Supportive organizational climate: a moderated mediation model of workplace bullying and employee well-being

Abstract

PurposeDrawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.Design/methodology/approachThe data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.FindingsThe findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.Practical implicationsThis study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.Originality/valueThe current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.

Measurement of Job Wellbeing Behaviors by Perceived Narcissistic Supervision and Workplace Bullying: The Mediating Role of Emotional Exhaustions

“…Various indigenous studies suggested that a negative workplace creates unfavorable consequences for individuals in Pakistani organizations. These signify the need to conduct further relevant studies to validate the theory of workplace bullying on employee performance (Naseer & Raja, 2019;Hayat &Afshari, 2020). In addition study by Ali et.…”

“…Future studies can investigate the level of well-being environment, emotions with positive work circumstances .i.e. organization citizenship behaviors, positive emotions, supportive leadership style, and green HRM practices (Boswell et al, 2019, Hayat & Afshari, 2020, Shah et al, 2020& Fatima et al 2010. Finally, the current study was used the research instruments .i.e.…”

Idealized influence and commitment: a granular approach in understanding leadership

“…Given that culture has been described as one of the primary shapers of employee perception (Hayat and Afshari, 2020), understanding the impacts of leadership in different cultural contexts is argued to be insufficient without giving proper consideration to the relational aspect of leadership (Koveshnikov and Ehrnrooth, 2018). It is evident from previous literature that there is a clear need for a focus on the relational aspect of leadership in order to elucidate the mechanisms leading to organizational outcomes in contexts with distinct cultural values (Fairhurst and Uhl-Bien, 2012).…”

An empirical investigation into organizational level antecedents of value co-destruction in Lisbon, Portugal: A hospitality sector case

“…Proper modifications were made to fit the current research context. Supportive organizational climate comprised of 8 items and was adapted from (Hayat & Afshari, 2020). Leadership support was adopted from (Iqbal, Ehsan, Rizwan & Noreen, 2014), while commitment value co-creation was taken from (Järvi, Kähkönen & Torvinen, 2018).…”