The Relationship between Job Demands and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety

Chen, Yang; Li, Shuang; Xia, Qing; He, Chao

doi:10.3389/fpsyg.2017.01890

Cited by 52 publications

(41 citation statements)

References 120 publications

(136 reference statements)

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“…We applied the bootstrapping procedure ( Preacher and Hayes, 2004 ) with 1,000 subsamples to estimate the direct and indirect effects in our conceptual model. Bootstrapping is more powerful than the method of Baron and Kenny (1986) to check the mediation effect, as it is unnecessary to assume that samples are of normal distribution and it also can obtain a more confident estimation of the indirect effect ( Mackinnon et al, 2002 ; Chun et al, 2014 ; Chen et al, 2017 ). If the 95% confidence interval (CI) does not contain zero, then the direct and indirect effects are significant.…”

Section: Resultsmentioning

confidence: 99%

“…As for organizations, supervisors should be discouraged from assigning tasks to employees during non-work time unless in the case of emergencies. Furthermore, organizations should provide some training and guidance to employees with insufficient psychological detachment, such as in setting priorities, time-management skills, and job skills, to ensure they finish tasks on time and avoid ruminating on work-related issues in off-hours ( Sonnentag et al, 2014 ; Chen et al, 2017 ).…”

Section: Discussionmentioning

confidence: 99%

“…In the present study, we argue that coping humor may moderate the negative effect of workplace ostracism on psychological detachment in the following ways. First, as mentioned above, the ESD model proposes that workplace stressors can trigger negative activation such as negative affect ( Sonnentag and Fritz, 2015 ), job anxiety ( Chen et al, 2017 ), or rumination ( Donahue et al, 2012 ) and this negative activation hinders individuals from being able to mentally detach from work even though he/she has physically left the work situation ( Sonnentag and Fritz, 2015 ). However, some personal resources can attenuate the impact of workplace stressors on psychological detachment ( Sonnentag and Fritz, 2015 ).…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

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The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model

Yang

2019

Front. Psychol.

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Extant research suggests that workplace ostracism has a detrimental impact on the outcomes of employees. However, very little is known about the impact of workplace ostracism on sleep quality. Therefore, this study aimed to address this gap in the literature. By employing the extended stressor-detachment model, we investigated the mediating role of psychological detachment and the moderating role of coping humor. We used a self-report questionnaire and a time-lagged research design to assess employees’ workplace ostracism, coping humor, psychological detachment, and sleep quality. A total of 403 valid questionnaires were obtained from participants in full-time employment in China. As predicted, the results showed that workplace ostracism is negatively associated with psychological detachment, which in turn, impairs sleep quality. We further found that high levels of coping humor buffer the negative effect of workplace ostracism on psychological detachment and sleep quality. In addition, the moderation effect of coping humor on the relationship between workplace ostracism and sleep quality is mediated by psychological detachment. Finally, based upon the results, we discuss the theoretical implications, provide practical proposals for managers and policymakers, and make suggestions for the direction of further research.

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Section: Resultsmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Literature Review and Hypothesesmentioning

confidence: 99%

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The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model

Yang

2019

Front. Psychol.

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“…Voice behavior is beneficial for highlighting individual contributions (Kwon et al, 2016), improving team processes (LeClair-Smith et al, 2016), avoiding potential crises (Chamberlin et al, 2017), and enhancing organization performance (Hilverda et al, 2018). Job stressors have been regarded as one of the most critical inhibitors of voice behavior, since job stressors are widespread and unavoidable, more importantly; research has found that job stressors are negatively related to major work-related outcomes (Chen et al, 2017). Although literature has focused on the relationships between job stressors and voice behaviors (Hu et al, 2018), further research on psychological mechanisms and empirical evidence is still needed (Chen et al, 2015).…”

Section: Introductionmentioning

confidence: 99%

When Do Employees Speak Up Under Job Stressors? Exploring the Potential U-Shaped Relationship Between Hindrance Stressors and Voice Behavior

Zhou¹,

Yang²,

Wang³

et al. 2019

Front. Psychol.

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Drawing upon the conservation of resources theory, we intend to examine the relationships between voice behaviors and job stressors. Specifically, we propose a non-linear relationship between hindrance stressors and prohibitive and promotive voice behaviors. Furthermore, we argue that challenge stressors moderate the non-linear relationship between hindrance stressors and voice behaviors. Based on a sample of 361 employees in China, our results indicate that the relationship between hindrance stressors and prohibitive and promotive voice is U-shaped. The relationships between challenge stressors and prohibitive and promotive voice are linearly positive. Moreover, challenge stressors moderate the relationships between hindrance stressors and voice behaviors; thus, when challenge stressors are high, hindrance stressors are negatively linear related to prohibitive and promotive voice behaviors, and when challenge stressors are low, hindrance stressors are curvilinearly related to prohibitive and promotive voice behaviors. The theoretical and practical implications of these results are discussed.

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“…There is overwhelming research evidence that an employee's negative mental state affects their work behaviour (Chen et al 2017;Rajgopal 2010;Sahler and Dubois 2009). Given the fact that caregiver work behaviours have frequently been called into question in the Ghanaian residential child care contexts (Anas 2010(Anas , 2015FrimpongManso 2016;Smith-Asante 2014) the need for debate and reconsideration of the current states of the organizational structures could not be more urgent.…”

Section: Organizational Formmentioning

confidence: 99%

The Impact of Organizational Structure and Funding Sources on the Work and Health of Employed Caregivers in Children’s Homes in Ghana

2018

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The strategies by which work is organized and carried out and the sources from which organizations obtain funding and other resources for their operations may influence employee outcomes including work performance and health. This study explored how organizational structure (dormitory vs family unit) and funding sources (government vs private) influence the work and health of individuals employed as caregivers in children's homes in Ghana. Using qualitative research techniques we collected data from fifty-seven caregivers across three children's homes in Ghana. We found that the structure adopted by children's homes influence caregiver work performance by increasing work stress levels, complicating some caregivers' ability to bond with the children and limiting the amount of time that some caregivers have to spend with their own families. These influences then exposed caregivers to physical, mental and social health risk factors including injuries from slips and falls, mental strain, and loss of social support. We also found that funding source influence the frequency of training caregivers receive, the extent of help caregivers receive with their own healthcare costs as well as the extent to which caregivers utilize international regulations like child rights principles in doing their jobs. Our findings suggest a need for stakeholder reconsideration of work design and strategizing for the homes taking into account caregiver health and well-being.

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The Relationship between Job Demands and Employees’ Counterproductive Work Behaviors: The Mediating Effect of Psychological Detachment and Job Anxiety

Cited by 52 publications

References 120 publications

The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model

The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model

When Do Employees Speak Up Under Job Stressors? Exploring the Potential U-Shaped Relationship Between Hindrance Stressors and Voice Behavior

The Impact of Organizational Structure and Funding Sources on the Work and Health of Employed Caregivers in Children’s Homes in Ghana

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