Shifting Emphasis to Destructive Leadership Behavior in Amhara State, Ethiopia: Prevalence Identification as the First Stage of Mitigation Strategy DOI
Atalay Mesfin, Melaku Mengistu Gebremeskel

Published: Jan. 1, 2023

This study intended to examine the prevalence of destructive leadership behavior (DLB) in colleges teacher education (CTEs)in State Amhara. An explanatory sequential design with a mixed approach was employed. Quantitative data collected from 397 proportionally selected CTE teachers through standardized questionnaire. The qualitative for eight experienced and five college deans semi-structured interviews. major quantitative analysis mean, standard deviation, one sample t-test, independent one-way ANOVA whereas thematic used data. findings revealed that prevalent significantly(p<.05). There no perception difference among different demographic characteristics(p>.05). Destructive exhibited differentially CTEs F (9,387) =2.86, p<.05). From findings, it can be concluded are suffering DLB, DLB perceived similarly demographics. Based on conclusion study, recommendations such as continuous follow-up deans’ behavior, capacity building constructive leadership, arranging experience sharing CTEs, conducting other studies aiming explore root cause exhibition were forwarded potential stakeholders.

Language: Английский

Antecedents of Employee Wellbeing DOI Open Access
Zartashia Kynat Javaid, Kamran Khan,

Abdur Rehman Anjum

et al.

ESIC MARKET Economic and Business Journal, Journal Year: 2023, Volume and Issue: 54(3), P. e313 - e313

Published: Dec. 29, 2023

Objective: The aim of the current study is to highlight role well-being factors affecting employees’ job outcomes in Pakistani context. explores nature as a psychological construct recent studies conducted. Methodology: Systematic review 20 included. This analyzed how measured, which research designs are used and what major can be drawn based on these organizations Pakistan.Findings: It revealed that quantitative so far. Two third took employee studied it dependent variable. Discussion: indicates many play development decline organizations. Employee attitudes, interpersonal relations, performance impact behaviors. Narcissistic supervision, emotional exhaustion workplace bullying dominant lowering employees.Practical implications: helpful understand antecedents provide insights for establishing healthy work environment.

Language: Английский

Citations

13
Employer Responses to Poaching on Employee Productivity: The Mediating Role of Organizational Agility in Technology Companies DOI Open Access
Li Miao,

Muhammad Shaukat Malik,

Mahrukh Ijaz

et al.

Sustainability, Journal Year: 2023, Volume and Issue: 15(6), P. 5369 - 5369

Published: March 17, 2023

This study investigates the impact of an organization’s response to poaching on employee productivity while considering mediating role organizational agility, contributing sustainability literature. The aimed explore three responses toward poaching, including constructive (CR), defensive (DR), and retaliatory (RR), productivity. survey-based approach collected data from companies in Pakistani service sector, essential step understanding sustainable human resource practices developing countries. Regression analysis was used analyze data, revealing significant relationships between predictor variables Specifically, Model 1 found a negative relationship CR productivity, whereas DR showed positive association with also considered unique characteristics sector explain observed DR, respectively, 2 improved model fit by introducing agility as variable, demonstrating all four variables. suggests that could be due agile organizations being more adept at responding changing market conditions demands, resulting overall performance. provides valuable insights into agility. It contributes

Language: Английский

Citations

11
Does organization-based self-esteem moderate the relationships between abusive supervision and work outcomes? The threatened egotism perspective DOI
Pen‐Yuan Liao

European Research on Management and Business Economics, Journal Year: 2025, Volume and Issue: 31(2), P. 100274 - 100274

Published: March 9, 2025

Language: Английский

Citations

0
Abusive Supervision and Employees' Deviant Behaviors DOI Open Access
Hasan Aleassa

Global Business and Organizational Excellence, Journal Year: 2025, Volume and Issue: unknown

Published: March 4, 2025

ABSTRACT Most research on leadership has traditionally emphasized the positive aspects, assuming that leaders are inherently good and act in a way benefits their organization employees. However, can sometimes misuse power, leading to detrimental effects employees, regardless of intentions. Consequently, new trend emerged, focusing negative aspects destructive behaviors. One primary behavior is abusive supervision, characterized by supervisors exhibiting hostile verbal nonverbal behaviors toward employees (excluding physical contact). We developed process model linking supervision employees' deviant behavior. The tested direct, mediation, moderation hypotheses. Regression analysis results supported proposed hypotheses, revealing significant direct effect directed at both supervisor. Furthermore, perceived organizational support mediates impact organization, trust supervisor relationship between Lastly, supervisor's embodiment moderates organization. implications discussed. Limitations study recommendations for future studies discussed as well.

Language: Английский

Citations

0
Why and When Leaders Are Exploitative? The Interactive Roles of Machiavellianism and Accountability DOI
Peng Xue, Jian Peng

Journal of Business Ethics, Journal Year: 2025, Volume and Issue: unknown

Published: April 11, 2025

Language: Английский

Citations

0
How exploitative leadership undermines subordinates’ taking charge behavior? A moderated mediation model DOI Creative Commons

Lingnan Kong,

Sha Liu, Lu Liu

et al.

BMC Psychology, Journal Year: 2025, Volume and Issue: 13(1)

Published: May 6, 2025

Language: Английский

Citations

0
Is it fair? How and when exploitative leadership impacts employees' knowledge sharing DOI
Changyu Wang, Yimeng Zhang, Jiaojiao Feng

et al.

Management Decision, Journal Year: 2023, Volume and Issue: 61(11), P. 3295 - 3315

Published: Oct. 13, 2023

Purpose Exploitative leadership as a form of destructive may hinder employees' knowledge sharing. However, how and when exploitative impacts sharing is under explored. Drawing on fairness heuristic theory, this study aims to construct moderated mediation model investigate the impacting mechanisms by introducing organization-based self-esteem mediator perceived organizational procedural justice moderator. Design/methodology/approach To test research model, data were collected from 148 full-time employees at two-time points analyzed using partial least square-structural equation modelling (PLS-SEM). Findings has direct negative impact Through self-esteem, an indirect Organizational can weaken relationship between via self-esteem. Originality/value This first introduce theory explain about mediating role moderating in uncover black box affects

Language: Английский

Citations

8
Despotic Leadership and Front-Line Employee Deviant Work Behaviors in Service Organizations: The Roles of Moral Disengagement and Moral Identity DOI
Muhammad Waheed Akhtar, Thomas N. Garavan, Fauzia Syed

et al.

Journal of Service Research, Journal Year: 2023, Volume and Issue: 27(4), P. 600 - 616

Published: Oct. 26, 2023

Research on despotic leadership and its impacts the behavior of front-line employees (FLE) in service organizations is nascent. Drawing social cognitive theory morality, we develop test a model two settings investigating direct indirect effects three FLE deviant work behaviors. In Study 1, using multi-wave, multi-data source research design with data derived from banks, telecommunications, training/education Pakistan, demonstrate ecological validity our constructs. 2, multi-source longitudinal design, investigated these relationships hotels located Pakistan confirmed results found 1 also sustainability outcomes. Cumulatively, support for Moral disengagement acted as partial mediator moral identity moderated mediated relationship between behaviors via disengagement. Our findings provide nuanced understanding settings. We contribute to services literature stream by focusing supervisor interaction highlighting practice implications.

Language: Английский

Citations

7
Exploitative Leadership and Vertical Knowledge Withholding: Examining Multiple Mediational Effects DOI Creative Commons
Komal Khalid, Saima Aftab

SAGE Open, Journal Year: 2024, Volume and Issue: 14(2)

Published: April 1, 2024

This study analyzes the relationship between employee’s perceptions of exploitative leadership and their vertical knowledge withholding mediating roles perception job insecurity, organizational injustice, hostile attribution bias. A time lag was conducted to test hypotheses by data collection in three phases from 402 employees working service sectors (i.e., banking, telecommunication, higher education) Pakistan. Results statistical analysis showed that (i) who experience high levels exploitation leaders are more likely withhold knowledge; (ii) has a significant influence on bias, perceived injustice; (iii) insecurity organization injustice function as strong mediators withholding; and, (iv) bias acts mediator insecurity. explains connection employees’ resultant tendency, with specific consideration individual factors explain this process. The organizations should develop culture within discourages practices motivates positive leader-employee relationships.

Language: Английский

Citations

2
Why I am trapped in the spiral of abuse? A nexus of low core self-evaluations and job dependency DOI
Tehreem Fatima, Muhammad Kashif Imran, Ambreen Sarwar

et al.

Kybernetes, Journal Year: 2024, Volume and Issue: unknown

Published: Feb. 6, 2024

Purpose The present research aims to empirically test the “Barriers abusive supervision model” find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in spiral of supervisory abuse. In addition, work–family spillover lens is used explain employees' retaliation targeted at their families response abuse from bosses. Design/methodology/approach current study has employed a three-wave longitudinal moderated mediation design analysed data 265 employees working hospitality industry Pakistan. Findings results this have shown that low core-self evaluations put they instil aggression towards families. This association further strengthened when are dependent on job. Originality/value one first use Abusive supervision” model answer who which conditions tend trap integrate work-to-family interface for elaborating outcomes family domain.

Language: Английский

Citations

1