Using Online Information Support to Decrease Stress, Anxiety, and Depression

Strous, Marc; Heijnen, Joseph J.; Kuenen, J.G.; Jetten, Mike S. M.

doi:10.3837/tiis.2021.08.013

Cited by 3 publications

(4 citation statements)

References 36 publications

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“…CR for exploitative leadership, psychological distress, leader's incivility, playing dumb, evasive hiding, rationalized hiding, and procrastination was all higher than 0.7. Overall, the value of AVE and CR satisfied acceptable requirements (Jin and Hahm, 2021;Jin et al, 2022). Thus, all measurements had significant validity.…”

Section: Confirmatory Factor Analysis and Validity Analysismentioning

confidence: 58%

“…As shown, the research model showed a good fit for our data with X 2 (p) = 2359.159(0.000), X 2 /df = 2.595, RMSEA = 0.075, IFI = 0.902, CFI = 0.901, PGFI = 0.630, and PNFI = 0.780. These indices satisfy the acceptable requirement (Jin and Hahm, 2021;Jin et al, 2022). Moreover, the standardized regression weights of exploitative leadership, psychological distress, leader's incivility, playing dumb, The research model.…”

Section: Confirmatory Factor Analysis and Validity Analysismentioning

confidence: 96%

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Expanding the dimensions of knowledge hiding: testing a moderated mediation model and analyzing the mediating role of psychological distress using PLS-SEM

Jin,

Qing

2023

Front. Psychol.

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This study sheds light on the literature on knowledge-hiding behavior in organizations and highlights a better and deeper understanding of the reasons for giving rise to knowledge hiding. In recent decades, knowledge hiding has been subjected to numerous studies in systematic literature reviews and organizational management regarding its impact on outcomes such as individual and organizational performance; however, the mechanism by which knowledge hiding is influenced by antecedents and the process of leading knowledge hiding has not been actively verified. In addition, most previous studies have classified knowledge hiding into one-factor or three-factor dimensions: evasive hiding, playing dumb, and rationalized hiding. To address these issues and limitations, we aimed to conduct empirical research, which have focused on four new dimensions (playing dumb, evasive hiding, rationalized hiding, and procrastination) of knowledge-hiding behavior. Unlike previous research, we provide a research framework for the process of hiding knowledge and verify the significance of the research model, drawing on the social exchange theory and conservation of resources theory to explore and verify the process of hiding knowledge. Specifically, we argue that knowledge hiding is caused by exploitative leadership, and psychological distress as mediators in the relationship between these two variables. Moreover, the moderating and mediating effects of leader incivility were verified. To empirically test the research model, a survey was conducted with 287 employees from small- and medium-sized enterprises in China. Partial least squares structural equation modeling (PLS-SEM), SPSS PROCESS, and AMOS software were used for statistical analyzes. The findings provide evidence that exploitative leadership positively influences both psychological distress and the four dimensions of knowledge hiding. In addition, the mediating effect of psychological distress and the moderating effect of leader incivility were verified and shown to be statistically significant. Based on these findings, the theoretical and practical implications, limitations, and directions for future research are discussed. Overall, the most important contribution is expanding the research field, as this is the first empirical study on the four dimensions of knowledge hiding.

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Section: Confirmatory Factor Analysis and Validity Analysismentioning

confidence: 58%

Section: Confirmatory Factor Analysis and Validity Analysismentioning

confidence: 96%

Expanding the dimensions of knowledge hiding: testing a moderated mediation model and analyzing the mediating role of psychological distress using PLS-SEM

Jin,

Qing

2023

Front. Psychol.

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“…Previous research has already been conducted on measures to reduce depression, anxiety, and stress. In particular, Jin and Hahm (2021) demonstrated how support can reduce depression, anxiety, and stress. Future studies should focus on finding ways to enhance the psychological health of workers.…”

Section: Limitations and Future Researchmentioning

confidence: 99%

The type of involuntary overtime and emotional exhaustion among Chinese medical staff: The mediating role of job stress and moderated mediation role of desire for control in Machiavellian leadership

Han

Jin

2023

Nurture

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Purpose: With the development of China's economy, China's medical level is also rising. Medical staff is constantly working overtime due to heavy workload, which can lead to emotional exhaustion in the long run. Therefore, it is necessary to reduce the level of emotional exhaustion of Chinese medical staff. Based on this question, this study used involuntary overtime (conformity/workload) of medical staff working in Chinese medical institutions as an independent variable, trying to explore which variables increased the level of emotional exhaustion of medical staff. Design/Methodology/Approach: This study also investigated the mediating effect of job stress and the moderated mediating role of the desire for control in Machiavellian leadership. To investigate these questions, this study surveyed 313 medical personnel working in Chinese medical institutions. Findings: The results showed that involuntary overtime (conformity/workload) had a positive effect on job stress. work stress had no significant effect on emotional exhaustion. Job stress has a positive effect on emotional exhaustion of Chinese medical staff. Conclusion: This study aimed to identify which variables increase the level of emotional exhaustion in healthcare workers and suggested how to reduce emotional exhaustion in health care workers based on the findings. Research Limitations/Implications: We conducted a cross-sectional study. In future research, to further clarify these results, longitudinal studies should be conducted around the time gap. Practical Implications: Due to the unique nature of medical work, medical staff generally have unhealthy living habits. The organization should therefore reasonably arrange overtime for medical staff and appropriately allocate their workload. Additionally, Organizations should focus on the work-family situation of medical staff, improve their work enthusiasm, and reduce the occurrence of job stress. Contribution to Literature: This research expends the research field of overtime work types and emotional exhaustion.

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“…One foreseeable situation in the near future is an increase in online-based communication. Advances in technologies such as AI, big data, and IoT, and online experiences such as online-based lectures and meetings will expand the use of online communication [3,4]. In particular, companies will use online-based information sharing through cloud computing, virtual team, and online-based meetings.…”

Section: Introductionmentioning

confidence: 99%

Establishing Online Meeting Climate Types and Developing Measurements: Impact on Meeting Satisfaction

2022

KSII TIIS

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In the post covid-19 era, organizations will experience a new environment. Advances in technologies such as AI and big data, and new experiences such as online meetings and lectures, will increase the use of online communication. Businesses will increasingly engage in online-based information sharing, virtual team operations, and online meetings. This study focuses on meeting climate and satisfaction, to improve the performance of online meetings. Existing studies on meeting climate presuppose off-line situations. Offline and online communication methods and meeting formats are different. This paper proposes new climate types to develop an appropriate climate for online-based meetings. To apply these climates in online meetings, a measurement scale was developed and the impact on online meeting satisfaction was verified. As a result of the study, it was found that the creativity-oriented meeting climate was the most important, and relation-oriented and participation-oriented meeting climates also had a significant effect, while the direction-oriented and task-oriented climates were relatively less important. This study develops new variables and measurements for online meeting climates, and explains their importance. Companies will be able to leverage the appropriate climates for online meetings to improve performance.

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Using Online Information Support to Decrease Stress, Anxiety, and Depression

Cited by 3 publications

References 36 publications

Expanding the dimensions of knowledge hiding: testing a moderated mediation model and analyzing the mediating role of psychological distress using PLS-SEM

Expanding the dimensions of knowledge hiding: testing a moderated mediation model and analyzing the mediating role of psychological distress using PLS-SEM

The type of involuntary overtime and emotional exhaustion among Chinese medical staff: The mediating role of job stress and moderated mediation role of desire for control in Machiavellian leadership

Establishing Online Meeting Climate Types and Developing Measurements: Impact on Meeting Satisfaction

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