Work overload and intimidation: The moderating role of resilience

Kimura, Takuma; Bande, Belén; Ferrín, Pilar Fernández

doi:10.1016/j.emj.2018.03.002

Cited by 42 publications

(44 citation statements)

References 68 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This places importance on those that supervise and lead employees as important conduits in allowing this type of job autonomy (Mahlungulu, ). This finding of this study concerning technology‐based job autonomy appears to support previous work (Kimura et al ) that employees need a level of support and autonomy in how they do their jobs as this affects outcomes around their decision to stay or leave the organisation. The study also found that technology‐based job overload had a positive significant relationship with turnover intention (see hypothesis testing in Table ).…”

Section: Discussionsupporting

confidence: 89%

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

View full text Add to dashboard Cite

The purpose of this article is to investigate the influence of technology-related factors on the turnover intentions of a sample of government employees in South Africa. Technology-related factors, as argued in the literature, consist of (a) technology-based job autonomy, (b) technology-based job overload and (c) technology-based job monitoring. The backdrop of this study is twofold. First, technology is argued as a central feature to work especially amongst employees in the digital age. Second, the rate at which employees leave their jobs appears to be on the increase, especially within the South African public service. These two factors provide the impetus to our focus on studying turnover intentions. Using a sample of 186 government employees in the Eastern Cape Province of South Africa, a selfadministered questionnaire was deployed. The findings revealed that when employees experience technology-based job autonomy this did not necessarily result in them having the intention to leave their work. Further, the findings also indicate and show support to the model being tested in that technology factors like: (a) technology-based job overload and (b) technology-based monitoring influence employee intentions to leave their work. Based on the findings of the research, recommendations and implications concerning theory and practice are made. K E Y W O R D S government, public service, South Africa, technology, turnover intentions, work

show abstract

Section: Discussionsupporting

confidence: 89%

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Mahlasela

Chinyamurindi

2020

E J Info Sys Dev Countries

View full text Add to dashboard Cite

show abstract

“…Resilience is a personality trait that allows individuals to bounce back from failure or adversity (Luthans, 2002), and enables one to survive in and adapt to adverse environments (Luthans, Avolio, Avey, & Norman, 2007). Resilience has been shown to moderate the effects of various workplace stressors on job performance outcomes but these stressors were work demands and less adverse (Kimura, Bande, & Fernández-Ferrín, 2018;Shoss, Jiang, & Probst, 2018). Also, past studies highlight perceived organizational support as an important resource which buffers the relationship of workplace bullying/incivility and deviant behaviors (Jain, Giga, & Cooper, 2013;Miner, Settles, Pratt-Hyatt, & Brady, 2012;Naseer et al, 2018).…”

Section: Hypothesis 1 Job Insecurity Mediates the Relationship Betweenmentioning

confidence: 99%

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

2020

View full text Add to dashboard Cite

Aim The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's deviant work behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation. Background Although the direct effects of bullying on deviant work were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown. Method Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals. Results Results were consistent with our hypothesized moderated mediation (mod‐med) framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support. Conclusion Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed. Implications for Nursing Management The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.

show abstract

“…Work overload is one of the most studied antecedents of burnout, particularly because of its positive effect on the exhaustion component (de Beer et al, 2016; Lee & Ashforth, 1996; Schaufeli & Bakker, 2004; Shantz, Arevshatian, Alfes, & Bailey, 2016). Work overload is a phenomenon that takes place “when employees feel that there are too many responsibilities or activities expected of them considering the time available, their abilities, and other constraints” (Kimura, Bande, & Fernández‐Ferrín, 2018, p. 2). As further discussed by Altaf and Awan (2011), to cope with these extreme demands, the overworked employee may need to exceed the normal working schedule, staying long hours, working weekends, or even reducing the number of breaks or holidays.…”

Section: Introductionmentioning

confidence: 99%

Two Tales of Rumination and Burnout: Examining the Effects of Boredom and Overload

Sousa

Neves

2020

Applied Psychology

View full text Add to dashboard Cite

Although boredom poses serious consequences for employees and organizations, research has paid little attention to this phenomenon, especially when compared to other job experiences such as overload. Building upon the Effort‐Recovery Model, our study examines the impact of these two sub‐optimal experiences, characterized by under‐ and over‐stimulation, on burnout via three facets of rumination. Using a time lagged design with three measurement moments and a sample of 152 participants, we found partial support for our hypotheses. Boredom and overload led to emotional exhaustion and disengagement 2 weeks later, via an increase in affective rumination. Overload also increased emotional exhaustion via reduced detachment, yet boredom reduced emotional exhaustion by facilitating detachment. These findings stress the importance of addressing boredom as a pervasive, although often silent, workplace phenomenon.

show abstract

Work overload and intimidation: The moderating role of resilience

Cited by 42 publications

References 68 publications

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Technology‐related factors and their influence on turnover intentions: A case of government employees in South Africa

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

Two Tales of Rumination and Burnout: Examining the Effects of Boredom and Overload

Contact Info

Product

Resources

About