Discretionary HR practices and proactive work behaviour: the mediation role of affective commitment and the moderation roles of PSM and abusive supervision

Proactive work behaviour may drive public employees to proactively improve public service quality. This research seeks an insight into the role of discretionary human resource (HR) practices in fostering proactive work behaviour among public employees through the mediation mechanism of affective commitment. The data for the research variables were harvested from public employees and their direct managers from local governments at the district level in Ho Chi Minh City of Vietnam. The research results shed light on the positive association between discretionary HR practices and public employees’ proactive work behaviour, which was mediated by affective commitment. The research results also supported the role of public service motivation (PSM) as an intensifier and abusive supervision as a negative moderator for the effect of discretionary HR practices on affective commitment and proactive work behaviour. Our research model integrates discretionary HRM and proactive work behaviour research streams into public management literature.     

Subordinate perceptions of family‐supportive supervision: the role of similar family‐related demographics and its effect on affective commitment

Using survey data from 227 employees, we draw from shared reality theory to study subordinate perceptions of family‐supportive supervision, its antecedents and outcomes. We focus on similarity in salient subordinate and supervisor family‐related demographics as an antecedent to perceived family‐supportive supervision. As expected, female subordinates perceived more family‐supportive supervision from female supervisors than from male supervisors. Likewise, parent subordinates perceived parent supervisors, compared with nonparent supervisors, to be more family supportive. Subordinate perception of family‐supportive supervision also positively related to affective commitment – mediating the indirect positive relationship between similarity in family‐related demographics and affective commitment.     

Toward greater understanding of the pernicious effects of workplace envy

Despite the fact that envy is widely viewed as one of the most pernicious and dysfunctional workplace emotions, research has ignored its longer term consequences. This oversight can largely be attributed to over reliance on the relatively static affective events framework that does not account for how envy-eliciting events can threaten an individual's perceptions of social standing or trigger emotional schema from previous events. Hence, we propose an extension of this framework in order to address these shortcomings and in order to account more fully for the cumulative effects of prior envy-eliciting events. In particular, by integrating insights from social comparison and emotional schema theories into the current framework, we offer a deeper, more fine-grained explanation of the cumulative effects of emotionally congruent envious episodes. We believe that these additional insights will offer a perspective, for researchers and practitioners alike, into how envy-eliciting events can result in more malicious and chronic behavior. Future research and managerial implications are discussed.     

Job stressors and voluntary work behaviours: mediating effect of emotion and moderating roles of personality and emotional intelligence

Framed within an emotion‐centred model, the current study investigated the mediating role of negative and positive emotion between job stressors and counterproductive work behaviours (CWB) and organisational citizenship behaviours, and the moderating effects of personality and ability‐based emotional intelligence (EI) on the relationships between job stressors and emotions. Results from a sample of 202 Caribbean employees across eight public and private sector organisations showed that both positive and negative emotion mediated the relation between job stressors and citizenship behaviours, whereas only negative emotion was found to mediate the relation between job stressors and CWB. Some support was found for the moderating effects of personality and EI. Implications for research and practice are discussed.     

廉租房建设中工程监理的三大控制

文章通过对廉租房建设过程中存在的诸多问题进行分析,探究了监理工作对于项目建设过程所起的积极作用,以寻求如何进一步做好廉租房建设中的三大控制。     

Revisiting the Curvilinear Relation Between Job Insecurity and Work Withdrawal: The Moderating Role of Achievement Orientation and Risk Aversion

Although speculation of the curvilinear relations between job insecurity and job‐related behaviors is theoretically appealing, the empirical evidence has been sparse. The purpose of this study was to contribute to the literature on job insecurity and work withdrawal behaviors by reexamining their curvilinear relation, and the effects of achievement orientation and propensity for risk aversion on this U‐shaped relationship. Using samples with both secure and insecure job situations, we hypothesized that job insecurity could have both positive and negative effects on work withdrawal simultaneously; however, one of these effects could dominate the other at different levels of job insecurity. That is, a U shape would best describe such a relationship, since a moderate level of job insecurity would result in the lowest level of work withdrawal. Furthermore, we hypothesized that achievement orientation and propensity for risk aversion moderates this relationship in such a way that the curvilinear relationship is weaker (flattened curve) when the individual's achievement orientation is high, and that the curvilinear relationship is stronger (steep curve) when the individual's propensity for risk aversion is high. Results show that these hypotheses were supported; implications and limitations of the study are discussed. © 2014 Wiley Periodicals, Inc.     

Safety issues beyond the workplace: Estimate relationships between work injuries and available supervision

This study reports the results of an investigation of the relation between one measure of the performance of firms, work injuries, and the number of first level supervisors for 140 chemical, paper, and wood product manufacturing firms. Additional numbers of supervisors were found to be associated with lower work injuries in most cases, and the cost of such additional supervision was found to be partially justified in terms of the reduced costs of work injuries, although there was considerable variation across industry.     

Chinese hotel employees in the smiling masks: roles of job satisfaction,burnout, and supervisory support in relationships between emotional labor and performance

Using survey data obtained from 206 frontline hotel employees (Study 1) and 111 employee–supervisor dyads (Study 2), we examined how the emotional labor of hotel employees was associated with affective and behavioral outcomes. We found that surface acting was negatively related to job satisfaction but positively related to burnout. Meanwhile, deep acting was positively related to job satisfaction but negatively related to burnout. Additionally, job satisfaction and burnout were found to mediate the relationship between emotional labor and work performance. We further found that supervisory support moderated the relationships between emotional labor and job satisfaction and burnout.     

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.     

Gossip in the workplace and the implications for HR management: a study of gossip and its relationship to employee cynicism

Gossip is a common phenomenon in the workplace, but yet relatively little is understood about its influence to employees. This study adopts social information theory and social cognitive theory to interpret the diverse literature on gossip, and to develop and test hypotheses concerning some of the antecedents of gossip, with an aim of developing knowledge of the relationship between gossip and employee behaviour in the workplace. The study analysed survey data in a two-stage process, from 362 employees across a range of industries in Taiwan. The findings revealed that job-related gossip predicted employee cynicism and mediated the relationship between psychological contract violation and cynicism, and that non-job-related gossip showed a similar but weaker effect to employee cynicism. The contribution made by this paper is of value to both the academic subject domain and managers in Human Resources. First, we have identified two constructs of gossip, job-related and non-job-related gossip not previously reported and a validated scale has been created. Second, we have confirmed that these different constructs of gossip impact differently on employee behaviour and therefore HR managers should be cautious about gossip in the workplace, as it can cause cynical behaviour amongst employees.     

Lowering the Threshold for Feeling Mistreated: Perceived Overqualification Moderates the Effects of Perceived Age Discrimination on Job Withdrawal and Somatic Symptoms

This study examines whether and how perceived overqualification affects the relationships between perceived age discrimination from one's supervisor and two outcome variables: job withdrawal and somatic symptoms. Using a paired sample (of employees and a paired participant who knew them well, N = 235 pairs), results show that employees who feel overqualified, compared to those who do not feel overqualified, react more negatively to perceived age discrimination by engaging in greater withdrawal behaviors and experiencing higher somatic symptoms. Findings extend both relative deprivation theory and the age discrimination literature by indicating that perceived overqualification is not only a trigger for relative deprivation, but also a factor that seems to lower an employee's threshold for tolerating discriminatory treatment. We conclude with a discussion on practical implications that incorporate strategies for reducing perceptions of age discrimination and overqualification. © 2016 Wiley Periodicals, Inc.     

The mediating role of work engagement on the relationship between job involvement and affective commitment

This study examines job involvement and work engagement as predictors of affective commitment. Specifically, we test the proposal of Hallberg and Schaufeli (2006) that work engagement is a mediator of the relationship between job involvement and affective commitment using a survey of 405 Italian working adults. To test the model, mediation effects technique and structural equation modelling were applied to the collected data. Our hypothesis that work engagement fully mediates the relationship between job involvement and affective commitment was supported. This is the first study to demonstrate the importance of job involvement in promoting affective commitment via three dimensions of work engagement. We therefore assert that HR managers should direct their available resources to promoting job involvement and work engagement in their employees.     

我国金融监管现状及对策研究

20世纪80年代以来,全球性和区域性金融危机频繁发生,预示着建立于30年代的金融监管体系已经越来越不能适应全球化、自由化条件下迅速膨胀的金融业发展要求。尤其是我国在2001年正式成为WTO成员国后,国内金融市场逐步全面的开放已势在必行。与此同时,金融体系的风险防范和监管体系还有待改善,金融系统的安全性受到严重挑战。如何在这一形势下构建符合现代金融业发展的完善的金融监管体系,维护金融的安全与稳定运行,成为国内各界高度关注的重大问题。文章试图通过我国金融监管基本目标、原则和现状的分析,找出金融监管的有效对策。     

Using the Harvard HRM model to conceptualise the impact of changes to supervision upon HRM outcomes for different types of Australian public sector employees

Within the Australian context of a shortage of skilled professionals, this article uses the Harvard model of human resources management (HRM) to conceptualise how changes in stakeholder interests coupled with changes to situational factors affect public sector HRM policy choices that in turn affect HRM outcomes for different types of public sector employees. The findings obtained using path analysis suggest that the proposed model explained almost 50% for nurses and less than 14% for police officers. In the case of nurses, the strong significant relationship between HRM inputs and outputs may provide a further plausible explanation for one of the long-term consequences of new public management – namely, the inability to retain skilled employees (especially those in the health sector) across numerous OECD countries. The implication of these findings is that the present public sector HRM policy choice should be re-examined because of its impact on HRM outcomes. Moreover, public sector employees should not be regarded as one uniform group that responds alike to the same policy. Whilst the merits of pursuing a strong auditing focus may have benefited organisations financially, the benefits can only remain if public sector employees, including professionals, are prepared to work under those conditions. The inability to retain nurses in numerous countries, coupled with past studies that have identified (poor) management as a contributing factor, suggests that past HRM policy choices may have to be replaced by new HRM policy choices that focus on employees' perceptions of well-being. However, more studies using different types of professionals are required to confirm the generalisability of these findings.     

Crossing the level of employee's performance: HPWS,affective commitment,human capital,and employee job performance in professional service organizations

Extant research on high-performance work systems (HPWS) has primarily examined the effects of HPWS on firm-level performance from a macro perspective and mostly in manufacturing settings. This study extends this literature by integrating social exchange theory and human capital theory perspectives to examine how shop-level HPWS affect employee individual performance in the service context, especially focusing on the small-scale professional service organizations. Data collected from multiple sources included 97 hair salon shop owners and 284 hairdressers as well as objective job performance measured in terms of each hairdresser's average monthly service sales. Results from cross-level analysis indicated that the relationship between shop-level HPWS and employee job performance was mediated by employee affective commitment and their human capital. These findings shed new light on the mechanisms through which HPWS impact employee outcomes and serve to bridge between macro and micro perspectives of human resource management.     

Taking charge and employee outcomes: the moderating effect of emotional competence

This study examined how taking charge was related to job satisfaction, affective organizational commitment, and job performance among Hong Kong Chinese newcomers, and how emotional competence moderates the latter relationships. The results of a two-wave survey involving 137 newcomers supported the proposition that taking charge would be positively associated with job satisfaction and affective organizational commitment, but not with job performance. In addition, emotional competence significantly moderated the relationship between taking charge and job performance, such that taking charge was positively related to job performance only when newcomers’ emotional competence was high.     

员工工作压力下工作投入的干预模型研究——基于积极心理学的视角

工作投入在近30年已成为人力资源管理实践关注的热点,但现有对处于工作压力状态下,员工工作投入进行干预的研究在国内外还处于起始阶段。本文分析了工作压力、应对策略与工作投入与工作倦怠之间的关系,从积极心理学角度提出员工工作投入的干预模型,并对增进员工工作投入提出相应改进措施。     

Social expectations,gender and job satisfaction: Front‐line employees in China's retail sector

This study aims to enhance our understanding of gender and employment in China. Analysing data collected from over 1,800 employees at 22 foreign‐invested and locally owned retail stores in eight Chinese cities, it firstly explores whether, like their counterparts in Western countries, female employees have higher levels of job satisfaction than their male colleagues. Secondly, it distinguishes the key differential predictors of female and male employees' job satisfaction levels. This article extends gender role theory on job satisfaction by showing how traditional values, the structure of work and a nation's dominant gender ideology combine to shape women and men's job satisfaction and work experiences in a transitional context.     

Coworker support as a double-edged sword: a moderated mediation model of job crafting,work engagement,and job performance

Abstract

This research aims to test the mediating effect of work engagement on the relationship between job crafting and job performance, as well as the moderating effects of two forms of coworker support on the job crafting–work engagement relationship. We collected survey-based data from two South Korean samples. Study 1 was conducted on 175 flight attendants. The results of Study 1 were then replicated in Study 2 wherein 181 hotel employees reported their own job crafting and work engagement, and their supervisors rated their job performance one month later. In both studies, work engagement fully mediated the relationship between job crafting and job performance. The positive association between job crafting and work engagement was more pronounced when coworker emotional support was high than when it was low. In contrast, the positive link between job crafting and work engagement was stronger when coworker instrumental support was low than when it was high. Coworker emotional and instrumental support further moderated the indirect effect of job crafting on job performance through work engagement.