Measuring States and Traits in Motivation and Emotion

Roe, Robert A.; Inceoglu, Ilke

doi:10.1093/med:psych/9780199356942.003.0006

Cited by 9 publications

(2 citation statements)

References 78 publications

(105 reference statements)

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“…This concept was first proposed by Freudenberger in 1975, which was characterized by emotional exhaustion, low motivation, and commitment that ultimately leads towards low productivity [ 41 , 65 ]. Job burnout refers to the emotional detachment of an employee from his/her task, which creates dissatisfaction with personal and professional life, achievements and work-life conflicts [ 66 , 67 ]. A burned-out employee manifests withdrawal behavior through absenteeism, increased leave and constantly being late.…”

Section: Literature Reviewmentioning

confidence: 99%

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

Anjum

Siddiqi

et al. 2018

IJERPH

110

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Purpose: This empirical study aims to determine the effects of a toxic workplace environment, which can negatively impact the job productivity of an employee. Methodology: Three hundred questionnaires were randomly distributed among the staff members of seven private universities in Pakistan with a final response rate of 89%. For analysis purposes, AMOS 22 was used to study the direct and indirect effects of the toxic workplace environment on job productivity. Confirmatory Factor Analysis (CFA) was conducted to ensure the convergent and discriminant validity of the factors, while the Hayes mediation approach was used to verify the mediating role of job burnout between the four dimensions of toxic workplace environment and job productivity. A toxic workplace with multiple dimensions, such as workplace ostracism, workplace incivility, workplace harassment, and workplace bullying, was used in this study. Findings: By using the multiple statistical tools and techniques, it has been proven that ostracism, incivility, harassment, and bullying have direct negative significant effects on job productivity, while job burnout was shown to be a statistical significant mediator between the dimensions of a toxic workplace environment and job productivity. Finally, we concluded that organizations need to eradicate the factors of toxic workplace environments to ensure their prosperity and success. Practical Implications: This study encourages managers, leaders, and top management to adopt appropriate policies for enhancing employees’ productivity. Limitations: This study was conducted by using a cross-sectional research design. Future research aims to expand the study by using a longitudinal research design.

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Section: Literature Reviewmentioning

confidence: 99%

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

Anjum

Siddiqi

et al. 2018

IJERPH

110

View full text Add to dashboard Cite

show abstract

“…Job stress refers to emotional detachment of an employee from his/her task that creates dissatisfaction with personal and professional life, achievements and work-life conflicts (Ben-Porat and Itzhaky, 2015;Kotherja, 2013;Lee and Ok, 2012;Melamed et al, 2006;Roe and Inceoglu, 2016;Rubino et al, 2009). Job stress is commonly acknowledged to be a critical issue for managers of organizations as occupational stressors tend to contribute to organizational inefficiency and employees are under a great deal of stress related to a variety of occupational stressors.…”

Section: Job Stressmentioning

confidence: 99%

Combating toxic workplace environment

Anjum

Xu²

2018

JM2

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Purpose Across the globe, every organization is striving to enhance the productivity and growth rate, but the prosperity and success of an organization is determined by the type of work environment in which it operates. To address this apprehension, this paper aims to determine the effect of toxic workplace environment on job stress that can badly affect the job productivity of an employee. Design/methodology/approach As an independent variable, toxic workplace environment was used as a complete spectrum consisting multiple dimensions named as workplace ostracism, workplace incivility, workplace harassment and workplace bullying. Job stress was used as a mediating variable between the spectrum of toxic workplace environment and job productivity. In this regard, self-administered close-ended questionnaire was used to collect the data from 267 employees of the health sector (HS) of Lahore region in Pakistan. For analysis purpose, we used confirmatory factor analysis to ensure the convergent and discriminant validity of the factors. AMOS 22 was used to check the direct and indirect effect of selected variables. Hayes mediation approach was used to check the mediating role of job stress between four dimensions of toxic workplace environment and job productivity. Findings The output demonstrated that the dimensions of toxic workplace environment have a negative significant relationship with job productivity, while job stress was proved as a statistical significant mediator between dimensions of toxic workplace environment and job productivity. Finally, we conclude that organizations need to combat/cleanse the roots of toxic workplace environment to ensure their prosperity and success. Originality/value This study aims to determine the effect of toxic workplace environment on job stress that can badly affect the job productivity of an employee. An empirical study in the context of the HS of Pakistan. This study, which is based on HS, has never been reported before in literature.

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The Everyday Experiences of Personal Role Engagement: What Matters Most?

Fletcher

2017

Human Resource Dev Quarterly

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Despite increasing interest from the HRD community, little is known about how personal role engagement is experienced in everyday work situations and which factors are most important for facilitating or thwarting such experiences. A total of 124 employees from six U.K. organizations were interviewed about the factors that heighten versus reduce their everyday experiences of the emotional, cognitive, and physical aspects of personal role engagement. Template analysis revealed that task, relational, and organizational resources were the most relevant for heightened personal role engagement whereas relational and organizational hindrances were the most prominent for reduced personal role engagement. There was some variation in the salience of task and personal resources as well as challenge demands across organizational settings. Moreover, resources and demands seemed to influence personal role engagement through the psychological conditions of meaningfulness, availability, and, to some degree, safety. This study is one of the first to qualitatively explore the everyday experience of personal role engagement. In doing so, it provides deeper insight into how an HRD approach to engagement can be further advanced with an appreciation of the situational and organizational context.

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Measuring States and Traits in Motivation and Emotion

Cited by 9 publications

References 78 publications

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

An Empirical Study Analyzing Job Productivity in Toxic Workplace Environments

Combating toxic workplace environment

The Everyday Experiences of Personal Role Engagement: What Matters Most?

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