Forthcoming and Online First Articles

International Journal of Work Organisation and Emotion

International Journal of Work Organisation and Emotion (IJWOE)

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International Journal of Work Organisation and Emotion (19 papers in press)

Regular Issues

  • ROLE OF EMOTIONAL LABOR IN DRIVING SABOTAGE BEHAVIORS AMONG FRONTLINE HEALTHCARE WORKERS   Order a copy of this article
    by Hira Hafeez, Nazia Rafiq, Muhammad Ahsan Chughtai, Ambreen Sarwar 
    Abstract: In common with other service sectors, healthcare sector is predominantly facing employee sabotage behaviours towards different stakeholders of healthcare. Psychological stability is strongly recommended by previous literature to meet explicit job demands. However, the role of emotional capacities is still needed to understand towards employee’s destructive behaviours. To examine this complex underlying path of emotional exhaustion and psychological protection, data was collected from frontline healthcare workers. The analysis suggesting a comprehensive finding of how emotional labour developing sabotage behaviours through intervening psychological disturbance. The boundary effect of emotional demands specific to frontline healthcare workers is pragmatically increasing this relation.
    Keywords: emotional labour; emotional demands; psychological protection; emotional exhaustion; sabotage behaviours; frontline healthcare workers.
    DOI: 10.1504/IJWOE.2023.10046622
     
  • Emotional regulation strategies, Eustress, and Personal initiative-taking: Evidence from frontline Journalists.   Order a copy of this article
    by JULIET IKHIDE, Oluwatobi A. Ogunmokun 
    Abstract: Given the landscape of the service industry and the emotional challenge service employees’ face, this study takes a novel approach to investigate the mediating effect of eustress on emotional regulation strategies (deep- and surface-acting), and personal initiative-taking behaviour. This study expands and contributes to the literature by proposing and testing a research model that demonstrates how the detrimental cognitive and physical effects of emotional labour can be managed. Service employees, can through a positive appraisal and experience of work stressors, counter the negative impact emotional labour has on initiative-taking. Data were collected through an e-mail survey from a sample of service employees’ in the media sector. The results, supported by the JD-R theoretical framework show very interesting findings that can help service employees deal with psychological resource loss, and enhance personal initiative-taking behaviours. Theoretical and practical implications of the findings are discussed, alongside suggestions for future studies.
    Keywords: positive stress; service employees; cognitive resources; surface-acting; deep-acting.
    DOI: 10.1504/IJWOE.2022.10047140
     
  • Task assignments matter: The relationship between illegitimate tasks, work engagement and silence   Order a copy of this article
    by Ömer Erdem Koçak, Zeynep Merve Ünal 
    Abstract: This study aims to investigate whether assigning employees to unnecessary or unreasonable tasks can harm employee motivation. To account for the full range of motivation, we examined how illegitimate tasks affect work engagement and employee silence. We also embraced interactional justice to propose a possible underlying mechanism. Online questionnaires were used to collect data from 250 white-collar employees from various industries, of which 55.2% were males and mean age was 33.64 (s.d. = 11.56). We used structural equation modelling to analyse data. Illegitimate tasks were associated with lower work engagement and higher employee silence, as expected. The relationship between illegitimate tasks and work engagement was fully mediated by interactional justice while the relationship between employee silence and illegitimate tasks was partially mediated. These findings emphasise the negative impact of inappropriate tasks on employee motivation. This study shows that illegitimate tasks are crucial determinants of employee motivation of both approach and avoidance in Turkish work context.
    Keywords: stress; illegitimate tasks; work engagement; employee silence; interactional justice; organisational justice; motivation.

  • Employees' Perceptions of Human Resource Management: A Metaphorical Analysis   Order a copy of this article
    by Serkan Bayraktaroglu, Erhan Atay, Mustafa Aras 
    Abstract: Employees’ perceptions of the human resources management (HRM) concept are quite controversial. It may be helpful to understand the cognitive effects of the HRM department and HR practices, as reflected in employees’ minds. There is a criticism of HRM using different masks for different situations. HR concepts and disciplines are not as well-developed in emerging nations as in the western world. This study uses a metaphorical analysis to uncover employee perceptions of HR. Turkish employees are selected as the sample for an open-ended survey consisting of plant, animal, and colour metaphors. Metaphors used by participants indicate that HRM issues are critically expressed. Employees interviewed express that they are still considered a means to an end rather than an asset to their companies. So, taking the critical view of HRM practices, the current state of HRM discipline suggests it serves the employers well rather than benefiting the employees. It may be concluded that a critical HRM approach may contribute to developing the HRM area both in theory and in practice. This study also has significant implications for improving HR practitioners’ functional effectiveness and perceptions.
    Keywords: HR perception; metaphor; critical HR; Turkey.

  • A Micro Analysis of the relationship between Job Anxiety and Managerial Effectiveness: An Approach   Order a copy of this article
    by Vinit Singh Chauhan, Upinder Dhar 
    Abstract: Researchers in the past have focused on the impact of job anxiety on various outcome variables. This study advances the learning of extant literature by studying the amount of arousal that is generated by different components of job anxiety, while also identifying the levels at which managerial effectiveness, along with its dimensions would be optimum. The results reveal that a positive relationship exists between job anxiety and managerial effectiveness. However, this positive relationship seemed to vary from one component to another. In fact, in some cases, it seemed to exist at lower levels, while in a few other cases, it was also found at a moderate level of job anxiety. Notably, at higher levels of job anxiety, there was no positive relationship. This study shows that arousal levels vary from one component to another. Importantly, it helps in identifying the levels at which managerial effectiveness is optimum, especially under anxious moments. Business managers can use insights from this study for formulating HR policies.
    Keywords: negative emotion; job anxiety; managerial effectiveness; security; recognition; human relations at work; reward and punishment; self-esteem; future-prospects and capacity to work; micro analysis.
    DOI: 10.1504/IJWOE.2023.10050605
     
  • Employees Insecure Attachment Style and Time Theft: A Moderated Mediated Model   Order a copy of this article
    by Kausar Fiaz Khawaja, Syeda Ridda Zainab, Shahida Mariam 
    Abstract: This paper investigates the influence of insecure attachment (avoidance and anxiety) style on employee time theft with mediating role of emotional exhaustion and moderating role of supervisor aggression. To empirically study the proposed relationships, we collected data from 440 employees of the service industry in Pakistan and analysed using AMOS 22 and SPSS 19. After data screening and confirming the reliability and validity of the study variables, mediation and moderation analysis were conducted. Results revealed that emotional exhaustion mediates the relationship between insecure attachment style and employee theft. Study results further reveal that supervisor aggression moderates the relationship between insecure attachment style and emotional exhaustion. Hence all proposed hypotheses were proved.
    Keywords: insecure attachment style; supervisor aggression; employee time theft; emotional exhaustion; conservation of resources; COR; theory.
    DOI: 10.1504/IJWOE.2022.10050615
     
  • DO THE DIMENSIONS OF WORKPLACE SPIRITUALITY INFLUENCE ORGANIsATIONAL OUTCOMES? A PATH ANALYTIC MODEL AND MODERATED REGRESSION MODEL   Order a copy of this article
    by Anuradha Iddagoda, Rebecca Abraham, Ravi Chinta 
    Abstract: Workplace spirituality is the emotional attachment of the employee to the task or the organisation from a position of truth and integrity. This paper theoretically conceptualises workplace spirituality into the dimensions of: 1) deep meaning in work; 2) social connectedness; 3) adherence to higher-level goals. Then, the theoretical model is tested empirically using a sample of 201 Sri Lankan managers and executives. Deploying structural equations modelling and multiple regression, we find that deep meaning in work significantly predicts both organisational commitment, and organisational citizenship. Self-efficacy significantly moderates the social connectedness-job performance relationship. Confident employees who are socially connected with their peers display superior performance in comparison to their less self-efficacious counterparts.
    Keywords: workplace spirituality; deep meaning in work; social connectedness; adherence to higher-level goals; job performance; organisational commitment; organisational citizenship; self-efficacy.
    DOI: 10.1504/IJWOE.2023.10050617
     
  • A Model of Factors Affecting Job Satisfaction and Job Performance during COVID-19 Pandemic: Evidence from the Hotel Industry in Vietnam   Order a copy of this article
    by Vuong Bui Nhat  
    Abstract: At present, along with globalisation, increasingly competitive markets, organisations are forced to offer their best products and services to customers. Therefore, delivering the premium service quality plays a critical role in the service providers’ success and survival. Job performance is one of the most important practices of human resources management. It contributes to achieving the target, and it’s also an important factor in identifying the sustainable development of an organisation. Especially in the COVID-19 pandemic, the hotel industry is going down; employee job performance is a serious problem for organisations. This study aims to determine the different impacts of factors on employee satisfaction and job performance in Vietnam’s hotel industry. A survey was conducted by utilising a sample of 452 employees who work for four- or five-star hotels in Vietnam. The result indicated that work environment, salary and benefits, career progression, supervisor support, and work-family balance positively influence employee satisfaction. Besides, employees satisfied with their work tend to exhibit high performance. Finally, managerial implications have been discussed, and recommendations are provided to enhance employee satisfaction and job performance in the hotel industry.
    Keywords: job performance; work environment; career progression; supervisor support; work-family balance.
    DOI: 10.1504/IJWOE.2022.10050657
     
  • Overcoming Recruiting and Retain Challenges of Operational Workers   Order a copy of this article
    by Pedro Mendes, Leandro Pereira, Renato Lopes Da Costa, Rui Gonçalves, Álvaro Lopes Dias 
    Abstract: There is a chronicle shortage in skilled and non-skilled workers for the construction and engineering services industries. This issue leads to a major challenge for companies operating in these sector
    Keywords: construction; employment; recruitment; retention; COVID-19; labour; human capital; skills.
    DOI: 10.1504/IJWOE.2023.10050658
     
  • Can social support moderate the relationship between workaholism and Work-Family conflict?   Order a copy of this article
    by Kyung-ju Kang, Youngman Lee 
    Abstract: The coexistence of work and family is one of the most important settings that must be set for everyone during adulthood. As an extension of the efforts made from the Korean Government and local corporations to find its balance, this study explores how workaholism and long working hours influence work-life conflict, and tries to find countermeasures as a corporation using conservation of resource theory and W-HR model. Authors conducted regression analysis by using survey data collected from Korean employees. Results show that when workaholism level increases, work-family conflict level also increases. Working excessively, as a dimension of workaholism, significantly affects one’s work-family conflict. Moreover, social support from supervisors significantly moderated the effect. Results imply that workaholism increases work-family conflict and may negatively relate to employees’ health and job performance, but may be managed with the help of social support. Finally, specific strategies are discussed to manage the level of conflict.
    Keywords: workaholics; work-family conflict; social support; supervisory support; peer support.
    DOI: 10.1504/IJWOE.2023.10050823
     
  • Adjustment-Neuroticism and General Health among factory workers in Goa   Order a copy of this article
    by Kshipra Vora 
    Abstract: Stress is a physiological and emotional response that occurs when the environmental demands exceed the individual’s capabilities or resources to resolve the crisis and restore balance. Workplace stress is a significant contributor to employee adjustment and well-being issues. The present study aims at assessing adjustment-neuroticism and general health among factory workers in Goa. A convenient sample of 70 factory workers were administered the questionnaires. The findings of the study indicated a low positive correlation between adjustment-neuroticism and general health. Significant gender differences were seen on overall adjustment-neuroticism and dimensions of self-esteem/inferiority; happiness/depression; independence/ dependence; and being healthy/hypochondriasis, along with the dimension of somatic symptoms of general health. Age differences were seen on dimensions of innocence/guilty and somatic symptoms and social dysfunction. Years in service showed significant findings only on overall adjustment-neuroticism. Implications of the research highlight the need to provide immediate as well as sustained therapeutic interventions to the factory workers.
    Keywords: adjustment-neuroticism; general health; factory-workers; gender; age; years in service.
    DOI: 10.1504/IJWOE.2022.10050826
     
  • The Influential Synergy of Social Network Architectural Components on Employees Positivity: A Conceptual Discourse and Implications for Organizational Change   Order a copy of this article
    by Dimitrios Hatjidis, Maria Charalampidoy 
    Abstract: This conceptual paper aims to study the strength of the combined use of the factors included in the two primary architectural components of social networks, structure and tie content, and its effect on employees’ positivity towards organisational change. A qualitative collection method was employed through review and analysis of literature to identify and classify factors of positive seminal effect on emotional, organisational, and operational elements. In total 72 articles and 12 books relevant to organisational change, social capital, individual psychology, and the social influence theoretical framework were selected. The findings reveal the potential of the combined effect of dominant factors such as actor’s position and tie quality as well as their added value in shaping trust, support, and reactive effects that can alter positively employees’ behavioural patterns towards change. The research’s limitations encompass solely selection of data relevant to positivity through social relationships and literature sources in the English language.
    Keywords: synergy; architectural components; social networks; positivity; organisational change.
    DOI: 10.1504/IJWOE.2023.10050959
     
  • The role of Benevolent Human Resource Attributions in reducing Occupational Stress: Empirical findings from the Emerging Market   Order a copy of this article
    by Athar Hameed, Muddasar Ghani Khwaja 
    Abstract: Stress levels in the organisations have been increasing which has been damaging employee’s wellbeing and causing serious illnesses. Mutual gains model of human resource management endorses employee’s well-being in the organisational sphere. The study aimed to deploy mutual gains models for determining either stress levels of the employees can be reduced through the intervention of HRM attributions. Furthermore, it was estimated how gratitude interventions can improve mental wellbeing of employees and help in reducing occupational stress. Positivist research doctrine was deployed, and primary data was collected from the respondents using non-probability sampling method. Structural equation modelling technique was executed for the testing of causal relationships among constructs. Empirical outcomes affirmed strongly knitted theoretical connotations among the constructs. This study contributes to human resource management literature by proposing a framework which can improve mental wellbeing, and can reduce employees stress levels in the organisations.
    Keywords: employee performance; employee stress; mental well-being; MWB; HRM attributions; gratitude.
    DOI: 10.1504/IJWOE.2023.10050960
     
  • Perceived Organizational Support, Job Satisfaction and Turnover Intention in the Developing Context: Moderating Role of Emotional Intelligence   Order a copy of this article
    by Ismaheel Adewumi Raji, Abdussalaam Iyanda Ismail 
    Abstract: Given the high cost of not being able to retain academic staff, and lack of theoretical and empirical analysis with regards to emotional intelligence in the developing countries, the current study investigated the moderating role of emotional intelligence on perceived organisational support, job satisfaction and academic staff turnover intention. The study used a quantitative approach with cross-sectional research design. A self administered questionnaire was used to collect data from 368 academic staff members. Partial least squares-structural equation (PLS-SEM) was used to analyse the data. The overall findings of the study revealed a significant negative relationship between job satisfaction and academic staff turnover intention, but perceived organisational support was not. Furthermore, emotional intelligence was found to moderate the relationships between job satisfaction, perceived organisational support and academic staff turnover intention. The current study’s findings emphasise the significance of emotional intelligence in improving job satisfaction, perceived organisational support and turnover intention-relationships.
    Keywords: perceived organisational support; POS; job satisfaction; emotional intelligence; turnover intention.
    DOI: 10.1504/IJWOE.2022.10050961
     
  • SERENDIPITOUS CONSEQUENCES OF TOP MANAGEMENT TEAM CONFLICT ON ORGANIZATION'S DECISION-MAKING ABILITY   Order a copy of this article
    by Rashid Shar Baloch, Ramsha Ali Baloch, Shar Farkaleet 
    Abstract: Top management team (TMT) conflicts and coalition are of great importance and an essential component of any organisation and this has numerous significant motivational or disenchanting implications because they may envisage work and performance in ways that are unaccounted for by prevailing motivation practices. We hypothesise that TMT structure affects overall performance in relations to organisational decision-making ability and retention programs. We also examined that what conflict resolution strategies and conflict management styles have congruence with MD leadership credentials and performance. The outcome of statistical analysis confirms that conflict among TMT and coalition of team members against change or diversity is significantly associated with decision-making ability and executive retention programs. We find coherence between MD leadership credentials and TMT conflict and coalition. Model estimation and coefficient of determination for TMT conflict, organisational decision-making ability and Leadership performance yielded significant results.
    Keywords: serendipitous consequences; TMT conflicts; decision-making ability; TMT retention programs; conflict resolution.
    DOI: 10.1504/IJWOE.2023.10051067
     
  • The Impact of Organizational Toxicity on Cognitive Performance: The Mediating Role of Emotional Disorder   Order a copy of this article
    by Mohammed Hussein Manhal, Karrar Ghazi Zaidan, Wael Hatem Nasser, Zaina Mustafa Mahmoud Hamad 
    Abstract: This paper addresses the deviant behaviours that are irrelevant to the disciplined military command and consequences of these behaviours that led to crisis of confidence between command and fighters during the terrorist attack in Mosul, Iraq which vacated the military organisation from its strength and cohesion. A pilot study is adopted in order to reveal the real causes of the emotional disorder in combatants resulting in a negative impact on their cognitive performance. The research seeks to link between organisational toxicity, emotional disorder, and cognitive performance. A questionnaire is used to measure the impact. Research sample includes high-ranking officers working in command staff headquarter. Research findings confirm that organisational toxicity in the behaviour of some high ranking officials and officers did cause an emotional disorder and turmoil to the fighting personnel resulting in a hindrance in their cognitive performance and consequently a total deterioration of the overall performance of military forces.
    Keywords: organisational toxicity; toxic leadership; deviant behaviour; emotional disorder; cognitive performance; military organisation.
    DOI: 10.1504/IJWOE.2023.10051453
     
  • Examining the relationship of Paternalistic Leadership, Extent of Centralization and Employee’s Voice Behaviour   Order a copy of this article
    by Bushra Mumtaz, Aisha Azhar, Muhammad Ibrahim Abdullah, Afshan Azam Khan 
    Abstract: Among many leadership approaches in Asia, literatures failed to gauge applicability of paternalistic leadership in Pakistani organisations. This research stresses on discussing how voice varies across the triad model of paternalistic leadership styles, power distance orientation, their interactions, and extent of centralisation. Data was collected by sample of 324 employees entails 146 employees from public and 178 employees from private universities and banks. The proposed hypotheses were tested by using confirmatory factor analysis followed by multiple regression analysis. The findings showed that authoritarian paternalism was negatively; benevolent and moral paternalism were positively; and extent of centralisation was negatively associated with employees’ voice. Also, the positive relationship of benevolent paternalism and employees’ voice was stronger when employees experience high levels of power distance thereby accepting the proposed hypotheses. However, contrary to the propositions, no significant results were obtained regarding power distance moderating negative authoritarian and positive moral paternalist link with voice. Implications of findings and future research prospects are discussed.
    Keywords: paternalism; paternalistic leadership; authoritative leadership; authoritarian paternalism; benevolent leadership; benevolent paternalism; moral leadership; power distance.
    DOI: 10.1504/IJWOE.2022.10051641
     
  • Supporting employee autonomous motivation: does the sense of influence increase organisational commitment?   Order a copy of this article
    by Justyna Pawlak, Ma?gorzata Adamska-Chudzi?ska 
    Abstract: An important determinant of the quality of human capital is an organisation’s ability to retain talented employees. One way to achieve this is to strengthen their autonomous motivation, which, among others, is related to feeling a sense of influence on organisational reality. The purpose of this paper is to examine the sense of organisational influence and its role in strengthening employees’ organisational commitment. The paper identifies two dimensions of sense of influence on organisation: autonomy in professional roles and experiencing support for innovative ideas. The study was conducted on a sample of 541 employees and it used the author’s Employee Sense of Influence questionnaire and the organisational commitment model proposed by Mayer and Allen. The results showed that providing employees with a sense of influence has a positive impact on their affective and normative organisational commitment. These results point to specific methods that managers can use to build human capital.
    Keywords: sense of influence; organisational commitment; autonomy; self-determination theory; employees’ psychological needs; motivation; sense of subjectivity; human capital; human potential; participation.
    DOI: 10.1504/IJWOE.2023.10052131
     
  • A Review on Impact on Human Emotion While Listening and Reciting Quran   Order a copy of this article
    by Nur Asyiqin A.H, Nur Hasanah Ali, Ervina Efzan Mhd Noor, Azlan Abd Aziz, Noor Ziela Abd Rahman 
    Abstract: The objective of this study is to systematically review on the brain response towards the activity of listening and reciting the Quran. We adopted PRISMA guidelines to ensure comprehensive coverage of all related publications. The study focuses on the emotion classification available in the three major electronic databases from their first date to the end of our literature review duration, 30 April 2019. It centred on utilising electroencephalogram (EEG) since EEG is the most efficient way to analyze the state of emotion via brain activity. Two hundred thirty-one related records were collected and filtered stage-by-stage, yielding only nine considered for the extended review. From the review study, it can be deduced that listening and reciting Quran does have a favorable impact on human emotion. Evidence were found to prove some of the verses in the Quran claiming that listening or reciting may heal negative emotion and give calmness to human.
    Keywords: electroencephalogram; EEG; brainwaves; Quran listening; Quran reciting; emotion.
    DOI: 10.1504/IJWOE.2022.10052304