Linking workplace ostracism to turnover intention: A moderated mediation approach

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

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Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

Frontiers in Psychology ◽

10.3389/fpsyg.2021.761560 ◽

2021 ◽

Vol 12 ◽

Author(s):

Yingge Zhu ◽

Denghao Zhang

Keyword(s):

Turnover Intention ◽

Anger Expression ◽

Mediating Effect ◽

Counterproductive Work Behaviors ◽

Trait Anger ◽

Work Behaviors ◽

Mediating Role ◽

Workplace Ostracism ◽

The Relationship

This study aims to explore the mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors. A two-stage follow-up survey of 426 employees born after 1990 was conducted using the Workplace Ostracism Scale, Counterproductive Work Behaviors Scale, Trait Anger subscale of the State-Trait Anger Expression Inventory, and Turnover Intention Scale. Workplace ostracism was found to be significantly positively correlated with anger, turnover intention, and counterproductive work behaviors. Furthermore, anger and turnover intention both separately and serially mediated the relationship between workplace ostracism and counterproductive work behaviors. This study confirms the chain mediating effect of anger and turnover intention on the relationship between workplace ostracism and counterproductive work behaviors.

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Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement

Management Science Letters ◽

10.5267/j.msl.2021.1.001 ◽

2021 ◽

pp. 1473-1480 ◽

Cited By ~ 1

Author(s):

Rabia Mushtaq ◽

Riffut Jabeen ◽

Samina Begum ◽

Abdul Zahid Khan ◽

Tariq Iqbal Khan

Keyword(s):

Turnover Intention ◽

Turnover Intentions ◽

Job Involvement ◽

Moderated Mediation ◽

Job Design ◽

Working Environment ◽

Self Evaluation ◽

High Level ◽

Core Self ◽

Scope Model

Existing study was conducted to make a combined examination of the mediating role of (a) Job involvement in linking expanded job scope model (EJSM) with turnover intentions and (b) investigate how the relationship among EJSM and turnover intention is conditional based on the level of Core Self-Evaluation (CSE) in employees.700 questionnaires were circulated among the employees of education and financial sector which yields 490 returns achieving a response rate of 70%. After initial data screening 420 complete responses were available for analyses. The results exhibit that Job involvement (JI) mediates the relationships between EJCM and turnover intentions. The results of the moderated mediation depict that JI mediates the relationships between job scope and high level of CSE in employees. The outcomes delivered valuable understandings for managers and consultants, especially to Human Resource professionals who are trying to facilitate the workforce in challenging working environment through improved job design. The businesses may encourage high level of employee involvement through redesigned job scope in presence of high order personality characteristics which helps to reduce turnover intentions. This paper contributed in the literature of job design in three different ways. First, existing research makes theoretical contribution by adding new dimension in existing JSM which is flexible work time. Second, it describes how dynamic work settings may refine employees’ abilities and behaviors. Third, the research deals with a unique view in research of job design by combining personality as a moderator (i.e., CSE).

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The Effect of Emotional Labor by Hotel Employees on the Emotional Exhaustion and Turnover Intention: The Moderated-Mediation Effects of Cognitive Flexibility

Korean Journal of Hospitality & Tourism ◽

10.24992/kjht.2021.12.30.08.35 ◽

2021 ◽

Vol 30 (8) ◽

pp. 35-51

Author(s):

Yong-Seok Lee ◽

Hyung-Ryoung Lee

Keyword(s):

Cognitive Flexibility ◽

Emotional Exhaustion ◽

Emotional Labor ◽

Turnover Intention ◽

Moderated Mediation ◽

Mediation Effects ◽

Hotel Employees

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How personal-life inclusion affects Chinese turnover intention? A moderated mediation model of work interference with family and perceived family demands

Journal of Management & Organization ◽

10.1017/jmo.2018.34 ◽

2018 ◽

pp. 1-19 ◽

Cited By ~ 1

Author(s):

Han Ren ◽

Weizheng Chen

Keyword(s):

Turnover Intention ◽

Moderated Mediation ◽

Personal Life ◽

Conservation Of Resources ◽

Positive Effects ◽

Moderated Mediation Model ◽

Managerial Implications ◽

Family Demands ◽

Work Interference With Family ◽

Work Interference

AbstractWhile an increasing number of studies focus on the positive effects of Chinese supervisor–subordinate guanxi on its focal parties, little research has examined in what situations guanxi may instead cause negative impacts on these individuals. Drawing on conservation of resources theory, the objectives of this study is to identify how the culturally remarkable aspect of supervisor–subordinate guanxi – personal-life inclusion – may cause ‘burden’ for Chinese employees and to reveal the moderated mediation mechanism between personal-life inclusion and turnover intention by examining the mediating role of work interference with family and the moderating effect of perceived family demands. Data were collected from 182 Chinese employees. The results indicate that personal-life inclusion is positively correlated with turnover intention and work interference with family mediates this relationship. Perceived family demands serves as a moderator on the mediated relationship between personal-life inclusion, work interference with family, and turnover intention. We discuss the theoretical and managerial implications of our findings.

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Coping with workplace ostracism: the roles of emotional exhaustion and resilience in deviant behavior

Management Decision ◽

10.1108/md-06-2019-0848 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Cited By ~ 1

Author(s):

Hongyan Jiang ◽

Xianjin Jiang ◽

Peizhen Sun ◽

Xiuping Li

Keyword(s):

Emotional Exhaustion ◽

Mediation Analysis ◽

Deviant Behavior ◽

Moderated Mediation ◽

Content Type ◽

Manufacturing Enterprises ◽

Mediating Role ◽

Workplace Ostracism ◽

The Relationship

PurposeThe purpose of this paper is to explicate the relationship between workplace ostracism and deviant behavior, and further test the mediating role of emotional exhaustion and the moderating role of resilience.Design/methodology/approachA sample of 409 first-line production workers from four manufacturing enterprises in China was collected. A moderated mediation analysis was employed to test the hypotheses and examine the relationships proposed in the research framework.FindingsThe findings indicate that emotional exhaustion could mediate the relationship between workplace ostracism and deviant behavior. Moreover, the results from the moderated mediation analysis suggest that the mediation of emotional exhaustion is moderated by resilience such that with a higher level of resilience, the mediation effect of emotional exhaustion becomes weaker.Research limitations/implicationsThe participants of this study are limited to manufacturing enterprises, and thus our findings may not be equally valid for other types of industries. Meanwhile, this study is a cross-sectional research that could not explain the causal relationship between workplace ostracism and deviant behavior.Practical implicationsThe present research can offer some managerial implications about how to avoid the occurrence of workplace ostracism and deviant behavior for organizations.Originality/valueThis study constructs a moderated mediation model by introducing the potential mediating role of emotional exhaustion and the moderating effect of resilience in order to reveal the mechanism through which workplace ostracism relates to deviant behavior. Our research not only integrates and enriches the ideas of the Stress-Non-Equilibrium-Compensation Approach and the Transactional Model of Stress and Coping Theory but could also inform future management practices for mitigating the negative consequences of workplace ostracism.

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