Work-to-non-work spillover: the impact of public service motivation and meaningfulness on outcomes in work and personal life domains

Zheng, Yuyan; Wu, Chia‐Huei; Graham, Les

doi:10.1080/14719037.2019.1601242

Cited by 32 publications

(22 citation statements)

References 71 publications

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“…The moderated mediation effect was significant (estimate = 0.02, p < .05, 95% CI [0.002–0.05]), supporting Hypothesis 4. In addition, following the suggestion of Zheng et al. (2020), we conducted the difference test of the indirect effects.…”

Section: Resultsmentioning

confidence: 99%

Employee Strengths Use and Thriving at Work

Ding

Chu

2020

Journal of Personnel Psychology

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Abstract. This study aimed to investigate the relationship of employee strengths use with thriving at work by proposing a moderated mediation model. Data were collected at two time points, spaced by a 2-week interval. A total of 260 medical staff completed strengths use, perceived humble leadership, self-efficacy, and thriving scales. The results of path analysis showed that strengths use is positively related to thriving, and self-efficacy mediates the relationship of strengths use with thriving. In addition, this study also found perceived humble leadership to positively moderate the direct relationship of strengths use with self-efficacy and the indirect relationship of strengths use with thriving via self-efficacy. This study contributes to a better understanding of how and when strengths use affects thriving.

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Section: Resultsmentioning

confidence: 99%

Employee Strengths Use and Thriving at Work

Ding

Chu

2020

Journal of Personnel Psychology

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“…In PSM literature, there are two research perspectives on whether individual PSM is negatively related to their intentions to stay in the public sector. Some studies have explored the direct effect of PSM on employees' turnover intention (Alonso and Lewis, 2001;Andersen and Søren, 2012;Choi and Chun, 2018), but more recent research has shed light on the link between PSM and turnover intention which was mediated by intermediate variables, including the person-organization fit (Bright, 2008;Kim, 2012;Gould-Williams et al, 2015), organizational commitment (Vandenabeele, 2009;Jin et al, 2018), organizational identification (Miao et al, 2019), social impact potential (van Loon et al, 2018) and meaningfulness of work (Zheng et al, 2020). However, the causality between PSM and turnover intention remains highly disputed.…”

Section: Introductionmentioning

confidence: 99%

Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes

2020

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Research on the role of public service motivation (PSM) relating to work performance has been a significant topic in recent years; however, the relationship between PSM and job performance remains mixed. To investigate whether job attitudes mediate the effect of PSM on public employees' turnover intention, this study integrated job satisfaction and organizational commitment into a single model. Based on a sample of 587 full-time Chinese public employees, our findings revealed that job satisfaction and organizational commitment, respectively, mediated the negative association between PSM and employees' turnover intention. Multiple mediation analysis indicated that job satisfaction and organizational commitment sequentially mediated the effects of PSM on turnover intention. As a result, our findings suggested that public employees with high PSM levels preferred to stay in the public organizations. The theoretical and practical implications of our findings are discussed.

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“…Job autonomy, another contextual factor, has been defined by researchers as an employee's ability to make decisions about how they do their work without being overly monitored (Zheng et al, 2019). Current work-life research studies have identified job autonomy as a valuable resource that can assist employees in achieving their desired level of WLB.…”

Section: Impact Of Different Forms Of Contextual (Situational) Factorsmentioning

confidence: 99%

“…Job autonomy, another contextual factor, has been defined by researchers as an employee’s ability to make decisions about how they do their work without being overly monitored (Zheng et al. , 2019).…”

Section: Emerging Research Patterns and Future Work Activitiesmentioning

confidence: 99%

Work–life balance: a systematic literature review and bibliometric analysis

Rashmi

Kataria

2021

IJSSP

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Purpose The purpose of this paper is to provide a clear view of current dynamics and research diversification of extant literature in the field of work-life balance (WLB). This paper provides a systematic and critical analysis of WLB literature using bibliometric analysis.Design/methodology/approach Scopus database has been used for carrying out this review that is based on 945 research papers published from 1998 to 2020. The prominence of the research is assessed by studying the publication trend, sample statistics, theoretical foundation, the highly cited research articles and journals, most commonly used keywords, research themes of top four recognized clusters, sub-themes within each cluster and thematic overview of WLB corpus formed on the premise of bibliographic coupling. Additionally, content analysis of recently published papers revealed emerging research patterns and potential gaps.Findings Major findings indicate that the research area consists of four established and emerging research themes based on clusters formed as (1) flexible work arrangements, (2) gender differences in WLB, (3) work–life interface and its related concepts, and (4) WLB policies and practices. Emerging themes identified through content analysis of recent articles include gender discrepancy, the impact of different forms of contextual (situational) factors and organizational culture.Originality/value This research paper is the first of its kind on the subject of WLB as it provides multifariousness of study fields within the WLB corpus by using varied bibliographic mapping approaches. It also suggests viable avenues for future research.

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Work-to-non-work spillover: the impact of public service motivation and meaningfulness on outcomes in work and personal life domains

Cited by 32 publications

References 71 publications

Employee Strengths Use and Thriving at Work

Employee Strengths Use and Thriving at Work

Public Service Motivation and Turnover Intention: Testing the Mediating Effects of Job Attitudes

Work–life balance: a systematic literature review and bibliometric analysis

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