Won-Moo Hur, Yuhyung Shin, Seung-Yoon Rhee and Hyosun Kim
The purpose of this paper is to examine the relationship between employees’ perceptions of organizational virtuousness and task crafting, and to test the mediating roles of…
Abstract
Purpose
The purpose of this paper is to examine the relationship between employees’ perceptions of organizational virtuousness and task crafting, and to test the mediating roles of organizational identification and work engagement in this relationship.
Design/methodology/approach
The authors collected questionnaires from 175 Korean flight attendants and conducted structural equation modeling analyses.
Findings
Employees’ perceptions of organizational virtuousness were positively associated with task crafting. While organizational identification was not solely responsible for mediating this relationship, it intervened in the relationship between organizational virtuousness perceptions and task crafting by affecting work engagement.
Research limitations/implications
While this study provides important insights into the roles of organizational virtuousness, organizational identification, and work engagement in promoting task crafting, the use of self-reported, cross-sectional data limits causal inferences between variables.
Practical implications
Based on the present findings, managers can better understand the antecedents and mediating processes affecting employees’ task crafting.
Originality/value
This study adds value to the positive organizational psychology literature by revealing crucial intermediary processes linking organizational virtuousness perceptions and task crafting, thus suggesting reciprocity and social identity-based motivation as potential underlying mechanisms of task crafting.
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Won-Moo Hur, Taewon Moon, Jie Young Won and Seung-Yoon Rhee
This study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This…
Abstract
Purpose
This study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This study further examines how co-worker support, both instrumental and emotional, moderates the meaningful work–innovative behavior relationship.
Design/methodology/approach
Utilizing survey data from 355 employees in South Korea with a two-wave longitudinal design, path modeling with the M-plus PROCESS macro was performed to analyze the mediation and second-stage moderated mediation effects.
Findings
The results showed that the relationship between employee CSR perceptions and innovative behavior was mediated by meaningful work. Co-worker instrumental support strengthened the meaningful work–innovative behavior relationship, whereas co-worker emotional support had no significant moderating effect. The three-way interaction analysis indicated that the meaningful work–innovative behavior relationship was weakest when co-worker instrumental support was low. Additionally, instrumental support by co-workers moderated the indirect effect of CSR perceptions on innovative behavior via meaningful work.
Originality/value
This research contributes to the literature on CSR perceptions and meaningful work. Our focus on meaningful work as a key psychological mechanism provides insights into how and why employee CSR perceptions promote desirable outcomes including innovative behavior, an underexplored yet important outcome. Furthermore, by identifying co-worker instrumental support as a significant boundary condition, this study contributes to a more nuanced understanding of the social context that promotes innovative behavior.
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Hyewon Park, Won-Moo Hur and Seung-Yoon Rhee
This study aims to investigate the impact of overnight off-work relaxation on the performance of frontline service employees (FLEs). Specifically, the authors focused on FLEs'…
Abstract
Purpose
This study aims to investigate the impact of overnight off-work relaxation on the performance of frontline service employees (FLEs). Specifically, the authors focused on FLEs' customer-directed extra-role service behavior (C-ERSB) and coworker-directed extra-role service behavior (CW-ERSB) as indicators of outstanding service performance. Drawing on the conservation of resources (Hobfoll, 1989) and ego depletion theories (Baumeister, 2002), the authors hypothesized that the positive effect of overnight relaxation on ERSBs will be mediated by the state of recovery. Additionally, the authors examined the boundary conditions of these relationships by testing the moderating effects of work–family conflict (WFC) and family–work conflict (FWC).
Design/methodology/approach
The study employed an episodic sampling method. One hundred thirty-five FLEs completed two daily surveys (before- and after-work) over five consecutive workdays, yielding 636 time-lagged day-level observations. Multilevel path modeling was performed to analyze the mediation and second-stage moderated mediation effects.
Findings
Results showed that overnight off-work relaxation was positively related to FLEs' next-day C-ERSB and CW-ERSB via next-morning recovery state. The positive relationship between overnight off-work relaxation and the next-morning recovery state was weaker for FLEs who experienced overnight WFC. FWC during work hours weakened the positive relationship between the next-morning recovery state and CW-ERSB, but not the relationship between the next-morning recovery state and C-ERSB.
Originality/value
The study used an episodic sampling method to reveal the significance of off-work relaxation, recovery and family–work interface on FLEs' ERSBs, a critical yet underexplored phenomenon in service literature. This study sheds light on the pathways to achieve exceptional service performance by revealing the importance of overnight off-work relaxation and the conditions that promote ERSBs.
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Won-Moo Hur, Taewon Moon and Seung-Yoon Rhee
This study examines whether compassion at work increases service employees’ job performance. More specifically, the purpose of this study is to show the mechanism through which…
Abstract
Purpose
This study examines whether compassion at work increases service employees’ job performance. More specifically, the purpose of this study is to show the mechanism through which experienced compassion in an organization affects the job performance of service employees.
Design/methodology/approach
The employees from a department store in South Korea were surveyed using a self-administered instrument for data collection. Out of 550 questionnaires, a total of 309 usable questionnaires were obtained after list-wise deletion, for a 61.6 per cent response rate.
Findings
The results of this study suggest that the evaluative perspective of positive work-related identity mediates the relationship between compassion at work and service employees’ job performance. In addition, the findings of this study demonstrate that there is significant mediating effect of service employee creativity on the relationship between compassion at work and job performance. Furthermore, the relationship between compassion at work and job performance was sequentially mediated by the evaluative perspective of positive work-related identity and the creativity of service employees.
Research limitations/implications
The common method variance in the self-reported variables imposes a need for caution in the interpretation of the findings. Future studies could avoid the problem of common method bias by, for example, using supervisor ratings of creativity and job performance. On the other hand, this study will add to the growing body of research on service marketing by highlighting the role of compassion at work to enhance service employees’ job performance.
Practical implications
This study offers new insight for practitioners (i.e. CEOs, top management teams, employees) by suggesting that they may promote service employees’ job performance if they pay more attention to compassionate acts in service marketing.
Originality/value
As services are becoming more important and harder to sell simultaneously, this study provides a new perspective to improve service employees’ job performance by examining its link with compassion at work.
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I argue that while research on collective emotions is gaining in popularity, there has not been sufficient attention paid to understanding the mechanisms that explain how and why…
Abstract
I argue that while research on collective emotions is gaining in popularity, there has not been sufficient attention paid to understanding the mechanisms that explain how and why group emotions influence group outcomes. The goal of this chapter is to fill this gap by introducing group-member interactions as a group-level mechanism. I explore how positive and negative collective emotions in workgroups link to different types of member interactions, which in turn, influence group outcomes. Finally, I discuss the theoretical contributions of the research and the implications for future research on workgroup emotions and member interactions.