Browsing by Author "Cheng, M."
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Item Metadata only Burnout, self-efficacy and exposure to violence on life satisfaction of clinical mental health staff(2018-05-02) Hancock-Johnson, E.; Cheng, M.Objectives / Purpose / Background: To investigate factors influencing the psychological wellbeing of clinical staff in a secure mental health hospital; this study investigated the role of exposure to violence, burnout, and self-efficacy on life satisfaction of clinical staff working in a secure mental health hospital, using the Job Demands-Resources Theory as a theoretical framework. Design / Background / Key points: To examine the relationships between the studied variables, a cross-‐sectional questionnaire study was conducted. The exhaustion domain of burnout was investigated as a mediator between exposure to violence and life satisfaction, whilst disengagement domain of burnout was investigated as a mediator between self-efficacy and life satisfaction. Self-efficacy was investigated as a moderator between self-efficacy and life satisfaction. Methods / Conclusions: Using purposive sampling, eighty-six participants were recruited to complete self-report scales, through online or paper surveys. Mediation effects were analyzed using a bias-corrected bootstrap and a Sobel test. Moderation analysis using ordinal least square path analysis was performed. Results / Conclusions: Exhaustion significantly predicted life satisfaction but exhaustion did not mediate the relationship between exposure to violence and life satisfaction. Selfefficacy significantly predicted life satisfaction. Disengagement did not mediate selfefficacy and life satisfaction. Self-efficacy did not significantly moderate the relationship between exposure to violence and life satisfaction. Conclusions: Person-directed burnout interventions should be employed to reduce the adverse effects of burnout on life satisfaction, and self-efficacy should be promoted, to enhance life satisfaction in clinical staff. The study is limited by an over-representation of nursing staff, and restricted generalizability to other settings. Future Job Demands-Resources Theory research should investigate predictors of life satisfaction in clinical staff.Item Metadata only A Comparison of the Behavioural Competencies of Client and Production-Focused Project Managers in the Construction Sector(Wiley, 2005) Dainty, A. R. J.; Cheng, M.; Moore, D. R.Item Metadata only Competency-Based Model for Predicting Construction Project Managers Performance(American Society of Civil Engineers, 2005) Dainty, A. R. J.; Cheng, M.; Moore, D. R.Using behavioral competencies to influence human resource management decisions is gaining popularity in business organizations. This study identifies the core competencies associated with the construction management role and further, develops a predictive model to inform human resource selection and development decisions within large construction organizations. A range of construction managers took part in behavioral event interviews where staffs were asked to recount critical management incidents, decisions and actions from which their key competencies could be identified. By delineating the sample according to their levels of performance measured against a range of role-specific performance criteria, the competencies defining superior management performance could be determined. These were then used to construct a logistic regression model from which manager’s performance can be predicated. The validated results reveal that ‘self-control’ and ‘team leadership’ are the most predictive behaviors underpinning effective project management performance. The paper explores the potential role and application of the framework to underpin human resource management decision making with regards to recruitment, performance management, succession planning and resource allocation.Item Open Access Developing and testing an integrative model of work-family conflict in a Chinese context(Springer, 2023-02-25) Chen, Shujie; Cheng, M.; Elqayam, Shira; Scase, M. O.Given that the field of work-family conflict is overwhelmingly Western-focused and that the process of work-family conflict might change under a different cultural background, the aim of the present study was to develop and test an integrated work-family conflict model that is applicable in China. Using a sample of 520 Chinese participants and structural equation modelling in R studio, the differences between the present study and previous Western findings were identified. The results revealed that family support was positively related to time spent on family responsibilities and negatively related to life satisfaction; only work-to-family conflict, but not family-to-work conflict, had three forms of unique antecedent (time-, strain-, behavioural-based); and more surprisingly, work-family conflict was positively related to life satisfaction in China. This study refined our understanding of work-family conflict and enriched our knowledge of how work-family conflict acted in China’s work-family interface, providing directions for future cross-cultural work-family conflict studies.Item Metadata only The differing faces of managerial competency in Britain and America(Emerald, 2003) Cheng, M.; Dainty, A. R. J.; Moore, D. R.Research on managerial competence has been narrowly focused and confusing in its terminology. In particular, a disparity has emerged between the definitions and assessments of competence developed in the USA and the approaches adopted in the UK. In this paper it is argued that each perspective is incomplete and therefore lacking as a comprehensive frame for understanding both managerial competence and the management of performance. Furthermore, they have failed to deal with issues of the dynamic environment and the widely different contexts for managerial performance, particularly with regard to identifiable cultural differences. This paper aims to paint a more complete picture of “competence” by subjecting it to conceptual analysis. An examination of its contemporary use identifies both conceptual and practical flaws. Accordingly, an alternative approach is posited which places emphasis on those issues critical to achieving desired enhancements in management performance.Item Open Access Exploring the Reciprocal Nature of Work-Family Guilt and its Effects on Work/Family-Related Performance(Taylor and Francis, 2023-03-27) Chen, Shujie; Cheng, M.The present study explored the bidirectional and reciprocal nature of work-family guilt by testing a non-recursive model that treats work-family guilt as the mediator connecting the work-family interface. The sample was composed of 627 Chinese employees. The findings confirmed the reciprocal nature of work-family guilt (work-to-family and family-to-work guilt), which indicated that employees would not only have one form of guilt in the work-family interface. In addition, the findings revealed that time spent on work/family domains is indirectly related to work-family guilt via the increased work-family conflict and that there was a positive relationship between work-to-family guilt and work performance. As the first study investigating the bidirectional nature of work-family guilt, this study has refined and enriched our understanding of work-family guilt as well as contributed to future work-family interface, emotion, and performance studies.Item Open Access Exploring the work-family guilt-conflict relation: The role of time allocation and access to flexibility(Springer, 2023-10-24) Chen, Shujie; Cheng, M.Work-family guilt is an under-explored topic in work-family research that requires further investigation, especially considering its antecedent is exclusively focused on work-family conflict and its negative impacts on individuals’ wellbeing. This study aimed to investigate the relationship between time spent on work demands and family responsibilities and work-family conflict via work-family guilt. Simultaneously, this study explored the moderating effect of access to flexibility on the time-guilt relationship. This study was conducted in China due to its notable work-family dilemma, offering a great platform for conducting work-family research. The snowballing technique was adopted to recruit the participants. A total of 696 Chinese employees completed the online questionnaire, with 631 samples being used. Structure Equation Modelling analysis was performed in R studio to test the hypotheses. The results revealed a reversed conflict-guilt relationship, that work hours had a positive indirect effect on work-to-family conflict via work-to-family guilt, and access to flexibility moderated the relationship between work hours and work-to-family guilt. These findings contributed to a broadened understanding of work-family guilt and provided practical implications for establishing family-friendly policies. The limitations of this study and recommendations for future studies are discussed.Item Open Access How people use Instagram and making social comparisons are associated with psychological wellbeing(Springer, 2023-05-16) Rai, Roshan; Cheng, M.; Scullion, HannahThere is a popular notion that social media is a detrimental force in modern society. Previous research has often examined social media from a perspective of dysfunction as opposed to investigating more positive aspects of human functioning. To better investigate positive human functioning, the current research adopts a psychological wellbeing perspective to focus on Instagram, a largely image-based form of social media, and how Instagram might be related to a self-reported ability to flourish (flourishing) and subjective feelings of wellbeing (i.e., feeling positive emotions and negative emotions). A sample of 295 undergraduate students (M age = 20; SD age = 3.34; 265 females and 30 males) completed questionnaire-based measures over an online research platform examining time spent on Instagram, Instagram activities, social comparisons and psychological wellbeing. Self-reported time spent on Instagram a day was not associated with any of the three psychological wellbeing measures. But how people used Instagram was related to psychological wellbeing. Using Instagram to interact with others was positively associated with both flourishing and positive emotions, whilst browsing on Instagram was positively associated with positive emotions. Furthermore, making downward comparisons whilst using Instagram was associated with positive emotions. Conversely, making upward comparisons when using Instagram was negatively associated with flourishing and positive emotions, and positively associated with negative emotions. Overall, the research would suggest that using Instagram is not always associated with detriments to wellbeing. But rather, how people use Instagram can be associated with either higher or lower self-reports of psychological wellbeing.Item Metadata only Implementing a new performance management system within a project-based organization: A case study(Emerald, 2007) Cheng, M.; Dainty, A. R. J.; Moore, D. R.Purpose: Effecting fundamental change in organizational practices and techniques is extremely problematic, particularly regarding human resource management (HRM) issues. A study exploring implementation of a new performance management system for improving individual project manager performance is presented. Methodology/Approach: The paper presents the findings of longitudinal research, carried out within a major construction organization, within which a new performance management system was developed and implemented. It analyses the ways in which resistance to change was manifested, and explores the actions necessary to circumvent barriers to its use as an organizational transformation tool based on a review of change strategies in other industries and sectors. Findings: Barriers to implementing new performance solutions stem from a lack of senior management commitment and support, ingrained working practices and an absence of appropriate training interventions. These are relatively straight forward to overcome within a robust implementation framework. Research limitations/implications: The empirical work upon which the assertions are based is grounded within a single case study. Further work is required to validate the findings within other firms. Practical implications: The posited approach provides a practical implementation methodology which may be transferable to other project-led organizations. Originality/value of paper: The practical implementation methodology proposed provides a point of departure for companies considering strategies for successfully implementing performance management tools.Item Open Access Materialism and Facebook usage: Could materialistic and non-materialistic values be linked to using Facebook differently?(Springer, 2020-07-10) Rai, Roshan; Blocksidge, Jade; Cheng, M.Materialism is a set of human values that places importance on the symbolic value of money or material goods. Furthermore, materialistic values have been associated with Internet usage, and also social media usage. The current research investigates this relationship further by specifically examining whether those with more materialistic values might use social media (Facebook) in different ways to those with less materialistic values. Self-report measures were collected from 108 participants. It was found that the higher the importance (extrinsic importance) attached to materialistic values, the more time spent posting photos, but the less time spent chatting on Facebook messenger and less time posting links. The higher the perceived likelihood (extrinsic likelihood) of achieving materialistic values, the more reported time posting status updates, but the less time spent chatting on Facebook messenger and less time posting links. Conversely, the higher the importance attached to non-materialistic values (intrinsic importance) the more reported time chatting on Facebook messenger, more time spent posting links, but less time spent posting photos. And the higher the reported likelihood of achieving non-materialistic values (intrinsic likelihood) the more reported time chatting on Facebook messenger, more time spent posting links, but less time spent posting status updates. However, neither self-reported time checking Facebook, nor self-reported attention paid to advertising were related to either materialistic or non-materialistic values. Overall, the findings indicate that certain activities on Facebook can be associated with both materialistic and non-materialistic values.Item Open Access Materialistic values, brand knowledge and the mass media: Hours spent on the Internet predicts materialistic values and brand knowledge(Springer, 2018-06-21) Rai, Roshan; Chauhan, C.; Cheng, M.Materialism can be seen as the importance people attached to material goods, as well as the belief in the desirable symbolic importance goods have (e.g., to status, human happiness etc.). And the media has often been associated with materialistic values. The current study investigates the relationship between some traditional forms of mass media (television, newspapers and magazines), and a newer form of mass media: the Internet. Using self-report measures, 195 participants indicated how many hours a day they spent watching television, reading newspapers/magazines, and using the Internet. It was found that hours spent using the Internet was positively associated with materialistic values as measured by the Aspiration Index. Using a more concrete task, hours spent using the Internet and materialistic values were significantly predictors of participants’ ability to identify brand logos. This provides evidence that materialistic values, as well as specific knowledge of brands, can be associated to Internet usage. Perhaps surprisingly, however, television viewing was negatively associated with materialistic values. In the current research, the Internet (a newer form of mass media) was more strongly associated with greater materialistic values and the ability to identify brand logos than older forms of mass media.Item Metadata only A Multifaceted Performance Excellence Framework for Project-Based Organizations(Inderscience, 2007) Cheng, M.; Dainty, A. R. J.; Moore, D. R.Project-based working has become increasingly prevalent in many industries and sectors. However, it present a particular challenge in terms of managing and assessing the performance of those involved, as outcomes are often the product of complex patterns of involvement from a wide range of stakeholders. This paper reports on research which has attempted to overcome this difficulty through the development of a multifaceted performance excellence framework for project managers. The framework is based around three interrelated components of managerial performance excellence: role-focused performance excellence criteria, job-focused task-task competences and person-focused attribute-based competencies. This hybrid approach to performance management provides an evaluative framework adaptable for a variety of applications, including recruitment, development and training, succession planning and deployment. It offers an innovative alternative to normative competence based approaches, which arguably do little to engender performance excellence within dynamic project-based sectors.Item Open Access The role of exposure to violence, burnout and self-efficacy on the life satisfaction of clinical staff in a secure mental health hospital(European Academy of Occupational Health Psychology, 2020-09-02) Hatton, Ella; Cheng, M.Background: Increased burnout and decreased psychological wellbeing, such as life-satisfaction, of clinical mental health staff in secure mental health settings, is a continuing issue. To understand the most appropriate interventions and support streams for clinical staff in such settings, there is a need for an enhanced understanding of how job demands and resources affect burnout and life-satisfaction. Though the Job Demands-Resources Theory (JDRT) provides a framework for this, there is scarce research that applies this theory to staff working in secure mental health settings. The health impairment process of the JDRT postulates that the exhaustion component of burnout mediates the relationship between job demands and outcomes. A demand commonly experienced by clinical staff in secure mental health settings is exposure to patient violence, which has a substantiated effect on burnout in various healthcare staff samples. As workplace stress can adversely affect employee’s life-satisfaction, it is important to understand the potential process in which exposure to violence and burnout can affect clinical staff’s life-satisfaction. The motivational process of the JDRT posits that the disengagement component of burnout mediates the relationship between resources and outcomes. Self-efficacy is a personal resource that has been demonstrated to predict burnout, as well as engagement at work, and life satisfaction. However, there is piecemeal evidence of this process in secure mental health staff. The JDRT’s buffering hypothesis suggests that resources moderate the effect of demands on outcomes, though there is scarce support in secure mental health settings. This was addressed in the current study by investigating the extent to which self-efficacy moderated the relationship between exposure to violence and life-satisfaction. Method: Using a cross-sectional design, questionnaires were administered online to a sample of 110 clinical staff working in a secure mental health hospital. Using the dual-process model of the JDRT as a framework, the indirect effect of exposure to violence on life satisfaction with exhaustion as a mediator, and the indirect effect of self-efficacy on life satisfaction with disengagement as a mediator were investigated. In line with the buffering hypothesis, self-efficacy was explored as a moderator of the relationship between exposure to violence and life-satisfaction. Results: Exhaustion did not significantly mediate the relationship between exposure to violence and life-satisfaction. Neither exposure to violence nor exhaustion significantly predicted life satisfaction. Disengagement did not significantly mediate the relationship between self-efficacy and life-satisfaction, though disengagement and general self-efficacy significantly predicted life-satisfaction. Self-efficacy did not significantly moderate the relationship between exposure to violence and life satisfaction. Conclusions: This study addresses the paucity of literature exploring the JDRT in secure mental health settings. The results indicate the need for further research to explore potential mediators and moderators between exposure to violence and life-satisfaction, such as resilience or desensitization. Further research is also required to explore potential predictors of disengagement in clinical staff, working in a secure mental health environment. Practical implications include promoting self-efficacy and engagement, as well as offering support to enhance these for clinical staff working in secure mental health settings.Item Open Access The Experience of Work-Family Conflict: Does Being the Only Child Matter?(Sage, 2024-01-09) Chen, Shujie; Cheng, M.A lack of resistance resources in the family, such as a lack of sibling support, might cause the family to be more prone to family crises; however, little if anything is known about whether being the only child will influence the experience of work-family conflict (a family crisis). Using an online questionnaire sample of 622 Chinese employees, we investigated the influence of only child status on work-family conflict and further explored the moderating effect of only child status on the relationship between work-family conflict and its performance outcomes. Analyses revealed that being the only child would spend less time on family responsibilities, thereby decreasing the level of family-to-work conflict; in addition, being the only child would ease the negative impact of work-to-family conflict on family performance. The recommendations for future studies, implications of this study, and the need for further research on only child’s work-family conflict experience are discussed.Item Open Access The Influence of Household Size on the Experience of Work-Family Conflict(SN Social Sciences, 2023-08-24) Chen, Shujie; Cheng, M.There is a growing need to examine the influence of household size on the experience of work-family conflict, considering the changing family structure worldwide due to the decrease in fertility and mortality rate, as well as most household size studies only recognising the spouses and the number of children. Using a sample of 618 Chinese participants and a structural equation modelling in R studio, we developed and tested a model that connects household size to work-family conflict via its unique antecedents. Our findings suggested that the effect of household size was more salient in family-to-work conflict and that household size was related to the experience of work-family conflict via the time-based antecedent of family-to-work conflict. Simultaneously, our findings suggested that household size was negatively related to family interpersonal conflict in China and that family-to-work guilt was related to family-to-work conflict. The implications and recommendations for future studies are discussed.Item Metadata only Towards A Multidimensional Competency-Based Managerial Performance Framework: A Hybrid Approach(Emerald, 2005) Cheng, M.; Dainty, A. R. J.; Moore, D. R.Purpose – To report on the development of a new, more balanced approach to managing the performance of key employees in project-based organizations. Design/methodology/approach – Following the establishment of the role-based criteria for performance excellence through focus groups and subsequent factor analysis, performance profiles of a range of superior and average performing managers were compiled. These were based on behavioural event interviews (BEIs) from which job, person and role-based aspects were derived. The final performance model was validated through assessments with an expert panel of HRM specialists. Findings – This research has developed and demonstrated the potential of a more holistic approach to managing performance which includes reference to the job requirements, personal behaviours and the role context. It was found to be particularly suitable to measuring managers’ performance in dynamic team-based environments. Research limitations/implications – The empirical work upon which the new performance framework is based was derived from a limited study within two construction organizations. Future work will explore the applicability of the approach within other organizations and industries. Practical implications – Applying this framework to key HRM activities has the potential to improve the ways in which companies manage, develop and retain their key managerial resources. Notably, they should be able to engender a more participative, developmental approach to the HRM function, thereby helping to ensure sustained performance improvements in the future and improved resource usage effectiveness. Originality/value – The paper presents the basis for a completely new performance management paradigm which embeds managerial competence/competency in a way which more accurately reflects the realities of managerial practiceItem Metadata only What makes a good project manager?(2005-01-01) Cheng, M.; Dainty, A. R. J.; Moore, D. R.