The benefits and burdens of organizational reputation for employee well‐being: A conservation of resources approach

Baer, Michael D.; Bundy, Jonathan; Garud, Niharika; Kim, Ji Koung

doi:10.1111/peps.12276

Cited by 29 publications

(17 citation statements)

References 131 publications

(334 reference statements)

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“…Thus, there are more job demands than supply. According to the CoR theory, when resources are lost or perceived to be threatened, people experience stress and are motivated to gain back their resources (Baer et al, 2018 ). Under the economic lockdown and recession, more students may have difficulties in finding jobs and/or internships, which could negatively affect students' self-esteem (personal resource) and their individual economic well-being (object resource) for instance.…”

Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

The Perceived Impact of COVID-19 on Student Well-Being and the Mediating Role of the University Support: Evidence From France, Germany, Russia, and the UK

et al. 2021

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The rapid and unplanned change to teaching and learning in the online format brought by COVID-19 has likely impacted many, if not all, aspects of university students' lives worldwide. To contribute to the investigation of this change, this study focuses on the impact of the pandemic on student well-being, which has been found to be as important to student lifelong success as their academic achievement. Student well-being has been linked to their engagement and performance in curricular, co-curricular, and extracurricular activities, intrinsic motivation, satisfaction, meaning making, and mental health. The purpose of this study was to examine how student perceptions of their degree completion and future job prospects during the pandemic impact their well-being and what role university support plays in this relationship. We used the conservation of resources theory to frame our study and to develop five hypotheses that were later tested via structural equation modeling. Data were collected from 2,707 university students in France, Germany, Russia, and UK via an online survey. The results showed that university support provided by instructors and administration plays a mediating role in the relationship between the perceived impact of COVID-19 on degree completion and future job prospects and levels of student well-being. Student well-being is decreased by their concerns for their degree completion but not by their concerns for future job prospects. In turn, concerns for future job prospects affect student well-being over time. These results suggest that in a “new normal,” universities could increase student well-being by making support to student studies a priority, especially for undergraduates. Also, universities should be aware of the students' changing emotional responses to crisis and ensure visibility and accessibility of student support.

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Section: Theoretical Background and Hypotheses Developmentmentioning

confidence: 99%

The Perceived Impact of COVID-19 on Student Well-Being and the Mediating Role of the University Support: Evidence From France, Germany, Russia, and the UK

et al. 2021

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“…When individual needs of self-enhancement and self-distinctiveness are fulfilled (Dutton et al, 1994), PES may have a stronger influence on employee engagement. Indeed, past research has shown that media representation influences reputation (Meadows & Meadows, 2016), which can lead employees to identify more strongly with their employer and improve morale (Baer et al, 2018).…”

Section: Media Representationmentioning

confidence: 99%

Employee Engagement Among Public Employees: Exploring the Role of the (Perceived) External Environment

Hameduddin

2021

The American Review of Public Administration

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While previous public management research has focused on how leadership, managerial behavior, job characteristics, and human resource management policies influence employee attitudes and behavior, we know little about the role of the external environment (both perceived and actual). By comparison, research on the external environment of public organizations has mostly focused on performance, organizational structure, and goal ambiguity. This article connects these two streams of research, develops a theoretical model to examine whether perceived environmental support (PES) influences employee engagement and considers the moderating roles of public opinion, media, and political salience. The findings suggest that PES does matter for the level of employee engagement and that this influence is moderated by political salience. This in turn has implications for how public organizations motivate their employees, manage their external reputations, and navigate their external environments. The paper ends with a discussion of the theoretical and practical implications of the findings and limitations of the study.

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“…According to COR theory, when environmental conditions deplete or threaten finite and valued resources of individuals (i.e. actual or expected resources losses), they experience strain and suffer from resource depletion (Baer et al ., 2018; Lanaj et al ., 2018; Lapointe, Vandenberghe and Panaccio, 2011; Pingel, Fay and Urbach, 2019). In line with this theory, perceived role overload reflects a state of depleted resources (Baer et al ., 2015; Campbell et al ., 2013).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

Zhang

Wang²

2020

British J of Management

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Conventional wisdom is that a corporate volunteering climate should be beneficial to employees. We challenge this perspective by integrating person–environment fit and conservation of resources theories and providing an integrative model that examines how and when corporate volunteering climate produces positive and negative consequences for employees. Using a two‐wave time‐lagged study of 283 employees in 42 companies, our multilevel model shows that positive emotions mediate the relationship between corporate volunteering climate and work engagement, and perceived role overload mediates the relationship between corporate volunteering climate and work–family conflict. Employees’ communal orientation moderates the positive relationship between corporate volunteering climate and positive emotions, whereas competitive orientation moderates the positive relationship between corporate volunteering climate and perceived role overload. Communal orientation moderates the indirect effect between corporate volunteering climate and work engagement via positive emotions, but competitive orientation moderates the indirect effect between corporate volunteering climate and work–family conflict via perceived role overload. Our study provides balanced insights to help understand the benefits and costs of corporate volunteering climate in work and non‐work domains.

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The benefits and burdens of organizational reputation for employee well‐being: A conservation of resources approach

Cited by 29 publications

References 131 publications

The Perceived Impact of COVID-19 on Student Well-Being and the Mediating Role of the University Support: Evidence From France, Germany, Russia, and the UK

The Perceived Impact of COVID-19 on Student Well-Being and the Mediating Role of the University Support: Evidence From France, Germany, Russia, and the UK

Employee Engagement Among Public Employees: Exploring the Role of the (Perceived) External Environment

Integrating the Bright and Dark Sides of Corporate Volunteering Climate: Is Corporate Volunteering Climate a Burden or Boost to Employees?

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