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Jeong Y, Jung HS, Baek EM. Effectiveness of cognitive rehearsal programs for the prevention of workplace bullying among hospital nurses: a systematic review and meta-analysis. BMC Public Health 2024; 24:1568. [PMID: 38862940 PMCID: PMC11165786 DOI: 10.1186/s12889-024-18969-x] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2023] [Accepted: 05/27/2024] [Indexed: 06/13/2024] Open
Abstract
BACKGROUND To solve the problem of workplace bullying among nurses, it is necessary to review the effects of interventions and generalize the findings. We conducted a systematic literature review and meta-analysis to evaluate the effects of cognitive rehearsal programs on workplace bullying among hospital nurses. METHODS Data were collected from March 30 to April 11, 2021, and 11,048 journal articles published in South Korea and internationally were examined across eight databases. Nine articles were selected for inclusion in the systematic literature review; five of the nine studies were included in the meta-analysis. For randomized controlled trials, the risk of bias was evaluated, and for non-randomized controlled trials, the study quality was evaluated using the Risk of Bias for Non-randomized Studies version 2.0. Egger's regression test was performed to determine publication bias. RESULTS Of the nine articles selected for this study, two were randomized controlled trials and seven were non-randomized controlled trials. The I2 value was 18.9%, indicating non-significant heterogeneity. The overall effect size of the cognitive rehearsal programs was -0.40 (95% confidence interval: -0.604 to -0.196; Z = -3.85; p = .0001) in a random-effects model, indicating a large effect size with statistical significance. CONCLUSIONS Therefore, cognitive rehearsal programs that address workplace bullying among hospital nurses are effective. Health policymakers must implement cognitive rehearsal programs in a policy manner to address the problems of bullying in the workplace.
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Affiliation(s)
- Yulliana Jeong
- Department of Preventive Medicine, College of Medicine, Catholic University of Korea, 222 Banpo-daero, Seocho-Gu, Seoul, 06591, South Korea
| | - Hye Sun Jung
- Department of Preventive Medicine, College of Medicine, Catholic University of Korea, 222 Banpo-daero, Seocho-Gu, Seoul, 06591, South Korea.
| | - Eun Mi Baek
- Department of Preventive Medicine, College of Medicine, Catholic University of Korea, 222 Banpo-daero, Seocho-Gu, Seoul, 06591, South Korea.
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Tekin ÖA, Üngüren E, Doğrucan A, Yıldız S. How Does Organizational Toxicity Affect Depression? A Moderated Mediation Model. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2023; 20:3834. [PMID: 36900844 PMCID: PMC10001265 DOI: 10.3390/ijerph20053834] [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: 11/25/2022] [Revised: 02/19/2023] [Accepted: 02/20/2023] [Indexed: 06/18/2023]
Abstract
Organizational toxicity is a key organizational issue today, impacting the success of both employees and organizations negatively alike. Negative working conditions revealed by organizational toxicity pave the way for an organizational atmosphere to arise, which negatively influences the physical and psychological well-being of employees, causing burn-out syndrome and depression. Thus, organizational toxicity is observed to have a destructive impact on employees and can threaten the future of companies. In this framework, this study examines the mediating role of burnout and moderator role of occupational self-efficacy, in the relationship between organizational toxicity and depression. Conducted as cross-sectional, this study adopts a quantitative research approach. To that end, convenience sampling was used to collect data from 727 respondents who are employed at five-star hotels. Data analysis was completed with SPSS 24.0 and AMOS 24 packages. Consequent to the analyses, organizational toxicity was determined to have a positive effect on burnout syndrome and depression. Moreover, burnout syndrome was found to have a mediating effect on the relationship between organizational toxicity and depression. In addition, occupational self-efficacy was found to have a moderator role on the effect of employees' burnout levels on their depression levels. According to the findings, occupational self-efficacy is an influential variable on reducing the impact that organizational toxicity and burnout have on depression.
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Affiliation(s)
- Ömer Akgün Tekin
- Department of Gastronomy and Culinary Arts, Manavgat Faculty of Tourism, Akdeniz University, Antalya 07600, Turkey
| | - Engin Üngüren
- Department of Business Management, Faculty of Economics, Administrative and Social Sciences, Alanya Alaaddin Keykubat University, Antalya 07450, Turkey
| | - Ayşegül Doğrucan
- Department of Philosophy, Faculty of Letters, Akdeniz University, Antalya 07600, Turkey
| | - Sevcan Yıldız
- Department of Tourism and Travel Services, Social Sciences Vocational School, Akdeniz University, Antalya 07600, Turkey
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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: 4] [Impact Index Per Article: 4.0] [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.
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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
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Rodrigues M, Oliveira C, Borges A, Franco M, Silva R. What exists in academia on work stress in accounting professionals: a bibliometric analysis. CURRENT PSYCHOLOGY 2022; 42:1-18. [PMID: 35789626 PMCID: PMC9244524 DOI: 10.1007/s12144-022-03301-w] [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] [Accepted: 05/31/2022] [Indexed: 12/05/2022]
Abstract
This study aims to fill a gap in the literature by conducting the scientific and bibliometric mapping of work stress in accounting professionals, using a methodological trilogy that contributes to this topic, namely the application of the ROC curve, Prisma and R bibliometric tools. Through the analysis of a sample of 103 articles, it was found that, in order to avoid and/or overcome the levels of stress in accountants, the following factors should be taken into account: (1) a high engagement with work, (2) reduced self-efficacy perception in the decision-making process, (3) adverse consequences in the management process, and (4) high-stress levels embedded in the individual's personality. Thus, it will be necessary for the accountant to apply strategies and change the way he/she works and perceives the work, avoiding stress levels and irreversible health damage. In addition, the importance of resilience in the professional context and mindfulness may prevent high levels of stress and maybe the subject of future research.
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Affiliation(s)
- Margarida Rodrigues
- Department of Management of the Instituto de Estudos Superiores de Fafe, CEFAGE-UBI Research Center, Universidade da Beira Interior, Estrada Do Sineiro, 6200-209 Covilhã, Portugal
| | - Cidália Oliveira
- NIPE - Centre for Research in Economics and Management, University of Minho, 4704-553 Braga, Portugal
| | - Ana Borges
- CICET - FCVC & COMEGI, ISAG - European Business School, Campus de Salazares, Rua de Salazares 842, 4100-442 Porto, Portugal
| | - Mário Franco
- Department of Management and Economics, CEFAGE-UBI Research Center, Universidade da Beira Interior, Estrada Do Sineiro, 6200-209 Covilhã, Portugal
| | - Rui Silva
- CETRAD Research Center, University of Trás-os-Montes and Alto Douro –UTAD, Vila Real, Portugal
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How Can We Make a Sustainable Workplace? Workplace Ostracism, Employees’ Well-Being via Need Satisfaction and Moderated Mediation Role of Authentic Leadership. SUSTAINABILITY 2022. [DOI: 10.3390/su14052869] [Citation(s) in RCA: 4] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Ostracism in the workplace is a common phenomenon in modern society that impairs employees’ well-being. This study suggests that workplace ostracism reduces subjective well-being by examining the effect of workplace ostracism on subjective well-being. Based on self-determination theory and resource conservation theory, this study explores the underlying processes and their contingent factors in the relationship between workplace ostracism and employee well-being. Specifically, this study hypothesizes that workplace ostracism decreases employees’ well-being by enhancing employees’ need satisfaction. Furthermore, the perception of a direct supervisor’s authentic leadership positively moderates the relationship between workplace ostracism and employees’ need satisfaction. This study used moderated mediation analysis to evaluate our predictions using a two-time online survey of 485 Korean employees. The findings revealed that workplace ostracism has a detrimental impact on employee well-being via need satisfaction. However, perceptions of a direct supervisor’s authentic leadership positively moderate the association between workplace ostracism and need satisfaction. Our results have important practical and theoretical implications in the workplace ostracism literature.
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Abstract
Research indicates that narcissistic personality disorder and subclinical narcissism may be reaching epidemic proportions within American society. It is thus probable that nursing administrators will encounter narcissistic behavior among their staff, supervisors, and/or patients and patient family members. It is therefore crucial that nurse leaders understand the causes of narcissism and how narcissistic behaviors might be addressed within health care settings. An awareness of these issues can help decrease the damage that narcissistic behaviors can have on individuals and institutions.
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Affiliation(s)
- Susan Mortell
- School of Nursing and Health Professions, University of San Francisco, San Francisco, California
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Tursyngaliyeva G, Sagindykov K, Konyrkhanova A, Niyazova R, Sydykova A. Modeling the dynamical ethnic processes in multinational society. JOURNAL OF MODELLING IN MANAGEMENT 2021. [DOI: 10.1108/jm2-11-2020-0308] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The problem of ethnic conflicts and unrest is at the forefront in a diverse world today. This paper aims to identify ways of resolving social conflicts and establishing a balanced way of taking into account the diverse interests of a multinational society.
Design/methodology/approach
Modeling of dynamical ethnic processes in the Republic of Kazakhstan was based on the Parson's sociological scheme and the Nash equilibrium theory. The model consists of differential equations describing the development of four ethnic subsystems: political system, economic system, societal community and Institute of the Assembly of the People of Kazakhstan. This model allows investigating how the interests of various ethnic groups change over time and identifying the states of equilibrium in which the interests of all groups are satisfied.
Findings
The results of computer simulation showed that one of the solutions to the problem of social stability is establishing social equilibrium. For this, the Institute of the Assembly of the People of Kazakhstan (APK Institute) must take changes that occur within ethnic groups into account. The proposed model can reveal states of equilibrium with respect to positive and negative dynamic processes that exist between different ethnic groups.
Originality/value
The proposed model can be used to predict changes in social behavior and find balance between ethnic subsystems in the research on ethnic processes in multinational countries to early detect conflicts of interest and crisis situations. Future studies will benefit from expanding the range of subsystems that can affect alterations in the ethnic community.
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Islam T, Ali M, Jamil S, Ali HF. How workplace bullying affects nurses’ well-being? The roles of burnout and passive avoidant leadership. INTERNATIONAL JOURNAL OF HUMAN RIGHTS IN HEALTHCARE 2021. [DOI: 10.1108/ijhrh-05-2021-0113] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
This study aims to investigate individual-related consequences of workplace bullying among the health-care section. Specifically, this study examined the mediating role of burnout between workplace bullying and nurses’ well-being. Moreover, passive avoidant leadership is examined as a conditional variable between workplace bullying and burnout.
Design/methodology/approach
This study collected data from 314 nurses working in various hospitals through a questionnaire-based survey using Google Form in two waves.
Findings
Structural equation modeling confirmed the negative effect of workplace bullying on nurses’ well-being, whereas burnout mediates this relationship. In addition, passive avoidant leadership was identified as a conditional variable that strengthens the positive association between workplace bullying and burnout.
Research limitations/implications
Although data for the study were collected in two waves, still cross-sectional design limits causality.
Practical implications
This study suggests management to focus on developing and implementing counter-bullying rules to avoid the adverse consequences of workplace bullying (e.g. capital loss, recruitment costs, burnout, well-being, etc.). In addition, leaders/supervisors must be trained to fulfill their responsibilities to reduce negative consequences.
Originality/value
Studies on workplace bullying in high-power distance cultures are scant. Therefore, drawing upon conservation of resource theory, to the best of the authors’ knowledge, this is the first study that has investigated the moderating role of passive avoidant leadership on the association between workplace bullying and burnout.
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Sharma N, Dhar RL. From curse to cure of workplace ostracism: A systematic review and future research agenda. HUMAN RESOURCE MANAGEMENT REVIEW 2021. [DOI: 10.1016/j.hrmr.2021.100836] [Citation(s) in RCA: 6] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
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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: 80] [Impact Index Per Article: 26.7] [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.
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The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing. Healthcare (Basel) 2020; 8:healthcare8030332. [PMID: 32927711 PMCID: PMC7551499 DOI: 10.3390/healthcare8030332] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/25/2020] [Revised: 08/21/2020] [Accepted: 09/07/2020] [Indexed: 12/12/2022] Open
Abstract
It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.
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Wang Z, Zaman S, Rasool SF, Zaman QU, Amin A. Exploring the Relationships Between a Toxic Workplace Environment, Workplace Stress, and Project Success with the Moderating Effect of Organizational Support: Empirical Evidence from Pakistan. Risk Manag Healthc Policy 2020; 13:1055-1067. [PMID: 32821183 PMCID: PMC7423346 DOI: 10.2147/rmhp.s256155] [Citation(s) in RCA: 22] [Impact Index Per Article: 5.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/30/2020] [Accepted: 07/01/2020] [Indexed: 12/20/2022] Open
Abstract
Purpose Researchers have shown great interest in the relationships among a toxic workplace environment, workplace stress, and project success, which have led to an expansive body of research on the topic. In light of this work, the current study explores the effects of a toxic workplace environment (TWE) and workplace stress (WS) as determinants of project success in the renewable energy projects of Pakistan. Based on the resource-based view (RBV) theory, the study proposes and tests a model with organizational support as a moderating variable. Research Methodology A 30-item questionnaire survey was administered among staff of ten renewable energy project companies located in the vicinity of Karachi, Lahore, Islamabad (Pakistan). The target population was senior managers, middle-level managers, and administrative staff. Structural equation modelling was used to estimate the predictive power of the model. Results A toxic workplace environment was found to have negative relationships with project success and workplace stress. Organizational support served as a moderator in the relationship between a toxic workplace environment and workplace stress and thus contributed to the success of a project. Conclusion Toxic workplace environment and the resulting workplace stress have a negative effect on project success. Projects undertaken in the energy sector have tight deadlines, which create stress that leads to a range of mental and physical health problems. Workers facing these problems can ultimately suffer from such diseases as depression, anxiety, and insomnia. These issues lower morale and, thus, negatively affect productivity. The provision of organizational support can mitigate the negative effects.
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Affiliation(s)
- Zilong Wang
- College of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, 211106, People's Republic of China
| | - Shah Zaman
- College of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, 211106, People's Republic of China
| | - Samma Faiz Rasool
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, People's Republic of China
| | - Qamar Uz Zaman
- College of Economics and Management, Nanjing University of Aeronautics and Astronautics, Nanjing, 211106, People's Republic of China
| | - Asad Amin
- Business School, Guangxi University, Nanning, Guangxi 530004, People's Republic of China
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Vasconcelos AF. Workplace incivility: a literature review. INTERNATIONAL JOURNAL OF WORKPLACE HEALTH MANAGEMENT 2020. [DOI: 10.1108/ijwhm-11-2019-0137] [Citation(s) in RCA: 17] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThere have been strides in workplace incivility (WI), but in what direction, angles and theoretical streams are they taking place? In light of it, the purpose of this review is to analyze the overall WI research output yielded in the initial decades of this century.Design/methodology/approachThis investigation searched exclusively for empirical articles written in English that matched the terms incivility and WI in the websites of prominent peer-review publications covering the period of 19 years (i.e. 2000–2019). As a result, 93 peer-reviewed empirical studies were properly gathered and classified.FindingsWI is one of the most relevant topics in OB studies under scrutiny in this moment. Corroborating such a perception is the huge amount of outlets that have been publishing about WI. In this sense, it is a topic that has gained strong interdisciplinary status, given the manifested interest of very distinct areas. Cross-sectional studies have prevailed in terms of method preferences, yet other approaches have been used. Of noteworthy is the shortage of qualitative and meta-analytic studies. Data provided evidence that a very limited number of nations (only 18 countries) have been investigated and it is not exactly surprising that the United States be the target of the majority of studies in this field. The antecedents and consequences of WI are the major focus of the investigations. But I found some evidence that that WI has been tested as performing the role of measure, mediator and moderator.Research limitations/implicationsIt focused exclusively on peer-review journals and articles written in English.Originality/valueThis endeavor contributes to the theory of WI by encompassing crucial aspects such as time horizon, major outlets, study types, country-level output, samples features, constructs perused, theoretical function of WI and research outcomes. In addition, it points out new potential research streams.
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Rasool SF, Wang M, Zhang Y, Samma M. Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17030912. [PMID: 32024195 PMCID: PMC7037902 DOI: 10.3390/ijerph17030912] [Citation(s) in RCA: 59] [Impact Index Per Article: 14.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 12/12/2019] [Revised: 01/29/2020] [Accepted: 01/30/2020] [Indexed: 11/16/2022]
Abstract
The purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees' work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine.
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Affiliation(s)
- Samma Faiz Rasool
- Postdoctoral Station of Statistical, Guangzhou University, Guangzhou 510006, China;
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
| | - Mansi Wang
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
- School of Management, Guangzhou University, Guangzhou 510006, China
- Correspondence: (M.W.); (Y.Z.)
| | - Yanping Zhang
- School of Innovation and Entrepreneurship, Entrepreneurship Institute, Guangzhou University, Guangzhou 510006, China
- School of Management, Guangzhou University, Guangzhou 510006, China
- Correspondence: (M.W.); (Y.Z.)
| | - Madeeha Samma
- School of Management, Shanghai University, Shanghai 200444, China;
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Positioning Depression as a Critical Factor in Creating a Toxic Workplace Environment for Diminishing Worker Productivity. SUSTAINABILITY 2019. [DOI: 10.3390/su11092589] [Citation(s) in RCA: 35] [Impact Index Per Article: 7.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
This study determined how a toxic workplace environment can influence worker productivity, directly and indirectly, using work depression as a mediating variable. A toxic workplace environment with multiple dimensions (harassment, bullying, ostracism, and incivility) was used in this study. We used a questionnaire survey approach to evaluate the data. A total of 53 items were used in the questionnaire with a five-point Likert scale. The data were collected from 23 branches of five Chinese banks in the vicinity of Shanghai. The authors distributed 250 questionnaires among targeted employees (senior managers, middle managers, and administrative staff) and received 186 filled questionnaires, among which six were incomplete. Thus, the completed sample size of the research was 180, and the overall response rate was 72%. To estimate the proposed relationships in the research model, we used partial least-squares structural equation modeling (PLS-SEM 3.2). The outcomes of this study indicate that for direct and indirect relationships, a toxic workplace environment negatively influences worker productivity. Moreover, the outcomes of this study also show that work depression negatively impacts worker productivity. The study concludes with a discussion, limitations, and future research directions.
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