The role of nursing leadership in promoting psychological well-being of nurses cannot be denied (Adams, Chamberlain, & Giles, 2019;

Social media plays a significant role in modern life, but excessive use of it during the COVID-19 pandemic has become a source of concern. Supported by the conservation of resources theory, the current study extends the literature on problematic social media usage during COVID-19 by investigating its association with emotional and mental health outcomes. In a moderated mediation model, this study proposes that problematic social media use by workers during COVID-19 is linked to fear of COVID-19, which is further associated with depression. The current study tested trait mindfulness as an important personal resource that may be associated with reduced fear of COVID-19 despite problematic social media use. The study collected temporally separate data to avoid common method bias. Pakistani employees (N = 267) working in different organizations completed a series of survey questionnaires. The results supported the moderated mediation model, showing that problematic social media use during the current pandemic is linked to fear of COVID-19 and depression among employees. Furthermore, trait mindfulness was found to be an important buffer, reducing the negative indirect association between problematic social media use and depression through fear of COVID-19. These results offer implications for practitioners. The limitations of this study and future research directions are also discussed.

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The current study is done to explore the relationship between job security, organizational justice and organizational productivity with the mediating role of job satisfaction. The organizational productivity of Pakistani organization is decreasing despite adopting various strategies. There was a need to pinpoint the cause of this problem. This study revealed the fact that lack of job security and organizational justice as well as job satisfaction can be a cause of decrease in organization productivity. The result of this research suggests offering job security to the employees. In addition, measures should be taken to increase employees' job satisfaction as these factors will directly lead to an increase in organizational productivity.

The present study expands the literature on bullying by unveiling why and when bullying might produce positive outcomes. Employing the cognitive appraisal theory of stress and coping, we hypothesize eustress as an important mechanism through which bullying might enhance the victim's job performance, career success, and creativity. Moreover, we hypothesized psychological capital as a moderator in the workplace bullying-eustress relationship. We collected temporally segregated field data at three time intervals with a time lag of 2-3 weeks from matched data of employees and their fellow peers (n = 321) belonging to the service sector of Pakistan. Utilizing PROCESS macro, the results substantiated our hypothesized moderated mediation model, in that workplace bullying led to higher performance, career success and employee creativity through the mechanism of eustress and this indirect effect was stronger for individuals who possessed higher psychological capital. Our study opens up a new avenue in the workplace bullying literature by emphasizing the different side of bullying in an eastern cultural context.

The research on the dark side of leadership is still in its infancy. We have contributed to this line of research by proposing that work alienation acts as an underlying mechanism through which aversive leadership results in reduced job performance. We further propose that psychological capital (PsyCap) acts as an important personal resource that reduces the negative effects of aversive leadership in the form of work alienation. The proposed model gets its support from the conversation of resources theory given by Hobfoll (1989) which suggests that stressful situation like an aversive leadership results in the loss of employee resources as a result of that he/she indulges in work alienation and shows poor job performance to retain back the lost resources. People with better personal resources in the form of PsyCap are better able to cope-up with the aversive leader behavior and make them able to avoid work alienation. It is a time-lagged study. The data for the current study was collected from 321 employees working in the service sector organizations, particularly universities, banks and telecom organizations, through personally administered questionnaires. The results supported the mediation and moderation hypothesis. Limitations and future research along with theoretical and practical implications are given at the end.