scholarly journals DARK SIDE OF PARADOXICAL LEADERSHIP: SOCIAL COMPARISION THEORY PERSPECTIVE

2021 ◽  
pp. 107-130
Author(s):  
Fatima Bashir
Keyword(s):  
Job Stress ◽  
Service Sector ◽  
Interpersonal Conflict ◽  
Job Insecurity ◽  
Dark Side ◽  
Equation Modeling ◽  
Mediation Model ◽  
Comparison Theory ◽  
Structure Equation Modeling ◽  
Time Lagged

Considerable research has viewed Paradoxical leadership as a positive style of leadership in different contextual settings. But little is known how paradoxical behavior of a leader can be detrimental for followers. The present study proposed etic view of paradoxical leadership based on social comparison theory explaining how and why people make comparison with similar and dissimilar others, that might lead to interpersonal conflict which may trigger negative outcomes. We have proposed and tested a sequential mediation model between Paradoxical leadership and employee job stress through interpersonal conflict and job insecurity. The study is based on time lagged data (3 intervals apart by one month each) from 285 service sector employees of Pakistan. All measures used were validated before testing mediation model. Structure equation modeling has been used for model testing that provided a good support to the hypothesized model. Results justified that when employees make comparison among each other on the basis of leader’s behavior with them, and indulge in interpersonal conflicts and feel more job insecurity that ultimately proceeds towards their job stress.

A time-lagged study on the moderating role of overall satisfaction in perceived politics: Job outcomes relationships

2016 ◽  
Vol 23 (3) ◽  
pp. 321-336 ◽  
Author(s):  
Farooq Ahmed Jam ◽  
Magda B L Donia ◽  
Usman Raja ◽  
Chong Hui Ling
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Interpersonal Conflict ◽  
High Stress ◽  
Interactive Effects ◽  
Negative Effects ◽  
Negative Effect ◽  
Time Lagged ◽  
Positive Effect ◽  
High Politics

AbstractIn a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.

scholarly journals Unstable Jobs Harm Performance: The Importance of Psychological Safety and Organizational Commitment in Employees

SAGE Open ◽  
2020 ◽  
Vol 10 (2) ◽  
pp. 215824402092061
Author(s):  
Byung-Jik Kim
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Job Insecurity ◽  
Psychological Safety ◽  
Mediation Model ◽  
Attitudes And Behaviors ◽  
Time Lagged ◽  
Underlying Mechanisms ◽  
The Impact ◽  
Underlying Processes

Although previous research has examined the influence of job insecurity on perceptions, attitudes, and behaviors of employees, the literature has paid insufficient attention to the impact of job insecurity on organizational performance and the underlying mechanisms of this association. Organizational performance is one of the most critical outcomes in an organization, and studies are needed to examine the influence of job insecurity on organizational performance together with its intermediating processes. Accordingly, this study investigates the intermediating mechanisms between job insecurity and perceived organizational performance with a sequential mediation model. Specifically, this article hypothesizes that levels of employees’ psychological safety and organizational commitment sequentially mediate the job insecurity–perceived organizational performance link. Using three-wave time-lagged data from 321 employees in South Korea, this study found that psychological safety and organizational commitment were sequential mediators in the link. This finding suggests that levels of psychological safety and organizational commitment in employees function as underlying processes in explaining the job insecurity–perceived organizational performance link.

The Level of Job Stress and Burnout Across Employees of Six Sectors in Indian Organizations

2016 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Irudhaya Rajesh
Keyword(s):  
Health Care ◽  
Job Stress ◽  
Public Service ◽  
Service Sector ◽  
Manufacturing Sector ◽  
Job Insecurity ◽  
Recovery Period ◽  
Economic Recession ◽  
Business Strategies ◽  
The Impact

The economic recession in 2008 followed by a period of slow economic recovery and continuous volatile economic environment has apparently affected every sphere of Indian economy. The impact is so real that India cannot but revamp the business strategies in order to stay afloat and vibrant. Consequently, any financial instability directly affects the employees in the organizations in the form of work overload and job insecurity, which can increase stress and burnout among the employees. Therefore against the backdrop of slow recovery period in the aftermath of the 2008 recession, this study explored the level of job stress and burnout experienced by the employees across sectors, namely, I.T, health care, hospitality, educational, manufacturing and public-service sectors in India. Apparently, this study found that the Indian employees were overall moderately stressed and burned out. While health care and manufacturing sector employees experienced high amount of job stress and burnout, the educational and public-service sector employees reported lesser job stress and burnout comparatively. Hence, this study is of great help for the managerial practitioners to assess the level of stress and burnout spread across Indian sectors and take preventive measures against stress and burnout in a continuing atmosphere of economic instability.

scholarly journals Cost of Serving Others: A Moderated Mediation Model of OCB, Ego Depletion, and Service Sabotage

2021 ◽  
Vol 12 ◽  
Author(s):  
Li Hongbo ◽  
Muhammad Waqas ◽  
Hussain Tariq ◽  
Farzan Yahya ◽  
Joseph Marfoh ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Service Sector ◽  
Service Industry ◽  
Ego Depletion ◽  
Dark Side ◽  
Citizenship Behavior ◽  
Moderated Mediation Model ◽  
Service Sabotage ◽  
Time Lagged

Taking support from ego-depletion theory, this study examines ego depletion as a mechanism that explains how employees’ organizational citizenship behavior (OCB) leads to antagonistic consequences, i.e., service sabotage. Employees’ positive psychological capital (PsyCap) is considered a moderator. PROCESS macro was used to test all the hypotheses using time-lagged, dyadic data collected from 420 employees and their 112 their supervisors associated with the service industry in China. This study finds that employees’ exhibition of OCB is positively linked to ego depletion, which in turn drives service sabotage behavior. Furthermore, employees’ PsyCap weakens the effect of OCB on employees’ ego depletion. This study highlights the dark side of OCB, the mechanism through which it causes adverse effects, and the moderating effect of PsyCap. It also provides insights to the organizations for managing service sector employees to effectively interact with customers.

Effect of Job-Insecurity, Organizational Commitment, Job Satisfaction on Turnover Intention: A Case Study of Newcomer Lecturers at Private Islamic Universities in East Java Province, Indonesia

2018 ◽  
Vol 6 (2) ◽  
pp. 199
Author(s):  
Asep Saifuddin Chalim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Equation Modeling ◽  
Pls Analysis

This study discussed employee turnover as one of the crucial problems faced by every organization. This study sought to analyze the determinants of turnover intention, such as job insecurity, organizational commitment, and job satisfaction. The objects of this study were newcomer lecturers of private Islamic universities in East Java Province, Indonesia. To analyze the relationship among independent variables and dependent variable; this study employed a correlation path model. To build the structural formulation of the correlation path model, this study used the variance-based Structural Equation Modeling (SEM) as a Partial Least Square (PLS) analysis. The study found that job insecurity influenced job satisfaction and organizational commitment. Moreover, job satisfaction and organizational commitment had positive impacts on the turnover intention. In contrast, job insecurity did not have a direct significant impact on the turnover intention, but it had indirect effect that influences job satisfaction and organizational commitment.

Family Interaction and Depressive Symptoms in Chinese Emerging Adults: A Mediation Model of Gratitude

2021 ◽  
pp. 003329412110006
Author(s):  
Kelly Ka Lai Lam ◽  
Wei-Wen Chen
Keyword(s):  
Depressive Symptoms ◽  
Emerging Adults ◽  
Structural Equation ◽  
Family Interaction ◽  
Assessment Instrument ◽  
Equation Modeling ◽  
Mediation Model ◽  
Online Questionnaire ◽  
Patient Health ◽  
Healthy Family

In this study, we investigated the relations between family interaction, gratitude, and depressive symptoms among Chinese emerging adults. It also investigated gratitude as a mediator in the relation between family interaction and depression. Data were obtained from 321 college students who completed the online questionnaire about the Family Assessment Instrument, Gratitude Questionnaire, Patient Health Questionnaire, and demographic information. Structural equation modeling (SEM) was used to test hypotheses and bootstrapping with 5,000 resamplings (95% confidence interval) was used to confirm the mediation model. Results showed that gratitude partially mediated the relation between family interaction and depression. In other words, students with healthy family interaction, as indicated by perceived better family communication, mutuality, and harmony with family members, tended to report higher general gratitude, and subsequently diminished depressive symptoms. The practical implications were 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 Heroes or Villains? The Dark Side of Charismatic Leadership and Unethical Pro-organizational Behavior

2020 ◽  
Vol 17 (15) ◽  
pp. 5546
Author(s):  
Xue Zhang ◽  
Liang Liang ◽  
Guyang Tian ◽  
Yezhuang Tian
Keyword(s):  
Organizational Behavior ◽  
Social Information Processing ◽  
High Performance ◽  
Psychological Safety ◽  
Charismatic Leadership ◽  
Dark Side ◽  
Negative Consequences ◽  
Workplace Behavior ◽  
Processing Theory ◽  
Time Lagged

Although prior research has emphasized the disproportional contributions to organizations of charismatic leadership, an emerging line of research has started to examine the potentially negative consequences. In this paper, a theoretical framework was proposed for a study of unethical pro-organization behavior through psychological safety based on social information processing theory, which reveals the detrimental effect that charismatic leadership can have on workplace behavior. To explore this negative possibility, a time-lagged research design was applied for the hypotheses to be verified using 214 pieces of data collected from a service company in China. According to the results, unethical pro-organizational behavior was indirectly influenced by charismatic leadership through psychological safety. Moreover, when employees experienced high performance pressure, charismatic leadership was positively associated with unethical pro-organizational behavior through psychological safety. The implications of these findings were analyzed from the perspectives of charismatic leadership theory and organizational ethical activities to alter the unethical pro-organizational behavior.

Salesperson grit: reducing unethical behavior and job stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Charles H. Schwepker ◽  
Megan C. Good
Keyword(s):  
Job Stress ◽  
Unethical Behavior ◽  
Structural Equation ◽  
Negative Impact ◽  
Equation Modeling ◽  
Screening Process ◽  
Content Type ◽  
Unethical Behaviors ◽  
Neutralization Techniques ◽  
Business To Business

Purpose The purpose of this paper is to investigate the relationships between grit, unethical behavior and job stress among business-to-business salespeople. Design/methodology/approach The empirical analysis includes 240 business-to-business salespeople. Structural equation modeling is used to test the study’s hypotheses. Findings Results suggest grit is directly related to less frequent unethical behavior and customer-directed deviance. Neutralization techniques positively moderate the relationship between salesperson grit and both unethical behavior and customer-directed deviance. Grit is indirectly related to job stress through the positive relationship between unethical behavior and job stress. Research limitations/implications Given research on grit in sales is relatively new several opportunities to pursue additional research in this area are presented. Practical implications Sales leaders may benefit from administering the salesperson grit scale as part of the screening process and developing grit among salespeople through training and coaching. Sales leaders should emphasize the negative impact of adopting neutralization techniques (excuses) in condoning unethical behaviors. The indirect effect of grit in reducing job stress through ethical behaviors underscores potential ways to mitigate costly and detrimental sales outcome losses. Originality/value This study develops a novel framework to explore the relationships between grit and unethical behaviors as moderated by neutralization techniques (excuses); examines an additional component of grit not previously considered in some studies of salespeople; and investigates whether these relationships increase a previously unexplored outcome – job stress.

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