Psychological mechanisms linking sibling abuse and school delinquency: an experiential sampling study based on conservation of resources theory

Laeeque, Syed Harris; Saeed, Muhammad; Bilal, Atif

doi:10.1007/s11031-022-09925-6

Cited by 5 publications

(8 citation statements)

References 83 publications

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“…etc.) that govern putative relationships will develop forward (Blau 1964;Chang, 2021;Hobfoll, 1989;Laeeque et al, 2022). This, in turn, leads to results that enrich the ideas of practitioners and academics alike.…”

Section: Introductionmentioning

confidence: 79%

“…Based on the theory of resource conservation (Hobfoll, 1989; Laeeque et al., 2022), workers in the workplace continuously strive to acquire and conserve available resources. These resources are in the form of personality components, characteristics, conditions, or energy (Labrague et al., 2017).…”

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

“…When variables that appear to have similar influence but measure distinct concepts are grouped together, the theories (such as, social exchange theory, conservation of resources theory…etc.) that govern putative relationships will develop forward (Blau 1964; Chang, 2021; Hobfoll, 1989; Laeeque et al., 2022). This, in turn, leads to results that enrich the ideas of practitioners and academics alike.…”

Section: Introductionmentioning

confidence: 99%

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Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Abdullah

AL‐Abrrow

2022

Glob Bus Org Exc

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Behavior at the workplace is one of the most important factors that distinguishes one organization from another. The current study attempts to test two pathways through which positive and negative behavior at the workplace can be predicted. The positive path leading to positive behavior (i.e., task performance, organizational citizenship behavior [OCB]) is shaped by positive perceptions (i.e., perceived organizational justice, perceived organizational support, perceived organizational identity) and positive attitudes (i.e., organizational commitment, work engagement), while the negative path leading to negative behavior (i.e., counterproductive work behavior [CWB], turnover intentions) is shaped by negative perceptions (i.e., perceived organizational politics, perceived abusive supervision, perceived overqualification) and negative attitudes (i.e., job stress, job burnout). Data were collected from 1344 individuals working in various companies in the public sector (e.g., industrial, service, health, education) in Iraq.To achieve the purpose of the study, 16 hypotheses were tested. The results of the study supported positive and negative pathways of perceptions, attitudes, and behavior. The results also indicated that positive perceptions and attitudes are good predictors of negative behavior, while negative perceptions and attitudes also predict positive behavior. This indicates that obtaining the best results of behavior in the workplace should be through strengthening the package of positive variables and reducing the package of negative variables. Based on the results, the study discussed a number of theoretical and practical implications and offered a set of recommendations.

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Section: Introductionmentioning

confidence: 79%

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Abdullah

AL‐Abrrow

2022

Glob Bus Org Exc

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“…In this situation, the high organizational climate enables employees to obtain more support resources from the organization, establish commitment and trust in the organization, and then reduce the possibility of job burnout and turnover, make individuals take a positive attitude to deal with the difficulties in the innovation process, thereby enhancing their innovative performance ( Sun et al, 2021 ). Secondly, the conservation of resource theory holds that the higher the organizational climate, the more original psychological resources the individual employee has, and the stronger the pressure relief ability ( Laeeque et al, 2022 ), help individuals better adjust the relationship between emotional atmosphere and innovation performance, and the positive effect of positive emotional atmosphere on innovation performance increases ( Joseph and Ryan, 2019 ). Finally, the high organizational climate is conducive to inject the motivation of “positive work” into employees, stimulate their positive emotion and emotional commitment to the organization, help establish a high positive emotional atmosphere within the company, and then help employees achieve high innovation performance.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Where there is pressure, there is motivation? The impact of challenge-hindrance stressors on employees’ innovation performance

Dou

Yang

et al. 2022

Front. Psychol.

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Based on the conservation of resource theory, this manuscript explores the impact mechanism of the challenge and hindrance stressors on innovation performance, introduces emotional atmosphere as a mediation variable, and on this basis, it examines the moderating role of organizational climate on emotional atmosphere and innovation performance. A two-wave survey of 263 subordinates and 29 supervisors who come from multisource field offered support for our model. Results showed that challenge stressors have a positive effect on innovation performance, positive emotional atmosphere mediates the relationship between challenge stressors and innovation performance; hindrance stressors have a negative effect on innovation performance, and negative emotional atmosphere mediates the relationship between hindrance stressors and innovation performance. Organizational climate strengthens the positive relationship between positive emotional atmosphere and innovation performance and weakens the negative relationship between negative emotional atmosphere and innovation performance. This study enriches the existing literature by identifying the impact of stressors on employee innovation performance and has certain practical significance for optimizing the management of enterprises and improving employee innovation performance.

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“…Besides the high prevalence, exposure to sibling bullying in early childhood may lead to depression and self-harm problems, especially in early adulthood [ 28 ]. There is another piece of evidence that sibling bullying is linked to poor mental health [ 29 ], enduring reductions in mental health [ 30 ], depression and anxiety [ 27 ], and delinquent behaviors [ 31 ]. According to Wolke and Skew [ 25 ], the experience of sibling bullying increases the risk of engaging in school bullying, and this calls for studying the relationship between sibling bullying and school peer bullying.…”

Section: Introductionmentioning

confidence: 99%

The Associations between Sibling Victimization, Sibling Bullying, Parental Acceptance–Rejection, and School Bullying

Sabah

Aljaberi

Lin

et al. 2022

IJERPH

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Bullying has been identified as the most common form of aggression experienced by school-age youth. However, it is still unclear about the family’s influence on school bullying. Therefore, the current study aimed to explore the associations between sibling bullying and school bullying, sibling victimization and school victimization, and parental acceptance–rejection and school bullying victimization. The study was cross-sectional and conducted on a sample of students aged between 11 and 20 years recruited from middle schools in Algeria. The study used a survey adopted from the scale of Sibling Bullying, Student Survey of Bullying Behavior—Revised 2, and the Survey of parental acceptance–rejection in collecting the data. The model’s results assessing the association between sibling bullying and school bullying demonstrated that the effect of sibling physical and sibling verbal victims on school victimization was statistically significant. Despite the non-significant effect of sibling emotional victims on school victimization, the effect of sibling physical and sibling verbal bullying on school bullying was statistically significant. However, the effect of sibling emotional bullying on school bullying was not statistically significant. The direct effect of parental acceptance on school victimization was not statistically significant, whereas the effect of parental rejection on school victimization was statistically significant. The direct effect of parental acceptance on school bullying was not statistically significant, while the effect of parental rejection on school bullying was statistically significant. Based on the results, this study provides insights into the understanding of how the family and siblings contribute to school bullying. In particular, sibling victimization, sibling bullying, and parental acceptance–rejection are predictive factors of school bullying among adolescents. Future research should take into account factors based on family to explore the risks of school bullying.

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Psychological mechanisms linking sibling abuse and school delinquency: an experiential sampling study based on conservation of resources theory

Cited by 5 publications

References 83 publications

Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

Where there is pressure, there is motivation? The impact of challenge-hindrance stressors on employees’ innovation performance

The Associations between Sibling Victimization, Sibling Bullying, Parental Acceptance–Rejection, and School Bullying

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