scholarly journals Examining the Relationship between Psychopathic Leadership, Work Phobic Anxiety and Employee Work Alienation: The Moderating Role of Hostile Attribution Bias

2021 ◽  
Vol 8 (1) ◽  
pp. 14-30
Author(s):  
Muhammad Ali Asghar Sandhu ◽  
Tasneem Fatima
Keyword(s):  
Reliability And Validity ◽  
Hostile Attribution Bias ◽  
Survey Method ◽  
Confirmatory Factor Analyses ◽  
Hostile Attribution ◽  
Phobic Anxiety ◽  
Work Alienation ◽  
Attribution Bias ◽  
The Relationship

The current study examines the direct relationship between psychopathic leadership and work alienation while incorporating the mediating role of work phobic anxiety. The study sustains that work phobic anxiety mediates the relationship between leader psychopathy and employee work alienation. In addition to this, as grounded in Affective Events Theory, the study further establishes that Hostile Attribution Bias (HAB) as employee-centric dispositional factor moderates the relationship of leader psychopathy an affect inducing event and work phobic anxiety, an employee's behavioral outcome a reaction concerning stimulus workplace. The study employs a quantitative time-lagged design with multisource data collected in three waves through the survey method. Results of the data analysis established all hypotheses of the research in the proposed directions. Confirmatory Factor Analyses were also performed to ensure, reliability and validity of the scales employed in the study; the mediation & moderation were analyzed using SPSS Process Macro, using the "Bootstrapping Method" (Hayes, 2017).

scholarly journals The Relationship Between Difficulty in Emotion Regulation and Alexithymia With Hostile Attribution Bias and Anger in in Adolescent Boys With High Bullying: a Path Analysis

2022 ◽  
Author(s):  
majid yousei afrashteh ◽  
parinaz hanifeh
Keyword(s):  
Emotion Regulation ◽  
Path Analysis ◽  
Hostile Attribution Bias ◽  
Adolescent Boys ◽  
Hostile Attribution ◽  
Mediating Role ◽  
Attribution Bias ◽  
Bullying Interventions ◽  
The Relationship

Abstract IntroductionAdolescence is one of the critical stages and the period of evolution of human physical and mental development that occurs between childhood and youth. Successful completion of this course plays a role in mental health and personality. The aim of this study was to investigate the role of Difficulty in Emotion Regulation and Alexithymia with Hostile attribution bias and Anger in adolescent boys with bullying, which plays an important role in developmental outcomes in adolescents. Methods345 male students in Zanjan, iran participated in this study.To measure self-reporting tools, Gertz and Roemer(2004) Difficulty in emotion regulation Questionnaire, Toronto Alexithymia Questionnaire(TAS-20), McBril, Milich & Handley (2003 hostile attribution bias Questionnaire, and Eiseng and Glenn Wilson (2003) Aggression Questionnaire(2009) were evaluated. Path analysis method was used to analyze the causal model. The results show a good fit of the model with the experimental data. ResultsThe results also showed a direct and significant effect between anger and Difficulty in Emotion Regulation (β =0.19, p <0.05), Alexithymia (β = 0.17, p <0.05) and Hostile attribution bias in male adolescents (β =0.32, p<0.05) with high bullying. As well the mediating role of Hostile attribution bias in the relationship between Difficulties in emotion regulation with anger is significant (β = 0.32). Moreover the mediating role of Hostile attribution bias in the relationship between Alexithymia with anger is significant (β = 0.20). ConclusionThese results contribute to the theoretical knowledge of how Alexithymia and hostile attribution bias affect anger in adolescent populations. The findings supported the mediating role of hostile attribution bias in the relationship between Difficulty in Emotion Regulation and Alexithymia with anger in adolescents. All three predictor variables are trainable and can be used in anger reduction and bullying interventions in adolescents.

The relationship between hostile attribution bias and aggression and the mediating effect of anger rumination

2019 ◽  
Vol 139 ◽  
pp. 228-234 ◽  
Author(s):  
Fangying Quan ◽  
Rujiao Yang ◽  
Wenfeng Zhu ◽  
Yueyue Wang ◽  
Xinyu Gong ◽  
...  
Keyword(s):  
Mediating Effect ◽  
Hostile Attribution Bias ◽  
Hostile Attribution ◽  
Anger Rumination ◽  
Attribution Bias ◽  
The Relationship

scholarly journals The Influence of Mistreatment by Patients on Job Satisfaction and Turnover Intention among Chinese Nurses: A Three-Wave Survey

2020 ◽  
Vol 17 (4) ◽  
pp. 1256
Author(s):  
Lei Qi ◽  
Xin Wei ◽  
Yuhan Li ◽  
Bing Liu ◽  
Zikun Xu
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Hostile Attribution Bias ◽  
Emotional Dissonance ◽  
Hostile Attribution ◽  
Work Meaningfulness ◽  
Negative Effect ◽  
Attribution Bias ◽  
And Behavior

The affective event of mistreatment in the workplace has been recognized as an important factor influencing employee affect and behavior. However, few studies have logically explained and empirically clarified the link between mistreatment by patients and nurses’ job satisfaction and turnover intention. The current study aimed to explore the effects of mistreatment by patients on nurses’ job satisfaction and turnover intention through work meaningfulness and emotional dissonance, as well as the moderating role of hostile attribution bias. Using three-wave survey data collect from 657 nurses who worked in three hospitals in China, we found that mistreatment by patients had a negative effect on nurses’ job satisfaction through work meaningfulness, mistreatment by patients had a positive effect on nurses’ turnover intention through emotional dissonance. Furthermore, nurses’ hostile attribution bias acted as an effective moderator on the relationship. These findings help uncover the mechanisms and conditions in which mistreatment by patients influences nurses’ job satisfaction and turnover intention.

The Relationship Between Transformational Leadership and Organisational Learning Capability with the Mediating Role of Perceived Human Resource Effectiveness

2021 ◽  
pp. 232209372199719
Author(s):  
Shiza Kazmi ◽  
Fizza Kanwal ◽  
Kashif Rathore ◽  
Kiran Faheem ◽  
Arooj Fatima
Keyword(s):  
Transformational Leadership ◽  
Human Resource ◽  
Structural Equation ◽  
Reliability And Validity ◽  
Organisational Learning ◽  
Survey Method ◽  
Learning Capability ◽  
Mediating Role ◽  
The Relationship

The study investigates the relationship between transformational leadership (TL) and organisational learning capability (OLC) and explores the mediating role of human resource (HR) effectiveness. A quantitative survey method was used to gather data from the software industry in Pakistan through a self-administered questionnaire ( N = 504). Both exploratory and confirmatory factor analyses were conducted to check the reliability and validity of the research instrument. In addition, structural equation modelling (SEM) was used to test the proposed hypotheses. Research findings have demonstrated that TL positively affects OLC in software companies. Moreover, perceived HR effectiveness mediates the relationship between TL and OLC. Current research has several theoretical and practical implications as it extends the ability-motivation-opportunity (AMO) theory by considering perceived HR effectiveness as an important facilitator of a firm’s learning capability. This study provides valuable insights for organisational leaders to ensure HR effectiveness in terms of HR practices including recruitment, training and compensation for the development of learning capabilities. It also recommends managers to adopt TL for utilising HR effectiveness in order to improve learning at an organisational level.

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