Workplace mistreatment and emotional exhaustion: The interaction effects of self-compassion

Anjum, Muhammad Adeel; Liang, Dapeng; Durrani, Dilawar Khan; Parvez, Anjum

doi:10.1007/s12144-020-00673-9

Cited by 37 publications

(39 citation statements)

References 76 publications

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“…Individuals with high selfcompassion tend to be more aware that hardships are common to the human lives, leading to a balanced view of stressful events (Chishima et al, 2018). Moreover, their non-judgmental openness to present experience allows them to accept negative emotional and cognitive experiences more easily (e.g., Forkus et al, 2019;Anjum et al, 2020). Indeed, a meta-analysis, which examined 79 samples identified a significant relationship between self-compassion and well-being (Zessin et al, 2015).…”

Section: Self-compassionmentioning

confidence: 99%

Cross-Cultural Comparison of Mental Health Between German and South African Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation

2021

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The negative impact of the coronavirus disease outbreak 2019 (COVID-19) on work mental health is reported in many countries including Germany and South Africa: two culturally distinct countries. This study aims to compare mental health between the two workforces to appraise how cultural characteristics may impact their mental health status. A cross-sectional study was used with self-report measures regarding (i) mental health problems, (ii) mental health shame, (iii) self-compassion, (iv) work engagement and (v) work motivation. 257 German employees and 225 South African employees have completed those scales. This study reports results following the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines. T-tests, correlation and regression analyses were performed. German employees had lower mental health problems and mental health shame, and higher self-compassion than South Africans. Mental health problems were positively associated with mental health shame and amotivation, and negatively associated with work engagement and intrinsic motivation in both groups. Lastly, self-compassion, a PP 2.0 construct, was the strongest predictor for mental health problems in both countries. Our results suggest (i) that German culture’s long-term orientation, uncertainty avoidance and restraint may help explain these differences, and (ii) that self-compassion was important to mental health in both countries. While the levels of mental health differed between the two countries, cultivating self-compassion may be an effective way to protect mental health of employees in those countries. Findings can help inform managers and HR staff to refine their wellbeing strategies to reduce the negative impact of the pandemic, especially in German-South African organizations.

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Section: Self-compassionmentioning

confidence: 99%

Cross-Cultural Comparison of Mental Health Between German and South African Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation

2021

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“…According to the theory of COR, the employee resiliency is found as a critical personal resource protecting the employees from perceiving the harmful effects generated by workplace stressors (Hobfoll et al, 2018). In addition, employees facing work stressors usually experience negative and/or neutral coworkers' interactions (as coworkers tend to avoid getting involved or taking position in conflicts) and so, they get limited social support from colleagues (Anjum et al, 2020). Consequently, resiliency provides employees under work stressors the required additional personal resources and/or the personal ability to address the adverse effects of punitive supervision.…”

Section: Resiliency As Moderatormentioning

confidence: 99%

Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

Sarwar

Muhammad

Σιγάλα

2021

IJCHM

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Purpose The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision. Design/methodology/approach Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data. Findings The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perceived incivility. Research limitations/implications Data was collected from employees’ perceptions working in one industry and cultural setting. As employees’ perceptions (influenced by their cultural background) significantly affect their interpretations and reactions to punitive behavior, future research should validate and refine the findings by collecting data from a wider and diversified cultural and industry setting. Practical implications The findings provide theoretical explanatory power of the drivers and the contextual factors leading to minor employee deviant behaviors. The findings guide managers on how to develop pro-active and re-active strategies for deterring the occurrence and eliminating the consequences of punitive supervision. Originality/value This study contributes to the literature in multiple ways. It identifies and validates punitive supervision as an antecedent of Deviant Work Behavior (DWB). It provides a theoretical underpinning for explaining how punitive supervision spurs cognitive mechanisms, which in turn drive DWB. It also studies the nexus between destructive supervision and its outcomes in its entirety by studying the mediated and the moderating impacts of punitive supervision and perceived incivility, respectively.

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“…workplace incivility) cause psychological strain (e.g. emotional exhaustion [Anjum et al , 2020]) and deplete their emotional energy (Giumetti et al , 2013; Xia et al , 2019) but also can negatively affect their motivation, task engagement and job performance (De Clercq et al , 2019; Giumetti et al , 2013; Han et al , 2021; Xia et al , 2019).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

Anjum

Ahmed

Zhang

et al. 2021

IJCMA

Self Cite

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Purpose Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE. Design/methodology/approach Adopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data. Findings As predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality. Practical implications This study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality. Originality/value To the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.

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Workplace mistreatment and emotional exhaustion: The interaction effects of self-compassion

Cited by 37 publications

References 76 publications

Cross-Cultural Comparison of Mental Health Between German and South African Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation

Cross-Cultural Comparison of Mental Health Between German and South African Employees: Shame, Self-Compassion, Work Engagement, and Work Motivation

Unraveling the complex nexus of punitive supervision and deviant work behaviors: findings and implications from hospitality employees in Pakistan

How Rude! Linking supervisor incivility to subordinates’ discretionary work effort

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