1,721,068 research outputs found
Job Insecurity and Emotional Exhaustion: Testing Psychological Contract Breach versus Distributive Injustice as Indicators of Lack of Reciprocity
No full textThe aim of this study is to examine the processes underlying the association between job insecurity and emotional exhaustion, proposing the lack of reciprocity in the organizational exchange relationship as theoretical explanation. Specifically, based on the social exchange perspective, we compared and tested two distinct mediating mechanisms: breach of the psychological contract and distributive injustice. These two indicators of lack of reciprocity constitute the explanatory process through which job insecurity relates to emotional exhaustion, the primary component of burnout. Data analysis from a sample of 322 blue-collar workers in Italy confirmed the mediational hypotheses. From the contrast test, distributive injustice resulted as the indicator with more explanatory strength. The results contribute to research on the theoretical explanations of the aversive consequences of job insecurity, considering the nature and antecedents of psychological distress from an organizational exchange perspective
A Mediational Model to Explain the Job Insecurity-Emotional Exhaustion Relationship: Breach of Psychological Contract and Distributive Injustice as Intervening Variables
Get PDFEmpirical evidence considers job insecurity as a stressor that leads to poor job-related well-being. With the present study we intend to increase this knowledge by testing how and through what mechanisms job insecurity may give rise to such consequences. In particular, we examined the mediating processes underlying the relationship between job insecurity and emotional exhaustion, as an indicator of psychological well-being and core element of burnout. A total of 322 blue collar workers in Italy are used to test the hypotheses derived from our framework. The results found support for a model in which the effect of job insecurity on exhaustion was mediated by two variables indicating lack of reciprocity, i.e. breached psychological contract and perceived distributive injustice (partial mediational model). Thus, the effect of job insecurity on burnout could partly be interpreted in terms of inequity perceived from the exchange relationship between employee and organization. The tested model provides a theoretical framework that may lead to new insights on the job insecurity-exhaustion relationship and on the development of burnout in the uncertain organizational context. Results are discussed and theoretical and practical implications are suggested
The Influence of Job Insecurity on Task and Contextual Performance in Italy and the U.S.: Only Negative Effects?
No full textPurpose. Using samples from Italy and the U.S., we examine the mechanisms through which job insecurity affects task and contextual performance. Drawing on a two-dimensional stressor framework, it is hypothesized that job insecurity may affect behavioural outcomes differentially. On one hand, job insecurity may have a negative affect (hindrance stressor) and, on the other hand, it may positively affect behavioural outcomes (challenge stressor). The model attempts to disentangle both mechanisms by introducing overall job attitude (job satisfaction and affective commitment) as a mediating variable. The research permits us to examine cross-cultural generalizations.
Methodology. Data were collected from 322 blue-collar workers in Italy and 320 staff in the U.S. The meditational model was tested using SEM with bootstrapping estimates of indirect effects.
Results. In both countries, job insecurity is found to be a hindrance stressor that induces strain reactions: one way to cope with such a stressor is to behaviourally withdraw from the situation, i.e., reduced performance and OCB.
Limitations. Because of the cross-sectional design, no inferences were made about true causal relationships.
Practical Implications. Job insecurity does not act as a challenge stressor to motivate employees’ performance. This suggest that managers should communicate clearly about change initiatives to reduce job insecurity, enhance affective commitment and job satisfaction, thereby indirectly improving productive behaviours
Originality. This paper contributes to the cross-cultural generalizability of job insecurity and performance outcomes. Further, it compares challenge and hindrance affects of job insecurity
The Impact of Job Insecurity on Performance: only Negative Effects? Explaining the Nature of the Relationship with Overall Job Attitude as Mediator
No full textPurpose:
We examine through what mechanisms job insecurity, quantitative (i.e., threats to the job as such) and qualitative (i.e., threats to valued job features), affects employees’ performance (focal and contextual). Drawing on the compatibility principle in attitude theory, we proposed that overall job attitude (job satisfaction and affective commitment) predicts behavioural criteria. In particular, two predictions were compared based on social exchange theory and rational choice theory according to which JI can be an harmful stressor with negative strain reactions (behavioural withdrawal) or a challenge stressor that motivates employees to engage actively in actions coping with the threat (higher performance).
Design/Methodology:
Data were collected from 322 blue-collar workers in Italian organizational context. Structural equation modeling was used to test for direct, complete mediating, and partial mediating effects, with bootstrapping estimates of indirect effects.
Results:
Results provide support for the social exchange model, showing the negative influence of quantitative and qualitative JI as stressor on work performance, relationships fully mediated by overall job attitudes.
Limitations:
All measures were self-report. We adopted several procedural recommendations for controlling common method biases. To measure performance-related behaviours, is however important to collect multi-source data.
Research/Practical Implications:
Linking individual-level effects of JI (evaluation of one’s job experience) to organizational performance. By communicating the organization’s intentions, managers may enhance goal commitment and job satisfaction and indirectly improve employees’ performance.
Originality/Value:
To fill the gap in the literature about the effects of quantitative and qualitative JI on behavioural outcomes, in particular examining the underlying processes (mediating mechanism) to explain this relationship
Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
The Impact of Qualitative Job Insecurity on Safety Performance: The Moderating Role of Safety Climate
No full textPurpose:
Few studies examined the impact of JI on safety outcomes, and no research to our knowledge has considered the QJI dimension, i.e. perceived threats to valued job features. Furthermore, this study considers two main components of safety performance: safety compliance and safety participation. Previous research (e.g. Probst, 2004) has already suggested that the effects of JI on SBs depend on the extent to which the organization is perceived as valuing and emphasizing safety. In particular, in this study we intend to verify three different models considering organizational, supervisor and coworkers safety climate as moderators variables. In fact, safety climate, i.e. perceptions about policies, procedures and practices relating to safety, can be considered from the point of view of the agents that perform safety activities.
Methodology and Results:
The hypotheses are tested in a sample of 446 employees in a manufacturing industry of the north-east of Italy. Preliminary results of hierarchical regressions showed that only organizational safety climate moderates the effects of QJI on safety participation.
Limitations:
Cross-sectional data: limit for causal interpretation. Self-report measures: potential source of common method variance.
Practical implications:
Organizations may improve safety during uncertainty situations focusing on enhancing the organizational safety climate perceptions, in order to motivate workers to actively participate in safety activities
Originality:
Considering also SBs among the potential consequences of JI and thereby contribute to combine these two different areas of research
Dispelling the Myths Behind First-author Citation Counts
Get PDFWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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