PurposeFollowing the conservation of resources theory and job demands–resources model, this study aims to explore the relationship between work interference with family (WIF) and emotional exhaustion and the boundary condition for construction professionals.Design/methodology/approachThis study collected 319 valid samples from Chinese construction projects and examined the established integrative moderated mediation model using regression analysis and bootstrapping.FindingsThe results indicated that WIF was positively related to emotional exhaustion. The surface acting strategy mediated the relationship between WIF and emotional exhaustion. Emotional intelligence alleviated the indirect effect of WIF on emotional exhaustion via surface acting.Originality/valueThese findings unveil the resource depletion process of work–family conflict in the construction project context, enrich the emotional intelligence literature to demonstrate the buffer function on the negative impact of emotional resource depletion and address the implications for the construction labour workforce.

PurposeThis study investigated the differential effects of empowering leadership and directive leadership in projects. Moreover, how the complex interplay between empowering and directive leadership styles influences both leader–member exchange and project performance was also explored.Design/methodology/approachPolynomial regression analysis and response surface modeling were applied to analyze 161 matched data collected from project members and managers worked in different projects located in China.FindingsFour leadership styles were identified, i.e. ambidextrous, delegating, directive and laissez-faire styles. These may be combined with empowering and directive leadership. With regard to (in)congruence, leader–member exchange and project performance improved with ambidextrous style as a form of high–high congruence between empowering and directive leadership compared with laissez-faire style (i.e. low–low congruence). Results were better when a delegating style was combined with empowering leadership at a high level compared with the combination of directive style as directive leadership at a high level. Leader–member exchange was identified to exert a mediating role of the (in)congruence on project performance.Originality/valueThis study confirmed the contingent viewpoint of leadership by identifying distinct leadership styles applied in projects. Furthermore, the co-existence of empowering leadership and directive leadership was examined, and the underlying mechanism between the (in)congruence of empowering and directive leadership and project performance was identified.

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Occupational stressors have long been recognized as an important risk factor for injury accidents. The mechanisms underlying the relationships among challenge stressors, hindrance stressors, safety outcomes (occupational injuries), emotional experiences (attentiveness), and job performance (task performance) were investigated from the perspectives of the challenge–hindrance stress model and the conservation of resources theory. This study collected multi-source data over two timepoints for 105 safety supervisors and 379 construction workers in China. Results revealed that both challenge and hindrance stressors were positively related to occupational injuries, but only challenge stressors were positively associated with attentiveness. In addition, occupational injuries mediated the relationship between both challenge and hindrance stressors and task performance, while attentiveness mediated only the relationship between challenge stressors and task performance. These findings contribute to our knowledge of stress management in the construction project context and provide recommendations for stress management for front-line workers at construction sites.

Purpose Previous research has examined the effects of discrete affects on voice; however, the role of trait and state affects in voice literature has received little attention. This study aims to address this important issue from a conservation of resources perspective, by exploring the influence of daily positive affect and emotional resistance to change on the voice of employees and their resulting work outcomes. Design/methodology/approach The study collected data about 285 daily episodes from 57 employees over five consecutive days, using an experience sampling method (ESM) through mobile surveys. The study found that emotional resistance to change was negatively related to employee voice and in-role performance. Findings Voice mediated the negative relationship between emotional resistance to change and in-role performance. The study also found that daily positive affect buffered the negative effects of emotional resistance to change on voice. Originality/value These findings extend the research concerning affect and voice; the study provides integrative insight into how affect dynamically influences organizations.