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1 – 10 of 523Mohammed Aboramadan, Mehmet Ali Turkmenoglu, Khalid Abed Dahleez and Berat Cicek
Building on leader-member exchange and social cognitive theories, this paper aims to propose a model of the influence of narcissistic leadership on hotel employees’ behavioral…
Abstract
Purpose
Building on leader-member exchange and social cognitive theories, this paper aims to propose a model of the influence of narcissistic leadership on hotel employees’ behavioral cynicism through the mediating roles of employee silence and negative work-related gossiping on this relationship.
Design/methodology/approach
The model was examined using covariance-based structural equation modeling using data collected from 468 employees working in several different departments in Italian hotels.
Findings
The findings illustrate that narcissistic leadership positively affects behavioral cynicism. Furthermore, employee silence and negative work-related gossiping are shown to have a significant mediating effect on this relationship.
Practical implications
The study may be of use for hotel managers as it demonstrates how narcissism can be very damaging to their organizations and employees.
Originality/value
To date, this study is the first to examine negative work-related gossiping and employee silence as mediator variables in the relationship between narcissistic leadership and behavioral cynicism in the hotel industry. Further, this research makes a significant contribution to the hospitality literature as the topic of narcissistic leadership has not, to date, been adequately investigated in the sector.
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Kamal Badar, Mohammed Aboramadan and Geoff Plimmer
The purpose of this study is to investigate whether two types of destructive leadership styles – despotic and narcissistic – predict turnover intentions of nurses via emotional…
Abstract
Purpose
The purpose of this study is to investigate whether two types of destructive leadership styles – despotic and narcissistic – predict turnover intentions of nurses via emotional exhaustion, drawing from the conservation of resources theory and the unfolding theory of turnover.
Design/methodology/approach
This paper used multiwave data collected from 731 nurses working in Palestinian hospitals. Structural equation modeling using partial least squares was used to analyze the data.
Findings
Both narcissistic and despotic leadership are associated with turnover intentions directly and indirectly through emotional exhaustion. Despotic leadership, however, has a stronger relationship to turnover intention than narcissistic leadership. Despotic and narcissistic leadership are common in this sample.
Practical implications
A strong psycho-safety climate is likely needed to address the harm caused by these destructive leadership styles, and interventions should span primary, secondary and tertiary levels of the public health model. Examples include ensuring strong organizational checks, balances and information flows, job control, support and widespread training; assistance programs such as counseling services; and remediation and repair for harmed individuals and teams.
Originality/value
This study advances the understanding of the negative, dark or destructive side of leadership specifically in the nursing context. This study compares despotic and narcissistic leadership to examine which one better/worse explains turnover intentions through emotional exhaustion.
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Jeroen A. Oskam and Anna De Visser-Amundson
The purpose of this paper is to identify the state of academic research on ethical issues connected to innovation in hospitality. Through a systematic review of the literature on…
Abstract
Purpose
The purpose of this paper is to identify the state of academic research on ethical issues connected to innovation in hospitality. Through a systematic review of the literature on this topic, the authors aim to offer a synthesis of research approaches and to provide proposals for future research.
Design/methodology/approach
The authors conducted searches in four different databases, to select articles based on the inclusion criteria: the articles should combine the topics of innovation and hospitality/tourism and have been published between 2011 and 2021. Through an iterative screening process, the authors selected 71 research articles.
Findings
This paper distinguishes two categories of approaches to the topic: a first and predominant approach in which innovations are derived from evolving ethical insights and a more dispersed second category that explores the ethical implications of innovations. In the first category, articles about ethical leadership represent the greatest number, followed by those about corporate social responsibility (CSR). Almost half of the papers studied followed qualitative methods.
Research limitations/implications
The authors argue that the prevalent perspective represents a specific interpretation of the social role of private companies, but that the ethical effects of commercial or technological innovations deserve more attention. Despite a rigorous procedure in reviewing the literature systematically, they also discuss that there are multiple relevant debates that do not refer explicitly to ethical aspects, but that should be included in the topic.
Practical implications
Addressing the research gaps in ethics and innovation in hospitality must provide practitioners with an understanding of the ramifications of their innovations and with criteria for ethical decision-making.
Social implications
The current orientation of the debate underscores ethical innovations in hospitality and tourism, whilst ethical risks of other developments in these industries may remain understudied.
Originality/value
This review updates earlier reviews of ethical issues in hospitality and tourism, whilst the link to innovation and the distinction of two categories, based on the causal direction between ethical considerations and innovation, identify an imbalance in the study of the topic.
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Khahan Na-Nan, Busaya Virakul, Montree Piriyakul and Darlene Fern Russ-Eft
This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.
Abstract
Purpose
This paper aims to develop and test an instrument to measure workplace bullying in the Thai context.
Design/methodology/approach
The research has three phases. Phase 1 involved the development of an instrument and constructs/items as well as testing of content validity and reliability. Phase 2 used exploratory factor analysis to identify the appropriate constructs and items to be included in the instrument. Phase 3 consisted of confirmatory factor analyses to confirm that the measurement instrument built in this research is effective for measuring workplace bullying. Data were collected through interviews of experts and stakeholders in human resource (HR), and through online questionnaires completed by 340 HR employees in Thailand.
Findings
Results revealed that workplace bullying can be classified into three types: work-related bullying, personal-related bullying and physical-related bullying. Findings confirmed the constructs using theoretical concepts and empirical evidence with values of χ2 = 120.473, df = 98, p = 0.061, χ2/df = 1.229, goodness of fit index = 0.961, adjusted goodness of fit index = 0.938, Tucker-Lewis Index = 0.992, comparative fit index = 0.994 and root mean square error of approximation = 0.026.
Research limitations/implications
The findings of this study add further knowledge to the field of organizational behaviour and could be valuable for developing management theories regarding building an effective work climate. The three types of workplace bullying (work-related, personal-related and physical-related bullying) can be studied as independent, dependent or mediating variables that can both influence and mediate. Results can be used to explain behavioural aspects of workplace bullying in clear and accurate terms.
Practical implications
The developed instrument can accurately measure levels of workplace bullying behaviours of employees in different organizations with high levels of validity and reliability. Results can be used to develop interventions and guidelines for managing or reducing workplace bullying of employees. The instrument can also be used as a research tool for further studies of bullying behaviour.
Social implications
Diversity, equality and sustainability are characteristics of organizations that have developed an effective and happy work culture. Allowing workplace bullying to occur can negatively affect such a productive organizational climate. Therefore, the research findings have social implications in terms of their ability to monitor workplace, as well as community bullying.
Originality/value
The instrument to measure workplace bullying was developed and improved by blending Western concepts with interview data about workplace bullying behaviours experienced by HR employees in Thailand. The instrument can facilitate the measurement of employee bullying levels in companies and can contribute to future studies of bullying behaviours in organizations or workplaces.
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Mukaram Ali Khan, Muhammad Haroon Shoukat, Syed Sohaib Zubair and Kareem M. Selem
People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility;…
Abstract
Purpose
People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip.
Design/methodology/approach
A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4.
Findings
Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms.
Research limitations/implications
Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling.
Originality/value
This paper contributes to the restaurant literature on affective emotional responses to coworkers’ judgment-driven behavior from new perspectives.
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Shalini Srivastava, Anubhuti Saxena, Vartika Kapoor and Abdul Qadir
Gossip spreads like wildfire, damaging relationships, decaying trust and creating a negative work environment. This study aims to investigate the relationship between negative…
Abstract
Purpose
Gossip spreads like wildfire, damaging relationships, decaying trust and creating a negative work environment. This study aims to investigate the relationship between negative workplace gossip (NWG) and quiet quitting (QQ), while considering the mediating effects of workplace stress and emotional exhaustion (EE).
Design/methodology/approach
Drawing upon the conservation of resource theory, the study aimed to comprehend this association in the context of 267 employees from diverse sectors in India, including health care, IT, banking and education. Through a three-wave time lagged survey design, using partial least squares structural equation modeling, significant findings were uncovered.
Findings
The results revealed a positive link between NWG and QQ. There was also a positive correlation between NWG and workplace stress. In addition, workplace stress and EE were found to mediate the relationship between NWG and QQ.
Practical implications
The findings have implications for both theory and practice. Organizations should consider implementing strategies to mitigate the prevalence of negative gossip and foster a healthier work environment, promoting employee well-being and retention.
Originality/value
The study reveals the “black box” between NWG and QQ, adding to the body of knowledge on the novel concept of QQ. Second, the study expands the literature on NWG, by examining impact path of how it leads to stress and EE, leading to QQ.
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Jun Xie, Qihai Huang, Hongli Wang and Minghao Shen
The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating…
Abstract
Purpose
The purpose of this paper is to investigate the curvilinear relationship between perceived negative workplace gossip and target employee’s task performance, and the moderating roles of perceived organizational support (POS).
Design/methodology/approach
Using a sample of 275 supervisor–subordinate dyads in a two-wave survey, the authors adopted a hierarchical regression analysis to test the hypotheses.
Findings
The results revealed that there is a U-shaped relationship between perceived negative workplace gossip and task performance. Moreover, POS moderated the curvilinear relationship such that the curvilinear relationship is more pronounced among those with lower POS.
Research limitations/implications
This study does not explore the mediating mechanism of how perceived negative gossip affects the target’s task performance. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of the findings calls for more attention.
Practical implications
When the negative gossip is still in its early stages, managers should realize the potential threat to target employees and take measures to stop and minimize negative gossiping and rumormongering. Furthermore, managers should do their best to find the optimal levels of organizational support for target employees.
Originality/value
This study is among the first effort to understand how perceived negative gossip can influence the target employees’ performance by proposing and demonstrating a nonlinear relationship. Moreover, by illuminating how POS plays a role in the curvilinear relationship between negative gossip and task performance, the authors not only complement but also extend the literature on workplace gossip and organizational support.
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Matti Meriläinen and Kristi Kõiv
The purpose of this paper is twofold: first, to reveal the relationship between perceived bullying and the features of a favourable working environment; and second, to indicate…
Abstract
Purpose
The purpose of this paper is twofold: first, to reveal the relationship between perceived bullying and the features of a favourable working environment; and second, to indicate bullying factors that especially worsen the working environment and working environment factors that contribute to the bullying experiences.
Design/methodology/approach
In Spring 2014, 864 staff members—including teachers, researchers, administrators, project workers and service staff—from nine Estonian universities answered an e-mail questionnaire.
Findings
It was revealed that “professional understating”, “unreasonable work-related demands” and “work-related malpractice” are forms of bullying that negatively affect the working atmosphere. “Appreciation”, “vertical trust”, “predictability” and “quality of leadership” are working environment factors that contribute to the experiences of bullying. Experiences of “professional understating” seem to reduce feelings related to all features of a favourable working atmosphere. A lack of “appreciation” appears to be a key environment feature that also plays a role in workplace bullying.
Research limitations/implications
In Estonian universities, first, “professional understating” negatively affects the feelings of “appreciation”; in contrast, a lack of “appreciation” contributes to feelings of “professional understating”. Second, “unreasonable work-related demands” is a sign of a shortage of “vertical trust” and the opposite of “trust” between management and employees, which obviously decreases perceived “workload”. The present results can be applied in at least three contexts: cultural and institutional studies, leadership practices and personal work control.
Originality/value
The detailed examination showed that it is possible to reveal certain bullying factors that specifically affect certain environment factors and find out particular working environment features that contribute specifically to certain kinds of bullying.
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Jo Blase, Joseph Blase and Fengning Du
This study seeks to identify 172 American elementary, middle, and high school teachers' perceptions of the major sources and intensity of the experience of mistreatment by a…
Abstract
Purpose
This study seeks to identify 172 American elementary, middle, and high school teachers' perceptions of the major sources and intensity of the experience of mistreatment by a principal, the effects of such mistreatment, how these perceptions varied by demographic variables, teachers' coping skills, and teachers' perceptions of contributing factors.
Design/methodology/approach
Participants completed a piloted, validated online questionnaire.
Findings
The participants reported experiencing a wide range of abusive principal behaviors that resulted in serious or extensive harmful psychological/emotional, physical/physiological, and work‐related effects to themselves, their work, and their families. An overwhelming majority (77 percent) indicated they would leave their job for another because of the harm caused by the principal's mistreatment. Mistreated teachers typically did not enact problem‐focused coping strategies. Differences were found among teachers of various demographic categories for several variables.
Originality/value
The findings of this current, quantitative study expand the authors' earlier qualitative research on the topic of teacher mistreatment; these are the only studies on this topic completed in the USA. Practical implications and suggestions for future research are included.
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Junaid Khalid, Qingxiong Derek Weng, Adeel Luqman, Muhammad Imran Rasheed and Maryam Hina
The information and communication technologies have made it progressively practical for employees to remain associated with work, even when they are not in the workplace. However…
Abstract
Purpose
The information and communication technologies have made it progressively practical for employees to remain associated with work, even when they are not in the workplace. However, prior studies have provided very little understanding of the implications for the deviant behavior aspect. The current study aims to investigate the association between after-hours work-related technology usage and interpersonal, organizational and nonwork deviance through psychological transition, interruption overload and task closure. The authors draw upon the theory of conservation of resource (COR) to examine the research model.
Design/methodology/approach
The primary data for the study has been collected in two waves from the sample of 318 employees who were working in diverse organizations in the Anhui province of the People's Republic of China for empirical testing of the authors’ research model.
Findings
This study's findings have revealed the positive association of after-hour work-related technology use with individuals' deviance in its entire three forms through psychological transition and interruption overload and have negative associations with all forms of deviance through task closure.
Originality/value
The significant contribution of this study is in the literature on technology use and employee outcomes, by identifying the consequences of technology use in both work (interpersonal deviance and organizational deviance) and outside work domain (nonwork deviance) and exploring the underlying mechanisms for these relationships in detail. To the best of the authors’ knowledge, this study is the first of its kind that investigates a relationship between after-hours technology use and all three kinds of deviance while exploring both the positive and negative perspectives in one study.
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