Fear of COVID‐19, workplace phobia, workplace deviance and perceived organizational support: A moderated mediation model

Alagarsamy, Subburaj; Mehrolia, Sangeeta; Mathew, Jain

doi:10.1002/smi.3289

Cited by 3 publications

(1 citation statement)

References 89 publications

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“…In recent years, work-related stressors have also been put on the management agenda (Alagarsamy et al, 2023;López-González et al, 2022). As another important dimension of working conditions, work stresses were classified as challenging and blocking (Black & Britt, 2023;Rodell & Judge, 2009).…”

Section: Working Conditions Factorsmentioning

confidence: 99%

Capturing and quantifying the aggregate effects of multi‐source factors affecting miners' health and well‐being: Construction of Bayesian belief networks

Zhou,

Sun,

Wang

et al. 2023

Stress and Health

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Factors originating at the organizational, work, and individual levels are closely interrelated and intricately intertwined, affecting health rates. There was limited research on the interdependence and aggregate effects between multi‐source factors and occupational health and well‐being (OHW). It is challenging to achieve management goals. Therefore, considering cross‐level factors and across the “work environment‐stress‐exposure‐OHW” chain, individual vulnerability was considered. A Fuzzy Bayesian Belief Network (FBBN) driven by both domain knowledge and data was constructed to carve out the logic between multi‐source factors and OHW. Workers from four coal mines were surveyed twice in 6 months. 714 valid samples were included in the analysis. The interdependencies among multi‐source factors were identified by the Interpretive Structure Modeling method and the visual probability estimation was achieved based on FBBN. It revealed that the work and the organizational level were the root factors. Eight factors involved in work stress were mainly mediating, and actual exposure and individual vulnerability were direct factors. Pathway interventions and joint interventions were proposed. The prediction ability and scheme feasibility of FBBN were verified. The approach developed allows robust assessments of aggregate effects and obtains multi‐source factor importance. This study provides vital insights and evaluation tools for understanding workplace stress and OHW management.

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Section: Working Conditions Factorsmentioning

confidence: 99%

Capturing and quantifying the aggregate effects of multi‐source factors affecting miners' health and well‐being: Construction of Bayesian belief networks

Zhou,

Sun,

Wang

et al. 2023

Stress and Health

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Employee unethical behavior in organizations: A functionalist perspective

Zoogah,

Agbola,

Matenge

et al. 2023

Africa Journal of Management

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Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

Bizri,

Kertechian

2024

IJOA

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Purpose This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic. Design/methodology/approach Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling. Findings The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance. Research limitations/implications To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures. Originality/value An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

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Fear of COVID‐19, workplace phobia, workplace deviance and perceived organizational support: A moderated mediation model

Cited by 3 publications

References 89 publications

Capturing and quantifying the aggregate effects of multi‐source factors affecting miners' health and well‐being: Construction of Bayesian belief networks

Capturing and quantifying the aggregate effects of multi‐source factors affecting miners' health and well‐being: Construction of Bayesian belief networks

Employee unethical behavior in organizations: A functionalist perspective

Investigating the link between psychological entitlement and workplace deviance: moderations and post hoc analysis

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