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Article
Publication date: 7 September 2023

Graeme Ditchburn and Rachel Evangeline Koh

COVID-19 forced organizations to implement protective measures changing how employees worked; however, empirical evidence is needed to explore how employees responded. This study…

Abstract

Purpose

COVID-19 forced organizations to implement protective measures changing how employees worked; however, empirical evidence is needed to explore how employees responded. This study examines the impact of COVID-19-related organizational changes in Singapore on employees’ perceptions of work pressure, stress and mental well-being (MWB) and the mediating role of resilience.

Design/methodology/approach

This study used a cross-sectional, anonymous online survey of 157 full-time employees who had worked for at least one year.

Findings

The results found that work pressure and stress had increased, and MWB had declined. Resilience acted as a buffer against increases in work pressure and stress while promoting the maintenance of MWB. Resilience significantly mediated the relationship between stress and MWB.

Research limitations/implications

The study does not allow for an assessment of causality but infers possible, albeit probable, casual relationships. Furthermore, stress and well-being could be influenced by a multitude of factors beyond organizational change. Future research should seek to account for additional factors and establish the generalisability of the findings beyond Singapore.

Practical implications

This study supports the engagement of resilience-based interventions to improve employees’ MWB during pandemic related organizational change.

Social implications

Policies that promote work-life balance, positive interpersonal relations and staying connected are some of the ways employers can bolster MWB and work-life balance to support employees who are engaged in remote work.

Originality/value

Given the unique context of COVID-19, this study allows for a better understanding of how a novel worldwide pandemic has transformed employees' experience of work and its associated impacts.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 16 May 2023

Md Mostafizur Rahman

Drawing on the conservation of resources theory, the present study aims to design and explore the influence of abusive supervision and coworker incivility on turnover intention…

Abstract

Purpose

Drawing on the conservation of resources theory, the present study aims to design and explore the influence of abusive supervision and coworker incivility on turnover intention among frontline employees (FLEs). Besides the mediating effects of work stress between abusive supervision and turnover intention, coworker incivility and turnover intention also be explored.

Design/methodology/approach

Data from 311 FLEs are collected by a self-administered structured questionnaire and analyzed by confirmatory factor analysis and structural equation model.

Findings

The empirical results established that abusive supervision and coworker incivility significantly predicts work stress and work stress significantly predicts turnover intention. Abusive supervision significantly predicts a positive relationship with turnover intention, whereas coworker incivility with turnover intention is vis-à-vis. Besides, abusive supervision and coworker incivility significantly predict turnover intention via work stress. The study further illustrated the control variables, e.g. education, experience, and proactive personality of FLEs.

Research limitations/implications

The study finds abusive supervision and coworker incivility as stressors in the emerging economy for FLEs. However, coworker incivility on turnover intention cannot predict as expected because the roles of the supervisor and coworker are different in this context.

Practical implications

The continuous support of supervisors and coworkers can reduce the stress and consequences of reducing the intention of turnover of FLEs. The concerns can enhance their support by using respect and credit for work, maintaining privacy, providing proper feedback, being sensible to the performance, and entitlement to any achievement. They also suggest ensuring a work environment of privacy, fair treatment, importance to suggestions, and ascertaining punishment for any colleague's mistreatment.

Social implications

The frontliners always contribute a large pie of output for any organization. Supervisors and coworkers impact the day-to-day life of FLEs.

Originality/value

As a study on FLEs in the context of evolving economy, the investigation fulfills the inconsistencies of the previous result with the mediating role of work stress with a strong theoretical base.

Details

Asia-Pacific Journal of Business Administration, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 26 January 2024

Roman Kmieciak

Bullying knowledge hiding has been recently identified as a manifestation of knowledge hiding behavior. As a relatively new concept, it is still underexplored. Previous research…

Abstract

Purpose

Bullying knowledge hiding has been recently identified as a manifestation of knowledge hiding behavior. As a relatively new concept, it is still underexplored. Previous research has focused on the antecedents of bullying hiding. However, there is a lack of research on the negative consequences that bullying hiding may have on employees. This study aims to uncover the effects of supervisor bullying hiding on employees knowledge behavior. The study also aims to examine the moderating effect of power values and the mediating effect of job stress.

Design/methodology/approach

Data were gathered in two waves from 444 employees with higher education in Poland. Data collection was conducted in July and August 2022. A general linear model mediation analysis with jamovi Advanced Mediation Models software was used to examine the hypotheses.

Findings

The results indicate that bullying knowledge hiding by supervisors triggers subordinates’ job stress and aggression in the form of bullying knowledge hiding toward co-workers. Contrary to expectations, job stress does not mediate the relationship between supervisor bullying hiding and subordinate bullying hiding toward co-workers. Power-dominance values, contrary to power-resources values, moderate the above relationship.

Practical implications

As bullying hiding has significant potential to spread among organizational members, managers seeking to reduce it should check the personal values of job applicants and employees.

Originality/value

Based on the behavioral contagion and frustration–aggression–displacement theories, to the best of the author’s knowledge, this study is the first to investigate the relationships between supervisor bullying hiding, job stress, power values and subordinate bullying hiding toward co-workers.

Details

Journal of Knowledge Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 9 October 2023

Rongrong Teng, Shuai Zhou, Wang Zheng and Chunhao Ma

This study aims to investigate whether and how artificial intelligence (AI) awareness affects work withdrawal.

Abstract

Purpose

This study aims to investigate whether and how artificial intelligence (AI) awareness affects work withdrawal.

Design/methodology/approach

This survey garners participation from a total of 305 hotel employees in China. The proposed hypotheses are examined using Hayes’s PROCESS macro.

Findings

The results indicate that AI awareness could positively affect work withdrawal. Negative work-related rumination and emotional exhaustion respectively mediate this relationship. Furthermore, negative work-related rumination and emotional exhaustion act as chain mediators between AI awareness and work withdrawal.

Practical implications

Given the growing adoption of AI technology in the hospitality industry, it is imperative that managers intensify their scrutiny of the psychological changes experienced by frontline service employees and allocate more resources to mitigating the impact of AI on their work withdrawal.

Originality/value

This study contributes to the burgeoning literature on AI by elucidating the chain mediating roles of negative work-related rumination and emotional exhaustion. It also makes a significant forward in examining mediating mechanisms, notably the chain-mediated mechanism, through which AI awareness impacts employee outcomes.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 15 August 2023

Jarrod Haar, Candice Harris and Barbara Myers

The purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the…

Abstract

Purpose

The purpose of this paper is to extend the study of work-life balance (WLB) by exploring the influence of WLB amongst older workers. Theoretically, this study suggests that the psychological benefits of age on relationships between WLB and well-being might be stronger for those “younger” older workers than those working toward or beyond retirement age. This study tests a moderated mediation model whereby the effects of WLB on anxiety and depression (through job stress) are moderated by age.

Design/methodology/approach

Survey data from 512 New Zealand employees in three older age cohorts (55–59 years, 60–64 and 65+ years).

Findings

This study finds that WLB reduces job stress and leads to lower anxiety and depression. Job stress positively influences anxiety and depression and partially mediates the influence of WLB. Significant interaction effects are found by age, with the lower age cohort (55–59 years) reporting the strongest benefits from WLB and this effect reduces as employees get older but remains significant.

Social implications

Even when focusing on older workers, the findings show younger older workers elicit stronger benefits from WLB toward well-being, although all age groups find WLB beneficial.

Originality/value

This paper offers novel insights into the question of whether the importance of WLB for well-being differs among older workers.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 29 September 2023

Tyler Hancock, Michael L. Mallin, Ellen B. Pullins and Catherine M. Johnson

This study aims to use cognitive appraisal theory to explain how organizational disruption influences the development of envy resulting in unethical selling practices, turnover…

Abstract

Purpose

This study aims to use cognitive appraisal theory to explain how organizational disruption influences the development of envy resulting in unethical selling practices, turnover intentions and a reduction in customer orientation that causes disruption to impact customer relationships. This research helps to address drivers of salesperson envy, the potential disruptions to customer relationships and the required need to invest in psychological resources to offset these negative effects.

Design/methodology/approach

A total of 211 salespeople were surveyed to test the hypotheses. First, the measurement model was validated using a confirmatory factor analysis. Next, the hypotheses were tested using structural equation modeling AMOS 27. Mediation and moderated mediation were tested using the bootstrap method. Estimands were created within AMOS to test the indirect and interaction effects in the full model. A post hoc analysis further informed the findings.

Findings

The results show that the development of envy increases under conditions of organizational disruptions, leading to potential customer disruptions through turnover intentions, unethical selling behaviors and a reduction in customer orientation. In addition, the mediation analysis shows that envy drives the relationship between organizational disruption and unethical selling, turnover intentions and customer orientation through fully mediated relationships. Finally, the interaction effects between organizational disruption and psychological capital show high levels of psychological capital help to decrease the development of envy, thus reducing unethical selling behaviors and turnover intentions while increasing customer orientation.

Practical implications

The study provides practitioners with insights into how to reduce envy by investing in the psychological capital of their salesforce. The study also provides suggestions for handling disruptions and managing envy to prevent actions that act to damage customer relationships.

Originality/value

Salespeople are likely to encounter organizational disruption. Sales managers need to be prepared to manage the outcomes of organizational disruption as it impacts the sales force. Understanding how disruptions impact customer relationships through envy is an important yet under-explored topic. This research adds to and expands the sales literature using cognitive appraisal theory to help address drivers of salesperson envy and its potentially negative impact on customer relationships and shows the required need to invest in psychological resources to offset these negative effects. The study also helps expand the recent focus on worldwide disruptions by adopting another context for disruption stemming from organizational disruption.

Details

Journal of Business & Industrial Marketing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 13 February 2024

Huong Le, Joohan Lee, Neena Gopalan and Beatrice Van der Heijden

Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms…

Abstract

Purpose

Drawing on the conservation of resources theory, this study examines how proactive skill development (PSD) influences job performance and mediating and moderating mechanisms underlying the above relationship.

Design/methodology/approach

Data were collected from a sample of 261 full-time workers in three waves, spaced by a six-week interval (Time 1, N = 360; Time 2, N = 320; Time 3, N = 261).

Findings

The results confirmed that career stress mediated the relationship between PSD and job performance. Additionally, high career decidedness strengthened this negative relationship between stress and performance. Furthermore, career decidedness significantly moderated the indirect PSD–performance relationship via career stress, accentuating the indirect effect when decidedness is higher.

Originality/value

This study sheds light on the important role of proactive skills development in influencing job performance and what factors can affect this relationship. It offers practical implications by highlighting how targeted training can boost employees' proactivity and performance.

Details

Career Development International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 3 November 2023

Balakrishna Ballekura and Lavanya Vilvanathan

The purpose of the study is to investigate the relationship between workplace incivility (WIN) and ineffectual employee silence (IES) through rationalized knowledge-hiding (RKH…

Abstract

Purpose

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).

Design/methodology/approach

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.

Findings

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.

Practical implications

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.

Originality/value

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.

Article
Publication date: 7 March 2024

Liang Hong and Siti Rohaida Mohamed Zainal

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of…

Abstract

Purpose

Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement.

Design/methodology/approach

The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9.

Findings

The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance.

Originality/value

This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 12 October 2022

Md. Zahidul Islam, M. Muzamil Naqshbandi, Makhmoor Bashir and Nurul Amirah Ishak

This study aims to develop a framework that demonstrates the role of social capital in alleviating knowledge hiding behaviour in organisations while also considering the…

Abstract

Purpose

This study aims to develop a framework that demonstrates the role of social capital in alleviating knowledge hiding behaviour in organisations while also considering the moderating roles of perceived organisational politics and the perceived value of knowledge in this process.

Design/methodology/approach

The authors conducted a systematic literature review of research papers on the topic of knowledge hiding to develop a framework for mitigating knowledge hiding.

Findings

This paper conceptualises social capital into three interrelated dimensions (e.g. structural, cognitive and relational). Based on the findings of the review, all the three social capital dimensions can potentially mitigate an individual’s propensity towards knowledge hiding. Additionally, the paper integrates two potential moderators: perceived organisational politics and perceived value of knowledge, which could undermine the outcomes of social capital in mitigating knowledge hiding.

Research limitations/implications

Although the proposed framework may provide preliminary insights to practitioners and scholars, one of its key limitations is that it is conceptual. Future empirical research is needed to validate the proposed framework.

Originality/value

Existing research has focused on studying the antecedents and consequences of knowledge hiding. However, scant scholarly work explores how such behaviour can be mitigated. This paper addresses this gap and contributes to understanding how organisations can alleviate the prevalence of knowledge hiding by developing their social capital and by focusing on contextual factors.

Details

VINE Journal of Information and Knowledge Management Systems, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2059-5891

Keywords

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