Narcissistic Leadership and Workplace Deviance: A Moderated Mediation Model of Organizational Aggression and Workplace Hostility

Background: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance. Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility. Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.

LGBTQ+ youth: Careers threats and interventions

In an era of rapid development, the world is showing greater openness towards diversity and inclusiveness. There is also an increasing amount of career-related research that has shed light on the LGBTQ+ population. Still, the literature reports many career issues that concern young LGBTQ+ individuals. The current article aimed to highlight the contributing issues that might impact young LGBTQ+ groups’ career development, mental health, and well-being – in particular, the issues of workplace hostility, the costs of self-identity disclosure, self-identity confusion, and inadequate career counselling and guidance services. These issues are discussed through the lens of three major career theories: Super’s life-span, life-space theory, Gottfredson’s circumscription and compromise theory, and Krumboltz’s social learning theory. The aim was to equip career counsellors with a better understanding of the challenges facing LGBTQ+ youth and to suggest potentially useful interventions.

Addressing Workplace Sexual Harassment in a Government Contracting Company Through Organizational Consulting

Sexual harassment and workplace hostility towards women have significant implications for an organization's employees to collaborate and trust each other. Recent news reports highlighting prominent figures accused of unwanted and inappropriate behavior towards women and men in the workplace has brought a much-needed awareness of what has been an ongoing and often silent issue of sexual harassment. Although one has witnessed what seemingly appears to be an unprecedented number of claims of sexual harassment with the rise of the #MeeToo movement, it is surprising that the Equal Opportunity Commission (EEOC) has estimated 75% of individuals who are harassed in the workplace do not file a complaint. This paper explores a case study of an organizational consulting intervention around workplace sexual harassment.

CONSCIENTIOUSNESS AND PARANOID IDEATION AS PREDICTORS OF WORKPLACE HOSTILITY AMONG UNIVERSITY NON-ACADEMIC STAFF

Industralization in Africa is believed to be marred by certain workplace behaviours that are anti productive with a tendency of jeopardizing the economy of a nation and its sustenance, especially in Nigeria. This study examines conscientiousness and paranoid ideation as predictors of workplace hostility among university non-academic staff. 210 non-academic staff, comprising 98 (47%) males and 112 (53%) females who were randomly selected through the simple random sampling technique from Nnamdi Azikiwe University Awka, Anambra State, were used as participants for the study. The ages of the participants ranged between 25 and 61, with the mean age of 35 and standard deviation of 9.56. The Symptom Distress Checklist (SCL-90) by L.R. Derogatis, R.S Lipman & L. Covi (1977) and Big Five Inventory (BFI) by O.P. John, & R.L. Kentle (1991) were used for data collection. A correlational design was adopted and multiple regression analysis was employed to analyze the data collected. Two hypotheses were tested in the study. The first hypothesis, which stated that conscientiousness will significantly predict workplace hostility among university non-academic staff, was not significant at p>.05 and so, was not accepted. The second hypothesis which stated that paranoid ideation will significantly predict workplace hostility among university non-academic staff was significant at p<.05 and so, confirmed. Based on the findings, it is recommended that workplace interventions, in the form of ombudsmen or industrial psychologists, be engaged in organizations to mediate workplace behaviours that are inimical to organizational well-being, productivity and effectiveness for better industrialization in Africa

Reconsidering the LGBT Climate Inventory: Understanding Support and Hostility for LGBTQ Employees in the Workplace

Workplace climate matters significantly for lesbian, gay, bisexual, queer, or other sexual minority (LGBQ) employees, given that the presence of workplace hostility or support can affect well-being. The Lesbian, Gay, Bisexual, and Transgender Climate Inventory (LGBTCI) is a measure of workplace climate for LGBQ individuals, intended to capture the full range of workplace climate from hostility to support. The purpose of this article is to provide evidence that the recommended scoring approach of the LGBTCI needs to be reconsidered. We used latent class analysis to estimate classes of work-related experiences in our sample of 442 LGBQ employees who completed the LGBTCI. A four-class solution fit the data best. Characteristics of each class were identified and consequently labeled: supportive work climate, tolerant work climate, ambiguous work climate, and hostile work climate. Findings suggest that a more accurate measure of workplace climate would include independent scales for support and hostility.

Leadership style and workplace hostility

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Sexual harassment is a sub-type of workplace aggression and is more frequent in organizations which tolerate hostility and incivility. It is also found that a passive leadership style is more permissive of hostile behaviors, which in turn means more tolerant of sexual harassment. Both men and women are more likely to experience sexual harassment under a passive leader; however, this is stronger for women working in a male-dominated workplace. Companies wishing to reduce hostility and sexual harassment should look to foster proactive leaders and encourage civil behaviors, as well as a zero-tolerance policy. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Supervisor-Subordinate Communication: Workplace Bullying and the Tyrannical Mum Effect

<p>Real, or perceived, workplace bullying exhibited by a supervisor against a subordinate may condition a subordinate to withhold disagreement, or communication of contrarian information, from the supervisor. Existing research and literature demonstrate the mum effect and its influence on communicators given generally neutral associations with message recipients. The mum effect is the tendency for communicators to feel a sense of guilt and association with bad news delivered to a message recipient. Given an alternative, communicators prefer to remain mum than to deliver the bad news. However, research of the mum effect has minimally explored divergent conditions. Through an exploration of workplace bullying, whistleblowing, and existing literature regarding the mum effect, the author presents a divergent theme to the hierarchical mum effect which the author labels the tyrannical mum effect. The tyrannical mum effect is established under the framework of seven propositions which provide the foundation by which a supervisor exhibits workplace hostility to subordinates, subordinate interpretation of the hostility, and the willingness of the subordinate to communicate disagreement in a hostile work environment. The seven propositions of the tyrannical mum effect provide opportunity for future research.</p>