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Objectives: This study examined (a) characteristics of maintenance of business activity among self-employed individuals with chronic health conditions (CHCs) and (b) the relationships of coping strategies with maintenance of business activity., Method: This cross-sectional study involved 294 self-employed participants aged 26-77 who were at most 2 years since their diagnosis and had one of the following CHCs: cancer (23.4%), cardiac disease (21.7%), respiratory disease (36.2%), or inflammatory bowel disease (18.6%). Participants answered questionnaires on workability limitations, business maintenance, sense of mastery, and coping strategies., Results: Participants reported a substantial decrease in business profitability since their CHC diagnosis but high job satisfaction. The structural equation model had good fit indicators and revealed that the association between workability limitations and lower maintenance of business profitability was partially mediated by lower use of disengaged coping strategies. The association between sense of mastery and job satisfaction was partially mediated by engaged and disengaged coping strategies., Conclusions: Self-employed individuals with CHCs are at risk of declining of business profitability; however, degree of workability limitations alone did not explain business profitability maintenance or job satisfaction, but it was related to coping resources and strategies. Interventions that strengthen personal resources and promote engaged coping strategies should be provided with direct support to business maintenance. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Aims: This study investigates the effects of ethical climate and innovative culture on the hospital nurses' job performance and innovative behaviour with the mediating factor of psychological empowerment., Background: Hospital nurses have an opportunity to embrace innovative behaviours and increase their performance through a positive ethical climate and innovative culture. Understanding nurses' psychological empowerment in the workspace context that impacts innovation has not been a focus for hospital leadership., Methods: A cross-sectional study based on a questionnaire design was used for data collection and analysis. The data are collected through a voluntary survey-selected by a convenience sampling method-of 393 nurses from University Hospital. The Structural Equation Model and Bootstrap method test the study's hypotheses. A STROBE checklist was used for reporting., Results: Ethical climate and innovative culture predict job performance and innovative behaviour with the mediating role of psychological empowerment. Moreover, psychological empowerment decreases the predictive power of ethical climate and innovative culture separately but increases the nurses' job performance and innovative culture., Conclusions: Ethical climate and innovative culture significantly positively affect job performance and innovative behaviour. Additionally, the mediating effect of psychological empowerment increases job performance and innovative behaviour more than the effects of ethical climate and innovative culture., Implications for Nursing Management: Nurses need to be prepared to practice safely, accurately and compassionately by translating moral values into rules of the nursing profession, where innovation increases at an astonishing rate. Nurse leaders and hospital managers should establish ethical norms as the consensus of ultimate criteria of validity of the rational analysis of tasks or particular nursing practice concepts, with an innovative culture by empowering nurses exceedingly in their workplace., (© 2022 John Wiley & Sons Ltd.)

Aims: To test the direct effects of different surface acting strategies and the interactive effects of surface acting and recovery experiences on nurses' well-being., Design: A two-wave study design., Methods: Chinese hospital nurses (N = 372; 47.3% of initial sample) reported on their levels of surface acting, recovery experiences and well-being using a paper and pencil survey in November 2017 and November 2018., Findings: Surface acting has long-term effects on nurses' well-being. Compared with positive expression, negative suppression generally tends to show more negative effects. Recovery experiences play a buffering role in the surface acting - nurses' well-being relationship., Conclusion: These findings offer initial evidence for long-term effects of surface acting and show how hospital nurses can avoid adverse effects of surface acting through fostering recovery experiences., Impact: Surface acting is a chronic stressor, having long-term effects on nurses' well-being. In contrast to positive expression, negative suppression has more detrimental impacts. Recovery experiences play a protective role by alleviating the adverse effects of surface acting. Managers and individuals are advised to differentiate distinct surface acting strategies. Managers should try best to facilitate employee recovery. Hospital nurses are well recommended to train themselves by adopting several recovery programmes., (© 2019 John Wiley & Sons Ltd.)

Purpose: Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees' subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence. Design/methodology/approach: Using Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan. Findings: The results indicate that team relationship conflict is negatively associated with employees' subjective career success, both in terms of career satisfaction and job satisfaction. While employees' negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions. Originality/value: This study advances career research by demonstrating how and when team relationship conflict is related to employees' subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees' subjective career success. [ABSTRACT FROM AUTHOR]

An editorial is presented the challenges faced by oncology nurses due to the relentless pressures of caring for cancer patients, exacerbated by high turnover rates and unmet expectations regarding work-life balance and support. It discusses the emotional toll of the job, including burnout and compassion fatigue, particularly among nurses caring for young cancer patients, highlighting the need for improved support systems to sustain nurses' well-being and patient care quality.

Occupational health is one of the aspects significantly affected during crisis periods. It is essential to learn about the factors that improve organizational capacity in coping with such shocks. This study investigates how the working environment of a family business influences job satisfaction during crises. Conducting a survey with 516 employees at the peak of the pandemic, the research utilizes structural equation analysis, revealing that family business environments can mitigate burnout, enhance affective commitment, and consequently, boost job satisfaction. The study highlights the need to manage burnout and utilize resources, such as employee commitment, for family firms to sustain job satisfaction amidst disruptions. It deepens the comprehension of family businesses' crisis response, emphasizing the significance of human resource commitment and management. The investigation illuminates the dynamic interplay between the work environment, employee well-being, and organizational resilience, providing valuable insights for both theoretical understanding and practical application. [ABSTRACT FROM AUTHOR]

Career crafting has emerged as a significant construct in the field of career development, with the potential to significantly boost individuals' overall work satisfaction. This study aimed to examine whether career crafting could improve individual's subjective career success and perceived employability. Career crafting is an inevitable course of career-related actions to achieve career satisfaction. Based on proactive behavior theory, it is hypothesized that career crafting would have an impact on individuals' subjective career success and perceived employability through the moderating role of job autonomy. Using cross-sectional study design, data were collected via Google Forms survey from 224 employees working in various fields in Pakistan and data were analyzed using structural equation modeling (SEM) via AMOS. The results indicate that career crafting has a significant positive relationship with subjective career success and perceived employability. Furthermore, job autonomy also has significant positive relationship with subjective career success and perceived employability. However, the moderation of job autonomy was not supported. This study provides robust insights to career practitioners, academicians, and individuals. Overall, the study expands the literature of the novel notion of career crafting and career outcomes; additionally, the study advocates organizations to include career crafting in HR policies and helping them to enhance the well-being of employees in their career development. [ABSTRACT FROM AUTHOR]

The fundamental of prioritizing employees' career satisfaction is an essential agenda of an organization. Referring to the concept of career satisfaction in Malaysia, employees who are satisfied with their careers can influence organizational success and contribute to effective organizational performance. Thus, considering the aim of the present research, this study examines the mediation effect of psychological empowerment on the relationship between perceived organizational support and career satisfaction among operators at one manufacturing company in Johor. A cross-sectional survey was conducted by distributing questionnaires to 248 respondents, with only 202 returned. Later, the collected feedback was loaded into SPSS software for descriptive statistical analysis. Next, SmartPLS software was utilized to evaluate the inferential statistic to test the projected hypotheses. The result indicated that psychological empowerment could mediate the relationship between perceived organizational support on career satisfaction. Several recommendations were enclosed to the respective organization and future researchers to cater to the studied problems. [ABSTRACT FROM AUTHOR]

Although the relationship between emotion regulation and deleterious health outcomes is a robust finding in Western cultures, studies show that this effect is attenuated in non-Western cultures. This buffering effect is also present at the individual level of culture. The current study employed an experience sampling method to examine the mitigating effect of cultural values (i.e., individual-level collectivism) on the relationship between emotion regulation and employee strain (i.e., job satisfaction and anxiety). These relationships were modeled through the theoretical mechanisms of emotional dissonance and resource loss (operationalized as inauthenticity and emotional exhaustion, respectively). Results of a multilevel path analysis using 182 adults working in the service industry indicated that both inauthenticity and emotional exhaustion significantly mediated the relationship between emotion suppression and job satisfaction. Emotional exhaustion also mediated the relationship between emotion suppression and anxiety. Furthermore, individual-level collectivism moderated the relationship between suppression and inauthenticity such that when individuals suppress, those with high collectivism reported low levels of inauthenticity whereas those with low collectivism reported high inauthenticity. These results suggest that, while suppression can be toxic, cultural values can be protective. [ABSTRACT FROM AUTHOR]

Over the last four decades, employees' adherence to Islamic rules, even if they do not follow Islam, became necessary in Iran's organizational environment. As a result, Iranian employees, especially women, are required to conform to religious norms and regulations at work, despite their non-Islamic identity. In this study, we extend identity theory and social identity theories to examine the Islamic-based identity threat experienced by Iranian women and its effect on women's authenticity at work, turnover intentions, and job satisfaction. We also predict that accepting external influence, as an individual trait, will moderate the effect of Islamic-based identity threat on authenticity at work. Surveying 177 Iranian women, we examine a moderated mediation model. Our findings show that women's perceptions of Islamic-based identity threat driven by their organizations' religious rules, policies, and norms prevent them from expressing their authentic core values, resulting in increased turnover intentions and decreased job satisfaction. [ABSTRACT FROM AUTHOR]

While there is agreement among scholars that people‐work requires emotional labor, there is still some uncertainty about the consequences of emotional labor for employees. This article conducts a random‐effects meta‐analysis including 545 correlations across 175 primary studies to explore the relationship between emotional labor, burnout, and job satisfaction. The meta‐analysis suggests that emotional labor can be both harmful and beneficial to employees, depending on the emotional labor strategy used, that is, surface acting or deep acting. In addition, the meta‐regression shows that effect sizes between emotional labor and employee outcomes (i.e., burnout and job satisfaction) differ in collectivist and individualist cultures. The article concludes by discussing the implications of these findings for research and practice. [ABSTRACT FROM AUTHOR]

The aggressive conduct of patients is a perennial problem that nurses face in health care. Studies have shown that such aggressiveness can be detrimental to the work and emotional wellbeing of nurses. Yet, the literature has had inconsistent findings; in some cases nurses are negatively affected by aggression, while in other cases nurses are not affected. Street and colleagues contended that such inconsistencies in research exist because social mechanisms embedded in communication are often not taken into consideration. This study adopts Street et al.'s pathways model and links patients' aggressive communication to nurses' emotional health outcomes, via the proximal outcome of communication satisfaction and the intermediate outcome of organizational identity. Results support Street et al.'s postulation and demonstrates that patients' aggressive communication does not have a direct effect on nurses' emotional health. Instead, the effect is indirect, mediated by communication satisfaction and organizational identity. [ABSTRACT FROM AUTHOR]

A well‐established research area is service failure and recovery. Nevertheless, the considerable service failures generated by customers, or customer failures, surprisingly remain relatively underexplored. Specifically, customer failures have a detrimental effect on frontline service employee well‐being, which has not been investigated. We advance that a customer apology can alleviate this by customers taking the blame for their failures. We present three studies that investigate this phenomenon. In Study 1, applying the critical incident technique, we develop a taxonomy of customer failures and find evidence of their negative influence on (frontline) service employee well‐being, which can be offset by customer apologies and perceived supervisor support. In Studies 2 and 3, using a scenario‐based experiment, we triangulate the Study 1 results by testing the relationship between customer apology (Study 2) and its interacting relationship with perceived supervisor support (Study 3) on service employee well‐being following a customer failure. While customer apologies have a positive impact on well‐being, interestingly, when perceived supervisor support is lacking, this washes out the positive effect of a customer apology and similarly, perceived supervisor support nullifies the negative effect of the customer not apologizing for their failure. Theoretical and managerial implications are discussed. [ABSTRACT FROM AUTHOR]

BACKGROUND: Research has indicated that managerial contact with cancer survivors during a long absence from work is related to cancer survivors' inclination to return to work. OBJECTIVE: The present study explored the roles of cancer survivors' perception of supervisor resistance to return to work (RTW) and symptom severity in the relationship between supervisor-initiated contact during the cancer survivors' absence from work and successful work sustainability (SWS). METHODS: Israeli cancer survivors (N = 149) who had been working at least 6 months after the termination of treatment completed online questionnaires. The scales measured frequency of contact, perceived supervisor resistance to RTW, SWS, and symptom severity. To test the relationship between perceived and actual resistance, a partial sample of the cancer survivors' direct supervisors (N = 49) reported their resistance to RTW of cancer survivors. RESULTS: The results show that perceived supervisor resistance mediated the relationship between supervisor-initiated contact during absence and SWS. Symptom severity moderated the negative effect of perceived supervisor resistance on SWS: The relationship was stronger for cancer survivors experiencing severe symptoms. Cancer survivors' perception of supervisor resistance to RTW was positively related to their supervisors' self-report of resistance. CONCLUSION: These results suggest the need for clear guidelines and managerial training programs regarding contact and communication with cancer survivors during long absences from work. [ABSTRACT FROM AUTHOR]

Drawing on the Conservation of Resources Theory (COR), and a gender perspective, this study proposes and tests a conceptual model postulating relationships between sexual harassment, burnout, perceived social and organizational support, psychological well-being, and job satisfaction. A survey of Turkish female tour guides resulted in 221 valid questionnaires. The results reveal that female tour guides' sexual harassment experience has a negative impact on their job satisfaction and psychological well-being. Unlike perceived social support, perceived organizational support plays a significant and negative role in triggering sexual harassment. The findings also confirm the mediating effects of burnout on the relationship between sexual harassment and job satisfaction as well as the relationship between sexual harassment and psychological well-being. The study contributes to gender equality and sustainability research and offers several practical implications for stakeholders in the travel industry and public policy. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to address two relatively unexplored issues in banking service literature. The first relates to the impact of co-creation behaviors of frontline employees (FLEs) on their well-being. The second is the impact of FLEs' adaptability on their performance of co-creation behaviors and their well-being in the workplace. Design/methodology/approach: A structural model was built and tested using survey data collected from 366 FLEs offering financial consulting services to customers at banks. Findings: FLE co-creation behaviors have positive impacts on FLEs' well-being, including well-being in the workplace (job satisfaction) and general well-being (quality of life). Moreover, FLEs with a high level of interpersonal and service-offering adaptability perform co-creation behaviors better than those with lower adaptability and have higher job satisfaction. Between service-offering adaptability and interpersonal adaptability, the former has stronger effects than the latter. Practical implications: The findings suggest that banks develop and enhance FLEs' adaptability and co-creation behaviors to enhance their well-being and customer value. Originality/value: Prior research on FLEs' co-creation mainly focuses on customer-related transformative outcomes, leaving their own well-being less examined. This study fills this gap by providing evidence to suggest that although active co-creation behaviors require FLEs to have more skills and put in more effort, they do bring about transformative impacts in terms of better job satisfaction and quality of life. Additionally, a high level of adaptability helps FLEs to comfortably perform their co-creation behavior, thereby reducing stress and improving well-being. [ABSTRACT FROM AUTHOR]

The oncology setting may give rise to significant feelings of helplessness among oncologists via patients' inevitable deaths or suffering. The current study examines whether and how oncologists' sense of control (locus of control; LOC) influences their compassion fatigue and satisfaction. Methods: Seventy-three oncologists completed the following questionnaires: the Professional Quality of Life scale; Levenson's Internal, Powerful Others, and Chance scale; the Guilt Inventory, State Guilt subscale; and the Learned Helplessness scale. Results: Oncologists reported high levels of secondary traumatic stress and burnout and moderate levels of compassion satisfaction. A positive association between oncologists' external LOC and compassion fatigue, and a negative association between oncologists' internal LOC and compassion fatigue, were found. Helplessness, but not guilt, had a mediating role in these associations. Internal LOC was also positively associated with compassion satisfaction. Conclusions: The current study highlights oncologists as a population at risk of experiencing compassion fatigue and emphasizes oncologists' locus of control as a predisposition that plays a role in the development of this phenomenon. Additionally, the cognitive as well as the emotional aspects of control were found to be important factors associated with compassion fatigue. [ABSTRACT FROM AUTHOR]

We propose and test the construct of psychological authenticity climate, which we define as a psychological climate where employees perceive that their organization encourages and provides a safe environment for them to express their personal identities at work. Through a 4-study design spanning two countries (United States and Brazil), we establish relationships between psychological authenticity climate and organizationally relevant employee outcomes. In Study 1 and Study 2 we assess the measurement validity of our proposed measure. In Studies 3a and 3b (n = 282; n = 188), we assess the predictive validity of our construct and test our hypothesized model across two time points. Results indicate overall support for our model, with psychological authenticity climate affecting key outcomes like organizational citizenship behaviors (OCBs), job satisfaction, and job burnout through organizational identification (OID). [ABSTRACT FROM AUTHOR]

As part of comprehensive research on the ethical climate in the Serbian tourism industry, this study examines the effects of selected predictors (job department, individual values and employees' perspective) on the perception of ethical climate types as well as the relationship between the type of ethical climate, and job satisfaction. Additionally, this study tests these goals for both managers and their subordinates. Research was conducted in 2013, on a sample of 258 employees in different small and medium tourism organizations in Serbia. The findings revealed new information on both ethical climate and job satisfaction-related factors in small and medium tourism enterprises in a non-Western, transitional economy, where ethical behavior is influenced by constant social and economic changes. Several theoretical and managerial implications and future research opportunities were derived from the findings. [ABSTRACT FROM AUTHOR]

Workplace incivility is continuously seen as a stressor for the employee and the organization. No organization prospers in an uncivil environment. The high level of turnover intention that results from an uncivil working environment threatens the organization's reputation and sustainability. Adopting from Bagozzi's Appraisal‐Emotional Response, this study tested the relationship between workplace incivility, turnover intention, and job satisfaction via the mediating role of emotional exhaustion, using AMOS version 22. The findings reviews that workplace incivility harms both the employees and the organization. Also, workplace incivility has a positive impact on emotional exhaustion and turnover intentions while a negative influence on job satisfaction. Human resource managers are advised to train both supervisors and customers to curtail uncivil behaviors. Both theoretical and practical implications were given. In conclusion, the study suggests further research presenting the limitations of the study. [ABSTRACT FROM AUTHOR]

Extant studies examining emotional labor and job satisfaction have generally been limited by examining only surface and deep acting. This study builds upon extant studies by introducing natural acting strategies and examines the moderating role of compensation. Based on structural equation modeling involving 326 frontline service employees across several service providers and industries in South Korea, this study showed that role clarity was positively related to all three emotional labor strategies, with natural acting being most prevalent. Further, this study showed that natural acting had a negative relationship to emotional exhaustion, and that perceived fairness of compensation positively moderated the relationship between emotional exhaustion and job satisfaction. [ABSTRACT FROM AUTHOR]

Although an emerging field in the leadership literature, destructive leadership is an under-researched area in the context of education. Destructive leadership in schools is the focus of the article. To understand the phenomenon we first undertake a transdisciplinary review of the literature from across philosophy, psychology and sociology. We then apply the novel lens of autopoietic theory to identify the morphology of the phenomenon, that is, its underlying structure and the process that gives rise to destructive leadership. Through a synthesis of these discourses we propose an emergent theory antithetical to synergy, which we call 'dysergy'. We offer this theoretical frame to help understand destructive leadership and to guide future research and action. [ABSTRACT FROM AUTHOR]

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to investigate whether females have different perceptions of diversity management and workplace happiness compared to their male colleagues. Furthermore, the paper explores whether diversity management perceptions mediate the relationship between workplace happiness and organisational citizenship behaviour. Design/methodology/approach: A total of 260 questionnaires from a number of public hospitals in Egypt were analysed using both t-test and Structural Equation Modelling. Findings: We found that female physicians perceive diversity management policies/protocols more positively than their male colleagues. Moreover, gender has no or little effect on physicians' perceptions of workplace happiness. We also found that workplace happiness positively affects physicians' organisational citizenship behaviour, and finally, diversity management practices can mediate the relationship between workplace happiness and physicians' organisational citizenship behaviour. Practical implications: We believe that managers can raise the feeling of workplace happiness among their staff if they maintain some personal relationships with physicians, care about the physicians' work/life balance, promote after work gatherings, initiate coffee time talks, encourage open communication practices and more. Originality/value: The paper is based on the argument that although employees might be happy in the workplace through (engagement, job satisfaction, affective commitment), their happiness, however,will unlikely be reflected into a positive organisational citizenship behaviour towards their organisation, except (social exchange theory) they feel or perceive (equity theory) the overall practices of diversity management in that organisation positively. Thus, studying the mediating effect of perceptions towards diversity management is mainly our contribution. [ABSTRACT FROM AUTHOR]

Copyright of Sosyal Bilimler Enstitüsü - Sosyal Bilimler Dergisi is the property of Karadeniz Technical University, Institute of Social Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective:To evaluate the effect of despotic leadership and occupational stress on job satisfaction through burnout among public hospital nurses in Pakistan. Participants and Methods: 265 nurses were surveyed through a self-administered questionnaire in 24 district public hospitals in Sindh. Where participants were randomly selected from stratified hospitals as per number of beds available in each hospital. Results: Based on COR theory the concepts of despotic leadership and occupational stress, directly and indirectly relations, on job satisfaction among nurses through burnout mediation were hypothesised. The relevant hypothesized relations were in line with COR theory assumptions and fulfils identified gaps in literature. Conclusion: This study provides sound implications for HR managers and stakeholders to ground their policies in line with the findings of this study. Such as arranging training programs for supervisors to develop leadership emotional skills. Likewise, practices must be devised for flexible work settings to enhance work rather stress among employees that results in burnout and job dissatisfaction. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to investigate how part-time waiters perceive and respond to abusive supervision by the owner-manager of a small restaurant.Design/methodology/approach An ethnographic approach was used to collect data. One of the authors worked as a participant observer for three months. In addition, 13 interviews and three focus group discussions were conducted.Findings Data analysis showed how neutral identification based on a primary identity—liu xu sheng (overseas student)—overshadows employees’ occupational identity (waiter), which helps waiters to cope with abusive supervision.Originality/value Development and application of the concept of neutral organizational identification orientation encourages emotional suppression and reframing, leading to waiters’ indifference and acquiescence in abusive supervision. Implications are drawn for theory and the practice of managing part-time and temporary workers. [ABSTRACT FROM AUTHOR]

This research contributes to an improved understanding of authentic leadership at the work-life interface. We build on conservation of resources theory to develop a leader-follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work-life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve a positive work-life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study (N = 121) and an experimental study (N = 154) generally supported indirect effects linking authentic leadership to job satisfaction through work-life balance perceptions. However, both studies highlighted the relevance of followers’ own work-life balance as a mediator more so than the sequence of leaders’ and followers’ work-life balance. We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work-life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees’ well-being as well as avenues for future research. [ABSTRACT FROM AUTHOR]

Call centres were established primarily to reduce organizational costs while simultaneously providing high‐quality customer service. To support this ‘twin constraints’ strategy, a range of human resource (HR) practices tends to be used in call centres that focus simultaneously on both control and involvement. To date, there has been a lack of empirical evidence concerning the outcome of such HR practices on call centre frontline staff (call centre representatives – CCRs). Consequently, this paper attempts to bridge this gap using a sample of 250 CCRs from Indian call centres. The findings show that, while the simultaneous use of involvement‐and control‐oriented HR practices had a positive impact on CCR job satisfaction, it also resulted in employee exhaustion and disengagement. These findings suggest that while involvement‐oriented HR practices enhance CCR job satisfaction, they come at a cost which is potentially a key factor leading to high CCR turnover. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this study is to examine social conflicts with co-workers (SCCWs) as a predictor of job satisfaction with co-workers (JSCWs) on a daily basis. Moreover, dispositional emotion regulation (ER) was suggested to moderate the within-person relationship between daily conflicts at work and JSCWs.Design/methodology/approach Ninety-eight employees from German civil service agencies completed surveys across five consecutive work days. Dispositional variables and controls were assessed in a general survey which was completed before the start of the daily surveys.Findings Hierarchical linear modeling showed that SCCWs at noon were significantly related to employees’ JSCWs in the evening and that dispositional ER moderated this relationship, indicating that people with high abilities of ER reported higher levels of job satisfaction with their co-workers than people with low abilities of ER after experiencing SCCWs.Originality/value The present study links conflict research with organizational and personality research. The findings broaden the understanding of social conflicts in an organizational context and further highlight ER as an important factor which can buffer the negative effects of workplace conflicts. [ABSTRACT FROM AUTHOR]

Spirit at work (SAW) research emerged as a response to care provider determination to maintain a healthy and productive health care work environment, despite restructuring. The aim of this descriptive mixed-methods research is to present the care provider’s perceptions of SAW. SAW is a holistic measure of care provider workplace outcomes, defined as the unique experience of individuals who are passionate about and energized by their work. A mixed group of licensed and unlicensed care providers in a continuing care workplace were surveyed. Eighteen Likert-type scale survey questions were further informed by two open-ended questions. Results indicated that unlicensed continuing care providers’ perceptions of SAW are lower than licensed care providers. Responses suggest that open discussion between managers and team members, combined with structured workplace interventions, will lead to enhanced SAW and improved patient care. Further research on SAW within the continuing care workplace is required. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Psicologia del Trabajo y de Las Organizaciones is the property of Colegio Oficial de Psicologos de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to explore the relationship between future expectations of Turkish hotel employees and employee burnout. A survey with 260 hotel employees across Turkey measured whether employees expected their current levels of stress to increase or decrease in future. Those employees who showed signs of burnout syndrome were the ones who expected their current levels of stress to increase in future. The demographic factors such as age and education also related to stress and satisfaction levels of the employees. The findings point out that hotel employees tend to be more satisfied with their jobs at the beginning of their careers, in spite of the higher levels of perceived stress. The study has significant implications for human resource management activities and organizational climate. [ABSTRACT FROM AUTHOR]

Purpose -- The purpose of this paper is to investigate the combined effects of customer aggression, job stress, and emotional intelligence (EI) on job satisfaction and organizational turnover among managers from a developing country, i.e. Pakistan. Design/methodology/approach -- Data are collected from 230 respondents working as bank managers in Pakistan by means of a cross-sectional survey. The collected data are analyzed by employing a structural equation modeling (SEM) technique. Findings -- The employees perceive that job stress positively influences emotional exhaustion among employees. Furthermore, EI negatively influences job exhaustion to minimize the potential to lead it through to organizational turnover. Originality/value -- The combined effects of customer- and organization-related elements have been scarcely investigated -- the heart and soul of contribution regarding this research. The moderation of EI to lessen the emotional exhaustion is a significant contribution to this study. Finally, the context of Pakistan's banking sector is also unique to this study. [ABSTRACT FROM AUTHOR]

In view of the tremendous growth in number of technical educational institutions and intake of students, there is an imperative need to understand the process of management of these institutions. In recent past regulating agencies and stake holders in the society has been expressing their anguish on the way these institutions were administered. There was criticism that faculty and student ratio was not maintained by majority of technical educational institutions in India. Few reports highlighted that the teachers in these institutions are not retained for long period and most of the teachers were under paid. Further, the general view of the society is that the teachers are not motivated and most of them are dissatisfied at work. The literature reviewed provides a piecemeal account of various dimensions of job characteristics and job satisfaction. In this view the focus of the present study is to identify important job characteristics of teachers in technical educational institutions in Telangana and to study the job characteristics and examine the relationship between the job characteristics and job satisfaction among teachers in technical educational institutions in Telangana. [ABSTRACT FROM AUTHOR]

While research has identified the causes and consequences of workplace aggression and bullying, little research has examined the factors that shape employee responses to aggression and bullying. In the present paper two studies are conducted in a healthcare setting to determine the factors that shape perceptions of aggression and bullying and how those perceptions subsequently influence employee reactions and sanctioning ratings. Empowerment, well-being, and communication satisfaction are examined to determine their moderating influence on reactions and sanctioning ratings to the incidents of aggression and bullying. The findings indicate that perpetrator type influences perceptions of aggression, that employees address incidents of aggression differently than incidents of bullying, and that empowerment and well-being moderate the relationship between perceptions of aggression and bullying and the subsequent reactions and sanctioning recommendations employees make. [ABSTRACT FROM AUTHOR]

Purpose Although many service organizations have adopted a productivity orientation to respond to increasing market challenges, the unanticipated downside effect of such an orientation is not well understood. For managers, it is interesting to know if this strategic initiative is working and how to implement it more successfully.Design/methodology/approach The theoretical model used in this paper is tested with a survey of 879 frontline employees from five different health-care organizations.Findings The authors find evidence of a trade-off when a productivity orientation is adopted. A productivity orientation improves frontline service employee productivity performance but indirectly harms quality performance and job satisfaction. The authors find further evidence that trust in management helps to mitigate these negative effects.Research Limitations/implications This paper suggests that a productivity orientation must be managed carefully. Efficiency improvements may be overshadowed by reduced quality and job satisfaction. Limitations arise from the self-reported survey data.Practical Implications The results suggest that employees who trust their managers are better able to cope with the stressors arising from increased productivity demands.Originality/value To the authors’ best knowledge, no research has systematically examined the process and potential hazards of implementing a productivity orientation from a frontline employee perspective. The current paper reveals the mechanisms by which a productivity orientation influences frontline employees’ change perceptions and performance and shows that employee trust in management may buffer the downside effects of a productivity orientation. [ABSTRACT FROM AUTHOR]

This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory–General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. [ABSTRACT FROM AUTHOR]

Objective. The aim of the present study was to determine the association between clinician exposure to workplace aggression from any source in the previous 12 months and workforce participation intentions. Methods. A cross-sectional survey, in the third wave of the Medicine in Australia: Balancing Employment and Life (MABEL) study, was conducted between March 2010 and June 2011. Respondents were a representative sample of 9449 Australian general practitioners (GPs) and GP registrars (n = 3515), specialists (n = 3875), hospital non-specialists (n = 1171) and specialists in training (n = 888). Associations between aggression exposure and workforce participation intentions were determined using logistic regression modelling. Results. In adjusted models, aggression exposure was positively associated with a greater likelihood of intending to reduce clinical workload in the next 5 years (odds ratio (OR) = 1.15, 95% confidence interval (CI) 1.02-1.29) and intending to leave patient care within 5 years (OR = 1.20, 95% CI 1.07-1.35). When also accounting for well being factors, aggression exposure remained positively associated with intending to leave patient care within 5 years (OR = 1.13, 95% CI 1.00-1.27). Conclusions. Exposure to workplace aggression presents a risk to the retention of medical practitioners in clinical practice and a potential risk to community access to quality medical care. More concerted efforts in preventing and minimising workplace aggression in clinical medical practice are required. [ABSTRACT FROM AUTHOR]

The methods for the management and leadership of educational and research organizations has always been a question of some researchers. With the emergence of the strategic management in educational organizations, different views were raised about the management of these institutions whether it is possible to apply issues related to the business and educational administration field. They both agree on the difference between educational environment and business environment. This difference leads to different research areas which one of them is the managers' educational leadership style. Regarding to the educational research centers' management, strategic leadership is one of leadership styles. This paper examined the effect of this leadership style on empowerment and job satisfaction of employees of Guilan University. The statistical population of the study consisted of 235 employees of Guilan University. Smart PLS software and Structural Equation Modeling were used for data analysis. The results showed that the style of strategic leadership and employee empowerment had a significant positive effect on job satisfaction. [ABSTRACT FROM AUTHOR]

Background: Workplace incivility is a workplace stressor with varying effects according to the status of the target and instigator. This study sought to examine veterinary staff's experiences of incivility from clients, co‐workers and senior colleagues. Method: An online mixed‐measures survey gathered data from UK veterinary staff (n = 252, primarily veterinarians and nurses). Quantitative scales were used to collect data on incivility frequency, burnout, mental health, job satisfaction, turnover intention and key coping responses. Qualitative data expanded on preferred coping strategies. Results: The impact of uncivil behaviour varied according to the source of the incivility and the status of the target. Senior colleague incivility predicted veterinarian turnover intention, whereas client incivility predicted burnout. Similarly, senior colleague incivility predicted job satisfaction for veterinary nurses. Seeking support was the most frequently reported coping strategy. The qualitative data illustrated strategies focused on calming the situation and management of self. Limitations: The data are based on self‐reports and are subject to social desirability bias. The sample is limited to UK veterinary staff. Conclusion: Veterinary staff are at risk of experiencing incivility, with varying impacts across job roles and incivility sources. A proactive system approach to incivility is recommended, encompassing support and procedural changes. [ABSTRACT FROM AUTHOR]

This study draws on previous studies that have highlighted a link between how employees evaluate their employer in terms of corporate reputation and their resulting citizenship behavior. The research is rooted in social identity theory and self-determination theory and is based on empirical data consisting of answers to an online questionnaire of 415 employees. The results indicate that employees' perceptions of how outsiders experience the organization's demeanor positively affects employees' behavior toward the employing organization. In addition, the authors find support for both a mediation effect of job satisfaction and a moderation effect of self-determination. The authors discuss theoretical and managerial implications of the study. [ABSTRACT FROM AUTHOR]

For human service care providers working in hospitals, balancing the motivation for interpersonal engagement with patients alongside self-protective emotional boundaries is a familiar struggle. Empathy is a critical, although not thoroughly understood, aspect of patient care as well as an important ingredient for feeling work satisfaction and meaning. However, empathy can lead to feelings of sympathetic emotional distress and even burnout. This article uses an illustrative case study from a medical social worker in the emergency room to explore these themes of empathy, burnout, and the search for meaning in work. The discussion examines areas for further empirical study and intervention to support care-provider empathy and avoid burnout. [ABSTRACT FROM AUTHOR]

This study examines how conflict and hours worked affect the influence of customer orientation on frontline service employee satisfaction. The conceptual model builds upon the role of personal resources in the job demands-resource model, while integrating perspectives from the work–family conflict (WFC) literature and conservation of resources theory. Results indicate that customer orientation influences employee satisfaction both directly and indirectly through interpersonal conflict with customers (ICC), WFC, and felt stress. The impact of ICC on employee satisfaction was found to be fully rather than partially mediated. ICC increases WFC which then augments job stress and eventually reduces job satisfaction. Moderation analyses show that the negative influence of customer orientation on ICC becomes stronger as hours worked increase to exceptionally high levels; while the positive influence of customer orientation on employee satisfaction becomes weaker as hours worked increase to exceptionally high levels. These results support the importance of customer orientation and imply that service managers should be especially cautious not to overwork these employees, in order to keep them happy and motivated. [ABSTRACT FROM PUBLISHER]

Guest-contact employees are often exposed to stressful situations resulting from jay-customer behaviors. The purpose of this study is to examine how jay-customer behaviors (customer incivility and customer aggression) affect employee job stress and job satisfaction. Surveys of 210 participants working as guest-contact employees in hospitality organizations were analyzed. The results show that customer incivility leads to decreased employee job satisfaction, which is fully mediated by increased job stress. The findings of this study suggest that hospitality managers should acknowledge the negative impact of jay-customer behaviors on employees and make efforts to minimize this effect through training, procedures, and supporting systems. [ABSTRACT FROM AUTHOR]

People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on victims' well-being will vary in strength depending on the relative power of the perpetrator. We further explore whether the negative impact of discrimination is at least partly explained by its effects on people's sense of organizational justice, and whether the strength of mediation varies according to the source of discrimination. Using survey data from 1,733 UK mental health workers, a structural equation model was designed to test these hypotheses following a bootstrap approach. Discrimination from all sources was related to well-being, with that from managers having the strongest effects. The results support an explanation of the effect of discrimination on well-being in terms of organizational justice perceptions for discrimination from managers and from visitors, but less so for discrimination from co-workers or from patients. The study highlights the importance of differentiating amongst sources of discrimination at work and the salience of organizational justice perceptions in explaining the effects of discrimination from some sources. [ABSTRACT FROM AUTHOR]

Researchers generally believe that abusive supervision leads to poor employee well-being (e.g. poor mental health and lower job satisfaction). However, these relationships are not always observed. Based on the cognitive appraisal theory, the current research extended the content domain of abusive supervision research by examining the moderating effect of power distance orientation (the extent to which an individual accepts the unequal distribution of power in institutions and organisations), a kind of cultural value, on these relationships. We tested two independent samples ( N1 = 762 and N2 = 347) using different methods. Results showed that employees' power distance orientation moderated the relationships of abusive supervision with employee psychological health and job satisfaction, such that the negative relationships were weaker for employees with higher power distance orientation. The findings suggest the adaptive function of cultural values employees hold in organisational behavior. The implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

The exponential growth of the service economy has increased the attention that organizational researchers have paid to the concept of emotional labor. Although much progress has been made in the field, few studies have provided an integrated picture of how individual dispositions, perceived display rules, and emotional labor behaviors shape employee outcomes. To clarify and compare results across this growing body of literature, a quantitative review was developed, along with a theoretically derived path diagram of key emotional labor constructs. Evidence from our structural meta-analytic model based on 116 primary studies demonstrates that examining affective dispositions and emotional labor constructs and the pattern of positive and negative results helps to clarify and add specificity to the literature. Results were consistent with the perspective that surface acting emotion regulation strategies have a pattern of negative relationships with work outcomes of job satisfaction and stress/exhaustion (but not with job performance), whereas deep acting emotion regulation strategies have a pattern of positive relationships with all of these work outcomes. [ABSTRACT FROM AUTHOR]

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered. [ABSTRACT FROM AUTHOR]

A research model investigating work engagement as a mediator of the effects of job resourcefulness and customer orientation on job satisfaction, affective organizational commitment, and turnover intentions is developed and tested. Data were obtained from a sample of frontline bank employees with a time lag of 2 weeks in Northern Cyprus. The relationships were tested using LISREL 8.30 through structural equation modeling. The results provide empirical support for all hypotheses. The results suggest that work engagement functions as a full mediator of the impacts of job resourcefulness and customer orientation on job satisfaction, affective organizational commitment, and turnover intentions. [ABSTRACT FROM AUTHOR]