How does daily family-supportive supervisor behavior relieve subordinates' job stress? The effect of ethical leadership and positive emotions

Liu, Chongrui; Wang, Hongjie; Xu, D.

doi:10.1108/bjm-05-2020-0162

Cited by 10 publications

(10 citation statements)

References 60 publications

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“…Job stress is a harmful type of stress that causes undesirable physical, psychological, behavioral and social consequences on employees, including anxiety and depression (Pearsall et al , 2009). The issues that cause job stress include failure to comply with job requirements, failure to fulfill role requirements, failure to achieve the required progress in the profession and communication barriers (Liu et al , 2021). An employee who feels that they are under stress has an increased level of anxiety and problems communicating with customers and other employees.…”

Section: Literature Reviewmentioning

confidence: 99%

Happiness, job stress, job dedication and perceived organizational support: a mediating model

Akgündüz

Bardakoğlu

Kizilcalioglu

2022

JHTI

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PurposeBased on The Conservation of Resources Theory (COR), Spillover Theory and Social Exchange Theory (SET), this study investigates the mediating role of job dedication in the relationships between job stress, happiness and perceived organizational support (POS).Design/methodology/approachData were collected from 5-star resort hotel employees in Turkey. 362 valid questionnaires were collected. The research hypotheses were tested using Covariance-Based Structural Equation Modeling (CB-SEM).FindingsThe analysis results show that POS is positively related to employee happiness and job dedication. Job stress is negatively related to employee happiness but positively related to job dedication. Job dedication partially mediates the relationships between job stress and happiness, and POS and happiness.Research limitations/implicationsThe study's findings could be used by hotel managers to improve employees' job dedication, which will lead to increased employee happiness. Together with qualitative and quantitative research methods, future research could be conducted on the predecessors of job dedication and comparatively on employee happiness for different country samples.Practical implicationsIn order to increase employee happiness, Turkish hotel managers may want to increase POS and decrease perceived job stress of their employees. Although it was found out in this study that job stress increases job dedication, it is also accepted that this unexpected situation arises due to special conditions. Therefore, by reducing job stress, hotel managers may prefer to increase the job dedication of their employees and their happiness indirectly.Originality/valueThe current study contributes to the hospitality management literature by investigating the organizational factors behind employee happiness. In addition, it also explored in depth the mediating effect of job dedication on the relationships between POS, job stress and happiness.

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Section: Literature Reviewmentioning

confidence: 99%

Happiness, job stress, job dedication and perceived organizational support: a mediating model

Akgündüz

Bardakoğlu

Kizilcalioglu

2022

JHTI

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“…Given that ethical leadership has the characteristics of multiple types of leadership, it has received extensive attention from scholars in recent years. Ethical leadership is closely related to employees' active and positive behaviour and is an important factor in promoting employees' remonstrance and reducing silent behaviour (Liu et al, 2021). Employees' innovation behaviour is a proactive and positive behaviour.…”

Section: Ethical Leadershipmentioning

confidence: 99%

The influence of organisational justice and ethical leadership on employees’ innovation behaviour

Liu

Tan

2022

EJIM

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PurposeThis paper aims to explore the influence of organisational justice (including distributional justice, procedural justice and interactional justice) and ethical leadership on employees’ innovation behaviour and to analyse the role of ethical leadership in regulating the relationship between organisational justice and employees’ innovation behaviour.Design/methodology/approachThis paper explores the key factors affecting employees’ innovation behaviour from three forms of organisational justice (distributional justice, procedural justice and interactional justice) and ethical leadership. The questionnaire survey method is used to survey Chinese industrial workers. A total of 323 valid questionnaires are collected, and the model is verified by SmartPLS.FindingsThe study found that distributional justice and interactional justice in organisational justice had a significant positive influence on employees’ innovation behaviour. Ethical leadership had a significant positive influence on employees’ innovation behaviour and interactional justice. At the same time, ethical leadership has a significant regulatory effect on the relationship between interactional justice and employees’ innovation behaviour. The study also found that procedural justice had a significant positive influence on distributional justice and interactional justice.Research limitations/implicationsThis paper is limited to industrial workers in Hubei, China, and the research objects need further expansion. In terms of research methods, future research will use other laboratory research methods, combining experimental environments with real-world situations, enhancing the scientific nature of research methods and increasing the credibility of research results.Practical implicationsIn management practice, organisations can take various measures to improve the interaction level of employees, improve employees’ perception of organisational distribution justice by establishing a scientific distribution system, give full play to the role of ethical leadership, implement more ethical management and stimulate employees' innovation behaviour.Originality/valueThis research theorises the relationship between distributional justice, interactional justice and employees' innovation behaviour and enriches the research system of employees' innovation behaviour. At the same time, it examines the regulatory effect of ethical leadership on the relationship between interactional justice and employees' innovation behaviour, which helps enrich the mechanism of ethical leadership affecting employees' innovation behaviour path. It clarifies the mechanism of the interaction among distributional justice, procedural justice and interactional justice and expands the research theory of organisational justice.

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“…suggest that supervisor support is a powerful tool to enhance employees' attitudes and behaviors (Liu et al, 2021;S€ ur€ uc€ u et al, 2022). Supervisors can provide support through continuous communication and by exchanging mutual feedback between the supervisor and employees based on trust and openness (House and Shamir, 1993).…”

Section: Supervisor Supportmentioning

confidence: 99%

“…How employees perceive the support they receive from their supervisors has also been examined to predict employees' job-related attitudes and behaviors (Chiang and Hsieh, 2012). The findings suggest that supervisor support is a powerful tool to enhance employees' attitudes and behaviors (Liu et al ., 2021; Sürücü et al. , 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

Female managers' meaningful work and commitment: organizational contexts and generational differences

Kim

Park

2022

BJM

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PurposeThe aim of this research is to examine the relationships among family-friendly organizational culture, job characteristics, supervisor support, meaningful work, and organizational commitment for female managers. It also investigates generational differences in these relationships.Design/methodology/approachData for the study were analyzed using multi-group structural equation modeling to examine the moderating role of generational differences.FindingsThis study investigates the role of meaningful work as an agent in terms of how it influences organizational commitment for female managers. Empirical results confirm the effect of family-friendly culture on supervisor support and meaningful work, which in turn impacts organizational commitment. The findings also revealed generational differences among Baby Boomers, Generation X, and Millennials in these relationships.Originality/valueThe findings highlight the significance of investigating meaningful work on organizational commitment by examining the relationships with organizational culture, supervisor support, and job characteristics across different generational groups.

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How does daily family-supportive supervisor behavior relieve subordinates' job stress? The effect of ethical leadership and positive emotions

Cited by 10 publications

References 60 publications

Happiness, job stress, job dedication and perceived organizational support: a mediating model

Happiness, job stress, job dedication and perceived organizational support: a mediating model

The influence of organisational justice and ethical leadership on employees’ innovation behaviour

Female managers' meaningful work and commitment: organizational contexts and generational differences

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