
Purpose
This paper aims to study the differing pathways to loneliness in managers and their employees. Literature on emotions in organizational life, organizational management and leadership and loneliness are explored to develop and test hypotheses regarding the differential prototypical scripts that can be generative of loneliness in managers and employees.


Design/methodology/approach
A total of 28 managers and 235 employees from a horticultural company based in Mexico were surveyed, using measures of perceived connection quality, loneliness and meaningful work to test three hypotheses.


Findings
Data from 28 managers and 235 staff indicate that while loneliness scores do not significantly differ between managers and their subordinates, the predictors of loneliness differ between managers and employees, with emotional connection and mutuality predicting loneliness in employees but not in managers.


Originality/value
This paper adds specification to the literatures on workplace loneliness, the loneliness associated with management roles, emotions in organizational life and emotions and leadership. The findings are discussed in relation to the literature on manager-subordinate relationships.


Distinctly Lonely: How Loneliness at Work Varies by Status in Organizations

Based on the literature review in recent years, this paper first expounds the concept connotation and structural dimensions of workplace loneliness, then mainly summarizes the empirical research on workplace loneliness, and finally prospects the areas that can be further explored in the future, in order to provide support for the follow-up research.

https://francis-press.com/uploads/papers/vkOJOmywnzm1SSgvRmUn62D84mGfEMJRyV17pwci.pdf

A review of recent studies on workplace loneliness

Much research has been done on the feeling of loneliness of the old and children,yet little attention has been paid to enterprise employees.This paper attempts to study the differences in the feeling of loneliness of enterprise employees in terms of gender,rural or urban origin and work age.

On the Differences in the Feeling of Loneliness of Enterprise Employees

Objective To compare the differences of sense of school belonging(SSB) among migrant children within different school types and peer group membersMethods By using Psychological Sense of School Membership Scale(PSSM) and Security Questionnaire,1 308 migrant children were participated in the investigationResults SSB of migrant children in public schools were significantly higher than those in private schoolsMigrant children with peers from migrant-worker families showed significantly higher SSB than those with peers from local familiesSense of security had a full mediation effect between types of migrant children and their SSBConclusion High SSB exists in migrant children from public schools whose peer group members shared same family background

Sense of school belonging of migrant children:Comparison of different school types and peer group members

Purpose Identification and recruitment of excellent junior faculty, and improving their organizational recognition and sense of belonging are the basis for sustainable development of high-quality colleges and universities. During the pre-employment period, the management of junior faculty in the by various colleges and universities focuses on screening, while organizational socialization tends to be ignored. Materials and Methods Based on the organizational identification theory, 438 new faculty members of colleges and universities were enrolled to investigate the effects of performance pressure on junior faculty by colleges and universities on their organizational socialization, as well as the dual regulation roles of perceived organizational support and job autonomy. Results Empirical analysis reveals that performance pressure has an inverted-U-shaped effect on organizational socialization of junior faculty members; the perceived organizational support negatively regulates the effects of performance pressure on organizational socialization; job autonomy regulates the effects of performance pressure on organizational socialization of junior faculty members by influencing organizational support of junior faculty members, indicating that job autonomy has secondary regulating effects on correlation of performance pressure with organizational socialization of junior faculty members. Conclusion This study elucidates the regulating effect of performance pressure on organizational socialization and explains the phenomenon that many junior faculty members in colleges and universities tend to avoid public affairs, do not integrate into the community and actively take responsibility for their work, which is of theoretical and practical value in the management of performance pressure among junior faculty members in colleges and universities.

https://www.dovepress.com/getfile.php?fileID=88204

Effects of Performance Pressure of Junior Faculty in Universities on Organizational Socialization: The Moderating Role of Organizational Support and Job Autonomy

Given its detrimental implications for employees’ well-being and work performance, this paper seeks to understand how workplace loneliness occurs by focusing on a job-related antecedent, job autonomy. Drawing on role identity theory and situational strength theory, the purpose of this paper is to propose that job autonomy relates to workplace loneliness via perceived insider status, a process moderated by perceived clan culture.,A two-wave survey served to collect data from 430 knowledge workers in 17 enterprises from several major cities in Eastern China.,Job autonomy relates to workplace loneliness via the mediation of perceived insider status. Specifically, job autonomy impacts positively on perceived insider status, which further reduces workplace loneliness. Besides, the relationship between perceived insider status and workplace loneliness is conditional on perceived clan culture – perceived insider status decreases workplace loneliness more effectively in the case of higher perceived clan culture. Furthermore, perceived clan culture moderates the mediating effect of perceived insider status.,This paper is among the few attempts to offer a comprehensive framework in which job and organizational characteristics combine to explain workplace loneliness. Moreover, the findings illustrate that perceived insider status and perceived clan culture complement each other in alleviating workplace loneliness.

Hong Liu

Papers

Effects of job autonomy on workplace loneliness among knowledge workers