All by myself: How perceiving organizational constraints when others do not hampers work engagement

Positive Affect Predicts Turnover Intention Mediated by Online Work Engagement: A Perspective of R&D Professionals in the Information and Communication Technology Industry

“…For example, Perera et al (2018) found that workers perceived that their behavioral, cognitive, and emotional engagements while performing a task were influenced by their positive or negative affect. Coo et al (2021) identified the potential positive and negative perspectives related to congruence and incongruence between individuals and their teammates that affected their WE. Consistent with those studies, H1 was verified, indicating that participants’ positive affect was positively related to their remote cognitive engagement during the COVID-19 pandemic.…”

Modeling (in)congruence in groups: A how-to guide for applying polynomial regression and response surface method to multilevel data.

“…Individual–group (in)congruence constellations revolve around the (mis)alignment between members and their respective group regarding their shared values, perceptions of personal group–environment fits, or personality facets. Studies have applied different theories, for example, Schwartz’s (1992) theory of basic human values (e.g., Benish-Weisman et al, 2020; Zyphur et al, 2016), person–environment fit theories (Hsu et al, 2014; Junker et al, 2022; Kivlighan et al, 2015; Zhao et al, 2021), the Big Five framework (Boele et al, 2017), or social cognitive and identity theories (e.g., Coo et al, 2021; Litrico & Choi, 2013; Meeussen et al, 2014). For instance, within the context of personality and social–psychological research, Benish-Weisman et al (2020) examined adolescents’ value endorsement with that of their classmates on self-esteem (adolescents nested within 92 classrooms).…”

“…The (in)congruence hypothesis is also employed among group members to study the effects of (in)congruence of employees’ and team members’ organizational constraints on their work engagement (Coo et al, 2021) or across groups’ established intimacy during therapy sessions (Gullo et al, 2021). In this constellation, the (in)congruence hypothesis can compare phenomena across groups in terms of their personal attachment (An et al, 2022), ethnical demographics (King et al, 2017), and organization fit (Zyphur et al, 2016).…”

Managing People: Accomplishing More with Less Effort

“…The study bring to the fore vital perspective to efficient people management highlighting the importance of proactivity in people management and the ability to move with time since human factors evolve and so should management practices. Coo, Richter, Schwarz, Hasson and Roczniewska (2021), conducted a study, in which the authors examined employee-teammate perceptual congruence and incongruence regarding three types of organisatinal congruence (OC). The study findings, suggested that the negative effects of OCs were exacerbated by perceptual incongruence with teammates and indicated the need to include social contexts in the study of work environment perceptions., The study supports the model for organisational congruency that people management is enhanced when the work, the people who do it, the organisational structure and the culture blends.…”

“…In answering the "why" question, the study by McMackin and Heffernan (2021), suggested that human resource was dynamic hence the need to be agile and evolve in order to address emerging issues in HR. Coo, Richter, Schwarz, Hasson and Roczniewska (2021), on the other hand concedes that culture should blend with organisational structures to enhance performance. Similarly, Biswas, Makel andAndresen (2022), andMello, Suutari andDickmann (2022) called for social support to individual families to enhance workers performance.…”