Do Frontline Employees Cope Effectively with Abusive Supervision and Customer Incivility? Testing the Effect of Employee Resilience

Al-Hawari, Mohd Ahmad; Bani‐Melhem, Shaker; Quratulain, Samina

doi:10.1007/s10869-019-09621-2

Cited by 124 publications

(179 citation statements)

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“…Second, we extend the COR theory (Hobfoll, , ) by purporting nurses resilience trait as a personal resource and perceived supervisor support as a social resource that helps to buffer the bullying‐deviant behaviors relationship. By doing so, we respond to recent calls of researchers to include other resources which can diminish the harmful consequences of workplace bullying in the health care industry of Pakistan (Al‐Hawari, Bani‐Melhem, & Quratulain, ; Naseer et al, ; Shoss et al, ). Third, we investigate new mechanisms and boundary conditions of workplace bullying in an eastern cultural context of Pakistan.…”

Section: Discussionmentioning

confidence: 99%

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

2020

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Aim The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's deviant work behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation. Background Although the direct effects of bullying on deviant work were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown. Method Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals. Results Results were consistent with our hypothesized moderated mediation (mod‐med) framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support. Conclusion Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed. Implications for Nursing Management The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.

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Section: Discussionmentioning

confidence: 99%

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

2020

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“…It aligns closely with the idea that collectivist employees feel motivated to react to crises with resource-gaining work efforts to help the organizational collective. But continued research could consider other relevant personal resources, such as resilience ( Al-Hawari et al, 2020 ) or passion for work ( Klaukien et al, 2013 ), that might mitigate the hardships of external crises. Such influences are not limited to personal resources either.…”

Section: Discussionmentioning

confidence: 99%

Taking the Pandemic by Its Horns: Using Work-Related Task Conflict to Transform Perceived Pandemic Threats Into Creativity

Clercq

Pereira

2020

The Journal of Applied Behavioral Science

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This study investigates a pressing topic, related to the connection between employees’ perceptions that the COVID-19 pandemic represents a pertinent threat for their organization on one hand, and their exhibited creativity, a critical behavior through which they can change and improve the organizational status quo, on the other. This connection may depend on their work-related task conflict, or the extent to which they reach out to colleagues to discuss different perspectives on work-related issues, as well as their collectivistic orientation. Data were gathered from employees working in the real estate sector. The results inform organizational practitioners that they should leverage productive task conflict to channel work-related hardships, such as those created by the coronavirus pandemic, into creative work outcomes. This beneficial process may be particularly effective for firms that employ people who embrace collectivistic norms, so they prioritize the well-being of others.

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“…A previous study has also supported the results, where the abusive supervisor confronts a stronger resistance and interpersonal conflicts of subordinates. Ultimately, it results in work and family conflicts (Tepper, 2000;Al Hawari et al, 2020;Williams & Nida, 2011). Hypothesis 2 states that ABS is positively related to OST, which is also supported by the results, as the correlation coefficient for this relationship is (.454**) also indicated by the regression coefficient (β = .455. p < 0.05).…”

Section: Narcissismmentioning

confidence: 99%

Do Narcissists Tend to Reduce Interpersonal Conflicts in Organizations? The Effects of Abusive Supervision on Ostracism and Interpersonal Conflicts

Rasheed¹,

Zaheer

Manzoor³

2021

JEBS

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This study aims to examine the relationship between abusive supervision (ABS) and interpersonal conflicts (IPC) with the mediating role of key variables, ostracism (OST), and moderating role of narcissism (NAR) among the service industry of Pakistan. A convenient sampling technique is used for data collection from employees of public and private commercial banks of Pakistan through a self-administered questionnaire. A total of 650 questionnaires were distributed with a response rate of 38%, as 247 valid responses were received. The findings validated the proposed model with a significant correlation between ABS and OST, provoking IPC in organizations. The mediating role of OST is examined. Full mediation between ABS and IPC is revealed. Moreover, a subordinate’s NAR moderated and weakened the positive relation of ABS and OST and OST and IPC. This study will help employers devise a methodology to minimize IPCs among employees after discovering the reasons for conflicts among them. One reason specified by this theory is ABS. Employers can look upon this study to mitigate conflict in their organization, hampering their strategies to progress. Eventually, this study will contribute to reducing a major threat of the organizations where their manpower is enforced towards burnouts due to the factors discussed here.

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Do Frontline Employees Cope Effectively with Abusive Supervision and Customer Incivility? Testing the Effect of Employee Resilience

Cited by 124 publications

References 100 publications

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support

Taking the Pandemic by Its Horns: Using Work-Related Task Conflict to Transform Perceived Pandemic Threats Into Creativity

Do Narcissists Tend to Reduce Interpersonal Conflicts in Organizations? The Effects of Abusive Supervision on Ostracism and Interpersonal Conflicts

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