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Burgeoning research on workplace dignity has captured the interest of organizational-behavior scholars. However, research to date has either focused on the conditions that contribute to workplace dignity or how individuals experience and respond both to dignity and dignity threats. Little is known about the psychological and behavioral consequences of dignity in the workplace. Building on the resource caravans principle of conservation of resources (COR) theory, this study attempts to bridge this gap and investigates 'how' employees' perceptions of workplace dignity might affect their discretionary work effort. Two-wave survey data were collected from 180 employees in the development sector organizations in Pakistan and the bootstrap mediation analysis using PROCESS macro was performed to test the hypothesis. Whilst workplace dignity, organization-based self-esteem, and discretionary work effort were found to be positively associated with each other, organization-based self-esteem mediated the workplace dignity–discretionary work effort relationship. More specifically, workplace dignity positively predicted discretionary work effort through increasing organization-based self-esteem. As a pioneering study examining how workplace dignity affects discretionary work effort, this research not only advances the relevant literature, but also lends credence to COR theory's relatively less scrutinized resource caravans principle. Implications for theory, research, management practice, and strategic human resource management are also discussed. [ABSTRACT FROM AUTHOR]

Extant research has shown that experiencing incivility and ostracism can increase the risk of emotional exhaustion, however, lesser is known about the factors that mitigate such risk. Framed through the conservation of resources theory, this study identifies and tests the hitherto unexplored moderating role of self-compassion in the relationships between workplace incivility and emotional exhaustion, and workplace ostracism and emotional exhaustion. A total of 310 employees working in the service-sector organizations (higher education institutions, banks, and telecom companies) in Pakistan participated in this cross-sectional study. While workplace incivility and workplace ostracism were positively correlated with emotional exhaustion, self-compassion was negatively correlated with workplace incivility, workplace ostracism, and emotional exhaustion. Results further revealed that self-compassion moderated the workplace incivility–emotional exhaustion and workplace ostracism–emotional exhaustion relationships such that people high in self-compassion felt less emotionally exhausted. The findings indicate that there is potential value in developing self-compassion, for which a number of interventions are discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine whether, how, and when trait emotional intelligence (EI) influences the relationships between operational stress and decision-making styles for personnel working in highly stressful professions. Data for this study were collected via a cross-sectional and voluntary survey from a sample of 268 professionals (doctors = 60, paramedics = 99, police = 50 and personnel from paramilitary troops = 59) who frequently encounter emergencies as a part of their jobs. Hierarchical regression analysis and PROCESS macro for SPSS was used to test hypotheses. Results indicated that EI significantly moderated the relationships between: i) operational stress and rational decision-making, and ii) operational stress and intuitive decision-making such that the relationship of operational stress with rational and intuitive decision styles was significantly positive when EI was high and significantly negative when EI was low. EI also moderated the relationships between: i) operational stress and dependent style and ii) operational stress and avoidant style such that these relationships were positive when EI was low, and negative when EI was high. Along with its theoretical contributions, this study offers several implications for practice that are discussed at the end. [ABSTRACT FROM AUTHOR]