This article presents a study of the curvilinear role of psychological resources during goal striving through an interactive model linking work goal progress to a valued resource. Specifically, we explore the nonlinear relationship of grit with work goal progress. Additionally, we test the moderating role of perceived organizational support (POS) for this relationship. We hypothesized that an employee’s goal pursuit is not merely contingent on the excessive availability of the selected resources but instead might be an outcome of interaction between personal resources and the environment. Our sample comprises 293 university professors working in the United States who completed questionnaires at two time points. The study findings confirm the curvilinear role of grit in predicting work goal progress. Furthermore, the moderating role of POS on the nonlinear relationship between grit and work goal progress is confirmed to be significant. We discuss the theoretical implications for industry concerning performance and self‐regulation based on our findings.

In the present study, we examine the reciprocal relationship between employees' perceptions of workplace incivility and their deviant silence. We also explore the moderating role of moral attentiveness on the relationship between workplace incivility and deviant silence. Utilizing threewaves of longitudinal data from 297 full-time employees working in different industrial sectors in the United States, we find support for the reciprocal model as the best fit to the data, thus validating relationships over time between our study variables. Taken together, our results suggest that workplace incivility at T1/T2 significantly predicted deviant silence at T2/T3. The results also reveal that deviant silence at T1/T2 significantly predicted workplace incivility at T2/T3. Importantly, we found that reflective but not perceptual moral attentiveness significantly reduced the negative influence of workplace incivility on deviant silence in subsequent time periods.

BACKGROUND: The current work describes the relationship between workplace incivility and counterproductive work behaviours as moderated by religious-inspired ethics. Drawing from conservation of resources theory, we consider workplace incivility a type of workplace stressor draining the cognitive and psychological resources of employees that make them effective and productive. We posit that individuals’ religious beliefs and work ethics based on these beliefs provide resources to employees to counter, balance, or offset the loss of productive psychological resources. OBJECTIVE: We investigate the buffering effects of Islamic work ethics on the relationship between workplace incivility and counterproductive work behaviours. METHODS: The sample includes 251 employees working in the healthcare sector in Pakistan. Hierarchical moderated multiple regression analysis was used to explore the relationships between workplace incivility, counterproductive work behaviours and Islamic work ethics. RESULTS: Our study results show that workplace incivility positively covaries with counterproductive work behaviours. However, Islamic work ethics negatively moderate this relationship. CONCLUSION: Theoretically, this study contributes by examining religious beliefs (Islamic work ethics) as a key resource that moderates the relationship between workplace incivility and counterproductive work behaviours. Furthermore, evidence regarding the different impacts of incivility on CWB-I and CWB-O in the Pakistani context agrees with the existing literature.

Purpose The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and effort–reward imbalance [ERI]) and work outcomes (job burnout [JBO] and job satisfaction [JS]).Design/methodology/approach Time-lagged data were collected from public sector employees in France and Pakistan. The final samples (France, N = 204; Pakistan, N = 217) were tested using multiple moderating regression.Findings Mindfulness moderates the relationship between work stressors and work outcomes. Mindfulness serves as a personal resource for employees: it mitigates the negative influence that POP and ERI have on JBO and JS.Originality/value This study extends current knowledge on the relationships between work stressors and work outcomes across cultures by testing mindfulness as a valuable personal resource.