Work stress, office clutter and employees' performance during COVID-19 waves

PurposeThe aim of the study is to test the integrated model involving work stress, office clutter and employee performance with the moderating roles of training and self-discipline (SD) after the re-opening of the banks after the COVID-19 wave.Design/methodology/approach The study used 333 respondents from banking industry, whose responses were recorded using a closed ended questionnaire. The authors used partial least square path anaysis to analyze the data.Findings Work stress significantly increases office clutter, which harms the employees' performance. Moreover, SD and training significantly improve employees' performance by reducing work stress and thereby office clutter. There are various mechanisms through which both these factors reduced stress and office clutter.Practical implications The employee's performance can be enhanced with lower levels of office clutter. The office clutter can be managed through having lower levels of stress and providing people with training and inculcating SD among them. A greater understanding of the factors that count toward office clutter might help bank managers and employees to address the issues related to their performance.Originality/value The authors have proposed a new framework involving conservation of resources theory for the employees' performance. They posit employees' performance is an organizational resource, which can be conserved as well as enriched both by employers and employees through their own contribution.

The link between fear about COVID-19 and insomnia: mediated by economic concerns and psychological distress, moderated by mindfulness

This paper adds to extant research by examining the relationship between employees' fear of coronavirus disease 2019 and their suffering from insomnia. It specifically proposes mediating roles of employees' economic concerns and psychological distress and a moderating role of mindfulness in this process. The research hypotheses are tested with survey data collected through two studies among Pakistani-based professionals: 316 in study 1 and 421 in study 2. The results pinpoint a salient risk for employees who experience fear during a pandemic crisis, in that the associated economic and psychological hardships make the situation worse by undermining their sleep quality, which eventually could diminish the quality of their lives even further. It also reveals how organizations can mitigate this risk if employees can leverage pertinent personal resources, such as mindfulness.

Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees.

OBJECTIVES: The COVID-19 pandemic contributing to the dissemination of alternative work models such as fully remote or hybrid work models. The present study focused on these 2 types of unplanned changes in the working environment. The conservation of resources theory, the first aim of this study was to examine the predictive role of resource losses and gains since the outbreak of the COVID-19 pandemic in job burnout. Moreover, the authors investigated how non-remote, remote, and hybrid employees differ in resource losses and gains and job burnout. MATERIAL AND METHODS: A cross-sectional online comparative study was conducted a year after the outbreak of the COVID-19 pandemic. The respondents provided sociodemographic data, reported their current work model, and completed validated measures of resource losses and gains and job burnout: the Conservation of Resources Evaluation and the Oldenburg Burnout Inventory. Based on the data collected from 1000 working adults from the Polish population, the authors tested the differences in losses and gains of different categories of resources and job burnout components between the 3 groups of employees representing distinct working models, i.e., non-remote, hybrid, and remote. RESULTS: In general, the associations of losses and gains with job burnout subscales have been confirmed, regardless of the level of analysis of losses and gains. The authors' findings indicated that hybrid workers experienced significantly higher resource losses and gains (both in general and in different domains) in comparison to non-remote and remote workers. In turn, non-remote employees scored significantly higher on disengagement, which is one of the job burnout components. CONCLUSIONS: Hybrid workers experienced the highest levels of both resource losses and gains during the COVID-19 pandemic, compared to non-remote and remote workers, suggesting that this form of working arrangement involves the greatest changes in different life domains, bringing both positive and negative consequences for the employee. Int J Occup Med Environ Health. 2023;36(2):229-49.

Lonely@Work@Home? The impact of work/home demands and support on workplace loneliness during remote work

Workplace loneliness is becoming increasingly prevalent in the fast-growing remote work environment. Remote work exposes employees to different demands and support not only at work but also at home—yet, the influences of demands and support from both work and home have not yet been investigated simultaneously in the workplace loneliness literature. In this study, we examine the role of job and home demands as antecedents of workplace loneliness. Based on employee wellbeing theories and social exchange theory, we predict that work/home demands will create work and home interference, with both mediators then increasing workplace loneliness. Moreover, we assume that both job and home support act as potential moderators to mitigate the negative effects of workplace loneliness. Using a two-wave survey of 232 remote-working employees during the coronavirus disease 2019 pandemic, we found that job demands increased workplace loneliness through heightened work-to-home interference and that this relationship was buffered by job support. Home demands increased workplace loneliness through heightened home-to-work interference, but this relationship was not buffered by home support. Our findings contribute to research and practice by identifying important drivers and remedies for loneliness in the remote workplace during the pandemic and beyond.

Well-Being in a Post-Pandemic World – A Positive Psychological Perspective

Globally, employees are experiencing many challenges to their sense of well-being. The COVID-19 crisis, as well as the enormous technological development we are experiencing, has contributed to employees' poor mental health. This chapter offers a synopsis of different theoretical frameworks that support our understanding of well-being from a positive psychological perspective. The theoretical frameworks presented include the Conservation of Resources Theory (COR), the PERMA theory and the Job Demands-Resources (JD-R) theory. Some interventions that could be introduced to support employee well-being in the future are also recommended. © The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerland AG 2022.

PERCEIVED INCOME ADEQUACY, FAMILY SUPPORT, FINANCIAL ANXIETY, AND TAX NON-COMPLIANCE OF INDONESIAN WORKING WOMEN DURING THE COVID-19 PANDEMIC

In high-risk situations like the Covid-19 epidemic, it is believed that perceived income adequacy, family support, financial anxiety, and tax non-compliance have a strong relationship. This study applies the Conservation of Resources (COR) theory in building research models to fill gaps in previous research. According to the COR theory, individuals safeguard the quality and quantity of their financial resources by avoiding threats to their existence, including taxes. Thus, maintaining limited financial resources during the Covid-19 pandemic to meet needs and wants leads to tax avoidance. The cross-sectional data were collected using an online survey and analyzed using the PLS-based SEM technique. Purpo-sive sampling was used to identify 371 Indonesian working women for the study sample. The study's findings confirmed that perceived income adequacy for current needs and wants and perceived family support directly impact financial anxi-ety. However, this study can only demonstrate the direct effect of perceived income adequacy for current wants and tax non-compliance. Financial anxiety has also been proven to mediate the relationship between the three exogenous factors and tax non-compliance. This study can strengthen the concept of COR theory, which has never been used to investigate tax non-compliance behaviour and can be considered by authorities to design tax policies that take gender into account to achieve tax compliance. © 2023 The Author(s).

The effect of resource loss on depression and peritraumatic distress during the early period of the COVID-19: considering the pandemic-situational and social context.

BACKGROUND: The public experienced loss of resources, including their health and property during the COVID-19 pandemic. The Conservation of Resources (COR) theory is a useful tool to explain the effect of resource loss on mental health. This paper examines the effect of resource loss on depression and peritraumatic distress considering the situational and social context of the COVID-19 pandemic applying COR theory. METHODS: An online survey was conducted for Gyeonggi residents when the second wave of COVID-19 in South Korea declined (5 October to 13 October 2020); 2,548 subjects were included in the hierarchical linear regression analysis. RESULTS: COVID-19 infection-related experiences, resource losses (e.g., financial burden, deterioration of health, and decline of self-esteem), and fear of stigma were related to elevated levels of peritraumatic distress and depression. Risk perception was associated with peritraumatic distress. Reduced income or job loss were related to depression. Social support was a protective factor for mental health. CONCLUSIONS: This study suggests that we need to focus on COVID-19 infection-related experiences and loss of daily resources in order to understand mental health deterioration during the COVID-19 pandemic. Moreover, it is important to monitor the mental health of medically and socially vulnerable groups and those who have lost resources due to the pandemic and to provide them with social support services.

The impact of a pandemic on knowledge sharing behavior: a COR perspective: Very Informal Newsletter on Library Automation

PurposeThe purpose of this study is to look at the attitudes of the employees in terms of sharing knowledge during COVID-19 in an online environment and the various difficulties associated and to analyze knowledge sharing (KS) in a virtual office setting, using the conservation of resources theory.Design/methodology/approachA qualitative approach was used by conducting face-to-face interviews online through GoogleMeet, Skype and Zoom. A total of 34 interviews from 14 multinational companies (or their subsidiaries), in a supervisory role, were conducted for the study. A thematic analysis was conducted to analyze the responses.FindingsDuring a crisis, the tendency of employees to share knowledge at the individual, team and organizational level increases and is interlinked. The results of this study suggest that during the initial phases of lockdown, the creativity levels among employees were high;however, as the work from the office got postponed because of extended lockdowns, the creativity level of employees saw a dip. Furthermore, the findings of this study also highlighted that KS in remotely located teams was found to be dependent on the extent to which the team members knew each other, such that known teams were in a better position to share knowledge than a newly formed team with unknown or less known members.Research limitations/implicationsThis study has 34 respondents which is an acceptable number for a qualitative inquiry. However, the number of industries could be increased for generalization purposes. Responses were collected from a group of knowledge workers who were willing to correspond digitally, using social media channels of the authors, such as Linkedin. Responses collected personally could provide different results.Practical implicationsThis study provides insights into visible change in organizational processes. The conceptual model developed in this study has several implications which will help chief knowledge officers to understand why the various individual, team and organizational factors lead to KS, particularly with respect to COVID-19.Originality/valueThis study has explored a contemporary phenomenon – KS during the ongoing COVID-19 pandemic, in an online environment. This study depicts the extant literature on knowledge management during a pandemic, thus bridging the scholarly gap. This study tried to bring in a broader perspective by selecting respondents across continents, domains and varied age groups. Fourth, most studies analyzing KS/knowledge hiding in the extant literature, especially during the pandemic, have followed a quantitative approach. This study followed a qualitative approach to gain insights into the KS of the firm and the thoughts and practicalities behind it.

Global employees and exogenous shocks: considering positive psychological capital as a personal resource in international human resource management

While positive psychological capital (PsyCap) is a significant antecedent of favorable work outcomes, it is unclear whether this is true for global employees during an exogenous shock. Applying conservation of resources theory, we found that, under conditions of crisis-induced role novelty, global employees leveraged PsyCap to follow a resource-gain route to job satisfaction, whereas their ability to mitigate resource loss was limited. We differentiate among global employees, finding that role novelty compensated for lower PsyCap in motivating job engagement for those with higher travel obligations. Our results stress the importance of PsyCap in international human resource management scholarship and practice. © 2023

The impact of ICT use on entrepreneurial performance: evidence from Chinese microenterprises

Following the outbreak of COVID-19, information and communication technology (ICT), as a part of digital technology, was of particular help to microenterprises in obtaining resources. Drawing upon Conservation of Resources Theory, we investigated the impact of ICT use on entrepreneurial performance. To examine our hypotheses, data were collected from 206 Chinese microenterprises. The results suggest that ICT use was positively related to entrepreneurial performance, that network capabilities mediated the relationship between ICT use and entrepreneurial performance and that perceived ICT usefulness moderated the relationship between ICT use and network capabilities. Finally, the implications, limitations and future research directions will be discussed. © 2023 Informa UK Limited, trading as Taylor & Francis Group.

How does ai use drive individual digital resilience? A conservation of resources (cor) theory perspective

Artificial intelligence (AI) serves as a useful resource for replacing, supporting, and augmenting individuals in responding to external difficulties and enhancing individual resilience. However, little is known about the underlying laws of how AI can heighten individual resilience. This research examines the formation of individual resilience based on the consequences of different AI usage behaviours. Study 1 uses text mining to detect individual resilience based on the experience with AI. We identify not only individual resilience but also family resilience. Study 2, based on the context of the COVID-19 pandemic, collects online survey data from personal intelligent assistant users to investigate the transformation mechanism of AI usage behaviours to individual resilience. Drawing upon the conservation of resources theory, routine and infusion use are considered two levels of resource investments to strengthen the different degrees of individual resilience by coping responses (task-focused, emotion-focused, and avoidance coping). The findings confirm the differences between routine and infusion use in the formation of individual resilience, mediated by both task-focused and emotion-focused coping, without the mediating role of avoidance coping. Our research provides enlightenment for researchers and practitioners on building resilience and improving performance. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Using leisure crafting to reduce emotional exhaustion at home during the COVID-19 pandemic through better sleep and not thinking about the pandemic.

Drawing on conservation of resources (COR) theory, we aimed to investigate whether leisure crafting reduces emotional exhaustion by improving sleep quality and strengthening psychological detachment from the coronavirus disease 2019 (COVID-19) pandemic. We posited that sleep quality and psychological detachment from the COVID-19 pandemic mediate the negative relationship between leisure crafting and emotional exhaustion. We carried out a two-wave longitudinal study among a group of individuals (N = 216) from Wuhan, China. We measured leisure crafting, sleep quality, and psychological detachment from the COVID-19 pandemic at Time 1 and emotional exhaustion two months later at Time 2. We discovered that leisure crafting reduced emotional exhaustion at home by improving sleep quality and increasing psychological detachment from the COVID-19 pandemic. At the end of this article, we discuss theoretical and practical implications, research limitations, and directions for future research.

Relationship quality and support for family policy during the COVID-19 pandemic.

Objective: We examined how relationship satisfaction changed during the coronavirus (COVID-19) pandemic, as well as how relationship satisfaction related to public policy support. Background: Conservation of resources (COR) theory suggests that societal-level stressors (such as a global pandemic) threaten familial and individual resources, straining couple relationships. Relationship satisfaction is in turn linked with important individual, familial, and societal outcomes, necessitating research on how COVID-19 impacted this facet of relationships. Method: Drawing from an international project on COVID-19 and family life, participants included 734 married and cohabiting American parents of children under 18 years of age. Results: Findings revealed relationship satisfaction declined moderately compared to retrospective reports of relationship satisfaction prior to the pandemic. This decline was more precipitous for White individuals, women, parents less involved in their children's lives, and those reporting higher levels of depressive symptoms. We also found that higher relationship satisfaction was associated with higher levels of support for family policy, particularly for men. At higher levels of relationship satisfaction, men and women had similarly high levels of support for family policy, while at lower levels, women's support for family policy was significantly higher. Conclusion: The COVID-19 pandemic likely amplified facets of social inequality, which is especially concerning when considering the large socioeconomic gaps prior to the pandemic. Implications: Therapists, researchers, and policy makers should examine how relationship satisfaction may have changed during the pandemic because relationship satisfaction is linked to child and adult well-being and relationship dissolution. Further, the link between relationship satisfaction and support for family policy deserves further scrutiny.

The interplay between servant leadership, psychological safety, trust in a leader and burnout: assessing causal relationships through a three-wave longitudinal study.

COVID-19 pandemic has brought unprecedented psychological challenges for frontline healthcare workers, especially nurses, causing anxiety and depression leading to burnout. The responsibility of healthcare leaders has increased manyfold to deal with such challenges. This study attempts to employ the conservation of resources theory to examine the relationship between servant leadership and nurses' burnout, with the mediating role of psychological safety and the moderating effect of trust in leader. A three-wave longitudinal design was employed for data collection from 1204 nurses from 27 hospitals in China. The partial least squares structural equation modeling technique was used for data analyses with SmartPLS version 3.2.8. The findings endorse that servant leadership at time 1 significantly reduces nurses' burnout measured at time 3 through the mediating role of psychological safety measured at time 2, and that a higher level of trust in the leader enhances the impact of servant leadership in reducing nurses' burnout.

Leaders' Role in Shaping Followers' Well-Being: Crossover in a Sample of Nurses.

The link between well-being at work and leadership has received considerable attention. Leaders have the power to influence followers not only due to formal position, but also their positive behaviors could reinforce the followers' positive working experience. Following the crossover model (Westman, 2001), this study investigates whether leaders' work-related positive psychological states (i.e., work engagement) cross over to those of the followers (i.e., work engagement and job satisfaction) through the mediation of the latter's perception of transformational leadership. We used MPlus 8 to test two multilevel mediations in a sample of 1505 nurses nested in 143 groups led by as many leaders (87.19% of nurses and 56.50% of head nurses of the entire population). Results show that while there is not a crossover of leader work engagement to nurse work engagement, manager work engagement can cross over to nurse job satisfaction, enhancing their well-being through transformational leadership behaviors. This study adds further insights both on crossover theory and on the importance of leaders in expanding and transferring resources to followers at work. Fostering work engagement at a managerial level in the healthcare sector could be the driver to facilitate the well-being of nurses at work, address negative outcomes, and promote positive ones.

Does employee empowerment moderate the effect of situational and dispositional variables on emotional exhaustion differently? The COVID-19 crisis context

Purpose: Building on the conservation of resources (COR) theory, this study aims to investigate employee empowerment's moderation effect on the relationship of situational (job satisfaction, affective commitment) and dispositional (positive affectivity, emotional intelligence) variables toward the emotional exhaustion of service employees amidst the pandemic. Design/methodology/approach: In total, 288 service employees from various sectors in Indonesia participate as the study's respondents. This study applies a two-stage structural equation modeling approach to test the hypotheses. Findings: The results show that employee empowerment moderates situational and dispositional variables differently. While employee empowerment significantly influences situational variables, a different situation is found on dispositional variables, that employee empowerment does not significantly influence these variables. This study's findings portray the COR theory in practice and clarify the importance of employee empowerment for employees with particular attributions. Research limitations/implications: The present study bears four limitations: the cross-sectional design;no exploration of dispositional and situational variables' antecedents;the findings are limited to the service workers;and lastly, this study only takes Indonesian samples. Practical implications: From a practical perspective, this study reveals which type of service employees are responsive to empowerment policy and which are prone to experience emotional exhaustion, particularly during a crisis. Social implications: By understanding what factors determine employee empowerment's effectiveness, managers could maximize the impacts of their empowerment policies. Subsequently, it will create better service deliveries which might benefit the broader societal scope. Originality/value: This study contributes to both theoretical and practical understanding. Theoretically, this study adds and promotes using a categorical lens to examine the pattern of interactions between organizations and employees. © 2022, Jaya Addin Linando and M. Halim.

Creating resource passageways in cross-cultural virtual work teams: a longitudinal field study

Purpose: Lens of conservation of resources (COR) theory has been used to study how organizations can create resource passageways for their employees via managers. This has been examined in cross-cultural virtual work teams distributed across time and space within the high-resource loss context of the COVID-19 pandemic. Design/methodology/approach: Longitudinal field design was used in a transnational organization involving data collection at three times over eight months. At Time 1, qualitative methodology was used to propose a conceptual model. At Time 2 and Time 3, an online survey was used to collect data for 205 virtual work teams across 10 countries in the Asia–Pacific region pre and post "manager as coach” training respectively. Findings: Using COR theory, the study highlights that "manager as coach” training is an effective resource for managers in the high resource depletion context of the pandemic. Access to timely support increases saliency for the resource-gain spiral and has a cross-over impact on virtual work team outcomes suggesting transferability of resources from managers to subordinates. Also, managers across all nationalities view coaching training as an equally valuable resource. Practical implications: The study provides evidence for investment in timely and relevant support for managers to positively and swiftly impact virtual work teams during high-resource loss contexts. Originality/value: The study expands COR crossover theory across space and time dimensions using a longitudinal field research design. © 2023, Emerald Publishing Limited.

The Effect of Servant Leadership on Work Resilience: Evidence from the Hospitality Industry during the COVID-19 Period.

The COVID-19 pandemic is a tremendous crisis for public health, which also has a profound impact on business and social activities because many countries restrict travel and social gatherings to avoid the spread of COVID-19. Workers suffer from mental health problems including depression and anxiety due to the uncertain work environment. Hence, psychological resilience, a positive psychological response to these challenges, is essential to the success of employees and companies. Drawing on the conservation of resources theory (COR), this paper investigates how the leadership style (i.e., servant leadership) enhances the work resilience of hospitality employees through two time-lagged empirical studies. Specifically, study 1 demonstrates a positive relationship between servant leadership and employees' work resilience. Study 2 replicates study 1's result and further demonstrates that emotional exhaustion mediates the relationship between servant leadership and employees' work resilience. Furthermore, study 2 finds a significant moderating effect of job complexity. The findings of this paper provide empirical evidence for practitioners to manage employees' resilience and psychological resources.

A bundle of human resource practices and employee resilience: the role of employee well-being

Purpose: The purpose of this study was to examine the mediating effect of employee well-being on the relationship between a bundle of human resource practices (HR practices) and employee resilience among Thai employees in an insurance company. Design/methodology/approach: Self-report questionnaires were received from 317 employees. Confirmatory factor analysis (CFA) was conducted, followed by structural equation model (SEM) to test all hypotheses. Findings: A partial mediator role of employee well-being on the relationship was detected, highlighting the significant consequences of a bundle of HR practices during the recent pandemic. Research limitations/implications: The study's limitations were its self-report questionnaires and cross-sectional design. Practical implications: This study highlights the importance of a bundle of HR practices under the unusual situation, i.e. during the data collection process, telecommuting was implemented in the organization to comply with the government regulations. A bundle of HR practices can be perceived as resources that can help individual employees overcome this challenging situation, which supports organizational performance. Originality/value: High environmental uncertainty requires today's organizations to be aware of the importance of employee resilience since this can contribute to organizational resilience. Additionally, employees rank their well-being as one of the top factors they seek from an organization. Thus, this study empirically extended the benefits of a bundle of HR practices in the context of COVID-19, supporting the mutual gains model. © 2023, Emerald Publishing Limited.

How do shared values improve eudaimonic workplace well-being: role of perceived justice and emotional exhaustion among nurses.

PURPOSE: This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal capabilities. The authors investigate the serial mediating role that perceived overall justice and emotional exhaustion play in how shared values relate to well-being. DESIGN/METHODOLOGY/APPROACH: Using data collected from three hundred nurses in Turkish healthcare institutions during the COVID-19 pandemic (Male = 113, Female = 187). The age of participants ranged from 19 to 58 and the average age was 34. The snowball sampling method was used to form the sample and self-administered surveys that could be completed online were delivered to the sampled nurses. FINDINGS: The authors analysis using partial least square structural equation modeling (PLS-SEM) supported the expected relationship between shared values and eudaimonic workplace well-being as well as the mediating role of perceived overall justice and emotional exhaustion. The authors also show a serial mediation where shared values are related to justice perceptions which in turn negatively relate to emotional exhaustion which subsequently relates to higher levels of eudaimonic workplace well-being. ORIGINALITY/VALUE: The results of this study suggest that when the shared values between the healthcare institution and the employees are aligned, the eudaimonic well-being of employees is higher. The findings provide implications for the mental health of frontline employees in health organizations to have higher levels of eudaimonic well-being which is especially important in times of intense pressure such as the period during the COVID-19 pandemic.