Workplace fairness and emotional exhaustion in Nigeria police: the moderating role of gender

This study examined the moderating role of gender in the relationship between perceived workplace fairness and reported level of emotional exhaustion among a sample of Nigeria police. A total of 214 participants took part in the cross-sectional survey. Results of the moderated hierarchical regression analysis provided support for gender as a moderating variable in the relationship between perceived workplace fairness and emotional exhaustion, such that perceived workplace fairness was a stronger predictor of emotional exhaustion among male police than for female police. The practical implications for the management of emotional exhaustion in general, and for the Nigeria police in particular, were emphasized.     

Personality as a moderator between emotional exhaustion and workplace deviance among teachers

This study investigated the moderating role of personal factors of agreeableness and conscientiousness in the relationship between emotional exhaustion and workplace deviance. The sample comprised 200 teachers from nine schools in the south-eastern part of Nigeria (females = 85%; married = 85%; age range 20–59 years; organisational tenure = 8.04 years, SD = 7.44 years; senior staff = 55%). The teachers completed measures of self-reported agreeableness, conscientiousness, emotional exhaustion, workplace deviance, and demographics. Hierarchical moderated regression analysis was utilised to predict workplace deviance from agreeableness, conscientiousness, and emotional exhaustion. The results showed that agreeableness and conscientiousness negatively predicted workplace deviance, whereas emotional exhaustion positively predicted it. In addition, individuals who are low in agreeableness were more likely to indulge in workplace deviance, whereas those high in this trait were more likely to refrain from it. Managing personal workplace deviance may sap resources for work productivity.     

Effect of Perceived Politics and Perceived Support on Bullying and Emotional Exhaustion: The Moderating Role of Type A Personality

Recognizing that bullying can occur in varying degrees of severity, the current study suggest the importance of individual traits in individual perceptions of being targets of bullying and ensuing emotional exhaustion. The present study extends the work environment hypothesis and trait activation theory by a joint investigation of the mediating role of (a) workplace bullying in linking perceived organization politics and perceived organization support with emotional exhaustion and (b) the moderating role of Type A behavioral pattern in influencing the mediation. Using a field sample of 262 employees working in different organizations of Pakistan, this study tested a moderated mediation model. Results were consistent with the hypothesized model, in that workplace bullying mediated the relationship of perceived organization politics and perceived organization support with emotional exhaustion. Type A behavior moderated the perceived politics—bullying, perceived support–bullying, and bullying—emotional exhaustion relationships. The mediation of bullying varied with levels of Type A behavior in these relationships.     

When does commitment backfire: Linking employee continuance commitment to silence behavior

IntroductionExtant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior.ObjectiveThis study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age.MethodWe recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively.ResultsOur results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant.ConclusionAlthough employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.     

工作家庭冲突视角下幼儿教师情感耗竭的心理机制:情绪智力的作用

以270名幼儿教师为被试,采用问卷调查法,探讨了情绪智力在工作家庭冲突对情感耗竭影响中的调节效应。结果表明:(1)幼儿教师情感耗竭处于中等倦怠水平。教师情感耗竭在性别、婚姻状态、所带班级、教龄方面差异显著。男教师情感耗竭水平显著高于女教师;已婚教师情感耗竭水平显著高于未婚教师;带小班的教师情感耗竭水平显著高于带大班的教师;6~10年教龄的教师情感耗竭水平显著高于5年以下及11年以上教龄的教师。(2)幼儿教师工作干扰家庭(WIF)和家庭干扰工作(FIW)与情绪智力呈负相关,而与情感耗竭呈正相关;情绪智力与情感耗竭呈负相关。(3)幼儿教师情绪智力在工作家庭冲突对工作倦怠的影响中发挥显著的缓冲作用。     

Hope and athlete burnout: Stress and affect as mediators

ObjectiveIn this study we examined the relationship between trait hope and burnout in elite junior soccer players and whether stress and positive and negative affect mediated this relationship.MethodsParticipants were 238 Swedish soccer players (166 males, 71 females; one did not indicate gender) aged 15–19 years who completed questionnaires measuring trait hope, perceived stress, positive and negative affect, and athlete burnout (i.e., emotional/physical exhaustion, a reduced sense of accomplishment, and sport devaluation).ResultsBivariate correlations were consistent with hope theory contentions indicating significant negative relationships between hope and all three burnout dimensions. The relationship between hope and emotional/physical exhaustion was fully mediated by stress and positive affect. For sport devaluation and reduced sense of accomplishment, stress and positive affect partially mediated the relationship with hope. In contrast, negative affect did not mediate the relationship between hope and any of the burnout dimensions.ConclusionThe results support earlier findings that hope is negatively related to athlete burnout. Support was also found for the hypothesis that high hope individuals would experience less stress and therefore less burnout. Promoting hope may be relevant in reducing the likelihood of this detrimental syndrome.     

A meta‐analytic review of the relationship between emotional dissonance and emotional exhaustion

This meta‐analysis examined the relationship between emotional dissonance and burnout. We collected 57 independent samples that included self‐report measures of emotional dissonance and emotional exhaustion from 16,165 employees. As predicted, a reliable relationship (r = .34) between the two variables was found, indicating that employees who “fake” their emotions at work also suffer from emotional exhaustion, a key component of job burnout. Moderation analyses indicate that effect sizes strengthen as an increasing function of publication year, and are strongest in police work, compared with other service job types. As predicted from a gender role perspective, effect sizes are more pronounced as the percentage of women increases in a sample. Results suggest that emotional dissonance may be added to the growing list of job stressors that lead to emotional exhaustion.     

The Relationship of Coworker Incivility to Job Performance and the Moderating Role of Self-Efficacy and Compassion at Work: The Job Demands-Resources (JD-R) Approach

Purpose

This study examined the relationship between coworker incivility and job performance via emotional exhaustion, and the moderating effect of employee self-efficacy and compassion at work on the relationship.

Design/Methodology/Approach

Drawing on the Job Demands-Resources (JD-R) model, we hypothesized an indirect relationship between coworker incivility and job performance through emotional exhaustion. Also, we predicted that the positive relationship between coworker incivility and emotional exhaustion would be weaker for employees with high self-efficacy and compassion experience at work. Surveys were gathered at two time points, 3 months apart, from 217 frontline employees of a five-star hotel in South Korea.

Findings

The results indicated that coworker incivility was negatively related to job performance and that the link was fully mediated by emotional exhaustion. Employees’ self-efficacy buffered the negative outcomes of coworker incivility, whereas experienced compassion at work did not moderate the relationship between coworker incivility and emotional exhaustion.

Implications

This study advances understanding of the negative consequences of coworker incivility and the ways to attenuate such negative effects. We suggested emotional exhaustion as a key psychological mechanism and revealed self-efficacy belief as a boundary condition related to coworker incivility.

Originality/Value

With a focus on emotional exhaustion, this study addresses the call for a better understanding of the psychological mechanism involved in workplace incivility. Also, we discovered the role that personal resources play in mitigating the negative effects of coworker incivility. Finally, we extend the literature by theorizing the boundary conditions of coworker incivility using the JD-R approach.

     

Inertia of negative emotions at work: Correlates of inflexible emotion dynamics in the workplace*

Emotional inertia is a central feature of emotion dynamics and it refers to the degree to which emotional states are self-predictive and linger over time, describing their resistance to change. It is related to several indicators of maladjustment, yet there is limited research on its correlates in the workplace, where it may be particularly relevant as emotional experiences deeply influence organizational life. In two experience-sampling studies, we studied temporal dependency of negative emotional states at work in terms of emotional inertia. In a first study (n = 128), we investigated the association between exhaustion, the core dimension of burnout, with inertia of negative emotions. In a second study (n = 116), we aimed to replicate findings from the first study and additionally examined the moderating role of inertia of negative emotions in the relationship between negative emotions at work and counterproductive work behaviour. The findings show that exhaustion is consistently associated with inertia of negative emotions, and that inertia of negative emotions aggravates the relation between negative emotions and workers' counterproductive work behaviour.     

L’affectivité positive et négative : des facteurs de protection ou de vulnérabilité à l’engagement au travail

This study examines the effects of work engagement on altruistic performance and emotional exhaustion as well as the moderating effect of the positive and negative affectivity traits. Data were collected through questionnaires among a sample of 279 employees working in a variety of industries. Results indicate that positive and negative affectivity exert distinct moderating influences on the effects of the dimensions of work engagement. Positive affectivity accentuates the positive effect of physical engagement on altruistic performance and the negative effect of emotional engagement on exhaustion. Negative affectivity acts as a moderator in the relationship between emotional engagement and exhaustion such that emotional engagement considerably reduces the risk of exhaustion among individuals with high levels of negative affectivity.     

Affectivity,Emotional Labor,Emotional Exhaustion,and Emotional Intelligence in Coaching

This study investigated the relationship among affectivity, emotional labor strategies, and emotional exhaustion, and the moderating effect of emotional intelligence in that relationship. There were 430 NCAA Division I coaches who completed questionnaires measuring affectivity, the forms of emotional labor, emotional exhaustion, and emotional intelligence, which were modified to fit the coaching context. The result indicated that positive affectivity predicted 3 forms of emotional labor. In addition, coaches’ surface acting and genuine expression significantly predicted their emotional exhaustion. Furthermore, emotional intelligence moderated the relationship between surface acting and emotional exhaustion. These results reveal the important role of emotional labor on coaches’ well-being.     

Mindfulness,resilience, emotional exhaustion,and turnover intention in secondary physical education teaching

IntroductionResults from the broader psychology literature indicate that mindfulness may be a highly valuable personal resource. However, the construct has enjoyed far less attention in the field of school psychology, specifically within the context of physical education. The stressful nature of physical educators’ work warrants inquiry focused on the interplay between the psychologically supportive constructs of mindfulness and resilience and the psychologically depletive constructs of emotional exhaustion on turnover intention.ObjectiveThis study examined the relationships between secondary physical educators’ trait mindfulness, resilience, emotional exhaustion, and turnover intention.MethodA total of 246 physical educators across the United States completed an online questionnaire measuring trait mindfulness, resilience, emotional exhaustion, and turnover intention. Data were analyzed by confirmatory factor analysis and structural equation modeling.ResultsAfter verifying the factor structure, results of structural equation modeling indicated that trait mindfulness was positively associated with resilience, and negatively associated with emotional exhaustion and turnover intention. Resilience was negatively associated with emotional exhaustion, which in turn was positively associated with turnover intention. Resilience partially mediated the trait mindfulness-emotional exhaustion relationship while emotional exhaustion fully mediated the resilience-turnover intention relationship.ConclusionGiven their ability to impact students’ experiences in physical education through the class culture they create, it is crucial that physical educators feel as though they can manage the emotional demands of their work. This study highlights the importance of trait mindfulness and resilience in efforts of enhancing physical educators’ wellbeing and job-related attitudes.     

Workplace Stressors,Job Attitude,and Job Behaviors: Is Interpersonal Conflict the Missing Link?

This research examines a model focused on two acute workplace stressors—interpersonal conflict and work overload—and their interrelationships with role stress, emotional exhaustion, job attitude, working smart, job performance, and turnover intentions. The moderating role of working smart on the relationship between work overload and interpersonal conflict is also investigated. A model is tested using responses of sales employees working for four large financial institutions in South America. Findings indicate that work overload and interpersonal conflict mediate the impact of role stress on emotional exhaustion, job attitudes, and behaviors. Our findings also show that work overload plays a significant role in the stressor-strain process. Results are discussed with reference to previous findings and future research.     

Daily suppression of discrete emotions during the work of police service workers and criminal investigation officers

The aim of the present research among Dutch police officers was to examine whether fluctuations in emotional job demands predict exhaustion through the suppression of discrete emotions. A first diary study (N =25) tested how the suppression of discrete emotions is related to exhaustion at the end of the work shift of police call-center service workers. Results revealed that suppressing anger was positively related to exhaustion at the end of a work shift, whereas suppressing happiness was not. A second study (N=41) among criminal investigation officers showed that the emotions anger, abhorrence, and sadness were among the most common negative emotions that were suppressed as part of the emotional labor of this specialized occupational group. Results of a third (diary) study (N=39) confirmed that emotional dissonance and more particularly the suppression of abhorrence mediated the relationship between emotional job demands and exhaustion at the end of a work shift.     

The costly burden of an inauthentic self: insecure self-esteem predisposes to emotional exhaustion by increasing reactivity to negative events

Background and objectives: A long research tradition has investigated the impact of stress on university students by assuming that individuals have a limited reservoir of resources, and that negative events and circumstances progressively drain resources thereby producing exhaustion. A recent research tradition, instead, has focused on the detrimental consequences of discrepant levels of implicit (ISE) and explicit (ESE) self-esteem on the development of stress-related symptoms. The present research attempted to merge the aforementioned approaches, with the aim of explaining significant predictors of stress.

Design: Within the framework of a Longitudinal Structural Equation Model, we followed a moderated-mediated approach.

Method: A sample of university students (N?=?209; 66% females) completed a questionnaire battery including measures of ISE, ESE, perceptions of negative events, and emotional exhaustion. Participants were assessed once a week for eight consecutive weeks.

Results: ISE significantly moderated the relationship between ESE and negative events; in turn, the latter significantly predicted emotional exhaustion. Monte Carlo method for assessing mediation showed that negative events significantly mediated the relationship between incongruent self-esteem and emotional exhaustion.

Conclusions: The detrimental role of incongruent self-esteem has been corroborated. Practical implications and suggestions for future research dealing with stress in a university setting were provided.     

Workplace Bullying and Burnout: The Moderating Effects of Social Support

This study aims to investigate the moderating effects of social support on the link between workplace bullying and burnout. This correlational study includes 222 employees recruited from various industry sectors. Participants completed the Revised Negative Acts Questionnaire, the Maslach Burnout Inventory, and the Social Support Scale. Colleague and supervisor support moderated the relationship between both work- and person-related bullying with burnout, whereas family and senior management support moderated the links between burnout and person-related and physically intimidating bullying, respectively. High levels of emotional support were associated with greater emotional exhaustion in work-related and overall bullying. Different forms of social support moderated the links between different forms of workplace bullying and different components of burnout. The present findings may inform anti-bullying prevention programs and interventions supporting bullying victims.     

Exploring the black box of the contingent reward leadership–performance relationship: The role of perceived justice and emotional exhaustion

Using data collected from three different sources (N = 294), we examined a model in which perceived organizational justice (distributive, procedural, and interactional) and emotional exhaustion mediate the relationship between contingent reward leadership (CRL) and two performance indicators, namely organizational citizenship behaviours (OCB) and absenteeism. We found that procedural justice mediates the negative relationship between CRL and emotional exhaustion while controlling for work overload and transformational leadership. We also found that emotional exhaustion plays a mediating role in the relationship between two dimensions of justice (procedural and interactional) and both OCB and absenteeism. Interactional justice and distributive justice were also directly linked to OCB. Implications of these findings for research on leadership, psychological health, and organizational justice are discussed.     

Moderating Role of Affectivity in Emotional Labor and Emotional Exhaustion Among Customer Services Representatives

The present study proposed a moderating role of affectivity in the relationship between modes of emotional labor and emotional exhaustion among customer services representatives. A sample of 232 customer services representatives from cellular services and banking sectors of Islamabad, Pakistan was purposively chosen for this study. Deep acting and surface acting was measured through Emotional Labor Scale (Brotheridge and Lee Journal of Occupational and Organizational Psychology 76:365–379, 2003), positive and negative affectivity (NA) was measured through Positive and Negative Affect Schedule (Watson et al. Journal of Personality and Social Psychology 54:1063–1070, 1988), and emotional exhaustion was assessed through Burnout Scale (Erickson and Ritter Social Psychology Quarterly 64(2):146–163, 2001). Hierarchical regression analyses provided empirical support for the proposed model. Negative affectivity (NA) and deep acting significantly predicted emotional exhaustion. Positive affectivity (PA) significantly decreased the likelihood of being emotionally exhausted as a consequence of deep acting whereas negative affectivity (NA) significantly increased the likelihood of being emotionally exhausted as a consequence of surface acting. Finally, customer services representatives of cellular services and women were found to be more prone to emotional exhaustion as compared to their counterparts. Limitations and suggestions for future research have also been discussed.     

MORE THAN NUMBERS: INDIVIDUAL AND CONTEXTUAL FACTORS IN HOW GENDER DIVERSITY AFFECTS WOMEN'S WELL-BEING

This study examined factors related to workplace gender diversity in a sample of 87 college-educated White women. Specifically, we investigated the moderating effects of one individual difference variable (sensitivity to sexism) and one contextual variable (perceptions of the workplace climate) in the relationship between the gender composition at the hierarchical level above the woman and her well-being (job satisfaction and general health). Results indicated that more negative well-being was associated with having more women working at the level above when women worked in a perceived negative climate whereas more positive well-being was associated with having more women working at the level above when women worked in a perceived positive climate. For general health, these findings were stronger for women who were also sensitive to sexism. Implications for research on gender diversity in work organizations are discussed.     

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.