Jonathon Halbesleben
Datos Biográficos
| ID | 4969795 |
|---|---|
| NOMBRE | Jonathon Halbesleben |
| NOMBRES | Jonathon |
| APELLIDO | Halbesleben |
| FIRMA | HALBESLEBEN J |
| AFILIACIONES | University of Alabama |
| ORCID | 0000-0002-5375-7459 |
| VERIFICADO | Sí |
| TOTAL DE OBRAS | 19 |
| TOTAL DE CITAS | 45 |
| TOTAL COMO AUTOR | 19 |
| TOTAL COMO EDITOR | 0 |
| PRIMER AÑO DE PUBLICACIÓN | 2004 |
| AÑO MÁS RECIENTE DE PUBLICACIÓN | 2026 |
| ÍNDICE H | 4 |
Conceptualizing personality traits as “resource catalysts
The Conservation of Resources (COR) theory is one of the most widely cited models for understanding stress and motivation at work. Yet, a definitional problem remains when it comes to discerning what constitutes a resource, with personality trait constructs being particularly difficult to fit. In this paper, we assert that a resource should be conceptualized as (i) commonly valued; (ii) something that can be lost, depleted, or withdrawn; and (iii…
Conservation of Resources in the Organizational Context
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-res…
To Invest or Not? The Role of Coworker Support and Trust in Daily Reciprocal Gain Spirals of Helping Behavior
The authors propose that a reciprocal resource gain spiral forms between coworker-based perceived social support and trust, which leads to coworkers investing personal resources into each other across work days. The authors extend conservation of resources theory by differentiating between resource investment behaviors, the perceived availability of resources, and perceptions about investment instrumentality while also examining accumulation effe…
Mistreatment in Organizations
The objective of this series is to promote theory and research in the increasingly growing area of occupational stress, health and well being, and in the process, to bring together and showcase the work of the best researchers and theorists who contribute to this area. Volume 13 of Research in occupational stress and well being is focused on mistreatment in organizations. Mistreatment can be damaging to the individual as well as to the organizati…
Getting to the “COR”
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, acquisi…
Not All Group Exchange Structures Are Created Equal
Electronic communications collected from 233 undergraduate business students in 50 virtual teams were coded to identify group exchange structures. Results revealed four types of structures: unified generalized (characterized by high-quality exchange relationships among group members and high information sharing and cooperation; n = 10), unified generalized with isolates (high-quality exchange among most members, with negative exchange among some …
Examining the influence of climate, supervisor guidance, and behavioral integrity on work-family conflict
In this study, we assess a multilevel approach to work interference with family (WIF) by examining the influence of unit-level work–family climate, as well as the importance of supervisors' spoken guidance and their behavioral integrity in helping employees process social information about work–family issues. We propose that there are two important ways in which supervisors may influence their subordinates' WIF—through their spoken guidance regar…
Abusive supervision and feedback avoidance
The occurrence of abusive supervision is steadily rising. Extant literature continues to expand the number of destructive consequences linked to such improper workplace behavior. This study tested a model linking abusive supervision to feedback avoidance through emotional exhaustion. We invoked conservation of resources theory in our examination of the role that the loss of valued resources plays in instances where abuse is perceived. Results fro…
I owe you one
This research extends the literature on well‐being and performance behavior by looking at how daily fluctuations in employee exhaustion impact performance behaviors. Specifically, we tested a model based on conservation of resources theory (COR) where we predicted that daily fluctuations in exhaustion would be positively associated with organizational citizenship behaviors targeted at coworkers (OCB‐I) but negatively associated with in‐role perfo…
The costs and benefits of working with one's spouse
Although the prevalence of employees working within the same workplace or occupation with their spouse has increased, relatively little research has examined their experiences. On the basis of the boundary and conservation of resources (COR) theories, we argue that higher levels of work–family role integration among work‐linked couples will lead to higher levels of spousal support resources and lower levels of work–family conflict. This will, in …
Temporary Worker Alienation and Job Performance
This study extends previous research on alienation of temporary workers, by developing a measure of temporary worker alienation and examining differences in the perceptions of alienation between temporary workers, coworkers, and supervisors. This study found that supervisors’ ratings of temporary worker alienation were significantly lower than the temporary workers’ self-ratings. Moreover, the authors found that alienation was negatively associat…
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.
In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement-a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family…
The relative roles of engagement and embeddedness in predicting job performance and intention to leave
Both work engagement and job embeddedness have seen dramatic growth in research interest over the past few years. Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption. Job embeddedness, in contrast, captures components of an individual's attachment to their job and can be said to consist of links, perceptions of person–environment fit, and the sacrifices…
Emotional exhaustion and job performance
The literature concerning the relationship between emotional exhaustion and performance led researchers to raise questions about the extent to which the variables are related. In 2 time-lagged samples, the authors found that motivation mediates the emotional exhaustion-job performance relationship. Moreover, the authors found that participants appear to target their investment of resources in response to emotional exhaustion to develop social sup…
Development of a Measure of Clinical Information Systems Expectations and Experiences
BACKGROUND/OBJECTIVES: The purpose of this study is to describe the development and initial psychometric properties of a measure of expectations and experiences regarding the impact of clinical information systems on work process and outcomes. RESEARCH DESIGN: Basic item analysis, confirmatory factor analysis, cross-validation factor analyses, and reliability analysis were used to assess the psychometric properties of the scale. SUBJECTS: The ini…
Sources of social support and burnout
The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model…
The man who won WWII
At the peak of its production, Higgins Industries was responsible for 92 percent of the ships in the United States naval fleet and was a major industrial force in the city of New Orleans. The purpose of this research note is to discuss the management practices of Higgins Industries, giving particular attention to the company founder, Andrew Jackson Higgins. Issues surrounding the leadership of Andrew Higgins, attempts to build community and manag…
The construct validity of an alternative measure of burnout
While the most commonly employed burnout measure has been the Maslach Burnout Inventory (MBI), researchers have been troubled by some of the psychometric limitations of that scale (e.g. wording of the scale items) as well as the limited conceptualization of burnout upon which it is based. As a result, Demerouti et al. have developed an alternative measure of burnout, the Oldenburg Burnout Inventory (OLBI). The purpose of this paper is to develop …
Burnout in Organizational Life
Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and dire…
Abusive supervision and feedback avoidance
The occurrence of abusive supervision is steadily rising. Extant literature continues to expand the number of destructive consequences linked to such improper workplace behavior. This study tested a model linking abusive supervision to feedback avoidance through emotional exhaustion. We invoked conservation of resources theory in our examination of the role that the loss of valued resources plays in instances where abuse is perceived. Results fro…
I owe you one
This research extends the literature on well‐being and performance behavior by looking at how daily fluctuations in employee exhaustion impact performance behaviors. Specifically, we tested a model based on conservation of resources theory (COR) where we predicted that daily fluctuations in exhaustion would be positively associated with organizational citizenship behaviors targeted at coworkers (OCB‐I) but negatively associated with in‐role perfo…
Examining the influence of climate, supervisor guidance, and behavioral integrity on work-family conflict
In this study, we assess a multilevel approach to work interference with family (WIF) by examining the influence of unit-level work–family climate, as well as the importance of supervisors' spoken guidance and their behavioral integrity in helping employees process social information about work–family issues. We propose that there are two important ways in which supervisors may influence their subordinates' WIF—through their spoken guidance regar…
The costs and benefits of working with one's spouse
Although the prevalence of employees working within the same workplace or occupation with their spouse has increased, relatively little research has examined their experiences. On the basis of the boundary and conservation of resources (COR) theories, we argue that higher levels of work–family role integration among work‐linked couples will lead to higher levels of spousal support resources and lower levels of work–family conflict. This will, in …
Temporary Worker Alienation and Job Performance
This study extends previous research on alienation of temporary workers, by developing a measure of temporary worker alienation and examining differences in the perceptions of alienation between temporary workers, coworkers, and supervisors. This study found that supervisors’ ratings of temporary worker alienation were significantly lower than the temporary workers’ self-ratings. Moreover, the authors found that alienation was negatively associat…
Conceptualizing personality traits as “resource catalysts
The Conservation of Resources (COR) theory is one of the most widely cited models for understanding stress and motivation at work. Yet, a definitional problem remains when it comes to discerning what constitutes a resource, with personality trait constructs being particularly difficult to fit. In this paper, we assert that a resource should be conceptualized as (i) commonly valued; (ii) something that can be lost, depleted, or withdrawn; and (iii…
Not All Group Exchange Structures Are Created Equal
Electronic communications collected from 233 undergraduate business students in 50 virtual teams were coded to identify group exchange structures. Results revealed four types of structures: unified generalized (characterized by high-quality exchange relationships among group members and high information sharing and cooperation; n = 10), unified generalized with isolates (high-quality exchange among most members, with negative exchange among some …
Burnout in Organizational Life
Burnout is a psychological response to work stress that is characterized by emotional exhaustion, depersonalization, and reduced feelings of personal accomplishment. In this paper, we review the burnout literature from 1993 to present, identifying important trends that have characterized the literature. We focus our attention on theoretical models that explain the process of burnout, the measurement of burnout, means of reducing burnout, and dire…
The construct validity of an alternative measure of burnout
While the most commonly employed burnout measure has been the Maslach Burnout Inventory (MBI), researchers have been troubled by some of the psychometric limitations of that scale (e.g. wording of the scale items) as well as the limited conceptualization of burnout upon which it is based. As a result, Demerouti et al. have developed an alternative measure of burnout, the Oldenburg Burnout Inventory (OLBI). The purpose of this paper is to develop …
Sources of social support and burnout
The Conservation of Resources (COR) model of burnout (Hobfoll & Freedy, 1993) suggests that resources are differentially related to burnout dimensions. In this paper, I provide a meta-analysis of the social support and burnout literature, finding that social support, as a resource, did not yield different relationships across the 3 burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), challenging the COR model…
The man who won WWII
At the peak of its production, Higgins Industries was responsible for 92 percent of the ships in the United States naval fleet and was a major industrial force in the city of New Orleans. The purpose of this research note is to discuss the management practices of Higgins Industries, giving particular attention to the company founder, Andrew Jackson Higgins. Issues surrounding the leadership of Andrew Higgins, attempts to build community and manag…
Emotional exhaustion and job performance
The literature concerning the relationship between emotional exhaustion and performance led researchers to raise questions about the extent to which the variables are related. In 2 time-lagged samples, the authors found that motivation mediates the emotional exhaustion-job performance relationship. Moreover, the authors found that participants appear to target their investment of resources in response to emotional exhaustion to develop social sup…
Development of a Measure of Clinical Information Systems Expectations and Experiences
BACKGROUND/OBJECTIVES: The purpose of this study is to describe the development and initial psychometric properties of a measure of expectations and experiences regarding the impact of clinical information systems on work process and outcomes. RESEARCH DESIGN: Basic item analysis, confirmatory factor analysis, cross-validation factor analyses, and reliability analysis were used to assess the psychometric properties of the scale. SUBJECTS: The ini…
The relative roles of engagement and embeddedness in predicting job performance and intention to leave
Both work engagement and job embeddedness have seen dramatic growth in research interest over the past few years. Briefly, work engagement can be defined as a positive, fulfilling state of mind, most commonly characterized by vigour, dedication, and absorption. Job embeddedness, in contrast, captures components of an individual's attachment to their job and can be said to consist of links, perceptions of person–environment fit, and the sacrifices…
Too engaged? A conservation of resources view of the relationship between work engagement and work interference with family.
In a number of studies, researchers interested in positive organizational behavior have sought to better understand the favorable aspects of work engagement-a pervasive state of emotional attachment and motivation toward work. In this study, however, we investigate a potentially negative outcome of engagement. Drawing upon conservation of resources theory, we hypothesize that engagement will be associated with higher work interference with family…
Temporary Worker Alienation and Job Performance
This study extends previous research on alienation of temporary workers, by developing a measure of temporary worker alienation and examining differences in the perceptions of alienation between temporary workers, coworkers, and supervisors. This study found that supervisors’ ratings of temporary worker alienation were significantly lower than the temporary workers’ self-ratings. Moreover, the authors found that alienation was negatively associat…
I owe you one
This research extends the literature on well‐being and performance behavior by looking at how daily fluctuations in employee exhaustion impact performance behaviors. Specifically, we tested a model based on conservation of resources theory (COR) where we predicted that daily fluctuations in exhaustion would be positively associated with organizational citizenship behaviors targeted at coworkers (OCB‐I) but negatively associated with in‐role perfo…
The costs and benefits of working with one's spouse
Although the prevalence of employees working within the same workplace or occupation with their spouse has increased, relatively little research has examined their experiences. On the basis of the boundary and conservation of resources (COR) theories, we argue that higher levels of work–family role integration among work‐linked couples will lead to higher levels of spousal support resources and lower levels of work–family conflict. This will, in …
Abusive supervision and feedback avoidance
The occurrence of abusive supervision is steadily rising. Extant literature continues to expand the number of destructive consequences linked to such improper workplace behavior. This study tested a model linking abusive supervision to feedback avoidance through emotional exhaustion. We invoked conservation of resources theory in our examination of the role that the loss of valued resources plays in instances where abuse is perceived. Results fro…
Not All Group Exchange Structures Are Created Equal
Electronic communications collected from 233 undergraduate business students in 50 virtual teams were coded to identify group exchange structures. Results revealed four types of structures: unified generalized (characterized by high-quality exchange relationships among group members and high information sharing and cooperation; n = 10), unified generalized with isolates (high-quality exchange among most members, with negative exchange among some …
Examining the influence of climate, supervisor guidance, and behavioral integrity on work-family conflict
In this study, we assess a multilevel approach to work interference with family (WIF) by examining the influence of unit-level work–family climate, as well as the importance of supervisors' spoken guidance and their behavioral integrity in helping employees process social information about work–family issues. We propose that there are two important ways in which supervisors may influence their subordinates' WIF—through their spoken guidance regar…
Getting to the “COR”
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, acquisi…
To Invest or Not? The Role of Coworker Support and Trust in Daily Reciprocal Gain Spirals of Helping Behavior
The authors propose that a reciprocal resource gain spiral forms between coworker-based perceived social support and trust, which leads to coworkers investing personal resources into each other across work days. The authors extend conservation of resources theory by differentiating between resource investment behaviors, the perceived availability of resources, and perceptions about investment instrumentality while also examining accumulation effe…
Mistreatment in Organizations
The objective of this series is to promote theory and research in the increasingly growing area of occupational stress, health and well being, and in the process, to bring together and showcase the work of the best researchers and theorists who contribute to this area. Volume 13 of Research in occupational stress and well being is focused on mistreatment in organizations. Mistreatment can be damaging to the individual as well as to the organizati…
Conservation of Resources in the Organizational Context
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-res…
Conceptualizing personality traits as “resource catalysts
The Conservation of Resources (COR) theory is one of the most widely cited models for understanding stress and motivation at work. Yet, a definitional problem remains when it comes to discerning what constitutes a resource, with personality trait constructs being particularly difficult to fit. In this paper, we assert that a resource should be conceptualized as (i) commonly valued; (ii) something that can be lost, depleted, or withdrawn; and (iii…
Psychology (16 obras) · Social Psychology (15 obras) · Job Satisfaction and Organizational Behavior (14 obras) · Conservation of resources theory (10 obras) · Burnout (7 obras) · Clinical Psychology (7 obras) · Computer Science (7 obras) · Social Psychology (7 obras) · Emotional exhaustion (6 obras) · Work-Family Balance Challenges (6 obras)