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Although common throughout the world, little is known about the mechanism by which nepotism is associated with employee outcomes. Drawing from social exchange theory, this study examines whether fear-based silence mediates the relationship between nepotism with employee workplace withdrawal and career satisfaction. In addition, whether gender moderates the relationship between nepotism and fear-based silence is also examined.

Two time-lagged surveys of 330 employees in the Indian banking sector were completed.

As hypothesized, nepotism was positively related to fear-based silence and employee workplace withdrawal; it was negatively related to career satisfaction. Fear-based silence partially mediated the relationships of nepotism with workplace withdraw and career satisfaction. Gender moderated the relationship between nepotism and fear-based silence.

This study shows the negative impact of nepotism on employee outcomes and suggests means for reducing its prevalence in organizations.

This is the first study to examine fear-based silence as a mediator of nepotism’s relationship with employee workplace withdrawal and career satisfaction. It also answers repeated calls for more research on fear-based silence and its antecedents.

The study aims to attempt to investigate the mediating role of fear-based silence (FBS) and moderating role of personality in the relationship between workplace bullying (WPB) and workplace withdrawal (WW) in hotel industry.

Drawing upon conservation of resources theory, two waves approach was used to collect data from 263 hotel employees in India. Partial Least Squares (PLS) based Structural Equation Modeling (SEM) was used to analyse the data.

Fear based silence was seen to mediate the relationship between WPB and WW. Further, proactive personality moderated the relationship between FBS and WW.

The present study has vital implications for practitioners, academicians and policy makers. Executives must take cognizance of incidences of WPB and take on well-timed actions to curb it altogether. Taking into consideration the significance of resources in mitigating the adverse impacts of WPB, organizations must try to promote conditions necessary for that resource acquisition.

This is the first study to examine FBS as a mediator in the relationship between WPB and WW.

The purpose of this paper is to gain a greater understanding of fear-based information withholding in project-manager-to-project-sponsor (PM2PS) communication and to propose future research directions.

The research consisted of a review of the literature related to the withholding of information in subordinate-to-superior communication and in PM2PS communication. Literature from project communication studies and literature from general communication theory was consulted.

Using defensive silence theory as a conceptual framework, five research propositions specific to fear-based information withholding in PM2PS communication are offered.

The study findings are limited to PM2PS communication based upon fear. The study provides a foundation for further research in this area within the conceptual framework of defensive silence theory.

The practical implication of this paper is that certain perceptions and behaviors of a project sponsor can be related to fear-based information withholding in PM2PS communication.

The originality of this paper is that it extends defensive silence theory into the realm of PM2PS communication. The value of this paper is to provide a catalyst for subsequent empirical-based research in order gain greater insight into fear-based information withholding in PM2PS communication.

The purpose of the study is to investigate the relationship between workplace incivility (WIN) and ineffectual employee silence (IES) through rationalized knowledge-hiding (RKH) and regulation of emotion, drawing on the conservation of resources (COR) and social exchange theory (SET).

The study employed a cross-sectional design and used the partial least squares (PLS)-structural equational modeling (SEM) algorithm to test the reliability, validity of the measurement and hypotheses using a sample of 252 information technology (IT) professionals.

The results demonstrate that experienced WIN and RKH behavior significantly exacerbate IES. On the other side, the regulation of emotion decreases the negative influence of WIN and aids in the reduction of IES.

The study suggests that organizations should take appropriate measures to alleviate WIN, which might prevent concealing information/knowledge, IES and encourage employees to practice regulation of emotion.

The study significantly contributes to the relationship between uncivil behavior and ES and expands the knowledge on the mediating roles of RKH and regulation of emotion.

The purpose of this study is to investigate the phenomenon of defensive biasing in work stress surveys, which occurs when employees trivialize potential stressors and strains due to fear of negative consequences from their supervisors or management. This study aims to better understand the factors that influence this behavior and to develop a scale to measure it.

The study used an online survey of 200 employees to investigate the factors influencing defensive biasing behavior. The researchers developed a scale for defensive biasing with the help of subject matter experts and derived possible factors from the literature. Participants were presented with a hypothetical scenario in which they imagined a work stress survey in their organization and were asked to answer related items. The data were analyzed using regression analysis.

The study found that defensive biasing behavior was significantly predicted by perceived anonymity and neuroticism. Participants who felt less anonymous and had higher levels of neuroticism were more likely to engage in defensive biasing. Job insecurity and trust in supervisors were not found to be significant predictors of defensive biasing.

This study contributes to the literature on work stress surveys by developing a scale for defensive biasing and investigating the factors that influence this behavior. The study highlights the importance of making the survey process more transparent to reduce defensive biasing and obtain trustworthy results.

Using employee voice to advocate for customers' requirements, improves hospitality service. Organizations must understand what motivates or deters employee customer-oriented voice behaviour (COVB) to achieve its goals and enhance performance. This research investigates the predictors and outcomes of COVB of front-line employees (FLEs) in the hotel industry.

The study used the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines to steer the article search, screening, and inclusion. The research identified the extant studies conducted in both, high/low power distance countries that met the search criteria using the databases of SCOPUS, Web of Science, EBSCOHost and through snowballing of references.

The content analysis of 55 selected studies identified four themes that explain FLEs’ COVB in the hospitality industry. These four themes include customer-related, employee-related, organizational and leadership factors. Moreover, it was found that theoretical frameworks of the most of published studies are dominated by social exchange and conservation resource theories.

This study suggests hospitality firms to develop management strategies to foster FLEs COVB especially long-term personality trainings for FLEs is suggested for innovative and novel ideas.

This is the first study, as per our knowledge, on the hospitality industry that has been conducted to analyse and synthesize the literature related to FLEs’ COVB.

Based on the stimulus-organism-response (SOR) model and Transactional Model of Stress and Coping, the current study aims to investigate the direct effects of workplace bullying (WPB) on internal whistleblowing (IW) and workplace withdrawal (WW), as well as the indirect effects, including the mediating role of moral injury (MI) and moderating role of inclusive leadership (IL) in the hospitality sector.

Three-waves approach was used to collect data from 266 hotel employees in India. AMOS 21 and Macro-PROCESS were used to analyse the hypothesised relationships.

WPB has a direct effect on IW and workplace withdrawal. MI mediated the relationship between WPB and IW and WPB and WW. Further, IL moderated the relationship between WPB and MI.

The results of the current study have significant policy-related, academic and practical implications. Executives must be aware of WPB incidents and take prompt action to completely stop them.

The study contributes to the literature by analysing the role of MI as a mediator for the relationship between WPB and WPB's coping strategies like IW and workplace withdrawal. This study also answers repeated calls for more research on MI and MI's consequences.

The purpose of this paper is to elucidate the implications of relational cultural theory (RCT) for mentoring individuals who have enacted moral courage.

Overviews of the construct of moral courage, the nature of work-related mentoring and RCT are provided. Subsequently, the relevance and implications of RCT for understanding moral courage-related suffering, and for supporting the growth, resilience and vitality of those who have enacted moral courage are discussed.

Within RCT, moral courage-related suffering is located in disconnection, invalidation and isolation for which sufferers also feel held at fault. Self-protective behaviors, including disavowal of self, can perpetuate this suffering.

Five insights from RCT for supporting the growth, resilience and vitality of individuals following acts of moral courage are elaborated, including affirming efforts to activate supportive relationships; demonstrating “radical respect”; facilitating voice; engaging through mutuality and fluid expertise; and, reframing resilience.

The dearth of attention to ways of supporting those who suffer following acts of moral courage reflects previously documented findings about the short-shrift given to issues of human health and sustainability in organizations and organizational research. Implications for policy, practice and education are described.

This paper extends the RCT perspective in mentoring, and addresses an important gap in the moral courage literature, namely, the identification of a theoretically grounded approach through which to support the growth, resilience and vitality of individuals who have enacted moral courage.

The purpose of this paper is to challenge some taken-for-granted practices related to organizational change in order to understand how organizational change as practice is conditioned by mundane assumptions.

A critical analysis of the taken-for-granted assumptions revealed by a literature review was conducted utilizing practice theory approach in which human behavior and social context are intertwined. Hence, the analysis of this theoretical paper focuses on practices, praxis and practitioners in organizational change.

The results suggest that certain elements that are believed to be universal in organizational change are, in fact, particular within context. The key finding and message of this research is that organizational change in practice is a manifestation of particularity. The conclusion is that certain mundane assumptions condition organizational change practices by ignoring the importance of power, phronesis and paradox, which lie in human interaction within social context.

The proposal that the dominating discourse on organizational change involves some taken-for-granted assumptions, challenges scholars to question the ways organizations are currently studied, and perhaps draws more attention to power, context and particularity in future research.

The analysis demonstrates that the social aspect of organizational realities is crucial in organizational change, and should not be underestimated by the practitioners in the process. This realism of practice complexity indicates that the pitfalls of organizational change are more context dependent and thus, more numerous than generally is assumed.

This research contributes to both theory and practice by offering a critical view on some of the taken-for-granted organizational change practices. This paper also demonstrates originality by introducing the concept of “organizational change as practice” in analogue of “strategy as practice” (SAP).

Taking the support of social capital theory and conservation of resource theory, the present study explores the mediating role of rumination and moderating role of mindfulness in the relationship of workplace ostracism (WO) and workplace withdrawal (WW).

The data were collected in two waves from 467 employees working in hotels located in Delhi NCR region of India. The hypothesised relationships were investigated by macro-PROCESS (Hayes, 2013).

The results found a mediating impact of rumination on WO and WW relationship. It further supported the moderating effect of mindfulness in weakening the association between WO and WW via rumination.

This study identified mindfulness as an essential mechanism by which WO may be regulated to control employee's tendency to ruminate. Rumination may initially be prevented in organisations by regulating the primary effect of WO on employees' decisions for WW.

By linking the research model with the social capital theory, the study has contributed to the existing body of knowledge. The study is the first of its kind in India to examine the impact of hypothesised associations on the hotel industry. The findings of the study would help the industry in understanding the role of mindfulness in reducing aberrant behaviours at workplace.