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1
DENİZ, Serkan. "EFFECT OF LONELINESS IN THE WORKPLACE ON EMPLOYEES’ JOB PERFORMANCE: A STUDY FOR HOSPITAL EMPLOYEES." International Journal of Health Services Research and Policy 4, no. 3 (December 13, 2019): 214–24. http://dx.doi.org/10.33457/ijhsrp.641706.
Анотація:
Loneliness has become one of the most important problems of our time. Loneliness can be seen not only in daily life but also in the workplaces. Loneliness in the workplace has many negative effects on both employees and organizations. In this study, it was aimed to reveal the effect of loneliness in the workplace on the job performance of employees in terms of private hospitals. The study was held in Istanbul, Turkey from August 2019 to October 2019. The data of the study were collected from the employees of the private hospitals operating in Istanbul through survey method. 393 valid questionnaires were collected for the study. When the study was completed, the loneliness levels of the participants in the workplace were found to be generally low and their job performances were to be high. As a result of the study, it was found that there is a statistically significant, negative and moderate relationship between all dimensions of loneliness in the workplace and the employees’ job performance. In addition, it was found that all dimensions of loneliness in the workplace negatively affect the job performance of employees. The results of this study indicate that loneliness in the workplace is a determinant for the employees’ job performance According to the results of the study, hospital managements were suggested to carry out some studies in order to ensure that employees do not experience loneliness in the workplace and to improve their job performance.
2
Abdul Gafoor, Sharmeela. "Workplace loneliness and employee creativity from a positive perspective." International Journal of Research in Business and Social Science (2147- 4478) 9, no. 6 (October 31, 2020): 244–62. http://dx.doi.org/10.20525/ijrbs.v9i6.911.
Анотація:
In recent years, feeling lonely in the workplace has become a serious issue that has gained growing concern due to its complex outcomes. Limited research is available on workplace loneliness and empirical research on workplace loneliness is still in infancy. The purpose of this quantitative research study is to determine whether a positive relationship exists between workplace loneliness and employee creativity in the tourism industry of Maldives. I propose a moderated mediation model in which workplace loneliness foster employee creativity via personal identity and knowledge hiding hinders it, and this effect is moderated by team identification. Role transition and social identity theory are used as an explanatory framework for workplace loneliness and employee creativity. Results from a study of 204 individuals show that workplace loneliness is positively and significantly related to employee creativity. Further analysis identified that personal identity is positively and significantly related to the relationship between workplace loneliness and employee creativity. The discussion concludes that a subjective and personal experience; workplace loneliness can foster employee creativity. These results contribute to the literature on creativity and workplace loneliness by clarifying how and what influences of workplace loneliness are related to employee creativity. Recommendation for further research are give
3
Dietmann, Antonia, Hakan Ozcelik, and Jian Peng. "Loneliness and the Workplace." Academy of Management Proceedings 2021, no. 1 (August 2021): 14492. http://dx.doi.org/10.5465/ambpp.2021.14492symposium.
4
Sekhon, Sagaljit Kaur, and Manjari Srivastava. "Conquering workplace loneliness Individual or organization accountability." Human Resource Management International Digest 27, no. 1 (January 14, 2019): 1–3. http://dx.doi.org/10.1108/hrmid-09-2018-0182.
Анотація:
Purpose The paper aims to understand the role of an individual and the organization for managing workplace loneliness in special workplaces, giving insight into the manifestation of a negative organizational climate which may have an adverse impact on personal and organizational effectiveness. Design/methodology/approach This study considered the existing literature and conducted an independent survey with sailors as the sample. Findings Individuals experience feelings of loneliness and it is the collective responsibility of both the individuals and the organizations to help alleviate these feelings. Research limitations/implications The present study focused on vulnerable groups of sailors as employees working in remote workplaces. Practical implications The findings suggest that leaders can be sensitized to include interventions to assure quality interactions among workers and be facilitators for sharing of emotions, especially in high-risk occupations. Originality/value Studying the existence of loneliness among employees in remote workplaces like the shipping sector has received limited attention in previous studies.
5
Jin, Jiaying, and Hiroshi Ikeda. "The Role of Empathic Communication in the Relationship between Servant Leadership and Workplace Loneliness: A Serial Mediation Model." Behavioral Sciences 14, no. 1 (December 20, 2023): 4. http://dx.doi.org/10.3390/bs14010004.
Анотація:
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.
6
Jung, Hyo Sun, Min Kyung Song, and Hye Hyun Yoon. "The Effects of Workplace Loneliness on Work Engagement and Organizational Commitment: Moderating Roles of Leader-Member Exchange and Coworker Exchange." Sustainability 13, no. 2 (January 18, 2021): 948. http://dx.doi.org/10.3390/su13020948.
Анотація:
This study aims to examine the effect of workplace loneliness on work engagement and organizational commitment and the moderating role of social relationships between an employee and his or her superior and coworkers in such mechanisms. Workplace loneliness decreased employees’ engagement with their jobs and, as such, decreased engagement had a positive relationship with organizational commitment. Also, the negative influence of workplace loneliness on work engagement was found to be moderated by coworker exchange, and employees’ maintenance of positive social exchange relationships with their coworkers was verified to be a major factor for relieving the negative influence of workplace loneliness.
7
Ahsan, Usman, and Muhammad Anwar ul Haq. "Perceived Organizational Support, Workplace Loneliness, and Creativity: Mediating Role of Workplace Loneliness, and Moderating Role of Proactive Personality." Reviews of Management Sciences 3, no. 2 (January 11, 2022): 147–64. http://dx.doi.org/10.53909/rms.03.02.092.
Анотація:
Purpose: Workplace loneliness is not something we often hear in organizations. Being a pervasive issue and having adverse effects, little attention has been devoted to understanding its relationships. To address the gap, the present study was employed to investigate perceived organization support as antecedent and creativity as a consequence outcome of workplace loneliness among managerial level employees. Proactive personality was used as a moderator to test workplace loneliness relationships with antecedent and outcome for significance. Methodology: The research was conducted by adopting a cross-sectional design, where data was collected in dyads by using two separate questionnaires for manager-subordinate relationships. The sample population (N=348) were individuals in a dyadic relationship working at managerial and subordination levels from the banking, education, manufacturing, and pharmaceutical sectors. By using CFA measurement model was accessed and hierarchical regression analysis was adopted to test the curvilinear relationship between perceived organizational support and workplace loneliness. Hays process macros were used for testing moderating effects. Finding& Conclusion: Results revealed a negative (-) relationship of workplace loneliness with its antecedent and outcome. This study also indicated that high proactive individuals are less likely to exhibit workplace loneliness when support is high. It also indicated that highly proactive individuals in the presence of workplace loneliness represent creative behavior as compared to low proactive individuals.
8
Du, Shuyun, Yinan Ma, and Jeoung Yul Lee. "Workplace Loneliness and the Need to Belong in the Era of COVID-19." Sustainability 14, no. 8 (April 16, 2022): 4788. http://dx.doi.org/10.3390/su14084788.
Анотація:
On the basis of Social Exchange Theory (SET), Knowledge Stickiness Theory (KST), and the need-to-belong hypotheses, we empirically studied the causes and consequences of workplace loneliness in interpersonal communication and explored the moderating effect of the need to belong. We distributed a survey and collected 639 valid responses in mainland China in both paper and electronic form during the period of February to October 2020, when the COVID-19 crisis was severe. Mplus was used to create a latent structural equation model with a moderating mediating model. Collaborative and competitive intrateam climates affect employees’ workplace loneliness and knowledge hoarding from different aspects. We also verified a moderated mediation model. Thus, this study examines the mediating effect of workplace loneliness and introduces the need to belong as the moderating variable; reveals the formation mechanism of workplace loneliness in collaborative and competitive intrateam climates; and deepens the research on the effective regulation of workplace loneliness. As the COVID-19 pandemic remains ongoing, we have verified changes to the mediating effect of workplace loneliness, driven by the motivation of the need to belong, and clearly evaluated a moderated mediating effect path, which contributes to the theory of belonging.
9
Chen, Yushuai, Zhonglin Wen, Jian Peng, and Xiqin Liu. "Leader-follower congruence in loneliness, LMX and turnover intention." Journal of Managerial Psychology 31, no. 4 (May 9, 2016): 864–79. http://dx.doi.org/10.1108/jmp-06-2015-0205.
Анотація:
Purpose – Research on workplace loneliness has thus far been dominated by perceptions of followers; hence, few researchers have considered the perspective of leader-follower congruence. The purpose of this paper is to examine how the leader-follower relationship mediates the relationship between leader-follower congruence/incongruence in workplace loneliness and turnover intentions. Design/methodology/approach – Data were collected from 232 leader-follower dyads from ten companies in China. Polynomial regression combined with the response surface methodology was used to test the hypotheses. Findings – Four conclusions were drawn. First, leader-member exchange (LMX) was higher when leaders and followers were aligned in terms of workplace loneliness than otherwise. Second, in the case of leader-follower congruence, LMX rose as their workplace loneliness fell. Third, in the case of incongruence, followers had lower LMX when they were lonelier than their leaders. Finally, LMX partially mediated the leader-follower congruence/incongruence effect of workplace loneliness on followers’ turnover intention. Originality/value – This study emphasized the importance of leaders’ congruence with followers in workplace loneliness. Additionally, it extended research on leader-follower congruence from a positive perspective to a negative one.
10
Jung, Yoon-Sik, Hyo-Sun Jung, and Hye-Hyun Yoon. "The Effects of Workplace Loneliness on the Psychological Detachment and Emotional Exhaustion of Hotel Employees." International Journal of Environmental Research and Public Health 19, no. 9 (April 25, 2022): 5228. http://dx.doi.org/10.3390/ijerph19095228.
Анотація:
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.
11
Jung, Yoon-Sik, Hyo-Sun Jung, and Hye-Hyun Yoon. "The Effects of Workplace Loneliness on the Psychological Detachment and Emotional Exhaustion of Hotel Employees." International Journal of Environmental Research and Public Health 19, no. 9 (April 25, 2022): 5228. http://dx.doi.org/10.3390/ijerph19095228.
Анотація:
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.
12
Yılmaz, Ercan, and Hüseyin Arslan. "Examination of relationship between teachers' loneliness at workplace and their life satisfaction." Pegem Eğitim ve Öğretim Dergisi 3, no. 3 (September 1, 2013): 59–69. http://dx.doi.org/10.14527/c3s3m6.
Анотація:
This research aims to examine teachers' life satisfaction level and their loneliness at workplace according to some variables. It also aims to find out predictive role and its level of teachers' loneliness at workplace on their life satisfaction. Research is carried out in accordance with relational screening model and 402 primary school teachers who are working in Ankara during 2012-2013 academic year and selected from 35 primary schools by use of disproportionate cluster sampling method constitutes the sample of the research. The data is collected with ''the scales of loneliness at workplace and life satisfaction'' and tested by making use of multiple regression technique. The differentiation levels in terms of teachers' life satisfaction and their loneliness at workplace, their sexes, marital status, attendance to concerted social activities out of school and union membership are analysed using T test. Research findings indicate that while there is not a significant difference between teachers' loneliness level at workplace with respect to marital status in the dimension of emotional deprivation, there is a meaningful diffrence in the dimension of social friendship. Single teachers feel themselves lonelier at workplace than married ones in social friendship dimension. According to marital status variable, life satisfaction levels show significant difference in favor of married teachers. Moreover, between the points of teachers' life satisfaction and the points of their loneliness at workplace in the dimensions of emotional deprivation and social friendship, there is meaningful negative way relationship. It is also inferred that there is a meaningful opposite relationship between emotional deprivation dimension of teachers' loneliness at workplace and social friendship dimension of their life satisfaction.
13
Stănescu, Dan Florin, and Marius Constantin Romașcanu. "The Impact of Perceived Social Support on Workplace Loneliness. The Mediation Role of Work Alienation." Management Dynamics in the Knowledge Economy 12, no. 2 (June 1, 2024): 133–44. http://dx.doi.org/10.2478/mdke-2024-0009.
Анотація:
Abstract The primary objective of this study is to investigate how perceived social support influences workplace loneliness, with a focus on the mediating role of work alienation. Existing research on the relationship between workplace loneliness, perceived social support, and employee engagement is notably limited. Recognizing the significance of social connections in individuals' lives, it is crucial to acknowledge that a substantial portion of our time is spent in the workplace. Failing to cultivate such relationships may predispose individuals to experience feelings of loneliness. Employing a cross-sectional design, the study gathered data from a convenient sample comprising 178 participants (48 males, 130 females), aged between 21 and 53 years (M=30.88, SD=9.00). Structured questionnaires, namely the Loneliness at Work Scale, The Multidimensional Scale of Perceived Social Support, and the Work Alienation Scale, were utilized for data collection. The findings revealed a negative correlation between perceived social support and workplace loneliness (r=-.729, p<.01). Similarly, perceived social support exhibited a negative association with work alienation (r=-.744, p<.01). Additionally, work alienation emerged as a robust mediator in the relationship between perceived social support and workplace loneliness (z = -4.12, p = .000). To enhance the explanatory capacity of the proposed model, future studies could consider incorporating additional variables. These may include jobrelated affective well-being, organizational commitment, or organizational citizenship behavior, offering a more comprehensive understanding of the intricate connections between perceived social support and workplace loneliness.
14
Rahnfeld, Marlen. "Erkennen und Bewältigen von Einsamkeit im betrieblichen Kontext." ASU Arbeitsmedizin Sozialmedizin Umweltmedizin 2024, no. 04 (March 27, 2024): 250–57. http://dx.doi.org/10.17147/asu-1-350383.
Анотація:
Recognizing and coping with loneliness in the workplace context Objectives: Loneliness manifests itself as an unpleasant feeling that arises when social relationships are perceived as inadequate. While temporary loneliness can be helpful, permanent loneliness is associated with mental and physical illness. As some causes and effects can also be found in the workplace context, companies should address the issue. Method: A systematic literature search was conducted to identify both scientific and practice-orientated publications on dealing with loneliness in the workplace context. Results: Many people spend a large proportion of their time at work, which therefore offers ideal conditions for raising awareness of the issue and taking preventative action. At present, however, loneliness still seems to be little known in German companies, although there are few reliable studies on the subject. Even if loneliness is not caused solely by the company, there are targeted measures available to protect employees so that they do not become lonely and to support those already affected with offers of help. Various approaches to prevention, early detection, and intervention for those affected by loneliness are presented, which can be applied in the workplace context. Conclusions: Loneliness must be understood as a shared task that can affect everyone and for which everyone can take joint responsibility. Although politicians are already looking for solutions, the issue should also be given greater attention in the world of work. It is important to establish the workplace as a social place that may serve as a resource for social relationships and at the same time offers opportunities for prevention and intervention. Keywords: loneliness – companies – occupational health management – prevention – intervention
15
Ghayas, Muhammad, Sana Hussain, Zareen Hussain, and Abida Shaheen. "Spirituality Matters: A Structural Analysis of Workplace Spirituality and its Outcome." Market forces 17, no. 2 (November 29, 2022): 157–82. http://dx.doi.org/10.51153/mf.v7i2.557.
Анотація:
SMEs world over significantly contributes to employment generation and economic activities. But in SMEs, specifically in Pakistan, employees have a high turnover intention and low morale resulting in low job and organizational performance. Researchers believe that spirituality in the workplace can address these issues. Thus, this study aims to examine the effect of spirituality on job satisfaction, organizational performance, loneliness, and turnover intention. It also examines the mediating roles of loneliness and work values. The study collected a sample of 415 SME employees in Karachi. We found that workplace spirituality positively affects job satisfaction, loneliness, and turnover intention. Our results related to the effect of spirituality on turnover intention and loneliness contradicts the past literature. However, we found that loneliness mediates workplace spirituality and turnover intentions. Our results also support the moderating effect of work values on workplace spirituality and job satisfaction. A lack of social values may promote loneliness and unhappiness at work in SMEs and other business entities.To reduce these feelings, SMEs must develop a conducive spiritual environment
16
Bryan, B. T., G. Andrews, K. N. Thompson, P. Qualter, T. Matthews, and L. Arseneault. "Loneliness in the workplace: a mixed-method systematic review and meta-analysis." Occupational Medicine 73, no. 9 (December 1, 2023): 557–67. http://dx.doi.org/10.1093/occmed/kqad138.
Анотація:
Abstract Background Loneliness is a risk factor for a range of mental and physical health problems and has gained increasing interest from policy-makers and researchers in recent years. However, little attention has been paid to loneliness at work and its implications for workers and employers. Aims Identify workplace, health and personal factors associated with workplace loneliness. Methods We searched five databases (PubMed, MEDLINE, EMBASE, PsycINFO and EBSCO Business Source Complete) for relevant articles published from 1 January 2000 to 23 February 2023. Quantitative data were synthesized using narrative synthesis and random-effects meta-analysis of correlation coefficients. Qualitative data were synthesized using thematic synthesis. Evidence quality was appraised using the Mixed-Methods Appraisal Tool. Results We identified 49 articles meeting the inclusion criteria. Pooled results indicate that workplace loneliness was associated with lower job performance (r = −0.35, 95% CI −0.49, −0.21), reduced job satisfaction (r = −0.34, 95% CI −0.44, −0.24), worse worker–manager relationship (r = −0.31, 95% CI −0.38, −0.24) and elevated burnout (r = 0.39, 95% CI 0.25, 0.51). Qualitative results suggest links between loneliness and inadequate workplace social interactions and mental health problems. As most studies used cross-sectional data and few adjusted for potential confounders, the direction and robustness of the associations remain untested. Conclusions Our results indicate that loneliness is associated with poor occupational functioning and well-being among workers. Results also show that loneliness is associated with modifiable aspects of the work environment, suggesting that the workplace may offer a fruitful avenue for interventions targeting loneliness.
17
Zhou, Xuan. "A Review of Researches Workplace Loneliness." Psychology 09, no. 05 (2018): 1005–22. http://dx.doi.org/10.4236/psych.2018.95064.
18
Febriani, Rizki, Siti Nur Hasanah, Kenny Roz, and Arif Rahman Hakim. "The Impact of Workplace Spirituality, Work-Family Conflict, and Loneliness in Work on Intention to Stay: Case Study on Women Employees in Indonesia." International Journal of Professional Business Review 8, no. 4 (March 28, 2023): e01473. http://dx.doi.org/10.26668/businessreview/2023.v8i4.1473.
Анотація:
Purpose: This study aimed to analyze the relationship between workplace spirituality, work-family conflict, loneliness in the workplace, and the intention to stay among women employees in the Indonesian manufacturing industry. It is important to understand the factors that increase employees' intention to stay as an essential resource for the company's survival. Design/methodology/approach: Women employees were selected as the study object due to their unique roles, perspectives on work and family, and emotional sensitivity. This study was conducted with a sample of 300 women employees manufacturing in Indonesia and used the Smart-PLS analysis method. Findings: The results showed that workplace spirituality positively and significantly impacted the intention to stay but had a negative and significant effect on work-family conflict and loneliness at work. Work-family conflict positively and significantly impacted loneliness at work but could not mediate the effect of workplace spirituality on the intention to stay. However, loneliness at work mediated the effect of workplace spirituality on the intention to stay among women employees in the manufacturing sector in Indonesia. Research, Practical & Social implications: The highlight the need to incorporate spiritual values in the workplace to increase employees' intention to stay. Additionally, companies should reduce work-family conflict and loneliness experienced by women employees at work. Originality/value: This study identified the overwhelming influence of workplace spirituality, work-family conflict, loneliness at work, and intention to stay among women employees in the Indonesian manufacturing industry. Aside from being workers, women also have an important role in carrying out daily life. We examine the ramifications of these findings for research and practice.
19
Hidayat, M. Fachri, and Dr Henddy Ginting. "Impact of Workplace Bullying on Work Performance Moderated by Loneliness: A Case study of Indonesia." International Journal of Research in Social Science and Humanities 03, no. 06 (2022): 01–08. http://dx.doi.org/10.47505/ijrss.2022.v3.6.1.
Анотація:
The issue of bullying within the workplace is a constant pursuit by scientists. The effect studied regarding the issues varies and has a large list of mediators and moderators. A common result of workplace bullying is its effect on working performance. Being one of the variables that hold a unique position as to cause and cause by, loneliness may introduce an updated perception of what bullying could have. Using a purposive sampling online survey, the data was collected from employees of multiple organizations and state-owned companies in Indonesia, especially West Java and North Sumatera. One hundred twenty-six valid data were gathered and processed for this study. The questionnaire was designed using COPSOQ III to assess the workplace bullying variable, the UCLA loneliness scale for the loneliness variable, and Koopman's individual work performance (IWP) assessment for the work performance variable. The result shows a relationship between workplace bullying and work performance, though it is insignificant, and loneliness elevates bullying's effect on work performance. The implication of these findings is to enrich understanding of work place bullying within the workplace, but further research is still advised.
20
Ghadi, Mohammed Yasin. "The impact of workplace spirituality on voluntary turnover intentions through loneliness in work." Journal of Economic and Administrative Sciences 33, no. 1 (May 15, 2017): 81–110. http://dx.doi.org/10.1108/jeas-03-2016-0005.
Анотація:
Purpose The purpose of this paper is to examine a hypothesized model investigating the influence of workplace spirituality on turnover intentions through the academics loneliness in universities in Jordan. Design/methodology/approach A translated pre-determined survey on a sample of Jordanian academics from universities was used. A total of 381 usable returns were collected for the analysis (i.e. response rate of 84.6 percent). Structural equation model (SEM) and tow-step modeling approach using AMOS were implemented to obtain the best fit model and to determine the role of loneliness in work as a mediator between workplace spirituality and voluntary turnover intentions. Findings As predicted, the hypothesized model best fits the data. The results of simple mediation analysis and SEM also contribute to the clarification of the causal relations between workplace spirituality and turnover intentions in one hand and workplace spirituality and loneliness in work on the other hand. Moreover, the results revealed that the influence of workplace spirituality on voluntary turnover intention was partially mediated by loneliness in work. The results support a partial mediation relationship as the total effect of workplace spirituality on voluntary turnover intentions attenuated slightly but remained significant upon the introduction of loneliness in work. Research limitations/implications The results of this study might only be generalized to universities and similar contexts. Moreover, although the sample of the study was yielded from sample in Jordanian universities, the common methods bias might be a problem in generalizing the results. Practical implications The findings could provide decisions makers with valuable insight to focus on building training programs in order to understand the benefits of enriching spiritual environment and be more supportive of spirituality movement. Furthermore, organizations can design some of activities that make work environment more meaningful. Originality/value This study is unique as it is the first that examined theoretically and empirically the influence of workplace spirituality on turnover intentions through loneliness in work on a sample of Jordanian academics.
21
Ramadhani, Ulfah Sa'adah, and Muafi Muafi. "Pengaruh Workplace Loneliness dan Stres Kerja terhadap Kinerja Karyawan Dimediasi Nilai Spiritual Islami: Studi di Bank BNI Syariah Yogyakarta." Telaah Bisnis 22, no. 1 (July 31, 2021): 1. http://dx.doi.org/10.35917/tb.v22i1.198.
Анотація:
The purpose of this study was to examine and analyze workplace loneliness and work stress on employee performance mediated by Islamic spiritual values. The research was conducted at Bank BNI Syariah Yogyakarta with a sample size of 75 respondents and using quantitative methods. The data collection technique was carried out by using a questionnaire distributed via google form, then the results of the study were analyzed statistically using SEM (structural equation modeling) with the help of SMART PLS software. The results of the study found that there was no positive and significant effect of workplace loneliness on Islamic spiritual values in employees, there was no positive and significant effect of workplace loneliness on employee performance, then there was a negative and significant effect of work stress on Islamic spiritual values, there was a negative and significant effect on work stress. On employee performance, there is no positive and significant influence of Islamic spiritual values on employee performance. In addition, Islamic spiritual values cannot significantly mediate the relationship between workplace loneliness and employee performance and show that Islamic spiritual values significantly mediate the relationship between work stress and employee performance in employees at Bank BNI Syariah Yogyakarta.
22
Arslan, Aykut, Serdar Yener, and Julie Aitken Schermer. "Predicting workplace loneliness in the nursing profession." Journal of Nursing Management 28, no. 3 (April 2020): 710–17. http://dx.doi.org/10.1111/jonm.12987.
23
Sajjad, Muhammad, Anam Riaz, Orangzab, Muhammad Chani, and Rai Hussain. "Innovations in Human Resources Management: Mediating Role of Intrinsic Motivation." Marketing and Management of Innovations, no. 1 (2020): 110–20. http://dx.doi.org/10.21272/mmi.2020.1-08.
Анотація:
This study determines the impact of loneliness on creativity through a powerful and essential mediator of intrinsic motivation. The ability to motivate oneself leads towards the accomplishment of tasks and creative work. In recent years, workplace loneliness has become a more critical issue in both academic and practical debates. So, this study highlighted the significant cause of creativity which could help the organization to handle the problem of loneliness. The study assumes that when isolation at the workplace is high, employees are less approachable towards their tasks. So, their performance and creativity reduced. Because loneliness leads to stress, depression and anger, it reduces the creative skills of employees. To enhance creativity, lonely employees must be motivated to minimise their adverse outcomes. So, the research question arises: Does intrinsic motivation (IM) intervene in between the workplace loneliness (WL) and employees' creativity? This study is also significant because employees and employers' relations are the backbone of their respective organizations and directly affect the performance and growth of their respective organizations. A data collection survey method was held on employees of Banking Sector currently working in Vehari district of Pakistan. Sample space was the employees of Pakistani banks working on officer grades. There is a total of 124 bank branches in Vehari District of Pakistan. In these 124 branches, a total of 726 employees were working on managerial positions which were targeted for data collection. Simple random sampling technique was employed to collect the information from the respondents. Simple random sampling techniques were used to avoid from the busyness and undesirable unknown effects from the target population. Data were obtained from 400 banking officers. For data collection, validated and adapted questionnaires were used. Each variable of the survey was measured through a Likert scale of 5 points. For statistics evaluation, the statistical tools such as reliability of data, collinearity of data, the association of variable's, mediation and Regression were tested. For data reliability and validation, Statistical Package for Social Sciences (SPSS) was used while to measure the direct, indirect or mediation effect was measured through smart pls 3. Smart PLS3 is a landmark in latent variable modelling. It combines state of the art methods with an easy to use and in-built graphical user interface. Structural Equation Modeling (SEM) is utilized to quantify the power of essential philosophies with spotted data. Results showed Workplace Loneliness has a definite and meaningful relationship with employee's creativity. Results also supported the intervening role of Intrinsic motivation (IM) between the relationship Workplace Loneliness (WL) on Employees’ creativity (EC). The study provides significant implications in literature and for practitioners who are interested in measuring the profound effect of loneliness on creativity. Hypotheses are tested through mediation and for mediation analysis through the most commonly used approach of baron and Kenny. From results, it is stated that workplace loneliness is predicting the intrinsic motivation and creativity. Intrinsic motivation is the mediator in the current study, which partially intermediates the relation of WL and EC. So, it can be stated that employees can only be creative and able to utilize their cognition abilities for creativity when they are socially isolated from other works. The findings authenticate all hypotheses and their correspondence between the workplace loneliness, creativity and intrinsic motivation. In a nutshell, intrinsic motivation is the crucial element for creativity because when employees are internally satisfied with their work, they become energized and motivated and perform their work in a creative way. Keywords employees creativity, intrinsic motivation, mediation analysis, structural equation modeling, workplace loneliness.
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TABANCALI, Erkan. "The Relationship between Teachers’ Job Satisfaction and Loneliness at the Workplace." Eurasian Journal of Educational Research 16, no. 66 (December 19, 2016): 1–30. http://dx.doi.org/10.14689/ejer.2016.66.15.
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Kuriakose, Vijay, Sreejesh S., P. R. Wilson, and Anusree MR. "The differential association of workplace conflicts on employee well-being." International Journal of Conflict Management 30, no. 5 (October 14, 2019): 680–705. http://dx.doi.org/10.1108/ijcma-05-2018-0063.
Анотація:
Purpose The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness. Design/methodology/approach The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations. Findings The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work. Practical implications The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being. Originality/value To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.
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Ghista Dilla and Yulihardi. "Workplace Loneliness and OCB: The Mediation Role of Affective Commitment." SAINS ORGANISASI 1, no. 1 (January 27, 2022): 41–50. http://dx.doi.org/10.55356/so.v1i1.10.
Анотація:
This study aims to determine whether loneliness at work and OCB affect the Mediation Role of Affective Commitment. The location of this research was conducted at PT. Green Planet Indonesia branch Pekanbaru, Riau. While the time of the study was carried out from April to June 2021. The source of this research data is the respondent PT. Green Planet Indonesia. With 50 respondents as the research sample. The data analysis used in this paper is PLS Structural Equation Modeling (SEM) which is operated through the SmartPLS program. The results of this paper indicate that Workplace Loneliness has a negative and significant effect on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia. Workplace Loneliness has a negative and significant effect on Affective Commitment to employees at a private company PT. Green Planet Indonesia. Affective commitment has a positive and significant effect on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia. Affective commitment is not able to mediate workplace loneliness on Organizational Citizenship Behavior on employees at a private company PT. Green Planet Indonesia.
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Chen, Chiyin, and Junpeng Jiang. "The Double-Edged Sword Effect of Protean Career Attitude on Employee Deviant Innovation." International Journal of Education and Humanities 8, no. 2 (April 19, 2023): 53–55. http://dx.doi.org/10.54097/ijeh.v8i2.7589.
Анотація:
Deviant innovation is an important way for enterprises to break through innovation bottleneck. With the reshaping of employment relationship, the self-oriented and value-driven protean career attitude has gradually attracted academic attention. Based on self-determination theory, conservation of resources theory and affective events theory, this paper explores the dual-path mechanism and boundary condition of the impact of protean career attitude on deviant innovation, and constructs a theoretical model: protean career attitude promotes deviant innovation through harmonious work passion and inhibits deviant innovation through workplace loneliness, supervisor developmental feedback positively moderates the relationship between the protean career attitude and harmonious work passion, negatively moderates the relationship between the protean career attitude and workplace loneliness, and moderates the indirect dual-path effect of the protean career attitude on the deviant innovation through the harmonious work passion and workplace loneliness.
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Dumitru, Mihaela-Gabriela, Emilia-Ioana Țaga, and Mariana Floricica Călin. "The influence of frustration and loneliness on job satisfaction." „Black Sea” Journal of Psychology 14, no. 4 (November 30, 2023): 263–79. http://dx.doi.org/10.47577/bspsychology.bsjop.v14i4.278.
Анотація:
Contemporary emphasis is placed on concepts that look at intrinsic and extrinsic factors that influence work activity in the workplace. This research focuses on identifying differences and correlations between concepts that designate the influence of frustration and loneliness on job satisfaction. A sample of 60 people, 31 women and 29 men, 27 rural and 33 urban, was assessed with the following instruments: the Basic Psychological Job Satisfaction and Frustration Scale-General Measure and the Workplace Loneliness Scale. The results showthat significant differences were found between women and men in terms of perceived loneliness at work. On the other hand, a negative correlation was found between loneliness and frustration of the need for autonomy. Significant differences were also found in terms of background and satisfaction of the need to relate at work, where those from urban areas scored higher. The results of the research are analysed and discussed, thus gaining insights into loneliness, frustration and overall perceptions of job satisfaction.
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Wahyuni, Desi, and Muafi Muafi. "Effects of workplace loneliness and perceived organizational support towards intention to leave mediated by organizational commitment." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 4 (June 14, 2021): 01–16. http://dx.doi.org/10.20525/ijrbs.v10i4.1212.
Анотація:
The aim of this research is to examine and analyze effects of workplace loneliness and perceived organizational support towards Intention to Leave mediated by organizational commitment. This research was conducted on the employees of securities company that are part of Indonesian Stock Exchange (BEI), specifically located in D.I. Yogyakarta and Central Java, with a total sample of 101 respondents. The data analysis used for this research is quantitative method of Structural Equation Modeling (SEM) with result that shows; (1) There is a negative and significant correlation between Workplace Loneliness towards Organizational Commitment, (2) there is a positive and significant correlation between Workplace Loneliness towards Intention to Leave, (3) there is a positive and significant correlation between Perceived Organizational Support towards Organizational Commitment, (4) Perceived Organizational Support has a negative and significant correlation towards Intention to Leave, (5) there is a negative and significant correlation between Organizational commitment towards Intention to Leave, (6) there is a positive and significant correlation between Workplace Loneliness towards Intention to Leave through the variable of Organizational commitment, and (7) there is a negative and significant correlation between Perceived Organizational Support towards Intention to Leave through the variable of Organizational commitment among the employees of securities company that are parts of Indonesian Stock Exchange (BEI), specifically located in D.I. Yogyakarta and Central Java.
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Zhang, Xuelin. "Study of Influential Mechanism of Workplace Loneliness and Knowledge Hiding." Frontiers in Business, Economics and Management 7, no. 3 (March 3, 2023): 261–67. http://dx.doi.org/10.54097/fbem.v7i3.5588.
Анотація:
In the digital era, enterprises need a series of innovative practices to stand out in the fierce market competition. The role of unique intellectual resources is particularly important in maintaining competitive advantages compared to other replicable production resources. Knowledge is an intangible asset that requires a people carrier in order to be used and circulated in organizations, innovation is often born in this process. Managers have invested a lot of resources to facilitate knowledge sharing, but to protect their personal interests, employees may implement knowledge hiding to maintain their own assets and unique status, so that making knowledge management practices have little effect in organizations. Knowledge hiding behavior has gradually become a topic of academic concern in the field of knowledge management. In this era, the epidemic has further driven changes in employees' work environment and methods, reducing human contact and giving rise to workplace loneliness. In recent years, domestic scholars have also begun to pay attention to this negative emotional experience in the workplace and have conducted studies on negative work behaviors triggered by workplace loneliness. In this study, we focus on the mechanism of workplace loneliness on knowledge hiding behavior and construct a research model based on the resource conservation theory and the job demands - resources model. Specifically, workplace loneliness is used as the independent variable to influence knowledge hiding through the mediating effect of emotional exhaustion, and high involvement work system is introduced as the boundary condition to verify its moderating effect on the first and second stages of the model.
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Guo, Lin. "The Effect of Workplace Loneliness on Silence Behavior." Psychology 11, no. 03 (2020): 467–79. http://dx.doi.org/10.4236/psych.2020.113032.
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Ramzan, Mehwash, Sana Mukarram, Aleena Mukarram, and Shaheryar Naveed. "Moderating influence of social support on the relationship of workplace loneliness and well-being of employees with special needs in Pakistan." Journal of Humanities, Social and Management Sciences (JHSMS) 2, no. 2 (November 15, 2021): 131–49. http://dx.doi.org/10.47264/idea.jhsms/2.2.10.
Анотація:
Workplace Loneliness is a process, which begins with the psychological requirement of belongingness, and exposes on the reality of social relations within the organizations. This research finds out the impact of workplace loneliness of employees with special needs on their psychological well-being with moderating impact of perceived social support from co-workers and managers. For this purpose, 120 employees with special needs working on managerial role, belonging from public (37%), private (32%), and non-governmental (32%) sectors participated as respondents of the questionnaire-based survey, which was developed on a website according to international accessibility standards. The data was collected by circulating it through multiple social media platforms. The analysis of collected data was performed in MS Excel and IBM SPSS Statistics. Results are clearly showing that social support is an important factor in reducing workplace loneliness and in increasing the well-being of employees with special needs. Therefore, these special employees must be treated as differently abled bodies instead of disabled ones. Hindrances including Covid-19 and software inaccessibility were also faced during the whole process. On the basis of this study, future researchers can research further about type of social support that should be provided on workplace to employees with special needs.
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Chou, Shih Yung, and Tree Chang. "The costs of being rejected." Team Performance Management 22, no. 3/4 (June 13, 2016): 181–203. http://dx.doi.org/10.1108/tpm-01-2016-0003.
Анотація:
Purpose This paper aims to develop a theoretical model describing how newcomers’ team-member exchange (TMX), team identification and workplace loneliness may be affected by existing team members’ rejections to the newcomers’ interpersonal helping behavior (IHB). Design/methodology/approach A theoretical analysis was performed. Findings The authors propose the following propositions. First, higher levels of IHB rejections result in lower levels of TMX and team identification and higher levels of workplace loneliness experienced by a newcomer. Second, a newcomer’s TMX mediates the relationship between IHB rejections and the newcomer’s workplace loneliness and team identification. Finally, a newcomer’s team identification mediates the relationship between IHB rejections and the newcomer’s workplace loneliness. Practical implications This theoretical study provides the following managerial implications. First, managers need to proactively implement tactics that help satisfy newcomers’ affiliation needs through the development of strong formal work relationships with existing members. Second, managers are advised to consider the use of tactics that facilitate the development of effective informal relationships between newcomers and existing team members upon the entry of the team. Third, managers need to implement informal social events where newcomers have the opportunity to exhibit their helpful behaviors. Fourth, managers should periodically inform existing team members of some common anxieties and fears of newcomers that are triggered by entering new interpersonal environments. Finally, managers may utilize mentoring programs that help facilitate newcomers’ accurate interpretations of phenomena occurring around them. Originality/value This theoretical study is the first study that examines consequences of IHB rejections in organizations.
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Li, Ye, Jih-Yu Mao, and Minya Xu. "Need to Belong under Attack: Workplace Ostracism Brings Workplace Loneliness and Damaged Performance." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 16709. http://dx.doi.org/10.5465/ambpp.2019.16709abstract.
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Ozcelik, Hakan, and Sigal G. Barsade. "No Employee an Island: Workplace Loneliness and Job Performance." Academy of Management Journal 61, no. 6 (December 2018): 2343–66. http://dx.doi.org/10.5465/amj.2015.1066.
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Cernat, Lorena-Mariana, Bianca Floria, Laura-Elena Șerban, and Silvia Raluca Matei. "Analysis of the relationship between eating habits, weight selfefficacy and workplace loneliness in multinational tourism organizations." „Black Sea” Journal of Psychology 14, no. 4 (November 30, 2023): 160–76. http://dx.doi.org/10.47577/bspsychology.bsjop.v14i4.271.
Анотація:
Loneliness and unhealthy eating habits can lead to serious health complications, and it's understandable why these two variables are looked at in relation to each other when we reach out toa nutritional or mental health specialist. If we refer to the organizational environment, it could be deduced that such a dysfunctional relationship could be quite difficult to identify, especially when the organization of which the individual is part is a multinational one, with a high number ofemployees. This this could lead to a significant decrease in the feeling of loneliness, implicit inmaintaining healthy eating habits, which will increase the feeling of self-efficacy in relation to bodyweight. The objective of this research was to observe the relationship between the feelings of loneliness, eating habits and weight self-efficacy at work. The data obtained highlighted the fact that people tend to change their eating behaviors at work, depending on the environment they are part of. Thus, the social company has a significant impact on eating habits. At the same time, when social support within organizations is low or even absent, an increase in unhealthy eating behaviors can be observed among employees to cope with the feeling of loneliness. to observe whether young people are more susceptible to loneliness compared to other age groups. The results showed that the work environment is an important factor in maintaining loneliness. Tourism being a field of hospitalityand openness to the customer, it generated a similar behavior inside the organization, among employees. Thus, it was possible to observe the fact that young people do not feel loneliness as much as in other fields of activity.
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Rajalakshmi, M., and B. Naresh. "Influence of Cyber and Workplace Bullying Towards Employee Negative Emotions the Moderating Role of Gender." International Journal of Cyber Behavior, Psychology and Learning 8, no. 2 (April 2018): 20–34. http://dx.doi.org/10.4018/ijcbpl.2018040102.
Анотація:
The main aim of this study is to understand the bullying behavior and its impact towards negative emotions among IT employees. There are two factors in bullying, workplace bullying and cyber bullying, which have an influence on emotional and social loneliness, depression, anxiety, stress and suicide (negative emotions) with moderating role of gender. The study is based on descriptive research design and non-probability purposive sampling methods which have been adopted for data collection. Items are adopted from various scales to measure workplace bullying and cyber bullying and its influence on negative emotions with a moderating role of gender. Findings: The findings of the study describes that negative emotions of employees are being influenced by bullying behavior. The result denotes that emotional and social loneliness is being affected due to cyber bullying and employee stress and depression level is being affected by workplace bullying.
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Anand, Payal, and Sushanta Kumar Mishra. "Proximal and Distal Causes of Workplace Loneliness: An Exploratory Study." Academy of Management Proceedings 2018, no. 1 (August 2018): 13827. http://dx.doi.org/10.5465/ambpp.2018.13827abstract.
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Kang, Yu, Lu Chen, Kaixuan Tang, and Yilin Xiang. "The Initiative Paradox: Relational Crafting, Social Undermining and Workplace Loneliness." Academy of Management Proceedings 2021, no. 1 (August 2021): 11064. http://dx.doi.org/10.5465/ambpp.2021.11064abstract.
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AKGEMCİ, Tahir. "The Effects of Cultural Intelligence on Loneliness in The Workplace." International Journal of Academic Value Studies (Javstudies JAVS) 3, no. 15 (January 1, 2017): 93–106. http://dx.doi.org/10.23929/javs.444.
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Ayazlar, Gökhan, and Berrin Güzel. "The Effect of Loneliness in the Workplace on Organizational Commitment." Procedia - Social and Behavioral Sciences 131 (May 2014): 319–25. http://dx.doi.org/10.1016/j.sbspro.2014.04.124.
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Dor-Haim, Peleg, and Izhar Oplatka. "The implications of loneliness among school principals." International Journal of Educational Management 35, no. 4 (March 2, 2021): 803–14. http://dx.doi.org/10.1108/ijem-12-2020-0564.
Анотація:
PurposeThis paper explores the subjective interpretations of school principals' experiences of loneliness in the workplace and the implications of those experiences. The study poses two questions: (1) How do school principals perceive that their experience of loneliness affects their emotional well-being? (2) How do school principals perceive that the experience of loneliness influences their performance at work?Design/methodology/approachSemi-structured interviews were conducted with 22 elementary and secondary school principals in Israel. A qualitative research methodology was employed to collect and analyze the data.FindingsData analysis resulted in four overarching themes, which captured the subjective consequences of principals' experiences of loneliness at work: a negative effect on work performance, emotional distress, physical health consequences and a positive perspective on loneliness.Originality/valueExpanding upon the current knowledge regarding principals' perceived outcomes of loneliness may help to deepen our understanding of principals' emotional experiences and functioning at work. This examination is of great value as previous research has demonstrated the central role of principals on school success.
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Wu, Qian, Yuko Yamaguchi, and Chieko Greiner. "Factors Related to Mental Health of Foreign Care Workers in Long-Term Care Facilities in Japan during the COVID-19 Pandemic—A Comparative Study." International Journal of Environmental Research and Public Health 19, no. 24 (December 8, 2022): 16491. http://dx.doi.org/10.3390/ijerph192416491.
Анотація:
This study aimed to evaluate the factors related to the mental health of foreign care workers in Japan’s long-term care (LTC) facilities and compare their results with those of native care workers. We conducted a cross-sectional survey covering 80 LTC facilities across Japan between August and November 2021. The survey mainly included mental health, workload, reward, sense of coherence, loneliness, COVID-19-specific factors and sociodemographic variables. The results show that workload was a distinct feature associated with the mental health of foreign care workers (n = 172) when compared with those of native care workers (n = 154). In addition, we found that the relationship between cultural adaptation and mental health in a sample of foreign care workers was mediated by loneliness and sense of coherence (SOC). Finally, we found that reward, loneliness, SOC, and COVID-19-specific factors had significant impacts on the mental health of both foreign and native care workers. These findings highlight the importance of support measures from the workplace for foreign care workers. Workplace interventions that focus on workload, reward, and sense of coherence strategies are required to address mental health improvement and may still be of value in dealing with the continuing COVID-19 pandemic.
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Steinberg, Annie G., Vicki Joy Sullivan, and Louise A. Montoya. "Loneliness and Social Isolation in the Work Place for Deaf Individuals During the Transition Years: A Preliminary Investigation." Journal of Applied Rehabilitation Counseling 30, no. 1 (March 1, 1999): 22–30. http://dx.doi.org/10.1891/0047-2220.30.1.22.
Анотація:
This study is a first attempt to examine the experience of loneliness and social isolation for young adults who are deaf. It was hypothesized that these factors play a significant role in job retention and effective workplace functioning for individuals who are deaf or who have special communication needs and that social integration difficulties could result in poor vocational and psychological outcomes. This study found that communication barriers in the workplace create social difficulties and affect the performance of people who are deaf. Strategies utilized for coping with isolation and for improving integration into the workplace are described and recommendations for future research and intervention with deaf youth are offered.
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Basit, Ameer A., Muhammad Umer Azeem, and Inamul Haq. "Towards Making Inclusive Organizations: A Conditional Process Analysis of Workplace Loneliness." Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 16463. http://dx.doi.org/10.5465/ambpp.2019.16463abstract.
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Firoz, Mantasha, and Richa Chaudhary. "Antecedent & outcomes of workplace loneliness: Role of perceived organizational support." Academy of Management Proceedings 2021, no. 1 (August 2021): 15338. http://dx.doi.org/10.5465/ambpp.2021.15338abstract.
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Abdelkreem, Hasnaa S., Karima A. Zaid, Ali H. Alhayati, and Shaimaa S. Adam. "Correlation between Emotional Intelligence and Workplace Flourishing among Nurses Working in Critical Care Units." Evidence-Based Nursing Research 3, no. 4 (December 5, 2021): 15. http://dx.doi.org/10.47104/ebnrojs3.v3i4.228.
Анотація:
Context: Emotional intelligence is a group of skills not related to mental capabilities and includes social competencies that enhance an individual's flourishing when confronting daily needs and stress. Emotional intelligence is crucial to one's intelligence for many people to achieve ascendency in their lives and professional careers. As human beings, success and, specifically, professional advancement relies upon a person's ability to recognize other personnel's signals and react to them appropriately.
Aim: This study aimed to assess the correlation between emotional intelligence and workplace flourishing among nurses working in critical care units.
Methods: A descriptive cross-sectional correlation design was utilized. The study was conducted at the critical care units in two hospitals, one public, and one private hospital; both hospitals are in Riyadh-KSA. The study used a systematic sampling of nurses working in critical care units at both hospitals (n=137). The data was collected using two tools: Genos EI self-report inventor, PERMA-Profiler model.
Results: A statistically significant positive correlation was revealed between total emotional intelligence and overall wellbeing domain of workplace flourishing (r=0.585, p <0.05), Happiness domain (r=0.430, p<o.o5), and Health domain (r= 0.370, p <0.05), and a statistically significant negative correlation between total emotional intelligence and loneliness (r=-0.184, p<0.05). Emotional intelligence scores were statistically significant single positive predictors of flourishing workplace scores.
Conclusion: The study results provide a pathway for researchers to better understand a positive correlation between emotional intelligence and workplace flourishing among critical care nurses, statistical significance positive correlation between workplace flourishing and emotional intelligence in overall wellbeing, happiness, and health domain. A statistically significant correlation between negative emotion and loneliness domains. Emotional intelligence must be improved for all nurses and nurse managers by conducting continuing educational training programs about emotional traits and enhancing workplace flourishing.
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Üstün, Ferda, and Emre Üstün. "The moderating role of supervisor support in the effect of perceived overqualification on workplace loneliness." South African Journal of Education 43, no. 3 (August 31, 2023): 1–11. http://dx.doi.org/10.15700/saje.v43n3a2110.
Анотація:
The purpose of this research was to determine whether supervisor support (SS) plays a moderating role in the perception of overqualification (POQ) on workplace loneliness (WL) among music teachers in Turkey. The research was based on the assumption that loneliness, which is a negative emotional state and expresses employees’ inability to establish a healthy relationship within the organisation, may arise from music teachers’ perceived overqualification and can be shaped with the support of this relationship. With this study we discovered that perceived overqualification has a definite and significant impact on WL. It was also discovered that supervisor support moderated the relationship between perceived overqualification and WL. Consequently, although music teachers felt overqualified, they did not feel lonely at work if their supervisor provided strong support.
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ÖZTÜRK ÇİFTCİ, Didem. "Emotional exhaustion as a mediator among workplace loneliness, work alienation and turnover intention." International Journal of Organization Theory & Behavior 24, no. 2 (March 11, 2021): 93–106. http://dx.doi.org/10.1108/ijotb-04-2020-0051.
Анотація:
PurposeThe purpose of this study is to determine the effect of loneliness and alienation in the workplace on the intention of leaving employment and whether emotional exhaustion has a mediating role in this effect.Design/methodology/approachThe hypotheses generated within the framework of the study model were evaluated by using the data set obtained from 402 survey participants working at nine shopping malls in the Central and Eastern Black Sea regions of Turkey and statistical analysis programs. In this context, the confirmatory factor analysis (CFA) was used to determine the validity of the scale and the structural equation modeling (SEM) was used to test the research hypotheses.FindingsThe study reveals that loneliness and alienation in the workplace have an effect on the intention of leaving employment and that this effect is fully mediated by emotional exhaustion. Whether this full mediating role determined by the SEM is meaningful or not was evaluated by Bootstrap analysis and the results revealed that the effect is meaningful.Practical implicationsDeveloping effective communication channels that will prevent the employee from feeling isolated at work and eliminating the pressure and inadequate physical working conditions created by unrealistic sales targets are recommended. In addition, it is thought that if employees are included in decision-making processes and have sufficient autonomy related to the job, work alienation can be prevented.Originality/valueThis research is important in terms of evaluating shopping centers, which are accepted as the symbol of consumption today, not only with their economic aspects but also with their employees. In this context, the research has revealed that shopping mall employees want to leave their jobs due to emotional exhaustion caused by loneliness and alienation at work.
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CHEN, Xiao, Bin XIE, Jian PENG, and Qi NIE. "The antecedents and consequences of workplace loneliness: A regulatory focus theory perspective." Advances in Psychological Science 30, no. 7 (2022): 1463. http://dx.doi.org/10.3724/sp.j.1042.2022.01463.