The effect of work-leisure conflict on front-line employees’ work engagement: A cross-level study from the emotional perspective

Wang, Feng; Shi, Wendian

doi:10.1007/s10490-020-09722-0

Cited by 22 publications

(29 citation statements)

References 92 publications

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“…Vigor reflects a state of high energy at work, dedication refers to strong identification with enthusiasm for one's work, and absorption is characterized by being completely immersed in one's work (Schaufeli et al, 2002). These active states require abundant energy, which is a form of expression of high resources (Wang and Shi, 2020). As stated above, on the one hand, leader abusive behavior may result in abused employees objectively not having the adequate resources to devote to work engagement.…”

Section: Literature Review and Hypothesis Development Daily Abusive S...mentioning

confidence: 99%

“…First, these negative events will cause employees to perceive the threat of resource loss. In this case, on the one hand, individuals may have a series of emergency responses to protect and restore their resources, such as emotional responses; on the other hand, employees may trigger negative emotions because they fear that they do not have enough resources to cope with negative events (Wang and Shi, 2020). Second, these unfair interpersonal interactions lead employees to predict that they will not receive a return on their investment of resources, which in turn elicits a negative emotional reaction (Wang et al, 2022).…”

Section: The Mediating Role Of Daily Negative Moodmentioning

confidence: 99%

“…Based on conservation of resources (COR) theory, abusive supervision has been conceived as the most important stressor in the workplace that may deplete employees' available emotional resources because their supervisors are unsupportive and elicit employees' negative emotions, which in turn diminish employees' work engagement because negative emotions lead to a loss of physical and emotional resources that are necessary to sustain vitality, enthusiasm and concentration (Wang and Shi, 2020). COR theory holds that social support, among the job resources available in the workplace, plays a significant role in the buffering process enabling employees to deal with the detrimental influences of job stressors (Huh and Lee, 2021).…”

Section: Introductionmentioning

confidence: 99%

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How daily supervisor abuse and coworker support affect daily work engagement

Wang

Tang

2022

Front. Psychol.

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The purpose of this study was to explore the dynamic and intervention mechanisms of daily abusive experience affecting daily work engagement. Drawing on conservation of resources (COR) theory, we examine the effect of daily abusive supervision on daily work engagement through daily negative emotions from the resource consumption perspective, and the moderation effect of coworker support from the resource provision perspective. Using a daily diary approach and based on a sample of 73 employees for 5 consecutive days in China. The results reveal that daily abusive supervision has a significant negative effect on daily work engagement, daily negative emotions mediate this relationship, and coworker support had a cross-level moderating effect between daily abusive supervision and daily negative emotions. Our study shows ways to boost employees’ daily work engagement and especially ways buffer the negative effect of abused experience on work engagement.

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Section: Literature Review and Hypothesis Development Daily Abusive S...mentioning

confidence: 99%

Section: The Mediating Role Of Daily Negative Moodmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How daily supervisor abuse and coworker support affect daily work engagement

Wang

Tang

2022

Front. Psychol.

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“…2 The moderating effect of polychronicity on the relationship between sexual harassment and OBSE 2011). For example, WFC processes have often been understood from the perspectives of emotional work and role stressors (Michel et al, 2011;Wang & Shi, 2020). Studies have found that WFC can be activated by family stressors (e.g., family ostracism and incivility), mainly through the experience of emotional exhaustion (e.g., Sharma & Mishra, 2021;Ye et al, 2021).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

Effects of sexual harassment on work–family enrichment: the roles of organization-based self-esteem and Polychronicity

Chen

Kwan

2021

Asia Pac J Manag

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Drawing on the work-home resources model, this study investigated the relationship between sexual harassment perceived by employees in the workplace and their workfamily enrichment. We considered the potential mediating role of employees' organization-based self-esteem and moderating role of their polychronicity. Using two-wave time-lagged data collected from 362 part-time Master of Business Administration students with full-time jobs in China, we found that perceived sexual harassment at work was negatively related to employees' work-family enrichment via reduced organization-based self-esteem. Polychronicity alleviated the negative relationship between sexual harassment and organization-based self-esteem, and the mediating effect of sexual harassment on work-family enrichment through decreased organization-based self-esteem. We discuss the theoretical and practical implications of these findings.

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“…Diğer taraftan iş-serbest zaman çatışması, işe bağlılığı sürdürmek için gerekli olan psikolojik kaynakları tüketebilir (Jun & Kyle, 2011). Wang & Shi, 2020). Dolayısıyla işgörenlerin serbest zamanındaki artışla ilgili bütün girişimler, iş ile serbest zaman arasında yaşanan çatışmanın yoğunluğunu aza indirmeye dair önemli göstergeler olarak değerlendirilmektedir (Sop, 2014).…”

Section: Introductionunclassified

The role of perceived organizational support in work-leisure conflict

2021

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In this study, it is aimed to examine the effect of perceived organizational support of employees on the level of work-leisure conflict. The working group of the research consists of the personnel of the Ministry of Youth and Sports, who are working in Ankara. In addition to the personal information form, the “Work-Leisure Conflict Scale” and “Perceived Organizational Support Scale” were used in the data collection phase of the research. T-test for comparing the total scores obtained from the scales with the variables of regular activity participation, daily leisure time sufficient; Descriptive statistics were used to determine the scores obtained from the scales, Pearson Moment Correlation Test and Regression Analysis research were used to determine the relationship between the variables. For this study, the internal consistency coefficient for WLC was determined as .95, and the internal consistency coefficient for POS was determined as .90. The findings show that the participants showed an average WLC level, on the other hand, they had POS scores above the average. On the other hand, it was found that there were significant differences between the participants' daily leisure time, regular activity participation variables, and WLC and POS levels, there was a negative and low-level relationship between WLC and POS (r1=-.231, p<.01). It has been determined that POS affects WLC. The findings reveal important data to draw attention to the perceived organizational support of employees in reducing work-leisure conflict. Extended English summary is in the end of Full Text PDF (TURKISH) file. Özet Çalışmada işgörenlerin algılanan örgütsel desteğin iş-serbest zaman çatışma düzeyine etkisinin incelenmesi amaçlanmıştır. Araştırmanın çalışma grubunu, Ankara ilinde görevlerini sürdürmekte olan Gençlik ve Spor Bakanlığı personeli oluşturmaktadır. Araştırmada veri toplama aşamasında kişisel bilgi formunun yanı sıra “İş-Serbest Zaman Çatışma Ölçeği” ile “Algılanan Örgütsel Destek Ölçeği” kullanılmıştır. Ölçeklerden elde edilen toplam puanların düzenli etkinlik katılımı, günlük serbest zaman süresinin yeterli görülme değişkenleri ile karşılaştırılmasında T-testi; ölçeklerden elde edilen puanların belirlenmesinde betimsel istatistikler, değişkenler arasındaki ilişkinin belirlenebilmesi için Pearson Momentler Çarpımı Korelasyonu Testi ve Regresyon Analizi araştırma kullanılmıştır. Bu çalışma için İSZÇ için iç tutarlılık katsayısı .95, AÖD için iç tutarlılık katsayısı .90 olarak belirlenmiştir. Elde edilen bulgular katılımcıların ortalama İSZÇ düzeyi gösterdikleri, buna karşılık ortalamanın üzerinde AÖD puanları ortaya koyduklarını göstermektedir. Diğer yandan katılımcıların günlük serbest zaman süresi, düzenli etkinlik katılımı değişkenleriyle İSZÇ ve AÖD düzeyleri arasında anlamlı farklılıklar olduğu, İSZÇ ve AÖD arasında negatif yönlü ve düşük düzeyde bir ilişkinin olduğu ve (r1=-.231, p<.01). AÖD’nin İSZÇ’yi etkilediği belirlenmiştir. Bulgular işgörenlerin iş serbest zaman çatışmasını azaltmada algılanan örgütsel desteğe dikkat çekmek üzere önemli veriler ortaya koymaktadır.

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The effect of work-leisure conflict on front-line employees’ work engagement: A cross-level study from the emotional perspective

Cited by 22 publications

References 92 publications

How daily supervisor abuse and coworker support affect daily work engagement

How daily supervisor abuse and coworker support affect daily work engagement

Effects of sexual harassment on work–family enrichment: the roles of organization-based self-esteem and Polychronicity

The role of perceived organizational support in work-leisure conflict

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