When breaking the rule becomes necessary: The impact of leader–member exchange quality on nurses pro‐social rule‐breaking

Irshad, Muhammad; Bartels, Jos; Majeed, Mehwish; Bashir, Sajid

doi:10.1002/nop2.979

Cited by 11 publications

(6 citation statements)

References 119 publications

(193 reference statements)

Supporting

Mentioning

Contrasting

Order By: Relevance

“…All measures were in English as this is the official language of Pakistan and used the medium for conveying the knowledge in schools and universities. Previous studies have also used English for conducting surveys and administering questionnaires ( Um-e-Rubbab and Naqvi, 2020 ; Irshad et al, 2021a ; Majeed et al, 2021 ).…”

Section: Methodsmentioning

confidence: 99%

Impact of Organizational Dehumanization on Employee Knowledge Hiding

et al. 2022

View full text Add to dashboard Cite

Knowledge hiding has become an alarming issue for the organizations. Knowledge hiding is an employee’s intentional attempt to conceal knowledge requested by others at the workplace. Employee knowledge hiding significantly influences an organization’s effective functioning. This research is an attempt to extend previous work on antecedents of knowledge hiding. Drawing on conservation of resources theory, it is proposed that receiving poor treatment by organizations in the form of organizational dehumanization creates psychological distress among employees toward the organization. Distress among workers in turn intervenes the path and increases the likelihood of engaging in knowledge hiding behaviors. An employee’s felt obligation for constructive change (FOCC) may moderate the relationship between organizational dehumanization and employee psychological distress. Data for the current study were collected from 245 employees of the telecommunication sector in three-time lags. The results support the direct and indirect effect of organizational dehumanization on employee knowledge hiding behaviors through the mediation of psychological distress. The results also support the moderation of FOCC between organizational dehumanization and psychological distress. Furthermore, the findings of the study may help organizational practitioners and managers about the value of effective organizational climate and practices for better organizational functioning through knowledge sharing and providing insight into undesirable repercussions of organizational dehumanization. Implications for organizations and practitioners are discussed.

show abstract

Section: Methodsmentioning

confidence: 99%

Impact of Organizational Dehumanization on Employee Knowledge Hiding

et al. 2022

View full text Add to dashboard Cite

show abstract

“…The response rate turned out to be 50.8%. Other time lag studies have also faced the drop out of response rate [46][47][48][49]. One of the significant reasons behind a lower response rate is the tough schedule and workload of the healthcare workers due to a continuous increase in COVID-19 patients.…”

Section: Participants and Proceduresmentioning

confidence: 99%

The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Majeed

Irshad

Bartels

2021

IJERPH

Self Cite

View full text Add to dashboard Cite

COVID-19 has led to a global health emergency worldwide. As a result, healthcare workers undergo distress mainly due to the perceived risk of contracting the virus. Such stress might cause them to leave their jobs. In this context, the current study: (1) introduced the concept of perceived risk of COVID-19 and measured it by adapting and validating an existing scale available on the risk of infectious diseases and (2) investigated its outcomes, underlying mechanisms, and boundary conditions for healthcare workers. With the support of conservation of resources theory, the current study aimed to investigate the association between perceived risk of COVID-19 and turnover intentions among healthcare workers, particularly doctors, nurses, and paramedics staff. This study also aimed to investigate the mediating role of perceived fear of COVID-19 between perceived risk of COVID-19 and turnover intention. The current study also aimed to examine the buffering role that perceptions of hospital measures against COVID-19 could have on diminishing workers’ turnover intentions. Data were collected through a three time-lag email survey of healthcare workers in Pakistan (N = 178) who currently provide treatment to COVID-19 patients. The results supported the hypothesis that perceived risk of COVID-19 enhances fear of COVID-19 among healthcare workers and, consequently, their turnover intentions. Perceptions of hospital measures against COVID-19 weaken the relationship between perceived risk of COVID-19 and fear of COVID-19, which reduces turnover intentions of health care workers. The current study offers implications for theory, practitioners, and society.

show abstract

“…For instance, in a study based on samples from diverse Chinese sectors, Zhu et al (2018) found that PSRB norms mediated the association between ethical leadership and PSRB. Similarly, a study found that organizational identification mediated the association between LMX quality and PSRB (Irshad et al, 2022). In addition, Potipiroon (2022) found that red tape mediated the association between formalization and PSRB.…”

Section: Mediatorsmentioning

confidence: 91%

Prosocial rule-breaking: a systematic literature review

Malik

Mishra

2023

JHTI

View full text Add to dashboard Cite

PurposeThis paper aims to conduct a systematic literature review on prosocial rule-breaking (PSRB) and identify the underlying themes using content analysis.Design/methodology/approachThe current review is based on a portfolio of 37 studies collected from different electronic databases. An extensive literature review is done following a four-step methodology to understand the field comprehensively.FindingsThe present article identified themes in the field of PSRB based on antecedents, consequences, moderators and mediators. Further, the identified themes are classified into individual, job and organizational levels. Through a conceptual framework, how antecedents impact PSRB is shown, which leads to diverse consequences.Practical implicationsThrough this study, the authors attempt to help practitioners understand why PSRB behaviors occur in the workplace. Simultaneously, the authors' work helps managers identify potential strategies to evade the adverse effects of PSRB.Originality/valueTo the best of the authors' knowledge, this study is the first systematic review of PSRB. The review also highlighted the gaps and provided future research directions based on the theory, context, characteristics and methodology (TCCM) framework.

show abstract

When breaking the rule becomes necessary: The impact of leader–member exchange quality on nurses pro‐social rule‐breaking

Cited by 11 publications

References 119 publications

Impact of Organizational Dehumanization on Employee Knowledge Hiding

Impact of Organizational Dehumanization on Employee Knowledge Hiding

The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study

Prosocial rule-breaking: a systematic literature review

Contact Info

Product

Resources

About