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 article, the authors examined the role of approach and avoidance motivation in models of personality and found that they represent the foundation of several basic dimensions espoused in the trait adjective, affective disposition, and motivational system approaches to personality.
Abstract: The present research examined the role of approach and avoidance motivation in models of personality. Specifically, it examined the hypothesis that approach and avoidance temperaments represent the foundation of several basic dimensions espoused in the trait adjective, affective disposition, and motivational system approaches to personality. Factor analytic support for the hypothesis was obtained in Studies 1, 2, and 6; measures of extraversion, positive emotionality, and behavioral activation system loaded together on 1 factor (Approach Temperament) and measures of neuroticism, negative emotionality, and behavioral inhibition system loaded on another factor (Avoidance Temperament). This 2-factor structure was shown to be independent of response biases. In Studies 3-7, approach and avoidance temperaments were shown to be systematically linked to achievement goals (both nomothetic and idiographic). The findings are discussed in terms of an integrative approach to personality.
1,234 citations
TL;DR: In this paper, a comprehensive model of relationships between transformational and transactional leadership, procedural and distributive justice, trust, job satisfaction, organizational commitment, and organizational citizenship behaviors (OCBs) is presented.
1,022 citations
TL;DR: In both studies, the core self-evaluations concept was positively related to goal self-concordance, meaning that individuals with positive self-regard were more likely to pursue goals for intrinsic and identified (value-congruent) reasons.
Abstract: The present study tested a model explaining how the core self-evaluations (i.e., positive self-regard) concept is linked to job and life satisfaction. The self-concordance model, which focuses on motives underlying goal pursuit, was used as an explanatory framework. Data were collected from 2 samples: (a) 183 university students (longitudinal measures of goal attainment and life satisfaction were used) and (b) 251 employees (longitudinal measures of goal attainment and job satisfaction were utilized). In both studies, the core self-evaluations concept was positively related to goal self-concordance, meaning that individuals with positive self-regard were more likely to pursue goals for intrinsic and identified (value-congruent) reasons. Furthermore, in both studies, goal self-concordance was related to satisfaction (job satisfaction in Study 1 and life satisfaction in Study 2).
940 citations
01 Jan 2000
740 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, the importance of motivation, incentive value, and probability of success for predicting achievement performance and the frequency with which affiliation acts are per-formed is reviewed. But, the authors do not consider the effect of situational opportunity on response strength or response probability.
Abstract: According to general behavior theory, motives, probability of success (or skill), and incentive value are three independent organismic determinants of excitatory potential (or the impulse to act) that combine with situational opportunity to determine response strength or response probability. Much con- fusion has been introduced into human motivation theory by investigators 'failure to measure separately motive strength (from coding operant thought) and incentive value (from value attitude questionnaires) and by their misuse of the term motivation. Moti- vation properly refers to an aroused motive, but they have broadened it to mean excitatory potential, which is determined partly by the aroused motive and partly by probability of success, incentive value, and other variables. Research is reviewed that dem- onstrates the importance of motivation, incentive value, and probability of success, independently mea- sured, for predicting achievement performance and the frequency with which affiliation acts are per- formed. Both theory and experiment lead to the conclusions that motive strength, particularly in re- lation to the strength of other motives in the person, is the more important determinant of operant act frequency," that incentive value is the more important determinant of cognitively based choices," that motive strength and probability of success combine multi- plicatively to predict response strength or probability," and that all determinants, plus this last interaction, together account for over 75% of the variation in operants like affiliative act frequency. The remainder of the variation is readily attributable to environ- mental opportunities.
717 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)....
[...]