Job insecurity, work‐induced mental health deprivation, and timely completion of work tasks

Abstract

To unpack the relationship between employees’ job insecurity and their timely completion of work tasks, this study proposes a mediating role of beliefs about work‐induced mental health deprivation and a moderating role of religious faith. Three‐wave survey data from Pakistan‐based workers and supervisors in the banking industry indicate a critical reason that an unstable job situation diminishes the chances that employees finish work activities on time: their convictions that the employer compromises their mental health. Religious faith mitigates this harmful effect, through diminished work‐induced mental health deprivation, such that the impact on work activities is weaker among employees who can draw from their religious beliefs. For human resource managers, this study highlights a salient risk for employees who worry about their future in the organization and make the situation worse by failing to meet deadlines; it also reveals some options to mitigate this risk by leveraging employees’ pertinent personal resources.

The link between interpersonal conflict and knowledge hiding: mediated by relatedness need frustration, moderated by narcissistic rivalry

“…In their comprehensive overview of COR theory, Hobfoll et al (2018, p. 104) also emphasize that employees who suffer from resource-draining work conditions likely "enter a defensive mode to preserve the self that is often aggressive and may become irrational." Consistent with the aforementioned first COR premise, we propose that employees' expressed relatedness need frustration, and their subsequent propensity to conceal knowledge from coworkers, may arise from their exposure to interpersonal conflict, in that it represents a way to release their irritation about their depleted emotional connectivity resources (Haq et al, 2021). Employees' expressed relatedness need frustration, as conceptualized herein, accordingly does not capture a state of resource drainage, but reflects their response to experienced resource drainage.…”

“…That is, even if these premises were not formally proposed by Hobfoll and his colleagues, they are consistent with the logic that underpins this theory, and they have been empirically validated in prior research. The first premise is that the threat of resource depletion, caused by adverse treatments at work, tends to steer employees toward beliefs and behaviors that enable them to cope with such depletion (De Clercq et al , 2019; Haq et al , 2021). For example, employees’ counterproductive work behaviors represent responses that help them cope with the difficulties that arise with resource-depleting, time-related work stress (De Clercq et al , 2019).…”

“…For example, employees’ counterproductive work behaviors represent responses that help them cope with the difficulties that arise with resource-depleting, time-related work stress (De Clercq et al , 2019). Similarly, Haq et al (2021) draw from COR theory to show how employees who experience job insecurity seek to cope by forming beliefs about work-induced mental health deprivation, which in turn diminishes their willingness to respect work-related deadlines. The second premise is that certain personal factors might catalyze this coping process, particularly those factors that make it more likely that adverse work conditions appear to cause significant harm to the quality of employees’ work functioning (De Clercq et al , 2019; De Clercq, 2021).…”

Abusive supervision, occupational well-being and job performance: The critical role of attention–awareness mindfulness

“…Consistent with well-established standards for testing moderated mediation frameworks (e.g. De Clercq et al, 2021; Haq et al, 2021), we combine the hierarchical regression approach with a bootstrapping procedure, based on the Process macro developed by Hayes (2013), to assess the presence of mediation by emotional exhaustion and work engagement (and also to assess moderated mediation, as reported hereafter). The Process procedure calculates confidence intervals (CIs), instead of point estimates, for indirect effects, thereby avoiding the statistical power issues that arise when indirect effects are not symmetric and do not follow a normal distribution.…”

Hospital Supervisory Staff’s Perceptions Regarding the Effectiveness of Financial Management in University Hospitals

“…Managers and supervisors should focus on timely implementation of employees' assignments and tasks. They should consider the factors that facilitate the implementation in a timely manner, such as prioritisation of tasks, appropriate planning, avoidance of distractions, and utilising the benefits of technology (Haq, De Clercq, & Azeem, 2021). Internal control systems are put in place to ensure safe custody of all assets, and to detect and safeguard against probable fraud.…”