المؤلفون: Kim, Minseo¹ (AUTHOR) minseokim0331@gmail.com, Beehr, Terry A.² (AUTHOR) beehr1ta@cmich.edu

المصدر: International Journal of Human Resource Management. May2023, Vol. 34 Issue 10, p2002-2038. 37p. 2 Diagrams, 2 Charts.

مصطلحات موضوعية: *BULLYING in the workplace, *JOB performance, *LEADERSHIP, *RESOURCE-based theory of the firm, SELF-efficacy

مستخلص: Based on workplace resources theories, especially conservation of resources theory, the present study examines if empowering leadership promotes subordinates' innovative work behavior and reduces workplace bullying through two mediators, an energic state (thriving at work) and an attentional state (job boredom). U.S. employees answered questionnaires at three times one month apart. The hypothesized mediation model was supported more strongly than alternative models. Empowering leadership at Time 1 fostered subordinates' thriving and alleviated their job boredom at Time 2. Greater thriving or less boredom resulted in more innovative work behavior and less bullying at Time 3. Together, the study shows the important roles of employees' energic and attentional states in explaining why the job resources provided in empowering leadership may affect subordinates' desirable and undesirable behaviors. [ABSTRACT FROM AUTHOR]

: Copyright of International Journal of Human Resource Management is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

المؤلفون: Park, Rhokeun¹ (AUTHOR) rhokeun@hotmail.com, Kim, Minseo¹ (AUTHOR), Beehr, Terry A² (AUTHOR)

المصدر: Asia Pacific Journal of Human Resources. Jul2023, Vol. 61 Issue 3, p724-747. 24p.

مصطلحات موضوعية: *ORGANIZATIONAL identification, *JOB hunting, *RESOURCE-based theory of the firm, SEARCHING behavior, PANEL analysis, GROUP identity

مستخلص: Based on conservation of resources theory, this study investigates how work‐to‐family conflict may lead to job strain and job search behavior. Using social identity theory, it also examines how organizational identification and worker cooperatives influence the relationships of both work‐to‐family conflict and job strain with job search behavior. Using a longitudinal data set of 305 employees in 25 worker cooperatives and 27 matched conventional corporations, we tested a set of hypotheses through multilevel moderated mediation and mediated moderation analyses. We found that worker cooperatives indirectly moderate, via organizational identification, the associations between work‐to‐family conflict and job search behavior and between job strain and job search behavior. Our findings suggest that the effects of work‐to‐family conflict and job strain on job search behavior may be contingent on the structure of ownership and control in organizations and the degree of employees' organizational identification. [ABSTRACT FROM AUTHOR]

: Copyright of Asia Pacific Journal of Human Resources is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

المؤلفون: Kim, Minseo¹ (AUTHOR), Beehr, Terry A.² (AUTHOR)

المصدر: International Journal of Human Resource Management. May2021, Vol. 32 Issue 9, p1865-1898. 34p. 2 Diagrams, 5 Charts.

مصطلحات موضوعية: *POWER (Social sciences), *JOB performance, *RESOURCE-based theory of the firm, *LEADERSHIP, STRUCTURAL equation modeling, FOLLOWERSHIP

مستخلص: Based on resources theories, the present study examines a serial mediation model, in which empowering leadership predicts employee job crafting through psychological capital (PsyCap) and trust in leader, and job crafting subsequently predicts three different work behaviors: psychological withdrawal, physical withdrawal, and positive work behavior. Data were collected from US employees at four separate points with one-month intervals. Structural equation modeling including testing alternative models was utilized to assess the mediation model. The results generally supported the hypothesized model, suggesting that empowering leadership elicited greater personal and job resources in the form of PsyCap and leader trust, which in turn, led to job crafting behaviors. Subsequently, job crafting made employees engage in more positive work behaviors, as well as fewer psychological and physical withdrawal behaviors. Significant direct effects of empowering leadership and PsyCap on one outcome, psychological withdrawal, were found in some analyses, however. Overall, the findings of the present study underline the importance of personal and job resources for favorable work behaviors by testing the mediating processes. [ABSTRACT FROM AUTHOR]

: Copyright of International Journal of Human Resource Management is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)