Organizational effectiveness is contingent upon employees' contributions; however, the role of employee voice behavior as a critical component of employees' contribution to the organization has not been sufficiently acknowledged. Based on proactive behavior theory, we present a model to investigate employee voice behavior as an underlying mechanism in the relationship between supervisor delegation and perceived workplace inclusion. Using the SEM (structural equation modeling) method, we test our model's hypotheses with data from 271 employee-supervisor questionnaires administered in state-owned enterprises in the telecommunications industry. The results show that supervisor delegation is positively related to employees' promotive and prohibitive voice behavior. Promotive voice significantly influences perceived workplace inclusion, but prohibitive voice behavior was not found to have any impact on perceived workplace inclusion. Moreover, both dimensions of voice behavior, i.e., promotive and prohibitive voice behavior, significantly mediate the relationship between supervisor delegation and perceived workplace inclusion.
The corona virus disease (Covid-19) has significantly affected the social, physical, and psychological health of workers, specifically the nurses working in the healthcare sectors. Studies have been conducted on the impact of Covid-19 on employees' well-being, organizational structure, and job design; however, limited studies have been conducted focusing on the impact of leadership on employee's well-being during the Covid-19 pandemic. Drawing on job demands resources model and social exchange theory, we examined the impact of supportive leadership on employees' physical, social, and psychological well-being during the Covid-19 pandemic. In addition, we examined the mediating role of psychological capital in examining the relationship between supportive leadership and employees' physical, social, and psychological well-being. Based on three wave time-lagged design, the data were collected from 214 nurses' linear regression analysis and Hayes Process for mediation to test the proposed hypothesis. As hypothesized, supportive leadership predicted employees' physical, social, and psychological well-being. In addition, psychological capital mediated the relationship between supportive leadership and employees' physical, social, and psychological well-being. Implications for research, theory, and practice are discussed.
Purpose Thriving at work can affect eustress and distress differently, so the main purpose of this study is to determine the impact of thriving at work on stress and to extend the existing literature on stress by examining the mediating mechanism of career growth, which is one of the functions of human resource development, in the relationship between thriving at work and stress. Person environment fit theory is used to explain the framework. Design/methodology/approach Data were collected from 179 employees of the hospitality sector of Pakistan to assess the impact of thriving at work on eustress and distress through the mediation of career growth. Structural equation modeling was used to test the hypotheses. Findings Results revealed thriving at work is positively related to eustress whereas it is negatively related to distress, and there is a positive association between thriving and career growth. Furthermore, career growth appeared as an effective explanatory mechanism for relationships between thriving at work and stress. Implications for managers are also discussed. Originality/value This study encompasses both positive and negative stressors. There are lots of studies available that examine thriving at work and stress, but the present study aims to examine the impact of thriving on both aspects of stress in the presence of career growth as the mediator in the hospitality sector of Pakistan. It also opens new avenues for research on P-E fit theory to gain benefit from the eustress of employees.
PurposePromotive and prohibitive voice behavior is essential for effective team performance and organizational sustainability. However, the existing literature is limited on the role of team voice in predicting employee voice behavior. The authors proposed that team members' voices serve as a cue for engagement in felt obligation for constructive change, which sets the path for employees' engagement in promotive and prohibitive voice behavior. This study further proposed that supervisor expectation for voice may alter the relationship between team voice and felt obligation for constructive change of employees. The authors' proposed model is based on social information processing theory.Design/methodology/approachThe data were collected from 313 telecommunication sector employees and the companies supervisors through a multi-source time-lagged design. Linear regression analysis and the Preacher and Hayes Process for mediation and moderation were used to test the proposed hypothesis.FindingsThe results support the direct effect of team voice on promotive and prohibitive voice behavior, and the indirect effect of team voice on promotive voice behavior through the mediation of felt obligation for constructive change was also supported. However, mediation of felt obligation for constructive change between team voice and prohibitive voice behavior was not supported. The results also support the moderation of supervisor expectation for voice between team voice and felt obligation for constructive change.Originality/valueFindings of the study may help organizational practitioners and managers about the value of promotive and prohibitive voice behavior for better team functioning through team voice. The study also highlights the importance of supervisor expectations for voice to strengthen the association between team voice and felt obligation for constructive change among employees. Both dimensions of voice behavior, i.e. promotive and prohibitive voice, are crucial for improved organizational functioning and preventing the organization from harm and loss. Organizations should create environments high on voice behavior to remain competitive and meet the challenges of dynamic business environments.
Even though growing importance has been given to work-family conflict and deviant workplace behavior, the link between employees’ feelings of work-family conflict and deviant workplace behavior is still missing. To explain this mechanism the study examines sequential mediation through stress and burnout.It’sa time lag study; data were collected through self- reported questionnaires. For a sample of 147nurses at government hospitals in Pakistan structural equation modeling was conducted.The results revealed strong support for the hypothesized relationships. The findings indicate work-family conflict indirectly but positively associated with deviant workplace behavior, sequentially mediated first through stress and then burnout.The study connects the dots, four main workplace attitudes as variables of action, reaction, outcome, and consequence,and figures out how this mechanism works and WFC leads to burnout.Limitations of the study along with the future research directions are also discussed.
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