The Relationship between Opportunities for Professional Development and Counterproductive Work Behaviors: The Mediating Role of Affective Well-Being and Moderating Role of Task-Contingent Conscientiousness

2019 ◽  
Vol 21 (3) ◽  
pp. 111-122
Author(s):  
Zhongze Guo ◽  
Baoguo Xie ◽  
Jingru Chen ◽  
Fuxi Wang
Keyword(s):  
Professional Development ◽  
Well Being ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

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

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.

Organizational injustice and knowledge hiding: the roles of organizational dis-identification and benevolence

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sadia Jahanzeb ◽  
Dirk De Clercq ◽  
Tasneem Fatima
Keyword(s):  
Well Being ◽  
Content Type ◽  
Mediating Role ◽  
Knowledge Hiding ◽  
The Relationship ◽  
Sense Of Obligation ◽  
Moderating Role ◽  
Practical Implications ◽  
Organizational Injustice

PurposeWith a basis in social identity and equity theories, this study investigates the relationship between employees' perceptions of organizational injustice and their knowledge hiding, along with the mediating role of organizational dis-identification and the potential moderating role of benevolence.Design/methodology/approachThe hypotheses were tested with three-wave survey data collected from employees in Pakistani organizations.FindingsThe experience of organizational injustice enhances knowledge hiding because employees psychologically disconnect from their organization. This mediation by organizational dis-identification is buffered by benevolence or tolerance for inequity, which reduces employees' likelihood of reacting negatively to the unfavourable experience of injustice.Practical implicationsFor practitioners, this study identifies organizational dis-identification as a key mechanism through which employees' perceptions of organizational injustice spur their propensity to conceal knowledge, and it reveals how this process might be mitigated by a sense of obligation to contribute or “give” to organizational well-being.Originality/valueThis study establishes a more complete understanding of the connection between employees' perceptions of organizational injustice and their knowledge hiding, with particular attention devoted to hitherto unspecified factors that explain or influence this process.

scholarly journals Hostile Organizational Climate as an Antecedent to Paranoid Cognition and Sleep: Moderating Role of Emotional Suppression

2021 ◽  
Author(s):  
Fatima Bashir ◽  
Saima Naseer
Keyword(s):  
Sleep Quality ◽  
Organizational Climate ◽  
Well Being ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Emotional Suppression ◽  
Psychological Well Being ◽  
Moderating Role

Introduction.- Hostile organization climates can pave way for hostile, aggressive behavior and attitude which later become norm of the workplace. The hostile climate in an organization can ensure a damaging impact on employee behavior and mental health. Objectives.- Using Cognitive Activation Theory of Stress (CATS) this study aims to investigate the activation of paranoid cognitions due to stress stimuli coming from explore hostile climate and its impact on the sleep quality of employees which further lead to negative employee outcomes like counterproductive work behaviors, and psychological well-being with the moderating role of emotional suppression. Method and Results.-A time-lagged data segregated at three-time intervals are collected from employees and peers (n=497) working in the Telecom sector of Pakistan. Our study utilized PROCESS in SPSS technique to prove serial mediation of paranoid cognition and sleep quality between hostile climate, counterproductive work behavior, and psychological well-being and moderation analysis. Conclusion.- This study discovers new avenues in the existing literature of CATS and hostile climate by examining paranoid cognition and sleep quality as the underlying mechanisms through which hostile organizational climate can defoliate psychological well-being and can cause harm to an organization through counterproductive work behaviors.

Authentic leadership and creativity: the mediating role of happiness

2017 ◽  
Vol 25 (3) ◽  
pp. 395-412 ◽  
Author(s):  
Ana Suzete Dias Semedo ◽  
Arnaldo Fernandes Matos Coelho ◽  
Neuza Manuel Pereira Ribeiro
Keyword(s):  
Structural Equation ◽  
Authentic Leadership ◽  
Group Analysis ◽  
Well Being ◽  
Organizational Level ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Moderating Role

Purpose Authentic leadership (AL) as a style can influence, directly or indirectly, employees’ attitudes and behaviors. In this perspective, the purpose of this study is to investigate how AL predicts affective well-being (AWB) and employees’ creativity. The mediating role of AWB and the moderating role of satisfaction with management will be analyzed. Design/methodology/approach The researchers have analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modelling was used to test the proposed hypotheses and a multi-group analysis was performed to identify how the level of satisfaction with the management may impact the proposed relationships. Findings The results of this study reveal that perceptions of AL predict employees’ creativity both directly and through the mediating role of AWB. Satisfaction with the management seems to moderate the relationship between AL, AWB and creativity. Practical implications The research outcomes suggest that organizations should focus on training leaders who value self-awareness and transparency in their relationships with others, who display an internal moral perspective and demonstrate balanced processing of information, to guarantee good results at the individual level and, consequently, at the organizational level. This study provides practitioners with possible routes to act in favor of a much happier and more creative workforce. Originality/value The originality of this study is because of the integration of these four concepts in a single study, providing evidence of the relationship between AL and creativity through the mediating role of AWB and moderating role of satisfaction with the management.

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