PurposeBased on the conservation of resources view, the objective of this paper is to examine the relationship between abusive supervision and workplace thriving. Further, this study investigates the underlying mechanisms role of agentic work behaviors (i.e. task focus, heedful relating) and moderating role of employee's core self-evaluations.Design/methodology/approachUsing a time-lag approach, data are collected from 360 full-time employees enrolled in an executive development program in a large university of China. To test the proposed model, data analysis is carried out through Statistical Product and Service Solutions (SPSS) and Analysis of Moment Structures (AMOS).FindingsThe results show that abusive supervision negatively influences workplace thriving. Further, the findings also confirm the mediating role of agentic work behaviors and the moderating role of core self-evaluations between the relationship of abusive supervision and thriving.Practical implicationsBased on study findings, this study draws the attention of managers toward the new deleterious outcomes of abusive supervision. Hence, to nurture a thriving workforce, organizations should keep abusive behaviors under keen observations to minimize their frequent occurrences. Further, it is proposed that hiring employees with higher core self-evaluations can mitigate the injurious effect of abusive supervision.Originality/valueThis is the first attempt to our knowledge to untapped the abusive supervision-thriving relationship via the underlying mechanisms of two agentic work behavior's and core self-evaluations as a moderator enriches the extant body of knowledge and provide valuable insight into the abusive supervision and workplace thriving literature.
This paper aims to examine the role of stakeholder pressure and market orientation in explaining the corporate social responsibility (CSR) commitments and the organizational competitive differentiation of small and medium enterprises. The socioeconomic context, that is, favorable versus unfavorable, was used as a moderator in above links. The results verify the strong influence of stakeholder's pressure on CSR commitments and the influence of stakeholder pressure and market orientation on organizational competitive differentiation. The socioeconomic context confirms to have a significant moderating role in the hypothesized links. In a favorable context, stakeholder pressure turns out to be relevant in explaining CSR commitments and the organizational competitive differentiation, and CSR commitments itself also have a significantly positive effect on organizational competitive differentiation. In an unfavorable context, market orientation provides a significantly positive support to CSR commitments and organizational competitive differentiation.
Using the strain theory of suicide, this study examines how psychological strains influence suicide ideation via the mediating mechanism of the meaning in life. To check the hypothesized model, data were drawn from professional employees ( n=687) across six organizations of various business types to increase the variability of respondent perception and the generalizability of the study findings. The results showed significant correlations among psychological strains, meaning in life, and suicide ideation. Furthermore, this study provides evidence for the mediation effect of meaning in life in the relationship between psychological strain and suicide ideation. Implications and future directions are discussed.
Drawing on the self-determination theory and conservation of resources, our research shed light on the linkage between organizational autonomy support and suicide ideation. Specifically, this study examined whether the negative influence of autonomy support on suicide ideation is mediated via meaning in life, and if employee’s autonomy orientations constitute a boundary condition of this relationship. To test the hypothesized model, data were collected from professional employees ( N = 687) across six organizations of various business sectors. The findings supported our proposed hypotheses and showed that individuals’ meaning in life mediated the linkage between autonomy support and suicide ideation. As suggested, hypothesized relations were moderated by employee’s disposition in such a way that autonomy support influences meaning in life of employees high on autonomy orientation, but not of employees low on autonomy orientation. The study discussed implications and future research avenues.
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