Job embeddedness has been widely studied to understand why people stay at their organization, yet recently, research has started to examine... Show moreJob embeddedness has been widely studied to understand why people stay at their organization, yet recently, research has started to examine the so-called “dark side” of job embeddedness. Drawing from Conservation of Resource (COR) theory, this study extends research on the potential “dark side” of job embeddedness, particularly examining its relationship between workplace incivility and turnover intentions, emotional exhaustion, and physical health symptoms. Contrary to the initial hypotheses, results from the study (N = 395) indicated that on-the-job embeddedness moderated (strengthened) the positive relationship between workplace incivility and turnover intentions. As expected, on-the-job embeddedness moderated (strengthened) the positive relationship between workplace incivility and emotional exhaustion, but it did not moderate the relationship with physical health symptoms. This study contributes to the workplace mistreatment and job embeddedness literature as it explored when and how on-the-job embeddedness and its components (i.e., links, fit, sacrifice), as well as off-the-job embeddedness influence the relationships between workplace incivility and work- and health-related outcomes. The discussion explores the broader implications of on-the-job embeddedness and workplace incivility, highlighting important considerations for both researchers and practitioners in managing employee retention and well-being. Show less
Employee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished... Show moreEmployee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished performance). Although numerous studies have examined burnout across a variety of industries and populations, there are limited studies that have examined burnout specifically among sexual minority employees, referring to lesbian, gay, bisexual, transgender, and queer (LGBTQ) workers. This study integrated Meyer’s (2003) Minority Stress Model and Hatzenbuehler’s (2009) Psychological Mediation Framework to investigate the role of concealment, rumination, and non-discrimination organizational policies on burnout among 406 sexual minority employees working in a variety of industries (e.g., healthcare, retail, education, etc.). To test the relationships between these variables, a mediation model and a mediation with moderation model was tested using Hayes’ (2018) Process macro. Results indicated that concealing one’s sexual orientation at work was positively related to rumination, and in turn, was positively related to burnout. Contrary to one of the hypotheses, organizational non-discrimination policies that were inclusive of sexual minorities did not moderate the relationship between concealment and burnout. Previous research, implications, and limitations to this study are discussed in detail. Show less
