The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

Karim, Dewan Niamul; Majid, Abdul Halim Abdul; Omar, Khatijah; Aburumman, Omar Jaber

doi:10.1016/j.heliyon.2021.e07280

Cited by 30 publications

(36 citation statements)

References 85 publications

(156 reference statements)

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“…The technique of convenience sampling was used to collect the data. This technique helps easily collect data from an available set of respondents, providing helpful information for answering questions and hypotheses (Karim et al, 2021). It is also the most widely used sampling technique because it is fast, uncomplicated, and inexpensive (Etikan et al, 2016).…”

Section: Sample and Proceduresmentioning

confidence: 99%

The impact of key indicators on the overall performance of Saudi Arabian telecommunication companies

Aldoghan

Aburumman

Omar

et al. 2022

Problems and Perspectives in Management

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Performance management helps organizations to ensure that they are on the right path. Thus, this requires increasing the ability of organizations to understand their own key indicators to manage and measure their performance. The purpose of this study is to determine the key performance indicators used in Saudi Arabian telecommunication companies. Moreover, it examines whether these indicators impact the overall performance of Saudi Arabian telecommunication companies. This study adopted a quantitative method based on a survey questionnaire. Participants were reached through human resources officers in the telecommunication companies. Questionnaires were distributed to 247 employees at middle and top management levels in Saudi Arabian telecommunication companies using a convenience sampling technique. However, 212 responses were returned completely filled with a response rate of 85.8%. This study used statistical software of SPSS and SmartPLS for data analysis. The results revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality are the key indicators used in Saudi Arabian telecommunication companies to measure performance. The results also revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality have an impact on the overall performance of Saudi Arabian telecommunication companies. These indicators can be used to determine the state of organizations, help measure the implementation of strategies, evaluate the organization’s current performance, design strategies for improvement, and evaluate organization’s departments and employees. AcknowledgmentThis paper was supported by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia [GRANT348].

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Section: Sample and Proceduresmentioning

confidence: 99%

The impact of key indicators on the overall performance of Saudi Arabian telecommunication companies

Aldoghan

Aburumman

Omar

et al. 2022

Problems and Perspectives in Management

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“…When evaluating workplace ostracism in connection to negative perceptions of pay secrecy policies, only a few studies directly link the two constructs (e.g., Karim, 2021 ; Karim et al, 2021 ). However, there are logical overlaps when viewing the two through the lens of social comparison theory (Adams, 1963 , 1965 ) because social comparison theory is often used to explain the antecedents of workplace ostracism (e.g., Breidenthal et al, 2020 ; Jones et al, 2009 ; Quade et al, 2019 ; Williams, 1997 ) and is used to explain perceptions of pay transparency/secrecy (e.g., Brown et al, 2007 ; Smith, 2000 ).…”

Section: Literature Reviewmentioning

confidence: 99%

“…With workers likely experiencing both ostracism and cynicism in an environment where there are policies of pay secrecy, there is a need to explore how these perceptions impact the workers. Even though there have only been a few studies exploring the direct relationships of ostracism and perceptions surrounding pay secrecy policies (e.g., Karim, 2021 ; Karim et al, 2021 ), there is a gap in the literature explaining how any construct indirectly impacts the relationship. The current environment likely has workers feeling cynical about the use of pay secrecy policies.…”

Section: Introductionmentioning

confidence: 99%

A Policy of Potential Problems: the Buffering Effects of the Perceptions of Pay Secrecy and Cynicism on Workplace Ostracism

Aplin-Houtz

Sanders

Lane

2022

Employ Respons Rights J

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With the unstable work environment brought about by high levels of turnover and employee burnout, many firms have sought fresh human capital to fill critical roles. The strain of having to complete job duties in an understaffed environment made remaining employees feel as though they are not being paid enough to do more work for the same pay. However, incoming workers required higher wages to match market demands. Owing to the existence of pay secrecy policies having the potential of making existing workers feel ostracized because elements of seniority, loyalty, and distrust of their employers, a cycle of cynicism and deeper senses of ostracism likely are occurring. With the support of the literature surrounding workplace ostracism, pay secrecy policies, and cynicism, we sampled general workers in the United States (n = 372) to determine if cynicism had the potential to further impact the negative relationship of perceptions of pay secrecy policies and workplace ostracism. Our findings suggest cynicism moderates the proposed relationship at average and high levels indicating that cynicism will buffer feelings of ostracism in an environment where there are negative perceptions of pay secrecy. We discuss how our findings add to the literature through being the first study to explore our hypothesized relationship. Furthermore, we add to understanding of how the aging workforce likely is experiencing cynicism and ostracism associated with pay secrecy policies. Beyond discussing our findings, we give suggestions for future research.

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“…Researchers have called these discounted negative behaviors as uncivil behavior and termed it in organizations as workplace incivility ( Aljawarneh and Atan, 2018 ; Akella and Lewis, 2019 ; Alias et al, 2020 ; Chughtai et al, 2020 ; Megeirhi et al, 2020 ; Vasconcelos, 2020 ). However, these behaviors go unnoticed because of low intensity, minimum negative outcome, and ambiguous intentions to harm others ( Arshad and Ismail, 2018 ), and these deleterious behaviors have been ignored in the past that have led to certain outcomes such as team conflict, knowledge hiding, competition, interpersonal distrust, workplace aggression, lack of tolerance ( Taylor and Kluemper, 2012 ; Aljawarneh and Atan, 2018 ; Arshad and Ismail, 2018 ; Strik et al, 2019 ; Issac et al, 2021 ; Karim et al, 2021 ; Sheidae et al, 2021 ).…”

Section: Introductionmentioning

confidence: 99%

Impact of Knowledge Hiding Behaviors on Workplace Invincibility: Mediating Role of Psychological Contract Breach

Wen

Zheng

2022

Front. Psychol.

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In recent years, knowledge hiding has gained much popularity in the knowledge management literature. Apart from that, antecedents and consequences of knowledge hiding are being scrutinized at present. There have been many studies on the triggering forces of knowledge hiding; however, the uncivil behaviors at the workplace have led the organizations and employees in trouble due to its possible associating factors, which is well explained by social influence theory. One such factor that this study has identified is knowledge hiding behavior at the workplace. This is a quantitative cross-sectional study based on a survey. The population taken in this study is the middle and low-level managerial staff of the software houses located in China. The respondents were selected based on convenient random sampling, and a sample size of 287 is used in this study. The data collected were employed with the partial least square structural equation modeling using Smart-PLS 3. The findings of this study show that apart from evasive hiding, playing dumb and rationalized hiding plays a significant role in predicting workplace incivility. In addition, psychological contract breach (PCB) has been taken as the mediating variable. The violation of psychological contracts among employees can indulge them in negative feelings that may convert to workplace incivility at any available opportunity of revenge which is well explained by social influence theory. Workplace incivility cannot be completely eradicated from the organizations; however, it can be controlled by making relevant policies. The civility among the employees can be attained by due managerial interventions and training of the employees considering the protection of victims and due punishment to the perpetrator.

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The mediating effect of interpersonal distrust on the relationship between perceived organizational politics and workplace ostracism in higher education institutions

Cited by 30 publications

References 85 publications

The impact of key indicators on the overall performance of Saudi Arabian telecommunication companies

The impact of key indicators on the overall performance of Saudi Arabian telecommunication companies

A Policy of Potential Problems: the Buffering Effects of the Perceptions of Pay Secrecy and Cynicism on Workplace Ostracism

Impact of Knowledge Hiding Behaviors on Workplace Invincibility: Mediating Role of Psychological Contract Breach

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