The Mediating Effect of Perceived Stress and Moderating Effect of Trust for the Relationship Between Employee Silence and Behavioral Outcomes

Impact of workplace bullying on work engagement among early career employees

This study aims to measure the impact of workplace bullying on work engagement in terms of employee silence and knowledge sharing. It also helps to explain how psychological contract breach moderates the bullying-silence relationship. For this study, data is collected from 384 early-career employees having experience up to three years from seven banks of Lahore, Pakistan. Findings of this study reveals that workplace bullying has a positive relationship with employee silence and negative relationship with work engagement. Results of all moderation and mediated variables are significantly related to each other. However, the results explain that a psychological contract breach slightly moderates the bullying-silence relationship. Survey-based questionnaire, cross-sectional research design, and convenience-based sampling technique are some of the limitations of this study. This is the first study that tried to investigate the bullying-engagement relationship among early-career employees in the banking sector of Lahore, Pakistan. This study may help practitioners and policymakers to develop anti-bullying laws that can support the management in overcoming the negative workplace environment. This study aims to promote an equal opportunity for all employees where they can raise their voices about misconduct. This is the first study that investigated the victimization of bullying behavior among early-career employees in a Pakistani cultural context.

A Cross-Level Study of the Consequences of Work Stress in Police Officers: Using Transformational Leadership and Group Member Interactions as an Example

Purpose

The objective of this study was to investigate the effect of work stress on job burnout and quality of life and the effect of moderating group factors (transformational leadership and group member interactions) on the relationship between work stress, job burnout, and quality of life. This study takes front-line border police as the research object, adopts a cross-level perspective, and takes work stress as a key factor affecting work efficiency and health indicators.

Methods

It collected data through questionnaires, with questionnaires for each research variable adapted from existing research scales, such as multifactor leadership questionnaire developed by Bass and Avolio. A total of 361 questionnaires were filled out and collected in this study, including 315 male participants and 46 female participants. The average age of the participants was 39.52. Hierarchical linear modeling (HLM) was used to test the hypotheses.

Results

First, it was found that work stress has a significant impact on job burnout and quality of life. Secondly, leadership style and group member interactions have a direct, cross-level effect on work stress. Third, it found that leadership style and group member interactions have an indirect, cross-level effect on the relationship between work stress and job burnout. However, these are not indicative of quality of life. The results of this study highlight the particular impact of the nature of police work on the quality of life, and further enhance the value of this study.

Conclusion

The two major contributions of this study are: 1) it shows the original characteristics of the organizational environment and the social context of Taiwan's border police and, 2) in terms of the research implication, it is necessary to re-examine the cross-level impact of group factors on individual work stress.

Loneliness and trust issues reshape mental stress of expatriates during early COVID-19: a structural equation modelling approach

OBJECTIVES

To explore relationship among perceived stress regarding loneliness, interpersonal trust and institutional trust of expatriates during the early COVID-19 period (from 30^th March to 30^th May 2020).

METHODS

Data from  21,439 expatriates were extracted from COVIDiSTRESS global survey. The outcome variable was perceived stress. The explanatory variables were age, perceived loneliness, trust (interpersonal and institutional). Pairwise correlation, and structural equation modelling were used to determine relationship among outcome and explanatory variables.

RESULTS

The majority of the expatriates were female (73.85%), married (60.20%), had college degree (47.76%), and employed (48.72%). Over 63% of the total expatriates reported that the COVID-19 pandemic changed their lives. The average age of the respondents was 40.4 years (± 13.7), and the average score of perceived stress, loneliness, interpersonal and institutional trust were 25.5, 7.4, 14.2 and 40.4, respectively. We found a moderate correlation of perceived stress with age, perceived loneliness, interpersonal trust and institutional trust (p < 0.001). They were also found moderately related to each other. Structural equation modelling evaluated that a lack of trust can cause loneliness among expatriates, which later lead to perceived stress. Interpersonal trust was more likely to be associated with stress than institutional trust, whereas perceived loneliness mediated between both trusts and perceived stress.

CONCLUSION

Perceived stress can be reduced through trusting others and alleviating the loneliness. Making strong linkage among migrants as well as between migrants and local community is important to ensure proper mental wellbeing of expatriates.

Workplace suspicion, knowledge hiding, and silence behavior: A double-moderated mediation model of knowledge-based psychological ownership and face consciousness

Silence behavior is a common and influential phenomenon in organizations. Scholars have explored a lot of antecedents for silence behavior, but rarely from the perspective of colleagues. Based on the conservation of resources theory and self-regulation theory, the study constructs a double-moderated mediating model to explore the relationship between workplace suspicion and silence behavior as well as its mechanism. This study conducts a three-wave questionnaire survey and adopts 303 valid pairs of samples from 23 companies in China to validate the research hypotheses. A confirmatory factor analysis in the AMOS software and the PROCESS bootstrapping program in SPSS is used in this study. Our findings indicate that workplace suspicion is positively correlated with silence behavior; knowledge hiding mediates the relationship between workplace suspicion and silence behavior; knowledge-based psychological ownership moderates this mediating effect by strengthening the negative impact of workplace suspicion on knowledge hiding; and face consciousness moderates the mediating effect by weakening the positive impact of workplace suspicion on knowledge hiding. Managerial and practical implications, limitations, and future research directions are discussed and offered.

Subordinates’ silence: the consequence of bullying behaviour and psychological insecurity among policemen

Purpose

There has been a growing concern about employee silence (ES) within an organization. ES is associated with low creativity and innovativeness, unethical organizational practices, avoidable errors and safety-related issues. The purpose of this study is to evaluate the mediating role of psychological insecurity (PI) in the relationship between leaders’ bullying behaviour (LBB) on defensive (DES) and acquiescent employee silence (AES).

Design/methodology/approach

Data were collected among police personnel working in Plateau state Nigeria. In all, a total of 350 responses were found useable for further analysis, of the 398 copies of the questionnaire administered. A structural equation modelling technique was used via SMART-PLS version 3.3.3 to test the hypothesized relationship.

Findings

The findings of this study revealed that leaders’ bullying positively and significantly influences both AES and DES, and PI was found to mediate the relationship between LBB and AES and DES.

Originality/value

LBB among the police has been under-researched, even when there is clear evidence of its existence. PI explains the mechanism through which LBB influences officers' silence.

The effect of perceived stress on organizational silence in emergency service doctors in Turkey: The mediating role of emotional intelligence

Objectives

The purpose of this study is to determine the role of emotional intelligence in the relationship between the stress perceptions of emergency medicine doctors and their organizational silence behaviors.

Methods

Data were collected digitally from 434 doctors working in emergency departments in Turkey. On the assumption that perceived stress was effective on organizational silence behavior and that emotional intelligence mediates this relationship, hypotheses were developed and a mediating effect model was established. The research model and hypotheses were shaped through Structural Equation Modeling (SEM). Hayes 4th model was used to test the research hypotheses. The research model was tested via SPSS Process v4.1 by Andrew F. Hayes.

Results

According to the correlation analysis to determine the relationship between the variables, it was determined that perceived stress was positively correlated with organizational silence behavior, emotional intelligence was negatively correlated with perceived stress, and emotional intelligence was negatively correlated with organizational silence. As a result of the mediating effect model test, it was determined that emotional intelligence had a statistically significant mediating effect in the effect of perceived stress on organizational silence.

Conclusion

Within the framework of the findings, it is thought that emotional intelligence is a key variable in turning the negative energy between stress and silence into positive.

The effect of job insecurity on employee silence: test an interactive model

Purpose

The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation.

Design/methodology/approach

This study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis.

Findings

Job insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion.

Practical implications

The study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors.

Originality/value

This empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds.