A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

Haider, Sajid; Fatima, Noor; Pablos-Heredero, C. De

doi:10.5093/jwop2020a1

Cited by 32 publications

(47 citation statements)

References 134 publications

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“…Data were collected in three waves to adequately assess the mediation in the longitudinal studies by following the recommendations of Cole and Maxwell (2003). This procedure was used more recently by Haider et al (2020) in their study involving role of job anxiety.…”

Section: Designmentioning

confidence: 99%

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How inclusive leadership paves way for psychological well‐being of employees during trauma and crisis: A three‐wave longitudinal mediation study

Ahmed

Zhao

Faraz

et al. 2020

Journal of Advanced Nursing

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Aims Nurses are at the forefront of public health emergencies facing psychological pressures ensuing from the loss of patients and potential risk of infection while treating the infected. This study examines whether inclusive leadership has a causal relationship with psychological distress and to assess the mediation effect of psychological safety on this relationship in the long run. The hypotheses are developed and interpreted with the help of theoretical underpinnings from job demands resources theory and the theory of shattered assumptions. Design Three‐wave longitudinal study. Methods Questionnaire was used to carry out three waves of data collection from 405 nurses employed at five hospitals in Wuhan during the COVID‐19 outbreak between the months of January–April 2020. Partial least square structural equation modelling (PLS‐SEM) was used to analyze data while controlling for age, gender, education, experience, and working hours. Results Results supported the hypothesized relationships where inclusive leadership indicated significant inverse causal relationship with psychological distress and a positive causal relationship with psychological safety. Mediation effect of psychological safety was found significant, while the model explained 73.9% variance in psychological distress. Conclusion Inclusive leadership, through its positive and supportive characteristics, can pave way for such mechanisms that improve the psychological safety of employees in the long run and curbs psychological distress. Impact This is the first longitudinal study to examine the relationship between inclusive leadership and psychological distress in health care and also examines the mediating mechanism of psychology safety. There is scarcity of empirical research on factors that determine and affect behavioural mechanism of healthcare workers during traumatic events and crisis. Clinical leaders and healthcare policy makers must invest in and promote inclusive and supportive environment characterized with open and accessible leaders at workplace to improve psychological safety; it helps reduce levels of psychological distress.

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Section: Designmentioning

confidence: 99%

“…This procedure was used more recently by Haider et al. (2020) in their study involving role of job anxiety.…”

Section: The Studymentioning

confidence: 99%

How inclusive leadership paves way for psychological well‐being of employees during trauma and crisis: A three‐wave longitudinal mediation study

Ahmed

Zhao

Faraz

et al. 2020

Journal of Advanced Nursing

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“…This autoregressive model was tested by using partial least squares structural equation modeling (PLS-SEM) in SmartPLS software, version 3.2.7 (Ringle et al, 2005). PLS-SEM works with component-based estimation procedures by using iterative algorithms of least squares regressions (Hair et al, 2014;Haider et al, 2020). In light of Hair et al (2017) and Mishra et al (2016), Haider et al (2020 explained that PLS-SEM tests hypotheses "based on resampling method-bootstrapping.…”

Section: Analytical Approachmentioning

confidence: 99%

The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work–Family Conflict Through Coworker Support

Haider

De-Pablos-Heredero

2021

Front. Psychol.

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The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee work–family conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N = 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions.

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“…They know how to use the information they get and their interpersonal skills to influence others’ behaviors and decisions, which can help them reduce role pressure caused by uncertainty when they interact with others [ 38 ]. Facing workplace pressure, they are more confident and calmer than employees with low-level PS [ 39 ]. PS can also reduce the negative spillover of work stress, further reducing employee perceived role conflict [ 40 ].…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

Tang

Miao

Jiang

2020

IJERPH

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Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

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A Three-Wave Longitudinal Study of Moderated Mediation between Perceptions of Politics and Employee Turnover Intentions: The Role of Job Anxiety and Political Skills

Cited by 32 publications

References 134 publications

How inclusive leadership paves way for psychological well‐being of employees during trauma and crisis: A three‐wave longitudinal mediation study

How inclusive leadership paves way for psychological well‐being of employees during trauma and crisis: A three‐wave longitudinal mediation study

The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work–Family Conflict Through Coworker Support

Employee Political Skill, Supervisor-Subordinate Guanxi, and Work-Family Conflict: The Cross-Level Moderating Role of Family-Friendly Practices

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