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.

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): 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 [...]

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): 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 [...]

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., 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 [...]

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]