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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 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.

An extensive amount of literature is available on workplace bullying in the Western context. With specific reference to the Indian context, there is limited literature on nature of workplace bullying in Indian organizations as well, as there is no valid instrument to measure the prevalence of workplace bullying in Indian organizations. This paper aims to explore the nature of workplace bullying in Indian organization and examine the psychometric properties of Negative Acts Questionnaire-Revised (NAQ-R) in Indian context.

Data were collected through a hardcopy version of a survey from 835 Indian managers during working hours.

The analysis identified three major categories and constituent sub-categories of bullying behaviors. The NAQ-R was found appropriate on psychometric criteria.

Gender-blind perspective towards approaching bullying and no sector-wise differentiation in nature of bullying are the limitations of the study.

An understanding of nature of workplace bullying in Indian organizational may help managers to identify and timely intervene the bullying situations. This study can help to strengthen the potentialities of NAQ-R as a major organizational diagnosis measure for examining bullying in Indian organizations. A validation of NAQ-R would also help to stimulate the academic work on bullying in India and allow for cross-cultural comparison of studies.

This is the first study to examine psychometric properties of the NAQ-R in Indian settings.

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 purpose of this paper is to explore the process of workplace bullying in Indian organizations from the victims’ perspective.

The study adopted the grounded theory approach and centered on the participants’ experiences, interpretations, and reactions toward bullying. In total, 23 self-reported victims formed the sample of the study. Data from interviews were analyzed using the coding procedure of grounded theory methodology. To enhance the validity of results, in addition to interviews, member checking technique was also used.

The study revealed that the process of workplace bullying in Indian organizations can be broadly explained in four sequential phases: exposure and confusion over mistreatment; making attributions; utilizing options within the organization; and adjustment with the current situation. The findings highlight the importance of sense-making, the social support network, complexity of coping behaviors, silence motives of employees as well as negative and nourishing effects of workplace bullying. The role of culture is visible in the bullying dynamics.

The study examined bullying from the victims’ perspective; however, perpetrator and bystanders’ perspective would have added interesting insights into the findings.

The findings point toward the rhetoric of HRM practices in Indian organizations. A well formulated and implemented anti-bullying policy will reduce the rhetoric of HRM practices in Indian organizations.

The present study contributes to the limited literature on the process of workplace bullying by exploring the process in a new national context (India).

The present study aims to examine the impact of relational communication, operationalized in terms of information sharing, quality and frequency of information, on buyer's trust and relationship satisfaction in a buyer–vendor relationship. The study also tests the mediating role of trust and the moderating role of relationship commitment in relational communication and satisfaction relationship.

The data for the study were collected through a questionnaire survey from 321 managers of the different firms who were directly or indirectly involved in making procurement or purchasing decision in the firm and were familiar with the firm's supplier relationships.

Relational communication was found to be positively related to relational satisfaction and trust partially mediated this relationship. Further, relationship commitment moderated relational communication-satisfaction relationship, such that the positive affect of relational communication on relational satisfaction was accentuated when buyer experienced higher relationship commitment towards the supplier.

Using single source, self-reported questionnaire data and cross-sectional research design are the limitations of this study. Studies in future should consider a dyadic perspective. The study outlines the need to explore investments and strategies in enhancing relational communication in buyer–vendor relationships.

Anchored in theoretical foundations of social exchange theory, the study integrates and tests behavioral aspects of buyer–vendor relationship. Testing an integrated model with direct and indirect effects of relational communication on relationship satisfaction in buyer–vendor is a significant contribution of the research. The study also contributes by examining relational exchanges in buyer-vendor relationships in India, an underrepresented context in buyer–supplier relationship (BSR) literature.

This study aims to investigate the differential roles of self-esteem and co-rumination in the mediated relationship between abusive supervision and knowledge hiding via psychological safety.

The study used a three-wave time-lagged design and data were collected from 388 full-time employees in India.

The results show that psychological safety mediated the impact abusive supervision had on knowledge hiding. Further, this impact was weakened by higher self-esteem as employees with higher self-esteem were less affected by the impact of abusive supervision on psychological safety and knowledge hiding; but this impact was amplified by more co-rumination as employees who co-ruminated more were also more affected by abusive supervision in psychological safety and knowledge hiding.

A cross-sectional design and the use of self-reported questionnaires are a few limitations of this study.

This study took a purposeful deviation from the traditional path of organizational justice to the study of abusive supervision and psychological safety and endeavored an alternate route, one of resource conservation. Further, employees have diverse reasons that heighten or dampen their inclination to hide knowledge from others in the workplace. The study examines co-rumination and self-esteem as possible boundary conditions.

Reasons that have an effect on the continuity and career progression of women in corporate India are complex. The purpose of this paper is to explore the factors that have an effect on the women leadership pipeline of Indian organizations.

The present study adopted a qualitative research methodology within a dyadic framework by including women managers and their respective supervisors in the study.

Thematic analyses of the qualitative study conducted on Indian women managers as well as their supervisor revealed rich insights into the antecedent social-psychological factors of a women leadership pipeline that can be summarized under three broad categories, namely, intra-personal, interpersonal and organizational.

The limitations are the small sample size and the qualitative nature of this study. An important implication is that the results of this study can be used for cross-cultural comparisons because most studies that have focused on the effect of gender on career advancement have used western conceptualizations and measures.

The findings of this research suggest designing organizational interventions that can help women professionals in navigating the complex social environment in order to create their own leadership identities supported through a high-quality leader-member exchange.

The study takes an important step toward developing a better understanding of the factors affecting the career advancement of women managers by contextualizing the way women professionals perceive their career identity and the meaning they imbue to career advancement. The findings of this study can aid policy makers toward arresting the leaking women leadership pipeline.

The study contributes by exploring several social-psychological dimensions of objective-subjective career success perceptions and their interplay among women managers drawn from three organizations in India.

Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions.

Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables.

The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness.

The study was cross-sectional, so inferences about causality are limited.

The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways.

The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.