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: In this paper, an argument is made for incorporating the distinction between approach and avoidance motivation into the performance-mastery dichotomy, and a revised, trichotomous framework of achievement goals comprising mastery, performance-approach, and performance-avoidance goals is described and reviewed.
Abstract: Achievement goal researchers and theorists have relied primarily on the distinction between performance goals and mastery goals in differentiating competence-based strivings. In this article, an argument is made for incorporating the distinction between approach and avoidance motivation into the performance-mastery dichotomy. Historical, theoretical, and empirical reasons for attending to the approach-avoidance distinction are offered, and a revised, trichotomous framework of achievement goals comprising mastery, performance-approach, and performance-avoidance goals is described and reviewed. This trichotomous framework is discussed in the broader context of a hierarchical model of achievement motivation that attends to the motivational foundation underlying achievement goals per se. Avenues for further theoretical development are also overviewed, including consideration of a mastery-avoidance goal construct.
2,690 citations
"Linking core self-evaluation and em..." refers methods in this paper
...We draw our argument based on the approach/avoidance theory (Elliot, 1999; Roth & Cohen, 1986) and the coping literature (Lazarus & Folkman, 1984)....
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...We considered this framework as approach/avoidance temperaments represent fundamental aspects of the human self (Elliot, 1999)....
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TL;DR: In this article, the authors who submit manuscripts to JIBS that appear to suffer from common method variance (CMV) are asked to perform validity checks and resubmit their manuscripts.
Abstract: JIBS receives many manuscripts that report findings from analyzing survey data based on same-respondent replies. This can be problematic since same-respondent studies can suffer from common method variance (CMV). Currently, authors who submit manuscripts to JIBS that appear to suffer from CMV are asked to perform validity checks and resubmit their manuscripts. This letter from the Editors is designed to outline the current state of best practice for handling CMV in international business research.
2,640 citations
TL;DR: The features and consequences of loneliness are reviewed within a comprehensive theoretical framework that informs interventions to reduce loneliness and features of a loneliness regulatory loop are employed to explain cognitive, behavioral, and physiological consequences.
Abstract: As a social species, humans rely on a safe, secure social surround to survive and thrive. Perceptions of social isolation, or loneliness, increase vigilance for threat and heighten feelings of vulnerability while also raising the desire to reconnect. Implicit hypervigilance for social threat alters psychological processes that influence physiological functioning, diminish sleep quality, and increase morbidity and mortality. The purpose of this paper is to review the features and consequences of loneliness within a comprehensive theoretical framework that informs interventions to reduce loneliness. We review physical and mental health consequences of loneliness, mechanisms for its effects, and effectiveness of extant interventions. Features of a loneliness regulatory loop are employed to explain cognitive, behavioral, and physiological consequences of loneliness and to discuss interventions to reduce loneliness. Loneliness is not simply being alone. Interventions to reduce loneliness and its health consequences may need to take into account its attentional, confirmatory, and memorial biases as well as its social and behavioral effects.
2,467 citations
"Linking core self-evaluation and em..." refers background in this paper
...At an individual level, loneliness leads to stress, poor health, depressive symptoms (Hawkley & Cacioppo, 2010), poor quality of life (Theeke, Goins, Moore & Campbell, 2012) and reduced well-being (Erdil & Ertosun, 2011)....
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TL;DR: In this article, the authors present a conceptual framework for understanding the dynamics of burnout, including determinants of and interrelationships among the three burnout components, including emotional exhaustion, depersonalization, and diminished personal accomplishment.
Abstract: Burnout is a unique type of stress syndrome, characterized by emotional exhaustion, depersonalization, and diminished personal accomplishment. Although burnout has been shown to be potentially very costly in the helping professions, such as nursing, education, and social work, little work has been done thus far to establish its generalizability to industry. This article reviews the literature on burnout and provides a conceptual framework designed to improve the understanding of burnout. Propositions are presented that are aimed at clarifying the dynamics of burnout, including determinants of and interrelationships among the three burnout components.
2,406 citations
"Linking core self-evaluation and em..." refers background in this paper
...The finding is alarming as job burnout in any form is associated with substantial costs, for both organisations and individuals (Cordes & Dougherty, 1993)....
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TL;DR: The authors concluded that confirmatory factor analysis should replace the 2 most common strategies and recommend hierarchical systems of action types (e.g., proximity seeking, accommodation) for constructing category systems.
Abstract: From analyzing 100 assessments of coping, the authors critiqued strategies and identified best practices for constructing category systems. From current systems, a list of 400 ways of coping was compiled. For constructing lower order categories, the authors concluded that confirmatory factor analysis should replace the 2 most common strategies (exploratory factor analysis and rational sorting). For higher order categories, they recommend that the 3 most common distinctions (problem- vs. emotion-focused, approach vs. avoidance, and cognitive vs. behavioral) no longer be used. Instead, the authors recommend hierarchical systems of action types (e.g., proximity seeking, accommodation). From analysis of 6 such systems, 13 potential core families of coping were identified. Future steps involve deciding how to organize these families, using their functional homogeneity and distinctiveness, and especially their links to adaptive processes.
2,207 citations