The present study investigates the relatively less explored construct organizational cronyism as an antecedent of employees’ ingratiation. Moreover, the role of the relational psychological contract as a mediator between organizational cronyism and ingratiation is also examined. The data were collected from employees working in different ministerial offices, such as the ministry of defense production, human rights, parliamentary affairs, petroleum, and natural resources, in Islamabad, Pakistan. Through a convenience sampling approach, 250 employees provided data for this study. Due to sensitivity and less approachability to these organizations, the convenience sampling technique was used. The data were collected in two waves with 12-week intervals. The results confirm that organizational cronyism is significantly related to the relational psychological contract, which in turn results in employees’ ingratiation. The employees who have close ties with their leaders and enjoy extraordinary favors from their leaders, display more compliance behavior as compared to those employees who have distance from their leaders.
This study intended to provide and test a unique model describing how abusive supervision increases workers’ turnover intentions, with a mediating role of emotional exhaustion and moderating role of self-esteem. We argued that emotional exhaustion exacerbates the association between abusive supervision and turnover intentions of the workers, while self-esteem buffers this relationship, based on the unfolding model of voluntary turnover as an overarching theory. The study design reflected that abusive supervision and turnover intentions are mediated by emotional exhaustion, while the relationship between abusive supervision and emotional exhaustion is further moderated by self-esteem. A well-structured and self-administered questionnaire was used to collect data from 290 respondents. The data were analyzed, and hypotheses were tested using PLS-SEM. The study findings confirmed that there exists a positive and significant link between abusive supervision and turnover intentions through the indirect effect of emotional exhaustion. On the other hand, the findings regarding moderating effect indicates that self-esteem has a significant impact among abusive supervision and emotional exhaustion. This research identified a feasible way for supervisors to grasp how diverse the responses of various workers may be using the unfolding model. These research findings have important academic and practical implications for government representatives, policymakers, and entrepreneurial educational institutes that can use these findings.
Emotions as well as emotional expressions are important for service‐providing organizations specifically banks. Service providers who give front‐line services in banks are required to regulate their emotional display for better service quality and bank image. In doing so, they engage in emotional labor either using surface acting and/or deep acting. Both sorts of acting that require effort consequently may lead to front‐line female service providers getting estranged from their work. In order to explore this imperative relationship, the current study investigated the effect of these emotional labor strategies on job disengagement. Front‐line female service providers were selected as sample and 262 responses were collected. The current study utilized quantitative research design, and data were collected using structured questionnaire in two time lags. The data analysis was carried out using Mplus. The study findings revealed contrary effects regarding the relationship between surface acting and job disengagement determining insignificant relationships. However, the negative connection between deep acting and job disengagement is confirmed. Both theoretical and practical implications of the study are also discussed.
The study aims to empirically test the role of ambidextrous leadership on change‐oriented organizational citizenship behavior through psychological safety (PS). The role of leadership is important in cultivating employee's creative behavior. To test our hypothesized model, we have collected data from the textile industry of Pakistan in which 175 leader‐follower dyads were selected as sample. The data were collected in two‐time lags to avoid social desirability bias. Causal attribution theory was used to test the model and structural equation modeling has been used for data analysis. We have found full mediation of PS in the relationship between ambidextrous leadership and change‐oriented organizational citizenship behavior. Theoretical and managerial implications along with limitations and future direction are discussed.
Preferential treatment is detrimental. Keeping in view this important perspective, this study intends to capture the impact of preferential treatment via favoritism, nepotism, and cronyism on employee commitment in Public Universities of Pakistan. To seek the objectives of the study 400 questionnaires were distributed to employees of different Public Universities. The findings of the study revealed the negative impact of favoritism, nepotism, and cronyism on employees’ commitment. The results of the study confirmed the moderating role of LMX in the relation between favoritism-organizational commitment as well between nepotism-organizational commitment relation whereas, contrary to expectations LMX did not moderate the relation between cronyism and organizational commitment. Practical implications, limitations as well future directions are discussed
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