scholarly journals WORKPLACE OSTRACISM AND COUNTERPRODUCTIVE WORK BEHAVIORS IN THE HEALTHCARE SECTOR: A MODERATED MEDIATION ANALYSIS OF JOB STRESS AND EMOTIONAL INTELLIGENCE

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Bilal Afsar ◽  
Mr. Attaullah
Keyword(s):  
Emotional Intelligence ◽  
Job Stress ◽  
Mediation Analysis ◽  
Moderated Mediation ◽  
Counterproductive Work Behaviors ◽  
Healthcare Sector ◽  
Work Behaviors ◽  
Workplace Ostracism

scholarly journals Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Yingge Zhu ◽  
Denghao Zhang
Keyword(s):  
Turnover Intention ◽  
Anger Expression ◽  
Mediating Effect ◽  
Counterproductive Work Behaviors ◽  
Trait Anger ◽  
Work Behaviors ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hongyan Jiang ◽  
Xianjin Jiang ◽  
Peizhen Sun ◽  
Xiuping Li
Keyword(s):  
Emotional Exhaustion ◽  
Mediation Analysis ◽  
Deviant Behavior ◽  
Moderated Mediation ◽  
Content Type ◽  
Manufacturing Enterprises ◽  
Mediating Role ◽  
Workplace Ostracism ◽  
The Relationship

PurposeThe purpose of this paper is to explicate the relationship between workplace ostracism and deviant behavior, and further test the mediating role of emotional exhaustion and the moderating role of resilience.Design/methodology/approachA sample of 409 first-line production workers from four manufacturing enterprises in China was collected. A moderated mediation analysis was employed to test the hypotheses and examine the relationships proposed in the research framework.FindingsThe findings indicate that emotional exhaustion could mediate the relationship between workplace ostracism and deviant behavior. Moreover, the results from the moderated mediation analysis suggest that the mediation of emotional exhaustion is moderated by resilience such that with a higher level of resilience, the mediation effect of emotional exhaustion becomes weaker.Research limitations/implicationsThe participants of this study are limited to manufacturing enterprises, and thus our findings may not be equally valid for other types of industries. Meanwhile, this study is a cross-sectional research that could not explain the causal relationship between workplace ostracism and deviant behavior.Practical implicationsThe present research can offer some managerial implications about how to avoid the occurrence of workplace ostracism and deviant behavior for organizations.Originality/valueThis study constructs a moderated mediation model by introducing the potential mediating role of emotional exhaustion and the moderating effect of resilience in order to reveal the mechanism through which workplace ostracism relates to deviant behavior. Our research not only integrates and enriches the ideas of the Stress-Non-Equilibrium-Compensation Approach and the Transactional Model of Stress and Coping Theory but could also inform future management practices for mitigating the negative consequences of workplace ostracism.

The moderating effect of emotional intelligence on the relationship between supervisor conflict and employees’ counterproductive work behaviors

2019 ◽  
Vol 30 (2) ◽  
pp. 227-245 ◽  
Author(s):  
Jie Ma ◽  
Cong Liu
Keyword(s):  
Emotional Intelligence ◽  
Longitudinal Design ◽  
Self Report ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Design Study ◽  
Content Type ◽  
Emotional Appraisal ◽  
Time Lagged ◽  
The Relationship

PurposeResearch concludes that supervisor conflict is a primary antecedent of employee counterproductive work behaviors (CWBs). However, previous studies mainly focused on direct supervisor conflict, with indirect supervisor conflict understudied. To fill the research gap, the purpose of this study is to investigate the relationship between indirect supervisor conflict and employee CWBs and the buffering effect of emotional intelligence on indirect supervisor conflict–CWB relationships in two studies.Design/methodology/approachThe study used time-lagged design (Study 1) and longitudinal design (Study 2) with multisource data to test the theoretical model presented in this study.FindingsThe positive relationship between indirect supervisor conflict and CWBs were consistently supported with self-report CWBs but not with coworker-report CWBs. SEA and OEA were found to buffer the indirect supervisor conflict–CWB relationships with both self-report and coworker-report CWBs.Originality/valueThe study suggests that while covert and implicit, indirect supervisor conflict could drive employees to engage in CWBs that impose a threat to organization and its members. The emotional-appraisal aspect of emotional intelligence (i.e. SEA and OEA) could help employees to better cope with indirect supervisor conflict and mitigate employees’ engagement in CWBs.

Moderated Mediation Model from Stress to Burnout among Health Professionals

2020 ◽  
Vol 44 (6) ◽  
pp. 765-779
Author(s):  
Tianan Yang ◽  
Run Lei ◽  
Pei-Ru Li ◽  
Ai Yin Lim ◽  
Yangyang Sun ◽  
...  
Keyword(s):  
Mental Health ◽  
Physical Health ◽  
Job Stress ◽  
Mediation Analysis ◽  
Health Professionals ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
Burn Out ◽  
Support Seeking

Objectives: It is unclear whether poor health is a contributing factor or a consequence of burn-out. We aimed to explore the relationship among job stress, physical health, mental health, burnout, and coping strategies among health professionals using a moderated mediation model. Methods: Health professionals in Taiwan were invited using a stratified and probability proportional to size sampling. A structure equation model (SEM) was used to examine relationships among job stress, burnout, and physical/mental health. The bootstrapping approach for moderated mediation analysis was then used to explore the role of coping strategies. Results: Totally 935 health professionals participated. The SEM model revealed that job stress was inversely associated with physical and mental health. The direct association between job stress and burn-out was insignificant. Moderated mediation analysis revealed that job stress influenced burnout through physical health and mental health, and that the coping strategy of support-seeking moderated the indirect effect only through mental health. Conclusions: Support-seeking is a good coping strategy for health professionals to buffer the harmful effects of job stress on mental health.

Why do I contribute to organizational learning when I am ostracized? A moderated mediation analysis

2019 ◽  
pp. 1-22 ◽  
Author(s):  
Muhammad Kashif Imran ◽  
Jawad Iqbal ◽  
Tehreem Fatima ◽  
Syed Muhammad Javed Iqbal ◽  
Warda Najeeb Jamal ◽  
...  
Keyword(s):  
Organizational Learning ◽  
Social Exchange ◽  
Mediation Analysis ◽  
Emotional Regulation ◽  
Moderated Mediation ◽  
Financial Industry ◽  
Emotional Suppression ◽  
Workplace Ostracism ◽  
Negative Effect ◽  
Employee Silence

AbstractDrawing on social exchange and emotional regulation perspectives, this study investigates the role of emotional suppression in reducing the detrimental effects of workplace ostracism on organizational learning. Based on the responses of 162 participants from the financial industry, and with the application of moderated mediation analysis, the findings demonstrate that workplace ostracism is mediated by employee silence, which has a negative effect on organizational learning. Interestingly, however, the results exhibit that emotional suppression operates as a buffer between workplace ostracism, employee silence and organizational learning, which leads to the achievement of organizational learning motives. Therefore, the silent employees, who experience workplace ostracism, may still be contributing toward organizational learning, if they are proficient in suppressing their emotions. Given that, the study implies that emotional suppression is fundamentally important to reduce the injurious outcomes of workplace ostracism, in the contemporary organizational settings, particularly with regard to organizational learning.

scholarly journals Dark Triad, Counterproductive Work Behaviors, Workplace Incivility, and the Role of Islamic Work Values: A Moderated Mediation Model

2020 ◽  
Vol 4 (4) ◽  
pp. 56-67
Author(s):  
Muhammad Salman Chughtai ◽  
Dr. Hira Salah Ud Din Khan ◽  
Syed Zulfiqar Ali Shah ◽  
Lenny Yusrini
Keyword(s):  
Public Sector ◽  
Ethical Climate ◽  
Work Values ◽  
Moderated Mediation ◽  
Workplace Incivility ◽  
Dark Triad ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Threatened Egotism ◽  
Ethical Climate Theory

The organization’s ethical climate increases productivity at the individual the organizational level; further, it reduces the harmful characteristics and negative intensity of individuals’ inflated self-esteem. Integration of the theory of threatened egotism and ethical climate theory, this study’s objective was to examine the mediating mechanism of workplace incivility between dark triad (Narcissism, Psychopathy and Machiavellianism) and counterproductive work behaviors with the sample from public sector (judiciary) institution. Additionally, in the present study, we also test the moderating effect of Islamic work values between the mediating relationship of workplace incivility and counterproductive work behaviors. Close-ended questionnaires were used to collect data from a sample size of 268 participants (permanent employees of the judiciary) of a public sector organization who voluntarily participate in the process of data collection for this study. To test the study’s proposed hypothesis, different statistical techniques, i.e., correlation, regression were applied to test the direct effects, and Hayes PROCESS-macro method was applied to test indirect effects (mediation), moderation, and moderated mediation. Findings of the study indicate that workplace incivility mediates the association of dark triad and counterproductive work behaviors. Furthermore, findings reveal that Islamic work values moderate the mediated relationship between workplace incivility and counterproductive work behaviors. We also tested the moderated mediation model, and findings indicate that Islamic work values weaken the positive intensity of dark triad and counterproductive work behaviors in the presence of workplace incivility. This study’s findings further declare that a higher level of Islamic work values weaken the intensity of negative personality on counterproductive work behaviors and decrease the uncivil behaviors of individuals at the workplace. Policymakers and higher management of public sector institutions especially focus on the psychological health and organizational climate to reduce the workplace’s harmful behaviors. Finally, this study theoretically enhances knowledge of personality psychology literature by explaining the negative consequences of negative personalities at the workplace. Overall, this study contributed to the theory of threatened egotism and ethical climate theory by integrating dark triad, workplace incivility, counterproductive work behaviors, and Islamic work values collaborations with exciting outcomes, specifically with the background of public sector institution of Asian developing country. Keywords: Dark Triad; Workplace Incivility; Islamic Work Values; Counterproductive Work Behaviors; Theory of Threatened Egotism; Ethical Climate Theory.

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