Job Frustration Research Articles

Unraveling the nexus: the impact of abusive supervision on project performance via sequential mediation of job embeddedness and job frustration

PurposeBased on the conservation of resources (COR) theory, this study seeks to investigate how job embeddedness (JE) and job frustration (JF) as serial mediators linking abusive supervision (AS) to project performance (PP) in the construction industry.Design/methodology/approachData were gathered from 297 respondents working in six organizations involved in large-scale construction projects. The respondents were project managers, field engineers, consultants and civil engineers. Partial least squares structural equation modeling was used for data analysis and hypothesis testing.FindingsThe study findings indicate that JE and JF mediate AS’s impact on PP. The findings further reveal that JE and JF serially mediated the linkage between AS and PP.Originality/valueThis manuscript contributes to the relevant knowledge by investigating the overlooked psychological mechanisms of JE and JF between the linkage of AS to PP. The results of this study hold significant implications for both theoretical research and management practices.

The effect of toxic leadership on tourism and hotel firm employee performance: The mediating role of job frustration

The effect of toxic leadership on tourism and hotel firm employee performance: The mediating role of job frustration

JOB BULLYING AND ITS RELATIONSHIP TO JOB FRUSTRATION

The current study sought to test the level of contribution of both occupational bullying with its dimensions represented by (physical or material bullying, verbal bullying, physical bullying) and its relationship to occupational frustration with its dimensions represented by (self-frustration, relationship frustration, frustration with merit), as it adopted within its theoretical framework occupational bullying As an independent variable, job frustration came as a dependent variable. The researcher reached a set of conclusions, the most important of which is that job bullying has a bad impact on the employees of the organization studied as a result of the neglect of its officials regarding the employees and their care and providing them with means of success at work and providing the best services to them despite their commitment to the laws, rules and codes that the organization has established to perform the tasks assigned to it. The most important recommendations were that the organization must strive to encourage the elimination of bullying at work and continue to establish regulations, laws and rules that help overcome this phenomenon among employees and provide the best services in order to reach a high level of task performance.

Exploring the consequences of nurses’ involvement in disaster response: findings from a qualitative content analysis study

BackgroundThe presence of nurses during disasters can lead to many consequences. Understanding the nurses’ experiences of these consequences can provide valuable insights. Therefore, this study was conducted to explore the experiences of Iranian nurses regarding the consequences they faced when being present during disasters.MethodsThis qualitative descriptive study employed a content analysis approach to examine the topic at hand. 20 nurses working in the emergency units of Kerman hospitals were selected through purposive sampling. In-depth semi-structured interviews were conducted to collect the data. The data were analyzed using qualitative content analysis proposed by Graneheim and Lundman. MAXQDA 10 was used to manage data.ResultsAfter analysis of the interviews, two main categories were identified: overlapping of job frustrations and acquiring experience in difficult conditions. The main category of acquiring experience in difficult conditions comprised the following subcategories: improved quality of care, experience and dedication in fulfilling the role, reduced stress, occupational motivation and enthusiasm, increased self-confidence, and improved social status. On the other hand, the category of overlapping of job frustrations also consisted of the subcategories of physical strength deterioration, psychological and emotional distress, discontinued from supports, feelings of hopelessness, increased exposure to violence and aggression, and occurrence of family problems.ConclusionBeing present during disasters and obtaining the necessary competencies can have positive consequences that serve as turning points in the personal and professional growth of nurses. Additionally, favorable outcomes can help nurses cope with adverse circumstances. Managers can utilize the findings of this study to develop strategies aimed at reducing negative outcomes and enhancing positive ones among nurses during disasters.

How and When Leader Job Insecurity Influences Engineer In-Role and Extra-Role Behaviors

This article investigates how and when leader job insecurity influences engineer job performance and organizational citizenship behavior (OCB). By integrating social information processing perspective and dual-path model, this article hypothesizes that leader job insecurity influences engineer job performance and OCB negatively via engineer job frustration and occupational self-efficacy. Moreover, drawing from social support resource theory, we hypothesize that coworker support moderates the impacts of leader job insecurity on engineer job frustration and occupational self-efficacy. We test these hypotheses using data from a sample of 266 leader-engineer dyads. Consistent with our theoretical framework, we find that engineer job frustration and occupational self-efficacy mediates the negative and indirect effect of leader job insecurity on engineer job performance and OCB. In addition, coworker support moderates the relationship between leader job insecurity and mediators (i.e., job frustration and occupational self-efficacy) as well as the indirect impacts of leader job insecurity on engineer job performance and OCB.

POSITIVE THINKING FOR HUMAN RESOURCES AND ITS ROLE IN REDUCING JOB FRUSTRATION AN ANALYTICAL STUDY OF THE OPINIONS OF A SAMPLE OF EMPLOYEES AT AL-FURAT AL-AWSAT TECHNICAL UNIVERSITY

The current research aims to study the relationship and impact between positive thinking of human resources in its five dimensions (positive daily performance, positive self-evaluation, self-evaluation of others, positive future expectations, positive social performance) and job frustration in its four dimensions (aggressive job frustration, withdrawal, job rationalization, and fixation Career), where the research was applied to a sample of employees at Al-Furat Al-Awsat Technical University, which included (104) employees at different job levels. The data were collected by means of the questionnaire and analyzed by the program (SPSS v.23). The research has reached results confirming the existence of a statistically significant correlation and impact between positive thinking of human resources and job frustration, and that positive thinking of human resources contributes to promoting better relations with co-workers and encourages more positive interactions, and one of the most important conclusions reached by the research where The senior management at Al-Furat Al-Awsat Technical University should adopt a special philosophy in positive thinking of human resources based on the adoption of functional features of positive thinking of the human resource in a reflective manner and purposeful and logical awareness so that employees are able to control their actions towards indicators of job frustration.

When overqualification turns dark: A moderated-mediation model of perceived overqualification, narcissism, frustration, and counterproductive work behavior

Although perceived overqualification (POQ) is an established correlate of counterproductive work behavior (CWB), the means and boundaries of this consequential, costly relationship are largely undetermined. This research aims to address this gap by developing and testing the mediating role of job frustration and the moderating influence of narcissism in the relationship, providing valuable insights for organizations' selection, placement, and understanding of employees. Perceived overqualification is established as an antecedent of the frustration-aggression model. Narcissism is developed within Relative Deprivation Theory as exacerbating the effects of perceived overqualification on both affective (job frustration) and behavioral (CWB) consequences. Data from 696 individuals in heterogeneous occupations completing a two-stage online study supported the developed model, with job frustration mediating the relationship between POQ and CWB and narcissism strengthening both stages of the mediated relationship. The findings advance job frustration and narcissism as mechanisms for understanding, and mitigating, costly counterproductive effects of POQ.

No News Is Not Good News: The Mediating Role of Job Frustration in the Perceptions of Organizational Politics and Employee Silence

Building on the affective event theory, we investigate the mediating role of job frustration in the relationship between perceptions of organizational politics (POP) and employee silence. We suggest that job frustration induced by POP leads employees to become more passive in organizational participation, reflected in increased employee silence. Results from data collected from 459 employees of an Iranian organization indicate that POP has both a direct and an indirect effect on various employee silence motives. The study extends prior research by examining an affective mechanism linking POP to employee silence. The results suggest that frustration may be expressed silently in politicized work environments. The study attests to the need to explore the role of context-relevant discrete emotion in organizational phenomena. It also points to the need for organizational leaders to identify the emotional undercurrent of employee silence and to reduce negative politics in organizations.

Organizational Laxity in Kuwaiti Governmental Schools and its Relationship to Teachers Job Frustration

Abstract This study aimed to identify the level of organizational laxity among Kuwaiti governmental school principals and its relationship to job frustration. Adopting a correlative descriptive approach, the study administered a questionnaire to a random sample of 1169 teachers. The most important findings were: (1) the level of organizational laxity among school principals was generally moderate; (2) there were statistically significant differences between the levels of organizational laxity attributed to gender, nationality, and years of service were attested; (3) the level of job frustration among teachers was generally high; (4) there were statistically significant differences between the levels of organizational frustration attributed to gender, nationality and years of service; (5) there was a positive and statistically significant correlation between the different aspects of organizational laxity and the factors affecting the level of job frustration in general. The study concluded with several recommendations: (1) an electronic performance indicator that measures the level of principals’ application of administrative and technical tasks should be developed, (2) indicators of organizational laxity should be monitored and placed in a guideline, (3) an annual electronic scale that measures job frustration levels and causes among teachers should be placed on the Ministry of Education’s website. Keywords: organizational laxity, governmental school principals, job frustration teachers, State of Kuwait

To Stay or to Leave: Factors Shaping Early Childhood Teachers’ Turnover and Retention Decisions

ABSTRACT This qualitative study sought to understand whether there were difference in how early childhood education (ECE) teachers who stayed in or left their jobs interpreted their job demands and resources. It also sought to understand factors that shaped teachers’ turnover and retention decisions. Twenty-six teachers who worked in subsidized ECE programs that blended multiple public funding sources were interviewed, 14 of whom stayed in their jobs and 12 of whom left their jobs. We found teachers’ reasons for leaving or staying were complex and took into consideration workplace and family factors. Teachers who stayed tended to share the same job frustrations as those who left, namely a misalignment between job demands and resources, but those who stayed were more willing to engage creatively in solving workplace problems. Teachers who stayed placed greater value on professional development opportunities than teachers who left, and these key job rewards factored into retention decisions. Teachers who left often felt that lacking key job resources undermined their sense of competence at being an effective teacher and viewed the psychosocial workplace climate less favorably than teachers who stayed. For many teachers, the value they placed on different job rewards was influenced by family factors.

Associations of job demands and patient safety event involvement on burnout among a multidisciplinary group of pediatric hematology/oncology clinicians.

Workplace burnout can result in negative consequences for clinicians and patients. We assessed burnout prevalence and sources among pediatric hematology/oncology inpatient nurses, ambulatory nurses, physicians (MDs), and advanced practice providers (APPs) by evaluating effects of job demands and involvement in patient safety events (PSEs). A cross-sectional survey (Maslach Burnout Inventory) measured emotional exhaustion, depersonalization, and reduced personal accomplishment. The National Aeronautics and Space Administration Task Load Index measured mental demand, physical demand, temporal demand, effort, and frustration. Relative weights analyses estimated the unique contributions of tasks and PSEs on burnout. Post hoc analyses evaluated open-response comments for burnout factors. Burnout prevalence was 33%, 20%, 34%, and 33% in inpatient nurses, ambulatory nurses, and MD, and APPs, respectively (N=481, response rate 69%). Reduced personal accomplishment was significantly higher in inpatient nurses than MDs and APPs. Job frustration was the most significant predictor of burnout across all four cohorts. Other significant predictors of burnout included temporal demand (nursing groups and MDs), effort (inpatient nurses and MDs), and PSE involvement (ambulatory nurses). Open-response comments identified time constraints, lack of administrator support, insufficient institutional support for self-care, and inadequate staffing and/or turnover as sources of frustration. All four clinician groups reported substantial levels of burnout, and job demands predicted burnout. The body of knowledge on job stress and workplace burnout supports targeting organizational-level sources versus individual-level factors as the most effective prevention and reduction strategy. This study elaborates on this evidence by identifying structural drivers of burnout within a multidisciplinary context of pediatric hematology/oncology clinicians.

Effects of Project Leader Workplace Anxiety on Project Team Member Organizational Citizenship Behavior: A Moderated Mediation Model

This study investigates how and when project leader workplace anxiety influences project team member organizational citizenship behavior (OCB). Drawing from social information processing theory and the dual process model, we propose that project leader workplace anxiety negatively affects project team member OCB via job frustration and career adaptability. We also propose that project team member core self-evaluation moderates these hypothesized relationships. We test our hypotheses using multisource and time-lagged data from a sample of 269 matched project leader-member dyads. Theoretical and practical implications and future research directions are discussed.

Putting family first as a boundary management tactic

PurposeThe authors examine a boundary management tactic for managing the work–family interface: putting family first (PFF). PFF is a boundary management tactic defined as the voluntary behavior of intentionally putting family obligations ahead of work obligations in a way that violates organizational normsDesign/methodology/approachIn Study 1, The authors develop a theoretically derived measure of PFF and distinguish it theoretically and empirically from similar existing constructs, examining convergent and discriminate validity to demonstrate its uniqueness. In Study 2, the authors demonstrate PFF's predictive validity beyond the job incumbent using a three-way matched sample of 226 individuals, including the job incumbent's coworker and spouse.FindingsThe authors established and validated a measure of PFF, developing and replicating the nomological network. PFF crossed over to positively relate to coworker role overload, job frustration and work–family conflict and to spousal stress transmission and relationship tension. Similarly, PFF related negatively to spousal family satisfaction and organizational commitment.Originality/valueThe authors extend the work–family and boundary management literatures by proposing a new form of boundary management, PFF, which is a tactic for managing the work–family interface, and explore how its use influences not only the job incumbent but also the coworker and the spouse.

Relationships among emotional blackmail, job frustration, turnover intention for tour leaders

ABSTRACT Due to the nature of their work, tour leaders need to interact closely with the tour members; thus, the former are often subjected to emotional blackmail by the latter. Therefore, this study investigated the relationship among tour leaders’ perceived emotional blackmail, job frustration, and turnover intention. Licenced tour leaders were chosen as participants of this study and were asked to answer a self-administered survey questionnaire. A total of 355 valid questionnaires were collected at the end of the study period. The results showed that the higher the tour leaders’ perceived blackmail, the higher the job frustration and the turnover intention are. Furthermore, based on the results, job frustration has a positive effect on turnover intention.

العــلاقة بین التسییس التنظیمی والإحبــاط الوظیفی بالتطبیق على العاملین بالکادر العام بجامعة المنصورة

المستخلص: هدفت هذه الدراسة بشکل رئيسي إلى دراسة العــلاقة بين التسييس التنظيمي والإحبــاط الوظيفي بالتطبيق على العاملين بالکادر العام بجامعة المنصورة ، تمثل مجتمع الدراسة في العاملين بالکادر العام بجامعة المنصورة والذى بلغ (10841) وقد بلغت عينة الدراسة (371 مفردة) باستخدام برنامج Sample Size Calculator ، وبلغت نسبة الاستجابة 78.4% ( أى 291 مفرده ). وتوصلت النتائج إلى وجود علاقة ارتباط معنوية طردية بين کل بعد من أبعاد التسييس التنظيمي والإحباط الوظيفي.کما أنه توجد علاقة تأثير إيجابية لأبعاد التسييس التنظيمى(السلوک المسيس العام،الخضوع حاليا للتقدم مستقبلا، تسييس الزيادات والمکافآت) على الإحباط الوظيفى. فضلا عن أنه لاتوجد فروق معنوية بين آراء العاملين حول أبعاد التسييس التنظيمي والإحباط الوظيفى وفقا للمتغيرات الديموجرافية( النوع، العمر، المستوي التعليمي ، المستوي الاداري ، مدة الخبرة في الوظيفة الحالية). وأوصت بضرورة تقليل وتحجيم ظاهرة التسييس التنظيمى وتعطيل العوامل المسببة لها وعناصرها من خلال الشفافية على مختلف المستويات الإدارية وتشجيع العاملين ومنحهم الحرية في التعبير عن ارائهم وأفکارهم وتحقيق العدالة بين جميع العاملين. Abstract: This study mainly aimed to study the relationship between organizational politicization and job frustration by applying it to workers in the general cadre at Mansoura University. The response rate is 78.4% (i.e. 291 singles). The results found that there is a positive moral correlation between each dimension of organizational politicization and job frustration, and there is also a positive relationship for the dimensions of organizational politicization (general politicized behavior, current submission to future progress, politicization of increases and rewards) on job frustration. In addition, there are no significant differences between workers' opinions about the dimensions of organizational politicization and job frustration according to demographic variables (gender, age, educational level, administrative level, and the period of experience in the current job). And it recommended the necessity of reducing and limiting the phenomenon of organizational politicization and disrupting the causative factors and its components through transparency at various administrative levels, encouraging workers and giving them freedom to express their opinions and ideas, and achieving justice among all workers.

Perceived Overqualification and In-Role Job Performance: Mediating and Moderating Mechanisms

This study investigates the effects of perceived overqualification (POQ) on in-role job performance and examines job frustration and psychological entitlement as underlying mechanisms in this relationship. Drawing on person-job fit theory and relative deprivation theory, we predict that feelings of being overqualified for one’s job will elicit job frustration which in turn reduces in-role job performance. Moreover, we hypothesize that psychological entitlement acts as a moderator of the indirect effect of POQ on in-role performance through job frustration. Results from two separate studies using samples of working adults in the U.S. and China lend support for these hypotheses. Our findings showed that POQ has a significant negative effect on in-role job performance through increasing job frustration. In both studies, psychological entitlement was found to be a significant moderator of the relationship between POQ and job frustration. Individuals who reported high levels of psychological entitlement reacted to POQ with greater job frustration. The findings make important contributions by identifying job frustration as an explanatory mechanism for the detrimental effects of POQ on performance and by demonstrating that reactions to being overqualified vary depending on individual differences.

Situational Constraints and Job Frustration in Platform-Mediated Work

This paper reports findings on situational constraints and frustration in virtual platform-mediated work. While research has emphasized positive impacts of this new work setting, little is known ab...

From self-defeating to other defeating: Examining the effects of leader procrastination on follower work outcomes.

This research examines the influence of leader procrastination on employee attitudes and behaviours. While previous studies have typically viewed procrastination as a form of self‐defeating behaviour, this research explores its effects on others in the workplace. In Study 1, using data collected from 290 employees, we demonstrate the discriminant and relative predictive validity of leader procrastination on leadership effectiveness compared with laissez‐faire leadership and directive leadership. In Study 2, based on dyadic data collected in three phases from 250 employees and their 23 supervisors, we found that leader procrastination was associated with follower discretionary behaviour (organizational citizenship behaviour and deviant behaviour). Additionally, job frustration was found to mediate the relationship between leader procrastination and follower outcomes. The quality of the leader–follower relationship, as a boundary condition, was shown to mitigate the detrimental effects of leader procrastination. Together, the findings suggest that leader procrastination is a distinct form of negative leadership behaviour that represents an important source of follower job frustration.Practitioner points Leader procrastination is different from laissez‐faire and directive leadership and can be detrimental to followers.Job frustration mediates the relationship between leader procrastination and follower discretionary behaviour.Organizations should facilitate high‐quality LMX relationships as a method for mitigating the negative effects of leader procrastination.

قیاس قوه واتجاه العلاقه بین ابعاد برمجه الوظیفه ذاتیا والسلوک الابداعی للعاملین : دراسه تطبیقیه

تهدف هذه الدراسة الى : قياس قوة وإتجاه العلاقة بين أبعاد برمجة الوظيفة ذاتيا والسلوک الإبداعي للعاملين تمثلت مشکلة هذه الدراسة : في التعرف على مدى وجود علاقة ذات دلالة إحصائية بين أبعاد برمجة الوظيفة ذاتيا والسلوک الإبداعي للعاملين . ومن خلال اختبار فروض الدراسة تمکن الباحث من التوصل إلى النتائج الآتية : وجود علاقة ارتباط معنوية إيجابية بين إعادة برمجة الوظيفة ذاتيا والسلوک الإبداعي للعاملين ککل وأبعاده توصلت الدراسة إلى توصية بإجراء المزيد من البحوث في تطبيق متغيرات الدراسة الحالية في مجالات أخرى مثل ( التدريس ) ، کما يوصى الباحث بمزيد من الدراسة حول الموضوعات التالية أثر إعادة برمجة الوظيفة ذاتيا على الإحباط الوظيفي ، أثر إعادة برمجة الوظيفة ذاتيا على التعقيد الوظيفي Abstract: This research aims at: Measuring strength and trend of the relationship between the dimensions of job crafting and the creative behavior of the employees. The problem of this research was to identify the extent of existing statistically significant relationship between the dimensions of job crafting and the creative behavior of employees. Through testing research hypotheses, the researcher has reached to the following results: Existence of a positive significant correlation between job crafting and the creative behavior of employees as a whole and its dimensions. The researcher recommends further research in applying the current study variables in other fields such as teaching. The researcher also recommended further study on the following topics: the effect of job crafting on job frustration, the effect of job crafting on job complexity.

Exploring the Supportive Effects of Spiritual Well-Being on Job Satisfaction Given Adverse Work Conditions

Interest in spirituality as a protective factor in various aspects of daily life has increased over the years. Still there has been relatively little research attention paid to the effect of spirituality in the workplace. The current study was conducted to explore the role of spiritual well-being as positive spillover effect on job satisfaction when adverse workplace experiences are reported. Spiritual well-being was related to job satisfaction even when the adverse workplace conditions of job frustration, work tension and victimization were present. The context of the findings with other research and theory are discussed, as are directions for future research.