COR Theory Research Articles

Exploring the Moderating Effect of Musculoskeletal Pain on Technostress-Induced Burnout: A Cross-Sectional Study of Bank Employees.

Information and Communications Technology (ICT) advancements and high customer expectations are boosting the use of digital transformation and tech tools in business processes in a competitive environment. This trend enhances business effectiveness and efficiency but also introduces technostress as a new workplace stress factor. Technostress, defined as stress induced by using ICT in the workplace, has become increasingly prevalent in modern work environments, especially in sectors such as banking, due to digital transformation. As technology use intensifies, it raises concerns about potential adverse psychological and physiological effects on employees, particularly in relation to burnout. From a physiological perspective, musculoskeletal disorders (MSDs) are quite common among employees who use ICT for extended periods. MSDs can play a significant moderating role in the relationship between technostress and burnout. In this context, this study aimed to examine the moderating role of MSDs in the effect of technostress on burnout. This quantitative study surveyed a convenience sample of 220 bank employees, drawing on COR theory, the JD-R model, the P-E fit approach, and transactional stress theory. Data were analyzed using Structural Equation Modeling with SmartPLS 4.0 software, enabling examination of relationships between variables derived from these frameworks. The results reveal that technostress increases bank employees' burnout experience. Additionally, bank employees with MSDs experience higher burnout levels than those without MSDs. The study's findings provide valuable insights into managing workplace stress, addressing mental health problems, and promoting employee well-being in the digital age. These results have potential implications for academic understanding and practical applications in sustainable management.

The effect of career compromise on nurses’ turnover intention: the mediating role of job satisfaction

AimWe aimed to examine the relationships among nurses’ career compromise, job satisfaction, and turnover intention and the mediating role of job satisfaction in the relationship between career compromise and turnover intention.BackgroundNurses are prone to career compromise when there is a discrepancy between the reality of their job and their personal career expectations due to personal or family factors. High levels of career compromise may have a significant impact on turnover intentions through low job satisfaction, thereby affecting the stability of the nursing workforce. There is a paucity of research on the impact of nurses’ career compromise on turnover intentions.MethodThis was a cross-sectional research design of nurses in hospitals in Guangdong Province using a convenience sampling method. The Career Compromise Scale (CCS), Job Satisfaction Scale (JSS), and Turnover Intention Scale (TIS) were used. The obtained data were analyzed through descriptive statistics, Spearman’s correlation coefficient, and the mediating effect of perceived organizational support was tested through the PROCESS macro mediation model in SPSS.ResultsData from 821 nurses who met the inclusion criteria were analyzed. The total score of nurses’ turnover intention was 14.68 ± 4.32. Spearman’s correlation analysis showed that career compromise was negatively correlated with job satisfaction (r = -0.594, p < 0.01), job satisfaction was negatively correlated with turnover intention (r = -0.471, p < 0.01), and career compromise was positively correlated with turnover intention (r = 0.544, p < 0.01). The mediating effect of job satisfaction on the relationship between career compromise and turnover intention has been demonstrated. The mediating effect is significant, with a value of 0.056, representing 25.71% of the total effect.ConclusionsThe turnover intention of nurses in Guangdong Province is high. Job satisfaction mediated the relationship between career compromise and turnover intention. This study further enriches JD-R theory and COR theory and provides new perspectives for nurse managers to develop intervention strategies to stabilize the nursing workforce and reduce turnover.

THE LINKAGES BETWEEN KNOWLEDGE HIDING &amp; KNOWLEDGE SHARING VIA LMX &amp; AGREEABLENESS: A MEDIATED MODERATED MODEL

The study will contribute to the knowledge hiding literature by providing interesting insights in trickledown effect of supervisor knowledge hiding on subordinate knowledge sharing behavior with the co-workers, while; here, LMX as mediator would extend literature of knowledge hiding. Drawing on SET &amp; COR theory by using cross-sectional data collected over structured questionnaire from employees of TEVTA organization, the research will be a considerable addition in both knowledge hiding and knowledge sharing literature. It would also provide the considerable knowledge in OB studies where personality traits i.e., agreeableness as moderator will influence upon relationship of LMX and knowledge sharing by subordinate with coworkers. It argues that, the effects of supervisor knowledge hiding (predictor) not stop at subordinate end while it transmits (trickledown) in coworker and badly affect their social well-being (outcome). More interestingly, agreeableness will moderate relation of LMX &amp; subordinate knowledge sharing behavior with co-workers while the COR will support to author’s stance. In addition, theoretical and practical implications of the study are also a key point of the present research.

Servant leadership and service recovery performance: influence of creative adaptability and employee psychological well-being

PurposeThis study draws on insights from the theory of conservation of resources to explore the impact of servant leadership (SL), creative adaptability (CA), and psychological well-being (PWB) on the service recovery performance (SRP) of employees. More specifically, the objective of this study is twofold: one to ascertain whether employees' service recovery performance would increase significantly after their exposure to SL, and two, to determine whether CA and PWB serially mediate the link between SL and SRP.Design/methodology/approachTo analyze the data collected from a sample of 371 air service providers’ front-line employees (FLEs), partial least squares structural equation modeling (PLS-SEM) was performed.FindingsThe result indicated that SL was positively related to SRP. Likewise, the results of the serial mediation analysis showed that CA and PWB independently and serially mediated the SL-SRP relationship. This study makes significant contributions to the literature on SL and SRP.Originality/valueThis study adds to the growing body of research on how FLEs effectively deal with customers who are dissatisfied with their service failure experiences. Specifically, this research expands on previous results by proving the favorable effect of leadership style on FLE’s service recovery performance. In addition, the current study examines how effective service recovery is by assessing the employee’s resources based on COR theory. Finally, this research provides new insight into the influence of SL on SRP through the serial mediation of CA and FLE’s well-being.

Enforced work-from-home and its impact on psychological conditions: a qualitative investigation in India

PurposeEnforced work-from-home (EWFH) was the norm during the COVID-19 pandemic and continues to be implemented by many organizations owing to its long-term financial benefits. This study aims to understand the consequences of EWFH on the three psychological conditions of employee engagement: psychological safety, psychological availability and psychological meaningfulness.Design/methodology/approachSemi-structured interviews were conducted with 21 employees from different Indian companies. Thematic analysis was adopted to understand the consequences of EWFH on employee psychological safety, availability and meaningfulness.FindingsThe findings demonstrated that psychological meaningfulness, availability and safety were adversely impacted owing to limited choice and autonomy in EWFH.Research limitations/implicationsThis study contributes to the literature by examining the concept of EWFH in relation to psychological conditions, which is novel and relevant. Also, the job demands and resources framework and the COR theory are used together to explain the findings, which strengthens the concept of EWFH.Practical implicationsOrganizations should consider various aspects of EWFH and make decisions to improve employees’ engagement at work.Originality/valueThis study focuses on an unexplored area and facilitates a better understanding of the concept of EWFH and its impact on employees’ psychological conditions. This study is valuable for both management professionals and organizations considering the continuation of EWFH after the pandemic. It also offers new avenues for future research.

Organizational Dehumanization Impact on Knowledge Hiding and Employee Theft Time: Moderating Effect of Psychological Capital

This study illustrates when organizational dehumanization leads to infrequent (deviant) job behavior. So, this study aims to investigate the impact of organizational dehumanization on perceived incivility, knowledge hiding, and employee theft time. In addition, the moderating effect of psychological capital is examined among organizational dehumanization and perceived incivility, as well as the mediation of perceived incivility about organizational dehumanization and deviant (abnormal) job behavior (time theft and knowledge hiding). This study is based on the COR and SET theory. The information was gathered from manufacturing sector employees utilizing the time-lag method of intervals T1/T2/T3 correspondingly. The data demonstrate that organizational dissent is a problem. Additionally, the psychological capital of the workforce reduced the negative impacts of organizational dehumanization on perceived rudeness. This study offers insights into reducing organizational stressors to buffer employee deviant behaviors by considering behavioral results of organizational dehumanization or management. This study also provides directions for new manufacturing industry research

Unveiling the interplay between leadership behavior and leader well-being: a person-centered approach

PurposeDrawing on COR theory and based on a person-centered approach, this study aims to explore profiles of both leadership behavior (transformational leadership, abusive supervision) and well-being indicators (cognitive irritation, emotional exhaustion). Additionally, we consider whether certain resource-draining (work intensification) and resource-creating factors (leader autonomy, psychological contract fulfillment) from the leaders' work context are related to profile membership.Design/methodology/approachThe profiles are built using LPA on data from 153 leaders and their 1,077 followers. The relationship between profile membership and correlates from the leaders' work context is examined using multinomial logistic regression analyses.FindingsLPA results in an interpretable four-profile solution with the profiles named (1) Good health – constructive leading, (2) Average health – inconsistent leading, (3) Impaired health – constructive leading and (4) Impaired health – destructive leading. The two groups with the highest sample share – Profiles 1 and 3 – both show highly constructive leadership behavior but differ significantly in their well-being indicators. The regression analyses show that work intensification and psychological contract fulfillment are significantly related to profile membership.Originality/valueThe person-centered approach provides a more nuanced view of the leadership behavior – leader well-being relationship, which can address inconsistencies in previous research. In terms of practical relevance, the person-centered approach allows for the identification of risk groups among leaders for whom organizations can provide additional resources and health-promoting interventions.

Are my wife's recovery activities related to my subsequent recovery activities at work?

We proposed a model where a male employee's wife's engagement in recovery activities results in the husband's own enactment of recovery activities while in the workplace, via emotional contagion, based on the COR theory and broaden-and-build theory of positive emotions. We expected wives may experience positive emotions after engaging in social interactions, which has a contagion effect on husbands' positive emotions. Further, husbands were expected to leverage their positive emotions to engage in future recovery activities (better lunch nap and meal quality while at work). Lastly, we examined whether power imbalance in the married couple has a moderating effect on emotional contagion processes. To test our model, we used an experience-sampling method in which 110 dyads completed daily diary questionnaires for 8 consecutive days (N = 768, after removing 112 invalid observations). As expected, wives' social interactions are linked to husbands' positive emotions via wives' positive emotions. Further, husbands' positive emotions predict the quality of two workplace recovery activities (lunch naps and meals). Finally, power imbalance moderates the association between wives' (donors) emotions and husbands' (recipients) emotions such that the crossover of emotions is stronger when wives (donors) have relatively more power than when they have less.

Flourish, fight or flight: health in self-employment over time—associations with individual and business resources

PurposeUsing COR theory to study developments of health and other key resources in self-employed workers in Sweden over 6 years, this study: (1) explored whether the heterogenous group of self-employed workers contained subgroups with different health trajectories, (2) investigated whether these were more typical for certain individuals (with respect to age, gender, sector, education, employment status), and (3) compared the different health trajectories regarding resource development in mental well-being, business resources, employment status, work ability.MethodThe study used data from the Swedish longitudinal occupational survey of health (SLOSH) and included participants working as self-employed or combiner (N = 2642).ResultFive trajectories were identified with latent class growth curve model analysis (LCGM). Two health trajectories with (1) very good, respective (2) good stable health (together comprising 78.5% of the participants), (3) one with moderate stable health (14.8%), (4) one with a U-shaped form (1.9%), and (5) one with low, slightly increasing health (4.7%). The first two trajectories flourish: they maintained or increased in all key resources and were more likely to remain self-employed. Trajectories three and five consist of those who fight to maintain or increase their resources. Workers in the U-shaped health trajectory show signs of fight and flight after loss in health and other key resources.ConclusionsStudying subgroups with different resource developments over time was suitable to understand heterogeneity in self-employed workers. It also helped to identify vulnerable groups that may benefit from interventions to preserve their resources.

Mitigating Facets of Team Knowledge Hiding: A Collaborative View of Psychological Safety and Team Embeddedness through the Lens of COR theory

Mitigating Facets of Team Knowledge Hiding: A Collaborative View of Psychological Safety and Team Embeddedness through the Lens of COR theory

Change in Newcomers’ Perceived Insider Status Over Time: An Examination of its Relationships with Abusive Supervision and Well-Being

In a time when organizations must cope with an increasingly volatile and spatially dispersed workforce, understanding how to facilitate newcomers’ perceptions of insider status is of both theoretical and practical importance. However, knowledge regarding how and why these desirable perceptions unfold over time during the socialization period is limited. Drawing on affective event theory and feelings-as-information theory, this research derives predictions about the influence of change in newcomers’ perceptions of abusive supervision and change in newcomer negative affect toward their supervisors on change in newcomers’ perceived insider status. Furthermore, considering perceived insider status through the lens of COR theory, its change is expected to have an impact on newcomers’ well-being. To test our predictions, we used a latent growth modeling (LGM) approach to analyze longitudinal data collected from newcomers working in a variety of organizations at four times across a year after organizational entry. Our results reveal a temporal process whereby change in perceptions of abusive supervision influence newcomers’ well-being and demonstrate that changes in newcomers’ negative affect toward the supervisor and in newcomers’ perceived insider status sequentially mediate these relationships. Overall, this research illustrates the temporal dynamics of the socialization process and highlights the key role of supervisors and newcomers’ affect on newcomers’ transition from outsiders to organizational insiders as well as the corresponding impact on their well-being.

The mediating role of Emotional Exhaustion between Workplace Bullying and Employee Voice in the Banking Sector

Drawing on the Conservation of resources theory, this study tried to establish an empirical relationship between workplace bullying and employee voice with the mediation of Employee emotional exhaustion. This study is quantitative in nature and data was collected from 157 employees from the banking sector of Pakistan. The analysis was done using SPSS-24 and Smart-PLS4 software. The purpose of the study is to stimulate the bullied victims to speak up against this negative act to eradicate it. The study’s findings suggest that a significant relationship exists between workplace bullying and employee voice. The negative act of bullying motivates the victims to speak up against it. The relationship between workplace bullying and emotional exhaustion was also significant. Moreover; the intervening effect of emotional exhaustion motivates victims of bullying to speak up and it shows Partial-mediation. It is recommended that organizations must make a “Zero-tolerance” policy against workplace bullying and relevant measures should be taken. The COR theory holds that people work to get, preserve, and safeguard important resources, which might include not only material possessions but also psychological and social resources. Moreover, limitations and future areas of research have also been discussed.

Vitality and learning: the impact of mobile technology use across work–nonwork boundaries on job performance

ABSTRACT This study categorises mobile technology use into four types, taking into account two dimensions: the nature of the matters (work-related and non-work-related) and the boundaries (work and nonwork time). Furthermore, this study focuses on mobile technology use across boundaries. Drawing upon SDT, this study refines mobile technology use across work-nonwork boundaries into 2*2 categories based on the different ways in which it crosses the work-nonwork boundary, namely, work invading nonwork time (work-to-nonwork time), nonwork intruding on the realm of work time (nonwork-to-work time) as well as individual's willingness of behaviour (active and passive). Moreover, relying on COR theory, we introduce the mediating role of thriving at work (learning and vitality) in the relationship between across-boundary mobile technology use and job performance. This study shows that work-to-nonwork time active use and nonwork-to-work time active use have positive and inverted U-shaped effects on job performance separately, and both nonwork-to-work time and work-to-nonwork time passive use have negative effects on job performance. In addition, learning mediates the positive relationship between work-to-nonwork time active use and job performance, while vitality mediates the relationship between nonwork-to-work time active use and job performance, as well as between work-to-nonwork time passive use and job performance.

Demands and Resources: Weighing Interaction Effects on Occupational Burnout.

The need to identify the main determinants of occupational burnout gained new attention with the release of management of psychosocial standards. Based on the JD-R model and COR theory, the article compares demands and resources interactions and their effects on high levels of burnout. Employees in Israel ( N = 2010) reported job demands and organizational and personal resources. One year later, 1201 of them reported their burnout. The interactions effects on next-year burnout levels were analyzed using logistic regression. The enhancing interaction better predicts next-year burnout. Each additional stressor increases the risk for very high burnout (above 4) a year later (odds ratio = 1.76; 95% confidence interval: 1.55-2.00). The cumulative interaction of stressors predicts next-year burnout levels. Moreover, we used concrete comparable values of the measures that may initiate a standardization process for organizational stressors.

Workplace ostracism: A process model for coping and typologies for handling ostracism

Workplace ostracism has become today's harsh reality. Research concerning ostracism has proliferated in the past two decades. But, not much attention is paid to the process of coping with workplace ostracism. As a result, several aspects of this interpersonal mistreatment remained overlooked. For instance, how employees form perceptions of ostracism, how they cope with it over time, and what factors explain variations in their perceptions, experiences, and coping strategies are not much explored. To address these gaps, we present a “Process Model” grounded on relational/stress theories, namely, sociometer and COR theory, to explicate employees' journey of coping with ostracism. Additionally, our model illustrates personal/organizational factors influencing stages of the coping process. Further, we present the first-ever two-by-two typologies of employees' coping strategies and organizational/HR strategies for tackling workplace ostracism demarcated along two dimensions. Finally, we discuss theoretical/practical implications and future research directions.

FLEs' concerns with misbehaving customers in the time of COVID and beyond

PurposeThis research investigates the impact of customer rule violation issues on frontline employees' (FLEs’) burnout due-to-customers. A model and hypotheses are developed using COR theory and past literature on misbehaving customers and their effects on customer-facing employees.Design/methodology/approachThe proposed model was assessed using a survey of 840 frontline retail, restaurant, service and caregiving employees and their reactions to the issue of misbehaving customers (i.e. rule breaking and/or rude customers).FindingsFLEs' perceived frequency of customer rule violations, FLEs' concerns with misbehaving customers and FLEs' concerns with enforcing rules with these customers increased FLEs' burnout due-to-customers, while FLEs' customer orientation decreased it. Interactions among several antecedents were found relative to their effects on burnout. Burnout due-to-customers decreased FLEs' organizational commitment and increased quitting intentions. Additionally, this burnout mediated the relationships between our studied antecedents and job outcome variables (either partially or fully), with organizational commitment also mediating the relationship between burnout and quitting intentions.Originality/valueThe impact of FLEs' concerns relative to customers' rule breaking, which has not been previously addressed, is shown to increase FLEs' burnout due-to-customers, while FLEs' customer orientation buffered and reduced burnout, with frequency of violations interacting with several antecedents, and ultimately affecting burnout and several dependent variables—organizational commitment and quitting intentions. These FLE rule violation and enforcement concerns, captured at the height of the pandemic, are new variables to the literature. These issues have important implications for managers as to their treatment and training of FLEs in the future.

Work Family Conflict, Job Stress and Employee Engagement on Innovation Work Behavior: Mediating Roles of Career Adaptability

Objective: The purpose of this article is to identify the effect of Work Family Conflict, Job stress and employee engagement on innovation work behavior mediating by career adaptability according to conservation of resources theory.&#x0D; &#x0D; Theoretical framework: Women's emancipation in Indonesian is related to work regarding the multiple roles experienced by women at work. on the one hand women have a desire to work outside the home, but on the other hand they have responsibilities in managing the household. Work family conflict is interesting to study because of inconsistent findings on the effect of work family conflict on innovative work behavior. Research by Xu et al. (2022) said that work family conflict has a negative and significant effect on employee innovative behavior. However, research (Choi et al. 2018) found a direct positive effect of Work Family Conflict on innovative behavior. Then the mediating variable is needed to confirm a clearer relationship between work family conflict on work behavior innovation. Therefore, in this study is to expand career adaptability as a mediating variable to link the relationship.&#x0D; &#x0D; Method: This study is a quantitative study that collected 426 valid samples from married female nurses from five hospitals in Indonesia, makes use of Smart PLS Software 3.0 is used to verify the proposed hypothesis.&#x0D; &#x0D; Results and conclusion: The findings a practical perspective, career adaptability plays a mediating role between work family conflict, job stress on innovation work behavior but career adaptability not mediating role between employee engagement on innovation work behavior.&#x0D; &#x0D; Implications of the research: This has implications for continuing (X. Wang, Zhang, and Chun 2021) research to focus on the development of work-family conflict, in order to enrich the research scale and relevant findings regarding work-family conflict and career adaptation using COR theory.

Impact Of Ethical Leadership on Work Engagement Via Perceived Organizational Politics; Moderating Role of Locus of Control

Around 88 percent of the managers across the globe reported that politics, an endemic phenomenon exists in their organizations and around 87 percent employees are not completely engaged at work. Considering these emergent issues, the purpose of this paper is to examine the effect of ethical leadership on work engagement through perceived organizational politics, while considering locus of control as moderator in the association between perceived organizational politics and work engagement. This paper utilized a cross-sectional survey research design from 500 supervisor-supervisee dyads in both private and public service sectors of Lahore. Confirmatory factor analysis validated the dimensionality as well as reliability of the measurement model. Furthermore, the hypothesized associations were analyzed through two-staged structural equation modeling. Results revealed that perceived organizational politics mediates the association between ethical leadership and work engagement. In addition, locus of control was found to moderate the association between perceived organizational politics and work engagement. This paper did not establish any causal inferences between the constructs, therefore explanation pertinent to findings must be provided with great caution. This paper suggests practical inferences through mitigation of damaging effects of perceived organizational politics, a prevailing issue with deleterious outcomes and yet not addressed in Asian societies organizations. It emphasizes on organizations to recruit and train individuals with ethical behaviors that may help avoid employees’ negative perceptions, resulting in increased employees’ work engagement. This study extends the existent literature through examining perceived organizational politics (POP) as a mediating mechanism between ethical leadership and work engagement. It sheds light on the personality, politics as a psychological state with its outcomes, along with the cultural dimension for the first time in literature and explains the phenomena through which negative effects of (POP) are buffered by ethical leadership while in presence of individual differences that ameliorate or deteriorate the organizational outcomes. The theoretical framework is progressed through social learning theory and COR theory.

Transformational leadership and innovative work behavior: The role of identification, voice and innovation climate

Researchers and businesses are becoming more interested in encouraging employees to engage in innovative work behavior in a highly competitive environment. The current study explores the underlying mechanisms and boundary conditions that explain the association between transformational leadership and innovative work behavior of frontline employees, based on the social exchange theory (SET) and conservation of resource theory (COR theory). Data was collected from frontline employees and managers working in 145 hotels in four provinces along China’s southeast coast (Jiangsu, Zhejiang, Fujian, and Guangdong). The results indicated that (1) transformational leadership had a positive impact on innovative work behavior, (2) organizational identification/employee voice mediated the relationship between transformational leadership and innovative work behavior, and (3) the indirect effect of transformational leadership on innovative work behavior (via organizational identification/employee voice) was stronger when the employee worked in a more innovation climate. This study provides hotel management insights regarding why and under what conditions employees behave as they do.

The intersectional effects of motivational and affective factors on managers' performance.

Drawing from the effort-recovery model, the authors analyzed the role of daily sleep quality as a driver for self-regulatory resources and consequently of task and contextual performance. Specifically, the authors hypothesized that self-regulatory resources would be a potential mechanism for enhancing workers' performance after a good night's sleep. Moreover, relying on the COR theory, the authors proposed health-related indicators (mental health and vitality) as intensifiers of the previously proposed indirect effect. Daily diary data were collected from 97 managers over five consecutive working days (485 daily observations) and analyzed using multilevel analyses. Sleep quality was positively associated with managers' self-regulatory resources and (task and contextual) performance at the person and day levels. Additionally, results provided support for most of the assumed indirect effects of sleep quality on both performance dimensions via self-regulatory resources. At last, the findings evidenced that these indirect effects were moderated by health indicators in a way that lower scores on health intensified such positive effects. Organizations should create mechanisms that could promote their workers' awareness of the potential benefits of sleeping well at night as well as its impacts on both self-regulatory resources and performance. The current intensification of workload together with working after hours may pose a risk to this important resource source for managers. These findings emphasize the day-to-day variation in self-regulatory resources needed to perform and that workers' sleep quality has the potential to stimulate a resource-building process for such benefits.