Search results

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.

This paper aims to explore the phenomenon of workplace bullying – its nature, antecedents, direct and indirect effects – from victim’s perspective.

The study adopted grounded theory approach and centered on the participants experiences and interpretations of bullying. A total of 23 self-reported victims formed the sample of our study. Data from interviews were analyzed using the coding procedure of grounded theory methodology. To enhance validity of results, in addition to interviews, creative drawings were used for triangulation.

The study reveals some similarities and culturally relevant variation in the sources and outcomes of bullying. The role of culture on bullying is visible. The study also adds to the limited literature on underlying and intervening factors in bullying–outcome relationship.

The study examined bullying from the victim’s perspective. Perpetrator and bystander’s perspectives would have added interesting insights into the findings.

Effective identification of, prevention of and intervention in workplace bullying are imperative for individuals and organizations. Rich descriptions from victims on enablers of bullying and how these events have affected their everyday experiences may also boost practitioners’ and policymakers’ willingness to rectify the potential issues leading to bullying in organizations.

The present study contributes to the workplace bullying research in general and Indian context in particular by examining contextually relevant antecedents, consequences as well as underlying and intervening factors.

The United Nation's 2030 mission provides scholars, practitioners and governments with a valuable framework to direct their research in a way that tackles societal issues. Towards this aim, some key Sustainable Development Goals focus on improving the well-being of humans and societies; however, the literature dealing with individual financial well-being is still underdeveloped and fragmented. To address this significant research gap, this paper reviews the literature on financial well-being. It provides an in-depth analysis of different theories, mediators and moderators employed in financial well-being studies to deepen the theoretical framework and widen the scope of financial well-being research.

Using the Web of Science Core Collection database (WoS), the literature on financial well-being was reviewed (n = 32) following a systematic review approach.

Findings revealed that (a) there is a limited application of theories in financial well-being studies (n = 19) with the majority of studies (n = 15) employing only one theory; (b) twenty-one different theories were used with the maximum number of theories employed by any study was four; (c) the theory of planned behavior was the most commonly used (n = 4); (d) While a reasonable number of studies examine mediators and moderators in antecedents-financial well-being relationships, studies examining mediators and moderators relationships in financial well-being-outcomes relationships are limited. Based on these findings, this review identified a need for future theory-based financial well-being research and examining the role of underlying and intervening mechanisms in antecedents-financial well-being-outcomes relationships.

The study concludes by suggesting some relevant theories and prospective variables that can explain potential financial well-being relationships. To the best of the author's knowledge, this is the first review on the use of theories, mediators and moderators in financial well-being studies.

The purpose of this paper is to examine the relationship between workplace bullying and employee outcomes (intention to quit (ITQ), job satisfaction and work engagement) with psychological contract violation (PCV) as mediator and workplace friendship as moderator.

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that PCV mediated bullying-outcomes (ITQ, job satisfaction and work engagement) relationship and effects of workplace bullying on proposed outcomes were weaker in the presence of high workplace friendship.

A cross-sectional design and use of self-reported questionnaire data are a limitation of this study. As the study did not cover all sectors, the results of this study should be interpreted with caution.

To the best of the authors’ knowledge, this study is rare attempts to examine the mediating role of PCV and the moderating role of workplace friendship in bullying-outcomes relationships. This study also contributes in terms of its context and sample.

The study aims to examine a moderated mediation model of effects of conscientiousness on the mediating role of psychological contract violation (PCV) on interactional injustice and employees EVLN (exit, voice, loyalty and neglect) outcomes relationships.

A sample of 422 full-time managerial employees working across different service sector-based Indian organizations was used to test the proposed moderated mediation. The analysis was performed using Hayes’ Process Macro.

Results revealed that (i) the effect of interactional injustice on employee EVLN outcomes is mediated through PCV and (ii) the strength of this indirect effect is dependent on individual differences in conscientiousness. As such, the overall pattern of relationships supported moderated mediation, in that, the indirect effect of interactional injustice on voice and loyalty through PCV was stronger for employees high (as compared with those low) in conscientiousness.

A cross-sectional design and use of self-reported questionnaire data in the sample are a few limitations of the study.

This study advances the existing literature on interactional injustice by extending its range of outcomes as well as by examining the underlying and intervening conditions in the interactional injustice-outcomes relationship.

The purpose of this study is to examine the differential association of three different workplace conflicts on employee-related outcomes, such as loneliness and well-being. Further, the study pursues to explore the perceived social support at the workplace as a conditional factor in the relation between different conflict types and employee loneliness.

The data were collected using a self-administered survey from 554 IT employees. Structural equation modelling (SEM) was used to test the study postulations.

The findings indicated that all three types of conflicts differently associate on both loneliness and well-being. Besides, it found that loneliness works as a mediator between conflict types and employee well-being. Further, perceived social support at the workplace moderates the relationship between different types of conflict, such as relationship, process, task conflicts and employee loneliness at work.

The study provides helpful directions to HR managers by providing a clear empirical understanding of the types of conflicts and its association on employee-related outcomes. Further, the study highlights the need for developing social support in an organisation during conflict episodes, to manage the adverse association of these conflicts on employee well-being and to restore employee well-being.

To the best of the authors’ knowledge, for the first time, a study has been conducted highlighting the differential association of workplace conflict and employee outcome and indicating its intervening mechanisms and conflict management conditions.

This paper aims to examine the factors that mediate and moderate the relationship between psychological empowerment and organizational health. Specifically, work engagement is posited to mediate the relationship between psychological empowerment and organizational health and organizational communication to moderate the relationship between psychological empowerment and work engagement.

Data were collected from 524 scientists belonging to 10 laboratories of CSIR – an Indian R&D organization. For statistical analysis of moderated-mediation model, hierarchical multiple regression and process macro for SPSS was used.

Results revealed that work engagement was found to mediate the positive relationship between psychological empowerment and organizational health and organizational communication moderated the influence of psychological empowerment on work engagement. Results of moderated-mediation revealed that mediation of work engagement was moderated by organizational communication such that at higher levels of communication, the mediating effect of work engagement became stronger.

This study extends the understanding of the organizational health concept by studying the mediating effect of work engagement being moderated by organizational communication and its subsequent impact on organizational health.

The purpose of this paper is to examine the antecedents (i.e. work‒family culture and decision latitude) and outcome (innovative workplace behavior (IWB)) of work‒family enrichment (WFE). The study also examines the moderated mediation hypothesis between WFE and outcome, considering work‒life balance (WLB) as a mediator and gender role ideology (GRI) as the moderator.

Data for the study were collected through a questionnaire survey from 426 Indian dual working parents, working in various sectors, through purposive sampling technique.

The study found that work‒family culture and decision latitude are positively related to WFE, which, in turn, results in increased IWB, with WLB acting as its mediator. Further, the study also found a moderating effect of GRI between WFE and WLB relationship; more specifically, the relationship between WFE and balance is stronger for egalitarian employees (high GRI).

Using self-reported questionnaire data and a cross-sectional research design is the limitation of this study.

The study examines a relatively less focused phenomenon of work‒life interface, that is WFE in one of the underrepresented contexts like India; further, the study extends the range of antecedents and outcomes of WFE. Additionally, it contributes to understand the enrichment‒balance relationship, whereby it explains the role of GRI in developing a balanced perception.

The purpose of this paper is to examine the impact of workplace bullying on innovative work behavior and neglect with defensive silence as a mediator. The study further examines if the presence of friendship networks in the workplace can weaken the negative impact of workplace bullying.

Data were collected through self-report questionnaires from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that workplace bullying negatively related to innovative work behavior and positively related to neglect. Defensive silence mediated bullying–outcomes relationships and effects of workplace bullying on proposed outcomes were weaker in the presence of high workplace friendship.

A cross-sectional design and use of self-reported questionnaire data are few limitations of this study.

The study extended the current research stream of workplace bullying to one of the underrepresented developing Asian countries, India. The study also contributes in terms of its sample characteristics as it covers managerial employees working across different organizations.

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating role of psychological contract violation (PCV) in this relationship and the extent to which the mediation is moderated by workplace friendship.

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that workplace bullying positively correlated with silence (defensive, relational, and ineffectual silence). The hypothesized moderated mediation condition was supported as results suggest that PCV mediated the bullying-silence relationship and workplace friendship moderated this mediating pathway, i.e. indirect effects of workplace bullying on employee silence via PCV were weaker for employees with high workplace friendship.

A cross-sectional design, use of self-reported questionnaires, and gender-blind perspective to examine bullying are few limitations of this study.

This is the first study examining employee silence in response to workplace bullying and one of the few attempts to examine employees’ passive coping strategies in response to workplace mistreatment. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

A well-formulated and effectively implemented anti-bullying policy and management support may encourage employees to combat bullying by raising their voices against it.

This is the first study examining employee silence in response to workplace bullying. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.