Work engagement, emotional exhaustion, and counterproductive work behavior

Chen, Hao; Richard, Orlando C.; Boncoeur, O. Dorian; Ford, David

doi:10.1016/j.jbusres.2020.03.025

Cited by 76 publications

(41 citation statements)

References 86 publications

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“…Chu and Lee [84] reported moderating effects of conscientiousness and emotional stability in the relationship between flow experiences and global performance, where the flow-performance relationship was stronger for workers who were higher in these traits. Additionally, Chen, Richard, Boncoer, and Ford [85] showed that these two moderators also influenced the indirect effect of work engagement on counterproductive behaviors through emotional exhaustion; thus, they concluded that engaged individuals who were conscientious and emotionally stable experienced less performance deviance, due to a decrease in their emotional exhaustion. In this line, Bakker, Demerouti, and Brummelhuis [86] also reported relationships between work engagement and task and contextual performance moderated by employees' conscientiousness, such that the engagement-performance relationships were significant only for highly conscientious workers.…”

Section: Moderating and Mediating Variables Affecting Ewb-performancementioning

confidence: 99%

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

et al. 2021

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The happy-productive worker thesis (HPWT) is considered the Holy Grail of management research, and it proposes caeteris paribus, happy workers show higher performance than their unhappy counterparts. However, eudaimonic well-being in the relationship between happiness and performance has been understudied. This paper provides a systematized review of empirical evidence in order to make a theoretical contribution to the happy-productive worker thesis from a eudaimonic perspective. Our review covers 105 quantitative studies and 188 relationships between eudaimonic well-being and performance. Results reveal that analyzing the eudaimonic facet of well-being provides general support for the HPWT and a much more comprehensive understanding of how it has been studied. However, some gaps and nuances are identified and discussed, opening up challenging avenues for future empirical research to clarify important questions about the relationship between happiness and performance in organizations.

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Section: Moderating and Mediating Variables Affecting Ewb-performancementioning

confidence: 99%

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

et al. 2021

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“…Resource dependence theory merupakan studi tentang bagaimana sumberdaya manusia yang dimiliki perusahaan harus digunakan semaksimal mungkin. Hal ini akan mendorong perusahaan dalam meningkatkan kinerja dan potensi untuk menciptakan kemakmuran (Chen, et al, 2020). Sumber daya perusahaan mencangkup semua asset, kemampuan, proses organisasi, atribut perusahaan , dan pengetahuan yang dikontrol oleh perusahaan, secara berurutan untuk meningkatkan efisien dan efektivitas.…”

Section: Literatur Review Dan Hipotesisunclassified

Pengaruh Diversitas Dewan Komisaris dan Dewan Direksi Terhadap Kinerja Perusahaan (Studi Empiris: Perusahaan Manufaktur Di BEI Periode 2014-2018)

Gustiana¹,

Darmayanti

Meihendri

2021

JKAA

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This study aims to determine the effect of board of commissioners and board of directors diversity on company performance in manufacturing companies listed on the Indonesia Stock Excharge for the 2014-2018 period. By using purposive sampling method, obtained 45 samples of manufacturing companies listed on the Indonesia Stock Exchange. Based on the results of hypothesis testing, it was found that the age diversity of the board of commissioners had no significant effect on company performance; the diversity of board of commissioners educational background had no significant effect on company performance, the diversity of board of commissioners tenure had a significant effect on company performance. While the diversity of board of directors age had a significant effect on company performance, diversity the of educational backgrounds of the board of directors does not have a significant effect on company performance, and the diversity of tenure of the board of directors does not have a significant effect on company performance. Keywords : Company Performance, Age, Education, Tenure, Board Of Commissioners Board Of Directors.

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“…WE has become a major topic of interest for academicians and practitioners (Hakanen et al, 2006;Gawke et al, 2017;Harter, 2018;van Mol et al, 2018;Zheng et al, 2020;Chen et al, 2020). One reason for such a trend is that WE is a very good predictor of crucial employee, team and organizational outcomes (Bakker and Albrecht, 2018) such as task performance (Bakker et al, 2012), financial results (Xanthopoulou et al, 2009), team performance (Costa et al, 2015), turnover intentions (Lu et al, 2016) and job satisfaction (Orgambídez-Ramos and de Almeida, 2017).…”

Section: Introductionmentioning

confidence: 99%

Inclusive leadership and work engagement: the mediating role of procedural justice

Cenkci

Bircan

Zimmerman

2020

MRR

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Purpose This paper aims to explore the relationship between inclusive leadership (IL) and employee work engagement (WE), as well as the mediating effect of procedural justice (PJ) on this relationship. Design/methodology/approach An online, self-administered questionnaire was used to collect data. A total of 201 information technology (IT) professionals in Turkey participated in the study. The authors used structural equation modeling to analyze the collected data. The authors then used a series of nested model comparisons to test the hypothesized mediating relationship. Findings The outcomes suggest that IL is positively related to PJ while PJ is positively associated with WE. In addition, PJ mediates the relationship between IL and WE. Practical implications The outcomes underline the importance of IL to effectively lead IT professionals. Organizational leaders can cultivate IL by demonstrating openness, availability and accessibility toward their employees and create work environments in which employees’ ideas are valued. Additionally, for employee PJ perceptions, organizations need to ensure that their procedures and policies are transparent and fair in terms of how decisions are made. Moreover, organizations can offer training to their IT managers on IL and PJ topics. Originality/value This study adds to the very scarce literature on IL. In addition, to the researchers’ knowledge, this is the first study to test the IL and PJ relationship. Furthermore, this is the first study to explore the concept of IL in the Turkish context. Moreover, the findings of this research can be beneficial for future theory development on IL in cross-cultural contexts.

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Work engagement, emotional exhaustion, and counterproductive work behavior

Cited by 76 publications

References 86 publications

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

Revisiting the Happy-Productive Worker Thesis from a Eudaimonic Perspective: A Systematic Review

Pengaruh Diversitas Dewan Komisaris dan Dewan Direksi Terhadap Kinerja Perusahaan (Studi Empiris: Perusahaan Manufaktur Di BEI Periode 2014-2018)

Inclusive leadership and work engagement: the mediating role of procedural justice

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