scholarly journals Does Workplace Bullying Produce Employee Voice and Physical Health Issues? Testing the Mediating Role of Emotional Exhaustion

2021 ◽  
Vol 12 ◽  
Author(s):  
Huai-Liang Liang
Keyword(s):  
Physical Health ◽  
Emotional Exhaustion ◽  
Workplace Bullying ◽  
Time Lag ◽  
Emotional Reactions ◽  
Employee Voice ◽  
Health Issues ◽  
Mediating Role ◽  
Common Method Bias ◽  
Method Bias

Workplace bullying is a reality in organizations. Employees’ experiences of workplace bullying can produce their voice that intends to challenge the status quo at work and can damage their physical health. This study examines the effects of workplace bullying on employee voice and physical health issues and considers individuals’ emotional reactions as a critical mechanism operating between workplace bullying and its consequences in workplace situations. Emotional exhaustion mediates the influence of workplace bullying on employee voice and damaged health. Data for 694 employees from a large Taiwanese retail organization revealed that workplace bullying relates to its outcomes at work. The findings of this study show that emotional exhaustion is a critical mechanism between workplace bullying and its consequences, i.e., employee voice and health issues. A time-lag study design is applied to reduce common method bias.

How Workplace Bullying Relates to Facades of Conformity and Work–Family Conflict: The Mediating Role of Psychological Strain

2019 ◽  
Vol 123 (6) ◽  
pp. 2479-2500 ◽  
Author(s):  
Huai-Liang Liang
Keyword(s):  
Family Life ◽  
Family Conflict ◽  
Workplace Bullying ◽  
Time Lag ◽  
Future Research ◽  
Work Family Conflict ◽  
Psychological Strain ◽  
Mediating Role ◽  
Work Family ◽  
At Home

This study examined the effects of workplace bullying on facades of conformity in the work domain and on work–family conflict in the family domain. In this research, workplace bullying is seen as a reality in organizations, and this study considers individuals’ judgments concerning various features of their workplace situations. Employees’ experiences of workplace bullying influence their creation of facades of conformity and crosses over to influence their partners’ family life through psychological strain. Psychological strain mediates the influence of workplace bullying on facades of conformity and on partners’ work–family life. A total of 569 employee–partner dyads from a large plastics corporation in Taiwan demonstrated significant relationships between workplace bullying and its outcomes at work and at home. The results of this study demonstrate that psychological strain is an important mechanism between workplace bullying and its consequences, both at work and at home. A time-lag study design and two different sources (i.e., employees and their married partners) were utilized to reduce common method bias in this study. The main theoretical and practical implications of the findings for future research are discussed.

scholarly journals Declining Employee Engagement & Employee Performance: The Noxious Effects of Workplace Bullying

2020 ◽  
Vol 6 (1) ◽  
pp. 165-176
Author(s):  
Muhammad Shaukat Malik ◽  
Shahzadi Sattar
Keyword(s):  
Employee Engagement ◽  
Research Design ◽  
Emotional Exhaustion ◽  
Workplace Bullying ◽  
Research Study ◽  
Longitudinal Research ◽  
Employee Performance ◽  
Critical Issue ◽  
Cross Sectional ◽  
Mediating Role

The rationale of this research study is to inspect about variations in employee performance and employee engagement in Pakistani context brought about by the workplace bullying. Another objective is to produce comprehensive empirical evidence of bullying in the specific Pakistani context. The purpose of paper is to examine whether emotional exhaustion plays a mediating role between workplace bullying, employee performance and employee engagement. Even most of the organizations are unaware about this critical issue to curtail down its effect. A cross-sectional design is used in the research study, which focuses on emotional exhaustion that serves as a mediator between workplace bullying and employee performance and employee engagement. The paper is based upon cross-sectional and self-reported survey research design. Furthermore longitudinal research design is recommended for future investigation of the relationships among these constructs. Consolidated policies must be sought by the management to combat with the vicious prevalence of workplace bullying. This will not only encourage the conducive work environment but also ensure positive work climate among employees.

scholarly journals Direct and Indirect Effects of Belief in a Just World and Supervisor Support on Burnout via Bullying

2018 ◽  
Vol 15 (11) ◽  
pp. 2330 ◽  
Author(s):  
Pascale Desrumaux ◽  
Nicolas Gillet ◽  
Caroline Nicolas
Keyword(s):  
Emotional Exhaustion ◽  
Workplace Bullying ◽  
Supervisor Support ◽  
Self Report ◽  
Future Research ◽  
Just World ◽  
Cross Sectional ◽  
Mediating Role ◽  
Protective Resources

The aim of the study was to examine the mediating role of workplace bullying in how supervisor support and belief in a just world (BJW) are related to emotional exhaustion. A cross-sectional quantitative study using anonymous self-report questionnaires was conducted with 434 workers in France. The model was tested using a path analysis. First, the results revealed that BJW and support from the hierarchy were negatively related to emotional exhaustion. BJW and supervisor support were also negatively related to workplace bullying. Finally, harassment at work was positively related to emotional exhaustion. More generally, the results showed that social support from one’s superior and BJW were directly and indirectly related to emotional exhaustion via bullying at work. Our model thus suggests that BJW and supervisor support can be protective resources against bullying and exhaustion. We discuss the theoretical and practical implications of the present study, as well as some avenues for future research.

The effect of ambidextrous leadership on employee voice: A moderated mediation model

2020 ◽  
Vol 48 (10) ◽  
pp. 1-11
Author(s):  
Gui-Liang Peng
Keyword(s):  
Cognitive Flexibility ◽  
Social Identity Theory ◽  
Employee Voice ◽  
Hierarchical Regression ◽  
Mediating Role ◽  
Moderated Mediation Model ◽  
Knowledge Intensive ◽  
Knowledge Intensive Business Service ◽  
The Relationship ◽  
Ambidextrous Leadership

I drew on social identity theory to explore the influence of ambidextrous leadership on employee voice. Participants were 208 employees at 5 knowledge-intensive business service enterprises in China. Hierarchical regression analysis and bootstrapping analysis results show that ambidextrous leadership was positively correlated with employee voice, and leader identification played a partial mediating role in this relationship. Further, this mediating role was positively moderated by cognitive flexibility, which also positively moderated the relationship between leader identification and employee voice. These findings support a positive link between ambidextrous leadership and employee voice, with leader identification mediating, and cognitive flexibility moderating this relationship. Theoretical and practical implications are discussed.

Satisfaction and Performance of the International Faculty: To What Extent Emotional Reactions and Conflict Matter?

SAGE Open ◽  
2021 ◽  
Vol 11 (3) ◽  
pp. 215824402110305
Author(s):  
Majid Ghasemy ◽  
Farhah Muhammad ◽  
Jamshid Jamali ◽  
José Luis Roldán
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Structural Equation ◽  
Interpersonal Conflict ◽  
Emotional Reactions ◽  
Equation Modeling ◽  
Affective States ◽  
International Faculty ◽  
Mediating Role

Guided by affective events theory (AET), our inquiry aims at examining the relationships among affective work events, affective states, affect-driven behaviors, and attitudes of international faculty working in the Malaysian institutions of higher learning. Specifically, the impacts of interpersonal conflict, as a work event, on international faculty’s affective states were in focus. In addition, the mediating role of job performance, as an affect-driven behavior, on the relationship between affective states and job satisfaction, as an attitude, was examined. Data were collected from 152 respondents and partial least squares structural equation modeling (PLS-SEM) was applied to estimate the proposed theoretical model. Our model was examined from an explanatory-predictive perspective and exhibited a high level of out-of-sample predictive power. In addition, the results of the analysis highlighted the role of interpersonal conflict in causing affective states and affective states in causing job satisfaction. However, empirical evidence was not provided for the mediating role of job performance within the proposed model. Finally, given the fluctuating nature of the affective states, a robustness check verified the nonlinear relationship between positive affect and job performance. Implications of the findings, limitations, and recommendations were elaborated.

scholarly journals Dysfunctional Customer Behavior, Employee Service Sabotage, and Sustainability: Can Social Support Make a Difference?

2021 ◽  
Vol 18 (7) ◽  
pp. 3628
Author(s):  
Jinsoo Hwang ◽  
Yekyoung Yoo ◽  
Insin Kim
Keyword(s):  
Social Support ◽  
Emotional Exhaustion ◽  
Customer Behavior ◽  
Restaurant Industry ◽  
Customer Contact ◽  
Service Employees ◽  
Mediating Role ◽  
Proposed Model ◽  
Service Sabotage ◽  
Dysfunctional Customer Behavior

In a restaurant industry, dysfunctional customer behavior damages customer-contact service employees’ mental health which may lead to employee defection. This study examined the effects of dysfunctional customer behavior on service employees’ service sabotage which is a mechanisms for protecting themselves from outside pressures. Additionally, it determined if emotional exhaustion plays a mediating role in the relationship between dysfunctional customer behavior and employees’ service sabotage and verified the moderating role of social support. The proposed model was tested empirically using the data from 329 restaurant customer-contact service employees in South Korea. The results indicated that dysfunctional customer behavior increased the incidence of employees’ service sabotage. Moreover, emotional exhaustion was a significant mediator in the link from dysfunctional customer behavior to employees’ service sabotage. In addition, social support moderated the effects of dysfunctional customer behavior on service sabotage. This study provides insights into the effects of dysfunctional customer behavior and methods of supporting employees socially.

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