<p>Exploring the Relationships Between a Toxic Workplace Environment, Workplace Stress, and Project Success with the Moderating Effect of Organizational Support: Empirical Evidence from Pakistan</p>

Abstract

Researchers have shown great interest in the relationships among a toxic workplace environment, workplace stress, and project success, which have led to an expansive body of research on the topic. In light of this work, the current study explores the effects of a toxic workplace environment (TWE) and workplace stress (WS) as determinants of project success in the renewable energy projects of Pakistan. Based on the resource-based view (RBV) theory, the study proposes and tests a model with organizational support as a moderating variable. Research Methodology: A 30-item questionnaire survey was administered among staff of ten renewable energy project companies located in the vicinity of Karachi, Lahore, Islamabad (Pakistan). The target population was senior managers, middle-level managers, and administrative staff. Structural equation modelling was used to estimate the predictive power of the model. Results: A toxic workplace environment was found to have negative relationships with project success and workplace stress. Organizational support served as a moderator in the relationship between a toxic workplace environment and workplace stress and thus contributed to the success of a project. Conclusion: Toxic workplace environment and the resulting workplace stress have a negative effect on project success. Projects undertaken in the energy sector have tight deadlines, which create stress that leads to a range of mental and physical health problems. Workers facing these problems can ultimately suffer from such diseases as depression, anxiety, and insomnia. These issues lower morale and, thus, negatively affect productivity. The provision of organizational support can mitigate the negative effects.

How Toxic Workplace Environment Effects the Employee Engagement: The Mediating Role of Organizational Support and Employee Wellbeing

“…The finding of this study confirms the negative relationship between a toxic workplace environment and organizational support, which supports hypothesis H2a. Wang, Zaman [ 32 ] suggested in their study that workplace violence reduces the support from organizations. The findings of this study are also supported by organizational support theory [ 78 ].…”

“…The scale for measuring organizational support was adapted from Wang, Zaman [ 32 ]. The scale included seven items and measured the responses on a 7-point Likert scale (1 = strongly disagree and 7 = strongly agree).…”

“…Organizational support refers to the course of perception and beliefs on behalf of the employee, where it is believed that the organization has a deep concern for employee well-being [ 32 ]. Organizational support facilitates instrumental, social, and emotional support [ 33 ].…”

“…However, certain mediating variables can mitigate these negative effects, and one such variable is organizational support. In a study on the toxic work environment and its relationship with work stress, Wang, Zaman [ 32 ] found that organizational support has a positive impact on employee output, which improves employees’ commitment and performance at the workplace. It has also been established that when organizational support is provided to employees, their cognitive and emotional evaluation of their organization is strengthened [ 2 ].…”

Exploring the Relationship between Innovative Work Behavior, Job Anxiety, Workplace Ostracism, and Workplace Incivility: Empirical Evidence from Small and Medium Sized Enterprises (SMEs)

“…Intentionally or unintentionally, incivility instigators may be harmful to the workers of an organization in order to benefit from it. Cracking a rude joke to co-workers may result in a form of humiliation for another worker [ 18 ]. The intention in this situation is ambiguous.…”