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Die empty : unleash your best work every day
\"Most of us live with the stubborn idea that we'll always have tomorrow. But sooner or later all of our tomorrows will run out. Each day that you postpone the hard work and succumb to the clutter that chokes creativity, discipline, and innovation will result in a net deficit to the world, to your company, and to yourself. Die Empty is a tool for individuals and companies that aren't willing to put off their best work. Todd Henry explains the forces that keep people in stagnation and introduces a three-part process for tapping into your passion: Excavate: Find the bedrock of your work to discover what drives you. Cultivate: Learn how to develop the curiosity, humility, and persistence that save you from getting stuck in ruts. Resonate: Learn how your unique brilliance can inspire others\"-- Provided by publisher.
Book
The trickle-down effect of supervisor incivility on employee life satisfaction
Researchers have seldom discussed the effect of supervision on non-work related outcomes. Using displaced aggression theory, we developed a trickledown model of supervisor incivility at the hierarchical levels of manager, supervisor, and employee. We analyzed multilevel, multisource
data from 424 Employees and supervisors in 78 work groups, revealing a negative relationship between manager incivility and employee life satisfaction, with supervisor incivility mediating this relationship. Further, attributions of a supervisor's behavior to the motive of promoting
employee performance alleviated the negative effect of supervisor incivility on employee life satisfaction, while this negative effect was enhanced among workers who attributed their supervisor's behavior to the motive of inflicting harm on employees. Our findings provide practical insights
into mitigating the trickle-down effect of supervisor incivility and boosting employee life satisfaction.
Journal Article
Unraveling employee life satisfaction: exploring the impact of psychological contract breach, self-efficacy, mental health, and abusive supervision, with work engagement and job satisfaction as mediators
This study aims to investigate the effects of psychological contract breach, self-efficacy, mental health, and abusive supervision on employee life satisfaction. Additionally, it examines how work engagement and job satisfaction mediate these effects. Analyzing data from 380 corporate employees in Bangladesh, a survey methodology was employed to test the claimed associations using structural equation modeling (SEM). Self-efficacy and mental health boost work, life, and job satisfaction. Unsurprisingly, abusive supervision and psychological contract breaches do not affect work engagement. Work engagement and job satisfaction affect psychological contract breach, self-efficacy, mental health, abusive supervision, and life satisfaction. By examining how psychological contract breach, self-efficacy, mental health, and abusive supervision affect employee life satisfaction, this study advances understanding level. The study investigates these factors in a developing country's corporate sector. Employees' work engagement, job satisfaction, and life satisfaction can be improved by improving self-efficacy, mental health, and psychological contract breaches. These elements should be included in HR policy and staff development programs to create a healthier and more productive workplace.
Journal Article
The Spillover Effect of Life Satisfaction on Customer Satisfaction: The Mediating Role of Service-Oriented Organizational Citizenship and the Moderating Role of Competition Climate
In the field of organizational management, research on employees’ life experiences is insufficient. It remains unclear how employees’ non-work experiences affect customer service quality. Building on the spillover theory (an individual’s experience in one domain can be transferred to another domain) and the conservation of resources theory (individuals are motivated to protect their current resources and to acquire new resources), we aim to examine the impact of service employee’s life satisfaction on customer satisfaction while considering service-oriented organizational citizenship behavior (the discretionary extra-role behavior demonstrated by employees) as a mediating variable. To test our hypothesis, we collected multi-wave, multilevel, multisource data of 209 customer service employees from an insurance company. The results showed that service-oriented organizational citizenship behavior was an important mechanism by which employees’ overall life satisfaction positively affected customer satisfaction. In addition, this mediating effect was weaker for employees in higher competition climate groups. The study illustrates the critical contribution of the overall well-being of personnel to organizational business results.
Journal Article
Sustainable Quality of Work Life and Job Satisfaction an Indian Case Study
As HR experts would propound, organizational success is highly dependent on attracting, recruiting, motivating, and retaining its workforce. The quality of work life (QWL) pertains to favourable or unfavourable work environment in keeping employees motivated so as to enable increase per capita productivity. It aims at achieving an effective work place environment that satisfies both the organizational and personal needs and values of employees , promoting well being by job security, job satisfaction, development and thereby helping to maintain a better balance between work and non-work life. The word sustainability is derived from the Latin sustinere (tenere, to hold; sus, meaning up. Dictionaries provide more than ten meanings for sustain, the main ones being to “maintain\", \"support\", or \"endure”. However, since the 1980s sustainability has been used more in the sense of human sustainability on planet Earth and this has resulted in the most widely quoted definition of sustainability as a part of the concept sustainable, that of the Brundtland Commission of the United Nations on March 20, 1987: “sustainable development is development that meets the needs of the present without compromising the ability of future generations to meet their needs.
Journal Article
High-involvement work processes, work intensification and employee well-being
Using a national population survey, this article examines how high-involvement work processes affect employee well-being. The analysis shows that greater experiences of autonomy and participation in decision-making have positive or neutral effects. Higher involvement is a key factor predicting higher job satisfaction and better work–life balance while it has no relationship to stress or fatigue. In contrast, higher levels of work intensity increase fatigue and stress and undermine work–life balance. If the quality of working life is a key objective in a reform based on greater employee involvement, close attention needs to be paid to the balance between processes that release human potential and those that increase the intensity of work.
Journal Article
Activating Corporate Environmental Ethics on the Frontline: A Natural Resource-Based View
Corporate environmental ethics has moved from a niche issue within business strategy to a potential source of competitive advantage. Firms, however, are comprised of individuals who vary in their personal beliefs regarding environmental responsibility. Environmental stewards are those employees whose attitudes and actions reflect environmental concern. Top management can convey similar environmental values through the creation of eco-capabilities. Applying logic from the natural resource-based view of the firm, we build a model to test how the alignment of environmental values impacts multiple outcomes. We conduct a time-lagged examination using multi-level data from frontline employees, their managers, and their customers. We find that firms can ‘activate’ their corporate environmental ethics through eco-capabilities. Specifically, environmental stewards find more meaning in their work when managers perceive high levels of eco-capabilities within the firm. This meaningful work increases employee brand advocacy and customer satisfaction. Together, we demonstrate how corporate environmental ethics translates to the frontline and the customers they serve.
Journal Article
Good Barrels Yield Healthy Apples: Organizational Ethics as a Mechanism for Mitigating Work-Related Stress and Promoting Employee Well-Being
Little is known about how ethical organizational contexts influence employees' perceived stress levels and well-being. This study used two theoretical lenses, ethical impact theory (Promislo et al. in Handbook of Unethical Work Behavior, M.E. Sharpe, Armonk, 2013) and ethical decision-making theory (Schwartz in J Bus Ethics 139(4): 755-776, 2016), to investigate the relationships among perceived organizational ethics (comprised of ethical climate, leader/manager ethics, and corporate social responsibility), work-related stress, and employee well-being (comprised of vitality, life satisfaction, personal growth initiative, flourishing, positive mental health, and self-actualization). Findings across two studies indicated that organizational ethics was negatively related to work-related stress, and that work-related stress was negatively related to employee wellbeing. Perceived organizational ethics is positively related to employee well-being, with post hoc mediation tests indicating that work-related stress partially mediates this relationship. Our findings suggest that organizations should be proactive in improving their ethical climate, such as choosing ethical leaders, developing a robust and well-communicated code of ethics, and actively practicing CSR. These measures should reduce excessive work-related stress and improve employee well-being.
Journal Article
Employee satisfaction and use of flexible working arrangements
This article considers the impact of flexible working arrangements (FWAs), using the British Household Panel Survey and Understanding Society, 2001–10/11. Results of panel logit, ANCOVA and change-score analysis are indicative of positive impacts from use of a number of FWAs, including homeworking having positive effects for men and women on job and leisure satisfaction. However, findings reveal gaps in availability and use of FWAs, and highlight the gendered nature of flexible employment. Flexi-time, the most common FWA among men, has positive effects as it facilitates management of household responsibilities while maintaining full-time employment. Part-time and homeworking are also positive, consistent with men using FWAs with a greater degree of choice. Women more often are constrained in their use of FWAs, often into working reduced hours. Consequently, FWAs have negative impacts for some women, on job (part-time when used for extended periods, flexi-time), leisure (job-share, flexi-time) and life satisfaction (job-share).
Journal Article