The Mediating Role of Workplace Loneliness in the Effect of Resilience on Work Alienation in Nurses.

The aim of the current research was determining the mediating role of workplace loneliness (WL) in the effect of resilience on work alienation (WA). This study was conducted in Istanbul, Türkiye, between June 2021 and November 2021. Research data were obtained from nurses working in private hospitals operating in Istanbul. The results of the research showed that resilience had a negative effect on WL and WA, and WL had a positive effect on WA. Finally, WL had a mediating role in the effect of resilience on WA. This study showed that resilience is a determinant of both WL and WA.

How enterprise social media usage links to counterproductive work behavior: the mediating role of workplace loneliness and the moderating role of ICT hassle.

Work context transformed. Employees increasingly interact with enterprise social media, wherein employees may feel disconnected from workplace. Drawing on social affiliation theory, we develop and examine a moderated mediation model to explore the indirect effect of enterprise social media usage on counterproductive work behavior (CWB) via workplace loneliness and the moderating role of information and communication technology hassle (ICT hassle). We test hypotheses by conducting a three-wave survey of 345 knowledge workers. Results indicate that enterprise social media usage has a positive effect on workplace loneliness, and workplace loneliness mediated the indirect effect of enterprise social media usage on CWB. The moderated mediation analysis indicated that ICT hassle positively moderates the above mediation effect. We discuss the theoretical and practical implications of our findings.

Work life-related loneliness among nurse managers and its effect on life satisfaction: Turkey's example.

AIM: To determine the effects of perceived workplace loneliness on life satisfaction among nurses working as managers. BACKGROUND: Nurses working as managers often encounter negative situations, and their consequences extend beyond their professional responsibilities to encompass nonprofessional domains, including life satisfaction. METHODS: This study enrolled 158 nurse managers (NMs) after gaining their consent. Data from the descriptive cross-sectional study were obtained using the "Descriptive Information Form," "Loneliness in Work Life Scale," and "Life Satisfaction Scale." The relationship between relevant scales was assessed using Pearson's correlation analysis and multiple linear regression. FINDINGS: A moderately strong, negative, and significant relationship was observed between work life-related loneliness and life satisfaction among NMs. Multiple regression analysis revealed that three independent variables-two LAWS subscales and the job satisfaction status-significantly affected NMs' life satisfaction (adjusted R2 = 0.39, p < 0.001). CONCLUSION: Perceived loneliness and professional satisfaction are important predictors of life satisfaction among NMs. Thus, it is crucial to determine the factors that negatively affect the professional satisfaction and perceived loneliness of nurses working as managers and to implement psychosocial interventions in such cases. IMPLICATIONS FOR NURSING AND HEALTH POLICY: This study demonstrates the significance of identifying problems in the professional lives of NMs, who are involved in planning nursing services and implementing interventions to address these problems.

Effect of empowering leadership on employees' workplace loneliness: a moderated mediation model.

Background: Workplace loneliness has become a prevalent experience among employees in organizations; however, there is limited empirical research on how leaders can address and mitigate this issue. Drawing upon self-determination theory and empowering leadership theory, this study examines the impact of empowering leadership on workplace loneliness by exploring the mediator of role breadth self-efficacy and the moderator of leader-member conversational quality. Methods: A time-lagged research design was used, collecting data through a two-wave online survey involving 531 employees in Chinese public sectors. The participants consisted of 321 males and 210 females, with an average age of 35 years (SD = 7.36). Results: Our findings indicate that empowering leadership positively influences employees' role breadth self-efficacy, reducing their workplace loneliness. Moreover, leader-member conversational quality strengthens this indirect effect, suggesting that empowering leadership is more effective in reducing workplace loneliness when leader-member conversational quality is high. Conclusion: This study expands and enriches research on the antecedents of workplace loneliness from the leadership approach, providing valuable insights for organizations to implement interventions that effectively alleviate employees' workplace loneliness.

Workplace loneliness mediates the relationship between perceived organizational support and job performance: Differing by extraversion.

This study investigated the mediating role of workplace loneliness relating perceived organizational support to job performance, as well as the moderating role of extraversion in such relationship. 332 full-time Chinese employees from various enterprises voluntarily participated in the two-wave surveys via either paper-and-pencil or online survey conducted at Credamo and Tencent Questionnaire website. Hierarchical regression and bootstrapping analyses were employed to examine the hypotheses. Results indicated that workplace loneliness partially mediates the linkage between perceived organizational support and job performance; extraversion serves as a moderator in the relationship between workplace loneliness and job performance, as well as the mediating role of workplace loneliness linking perceived organizational support to job performance, such that the relationship is stronger when extraversion is high. Supplementary analyses revealed that social companionship, but not emotional deprivation, serves as a mediator in the relationship between perceived organizational support and job performance; extraversion enhanced the direct influence of social companionship on job performance, as well as the indirect influence of perceived organizational support on job performance via social companionship. Theoretical and practical implications are discussed.

Flexible Work Arrangements and Employees' Knowledge Sharing in Post-Pandemic Era: The Roles of Workplace Loneliness and Task Interdependence.

Flexible work arrangements (FWAs) have become prevalent working norms in the post-pandemic era, but are they beneficial to employees' work? From the theoretical perspective of social exchange, previous studies have viewed FWAs as supportive practices that facilitate employees' functional intrapersonal outcomes. However, little is known about the interpersonal effects of FWAs. Based on the affective events theory, this study aims to elucidate why and when FWAs are associated with employees' knowledge sharing. A web-based survey of 314 respondents (Study 1) and a three-wave field research study of 343 employees (Study 2) provided valid questionnaires to examine the hypothesized theoretical relationships. Our findings reveal that employees who frequently adopt FWAs would produce a persistently negative affective experience-workplace loneliness-further discouraging their intentions to share knowledge with coworkers. The specific work-characteristic conditions in this relationship-task interdependence would mitigate the dysfunctional effect of FWAs on employees' knowledge sharing via workplace loneliness. Our study advances the understanding of FWAs' dysfunctional impacts on employees' knowledge sharing from the theoretical perspective of affective reactions. Our findings remind managers to avoid the interpersonal pitfalls of FWAs by increasing task interdependence among employees.

The Role of Empathic Communication in the Relationship between Servant Leadership and Workplace Loneliness: A Serial Mediation Model.

Researchers have increasingly concentrated on loneliness in the workplace as a crucial factor influencing the mental health of employees and the viability of telework. In contrast, the current understanding of the strategies mitigating workplace loneliness and how leaders utilize their behaviors to impact followers' loneliness remains limited. Since servant leadership values the emotional needs of followers and displays a high level of empathy, this study investigated the direct and indirect effects of servant leadership on workplace loneliness. In this study, 267 employees (mean age = 31.5 years) from 28 provinces in China were recruited to participate in this survey. We proposed that servant leaders motivate their own empathic communication and other followers' empathic communication to reduce lonely followers' workplace loneliness. This research further examined the relationship between the leader's and colleagues' empathic communication, and the two jointly mediate the connection between servant leadership and followers' workplace loneliness. We constructed a serial mediation model to examine the relationships between servant leadership, leader's empathic communication, colleagues' empathic communication, and workplace loneliness. The results indicate that servant leadership creates a cycle of empathy and provides insights into building a culture of empathy to improve employee well-being.

Workplace Loneliness: The Benefits and Detriments of Working From Home.

Self-determination theory posits that relatedness and autonomy are two drivers of work-relevant outcomes. Through the lens of this theory, the current study explored the potential interactive effects of relatedness and autonomy on affective, relational, and behavioral outcomes at work, operationalizing relatedness as workplace loneliness and autonomy as the ability to work from home. To test this relation, survey-based data from a sample of 391 working adults were collected and a path analysis was carried out. Results suggested that workplace loneliness negatively predicts affective organizational commitment, perceptions of coworker and supervisor support, organizational citizenship behaviors, and perceived performance. Furthermore, results suggested that workplace loneliness and working from home have an interactive effect on affective organizational commitment, perceptions of coworker support, and organizational citizenship behaviors. Specifically, working from home had a beneficial impact on the relation between workplace loneliness and affective organizational commitment/perceptions of coworker support, but a detrimental impact on the relation between workplace loneliness and organizational citizenship behaviors. These results add to the extant body of scholarly work of Self-Determination Theory by testing the theory in the post-pandemic context of working from home. In addition, these results have practical implications for managers, who should strive to create opportunities for employees who work from home to enact organizational citizenship behaviors.

The Effects of Workplace Loneliness on the Psychological Detachment and Emotional Exhaustion of Hotel Employees.

This study was aimed at establishing whether loneliness among hotel employees in the workplace affects their psychological and emotional experiences by empirically investigating their perceptions of negative situations. A self-administered questionnaire was distributed to 300 hotel employees, after which confirmatory factor analysis was conducted to reassess the reliability and validity of the measured questionnaire items. A model of workplace loneliness, psychological detachment, and emotional exhaustion was developed and examined through structural equation modeling. The results showed that the hotel employees experienced workplace loneliness and expressed a desire to be psychologically detached from their jobs for recovery. Workplace loneliness also contributed to emotional exhaustion. Theoretical and practical implications, as well as limitations and future research directions, are discussed.

Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness.

The present research investigates the crucial role of "Transformational Leadership (TFL)" on employees' "anxiety", "personal stress", and "workplace loneliness", and finally on employees' "burnout". Moreover, this survey investigates the moderating role of "HRM practices" in the relationship between TFL and burnout. For the needs of the research, "Partial Least Squares Structural Equation Modeling (PLS-SEM)" was conducted on a sample of 459 Greek "customer-contact employees" based on thirteen hotels during the "COVID-19 pandemic". First, the findings uncover the dynamic of TFL in reducing all three stressors, namely "personal financial stress"; "anxiety"; and "workplace loneliness", thus prohibiting employees' "burnout". Moreover, the study underscores the moderating role of "HRM practices" in strengthening the negative relationship between TFL and "burnout". Overall, the findings provide additional evidence on the process through which "HRM practices" interact with "TFL", "job stressors", and employees' "burnout", a vital knowledge for HRM professionals and hotels' managers.

How workplace loneliness harms employee well-being: A moderated mediational model.

This study investigated the effect of workplace loneliness on work-related subjective well-being by proposing work engagement as an explanatory mechanism in the workplace loneliness-job dissatisfaction relationship. Moreover, the study examines the need to belong as a coping mechanism in the relationship between workplace loneliness and work engagement. Specifically, the study posits that workplace loneliness reduces the positive and fulfilling state of work engagement that in turn increases job dissatisfaction and that this mediation depends on the employee's level of need to belong. Data were collected from employees (N = 274) working in diverse domestic and multinational organizations in Lahore, Pakistan. Results showed that workplace loneliness reduced the work engagement of lonely individuals that in turn increased their job dissatisfaction. However, the deleterious effect of workplace loneliness on work engagement was weaker for individuals having a higher need to belong. These findings have important implications for organizations wishing to mitigate the harmful effects of workplace loneliness on employees' subjective well-being.

Gender Differences in the Effect of Workplace Loneliness on Organizational Citizenship Behaviors Mediated by Work Engagement.

PURPOSE: Drawing on the self-determination theory and the social role theory, the purpose of this study was to test the moderating role of gender and the mediating role of work engagement in the relationship between workplace loneliness and organizational citizenship behaviors (OCBs), and more importantly, the integrated moderated mediation model. METHODS: A total of 290 employees from various Chinese enterprises voluntarily participated in the two-wave surveys. Hierarchical regression and bootstrapping analyses based on Hayes' Process Model were conducted to test the hypotheses. RESULTS: Results indicated that work engagement significantly mediates the association of workplace loneliness with OCBs. Gender serves as an important moderator in the relationship among workplace loneliness, work engagement, and OCBs that for female participants the indirect effect of work engagement linking workplace loneliness to OCBs was significant, but for male participants it was not. CONCLUSION: This study advances the current understandings of the moderated mediation mechanism among workplace loneliness, gender, work engagement, and OCBs. It is suggested that work engagement serves as a mediator linking workplace loneliness to OCBs, especially for the female employees.

Quest for life satisfaction in the sea of loneliness.

BACKGROUND: The aim of this study was to investigate whether workplace loneliness is related to life satisfaction of seafarers on board deep-sea going cargo ships and to determine whether there exist differences in experienced workplace loneliness and life satisfaction between officers and ratings. MATERIALS AND METHODS: A cross-sectional research design was used to assess the variables in a sample of 521 seafarers sailing on foreign going vessels. RESULTS: The findings showed that workplace loneliness was an important dimension for determining life satisfaction. As for the differences in the experienced loneliness, the findings show that there is a difference between officers and ratings. The findings support the theory of need for belongingness, which emphasizes the importance of interpersonal relations at work in understanding the well-being among workers. CONCLUSIONS: This study is of practical significance to ship owners and ship managers, where they can use the findings to implement interventions for improving the individual's life satisfaction.

Predicting workplace loneliness in the nursing profession.

AIM: This study examined a model investigating how social interaction variables (leader-member exchange (interactions between managers and nurses), trust, and communication frequency) and work meaningfulness influence nurses' experiences of workplace loneliness. BACKGROUND: As workplace loneliness can result in lower job satisfaction and a decrease in workers' health, understanding the contributing factors to loneliness at work is important. METHOD: In this cross-sectional study, Turkish nurses (N = 864) completed self-report scales measuring social exchange between leaders and members, trust in leaders, communication frequency, work meaningfulness, and loneliness. To avoid fatigue and method variance influence, scales were completed over two testing times (separated by a month). RESULTS: Workplace loneliness was associated with less social interaction with leaders (lower leader-member exchange and frequency of communication), less trust in leaders, and lower reports of meaningful work. CONCLUSION: The results suggest that workplace loneliness can be reduced when managers exchange more information and communicate more frequently with their nurses. Workplace loneliness is also reduced when nurses trust their leaders and find their work meaningful. IMPLICATIONS FOR NURSING MANAGEMENT: Managers supervising nurses need to be aware that workplace loneliness occurs and that their interactions and relationships with the nurses will have an impact on experienced workplace loneliness.

The mediating role of work alienation in the effect of workplace loneliness on nurses' performance.

AIM: The purpose of this study was to determine the mediating role that work alienation has in the effect of loneliness at the workplace on nurses' job performance. BACKGROUND: The literature includes no research on the relationship between nurses' workplace loneliness, work alienation and job performance. The study used work alienation as a mediating variable, which adds to the originality of the study. This study was carried out to contribute to relevant field research. METHODS: The study used a cross-sectional research design and surveyed 138 nurses working in a public hospital in Turkey. The data were analysed using descriptive statistical methods, Pearson correlation analysis and the PROCESS macro Model 4 in the regression analysis. RESULTS: Workplace loneliness has a negative effect on job performance. This negative effect is magnified when work alienation is used as a mediating variable. CONCLUSION: Nurses' loneliness at the workplace and work alienation leads to a decline in their job performance. IMPLICATIONS FOR NURSING MANAGEMENT: Nursing managers should take into consideration that nurses' feelings of workplace loneliness and alienation can reduce the nurses' job performance. When managers create formal and informal support networks, it can reduce nurses' negative feelings of loneliness and alienation. Thus, helping nurses to perform better at work.

Association of workplace loneliness, job burnout and conscientiousness in teachers of special education in Guangxi / 中国职业医学

OBJECTIVE: To explore the association of workplace loneliness, job burnout and conscientiousness in teachers of special education. METHODS: A total of 344 teachers of special education from Guangxi Zhuang Autonomous Region were selected as study subjects by judgment sampling method. The questionnaires of Workplace Loneliness Scale, Maslach Burnout Inventory and Conscientiousness Scale of Big Five Inventory were used to conduct the survey. The mediating role of job burnout in workplace loneliness and conscientiousness was analyzed. RESULTS: The total score of workplace loneliness was 32.6±8.3. The median total score of job burnout and conscientiousness was 31.0 and 30.6 respectively. Partial correlation analysis showed that the dimensions of job burnout were positively correlated with the total score of workplace loneliness and all its dimension scores, and negatively correlated with conscientiousness score(P<0.01). The degree of explanation for the change of workplace loneliness and job burnout on conscientiousness were 9.0% and 17.0% respectively. CONCLUSION: Job burnout plays a partial mediating role in workplace loneliness and conscientiousness in teachers of special education. Reducing workplace loneliness and job burnout can help improve the conscientiousness of teachers of special education.