A study on the double-edged sword effect of inclusive leadership on employees' work behaviour-dual path perspective of cognition and affection.

In order to cope with the volatile social environment and organisational change, more and more scholars call on leaders to stimulate subordinate effectiveness to a greater extent with inclusive behaviour. Existing studies focus on the positive impact of inclusive leadership, but ignore its potential negative impact. This study integrates Cognition-affection Personality System Theory to explore the double-edged sword mechanism of inclusive leadership on subordinates' work behaviour. Through the data analysis of 518 paired questionnaires collected in three stages, the results are as follows: Inclusive leadership has a positive impact on subordinates' psychological entitlement and state gratitude; Psychological entitlement and state gratitude play mediation roles not only between inclusive leadership and work withdrawal behaviour, but also between inclusive leadership and active behaviour; Subordinate narcissistic personality moderates the positive effect of inclusive leadership on psychological entitlement and state gratitude, and then moderates the indirect effect of inclusive leadership on subordinate work withdrawal behaviour and proactive behaviour through psychological entitlement and state gratitude. The above results expand the research on the action mechanism and boundary conditions of inclusive leadership in Chinese organisational context, and provide practical guidance for organisational managers to effectively conduct inclusive leadership.

The Double-Edged Sword Effect of Illegitimate Tasks on Employee Creativity: Positive and Negative Coping Perspectives.

Purpose: The purpose of our study is to explore how employees respond to illegitimate tasks and the impact it will have on employee creativity, as well as to explore the important boundary conditions for weakening the negative impact of illegitimate tasks and enhancing its positive impact. Methods: We collected 271 pairs of employee-supervisor valid matching data through three rounds of surveys, and conducted statistical analysis and hypothesis testing using SPSS 26.0 and AMOS 24.0 statistical analysis tools. Results: The results show that both job crafting and work withdrawal play a mediating role between illegitimate tasks and employee creativity, and the negative mediating role of work withdrawal is stronger than the positive mediating role of job crafting; supervisor developmental feedback not only positively moderates the relationship between illegitimate tasks and job crafting but also enhances the positive mediating role of job crafting; supervisor developmental feedback not only negatively moderates the link between illegitimate tasks and work withdrawal but also weakens the negative mediating role of work withdrawal. Conclusion: Drawing on Conservation of Resources theory and Stress-as-Offense-to-Self theory, we reveal that employees will adopt job crafting and work withdrawal in response to illegitimate tasks from positive and negative coping perspectives and how it will positively and negatively affect employee creativity, respectively. Meanwhile, we find that supervisor developmental feedback is a boundary condition for reducing the negative impact of illegitimate tasks and promoting their positive impact. In addition, we provide implications for organizations to weigh the pros and cons of illegitimate tasks and improve employee creativity.

To complain or not to complain: Management responses as a moderator in the relationship between workplace incivility and workplace outcomes among Australia and singaporean targets.

Workplace incivility is a challenging global occupational risk that is frequently considered trivial by managers and organizations. Often, complaints from targets are ignored; when this occurs, complaints can quickly escalate into formal grievances that cost businesses millions of dollars. While existing studies have uncovered cultural and gendered differences in how targets and organizations respond to workplace incivility, few cross-cultural studies have empirically examined how targets and organizations react to formal complaints. This study responds to this gap by using selective incivility, the transactional stress model, and national/cultural theories to conduct a multifaceted analysis of the underlying mechanisms responsible for targets' organizational outcomes. Specifically, we tested a moderated model with 303 Australian (152 males and 151 females) and 304 Singaporean (154 males and 150 females) employees working in multinational organizations to determine whether the degree to which organizations took incivility complaints seriously moderated the organizational outcomes of work withdrawal and work satisfaction. Overall, the results indicated that, compared to Singaporean employees and Australian female employees, Australian male employees were less tolerant of being mistreated and continued to experience heightened job dissatisfaction and withdrawal even when their complaints were taken seriously by their organization. These results suggest that complex gendered and cultural differences influence the impact of incivility complaints on work-related outcomes.

Reducing Work Withdrawal Behaviors When Faced with Work Obstacles: A Three-Way Interaction Model.

Work withdrawal behavior is a type of negative reaction when employees face obstacles at work. Its negative impact on individuals and organizations has caught the attention of academic circles and managers. In this study, data from 596 full-time employees were collected using two timepoint measurements one month apart. The internal mechanism of the link between obstructive stress and job withdrawal behavior was analyzed, and the combined effects of work control and cognitive flexibility on the negative effects of obstructive stress were analyzed in terms of the work demand-control-personal model. The results showed that negative work rumination played a complete mediating role between obstructive stress and work withdrawal behavior, and cognitive flexibility, obstructive stress, and work control had a significant three-way interaction. The results suggest that more attention should be paid to the role of employee cognition to avoid employees' withdrawal behavior in the face of work obstacles. In addition, when providing work resources to employees, the organization should also consider ensuring that work resources can be fully utilized to play a positive role in buffering work obstacles.

Do Illegitimate Tasks Lead to Work Withdrawal Behavior among Generation Z Employees in China? The Role of Perceived Insider Status and Overqualification.

Generation Z employees in the workplace cause a management challenge that enterprises have recently faced. The unique characteristics of Generation Z employees necessitate an urgent update to the knowledge of organizational management. However, few studies of the literature focus on the workplace behaviors of Generation Z. This study proposes that illegitimate tasks may lead to work withdrawal behavior among Generation Z employees. Based on the equity theory model, this study constructed a moderated mediation model to explore the impact of illegitimate tasks on the work withdrawal behavior of Generation Z employees, as well as the mediating role of perceived insider status and the moderating role of perceived overqualification. The analysis of survey data from 283 Generation Z employees in China at two time points found that illegitimate tasks are positively correlated with work withdrawal behavior. At the same time, the mediating role of perceived insider status was successfully confirmed. The results also showed that perceived overqualification strengthened the effect of illegitimate tasks on work withdrawal behavior and the mediating effect of perceived insider status. This study offers new insights into the management and development of Generation Z employees and the sustainable evolution of workplace relationships from both theoretical and practical perspectives.

Intersection of Intimate Partner Violence, Partner Interference, and Family Supportive Supervision on Victims' Work Withdrawal.

This study investigates the link between intimate partner violence (IPV) and work withdrawal (including absence frequency, partial absenteeism, and turnover intentions) in the context of partners' interference with victims at work and family supportive supervision of victims at work. Using the work-home resources model, we propose that (1) partner interference with victims at work will worsen the relationship between IPV and work withdrawal, and (2) family supportive supervision of victims at work will alleviate this relationship. Our analysis of a sample of 249 female employees found a three-way interaction between IPV, partner interference, and family supportive supervision on victims' absence frequency: IPV victims whose partners interfered with their work had lower absence frequency when they received high (compared to low) levels of family supportive supervision at work. Importantly, family supportive supervision was only related to lower absence frequency when both IPV and partner interference were present. This suggests that organizations have a unique opportunity to reduce the negative effects of IPV and partner interference not only for the victim but also for other employees who are indirectly affected. Our findings have significant implications for organizations, which have ethical, legal, and practical responsibilities to create a safe working environment for all employees.

"I-just-wanna-get-by" hurts teachers and their work: Linking preschool teacher identity to work withdrawals in an emerging economy.

Motivation deficit in low- and middle-income countries (LMICs) has implications for teacher well-being and education outcomes. This study, utilizing the job demand resource (JD-R) theory, explores the role of teacher identity as a motivational resource that antecedes emotional labor strategies - deep acting and surface acting. We further examined the relationship between emotional labor strategies and teacher work withdrawals - presenteeism and lateness, and the intervening role of teacher emotional exhaustion. We tested our theoretical model using 574 preschool teachers in Ghana. We found that teacher identity relates positively to deep acting but negatively to surface acting. And that deep acting relates to work withdrawals negatively whilst surface acting is associated with them positively. Deep acting diminishes work withdrawals because of its capacity to prevent emotional exhaustion, but the mediation role of emotional exhaustion in surface acting and work withdrawal links was non-significant. Our study presents preliminary evidence from an emerging economy on the central role of teacher identity (motivation component) in emotion management in an attempt to reduce emotional strain, thereby lessening negative work behaviors.

The mediating role of self-efficacy in the relationship between social support and work withdrawal behavior: A cross-sectional study among young lung cancer survivors.

Objective: The study aimed to explore the predictors of work withdrawal behavior among young lung cancer survivors and examine the mediating role of self-efficacy in the relationship between social support and work withdrawal behavior. Methods: This cross-sectional study was conducted in a cancer center in southern China. A total of 215 young lung cancer survivors were recruited from January 2021 to July 2021 and investigated by a demographic and disease-related questionnaire, the Work Withdrawal Behavior Scale, Social Support Rating Scale, and General Self-efficacy Scale. Data analysis was performed â€‹using â€‹IBM SPSS 25.0 (IBM Corp., Armonk, NY, USA) and PROCESS macro version 3.3 for SPSS developed by Preacher and Hayes. Results: The mean score of work withdrawal behavior was 3.02 (±0.70). Existing symptoms, income, residence, the duration of postoperative rest time, social support, and self-efficacy were the predictors and explained 70.2% of the variance of work withdrawal behavior. The mediating effect of self-efficacy was identified between social support and work withdrawal behavior (indirect effect â€‹= â€‹0.36, bias-corrected 95% confidence interval [-0.542 to -0.197]). Conclusions: Work withdrawal behavior was prevalent among young lung cancer survivors. Social support and self-efficacy were significantly associated with work withdrawal behavior, and self-efficacy was identified as a mediator between social support and work withdrawal behavior among this group. Health professionals could help them return and adapt to work by relieving their symptoms, providing social support, and enhancing their self-efficacy.

Work-family conflict and withdrawal behavior among mainland China's IT employees: the mediating role of emotional exhaustion and moderating role of job autonomy.

Since the turn of the millennium, the information technology (IT) industry has been growing rapidly in mainland China. One of the significant characteristics of IT employees in mainland China during the past decades was that they tended to work more overtime, which might result in more work-family conflicts and higher turnover rates. Our study tested the mechanism of work-family conflict and work withdrawal behaviors using data from 389 IT employees in mainland China. Using the job demands-resources model and the conservation of resources theory, we examined the mediating effect of emotional exhaustion and the moderating effect of job autonomy. The results indicated that work-to-family conflict was negatively related with work withdrawal behaviors, whereas family-to-work conflict was positively related with work withdrawal behaviors. Moreover, we found the opposite moderating role of job autonomy, which enhanced the relationships between emotional exhaustion and work withdrawal behaviors. That is, the relationship was stronger among employees with higher job autonomy than among those with lower job autonomy. These findings indicate that work-family conflict relates to employees' psychological well-being and behavior, and that job autonomy might play a special role between work-family conflict and work withdrawal behaviors.

The mediating effect of self-regulation fatigue between acceptance of hearing impairment and work withdrawal behavior in young and middle-aged patients with sudden deafness / 中国实用护理杂志

Objective:To explore the mediating effect of self-regulation fatigue between acceptance of hearing impairment and work withdrawal behavior in young and middle-aged patients with sudden deafness, so as to provide reference for the formulation of intervention measures for job withdrawal behavior.Methods:A cross-sectional survey was conducted to facilitate the selection of 326 young and middle-aged patients with sudden deafness who were treated in the Department of Otolaryngology, Head and Neck Surgery in the First Affiliated Hospital and the Second Affiliated Hospital of Air Force Military Medical University of the Chinese PLA from February 2021 to January 2022. The survey was carried out by general information questionnaire, the Revised Acceptance Disability Scale, the Self-Regulatory Fatigue Scale, and the Work Withdrawal Behavior Scale. Structural equation model method was used to analyze the mediating effect.Results:The acceptance of hearing impairment score in young and middle-aged patients with sudden deafness was (59.82 ± 10.99) points, the self-regulation fatigue score was (60.38 ± 8.84) points, and the work withdrawal behavior score was (39.06 ± 6.51) points. Self-regulation fatigue was negatively correlated with acceptance of hearing impairment ( r=-0.541, P<0.01). Work withdrawal behavior was negatively correlated with acceptance of hearing impairment ( r=-0.488, P<0.01), and was positively correlated with self-regulation fatigue ( r=0.587, P<0.01). Self-regulation fatigue played a partial mediating effect between the acceptance of hearing impairment and work withdrawal in young and middle-aged patients with sudden deafness, and the mediating effect ratio was 56.30%. Conclusions:The acceptance of hearing impairment can not only directly affect the work withdrawal behavior of young and middle-aged patients with sudden deafness, but also indirectly affect their work withdrawal behavior through self-regulation fatigue. Medical staff should pay attention to the internal relationship between the acceptance of hearing impairment, self-regulation fatigue and work withdrawal behaviors, so as to improve the acceptance of hearing impairment of patients, relieve their self-regulation fatigue, and avoid the occurrence of work withdrawal behaviors.

Unlocking the Effect of Supervisor Incivility on Work Withdrawal Behavior: Conservation of Resource Perspective.

Workplace incivility has gotten a lot of attention in recent decades. Researchers have looked at many forms of aggressive conduct in the workplace and their negative impacts on individuals and businesses. The goal of this study was to see how incivility among supervisors leads to work withdrawal and when this link might be mitigated. We argued that supervisor incivility indirectly influences work withdrawal behavior through job insecurity, and that emotional intelligence moderates this connection. This study attempted to evaluate the influence of supervisor incivility on the job withdrawal behavior of personnel working in several banks Lahore by drawing on affective events theory and conservation of resource theory. Data were gathered from 350 workers of banks in Lahore, Gujranwala, and Sheikhupura to test our assumptions, and SPSS 24 was used to generate and analyze data with Hayes Process. The findings revealed a strong link between supervisor incivility and job insecurity but no link between supervisor incivility and work withdrawal behavior. The idea of moderation was validated, since emotional intelligence moderates the relationship between job insecurity and job withdrawal behavior. There are also suggestions for more empirical studies and theoretical and practical ramifications.

Positive Humor and Work Withdrawal Behaviors: The Role of Stress Coping Styles in the Hotel Industry Amid COVID-19 Pandemic.

Working in the hospitality industry is stressful due to the intensive workload and extended work hours; this stress has increased after the COVID-19 pandemic due to high levels of job insecurity, downsizing, and laying off procedures. Employees in the hotel industry can deal with stress positively by utilizing task-coping styles or negatively by emotion- and avoidance-coping styles. Building on the transactional theory of stress and coping, and the benign violation theory of humor, the current study explores the relationships between positive humor and work withdrawal behaviors with the mediating effects of coping styles. A total of 407 hotel employees participated, and the obtained data were analyzed by structural equation modeling with partial least squares (PLS). The results asserted that affiliative humor is able to reduce coping with stresses via the negative styles and to increase coping with stresses via the positive style. The results also demonstrated the ability of task-coping in reducing work withdrawal behavior. Significant insights into theoretical and practical implications are further discussed.

Is Abusive Supervision the Last Straw? The Buffering Role of Construal Level in the Association of Abusive Supervision With Withdrawal.

Drawing on the theory of cognitive-affective processing system and that of construal level, we propose a moderated mediation model illustrating the relationship among abusive supervision, shame, construal level, and work withdrawal. We tested this model with a two-source time-lagged survey of 387 employees from 129 work teams in central and East China. Results revealed that abusive supervision had a positive association with the emotion of shame and supported the mediating role of shame linking abusive supervision to work withdrawal. Besides, our findings supported the buffering effect of construal level on the shame-work withdrawal relationship as well as the indirect relationship between abusive supervision and work withdrawal channeled through the emotion of shame.

Lashing out: emotional exhaustion triggers retaliatory incivility in the workplace.

Incivility in the workplace is a growing problem in many workplaces that can detrimentally affect employees and organisations. Despite this increasing problem, the current literature on incivility lacks an integrated theoretical model to explain engaged and retaliated incivility in the workplace. To address this gap, we tested a model which incorporated both Spiral Theory of Incivility with Conservation of Resource Theory to explain the underlying processes involve in the relationship between engaged and retaliatory workplace incivility. Specifically, retaliatory incivility was hypothesised as an influencing factor, work withdrawal and job dissatisfaction as consequences, and emotional exhaustion as a moderator. A total of 875 employees in multinational organisations across three countries were panel surveyed. The overall result from the Structural Equation Modelling (SEM) indicated that the fit indices for the proposed model fulfilled all recommended levels. Importantly, emotional exhaustion was found to be the trigger point in the negative spiral of workplace incivility. Theoretical implications and practical considerations were discussed.

Why do followers feel inauthentic and withdraw? The joint effect of leader Machiavellianism and perceived collectivistic work climate.

OBJECTIVE: Although past research has shown the negative consequences of state inauthenticity (i.e., the experience of inauthenticity), what triggers state inauthenticity remains to be better understood. We focus on leader Machiavellianism (Mach), defined as the extent to which leaders engage in unethical and manipulative behaviors to attain their goals, as a predictor of follower state inauthenticity. Drawing on the social misfit argument, we examined a model in which leader Mach, jointly with a perceived collectivistic work climate, determines follower state inauthenticity and subsequent work withdrawal. METHOD: We used a vignette-based lab study (303 participants from the United States) and a daily diary field study (476 daily responses from 69 participants recruited from China). RESULTS: Across two studies, we found that follower state inauthenticity mediated the relationship between leader Mach and follower work withdrawal. The positive relationship between leader Mach and follower state inauthenticity was strengthened by a perceived collectivistic work climate. CONCLUSIONS: The present research underlines the importance of the social environment in influencing follower state inauthenticity at work and shifts research attention from the consequences of state inauthenticity to its predictors.

Relationship of work-family conflict, work withdrawal behavior and psychological resilience of postpartum female nurses with the second-child / 中国实用护理杂志

Objective:To investigate the work-family conflict, work withdrawal behavior and psychological resilience of postpartum female nurses with the second-child, analyze the relationships between them, further analyze whether there is a mediating role of psychological resilience between work-family conflict and work withdrawal behavior.Methods:A total of 303 postpartum female nurses with the second-child were assessed with general information questionnaire, Work-Family Conflict Scale(WFC), Conner-Davidson Resilience Scale(CD-RISC) and Work Withdrawal Behavior Scale(WWBS).Results:The total score of WFC was 53.22±13.63, and the highest score in the factor of time while lowest in the factor of behavior with 18.92±5.00,16.92±6.07. The total score of WWBS was 18.79±4.26, and the score of dimension of psychological withdrawal and behavioral withdrawal was 13.99±3.53, 4.80±1.22. The total score of CD-RISC was 88.81±16.45. The total scores and scores of each dimension of WFC were positively correlated with those of WWBS( r values were 0.122-0.396, P<0.05 or 0.01). The total scores and scores of each dimension of CD-RISC were negatively correlated with those of WWBS and WFC( r values were -0.320--0.094, P<0.05 or 0.01). Structural equation modeling analysis showed that work-family conflict indirectly affected work withdrawal behavior through psychological resilience. Conclusions:Cultivating psychological resilience shows a positive effect on easing the work-family conflict and improving work withdrawal behavior for postpartum female nurses with the second-child.

Does Green-Person-Organization Fit Predict Intrinsic Need Satisfaction and Workplace Engagement?

The current study assessed whether high green-person-organization fit (GPO; the extent to which an organization's commitment to pro-environmental outcomes is congruent with its employees' environmental values) predicts employees' intrinsic need satisfaction and engagement in the workplace. The sample consisted of 818 full-time Australian workers, which is sourced from an online panel. Consistent with the GPO model, pro-environmental work climate was a more potent predictor of intrinsic need satisfaction and engagement for employees with strong ecocentric values than those with weak ecocentric values. Mediation analyses revealed that the effect of work climate on employee engagement was fully mediated by intrinsic need satisfaction, and this effect was strongest when GPO fit was high. Overall, our findings suggest that organizations with pro-environmental work climates that match their employees' values have more satisfied and committed workforces.

'I'm So Stressed!': A Longitudinal Model of Stress, Burnout and Engagement among Social Workers in Child Welfare Settings.

The well-documented day-to-day and long-term experiences of job stress and burnout among employees in child welfare organisations increasingly raise concerns among leaders, policy makers and scholars. Testing a theory-driven longitudinal model, this study seeks to advance understanding of the differential impact of job stressors (work-family conflict, role conflict and role ambiguity) and burnout (emotional exhaustion and depersonalisation) on employee disengagement (work withdrawal and exit-seeking behaviours). Data were collected at three six-month intervals from an availability sample of 362 front line social workers or social work supervisors who work in a large urban public child welfare organisation in the USA. The study's results yielded a good model fit (RMSEA = 0.06, CFI = 0.96, NFI = 0.94). Work-family conflict, role ambiguity and role conflict were found to impact work withdrawal and exit-seeking behaviours indirectly through burnout. The outcome variable, exit-seeking behaviours, was positively impacted by depersonalisation and work withdrawal at a statistically significant level. Overall, findings, at least in the US context, highlight the importance of further examining the development of job burnout among social workers and social work supervisors working in child welfare settings, as well as the utility of long-term administrative strategies to mitigate risks of burnout development and support engagement.