Helping an Attractive Group that Ostracized Me: An Experimental Vignette Study

Fiset, John; Hajj, Raghid Al; Vongas, John G.

doi:10.1002/cjas.1702

Cited by 2 publications

(2 citation statements)

References 109 publications

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“…The analysis of the engagement model includes four moderated relationships, and considering that the employed measures show high reliabilities, PROCESS is useful in this case as it alleviates issues with non-normal interaction terms by using bootstrapping via repeated sampling with replacement. Results produced by PROCESS, in the case of highly reliable variables, converge greatly with those produced using advanced SEM techniques [ 42 ] and avoid known issues associated with the modeling and analysis of latent variable interaction [ 43 ]. We used the recommended 10,000 bootstrap samples.…”

Section: Resultsmentioning

confidence: 99%

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The essential impact of stress appraisals on work engagement

Al Hajj,

Vongas,

Jamal

et al. 2023

PLoS ONE

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This paper explains the contradictory findings on the relationship between stress and work engagement by including appraisals as a driving mechanism through which job stressors influence engagement. In doing so, it explores whether stressors categorised as either challenging or hindering can be appraised simultaneously as both. Second, it investigates whether stress mindset explains not only how stressors are appraised, but also how appraisals influence engagement. Over five workdays, 487 Canadian and American full-time employees indicated their stress mindset and appraised numerous challenging and hindering stressors, after which they self-reported their engagement at work. Results showed that employees rarely appraised stress as uniquely challenging or hindering. Moreover, when employees harbored positive views about stress, stressors overall were evaluated as less hindering and hindrance stressors were particularly more challenging. Stress mindset appears to be critical in modulating the genesis of stress appraisals. In turn, appraisals explained the stressor-engagement relationship, with challenge and hindrance stressors boosting and hampering engagement, respectively. Finally, positive stress mindset buffered the negative effect of hindrance appraisals on engagement. Our findings clarify misconceptions about how workplace stressors impact engagement and offer novel evidence that stress mindset is a key factor in stress at work.

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Section: Resultsmentioning

confidence: 99%

“…techniques [42] and avoid known issues associated with the modeling and analysis of latent variable interaction [43]. We used the recommended 10,000 bootstrap samples.…”

Section: Plos Onementioning

confidence: 99%

The essential impact of stress appraisals on work engagement

Al Hajj,

Vongas,

Jamal

et al. 2023

PLoS ONE

Self Cite

View full text Add to dashboard Cite

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Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

De Clercq,

Pereira

2024

JOEPP

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PurposeThis investigation aims to unpack the negative connection between employees’ experience of resource-draining career compromise and their organizational citizenship behavior, by theorizing a mediating role of their depersonalization of organizational leaders and a moderating role of their conformity orientation in this connection.Design/methodology/approachThe hypotheses were tested with survey data collected among employees who operate in the construction retail industry in Portugal.FindingsA critical reason that frustrations about unwanted career adjustments translate into a reluctance to undertake work efforts that exceed formal job descriptions is that employees develop dehumanized perceptions of the people in charge of the company. This explanatory mechanism is less prominent, however, to the extent that employees’ personal orientation favors rule adherence.Practical implicationsFor HR managers, this research identifies a key channel, indifference to organizational leaders, through which disappointments about compromised career developments escalate into rejection of voluntary work activities, which otherwise might leave a positive impression on leaders and enhance employees’ careers. It also reveals that organizations can subdue this detrimental process by leveraging a sense of conformity among their workers.Originality/valueThis study adds to HR management research by showing how a mismatch between employees’ current career situation and their own meaningful career goals paradoxically might direct them away from extra-role work behavior that otherwise could provide meaningfulness. This harmful dynamic, which can be explained by their propensity to treat organizational leaders as impersonal objects, can be avoided to the extent that employees draw from their conformity orientation.

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Helping an Attractive Group that Ostracized Me: An Experimental Vignette Study

Cited by 2 publications

References 109 publications

The essential impact of stress appraisals on work engagement

The essential impact of stress appraisals on work engagement

Conforming to career compromise: how a personal orientation can mitigate damages to organizational citizenship behavior

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