Timesizing proximity and perceived organizational support
Autor(a) principal: | |
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Data de Publicação: | 2018 |
Outros Autores: | , , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | https://doi.org/10.1080/14697017.2017.1394351 |
Resumo: | Timesizing, i.e. reduced work hours, has emerged as a less problematic alternative to layoffs. However, timesizing carries problems in terms of employee stress, attitudes, and performance. Based on the transactional theory of stress and the job demands-resources model, the authors proposed that timesizing proximity and perceived organizational support (POS) interactively predict employee stress appraisal and its outcomes. Through a field quasi-experiment involving 251 employees and their supervisors in a social service agency that was undergoing timesizing, the study found that higher POS minimized the effect of timesizing proximity on employees’ stress appraisal. In turn, stress appraisal was related to a number of cross-sectionally assessed outcomes including emotional exhaustion, reduced affective commitment to change, and reduced extra-role performance. These results highlight POS as a key organizational resource that lessens the negative consequences of proximity to timesizing. |
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Timesizing proximity and perceived organizational supportcontributions to employee well-being and extra-role performanceCommitment to changePerceived organizational supportStressTimesizingStrategy and ManagementTimesizing, i.e. reduced work hours, has emerged as a less problematic alternative to layoffs. However, timesizing carries problems in terms of employee stress, attitudes, and performance. Based on the transactional theory of stress and the job demands-resources model, the authors proposed that timesizing proximity and perceived organizational support (POS) interactively predict employee stress appraisal and its outcomes. Through a field quasi-experiment involving 251 employees and their supervisors in a social service agency that was undergoing timesizing, the study found that higher POS minimized the effect of timesizing proximity on employees’ stress appraisal. In turn, stress appraisal was related to a number of cross-sectionally assessed outcomes including emotional exhaustion, reduced affective commitment to change, and reduced extra-role performance. These results highlight POS as a key organizational resource that lessens the negative consequences of proximity to timesizing.NOVA School of Business and Economics (NOVA SBE)RUNNeves, PedroMesdaghinia, SalarEisenberger, RobertWickham, Robert E.2018-03-16T23:19:06Z20182018-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/article21application/pdfhttps://doi.org/10.1080/14697017.2017.1394351eng1469-7017PURE: 3308375http://www.scopus.com/inward/record.url?scp=85032681896&partnerID=8YFLogxKhttps://doi.org/10.1080/14697017.2017.1394351info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2024-03-11T04:18:11Zoai:run.unl.pt:10362/32684Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T03:29:55.564335Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Timesizing proximity and perceived organizational support contributions to employee well-being and extra-role performance |
title |
Timesizing proximity and perceived organizational support |
spellingShingle |
Timesizing proximity and perceived organizational support Neves, Pedro Commitment to change Perceived organizational support Stress Timesizing Strategy and Management |
title_short |
Timesizing proximity and perceived organizational support |
title_full |
Timesizing proximity and perceived organizational support |
title_fullStr |
Timesizing proximity and perceived organizational support |
title_full_unstemmed |
Timesizing proximity and perceived organizational support |
title_sort |
Timesizing proximity and perceived organizational support |
author |
Neves, Pedro |
author_facet |
Neves, Pedro Mesdaghinia, Salar Eisenberger, Robert Wickham, Robert E. |
author_role |
author |
author2 |
Mesdaghinia, Salar Eisenberger, Robert Wickham, Robert E. |
author2_role |
author author author |
dc.contributor.none.fl_str_mv |
NOVA School of Business and Economics (NOVA SBE) RUN |
dc.contributor.author.fl_str_mv |
Neves, Pedro Mesdaghinia, Salar Eisenberger, Robert Wickham, Robert E. |
dc.subject.por.fl_str_mv |
Commitment to change Perceived organizational support Stress Timesizing Strategy and Management |
topic |
Commitment to change Perceived organizational support Stress Timesizing Strategy and Management |
description |
Timesizing, i.e. reduced work hours, has emerged as a less problematic alternative to layoffs. However, timesizing carries problems in terms of employee stress, attitudes, and performance. Based on the transactional theory of stress and the job demands-resources model, the authors proposed that timesizing proximity and perceived organizational support (POS) interactively predict employee stress appraisal and its outcomes. Through a field quasi-experiment involving 251 employees and their supervisors in a social service agency that was undergoing timesizing, the study found that higher POS minimized the effect of timesizing proximity on employees’ stress appraisal. In turn, stress appraisal was related to a number of cross-sectionally assessed outcomes including emotional exhaustion, reduced affective commitment to change, and reduced extra-role performance. These results highlight POS as a key organizational resource that lessens the negative consequences of proximity to timesizing. |
publishDate |
2018 |
dc.date.none.fl_str_mv |
2018-03-16T23:19:06Z 2018 2018-01-01T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
https://doi.org/10.1080/14697017.2017.1394351 |
url |
https://doi.org/10.1080/14697017.2017.1394351 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
1469-7017 PURE: 3308375 http://www.scopus.com/inward/record.url?scp=85032681896&partnerID=8YFLogxK https://doi.org/10.1080/14697017.2017.1394351 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
21 application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
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Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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