Raymond T Lee
Biographic Data
| ID | 5789326 |
|---|---|
| NAME | Raymond T Lee |
| GIVEN NAMES | Raymond T |
| FAMILY NAME | Lee |
| SIGNATURE | LEE R T |
| AFFILIATIONS | University of Manitoba |
| VERIFIED | No |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 67 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1990 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 3 |
Wellbeing and Burnout in the Workplace, Psychology of
We are family
The common practice of characterizing organizations as having a family environment assumes that organizational and family functioning constructs are conceptually congruent. To date, this assumption has not been examined in a systematic fashion. This study examined the congruence of organizational and family functioning concepts using the Work Environment Scales and the Beavers Self-Report Family Inventory in a sample of 204 government employees. …
Development and validation of the Emotional Labour Scale
This paper describes the development and validation of the Emotional Labour Scale (ELS) as tested on samples of 296 and 238 respondents. The ELS is a 15‐item self‐report questionnaire that measures six facets of emotional display in the workplace, including the frequency, intensity and variety of emotional display, the duration of interaction, and surface and deep acting. Estimates of internal consistency for the subscales ranged from .74 to .91.…
Testing a conservation of resources model of the dynamics of emotional labor.
This study uses S. E. Hobfoll's (1989) conservation of resources theory as a means of examining why emotional labor may or may not result in burnout. A model is developed that proposes that workers attempt to cope with role demands by performing surface or deep acting and that the effect of this expenditure of resources on worker burnout depends on the more immediate rewards of the service encounter and the application of internal and external re…
Socialization and Newcomer Adjustment
Research on how the context of work affects HRM practices in general, and socialization practices in particular, is relatively scarce. The present study assesses a model linking context, socialization, and newcomer adjustment. Self-report data from business school graduates after 4 months (N = 295) and 10 months (N = 223) on the job revealed that mechanistic (vs. organic) structure, organization size, and jobs of high motivating potential were ea…
Burnout as a process
A meta-analytic examination of the correlates of the three dimensions of job burnout.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates …
A further examination of managerial burnout
A model of managerial burnout was examined among 148 human service supervisors and managers. The findings suggest that emotional exhaustion plays a central mediating role in the burnout process. Social support and direct control were associated with exhaustion through role stress. Job and life satisfaction, and time spent with clients and subordinates were also related to exhaustion. In turn, exhaustion was related to depersonalization, professio…
Internal and external referents as predictors of pay satisfaction among employees in a two‐tier wage setting
Two‐tier wage structures occur when employees hired after a certain date are placed on a substantially lower pay schedule than the schedule for previously hired employees. This study examined how internal and external pay comparisons related to attitudes toward pay among low‐ and high‐tier employees in a retail food chain with two‐tier wage structure. For the low‐tier group, comparisons with low‐ and high‐tier referents, and to a lesser extent, p…
On the meaning of Maslach's three dimensions of burnout.
The dimensionality of Maslach's (1982) 3 aspects of job burnout--emotional exhaustion, depersonalization, and personal accomplishment--was examined among a sample of supervisors and managers in the human services. A series of confirmatory factor analyses supported the 3-factor model, with the first 2 aspects highly correlated. The 3 aspects were found to be differentially related to other variables reflecting aspects of strain, stress coping, and…
Defensive Behavior in Organizations
The literature on organizational politics has focused on the proactive promotion of self-interests but has neglected the reactive defense of self-interests. Defensive behaviors are argued to: (1) avoid action, via over-conforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid cha…
A further examination of managerial burnout
A model of managerial burnout was examined among 148 human service supervisors and managers. The findings suggest that emotional exhaustion plays a central mediating role in the burnout process. Social support and direct control were associated with exhaustion through role stress. Job and life satisfaction, and time spent with clients and subordinates were also related to exhaustion. In turn, exhaustion was related to depersonalization, professio…
Defensive Behavior in Organizations
The literature on organizational politics has focused on the proactive promotion of self-interests but has neglected the reactive defense of self-interests. Defensive behaviors are argued to: (1) avoid action, via over-conforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid cha…
Socialization and Newcomer Adjustment
Research on how the context of work affects HRM practices in general, and socialization practices in particular, is relatively scarce. The present study assesses a model linking context, socialization, and newcomer adjustment. Self-report data from business school graduates after 4 months (N = 295) and 10 months (N = 223) on the job revealed that mechanistic (vs. organic) structure, organization size, and jobs of high motivating potential were ea…
We are family
The common practice of characterizing organizations as having a family environment assumes that organizational and family functioning constructs are conceptually congruent. To date, this assumption has not been examined in a systematic fashion. This study examined the congruence of organizational and family functioning concepts using the Work Environment Scales and the Beavers Self-Report Family Inventory in a sample of 204 government employees. …
On the meaning of Maslach's three dimensions of burnout.
The dimensionality of Maslach's (1982) 3 aspects of job burnout--emotional exhaustion, depersonalization, and personal accomplishment--was examined among a sample of supervisors and managers in the human services. A series of confirmatory factor analyses supported the 3-factor model, with the first 2 aspects highly correlated. The 3 aspects were found to be differentially related to other variables reflecting aspects of strain, stress coping, and…
Defensive Behavior in Organizations
The literature on organizational politics has focused on the proactive promotion of self-interests but has neglected the reactive defense of self-interests. Defensive behaviors are argued to: (1) avoid action, via over-conforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid cha…
Internal and external referents as predictors of pay satisfaction among employees in a two‐tier wage setting
Two‐tier wage structures occur when employees hired after a certain date are placed on a substantially lower pay schedule than the schedule for previously hired employees. This study examined how internal and external pay comparisons related to attitudes toward pay among low‐ and high‐tier employees in a retail food chain with two‐tier wage structure. For the low‐tier group, comparisons with low‐ and high‐tier referents, and to a lesser extent, p…
A further examination of managerial burnout
A model of managerial burnout was examined among 148 human service supervisors and managers. The findings suggest that emotional exhaustion plays a central mediating role in the burnout process. Social support and direct control were associated with exhaustion through role stress. Job and life satisfaction, and time spent with clients and subordinates were also related to exhaustion. In turn, exhaustion was related to depersonalization, professio…
A meta-analytic examination of the correlates of the three dimensions of job burnout.
This meta-analysis examined how demand and resource correlates and behavioral and attitudinal correlates were related to each of the 3 dimensions of job burnout. Both the demand and resource correlates were more strongly related to emotional exhaustion than to either depersonalization or personal accomplishment. Consistent with the conservation of resources theory of stress, emotional exhaustion was more strongly related to the demand correlates …
Burnout as a process
Socialization and Newcomer Adjustment
Research on how the context of work affects HRM practices in general, and socialization practices in particular, is relatively scarce. The present study assesses a model linking context, socialization, and newcomer adjustment. Self-report data from business school graduates after 4 months (N = 295) and 10 months (N = 223) on the job revealed that mechanistic (vs. organic) structure, organization size, and jobs of high motivating potential were ea…
Testing a conservation of resources model of the dynamics of emotional labor.
This study uses S. E. Hobfoll's (1989) conservation of resources theory as a means of examining why emotional labor may or may not result in burnout. A model is developed that proposes that workers attempt to cope with role demands by performing surface or deep acting and that the effect of this expenditure of resources on worker burnout depends on the more immediate rewards of the service encounter and the application of internal and external re…
Development and validation of the Emotional Labour Scale
This paper describes the development and validation of the Emotional Labour Scale (ELS) as tested on samples of 296 and 238 respondents. The ELS is a 15‐item self‐report questionnaire that measures six facets of emotional display in the workplace, including the frequency, intensity and variety of emotional display, the duration of interaction, and surface and deep acting. Estimates of internal consistency for the subscales ranged from .74 to .91.…
We are family
The common practice of characterizing organizations as having a family environment assumes that organizational and family functioning constructs are conceptually congruent. To date, this assumption has not been examined in a systematic fashion. This study examined the congruence of organizational and family functioning concepts using the Work Environment Scales and the Beavers Self-Report Family Inventory in a sample of 204 government employees. …
Wellbeing and Burnout in the Workplace, Psychology of
Psychology (10 works) · Social Psychology (10 works) · Job Satisfaction and Organizational Behavior (8 works) · Clinical Psychology (6 works) · Burnout (5 works) · Emotional exhaustion (5 works) · Healthcare professionals’ stress and burnout (5 works) · Workplace Health and Well-being (5 works) · Depersonalization (4 works) · Management (4 works)