Search

Purpose: The fear of COVID-19 has been identified as a significant predictor of adverse work-related outcomes. Grounded on conservation of resource theory, this study examines the impact of fear of COVID-19 on faculty members' job turnover intention (TI) and job insecurity, as well as the relationship between job insecurity and TI. Additionally, the authors investigate job insecurity as a potential mediating variable between the fear of COVID-19 and TI. Design/methodology/approach: Data were collected from faculty members (n = 226) working in Pakistan's public sector universities and analysed through PLS-SEM using SmartPLS software. Findings: The results indicated that fear of COVID-19 was positively and significantly associated with both TI and job insecurity. Furthermore, the results demonstrate that job insecurity has a positive correlation with TI. In addition, the study's findings endorsed the mediating role of job insecurity between fear of COVID-19 and TI. Practical implications: The study highlights the importance of addressing the fear of COVID-19 and job insecurity among faculty members, as they are significant predictors of TI. The findings suggest employers should prioritise providing a safe work environment and reducing uncertainty to retain their workforce during the pandemic. Originality/value: This study adds to the literature as it conceptualises the indirect mechanism that links fear of COVID-19 to TI and job insecurity and provides practical implications that may reduce faculty members' TI.

Author(s): Ammarah Ahmed [sup.1] , Dapeng Liang [sup.1] , Muhammad Adeel Anjum [sup.1] , Dilawar Khan Durrani [sup.2] Author Affiliations: (1) grid.19373.3f, 0000 0001 0193 3564, School of Management, Harbin [...], 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.

Author(s): Muhammad Adeel Anjum [sup.1] , Dapeng Liang [sup.1] , Dilawar Khan Durrani [sup.2] , Anjum Parvez [sup.3] Author Affiliations: (1) grid.19373.3f, 0000 0001 0193 3564, School of Management, Harbin [...], 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.

Author(s): Syeda Maryam Dilawar [sup.1] , Dilawar Khan Durrani [sup.2] [sup.3] , Xiangyang Li [sup.4] , Muhammad Adeel Anjum [sup.5] Author Affiliations: (1) grid.19373.3f, 0000 0001 0193 3564, School of [...], 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.

This study developed and tested a moderated mediation model by examining the relationships between humble leadership (HL), emotional intelligence, employee conflict (EC), and creative performance (CP), using resource-based theory as the theoretical foundation. We conducted a cross-sectional survey of 322 employees and their immediate supervisors (n = 53) from the telecom sector in Pakistan. The data was analyzed using AMOS 21 and SPSS 26. The results demonstrate that HL has a positive effect on creative performance and a negative relationship with employee conflict. Furthermore, employee conflict has a negative impact on CP and mediates the impact of HL on CP. Moreover, a leader's emotional intelligence moderates the negative relationship between HL and EC. Finally, this study reveals that EI moderates the indirect effects of HL on CP. The conclusions and implications are discussed at the end of this paper. [ABSTRACT FROM AUTHOR]

This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a selfadministered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. [ABSTRACT FROM AUTHOR]

Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee–supervisor dyads (n = 169) in non-governmental organizations in Pakistan to test the hypothesized model, employing techniques, such as confirmatory factor analysis, moderated multiple regression, post-hoc slope, and Johnson–Neyman analyses. As predicted, workplace dignity and workplace inclusion positively influenced employees' job performance, while workplace inclusion moderated the dignity-performance relationship such that this relationship was more strongly positive when workplace inclusion was high. At the theoretical level, this study adds new insights to the job demands-resources (JD-R) model, which is used as theoretical lens in this study. Specifically, this study is the first to examine workplace dignity and its consequences from the perspective of the JD-R model, thus introducing a new theoretical perspective into the dignity literature. This study also provides useful advice for management practice, policymaking, and employees, and is germane to the United Nations' Sustainable Development Goal 8. [ABSTRACT FROM AUTHOR]

Drawing on affective events theory (AET) and workplace incivility spiral, this study tested a conditional process model to explain, when and how, affective workplace events (workplace ostracism and workplace incivility) affect employees' emotions and work effort. Data for this cross-sectional study were collected via an online survey from 251 employees at three public sector universities in Quetta, Pakistan. Results indicated that both ostracism and incivility encumber work effort, and that one way via which ostracism negatively affects work effort is by provoking targets' negative affect (NA). Results also revealed that workplace incivility exacerbated positive relationship of ostracism and NA such that this relationship was stronger when incivility was high and weaker when incivility was low. Moreover, the indirect effects of ostracism on work effort were also contingent on workplace incivility. Practical implications are discussed at the end. [ABSTRACT FROM AUTHOR]

This study demonstrates how field employees' perceived threat of terrorism (PTT) is magnified by the incompatibility between role demand (travel and work outdoors) and resources (terrorism-endangered environment). With a foundation in the conservation of resources perspective and transactional theory of stress, a theoretical framework was proposed to test the mediating effect of role ambiguity (RA) and role conflict (RC) in the relationship between PTT and emotional exhaustion (EE). An approach involving confirmatory factor analysis and the structural equation was used for analysis. Data from 432 pharmaceutical sales representatives indicate a significant positive relationship between PTT and EE, while RA and RC significantly mediated the relationship. The findings are potentially useful for employers in charge of field employees in high-risk regions by explaining how such groups can be provided with support to reduce their role stress and exhaustion, leading ultimately to increased satisfaction. [ABSTRACT FROM AUTHOR]

The intent of this empirical assessment was to investigate whether or not high-performance work practices (HPWPs) mitigate work-role ambiguity in business enterprises and other societal human organizations. Data were collected from 245 respondents from service sector organizations, operating in Pakistan, via a voluntary cross-sectional online survey. Pearson correlation and regression analyses test the study's hypotheses and deduce its results. All HPWPs, i.e., i) selective staffing, ii) extensive training, iii) career development, iv) extensive compensation, v) performance appraisal and vi) employee participation, were found negatively associated with work-role ambiguity perceptions, thereby implying that high-performance work practices can reduce work-role ambiguity. Despite its qualifications, the empirical assessment offers theoretical implications and future-research directions, along with important policymaking implications for practitioners. [ABSTRACT FROM AUTHOR]

This study explores the relations among the concepts of psychological empowerment, emotional intelligence, organizational cynicism and affective commitment. Existing research has not explored the combined effects produced via the mediating role that organizational cynicism plays along with the moderating role of emotional intelligence. The study addresses that gap by exploring the mediating role of organizational cynicism combined with expected moderation by emotional intelligence. The empirical results from a sample of 206 employees from service sector of Pakistan confirmed that organizational cynicism mediates the relation between psychological empowerment and affective commitment, and also mediates the relation between emotional intelligence and organizational commitment. Moreover, the results also revealed that emotional intelligence not only moderates the direct relation between psychological empowerment and organizational cynicism but also moderates the mediated indirect relation between psychological empowerment and affective commitment thus providing evidence of moderated mediation. Based on the results, the study also provides suggestions for management practitioners and recommends new direction for future research. [ABSTRACT FROM AUTHOR]

This research investigates the roles that emotional intelligence plays in the relations between self-efficacy and work effort, as well as between self-efficacy and career satisfaction, in Russian organizations. Correlation analysis and linear regression are used to assess the relations among self-efficacy, emotional intelligence, work effort, and career satisfaction. Gleaned from 422 female and male employees, and analyzed with the SPSS software, the empirical data confirm that emotional intelligence moderates the relations between both self-efficacy and work effort, and self-efficacy and career satisfaction. In addition to the results, also considered are recommendations for practice and implications for future research. [ABSTRACT FROM AUTHOR]

The purpose of this research paper is to investigate the determinates of Korean students in China to use e-government services. A total of 400 structured research questionnaire instruments was designed and administered to potential respondents of which 93.75% responded. The Technology Acceptance Mode (TAM) was used as a theoretical framework for this study. The data gathered was analyzed with SPSS version 20. The results show that all the predictors (Perceived Usefulness, Perceived Ease of Use, Perceived Service Quality, and Citizen Trust) investigated are significant positive determiners of Korean students' intention to adopt and use e-government services. The results further indicated that Citizen Trust positively and significantly moderated the positive relationship between perceived ease of use, perceived service quality and intention to use e-government services but failed to show any positive moderation effect on perceived usefulness and intention to use e-government services. The implications of these findings are further discussed. [ABSTRACT FROM AUTHOR]