Linking core self-evaluation and emotional exhaustion with workplace loneliness: does high LMX make the consequence worse?
31 May 2021-International Journal of Human Resource Management (Routledge)-Vol. 32, Iss: 10, pp 2124-2149
TL;DR: Workplace loneliness has an adverse effect on both the employees and the organizations as discussed by the authors, despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human...
Abstract: Workplace loneliness has an adverse effect on both the employees and the organizations. Despite it being a pervasive issue, workplace loneliness has received scant attention in the domain of human ...
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TL;DR: Developing and testing a conceptual model that highlights how COVID-related stressors frustrate employees' need for belonging and negatively impacting worker well-being and helping behaviors through work loneliness, and examining the buffering role of self-compassion in this process.
Abstract: The coronavirus (COVID-19) pandemic has transformed the way we work, with many employees working under isolating and difficult conditions. However, research on the antecedents, consequences, and buffers of work loneliness is scarce. Integrating research on need for belonging, regulatory loop models of loneliness, and self-compassion, the current study addresses this critical issue by developing and testing a conceptual model that highlights how COVID-related stressors frustrate employees' need for belonging (i.e., telecommuting frequency, job insecurity, and a lack of COVID-related informational justice), negatively impacting worker well-being (i.e., depression) and helping behaviors [i.e., organizational citizenship behavior (OCB)] through work loneliness. Furthermore, we examine the buffering role of self-compassion in this process. Results from a weekly diary study of U.S. employees conducted over 2 months during the initial stage of the pandemic provide support for the mediating role of work loneliness in relations between all three proposed antecedents and both outcomes. In addition, self-compassion mitigated the positive within-person relationship between work loneliness and employee depression, indicating that more self-compassionate employees were better able to cope with their feelings of work loneliness. Although self-compassion also moderated the within-person relationship between work loneliness and OCB, this interaction was different in form from our prediction. Implications for enhancing employee well-being and helping behaviors during and beyond the pandemic are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
43 citations
TL;DR: In this paper, the authors take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990, by analyzing the publication trend.
Abstract: In this paper, we take stock of what The International Journal of Human Resource Management (IJHRM) has achieved in the past 30 years since its inception in 1990. By analyzing the publication trend...
42 citations
TL;DR: In this article, the authors investigated the relationship between knowledge hiding and extra-role performance, while considering the mediating role of emotional exhaustion and moderating roles of political skill, and found that knowledge hiding is correlated with extra role performance.
Abstract: This study investigates the relationship between knowledge hiding and extra-role performance, while considering the mediating role of emotional exhaustion and moderating role of political skill. Re...
22 citations
TL;DR: It is suggested that workplace loneliness can be reduced when managers exchange more information and communicate more frequently with their nurses and when nurses trust their leaders and find their work meaningful.
Abstract: Aim This study examined a model investigating how social interaction variables (leader-member exchange (interactions between managers and nurses), trust, and communication frequency) and work meaningfulness influence nurses' experiences of workplace loneliness. Background As workplace loneliness can result in lower job satisfaction and a decrease in workers' health, understanding the contributing factors to loneliness at work is important. Method In this cross-sectional study, Turkish nurses (N = 864) completed self-report scales measuring social exchange between leaders and members, trust in leaders, communication frequency, work meaningfulness, and loneliness. To avoid fatigue and method variance influence, scales were completed over two testing times (separated by a month). Results Workplace loneliness was associated with less social interaction with leaders (lower leader-member exchange and frequency of communication), less trust in leaders, and lower reports of meaningful work. Conclusion The results suggest that workplace loneliness can be reduced when managers exchange more information and communicate more frequently with their nurses. Workplace loneliness is also reduced when nurses trust their leaders and find their work meaningful. Implications for nursing management Managers supervising nurses need to be aware that workplace loneliness occurs and that their interactions and relationships with the nurses will have an impact on experienced workplace loneliness.
17 citations
References
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TL;DR: Existing evidence supports the hypothesis that the need to belong is a powerful, fundamental, and extremely pervasive motivation, and people form social attachments readily under most conditions and resist the dissolution of existing bonds.
Abstract: A hypothesized need to form and maintain strong, stable interpersonal relationships is evaluated in light of the empirical literature. The need is for frequent, nonaversive interactions within an ongoing relational bond. Consistent with the belongingness hypothesis, people form social attachments readily under most conditions and resist the dissolution of existing bonds. Belongingness appears to have multiple and strong effects on emotional patterns and on cognitive processes. Lack of attachments is linked to a variety of ill effects on health, adjustment, and well-being. Other evidence, such as that concerning satiation, substitution, and behavioral consequences, is likewise consistent with the hypothesized motivation. Several seeming counterexamples turned out not to disconfirm the hypothesis. Existing evidence supports the hypothesis that the need to belong is a powerful, fundamental, and extremely pervasive motivation.
17,492 citations
"Linking core self-evaluation and em..." refers background in this paper
...As individuals, people try to fulfil a range of needs through relationships such as their need for attachment (Bowlby, 1973), belonging (Baumeister & Leary, 1995), affiliation (McClelland, 1985), and social support (Lakey & Cohen, 2000)....
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TL;DR: In this article, multiple regression is used to test and interpret multiple regression interactions in the context of multiple-agent networks. But it is not suitable for single-agent systems, as discussed in this paper.
Abstract: (1994). Multiple Regression: Testing and Interpreting Interactions. Journal of the Operational Research Society: Vol. 45, No. 1, pp. 119-120.
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"Linking core self-evaluation and em..." refers background or methods in this paper
...To test Hypothesis 3, we followed the recommendations of Aiken and West (1991)....
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...Th e lo w er -d ia go na l pr es en ts th e re su lts of sa m pl e 1 an d th e up pe r di ag on al pr es en ts th e re su lts of sa m pl e 2. p < .0 5. p < .0 1. p < .0 01 . mean-centred prior to interaction (Aiken & West, 1991)....
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TL;DR: A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals as discussed by the authors, and three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment.
Abstract: A scale designed to assess various aspects of the burnout syndrome was administered to a wide range of human services professionals. Three subscales emerged from the data analysis: emotional exhaustion, depersonalization, and personal accomplishment. Various psychometric analyses showed that the scale has both high reliability and validity as a measure of burnout.
10,212 citations
"Linking core self-evaluation and em..." refers methods in this paper
...Emotional exhaustion was operationalized using 9-item Maslach Burnout Inventory (Maslach & Jackson, 1981)....
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TL;DR: The convergence and differentiation criteria, as applied by Bagozzi, are shown not to stand up under mathematical or differentiation criteria.
Abstract: Several issues relating to goodness of fit in structural equations are examined. The convergence and differentiation criteria, as applied by Bagozzi, are shown not to stand up under mathematical or...
8,248 citations