Impact of Supervisors’ Perceived Communication Style on Subordinate’s Psychological Capital and Cyberloafing

Agarwal, Upasna A.

doi:10.3127/ajis.v23i0.1759

Cited by 21 publications

(14 citation statements)

References 69 publications

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“…In recent years, cyberloafing, a form of deviant workplace behavior, has attracted attention of practitioners and academicians (Agarwal, 2019;Lim, 2002). Cyberloafing is defined as any "voluntary act of employees" using their companies' internet access during office hours to surf non-job-related websites for personal purposes and to check (including receiving and sending) personal e-mail (Lim, 2002, p. 677).…”

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confidence: 99%

Abusive supervisors and employees who cyberloaf

Agarwal

Avey

2020

INTR

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PurposeThe purpose of this study is to examine the effects of abusive supervision on cyberloafing behavior, to test the mediating role of PsyCap in this relationship and the extent to which these relationships are moderated by psychological contract breach.Design/methodology/approachA total of 394 full-time managers across different Indian organizations served as the sample for this study.FindingsThe results revealed that the abusive supervision and PsyCap are significantly correlated with cyberloafing, the relationship between abusive supervision and cyberloafing is partially mediated by PsyCap and the impact of abusive supervision and PsyCap on cyberloafing is moderated by psychological contract breach such that the effects of abusive supervision and PsyCap on cyberloafing are stronger when employees perceive high psychological contract breach.Research limitations/implicationsA cross-sectional design and use of self-reported questionnaires are a few limitations of this study.Originality/valueThis is one of the first studies examining cyberloafing in response to abusive supervision and one of the few attempts to examine the effects of abusive supervision on individual resources (PsyCap) in response to workplace mistreatment. This study is also the first to examine these phenomena in the Indian context.

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confidence: 99%

Abusive supervisors and employees who cyberloaf

Agarwal

Avey

2020

INTR

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“…Some scholars have used these terms interchangeably (Garrett & Danziger, 2008;Ugrin & Pearson, 2013;Vitak et al, 2011). Traditionally, PUTW literature often describes PUTW as employees' use of organisational IT resources for personal or nonwork-related purposes either at 1) the workplace or 2) during office time or business hours (Agarwal, 2019;B Cheng et al, 2020;Khansa et al, 2017;VKG. Lim, 2002).…”

Section: What Is Putw?mentioning

confidence: 99%

“…The convenience and invisibility may explain why PUTW is reported to be the main form of non-work-related behaviour at work (Ivarsson & Larsson, 2011). For example, recent studies have suggested that, on average, employees spend one to two hours every workday on PUTW (Kim, 2018), accounting for 10% to 30% of their work time (Agarwal, 2019;Askew et al, 2019).…”

Section: Introductionmentioning

confidence: 99%

Personal use of technology at work: a literature review and a theoretical model for understanding how it affects employee job performance

Jiang

Siponen

Tsohou

2021

European Journal of Information Systems

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Employee personal use of technology at work (PUTW) -defined as employees' activities using organisational or personal IT resources for non-work-related purposes while at work -is increasingly common. Our review of existing PUTW studies (n = 137) suggests that previous studies widely discussed PUTW outcomes, antecedents, and policies. The literature review also indicates that previous studies proposed opposing viewpoints regarding the effect of PUTW on employee job performance, but few studies offered empirical evidence. Consequently, the conditions under which PUTW can increase or decrease employee job performance have not been discussed. We develop a theoretical model for increasing the understanding of this issue. Our model suggests that executive attention is an important underlying mechanism through which PUTW affects employee job performance. We further suggest the effect of PUTW on executive attention (and job performance) depends on PUTW behavioural characteristics in terms of four dimensions: PUTW cognitive load, PUTW arousal level, PUTW timing, and PUTW frequency/duration. The model can advance researchers' understanding of the possible conditions under which PUTW may increase or decrease employee job performance. The model also offers new insights into existing studies on PUTW antecedents and policies. As a result, our proposed model provides new theoretical guidance for future studies on PUTW.

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“…Cyberslacking has been hotly debated in the literature and a burning issue for more than two decades. Cyberslacking is the act of using the internet by an employee during working hours for personal gains (Agarwal, 2019;El Din & Baddar, 2019;Mamat & Baqutayan, 2019;Sze et al, 2019). Cyberslacking is a non-work-related engagement at the workplace which includes social networking, e-mailing, downloading, calling, texting, streaming, surfing, gaming, blogging, job hunting, gambling, billing, and booking (Dursun et al, 2018;Mamat & Baqutayan, 2019).…”

Section: Introductionmentioning

confidence: 99%

“I am What I ought to Be”: Women Cyberslacking in Ethiopian Public University

Hussain

Ali

2021

JSSH

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Today, the Gen ‘Y’ (born during 1981-1995) is the world’s largest workforce; and they are employed at digitized workplaces. Cyberslacking (personal use of the internet at the workplace) is the new normal for the recently emerged Ethiopian digital workplace and workforce. Globally, enough cyberslacking studies have been conducted on the losses and the gains; however, no study has been done in the Ethiopian context. This investigation explores how far cyberslacking is beneficial for both the organization (university) and its employees (secretaries) in the Ethiopian setting. The research questions were: what attitudes do the female secretaries have towards cyberslacking? What opportunities do the female secretaries gain through cyberslacking? How far does cyberslacking change the lives of female secretaries? Furthermore, do the female secretaries have an addiction to cyberslacking? To this end, mixed-method design (n=45): questionnaire (n=29) and retrospective interview (n=16) were employed. The triangulation analysis concludes four positive dimensions of women cyberslacking in an Ethiopian university setting: the rationales of cyberslacking (advanced communication, free time, energizer, and legitimization); the opportunities of cyberslacking (gathering information, receiving entertainment, contacting family and friends, and getting day today news updates); the changes attributed to cyberslacking (improvement in English communication skill, knowledge base enhancement, job innovation, and creativity, and modernity); and the low addiction level to cyberslacking (‘prone to be addicted’). Finally, the implications for future practice, policy, and research are explored.

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Impact of Supervisors’ Perceived Communication Style on Subordinate’s Psychological Capital and Cyberloafing

Cited by 21 publications

References 69 publications

Abusive supervisors and employees who cyberloaf

Abusive supervisors and employees who cyberloaf

Personal use of technology at work: a literature review and a theoretical model for understanding how it affects employee job performance

“I am What I ought to Be”: Women Cyberslacking in Ethiopian Public University

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