Workplace bullying, psychological distress, resilience, mindfulness, and emotional exhaustion

The Bidirectional Relationship Between Workplace Bullying and Presenteeism: A Systematic Review and Meta-Analysis

BACKGROUND

Although previous studies suggest a link between workplace bullying and presenteeism, uncertainties persist regarding the direction, strength, and influencing factors. Understanding the potential mediators and moderators is crucial to addressing these issues in workplace settings.

OBJECTIVE

This study aims to clarify the bidirectional relationship between workplace bullying and presenteeism, assess the strength and direction of this association, and identify individual and work-related factors that mediate or moderate these interactions.

METHODS

A systematic search of nine databases (PubMed, EMBASE, Cochrane Library, Web of Science, CINAHL, PsycINFO, CNKI, WANFANG, and Chinese Biomedical) was conducted from inception through March 30, 2023, with an update on September 8, 2024. Independent reviewers screened the literature, extracted data, and evaluated methodological quality using the Risk Of Bias In Non-randomized Studies of Exposure tool. Odds ratios, relative risks, and 95% confidence intervals were calculated to assess effect sizes.

RESULTS

After adjusting for confounders, workers exposed to workplace bullying had 1.74 times higher odds of reporting presenteeism compared to non-exposed individuals (95% CI [1.02, 2.46]). Workers reporting presenteeism also had increased odds of later workplace bullying exposure (OR = 2.29, 95% CI [1.23, 3.36]). Various individual and work-related factors were identified as potential mediators and moderators influencing these associations.

CONCLUSION

This study establishes a bidirectional relationship between workplace bullying and presenteeism. Both individual and work-related factors play a critical role as mediators and moderators, potentially mitigating or amplifying the workplace bullying-presenteeism cycle. Future interventions should target these factors to disrupt this harmful dynamic and improve employee well-being.

Resilience as mediator and moderator in witnessing workplace bullying and professional identity

AIM

This study was aimed to examine the relationship among witnessing workplace bullying, resilience, and professional identity in student nurses, and to investigate the mediating and moderating effects of resilience on the relationship between witnessing workplace bullying and professional identity.

BACKGROUND

Workplace bullying is an increasingly serious problem in nursing practice and can affect the professional identity of student nurses. Resilience, a potential protective role, must be examined in relation to witnessing workplace bullying and professional identity.

METHOD

Cross-sectional design and secondary data analysis were conducted. 127 junior and senior nursing students in eight colleges and universities were recruited.

RESULTS

A significant positive correlation was found between resilience and professional identity (r = 0.51, p < 0.001). However, the mediating and moderating effects of resilience were not significant.

CONCLUSION

Resilience is a crucial factor in promoting professional identity among nursing students. However, further research investigating witnessing workplace bullying, resilience, and professional identity is required.

A daily positive work reflection intervention for psychological distress among Chinese nurses: a pilot randomized controlled trial

Background

Chinese nurses experience high level of psychological distress, which negatively impacts nurses' mental health. A daily positive work reflection intervention is a widely disseminated employee management program, designed to improve employee wellbeing. The program has shown promising results in management, but has rarely been tested in healthcare settings, such as among nurses.

Objective

The purpose of this study is to evaluate the efficacy of a daily positive work reflection intervention for psychological distress among Chinese nurses.

Methods

This study used a switching replication design and randomly allocated 205 nurses to two groups (i.e., the experimental group and the waitlist control group) with three waves of measurement at pre-treatment, immediate post-treatment (T2), and immediate post-treatment (for the control group after intervention switch, T3) for changes in psychological distress.

Results

In addition to significant within group improvements over time for both groups, OLS linear regression with Full Information Likelihood Estimation revealed a statistically significant between group treatment effects across outcome domains, including psychological distress, b = 22.60, p < 0.001, g = 11.34, somatic symptoms, b = 6.79, p < 0.001, g = 6.56, depressive symptoms, b = 8.15, p < 0.001, g = 8.19, and anxiety symptoms, b = 7.69, p < 0.001, g = 8.23.

Conclusions

Results suggest that a daily positive work reflection intervention is a feasible and promising intervention for decreasing Chinese nurses' psychological distress. The study used a convenience sample which led to a concern of external generalizability, and the study had limited evaluation of long-term change.

Analysis of the Predictors and Consequential Factors of Emotional Exhaustion Among Social Workers: A Systematic Review

BACKGROUND

Emotional exhaustion, a central component of burnout syndrome, affects social workers due to adverse work factors such as excessive workload, work-family conflict, and a lack of social support. The job demands-resources and conservation of resources models explain how chronic stress influences these professionals.

METHODS

A systematic review was carried out using the recommendations of the PRISMA guidelines as a reference for the selection and identification of studies and the Joanna Briggs Institute guidelines, registering the protocol in PROSPERO. Cross-sectional studies published from 1 January 2019 to 30 September 2024 were included and five main databases-Web of Science, Scopus, PubMed, Medline, and PsycInfo-were used to search for specific studies written in English, Spanish, French, and Portuguese.

RESULTS

Of 361 initial records, 21 studies involving more than 24,000 social workers from diverse global settings were analyzed. The main risk factors identified were workload, work-family conflict, and work victimization. Resilience, self-care, and social support were highlighted as protective factors. Emotional exhaustion was associated with low job satisfaction, turnover intention, and mental health problems such as anxiety and depression.

CONCLUSIONS

Emotional burnout requires specific strategies, such as work flexibility, wellness programs, and organizational support. These measures can mitigate its impact, improving work-life balance and fostering resilience.

The Dark Side of the Hospitality Industry: Workplace Bullying and Employee Well-Being with Feedback Avoidance as a Mediator and Psychological Safety as a Moderator

OBJECTIVES

The tourism and hospitality industry, well-known as a people-oriented industry, is not immune to the adverse outcomes of workplace bullying. This paper explores the darker side of the tourism and hospitality sector by investigating workplace bullying and its potential impact on shaping employee well-being. Specifically, the study explores how feedback avoidance can mediate the relationship between information flow and employee well-being and how psychological safety can moderate the relationship between information flow and employee well-being in bullying contexts.

METHODS

Using a quantitative-methods approach, the paper analyzed survey data from 341 employees at five-star hotels in Sharm El-Sheikh, Egypt, with structural equation modelling (PLS-SEM program).

RESULTS

The findings indicated that the spread of information about workplace bullying promotes the feelings of stress among employees which negatively affects their wellbeing in the workplace. Additionally, feedback avoidance as a mediator was found to foster the harmful impacts of bullying. Conversely, psychological safety as a moderator functioned as a protective element, mitigating the negative influence of workplace bullying on employees' well-being.

CONCLUSIONS

This paper enhanced our understanding of the dark side of the hospitality industry, specifically workplace bullying, by highlighting the key role of information dynamics about bullying in the workplace and the role of psychological safety in shaping overall employee well-being.

Exploring the Impact of Workplace Hazing on Deviant Behavior in the Hospitality Sector: The Roles of Emotional Exhaustion and Hope and Optimism

Workplace hazing remains a critical concern in the hospitality sector, known for its high-pressure environments and hierarchical dynamics. Drawing on transactional stress theory, this study explores the intricate relationships between workplace hazing, emotional exhaustion, and deviant behavior, with a focus on the moderating roles of hope and optimism. The research aims to examine how these psychological factors buffer the negative impacts of workplace hazing on employee behavior. Using a quantitative approach, data were collected from 494 valid responses comprising employees and supervisors from four- and five-star hotels in Aqaba, Amman, and Petra, Jordan. Convenience sampling was employed, and the data were analyzed using SPSS 29 and AMOS 26. The findings reveal that workplace hazing significantly predicts emotional exhaustion and deviant behavior, with emotional exhaustion mediating this relationship. Hope and optimism were found to moderate these effects, suggesting employees who maintain an optimistic outlook are better equipped to handle stress, which, in turn, reinforces their positive mindset, ultimately fostering healthier workplace cultures. The study offers both theoretical and practical implications. Theoretically, it extends the transaction theory of stress by integrating emotional exhaustion and deviant behavior. Practically, it suggests that hospitality organizations should focus on mitigating hazing practices, addressing emotional exhaustion through support mechanisms, and fostering positive psychological traits like hope and optimism to enhance employee well-being and minimize deviant behavior.

The relationship between workplace bullying and family functioning: A systematic review

While the occupational and health-related consequences of workplace bullying have received extensive research attention, the effects of workplace bullying on the family domain have been largely ignored. Based on the PRISMA framework, the Scopus, Web of Science, PsycINFO, and PubMed databases were searched up to May 12, 2024, for articles on associations between workplace bullying and family functioning. A total of 1347 articles were identified, of which 37 were found after review to meet the criteria for inclusion. All the included studies found a direct or indirect association between workplace bullying and family functioning. Most studies are grounded in the conservation of resources (COR) theory, spillover theory, crossover theory, and work-family interface model. Negative affect (emotions), work-family conflict (WFC), and burnout were considered essential mechanisms explaining the links between workplace bullying and family functioning, with personal resources (demands) as the main moderators. Most studies focus on the one-way impact of workplace bullying on family functioning, mainly using cross-sectional, non-randomized self-report designs. Future research will benefit from using a longitudinal design, continued characterization of the workplace bullying-family functioning relationship, including its nature, direction, processes, and boundary conditions in various industrial and cultural contexts, together with the use of models for the integration of research findings.

Mind over matter: mindfulness as a buffer against workplace incivility

This study examines the relationship between co-worker incivility, emotional exhaustion, mindfulness, and turnover intention among nurses in public and private hospitals in North Cyprus. Drawing upon the Job Demand-Resources theory, the research aims to contribute to the existing literature by investigating the mediating role of emotional exhaustion and the moderating effect of mindfulness on the relationship between co-worker incivility and turnover intention. Data were collected from 238 nurses through questionnaires, and structural equation modeling was employed for data analysis. The results indicate a positive association between co-worker incivility and emotional exhaustion, as well as between co-worker incivility and turnover intention. Emotional exhaustion was found to mediate the relationship between co-worker incivility and turnover intention. Furthermore, mindfulness was identified as a moderator, attenuating the negative impact of co-worker incivility on turnover intention. The findings underscore the importance of addressing workplace incivility and promoting mindfulness to mitigate turnover intentions among nurses. Practical implications include the implementation of interventions to foster a supportive work environment and enhance nurses' emotional wellbeing.

Outcomes of Aggression and Victimization in Social Welfare Services

This study examined two significant phenomena that occur in the workplace, aggression and victimization, and their outcomes. The study's participants were 470 social workers employed by social welfare services in Israel. The examined outcomes were stress symptoms, emotional exhumation, and decline in quality of service climate. The associations between aggression, victimization, and their outcomes were examined via linear regression during Stata 14. The study found that the similar outcomes of aggression and victimization are stress symptoms and emotional exhaustion, while service climate (decline in quality) was associated only with victimization. While most studies have examined mainly victimization outcomes, the current study examined both aggression and victimization outcomes. This article sheds light on the similarities and the difference of outcomes between aggression and victimization and explicates the phenomena of workplace aggression from two important and complementary aspects of aggression and victimization. It is important to refer to either aggression or victimization while considering workplace aggression. Authors recommend for further studies to continue to investigate both aggression and victimization while researching workplace aggression outcomes.

The role of mindfulness and resilience in Navy SEAL training

Mindfulness and resilience are thought to be essential qualities of the military's special operations community. Both are tested daily in Special Operations Forces (SOF) assessment and selection efforts to prepare candidates to persist through grueling training and complex combat situations; but these qualities are rarely measured. While military leadership places value on the concepts of mindfulness and resilience, there is minimal empirical research examining the role that they play in the completion of training. This longitudinal study followed three classes of SEAL candidates at Basic Underwater Demolition/SEAL (BUD/S) training over their six-month selection program. We estimated logit models predicting successful completion of BUD/S and specific types of failure in that training environment with indexes of mindfulness and resilience at the start of the program as predictors of completion. The results indicate that (1) mindfulness is unrelated to completion, while (2) resilience is positively related to completion, and (3) The results indicate that mindfulness is generally unrelated to completion, while resilience generally predicts completion.

Psychological Resilience-Based Multifactorial Framework of Expatriate Adjustment

Introduction

Expatriates are facing more stressors, such as cross-cultural adjustment, global political instability, family separation, health concern. The black swan events of the pandemic and the Russian-Ukrainian war have posed significant challenges in the current international environment. Adapting to an expatriate environment as soon as possible is critical to expatriate success. This study aims to examine the factors that affect expatriate adjustment through psychological resilience.

Methods

Guided by person-environment (p-e) fit theory, an expatriate adjustment framework based on psychological resilience is proposed, and 309 valid sample data are used for structural equation model (SEM) analysis.

Results

The results show that expatriate adjustment is a psychological process based on the development of resilience. Social support plays a buffering role in dealing with environmental deviations induced stressors. The person-environment transactional process is the most critical adjustment process.

Discussion

The development of expatriate adjustment is divided into four stages (shock, buffer, adjustment, mastery) consistent with resilience development. Project managers can take different expatriate management strategies from multiple aspects. Finally, this study proposes the U-curve hypothesis of expatriates' psychological resilience development aligned with the U-curve process of expatriate adjustment for future research.

Association between proactive personality and professional identity of nursing undergraduates: The mediating role of resilience and irrational belief

AIM

To examine the relationship between proactive personality and professional identity of undergraduate nursing students, including the role of psychological resilience and irrational belief as mediators.

BACKGROUND

Personality has been shown to play a crucial role in determining professional identity. However, the influence of proactive personality on professional identity in the nursing field is poorly understood and requires further investigation.

DESIGN

We conducted a cross-sectional study in China. Between July and December of 2021, 860 nursing undergraduates participated in an online questionnaire survey.

METHODS

Four main variables (proactive personality, psychological resilience, irrational belief and professional identity) and two covariates (willingness to choose nursing profession and family attitude towards nursing) were assessed. The assessment tools chosen are both valid and reliable. To test the proposed multi-mediation model, linear regression analysis by Hayes's SPSS macro-PROCESS was used.

RESULTS

The results revealed that PP, PR and PI were positively connected with one another, but negatively with IB. PP positively predicted PI through direct and indirect paths, after controlling for two covariates. The percentage of indirect path (78.72%) outweighed the direct path (21.28%). The indirect effect of PR (72.51%) was higher than that of PR and IB (6.21%). PI was also positively predicted by students' "Yes" willingness and families' "supportive" attitude towards nursing.

CONCLUSION

This study stated that nursing educators should take nursing students' PP seriously, which would allow for activities to be taken to improve their PR and decrease their IB, hence continuously enhancing their PI. In addition, respecting students' professional aspirations and improving family support may also be valuable ways to boost their PI.

Workplace Bullying among Healthcare Professionals: A Quanti-Qualitative Survey in a Sample of Women Working in an Italian Healthcare Setting

The main objective of this study was to analyze, in a sample of female healthcare workers in Italy, the training needs to improve positive relationships in the healthcare organization. To better understand these needs, perceived workplace bullying and its consequences in terms of professional commitment and well-being were analyzed from a descriptive and quantitative perspective (or mixed-methods analysis). A questionnaire was completed online in a healthcare facility in northwestern Italy. The participants were 231 female employees. The quantitative data showed that, on average, the sampled population perceived a low burden of WPB. The majority of the sample expressed moderate engagement at work and moderate perception of psychological well-being. It is interesting to note that one element seemed to be overarching in the responses to the open-ended questions: communication, which emerged as a problematic element that affects the entire organization. The research data provide useful evidence for intervention in favor of an environment that helps to recognize the phenomenon and intervene in time, offering the possibility of accepting the discomfort and fatigue of healthcare workers and offering useful interventions to the individual and the team.

How a Despotic Project Manager Jeopardizes Project Success: The Role of Project Team Members’ Emotional Exhaustion and Emotional Intelligence

Drawing on conservation of resources theory, our study investigates whether a project manager’s despotic leadership style influences project success directly and indirectly through the underlying mechanism of project team members’ emotional exhaustion. Additionally, the moderating role of project team members’ emotional intelligence (EI) between despotic leadership and emotional exhaustion is also examined. Data were collected from the project-based employees working in telecommunications organizations (n = 250) using a time-lagged survey in three waves. The result indicates that despotic leadership has a significant negative influence on project success, and emotional exhaustion partially mediates this relationship. Moreover, conforming to a rare line of inquiry that there is a dark side to being emotionally intelligent, our findings show that the effect of despotic leadership style on emotional exhaustion is stronger when a project team member is highly emotionally intelligent. We discuss the theoretical and practical implications of these findings.

Hotel Employees' Burnout and Intention to Quit: The Role of Psychological Distress and Financial Well-Being in a Moderation Mediation Model

Continuous changes, such as pandemics and increasing competition, as well as high workload, affect the workplace behavior of hotel organizations today, resulting in employee burnout and intention to quit. The purpose of this research was to investigate the effect of burnout on intention to quit among male hotel employees, integrating the mediating effect of psychological distress and moderating effect of financial well-being. Male employees in four- and five-star hotels in the UAE completed a total of 304 questionnaires. All direct relationships were positive and statistically significant, there was a partial mediating relationship, and only one of the moderating effects was statistically significant. This study found that burnout predicts the intention to quit as well as psychological distress. Psychological distress partially mediates the relationship between burnout and the intention to quit. Financial well-being moderates the relationship between burnout and psychological distress-making this relationship stronger for employees with high-income prospects-but not the relationship between burnout and intention to quit; regardless of the financial well-being of the employee, burnout will lead to the intention to quit their job. Hotel organizations must be aware of the consequences of employee burnout and concentrate on identifying and treating its causes.

How do shared values improve eudaimonic workplace well-being: role of perceived justice and emotional exhaustion among nurses

PURPOSE

This study aims to explore how shared values improve eudaimonic workplace well-being, the fulfillment that comes from personal development and the utilization of personal capabilities. The authors investigate the serial mediating role that perceived overall justice and emotional exhaustion play in how shared values relate to well-being.

DESIGN/METHODOLOGY/APPROACH

Using data collected from three hundred nurses in Turkish healthcare institutions during the COVID-19 pandemic (Male = 113, Female = 187). The age of participants ranged from 19 to 58 and the average age was 34. The snowball sampling method was used to form the sample and self-administered surveys that could be completed online were delivered to the sampled nurses.

FINDINGS

The authors analysis using partial least square structural equation modeling (PLS-SEM) supported the expected relationship between shared values and eudaimonic workplace well-being as well as the mediating role of perceived overall justice and emotional exhaustion. The authors also show a serial mediation where shared values are related to justice perceptions which in turn negatively relate to emotional exhaustion which subsequently relates to higher levels of eudaimonic workplace well-being.

ORIGINALITY/VALUE

The results of this study suggest that when the shared values between the healthcare institution and the employees are aligned, the eudaimonic well-being of employees is higher. The findings provide implications for the mental health of frontline employees in health organizations to have higher levels of eudaimonic well-being which is especially important in times of intense pressure such as the period during the COVID-19 pandemic.

Moderating effects of resilience and self-esteem on associations between self-reported oral health problems, quality of oral health, and mental health among adolescents and adults in Nigeria

BACKGROUND

There is an intersection between oral and mental health though the studies on these intersections are few. This study investigated associations between self-reported oral health problems, quality of oral health, and depression and general anxiety among adolescents and adults in Nigeria; and analysed the moderating effects of resilience and self-esteem on these associations.

METHODS

In this secondary analysis, data were extracted from the database of an online survey conducted among participants 13 years and older and living in Nigeria about their self-reported psychological wellbeing. The data was collected between September and October 2020. Dependent variables were self-reported presence of oral health problems (yes/no) and self-reported quality of oral health (using a five-item scale ranging from "very good" to "very poor"). Independent variables were depressive and anxiety symptoms. Moderating factors evaluated were resilience and self-esteem. Multivariable logistic regression analysis was used to determine the associations between the dependent and independent variables after adjusting for confounders (age, sex, employment status and educational status). A path analysis was conducted to determine the moderating effects of self-esteem and resilience on associations between dependent and independent variables.

RESULTS

We extracted data for 2,757 adolescents and adults aged 13 to 62 years, of which 2,062 (74.8%) reported having oral health problems and 925 (33.6%) reported poor quality of oral health. Higher levels of depressive symptoms were significantly associated with higher odds of oral health problems (AOR: 1.07; 95% CI: 1.04-1.10; p<0.001). Higher levels of depressive symptoms (AOR: 1.05; 95% CI: 1.03-1.07; p<0.001), and higher levels of anxiety symptoms (AOR: 1.07; 95% CI: 1.04-1.11; p<0.001) were significantly associated with poor quality of oral health. Resilience significantly moderated the association between anxiety symptoms and oral health problems (AOR = -0.004; 95% CI: -0.006 --0.001; p = 0.002).

CONCLUSION

Depression may be a risk indicator for self-reported oral health problems, while depression and anxiety appear to be risk indicators for self-reported poor quality of oral health. These factors could be included as confounders in future studies on oral health problems and quality of oral health among adolescents and adults in Nigeria.

The effect of ethical leadership on service recovery performance: A moderated mediation model of organizational virtuousness and trait mindfulness

In the present study, we first examined the relationship between ethical leadership and frontline employees’ (FLEs’) service recovery performance (SRP) and then tested the mediating role of organizational virtuousness in the relationship between ethical leadership and SRP in service contexts. Finally, we examined the moderating effect of FLE trait mindfulness on the direct relationship between ethical leadership and organizational virtuousness, as well as the indirect relationship between ethical leadership and SRP, via organizational virtuousness. Three-waved survey data collected from 273 supervisor-employee dyads in different service sector organizations supported our hypothesized relationships. In addition to important theoretical implications, the study carries useful practical implications, particularly for managers who are concerned about improving SRP in the service contexts.

Emotional Stress Relief Mechanism of English Translation Practitioners Based on Role Cognition

The emotional stress of English translation practitioners is an important research content of psychological organization counseling behavior. Based on the theory of role cognition, this paper adopts the perspective of emotional stress experience, integrates the construction theory and the self-determination theory, and builds an emotional stress relief mechanism for English translation practitioners. On the basis of sorting out psychological capital, emotional commitment, and behavioral variables of organizational practitioners, the article summarizes the concept, dimension, measurement, and causes and effects of variables and solves the problem of quantitative analysis of emotional stress. In the simulation process, the role cognitive variables and local cognitive variables are extracted separately using the dual-branch mitigation mechanism structure to enhance the diversity of the extracted cognitive variables; in the local branch, a loss function of emotional stress overlapping partial penalty mechanism is constructed. This mechanism is used to select a suitable destination sink node for the sensor nodes around the sink node with heavy load to transmit data and effectively relieve the data collection pressure of the original sink node. The experimental results show that by using role cognitive variables and local cognitive variables in the training of classification loss and triple loss, respectively, the mitigation mechanism can mine subtle and significant cognitive variables from the local area and finally integrate role cognitive cognition. The accuracy rate of obtaining 297 questionnaires reached 91.4%, which effectively promoted the mechanism research of emotional stress on the behavior of English translation practitioners.

Can venting hamper high emotionally intelligent recipient's reattachment to work?

Purpose

This study investigates how healthcare workers' venting - an emotion-focused form of coping during non-working hours - has unintended costs via its effect on spouses' reattachment to work if life partners are dual-earners. Research also examined anxiety as a causal mechanism that connects the receipt of venting with failure in reattachment to work. Lastly, our theory suggests that not everyone has the same experience with venting; the effect varies at different levels of emotional intelligence.

Design/methodology/approach

Multilevel path analysis using MPlus 8.3 was conducted to examine the daily survey data obtained from 101 spouses of healthcare workers over four consecutive workdays using the experience sampling technique.

Findings

The results suggested that receipt of venting increases anxiety and adversely influences reattachment to work through increased anxiety. The findings supported the suggested model's predictions, indicating that anxiety mediated the link between the receipt of venting and reattachment to work, and the mediation was partial. Further, emotional intelligence buffers the positive effect of receipt of venting on anxiety and the negative on reattachment to work. Lastly, the findings indicate that moderated mediation exists: the indirect effect of receipt of venting on reattachment to work is not as strong at higher levels of emotional intelligence.

Originality/value

This study is the first attempt that identified the receipt of venting as a predictor of reattachment to work. Moreover, up till now, no study has examined the mediating role of anxiety in the relationship between receipt of venting and reattachment to work. Finally, this is the preliminary effort that validated the moderating role of emotional intelligence on the above-mentioned links.

Workplace Psychological Distress: A Concept Analysis

BACKGROUND

Workplace psychological distress (WPD) significantly impacts employees' mental and physical well-being. However, WPD has not been well-defined in the literature as a concept. This concept analysis aims to clarify the concept of WPD and promote the use of the term in occupational health nursing research.

METHODS

Strategies introduced by Walker and Avant's conceptual analysis method will be utilized to conceptualize WPD and its impact on employees. A literature search was conducted using Cumulative Index of Nursing and Allied Health Literature (CINAHL), Business Source Complete, and APA PsycArticles. The keyword search included the terms "workplace" AND "employee" AND "psychological distress."

RESULTS

Antecedents of WPD are an increase in job demands, lack of control, low support, and workplace bullying. Defining attributes for WPD are extreme fatigue, role conflict, and time pressures. Consequences of WPD were identified as mental disorders, physical disorders, and loss in productivity. This concept was further illustrated using a model, borderline, and contrary case.

DISCUSSION/CONCLUSION

Identifying signs of WPD is of great importance in caring for employees in the workplace. Occupational health nurses can use information obtained from a workplace assessment to develop policies, implement well-being programs, and provide employee referrals.

Can Mindfulness Improve Organizational Citizenship and Innovative Behaviors Through its Impact on Well-being Among Academics?

Mindfulness has received considerable interest due to its positive outcomes for individuals however our understanding of how it may also result in positive outcomes for organizations is not fully understood. Using data collected from university academics (N=255) in Northern Cyprus, we examine mindfulness as a factor that leads to Organizational Citizenship Behavior (OCB) and Innovative Work Behaviors (IWB). We expect that eudaimonic well-being serves as the mechanism that links mindfulness to IWB and OCB. Our results show mindfulness improves eudaimonic well-being. Eudaimonic wellbeing fully mediates the Mindfulness - IWB relationship and partially mediates the Mindfulness - OCB relationship. Since the COVID-19 pandemic has highlighted the importance of OCB and IWB for universities, our study has important implications for university managers and policymakers.

How Impactful Are Grit, I-Deals, and the Glass Ceiling on Subjective Career Success?

Due to the ever-changing organizational and societal conditions that make reliance on external definitions of success unworkable or undesirable, subjective career success has remained a critical topic in careers studies. Among the drivers of subjective career success, research has identified personality traits and job resources as essential sources. Grit, in the form of a personality trait, together with I-deals (job resource) and perceptions of employees’ glass ceiling can provide new insights regarding factors, which can heighten employees’ subjective career success. Therefore, the main purpose of the study is to investigate the direct and indirect effect of grit on each dimension of subjective career success via I-deals and perceptions of the glass ceiling. Surveys from 221 female security forces from both private and public sector in Oyo state, Nigeria, were collected and the data was analyzed using the smartPLS. The results showed that grit is positively related to I-deals, glass ceiling and career satisfaction, but not to happiness, psychological wellbeing, and work engagement. I-deals mediated the relationship between grit and subjective career success’ dimensions, while the glass ceiling did not. This study was able to infer that personality trait (grit) has much to relate with how women perceive the existence of the glass ceiling in their organization.

Impact of work demand constraints on psychological distress through workplace bullying and personality traits: A moderated-mediation model

Introduction

This study addressed the human aspects of sustainable development in organizations by applying work demand resource theory and the main focus of the study is to investigate the negative aspects of workplace bullying on human's mental health. This study investigated how the work demand constraints play a role in increasing psychological distress among employees through the mediation of workplace bullying. This study also considers personality traits that play a role in preventing psychological distress resulting from workplace bullying.

Methods

The authors collected data by means of a self-administered questionnaire. The questionnaire was distributed among 1000 employees selected using a systematic sampling technique, patronized among three service sectors: the health sector, education sector, and forest department in the city of Lahore in Pakistan. The data was analyzed by employing Partial Least Square Structural Equation Modeling (PLS-SEM) using Smart PLS 3.3.3.

Results

Results of this study reveal that work demand constraints (WDC) play a significant role in workplace bullying and impact increasing psychological distress. Personality traits play a moderating role between work demand constraints and workplace bullying behavior on the one hand and psychological distress on the other hand; however, openness to experiences was found to have a moderating relationship between work demand constraints and workplace bullying. Meanwhile, agreeableness and openness to experiences were found to have a moderating relationship between work demand constraints (WDC) and psychological distress.

Discussion

This study also has practical implications for employers, such as providing psychological counseling, personality development training at the workplace etc. The relationship of work demand constraints with psychological distress and workplace bullying through direct and indirect moderating effects of personality traits in Pakistan's service sector are unique contributions of this study.

Stress, anxiety and depression among gastronomes: association with workplace mobbing and work-family interaction

INTRODUCTION

The work in commercial restaurant kitchens is characterized by many labor´s demands and strict commands that can cause damage to the mental health of gastronomes. The aim of this study was to verify the presence of stress, anxiety, and depression among gastronomy workers and associate them with the presence of mobbing at work. Still, it sought to evaluate the work-family interference and test its mediating role in the relationship between mobbing and psychopathology indicators.

MATERIALS AND METHODS

This is an observational-analytical, cross-sectional study with a quantitative approach, in which 160 gastronomes participated (59.4% women), with an average age of 30.81 years. All answered a Sociodemographic and Labor Data Questionnaire, Negative Acts at Work Questionnaire, Depression Anxiety and Stress Scale, and Work-Family Interaction Scale, whose data were analyzed using descriptive and inferential statistics.

RESULTS

A positive association was found between bullying and indicators of stress, anxiety, and depression, as well as negative interference between work-family and family-work with the same indicators. It was also observed the mediating effect of negative interference from work in family, in the relationship between mobbing and indicators of stress, anxiety, and depression.

CONCLUSION

It was concluded, therefore, that the experience of mobbing affects the family and intensifies the psychological illness in gastronomes.

Does Job Embeddedness Mediate the Effect of Resilience on Cabin Attendants’ Career Satisfaction and Creative Performance?

An increasing body of research suggests job embeddedness (JE) as a motivational variable influencing employees’ attitudinal and behavioral outcomes such as quitting intentions and task performance. Personal resources have been reported to affect JE and these outcomes. However, little work has investigated the antecedents and consequences of JE among cabin attendants. There is also a dearth of empirical research regarding the mechanism linking resilience to cabin attendants’ affective and performance outcomes. Therefore, drawing on conservation of resources and JE theories, we propose a conceptual model that examines the interrelationships of resilience, JE, career satisfaction (CSAT), and creative performance (CPERF). Moreover, the model explores JE as a mediator of the impact of resilience on CSAT and CPERF. These linkages were tested via data collected from cabin attendants and their pursers. The findings from structural equation modeling reveal that resilience boosts cabin attendants’ JE, CSAT, and CPERF. As predicted, JE is a mediator between resilience and CSAT. Our paper culminates with implications for theory and practice as well as future research directions.

Do job insecurity, anxiety and depression caused by the COVID-19 pandemic influence hotel employees' self-rated task performance? The moderating role of employee resilience

The COVID-19 health disaster has had a dramatic impact on the global hospitality industry, affecting millions of people. The aim of this study is to examine the impact of job insecurity on hotel employees' anxiety and depression, and whether these psychological strains could influence employees' self-rated task performance during the COVID-19 pandemic. We also examine the moderating role of hotel employees' resilience in this context. The hypotheses were examined by collecting data from 353 hotel employees currently working in the Canary Islands (Spain). The results highlight the significant effects of job insecurity on employees' anxiety and depression levels. However, hotel employees' task performance was not affected by their job insecurity or by their anxiety and depression. In addition, employees' resilience has a moderating effect as it reduces the negative influence of job insecurity on depression. Finally, the discussion section sets out various theoretical and practical implications of the findings.

Cross-Sectional Study of Resilience, Positivity and Coping Strategies as Predictors of Engagement-Burnout in Undergraduate Students: Implications for Prevention and Treatment in Mental Well-Being

In a population of young adults, this study analyzes possible linear relations of resilience and positivity to coping strategies and engagement-burnout. The aim was to establish a model with linear, associative, and predictive relations, to identify needs and make proposals for therapeutic intervention in different student profiles. A population of 1,126 undergraduate students with different student profiles gave their informed, written consent, and completed validated questionnaires (CD-RISC Scale; Positivity; Coping Strategies of Stress; Engagement, and Burnout). An ex post-facto design involved bivariate association analyses, multiple regression and structural predictions. The results offered evidence of associations and predictive relationships between resilience factors, positivity, coping strategies and engagement-burnout. The factors of resilience and positivity had significant differential associations (positive and negative) with factors of coping strategies. Their negative relationship to burnout factors, and positive relation to engagement factors, is especially important. Results of structural analysis showed an acceptable model of relationships between variables. We conclude with practical implications for therapeutic intervention: (1) the proactive factors of resilience reflect a perception of self-efficacy and the ability to change adaptively; (2) the reactive factors of resilience are usually associated with withstanding experiences of change, uncertainty or trauma.

The Effect of Abusive Supervision on Employees' Work Procrastination Behavior

Work procrastination is a retreat behavior associated with negative cognitive experience and it results in great losses to individual as well as organizational development. Understanding the antecedents of employees’ work procrastination behavior contributes to lower frequency of its occurrence. This research builds a dual-moderated mediation model from the perspective of cognitive appraisal theory and explored work procrastination behavior of employees subjected to abusive supervision. With 378 valid returned questionnaires, data collected from 32 companies in Beijing, Shanghai, Tianjin, and Chongqing supports our hypotheses. This result has enriched the understanding of work procrastination behavior and provided practical implications to avoide its negative effects.

The Protective Role of Resilience in Emotional Exhaustion Among Dental Students at Clinical Levels

Purpose

The epidemic of burnout among dental students has been repeatedly documented. This study aimed to assess burnout, specifically emotional exhaustion (EE), and examined the impact of protective and risk psychological factors for EE among clinical-level dental students in Saudi Arabia (SA).

Methods

A cross-sectional study was conducted, using a convenience sample of undergraduate dental students who were recruited from five separate dental schools. A self-administered questionnaire was distributed to 500 students to obtain socio-demographic data and to assess the students’ psychological characteristics (Maslach Burnout Inventory EE subscale, Dental Environment Stress Scale [DES] and Brief Resilience Scale [BRS]). Descriptive, bivariate and multivariable logistic regression analyses were performed.

Results

Of 272 respondents, 53% reported high EE. Adjusted multivariable logistic regression modelling demonstrated that students who reported higher BRS scores were significantly less likely to report high EE (adjusted odds ratio [AOR]=0.79, 95% CI=0.70–0.89, p<0.001). However, females were more than twice as likely as males to report high EE (AOR=2.27, 95% CI=1.14–4.61, p=0.024). In addition, students who reported higher DES scores also reported high EE (AOR=1.10, 95% CI=1.07–1.12, p<0.001).

Conclusion

The findings suggest that resilience is a protective factor against high EE, after adjusting for key characteristics. There is a need for a preventive programme that addresses EE, taking into consideration other unexplored underlying factors.

How does workplace bullying influence nurses' abilities to provide patient care? A nurse perspective

AIMS AND OBJECTIVES

To explore how workplace bullying influences nurses' abilities to provide patient care.

BACKGROUND

Nurses' experiences of workplace bullying undermine nursing work environments and potentially threaten patient care. Although there is a link between nurses' experiences of workplace bullying and poor patient care, additional exploration is necessary as current evidence remains underdeveloped and inconclusive.

DESIGN

Qualitative descriptive study.

METHODS

Fifteen inpatient staff nurses who have experienced workplace bullying while working in one hospital located in the southern region of the USA participated in individual, semi-structured interviews. Inductive thematic analysis was used to analyse interview transcripts in NVivo 12 software. The COREQ checklist for qualitative studies has been used in reporting this study.

RESULTS

Three themes, and respective subthemes, were generated from data analysis: (a) workplace bullying as part of the nursing work environment, (b) workplace bullying's influence on nurses and (c) workplace bullying's influence on patient care. Workplace bullying was perceived to be inherent in the nursing work environment; nurses felt that they were targets of workplace bullying because (a) they were new nurses, (b) there was an abuse of power, or (c) the nature of the work occasioned it. Nurses were mentally and emotionally influenced by the bullying. Some nurses perceived that workplace bullying did influence their ability to provide patient care; however, others did not.

CONCLUSIONS

Organisations must support new nurses and manage relational attributes of the nursing work environment to reduce workplace bullying. Nursing leaders should receive education on fostering and sustaining favourable nursing work environments and be held accountable for behavioural expectations of the organisation.

RELEVANCE TO CLINICAL PRACTICE

Understanding how nurses perceive the work environment to influence their experiences of workplace bullying informs the development of organisational interventions to reduce the behaviour. Furthermore, exploring how nurses' experiences of workplace bullying influences their abilities to provide patient care increases our understanding of workplace bullying implications.

How time pressure is associated with both work engagement and emotional exhaustion: The moderating effects of resilient capabilities at work

Resilience in the organizational context is a fruitful concept for understanding employees’ success in dealing with workplace adversity. Through a diary study, we have examined the interaction effects of time pressure and different work-related capabilities of resilience (i.e. emotional coping, comprehensive planning, positive reframing, and focused action) on emotional exhaustion and work engagement of employees. A sample of 79 employees (54.4% male) responded to two daily surveys (after work and before bedtime) for a period of five consecutive workdays. Results show that time pressure had a positive association with emotional exhaustion. Further, time pressure showed a positive association with work engagement, but only when considering additional personal resources. Positive reframing was positively related to work engagement on the day-level but did not moderate the link between time pressure and the outcomes. Emotional coping as well as focused action decreased sensitivity to time pressure. The results underpin the impact of different work-related capabilities of resilience and provide novel theoretical and practical implications.

Be Aware Not Reactive: Testing a Mediated-Moderation Model of Dark Triad and Perceived Victimization via Self-Regulatory Approach

Generally, it is difficult to work efficiently in a toxic environment. Surprisingly, leaders are found to be liable for such toxic atmosphere because they possess certain traits that employees perceive as victimization. This research assesses the relationship between the dark triad (narcissism, Machiavellianism, and psychopathy) and perceived victimization with a focus on the mediating effect of abusive supervision and the moderating effect of mindfulness. For this purpose, we surveyed 274 employees in the healthcare sector of Pakistan by using random sampling technique in three waves. To analyze the data, the structural equation model with partial least squares and PROCESS were used. The findings suggest that abusive supervision plays a mediating role in the association between the dark triad and perceived victimization. The results did not support the mediating role of abusive supervision in the association between narcissism and perceived victimization, however, the mediated moderation model was supported. Further, the findings suggest that mindfulness weakens the effect of abusive supervision on perceived victimization. Finally, the theoretical and practical implications of the results are also discussed.

Psychological Capital Mediates the Association Between Perceived Organizational Support and Work Engagement Among Chinese Doctors

Background: As experts studying occupational health psychology know, low level of work engagement leads to higher turnover intentions. Some researchers have put a focus on the association between organizational support and work engagement. However, little has been done concerning the mediating effect of psychological capital (PsyCap) on the association between perceived organizational support (POS) and work engagement (vigor, dedication, absorption) among Chinese doctors. Methods: A cross-sectional study has been carried out from November to December in 2017, in Liaoning Province, China. The questionnaire consists of Survey of Perceived Organizational Support, the Utrecht Work Engagement Scale, Psychological Capital Questionnaire, and demographic and working variables. The self-administered questionnaires were distributed to 1,009 doctors. Effective responses were collected from 836 participants (82.85%). Hierarchical multiple regression and the asymptotic and resampling strategies were used to examine the association between POS and work engagement mediated by PsyCap. Results: After controlling the demographic and working variables, POS was positively related to vigor (β = 0.402, P < 0.01), dedication (β = 0.413, P < 0.01), and absorption (β = 0.373, P < 0.01). Psychological capital was positively associated with vigor (β = 0.442, P < 0.001), dedication (β = 0.413, P < 0.001), and absorption (β = 0.395, P < 0.001). Thus, PsyCap [a × b = 0.1895, bias-corrected and accelerated 95% confidence interval (BCa 95% CI) = 0.1524, 0.2290]; a × b = 0.1517, BCa 95% CI = 0.1180, 0.1875; a × b = 0.1693, BCa 95% CI = 0.1299, 0.2099] significantly mediated the association between POS and vigor, dedication, and absorption, respectively. Conclusion: There was a low level of work engagement among Chinese doctors. Perceived organizational support could indirectly improve vigor, dedication, and absorption, partially through mediator PsyCap. Perceived organizational support intervention, education, and training in PsyCap should be carried out to cope with work engagement.