Have You Heard That—“GOSSIP”? Gossip Spreads Rapidly and Influences Broadly

Abstract

This study examines the impact of negative workplace gossip (NWG) on employee political acts (PA) and the role of ego depletion (ED) as a mediator. We also examined the indirect impact of NWG on PA through ED controlled by emotional intelligence (EI). A three-wave time-lagged study (paper-pencil based) was performed with 277 employees from various private organisations in Islamabad, Pakistan. The current data were gathered in three phases to reduce common method bias. Study results indicate that NWG positively affects employees’ PA. The authors also found ED as a potential mediator in the association between NWG and PA. In addition, the results also indicate the indirect effect of NWG on targets’ PA via ED is reduced by targets’ EI, with the result that this connection is weak when targets’ EI is high. Because this research is limited to a single region of Pakistan, particularly Islamabad, its findings cannot be comprehensive. Future studies should use a larger sample size to accomplish the same study. Future studies may include more organisations (that is, Public) to conduct a comparative analysis of the public and private sectors. This article, based on the affective events theory (AET), argues that EI should be utilised to mitigate the effects of NWG. Along with our significant and relevant theoretical contributions, we provide novel insights into the body of knowledge on how managers may prevent or minimise such PA. The current study results support all direct and indirect hypothesised connections, with important implications for theory and practice. A review of the existing literature indicates that EI may be associated with a reduction in employees’ ED; however, EI has not been used as a moderator in mitigating the influence of NWG, ED, and PA in the past.

Contribution of Technical and Vocational Education in Human Resource Development of Urban Areas: A Case of Islamabad City

“…The 􀅫indings shows that majority of the respondents belonged to those skilled persons who were agreed with private organizations taking an interest in conducting vocational training courses. Previous research also 􀅫inds similar 􀅫indings (Ullah et al, 2021;Moodie, 2002). The 􀅫indings of the study also observed that the majority of respondents were agreed that their institutes are providing skills according to international standards.…”

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“…As previously stated, this illustrates that, when serious wrongdoings occur frequently, it increases the likelihood that whistleblowers will own up to and disclose wrongdoings on their own [22,27,40]. When the wrongdoing is substantial, a whistleblower is more likely to take action [58]. In addition, a wrongdoing's seriousness is linked to the intensity of inescapable repercussions, and this influences people's ethical decision-making [30].…”

“…The whistleblower first evaluates the depth of the wrongdoing before whistleblowing. This activity is performed to judge the seriousness and course of action to be completed before it causes harm to the organization or employee [6,29,38,57,58]. With respect to perceived seriousness of wrongdoing, [36] states that an increase in the seriousness of wrongdoing will likely stimulate and impact a whistleblower's intent to come forward with their information.…”

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