How Does Workplace Ostracism Hurt Employee Creativity? Thriving at Work as a Mediator and Organization‐Based Self‐Esteem as a Moderator

Investigating the level and predictors of nursing care quality and its correlation with workplace ostracism and innovative work behavior: approach for workplace and practical enhancement

BACKGROUND

The relationship between workplace ostracism and innovative work behavior is a relatively new area of research. How ostracism influences nurses' willingness to suggest new ideas or adopt innovative practices is not fully understood. Therefore, this study aimed to determine the level and predictors of quality of nursing care and evaluate its correlation with workplace ostracism and innovative work behavior.

METHODS

A cross-sectional correlational descriptive study involving 266 conveniently sampled nurses was conducted in three public hospitals in Hail City, Saudi Arabia. This study followed the STROBE Checklist. Data were collected using a questionnaire that included three tools: Workplace Ostracism Scale, Innovative Work Behavior Scale, and Quality of Nursing Care Scale. Pearson's correlation coefficient was used to determine the relationships between study variables. Furthermore, multiple linear regression analysis was conducted using innovative work behavior and gender as independent variables. Statistical significance was set at a p-value of < 0.05.

RESULTS

The ostracism level was high among the nurses (50.38%), half of them had a negative IWB (51.10%), and (41.40%) had a mild level of quality of care. Ostracism was negatively and significantly correlated with the quality of care (rs=-0.159, p = 0.009) and IWB (rs=-0.146, p = 0.017). Furthermore, IWB among nurses was positively correlated with the quality of care (rs = 0.376, p < 0.001). Multiple linear regression revealed that the IWB was considered a significant factor in the quality of care (B = 0.187) at p-value < 0.001.

CONCLUSION AND IMPLICATIONS FOR NURSING

This study found a negative relationship between workplace ostracism and innovative work behavior, which shows that nursing may seek innovation as a way of dealing with stressful exclusion circumstances. It was set up that the "idea sustainability" dimension of innovative work behavior is the most dominant predictor of the sustainability of nursing care's quality, which underlines the need to build on innovative ideas for improvement in nursing quality of care. To improve nurses' performance, health organizations must focus on strategies that block workplace ostracism and integrate innovative work behaviors in their nurses.

CLINICAL TRIAL NUMBER

Not applicable.

The impact of campus ostracism on organizational citizenship behavior: The roles of perceived insider status and resilience

Researchers have examined the effects of campus ostracism on students' perceptions, attitudes, and behaviors. However, little is known about the relationships between campus ostracism and student organizational citizenship behavior (OCB). Drawing on social identity theory, we aim to develop and test a moderated mediation model regarding perceived insider status (PIS) as a mediator and resilience as a moderator to explain how and when campus ostracism influences student OCB. A three-wave online survey was conducted and 404 valid data were collected. A linear regression analysis was conducted to test the hypotheses. The results showed that campus ostracism is negatively related to student OCB. PIS mediates this relationship. In addition, our findings indicated that when ostracized students have high resilience, such a relationship between ostracism and PIS and the mediation effect was aggravated. Namely, resilience will enlarge the relationships among campus ostracism, PIS, and OCB. These findings advance our understanding of campus ostracism and suggest that school administrators should adopt strategies to create a friendly campus environment to alleviate campus ostracism and inhibit students' negative behaviors.

The impact of employees' perceptions regarding hotels' green intellectual capital on their environmental perceptions: A mediating moderation model

Researchers acknowledge the significance of hotels' environmental performance, however they call for a further comprehensive examination of the aspects that serve as its drives. Moreover, despite the abundance of studies on environmental performance in the hospitality literature, employees' perceptions regarding hotels' green intellectual capital and its potential outcomes are scarcely investigated. With this realization, and building upon the job demand-resource theoretical framework and socially embedded theoretical framework of thriving, the current paper proposes a conceptual model where thriving at work mediated the impact of employees' perceptions regarding hotels' green intellectual capital on environmental performance moderated by work-related enterprise social media usage. To gauge these relationships, data was collected from frontline employees working in four and five star Turkish hotels. The study's interrelationships have been analyzed by employing structural equation modeling. The study revealed that employees' perceptions of hotels' green intellectual capital significantly influenced their thriving at work and positively shaped their views on hotels' environmental performance. Additionally, thriving at work demonstrated a significant impact on employees' perceptions of hotels' environmental performance, acting as a mediator between perceptions of green intellectual capital and environmental performance. Furthermore, the study found that the influence of employees' perceptions of hotels' green intellectual capital on thriving at work was moderated by work-related enterprise social media usage. According to our findings, top management should monitor and promote employees' perceptions of green intellectual capital, and their thriving at work, sustaining a green organizational culture at the same time via an effective usage of enterprise social media to foster environmentally friendly initiatives. This could involve creating platforms for idea-sharing and recognizing employees who implement sustainable practices.

Paradox mindset as an equalizer: A moderated mediated perspective on workplace ostracism

Incorporating the conservation of resources theory as a comprehensive framework, this study investigates a cohesive conceptual model analyzing the impact of workplace ostracism on employees' innovative work behavior (IWB). The investigation further delves into the mediating influence of perceived control and the moderating roles of paradox mindset and support for innovation. Data collection employed a survey approach involving three-time lags through questionnaires administered to 513 employees within Pakistan's public sector organizations. The hypothesized relationships were evaluated using conditional process modeling. Our research sheds light on how perceived control mitigates the negative impact of ostracism. The paradox mindset is identified as a key moderator influencing cognitive resources and navigating ostracism. Support for innovation enhances the link between perceived control and innovative work behavior. In addition, limitations, future research directions, and implications of our findings for fostering creative workplaces are also discussed.

The relationship between negative workplace gossip and thriving at work among Chinese kindergarten teachers: the roles of psychological contract breach and bianzhi

Introduction

Exploring the influencing factors and functioning mechanisms of thriving at work is of practical significance both for teachers and kindergartens. Based on the socially embedded model of thriving at work, this study aimed to examine the association between negative workplace gossip and thriving at work. The mediating role of psychological contract breach and the moderating role of bianzhi were also examined.

Methods

A total of 1105 Chinese kindergarten teachers were chosen to complete a questionnaire on negative workplace gossip, psychological contract breach, and thriving at work.

Results

The results demonstrated that negative workplace gossip was positively associated with psychological contract breach and negatively associated with thriving at work. In addition, psychological contract breach was negatively associated with thriving at work. According to the mediation model test, psychological contract breach was a mediating factor between negative workplace gossip and thriving at work. The impact of psychological contract breach on thriving at work could be further moderated by bianzhi.

Conclusion

This study complements knowledge systems about the influential factors and functional mechanisms of thriving at work. In practical terms, this study offers a fresh and innovative perspective for kindergartens seeking to enhance teachers' thriving at work.

The relationships between organizational culture and thriving at work among nurses: The mediating role of affective commitment and work engagement

AIM

Guided by the social embeddedness model of thriving at work, this paper explores how nursing organizational culture, work engagement and affective commitment affect nurses' thriving at work.

BACKGROUND

Thriving at work has implications for better employee and organization outcomes. The antecedents of thriving at work among the nursing population needs to be expanded by analysing the cross-level impact of organizational and individual characteristics.

METHODS

A cross-sectional design was used to collect data from 1437 frontline nurses in a tertiary teaching hospital in China between April and May 2020 through an online survey about perceived nursing culture, work engagement, affective commitment and thriving at work. Data were analysed using SPSS, and a structural equation model was established using the PROCESS macro.

RESULTS

Our results showed that work engagement and affective commitment mediated the relationship between nurses' perceived nursing culture and their thriving at work. Among nurses, work engagement was positively correlated to affective commitment.

CONCLUSION

Our study confirmed the social embeddedness model of thriving at work by showing that both contextual and dispositional factors can influence nurses' thriving at work. Nurse leaders can foster nursing staff's thriving at work by building an inclusive work environment and by providing adequate resources to staff. Future research is needed to elaborate on employee and organizational outcomes associated with thriving at work.

IMPACT

Nurse leaders should be the advocate for nurses to improve their organizational identification, fostering their thriving at work. Individual nurses can also take an active role in developing work-related resources to sustain their thriving through self-adaption processes. Collective thriving in the nursing workforce is needed to overcome adversity and hardship in the ever-changing and increasingly demanding health care industry and to further contribute to the vitality of the broader social and public environments.

PATIENT OR PUBLIC CONTRIBUTION

No patient or public contribution. This study did not involve patients, service users, caregivers or members of the public.