More work, better health? The moderation effect of employee-organizational psychological distance

Liu, Bei; Chen, Hong; Wang, Yujie

doi:10.1177/1359105320906244

Cited by 6 publications

(4 citation statements)

References 42 publications

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“… Liu et al (2020) found that psychological distance between employees and the organization may positively moderate the relationship between work hours and employees’ occupational mental health, and a “close” employee-organizational psychological distance may alleviate the pressure of work hours, thus helping to maintain high-quality occupational mental health. Similarly, when employees and organizations are in a “distant” relationship, it may weaken employees’ sense of identity and belonging to the organization, thereby making it more difficult to implement EGB.…”

Section: Theoretical Basis and Hypothesismentioning

confidence: 99%

“…For example, when the psychological distance between employees and organizations is relatively close, several positive employee characteristics will be activated and often manifest as increased occupational mental health. Conversely, when the psychological distance is greater, employees will pay more attention to the negative impact of working, and their mental health levels will also be negatively affected ( Liu et al, 2020 ). The application of psychological distance in the field of environmental protection and organizational behavior provides new ideas and theoretical methods for solving current environmental behavior problems.…”

Section: Introductionmentioning

confidence: 99%

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Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

Sun

Gan

et al. 2020

Front. Psychol.

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The importance of employee green behavior (EGB) to an enterprise’s green development goal is increasingly emphasized in many industries. However, to date promoting EGB through interaction, namely between individuals and organizations, has not been a central concern. Therefore, from the perspective of the person-organization fit, this study considers the psychological distance between employees and the organization as a moderating variable, exploring the mechanisms of values fit, needs-supplies fit, and demands-abilities fit on green behaviors as within and outside the scope of employee responsibility. After collecting the results of questionnaires from 412 employees, our hypotheses were tested using the Structural Equation Model (SEM). The results show that (1) person-organization fit can effectively promote EGB in the workplace. However, different types of person-organization fit have different influencing paths and effect-strengths on employees’ task-related green behavior and proactive green behavior. (2) Values fit has the greatest incentive effect on EGB, followed by demands-abilities fit, while needs-supplies fit promotes only eco-helping behavior. (3) Psychological distance has a significant moderating effect on the relationship between the person-organization fit and EGB. The effect of person-organization fit on EGB is enhanced when employees are close with less emotional distance, while the effect is weakened in the case of close expectation distance. Finally, this study provides suggestions for enterprise managers providing ways to motivate EGB through the selection and allocation of human resources.

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Section: Theoretical Basis and Hypothesismentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

Sun

Gan

et al. 2020

Front. Psychol.

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show abstract

“…Something worth noting is that we include a quadratic term for the digital economy to verify this nonlinear relationship. The inclusion of a squared term to capture the nonlinear relationship of the variables is a common practice in econometrics, and has been argued in the field of health economics based on this design ( 36 , 37 ). Based on the previous theoretical model and research hypotheses, we constructed the benchmark OLS econometric model as follows:…”

Section: Model and Datamentioning

confidence: 99%

Impact of China’s digital economy development on the health of middle-aged and older people: an air pollution-based perspective

Wu,

2023

Front. Public Health

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China has shown good momentum on the road of digital economy development, however, it is also rapidly entering an aging society. Exploring the health effects of the digital economy is of positive significance for realizing healthy aging in China. This paper focuses on the relationship between the digital economy and the health of middle-aged and older people using microdata from the China Health and Retirement Longitudinal Study (CHARLS) 2011–2018 and macrodata from Chinese cities. The study found that the digital economy showed a significant inverted U-shaped relationship on the health of middle-aged and older people. The results of subgroup regressions indicated heterogeneity in this effect across gender, education level, urban/rural and region. Individual health in female, highly educated, and urban groups is more closely related to the digital economy. Middle-aged and old groups in the western region are better able to enjoy the dividends of the digital economy, while middle-aged and old groups in the eastern region are more negatively affected by the digital economy. In the lead-up to the development of the digital economy, individual health can be promoted by narrowing the urban–rural income gap and increasing basic medical resources, while in the later stage of the development of the digital economy, it manifests itself in inhibiting the level of individual health by widening the urban–rural income gap and lowering the level of basic medical resources. In addition, air pollution exhibits a positive moderating effect between the digital economy and individual health, suggesting that air pollution reinforces the impact of the digital economy on health. Expansive analyses indicate that the digital economy has a negative impact on physiological health.

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“…Research has shown that countries that are rich in human resources, such as China, are confronted with the task of paying for the high costs associated with employee health while striving to achieve rapid social and economic development [1], and that nongreen labor, which includes long working hours and poor labor protection, should be held responsible for this phenomenon [2]. On the one hand, the working hours of Chinese employees continue to show an inverse growth trend, to the extent that they even exceed those observed in the Japanese labor market, a country that was once notorious for excessive overtime work [3]. On the other hand, employee occupational protection needs to be gradually improved upon alongside the maturity of new technologies [4].…”

Section: Introductionmentioning

confidence: 99%

Why Can’t I Work in a Green Way? Research on the Influencing Mechanism of Employees’ Labor Intentions

et al. 2021

Self Cite

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Non-green labor patterns have a negative impact on health and organizational sustainable development. This research proposes a green labor style that takes the sustainable development of employees themselves as the premise, with the protection of their physical and mental health as a long-term goal, that is not only concerned with how to build a reasonable mechanism to guarantee the physical and mental health of employees, but also with the labor protection mechanism of the whole process, from production to output. On the basis of social cognitive theory and the job demands-resources (JD-R) model, this study recruited a sample of 884 Chinese employees to explore the mechanism of their willingness to conduct green labor, including factors such as institutional constraints, boundary management, and organization-based self-esteem (OBSE). The results show that high levels of institutional constraints curbed employee demand for green labor and, in employees, good boundary-management skills acted as a mechanism of resistance against negative constraints. Furthermore, individual OBSE, as a positive psychological resource, could buffer the negative impacts of the organizational scenarios on outcomes.

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More work, better health? The moderation effect of employee-organizational psychological distance

Cited by 6 publications

References 42 publications

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

Promoting Employee Green Behavior Through the Person-Organization Fit: The Moderating Effect of Psychological Distance

Impact of China’s digital economy development on the health of middle-aged and older people: an air pollution-based perspective

Why Can’t I Work in a Green Way? Research on the Influencing Mechanism of Employees’ Labor Intentions

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