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.
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TL;DR: In this paper, the authors examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance, and found that emotional exhaustion was associated with both performance and subsequent turnover.
Abstract: Recent research suggests that a better understanding of emotional exhaustion requires the development of new theoretical perspectives. To that end, with the conservation of resources model (COR) as the theoretical framework, the present 1-year longitudinal study was undertaken. Composed of 52 social welfare workers, this research examined the relationship of emotional exhaustion to job satisfaction, voluntary turnover, and job performance. Positive affectivity (PA) and negative affectivity (NA) were used as control variables. Whereas emotional exhaustion was unrelated to job satisfaction, it was associated with both performance and subsequent turnover. In addition, the relationship between emotional exhaustion and performance and also between emotional exhaustion and turnover remained significant above and beyond the effects of PA and NA. Future research directions and implications of the findings are introduced.
1,399 citations
Journal Article•
1,396 citations
"Linking core self-evaluation and em..." refers background in this paper
...CSE also represents individuals’ fundamental self-evaluation of ability and the control they have over their lives (Judge et al., 1997)....
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..., 2008) and impacts personal and job characteristics (Judge et al., 1997)....
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...The basic premise behind the above statement is that individuals’ appraisal of their world, at least partially, is the product of their views about themselves, the world around them and other people with whom they interact (Judge et al., 1997)....
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...Core self-evaluation (CSE) provides a unifying trait theory (Johnson et al., 2008) and impacts personal and job characteristics (Judge et al., 1997)....
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...CSE is a key characteristic that captures the fundamental evaluations which an individual makes about his/her environment and thus, differentiates people from one another (Judge et al., 1997)....
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TL;DR: Differences in attention and cognition impact on emotions, decisions, behaviors and interpersonal interactions that can contribute to the association between loneliness and cognitive decline and betweenoneliness and morbidity more generally.
1,277 citations
"Linking core self-evaluation and em..." refers background in this paper
...Since lonely individuals focus more on negative rather than positive social information (Cacioppo & Hawkley, 2009), they are more likely to appraise a threat than opportunity....
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...The chances of emotional distress are high among lonely individuals (Cacioppo & Hawkley, 2009)....
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TL;DR: The authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions and posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment.
Abstract: The authors investigated the negative consequences of emotional exhaustion for individual employees and their employers. On the basis of social exchange theory, the authors proposed that emotional exhaustion would predict job performance, 2 classes of organizational citizenship behavior, and turnover intentions. In addition, the authors posited that the relationship between emotional exhaustion and effective work behaviors would be mediated by organizational commitment. With only a few exceptions, the results of 2 field studies supported the authors' expectations. In addition, emotional exhaustion exerted an independent effect on these criterion variables beyond the impact of age, gender, and ethnicity.
1,274 citations
"Linking core self-evaluation and em..." refers background in this paper
...It is also argued to be costly to both the employee and the organization (Cropanzano et al., 2003)....
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TL;DR: In this article, a comprehensive empirical examination of LMX antecedents and consequences has been conducted, which included 247 studies, containing 290 samples, and 21 antecedent and 16 consequences of leader-member exchange quality.
1,243 citations