زمان تاثیر عوامل استرس زای شغلی روی رفتار صوتی
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زمان تاثیر عوامل استرس زای شغلی روی رفتار صوتی

عنوان فارسی مقاله: چرا و چه زمانی عوامل استرس زای شغلی روی رفتار صوتی تأثیر می گذارند: چشم انداز تخلیه نفس
عنوان انگلیسی مقاله: Why and when job stressors impact voice behaviour: An ego depletion perspective
مجله/کنفرانس: مجله تحقیقات کسب و کار - Journal Of Business Research
رشته های تحصیلی مرتبط: مدیریت، روانشناسی
گرایش های تحصیلی مرتبط: روانشناسی صنعتی و سازمانی، روانشناسی عمومی، مدیریت منابع انسانی، مدیریت استراتژیک
کلمات کلیدی فارسی: عوامل استرس زا، استرس زا های مانع، تخلیه نفس، رفتار صوتی، رابطه رهبر-پیرو
کلمات کلیدی انگلیسی: Challenge stressors، Hindrance stressors، Ego depletion، Voice behavior، Leader-member exchange
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus - Master Journals List - JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.jbusres.2019.11.053
دانشگاه: Business School, Nanjing University, Nanjing, China
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2020
ایمپکت فاکتور: 5/352 در سال 2019
شاخص H_index: 158 در سال 2020
شاخص SJR: 1/684 در سال 2019
شناسه ISSN: 0148-2963
شاخص Quartile (چارک): Q1 در سال 2019
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 10
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: ندارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E14258
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


1- Introduction


2- Theory and hypotheses


3- Method


4- Results


5- Discussion


6- Conclusion


References

نمونه متن انگلیسی مقاله

Abstract


Most research assumes that job stressors decrease employees’ voice behavior. However, looking at research about job stressors and OCB (including voice), not all types of stressors have the same effects. The purpose of our research is to develop a new research model relating to the different effects of challenge stressors and hindrance stressors on voice behavior. Drawing on ego depletion theory, we propose that the relationship between stressors and voice behavior is mediated by employees’ ego depletion change. Further, we tested the moderating effect of leader-member exchange (LMX) on the relationship between stressors and subsequent ego depletion. We examined the hypothesized relationships using data collected in China from 346 employees on three consecutive days. As hypothesized, we found that ego depletion mediates the relationship between stressors and voice behavior. Also, LMX strengthens the positive relationship between hindrance stressors and subsequent ego depletion. We discuss implications for research and practice.


Introduction


Voice is defined as speaking up in ways that challenge the status quo towards someone with the perceived power to act (Detert & Burris, 2007). Research has shown that voice is linked to organizational performance (Perlow & Williams, 2003), managerial effectiveness (Morrison, 2011) and reduced staff turnover (McClean, Burris, & Detert, 2013). In view of these positive effects of voice in the workplace, it is important to investigate the antecedents of voice behavior. Particularly, we focus on the role of job stressors in predicting voice behavior (Morrison, 2014). Understanding how stressors facilitate or hinder voice behavior is essential for organizations, given the prevalence of job stressors. Research has consistently supported the view that job stressors are negatively related to voice behavior. For example, Li, Liang, and Farh (2018) found that perceived organizational politics, which is a type of job stressor, decrease employees’ voice behavior. Chiaburu, Marinova, and Van Dyne (2008) proposed that role overload and time pressure are negatively related to voice behavior. In a meta-analysis, Ng and Feldman (2012) found a negative relationship between various job stressors and voice behavior. However, research on the relationship between job stressors and organizational citizenship behavior (OCB), which often includes voice behavior as a key component, implies a more complex picture. The findings suggest that not all types of stressors have negative effects on organizational citizenship behavior. Whereas hindrance stressors are negatively related to OCB, stressors that challenge employees are positively related to OCB (Rodell & Judge, 2009; Wallace, Edwards, Arnold, Frazier, & Finch, 2009). Such findings suggest the relationship between some job stressors and voice behavior could be positive, and thus the previous conclusion of an exclusively negative relation might be inaccurate. Our study addresses this issue by differentiating between types of stressors, namely challenge stressors and hindrance stressors. We argue that different types of stressors have different effects on voice. We draw on ego depletion theory (Baumeister, Bratslavsky, Muraven, & Tice, 1998) to understand the effects of different job stressors on voice behavior. Baumeister et al. (1998) defined ego depletion as “a temporary reduction in the self’s capacity to engage in volitional action caused by the prior exercise of volition” (p. 1253). We argue that challenge and hindrance stressors have opposing effects on subsequent ego depletion ––the depletion of self-regulatory resources –– and that ego depletion, in turn, affects voice.

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