Relationship Between Workplace Ostracism and Unsafe Behaviors: The Mediating Effect of Psychological Detachment and Emotional Exhaustion

Ostracism Predicting Suicidal Behavior and Risk of Relapse in Substance Use Disorders

INTRODUCTION

The present study investigated the predictive relationship between ostracism and suicidal behaviors in individuals with substance use disorders. It also attempts to highlight the mediating role of the risk of relapse between ostracism and suicidal behavior.

METHODS

The study was based on a cross-sectional survey design. The sample comprised 100 men aged between 30 to 45 years (M = 35.25, SD = 3.06) from Karachi. The purposive sampling technique was employed. The study employed demographic forms and three self-reporting measures: the Ostracism Experience Scale (OES-A), the Advance Warning of Relapse Questionnaire 3.0 (AWARE), and the Suicide Behaviors Questionnaire-Revised (SBQ-R).

RESULTS

Ostracism significantly predicted relapse risk and suicidal behavior. Risk of relapse positively predicted both dimensions of ostracism (ignored: r = 0.33, p < 0.01; excluded: r = 0.43, p < 0.01) and suicidal behavior (r = 0.35, p < 0.01). Additionally, the risk of relapse strongly correlated with overall ostracism score (r = 0.43, p < 0.01). However, no significant mediating effect of ostracism on suicidal behavior was found. The effect was mediated through the risk of relapse (B indirect = 0.12, 95% CI = 0.04, 0.23). These findings suggest that ostracism increases the likelihood of recurrence, which in turn is associated with suicidal behavior. The mediation model explained 17% of the variation in suicidal behavior.

CONCLUSION

The findings propose the importance of addressing ostracism as a risk factor for suicidal behavior and relapse in substance use disorders. The results suggest that reducing the adverse effects of ostracism and improving social support for individuals can have a significant impact on their mental health.

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

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

How and When Inclusive Human Resource Management Promotes Employee Well-Being: The Roles of Ambidextrous Fit and Affective Leadership

Researchers and practitioners have largely recognized the importance of human resource management in addressing the growing trend of workforce diversity to improve employee well-being. However, empirical research on inclusive human resource management (IHRM) remains scarce. Drawing on the conservation of resources theory and the person-environment fit framework, the current study constructs a moderated dual-mediation model to explore how IHRM influences employee well-being through ambidextrous fit (i.e., supplementary fit and complementary fit) and further examine the moderating role of affective leadership. Using three-wave data from 382 employees through the questionnaire survey, the empirical findings indicate that IHRM positively affects employee well-being and that this linkage is mediated by supplementary fit and complementary fit. In addition, we find that affective leadership strengthens the positive influences of IHRM on employee well-being, supplementary fit, and complementary fit as well as the indirect effect of IHRM on employee well-being through ambidextrous fit. We discuss some theoretical and practical implications of our findings and provide research directions.

Post COVID-19 workplace ostracism and counterproductive behaviors: Moral leadership

BACKGROUND

The wide proliferation of Covid-19 has impacted billions of people all over the world. This catastrophic pandemic outbreak and ostracism at work have posed challenges for all healthcare professionals, especially for nurses, and have led to a significant increase in the workload, several physical and mental problems, and a change in behavior that is more negative and counterproductive. Therefore, leadership behaviors that are moral in nature serve as a trigger and lessen the adverse workplace effects on nurses' conduct.

AIM

this research is directed to explore the impact of post-COVID-19 workplace ostracism on nurses' counterproductive behavior and examine the role of moral leadership as a mediating factor in post-COVID-19 workplace ostracism and nurses' counterproductive behavior.

ETHICAL CONSIDERATION

Ethical review and approval Was received from Ethical Committee at the Faculty of Nursing, Alexandria University, Egypt.

METHODS

A cross-sectional and correlation study was implemented in all units of medical, surgical, critical and intensive care units by using three tools; moral leadership questionnaire, Workplace Ostracism Instrument (WOS), and Counterproductive Work Behaviors Questionnaire (CWBs). A convenient sample of 340 from 699 bedside nurses was granted.

RESULTS

This study revealed that nurses' perceived moderate mean percent (55.49 ± 3.46) of overall workplace ostracism and counterproductive behavior (74.69 ± 6.15). However, they perceived a low mean percentage of moral leadership. There was a significant positive correlation between workplace ostracism and counterproductive behavior. Otherwise, a significant negative correlation was found between moral leadership, workplace ostracism and counterproductive behavior. Also, this study proved the mediating effect of moral leadership in decreasing workplace ostracism by 79.3% and counterproductive behavior by 36.7%.

CONCLUSION

Hospital administrators need to be aware of the significance of moral leadership and apply integrity in the clinical setting to reduce the drawback of isolation on nurses' conduct and increase value for the organization as a whole and nurses in particular.

The influence of existence-relatedness-growth need satisfaction and job burnout of young university teachers: the mediating role of job satisfaction

Job burnout among young university teachers is a serious issue that can have negative consequences for their well-being and job performance, as well as students' learning outcomes. To identify protective factors for job burnout, this study examined the impacts and mechanism of satisfying existence, relatedness, and growth need on job burnout among 968 young university teachers, using the ERG needs theory framework. The results of the regression analysis and mediation analysis showed that ERG needs satisfaction significantly and negatively predicted job burnout, and job satisfaction mediated this relationship. Besides, the total effect of existence need satisfaction on job burnout was significantly smaller than that of relatedness need satisfaction and growth need satisfaction. These findings contribute to our understanding of the antecedents of young university teachers' job burnout and provide a theoretical basis for practical action to protect them from burnout by enhancing their need satisfaction and job satisfaction.

“Control yourself or someone else will control you. Effect of job demands on employee burnout: a perspective from self-regulation theory”

Purpose

This paper aims to show the role of employees’ self-regulation in defining the effect of job demands on employees’ burnout. Moreover, the paper also highlights the importance of a high-performance work system (HPWS) on the relation between job demands and employee self-regulation.

Design/methodology/approach

Data has been collected from public sector hospital nurses through a survey strategy following a time-lagged approach. This data has been analysed to validate the measure and to test the hypotheses through structural equation modelling.

Findings

Results of this study indicate that job demands affect employees’ burnout through adaptive regulation (recovery) and maladaptive regulation (self-undermining). Adaptive regulation minimizes while maladaptive regulation supports this effect. Moreover, results also highlight the role of HPWS in mitigating the negative impact of job demands on adaptive regulation.

Practical implications

This study serves as a guide for managers to minimize the burnout of their subordinates in the face of increasing job demands. This study also emphasizes the use of HPWS in organizations so that the burnout of the employees may be decreased by increasing adaptive self-regulation or recovery.

Originality/value

This study enriches the literature on the job demand resource theory by showing how employee job demands, employee self-regulation (psychological processes) and HPWS (organizational processes) collaborate to determine the extent of job burnout of employees.

Showing commitment or incompetence? When and how newcomers' information seeking elevates (degrades) task-related outcomes

To date, empirical research exploring the complex mechanisms of when and how information seeking from supervisor affects newcomers' task-related outcomes remains in its infancy. With a sample of 394 newcomers and their supervisors, drawing on the conservation of resources theory and professional image construction theory, we proposed and confirmed two paradoxical paths regarding perceptions of professional image construction – concern about impairing competence-image and confidence in improving commitment-image – that connect newcomers' information seeking from supervisor with their emotional exhaustion during socialization and ultimately can elevate and degrade their task-related outcomes, respectively. In addition, we found that supervisors' favorable feedback weakened the relationship between information seeking from supervisor and competence-image impairment concern, whereas it strengthened the linkage between information seeking and commitment-image improvement confidence. This study thus provides a more comprehensive picture for scholars and practitioners.

Workplace ostracism and employee wellbeing: A conservation of resource perspective

Introduction

As a common phenomenon of workplace ostracism in corporate management, it is urgent to clarify how it affects employee well-being.

Methods

Based on Conservation of Resource Theory, this study investigates the mechanisms of workplace ostracism on employee well-being and examines the mediating role of emotional exhaustion and the moderating role of team forgiveness climate by surveying 282 employees from 68 companies in mainland China.

Results

The results show that (1) workplace ostracism negatively affects employee well-being; (2) emotional exhaustion plays a mediating role between workplace ostracism and employee well-being; (3) team forgiveness climate weakens the negative effect of workplace ostracism on emotional exhaustion and negatively moderates the indirect effect of workplace ostracism on employee well-being through emotional exhaustion.

Discussion

It tries to provide theoretical basis and practical guidance for eliminating the negative effects of workplace ostracism and focusing on employee well-being.

The association between workplace ostracism and knowledge-sharing behaviors among Chinese university teachers: The chain mediating model of job burnout and job satisfaction

Workplace ostracism is an essential predictor of knowledge-sharing behaviors, but few studies have explored the influence of this mechanism in higher education. According to the conservation of resources theory, this study elucidated the roles of job burnout and job satisfaction as sequential mediators of the link between workplace ostracism and knowledge-sharing behaviors in a sample of 388 university teachers. The results of the study were analyzed via structural equation modeling (SEM). Higher knowledge-sharing behaviors were associated with lower workplace ostracism, lower job burnout, and more job satisfaction. Furthermore, increased workplace ostracism was associated with more job burnout, but job satisfaction was not related to workplace ostracism. The relationship between workplace ostracism and knowledge-sharing behaviors was mediated by job burnout and was sequentially mediated by job burnout and job satisfaction. These findings help to clarify the mechanisms underlying the association between workplace ostracism and knowledge-sharing behaviors in university teachers. The theoretical and practical implications of the findings are discussed.

Impact of Job Demands on Employee Learning: The Moderating Role of Human–Machine Cooperation Relationship

New artificial intelligence (AI) technologies are applied to work scenarios, which may change job demands and affect employees’ learning. Based on the resource conservation theory, the impact of job demands on employee learning was evaluated in the context of AI. The study further explores the moderating effect of the human–machine cooperation relationship between them. By collecting 500 valid questionnaires, a hierarchical regression for the test was performed. Results indicate that, in the AI application scenario, a U-shaped relationship exists between job demands and employee learning. Second, the human–machine cooperation relationship moderates the U-shaped curvilinear relationship between job demands and employees’ learning. In this study, AI is introduced into the field of employee psychology and behavior, enriching the research into the relationship between job demands and employee learning.

The Influence of Leader Bottom-Line Mentality on Miners' Safety Behavior: A Moderated Parallel Mediation Model Based on the Dual-System Theory

As a high-risk industry that is always struggling with unsafe factors, coal mine enterprises must prioritize safety in their operation and management, but there are still some short-sighted coal mine managers who choose to leave safety behind in the desperate pursuit of financial benefits, resulting in coal mine accidents from time to time. Unfortunately, this leadership style, known as leader bottom-line mentality, has not yet received sufficient attention in the safety field. Based on dual-system theory, this study aimed to explore the mediating role of emotional exhaustion and safety consciousness between leader bottom-line mentality and miners' safety behavior, as well as the moderating role of Chinese traditionality. Using a sample of 422 frontline miners in China, the results of the data analysis showed that emotional exhaustion and safety consciousness played parallel mediating roles between leader bottom-line mentality and miners' safety behavior, and Chinese traditionality moderated the effect of leader bottom-line mentality: the higher the Chinese traditionality, the weaker the mediating effect of emotional exhaustion and the stronger the mediating effect of safety consciousness. Present research explains the mechanisms and boundaries of the influence of leader bottom-line mentality on miners' safety behavior, contributing to the emerging literature on safety management and bottom-line mentality.

Relationship between Different Dimensions of Workplace Spirituality and Psychological Well-Being: Measuring Mediation Analysis through Conditional Process Modeling

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.

Leave Me Alone With Your Symptoms! Social Exclusion at the Workplace Mediates the Relationship of Employee's Mental Illness and Sick Leave

Although a substantial part of employees suffers from a mental illness, the work situation of this population still is understudied. Previous research suggests that people with a mental illness experience discrimination in the workplace, which is known to have detrimental effects on health. Building on the stereotype content model and allostatic load theory, the present study investigated whether employees with a mental illness become socially excluded at the workplace and therefore show more days of sick leave. Overall, 86 employees diagnosed with a mental disorder were interviewed and completed online-surveys. Path analyses supported the hypotheses, yielding a serial mediation: The interview-rated severity of the mental disorder had an indirect effect on the days of sick leave, mediated by the symptomatic burden and the social exclusion at the workplace. In the light of the costs associated with absenteeism the present paper highlights the harmfulness of discrimination. Organizations and especially supervisors need to be attentive for signs of exclusion within their teams and try to counteract as early as possible.

Implementation of Computer-Aided Piano Music Automatic Notation Algorithm in Psychological Detoxification

This paper analyzes the modeling of a computer-aided piano music automatic notation algorithm, combines the influence of music on psychological detachment, and designs the piano music automatic notation algorithm in psychological detachment model construction. This paper investigates the multiresolution time-frequency representation constant Q-transform (CQT), which is common in music signal analysis, and finds that although CQT has higher frequency resolution at low frequencies, it also leads to lower temporal resolution. The variable Q-transform is introduced as a tool for multibasic frequency estimation of the time-frequency representation of music signals, which has better temporal resolution than CQT at the exact frequency resolution and efficient coefficient calculation. The short-time Fourier transform and constant Q-transform time-frequency analysis methods are implemented, respectively, and note onset detection and multibasic tone detection are implemented based on CNN models. The network structure, training method, and postprocessing method of CNN are optimized. This paper proposes a temporal structure model for maintaining music coherence to avoid manual input and ensure interdependence between tracks in music generation. This paper also investigates and implements a method for generating discrete music events based on multiple channels, including a multitrack correlation model and a discretization process. In this paper, the automatic piano music notation algorithm can play an influential role in significantly enhancing the actual effect of psychological detoxification.

Workplace ostracism and team members' creativity: The mediating role of self-reflection and moderating role of high-involvement work practices

Drawing on social cognitive theory, this paper examines whether self-reflection mediates the association between workplace ostracism and team members' creativity, and whether this mediating effect is moderated by high-involvement work practices (HIWPs). We construct and test a cross-level model using multilevel path analysis to analyse data collected from 81 teams (a total of 393 members) in China. The results show that workplace ostracism negatively influences team members' reflection but positively influences rumination, which in turn affects individual creativity. Furthermore, HIWPs negatively moderate the effects of workplace ostracism on self-reflection, and moderate the linkages among workplace ostracism, reflection/rumination and team members' creativity. Finally, theoretical and practical implications of these findings are discussed.

Influencing Factors, Formation Mechanism, and Pre-control Methods of Coal Miners′ Unsafe Behavior: A Systematic Literature Review

Coal mine accidents are mainly caused by the unsafe behavior of workers. Studying workers' unsafe behaviors can help in regulating such behaviors and reducing the incidence of accidents. However, there is a dearth of systematic literature review in this area, which has hindered mine managers from fully understanding the unsafe behavior of workers. This study aims to address this research gap based on the literature retrieved from the Web of Science. First, a descriptive statistical analysis is conducted on the year, quantity, publications, and keywords of the literature. Second, the influencing factors, formation mechanism, and pre-control methods of coal miners' unsafe behavior are determined and discussed, and the research framework and future research directions of this study are proposed. The study results will help mine safety managers fully understand the influencing factors, formation mechanism, and pre-control methods of workers' unsafe behavior, and lay a theoretical foundation for the future research direction in this field.

Always on, never done? How the mind recovers after a stressful workday?

Many workers experience their jobs as effortful or even stressful, which can result in strain. Although recovery from work would be an adaptive strategy to prevent the adverse effects of work-related strain, many workers face problems finding enough time to rest and to mentally disconnect from work during nonwork time. What goes on in workers’ minds after a stressful workday? What is it about their jobs that makes them think about their work? This special issue aims to bridge the gap between research on recovery processes mainly examined in Occupational Health Psychology, and research on work stress and working hours, often investigated in the field of Human Resource Management. We first summarize conceptual and theoretical streams from both fields of research. In the following, we discuss the contributions of the five special issue papers and conclude with key messages and directions for further research.

Influencing Factors, Mechanism and Prevention of Construction Workers' Unsafe Behaviors: A Systematic Literature Review

Unsafe behaviors of construction workers are one of the main causes of accidents at construction sites. The research on unsafe behaviors of workers helps to reduce the incidence of accidents and has attracted much attention. However, a systematic literature review in this field is still lacking, which hinders stakeholders' comprehensive understanding of the unsafe behaviors of construction workers. Therefore, the aim of this study is to address this research gap based on retrieved literature from the Web of Science. First, the study conducted a descriptive analysis of the year, quantity, publishing organization, and keywords of the literature. In addition, three research topics were identified and discussed, including the influencing factors of construction workers' unsafe behaviors, the formation mechanism of unsafe behaviors, and the pre-control methods of unsafe behaviors. Moreover, a research framework was proposed and future research directions were also suggested. The research findings promote stakeholders' understanding of the influencing factors, formation mechanism, and pre-control methods of construction workers' unsafe behaviors, and lead to future research directions in the studied field.

The Effect of Abusive Supervision on Employees' Work Procrastination Behavior

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

Linking Leader Humor to Employee Innovative Behavior: The Roles of Work Engagement and Supervisor's Organizational Embodiment

The influence of leader humor on employee innovative behavior has been attracting increasingly more attention from various scholars and enterprises. Based on previous relevant literatures in the fields of humor, leadership, and innovation, this study proposes and verifies a model to examine the internal mechanism and boundary condition of the relationship between leader humor, work engagement, supervisor’s organizational embodiment, and employee innovative behavior. Specifically, this study introduces work engagement as a mediator in the relationship between leader humor and employee innovative behavior, and supervisor’s organizational embodiment as a moderator in the relationship between leader humor and work engagement. Then, this study conducts two separate questionnaire surveys on Chinese employees and their direct supervisors at two different times to collect the sample data. In total, 383 supervisor–subordinate dyads were collected. The results suggest that leader humor can promote employee innovative behavior. Work engagement can partly mediate the influence of leader humor on employee innovative behavior. Supervisor’s organizational embodiment of employee can positively moderate the influence of leader humor on work engagement, which in turn ultimately should account for positive increases of employee innovative behavior. The conclusions from the analyses above not only further verify and develop some previous points on leader humor and employee innovation but also derive certain management implications for promoting employee innovative behavior from the perspective of leader humor.

The Relationship Between Workplace Ostracism and Sleep Quality: A Mediated Moderation Model

Extant research suggests that workplace ostracism has a detrimental impact on the outcomes of employees. However, very little is known about the impact of workplace ostracism on sleep quality. Therefore, this study aimed to address this gap in the literature. By employing the extended stressor-detachment model, we investigated the mediating role of psychological detachment and the moderating role of coping humor. We used a self-report questionnaire and a time-lagged research design to assess employees' workplace ostracism, coping humor, psychological detachment, and sleep quality. A total of 403 valid questionnaires were obtained from participants in full-time employment in China. As predicted, the results showed that workplace ostracism is negatively associated with psychological detachment, which in turn, impairs sleep quality. We further found that high levels of coping humor buffer the negative effect of workplace ostracism on psychological detachment and sleep quality. In addition, the moderation effect of coping humor on the relationship between workplace ostracism and sleep quality is mediated by psychological detachment. Finally, based upon the results, we discuss the theoretical implications, provide practical proposals for managers and policymakers, and make suggestions for the direction of further research.