The Experts below are selected from a list of 166854 Experts worldwide ranked by ideXlab platform
Stevan E. Hobfoll - One of the best experts on this subject based on the ideXlab platform.
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Conservation of Resources in the organizational context the reality of Resources and their consequences
Annual Review of Organizational Psychology and Organizational Behavior, 2018Co-Authors: Stevan E. Hobfoll, Jonathon R. B. Halbesleben, Jeanpierre Neveu, Mina WestmanAbstract:Over the past 30 years, Conservation of Resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-Resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about Resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.
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A proposed French version of the Conservation of Resources Evaluation (COR-E)
2018Co-Authors: Virginie Dodeler, Jean-baptiste Lanfranchi, Charlotte Mabire, Barbara Houbre, Stevan E. HobfollAbstract:Conservation of Resources (COR) theory (Hobfoll 1988, 1989) attempts to demonstrate how resource fluctuations, in terms of losses, threats, and gains, affect the mental health of individuals. In 1992, Hobfoll, Lilly, and Jackson proposed an assessment of these fluctuations : the Conservation of Resources Evaluation (COR-E). In this experiment, we carried out the French adaptation of the COR-E : the Conservation of Resources Inventory (CRI). The results of three empirical studies are presented in this article. The first study proposes a classification system of the seventy-four Resources, while the second and the third explain how the CRI is constructed and validated among first-year university students.
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Conservation of Resources Theory Applied to Major Stress
Stress: Concepts Cognition Emotion and Behavior, 2016Co-Authors: Stevan E. Hobfoll, Lucie Holmgreen, Vanessa Tirone, James GerhartAbstract:Abstract Conservation of Resources (COR) theory informs our understanding of how individuals cope with major stress and trauma. COR theory asserts that traumatic stress occurs when events threaten and erode the basic Resources human beings need for survival or self-integrity. This process occurs within an ecological framework, meaning that patterns of risk and resilience in the face of resource loss are intimately tied to an individual's family, community, and culture. The basic principles and corollaries of COR theory are reviewed to illustrate patterns of post-trauma adjustment over time. Finally, the use of COR theory in guiding individual and collective post-trauma interventions is explored.
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The Positive, Sustaining, and Protective Power of Resources: Insights from Conservation of Resources Theory
Handbook of Social Resource Theory, 2012Co-Authors: Lisa Stines Doane, Jeremiah A. Schumm, Stevan E. HobfollAbstract:Hobfoll’s Conservation of Resources (COR) theory was developed independently of Foa’s SRT and is a motivational theory of stress focusing on the prediction of stress and resilience. In this chapter, Lisa Stines Doane, Jeremiah Schumm, and Stevan Hobfoll discuss ways in which the psychological economy of Resources sustains and protects people and how their work is related to and extends SRT. The authors present three principles and three corollaries of COR that are related to resource gains and losses. Hobfoll’s notion of “caravan passageways” highlight the predicament that people’s ability to build and maintain their resource reservoirs is largely dependent on factors outside their control. Those who possess few Resources are, according to COR, not only more vulnerable to losses and less capable of gains, but are also likely to get caught in a loss spiral where initial loss yields further loss. The opposite spiral further benefits those who are well-off. Doane, Schumm, and Hobfoll conclude their chapter by discussions of the “positive” variables hope, optimism, resilience, and posttraumatic growth, asking how people who lack Resources and face trauma can still be creative and hopeful.
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Conservation of Resources and disaster in cultural context the caravans and passageways for Resources
Psychiatry MMC, 2012Co-Authors: Stevan E. HobfollAbstract:In this article, I build on Lawrence Palinkas's empirical and theoretical approach and bring in more fully the focus of Conservation of Resources (COR) theory that Palinkas discusses. Palinkas analyzes technological disaster from psychological, sociological, and broader cultural perspectives. By more fully weaving in the principles and corollaries of COR theory, I attempt to more fully elaborate how the theoretical approach that Palinkas raises offers precise predictions, directions, and potentials for intervention and policy. I emphasize that personal, social, and material Resources tend to develop and exist in aggregate, called resource caravans. Second, I introduce the concept that resource caravans are encouraged, discouraged, or outright prevented by environmental conditions that I call resource caravan passageways. This approach not only helps guide an understanding of the multiple tiers of devastation that likely will occur, it also guides insights regarding resiliency and rebuilding lives and communities, and reweaving the elements of culture that become torn when disasters have such major personal, social, and economic impact.
Daniel C. Feldman - One of the best experts on this subject based on the ideXlab platform.
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A Conservation of Resources perspective on career hurdles and salary attainment
Journal of Vocational Behavior, 2014Co-Authors: Daniel C. FeldmanAbstract:Abstract Guided by Conservation of Resources theory, the present study examines six types of hurdles individuals face in their careers and how those hurdles impede the attainment of higher salaries. With a meta-analysis of 339 empirical studies conducted over the past 50 years, we observed that socio-demographic hurdles (e.g., being non-Caucasian), trait-related hurdles (e.g., low cognitive ability), motivational hurdles (e.g., being unwilling to relocate), skill-related hurdles (e.g., low levels of formal education), social environment hurdles (e.g., no mentors), and work environment hurdles (e.g., jobs with low control) all made it more difficult to command high salaries.
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employee voice behavior a meta analytic test of the Conservation of Resources framework
Journal of Organizational Behavior, 2012Co-Authors: Daniel C. FeldmanAbstract:Summary Although voice (i.e. expressing change-oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a Conservation of Resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of relationships of three major groups of workplace stressors and strains (job based, social based, and organization based) with voice behavior. We then examined the relationships of voice behavior with performance variables (e.g. in-role performance and creativity) to investigate how voice may help workers preserve or accumulate Resources to enhance their performance. The meta-analytic findings presented here provide support for a negative relationship between workplace stress and voice and a positive relationship between voice behavior and performance outcomes. Copyright © 2011 John Wiley & Sons, Ltd.
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Employee voice behavior: A meta‐analytic test of the Conservation of Resources framework
Journal of Organizational Behavior, 2011Co-Authors: Daniel C. FeldmanAbstract:Summary Although voice (i.e. expressing change-oriented ideas and suggestions) has frequently been investigated as a way for workers to reciprocate to their employers for the positive treatment they receive, much less is known about how workers use voice to deal with stress. This study takes a Conservation of Resources perspective to examine the relationships among workplace stress, voice behavior, and job performance. We first examined the strength of relationships of three major groups of workplace stressors and strains (job based, social based, and organization based) with voice behavior. We then examined the relationships of voice behavior with performance variables (e.g. in-role performance and creativity) to investigate how voice may help workers preserve or accumulate Resources to enhance their performance. The meta-analytic findings presented here provide support for a negative relationship between workplace stress and voice and a positive relationship between voice behavior and performance outcomes. Copyright © 2011 John Wiley & Sons, Ltd.
Yijing Lyu - One of the best experts on this subject based on the ideXlab platform.
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The impact of customer incivility on employees’ family undermining: a Conservation of Resources perspective
Asia Pacific Journal of Management, 2019Co-Authors: Hong Zhu, Yijing LyuAbstract:Applying Conservation of Resources theory, this study focused on the effect of customer incivility on employees’ family undermining. Specifically, we examined the mediating effect of work-to-family conflicts and the moderating effects of hostile attribution bias. We utilized a three-phase survey to collect data from 264 employees in China. Results indicated that customer incivility exerted a positive impact on work-to-family conflicts, and these led in turn to family undermining. Moreover, the hostile attribution bias of employees exacerbated the impact of customer incivility on work-to-family conflicts and the mediated effect. Both theoretical and managerial implications are discussed in the study.
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Family ostracism and proactive customer service performance: An explanation from Conservation of Resources theory
Asia Pacific Journal of Management, 2019Co-Authors: Hong Zhu, Yuanyi Chen, Ho Kwong Kwan, Yijing LyuAbstract:Despite the burgeoning interest in work-family conflict, little is known about how family stressors influences employees’ attitudes and behaviors in the workplace. This study focused on family ostracism and investigated its impact on employees’ proactive customer service performance (PCSP). Drawing on Conservation of Resources (COR) theory, this study further examined the mediating role of emotional exhaustion and the moderating role of family centrality. Using time-lagged data from 264 supervisor-follower dyads of two hotels in the mainland of China, this study found that family ostracism negatively affected employees’ PCSP by eliciting emotional exhaustion. In addition, the findings indicated that family centrality strengthened the direct effect of family ostracism on emotional exhaustion and the indirect effect of family ostracism on PCSP via emotional exhaustion such that the relationships were stronger when family centrality was high. Finally, this study discussed the theoretical implications of these results and provided practical several implications for organizations.
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Workplace ostracism and proactive customer service performance: A Conservation of Resources perspective
International Journal of Hospitality Management, 2017Co-Authors: Hong Zhu, Yijing Lyu, Xincai DengAbstract:Abstract This study tests the impact of workplace ostracism on hospitality employees’ proactive customer service performance (PCSP). Drawing upon the Conservation of Resources theory, we investigate the effects of two sequential mediators (i.e. job tension and customer orientation) and the moderating effect of need for affiliation. Using a time-lagged research design and the data from 16 hotels in China, we find that workplace ostracism positively influences job tension; job tension decreases customer orientation, which in turn undermines employees’ PCSP. Moreover, we find that need for affiliation exacerbates the effect of workplace ostracism on job tension such that the effect is stronger when employees’ need for affiliation is high rather than low. We discuss the theoretical and practical implications subsequently.
Hong Zhu - One of the best experts on this subject based on the ideXlab platform.
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The impact of customer incivility on employees’ family undermining: a Conservation of Resources perspective
Asia Pacific Journal of Management, 2019Co-Authors: Hong Zhu, Yijing LyuAbstract:Applying Conservation of Resources theory, this study focused on the effect of customer incivility on employees’ family undermining. Specifically, we examined the mediating effect of work-to-family conflicts and the moderating effects of hostile attribution bias. We utilized a three-phase survey to collect data from 264 employees in China. Results indicated that customer incivility exerted a positive impact on work-to-family conflicts, and these led in turn to family undermining. Moreover, the hostile attribution bias of employees exacerbated the impact of customer incivility on work-to-family conflicts and the mediated effect. Both theoretical and managerial implications are discussed in the study.
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Family ostracism and proactive customer service performance: An explanation from Conservation of Resources theory
Asia Pacific Journal of Management, 2019Co-Authors: Hong Zhu, Yuanyi Chen, Ho Kwong Kwan, Yijing LyuAbstract:Despite the burgeoning interest in work-family conflict, little is known about how family stressors influences employees’ attitudes and behaviors in the workplace. This study focused on family ostracism and investigated its impact on employees’ proactive customer service performance (PCSP). Drawing on Conservation of Resources (COR) theory, this study further examined the mediating role of emotional exhaustion and the moderating role of family centrality. Using time-lagged data from 264 supervisor-follower dyads of two hotels in the mainland of China, this study found that family ostracism negatively affected employees’ PCSP by eliciting emotional exhaustion. In addition, the findings indicated that family centrality strengthened the direct effect of family ostracism on emotional exhaustion and the indirect effect of family ostracism on PCSP via emotional exhaustion such that the relationships were stronger when family centrality was high. Finally, this study discussed the theoretical implications of these results and provided practical several implications for organizations.
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Workplace ostracism and proactive customer service performance: A Conservation of Resources perspective
International Journal of Hospitality Management, 2017Co-Authors: Hong Zhu, Yijing Lyu, Xincai DengAbstract:Abstract This study tests the impact of workplace ostracism on hospitality employees’ proactive customer service performance (PCSP). Drawing upon the Conservation of Resources theory, we investigate the effects of two sequential mediators (i.e. job tension and customer orientation) and the moderating effect of need for affiliation. Using a time-lagged research design and the data from 16 hotels in China, we find that workplace ostracism positively influences job tension; job tension decreases customer orientation, which in turn undermines employees’ PCSP. Moreover, we find that need for affiliation exacerbates the effect of workplace ostracism on job tension such that the effect is stronger when employees’ need for affiliation is high rather than low. We discuss the theoretical and practical implications subsequently.
Mina Westman - One of the best experts on this subject based on the ideXlab platform.
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Conservation of Resources in the organizational context the reality of Resources and their consequences
Annual Review of Organizational Psychology and Organizational Behavior, 2018Co-Authors: Stevan E. Hobfoll, Jonathon R. B. Halbesleben, Jeanpierre Neveu, Mina WestmanAbstract:Over the past 30 years, Conservation of Resources (COR) theory has become one of the most widely cited theories in organizational psychology and organizational behavior. COR theory has been adopted across the many areas of the stress spectrum, from burnout to traumatic stress. Further attesting to the theory's centrality, COR theory is largely the basis for the more work-specific leading theory of organizational stress, namely the job demands-Resources model. One of the major advantages of COR theory is its ability to make a wide range of specific hypotheses that are much broader than those offered by theories that focus on a single central resource, such as control, or that speak about Resources in general. In this article, we will revisit the principles and corollaries of COR theory that inform those more specific hypotheses and will review research in organizational behavior that has relied on the theory.
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getting to the cor understanding the role of Resources in Conservation of Resources theory
Journal of Management, 2014Co-Authors: Jonathon R. B. Halbesleben, Jeanpierre Neveu, Samantha C Paustianunderdahl, Mina WestmanAbstract:Proposed as a theory of motivation, the basic tenet of Conservation of Resources (COR) theory is that humans are motivated to protect their current Resources and acquire new Resources. Despite its recent popularity in the organizational behavior literature, several criticisms of the theory have emerged, primarily related to the central concept of Resources. In this review, we address concerns regarding the conceptualization, Conservation, acquisition, fluctuation, and measurement of Resources. We highlight gaps in the COR literature that can be addressed by integrating research from other areas of psychology and management. In this manner, we hope to push the COR literature forward by resolving several concerns and providing suggestions for future research that might address other concerns.
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impact of enhanced Resources on anticipatory stress and adjustment to new information technology a field experimental test of Conservation of Resources theory
Journal of Occupational Health Psychology, 2009Co-Authors: Shoshi Chen, Mina Westman, Dov EdenAbstract:An intervention based on Conservation of Resources theory was conducted in an organization installing new information technology (IT) to enhance participants' psychological Resources and thereby reduce anticipated stress and facilitate adjustment to the new IT. Before installation, 218 IT users in 25 units participated in 5 days of technical training; only the randomly assigned experimental group also participated in a "resource workshop." All participants filled out questionnaires before the workshop, 2 weeks later, and 2 months after the IT installation. ANOVA detected a significant increase in users' means efficacy in the experimental group and a decline in the control group. The new IT caused the control users more dissatisfaction and exhaustion, whereas the experimental users were spared these increases in strain, as predicted. Implications for theory and practice are discussed.
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ORGANIZATIONAL STRESS THROUGH THE LENS of Conservation of Resources (COR) THEORY
Research in Occupational Stress and Well-being, 1Co-Authors: Mina Westman, Stevan E. Hobfoll, Shoshi Chen, Oranit B. Davidson, Shavit LaskiAbstract:We examined how Conservation of Resources (COR) theory has been applied to work and stress in organizational settings. COR theory has drawn increasing interest in the organizational literature. It is both a stress and motivational theory that outlines how individuals and organizations are likely to be impacted by stressful circumstances, what those stressful circumstances are likely to be, and how individuals and organizations act in order to garner and protect their Resources. To date, individual studies and meta-analyses have found COR theory to be a major explanatory model for understanding the stress process at work. Applications of COR theory to burnout, respite, and preventive intervention were detailed. Studies have shown that resource loss is a critical component of the stress process in organizations and that limiting resource loss is a key to successful prevention and post-stress intervention. Applications for future work, moving COR theory to the study of the acquisition, maintenance, fostering, and protection of key Resources was discussed.
