Workplace Ostracism and Counterproductive Work Behaviors: The Chain Mediating Role of Anger and Turnover Intention

Influence of meaningfulness of work and leadership characteristics on customer-directed counterproductive work behavior resulting from customer mistreatment

This study explored the impact of customer mistreatment on counterproductive work behavior (CWB) and the moderating role of supervisor responses (self-sacrificial and self-serving leadership) to clarify why customer-directed CWB occurs and how it can be reduced. A sample of 392 customer-facing employees in the USA completed measures assessing the meaningfulness of work and self-sacrificial and self-serving leadership experiences. The meaningfulness of work moderated the relationship between customer mistreatment and employee anger, and a three-way interaction was found between employee anger and self-sacrificial and self-serving leadership on customer-directed CWB. Implications for managing customer mistreatment and fostering meaningful work to promote employee well-being are discussed.

Workplace ostracism influencing turnover intentions: Moderating roles of perceptions of organizational virtuousness and authentic leadership

Workplace Ostracism is known to be a physically and emotionally painful experience. Even if it has a temporary and minor impact, it strongly predicts employee turnover intentions. Therefore, the purpose of this paper is to examine the moderating effects of perceptions of Organizational Virtuousness (OV) and Authentic Leadership (AL) in explaining the relationship between Workplace Ostracism (WO) and employees' Turnover Intentions (TI). Data were collected from 686 full-time employees using a non-probabilistic convenience sampling in India's Information Technology (IT) companies. The reliability and validity of scales were assessed using confirmatory factor analysis. Multiple hierarchical regression modeling was used to test the proposed hypotheses using IBM SPSS 23.0 with Process Macro 3.5. The present study's findings suggest that workplace ostracism is significantly related to employees' turnover intentions. Furthermore, perceptions of organizational virtuousness and authentic leadership moderated the relationship between workplace ostracism and employee turnover intentions. Employee turnover is a gigantic problem for IT firms in India. The present study offers valuable insights to managers to create awareness of workplace ostracism. Implementing managerial strategies rooted in positive psychology can help organizations create a more inclusive, supportive, and psychologically healthy work environment. This, in turn, can reduce the occurrence of workplace ostracism and turnover intentions.

Work ethics and its relationship with workplace ostracism and counterproductive work behaviours among nurses: a structural equation model

BACKGROUND

The organization's work ethics is the cornerstone to promoting positive nurses' behaviours and overcoming counterproductive ones.

PURPOSE

The current study aims to explore the relationship between work ethics (WEs) and counterproductive work behaviours (CWB) among nurses and testify to the mediating role of workplace ostracism (WO) in this relationship.

METHODS

A descriptive correlational study was conducted in an Egyptian hospital. A convenient sample of staff nurses (N = 369) who agreed to participate in the study answered work ethics, counterproductive work behaviours, and workplace ostracism questionnaires, which were proven to be valid and reliable study measures. Descriptive and inferential statistics were applied, and relationships were presented using structural equation modelling.

ETHICAL CONSIDERATIONS

Ethics Committee approval, written informed consent, data privacy and confidentiality, and participants' rights to voluntary participation and withdrawal were maintained.

RESULTS

The majority of nurses (78.5%) perceived a high level of work ethics while majority of nurses reporting low levels of counterproductive work behaviours and workplace ostracism (82.25%, 75.75%), respectively. In addition to the negative correlations, the findings revealed that WEs have a significant negative influence on each of CWB (β - 0.482, p < 0.005) and WO (β - 0.044, p < 0.005). The regression analysis showed that WEs can negatively predict about 15% of the variance in each of CWB and WO. On the other hand, WO has a positive effect on CWB (β 0.035, p < 0.021) and mediates the relationship between WEs and CWB.

DISCUSSION

Ostracism negatively affects the attitudes of nurses, which in turn results in negative behavioural outcomes (i.e., deviant behaviour).

CONCLUSION

It is imperative for the hospital and nurse managers to establish a work environment that fosters support and cultivate work ethics and ethical work climate with the aim of managing negative work behaviours, enhancing nurses' retention and satisfaction, and eventually improving the quality of patient care.

Studying green climate nexus with green work engagement: how are environmental sustainability and personality traits important?

The  purpose of this research was to investigate the complex relationship between workers' green job involvement and factors such as environmental sustainability, personality characteristics, the green climate, environmental views, and values. Survey data from a representative cross-section of workers at a variety of companies were analyzed using structural equation modeling in this study. According to the findings, there is a positive link between environmental sustainability, environmental attitudes and values, and green work engagement (GWE). The research also suggests that participating in green practices at work is a key component of environmental sustainability. It acts as an impetus for green projects, sustainable practices, and the development of a sustainability culture in businesses. In light of the difficulties posed by the green climate nexus, the study highlights the critical need of green work participation in achieving sustainable development objectives. Positive links between character qualities and eco-friendly workplace behavior were also uncovered. As a mediator between environmental sustainability and GWE, a green climate was also uncovered. These results suggest that policies aiming at encouraging green job engagement among workers may succeed if they promote environmental views and values, take personality qualities into account in the hiring process, and encourage a green atmosphere in the workplace. By elucidating the many factors that play a role in shaping eco-friendly workplace practices, this study contributes to our growing body of knowledge on environmental responsibility in the business world. The findings of this research have broad implications for businesses that are committed to fostering a culture of sustainability and environmental responsibility.

Bad apples spoiling the metaphor? How and why self-serving leaders stir up counterproductive behaviors at work

Self-serving leaders satisfy their self-interests at the cost of both employees and organizations, leading to declining organizational competitive advantage and performance. Drawing upon the affective events theory (AET), we constructed and examined a theoretical model of self-serving leadership influencing counterproductive work behavior (CWB), where traditionality plays a significant moderating role through the lens of anger as a mediator. Data were collected in three waves using a survey questionnaire distributed in three industries located in the Southwest district of China. Hierarchical regression analyses were conducted on a sample of 316 employees to test the hypothesized research model. The results showed that self-serving leadership triggers employee anger, which in turn causes CWB. Furthermore, traditionality plays a significant moderating role, in which employees with higher levels of traditionality feel less anger and show less CWB. Overall, research findings have clarified how and why self-serving leadership affects employees' emotions (such as anger) and behavior (such as CWB), bringing new insights into the self-serving leadership and employee behavior literature. Research implications on the management of self-serving leadership, limitations, and future recommendations of research are also discussed.

How and When Perpetrators Reflect on and Respond to Their Workplace Ostracism Behavior: A Moral Cleansing Lens

Purpose

This study investigates the association between the previous workplace ostracism of employees and their subsequent helping behavior by drawing on moral cleansing theory in the Chinese context, exploring the mediating roles of employees' guilt and perceived loss of moral credit and the moderating role of their moral identity symbolization.

Sample and Method

The data were collected from a two-stage time-lagged survey of 284 Chinese employees. Regression analysis and the bootstrapping method are used in this article to examine the theoretical hypotheses.

Results

The results indicate that employees' previous ostracism behaviors positively affected their guilt experience and perceived loss of moral credit. Subsequently, the relationship between employees' workplace ostracism and their helping behavior is mediated by guilt experience and perceived loss of moral credit. Furthermore, moral identity symbolization positively moderated the indirect "workplace ostracism-helping behavior" linkage via guilt and perceived loss of moral credits; in other words, for employees who have a higher degree of moral identity symbolization, the mediating effect is more significant, and vice versa.

Conclusion

This study does not merely clarify the theoretical relationship between perpetrators' workplace ostracism and their helping behavior, which enriches the explanatory logic of related research on workplace ostracism and the cause of helping behavior, but also expand the application scope of moral cleansing theory. Further, we aim practically to bring enlightenment to human resource management reform, corporate culture construction, and positive behavior management.