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Vinod G, Ambatipudi S. Burnout, stress, and their correlates among bank employees of South India: a cross-sectional study. Ann Occup Environ Med 2024; 36:e22. [PMID: 39233503 PMCID: PMC11407433 DOI: 10.35371/aoem.2024.36.e22] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/22/2024] [Accepted: 07/28/2024] [Indexed: 09/06/2024] Open
Abstract
BACKGROUND The banking sector is one of the job sectors that experience high stress, workload, complex interpersonal relationships, and job burnout as it involves interaction with the public and financial responsibilities, which leads to high burnout and stress. The present study was conducted to assess the prevalence of burnout and stress among bank employees and to find the associated factors. METHODS This cross-sectional survey was conducted among 282 bank employees of Kollam district, Kerala, India. Data was collected using a self-administered questionnaire related to the socio-demographic and professional details. We used the Oldenburg Burnout Inventory (OLBI) to screen for burnout levels. Depression Anxiety Stress Scale (DASS 21) to screen for the levels of depression, anxiety, and stress among study participants. Descriptive statistics were used to summarize the data, and logistic regression was used to identify the factors associated with the levels of burnout and stress. RESULTS Of 282 study participants, moderate to high levels of burnout were observed in 232 participants (82.2%), and 74 participants (26.2%) had mild to extremely severe levels of stress. Daily average working duration showed an association with higher levels of burnout (adjusted odds ratio [ORAdj]: 2.391; 95% confidence interval [CI]: 1.12-5.10) and stress (ORAdj: 3.37; 95% CI: 1.58-7.16). CONCLUSIONS A high prevalence of burnout and stress was observed in the present study. The duration of working hours was associated with both burnout and stress. Therefore, regulating the working hours may help adequately manage stress and burnout, thereby improving the mental health of bank employees.
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Affiliation(s)
- Guruprasad Vinod
- Achutha Menon Centre for Health Science Studies, Sree Chitra Tirunal Institute for Medical Sciences and Technology, Medical College, Thiruvananthapuram, Inida
| | - Srikant Ambatipudi
- Achutha Menon Centre for Health Science Studies, Sree Chitra Tirunal Institute for Medical Sciences and Technology, Medical College, Thiruvananthapuram, Inida
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Zhang C, Irfan M, Iqbal Sial J. Effect of Workplace Harassment on Organizational Cynicism with the Mediation of Perceived Incivility and the Moderating Role of Perceived Organizational Obstruction. Heliyon 2024; 10:e32742. [PMID: 39183841 PMCID: PMC11341337 DOI: 10.1016/j.heliyon.2024.e32742] [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: 05/10/2023] [Revised: 05/24/2024] [Accepted: 06/07/2024] [Indexed: 08/27/2024] Open
Abstract
Workplace harassment is the most disliked behavior; it is about entering others' private space. It has dangerous consequences if the organizations do not control it. Perceived Incivility is a low-intensity deviant behavior that tends to apply damaging behavior; it may cause a wide range of mistreatment. This study investigates the effect of workplace harassment on organizational Cynicism in Pakistan, with the mediation of perceived Incivility and the moderating role of perceived organizational obstruction. Based on a sample of research students from various fields and institution types, the analysis supports the hypothesis that workplace harassment is positively related to perceived Incivility and organizational Cynicism. Furthermore, perceived Incivility is positively related to organizational cynicism and may mediate the relationship between workplace harassment and organizational cynicism. However, contrary to expectations, perceived organizational obstruction appears to weaken rather than strengthen the relationship between perceived Incivility and organizational cynicism. The findings have important implications for understanding the complex interplay between workplace harassment, Incivility, organizational obstruction, and Cynicism and for developing interventions to mitigate the negative impact of harassment on employees and organizations.
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Affiliation(s)
- Chang Zhang
- Shijiazhuang Posts and Telecommunications Technical College, Hebei Province, 050021, China
| | - Muhammad Irfan
- Institute of Banking and Finance, Bahauddin Zakariya University, Multan, Pakistan
| | - Junaid Iqbal Sial
- Institute of Banking and Finance, Bahauddin Zakariya University, Multan, Pakistan
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Alshahrani ST, Iqbal K. How does green human resource management foster employees' environmental commitment: A sequential mediation analysis. Heliyon 2024; 10:e33202. [PMID: 39022072 PMCID: PMC11252740 DOI: 10.1016/j.heliyon.2024.e33202] [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: 05/10/2023] [Revised: 05/18/2024] [Accepted: 06/17/2024] [Indexed: 07/20/2024] Open
Abstract
Drawing on the social identity theory, this study aims to examine the impact of organizational pride and organizational identification as sequential mediators in the association between green HRM and employee environmental commitment. The study extended prior research by incorporating the sequential mediators of organizational pride and organizational identification. The researchers gathered data from 267 employees of telecommunications companies in Pakistan. They used Smart PLS software version 3.0 to carry out partial least squares structural equation modeling to verify the hypotheses. The results indicate that green HRM leads to organizational pride, which, in turn, leads to increased organizational identification and, consequently, enhances environmental commitment. The findings hold significant value to practitioners and HR managers striving to develop HR practices that support sustainability, contribute to a culture of environmental responsibility, and lead to positive green outcomes for employees.
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Affiliation(s)
| | - Kamran Iqbal
- Capital University of Science and Technology, Islamabad, Pakistan
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Kim SM, Jo SJ. An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange. Psychol Rep 2024; 127:957-993. [PMID: 36154339 DOI: 10.1177/00332941221129135] [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] [Indexed: 11/17/2022]
Abstract
Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.
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Affiliation(s)
- Su Min Kim
- Gachon University, Seongnam, Republic of Korea
| | - Sung Jun Jo
- Gachon University, Seongnam, Republic of Korea
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Durrah O, Alalyani WR, Allil K, Al Shehab A, Al Rawas S, Hubais A, Hannawi S. The Price of silence, isolation, and cynicism: The impact on occupational frustration. Heliyon 2023; 9:e22278. [PMID: 38027713 PMCID: PMC10679494 DOI: 10.1016/j.heliyon.2023.e22278] [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: 04/20/2023] [Revised: 10/11/2023] [Accepted: 11/08/2023] [Indexed: 12/01/2023] Open
Abstract
In today's competitive business landscape, organisational dynamics like silence, isolation, and cynicism deeply influence employee well-being. Understanding these is vital in the private sector for a productive and harmonious workplace. This study examined the impact of organisational silence (OS), organisational isolation (OI), and organisational cynicism (OC) on occupational frustration (OF) among private sector employees in Oman. A survey was conducted, and the collected data were analysed using structural equation modelling (SEM) with SmartPLS software. The final sample size included 390 participants. The results indicated that OI and OC were significant predictors of, while OS did not show a significant impact. The findings suggest that decreasing OI and OC in the workplace can contribute to a decrease in OF among employees. The study provides recommendations for organizations to improve their policies and work practices to alleviate occupational frustration among their employees. This research highlights the importance of addressing organisational factors to enhance employee well-being and job satisfaction in the workplace.
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Affiliation(s)
- Omar Durrah
- Management Department, College of Commerce and Business Administration, Dhofar University, Oman
| | | | - Kamaal Allil
- Marketing & Entrepreneurship Department, College of Commerce and Business Administration, Dhofar University, Oman
| | - Ayman Al Shehab
- Department of Business Administration and Electronic Business, University of Buraimi, Oman
| | - Shooq Al Rawas
- College of Commerce and Business Administration, Dhofar University, Oman
| | - Ali Hubais
- University of Technology and Applied Sciences, Oman
| | - Souzan Hannawi
- Tasees Institute, Oman Education and Training Investments, Sohar University, Sohar, Oman
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Kakar AS, Kruger N, Durrani DK, Khan MA, Meyer N. Work-life balance practices and organizational cynicism: The mediating role of person-job fit. Front Psychol 2022; 13:979666. [PMID: 36186307 PMCID: PMC9518677 DOI: 10.3389/fpsyg.2022.979666] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/27/2022] [Accepted: 08/05/2022] [Indexed: 11/23/2022] Open
Abstract
This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.
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Affiliation(s)
- Abdul Samad Kakar
- Department of Management Sciences, University of Loralai, Loralai, Pakistan
- *Correspondence: Abdul Samad Kakar,
| | - Niel Kruger
- DHET-NRF SARChI Entrepreneurship Education, University of Johannesburg, Johannesburg, South Africa
| | | | - Muhammad Asif Khan
- Department of Commerce, Faculty of Management Sciences, University of Kotli Azad Jammu and Kashmir, Kotli, Pakistan
- Department of Business Management, University of Johannesburg, Johannesburg, South Africa
| | - Natanya Meyer
- DHET-NRF SARChI Entrepreneurship Education, University of Johannesburg, Johannesburg, South Africa
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Ismail HN, Kertechian KS, Blaique L. Visionary leadership, organizational trust, organizational pride, and organizational citizenship behaviour: a sequential mediation model. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2022. [DOI: 10.1080/13678868.2022.2108993] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/15/2022]
Affiliation(s)
| | - Kevin Sevag Kertechian
- Organization, Management and Human Resources, ESSCA - School of Management, Angers, France
| | - Lama Blaique
- Department of Management, University of Balamand Dubai, Dubai, UAE
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Sabar, Sukoco BM, Snell RS, Susanto E, Teofilus, Widianto S, Nasution RA, Fauzi AM. The role of cynicism in follower championing behavior: the moderating effect of empowering leadership. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2022. [DOI: 10.1108/lodj-09-2021-0424] [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
PurposeThis study investigates how, in the context of organizational change initiatives, the adoption of empowering leadership can foster positive social exchange relationships between leaders and subordinates, in turn, neutralizing cynicism about organizational change (CAOC) and allowing follower championing behavior (FCB) to emerge.Design/methodology/approachThe authors analyzed data from 908 faculty members from 11 top-rated public universities in Indonesia. The data used in this research are multisource, so the data processing steps are rwg and ICC tests, data quality testing, and hypothesis testing.FindingsThe authors found that CAOC among these members had a negative effect on their FCB, but this negative effect was buffered by the presence of empowering leadership.Research limitations/implicationsThe authors' research captures perceptions at one point in time. Future research could adopt a longitudinal approach to simulate empowering leadership stimuli and investigate the impacts of FCB.Practical implicationsThis study contributes to Indonesian business management, which exhibits a culture of high power distance. The findings suggest that managers should improve managers' interpersonal communication with subordinates and consider managers' feelings toward change in the organization so that managers' subordinates will provide feedback in the form of decreasing cynicism and will exhibit FCB.Originality/valueThis study contributes to the understanding of why CAOC may not be expressed explicitly in Asian countries due to Asian collectivist and high power-distance values that discourage subordinates from voicing their disagreement with change initiatives.
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Organisational Climate, Diversity Climate and Job Dissatisfaction: A Multi-Group Analysis of High and Low Cynicism. SUSTAINABILITY 2022. [DOI: 10.3390/su14084458] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Existing literature reported a shared awareness about the effects of the organisational climate (OC). The promotion of a positive OC, and a supportive and fair diversity climate, affected the workforce’s behaviour, especially performance and satisfaction. Scholars stated that the way employees respond to dissatisfaction could be explained through the EVLN (Exit, Voice, Loyalty, Neglect) model. Two main aims were examined in our study: investigating the role of diversity climate in the mediation between the OC and all the dissatisfaction outcomes; and analysing the moderating effect that cynicism could have in this assumed model. Seven-hundred and twenty-one participants were enrolled to participate in this study. A structural equation model and multigroup analyses were used to test the hypotheses. Results showed that the diversity climate mediated the effect of OC on outcomes variables, both in negative and positive terms. Consistent with the literature, fairness and inclusion emerged as central in the impact that organisational policies could have on employees’ Loyalty and desire of Exit and Neglect. Moderation results indicated that high cynicism facilitated employees’ perception of exclusion and fairness towards their organisation, while low levels promoted Loyalty. Thus, the OC aimed at implementing a tolerance and sustainability culture is a core predictor variable.
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Avotra AARN, Chengang Y, Wei X, Ming J, Marcelline TRS. Struggling With Business Corporate Cynical Impression? Powerful Methods of CSR to Enhance Corporate Image and Consumer Purchase Intention. Front Public Health 2021; 9:726727. [PMID: 34540793 PMCID: PMC8446375 DOI: 10.3389/fpubh.2021.726727] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/17/2021] [Accepted: 08/02/2021] [Indexed: 11/13/2022] Open
Abstract
This study focuses on the perception of Chinese students about the image of the company and their purchase intention if the organization has a business cynical impression in the minds of its targeted customers. The study proposed three different types of corporate social responsibility (CSR) to cope up with the organizational cynical impression. These types are Economic and Legal CSR, Philanthropic CSR, and Ethical CSR. The main objective of this study is to determine which CSR type is better to reduce the corporate cynical impression on corporate image and the purchase intentions of consumers. In the study design, the bootstrap approach and AMOS 24 were employed to deal with mediation. The researchers recruited 500 individuals from different educational institutions in China using a simple random selection process. The outcomes of this study indicated that all three types of CSR are successful in mitigating the detrimental effects of corporate cynicism on the image of a firm and the purchase intentions of consumers. A more effective technique of boosting the corporate image of a company and purchase intention of a consumer is via charitable CSR, which may help restore the image of a company and the purchase intention of a consumer that has been affected by corporate cynicism among its target customers.
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Affiliation(s)
| | - Ye Chengang
- Business School, University of International Business and Economics, Business School, Beijing, China
| | - Xu Wei
- Business School, University of International Business and Economics, Business School, Beijing, China
| | - Jiang Ming
- Business School, University of International Business and Economics, Business School, Beijing, China
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The Influence of Despotic Leadership on Counterproductive Work Behavior Among Police Personnel: Role of Emotional Exhaustion and Organizational Cynicism. JOURNAL OF POLICE AND CRIMINAL PSYCHOLOGY 2021. [DOI: 10.1007/s11896-021-09470-x] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/25/2022]
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12
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How to Build Pride in the Workplace? SOCIAL SCIENCES 2021. [DOI: 10.3390/socsci10030104] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
Organizational pride has been proved to benefit organizations by enhancing commitment and reducing turnover cost, encouraging employees to go a step further and consequently increase production and improve performance. Despite the fact that its effects on organizations have been studied, it is still not clear how can organizational pride be created. The aim of this research is to identify the drivers of organizational pride and define strategies that help organizations develop it. Its main contribution is that it performs a comprehensive study on the causes of organizational pride, not focusing only on one or two contributors and not considering organizational pride as an intermediary but as a goal. Using a partial least square path model it was possible to conclude that organizations need to make employees feel appreciated by involving them in the decision making process, and promote the organization’s values so employees can relate to them and maintain honest communications to enhance management credibility.
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