&lt;p&gt;How Human Resource Management Practices Translate Into Sustainable Organizational Performance: The Mediating Role Of Product, Process And Knowledge Innovation&lt;/p&gt;

Wang

Zhang

et al. 2020

IJERPH

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160

137

The purpose of this study is to analyze the relationships between workplace violence, occupational stress, and sustainable work performance. Multiple dimensions of workplace violence (harassment, mobbing, ostracism, and stalking) were used in this study. A questionnaire survey was used, composed of 48 items with a 5-point Likert scale (1, strongly disagree, to 5, strongly agree). Data were collected from 15 hospitals in the vicinity of Karachi, Lahore, and Islamabad, Pakistan. The target population of this study consisted of doctors, nurses, and paramedical staff. We distributed 500 questionnaires among the target population. In total, 345 usable questionnaires were returned, resulting in a response rate of 69%. Partial least squares structural equation modeling was used to test the direct and indirect effects. The results of this study highlight that in both direct and indirect relationships, workplace violence negatively influences sustainable work performance. The findings of this study are as follows: First, harassment reduces employee morale, which consistently lessens employees’ work performance. Second, mobbing at the workplace reduces productivity, increases levels of stress, anxiety, depression, and irritability, and increases low work engagement, work absences, and work destruction. Third, ostracism at the workplace reduces motivation among workers and organizations, which reduces work efficiency. Work performance is undermined due to stalking at the workplace because it creates a bad image and brings toxicity among colleagues and peers. Fourth, occupational stress is considered a stigma among employees who are facing stress at the workplace. We can conclude that if employees are happy and healthy, they can be their most productive. So, organizations need to construct a culture where employees can be at their best and shine.

“…Sustainable work performance used 10 items developed by Rasool, Samma [39]. All items were measured on a 5-point Likert scale (1, strongly disagree, to 5, strongly agree).…”

Section: Variable Measuresmentioning

confidence: 99%

Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress

Wang

Zhang

et al. 2020

IJERPH

Self Cite

160

137

“…To guide our theoretical arguments about the interactive effect of the workplace environment and IWB, we draw from COR theory, which argues that the motivation of employee behavior is to protect and maintain the resources they have. [ 43 ].…”

Section: Hypothesis Developmentmentioning

confidence: 99%

The Relationship between Workplace Violence and Innovative Work Behavior: The Mediating Roles of Employee Wellbeing

Zhou

2020

Healthcare

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It has been contended that violence is prevalent in the workplace, and there has been increasing research interest into its potential effects. Human interactions at workplaces are apparent. However, the interactions among humans may have positive or negative dimensions. Usually, the positive or negative interactions between workers lead to different outcomes. Sometimes, they lead to a productive working environment; however, in some cases, they lead to toxicity among workers. In this study, we investigate the impact of workplace violence (WV) on innovative work behavior (IWB). Specifically, it examines the impact of the three dimensions of WV, namely, harassment, mobbing, and sabotage. Moreover, employees’ wellbeing mediates the relationship between WV (harassment, mobbing, and sabotage) and IWB. A questionnaire survey approach was used in this study. The target population were the workers of SMEs entrepreneurs located in Guangdong Province (China). The results confirm that, in the direct relationship, WV (harassment, mobbing, and sabotage) has a negative relationship with innovative IWB. Moreover, results also confirm that employee wellbeing is mediated between WV (harassment, mobbing, and sabotage) and IWB. Therefore, the empirical results of this paper identify that workplace violence reduces employees’ innovative work behavior by reducing their subjective and eudemonic wellbeing, which further broadens the perspective of IWB’s motivation analysis. Practical implications for small and medium enterprise organizations have also been discussed in this paper.

“…Better education is not the only goal, but better overall life chances positively influence the economic development of the country. 78,79 Remittances and government expenditure both have significant positive effects on short-run estimation on rural poverty. Remittances from middle and upperclass migrants directly benefit the economy; however, when money is transferred directly to poor peoplemainly in rural areasthey see immediate improvements in their living standard and can exit poverty.…”

Section: Ardl Short-run Estimationsmentioning

confidence: 99%

<p>The Role of Agriculture and Foreign Remittances in Mitigating Rural Poverty: Empirical Evidence from Pakistan</p>

Liu

Amin

et al. 2020

RMHP

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Background: This study examines the role of the agriculture and foreign remittances in mitigating rural poverty in Pakistan. Methods: The data used relate to the period 1980-2017 and are sourced from the World Bank and the Economic Survey of Pakistan produced annually by the Ministry of Finance. The ARDL technique was used to calculate the effects of agriculture and foreign remittances on rural poverty. Results: The results of this study indicate that agriculture helps to mitigate rural poverty in the long run, but that foreign remittances are more effective in reducing rural poverty in the short run. In this paper, results confirm the existence of correlations between agriculture, foreign remittances and rural poverty. Conclusion: The outcomes of this study support the call for the government to introduce agricultural credit schemes for the rural population of Pakistan. Moreover, the government should take steps to enhance diplomatic relations with other countries and simplify policies and visa application procedures for Pakistani workers. Finally, this study suggests the government should simplify procedures for the transfer of foreign remittances to Pakistan.