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During the past 26 years, there has been a phenomenal growth in the literature on workplace bullying. The purpose of this paper is to review and synthesize the extant empirical studies on underlying and intervening mechanisms in antecedents–bullying and bullying–outcomes relationships.

In total, 53 studies on mediators and moderators in antecedents–bullying and bullying–outcomes relationships (2001-2016) were selected from academic databases (Google Scholar, Research Gate, Emerald Insight, Science Direct, etc.)

The review suggests that while a reasonable number of studies examine the role of mediators and moderators in bullying–outcomes relationships, such efforts are meager in antecedents–bullying relationships. The paper concludes by proposing some potential variables that can explain the underlying mechanisms in the bullying phenomenon and alleviate/aggravate the antecedents–bullying–outcomes relationships.

To the best of authors’ knowledge, this is the first review on mediators and moderators of workplace bullying.

The purpose of this paper is to investigate the relationship between perceived organizational politics and three levels of antecedents (i.e. organizational, work environment and individual levels) and its consequents. It further aims to examine the relative importance of the three levels of antecedents in influencing employees’ POP. The study has been conducted at a central university in India.

A conceptual framework and a set of hypotheses were first developed on the basis of a review of previous studies of organizational politics (OP). A questionnaire was then developed, carrying 55 items related to eight constructs and the demographic characteristics of its respondents. Judgmental sampling was used to choose the university. The respondents were selected on the basis of convenience. Primary data were collected via a structured questionnaire from 45 faculty members at the university. The sample was made up of professors, associate professors and assistant professors from its various departments. To test the hypotheses, data were analyzed using partial least squares structural equations modeling (PLS-SEM).

The results have indicated that all the three levels of antecedents have significant impacts on POP. The antecedents of workforce diversity (the organizational level), relationship conflict (the work environment level) and a need for power (the individual level) have a significant positive impact on POP. No relationship was found between role conflict and POP. Of the three levels of antecedents, it was observed that the organizational level contributed most significantly to POP. Of the three consequences, the intention to turnover and job anxiety were found to be positively related to POP, while organizational commitment was negatively related to it.

The study provides managerial insights for both organizations and managers. Workforce diversity is a primary driver of POP and it is under the purview of organizations. Thus, to control the unfavorable consequences of POP, organizations must design effective policies to manage workforce diversity. Specifically, human resource processes must be formalized. Since human managers often make decisions in favor of those who are relatively homogeneous to them (homosocial reproduction), the distribution of resources and benefits is restricted to a few people only. Those who do not get their share of organizational resources perceive such acts of homosocial reproduction to be political. If policies are formalized, people have to take decisions within the boundaries of well-defined sets of rules and procedures. Those who are not homogeneous with decision-makers (the outgroup) should get a fair share of organizational resources in such a formalized environment. They neither need to play political games to gain power, nor will they perceive the organizational processes and environment to be political. It is also suggested that managers design effective development programs for enhancing the political skills of “outgroups” and minorities. This would help them to understand how to deal with political situations. Thus, the detrimental effects of employees’ political perceptions on work-related outcomes would be reduced.

Although a large number of studies on the antecedents and consequents of POP have been reported, the antecedents and consequences mentioned herein have never been examined previously by a single study. Four antecedents are introduced at three levels. Furthermore, in previous research, the relationships examined have treated OP either as a dependent variable or an independent variable. However, for this paper, the authors have provided a PLS-SEM-based model, which allows for simultaneous treatment of organizational politics as an independent variable in some relationships, and as a dependent variable in other relationships.

The purpose of this paper is to provide insight into how individuals are affected by an outsourcing arrangement. The aim of this exploratory case study was to develop an understanding of individual level role stress and work outcomes among transferred employees in IT outsourcing relationships.

A research model was developed based on role theory. Through a field survey conducted in one outsourcing vendor, the research confirms the hypothesis that proposes role stress as prevalent among transferred information technology (IT) employees.

Perceived role stress was found to influence behavioural work outcomes measured as task performance, turnover intention, and affective commitment. The effect of role stress on work outcomes indicates that carefully crafted outsourcing strategies must take into account the unique position of transferred IT employees since the outsourcing arrangement may affect their work outcome.

The original value of the paper is the use of role theory to extend the scientific research and theory of outsourcing and inform managers of outsourcing decisions. The study is applied at the individual level, which is new in the sense that most outsourcing studies are applied at the organisational level.

This paper aims to explore the role of work climate in influencing employees’ perceptions of intra‐individual conflict in a Middle Eastern context.

A self‐administered questionnaire in which 600 employees were surveyed. The co‐opted participants were selected from 17 companies and represented top‐, middle‐ and bottom‐level management.

The findings revealed that feelings of frustration and perceptions of role and goal conflict among participants were largely determined by the factors of work climate.

The sample represented only industrial and service sectors. The implications of the findings for researchers together with some future guidelines are discussed in the paper.

The paper provides practitioners with some advice about understanding and managing climate and conflict.

The paper is the first study in the Middle Eastern context that explores the link between the multifaceted concepts of climate and conflict.

The purpose of this paper is to investigate the drivers of turnover intention in extra roles.

This mixed-methods study began with a qualitative analysis of interviews of US Marine Corps reservists, which identified drivers of turnover and suggested a predictive model and hypotheses, tested with a subsequent quantitative analysis.

The results show that relations, meaning, and role conflict predict embeddedness in the US Marine Corps Reserve (USMCR), which is negatively related to turnover intentions. The sub-dimensions of the three drivers are clarified.

The research contributes to understanding the antecedents of embeddedness and turnover in extra roles. It also highlights extra roles as a source of role conflict. This study was limited to the USMCR, one extra role. All participants in the qualitative phase of the study were male officers. Although the quantitative study included enlisted and officers, men were still more strongly represented. The results should be replicated across different types of extra roles and should include different job types and personal characteristics.

This study develops and tests a predictive model of embeddedness and turnover in the understudied context of salient extra roles. It clarifies antecedents of embeddedness in an extra role context and indicates that salient extra roles may be an additional source of role conflict in people’s lives.

Presents a model conceptualizing the role of emotional dissonance in organizational behavior. Emotional dissonance is a form of person‐role conflict originating from the conflict between expressed and experienced emotions. Viewed within a contingency framework, the effect of emotional dissonance on its direct consequences of job dissatisfaction and emotional exhaustion may vary in their intensity depending on the existence (or lack thereof) of moderators and mediators. The study presents nine propositions hypothesizing the impact of these variables to guide future empirical research. As moderators, high levels of self‐monitoring, social support and trait self‐esteem may reduce the deleterious impact of emotional dissonance on job satisfaction and emotional exhaustion. Alternatively, emotional dissonance may induce job tension and state negative affectivity, and reduce state self‐esteem, which in turn, lead to job dissatisfaction and emotional exhaustion. Theoretical and a few practical implications are discussed.

This study aims to understand workplace conflict outcomes (WCO) literature and identify the research gaps by mapping its knowledge base and theoretical evolution.

This study combines bibliometric and qualitative analysis and encompasses 1,043 Scopus-indexed documents published between 1972 and 2022. The bibliometric analysis used VOSviewer, Excel and Tableau software for descriptive statistics, citation and co-citation analyses of publication patterns, authors, documents and journals. The qualitative analysis critiqued main theoretical perspectives and topical interests.

This study revealed a significant increase in literature after 2000, with authors representing 70 societies, primarily the USA, China, Australia, Canada and the Netherlands. Influential authors and their canonical articles were identified, including Jehn, De Dreu, Spector, Amason and Pelled. Highly cited articles focused on task, relationship, role and process conflict. Four main theoretical schools were categorized: conflict type paradigm, individual differences, conflict cooccurrence and conflict dynamics. Influential journals spanned psychology, management, negotiation and decision-making and business and marketing fields, including JAP, AMJ, ASQ, JM, JOB, AMR, IJCMA and OS.

This study provides implications for future bibliometric analyses, theoretical and empirical studies, practitioners and society based on its quantitative and qualitative findings.

To the best of the authors’ knowledge, this study represents the first bibliometric review of WCO literature, serving as a baseline for tracking the field’s evolution and theoretical advancements.

The purpose of this paper is to describe the relationship between project work and stress. It examines how the conditions of project work negatively impact on an individual’s mental and physical state of well-being, consequentially reducing organisational performance.

The authors systematically review the project management literature for sources of stress or stressors as it relates to Cooper and Marshall’s (1976) model of stress at work. The authors perform a thematic analysis on these stressors to reveal the “sub-stressor” conditions of project work.

A “model of projects as a source of stress at work” is developed. It shows the relationship between the sub-stressors of project work and the ill effects they have on mental and physical well-being of the project workforce.

The findings of this study are constrained by the limits of a literature review process. This study has implications for research on stress in project work, as studies can benefit from the “model of projects as a source of stress at work”, which can be continually advanced to gain insights on the minimisation of physical and mental distress.

Many sectors including health, education, policing, aviation and military provide scenario-based training. In project management, a greater understanding of stressful scenarios and counter measures would improve health outcomes for project staff, human relations and project outcomes.

The study presents a comprehensive model of projects as a source of stress at work. It draws attention to the burden and cost of anxiety and stress placed on the project workforce. It makes the case for organisations and employees to take responsibility for the well-being of project staff.

In the workplace, emotional dissonance is the conflict between emotions experienced by the employee and those required by the organization. Earlier studies have established that emotional dissonance reduces job satisfaction and exacerbates emotional exhaustion. Emotional dissonance typically occurs during interactions between employees and customers in service industries. As Western economies are dominated by service industries, emotional dissonance may result in rising numbers of dissatisfied and burned out employees. This study examined the process by which emotional dissonance operates, and the impact of self‐esteem on emotional dissonance. Emotional dissonance was found to induce job tension leading, in turn, to emotional exhaustion. Employees with innately low self‐esteem were more likely to experience emotional dissonance and suffer from emotional exhaustion. Other employees found that emotional dissonance reduced their self‐esteem leaving them dissatisfied.

Directors play a hard-to-quantify but critical role in the success of corporations. Outside directors supplement the firm-specific knowledge of inside directors by providing expertise and monitoring. Prior research finds that outside directors who are commercial bankers can be both beneficial and costly to large, non-financial corporations. Smaller, bank-dependent corporations should benefit more than large firms from the services banker directors provide, but may also be more prone to the costs they can impose. The purpose of this paper is to investigate the influence of bank dependency on appointments of banker directors.

The author estimates models relating the probability of a first-time banker-director appointment to proxies of bank dependency on data for a matched sample of firms with and without banker directors drawn from a size-representative sample of Compustat firms.

Bank-dependent firms are less likely to appoint bankers as directors than bank-independent firms. Bank-dependent firms are also less likely to appoint bankers whose employers are firms’ creditors (i.e. affiliated bankers). Bank-dependent and bank-independent firms are indistinguishable in their probabilities of appointing unaffiliated bankers as directors.

Bank-dependent firms with unexploited growth opportunities appear unable to ameliorate their financial constraints by having banker directors. Appointing retired bankers to boards may give firms the benefits of banker directors without the costs.

This paper is the first to: document the prevalence of banker directors at smaller corporations; present econometric evidence on banker-director appointments at firms ranging from small to large; and identify bank dependency as a factor limiting appointments of affiliated banker directors.