The Effect of the Level of Self-monitoring on Work Engagement and Emotional Exhaustion: A Research on Small and Medium Size Enterprises (SMEs)

Abstract

In this research is carried out by investigating the effect of the level of self-monitoring on work engagement and emotional exhaustion concerning employees working in SMEs in Denizli. While our sample of the research comprises the employees who were approached in SMEs in Denizli, population of the study is SMEs employees in the Aegean region. The data are obtained from a total of 200 employees within this context. The aim of the study is to be able to determine whether or not the level of self-monitoring has any amount of influence over work engagement and emotional exhaustion concerning employees working in SMEs. Frequency distribution, factor analysis and reliability tests were conducted. Furthermore, the effect of the level of self-monitoring on work engagement was examined by applying multiple regression tests. Last but not least, multiple regression tests were conducted regarding the effect of the level of self-monitoring on emotional exhaustion. Consequently, it has seen that sensitivity to others' expression (the sub-dimension of self-monitoring scale) has a positive effect on work engagement. In other words, the importance of working with people who have sensitivity to others' expression has emerged as a significant component in the organization.

Examining psychological capital of optimism, self-efficacy and self-monitoring as predictors of attitude towards organizational change

“…34 –37,39 High self-efficacy individuals would believe that they have the competence to adapt to changing situation, 44,46 –49 while self-monitoring individuals by their nature are able to adapt to changing situation. 25,55 –59 These characteristics associated with individuals high in PsyCap have the potential to cause more positive evaluative belief about organizational change from such individuals.…”

“…Self-monitoring is a personality trait referring to an individual's tendency to match expressive behaviour to interpersonal cues for situational appropriateness. 50 It is also described as a psychology-based approach that regulates behaviour to the necessity of work activities 25 According to Armenakis et al, 51 organizational members often consider each other's behaviour for cues on the meaning of events and circumstances in the organization. This concours with Mehra et al's 52 description that self-monitoring is the extent to which individuals are willing and able to monitor and control their self-expressions in any situations such as workplace.…”

“…This concours with Mehra et al's 52 description that self-monitoring is the extent to which individuals are willing and able to monitor and control their self-expressions in any situations such as workplace. Just as Boz et al 25 posited that people change their sensitivity to harmonize their behaviour, according to the requirements of the organizational situation. Thus, examining self-monitoring from the perspective of PsyCap is novel to the literature and is included because it meets the criteria for inclusion.…”

“…Additionally, it is a positively oriented human resource strengths and psychological capacities that can be measured, developed and effectively managed for performance improvement. 53 High self-monitor individual adapt and modify self-presentation and behaviour to fit social situation, 54 response through appropriate behaviour to signals in work relationships, 55 signs of others, 25 sensitive to social cues 56 and manipulate expressed self-images to a greater extent, 57,58 thus making them to have remarkable ability to adapt to other's expectations. In contrast, those with low levels of self-monitoring lacks ability to provide appropriate behaviour in work environment, 55 cannot adapt quickly because of difficulty in distinguishing their feelings and reactions, 59 talk quite openly, 60 concerned with the assessment of the social climate 61 and often ignore social signals because of having a weak desire to change their own presentation in accordance with social requirements.…”

“…Self-efficacy deals with succeeding at challenging organizational tasks, optimism is to succeed now and in the future 21 while self-monitoring is to succeed at harmonizing ones behaviour to organizational requirements. 25 This definition clearly assumed that PsyCap has implication for organizational functioning. The concept of PsyCap has attracted much research work.…”