Ineffective-Leader-Induced Occupational Stress

Jacobs, Clarine M.

doi:10.1177/2158244019855858

Cited by 30 publications

(15 citation statements)

References 97 publications

(208 reference statements)

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“…"Leader," as defined in the Pocket Oxford English Dictionary (2007), is a "person or thing that leads and as a person or thing that is the most successful or advanced in a particular area." Leadership has been noted as the most influential psychosocial factor in the workplace for many employees (Jacobs, 2019). Homans (1958) offered an idea about social behavior, which was founded on exchange.…”

Section: Dynamics Of Employee Engagementmentioning

confidence: 99%

Relationships and Mediating Effects of Employee Engagement: An Empirical Study of Managerial Employees of Sri Lankan Listed Companies

Iddagoda

Opatha

2020

Sage Open

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This study is a systematic and scientific attempt to fill five identified research gaps in the existing literature with regard to employee engagement through the use of empirical evidence from Sri Lankan listed companies. This study focuses on investigating employee engagement, its selected dynamics such as high-performance work practices (HPWPs), religiosity, personal character, leadership, work–life balance, and mediating effects of employee engagement on the relationship between the selected dynamics and employee job performance. The data gathered from 272 executives and managers in the Sri Lankan listed companies were analyzed and a set of hypotheses established and developed based on the theoretical and empirical accounts with regard to the dynamics of employee engagement, the combined effect of the dynamics of employee engagement, employee engagement as an independent variable, and the mediating role of employee engagement. A total of 12 hypotheses were tested with minimum researcher interference, in a noncontrived setting as a cross-sectional study and they were substantiated. Implications of the research findings have been discussed.

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Section: Dynamics Of Employee Engagementmentioning

confidence: 99%

Relationships and Mediating Effects of Employee Engagement: An Empirical Study of Managerial Employees of Sri Lankan Listed Companies

Iddagoda

Opatha

2020

Sage Open

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“…However, HR lacks the power to change the quo of followership to pursue success in an organization because of the structure and attitude. HR professionals have to know that both leaders and followers are active and critical to organizational success; understanding the perceptions and finding exemplary approaches can decrease occupational stress (Jacobs, 2019). In other words, effective followers are seen as the key to the organization.…”

Section: Discussionmentioning

confidence: 99%

The Importance of Followership in Human Resources

Chung¹,

Chung²

2021

Perf Improvement Qrtly

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Leaders have taken the center stage of leadership for many years; researchers start to point out the transition from leadership to followership. When people discuss leadership, they should consider followership because leadership does not occur if followership does not follow. Characteristics and behaviors of leadership and followership are variables of followership, and they can influence followership outcomes. Followership provides a new way for people to think about leadership and helps people understand what a follower should or should not do to be an effective follower. To examine what makes followership important and how followership influences human resources, this literature review conducted searches for relevant followership research within the field of human resources. The details of documents by year, records per year by source, documents by country/territory, and documents by subject area were identified and summarized.

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“…With this realization, Job insecurity has been a top topic of interest among researchers (Chiu & Peng, 2008;Tian et al, 2014;Vander Elst et al, 2014), because it usually has costly consequences for the organizations (Naderiadib Alpler & Arasli, 2020). Job insecurity, defined as an organizational stressor, may influence counter-productive behaviors (Tian et al, 2014) like service sabotage actions, which could be impertinent to an organization's reputation (Jacobs, 2019). Some scholars (De Witte, 1999;Tian et al, 2014) have investigated and formed several negative organizational outcomes like counterproductive behaviors of employees which are the result of job insecurity in the organizations.…”

Section: Employability In Cameroon Contextmentioning

confidence: 99%

The Moderating Role of Employability in the Hospitality Industry: Undesired Job Outcomes

2021

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The topic of “Employability” has gained significant attention in recent years. Its impact on organizational behavior could be seen through the research literature on job loss and job search. Employability is all about gaining and maintaining employment, it involves the ability to move autonomously and to deal effectively with the career-related changes occurring in the current uncertain labor market. This empirical study aims to design and test a research model that investigates the moderating effect of employability on the relationships between job insecurity (JI) and service sabotage (SS). It also measures the impact of (JI) on the (SS) behavior. Frontline employees who were working in three and four-star hotels in Cameroon were the sample of this specific study. To test the study variables, a hierarchical regression analysis was applied and supported the research hypotheses. In line with the study predictions and earlier literature findings (JI) had a significant and positive impact on (S.S). The result interestingly revealed that employability increases the relationship between (JI) and (S.S). The findings of this study offer some insights about employability’s importance and influencing factors on employee’s job choice and their attitudes during job performance in the organizations. Theoretical contribution, practical implications of the empirical findings, and future research directions are provided.

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Ineffective-Leader-Induced Occupational Stress

Abstract: Stress arises due to physical or psychological demands (stressors causing strain), and the accumulation of the strain can result in long-term problematic emotional, psychological, physiological, and behavioral outcomes (

Cited by 30 publications

References 97 publications

Relationships and Mediating Effects of Employee Engagement: An Empirical Study of Managerial Employees of Sri Lankan Listed Companies

Relationships and Mediating Effects of Employee Engagement: An Empirical Study of Managerial Employees of Sri Lankan Listed Companies

The Importance of Followership in Human Resources

The Moderating Role of Employability in the Hospitality Industry: Undesired Job Outcomes

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