Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction,Work Engagement as Indices of Work-Related Well-Being

The purpose of this study was to investigate the role of emotional intelligence in relation to core self-evaluations (CSE) and work-related well-being. A sample of 356 employees who are all females completed measures of CSE, emotional intelligence, job satisfaction and work engagement. Results revealed that higher levels of CSE were correlated with higher levels of emotional intelligence, job satisfaction and work engagement. Higher levels of emotional intelligence were associated with greater job satisfaction and work engagement. Structural Equation Modeling (SEM) indicated that emotional intelligence partially mediated the association between CSE and work-related well-being. The results revealed the importance of emotional intelligence in order to improve occupational well-being of employees. This research makes a contribution to the potential mechanism of the relationship between CSE and work-related well-being.     

Personality and counterproductive work behaviour: Using conservation of resources theory to narrow the profile of deviant employees

We leverage conservation of resources (COR) theory to explain how conscientiousness and emotional stability (ES) are associated with resource management strategies that may reflect instrumentally driven counterproductive work behaviour (CWB). Specifically, we investigated how the relationship between conscientiousness and CWB varies as a function of the level of available personal (i.e., ES) and organizationally provided (i.e., experienced job constraints) resources. Results from two surveys administered 4 weeks apart to US employees indicate that the negative relationship between conscientiousness and CWB is positive among employees who are low in ES.     

Boredom at work: towards a dynamic spillover model of need satisfaction,work motivation,and work-related boredom

Boredom occurs regularly at work and can have negative consequences. This study aimed to increase insight in the antecedents and processes underlying the development of work-related boredom by (a) examining whether work-related need satisfaction and the quality-of-work motivation mediate the associations between the work characteristics defined in the Job Characteristics Model and work-related boredom, (b) investigating if this motivational process operates both on an “enduring,” between-person level and a daily within-person level, and (c) examining if and how daily experiences of work-related boredom spill over to the next day. Data among employees were collected in a cross-sectional study (N = 115) and a 5-day daily diary study (N = 90). Study 1 results showed that need satisfaction and quality-of-work motivation mediated the association between work characteristics and work-related boredom. This motivational process was also found on a day-to-day basis in Study 2. This study further revealed that work-related boredom spills over to the next day through its associations with increased negative work attitudes and decreased intrinsic motivation. These findings provide insight in the process by which momentary experiences of boredom at work may develop into a more enduring experience of work-related boredom.     

员工负性情绪对情绪劳动策略的影响

情绪劳动指的是员工在工作中按照组织的要求来调节自己的情绪感受和表达, 是服务行业普遍关注的问题。本研究基于自我调节理论(Self-Regulation Theory), 探讨了员工个体内负性情绪对情绪劳动策略的影响效应, 以及个体间水平上员工工作年限和情绪智力对该效应的跨层次调节作用。通过分析收集自210名呼叫中心员工14个工作日的追踪数据, 本研究发现员工每天的负性情绪显著抑制了深层动作; 工作年限和情绪智力显著调节了个体内负性情绪对情绪劳动策略的影响效应。数据分析结果支持了情绪劳动的研究中自我调节理论的作用, 本研究也据此讨论了理论意义和实践应用价值。     

Close monitoring as a contextual stimulator: How need for structure affects the relation between close monitoring and work outcomes

In this article, we argue and demonstrate that employees’ Personal Need for Structure (PNS) moderates the negative effects of close monitoring on job satisfaction, intrinsic work motivation, and innovative job performance (as rated by their supervisors). In a field study (N = 295), we found that employees low in PNS reacted unfavourably to close monitoring, whereas employees high in PNS reacted more favourably to close monitoring. Furthermore, we demonstrate that the negative effect of close monitoring on job satisfaction and intrinsic work motivation among low PNS employees can be explained by a reduction of perceived autonomy. In contrast, the positive effects of close monitoring on these favourable outcomes among high PNS employees were associated with increased role clarity.     

Identifying long-term patterns of work-related rumination: associations with job demands and well-being outcomes

The aim of this 2-year longitudinal study was to identify long-term patterns of work-related rumination in terms of affective rumination, problem-solving pondering, and lack of psychological detachment from work during off-job time. We also examined how the patterns differed in job demands and well-being outcomes. The data were collected via questionnaires in three waves among employees (N = 664). Through latent profile analysis (LPA), five stable long-term patterns of rumination were identified: (1) no rumination (n = 81), (2) moderate detachment from work (n = 228), (3) moderate rumination combined with low detachment (n = 216), (4) affective rumination (n = 54), and (5) problem-solving pondering (n = 85), both combined with low detachment. The patterns differed in the job demands and well-being outcomes examined. Job demands (time pressure, cognitive and emotional demands) were at the highest level across time in patterns 3–5 and lowest in pattern 1. Patterns 3 and 4 were associated with poorer well-being outcomes (higher job exhaustion and more sleeping problems, and lower work engagement) across time. By contrast, pattern 5 showed positive outcomes, especially high level of work engagement. Thus, the different patterns of work-related ruminative thoughts suggest diverse relationships with job demands and well-being.     

If You Are Emotionally Intelligent: The effects of customer‐related social stressors on counterproductive work behavior for front‐line service employees

Recent literature in the area of employee–customer interactions suggests that stressful encounters contribute to negative outcomes for service employees. Few studies, however, have focused on the effects of customer‐related social stressors (CSS) on counterproductive work behavior (CWB) among front‐line service employees. The researchers tested a moderated mediation model of the effects of CSS on CWB with the key objective of exploring the mediation effects of emotional exhaustion and the moderating effects of emotional intelligence on this relationship. Based on a sample of 244 call center representatives in China, the research revealed that CSS led to emotional exhaustion, which, in turn, related to CWB for service employees. Furthermore, emotional intelligence acted as a buffer on the effects of CSS on CWB via emotional exhaustion.     

A time-lagged analysis of the effect of authentic leadership on workplace bullying,burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes.     

Profiles of commitment in standard and fixed-term employment arrangements: Implications for work outcomes

This paper develops and tests a framework for understanding the relative importance and predictive efficacy of commitment to one’s profession, organization, supervisor and job in both standard and fixed-term employment arrangements. Drawing from the commitment and employment arrangement literatures, we test a set of hypotheses identifying distinct patterns of commitments (i.e., commitment profiles) to these four targets that should yield desired work-related outcomes in standard and fixed-term employment arrangements. We test our hypotheses using latent profile analysis on data collected from two Finnish universities (N1 = 235, N2 = 233). A high macro profile, characterized by high commitment to profession, organization and job, and moderate commitment to supervisor, emerged for employees in standard employment relationships, and this profile was associated with significantly higher positive work behaviours and work effort and lower turnover intentions than the other profiles. For employees with fixed-term employment contracts, a high cosmopolitan profile emerged, characterized by high commitment to the profession and job and low commitment to the organization and supervisor. For these employees, this profile was associated with positive work behaviours and work effort comparable to the high macro profile. Implications for theory, research and practice are discussed.     

Job insecurity and the benefits of work

The presented study combines conservation of resource theory with latent deprivation theory to explain the negative relationship between job insecurity and mental health. Specifically, we propose that people who face the threat of job insecure would perceive worse access to the benefits of work, which would explain the negative effect of job insecurity on mental health. In a two-wave study, employees rated their perceived job insecurity, their access to the benefits of work, and their mental health. Cross-sectional multiple mediation analysis at Time 1 (n = 295) and Time 2 (n = 236) showed that the negative relationship between job insecurity and mental health was partly due to a perceived lack of the benefits of work. Longitudinal results (n = 173) revealed that job insecurity was related to a decrease in financial benefits, which in turn predicted mental health. However, this effect was only visible if it was not controlled for prior levels of the benefits of work. The results are discussed with regards to conservation of resource theory and latent deprivation theory and the potential of this framework for explaining negative mental health effects of job insecurity.     

A step away from impaired well-being: a latent growth curve analysis of an intervention with activity trackers among employees

ABSTRACT

The present study evaluated the effectiveness of a workplace intervention combining activity trackers (behavioural approach) with an online coach (cognitive approach) in order to increase employees’ number of steps and improve their impaired well-being (i.e., emotional strain and negative affect). To analyse the intervention’s effectiveness, the study applied latent growth curve modelling. Moreover, we tested whether work-related and personal resources (i.e., job control and self-efficacy) moderated the intervention’s effectiveness and whether an increase in number of steps was associated with an improvement in impaired well-being. During the intervention, data were collected at six measurement points from 108 mainly low active employees. The results revealed that employees increased their number of steps until the second intervention week; this increase was not moderated by job control or self-efficacy. Moreover, the intervention was effective in decreasing emotional strain and negative affect over the course of the intervention. Further analyses showed that the increase in number of steps was related to the decrease in negative affect, whereas no such association was found for the increase in number of steps and the decrease in emotional strain. In conclusion, the findings showed that our intervention was effective in improving physical activity and impaired well-being among employees.     

Transformational leadership,psychological empowerment,and flow at work

ABSTRACT

Frequent experiences of flow – an enjoyable state of optimal challenge – at work are associated with many positive individual and organizational outcomes. In our research, we examine how leaders affect subordinates’ flow experiences through subordinates’ work-related self-concept. Specifically, on the basis of self-concept theory, we propose that transformational leaders affect followers’ work-related self-concept, which we construe as followers’ psychological empowerment, consisting of the four sub-facets of meaning, competence, self-determination and impact. We further propose that psychological empowerment is positively related to flow experiences at work. In sum, we thus hypothesize that the effect of transformational leadership on employees’ flow experiences is mediated by psychological empowerment. Additionally, we propose that this indirect effect is moderated such that it is stronger for employees holding a formal leadership position. We tested the model with two two-wave questionnaire studies with employees (Study 1: N = 307 at time 1; N = 60 at time 2; Study 2: N = 611 at time 1; N = 271 at time 2) from different organizations. Path models reveal support for the mediation hypotheses in both samples but not for the moderated mediation hypothesis.     

Divergent effects of detachment from work: a day-level study on employee creativity

Detachment from work during non-work time is generally related to a decrease in work-related strain. However, it might also hamper employees’ generation of new and useful ideas about work by completely shutting off work-related thoughts and/or feelings outside of work. In this day-level study, we used a within-person design to investigate the role of cognitive and emotional detachment from work during non-work time in relation to equivalent types of job demands and job resources, in the prediction of employee creativity. Cognitive detachment from work refers to mentally disconnecting from work and no longer thinking about job-related issues, whereas emotional detachment from work refers to affectively disconnecting from work and no longer experiencing job-related emotions. Survey data were gathered over the course of eight consecutive days from 151 health care employees. Multi-level analyses revealed that: (1) cognitive detachment was positively related to creativity, irrespective of the level of cognitive job demands and resources; (2) high emotional job demands in combination with either low levels of emotional detachment or high levels of emotional job resources were positively related to creativity. This day-level study provides insight into the relation between detachment from work and creativity from a process perspective, by showing specific conditions under which different types of detachment from work benefit employee creativity.     

Relationships between leaders' and subordinates' emotion regulation and satisfaction and affect at work

The study examined relationships between leaders' emotion regulation and leaders' and subordinates' work-related outcomes. Fifty-one school directors and 281 teachers reported on their strategies of emotion regulation (reappraisal, suppression), job satisfaction, and affect at work. For subordinates, suppression was negatively related to job satisfaction and was positively related to negative affect and emotional exhaustion, and reappraisal was positively related to job satisfaction and negatively to negativ affect. In contrast, multilevel analyses found that directors' use of reappraisal was neg atively related to subordinates' job satisfaction, and directors' use of suppression wa positively related to subordinates' positive affect. Leaders' suppression interacted wit group cohesion to predict subordinates' negative affect. This is one of the first studies to find evidence for the possible tension between leaders' emotion regulation competencie and organizational-role interests.     

Disentangling the Relationship Between Implicit Aggressiveness and Counterproductive Work Behaviors: The Role of Job Attitudes

Implicit aggressiveness, measured by the Conditional Reasoning Test for Aggression (CRT-A), has been shown to be important for understanding counterproductive work behaviors (CWBs). However, it is not clear how employees justify CWBs that stem from their unconscious tendencies. We tested the idea that implicitly aggressive individuals develop negative job attitudes (JAs) to justify their CWBs. In Study 1, 333 employees completed the CRT-A, a battery of JAs, and a CWBs scale. In Study 2, another sample (n = 341) completed the CRT-A and different measures of JAs and CWBs. In both studies, implicit aggressiveness explained JAs and self-reported CWBs. Although the design did not allow establishment of exact causal sequence, both studies were more consistent with the model where CWBs mediated the CRT-A and JA relationship.     

The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three‐way interaction

The current study examined interactive effects among personality and job stressors in predicting employees' engagement in counterproductive work behavior (CWB) defined as behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB‐O) and people (CWB‐P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB‐O and CWB‐P. Further, it was found that the positive relationships of interpersonal conflict with CWB‐O and CWB‐P were strongest for people of low emotional stability–low agreeableness among all emotional stability–agreeableness combinations, and that the positive relationships of organizational constraints with CWB‐O and CWB‐P were strongest for people of high emotional stability–low conscientiousness among all emotional stability–conscientiousness combinations.     

Does Dispositional Aggression Feed the Narcissistic Response? The Role of Narcissism and Aggression in the Prediction of Job Attitudes and Counterproductive Work Behaviors

Purpose

The purpose of this study was to extend the personality and work-related outcomes literature by examining: (1) the effects of narcissism on job satisfaction, organizational commitment, and counterproductive work behaviors and (2) the moderating effects of dispositional aggression on the narcissism–counterproductive work behaviors relationship.

Design/Methodology/Approach

Multi-wave data were collected from 381 workers employed in a variety of work settings within the United States.

Findings

Narcissism had consistent main effects on job satisfaction, organizational commitment, and counterproductive work behaviors after controlling for the personality characteristics agreeableness, conscientiousness, neuroticism, and aggression. Aggression moderated the relationship between narcissism and counterproductive work behaviors, such that the positive relationship between narcissism and counterproductive work behaviors was stronger when dispositional aggression was high.

Implications

This study provides greater clarity regarding the role of narcissism within job attitudes and behaviors, shows that dispositional aggression strengthens or amplifies the narcissistic response for counterproductive work behaviors, and provides a platform to further explore narcissism and aggression within the workplace.

Originality/Value

This study found that narcissism consistently predicted unique variance in work-related criteria after the effects of agreeableness, conscientiousness, neuroticism, and aggression were controlled. It also found evidence that aggression moderates the effects of narcissism on counterproductive work behaviors. This study is the first to directly examine these effects.     

Counterproductive sustainability behaviors and their relationship to personality traits

This article introduces the concept of ‘counterproductive sustainability behaviors’ (CSB) as a novel expression of counterproductive work behaviors (CWB). It presents a short measure of CSB that applies the construct of counterproductivity to employee behaviors in the environmental sustainability domain. Personality assessments were administered to three independent samples—employed students, experienced employees, and job applicants—to investigate the relationship between personality and CSB (self-reports and other-rated), and to compare results to those obtained in the prediction of traditional CWB.     

Nonlinear associations between job insecurity and adaptive performance: The mediating role of negative affect and negative work reflection

This study aimed at investigating the association between employee-rated job insecurity and supervisor-rated adaptive performance. We hypothesized a nonlinear association between job insecurity and adaptive performance, expecting negative affect and negative work reflections to mediate this relationship. Using a sample of 131 employee–supervisor dyads, path analysis revealed a curvilinear relation between job insecurity and supervisor-rated adaptive performance, indicating medium job insecurity being linked to the lowest adaptive performance. Bootstrapping confirmed that negative affect and negative work reflection both mediated the nonlinear association between job insecurity and adaptive performance. After a time lag of 16 weeks, 71 supervisors again rated their employees’ adaptive performance. Path analysis confirmed a nonlinear association between employees’ job insecurity (T1) and supervisor-rated adaptive performance (T2). Theoretical and practical implications are discussed.     

教师情绪智力和工作绩效的关系：工作家庭促进和主动行为的中介作用

采用整群抽样法对630名中小学教师进行调查,考察教师情绪智力与工作绩效之间的关系,以及工作家庭促进和主动行为在其中的中介作用。结果发现：（1）教师情绪智力、工作促进家庭、家庭促进工作和主动行为与工作绩效呈显著正相关;（2）教师情绪智力对工作绩效具有直接的正向预测作用,同时还通过家庭促进工作和主动行为的多重中介作用对工作绩效产生影响;（3）高低情绪智力对工作绩效的影响机制不同,低情绪智力通过家庭促进工作的部分中介作用影响教师工作绩效,高情绪智力通过家庭促进工作和主动行为的完全多重中介作用影响教师工作绩效;（4）工作家庭促进中工作促进家庭维度在教师情绪智力影响工作绩效中没有显著中介作用。