RESUMEN
This study developed and tested a moderated mediation model by examining the relationships between humble leadership (HL), emotional intelligence, employee conflict (EC), and creative performance (CP), using resource-based theory as the theoretical foundation. We conducted a cross-sectional survey of 322 employees and their immediate supervisors (n = 53) from the telecom sector in Pakistan. The data was analyzed using AMOS 21 and SPSS 26. The results demonstrate that HL has a positive effect on creative performance and a negative relationship with employee conflict. Furthermore, employee conflict has a negative impact on CP and mediates the impact of HL on CP. Moreover, a leader's emotional intelligence moderates the negative relationship between HL and EC. Finally, this study reveals that EI moderates the indirect effects of HL on CP. The conclusions and implications are discussed at the end of this paper.
RESUMEN
This study aims to elaborate on how work-life balance (WLB) practices influence organizational cynicism (OC) through the mediation effects of person-job fit (PJF). We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices' effect on OC. These findings imply that nurses should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization.
RESUMEN
Despite growing interest in workplace dignity, there is a paucity of empirical research regarding whether and when it leads to higher job performance. To address these research gaps, this study examines the relationship between workplace dignity and job performance, identifying and examining the boundary condition role of workplace inclusion. Multi-source and time-lagged data were obtained from employee-supervisor dyads (n = 169) in non-governmental organizations in Pakistan to test the hypothesized model, employing techniques, such as confirmatory factor analysis, moderated multiple regression, post-hoc slope, and Johnson-Neyman analyses. As predicted, workplace dignity and workplace inclusion positively influenced employees' job performance, while workplace inclusion moderated the dignity-performance relationship such that this relationship was more strongly positive when workplace inclusion was high. At the theoretical level, this study adds new insights to the job demands-resources (JD-R) model, which is used as theoretical lens in this study. Specifically, this study is the first to examine workplace dignity and its consequences from the perspective of the JD-R model, thus introducing a new theoretical perspective into the dignity literature. This study also provides useful advice for management practice, policymaking, and employees, and is germane to the United Nations' Sustainable Development Goal 8.
RESUMEN
This study demonstrates how field employees' perceived threat of terrorism (PTT) is magnified by the incompatibility between role demand (travel and work outdoors) and resources (terrorism-endangered environment). With a foundation in the conservation of resources perspective and transactional theory of stress, a theoretical framework was proposed to test the mediating effect of role ambiguity (RA) and role conflict (RC) in the relationship between PTT and emotional exhaustion (EE). An approach involving confirmatory factor analysis and the structural equation was used for analysis. Data from 432 pharmaceutical sales representatives indicate a significant positive relationship between PTT and EE, while RA and RC significantly mediated the relationship. The findings are potentially useful for employers in charge of field employees in high-risk regions by explaining how such groups can be provided with support to reduce their role stress and exhaustion, leading ultimately to increased satisfaction.