Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

When and why organizational cynicism leads to CWBs

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saima Naseer ◽  
Usman Raja ◽  
Fauzia Syed ◽  
Muhammad Usman Anwar Baig
Keyword(s):  
Emotional Exhaustion ◽  
Service Industry ◽  
Psychological Capital ◽  
Counterproductive Work Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Content Type ◽  
Organizational Cynicism ◽  
The Relationship

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/valueThe study suggests new mechanisms and boundary conditions through which cynicism triggers CWBs. The authors discuss the implications of the study’s findings and suggest possible directions for future research.

scholarly journals Exploring the Invisible Pain of Workplace Ostracism: Its Outcomes & Coping Mechanism

2021 ◽  
Vol 12 (5) ◽  
pp. 791-796
Author(s):  
Himani Oberai
Keyword(s):  
Work Performance ◽  
Well Being ◽  
Job Engagement ◽  
Conservation Of Resources ◽  
Coping Mechanism ◽  
Work Behaviors ◽  
Negative Consequences ◽  
Conservation Of Resources Theory ◽  
Workplace Ostracism ◽  
The Relationship

Workplace ostracism is a form of silent mistreatment where an individual experiences deliberate denied social interaction with others. It is believed to be a universal phenomenon which silently injures the human heart. Ostracism is believed to be very destructive as the ostracized person finds it difficult to prove that he is being ostracized due to its covert nature. It is a proven fact that the nature of mistreatment under ostracism can be silent but its outcomes in the form of decreased job engagement, diminished work performance, increased intention to quit, etc. are very vocal. The relationship between workplace ostracism and its negative consequences is explained in the light of Conservation of Resources theory. According to conservation of resources theory, every individual is attached to various kinds of resources which they perceive as worthy. The theory claimed that when an individual encounters resource loss or is threatened of potential loss, such experiences disturbs his psychological well-being. This study also describes the coping mechanism which an individual can adopt in order to manage the negative aspects of workplace ostracism. The organizational administrators need to focus on this silent form of harassment, which is making the organization weak on a broader scope. Thus, a serious need of encouraging healthy communication, cooperation and coordination is required in every organization in order to avoid counter-productive work behaviors.

Social comparison orientation and mental health: The mediating role of psychological capital

2020 ◽  
Author(s):  
Guoliang Yang ◽  
Zhihua Wang ◽  
Weijiong Wu
Keyword(s):  
Mental Health ◽  
Social Comparison ◽  
Psychological Capital ◽  
Mediating Effect ◽  
Mediating Role ◽  
The Social ◽  
Social Comparison Orientation ◽  
Using Data ◽  
The Impact ◽  
The Relationship

Little is known about the relationship between social comparison orientation and mental health, especially in the psychological capital context. We proposed a theoretical model to examine the impact of ability- and opinion-based social comparison orientation on mental health using data from 304 undergraduates. We also examined the mediating effect of the four psychological capital components of hope, self-efficacy, resilience, and optimism in the relationship between social comparison orientation and mental health. Results show that an ability (vs. opinion) social comparison orientation was negatively (vs. positively) related to the psychological capital components. Further, the resilience and optimism components of psychological capital fully mediated the social comparison orientation–mental health relationship. Our findings indicate that psychological capital should be considered in the promotion of mental health, and that the two social comparison orientation types have opposite effects on psychological capital.

scholarly journals The Psychological Impact of Coronavirus Pandemic Restrictions in Italy. The Mediating Role of the Fear of COVID-19 in the Relationship between Positive and Negative Affect with Positive and Negative Outcomes

2021 ◽  
Vol 11 (3) ◽  
pp. 697-710
Author(s):  
Andrea Zammitti ◽  
Chiara Imbrogliera ◽  
Angela Russo ◽  
Rita Zarbo ◽  
Paola Magnano
Keyword(s):  
Negative Affect ◽  
Psychological Health ◽  
Well Being ◽  
Future Research ◽  
Positive And Negative Affect ◽  
Ptsd Symptoms ◽  
Negative Outcomes ◽  
Event Scale ◽  
Spiritual Well Being ◽  
The Relationship

Italy was quickly hit hard by the coronavirus. ‘Lockdown’ has significantly impacted the psychological health, personal wellbeing and quality of life of the people. The study aims to explore the relationship between positive and negative affect, as well as positive (spiritual well-being and flourishing) and negative outcomes (psychological distress caused by a traumatic life event in terms of perception of PTSD symptoms) on Italian adults during the lockdown period. Data was collected between April and May 2020. The participants were 281 Italian adults aged between 18 and 73 years. The survey was composed of the following measures: Flourishing Scale, Jarel Spiritual Well-Being scale, Positive and Negative Affect Schedule, Impact of Event Scale—Revised, Fear of COVID-19. The mediational analysis shows that fear of COVID-19 fully mediates the relationship between negative affect and spiritual well-being and flourishing; fear of COVID-19 partially mediates the relationship between negative affect and PTSD symptoms; the positive affect shows only direct effects on positive outcomes. Therefore, fear of COVID-19 does not play any mediation role. Implications for psychological interventions and future research will be discussed.

scholarly journals Please, Do Not Interrupt Me: Work–Family Balance and Segmentation Behavior as Mediators of Boundary Violations and Teleworkers’ Burnout and Flourishing

2021 ◽  
Vol 13 (13) ◽  
pp. 7339
Author(s):  
Vânia Sofia Carvalho ◽  
Alda Santos ◽  
Maria Teresa Ribeiro ◽  
Maria José Chambel
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Future Research ◽  
Boundary Violations ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
Using Data ◽  
The Relationship

The lockdown, in the COVID-19 pandemic, is considered an external crisis that evokes innumerous changes in individuals lives. One of the changes is the work and family dynamics. Based on boundary theory we examine the mediated role of work and family balance and boundary segmentation behavior in the relationship between boundary violations and teleworkers’ stress and well-being. However, because women and men live their work and family differently, gender may condition the way teleworkers lead with boundary violations and boundary segmentation. Hypotheses were tested through moderated mediation modeling using data collected of 456 teleworkers during lockdown. In line with our expectations, teleworkers who have suffered most boundary violations were those with least boundary segmentation behaviors and with least work-family balance which, in turn was related to higher burnout and lower flourishing. Furthermore, gender was found to moderate the relationship between boundary violations from work-to-family and segmentation behavior in the same direction and this relationship was stronger for females than for males. We discuss implications for future research and for managing teleworkers, creating sustainability, both during a crise and stable days.

Evaluating Employees' Commitment in Islamic Work Ethics Perspective

2014 ◽  
Vol 2 (4) ◽  
pp. 87-94
Author(s):  
Nur`Ain Achim ◽  
Hairunnisa Ma’amor ◽  
Norhidayah Mohd Rashid
Keyword(s):  
Affective Commitment ◽  
Pearson Correlation ◽  
Future Research ◽  
Kuala Lumpur ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Financial Firms ◽  
Pearson Correlation Test ◽  
The Relationship ◽  
Structured Questionnaire

Objective - The study purposes three objectives, which is to recognize the level of employees' commitment (EC) among employees, to identify the level of IWE application among employees, and to investigate the relationship between EC and IWE. Methodology/Technique - The data was collected through a structured questionnaire from employees working at selected financial firms in Kuala Lumpur and has been statistically analysed using SPSS. Findings - The results showed that the levels of employees' commitment and IWE among employees are high, however the Pearson correlation test shows there is no significant relationship between EC and IWE. Hence, it is recommended for future research to explore a different angle of the management dimension to be tested with IWE and expand the context into a multidisciplinary field. Novelty - This research helps to broaden the employees' knowledge about the work ethics in Islamic perspectives and apply it in their organization. Type of Paper - Empirical Keywords : Organizational commitment; employees commitment; affective commitment; normative commitment; continuance commitment; Islamic; work ethics.

scholarly journals How Does Group Climate Foster or Hinder Employee Voice? A Cross-Level Examination

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoye Qian ◽  
Qian Li ◽  
Jue Wang ◽  
Shiyang Gong ◽  
Hao Zhou
Keyword(s):  
Psychological Capital ◽  
Employee Voice ◽  
Full Time ◽  
Prevention Focus ◽  
Group Climate ◽  
Group Cooperation ◽  
Negative Effect ◽  
Using Data ◽  
The Relationship ◽  
Positive Effect

Although empirical evidence has accumulated showing that group climate has a significant impact on employee voice, knowledge about how different types of climates may influence voice is limited. Drawing upon the theory of planned behavior, we develop and test a model that explains whether and how the two group climates, cooperation and sanction, differentially predict employee promotive and prohibitive voice. We test the hypotheses using data collected from a sample of 274 full-time employees nested in 58 workgroups across two time periods. The empirical results show that group climate predicts employee voice in different ways: Group cooperation climate has a positive effect on both types of employee voice, whereas group sanction climate shows a negative effect on promotive voice. Individuals’ psychological capital is a cross-level mediator in the relationship between group climate and employee voice. Employees’ prevention focus negatively moderates the relationship between psychological capital and employee voice. These results highlight the important effect of group climate on employee voice in organization and calls on managers to create a favorable environment to increase employees’ psychological capital and voice behaviors.

The mediating effect of leader–member exchange on the relationship between Theory X and Y management styles and affective commitment: A multilevel analysis

2012 ◽  
Vol 18 (2) ◽  
pp. 159-174 ◽  
Author(s):  
Faruk Şahin
Keyword(s):  
Affective Commitment ◽  
Management Style ◽  
Mediating Effect ◽  
Future Research ◽  
Leader Member Exchange ◽  
Management Styles ◽  
Member Exchange ◽  
The Relationship ◽  
Theory Y ◽  
Theory X

AbstractThe purpose of the present study was to investigate the relationship between McGregor's Theory X and Y management styles and affective commitment through the mediating mechanism of the leader–member exchange (LMX). Adopting a multilevel perspective to explain the complex relations among variables, data were collected from 56 supervisors and 173 subordinates from yacht building companies in Turkey. The results indicated that the Theory Y management style related positively to affective commitment and LMX. In addition, the results indicated that LMX partially mediated the relationship between the Theory Y management style and affective commitment. However, the Theory X management style had no relationships with either LMX or affective commitment. Implications for future research and practice are discussed.

Participatory HRM and firm performance

2019 ◽  
Vol 41 (5) ◽  
pp. 1098-1119 ◽  
Author(s):  
Neha Gahlawat ◽  
Subhash C. Kundu
Keyword(s):  
Firm Performance ◽  
Organizational Climate ◽  
Structural Equation ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Employee Attitudes ◽  
Primary Data ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between participatory HRM and firm performance through a series of mediators. Design/methodology/approach Primary data were collected from 569 respondents belonging to 207 organizations operating in India. Structural equation modeling and bootstrapping via PROCESS were used to analyze the hypothesized relationships between participatory HRM and firm performance. Findings The study has highlighted that participatory HRM in the form of self-managed teams, flexible work arrangements and empowerment results in better organizational climate, heightened affective commitment, reduced intention to leave and enhanced firm performance. Furthermore, it has been established that organizational climate, affective commitment and intention to leave serially mediate the relationship between participatory HRM and firm performance. Practical implications The study gives strong indications that adopting bundle of participatory HRM practices is beneficial for generating positive organizational climate, enhanced employee attitudes and superior firm performance. Originality/value By establishing serial mediation through organizational climate, affective commitment and employees’ intention to leave, this study brings new insights into the interpretation of underlying mechanism existing between participatory HRM and firm performance, thus uniquely contributes to the HRM and OB literature.

scholarly journals Psychological Safety in Ghana: Empirical Analyses of Antecedents and Consequences

2019 ◽  
Vol 17 (1) ◽  
pp. 214 ◽  
Author(s):  
Mavis Agyemang Opoku ◽  
Suk Bong Choi ◽  
Seung-Wan Kang
Keyword(s):  
Psychological Safety ◽  
Future Research ◽  
Conservation Of Resources ◽  
Capital Investments ◽  
Voice Behavior ◽  
Member Exchange ◽  
Managerial Implications ◽  
Antecedents And Consequences ◽  
Time Lagged ◽  
The Relationship

This study examines psychological safety as a mediator in the relationship between Leader–Member Exchange (LMX) and voice behavior. Based on the conservation of resources theory, a moderated mediation framework was used to examine human capital investments, specifically employee education and tenure, as boundary conditions of this relationship. The research hypotheses were tested with a sample of 207 employee-supervisor dyads working in a time-lagged design. The study found that psychological safety is an intermediary mechanism through which LMX affects voice behavior. Employees’ level of education negatively moderates the relationship between LMX and psychological safety. Furthermore, the results suggest that organizational tenure accentuates the relationship between LMX and psychological safety, and strengthens the indirect effect of LMX on voice behavior. The theoretical contributions and managerial implications are discussed in addition to directions for future research.

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