Relationship Between Problematic Social Media Usage and Employee Depression: A Moderated Mediation Model of Mindfulness and Fear of COVID-19

Frontiers in Psychology, Journal Year: 2020, Volume and Issue: 11

Published: Dec. 16, 2020

Social media plays a significant role in modern life, but excessive use of it during the COVID-19 pandemic has become source concern. Supported by conservation resources theory, current study extends literature on problematic social usage investigating its association with emotional and mental health outcomes. In moderated mediation model, this proposes that workers is linked to fear COVID-19, which further associated depression. The tested trait mindfulness as an important personal resource may be reduced despite use. collected temporally separate data avoid common method bias. Pakistani employees (N = 267) working different organizations completed series survey questionnaires. results supported showing depression among employees. Furthermore, was found buffer, reducing negative indirect between through COVID-19. These offer implications for practitioners. limitations future research directions are also discussed.

Language: Английский

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Feeling shame in the workplace: Examining negative feedback as an antecedent and performance and well‐being as consequences

Journal of Organizational Behavior, Journal Year: 2021, Volume and Issue: 42(9), P. 1244 - 1260

Published: July 28, 2021

Summary Shame is a powerful but understudied emotion in organizational settings, and its antecedents consequences have been of key interest. Drawing on Daniels Robinson's (2019) framework shame, we first investigated supervisor negative feedback, common practice supervisor–subordinate interactions, as predictor employees' shame. We further the daily effects shame well‐being performance. The hypothesized model was tested using diary method from 119 full‐time employees across five consecutive working days. results show that feedback associated with feelings at within‐person level, increasing their end‐of‐work emotional exhaustion while improving next‐day in‐role extra‐role Further, individual‐level leader–member exchange (LMX) moderated relationship between being stronger under high LMX. discuss how our study contributes to literature by emphasizing predictive role repair motive determining consequences.

Language: Английский

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Detriments of exploitative leadership in the hotel industry: role of conspiracy beliefs and forgiveness climate

International Journal of Contemporary Hospitality Management, Journal Year: 2023, Volume and Issue: 35(7), P. 2624 - 2644

Published: Feb. 1, 2023

Purpose This study aims to investigate the indirect relationship between exploitative leadership (EL) and psychological distress through emotional complexity. also predicted that belief in organizational conspiracy theories moderates association EL Furthermore, forgiveness climate acts as a boundary condition complexity distress. Design/methodology/approach The respondents of this time-lagged ( N = 325) were working five-star four-star hotels three cities located Pakistan, namely, Rawalpindi, Islamabad Lahore. Data collected questionnaire. Findings Results revealed leaders cause among hotel employees, enhancing their further showed employees who believe are more likely experience under an leader. Additionally, perceived Practical implications Hotel managers should avoid hiring those candidates for positions have tendency engage behavior. Managers maintain regular communication with workers minimize beliefs theories. develop employees. Originality/value It is one few studies investigating negative consequences EL, particularly hospitality industry. has identified underlying causes workers.

Language: Английский

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The hot and the cold in destructive leadership: Modeling the role of arousal in explaining leader antecedents and follower consequences of abusive supervision versus exploitative leadership

Organizational Psychology Review, Journal Year: 2023, Volume and Issue: 13(3), P. 237 - 278

Published: Feb. 7, 2023

Due to its devastating consequences, research needs theoretically and empirically disentangle different sub-types of destructive leadership. Based on concepts derived from aggression distinguishing re- proactive aggression, we provide a process model differentiating abusive supervision exploitative High versus low arousal negative affect is installed as the central mediating factor determining (1) whether perceived goal-blockage (leadership antecedents) leads leadership (2) specific behavior active passive follower consequence). Further, theoretical anchoring individual contextual moderators onto model's paths provided exemplary hypotheses for concrete moderation effects are deduced. model, highlight four recommendations facilitate process-based construct differentiation in future To precisely understand differences commonalities forms will ultimately enable custom-tailored inter- prevention.

Language: Английский

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Workplace bullying and diffident silence: a moderated mediation model of shame and core self-evaluation

International Journal of Conflict Management, Journal Year: 2023, Volume and Issue: 34(3), P. 417 - 439

Published: Jan. 9, 2023

Purpose Workplace bullying generates various emotions, including shame in the target; these emotions can induce employee silence. However, role of relationship between workplace and silence, individual differences how victims experience has not yet been explored. The present study aims to fill this gap literature, using effect as a mediator core self-evaluation (CSE) moderator. Design/methodology/approach Two thousand faculty members working different colleges India were invited participate online survey. participants questionnaire only if they had experienced by during preceding two weeks. Three hundred twenty responded Findings results showed that mediates diffident In addition, CSE moderates silence but shame. That is, induced was noted be weaker for employees with high CSE. Importantly, could find any difference experiencing bullying. Practical implications Improved effectively influence through shame, helping management recognize Originality/value It is unique attempt address among Indian academicians, targets’ while adopting on

Language: Английский

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Is workplace bullying always perceived harmful? The cognitive appraisal theory of stress perspective

Asia Pacific Journal of Human Resources, Journal Year: 2019, Volume and Issue: 59(4), P. 618 - 644

Published: Sept. 15, 2019

The present study expands the literature on bullying by unveiling why and when might produce positive outcomes. Employing cognitive appraisal theory of stress coping, we hypothesize eustress as an important mechanism through which enhance victim's job performance, career success, creativity. Moreover, hypothesized psychological capital a moderator in workplace bullying‐eustress relationship. We collected temporally segregated field data at three time intervals with lag 2–3 weeks from matched employees their fellow peers ( n = 321) belonging to service sector Pakistan. Utilizing PROCESS macro, results substantiated our moderated mediation model, that led higher success employee creativity this indirect effect was stronger for individuals who possessed capital. Our opens up new avenue emphasizing different side eastern cultural context.

Language: Английский

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How emotional labor harms employee’s performance: unleashing the missing links through anxiety, quality of work-life and Islamic work ethic

The International Journal of Human Resource Management, Journal Year: 2023, Volume and Issue: 35(12), P. 2131 - 2161

Published: Jan. 23, 2023

Employing conservation of resources (COR) theory, this research examined how emotional labor influences employees' job performance by testing a serial mediation moderation model. We propose anxiety and quality work-life (QoWL) as explanatory mechanisms in the labor–job relationship, Islamic work ethic coping mechanism between job-related work-life. To test our proposed hypotheses, data was collected from 211 service sector supervisor-subordinate dyads three waved time-lagged study. Results elaborate that employees who suffer resource depletion due to can still enjoy better deliver well at their workplace when they possess stronger ethic.

Language: Английский

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Global patterns in workplace incivility research: a bibliometric analysis

Global Knowledge Memory and Communication, Journal Year: 2025, Volume and Issue: unknown

Published: Feb. 14, 2025

Purpose The purpose of this study is to conduct a comprehensive bibliometric analysis workplace incivility research spanning from 1999 2023, examining publication trends, intellectual structure, and global collaboration patterns synthesize fragmented knowledge identify future directions. Design/methodology/approach This used the Bibliometrix R-package analyze 1,322 publications Scopus Web Science databases. It descriptive network examine field’s evolution. Findings revealed significant growth in research, particularly after 2008. Key themes included customer incivility, emotional exhaustion job satisfaction. USA led output, with strong international collaborations. structure comprised four main clusters, reflecting multidisciplinary nature. Research limitations/implications Limitations potential bias toward English-language reliance on citation metrics. highlighted opportunities for more diverse collaborations suggested focusing long-term effects, evidence-based interventions technology-mediated research. Originality/value provides two major databases (Scopus Science), offering holistic view development identifying critical gaps inform

Language: Английский

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The Creative Class: Navigating the Dynamics of Organisational Silence, Social Undermining, and Intrinsic Motivation

İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi, Journal Year: 2025, Volume and Issue: 12(1), P. 1 - 18

Published: March 27, 2025

Aim: This study investigates how intrinsic motivation among the creative class moderates relationship between social undermining and organizational silence. Drawing on Conservation of Resources Theory Social Exchange Theory, it explores dynamics these relationships factors that influence employee silence in workplace. The goal is to understand impacts employees respond this response affects Method: focuses identifying conditions under which remain silent face underlying drive behavior. By analyzing different levels motivation, provides insights into complex interactions managerial behavior Results: findings reveal for with low protective remains consistent. In contrast, high defensive decreases as increases, while increases. These results suggest are more likely engage a undermining, rather than silence, may indicate higher sense control or resilience Conclusion: underscore importance understanding its implications offers valuable both researchers practitioners, highlighting need focused leadership management strategies account varying effects

Language: Английский

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Linking social undermining to cyberloafing: cross-sectional and cross-lagged panel investigations

Cogent Business & Management, Journal Year: 2025, Volume and Issue: 12(1)

Published: April 12, 2025

Language: Английский

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