The Role of Perceived Organizational Support: Evidences from the Horizontal and Vertical Workplace Bullying

Buriro, Taskeen Zahra; Anand, Vivake; Qureshi, Muhammed Nadeem; Shah, Syed Safdar Ali

doi:10.1007/s10672-021-09378-y

Cited by 6 publications

(3 citation statements)

References 18 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Similar studies were conducted by [ 58 , 63 ] and they have found that when employees feel support from organization it will increase their satisfaction about workplace and they will move in batter directions. Recently [ 64 ] have studies the link between POS and bullying and have found that on the presence of POS the effects of bullying and negative workplace behavior reduces due to high level of satisfaction. [ 65 ] have used POS as a moderator to lower down effects of bullying on employees.…”

Section: Hypothesis Developmentmentioning

confidence: 99%

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism

Mehmood,

Rasool,

Ahmed

et al. 2024

PLoS ONE

View full text Add to dashboard Cite

Workplace events play a significant role in shaping the performance of employees and organizations. Negative events, in particular, require careful attention due to their severe impact on employee wellbeing and performance. Workplace bullying and incivility are two negative events that can cause significant harm to employees and contribute to poor performance. This study examines the effects of workplace bullying and incivility on employee performance in the presence of perceived psychological wellbeing (PWB), with the moderating role of perceived organizational support (POS) considered for both independent variables and employee performance (EP). The study focuses on female nurses working in the healthcare sector of Azad Jammu and Kashmir. The results of the study indicate that workplace bullying and incivility have adverse effects on employee performance and that PWB mediates these relationships. Moreover, perceived organizational support moderates the relationship between both predictors and the employee performance criterion. In conclusion, the findings of this study highlight the importance of creating a positive and supportive work environment to mitigate the negative effects of workplace bullying and incivility on employee performance.

show abstract

Section: Hypothesis Developmentmentioning

confidence: 99%

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism

Mehmood,

Rasool,

Ahmed

et al. 2024

PLoS ONE

View full text Add to dashboard Cite

show abstract

“…Organisational support can be seen as a combination of organisational commitment and the psychological contract. It is the extent to which an organisation shows its concern for its members by providing them with a sense of security and trust, enabling them to feel safe in their work environment (Buriro et al, 2022). Most importantly, organisational support is about the degree of trust an individual has in the organisation they work for and how they are treated by it (Andrade & Neves, 2022b).…”

Section: Socially Responsible Human Resource Management Practices And...mentioning

confidence: 99%

Socially Responsible Human Resource Management Practices and Job Satisfaction of Public Servants with Disabilities in South-West Nigeria

N.M.R.,

O.U.,

S.O.

et al. 2024

JEFMS

View full text Add to dashboard Cite

Overt ill-treatments from management and co-workers have often led to job dissatisfaction and discouraged other persons with disabilities keen and able to join the workforce. Persons with disabilities continue to suffer employment-related and other forms of discrimination, resulting in low job satisfaction and job discontentment. These conditions accentuate the need for socially responsible human resource management practices in organisations. This study examined socially responsible human resource management practices and job satisfaction of public servants with disabilities in South-West Nigeria. Survey research design was adopted for this study. The study’s sample size of 422 public servants and leaders was determined using total enumeration sampling technique. A structured and validated questionnaire and semi-structured interview were used to obtain quantitative and qualitative data. Cronbach’s alpha reliability coefficients for the constructs ranged between 0.69 and 0.84. The response rate was 95%. Data were analysed using descriptive and inferential (multiple linear regression and hierarchical regression) statistics. The study found that SRHRM had a statistically significant effect on job satisfaction (Adj.R2 = 0.53, F(5, 410) = 92.07, p < 0.05). The interviews indicated that only two of five States had a deliberate strategy driving recruitment of persons with disabilities. A vast majority were employed as teachers in special schools, and diverse administrative roles across government ministries, departments and agencies. All States provided varying degrees of basic support and benefits, and stated that the employment of persons with disabilities was influenced by its leadership and affected organisational reputation. The study concluded that SRHRM affects job satisfaction of public servants with disabilities in South-West Nigeria. The study recommended that the government, in conjunction with institutional stakeholders and advocacy groups, should facilitate the adoption of SRHRM practices in South-West Nigeria. In addition, the involvement of the private sector and provision of financial grants and subsidies for employers would enhance wider employment, inclusion and quality organisational support for persons with disabilities.

show abstract

“…This is because individuals in Pakistan are not seriously concerned about bullying from their bosses and peers in the workplaces (The News, 2020). Further, individuals in high-power distance cultures are less likely to understand the consequences of WB (Buriro et al, 2022;Fatima et al, 2021); thus, Pakistani healthcare is an ideal context to explore the impacts of WB.…”

Section: Introductionmentioning

confidence: 99%

Impact of workplace bullying on knowledge hiding: The mediating role of emotional exhaustion and moderating role of workplace friendship

Islam

Chaudhary²

2022

View full text Add to dashboard Cite

PurposeWorkplace bullying has become a major challenge across the globe as it is associated with negative outcomes. Therefore, this study was designed to assess the impact of workplace bullying on knowledge hiding through emotional exhaustion. The study further investigated the moderating role of workplace friendship to reduce the detrimental effect of workplace bullying on knowledge hiding.Design/methodology/approachThe study collected data from 358 nurses working in three large cities (Karachi, Islamabad and Lahore) of Pakistan in two lags to tackle the issue of common method bias.FindingsThe study applied structural equation modeling with maximum likelihood method using AMOS to test the hypotheses. The study noted that workplace bullying elevates emotional exhaustion and knowledge hiding among nurses; whereas, workplace friendship was noted as an essential factor to control adverse effects of workplace bullying on knowledge hiding.Research limitations/implicationsThe study used a cross-section design that restricts causality. However, the findings of this study add to the conservation of resources theory by providing insights into the role of workplace friendship in reducing the relationship between workplace stressors (bullying) and negative behaviors (knowledge hiding). The study also suggests healthcare administration foster workplace friendship to cope with the negative outcomes of workplace bullying.Originality/valueDrawing upon conservation of resources, this study explored the moderating role of workplace friendship between workplace bullying and knowledge hiding.

show abstract

The Role of Perceived Organizational Support: Evidences from the Horizontal and Vertical Workplace Bullying

Cited by 6 publications

References 18 publications

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism

Role of workplace bullying and workplace incivility for employee performance: Mediated-moderated mechanism

Socially Responsible Human Resource Management Practices and Job Satisfaction of Public Servants with Disabilities in South-West Nigeria

Impact of workplace bullying on knowledge hiding: The mediating role of emotional exhaustion and moderating role of workplace friendship

Contact Info

Product

Resources

About