Multisource Study Research Articles

Work stressors and partner social undermining: Comparing negative affect and psychological detachment as mechanisms.

With the mounting evidence that employees' work experiences spill over into the family domain and cross over to family members, it is important to understand the underlying mechanism through which work experiences affect the family domain and what factors may alleviate the adverse impact of work stress. Expanding previous research that mainly focused on the affect-based mechanism (negative affect), the present research investigated a resource-based mechanism (psychological detachment from work) in the relationship linking two work stressors (high workload and workplace incivility) with social undermining toward the partner at home. We also explored the relative strength of the mediating effects of the two mechanisms. In addition, we tested whether relationship satisfaction moderates the proposed effect of detachment on partner undermining. We tested these research questions using two studies with differing designs: a five-wave longitudinal study (N = 470) and a multisource study (N = 131). The results suggest that stressful work experiences affect the family domain via lack of detachment as well as negative affect, that the two pathways have comparable strength, and that high relationship satisfaction mitigates the negative effect of lack of detachment on partner undermining. In sum, this research extends the spillover-crossover model by establishing that poor psychological detachment from work during leisure time is an additional mechanism that links work and family. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Benefit of the doubt: the buffering influence of normative contracts on the breach–workplace performance relationship

This study investigates the influence of employees' perception of managerial breach of the normative relational contract (i.e. the psychological relational contract at the group level) on workplace performance. Many employees in Australia are employed on a permanent or continuing basis and have normative relational contracts whose terms are embedded in human resource practices. We use normative relational contract theory to hypothesise that where there is a mutually recognised high-quality normative relational contract – a strong contract – the emotional bonds of loyalty that are developed by collective sense-making constrained negative reactions to breach. We also hypothesise that, where managers offer high-quality contract terms that are not recognised by employees, the failure to elicit loyalty means that breach has negative performance consequences. Panel data are obtained from a two-stage national, multi-source study of employees (n = 1,733) and senior human resource managers (n = 57). Results from hierarchical moderator regression analyses support the hypotheses. They demonstrate that a strong normative relational contract ‘buffers’ employees’ negative responses to breach.

Teamwork and clinician burnout in Swiss intensive care: the predictive role of workload, and demographic and unit characteristics.

The levels of teamwork and clinician burnout in healthcare differ depending on demographic and unit characteristics. However, the impact of these characteristics varies between clinical settings. In addition, the impact of objectively measured workload in such settings is largely unknown. The aim of this study was to analyse the predictive role of demographic (e.g., professional experience) and unit (e.g., unit size) characteristics, and workload (e.g., nursing interventions) in explaining teamwork and clinician burnout in Swiss intensive care units (ICUs). This was as cross-sectional multi-source study. Participants were 1148 nurses and 243 physicians working in 55 ICUs. They provided demographic information and answered a questionnaire on teamwork and clinician burnout. In addition, unit characteristics and surrogate measures of workload were extracted from a central database that accumulates patient and unit data routinely collected by the ICUs. We conducted multilevel regression analyses to detect relationships between study variables. Clinicians who worked predominantly dayshifts reported better teamwork and lower burnout. Physicians and clinicians in leadership positions also reported better teamwork. Clinicians in leadership positions furthermore reported higher personal accomplishment, whereas clinicians in training reported higher emotional exhaustion. Of the unit characteristics, workload was positively associated with self-reported burnout. Clinicians working in medical and surgical ICUs (compared with interdisciplinary and paediatric ICUs) reported higher emotional exhaustion. Clinicians working in university hospitals and in surgical/medical ICUs reported lower teamwork quality and higher burnout. We identified several demographic and unit-based factors in Swiss ICUs that were associated with lower perceptions of the quality of teamwork and higher self-reported burnout. Discrepant experiences regarding the quality of teamwork based on professional role, professional status and experience might affect team effectiveness. Furthermore, this study showed the importance of workload management, as objectively measured workload was associated with higher self-reported burnout. Results suggested that certain clinician groups (e.g., working predominantly night shifts) were at higher risk for burnout, thus highlighting the importance of providing additional support to these groups. Lastly, special attention should be paid to medical and surgical ICUs, which reported the highest level of burnout. Because this is a cross-sectional study, no conclusions can be drawn regarding causal relationships.

Job Characteristics and Organizational Citizenship Behavior: A Multisource Study on the Role of Work Engagement

Organization-targeted citizenship behaviors (OCB-O) represent a type of the extra-role performance necessary for attaining better organizational results in the ever-increasing global business arena. Building on the Job Demands- -Resources theory we examined the mediating role of work engagement in the relationship between perceived job- -design characteristics, and OCB-O as an individual-level outcome. We collected survey data using a sample of 255 employee-supervisor dyads to illustrate how formal job resources (task variety and task significance) and job challenges (skill variety and job innovation requirement) are indirectly (via work engagement) related to employee's citizenship behavior aimed towards the benefit of the organization. The paper thus extends the existing research and offers new practical contributions which can be used for increasing the level of extra-role performance efforts through a specific HRM mechanism.

The dark side of socialization: How and when divestiture socialization undermines newcomer outcomes

SummaryThis research examines the potential downsides of divestiture socialization. We theorize that supervisor behaviors and attitudes—that is, support for authenticity and creativity expectations—moderate the different stages of a model in which newcomers' authentic self‐expression mediates the negative effect of divestiture socialization on newcomer task performance, creativity, social integration, and job satisfaction. Specifically, supervisor support for authenticity allows newcomers to express their authentic self when faced with divestiture processes, and perceived supervisor creativity expectations enable them to deploy their authentic self‐expressions to enhance their creativity. A time‐lagged, multisource study of 142 newcomer—supervisor dyads provides support for these predictions, offering notable implications for theory and practice.

An intensive monitoring of adverse drug reaction in indoor patients of medicine department at tertiary care teaching hospital: A single center, prospective, and multisource observational study

Background: Adverse drug reactions (ADRs) have been evolved as a serious and major health-care problem affecting the quality of life of patients and increasing burden over the health-care system. Studying the pattern and spectrum of ADRs can help to find measures to address the problem and possibly prevent it effectively. Aims and Objectives: The study aimed to intensively monitor ADRs in indoor patients of medicine wards and estimate the incidence rate with documentation of the spectrum of ADRs in studied patients in terms of causality, severity, and preventability. Materials and Methods: This was prospective, observational, and single-center study, conducted at internal medicine wards of Sir Sayajirao General Hospital, Vadodara, over a duration of 8 months, after taking prior permission from the Institutional Ethics Committee. The necessary data were obtained and recorded on a pre-designed “case record form” and “Indian Pharmacopoeia Commission-ADR reporting form” after taking written informed consent and analyzed with Microsoft Excel-2016. Results: A total 11,400 admissions recorded during the study period in all nine wards of medicine department, of which 66 patients developed 88 ADRs with the incidence of 0.5789%. They were classified into Group A (38, 57.58%), ADR developed after hospitalization and Group B (28, 42.42%), ADR is the reason for hospitalization. The most common category of causality assessment was “probable” according to both WHO-UMC criteria (53, 54.65%) and Naranjo scale (54, 55.68%). According to modified Hartwig-Siegel scale majority, ADRs (43, 48.32%) fall into “moderate” category, and according to modified Thornton and Schumock criteria, the “preventable” ADRs were (29, 30.85%). Conclusion: The drug safety seems to be well considered in this setup with lower incidence rate found in our study, but there is still a need for improvement to reduce the huge portion of preventable ADRs.

Super-Resolution Integrated Building Semantic Segmentation for Multi-Source Remote Sensing Imagery

Multi-source remote sensing imagery has become widely accessible owing to the development of data acquisition systems. In this paper, we address the challenging task of the semantic segmentation of buildings via multi-source remote sensing imagery with different spatial resolutions. Unlike previous works that mainly focused on optimizing the segmentation model, which did not enable the severe problems caused by the unaligned resolution between the training and testing data to be fundamentally solved, we propose to integrate SR techniques with the existing framework to enhance the segmentation performance. The feasibility of the proposed method was evaluated by utilizing representative multi-source study materials: high-resolution (HR) aerial and low-resolution (LR) panchromatic satellite imagery as the training and testing data, respectively. Instead of directly conducting building segmentation from the LR imagery by using the model trained using the HR imagery, the deep learning-based super-resolution (SR) model was first adopted to super-resolved LR imagery into SR space, which could mitigate the influence of the difference in resolution between the training and testing data. The experimental results obtained from the test area in Tokyo, Japan, demonstrate that the proposed SR-integrated method significantly outperforms that without SR, improving the Jaccard index and kappa by approximately 19.01% and 19.10%, respectively. The results confirmed that the proposed method is a viable tool for building semantic segmentation, especially when the resolution is unaligned.

Storyways: Visualising Saintly Impact in a North Atlantic Maritime Landscape

Abstract This paper presents a new methodological approach and theorising framework which visualises intangible landscapes. The Cult of Saint Magnus of Orkney (martyred c.AD1117 and canonised c.1135) is presented as a case study to demonstrate how spatial and temporal veneration can be explored in the landscape. The transferability of this methodology extends to any multi-source study where memories link to landscape features (past or present). St Magnus dedications, altars and church furnishings in Scandinavia and Britain demonstrate his international recognition, but aside from three Magnus dedicated churches, little is known of his veneration within Orkney. By using GIS to map archaeological, onomastic, folkloric, historic and hagiographic evidence of veneration we have visualised the impact of the Cult of Magnus since martyrdom to recent times for the first time. Furthermore, by visually differentiating between sources, we’ve distinguished the variability and variety of evidence, thus identifying concentrated pockets of veneration through time. Additionally, by linking evidence locations, we have identified ‘remembered’ routeways – storyways. In doing so, we have mapped the impact of Magnus as a saint, his value to particular communities and his continuing influence.

Dynamic influences of power on trust: Changes in power affect trust in others

ABSTRACTThough much research has examined the trust development process, we know little about how changes in one’s power impact trust development. Building on relevant literatures, we propose that independent of one’s absolute power, trust increases (or decreases) as a function of how much power individuals gain (or lose) over time. We find support for our hypotheses in a multisource nine-month longitudinal study of individuals working in teams. Mediation analyses, moreover, demonstrate that changes in the perceptions of others’ trustworthiness help explain the positive relationship between power change and trust. Our findings contribute to the literatures on trust and power by highlighting the crucial role that power dynamics play in generating downstream trust. We discuss theoretical implications for research on power and trust, as well as practical implications for managing trust within teams.

Illegitimate tasks as assessed by incumbents and supervisors: converging only modestly but predicting strain as assessed by incumbents, supervisors, and partners

ABSTRACTIllegitimate tasks are tasks that violate norms about what an employee can reasonably be expected to do. Representing a relatively recent stressor concept, illegitimate tasks have been linked to strain, but so far have been assessed only by self-report. The current multisource study investigates to what extent supervisors’ assessments of illegitimate tasks converge with incumbents’ self-reports of illegitimate tasks and predict three kinds of strain, namely psychological strain (incumbent report of exhaustion), behavioural strain (supervisors report of incivility), and family strain (partner report of work-family conflict). Low convergence between assessments was expected due to idiosyncratic appraisals but also to differing perspectives of supervisors and incumbents due to their roles, as described by the newly developed roles-as-perspectives theory proposed in this paper. Data from 166 triads were analysed by structural equation modelling and Relative Weight Analysis. Results showed that convergence between incumbent and supervisor reports of illegitimate tasks was rather low; it was higher when the supervisor had a limited span of control. Illegitimate tasks were associated with all three types of strain for both self- and supervisor reports of illegitimate tasks, indicating that the detrimental effects of illegitimate tasks cannot be explained by common method biases alone and that incumbents and supervisors have overlapping but not identical concepts of illegitimate tasks.

Family Responsibility Discrimination, Power Distance, and Emotional Exhaustion: When and Why are There Gender Differences in Work–Life Conflict?

As men take on more family responsibilities over time, with women still shouldering considerably more childcare and housework, an important ethical matter facing organizations is that of providing a supportive environment to foster employee well-being and balance between work and family. Using conservation of resources theory, this multi-source study examines the association between perceived family responsibility discrimination and work–life conflict as mediated by emotional exhaustion. Employee gender and power distance values are tested as moderators of the perceived family responsibility discrimination to emotional exhaustion relationship. Results suggest that male employees who perceive family responsibility discrimination from their supervisor and hold high power distance values experience increased emotional exhaustion and work–life conflict. Female workers who perceive family responsibility discrimination from their supervisor experience increased emotional exhaustion and work–life conflict regardless of whether they have high or low power distance. Findings are consistent with theory-based predictions from conservation of resources theory: resources that are valued and not provided in the work context deplete emotional energies and ultimately trigger work–life conflict. Findings build on the work–life literature by introducing gender and power distance as factors that shape when employees feel the draining effects of family responsibility discrimination.

Facilitating interns’ performance

PurposeThe purpose of this paper is to report a study in which central propositions from the job demands-resources (JD-R) theory and self-determination theory (SDT) are used to examine the antecedents of performance during practical internships. The central hypothesis of this study was that job resources foster performance through basic need satisfaction and work engagement (sequential mediation).Design/methodology/approachAn empirical multi-source study among Dutch interns and their supervisors in various occupational sectors. The interns reported their level of resources, basic needs satisfaction and work engagement, whereas supervisors rated interns’ task performance (n=1,188 unique supervisor–intern dyads).FindingsThis study integrates insights of the JD-R theory – by examining the relations between job resources, work engagement and performance – with a central premise of the SDT – which maintains that basic need satisfaction is the fundamental process through which employees’ optimal functioning can be understood. The outcomes of the path analyses revealed that satisfaction of needs indeed accounted for the relationship between job resources and work engagement as supposed in the SDT (Deci and Ryan, 2000). Further, the sequential mediated relation between job resources and performance through basic need satisfaction and work engagement corroborates the JD-R theory (Bakker and Demerouti, 2014).Originality/valueAs far as the authors know, this is the first study that examined the sequential mediation from job resources to performance via basic need satisfaction and work engagement, among a large sample of intern–supervisor dyads, including the objective performance rating of their (internship) supervisors.

Trickle-down Effects of Differentiated Leadership on Lower Level Leadership and Team Helping

Drawing from uncertainty management theory and the stress literature, we examine a trickle-down model of differentiated transformational leadership (leaders treating their followers differently) across three hierarchical levels (i.e., managers, supervisors, and a supervisor’s followers). Specifically, we developed a model in which manager differentiated transformational leadership increases unit stress which then translates into increased differentiated supervisor transformational leadership and eventually yields in decreased team helping behavior. We tested this model using data from a large multisource field study. The results provide support for our trickle-down model in that department managers’ differentiated transformational leadership decreased team helping behavior two hierarchical levels below the manager via enhancing department unit stress (Stage 1 mediator) and supervisor differentiated transformational leadership (Stage 2 mediator).

The role of supervisor trust and support for authenticity on newcomers’ creativity and adjustment

This study addresses how and under what conditions newcomers with high creative self-perceptions can adjust to their new roles in the organization. We integrate self-verification and self-concept theories with past socialization literature to theorize that supervisors’ perceptions of newcomer creativity enable newcomers holding strong creative self-perceptions to adjust successfully at work, if supervisors trust their newcomers and provide support for their authentic self-expression. Accordingly, we propose a dual-stage moderated mediation model in which a) newcomer creative self-perceptions interact with supervisor trust to trigger supervisor creative perceptions; and b) supervisor creative perceptions, in turn, interact with supervisor support to influence adjustment outcomes (i.e., task performance, job satisfaction, and stress symptoms). A two-wave, multisource study of 146 newcomer–supervisor dyads provides support for our predictions, suggesting that high levels of supervisor trust and support for authenticity serve as moderating conditions allowing supervisor creative perceptions to positively mediate the relationship between newcomer creative self-perceptions and adjustment.

The Effects of Nursing Satisfaction and Turnover Cognitions on Patient Attitudes and Outcomes: A Three-Level Multisource Study.

To explore antecedents and outcomes of nurse self-reported job satisfaction and dissatisfaction-based turnover cognitions, theorizing (using Self-Determination Theory) that leaders can foster work conditions that help fulfill innate needs, thereby fostering satisfaction of nurses and patients, and reducing adverse events. Primary and secondary data were collected within a 4-month period in 2015, from 2,596 nurses in 110 Army treatment facilities (hospitals and clinics) across 35 health care systems. We collected individual nurse responses to the Practice Environment Scale-Nursing Work Index, in addition to aggregated archival data from the same timeframe, including both facility-level patient satisfaction records (the Army Provider Level Satisfaction Survey) and health care system-level adverse events records (provided by the Army Programming, Analysis, and Evaluation office). Five predictors of nurse satisfaction and turnover cognitions emerged-supportive leadership, staffing levels, nurse-physician teamwork, adoption of nursing care practice, and advancement opportunities. Aggregated nurse satisfaction was the most consistent predictor of both patient satisfaction and adverse events. These findings provide evidence of the importance of nurse attitudes in improving perceived and actual performance across facilities and health care systems; in addition to practical steps, managers can take to improve satisfaction and retention.

The Development of an Instrument to Measure the Work Capability of People with Limited Work Capacity (LWC)

Purpose Participation in regular paid jobs positively affects mental and physical health of all people, including people with limited work capacities (LWC), people that are limited in their work capacity as a consequence of their disability, such as chronic mental illness, psychological or developmental disorder. For successful participation, a good fit between on one hand persons’ capacities and on the other hand well-suited individual support and a suitable work environment is necessary in order to meet the demands of work. However, to date there is a striking paucity of validated measures that indicate the capability to work of people with LWC and that outline directions for support that facilitate the fit. Goal of the present study was therefore to develop such an instrument. Specifically, we adjusted measures of mental ability, conscientiousness, self-efficacy, and coping by simplifying the language level of these measures to make the scales accessible for people with low literacy. In order to validate these adjusted self-report and observer measures we conducted two studies, using multi-source, longitudinal data. Method Study 1 was a longitudinal multi-source study in which the newly developed instrument was administered twice to people with LWC and their significant other. We statistically tested the psychometric properties with respect to dimensionality and reliability. In Study 2, we collected new multi-source data and conducted a confirmatory factor analysis (CFA). Results Studies yielded a congruous factor structure in both samples, internally consistent measures with adequate content validity of scales and subscales, and high test–retest reliability. The CFA confirmed the factorial validity of the scales. Conclusion The adjusted self-report and the observer scales of mental ability, conscientiousness, self-efficacy, and coping are reliable measures that are well-suited to assess the work capability of people with LWC. Further research is needed to examine criterion-related validity with respect to the work demands such as work-behaviour and task performance.

Manager psychopathy, trait activation, and job performance: a multi-source study

ABSTRACTIndividuals high in psychopathy are often portrayed as more likely to display antisocial behaviour in the workplace and to demonstrate lower job performance. Current research on the impact of trait psychopathy in the workplace is characterized by divergent findings of moderate versus weak effects. We aim to address two potential causes for these discrepant results: mono-source bias and the failure to consider the situational factors that can activate psychopathy. In addition, we used the triarchic model of psychopathy, which incorporates the meanness dimension, a conceptualization of predatory orientation. Our multi-source design disconfirmed concerns that the effects of psychopathy are merely based on mono-source bias. More specifically, we found that the predatory orientation of managers high in psychopathy and especially high in the trait of meanness was behaviourally activated by high levels of ascendency prospects and prospects for income increases. High psychopathy, mediated by consideration towards subordinates and moderated by high ascendency prospects and high prospects for income increases, was associated with low supervisory job performance ratings. Implications and limitations of our findings and directions for future research are discussed.

The benefits and burdens of organizational reputation for employee well‐being: A conservation of resources approach

AbstractWe consider the possibility that a positive organizational reputation brings both benefits and burdens to employees working for those organizations. Drawing from the “Red Queen” notion in competitive strategy and from conservation of resources theory, we argue that although organizational reputation can cause employees to identify more strongly with the organization, it may also pressure employees to commit more of their time to the job. In turn, increased organizational identification and time commitment have contrasting effects on employees’ emotional exhaustion. Following recent theorizing in the reputation literature, we also test the proposal that the effects of organizational reputation—a collective‐level representation—are mediated through employees’ individual‐level perceptions. Taken together, our theoretical model suggests that organizational reputation, through employees’ perceptions of that reputation, simultaneously serves as a benefit that reduces emotional exhaustion via organizational identification, but also as a burden that increases emotional exhaustion via additional time commitment. In turn, we demonstrate that these dynamics have both positive and negative implications for employees’ counterproductive work behavior. Our arguments are confirmed in a multiwave, multisource study of employees from a diverse range of organizations.

A Resource Perspective on Abusive Supervision and Extra-Role Behaviors: The Role of Subordinates’ Psychological Capital

Abusive supervision (perceived enduring hostile verbal and nonverbal behavior) results in a host of detrimental consequences for the individual subordinate and for the organization. In the current research, we tested whether abusive supervision relates negatively to beneficial extra-role behaviors of subordinates (individual-directed and organization-directed citizenship behaviors; OCBI and OCBO) and positively to deviant extra-role behaviors of subordinates (individual-directed and organization-directed counterproductive work behavior; CWBI and CWBO). Moreover, reasoning from a resource perspective, we examined whether subordinates’ psychological capital (PsyCap: hope, resilience, self-efficacy, and optimism) mediates these relations. PsyCap is a resource variable that is amenable to situational influences such as leadership. This makes PsyCap align with a theoretically viable, but previously not explicitly tested, mechanism underlying the effects of abusive supervision. We conducted a time-lagged, multisource study among 408 university faculty members. Abusive supervision and PsyCap were measured at Time 1 from focal participants. At Time 2, data for OCBs were collected from their supervisors and data for CWBs were collected from their peers. Results indicate that PsyCap mediated the relations between abusive supervision and OCBI, OCBO, CWBI, and CWBO. Shedding light on this process helps researchers and practitioners develop ways in which to mitigate the consequences of abusive supervision, for example, by seeking to develop PsyCap using different resources.

Narcissistic Leaders and Their Victims: Followers Low on Self-Esteem and Low on Core Self-Evaluations Suffer Most

Narcissistic leaders are self-absorbed and hold beliefs of entitlement and superiority. Their aggressive tendencies in the face of criticism and inclinations to validate their self-worth by derogating others may lead others to perceive them as being abusive. Here, we test the relationship between leader narcissism and followers’ perceptions of abusive supervision. Drawing upon research related to the behavioral plasticity hypothesis, we propose that followers with low self-esteem will perceive narcissistic leaders as more abusive than those with high self-esteem. Followers low on self-esteem are more insecure, more in need of approval from their supervisor and are more likely to interpret the haughty, derogatory attitude of narcissistic leaders as abusive. Such followers also make for ‘easier targets’ and thus may actually suffer more abusive behavior from their narcissistic leaders. In a first multi-source study of 85 leaders and 128 followers, we found support for the moderating role of follower self-esteem in the relationship between leader narcissism and perceived abusive supervision: Narcissistic leaders were rated as more abusive by followers who were low on self-esteem, but not those higher on self-esteem. In a second multi-source field study among 177 leader-follower dyads, we tested a moderated mediation model and showed that this finding also holds for the broader concept of follower core self-evaluations as a moderator. Abusive supervision, in turn, was related to lower follower performance and followers experiencing more burnout symptoms. Thus, followers low on self-esteem or low on core self-evaluations seem to suffer most from narcissistic leaders as they perceive them to be abusive and, in turn, these followers show reduced performance and more burnout symptoms when working for such leaders. This research thus identifies an important moderator that might help reconcile previous inconsistent findings regarding perceptions of narcissistic leaders.