Cost of Serving Others: A Moderated Mediation Model of OCB, Ego Depletion, and Service Sabotage

Li, Hongbo; Waqas, Muhammad; Tariq, Hussain; Yahya, Farzan; Marfoh, Joseph; Ali, Ahsan; Ali, Syed Muhammad

doi:10.3389/fpsyg.2021.595995

Cited by 7 publications

(7 citation statements)

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“…To test the study hypotheses, we used the SPSS PROCESS macro developed by Preacher and Hayes (2004) to conduct data analysis, as shown in (e.g., Eissa and Lester, 2017 ; Hongbo et al, 2020 , 2021 ). Preacher and Hayes (2004) described a set of investigations that we used to develop formal mediation, moderation, and moderated-mediation hypotheses.…”

Section: Analysis Of Resultsmentioning

confidence: 99%

“…Besides, we followed the work of Hongbo et al (2021) ; and Shillamkwese et al, (2020) to plot the first-stage moderating effect of Moral identity on the relationship between Job insecurity and Moral disengagement. By doing so, we found that the association between Job insecurity and Moral disengagement is stronger when Moral identity is low ( β = 0.601, t = 9.740, p < 0.0001) and weaker when Moral identity is high ( β = 0.335, t = 6.156, p < 0.0001).…”

Section: Analysis Of Resultsmentioning

confidence: 99%

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Unrevealing the Hidden Effects of Job Insecurity: A Moderated-Mediation Model of Moral Disengagement and Moral Identity

Zhang

Waqas²,

Yahya³

et al. 2022

Front. Psychol.

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Moral disengagement is an intensely negative reaction that triggers unethical behavior in the workplace. By integrating the conservation of resources and moral disengagement theories, the current research examined how moral disengagement can explain the mechanism through which job insecurity results in adverse consequences. Furthermore, moral identity was theorized to moderate the hypothesized relationships. The theoretical model was tested by using time-lagged multisource data collected from 425 Chinese employees and their respective supervisors associated with the healthcare sector. The study concluded that job insecurity was positively linked with employees’ moral disengagement, which, in turn, led to coworker undermining behavior. Furthermore, moral identity moderated the relationship between job insecurity, moral disengagement, and coworker undermining such that employees high in moral identity experience less moral disengagement and are less involved in coworker undermining. Theoretical and practical implications along with future research avenues are discussed.

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Section: Analysis Of Resultsmentioning

confidence: 99%

Section: Analysis Of Resultsmentioning

confidence: 99%

Unrevealing the Hidden Effects of Job Insecurity: A Moderated-Mediation Model of Moral Disengagement and Moral Identity

Zhang

Waqas²,

Yahya³

et al. 2022

Front. Psychol.

Self Cite

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“…Many OCB studies have found that it could make a special contribution to the organization and has a significant contribution to the improvement of the quality of the organization's service (Yuan et al, 2020 ). Through the OCB presentation, employees could provide higher quality service that exceed the formal expectation of their organization (Hongbo et al, 2021 ). The main task of NIA is to manage the activities of foreigners in Taiwan, and the management of the entry and exit of Taiwanese and foreign passengers (Elche et al, 2020 ).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

Cho

Kao²

2022

Front. Psychol.

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The objective of this study was to investigate the leadership style of the supervisor to develop the organization's sustainable workplace of and the extra-role behavior of employees (i.e., OCB). An organizational context of the immigration officer is explored by using the data collected from a survey of 453 immigration officers from 26 immigration officer teams in Taiwan. This study has verified the transformational leadership and organizational commitment that they have positive effect on organizational citizenship behavior (OCB) of the immigration officers. Moreover, it showed that the organizational climate has a context effect on organizational commitment and OCB. Furthermore, the results of this study have shown that an aggregated transformational leadership has cross-level interactions on OCB. This study also found that the transformational leadership has strong effect on organizational commitment and OCB. This study adopts a cross-level study taking organizational environmental factors and cross-level interactions as research considerations. Because of the focus on group-level impact, the research methodology can apply the supervisor's leadership style and the organizational climate to measure whether the immigration officers have a high degree of organizational commitment and influence their OCB performance across levels. The organizational commitment of the immigration officers and their individual OCB performance could be improved by converging the organizational context effect of aggregated transformational leadership and organizational climate. This study found that the application of the transformational leadership is extremely helpful for an organization to develop sustainable workplace and extra-role behavior of employees.

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“…The threat of work loss may lead individuals to take steps to protect their resources, and these actions are likely to result in performance decrements (Dong and Chung, 2021;Xia et al, 2020). Research has shown that when perceiving higher levels of work stress, individuals experience more ego depletion and are more sensitive to resource loss, thus tend to adopt a silent defense to avoid further resource loss (Prem et al, 2016;Li et al, 2021). Related studies also indicate that job insecurity reduces employees' perceived self-employability (Ugwu et al, 2021) and make individuals to lose rational self-control, thus commit deviant behaviors, such as lying and egoistic behaviors (Xu et al, 2012;Kazén and Kuhl, 2020).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

The effect of job insecurity on employee silence: test an interactive model

Liu

2022

CMS

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PurposeThe purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation.Design/methodology/approachThis study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis.FindingsJob insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion.Practical implicationsThe study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors.Originality/valueThis empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds.

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Cost of Serving Others: A Moderated Mediation Model of OCB, Ego Depletion, and Service Sabotage

Cited by 7 publications

References 78 publications

Unrevealing the Hidden Effects of Job Insecurity: A Moderated-Mediation Model of Moral Disengagement and Moral Identity

Unrevealing the Hidden Effects of Job Insecurity: A Moderated-Mediation Model of Moral Disengagement and Moral Identity

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

The effect of job insecurity on employee silence: test an interactive model

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