Emotional stability and citizenship fatigue: The role of emotional exhaustion and job stressors

Liu, Xiaoyan; Yu, Kun

doi:10.1016/j.paid.2018.11.033

Cited by 24 publications

(28 citation statements)

References 51 publications

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“…This finding expanded the previous explanation of citizenship fatigue and even other states of resource loss (e.g., emotional exhaustion) addressed by COR theory ( Halbesleben, 2010 ). Past studies on citizenship fatigue have mainly discussed the dark side of OCB according to the resource-depleting feature (e.g., Qiu et al, 2020 ), arguing that employees felt tired when they engaged in OCB because of the continuous consumption of resources ( Bolino et al, 2015 ; Liu and Yu, 2019 ). However, our study took the resource investment mechanisms of COR theory into consideration.…”

Section: Discussionmentioning

confidence: 99%

“…For example, targeted initiatives could encourage experienced employees to support newcomers’ efforts to cope with citizenship fatigue through one-on-one mentoring ( Grobelna, 2021 ). Moreover, periodic interventions such as job demand-resource intervention, could be conducted to help employees build and maintain their personal and job resources and subsequently deal with citizenship fatigue ( Liu and Yu, 2019 ).…”

Section: Discussionmentioning

confidence: 99%

“…In this manner, we ensured that participants could clearly understand all items. Indeed, the English scales have been applied in the Chinese context and reported good validity and reliability, including the OCB scale (e.g., Yam et al, 2017 ), citizenship fatigue scale (e.g., Liu and Yu, 2019 ), POS scale (e.g., Huang et al, 2021 ). All the variables were measured with seven-point Likert-type scales with the anchors “strongly agree” to “strongly disagree,” unless indicated otherwise.…”

Section: Methodsmentioning

confidence: 99%

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Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

Zhu

et al. 2021

Front. Psychol.

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Previous research about organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) has produced contradictory results. Drawing from the conservation of resources (COR) theory, the present study tries to explain the contradictory findings by examining the curvilinear relationship between OCB and CWB. Using data collected at three time points from 426 employees and 110 supervisors in Chinese companies, data analysis shows that OCB has an inverted U-shaped relationship with CWB. The results also demonstrate that citizenship fatigue mediates the relationship between OCB and CWB, perceived organizational support (POS) moderates the relationship between OCB and citizenship fatigue. In addition, POS moderates the mediating effect of citizenship fatigue in the inverted U-shaped curvilinear relationship between OCB and CWB. This mediating effect is stronger under conditions of low POS than high POS. The findings present a complementary explanation of the conflicting relationships between OCB and CWB.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

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Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

Zhu

et al. 2021

Front. Psychol.

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“…A noxious environmental engenders the abusive supervisor and endorses feelings of feebleness and loss of control in victims. According to COR theory, the threat by the abusive supervisor for releasing resources to subordinates will increase emotional exhaustion and lead to the CWB [58]. Imposing excessive emotional demands on subordinates’ resources, retard them to regain resources through ethical means and urge them to involve in counterproductive work behavior.…”

Section: Discussionmentioning

confidence: 99%

When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective

Akram

2019

IJERPH

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This study represents an important step towards understanding why supervisors behave abusively towards their subordinates. Building on the conservation of resources theory, this study investigates the impact of abusive supervision on counterproductive work behaviors (CWBs) from a stress perspective. Furthermore, job demands play a significant moderating effect, and emotional exhaustion has a mediating effect on the relationship between abusive supervision and CWBs. A time-lagged design was utilized to collect the data and a total of 350 supervisors-subordinates’ dyads are collected from Chinese manufacturing firms. The findings indicate that subordinates’ emotional exhaustion mediates the relationship between abusive supervision and CWBs only when subordinates are involved in a high frequency of job demands. Additionally, emotional exhaustion and abusive supervision were significantly moderated by job demands. However, the extant literature has provided that abusive supervision has detrimental effects on employees work behavior. The findings of this study provide new empirical and theoretical insights into the stress perspectives. Finally, implications for managers and related theories are discussed, along with the boundaries and future opportunities of this study.

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“…Unlike other personality traits (e.g. conscientiousness, extraversion), emotional stability is not only more closely associated with job-related aspects of individual behavior (Oprea et al, 2019) but also has stronger ties with individuals' emotional and affective states, such as stress (Alessandri et al, 2018), exhaustion (Liu and Yu, 2019) and subjective wellbeing (Sobol-Kwapinska, 2016). Given that performance pressure may lead to emotion suppression instead of dealing with emotions (Ness et al, 2017), we argue that emotional stability may be more relevant in studying performance pressure and work engagement relationship.…”

Section: Introductionmentioning

confidence: 99%

Linking performance pressure to employee work engagement: the moderating role of emotional stability

Kundi¹,

Sardar²,

Badar³

2021

Preprint

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PurposeThe purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process.Design/methodology/approachData were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations.FindingsPerformance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement.Practical implicationsThis study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement.Originality/valueBuilding on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.

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Emotional stability and citizenship fatigue: The role of emotional exhaustion and job stressors

Cited by 24 publications

References 51 publications

Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

When Employees are Emotionally Exhausted Due to Abusive Supervision. A Conservation-of-Resources Perspective

Linking performance pressure to employee work engagement: the moderating role of emotional stability

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