1
|
Chen S, Sun X, Zhu Q, Zhao Y, Tang J, Song H. Factors Influencing the Level of Depression and Anxiety of Community-Dwelling Patients with Schizophrenia in China during the COVID-19 Pandemic. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:4376. [PMID: 36901386 PMCID: PMC10001627 DOI: 10.3390/ijerph20054376] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 11/23/2022] [Revised: 02/18/2023] [Accepted: 02/22/2023] [Indexed: 06/18/2023]
Abstract
UNLABELLED The coronavirus disease 2019 (COVID-19) poses a huge challenge to global public health. People with schizophrenia living in communities urgently need effective interventions to help them adjust to life and work, but they have not received enough attention. This study aims to assess the prevalence of anxiety and depression symptoms in community-dwelling patients with schizophrenia in China during the epidemic and to explore the possible influencing factors. METHODS Using a cross-sectional survey, we collected 15,165 questionnaires. Assessments included demographic information, concern about COVID-19-related information, sleep status, anxiety and depressive symptoms, and accompanying illnesses. The 7-item Generalized Anxiety Disorder (GAD-7) and the 9-item Patient Health Questionnaire (PHQ-9) were used to evaluate depression and anxiety levels. Group comparison was conducted by t-test, ANOVA, or chi-square test wherever suitable, with Bonferroni pairwise correction. Multivariate logistic regression was performed to identify predictors for anxiety and depression. RESULTS 16.9% of patients had at least moderate anxiety, and 34.9% had at least moderate depression. T-test showed that females scored higher on GAD-7 and PHQ-9 than males, and patients without accompanying long-standing diseases, who were not concerned about COVID-19, had lower GAD-7 and PHQ-9 scores. ANOVA showed that participants aged from 30 to 39, with higher education scored higher on GAD-7, and patients with better sleep, and having less concern about COVID-19, had lower GAD-7 and PHQ-9 scores. Regression analysis indicated that participant ages of 30-39 and 40-49 positively predicted anxiety, whereas patient ages of 30-39 years positively predicted depression. Patients with poor sleep, accompanying diseases, and concern about the COVID-19 pandemic were more likely to experience anxiety and depression. CONCLUSION During the pandemic, Chinese community-dwelling patients with schizophrenia had high rates of anxiety and depression. These patients deserve clinical attention and psychological intervention, especially those with risk factors.
Collapse
Affiliation(s)
- Shanshan Chen
- Department of Psychiatry, Sir Run Run Shaw Hospital, School of Medicine, Zhejiang University, Hangzhou 310000, China
| | - Xiaohua Sun
- Affiliated Mental Health Center, School of Medicine, Zhejiang University, Hangzhou Seventh People′s Hospital, The 4th Clinical College of Zhejiang Chinese Medical University, Hangzhou 310000, China
| | - Qisha Zhu
- Affiliated Mental Health Center, School of Medicine, Zhejiang University, Hangzhou Seventh People′s Hospital, The 4th Clinical College of Zhejiang Chinese Medical University, Hangzhou 310000, China
| | - Yuan Zhao
- Affiliated Mental Health Center, School of Medicine, Zhejiang University, Hangzhou Seventh People′s Hospital, The 4th Clinical College of Zhejiang Chinese Medical University, Hangzhou 310000, China
| | - Jinsong Tang
- Department of Psychiatry, Sir Run Run Shaw Hospital, School of Medicine, Zhejiang University, Hangzhou 310000, China
| | - Haidong Song
- Affiliated Mental Health Center, School of Medicine, Zhejiang University, Hangzhou Seventh People′s Hospital, The 4th Clinical College of Zhejiang Chinese Medical University, Hangzhou 310000, China
| |
Collapse
|
2
|
Garg N, Mahipalan M, Sharma N. Does workplace toxicity influence turnover intentions among Indian healthcare employees? Investigating the moderating role of gratitude. J Health Organ Manag 2023; ahead-of-print. [PMID: 36733231 DOI: 10.1108/jhom-08-2022-0233] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/04/2023]
Abstract
PURPOSE The study examined the relationship between workplace toxicity and turnover intentions among Indian healthcare employees. It also explored the role of gratitude as a moderator in the workplace toxicity-turnover intentions relationship. DESIGN/METHODOLOGY/APPROACH The study is based on a cross-sectional research design. The sample comprises 315 employees from the Indian healthcare sector. Approximately, 400 employees are approached both through email and office visits. Responses were received from 336 participants, and 21 incomplete questionnaires were discarded. The relationships between four variables of workplace toxicity and turnover intentions are examined using correlation and hierarchical regression. The moderation effect of gratitude is studied using the PROCESS macro in SPSS 21. FINDINGS The results revealed that workplace toxicity could explain 45.8% variations in employees' turnover intentions. It also reported significant negative regression coefficients between all four dimensions of workplace toxicity and turnover intentions. It suggested that toxic health organizations may promote turnover intentions among healthcare employees. Also, findings recommended a significant moderating effect of gratitude amid the relationships of four dimensions of workplace toxicity and turnover intentions. PRACTICAL IMPLICATIONS Hospital administrators must ensure that health professionals have the necessary support to remain effective in the field by providing a conducive working environment emerging from sound human resource practices that promote respect, collegial relationships, teamwork and collaboration. The present research demonstrates gratitude as one such factor that could act as a catalyst within the workplace. Practitioners could achieve a healthy work environment by developing complementary relief measures that build organizational capacities and improve its culture while sponsoring programs for individual employees that instill positivity through awareness of gratitude in everyday life. ORIGINALITY/VALUE This study offered a comprehensive understanding of workplace toxicity by investigating its four dimensions. Also, it is one of the pioneer studies that evaluate the role of gratitude in restricting workplace toxicity-induced turnover intentions.
Collapse
Affiliation(s)
- Naval Garg
- University School of Management and Entrepreneurship, Delhi Technological University, Delhi, India
| | | | - Nidhi Sharma
- Kirori Mal College, University of Delhi, Delhi, India
| |
Collapse
|
3
|
Horoub I, Zargar P. Empowering leadership and job satisfaction of academic staff in Palestinian universities: Implications of leader-member exchange and trust in leader. Front Psychol 2022; 13:1065545. [PMID: 36619068 PMCID: PMC9812660 DOI: 10.3389/fpsyg.2022.1065545] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/09/2022] [Accepted: 11/30/2022] [Indexed: 12/24/2022] Open
Abstract
Introduction In the aftermath of global pandemic of COVID-19, many sectors faced severe challenges to maintain security, health (psychological, and physical), and steer through the crisis by sup-porting the society. Methods Through a quantitative approach a total of 250 surveys were distributed after a pilot test. Specifically, this research gathers data from 178 (71.2% response rate) university teachers from different universities across Palestine via surveys that address the role of empowering leaders on job satisfaction among teachers. The proposed model of the re-search was analyzed using Smart-PLS and PLS-SEM technique. Discussion and Results The academic sector was disrupted and faced extreme changes during the pandemic, rendering teachers vulnerable and thus, role of leaders more crucial. Building on job demand-resources model, and social exchange theory, the current study examines the moderating effect of leader-member exchange (LMX) for increasing job satisfaction that can lead to enhanced overall wellbeing in the academic setting. Additionally, the mediating role of trust in leader is focused as a vital psychological element. While the results show a significantly positive effect on job satisfaction in the presence of empowering leaders, the moderating role of LMX alongside mediating impact of trust are observed. This implies that empowering leaders are highly influential in enhancing workplace for university teachers in the post-pandemic era.
Collapse
Affiliation(s)
- Ibrahim Horoub
- Department of Communication, Girne American University, Kyrenia, Cyprus,Department of Business, Girne American University, Kyrenia, Cyprus
| | - Pouya Zargar
- Department of Communication, Girne American University, Kyrenia, Cyprus,Department of Business, Girne American University, Kyrenia, Cyprus,*Correspondence: Pouya Zargar,
| |
Collapse
|
4
|
Liu Y, Zhang Z, Zhao H, Liu L. The double-edged sword effects of differential leadership on deviant behavior. CURRENT PSYCHOLOGY 2022; 42:1-13. [PMID: 36345549 PMCID: PMC9631585 DOI: 10.1007/s12144-022-03845-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/23/2021] [Revised: 06/02/2022] [Accepted: 10/02/2022] [Indexed: 11/06/2022]
Abstract
Since the beginning of 2020, coronavirus disease has broken out globally, large-scale work and production have stopped, causing employees to experience emotional exhaustion, and home offices have greatly exacerbated employees' deviant behavior. Leadership practices can actively influence employees' workplace behaviors and can prevent employees' passiveness and drain on their mental health. Based on the perspective of attribution theory, this article explores the influence of differential leadership on emotional exhaustion and deviant behavior in internal/external control employees. This survey's subjects were employees working in Tianjin, Beijing, Shanghai. Using the Questionnaire Star, the online platform of the Marketing Research Office of Peking University, and "snowball" methods, 357 questionnaires were collected. This study found that care and communication have no significant effect on deviance. Promotion & rewards significantly reduced interpersonal deviance but had no significant effect on organizational deviance. Tolerance & trust significantly improved interpersonal deviance but had no significant effect on organizational deviance. Employees with a high locus of control (internal control) could more easily control their emotions and reduce interpersonal deviance than employees with a low locus of control (external control) but this had no moderating effect on organizational deviance. The research shows that leaders should regularly care for and encourage each employee within their department, guide employees to recognize the organizational environment, establish an "insider" team, improve work efficiency, and incentivize "outsider" efforts. Subsequent studies can observe and capture employees' emotions and subconscious behaviors through interviews and experiments to ensure the accuracy of the data. Supplementary Information The online version contains supplementary material available at 10.1007/s12144-022-03845-x.
Collapse
Affiliation(s)
- Yingyan Liu
- College of Management and Economics, Tianjin University, 300072 Tianjin, PR China
| | - Zaisheng Zhang
- College of Management and Economics, Tianjin University, 300072 Tianjin, PR China
| | - Heng Zhao
- College of Management and Economics, Tianjin University, 300072 Tianjin, PR China
| | - Li Liu
- College of Management and Economics, Tianjin University, 300072 Tianjin, PR China
| |
Collapse
|
5
|
Ahmed RR, Soomro FA, Channar ZA, Hashem E AR, Soomro HA, Pahi MH, Md Salleh NZ. Relationship between Different Dimensions of Workplace Spirituality and Psychological Well-Being: Measuring Mediation Analysis through Conditional Process Modeling. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:11244. [PMID: 36141514 PMCID: PMC9517529 DOI: 10.3390/ijerph191811244] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 08/08/2022] [Revised: 09/01/2022] [Accepted: 09/02/2022] [Indexed: 06/16/2023]
Abstract
The present study aims to identify the relationship between workplace spirituality, compassion, relationship with others at work, spiritual orientation, organizational value and alignment of personal values, and psychological well-being among universities' teachers. Further, the mediating effect of job stress was also identified between workplace spirituality and psychological well-being. Similarly, the mediation of environmental mastery between organizational values and alignment of personal values and psychological well-being was examined. Finally, we examined the mediation of personal growth between spiritual orientation and psychological well-being. The data were collected through a structured and adapted five-point Likert scale using a purposive sampling technique, with a total sample of 873 male and female university teachers working in the private and government universities. We employed structural equation modeling to check the relationship among the considered variables for analysis purposes. The results show a strong positive relationship between the independent and dependent variables. The findings further demonstrated that the mediation analysis confirms that job stress mediates the relationship between workplace spirituality and psychological well-being, and environmental mastery mediates between organizational values and alignment of personal values and psychological well-being. Finally, personal growth mediates between spiritual orientation and psychological well-being. To maintain the excellent quality of education, educational institutes need to identify and imply the practice of workplace spirituality that will help to reduce job stress and improve the psychological well-being of universities' teachers, thus resulting in better educational output.
Collapse
Affiliation(s)
- Rizwan Raheem Ahmed
- Faculty of Management Sciences, Indus University, Gulshan 17, Karachi 75300, Pakistan
| | - Farwa Abbas Soomro
- Faculty of Management Sciences, Shaheed Zulfikar Ali Bhutto Institute of Science and Technology, Karachi 75600, Pakistan
| | - Zahid Ali Channar
- Department of Business Administration, Sindh Madressatul Islam University, Karachi 74000, Pakistan
| | - Alharthi Rami Hashem E
- Department of Financial and Administrative Sciences, Ranyah University College, Taif University, P.O. Box 11099, Taif 21944, Saudi Arabia
| | | | - Munwar Hussain Pahi
- School of Business Management, Universiti Utara Malaysia, Sintok 06010, Malaysia
| | - Nor Zafir Md Salleh
- Azman Hashim International Business School, Universiti Teknologi Malaysia, Skudai 18310, Malaysia
| |
Collapse
|
6
|
Zakhem NB, Farmanesh P, Zargar P, Kassar A. Wellbeing during a pandemic: An empirical research examining autonomy, work-family conflict and informational support among SME employees. Front Psychol 2022; 13:890265. [PMID: 36059726 PMCID: PMC9427551 DOI: 10.3389/fpsyg.2022.890265] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/05/2022] [Accepted: 07/27/2022] [Indexed: 11/24/2022] Open
Abstract
Individuals working in different industries were forced to change their work environments to their homes and quickly cope with technical and social changes not experienced before the occurrence of COVID-19 pandemic. This led to blurred boundaries between work and family roles, diminishing performance and wellbeing. Within the scope of the Research Topic “Workplace effects of COVID-19 on employees,” this research emphasizes on the positive impact of job autonomy provided by employers in reducing work-family conflicts. Moreover, the effect of work-family conflict on employees’ performance and wellbeing is analyzed. Furthermore, informational support is examined regarding its moderating effect to mitigate work-family conflicts and enhance wellbeing. A survey was administered among employees of small-medium enterprises in Lebanon, through purposive and convenience sampling with 198 participants. The data was analyzed using PLS-SEM, and the results show that job autonomy reduces work-family conflict. This in turn improves performance and wellbeing as individuals have more control on their tasks. Furthermore, informational support provided to the employees serves as a buffer between work-family conflict and wellbeing. These results can be beneficial for managers of small and medium enterprises, seeking to enhance the performance and wellbeing of their employees in the era of the pandemic. Similarly, scholars can benefit from theoretical premises of current study and the potential pathways for future analyses.
Collapse
Affiliation(s)
- Najib Bou Zakhem
- Department of Business Management, Girne American University, Kyrenia, Cyprus
- *Correspondence: Najib Bou Zakhem,
| | - Panteha Farmanesh
- Department of Business Management, Girne American University, Kyrenia, Cyprus
| | - Pouya Zargar
- Department of Business Management, Girne American University, Kyrenia, Cyprus
| | - Abdulnasser Kassar
- Department of Information Technology and Operations Management, Lebanese American University, Beirut, Lebanon
| |
Collapse
|
7
|
Iqbal Q, Piwowar-Sulej K. Sustainable Leadership, Environmental Turbulence, Resilience, and Employees' Wellbeing in SMEs. Front Psychol 2022; 13:939389. [PMID: 35837639 PMCID: PMC9274281 DOI: 10.3389/fpsyg.2022.939389] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/09/2022] [Accepted: 05/31/2022] [Indexed: 11/13/2022] Open
Abstract
Drawing on the conservation of resources theory and contingency theories of leadership, this study aims to investigate how sustainable leadership (SL) influences employees' wellbeing (WB) through employee resilience (ER) and to examine the moderating effect of environmental turbulence (ET) on the “sustainable leadership-employees' wellbeing” relationship. Data were collected from 593 employees and 373 supervisors adopting two-wave design among small and medium-sized enterprises (SMEs) in China. The authors used structural equation modeling to empirically test the hypothesized model in this study. The research shows that SL is significantly related to the employees' WB in SMEs. Regarding mediating effect, SL also indirectly influences employees' WB through ER. Moreover, the impact of SL on employees' WB becomes more prominent in the presence of lower ET. To the best of the authors' knowledge, no prior study is available about the integrated relationship of SL, ER, ET, and employee WB.
Collapse
Affiliation(s)
- Qaisar Iqbal
- Centre for China-India-Pakistan Studies, Sichuan University of Science and Engineering, Zigong, China
- *Correspondence: Qaisar Iqbal
| | - Katarzyna Piwowar-Sulej
- Department of Labor, Capital and Innovation, Faculty of Management, Wroclaw University of Economics, Wrocław, Poland
| |
Collapse
|
8
|
Jia K, Zhu T, Zhang W, Rasool SF, Asghar A, Chin T. The Linkage between Ethical Leadership, Well-Being, Work Engagement, and Innovative Work Behavior: The Empirical Evidence from the Higher Education Sector of China. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2022; 19:ijerph19095414. [PMID: 35564809 PMCID: PMC9099872 DOI: 10.3390/ijerph19095414] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 03/12/2022] [Revised: 04/23/2022] [Accepted: 04/26/2022] [Indexed: 02/06/2023]
Abstract
In this study, we investigate the relationship between ethical leadership (EL), work engagement (WE), well-being, and innovative work behavior (IWB). The significance of these variables has increased in the current era when the influence of technology is exponentially increasing in the education sector. We investigate the role of ethical leadership in determining innovative work behavior. Moreover, we investigate the moderating effect of WB in the relationship between EL and WE. We also examine the mediating impact of WE in the relationship between EL and IWB. We used a questionnaire survey approach to collect data. The target population of this study was the academic personnel, i.e., senior professors, lecturers, and supporting staff associated with the higher education sector located in Zhejiang Province, China. Data were collected in two phases. In the first phase, we sent 300 research questionnaires and received 251 responses. In the second phase, after a three-month interval, we sent 200 questionnaires and received 162 responses. However, over the two phases, we collected a total of 413 questionnaires; 43 were discarded. Therefore, for analysis, we used 370 questionnaires. The data were analyzed using the structural equation modeling through SmartPLS 3.2.2. First, in the direct relationship, results confirm that EL positively influences the IWB. Secondly, WB has a positive and moderating relationship between EL and IWB. Thirdly, we address the relationship between EL and WE. The outcome indicates that there is a positive and significant relationship. Fourth, the results of this study indicate that there is positive and significant relationship between WE and IWB. Finally, the outcomes imply that WE positively mediates between EL and IWB. Ethical leadership and well-being are important for innovative work behavior that supports managers in introducing a supportive workplace environment that promotes good interpersonal relationships with subordinates. Therefore, a good interpersonal relationship between managers and subordinates enhances the work quality. So, ethical leaders provide a supportive work environment to all subordinates regarding their work.
Collapse
Affiliation(s)
- Kan Jia
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
| | - Tianlun Zhu
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
| | - Weiwei Zhang
- School of Cultural Creativity and Management, Communication University of Zhejiang, Hangzhou 310019, China
- Correspondence: (W.Z.); (S.F.R.)
| | - Samma Faiz Rasool
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
- Correspondence: (W.Z.); (S.F.R.)
| | - Ali Asghar
- Dr. Hassan Murad School of Management, University of Management and Technology, Lahore 54770, Pakistan;
| | - Tachia Chin
- School of Management, Zhejiang University of Technology, Hangzhou 310023, China; (K.J.); (T.Z.); (T.C.)
| |
Collapse
|
9
|
Naji GMA, Isha ASN, Alazzani A, Saleem MS, Alzoraiki M. Assessing the Mediating Role of Safety Communication Between Safety Culture and Employees Safety Performance. Front Public Health 2022; 10:840281. [PMID: 35359765 PMCID: PMC8960200 DOI: 10.3389/fpubh.2022.840281] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [MESH Headings] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2021] [Accepted: 01/31/2022] [Indexed: 01/08/2023] Open
Abstract
The main purpose of this research was to investigate the mediating role of safety communication (SCO) in the relationship between safety culture (SC) and safety performance (SP) amongst employees in the petrochemical industry. Safety communication methods not only enhance working conditions but also have a positive impact on employee's behaviors and attitudes toward safety leading toward reduced incidents in the workplace environment. A stratified sampling method was followed to collect data in the petrochemical industry in Malaysia. Structural equation modeling (SEM) was utilized to analyze the hypothesized model, using data from 320 participants. The findings reveal that safety communication partially mediates the association between safety culture and safety performance. Further, safety culture was found to have a significant and positive effect on safety performance. This -study makes a significant theoretical contribution by providing empirical evidence on the direct and indirect relationship between safety culture and safety performance in the petrochemical industry.
Collapse
Affiliation(s)
- Gehad Mohammed Ahmed Naji
- Department of Management and Humanities, University of Technology Petronas, Tronoh, Malaysia
- *Correspondence: Gehad Mohammed Ahmed Naji
| | | | - Abdulsamad Alazzani
- Department of HRM, College of Administrative and Financial Science, Qatar University, Doha, Qatar
| | - Muhammad Shoaib Saleem
- Department of Management and Humanities, University of Technology Petronas, Tronoh, Malaysia
| | | |
Collapse
|
10
|
Zeng K, Wang D, Li Z, Xu Y, Zheng X. Roles of Multiple Entrepreneurial Environments and Individual Risk Propensity in Shaping Employee Entrepreneurship: Empirical Investigation From China. Front Psychol 2022; 13:770879. [PMID: 35295395 PMCID: PMC8918475 DOI: 10.3389/fpsyg.2022.770879] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/05/2021] [Accepted: 01/28/2022] [Indexed: 12/03/2022] Open
Abstract
While prior literature has widely acknowledged that the entrepreneurial environment significantly fertilizes entrepreneurship, the impact of workplace receives limited attention, and the vital role of organizations in linking social entrepreneurial environment and employee entrepreneurship has been largely ignored. Therefore, this study aims to unfold how multiple entrepreneurial environments (i.e., social, organizational, and interpersonal factors) shape employee entrepreneurship and then further reveal how such relationships vary with employees’ risk propensity. Drawn on the theoretical lens of mindsponge process, which offers an explanation of why and how organizations and individuals adopt new values through the cost-benefit analysis, we proposed a research model to explain the influence mechanisms of the social entrepreneurial environment on the cost-benefit analysis of both organizations and individual employees. Specifically, given that organizations deeply embedded in the society need to balance the costs and benefits under the pressure of the social entrepreneurial environment, the social entrepreneurial environment affects the organizational entrepreneurial environment (i.e., organizational hostility toward employee entrepreneurship). Similarly, employees’ cost-benefit analysis under the pressure of organizational hostility will influence their entrepreneurial intentions. Through analyzing the data collected from a two-wave survey with 220 employees, we showed that organizational hostility toward employee entrepreneurship plays a mediating role between social entrepreneurial environment and employees’ entrepreneurial intentions. In addition, such mediation relationship is moderated by coworkers’ unethical behaviors during their entrepreneurship and employees’ risk propensity, which are expected to influence organizations’ and employees’ cost-benefit analysis, respectively.
Collapse
Affiliation(s)
- Kai Zeng
- School of Management, Zhejiang University of Technology, Hangzhou, China
| | - Duanxu Wang
- School of Management, Zhejiang University, Hangzhou, China
- *Correspondence: Duanxu Wang,
| | - Zhengwei Li
- School of Management, Zhejiang University of Technology, Hangzhou, China
| | - Yujing Xu
- School of Management, Zhejiang University of Technology, Hangzhou, China
| | - Xiaofen Zheng
- School of Management, Zhejiang University of Technology, Hangzhou, China
| |
Collapse
|
11
|
Jobbehdar Nourafkan N, Tanova C, Gökmenoğlu Karakaya K. Can Mindfulness Improve Organizational Citizenship and Innovative Behaviors Through its Impact on Well-being Among Academics? Psychol Rep 2022:332941211069517. [PMID: 35084238 DOI: 10.1177/00332941211069517] [Citation(s) in RCA: 2] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
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.
Collapse
Affiliation(s)
| | - Cem Tanova
- Faculty of Business and Economics121984Eastern Mediterranean University Faculty of Business and Economics
| | | |
Collapse
|
12
|
Sun F, Li X, Akhtar MN. Negative Influences of Differentiated Empowering Leadership on Team Members' Helping Behaviors: The Mediating Effects of Envy and Contempt. Psychol Res Behav Manag 2022; 15:9-20. [PMID: 35027850 PMCID: PMC8749434 DOI: 10.2147/prbm.s346470] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/03/2021] [Accepted: 12/21/2021] [Indexed: 11/23/2022] Open
Abstract
Purpose Given the popularity of empowerment practices among scholars and practitioners, this research examines whether a manager’s differentiated empowering leadership negatively affects team members’ helping behaviors and, if so, how. Methods The authors conducted one multi-source and time-lagged survey (with 44 managers and 212 team members) and two scenario-based experiments (with 120 participants in Study 2 and 121 participants in Study 3) to test the research model. Results Team managers’ differentiated empowering leadership decreases team members’ helping behaviors. In particular, for team members who receive less empowerment, differentiated empowering leadership may decrease their helping behaviors by eliciting their envy. For team members who receive more empowerment, differentiated empowering leadership may decrease their helping behaviors by inducing their contempt. Conclusion This research introduces the concept of differentiated empowering leadership in response to calls to investigate the dark side of empowering leadership. It reveals that unequal distribution of authority among team members by managers can undermine employee relations and elicit negative emotions of envy and contempt, thereby decreasing employees’ helping behaviors.
Collapse
Affiliation(s)
- Fang Sun
- Economics and Management School, Wuhan University, Wuhan, People's Republic of China
| | - Xiyuan Li
- Economics and Management School, Wuhan University, Wuhan, People's Republic of China
| | | |
Collapse
|
13
|
Xu X, Wang Y, Li M, Kwan HK. Paradoxical Effects of Performance Pressure on Employees' In-Role Behaviors: An Approach/Avoidance Model. Front Psychol 2021; 12:744404. [PMID: 34744917 PMCID: PMC8568792 DOI: 10.3389/fpsyg.2021.744404] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/20/2021] [Accepted: 10/04/2021] [Indexed: 12/01/2022] Open
Abstract
Performance pressure acts as a double-edged sword for employees. Based on an approach/avoidance framework, we theorize that performance pressure produces both positive and negative effects on employees’ in-role behaviors via approach motivation (i.e., self-objectification) and avoidance motivation (i.e., workplace anxiety), and work meaningfulness moderates employees’ reactions to performance pressure. We examine our hypotheses using data from a sample of 345 employees in various organizations. The results show that self-objectification provides an approach motive that mediates the positive indirect effect of performance pressure on employees’ in-role behaviors. However, workplace anxiety provides an avoidance motive that mediates the negative indirect effect of performance pressure on employees’ in-role behaviors. Work meaningfulness strengthens both the approach and avoidance tendencies that employees experience under performance pressure. Our findings have significant theoretical and managerial implications.
Collapse
Affiliation(s)
- Xiaofeng Xu
- Department of Business Administration, School of Economics and Management, Tongji University, Shanghai, China
| | - Yihui Wang
- College of Management and Economics, Tianjin University, Tianjin, China.,School of Politics and Public Administration, Qinghai Minzu University, Xining, China
| | - Miaomiao Li
- Department of Business Administration, School of Economics and Management, Tongji University, Shanghai, China
| | - Ho Kwong Kwan
- Organizational Behavior and Human Resource Management Department, China Europe International Business School (CEIBS), Shanghai, China
| |
Collapse
|
14
|
Ellahi A, Javed Y, Begum S, Mushtaq R, Rehman M, Rehman HM. Bedtime Smart Phone Usage and Its Effects on Work-Related Behaviour at Workplace. Front Psychol 2021; 12:698413. [PMID: 34484046 PMCID: PMC8416429 DOI: 10.3389/fpsyg.2021.698413] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/21/2021] [Accepted: 07/15/2021] [Indexed: 11/13/2022] Open
Abstract
The over usage and over dependency on digital devices, like smartphones, has been considered as a growing international epidemic. The increased dependency on gadgets, especially smartphones for personal and official uses, has also brought many detrimental effects on individual users. Hence it is vital to understand the negative effects of smartphone usage on human. Therefore, this study aims to investigate the effects of bedtime smartphone usage on work performances, interpersonal conflicts, and work engagement, via the mediating role of sleep quality among employees. Using a cross-sectional study design, a questionnaire-based field survey was conducted on 315 employees who participated as respondents. The results confirmed the negative effects of bedtime smartphone usage on sleep quality. Along with it, the effects of sleep quality on work performances, work engagements and interpersonal conflicts were also proven to be statistically significant. Regarding the mediating role of sleep quality, it was empirically evident that sleep quality mediates the relationship between bedtime smartphone usage with work performances and interpersonal conflicts. The findings revealed that bedtime smartphone usage reduces sleep quality among the employees, resulting in lower work performances and engagements while contributing to higher interpersonal conflicts. The findings concluded that smartphone usage before sleep increases the prospects of employees to be less productive, less engaged, and have more workplace conflicts. The findings warrant the continued managerial as well as academic research attention, as the smartphones are now used by many organisations to run businesses as well.
Collapse
Affiliation(s)
- Abida Ellahi
- Department of Management Sciences, Abbottabad University of Science and Technology, Abbottabad, Pakistan
| | - Yasir Javed
- Higher Colleges of Technology, Abu Dhabi, United Arab Emirates
| | - Samina Begum
- Department of Management Sciences, Abbottabad University of Science and Technology, Abbottabad, Pakistan
| | - Rabia Mushtaq
- School of Management Sciences, Quaid-i-Azam University, Islamabad, Pakistan
| | - Mobashar Rehman
- Faculty of Information and Communication Technology, Tunku Abdul Rahman University, Kampar, Malaysia
| | | |
Collapse
|
15
|
Leymann Inventory of Psychological Terror Scale: Development and Validation for Portuguese Accounting Professionals. ECONOMIES 2021. [DOI: 10.3390/economies9030094] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
This research aims to adapt the Leymann Inventory of Psychological Terror and its use on Portuguese Accounting Professionals. Leymann scale was applied in a final sample of 478 accountants aged between 28 and 68, of which 47.5% were men and 52.5% women. We used a quantitative methodology by applying a questionnaire survey whose results were, in the following research phase, analyzed using the statistical packages SPSS 26 and AMOS 27. We used SPSS 26 for the Descriptive Statistical Analysis and AMOS 27 to estimate the structural equation model that validated the scale. After the scale had been adapted and changed, it was validated in psychometric terms to be applied to and used in studies involving this type of professionals. The Accountants Leymann Inventory of Psychological Terror that resulted from adapting the original model was tested using structural equation modelling. Thus, the new scale produced significant results similar to those of the original scale, which means that it is valid and can be applied to other contexts. The validity and statistical reliability of the new scale made it possible to measure mobbing problems among accounting professionals reliably and robustly. The present research is an important contribution to the literature. Although it has been applied in several contexts, it is the first time it is being developed, adapted, and validated for accounting professionals who work in this area of management.
Collapse
|
16
|
Cui Z, Li Y. The Relationship Between Proactive Behavior and Work-Family Conflict: A Moderated Mediation Model. Front Psychol 2021; 12:657863. [PMID: 34012414 PMCID: PMC8126634 DOI: 10.3389/fpsyg.2021.657863] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/24/2021] [Accepted: 03/22/2021] [Indexed: 11/13/2022] Open
Abstract
This study aimed to explore the linking mechanisms and conditional processes underlying the relationship between proactive behavior and work-family conflict. Considering the conservation of resources theory, we argue that workplace anxiety mediates the relationship between proactive behavior and work-family conflict. Furthermore, we suggest that immediate supervisor perspective taking and employee emotional intelligence moderate this proposed indirect effect. Two-wave, multisource lagged data were collected from 450 employees of seven domestic Chinese firms to examine the hypothesized moderated mediation model. Our findings support the hypothesis that proactive behavior is positively related to work-family conflict and that workplace anxiety partially mediates this relationship. Immediate supervisor perspective taking moderates the positive association of proactive behavior with workplace anxiety and the indirect relationship between proactive behavior and work-family conflict through workplace anxiety. Emotional intelligence moderates the positive association of proactive behavior with workplace anxiety and the indirect relationship between proactive behavior and work-family conflict through workplace anxiety. The results deepen our theoretical understanding of the consequences of proactivity by demonstrating the positive associations between proactive behavior and work-family conflict. The current study also contributes to the literature by identifying workplace anxiety as a mediating mechanism explaining the relationship between proactivity and work-family conflict. Furthermore, supervisor perspective taking and employee emotional intelligence moderate the above mediating effect.
Collapse
Affiliation(s)
- Zilong Cui
- Department of Human Resource Management, Yatai College of Business Administration, Jilin University of Finance and Economics, Changchun, China.,Department of Public Service Management, College of Economics and Management, Dali University, Dali, China
| | - Yuyin Li
- Department of Public Relations, College of Economics and Management, Dali University, Dali, China
| |
Collapse
|
17
|
How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2021; 18:ijerph18052294. [PMID: 33652564 PMCID: PMC7956351 DOI: 10.3390/ijerph18052294] [Citation(s) in RCA: 72] [Impact Index Per Article: 24.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/25/2020] [Revised: 02/20/2021] [Accepted: 02/22/2021] [Indexed: 02/04/2023]
Abstract
This study explores the effects of a toxic workplace environment (TWE) on employee engagement (EE). Building on conservation of resources (COR) theory and organizational support theory (OST), this study proposed a research model. In this research model, a toxic workplace environment negatively affected employee engagement, directly and indirectly, through organizational support (OS) and employee well-being (EW). In this study, we used a quantitative research approach, and data were collected from 301 workers employed in the small and medium-size enterprises of China. To estimate the proposed relationships of the research model, we used partial least squares structural equation modeling (PLS-SEM 3.2.2). The results of this study confirmed that a toxic workplace environment has a negative impact on employee engagement. Moreover, the findings of this research confirm that organizational support and employee well-being significantly mediate a toxic workplace environment and employee engagement. The conclusions of this study are as follows: First, the direct relationship between a toxic workplace environment and employee engagement confirms that if employees are working in a toxic environment, they will spread negative feelings among other co-workers. The feelings that come with a toxic workplace environment, i.e., harassment, bullying, and ostracism, can be detrimental and lead to unnecessary stress, burnout, depression, and anxiety among the workers. Second, employee well-being will affect employee behaviors that enhance employee engagement with the work as well as with the organization. Third, organizational support also increases employee engagement with the work as well as with the organization. So, it is also confirmed that when workers perceive the support from the organization, their sense of belonging to the organization is strengthened.
Collapse
|
18
|
Samma M, Zhao Y, Rasool SF, Han X, Ali S. Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs). Healthcare (Basel) 2020; 8:healthcare8040508. [PMID: 33238510 PMCID: PMC7711530 DOI: 10.3390/healthcare8040508] [Citation(s) in RCA: 20] [Impact Index Per Article: 5.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/07/2020] [Revised: 11/09/2020] [Accepted: 11/18/2020] [Indexed: 12/16/2022] Open
Abstract
The aim of this study is to explore the relationship between workplace ostracism (WO), workplace incivility (WI), and innovative work behavior (IWB), using job anxiety as a mediating variable. Building on the conservation of resource (COR) theory, this study proposes a theoretical framework. In this framework, workplace ostracism and workplace incivility are theorized to strengthen innovative work behavior, directly and indirectly, through job anxiety. Data were collected from the workers of small and medium sized enterprise (SME) entrepreneurs located in Pakistan. To estimate the proposed relationships in the conceptual model, we used structural equation modeling (SEM) through AMOS-21. The outcomes of this study confirmed that workplace ostracism and workplace incivility had a negative impact on innovative work behavior. It was also confirmed that job anxiety mediates in the relationship between workplace ostracism, workplace incivility, job anxiety, and innovative work behavior. At the end of the study, we thoroughly discussed the conclusions, practical implications, limitations, and future research directions of the study.
Collapse
Affiliation(s)
- Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Yan Zhao
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
- Correspondence:
| | - Samma Faiz Rasool
- Postdoctoral Station of Statistical, School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China;
| | - Xiao Han
- School of Management, Shanghai University, Shanghai 200444, China; (M.S.); (X.H.)
| | - Shahzad Ali
- School of Business and Economics, University of Management and Technology, Lahore 54000, Pakistan;
| |
Collapse
|