Resources Conservation Theory
Based on Resource Conservation Theory, proponents people get motivated at working hard to accumulate newer resources while guarding their current resources. In the case that one’s resources are lost or face possible diminish or they get zero ROI on investment, an individual is poised to get stressed and or strained. (Halbesleben et al. 2014). It thus puts resources accumulation on an upward pedestial run; the more an individual gets the more they want more, thus the more they use the more to get more. To which Hobfoll defines resource as those energies, characteristics, objects and or personal characteristics valued by an individual or that serve to help them achieve the more.
As per COR theory thus, and for individuals to gain resources, recover from or protect resources, they must invest resources (Hobfoll 2001). That would mean, when a worker endeavors at getting full brain capacity; restoring mental capability by resorting to personal internet use activities, they get utilizing more time (resource) in what they would refer to as fun (refreshing) activities to break work monotony and restore full function brain capacity while work waits. Otherwise their brain goes into a monotonous boring mode and they might tend to dislike work which in retrospect affects productivity. By measurement however, the real effect by fun activities endeavors on work delivery borrows from whether the amount of refreshment achieved from the internet fun measures up to job delivery in an upward scale thereafter as compared to the initial total time used for refreshment or the fun activities.
Those in position of greater resources are well placed to guard against loss of resources and thus gain more resources. This thus supports the earlier position that an individual will need more resources to get more resources. By extension thus, those with lesser assets will be susceptible to loss of assets and thus unlikely to get more resources. This way everyone works towards the scale of more so that they can be able to attract more and protect the more they get. By way of example, employees rated job skills causes them to deliver better than their counterparts of lesser cadre. Employees will use resources at hand; knowledge to bargain their way up with their employers. Being in position of better job performance might result in additional resources for the employee, including but not limited to; increased salary, promoted position (resource gain).
As the COR theory states, earlier loss of resources might beget future loss; a resource loss spiral); why? Investment decisions become difficult with a history of resource losses with such, individuals have lowered possibility to protect what they have and thus lesser possibility to gain more. On the other hand, earlier asset gain guarantees eventual rise; when people earn resources, they are positioned to invest the and thus earn more and protect what’s at hand. Their journey towards more becomes worthwhile. A fair example would be an employee with lesser job skills, being frustrated by job performance demands will resort to PIU to escape the frustration; expressive PIU motive. In reality however, the PIU behavior won’t upscale job skills, nor help kill frustration at hand. The PIU behavior eats away time decreasing job productivity; initial resource loss. The worst comes in when the new lost productivity causes the said employee to brush shoulders the wrong way with higher authorities causing more frustrations that are vented out by engaging in yet more PIU as a way of escape leading to a further decline in job performance and thus lost productivity once more (further resource loss) and if not guarded against, the worker gets floored in asset accumulation rat race.
By comparison, a worker of higher job grade engaging in PIU might not be triggerd by work frustrations escape rather by way of work leverage to break monotony and or help solve work_ non work balance by say doing a power bill online instead of leaving office resulting in lost work time. By such personal internet use has turned out to prove positive. In the case for example the internet use is monitored at the work place with strict adherence to work only option, such an employee would feel out of place resulting in frustrations.