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This study aims to investigate the differential roles of self-esteem and co-rumination in the mediated relationship between abusive supervision and knowledge hiding via psychological safety.

The study used a three-wave time-lagged design and data were collected from 388 full-time employees in India.

The results show that psychological safety mediated the impact abusive supervision had on knowledge hiding. Further, this impact was weakened by higher self-esteem as employees with higher self-esteem were less affected by the impact of abusive supervision on psychological safety and knowledge hiding; but this impact was amplified by more co-rumination as employees who co-ruminated more were also more affected by abusive supervision in psychological safety and knowledge hiding.

A cross-sectional design and the use of self-reported questionnaires are a few limitations of this study.

This study took a purposeful deviation from the traditional path of organizational justice to the study of abusive supervision and psychological safety and endeavored an alternate route, one of resource conservation. Further, employees have diverse reasons that heighten or dampen their inclination to hide knowledge from others in the workplace. The study examines co-rumination and self-esteem as possible boundary conditions.

The purpose of this paper is to adopt an approach/avoidance coping framework to examine the relationships of job search co-rumination (i.e. engaging in repeated and excessive conversations with a friend about job search problems) and job search talk avoidance (i.e. persistently seeking to escape conversations about the job search) on job search intensity and job search procrastination.

The authors surveyed 196 new labor market entrants (i.e. graduating students) at two points in time during their last semester in college.

The authors found that job search co-rumination is positively related to job search intensity, while job search talk avoidance is positively related to job search procrastination. Interestingly, though, the expected negative relationships between job search co-rumination and job search procrastination and between job search talk avoidance and job search intensity were not significant.

This study has implications for both job seekers and career counselors. For job seekers, understanding how their communication patterns influence their behaviors (and ultimately their success) can help them to see the benefits of a balanced approach to sharing about their job search. Furthermore, career centers could organize either job search mentoring or peer group programs to help job seekers navigate the intricacies of the job search process.

This study contributes to understanding whether and how talking (or not) with others (i.e. friends and relatives) about one’s job search influences one’s job search behaviors, such as intensity and procrastination.

The purpose of this study aims to investigate the independent and combined moderating effects of social sharing and rumination on the relationship between customer aggression and service sabotage.

Two samples of service providers were recruited: a sample of face-to-face service employees from various organizations (N = 481) and a sample of call center employees (N = 122). Data were collected using self-reported questionnaires and the research hypotheses were tested using hierarchical regression analyses.

The impact of customer aggression on service sabotage was exacerbated by rumination in Sample 1 and although failing to reach significance (0.08), the same pattern of interaction was observed in Sample 2. The results lend support to the existence of a three-way interaction effect between customer aggression, social sharing and rumination. Specifically, the positive relationship between customer aggression and service sabotage was stronger for employees who reported high levels of both social sharing and rumination compared to employees who reported high levels of social sharing but low levels of rumination.

Implementing stress-management training intended to help service employees avoid using maladaptive coping strategies when confronted with mistreatment can serve to reduce employees’ engagement in retaliatory behaviors directed against customers.

The study’s findings provide one potential explanation for the mixed findings in the literature on social sharing and suggest that sharing of emotions for coping with customer aggression may become a maladaptive strategy for individuals who tend to engage in ruminative thinking whereas it may be a helpful coping choice for individuals who do not.

The present research aimed to develop and test cognitive processes through which instrumental leadership leads to creativity via problem-solving rumination and knowledge sharing with coworkers, based on the self-regulatory perspective of goal progress theory.

Data were collected from 166 male construction workers (nested within 19 male leaders) who completed the total of 1,642 daily diary questionnaires. Further, a group-mean centering approach and several control variables were used in order to improve causal inferences of the results.

It was found that instrumental leadership predicts problem-solving rumination (an intrapersonal self-regulatory process) and knowledge sharing with coworkers (an interpersonal self-regulatory process), which, in turn, result in creativity.

In addition to motivational processes that explain the relationships between several leadership styles and creativity, the current research found a crucial role of instrumental leadership in predicting creativity.

Departing from previous research which shows that abusive supervision, as a salient job demand, induces detrimental employee outcomes, this study examines how to create constructive consequences of abusive supervision. To do so, the authors identify the boundary conditions to change the negative effect of supervisory abuse on employees’ work engagement in a positive direction. The authors examine the interactive moderating effect of a personal resource (i.e. positive causal attribution of abusive supervision) and a job resource (i.e. workplace friendship) on the relationship between abusive supervision and work engagement.

The authors used data from a two-wave survey of 697 full-time workers with a time interval of one month and conducted three-way interaction analyses to test their hypothesized model.

Abusive supervision increases employees’ work engagement when they make a positive causal attribution of abusive supervision (i.e. interpreting their abusive supervisor’s motives as promoting their job performance, rather than as intentionally harming them) and have favorable workplace friends.

The authors study offers a novel picture of abusive supervision by revealing that supervisory abuse can enhance employees’ work engagement when it is coupled with proper personal and job resources. In addition, this study highlights that in order to identify constructive effects of abusive supervision, it is critical to delve into the interaction between resources from these two domains to deal with abusive supervision.

Interest in employee mindfulness has increased dramatically in recent years, fueled by several important conceptual articles, numerous studies documenting the benefits of mindfulness for employee outcomes, and the adoption of mindfulness-based practices in many Fortune 500 organizations. Despite this growing interest, the vast majority of research on employee mindfulness has taken an intrapersonal focus, failing to appreciate the ways in which mindfulness may enhance work-related relational processes and outcomes. The authors explore possible associations between mindfulness and relationally oriented workplace phenomena, drawing from interdisciplinary scholarship examining mindfulness in romantic relationships, child–parent relationships, patient–healthcare provider relationships, and student–teacher relationships. A framework is proposed that links mindfulness to three distinct relationally oriented processes, which are expected to have downstream effects on work-related relational outcomes. The authors then take the proposed framework and discuss possible extensions to a variety of unique workplace relationships and discuss critical next steps in advancing the relational science of mindfulness.

Increases in video game use have led to mental health concerns, citing greater risk for depressive symptoms (DS) and reduced “in-real-life” (IRL) social involvement. However, recent studies have uncovered potential social benefits for online gaming. Many games provide avenues to extend real life relationships and make new online friendships. The purpose of this pilot study is to use social network analysis to determine associations between connections and DS in a gaming community.

As a pilot study, members of an online gaming site were asked to report demographic characteristics, DS, IRL social support, online social support and IRL people and members of the online community with whom they spoke to about important life matters. Multi-level modeling was used to parse variance described by demographic characteristics, IRL measures and online measures. Linear network autocorrelation modeling (LNAM) was used to determine relationships between network connections and DS.

Members (n = 37; µ = 24.76 years old, SD = 6.55; 100% male; 89.2% white) on average felt DS’ “not at all” to “several days” over the past two weeks. Multi-level modeling including online network measures explained 50% of variance (R² = 0.50, F (9,27) = 2.98, p = 0.01); online connections were associated with DS (ß = 0.46). LNAM indicated DS were associated with IRL support (ß = −2.66), IRL connections (ß = 1.81), online support (ß = 2.40) and network effects (ß = 0.06), which indicates that a gamer’s DS were similar to those of their online connections.

Members with more DS may be seeking help via online channels. This may be important for future research to consider alternative forms of help-seeking behavior.

Plagiarism is an epidemic for scholars that needs to be managed. Penalties do not seem to be able to stop people from indulging in it. Manipulation of emotions and values may help in discouraging people from plagiarism. Therefore, the purpose of this paper is to understand the association between felt emotion and plagiarism outcome behaviours. Another objective of the study is to see the role of virtues in discouraging people from plagiarism.

A scenario-based quasi-experimental method is used to collect the data. Graduate students from various Indian universities were invited for the experiment. The partial least square based structural equation modelling is used to test the measurement as well as path model.

The authors found that manipulated shame resulted in feelings of both international and external shame. When individuals feel internal shame, they avoid and discontinue plagiarism. They also try to repair the damage that they cause by plagiarism. However, feeling of external shame only encourages individuals to discontinue plagiarism behaviour. Virtues such as influence, competitiveness and equality weaken the relationship between internal shame and plagiarism-related outcome behaviour. At the same time, these virtues do not affect the relationship between external shame and outcome behaviours.

This study has important implications for the institutions of higher education. The study suggests that universities should provoke the emotion of shame through various communications to students to control the act of plagiarism by their students.

No study seems to have examined if the manipulation of emotions and values can help reduce the problem of plagiarism. This is an attempt towards bridging this important gap in literature. Therefore, findings of this study are of great value to scholars and content developers.

Previous research demonstrates a consistent association between the media and body and eating related issues in children. Recent research has highlighted a role for “fat talk” to describe discourses around body size and food. One key source of media information is Disney animation films, yet to date no research study has explored the verbal content of this genre.

The present study used a content analysis to examine fat talk in Disney animation films (1937–2021; n = 53) with a focus on the frequency of fat talk, changes over time and differences between the genders and heroic statuses of the givers and receivers of fat talk. Fat talk was defined as relating to both body size and food and could be either positive or negative.

Results revealed that there was more negative than positive fat talk per film; no significant changes over time; males were the givers of significantly more positive and negative fat talk than females and were also the receivers of more negative fat talk; good characters were the givers and receivers of more positive and negative fat talk and more self-directed negative fat talk than bad characters.

The results are discussed in terms of possible legislation and parenting interventions to minimise the harm of this genre on young children.

Disney animation films may not be as benign as often thought.

This study investigates how employees' experience of resource-depleting workplace loneliness may steer them away from performance-enhancing work efforts as informed by their propensity to engage in negative work rumination. It also addresses whether and how religiosity might serve as a buffer of this harmful dynamic.

The hypotheses tests rely on three-round survey data collected among employees who work in various organizations in Pakistan – a relevant country context, considering the importance of people's religious faith for their professional functioning and its high-uncertainty avoidance and collectivism, which likely make workplace loneliness a particularly upsetting experience.

An important channel through which a sense of being abandoned at work compromises job performance is that employees cannot “switch off” and stop thinking about work, even after hours. The role of this explanatory mechanism is mitigated, however, when employees can draw from their religious beliefs.

For human resource (HR) managers, this study pinpoints a notable intrusion into the personal realm, namely, repetitive thinking about work-related issues, through which perceptions of work-related loneliness translate into a reluctance to contribute to organizational effectiveness with productive work activities. It also showcases how this translation can be subdued with personal resources that enable employees to contain the hardships they have experienced.

This study helps unpack the connection between workplace loneliness and job performance by detailing the unexplored roles of two important factors (negative work rumination and religiosity) in this connection.