Search Results (5)

This study, based on regulatory focus theory and internal locus of control theory, constructs a moderated mediation model to explore how perceived positive workplace gossip indirectly affects employee creativity through promotion-oriented cognitive crafting and risk-taking behavior. Through the analysis of four-wave, two-source survey data from 463 employees, this study found that perceived positive gossip can stimulate promotion-oriented cognitive crafting in the gossiped-about employees, which in turn promotes risk-taking behavior and ultimately enhances creativity. Furthermore, internal locus of control plays a significant moderating role in this mechanism. The gossiped-about employees with a high internal locus of control are more inclined to respond positively when faced with positive gossip, exhibiting higher promotion-oriented cognitive crafting and risk-taking behavior. Overall, this research advances the understanding of positive gossip’s functional consequences and offers practical insights for fostering organizational creativity. Full article

This study aims to explore how work disengagement (WD) is affected by employees’ perceptions of distributive injustice (DI). It also investigates the mediating roles of workplace negative gossip (WNG) and organizational cynicism (OC). Responses were received from the full-time employees of category (A) travel agencies and five-star hotels operating in Egypt. WarpPLS 7.0 was used to run a PLS-SEM analysis on the 656 valid responses. The results revealed that there is a positive relationship between employees’ perception of distributive injustice and work disengagement level; in addition, there is a positive relationship between perception of distributive injustice and workplace negative gossip and organizational cynicism. Results also reported positive relationships between workplace negative gossip, organizational cynicism, and work disengagement. Furthermore, findings showed that workplace negative gossip and organizational cynicism mediate the relationship between distributive injustice and work disengagement. Some groundbreaking investigations were conducted as part of the research. Research on how DI affects WNG, OC, and WD is still lacking. In terms of contextual significance, an empirical investigation of the relationship between these factors in hotels and travel companies is unavailable. By empirically examining these connections in the context of Egyptian hotels and travel agencies, the current study has filled a gap in the literature on tourism and hospitality, human resources management, and organizational behavior. Full article

Organizations have come to recognize the importance of their human capital, particularly their top-performing employees, in sustaining their businesses in today’s competitive 21st-century landscape. To reward these few talented employees, organizations offer them preferential treatment in the form of idiosyncratic deals (i-deals). I-deals can effectively improve the performance of recipients, but this is not enough to demonstrate their management effectiveness. We should also measure their functional impact from the perspective of bystanders. This study seeks to explore the functional and dysfunctional impacts of i-deals on bystanders. We collected two-wave leader–employee matching data from sales teams, obtaining a sample of 108 leaders and 546 employees. The results indicate that coworkers’ perceptions of other employees’ i-deals (CPOEID) can provoke either malicious envy, which can lead to negative workplace gossip, or benign envy, which encourages feedback seeking. Developmental HRM practices not only lessen the positive effect of CPOEID on malicious and benign envy but also reduce the indirect effect of CPOEID on negative workplace gossip and feedback-seeking through malicious or benign envy. Our study, which applies social comparison theory, examines the double-edged effects of differentiated HRM practices on coworker interactive behavior. Additionally, our findings demonstrate the complementarity between differentiated and standardized HRM practices. Full article

This study examines the impact of negative workplace gossip (NWG) on employee political acts (PA) and the role of ego depletion (ED) as a mediator. We also examined the indirect impact of NWG on PA through ED controlled by emotional intelligence (EI). A three-wave time-lagged study (paper-pencil based) was performed with 277 employees from various private organisations in Islamabad, Pakistan. The current data were gathered in three phases to reduce common method bias. Study results indicate that NWG positively affects employees’ PA. The authors also found ED as a potential mediator in the association between NWG and PA. In addition, the results also indicate the indirect effect of NWG on targets’ PA via ED is reduced by targets’ EI, with the result that this connection is weak when targets’ EI is high. Because this research is limited to a single region of Pakistan, particularly Islamabad, its findings cannot be comprehensive. Future studies should use a larger sample size to accomplish the same study. Future studies may include more organisations (that is, Public) to conduct a comparative analysis of the public and private sectors. This article, based on the affective events theory (AET), argues that EI should be utilised to mitigate the effects of NWG. Along with our significant and relevant theoretical contributions, we provide novel insights into the body of knowledge on how managers may prevent or minimise such PA. The current study results support all direct and indirect hypothesised connections, with important implications for theory and practice. A review of the existing literature indicates that EI may be associated with a reduction in employees’ ED; however, EI has not been used as a moderator in mitigating the influence of NWG, ED, and PA in the past. Full article

Although previous research has documented a host of negative consequences of job insecurity, workplace interpersonal relationships have rarely been considered. This omission might be caused by the application of broad stress theories to the job insecurity literature without taking a nuanced perspective to understand the nature of job insecurity. To address this issue, we conceptualized job insecurity as a threat to employee social acceptance by their employer. This conceptualization, therefore, allows us to apply the multimotive model of social rejection to investigate a previously-overlooked outcome of job insecurity—workplace friendships. Specifically, we investigated the relationship between both job feature insecurity and job loss insecurity with workplace friendships. Based on stress coping theory and the fundamental differences between job feature insecurity and job loss insecurity, we further proposed that employees’ tendency to engage in positive gossip buffers the negative impact of job feature insecurity on workplace friendships, whereas employees’ tendency to engage in negative gossip buffers the negative impact of job loss insecurity on workplace friendships. Data collected from 286 working adults from Mturk supported our hypotheses. Our study opens the door for future research to take a more nuanced approach when examining nontraditional consequences of job insecurity. Full article