This study examines the impact of emotional exhaustion on faculty role conflict as a source of stress that leads to turnover intention, which is considered to be an undesirable organizational behavior. Drawing on conservation of resources and job-demand theories, the study investigates the moderating effect of workplace relational conflict on the relationships between role conflict among faculty members and both emotional exhaustion and turnover intention. Cross-sectional survey data were collected from 321 faculty members employed in 58 Saudi universities and institutions of higher education. Structural equation modeling revealed that emotional exhaustion mediates the significant positive relationship between faculty members’ role conflict and their turnover intention and that these mediating effects are enhanced by the moderating effect of workplace relational conflict on the significant positive relationship between emotional exhaustion and turnover intention. Unexpectedly, the moderating effect of workplace relational conflict on the relationship between role conflict and emotional exhaustion was not supported by the results. The study concludes by highlighting several theoretical and practical implications and providing suggestions for future research.
Human resource management has continued to evolve over the years given the rapid technological advancements. Human resource information systems (HRIS) and human resource accounting (HRA) are some of the components of strategic human resource management that have experienced tremendous changes. This study examines the complementary relationship between HRA and HRIS. The study's findings help to address the existing gap in literature regarding the link between the two. The study utilizes a qualitative descriptive research design in which a sample of 17 participants is included. Data is collected using a structured self-administered questionnaire and analyzed through thematic analysis. The study found that HRIS applications and tools support HRA activities whereas HRA activities ensure HRIS generates complete and accurate information regarding an organization's human resource. Insights obtained from the study findings can be used to promote better integration of HRA into HRIS tools and applications.
The fast-changing landscape of organizations is driving a move toward environmental performance. Higher education now prioritizes sustainability. This study examines the moderating role of environmentally specific servant leadership (ESSL) from the resource-based view (RBV) and conservation of resources (COR) theories to understand how green human resource management (GHRM) practices affect environmental performance and competitive advantage in Saudi Arabian higher education institutions (HEIs). This study introduces an innovative variable’s structure that has never been implemented in Saudi Arabian higher education. A random sampling method was used to survey 408 faculty and non-faculty members from 58 Saudi higher education institutions. Two direct and one interaction PLS-SEM models tested the framework and associated hypotheses using AMOS and SPSS. Significant and positive relationships are demonstrated among GHRM, environmental performance, and competitive advantage. Furthermore, ESSL had a significant positive effect on the relationship between GHRM and environmental performance, whereas there was a significant negative relationship between GHRM and competitive advantage. Both theoretical and practical implications, as well as various suggestions for future research, are provided.
Family and work are fundamental aspects of life, and an individual must find a balance between both. Prioritizing one over the other can cause distress in one’s life. Every individual plays an important role in their work and non-work/personal life with the aim of fulfilling their needs, but it’s not always easy to find a balance, which may cause a conflict. The reasons behind this conflict vary according to different professional constraints such as working hours, work environment, nature of job, and interpersonal relations. Non-work and personal factors such as: marital status, number of children, home environment, age, gender, and location may also contribute. This paper aims to study the importance of work-life balance in reducing role conflict among academic staff in the Middle Eastern region.
This research examines the path of the employees' Organizational Citizenship Behavior (OCBO) enactment to their Counterproductive Work Behavior (CWBO) acts through moral credentials and moral credits as conceptualized by the moral licensing theory under the moderating role of collective identity orientation (CIO). Data were collected from 336 Saudi employees and then were analyzed following the moderated mediation research design proposed by Hayes' PROCESS macro models through SPSS and AMOS software. The results revealed that moral credits and moral credentials mediate the significant negative relationship between OCBO and CWBO. Still, it was found that only moral credentials caused a significant negative indirect impact on their relationship. In addition, CIO was a significant moderator between OCBO and both moral credentials and moral credits. The present research findings contribute to the literature by expanding the understating of how enactment of ethical and productive pro-organizational behaviors could activate the employees' psychological and moral justification for performing unethical counterproductive behaviors in the workplace context. The study formulates advice for HR practitioners and managers and discusses implications for future research and theory.
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