Coworker Influences on Employee Responsiveness After Work, On-the-Job Vigor, and Creativity

Summary While the prevalence of terrorism has increased substantially, there is a paucity of research on the effects of terrorism on employee behavior at work. Building on conservation of resources (COR) theory, and its extension, the conservation of social resources theory, we close gaps in the literature by investigating the effect of fear of terror on increased job burnout over time, the mediating effect of insomnia, and the moderating effect of supervisor and co-worker support on these relationships. This longitudinal study followed a large sample of Israeli employees (n = 670) across three time measurements over 7 years, in a time period characterized by a high number of terror attacks. The results showed fear of terror to be related to elevated job burnout over time, even during a period in which terror attacks were reduced substantially. Further, insomnia mediated the relationship between fear of terror and increased burnout, while co-worker support, but not supervisor support, moderated the relationships between fear of terror and increased insomnia and between increased insomnia and increased burnout. The results further support the notion of loss cycles in COR theory, as well as the importance of social resources, which are the cornerstones of conservation of social resources theory. Copyright © 2014 John Wiley & Sons, Ltd.

This chapter tests the empirical validity of social learning, social bonding, and self-control theories as explanations of adolescent substance use in a sample of urban adolescents in South Korea. Ronald L. Akers has argued that there is considerable conceptual overlap between concept of definitions favorable and unfavorable in social learning theory and the concept of belief in social bonding theory. The chapter examines the relative explanatory power of independent variables from each of the theories when all are placed in the same regression models. It examines how well social learning, social bonding, and self-control theories, proposed and developed by Western sociologists but tested mainly with samples of American youth, explains adolescent substance use in non-Western Asian society. The chapter concludes that the theories do apply in Korean society and in about the same way that they apply in American society. It shows that social learning theory has been consistently and substantially supported by research and can be taken globally.

Previous research has shown that both receiving support and providing support enhance employee well‐being and work engagement. In the current study, we integrate social exchange theory (SET) and conservation of resources (COR) theory to investigate under which conditions receiving and providing daily support are most likely to occur. Specifically, we test the hypotheses that receiving requested support and reciprocating received support are more likely when the support is requested or received from a co‐worker who perceives the quality of the exchange relationship as high (vs. low), and less likely when the support is requested or received from a co‐worker high (vs. low) on workaholism. To test these hypotheses, we collected data among 45 employees and their co‐workers during two moments per day for five consecutive working days (N = 90 participants; N = 614 work episodes). Multilevel analyses supported all hypotheses, except for the moderating effect of partner's workaholism on the link between receiving and providing support. These findings imply that receiving and providing support do not occur automatically but are dependent on characteristics of the exchange relationship and the exchange partner. We discuss the implications for SET and COR theories, as well as practical implications.

Today, innovation and its association with leadership are dubiously one of the key challenges faced by the Pakistani banking sector. However, lack of investigation on this issue has led to examining the effect of servant leadership in fostering employee creativity through the mediating role of knowledge sharing, thriving at work and burnout. Further, the study framework was established from theories, namely the social exchange theory, social learning theory and conservation of resource theory. The purposive sampling technique was used to gather 286 useable responses. Findings obtained by using Smart PLS-SEM 3.0 which indicated a significant positive relationship of servant leadership with knowledge sharing, thriving at work, and employee creativity. The results also enlighten the positive relationship of knowledge sharing and thriving at work on employee creativity, and the significant negative relationship of servant leadership on burnout. Whereas, knowledge sharing and thriving at work mediates the relationship between servant leadership and employee creativity. Captivatingly, burnout remains insignificant between servant leadership and employee creativity. Thus, the study findings will redound to organizational benefits by enriching research on the area of servant leadership, which is in its infancy till now. However, the study will be useful for both organizations and employees to achieve desired outcomes. Keywords: Servant leadership, knowledge sharing, thriving at work, burnout, employee creativity.

ABSTRACTObjective: To review the rehabilitation research methodological quality and intervention effectiveness of studies that used social cognitive or learning theory principles to improve self-efficacy in patients with orthopedic or musculoskeletal conditions. Design: A systematic literature review and meta-analysis of peer reviewed studies published in English was performed using the OVID and SPORTDiscus databases. Initial search terms were “social cognitive theory” or “social learning theory” combined with “rehabilitation”. Results: From the 25 total studies that contributed to this review, 23 contributed patient outcome information and 20 contributed to effect size determination. Of 1947 total study participants, most (n = 1537, 78.9%) were women. Participants were primarily late middle-age (64.8 ± 17 years). Studies included participants with hip or knee osteoarthritis (OA) or who were post-hip or knee arthroplasty (11/25, 44%), post-femur or tibia fracture (6/25, 24%), adults in assisted living or inpatient rehabilitation facilities (2/25, 8%), independent community dwelling older adults (2/25, 8%), college-age recreational athletes post-sports injury (2/25, 8%), older women with osteoporosis risk (1/25, 4%) or middle-aged adults post-traumatic hand injury (1/25, 4%). For the 20 studies that contributed to effect size determination, a large overall mean effect size (Cohen’s d = 0.98, 95% CI 0.42–1.86) was observed. Conclusions: Studies that used social cognitive or learning theory principles to improve self-efficacy in patients with orthopedic or musculoskeletal conditions generally displayed moderate to large effect sizes supporting this intervention. Sound research methodological quality and low risk of intervention-related injury or other adverse events were also generally observed. Findings suggest that these interventions may also benefit individuals with conditions that have not progressed to end-stage salvage surgery such as younger, more athletically active individuals for knee OA prevention.

Although the Conservation of Resources (COR) theory is an influential theory of stress and human motivation, it has seen scant use in sports psychology. Nonetheless, as a broad psychological theory, COR theory can be useful in the theory-driven sport psychology practice. By focusing on the dynamic interplay between resource gain and loss, COR theory illuminates the processes that underlie effective coping and adaptation during athletes’ transitions. Its terminology can be translated into structured, pragmatic, and goal-oriented language that resonates with athletes undergoing transitions. This article aims to present the key concepts of COR theory, explore how it may be a suitable addition to the existing literature on athletes’ transitions, and demonstrate its relevance and applicability through a brief clinical example.

Purpose This study examines the impact of abusive supervision on withdrawal behavior among bank employees at the staff level in Sri Lanka's Northern Province. The study focuses on physical and psychological withdrawal behavior to determine how supervisory behavior influences worker disengagement. Design/methodology/approach Primary data were collected by a guided questionnaire from 131 employees of licensed commercial banks operating in the Northern Province. The research uses linear regression analysis through the SPSS (Version 29) to explore the linkage between withdrawal behaviour and abusive supervision. Descriptive statistics and correlation matrices were also used to examine associations with demographic variables. Findings This study investigates the impact of abusive supervision on physical and psychological withdrawal behaviors among bank employees in Sri Lanka's Northern Province, a context rarely explored in organizational literature. Using linear regression and SEM, abusive supervision was found to significantly predict withdrawal behaviors (β = 0.649 for physical, β = 0.594 for psychological; p < 0.001). Grounded in Conservation of Resources theory, the findings highlight emotional resource depletion as a mechanism driving disengagement, uniquely framed in a post-conflict, culturally distinct banking sector. Originality/value This study uniquely investigates the dual impact of abusive supervision on physical and psychological withdrawal behaviors among bank staff in Sri Lanka's post-conflict Northern Province, an underexplored context in organizational literature. Using Conservation of Resources (COR) theory, it frames withdrawal as a response to emotional resource loss. By incorporating context-specific factors like sector and marital status, the study adds meaningful, theory-driven insights to the global conversation on workplace abuse.

PurposeRooted in conservation of resources (COR) theory (frequently applied to conflict and stress). The purpose of this study is to classify customer stressors into dysfunctional attitude and behavior and proposes strategies, such as parent and colleague attachment, as a resource pool to prevent employees’ sabotage behavior.Design/methodology/approachA two-step method was adopted by the suggestion from Anderson and Gerbing (1998) with an on-site survey carried out within ten upscale hotels.FindingsStudy results indicated that dysfunctional customers significantly influence service sabotage through job burnout and depression. In addition, attachment was demonstrated as an effective strategy by examining its moderating effects.Research limitations/implicationsTheoretically, the mechanism of sabotage formation was clarified as external customers’ factors (i.e. dysfunctional attitude and behavior) as well as internal psychological factors (i.e. negative states such as burnout and depression). Practically, the attachment (i.e. colleagues and parents) was identified as an effective moderator for preventing sabotage, although only in the early stage (i.e. depression stage).Originality/valueFor the first time, the current study attempts to explain the sabotage formation process by using COR with the integration of intervention.

The aim of this article is to conduct a comparative analysis of letters written by Paulinus of Nola, addressed to the faithful experiencing trauma, with the literature on the Conservation of Resources Theory (COR) by Stevan Hobfoll. The comparison focuses on the occurrence of the resilience paradox in the face of traumatic experience. The conducted comparative analysis leads to the conclusion that in the letters addressed to the faithful in trauma, Paulinus utilizes the resilience paradox (initiating resource gains after experiencing significant resource losses), mechanisms of which have been extensively described in the COR theory. Paulinus points out that resource gain spirals in traumatic situations should involve external resources (showing compassion, support, love, closeness, kindness, caring for the suffering person and being a role model for them), as well as internal resources (readiness to listen to the Word of God, reinforcing hope and faith, expressing joy and trust in God, pursuing significant life goals, adopting an ascetic way of life and ascetic attitude to life, experiencing grief in a constructive way while strengthening the sense of self-efficacy by engaging in life-serving pursuits). The resilience assets mentioned by Paulinus are consistent with the stress-reducing factors in the COR concept (sense of security, emotional tranquillity, sense of individual and/or collective efficacy, sense of connection, hope). This type of analysis is significant for two reasons. First, patristic literature lacks research concerning the psychological mechanisms encompassed within the Conservation of Resources (COR) theory, including the occurrence of the paradox principle. Second, it seems worthwhile to initiate a series of publications that would present the ways in which the Church Fathers shaped psychological resilience among the faithful experiencing various forms of life trauma. Such knowledge-both theoretical and practical, developed in a certain sense over the centuries-may be utilized by specialists, including clergy, psychologists, and therapists, to foster constructive strategies for coping with contemporary traumas.

Deriving from the loss and gain spirals of conservation of resources (COR) theory, this research attempts to understand the within‐person, reciprocal relationship between job insecurity and life satisfaction. Using three independent samples from seven‐wave, five‐wave, and 21‐wave annually collected data from New Zealand and Australia, and random intercept cross‐lagged panel models, we find that (1) job insecurity has a negative concurrent relationship with life satisfaction at the between‐person level; (2) job insecurity at an earlier time point has a negative relationship with life satisfaction and a positive relationship with job insecurity at a later time point, indicating that individuals facing an initial threat of resource losses are more prone to further resource depletion, supporting “loss spirals” in COR theory; and (3) life satisfaction at an earlier time point has a positive relationship with life satisfaction at a later time point, supporting “gain spiral” in COR theory. However, life satisfaction is not longitudinally related to job insecurity at a later time point, failing to support the reverse causality. By rigorously investigating the reciprocal within‐person relationship between job insecurity and life satisfaction with two large‐scale panel data sets, these findings strongly support the loss and gain spirals from COR theory.

We examined how Conservation of Resources (COR) theory has been applied to work and stress in organizational settings. COR theory has drawn increasing interest in the organizational literature. It is both a stress and motivational theory that outlines how individuals and organizations are likely to be impacted by stressful circumstances, what those stressful circumstances are likely to be, and how individuals and organizations act in order to garner and protect their resources. To date, individual studies and meta-analyses have found COR theory to be a major explanatory model for understanding the stress process at work. Applications of COR theory to burnout, respite, and preventive intervention were detailed. Studies have shown that resource loss is a critical component of the stress process in organizations and that limiting resource loss is a key to successful prevention and post-stress intervention. Applications for future work, moving COR theory to the study of the acquisition, maintenance, fostering, and protection of key resources was discussed.

Conservation of resources (COR) theory is a stress and motivational theory that has been applied broadly in the organizational literature. Increasingly, this literature is transforming from a focus on resource‐setting fit to an understanding that ‘fitting’ is an active process that operates dynamically with both individuals and settings altering and metamorphosing. COR theory provides a framework to understand, predict, and examine this transactional relationship that can then be used to shape settings towards more optimal balance of resource cost and benefit. Rather than focusing on single, isolated variables or seeing individuals and settings as independent agents, COR theory suggests that resources exist in caravans. Therefore, employers that hope to ensure employee engagement must maximize the ecology that fosters resource caravan enrichment and challenge that promotes excellence, dedication, and commitment.

This research focuses on the Application of Behaviorism Learning Theory and Bandura's Social Learning Theory in Learning. The purpose of this research is to reveal behaviorism learning theory and Albert Bandura's social learning theory and implement them in learning. The content of behaviorism learning theory is that learning is a change in behavior as a result of the interaction between the stimulus as a result of the interaction between stimulus and response. The content of social learning theory emphasizes direct experience or observation, because according to Albert Bandura, namely people learn from what they read, hear, and see in the media, and also from other people and their environment. environment. The method used in the research is a qualitative method that intends to understand the object of research with sophisticated efforts through the art of speaking, the art of writing and the art of presenting what has been researched. In the study there are results, namely social learning theory Social learning theory helps understand the occurrence of aggression and psychological deviations and how to modify behavior. And the result of applying behavioristic theory and Bandura's social theory is the formation of a behavior that is aggression. This is the formation of a desired behavior. The desired behavior gets positive reinforcement and inappropriate behavior gets negative rewards and learner behavior. The learning behavior of students is the result of the ability of students to interpret knowledge or information, interpret a model that is not appropriate for them. information, interpret a model that is imitated, then process cognitively and determine actions according to the desired goals. determine the action according to the desired goal.

The article attempts to discuss the significance and functions of literature review including theories underlie in research especially as guide to young researchers. Basically, the review enables a researcher to have an up-to-date understanding of the research problem, particularly deviant behavior and to avoid him from attempting unnecessarily to understand what has been fully understood. The review will help the researcher to have relevant information of the context of the problem because a problem does not exist by itself, there must be certain relationship with other problems. This is essential when trying to find solution to the problem. The review also exposes the researcher to the related theories that will enable him to plan the research regarding deviant behavior in workplace appropriately. Literature review is performed by browsing the database using keywords; deviant, theory of deviant behavior and workplace deviant behavior. There are several theories that provide a clear picture of workplace deviant behavior such as Social Learning Theory, Social Exchange Theory, General Strain Theory, Mount, Judge and Illies's (2006) model of Workplace Deviant, Conservation of Resources Theory, and Social Control Theory. Understanding through the highlights of this theory can be the basis for a more detailed study of deviant behavior in the workplace, especially in the context of organizations in Malaysia.

Purpose Despite the notable increase in scientific publications explaining the knowledge hiding (KH) behavior and its antecedents and consequences, the discourse on this topic remains fragmented, limiting the holistic theoretical understanding of the KH phenomenon. This study aims to explore the theoretical lenses that have been used to understand and analyze the KH phenomenon in the workplace. Design/methodology/approach This study carried out a systematic literature review to advance the extensively researched domain of the KH phenomenon. Following a robust research protocol, the authors reviewed 155 peer-reviewed articles published in well-recognized research outlets. Findings This study has conceptualized and synthesized the current theoretical knowledge on KH. The findings suggest that the reviewed articles have used diverse theories, both in isolation and in combination with other theoretical lenses, to investigate KH behavior. The predominant theories used are the conservation of resource theory, social exchange theory, psychological ownership theory, social identity theory, social learning theory and the theory of planned behavior. Research limitations/implications These theories can be further used to examine various facets of KH (e.g. dyadic, triadic or extended). It is feasible to improve the current understanding of KH in organizations by identifying the positive outcomes apart from the established negative consequences of such behavior. This will help elucidate what kind of KH exists, to what extent it is beneficial and what outcomes are detrimental to organizations. Originality/value To the best of the authors’ knowledge, this is the first study that explicitly focuses on the theoretical foundations of KH. It proposes an integrated, cross-disciplinary, theory-based framework and presents suggestions for future research in this field. The framework can be used to examine various facets of KH (e.g. dyadic, triadic or extended). It can improve the current understanding of KH in organizations by identifying the positive outcomes apart from the established negative consequences of such behavior.