Unravelling the relationship between role overload and organizational citizenship behaviour: A test of mediating and moderating effects

Montani, Francesco; Dagenais‐Desmarais, Véronique

doi:10.1016/j.emj.2018.03.001

Cited by 54 publications

(44 citation statements)

References 92 publications

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“…Previous literature on role stressors was not able to provide conclusive findings on its impact on work outcomes. As the connection between role stressors and work-outcomes cannot be fully established, the existence of a mediating mechanism is possible (Hämmig, 2018;Montani and Dagenais-Desmarais, 2018). Greater attention needs to be given to this notion as there were mixed results reported concerning work stressors framework in the current health care literature.…”

Section: Literature Reviewmentioning

confidence: 99%

Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

Harun

Mahmood

Som

2020

PRR

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Purpose This study aims to investigate the role of work–family conflict (WFC) and work engagement (WE) and its influence on role stressors and turnover intention among medical doctors in Malaysian public hospitals. Doctors who experience higher work stress will inevitably experience WFC, consequently triggering their intention to quit. Design/methodology/approach A total of 202 structured questionnaire responses were collected from medical doctors in four Malaysian public hospitals. The study used partial least squares structural equation modeling (SmartPLS 3.0) for hypotheses testing. Findings As hypothesized, WFC encourages turnover intention while WE mitigate the relationship between role ambiguity (RA)-TI. RA is also observed to reduce WE, which, in turn, increases the intention to quit. Findings showed that both role conflict and WFC share a positive relationship with TI while WE and TI are negatively related. Furthermore, it was found that WE and WFC are significant mediators in the RA and TI relationship. WFC is also reported to be a significant mediator between the RC and TI relationship. Research limitations/implications The causality effects remain limited due to the nature of the cross-sectional design. Future studies should use a longitudinal approach to gauge a better understanding of these relationships. Practical implications This study provides insights for policymakers in resolving the increase of turnover issues by providing support and relieving medical doctors’ stress levels. Health directors should be encouraged to focus on the key aspects that may directly affect the well-being of medical doctors and eventually reduced staff turnover. Originality/value The study contributes to existing knowledge by measuring variables such as job demand (RS and WFC), personal resources (WE) and job outcomes (TI) in the public health care sector. Additionally, research involving COR theory in Asian countries like Malaysia remains relatively underexplored.

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Section: Literature Reviewmentioning

confidence: 99%

Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

Harun

Mahmood

Som

2020

PRR

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“…Supervisors are known to buffer the negative effects of job demands ( Montani & Dagenais-Desmarais, 2018 ). Thus, their power might attenuate or strengthen the direct effects of organizational power on employee work behavior.…”

Section: Introductionmentioning

confidence: 99%

Supervisors’ power to deal with employees’ inner resignation: How perceived power of the organization and the supervisor relate to employees’ voluntary and enforced work behavior

Hartner-Tiefenthaler

2021

European Management Journal

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“…These conceptual arguments about the interplay of family-to-work conflict and the four resources for predicting change-oriented citizenship behavior are anchored in conservation of resources (COR) theory (Hobfoll, 1989, Hobfoll et al, 2018). According to this theory, employees who suffer from adverse, resource-depleting conditions tend to stay away from extra-role work behaviors, because they want to save their remaining energy resources for activities formally included in their job descriptions (Hobfoll & Shirom, 2000; Montani & Dagenais-Desmarais, 2018). Similarly, family-to-work conflict might lower voluntary efforts to change the organizational status quo, because employees seek to conserve their remaining personal energy, instead of allocating it to discretionary behaviors that might prompt great resistance anyways (Beham, 2011; Mercado & Dilchert, 2017).…”

Section: Introductionmentioning

confidence: 99%

“I Can’t Help at Work! My Family Is Driving Me Crazy!” How Family-to-Work Conflict Diminishes Change-Oriented Citizenship Behaviors and How Key Resources Disrupt This Link

Clercq

2020

The Journal of Applied Behavioral Science

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This study investigates how employees’ experience of family-to-work conflict might turn them away from change-oriented citizenship behaviors, as well as how this negative link might be buffered by two relational resources (social interaction and goodwill trust) and two organizational resources (distributive and procedural justice). Data collected among employees in the Canadian banking and financial services sector reveal that negative interferences of family with work reduce the likelihood that employees undertake voluntary behaviors that alter and improve the organizational status quo; this effect is weaker though when employees maintain informal relationships with their peers, believe that peers do not take advantage of them, and regard organizational decision-making procedures as fair. The results do not support a buffering effect of distributive justice. This study thus pinpoints different ways organizational change professionals can reduce the risk of diminished change-oriented voluntarism, as might arise due to the spillover of family-related strain into the workplace.

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Unravelling the relationship between role overload and organizational citizenship behaviour: A test of mediating and moderating effects

Cited by 54 publications

References 92 publications

Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

Role stressors and turnover intention among doctors in Malaysian public hospitals: work–family conflict and work engagement as mediators

Supervisors’ power to deal with employees’ inner resignation: How perceived power of the organization and the supervisor relate to employees’ voluntary and enforced work behavior

“I Can’t Help at Work! My Family Is Driving Me Crazy!” How Family-to-Work Conflict Diminishes Change-Oriented Citizenship Behaviors and How Key Resources Disrupt This Link

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