavior.
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