Time-lagged Approach Research Articles

The Nexus Between High-Involvement Work Practices and Employees' Proactive Behavior in Public Service Organizations: A Time-Lagged Moderated-Mediation Model.

Public service organizations may improve the quality of services they offer citizens by instilling proactive behavior in their employees. This study aimed to provide insights on how high-involvement work practices may indirectly facilitate proactive behavior in frontline government employees via employee commitment. A time-lagged approach was used to collect data from 542 frontline employees in three waves at 3-week intervals. We tested the hypothesized moderated mediation model using a PROCESS macro bootstrap approach. A moderated-meditation model was applied in which public service motivation was theorized to increase the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. As predicted, the findings show that supervisor' deviant behavior attenuated the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. The findings of this research contribute to the emerging literature on public management and have implications for public sector organizations seeking to improve the quality of services they offer citizens.

70 Social Anhedonia in the Daily Lives of People with Schizophrenia: Examination of Anticipated and Consummatory Pleasure

OBJECTIVES/GOALS: Social anhedonia is considered a key feature of schizophrenia that leads to social withdrawal. Research in general anhedonia suggests those with schizophrenia exhibit deficits in anticipated (predicted), but intact consummatory (in-the-moment), pleasure. This study will determine if these temporal differences apply to daily social anhedonia. METHODS/STUDY POPULATION: This project will use experience sampling methods (ESM) to measure real-world social pleasure in people with schizophrenia and healthy controls. Using electronic surveys, participants will predict social activities they plan to do throughout their day and report anticipated pleasure for each. Then, in subsequent surveys, participants will report their consummatory social pleasure shortly after engaging in each of these activities. We will use a time-lagged approach to match anticipated/consummatory pleasure ratings for specific social events and compute a difference score to determine discrepancy. Multi-level modeling will be used to determine if clinical status (schizophrenia/control) predicts anticipated pleasure, consummatory pleasure, and/or their discrepancy. RESULTS/ANTICIPATED RESULTS: Data collection for this project was recently completed. The schizophrenia and control groups (n = 30 per group) were demographically matched for age, sex, race, and ethnicity. Data processing and analyses are currently underway. We hypothesize that, in line with laboratory research in general anhedonia, those with schizophrenia will exhibit deficits in anticipated, but not consummatory, social pleasure throughout their daily lives. Moreover, when anticipated and consummatory pleasure ratings for the same social activities are matched, we expect those with schizophrenia to exhibit larger discrepancies between predicted and in-the-moment pleasure. DISCUSSION/SIGNIFICANCE: This project serves as a critical intermediate step to bridge the gap between laboratory research and patient treatment. ESM bypasses limitations of laboratory studies and increases ecological validity. Results will provide a nuanced understanding of social anhedonia and help identify precise targets to treat social withdrawal in schizophrenia.

“Control yourself or someone else will control you. Effect of job demands on employee burnout: a perspective from self-regulation theory”

PurposeThis paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a high-performance work system (HPWS) on the relation between job demands and employee self-regulation.Design/methodology/approachData has been collected from public sector hospital nurses through a survey strategy following a time-lagged approach. This data has been analysed to validate the measure and to test the hypotheses through structural equation modelling.FindingsResults of this study indicate that job demands affect employees’ burnout through adaptive regulation (recovery) and maladaptive regulation (self-undermining). Adaptive regulation minimizes while maladaptive regulation supports this effect. Moreover, results also highlight the role of HPWS in mitigating the negative impact of job demands on adaptive regulation.Practical implicationsThis study serves as a guide for managers to minimize the burnout of their subordinates in the face of increasing job demands. This study also emphasizes the use of HPWS in organizations so that the burnout of the employees may be decreased by increasing adaptive self-regulation or recovery.Originality/valueThis study enriches the literature on the job demand resource theory by showing how employee job demands, employee self-regulation (psychological processes) and HPWS (organizational processes) collaborate to determine the extent of job burnout of employees.

Humorous leadership, upward voice and resistance to change in the hotel context: from affective events theory perspective

PurposeThe purpose of this paper is to explore the effect of affiliative-based humorous leadership on hotel employee outcomes (i.e. resistance to change and upward voice), underpinned by affective events theory. Further, this paper investigates psychological capital as a mediation effect and emotional intelligence as a moderation effect.Design/methodology/approachUsing a structured questionnaire, 554 supervisors of 20 four- and five-star hotels in Sharm El-Sheikh responded based on a time-lagged approach. A Smart-partial least squares (Smart-PLS) v. 3.3.9 was used to analyze the data set.FindingsThe findings revealed that affiliative-based humorous leadership has a positive effect on psychological capital, and psychological capital has a positive association with employee upward voice. Psychological capital partially mediated the linkage of humorous leadership with employees' upward voices and resistance to change. According to the results, emotional intelligence strengthened the linkage of psychological capital with employee resistance to change and upward voice.Research limitations/implicationsThe findings contribute to the body of knowledge on humor and the development of new ideas in the hospitality literature. This paper adds to the hospitality literature on humorous leadership in developing countries, specifically in Egypt. This paper also provides practitioners with new perspectives as they develop strategies and use humor-related wise leadership styles in the workplace.Originality/valueTo the best of the authors’ knowledge, this paper is one of the first studies to assess affiliative-based humor in leadership in the hospitality industry. This paper contributes to future studies on the crucial effect of workplace engagement and its association with employees’ novel and intriguing actions and offers a good guideline for organizations and enterprises wishing to better leverage leader humor.

“The perfect moment is this one. The effect of mindfulness on employees: a perspective from self-determination theory”

PurposeThis paper aims to show the direct and indirect effects of mindfulness on the employees’ commitment in the employees who perform monotonous work. Moreover, it also shows the role of basic psychological needs proposed by self-determination theory (SDT), on the relationship between mindfulness and commitment.Design/methodology/approachThis paper has used a time-lagged approach. Data has been collected from the nurses in public sector hospitals through a survey strategy. Structural equation modeling has been used to validate the measure and to test the hypotheses.FindingsThe results of thi study reveal that there is a positive relationship between mindfulness and employee affective organizational commitment. This study also shows that in the existence of a high level of autonomy, mindfulness does have more effect on commitment. Moreover, this study also shows that this relationship is mediated by employee boredom. However, this mediation is not moderated by the satisfaction of the need for autonomy.Practical implicationsThis study serves as a guide for frontline managers in situations where they want their subordinates who perform monotonous and boring work to remain committed to the organization. This study also emphasizes the recruitment of employees who may show more trait mindfulness.Originality/valueThis study enriches the literature in the field of organizational behavior by showing how basic psychological needs proposed by SDT collaborate with mindfulness in producing employees’ positive attitudes.

The role of teaching staff in fostering perceived employability of university students

ABSTRACT For university students, perceived employability is gaining growing importance in dealing with occupational uncertainty. However, how perceived employability is shaped in the university setting is still under-researched. This study examines how support from university teaching staff influences perceived employability in a sample of Italian final-year university students. We draw on Conservation on Resources Theory to hypothesise a positive impact of support from teaching staff on students’ perceived employability. In addition, we contend that perceived employability predicts students’ psychological well-being. To test our hypotheses, one hundred twenty-seven university students completed a survey three times over a 10-month period. The results confirm that support from teaching staff enhances students’ perceived employability. Moreover, a positive effect of perceived employability on students’ psychological well-being emerges. Perceived employability also appears to mediate the relationship between support from teaching staff and psychological well-being. Using a time-lagged approach, this study enhances the empirical knowledge about antecedents and outcomes of students’ perceived employability. This scholarly work underlines universities’ responsibility in refining teachers’ roles and didactical practices to equip their students with career resources.

Organizational ambidexterity, firm performance, and sustainable development: Mediating role of entrepreneurial orientation in Pakistani SMEs

This empirical research investigates the mediating role of entrepreneurial orientation in the relationships between organizational ambidexterity and sustainable development engagement and firm performance. The data were collected from 339 small and medium enterprises using a time-lagged approach and further analyzed using structural equation modeling. The results confirm the mediation of entrepreneurial orientation in the relationships between organizational ambidexterity and firm performance and sustainable development engagement. Institutional support also strengthens the entrepreneurial orientation relationship with firm performance and sustainable development practices. This study provides detailed theoretical and managerial implications by effectively using institutional support to increase firm performance and sustainable development engagement.

Workplace bullying and team performance: the mediating role of team psychological contract breach

PurposeThis paper aims to examine the relationship between workplace bullying (WPB) and team performance (TP). And it also attempts to investigate the mediating role of team psychological contract breach (TPCB) in the relationship between WPB and TP.Design/methodology/approachMultiple sources and a time-lagged approach were applied at six-week intervals to 64 work teams across 12 different firms in Turkey to test the hypotheses. A linear regression analysis was conducted to evaluate the association between variables.FindingsThe results indicate that WPB leads to negative perceptions of TPCB, which, in turn, have a negative impact on TP.Research limitations/implicationsThis study design cannot establish causality, in spite of the fact that the authors used time-lagged data to decrease common method bias.Practical implicationsManagers or team leaders can design activities or programs (i.e. counselling sessions) to promote group cohesiveness, as well as immediately address complaints from team members who feel aggrieved to counteract the negative effects of bullying and reprimand perpetrators; such actions can mitigate perceptions of psychological contract breach.Originality/valueFew studies have been conducted to test the mediating role of TPCB in the team context. This study stands out as it examines the mediating effect of TPCB in the relationship between WPB and TP. The findings advance the understanding of how WPB could negatively affect TP in a mediation model.

The influence of emotional intelligence on team cohesion and the mediating effects of self-efficacy and trust: time-lagged approach

PurposeUsing the input-mediator-output-input (IMOI) model, this paper aims to use longitudinal data to test team level self-efficacy and trust as mediators in the relationship between team emotional intelligence (EI) and team cohesion (TC) and examine the relationship between TC and team performance.Design/methodology/approachIn an experimental design, 347 senior business students (84 teams) played a simulation game for 12 weeks. The authors collected data at three different time points to avoid reverse causal effects in the mediation relationship.FindingsAs hypothesized, trust and self-efficacy mediate the relationship between EI and TC. Moreover, TC is a strong and significant predictor of team performance.Research limitations/implicationsThe authors measured most variables using a self-reported survey, which can cause common method bias, and the authors used a business simulation game for the team task with student participants, which may limit the generalizability of the findings to other team contexts or populations.Practical implicationsWhen forming work teams, managers should consider levels of EI and self-efficacy because they facilitate the development of trust and TC, which, in turn, lead to improved performance.Originality/valueThis study contributes to the literature on EI and TC by revealing the mediating effects of trust and self-efficacy and contributes to the team literature by leveraging the IMOI model to explicate the mediation effects. This study’s longitudinal study design clarifies the causal relationship among EI, trust and self-efficacy and TC, thereby eliminating reverse causation concerns.

Does leaders' adoption of employee voice influence employee work engagement?

PurposeThe present study aims to determine the effect of adopting voice on subordinates' work engagement based on organization-based self-esteem (OBSE).Design/methodology/approachThree variables were rated according to the seven-point Likert-type response scales. To control the effect of common method variance, an online survey was conducted to collect data from 206 samples at Chinese firms by employing a two-wave and time-lagged approach. In addition, structure equation modeling analysis was adopted to verify the hypotheses with Mplus 7.FindingsLeaders' adoption of employee voice shows a positive association with employee OBSE and work engagement. OBSE is positively associated with work engagement and mediates the effect of adopting voice on work engagement.Practical implicationsAs suggested from the mentioned results, organizations are required to encourage leaders to adopt employees' reasonable voice that can be an effective management tool impacting employee work engagement.Originality/valueThough existing studies have discussed the effects of leader behaviors on subordinates' work engagement, the effect of leaders' adoption of employee voice on employee work engagement has been rarely studied. Based on the job demand-resource model, this study fills the gap by empirically examining the effect of adopting voice on work engagement. As indicated by the findings here, leaders' adoption of employee voice enhances employee OBSE, thereby facilitating work engagement. The present study provides insights to stimulate employee work engagement.

Impact of Spectators’ Perceptions of Corporate Social Responsibility on Regional Attachment in Sports: Three-Wave Indirect Effects of Spectators’ Pride and Team Identification

The professional sports events industry is becoming immensely popular due to a global social shift toward larger numbers of spectators at sports events and an ever-increasing variety of such events. This study aimed to investigate the impact of spectators’ perception of corporate social responsibility on regional attachment by applying social identity theory. The present study introduces two mediators, namely, spectators’ pride and team identification, to enlighten the relationship between spectators’ perception of corporate social responsibility and regional attachment, thus contributing to the literature on corporate social responsibility in sports. This quantitative study used a time-lagged approach to collect data in three waves at a time interval of one week and the final sample consisted of 511 respondents (i.e., spectators). Hierarchical regression analysis bootstrapping approach was utilized to analyze the hypothesis. We found that the spectators’ perceptions of corporate social responsibility positively influenced their team identification, and this relationship was mediated by spectators’ pride. In addition, spectators’ pride positively influences regional attachment, and this relationship is mediated by team identification. These findings provide new directions for understanding corporate social responsibility, team identification, spectators’ pride, and regional attachment in sports contexts. The practical and theoretical implications are discussed.

Inculcation of Green Behavior in Employees: A Multilevel Moderated Mediation Approach.

In this era of globalization, preventing organizations from undermining and degrading the environment has become a great challenge, especially when considering that organizations are among the major contributors to environmental deterioration. As a result, scholars have recently begun to focus on understanding the key determinants of employee green behavior (EGB), a nascent field within the area of sustainable development and organizational behavior. This study extends the emerging discussion over EGB by investigating how green behavior can be inculcated into employees’ mindsets and under what conditions this can best be accomplished. The present research examines the relationship between ethical leadership and EGB by the mediating mechanisms of green psychological climate, employees’ harmonious environmental passion, and employees’ environmental commitment, through the underpinnings of social learning theory. Further, the study examines the contingency effects of leaders’ pro-environmental attitudes to determine how leaders with ethical attributes and pro-environmental attitudes can create a green psychological climate that ultimately leads to EGB through employees’ harmonious environmental passion and employees’ environmental commitment. The approach to implementing theory development is deductive as the research employed a quantitative research design and survey administration with a time-lagged approach. Multi-level data were collected from 400 respondents working in public and private sector hospitals and universities in Pakistan. The analysis was conducted in MPlus. The results show positive and statistically significant effects of ethical leadership on EGB through the serial mediations of a green psychological climate and employees’ harmonious environmental passion, and a green psychological climate and employees’ environmental commitment. Moreover, the leaders’ pro-environmental attitude contingency strengthens the indirect impact of ethical leadership on EGB. This research provides several managerial implications through which organizations can strategically concentrate on EGB, including saving energy by turning off unused lights, reducing waste, and recycling.

A Jack of All Trades Is a Master of None: The Nexus of Firm-specific Human Capital, Ambidexterity, Productivity and Firm Performance

Drawing on the knowledge-based theory of the firm and organisational learning theory, the present study chiefly examines the impact of firm-specific human capital on organisational ambidexterity and the subsequent effect of organisational ambidexterity on productivity by integrating human capital theory with the theory of transaction cost. The data were garnered from 197 managers in Sri Lanka with self-reported questionnaires in a time-lagged approach. The results disclose strong significant relationships between the variables investigated: a chain of positive relationships between firm-specific human capital and organisational ambidexterity, organisational ambidexterity and productivity, and productivity and firm performance; and mediated relationships between firm-specific human capital and productivity through organisational ambidexterity, and between organisational ambidexterity and firm performance via productivity. The findings of the study push back the frontiers of human resource management literature in many ways. Notably, managers should be cognizant of the effects of firm-specific human capital, organisational ambidexterity, and productivity on firm performance.

Does Organizational Cronyism Lead to Lower Employee Performance? Examining the Mediating Role of Employee Engagement and Moderating Role of Islamic Work Ethics.

In this research, using a time-lagged approach, we investigated the relationship between organizational cronyism and employee performance. Drawing on the conservation of resources theory, we tested the mediating role of employee engagement in the relationship between organizational cronyism and employee performance. We also examined how Islamic work ethics moderated the relationship between organizational cronyism and work engagement. The study, with a total of 267 participants, was conducted in the healthcare sector of Pakistan. The results revealed that organizational cronyism was negatively related to employee performance. The analyses confirmed the mediating role of work engagement in the relationship between organizational cronyism and employee performance. Similarly, Islamic work ethics moderated the relationship between organizational cronyism and work engagement. Implications for future research as well as managerial implications of our findings along with the limitations and future research directions are also discussed.

Explicating innovation-based human resource management's influence on employee satisfaction and performance

PurposeThis study aims to build and test an empirical model that investigates the mechanism with which innovation-based human resource management (HRM) impacts employee satisfaction and performance in Nigerian international airports.Design/methodology/approachA time-lagged approach that involved three-waves was used to collect data from passenger-contact employees and their immediate managers for three-month period starting from January to March 2019. A total of 247 dyads of passenger-contact employees and managers were used for the data analysis.FindingsResults from data analysis showed that coworker support and absorptive capacity mediate the impact of innovation-based HRM on employee satisfaction and performance. Innovation-based human resource effort is best applied when coworker support is evident in the workplace.Originality/valueThe development and application of innovation-driven human resources in the Nigerian aviation context encourage satisfaction with assigned task roles, leading to employee performance. Theory-based implications for managing passenger-contact employees were also given. A significant strength of this study is that it is among the forerunners of scholars that investigated innovation-based HRM as a continuum rather than different aspects of broader management issues.

“My leader’s group is my group”. Leader-member exchange and employees’ behaviours

PurposeThe purpose of this paper is to check the mediating role of work engagement (WE) between leader – member exchange and extra-role behaviours (ERBs) like organizational citizenship behaviour, knowledge sharing behaviour and innovative work behaviour.Design/methodology/approachHypothetical deductive method was used. Longitudinal, time-lagged approach (three times) was used to collect the data using structured questionnaire.FindingsIt has been found that the WE plays its mediating role between leader – member exchange, organizational citizenship behaviour and innovative work behaviour but not for knowledge sharing behaviour.Research limitations/implicationsData related to dependent variables, specifically and for the whole model generally, was collected through self-reported questionnaire, which leads toward self-serving bias at respondents’ end, as exaggeration/manipulation in responses is highly expected. Second mediating role of WE between leader – member exchange and knowledge sharing behaviour has not been proven, but same mediating role has been found in case of organizational citizenship behaviour and innovative work behaviour which is beyond understanding, as all dependent variables are actually different facets of ERBs. Lastly, data for the study variable has been collected from research and development and IT-related organizations only, which can question the generalization of the survey results to other sectors/organizations.Practical implicationsThe study concluded that leader’s exchange plays a vital role for under commands’ ERBs, and WE vitally predicts ERBs; organizational leaders need to pay attention to this part, in Pakistan, being a poor/developing country fulfilling necessary psychological needs can result in better engagement at employees end. Study findings have importance with the view of training, as while conducting training, strategies through which leaders/supervisors may be trained about how they can build good exchange with their subordinates must be incorporated. This study has significance for policy makers, while making policies, as they consider deviant work behaviours as dangerous phenomena, at the same time they need to recognize the importance of ERBs.Originality/valueEarly mechanism of work performance did not cover full range of behaviours, so now it has been changed from fixed tasks written in employee’s job description (in-role) to broader terms (extra-role) due to uncertain and dynamic work requirements. Extra-role behaviours are more important for the organization as compared to in-role performance. So, a pathway of WE has been established through which ERBs can be expected. Current study was an attempt to explore that how leader can play his role in this situation.

Application of time-lagged ensemble approach with auto-regressive processors to reduce uncertainties in peak discharge and timing

Abstract In spite of the popularity of ensemble streamflow predictions (ESP), data necessary to produce these predictions are still limited in many countries. This study developed an ensemble flood forecasting methodology for an urban catchment in Korea where only deterministic forecasts of three-hour rainfall accumulations are provided twice a day. The forecasted ensembles of rainfall were created using a time-lagged ensemble approach and used in a rainfall-runoff model to generate ensemble flood forecasts. An auto-regressive (AR) processor was then applied to the input and output ensembles to improve the accuracy of the flood forecasts. The Jungrang catchment was selected to evaluate the performance of the proposed methodology. This is one of the urban areas vulnerable to flooding. From 1991 to 2010, there were 154 fatalities and 5,278 injured victims resulting from flooding. An accuracy evaluation using observations from 2002 to 2009 found that the time-lagged ensemble approach alone produced significant bias but the AR processor reduced the relative error percentage of the peak discharge from 60% to 10% and also decreased the peak timing error from more than 10 h to less than 3 h, on average. The proposed methodology is easy and inexpensive to implement with the existing products and models and thus can be immediately activated until a new product for forecasted meteorological ensembles is officially issued in Korea.

Cloud-Resolving Typhoon Rainfall Ensemble Forecasts for Taiwan with Large Domain and Extended Range through Time-Lagged Approach

Abstract In this study, the performance of a new ensemble quantitative precipitation forecast (QPF) system for Taiwan, with a cloud-resolving grid spacing of 2.5 km, a large domain of 1860 km × 1360 km, and an extended range of 8 days, is evaluated for six typhoons during 2012–13. Obtaining the probability (ensemble) information through a time-lagged approach, this system combines the strengths of high resolution (for QPF) and longer lead time (for hazard preparation) in an innovative way. For the six typhoons, in addition to short ranges (≤3 days), the system produced a decent QPF at a longest range up to days 8, 4, 6, 3, 6, and 7, providing greatly extended lead times, especially for slow-moving storms that pose higher threats. Moreover, since forecast uncertainty (reflected in the spread) is reduced with lead time, this system can provide a wide range of rainfall scenarios across Taiwan with longer lead times, each highly realistic for the associated track, allowing for advanced preparation for worst-case scenarios. Then, as the typhoon approaches and the predicted tracks converge, the government agencies can make adjustments toward the scenario of increasing likelihood. This strategy fits well with the conventional wisdom of “hoping for the best, but preparing for the worst” when facing natural hazards. Overall, the system presented herein compares favorably in usefulness to a typical 24-member ensemble (5-km grid size, 750 km × 900 km, 3-day forecasts) currently in operation using similar computational resources. Requiring about 1500 cores to execute four 8-day runs per day, it is not only powerful but also affordable and feasible.

Developments on Supervisor and Subordinate Antecedents of Abusive Supervision

Abusive supervision is a pervasive problem for organizations. While much research has examined its outcomes, less is known about the antecedents of abuse. The four empirical papers and one theoretical paper in the symposium contribute to research on antecedents of abusive supervision by: (1) testing supervisor antecedents of abusive supervision (e.g., their work perceptions and personal orientations); (2) exploring subordinate antecedents of abusive supervision (e.g., their centrality in a network); (3) examining the interactive effects of supervisor and subordinate characteristics on abuse (e.g., supervisor workplace frustration and subordinate political skill; subordinate performance and supervisor cognitive approaches; supervisor Theory X beliefs and subordinate core self-evaluation; supervisor feelings of envy, bottom-line mentality, and subordinate competence/warmth; supervisor and subordinate network characteristics), (4) testing mediators of the relationships between supervisor and subordinate antecedents and abusive supervision (e.g. supervisor Theory X beliefs, supervisor self-esteem threat), and (5) examining the emotions felt by supervisors about subordinates as antecedents (e.g. envy and self-esteem threat; threat experienced due to a subordinate’s social network position). The papers included in this symposium draw on various organizational theories to support their propositions, use strong methodological approaches (e.g. multi-source designs, time-lagged approach) to test their hypotheses, and propose novel interactive effects (e.g., curvilinear relationships). This symposium will make a contribution to the 2014 Academy of Management Conference in terms of the research it adds to the field and the interesting discussion it will evoke.

Combining probabilistic precipitation forecasts from a nowcasting technique with a time-lagged ensemble

A probabilistic nowcasting technique based on the Local Lagrangian method is combined with probabilistic forecasts derived from a time-lagged convection-permitting model to produce seamless short-term probabilistic precipitation forecasts. The fraction, the neighbourhood and the mean method are used to derive probabilistic information from this eight member ensemble. The model-based forecasts are calibrated with the reliability diagram statistics method. The skill of the probabilistic nowcasts and forecasts is evaluated with three quality measures. Probabilistic model-based forecasts are found to outperform probabilistic radar-based nowcasts after 2.25–3.5 h. Weighting functions derived in a lead time dependent evaluation of forecast skill are used to combine nowcasts and forecasts additively. The resulting seamless blended forecasts maintain or exceed the skill of the respective best component. In comparison with similar studies, the application of the time-lagged approach increases the skill of the numerical forecasts and hence the blended forecasts. Copyright © 2013 Royal Meteorological Society