Eating versus sleeping: Lunchtime meals and naps relation to afternoon creativity at work

Yun, Mansik; Beehr, Terry A.

doi:10.1111/aphw.12438

Cited by 7 publications

(8 citation statements)

References 105 publications

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“…Knight et al ., 2017). For example, previous organizational researchers recommend organizations provide employees with a good quality of lunch meal which leads employees to experience enhanced work engagement (Yun and Beehr, 2023b). In particular, organizations can diversify meals by offering fruits, vegetables, and nutritious drinks as well as provide foods at appropriate temperatures, which may help employees to be more satisfied with the meal quality.…”

Section: Discussionmentioning

confidence: 99%

Leader's work engagement in relation to team performance is a contagion event explained through the lens of affective process theory

Yun

2023

LODJ

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PurposeThe purpose of the current research is (1) to test affective mechanisms by which a leader's work engagement predicts team performance via a follower's work engagement in a trickle-down fashion and (2) to examine the moderating role of relational identification with the leader on the trickle-down effect.Design/methodology/approachMultisource and three-wave data was collected from 404 followers working in 76 teams from a construction company in South Korea. By aggregating all study variables, a 2-2-2 level approach by using the PROCESS macro with bootstrapping (10,000 samples) in SPSS was used to test the proposed model.FindingsThe current research uses a team-level analysis to examine (1) the effect of a leader's work engagement on team performance via a follower's work engagement and (2) moderating role of relational identification via the lens of the affective processing theory (APT) and the conservation of resource (COR) theory.Originality/valueBased the lens of APT and COR theory, the current research found that the contagious effect of a leader's work engagement on followers is conditional. Specifically a leader's work engagement has a positive effect on followers' work engagement only when followers have a high sense of relational identification with their leader. However, a leader's work engagement has an adverse effect on followers when followers have a low sense of relational identification.

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Section: Discussionmentioning

confidence: 99%

Leader's work engagement in relation to team performance is a contagion event explained through the lens of affective process theory

Yun

2023

LODJ

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“…We first calculated the intraclass correlation coefficients (ICCs) to check if the variables have appropriate variance that is explained by each level ( Role of employees' perception of incivility higher than the recommended standard by previous researchers (Yang and Diefendorff, 2009;Yun and Beehr, 2023). Specifically, 84.8% of variance in incivility norm was explained by individual level (Level 2).…”

Section: Data Analytic Strategiesmentioning

confidence: 99%

Incivility organizational norms, incivility to coworkers and emotional exhaustion via supervisors' incivility: an intervention through changing organizational policies

Yun,

Do,

Beehr

2024

LODJ

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PurposeThe purpose of the current research is to examine the crucial role of employees' perception of an incivility norm in predicting supervisors' incivility behaviors, which in turn, results in employees enacting incivility toward their coworkers and employees' emotional exhaustion.Design/methodology/approachIn Study 1, an experience sampling method (a daily-diary approach) in which 143 male participants from several construction sites completed a total of 1,144 questionnaires was used . In Study 2, cross-sectional data from 156 male employees working in a manufacturing organization was collected. In Study 3, a quasi-experiment was conducted in which 33 and 36 employees were assigned to the intervention and control groups, respectively.FindingsIn Studies 1 and 2, it was revealed that employees are likely to experience their supervisor’s incivility behaviors when perceiving such incivility behaviors are more acceptable within the organization (incivility norm). Further, once employees experience incivility from their supervisor, they are more likely to enact incivility toward their coworkers and experience emotional exhaustion. In Study 3, changing organizational policies via implementing grievance procedures was effective in improving the study’s outcome variables.Originality/valueIncivility norms predict some negative work outcomes such as incivility behaviors as both a victim and instigator, and emotional exhaustion. Further, reducing an adverse organizational norm (i.e. incivility norm) via instituting grievance procedures was effective in reducing incivility behaviors and emotional exhaustion.

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“…Further, in terms of recovery, other researchers have suggested individuals may enhance their work engagement via some activities (e.g. napping and eating meal) during lunch break (Yun and Beehr, 2023b). They recommended managers can offer some rest areas to leaders (and followers), so employees can nap briefly during the lunch break.…”

Section: Practical Implicationsmentioning

confidence: 99%

Work engagement contagion from leader to follower through cognitive and affective mechanisms

Yun,

Beehr

2023

LODJ

Self Cite

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PurposeThe main purpose of the current research is to examine affective and cognitive mechanisms by which the trickle-down effect of work engagement from leader to follower takes place.Design/methodology/approachThe current research consisted of two independent studies. In study 1, an experience sampling method was used (N = 1,321 data points from 171 participants) to test within-person effects. In study 2, the authors recruited 266 employees working in 61 teams with two data collections one month apart, to test between-team effects among variables.FindingsIn two independent studies, leaders' work engagement resulted in followers engaging in surface acting (an affective process) and developing self-efficacy (a cognitive process), which in turn resulted in followers' work engagement.Originality/valueThe current research provides some clarifications to the literature on work contagion of engagement by examining dual mechanisms. In particular, although previous research emphasized the negative aspects of surface acting, the current research suggests that surface acting can be potentially helpful by facilitating the contagion effect of work engagement leaders to followers. Further, this research also examines the facilitative role of self-efficacy in mediating the relationship between a leader's work engagement and followers' work engagement. Finally, the authors conducted two independent studies that used different research designs, and results were consistent across the two studies, which can provide evidence for the robustness of the results.

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Eating versus sleeping: Lunchtime meals and naps relation to afternoon creativity at work

Cited by 7 publications

References 105 publications

Leader's work engagement in relation to team performance is a contagion event explained through the lens of affective process theory

Leader's work engagement in relation to team performance is a contagion event explained through the lens of affective process theory

Incivility organizational norms, incivility to coworkers and emotional exhaustion via supervisors' incivility: an intervention through changing organizational policies

Work engagement contagion from leader to follower through cognitive and affective mechanisms

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