Workplace Bullying, Engagement and Employability: Moderating Role of Organization-Based Self-Esteem

Nimmi, P. M.; Jose, Geetha; Vincent, Maria Tresita Paul; John, Anjali

doi:10.1007/s10672-022-09420-7

Cited by 8 publications

(6 citation statements)

References 72 publications

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“…The literature suggests that individuals with low self-esteem possess poorer coping abilities and are less resilient which could make them targets of WB (Li et al, 2020). In an organizational context, employees with higher self-esteem display a stronger sense of performance and may be less receptive of adverse effects compared to those with low self-esteem (Paul & Devi, 2020; PM et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Shafaei,

Nejati,

Omari

et al. 2023

Journal of Leadership & Organizational Studies

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Bullying is an adverse workplace phenomenon that requires serious attention by leaders and managers. Drawing upon Social Identity Theory, Optimal Distinctiveness Theory, and Victim Precipitation Theory, this study investigates how inclusive leadership is associated with workplace bullying (WB). It also examines the mediating role of psychological safety and self-esteem as serial mediators in this relationship. Additionally, the moderating role of embeddedness on the link between inclusive leadership and WB is explored. The study used a two-wave time-lagged survey completed by 226 full-time employees. The survey captured employees’ perceptions about themselves, their work environment, and their line managers. Study hypotheses were tested through structural equation modeling. Study findings revealed that inclusive leadership is negatively related to WB. We also found support for the serial mediation of psychological safety and self-esteem in the link between inclusive leadership and WB. Our study also demonstrates that the negative relationship between inclusive leadership and WB is weaker for employees with high embeddedness, thereby uncovering the less explored dark side of embeddedness.

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Section: Discussionmentioning

confidence: 99%

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Shafaei,

Nejati,

Omari

et al. 2023

Journal of Leadership & Organizational Studies

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“…The current study is anchored upon the COR theory (Hobfoll, 2001) and the WH-R model (ten Brummelhuis and Bakker, 2012). One of the highly discussed theories in career and well-being, COR theory demonstrates how resources are accomplished and replenished in an individual (Hobfoll, 1989;Kirves, 2014;Nimmi et al, 2022aNimmi et al, , 2022b. From a career perspective, COR theory highlights the importance of psychological and physical resources.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

“…From a career perspective, COR theory highlights the importance of psychological and physical resources. Resources that help an individual to grow come from the internal and external environment (ten Brummelhuis and Bakker, 2012;Nimmi et al, 2022aNimmi et al, , 2022b. Those that are developed within individuals such as personal traits and resources that are cultivated in an individual due to external stimuli like attitudes and perceptions belong to internal resources (Nimmi et al, 2022a(Nimmi et al, , 2022b.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

“…Resources that help an individual to grow come from the internal and external environment (ten Brummelhuis and Bakker, 2012;Nimmi et al, 2022aNimmi et al, , 2022b. Those that are developed within individuals such as personal traits and resources that are cultivated in an individual due to external stimuli like attitudes and perceptions belong to internal resources (Nimmi et al, 2022a(Nimmi et al, , 2022b. Social support, organisational support and development opportunities belong to external resources.…”

Section: Conservation Of Resources Theory and Work-home Resources Modelmentioning

confidence: 99%

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Family incivility and workplace bullying: mediating and moderating model of psychological safety, optimism and organization-based self-esteem

Vincent¹,

Nimmi²,

Jose³

et al. 2022

IJCMA

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Purpose This study aims to explore how family incivility is linked to workplace bullying among employees. This study examines the role of psychological safety as an explanatory mechanism linking both. This paper also looks into the moderating roles of optimism between family incivility and psychological safety and organization-based self-esteem (OBSE) between psychological safety and workplace bullying. Design/methodology/approach Drawing from the conservation of resources theory and work home resources model, this study developed various hypotheses. The proposed relationships were tested using responses gathered from 260 teaching faculty across the universities in India. This study used Warp-PLS for data analysis. Findings The findings suggest that psychological safety mediated the relationship between experienced family incivility and workplace bullying. This study also found support for the mediating role of psychological safety. Further, this study has proved that trait optimism and OBSE are boundary conditions influencing the outcomes of family incivility. Practical implications The findings have practical implications for teachers, educational institution leaders and policymakers. This study augments the importance of cultivating optimism and OBSE to combat conflicting situations. Employees who practice optimism on a daily basis are high in psychological safety and when supported with OBSE by the institution, the impact of family incivility and its adverse effects in the workplace is reduced, curbing the instances of workplace bullying. Originality/value To the best of the authors’ knowledge, this is one of the first studies to establish the role of “organizational resource,” OBSE, as a coping mechanism in tackling the adverse effects of family incivility. From a resource perspective, this study is one of the first to look into the enablers and inhibitors of resource creation in an individual while experiencing family incivility.

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“…Cho et al (2006) pointed out that supportive organizational structures in the work environment promote more fabulous fit, which results in positive work outcomes. Typically a healthy association between employee and employer is an essential prerequisite for cultivating organizations' engagement (Nimmi et al, 2022;Devi, 2009). Schneider et al (2021) explain the variations in organizational and employee outcomes in lieu with approaches adopted in the hospitals.…”

Section: Introductionmentioning

confidence: 99%

HRM practices and employee engagement: role of personal resources- a study among nurses

Jose

Nimmi

Kuriakose

2022

IJPPM

Self Cite

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PurposeThe study aims to look into the mechanism by which perceived human resource management (HRM) practices impact nurses' engagement, by specifically looking into the role of psychological availability and psychological safety.Design/methodology/approachA cross-sectional questionnaire survey was conducted among nurses (n = 465). Data were collected from nurses of National Accreditation Board for Hospitals and Healthcare Providers (NABH) accredited hospitals by employing two stage sampling.FindingsResults indicate significant positive association between HRM practices and employee engagement. Role of psychological safety and psychological availability as mediators was also confirmed. The study supported the proposition that HRM practices affected employee engagement through psychological safety and then psychological availability thus approving serial mediation.Originality/valueThis research also contributes to a more comprehensive understanding of the ways to achieve employees' psychological safety, availability, and thus nurse engagement.

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Workplace Bullying, Engagement and Employability: Moderating Role of Organization-Based Self-Esteem

Cited by 8 publications

References 72 publications

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Family incivility and workplace bullying: mediating and moderating model of psychological safety, optimism and organization-based self-esteem

HRM practices and employee engagement: role of personal resources- a study among nurses

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