Suchergebnisse

The purpose of this study is to examine the antecedents of workplace deviance with an additional perspective. The study empirically test the relationship of family work conflict, social relationships and political affinity to workplace deviance with the moderating effect of Islamic personal religiosity. A multi stage cluster sampling techniques was employed where a sample of 350 faculty members of public sector universities of Khyber Pakhtunkhwa Pakistan was selected. Results of the study revealed that family work conflict, social relationships and political affinity has a positive significant relationship with workplace deviance. Moreover, the Islamic personal religiosity moderates the relationship of family work conflict, social relationships and political affinity to workplace deviance. The implications, limitations and future research directions were also discussed.

Purpose
This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity.


Design/methodology/approach
The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes' Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge.


Findings
The analytical findings indicate that an employee's desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB.


Originality/value
To the best of the authors' knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace.

Purpose
This paper aims to probe the prevailing belief that engaging in innovative work behavior (IWB) will invariably lead to favorable outcomes. To do so, the paper integrates followership theory and cognitive dissonance theory to investigate the connection between employees' IWB and despotic leadership, and the mediating role of interpersonal conflict with the supervisor in this connection. Moreover, the moderating impact of the supervisor's dispositional resistance to change trait on the direct and indirect relationship between IWB and despotic leadership is explored.


Design/methodology/approach
The data were collected through a multi-wave survey of 350 employees and 81 supervisors working in 81 public schools.


Findings
The findings show that IWB has a positive and significant relationship with despotic leadership, and this relationship is mediated by interpersonal conflict with the supervisor.


Originality/value
To the best of the authors' knowledge, this is the first study that examines the link between IWB and despotic leadership via interpersonal/dyadic conflict and explores the moderating effect of leadership dispositional resistance to change trait in this indirect relationship.