PurposeThe purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect.Design/methodology/approachThis paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan.FindingsThe data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect.Research limitations/implicationsThe main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings.Practical implicationsThis paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation.Originality/valueThis is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.
PurposeThis paper aims to investigate the influence of supervisor's ethical leadership style on subordinates' green or pro-environmental work behavior in the presence of green human resource management (GHRM) as a mediator and environmental knowledge as a moderator.Design/methodology/approachA questionnaire-based was distributed to 427 supervisor–subordinate dyads working in various Pakistani organizations. Structural equation modeling was used to determine the mechanisms and boundary conditions in the relationship between supervisor's ethical leadership style and subordinates' green behavior.FindingsStructural equation modeling supported a partial mediating role of GHRM in the influence of ethical leadership on green work behavior. Further, the findings revealed that employee's environmental knowledge can magnify the indirect impact of ethical leadership, via GHRM, on green behavior.Research limitations/implicationsCross-sectional survey data are typically associated with common method bias. To counter this bias, we collected data from dual sources, namely, supervisors and their subordinates. The research findings have implications in deepening the understanding of the impact of ethical leadership in improving environmental performance of the organization.Originality/valueThis is the first study that utilizes multi-sourced data to examine the mediating role of GHRM and the moderating role of environmental knowledge in the relationship between ethical leadership and green behavior at work.
PurposeHuman misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.Design/methodology/approachThe study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.FindingsHypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.Research limitations/implicationsA cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.Practical implicationsThis study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.Originality/valueThis study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.
Purpose The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/methodology/approach This study was undertaken via a questionnaire conducted among Malay-Chinese working in banking and insurance sector of Malaysia. Findings PE and OLC were found to influence employee’s citizenship behavior toward their organization and turnover intention. In addition, AC was found to perform the role of mediator between them. Research Limitations/implications The study used self-reported data based on a cross-sectional survey. The study has implications for the managers. Practical Implications OLC and PE were found to influence turnover intention directly and indirectly, providing an avenue of approach for managers to retain its key employees. Originality/value The paper examines the consequences of OLC and PE, neglected variables along with the mediation of AC.
Purpose This study aims to investigate the effects of ethical leadership on employee’s bullying and voice behavior, considering poor working conditions, organizational identification and workload as mediating variables. Design/methodology/approach Questionnaire survey design was used to elicit responses of 564 nurses from hospitals located in various cities of Pakistan. Findings Analysis through structural equation modeling proved that ethical leadership has a positive and significant impact on both organizational identification and voice behavior, but a negative and significant impact on workload, poor working conditions and bullying at the workplace. Furthermore, organizational identification, poor working conditions and workload proved to be partial mediators. Originality/value The study adds value to the limited literature on ethical leadership, bullying and voice behavior in nursing. Additionally, organizational identification, workload and poor working conditions have not previously been examined as mediators.
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