When breaking the rule becomes necessary: The impact of leader-member exchange quality on nurses pro-social rule-breaking.

AIM: Despite the literature on nursing leadership, the research on the quality of exchange relationship between nursing leaders and nurses is in its initial stages. Also, the underlying mechanism that exists between leader-member exchange and employee outcomes warrants further inquiry. This study aimed to fill these gaps by investigating the role of leader-member exchange relationships and organizational identification in nurses' intentional violation of hospital regulations to promote their patients' welfare, also called pro-social rule-breaking. In contrast to a vast number of previous studies, we argue that pro-social rule-breaking can be positive for organizations. Therefore, nurses should be given margin and autonomy to break hospital rules when needed by establishing a high-quality exchange relationship with the supervisor. DESIGN: A quantitative study was conducted on nurses working in hospitals in Pakistan by utilizing a non-probability convenience sampling technique. METHOD: Data from nurses and their colleagues (n = 224) were collected at three-time points between June 2019 and August 2019 through questionnaires. RESULTS: The results proved that nurses' possessing a high-quality exchange relationship with their supervisor feels a higher level of identification with their organization. In turn, they are more likely to engage in pro-social rule-breaking as a form of constructive deviance.

Servant leadership and machiavellian followers: a moderated mediation model / El liderazgo de servicio y los subordinados maquiavélicos: un modelo de mediación moderada

Despite promoting positive employee outcomes, servant leaders may become the victim of manipulation by followers. The current study investigates this underexplored side of servant leadership by examining the employee-related outcomes of the interaction between servant leadership and follower Machiavellianism through mediating mechanism of exploitative manipulative behavior. It is argued that employees high in Machiavellianism engage in exploitative manipulative behavior to achieve subjective career success and social power while working with a servant leader. We used PROCESS macro to analyze our mediation and moderated mediation hypotheses, respectively. We collected data in a time-lagged design (three-time lags) from 320 dyads (self and peer) responses from service sector organizations. The results fully supported our hypotheses. Limitations and future research directions are also presented (AU)

A pesar de que fomenten resultados positivos en los empleados, los líderes servidores pueden convertirse en víctimas de la manipulación por parte de los subordinados. Este estudio investiga esta faceta poco explorada del liderazgo de servicio por medio del análisis de los resultados de los empleados relativos a la interacción entre el líder servidor y el maquiavelismo de los subordinados a través del mecanismo mediador del comportamiento manipulativo explotador. Se argumenta que los empleados con un maquiavelismo elevado se comportan de un modo manipulativo explotador, con el fin de lograr un éxito subjetivo en su carrera profesional y poder social cuando trabajan con un líder servidor. Empleamos el macro PROCESS para analizar nuestras hipótesis de mediación y mediación moderada, respectivamente. Recogimos datos en un diseño demorado en el tiempo (con tres retrasos temporales) a partir de respuestas de 320 díadas (de uno mismo y de compañeros) de empresas del sector servicios. Los resultados avalan plenamente nuestras hipótesis. Se comentan igualmente las limitaciones y perspectivas de investigación futura (AU)

The Interactive Effect of COVID-19 Risk and Hospital Measures on Turnover Intentions of Healthcare Workers: A Time-Lagged Study.

COVID-19 has led to a global health emergency worldwide. As a result, healthcare workers undergo distress mainly due to the perceived risk of contracting the virus. Such stress might cause them to leave their jobs. In this context, the current study: (1) introduced the concept of perceived risk of COVID-19 and measured it by adapting and validating an existing scale available on the risk of infectious diseases and (2) investigated its outcomes, underlying mechanisms, and boundary conditions for healthcare workers. With the support of conservation of resources theory, the current study aimed to investigate the association between perceived risk of COVID-19 and turnover intentions among healthcare workers, particularly Doctors, nurses, and paramedics staff. This study also aimed to investigate the mediating role of perceived fear of COVID-19 between perceived risk of COVID-19 and turnover intention. The current study also aimed to examine the buffering role that perceptions of hospital measures against COVID-19 could have on diminishing workers' turnover intentions. Data were collected through a three time-lag email survey of healthcare workers in Pakistan (N = 178) who currently provide treatment to COVID-19 patients. The results supported the hypothesis that perceived risk of COVID-19 enhances fear of COVID-19 among healthcare workers and, consequently, their turnover intentions. Perceptions of hospital measures against COVID-19 weaken the relationship between perceived risk of COVID-19 and fear of COVID-19, which reduces turnover intentions of health care workers. The current study offers implications for theory, practitioners, and society.

The Combined Effect of Safety Specific Transformational Leadership and Safety Consciousness on Psychological Well-Being of Healthcare Workers.

Occupational health researchers have begun to realize that the psychological well-being of healthcare workers who are providing treatment against COVID-19 is deteriorating. However, there is minimal research conducted on it, particularly in the context of leadership. The current study aims to fill this important gap by identifying critical factors that can enhance the psychological well-being of healthcare workers. We proposed that safety specific transformational leadership enhances psychological well-being among healthcare workers, and COVID-19 perceived risk mediates this relationship. Furthermore, the safety conscientiousness of healthcare workers was proposed to be a boundary condition that enhances the negative relationship between safety-specific transformational leadership and COVID-19 perceived risk. Data were collected from healthcare workers (N = 232) treating COVID-19 patients in the hospitals of Pakistan through well-established adopted questionnaires. The discriminant and convergent validity of the data was tested through confirmatory factor analysis by using AMOS statistical package. The mediation and moderation hypotheses were tested by using PROCESS Macro by Hayes. The results showed that safety specific transformational leadership enhances psychological well-being among healthcare workers, and COVID-19 perceived risk mediates this relationship. Moderation results also confirmed that safety conscientiousness moderates the relationship between safety specific transformational leadership and COVID-19 perceived risk. This study offers implications for both researchers and practitioners.

The quantum Zeno and anti-Zeno effects with driving fields in the weak and strong coupling regimes.

Repeated measurements in quantum mechanics can freeze (the quantum Zeno effect) or enhance (the quantum anti-Zeno effect) the time-evolution of a quantum system. In this paper, we present a general treatment of the quantum Zeno and anti-Zeno effects for arbitrary driven open quantum systems, assuming only that the system-environment coupling is weak. In particular, we obtain a general expression for the effective decay rate of a two-level system subjected to arbitrary driving fields as well as periodic measurements. We demonstrate that the driving fields change the decay rate, and hence the quantum Zeno and anti-Zeno behavior, both qualitatively and quantitatively. We also extend our results to systems consisting of more than one two-level system, as well as a two-level system strongly coupled to an environment of harmonic oscillators, to further illustrate the non-trivial effect of the driving fields on the quantum Zeno and anti-Zeno effects.

Impact of exploitative leadership on psychological distress: A study of nurses.

AIM: This study tested the (a) impact of exploitative leadership on psychological distress of nurses via negative affectivity and (b) moderating role of psychological detachment from work between exploitative leadership and negative affectivity. BACKGROUND: Destructive leadership, particularly exploitative leadership, has been less studied earlier in nursing research. Additionally, underlying mechanisms and boundary conditions that exist between exploitative leadership and negative employee outcomes were also missing in the nursing literature. METHODS: This is a quantitative study in which temporally segregated data were collected from nurses (N = 231) working in Pakistani hospitals through questionnaires. RESULTS: Negative affectivity mediates the relationship between exploitative leadership and psychological distress among nurses, and psychological detachment from work weakens exploitative leadership and negative affectivity relationship. CONCLUSIONS: Exploitative leadership yields negative employee outcomes in the form of negative affectivity and psychological distress; however, these negative outcomes can be reduced through psychological detachment from work. IMPLICATIONS FOR NURSING MANAGEMENT: It is among the pioneer studies to unveil the exploitative side of leadership and its negative consequences for nurses. Psychological distress among nurses can be reduced by discouraging leader exploitative behaviour. Nurses could utilize psychological detachment from work as a tool to reduce negative outcomes of leader exploitative behaviour.

Relationship Between Problematic Social Media Usage and Employee Depression: A Moderated Mediation Model of Mindfulness and Fear of COVID-19.

Social media plays a significant role in modern life, but excessive use of it during the COVID-19 pandemic has become a source of concern. Supported by the conservation of resources theory, the current study extends the literature on problematic social media usage during COVID-19 by investigating its association with emotional and mental health outcomes. In a moderated mediation model, this study proposes that problematic social media use by workers during COVID-19 is linked to fear of COVID-19, which is further associated with depression. The current study tested trait mindfulness as an important personal resource that may be associated with reduced fear of COVID-19 despite problematic social media use. The study collected temporally separate data to avoid common method bias. Pakistani employees (N = 267) working in different organizations completed a series of survey questionnaires. The results supported the moderated mediation model, showing that problematic social media use during the current pandemic is linked to fear of COVID-19 and depression among employees. Furthermore, trait mindfulness was found to be an important buffer, reducing the negative indirect association between problematic social media use and depression through fear of COVID-19. These results offer implications for practitioners. The limitations of this study and future research directions are also discussed.

Jeopardies of Aversive Leadership: A Conservation of Resources Theory Approach.

The research on the dark side of leadership is still in its infancy. We have contributed to this line of research by proposing that work alienation acts as an underlying mechanism through which aversive leadership results in reduced job performance. We further propose that psychological capital (PsyCap) acts as an important personal resource that reduces the negative effects of aversive leadership in the form of work alienation. The proposed model gets its support from the conversation of resources theory given by Hobfoll (1989) which suggests that stressful situation like an aversive leadership results in the loss of employee resources as a result of that he/she indulges in work alienation and shows poor job performance to retain back the lost resources. People with better personal resources in the form of PsyCap are better able to cope-up with the aversive leader behavior and make them able to avoid work alienation. It is a time-lagged study. The data for the current study was collected from 321 employees working in the service sector organizations, particularly universities, banks and telecom organizations, through personally administered questionnaires. The results supported the mediation and moderation hypothesis. Limitations and future research along with theoretical and practical implications are given at the end.

The quantum Zeno and anti-Zeno effects with non-selective projective measurements.

In studies of the quantum Zeno and anti-Zeno effects, it is usual to consider rapid projective measurements with equal time intervals being performed on the system to check whether or not the system is in the initial state. These projective measurements are selective measurements in the sense that the measurement results are read out and only the case where all the measurement results correspond to the initial state is considered in the analysis of the effect of the measurements. In this paper, we extend such a treatment to consider the effect of repeated non-selective projective measurements - only the final measurement is required to correspond to the initial state, while we do not know the results of the intermediate measurements. We present a general formalism to derive the effective decay rate of the initial quantum state with such nonselective measurements. Importantly, we show that there is a difference between using non-selective projective measurements and the usual approach of considering only selective measurements only if we go beyond the weak system-environment coupling regime in models other than the usual population decay models. As such, we then apply our formalism to investigate the quantum Zeno and anti-Zeno effects for three exactly solvable system-environment models: a single two-level system undergoing dephasing, a single two-level system interacting with an environment of two-level systems and a large spin undergoing dephasing. Our results show that the quantum Zeno and anti-Zeno effects in the presence of non-selective projective measurements can differ very significantly as compared to the repeated selective measurement scenario.