Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

Hobfoll, Stevan E.; Halbesleben, Jonathon R. B.; Neveu, Jean‐Pierre; Westman, Mina

doi:10.1146/annurev-orgpsych-032117-104640

Cited by 3,159 publications

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“…As prior studies have suggested (e.g., Sherony & Green, ) and our current research shows as well (i.e., the negative relationship between workplace ostracism and LMX), positive co‐worker relations and a high‐quality LMX tend to be found together. In the language of COR theory, the LMX and co‐worker relations are closely linked and thus travel in caravans (Hobfoll et al, ). With that pattern in mind, we speculate that, if an employee suffers ostracism despite his or her high‐quality LMX, managing that mistreatment may be beyond his or her ability (Halbesleben et al, ).…”

Section: Discussionmentioning

confidence: 99%

Exploring the interpersonal determinants of job embeddedness and voluntary turnover: A conservation of resources perspective

Zhang

Fan

Deng

et al. 2019

Human Res Mgmt Journal

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This paper draws on a conservation of resources perspective to understand employee voluntary turnover. We conceptualise voluntary turnover as an outcome of resource loss, and we view job embeddedness as an indication of resource levels. On the basis of this conceptualisation, we propose that workplace ostracism and leader–member exchange (LMX) affect voluntary turnover via job embeddedness. We also propose an interaction effect of workplace ostracism and LMX: Workplace ostracism increases voluntary turnover by depleting job embeddedness only when people experience high‐quality LMX. Data from 352 employees in a Chinese software company obtained through a three‐wave survey support our model. Our findings illuminate the resource consequences of interpersonal interactions on job embeddedness and voluntary turnover, and we offer practical implications for employee retention.

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Section: Discussionmentioning

confidence: 99%

Exploring the interpersonal determinants of job embeddedness and voluntary turnover: A conservation of resources perspective

Zhang

Fan

Deng

et al. 2019

Human Res Mgmt Journal

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“…Two such resources i.e. resilience and perceived supervisor support have been established as intrapersonal and extra‐personal resources, respectively, that protects employees against the harmful effects of workplace stressors (Hobfoll, Halbesleben, Neveu, & Westman, ). In line with this theory, we believe that nurses resilience trait act as a personal coping resource and their perceptions of supervisor support as social resource that helps protect them from engaging in deviant behaviors when exposed to incidences of workplace bullying.…”

Section: Introductionmentioning

confidence: 99%

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

2020

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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.

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“…Thus, the current study employs the conservation of resource (COR) theory to explore the consequences of workplace ostracism (Hobfoll, Freedy, Lane, & Geller, ; Hobfoll, Halbesleben, Neveu, & Westman, ). One of the major advantages of applying COR theory is the ability to observe multiple potential factors affecting the relationship between perceived workplace ostracism and subsequent outcomes.…”

Section: Introductionmentioning

confidence: 99%

How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory

Xia

Wang

Song

et al. 2019

Human Res Mgmt Journal

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Drawing upon the conservation of resource (COR) theory, this study examines how workplace ostracism negatively affects task performance by reducing workers' physical strength and emotional energy; it also captures the moderating role of spousal support in the relationship between ostracism, physical strength, and emotional energy. Using matched data from 117 supervisors and 523 of their immediate employees, results indicated that workplace ostracism negatively related to physical strength and emotional energy, which, in turn, decreased task performance. Additionally, spousal support mitigated the harmful impact of workplace ostracism on individual emotional energy, whereas its buffering effect on physical strength was not significant. Theoretical and practical implications are discussed.

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Conservation of Resources in the Organizational Context: The Reality of Resources and Their Consequences

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Cited by 3,159 publications

References 154 publications

Exploring the interpersonal determinants of job embeddedness and voluntary turnover: A conservation of resources perspective

Exploring the interpersonal determinants of job embeddedness and voluntary turnover: A conservation of resources perspective

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

How and when workplace ostracism influences task performance: Through the lens of conservation of resource theory

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