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Abusive supervision and knowledge sharing: moderating roles of Islamic work ethic and learning goal orientation

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Abstract

Purpose The purpose of this paper is to extend the scant literature on the effect of abusive supervision on knowledge sharing by examining the roles of Islamic work ethic and learning goal orientation in moderating the effect. Design/methodology/approach This paper utilizes a cross-lagged survey research design to collect data from 735 employees working in the services and manufacturing sectors of Pakistan. Findings The data analysis revealed that abusive supervision has a damaging effect on knowledge sharing in the workplace. However, employee learning goal orientation and the Islamic work ethic help in mitigating this detrimental effect. Research limitations/implications The main theoretical implication is to advance knowledge on the boundary conditions that help in mitigating the undesirable effect of abusive supervision on sharing of knowledge in organizational settings. Practical implications This paper provides practical insights into mitigating the damaging effects of abusive supervision, a prevalent issue in Asian societies, through the lenses of Islamic business ethics and learning goal orientation. Originality/value This is the first study that examines the boundary conditions placed by the Islamic work ethic and learning goal orientation around the relationship between abusive supervision and knowledge sharing in the context of Pakistan.

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... An organisation's capacity to communicate knowledge is essential to its success and efficient operation (Islam et al., 2020). Therefore, it is generally accepted that knowledge sharing in businesses occupies a critical space in boosting both competence and long-term viability (Kremer et al., 2019). ...
... Information communication between areas of expertise, departments, and even entire enterprises is part of the culture of reciprocal interaction that goes hand in hand with knowledge sharing (Bhatti et al., 2021). Conversely, Islam et al. (2020) claim that knowledgehiding behaviour is encouraged by a toxic workplace that impedes information sharing and, thus, reduces a company's capacity to compete. Such a culture not only hinders the accomplishment of organizational goals but also negatively affects lower-level results (such as performance, creativity, and inventive thinking) (Fattah, 2022;Pradhan et al., 2019). ...
... Therefore, companies ought to encourage a spirit of cooperation and open dialogue. Management may undertake a variety of corrective measures, such as planning leisure excursions, going to social gatherings and clubs, and organizing courses on compassion and understanding for others; these actions, for instance, can help people understand one another better (Islam et al., 2020). This effort will encourage knowledge sharing and participatory knowledge generation, and it will lead to bonding among individuals in the workplace which will, in turn, reduce workers' turnover intention. ...
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This study probes the place of knowledge sharing in influencing the turnover intention of librarians in SouthWest Nigerian universities. High turnover rates among librarians pose challenges for organisations, leading to financial losses and a decline in service quality. The study assessed the level of knowledge sharing among librarians, determined their turnover intentions, and examined the influence of knowledge sharing on turnover intentions. The study employed survey methodology, collecting data from 145 librarians in 11 selected university libraries. Data for the study was gathered using a questionnaire comprising two (2) scales for measuring the study's variables. Section A was designed to capture the demographic characteristics of the respondents; Section B to elucidate data on knowledge sharing behaviour of the respondents and comprised 14 items measured using a 5-point Likert-type scale. Section C obtained data on the turnover intention of the respondents and comprised 17 items measured using a Likert-type scale. The study found librarians to have a positive attitude towards knowledge sharing, expressing willingness to share their knowledge, work experiences, and expertise. They perceive it as beneficial and are encouraged by their superiors. However, they generally have low intentions to resign or quit their positions. The study found that knowledge-sharing behaviour significantly influences turnover intention, suggesting that librarians who engage more in knowledge-sharing are less likely to leave their jobs. The study, thus, suggests that university library management should implement policies that encourage knowledge-sharing behaviour to discourage high librarian turnover intentions.
... Knowledge sharing allows individuals to exploit and capitalize on intangible resources. Knowledge sharing is positively related to reduced production costs, new product developments, innovation, team creativity, high team performance and high firm performance like sales growth and revenue [25,28,54]. ...
... Hence, Individuals with high IWE will exhibit more knowledge sharing behaviors as compared to the ones with low IWE [42]. Several studies have been conducted on IWE and Knowledge Sharing or Hiding behaviors which state that there is a positive relationship between abusive supervision and knowledge hiding behavior and IWE and future orientation tend to weaken this relationship [24,25]. Also, abusive supervision has a damaging effect on knowledge sharing, but IWE and learning goal orientation helps in reducing this detrimental impact on knowledge sharing [25]. ...
... Several studies have been conducted on IWE and Knowledge Sharing or Hiding behaviors which state that there is a positive relationship between abusive supervision and knowledge hiding behavior and IWE and future orientation tend to weaken this relationship [24,25]. Also, abusive supervision has a damaging effect on knowledge sharing, but IWE and learning goal orientation helps in reducing this detrimental impact on knowledge sharing [25]. Psychological capital mediates the relationship between IWE and task performance and Ethical Leadership moderates the relationship between IWE and psychological capital [47]. ...
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Knowledge is the most critical source for sustainable competitive advantage in an organization. Organizations must therefore focus on creating a culture for Knowledge Sharing. However, politics or political work environment is an inevitable outcome where people interact and communicate on a daily basis. Politics discourage Knowledge Sharing and its related efforts in the organization. However, Islamic Work Ethic can remove negativity and strengthen Knowledge Sharing behaviors in the organization. This research focused on the moderating role of Islamic Work Ethic between Perceptions of Politics and Knowledge Sharing behaviors. The data was gathered using a structured questionnaire from the Banking Industry in Karachi, Pakistan using unrestricted non-probability convenience sampling technique. Hypotheses was tested using Structural Equation Modelling in SMART-PLS software. It was found that Perceptions of Politics reduces Knowledge Sharing Behaviors while Islamic Work Ethic Increase Knowledge Sharing Behaviors. Islamic Work Ethic moderates the relationship between Perceptions of Politics and Knowledge Sharing Behaviors. Employees religious orientations affect their work-related outcomes and behaviors. Islamic Banks have been mostly neglected as they have recently emerged as an important part of the economy therefore this study contributes to the literature by collaborating Islamic Work Ethic, Perceptions of Politics and Knowledge Sharing.
... In a similar vein, Islam et al. (2020) argue that an ethical organizational culture and human resources management that support, empower and reward employees in a commensurate manner will lead to knowledge-sharing behaviors. The authors maintain that an Islamic work ethic involving universally shared values of hard work and justice are powerful tools that can trigger positive a work orientation and organizational commitment. ...
... This research confirms that frequently, organizational leaders have to deal with difficult and challenging situations, where they are expected to make hard decisions (Islam et al., 2020;Islam et al., 2021;Latan et al., 2019;Naseer et al., 2020;Schwepker & Dimitriou, 2021). In such cases, the most reasonable ethical approach would be to follow courses of action that will result in the least possible harm to everyone (Heine et al., 2023). ...
... Hence, organizational leaders of service businesses ought to be aware that there is scope for them to empower their human resources, to help them make responsible choices and decisions relating to their work activities, in a discrete manner (Bourdeau et al., 2019;Islam et al., 2020;Tanova & Bayighomog, 2022). The employees' higher levels of autonomy and independence can influence their morale (Paramita et al., 2021;Ramboarisata & Gendron, 2019) and reduce stress levels (Schwepker Jr & Dimitriou, 2021). ...
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Few researchers sought to identify the most popular themes of study that promote ethical leadership in service organizations. This paper addresses this knowledge gap in the academic literature. Its research objectives are threefold: (i) first, it identifies and extracts high impact articles on service ethics published in the last 5 years; (ii) second, it presents the results from a thematic analysis, to shed light on research paradigms and areas of study focused on this topic; (iii) third, it advances theoretical and practical implications. In sum, this article raises awareness on ethical and social responsibilities of service organizations in an age where they are utilizing disruptive technologies, including artificial intelligence (AI), big data and analytics, as well as with sharing economy platforms, among others. The findings indicate that they are expected to conduct sustainability accounting, reporting and assurance of their environmental, social and governance (ESG) performance, to prove their legitimacy with stakeholders, among other responsibilities.
... However, IWE is a potential moderator and existing studies provided several evidences about buffering the negative impact of leadership behavior on employee outcomes. For instance, Islam et al. (2021) found that IWE significantly decreases the negative impact of abusive supervision on knowledge sharing. Similarly, Javed et al. (2019) confirmed the moderating effect of IWE between the linkage of abusive supervision and deviant work behavior. ...
... Zia et al. (2022) found that IWE moderates the linkage of leader member exchange and adaptive performance. Similarly, IWE was found to buffer the impact of dark leadership on sharing behaviors (Islam et al., 2021). The findings further support the study's theoretical premise, which is grounded in COR theory. ...
... Our research expands upon the existing empirical studies in multiple ways. Through a review of the relevant literature, we have identified several empirical studies that have shown the detrimental effects of despotic leadership on employee outcomes such as performance, knowledge sharing and project success (Islam et al., 2021). Our paper fills this gap by presenting the pioneer empirical evidence about the harmful impact of despotic leadership on adaptive performance in the construction industry. ...
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Purpose This study aims to theoretically discuss and empirically test the mediating mechanism of psychological distress and the moderating effects of Islamic work ethics (IWE) in the relationship between despotic leadership and adaptive performance. Design/methodology/approach A three-wave survey was used to gather the data from middle managers and their supervisors of construction firms in Pakistan. The final sample consisted of 304 respondents and data analysis was performed through SEM analysis. Findings Despotic leadership enhances employees’ psychological distress which results in a negative impact on adaptive performance. In addition, IWE played a buffering role in mitigating the harmful impacts of despotic leadership on adaptive performance. Originality/value The study is among the pioneers that have investigated how despotic leadership impacts employees’ adaptive performance via the underlying mechanism of psychological distress through the conservation of resources and social exchange theory lens.
... In a similar vein, Islam et al. (2020) argue that an ethical organizational culture and human resources management that support, empower and reward employees in a commensurate manner will lead to knowledge-sharing behaviors. The authors maintain that an Islamic work ethic involving universally shared values of hard work and justice are powerful tools that can trigger positive a work orientation and organizational commitment. ...
... This research confirms that frequently, organizational leaders have to deal with difficult and challenging situations, where they are expected to make hard decisions (Islam et al., 2020;Islam et al., 2021;Latan et al., 2019;Naseer et al., 2020;Schwepker & Dimitriou, 2021). In such cases, the most reasonable ethical approach would be to follow courses of action that will result in the least possible harm to everyone (Heine et al., 2023). ...
... Hence, organizational leaders of service businesses ought to be aware that there is scope for them to empower their human resources, to help them make responsible choices and decisions relating to their work activities, in a discrete manner (Bourdeau et al., 2019;Islam et al., 2020;Tanova & Bayighomog, 2022). The employees' higher levels of autonomy and independence can influence their morale (Paramita et al., 2021;Ramboarisata & Gendron, 2019) and reduce stress levels (Schwepker Jr & Dimitriou, 2021). ...
Article
Full-text available
Few researchers sought to identify the most popular themes of study that promote ethical leadership in service organizations. This paper addresses this knowledge gap in the academic literature. Its research objectives are threefold: (i) Firstly, it identifies and extracts high impact articles on service ethics published in the last five years; (ii) Secondly, it presents the results from a thematic analysis, to shed light on research paradigms and areas of study focused on this topic; (iii) Thirdly, it advances theoretical and practical implications. In sum, this article raises awareness on ethical and social responsibilities of service organizations in an age where they are utilizing disruptive technologies, including artificial intelligence (AI), big data and analytics, as well as with sharing economy platforms, among others. The findings indicate that they are expected to conduct sustainability accounting, reporting and assurance of their environmental, social and governance (ESG) performance, to prove their legitimacy with stakeholders, among other responsibilities.
... Deception, fraud and corruption are strictly prohibited. The Quran and Sunnah urge individuals to share their expertise to contribute to the prosperity and welfare of society, particularly in the workplace (Islam et al., 2021). IWE encourage Muslims to be compassionate and charitable in their dealings with colleagues, subordinates and those in need. ...
... Generally, when individuals witness destructive behavior from their supervisors, they reciprocate the exchange, exhibiting a similar type of detrimental behavior, such as knowledge hiding (Sharma et al., 2019). However, employees with high IWE are less concerned with and pay less attention to their supervisor's dysfunctional behavior (Chaudhary et al., 2023;Islam et al., 2021;Qasim et al., 2022). Quranic teachings and basic Islamic principles forbid and prohibit dishonest business transactions, practices, and attitudes (Khalid et al., 2018). ...
... Moreover, IWE is associated with high workplace duty, pushing employees to share knowledge (Chaudhary et al., 2023;Islam et al., 2021;Javed et al., 2019). In a hadith, Prophet Muhammad (may Allah be pleased with him) said, "Whoever is asked about knowledge and hides it, a bridle made of fire will be put around his lips on the Day of Resurrection" (Sunan Ibn Majah, Hadith no. ...
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Purpose Abusive supervision (AS) provides insights into the darker aspects of leadership behavior and its effects on employees. Understanding and addressing AS can contribute to creating healthier work environments and promoting employee well-being. The effect of abusive leadership (AS) on counterproductive work behaviors (CWB) in nursing staff is examined through the theoretical lens of the social exchange theory. Design/methodology/approach Data were collected from 302 nursing staff working at public and private hospitals through a self-administered questionnaire. Measurement scales were adapted from the literature and the data were tested for validity and reliability before performing hypotheses testing through structural equation modeling in SmartPLS 4.0. Findings AS positively affects CWB, and psychological contract breach mediates this relationship. However, employees with high Islamic work ethics (IWE) are less concerned with supervisors' dysfunctional behaviors and pay less attention to them; thus, IWE buffers the effect of AS on CWBs. Originality/value A positive and supportive organizational climate is crucial for attracting and retaining skilled healthcare professionals. When healthcare professionals are subjected to abusive behaviors, their ability to share knowledge, adopt safety protocols and provide the best patient care may be hampered. Therefore, addressing AS in hospitals is vital to promoting a positive work environment, enhancing employee well-being and improving patient care.
... In this regard, we propose the Islamic work ethic as one of the potential factors that facilitate in minimizing the harmful effects of work stressors (Islam et al., 2021;Khan et al., 2015;Rawwas et al., 2018). It emphasizes more intentions than results (Yousef, 2000) and has deep origin in the Quran and the Sunnah (Qasim et al., 2022). ...
... Research suggests that lack of distributive or procedural fairness is considered as harmful to individuals having a high Islamic work ethic, (Khan et al., 2015). Based on the significance of this concept especially in Islamic countries Islam et al., 2021;Nazir et al., 2022), Islamic work ethic has been used as a conditional variable in the relationships of challenge/hindrance stressors with creativity and burnout. ...
... Past studies indicate that the Islamic work ethic positively affects job satisfaction and organizational commitment (Islam et al., 2021;Rizk, 2008;Yousef, 2001;Zia et al., 2022). Individuals high in Islamic work ethics consider work as a worship and are fully devoted to their work and have innovative capabilities (Kumar & Rose, 2010;Saban et al., 2020). ...
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Drawing on social exchange theory, this study investigated the impact of workplace stressors on creativity and job burnout among engineers. Moreover, it also investigated the conditional role of Islamic work ethics in the above relationships. For testing the hypotheses, data from 161 engineers and their respective managers were collected using a time-lagged approach from various organizations in Pakistan. Further, a structural equation modelling technique was utilized for testing the proposed relationships. The findings suggested a positive impact of challenge and hindrance stressors on employees’ burnout. Moreover, challenge and hindrance stressors were found to have a negative impact on employees’ creativity. Finally, the results supported a conditional role of Islamic work ethics in the relationships of challenge stressors with creativity and job burnout. While existing literature has focused on the work-related outcomes of workplace stressors, this research has simultaneously incorporated the role of work and non-work factors. Finally, the integration of Islamic work ethics provided a novel perspective for understanding how employees’ values and beliefs facilitate effectively managing their behavioural and attitudinal outcomes, particularly under stressful circumstances.
... The use of self-report survey designs may result in common method bias (CMB) issues (Islam et al., 2021). We employ an anonymous survey to lower CMB (Kim et al., 2022). ...
... We employ an anonymous survey to lower CMB (Kim et al., 2022). We also identify statistics based on Harman's single-factor test approach (Islam et al., 2021). The results show no single factor, and the first factor explains the variance of 33.67%, so CMB is not a significant problem (Jahanzeb et al., 2021). ...
Article
This study identifies the influence of servant leadership on teacher creativity. We considered occupational commitment and work engagement as sequential mediators in the relationship between servant leadership and teacher creativity. This current study uses surveys by distributing questionnaires to teachers at the "X" education foundation in one of the cities in East Java. Hypothesis testing uses partial least squares-structural equation modeling (PLS-SEM). Our study shows that servant leadership does not directly enhance teacher creativity but rather through occupational commitment and work engagement. This finding contributed to the understanding that servant leadership influences teacher creativity through the sequential mediation of occupational commitment and work engagement. As an implication, the "X" educational foundation needs to choose principals who are able to act as servant leaders. In order to effectively increase teacher creativity, servant leaders must provide support and opportunities for teachers that will boost their commitment to their work. Teachers with high occupational commitment will be more engaged with their work, allowing them to become more creative. In addition, various employee management activities, such as training, recognition, and selecting effective school principals, are needed to increase teachers' commitment, engagement, and creativity.
... Knowledge sharing has become an imperative for organizations as it serves as a source of novel ideas and drives competitive advantage (Khatoon et al., 2022). In the digital era, knowledge sharing is a strategic component for organizational operation and has a direct impact on organizational performance (Islam et al., 2021). In a fiercely competitive and innovative industry like software, launching cutting-edge products is crucial to maintain competitiveness (Anwar et al., 2018). ...
... The exchange of knowledge among employees is a crucial process that fosters creativity and innovation in the workplace (Islam et al., 2021. Known as knowledge sharing, this process involves employee-to-employee learning that supports individual potential enhancement, problem-solving, and overall work performance (Nguyen et al., 2020). ...
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Effective knowledge sharing among software developers is crucial for maximizing software development output throughout the software development lifecycle. Building upon Triandis’ Facilitating condition, this study explores the moderating impact of two factors, namely Organizational support and Technological support, on the relationship between knowledge sharing intentions (KSI) and knowledge sharing behavior (KSB). Specifically, the study investigates the impact of KSB on individuals’ job performance in global software development organizations. A self-administered questionnaire was used to collect data from 302 Malaysian participants working on global software development projects. The collected data was analyzed using Structure Equation Modeling (SEM) through SmartPLS. The results reveal that only organizational support, among Triandis’ Facilitating conditions, moderates the relationship between KSI and KSB. Moreover, the study finds that KSB mediates the relationship between knowledge sharing intentions and job performance. The findings of this study provide practical and theoretical implications for software developers.
... Therefore, according to Chaudhary (2019), the job description for a particular role should outline the environmental obligations connected with that position along with the skills and knowledge candidates must possess to perform environmental activities. A greater number of excellent candidates are attracted to an organization when recruitment is focused on sustainable goals because it influences employees' environmental concerns, promotes a greener workforce, and highlights the organization's superior EFB (Zibarrasa & Coan, 2015;Islam et al., 2020). As a result, GRS is a vital part of GHRM practices; it highlights the necessity of hiring employees who care about environmental issues, which could improve EFB (Zibarrasa & Coan, 2015). ...
... Furthermore, previous research indicates that integrating environmental considerations into employees' objectives and duties and assessing their performance in line with these objectives can help organizations meet their overall environmental targets. Employee motivation to meet green goals can be fostered via performance reviews related to these objectives (Islam et al., 2020;Likhitkar & Verma, 2017). In summary, GPM develops ecological performance measures to establish a set of green standards encompassing a range of subjects such as carbon emission reduction, environmental occurrences, ecological duties, and environmental policy and concern awareness (Saeed et al., 2019). ...
Article
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Green human resource management practices are widely accepted and are essential for encouraging sustainable behavior in organizations. We aimed to ascertain the relationship between employees' eco-friendly behavior and Green HRM practices by employing environmental awareness as a mediator. we analyzed and tested the suggested model Employing the PLS-SEM method through SmartPLS 4. The current study employed a quantitative research approach to collect data from 346 actual respondents. From six major public universities in Afghanistan, these participants were selected randomly. Based on the investigation, it was shown that green recruitment and selection, green training and development, green performance management, and green reward and compensation possessed a positive impact on employees' eco-friendly behavior. Additionally, environmental awareness promotes eco-friendly conduct among the staff. The research provides updated outcomes showing that, through the partially moderating impacts of environmental awareness, green HRM practices in Afghanistan's public universities both directly and indirectly influence employees' eco-friendly behavior. The current study is noteworthy since it provides fresh insights into green HRM. Additionally, by examining these relationships and assessing the mediation effects, this work adds to the amount of literature already accessible on environmentally friendly behaviors. Furthermore, current research makes a practical contribution to public universities by suggesting guidelines on how to increase academicians' awareness of green HRM practices, enhance eco-friendly behavior at work, and develop environmentally friendly behavior.
... It has been found in earlier studies that LGO is associated with numerous outcomes, i.e., an increase in innovative behaviors (Nguyen et al., 2023), creativity, and engagement (Rozkwitalska et al., 2022;To et al., 2015) self-efficacy and performance (Lu et al., 2022) psychological empowerment (Matsuo, 2021), and psychological capital (Sánchez-Cardona et al., 2021). Few earlier studies used LGO as a moderator with different predictor and criterion variables, and their findings reveal that a higher level of learning motivation of individuals in the form of LGO enables them to deal with negative supervisor behaviors (e.g., abusive supervisor) and produce positive outcomes, i.e., knowledge sharing (Islam et al., 2021) and with the support of positive supervisor behaviors (e.g., transformational leadership) these individuals demonstrates OCB and higher productivity (Zacher & Jimmieson, 2013). ...
... Moreover, empirical results also support that LGO moderated COL's indirect impact on FIs via IRTC. These interesting findings are also consistent with the earlier studies (Islam et al., 2021;Zacher & Jimmieson, 2013), which highlight that a higher level of LGO in employees leads to different positive outcomes, i.e., motivation, innovation, self-efficacy (Lu et al., 2022;Nguyen et al., 2023) and readiness to face the uncertain or new situations. The researchers of this study specifically found that a higher level of LGO in employees enhances their confidence to deal with the uncertain circumstances that organizations usually face during the innovation process (Hirst et al., 2009;Nguyen et al., 2023). ...
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Purpose: Whether or not organizations can produce fugal innovations depends on the people involved in the innovation process. This paper aims to investigate whether leaders could influence their subordinates' change readiness by employing a leadership style called “change-oriented leadership” and what role is played by the learning goal orientation of individuals for frugal innovations. Methodology: We use the temporal separation method for data collection with a sample of 313 permanent employees working in the pharmaceutical and textile sectors. Findings: We found that change-oriented leaders significantly increase frugal innovations. This effect is mediated by employees' self-reported change readiness and moderated by their learning goal orientation. Our results demonstrate that leaders substantially influence the degree of change readiness for organizations to develop frugal innovations. Our study also highlights that if people have a learning goal orientation, their change readiness is not fixed but can be altered by their social environment, especially by organizational leaders. Implications: This study has implications for current theories about frugal innovations, which view people’s lack of change readiness as a significant impediment. Also, these implications have for current theories about change-oriented leadership, which we expand to the societally important realm of frugal innovations. Originality: Our findings provide guidance to organizations and policymakers who want to enable frugal innovations to ensure the competitiveness of their organizations and the growth of economies, especially in developing countries.
... In Pakistan, employees' religious faith generally is strongly linked to their responses to negative work treatments . As prior research indicates, Islamic work valuesa set of core principles that distinguish right from wrong, encourage high moral standards and stimulate devoted job efforts (Ali and Al-Owaihan, 2008)have critical influences on employees' professional functioning (Islam et al., 2021). For example, Islamic work values encourage Pakistani-based employees to exhibit work-related voluntarism (De Clercq et al., 2019b) and fulfill formal job obligations (Mohammad et al., 2018). ...
... For example, Islamic work values encourage Pakistani-based employees to exhibit work-related voluntarism (De Clercq et al., 2019b) and fulfill formal job obligations (Mohammad et al., 2018). Yet even in a Muslim country such as Pakistan, employees vary in the degree to which they adopt Islamic work values, which influences their work-related actions (Islam et al., 2021). As a complement to extant research in this domain, our study reveals how individual variation in the religious faith of Pakistani employees can affect their reactions to experienced workplace loneliness. ...
Article
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Purpose This study investigates how employees' experience of resource-depleting workplace loneliness may steer them away from performance-enhancing work efforts as informed by their propensity to engage in negative work rumination. It also addresses whether and how religiosity might serve as a buffer of this harmful dynamic. Design/methodology/approach The hypotheses tests rely on three-round survey data collected among employees who work in various organizations in Pakistan – a relevant country context, considering the importance of people's religious faith for their professional functioning and its high-uncertainty avoidance and collectivism, which likely make workplace loneliness a particularly upsetting experience. Findings An important channel through which a sense of being abandoned at work compromises job performance is that employees cannot “switch off” and stop thinking about work, even after hours. The role of this explanatory mechanism is mitigated, however, when employees can draw from their religious beliefs. Practical implications For human resource (HR) managers, this study pinpoints a notable intrusion into the personal realm, namely, repetitive thinking about work-related issues, through which perceptions of work-related loneliness translate into a reluctance to contribute to organizational effectiveness with productive work activities. It also showcases how this translation can be subdued with personal resources that enable employees to contain the hardships they have experienced. Originality/value This study helps unpack the connection between workplace loneliness and job performance by detailing the unexplored roles of two important factors (negative work rumination and religiosity) in this connection.
... As the core goal of knowledge management, knowledge sharing has become a hot issue and has attracted widespread attention (Chaudhary et al., 2023;Ipe, 2003;Khan et al., 2022). Numerous previous scholars in the fields of management, psychology, and organizational behavior have studied the influencing factors of knowledge sharing from the perspective of the external environment and the individual (e.g., Islam, Ahmad, et al., 2021;Rego et al., 2023;Singh et al., 2021;Wang & Noe, 2010). This suggests that most of the existing research focuses on employees in organizational contexts, while there is relatively little research on students in learning environments (Afshar Jalili & Ghaleh, 2021;Ghadirian et al., 2014), not to mention the discussion of the factors influencing knowledge sharing in graduate students (Majid & Wey, 2009). ...
... Previous studies have shown that the gender and grade of graduate students have an impact on the perceptions of their relationship with their immediate tutors (e.g., Hughes et al., 2012;Liang et al., 2021;Ma et al., 2022;Martin & Collie, 2019) and knowledge sharing (e.g., Hsu et al., 2007;Islam, Ahmad, et al., 2021;Liu, 2008;Olan et al., 2022;Schauer et al., 2015), and the above two variables are controlled during data analysis in this study. ...
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Introducing knowledge sharing into higher education research and exploring the internal influence mechanism of teacher−student relationship on knowledge sharing of graduate students can provide better guidance and reference for the current stage of higher education knowledge management practice. Against this background, this study built and verified a theoretical model to explore in detail the impact of teacher−student relationship on knowledge sharing of graduate students, and the moderating role of proactive personality in such process. This study collected data across two time points, and finally obtained a sample of 365 Chinese graduate students. The empirical results showed that the teacher−student relationship was positively related to knowledge sharing behavior of graduate students, and their knowledge sharing willingness partly mediated this correlation. Furthermore, the influence of teacher−student relationship on knowledge sharing willingness and behavior is positively moderated by proactive personality. Therefore, the findings of this study provide educational guidance and recommendations for promoting knowledge sharing of graduate students.
... IWE is based on the divine command theory of ethics which claimed religion as the source of ethics (Adams, 1987;Islam et al., 2020). Islam, being a divine religion, not only directs about right and wrong at work (IWE) but also provides guidance about how to enhance ethical orientation. ...
... Self-reform was measured through the adaptation of the scale of commitment to selfimprovement by Kurpis et al. (2008). To measure IWE, a short 4-item scale (e.g., dedication to work is a virtue) was extracted from the 17-item scale of Ali (1992) which was validated by Murtaza et al. (2016) and Islam et al. (2020) in the Pakistani context. However, to ensure the validity of the measure, few steps were taken. ...
Article
Despite growing research in Islamic work ethics, there is a dearth of literature on underlying mechanism of how it can be enhanced. Drawing upon the social cognitive theory, this study aims to develop and test the serially mediated model that examines the effect of religious communication on Islamic work ethics through self-reflection and self-reform. Using a multistage sampling technique, data is collected from 174 Muslim employees of the Islamic banking industry in Pakistan in one point in time. Results indicate that the indirect effect of serial mediation of religious communication and IWE through self-reflection and self-reform is significant. This research is among the pioneer efforts to investigate the impact of religious communication on Islamic work ethic through serial mediation. Furthermore, the novelty of this study lies in its exploration of the underlying mechanisms for enhancing Islamic work ethics (IWE), a topic that has been relatively under-researched in the context of Islamic work ethics. The practical significance of this research is evident in its potential to guide organizations in designing and implementing religious communication-based strategies aimed at fostering IWE among their employees, thus contributing to the ethical and productive growth of the Islamic work environment.
... Empirical research on the constructive role of LGO has found that for victims, their LGO buffers the negative effect of abusive supervision on knowledge sharing (Islam et al., 2020;Kim et al., 2016)-a learning-related behavior that is inherently related to LGO. However, there is little empirical evidence of the potential constructive effect of PPGO. ...
... Second, our research complements studies on the role of goal orientation in the effect of abusive supervision. Studies have mainly considered the relevance of LGO to learning-related activities, examining how LGO buffers the dysfunctional effect of abusive supervision on individuals' knowledge sharing (Islam et al., 2020;Kim et al., 2016). However, goal orientation theory also suggests the relevance of PPGO to individuals' responses to achievement setbacks, especially in terms of performance, which is another important outcome besides learning-related activities. ...
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Purpose Despite the literature on subordinates' destructive responses to abusive leadership, an emerging body of literature proposes that subordinates may react constructively to abusive supervision under certain conditions. The authors contribute to this line of research by proposing and testing the moderating effects of performance-approach and -avoidance goal orientation on the relationship between abusive supervision and task performance, and by testing work effort as a mechanism underlying this moderating effect. Design/methodology/approach The study hypotheses were tested in two studies. In Study 1 (field survey, N = 230), the moderation hypotheses were tested. Study 2 (experiment, N = 116) extended Study 1 and examined the mediated moderation model. Findings The study empirical evidence from the two studies showed that (1) abusive supervision was more positively related to an employee's task performance when that employee's performance-approach goal orientation was high (vs low), (2) abusive supervision was not more positively related to task performance when performance-avoidance goal orientation was high (vs low) and (3) the employee's work effort mediated the moderating effect of performance-approach goal orientation. Practical implications This research suggests that organizations and subordinates should be aware of the positive contextual role of performance-approach goal orientation, which may shape subordinates' subsequent work behavior in response to supervisors' hostility, and should invest more time and effort in reinforcing subordinates' performance-approach goal orientation. Originality/value This study has identified a new condition and offers new evidence of the potential functional effect of abusive supervision. Specifically, the study finding of the positive moderating role of performance-approach goal orientation adds to the literature examining when abused subordinates respond constructively to abusive supervision. The study analysis of the mediating effect of work effort further reveals the mechanism of this effect.
... Another study in the service and manufacturing sectors of Pakistan discovered that absent coworker and supervisor support of vicious practice had a negative and significant relationship with knowledge sharing but a positive and significant relationship with Islamic Work Ethics (IWE) and learning goal orientation [20]. ...
... The IHRM and Co-Worker and Supervisor Support with Employee Turnover Intention were not significantly correlated. This concurs with the findings by [20] that found an inverse relationship between Co-Worker and Supervisor Support with Islamic Work Ethics. The result also concurs with [27] findings that found a significant relationship between IHRM practices and trust. ...
... Supervisors reported for mistreating employees should undergo training on effective employee management. If no improvements are observed within the subsequent year post-training, supervisors should receive a warning letter (Islam, Ahmad, Kaleem, & Mahmood, 2021). ...
... (Khalfaoui, 2021) explained that the concepts of work, labor, and income in Islamic culture emphasize the importance of work as the main instrument towards prosperity in Islamic economic thought. Moral and ethical behavior are considered universal; the application of universal Islamic work ethics is an effective tool for studying differences in crosscultural orientation (Islam et al., 2021). Therefore, this research is important to understand the influence of religion in shaping work culture based on Islamic work ethics in Indonesia. ...
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Introduction: : The fundamental theory posits that Islamic values encompass all human activities, including work ethics as an essential component of organizational behavior. However, today’s society is facing a decline in work ethics, necessitating readjustment. This study aims to bridge the gap by examining prior research on Islamic work ethics in Indonesia. Methods: A systematic literature review method was used to delve deeper into the development of research topics over the past decade (2014-2023) through a search of Scopus-indexed articles. After a screening process, the final sample, consisting of 38 articles, was processed for further analysis using meta synthesis approach to explore more specific understanding of Islamic work ethics by using Nvivo software. Results: The results showed that Islamic work ethics were affected by three main factors: community patterns, role of Islam, and organizational concept. The relationship between these three factors can encourage positive behavior in the workplace in Indonesia. Conclusion and suggestion: Islamic work ethics in Indonesia are not limited to religious value, but also the culture of the community. Mapping ideas of the three categories of Islamic work ethics in Indonesia can be useful for future empirical research to analyze the relationship among factors in shaping Islamic work ethics in Indonesia. The mapping ideas could also be implemented by organizations in daily business practices.
... Thus, employees adopt counterproductive knowledge behavior that is (KHB) (Connelly et al., 2012). Mitchell and Ambrose (2007) and Islam et al. (2020) concluded that abusive supervision influences employees' inclination to engage in those behaviors, such as knowledge concealment. ...
... Learning goal orientation (LGO) delineates a people's desire to learn new and novel things and increase competence which makes them capable of persisting and actively managing in adverse and challenging situations, and learn from failures (Islam et al., 2021). It is proposed that positive CSE will predict ambidexterity, this means that a person who has a positive CSE, in all likelihood, will engage in both exploitation and exploration. ...
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Purpose-The recent astronomical growth witnessed in the study and the importance of achieving organizational ambidexterity by scholars, the ensuing focus on promoting individual ambidexterity to achieve organizational ambidexterity, and the further focus on the micro-foundations of individual ambidexterity warrants to dig deep into the factors that determine individual ambidexterity. Research has largely missed the individual differences in people that may either promote or hinder their ambidextrous behavior. The purpose of this study is to investigate the role of core self-evaluation as a broad personality trait in determining the ambidextrous behaviors of employees at an individual level. This study also investigates the role of learning goal orientation as a mediator between core self-evaluation and individual ambidexterity. Design/Methodology/Approach-This study uses data from 396 managerial level employees collected through structured questionnaires in two waves from various organizations across multiple industries. Data is analyzed through Hayes Process Macro using SPSS and Amos v.24. Findings -The data analysis shows that core self-evaluation has a positive impact on individual ambidexterity and that learning goal orientation mediates the relationship between core self-evaluation and individual ambidexterity. Practical Implications-This study offers significant implications for human resource managers and top management of the organization by highlighting the importance of selecting employees with positive core self-evaluation and the importance of encouraging those employees to set learning-oriented goals. Originality/Value-Very few researchers have studied the impact of the personality trait of core self-evaluation on complex but desired behavioural outcomes in organizations. The individual differences between employees play an important role in their behavioural manifestations, hence, understanding the differences is crucial to achieving goals and success. This study positively contributes to the literature on core self-evaluation and individual ambidexterity by demonstrating a positive link between them.
... Thus, employees adopt counterproductive knowledge behavior that is (KHB) (Connelly et al., 2012). Mitchell and Ambrose (2007) and Islam et al. (2020) concluded that abusive supervision influences employees' inclination to engage in those behaviors, such as knowledge concealment. ...
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Supervisors' dispositions have not received enough attention as potential antecedents to employees' knowledge-hiding behaviors. Based on this, the current study investigates the impact of abusive supervision on knowledge-hiding behaviors, considering the mediating role of work disengagement in this relationship, as well as investigating the moderating role of perceived organizational support in the study model. Data was obtained from fro ntline service employees of five-star hotels in Sharm El-Sheikh and tourism companies in Cairo, Egypt, by a questionnaire that surveyed 298 employees. The collected data was scrutinized using the Smart PLS-structural equation modeling technique. The PLS-SEM statistics proved the highly positive and significant effect of abusive supervision on knowledge-hiding behavior and employees' work disengagement, supported the mediating effect of work disengagement, and the moderating effect of perceived organizationa l support. The study highlights some practical implications for hotels, such as implementing integrated knowledge offering a digital library, continuous management and administrative skills training, and behavioral training to facilitate the gaining of knowledge and enhance staff skills, self-confidence, loyalty, and job security. It also strongly suggests adopting a strategy to monitor abusive supervisors through open communication channels, regularly conducting exit interviews to reduce turnover, and enhancing engagement, thereby preventing abusive practices.
... Finally, although the Islamic work ethic has had much previous research, it still has research gaps. For example, the impact of human spiritual values on employee loyalty, which is moderated by the work ethic of other religions (Ahmed et al., 2021) or testing the relative interaction between Islamic Work ethic and Protestant work ethic (Islam et al., 2021;Murtaza et al., 2016) are the gaps that necessary to fill. ...
Article
Purpose This study aims to determine research performance in Islamic business ethics and explore future research directions from leading articles and scholars. Design/methodology/approach This paper used bibliometric and content analysis to analyze 250 articles from reputable Scopus and Web of Sciences journals. Findings To date, the normative style still dominates Islamic business ethics research. Asian countries such as Malaysia and Indonesia are the center of discussion on Islamic business ethics. This study also suggests that researchers and academics study aspects of the economy that Islamic values have not touched, such as the theme of art, artificial intelligence for labor relations, workers' rights and language. Research limitations/implications This research aims to contribute knowledge to Muslims as a reference guide for ethical business behavior. Non-Muslim managers can use this paper as a guide in forming a global company that is pluralistic and respectful of religious communities. Originality/value This research makes a scholarly contribution by providing a comprehensive exploration and detailed future research directions in each subtheme of Islamic business ethics.
... We collected data from the nurses working in three big cities of Pakistan: Karachi, Islamabad, and Lahore (as these cities represent the characteristics of the entire population). We distributed 700 questionnaires (based on item-response theory with the criteria of 20 responses 35×20 = 700; Islam et al., 2020c;Ahmad & Islam, 2019;Islam & Tariq, 2018). We used a crosssectional time-lag survey (between November 2019 to May 2020) to avoid common method bias (CMB; Podsakoff et al., 2012;Islam et al., 2020b;Ahmad et al., 2020). ...
... We collected data from the nurses working in three big cities of Pakistan: Karachi, Islamabad, and Lahore (as these cities represent the characteristics of the entire population). We distributed 700 questionnaires (based on item-response theory with the criteria of 20 responses 35×20 = 700; Islam et al., 2020c;Ahmad & Islam, 2019;Islam & Tariq, 2018). We used a crosssectional time-lag survey (between November 2019 to May 2020) to avoid common method bias (CMB; Podsakoff et al., 2012;Islam et al., 2020b;Ahmad et al., 2020). ...
... Supervisors reported for mistreating employees should undergo training on effective employee management. If no improvements are observed within the subsequent year post-training, supervisors should receive a warning letter (Islam, Ahmad, Kaleem, & Mahmood, 2021). ...
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The research aimed to explore the influence of abusive supervision on knowledge hiding, considering the concept of overall justice within the framework of social exchange theory.
... It is therefore critical that those in leadership have to ensure that they robustly establish fair decision-making structures, just and provide staff members with opportunities to air their views without fear of being targeted. Decision-making is part of knowledge sharing which is the bedrock of business performance and sustainability (Islam, Ahmad, Kaleem & Mahmood (2021). ...
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Universities have experienced a phenomenal increase in the incidences of abusive supervision. The practices of abuse in leadership are manifested in different forms and shapes. These unjust and unfair practices are perpetuated in different divisions and sections of the university leadership and are counterproductive. The overarching purpose of this study is to scrutinize the different kinds of abusive supervision practices and their ramifications. This examination takes the form of the extensive and intensive analysis and synthesis of extant and apposite authoritative literature. In addition, to strengthen the scientific rigor and soundness of this examination, I deploy the three-dimensional social justice theory of Nancy Fraser as a framework. This study is significant in that it provides epistemological insights into abusive supervision in universities. The findings confirm scholarly evidence of the prevalence of acts of abuse in various forms such as sexual harassment, exclusionary decision-making practices, designed and strategic isolation of dissenting voices, and selective promotional practices.
... However, only 185 responses were considered for the final analysis. To ensure confidentiality, each response in the first wave was assigned a unique three-digit code, which were corresponded with the responses gathered from their respective managers [61]. The study found that 91 % of the respondents were male, reflecting the male-dominated workforce in Khyber Pakhtunkhwa. ...
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This research tries to investigate the dynamic link between higher education institution (HEIs) transformational leaders (TFL) and follower's outcome innovative work behavior (IWB) and Task Performance) through Knowledge sharing (KNS) in Pakistan. Using quantitative design an adopted construct was used to obtain response from HEIs leaders and employees behavior. The obtained information was analyzed through structural equation modeling (SEM) technique via Smart PLS. Results depict that direct link between University Transformational leadership and employees Innovative work behavior as well as Task Performance. The results further postulate that KNS mediate the relationship between Transformational leadership and employees TSP in the context of HEIs. Surprisingly, KNS could not evident to become a mediating variable to strengthen the relationship between transformational Leadership and employees IWB in the HEIs sector of Pakistan. In addition to enhancing the theoretical comprehension of higher education leadership, the outcomes of this article provide that promoting knowledge sharing culture is valuable asset for both existing and future HEIs leaders in order to promote the culture of innovation and creativity. Although recent studies investigate the role of KNS as a mediator, however the current study use KNS as contemporaneous intervening variable for IWB and Task Performance for the first time. The study also confirms theoretical underpinning of social exchange mechanism in strengthening the relationship between leader member's continuum.
... Studies have suggested that abusive supervision often impacts negatively on subordinate employees in areas such as knowledge sharing (Islam, Ahmad, Kaleem, & Mahmood, 2020); work attitude (Oh &Farh, 2017), job performance (Liao, Peng, Li & Schaubroeck, 2016) and job behaviours, Wang and Jiang, (2016), and there are even reductions in the tasks performance and deliverables of employees. Abusive supervision has been recognized as negative behaviour exhibited by a leader. ...
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Employees' performance is a crucial factor that depicts how successful or otherwise the journey of an organisation is. Several components inhibit employees performance and some of these include toxic environments, biased supervisors and so forth but this study takes a step further to examine performance from a very rare angle which is gaslighting and bringing onboard indicators such as abusive supervision and psychological abuse and their attendant effects on task and adaptive performance respectively. The study was underpinned by the leader-member theory and the social cognitive theory. The study was descriptive in nature and one hundred and thirty (130) selected employees from Achievers and Elizade University served as respondents for the study through the multi-stage sampling method. Findings from the study revealed that abusive supervision significantly affected task performance with (R 2 = 0.878: p= 0.000<0.05); while psychological abuse also share significant relationship with adaptive performance with (0. 972: p= 0.000<0.05). The study concluded that abusive supervision and psychological abuse as indicators of gaslighting are very harmful forms of abuse, which not only have devastating consequences for individual targets but also presents serious implications for wider academic society, limiting opportunities for optimal performance. It was recommended that policies should be developed and formulated by academic institutions towards recognising these behavioural patterns and provide appropriate support for affected individuals.
... In addition, some IBE works have adopted critical perspective on contemporary ethics. Max Weber himself underlined that the Western perspective on ethics is largely influenced by European values and beliefs that are shaped by industrial capitalism and differ from the values of other cultures (Islam et al., 2021b). In addition, several scholars have criticized the fact that academic perspectives from non-Western religious and cultural traditions are far less represented in business ethics literature (Murphy & Smolarski, 2020). ...
Article
Purpose: This study clarifies the structure of Islamic ethics and facilitates dialogue among studies that attempt to better understand the variables related to this research area through bibliometric methods. Design/methodology/approach: This study adopts the science mapping workflow to conduct bibliometric analysis in four main stages: research design, compilation of bibliometric data, analysis, and visualization.Findings: The clusters derived from our bibliometric analysis serve as the foundation for the construction of a robust research agenda. This bibliometric review has significant implications for the research on business ethics, international business, and organizational design. This also provides a roadmap for future research endeavors in this field. Originality/value: Islamic ethics, which has been considered a set of contextual variables that could affect organizational settings, has recently begun receiving attention from scholars of international business, business management and business ethics. However, research in this area remains nascent, and studies employing these constructs have appeared in diverse research areas. Despite the topic being an emerging field in the literature, it exhibits high levels of fragmentation, which impedes these studies from forming a coherent and impactful stream of research.
... One vital resource that is seen to be essential to an organization's success and survival is knowledge (Caputo et al., 2019;Carayannis & Meissner, 2017;Islam et al., 2021). In this context, there is a solid need to foster an environment of knowledge-sharing (KS) across employees in every workplace. ...
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Employee performance, supported by creativity and innovative work behaviour (IWB), is one significant predictor of organizational success. Creative employees with IWBs are crucial for an organization to achieve sustainable and competitive advantage over its rivals. Human resource (HR) management practices are critical in fostering employee creativity (EC) and IWB. Organizational support and knowledge-sharing (KS) are other factors that largely contribute to EC and work behaviour. Organizations must understand these variables and their interactions to develop an environment of creativity and innovative work practices. This article explores the mediating role of perceived organizational support, KS and EC between HR practices and employees’ innovative work practices. For this purpose, a theoretical model has been developed, and six hypotheses were set for statistical testing. Data collected from 404 employees working in various IT companies in Kerala are analysed using structural equation modelling. The results showed significant direct and indirect effects of the variables in predicting employees’ work behaviour. The study’s insights provide valid information for strategy formation that fosters IWBs supported by HR practices, organizational support, KS and EC.
... Meskipun tinjauan ini mengidentifikasi faktor-faktor yang mendorong dan menghambat knowledge sharing, literatur yang ada masih terlalu berkonsentrasi pada faktor-faktor individu dan organisasi yang mendorong knowledge sharing (Jiang et al., 2016) dan mengabaikan hambatan knowledge sharing (Javed et al., 2019). Kesenjangan tersebut harus diisi karena kemajuan dalam teori knowledge sharing memerlukan pemahaman mendalam tidak hanya tentang faktor-faktor yang memungkinkan terjadinya knowledge sharing, tetapi juga hambatan-hambatannya, sehingga dapat dilakukan upaya untuk mengimbanginya (Islam et al., 2020) ...
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The aim of this research is to bring together the scattered literature on knowledge sharing, and analyze it to provide a better understanding. The review went through three stages: establishing the review protocol, conducting the review, and reporting the review. This research systematically reviews 110 articles in three research streams: (1) drivers of knowledge sharing (2) knowledge sharing processes, and (3) results of knowledge sharing. This research finds that organizations are advised to design knowledge sharing processes in line with their overall business goals, strategies and resources to maximize the benefits of knowledge sharing.
... The researchers utilized a maximum likelihood estimate technique in the AMOS software due to the absence of multicollinearity in the data and the adherence to a normal distribution, as stated by Islam et al. (2021). Hair et al. (2010) assert that AMOS offers a comprehensive study, including assessing model fit indices. ...
Article
This study investigates how narcissistic leadership within auditing firms affects organizational cynicism and external auditors' acceptance of premature signoff in Pakistan. The research looks at how auditor resilience interacts with the link between narcissistic leadership and organizational cynicism. The research uses a convenience sample method to gather information through self-administered questionnaires from 217 auditors who work in Pakistan's three major cities, Faisalabad, Lahore, and Islamabad. The study's findings indicate that narcissistic leadership within auditing firms favors organizational cynicism and external auditors' willingness to accept a premature signoff. Organizational cynicism among auditors is brought on by narcissistic executives who foster a culture of perceived unfairness, lack of transparency, poor communication, and unfulfilled promises. The research also reveals that the positive correlation between narcissistic leadership and organizational cynicism is greatly hindered by auditor resilience. Auditors may fend off the detrimental effect of narcissistic leaders and preserve their professional skepticism and ethical decision-making by drawing on their psychological resource of auditor resilience. The study's findings apply to Pakistan's audit firms and regulatory agencies. The negative effects of narcissistic leadership on organizational cynicism and the acceptability of premature signoff are highlighted, emphasizing the need to resolve these effects. Strategies need to be established to foster a positive work atmosphere, improve the decision-making abilities of auditors, and lessen the possible negative effects of narcissistic leadership. This research examines narcissistic leadership in Pakistani audit organizations. It addresses external auditors in Faisalabad, Lahore, and Islamabad. The research also examines auditor resilience's function in mitigating the detrimental consequences of narcissistic leadership on organizational cynicism.
... Thus, this study argues that while freedom of expression is essential, it is still influenced by social and cultural norms, which may differ from Western scholars' assumptions. Islam et al. (2021), and Ruan and Chen (2021) have consistently shown that organizational identification has a positive impact on employee voice. Hence, this study reinforces that organizational identification is crucial in moderating different contexts. ...
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The current study uncovers a new paradigm in studying employee voice using a religious approach: Islamic work ethics (IWE). The research model involves a direct relationship between IWE and employee voice, indirectly through civility climate, and a moderate effect of organizational identification in urban Muslim communities, especially in the education sector. A time-lag data-collecting method captured 278 lecturers at various Islamic universities. The PLS-SEM analysis results confirmed most hypotheses: first, the IWE positively relates to civility and employee voice. Second, the result demonstrated that civility climate plays a significant role in encouraging employee voice. However, the study did not find evidence to support civility climate's interplay role in the relationship between IWE and employee voice. Finally, the research confirmed that organizational identification is a crucial predictor and moderator of employee voice. The urban Muslim community is a diverse group, both culturally and ethnically. This diversity creates an environment that fosters positive cultural exchange and critical thought discussions regarding Islamic thought. The study's findings provide valuable insights into the relevance and implementation of IWE in urban Muslim communities, particularly in Indonesia's education sector. The proposed model has practical and theoretical implications for HR practitioners and the study of IWE in modern society and organizations.
... Here, the majority of research in the Asian context has been conducted in Muslim-majority countries, particularly Pakistan and Malaysia, with a major emphasis on the ways in which IWE promotes knowledge sharing and attenuates knowledge hiding. IWE has been found to weaken the relationship between abusive supervision and both knowledge sharing (Islam et al. 2020) and knowledge hiding (Islam et al. 2021), in each case acting to enhance the flow of knowledge within the organization. In the case of more secularized workplace spirituality, Rahman and colleagues (2015a, 2015b) have conducted a series of studies indicating a positive relationship between workplace spirituality and knowledge sharing among higher education employees in Malaysia. ...
Chapter
Religion and spirituality have traditionally been seen as personal worldviews that should not be vocalized or visibly expressed in the workplace. However, in recent decades, this view has changed, with Western organizations more readily embracing spiritual concepts and approaches to management. Various factors, including changes in economic conditions, shifts in work nature, an increase in interest in Eastern philosophies, the aging of the baby boomer generation, and globalization have driven this shift. While Western research on religion and spirituality in the workplace has focused mainly on countries with a Christian majority, Asia has a more diverse religious landscape. This review synthesizes research on religion and spirituality in the workplace in Asia, examining its impact on four key themes: (a) performance, engagement, and commitment; (b) positive workplace behaviors; (c) well-being and meaning at work; and (d) the Islamic work ethic. Based on findings in these areas, recommendations for future research are given.
... Sebagai contoh, beberapa peneliti mengaitkan IWE dengan kinerja (Khan et al., 2019;Qasim et al., 2022), komitmen, kepuasan kerja (Nasution & Rafiki, 2020), helping behavior (Ahmed et al., 2019), organizational citizenship behavior, dan knowledge-sharing (Murtaza et al., 2016;Suryani et al., 2021). Aspek religiusitas juga dikonfirmasi memiliki peran sebagai pemoderasi (Islam et al., 2021;Mansori et al., 2020) perilaku dan kinerja karyawan. Dengan demikian, hipotesis yang diajukan adalah: ...
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Work engagement refers to the state where employees feel a deep sense of involvement in their job, have a positive outlook towards the tasks they are assigned, and feel a strong emotional connection to the organization they are working for. In order to explore the correlation between work engagement and employee performance, a study was conducted where religiosity was taken as a moderator. The data was collected from 43 employees via questionnaires and analyzed using moderation regression. The study's findings revealed that work engagement positively impacts employee performance. However, contrary to expectations, religiosity was not a predictor or moderator of performance. More precisely, further research is necessary to investigate the relationship between religiosity and performance.
... Having deep insight into the manufacturing process helps to collect data and consider suitable respondents. Secondly, since the English language is well thought-out to be the official language of Pakistan [89], most employees lack the necessary education to complete the questionnaire [90], that is why the questionnaire was only given to educated respondents [91]. Second, it cannot be easy to obtain permission from managers to collect data at work [92]. ...
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The pressure on businesses to be environmentally conscious and focus on sustainable development is accruing due to environmental challenges. Companies are adopting ecological practices and policies to improve their environmentally friendly performance. To achieve this, organizations must substantiate and change the behavior of workers to align their behavior with the organization's ecological objectives. The study endeavors to integrate research on the responsible style of leaders and green behaviors of employees (in-role and extra-role green behaviors) through the mediation of green shared vision and analyze the moderation mechanism of individual green values. For collecting the data, a questionnaire-based survey was conducted among MBA executive program students with at least a year of experience in manufacturing. Out of the 450 questionnaires distributed, only 307 useful responses were obtained. The collected data has been analyzed using SPSS and AMOS. Ethical standards were followed, and participants were assured that their responses would be confidential. The study found that responsible leadership positively impacts green behaviors among employees. This means that when leaders within an organization demonstrate responsible and environmentally conscious behavior, it tends to encourage employees to engage in green behaviors. The study also discovered that a "green shared vision" partially mediates the relationship between responsible leadership and in-role green behavior. In contrast, green shared vision does not mediate the relation between responsible leadership and extra role green behavior. Moreover, this study also finds that the relationship between green shared vision and in-role and extra-role green behavior is strengthened when individual green values moderate it. The study highlights the importance of responsible leadership and the role of green shared values and individual green values in promoting environmentally friendly behavior in the workplace.
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Purpose The purpose of this study is to examine the connections between knowledge-based economies, entrepreneurial orientation (EO), sustainable business model innovation and technology transfer (TT). This study specifically investigates whether TT might foster EO and long-term business model innovation in small and medium-sized enterprises (SMEs). This study focuses on economies that are knowledge-based, where information is viewed as a vital resource for economic growth. Design/methodology/approach This study uses structural equation modelling method and a quantitative research strategy to analyse data gathered from 309 SMEs in knowledge-based economies. A survey questionnaire created to examine the relevant factors was used to gather the sample data from PROLIFIC platform using judgemental sampling technique. Findings This study’s conclusions point to an association between TT and EO that is favourable, SMEs’ ability to use TT to strengthen their EO and the significance of EO in fostering innovation in SMEs. This study offers empirical proof of the role that TT may play in fostering innovation in sustainable business models and EO in SMEs. Research limitations/implications Policymakers, business professionals and academic researchers who are interested in the function of TT in knowledge-based economies will find it to be a helpful source of information. According to this study’s results, TT can assist SMEs in using outside expertise and assets to grow their entrepreneurial capacities, promote innovation and build long-term business strategies. Originality/value This study provides empirical evidence of the role of TT in fostering innovation within sustainable business models and cultivating EO within SMEs, contributing to the literature on these critical topics.
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Although considerable efforts have been made to summarize the behavioral ethics literature, a quantitative visualization is necessary to generate an overall understanding of research on unethical behavior in organizations. Using CiteSpace, this study conducts a bibliometric review and visualizes the intellectual base of the unethical workplace behavior field. Based on a dataset of 8765 unethical‐behavior‐related publications collected from the Social Sciences Citation Index (SSCI) database from 1993 to 2023, we identify landmark studies, analyze key research themes, visualize the network of major theories, and track the evolution of research on unethical behavior in organizations via co‐citation and co‐occurrence analysis. After tracking the developmental trajectory and outlining the current state of the art, we identify potential trends in research on unethical workplace behavior and suggest some important research directions. Our bibliometric review generates a clear visualization of unethical behavior in organizations, contributing to a comprehensive understanding of this body of literature. These findings also offer valuable insights for managers seeking to address unethical behavior in their organizations and highlight implications for policymakers aiming to promote ethical workplace environments.
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Purpose Drawing on conservation of resources, social cognitive and self-verification theories, the current study endeavors to extend our comprehension of the mechanisms linking Islamic work ethics (IWE) to employee ethical behavior. More specifically, the current study investigates the potential impact of IWE on employees’ ethical behavior through the serial mediating roles of moral identity and felt obligation. Design/methodology/approach By utilizing two-wave data collected from 513 employee-co-worker dyads in the education sector in Turkey, we employed AMOS to conduct a confirmatory analysis and the PROCESS macro for SPSS to test the hypothesized relationships. Findings The results provide evidence for our hypothesized model. Our results indicate that employees with higher levels of IWE are more likely to exhibit higher levels of ethical behavior. Our results also reveal that IWE has a significant and positive impact on employees’ moral identity and sense of obligation, which in turn enhances their ethical behavior. Originality/value By integrating multiple theories, the current research addresses a dearth in the literature and provides a nomological network from Islamic work ethics to ethical employee behavior through the serial mediating role of moral identity and felt obligation. This study adds value to the literature on human resource management and work ethics by examining how IWE affects the attitudes and behaviors of employees in both the public and private sectors. Accordingly, organizations can strengthen their workforce’s moral identities and instill a sense of obligation to behave morally by incorporating workplace ethics into HRM processes.
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Purpose In closely knitted eastern societies (e.g. Pakistan), women tend to work for their families, and career is a volunteer choice. The working women often face issues in balancing between these roles and often family pressures influence their work i.e. family care work conflict (FCWC). By valuing the prevalent issue of FCWC, this study aims to identify its relationship with the motivation to continue work (MCW) through mediation of career self-efficacy (CSE) and future time perspectives (FTP). Design/methodology/approach Data for the current study are collected from a women sample working in education, health, law firms and banking sector. All in all, 309 completely filled questionnaires were used for analysis purposes. Findings The findings of the study reveal that women with high FCWC have low MCW, and CSE partially mediate the relationship. Moreover, FTP moderates the relationship. Originality/value The study contributes to literature by considering the mechanism of CSE and FTP between FCWC and MCW. Moreover, a women sample from a closely knitted eastern culture also provides some interesting findings.
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The COVID-19 pandemic has posed formidable challenges to economic mobility and corporate expansion. Among these challenges is its pronounced effect on knowledge innovation, a cornerstone upon which many organizations depend. To re-establish the flow of internal knowledge, organizations are compelled to refine their knowledge management strategies and amplify employees’ motivation and eagerness to share and transfer information. This study delves into the influence of knowledge management processes on employees’ knowledge-sharing and transfer behaviors, viewed through the lens of the social exchange theory. It also probes the role of social capital in fostering and augmenting employees’ involvement in refining these processes. Data was gleaned from 30 information service firms in mainland China, resulting in 483 valid responses. Our findings highlight that both relational and structural forms of social capital positively influence the knowledge management processes, subsequently enhancing employees’ knowledge-sharing and transfer behaviors.
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This quantitative research explores the moderating role of resilience in the relationship between toxic supervision, dehumanisation, and the performance of small and medium-sized enterprises (SMEs) in Zamfara State. Using a survey and cross-sectional research technique, data were obtained from 658 employees of SMEs in Zamfara state, Nigeria. The research increased the sample size by 30% to account for any non-response error, ensuring that the analysis was robust. Using Structural Equation Modelling (SEM), the data demonstrate strong direct and moderating effects. First, toxic supervision has a negative influence on SME performance, underscoring the critical role of leadership behaviour. Furthermore, dehumanisation was shown to have a considerable negative effect on SME performance, highlighting the need to preserve humane treatment in the workplace. Notably, resilience appeared as an important moderator, buffering the negative impacts of toxic supervision and dehumanisation on SME performance. The study underscores the importance of building employees’ resilience in the workplace to act as buffer of the negative work trends like dehumanisation and toxic supervision by management of organisations. The model accounted for 42.8% of the variation in SME performance, demonstrating moderate explanatory power, and had a Q-Square value of 0.155, indicating medium predictive significance. This research adds to our knowledge of organisational behaviour in SMEs by providing insights into techniques for building resilience and improving performance in difficult working situations.
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Purpose Knowledge is the source of competitive advantage, but when shared at all levels. Unfortunately, there is a universal unruly present in the form of knowledge hiding at employees’ level, but the causes and remedies are still vague as past studies have rarely investigated the causes of daily knowledge hiding behavior. Against this backdrop, this study aims to entail a daily diary method investigation of the role of daily abusive supervision in daily employees’ knowledge hiding through the mediation of dehumanization and moderation of psychological capital. Design/methodology/approach The data for this study is collected using a daily diary method approach, which estimates the daily workplace events and their continuous influence on employees’ feelings (i.e. dehumanization) and actions (knowledge hiding). The daily responses of 279 respondents were considered useful for analysis purposes. Findings The findings of the study revealed that the daily events of abusive supervision have both direct and indirect (through dehumanization) influence on employees’ daily knowledge hiding behavior. Moreover, psychosocial capital has a significant conditional influence in the relationships of negative workplace treatments (abusive supervision and dehumanization) and their outcomes (i.e. knowledge hiding). Research limitations/implications The study provides some theoretical and practical insights by providing the explanatory and coping mechanism between continuous abusive supervision and daily knowledge hiding behavior. Originality/value There is a dearth of literature that has focused on daily episodes of abusive supervision, dehumanization and knowledge hiding behavior. Furthermore, the moderating role of psychological capital has also been rarely investigated.
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Purpose Goal orientation shapes employees’ approach to and interpretation of workplace aspects such as supervisors’ behavior. However, research has not fully examined the effect of goal orientation as an antecedent of abusive supervision. Drawing from victim precipitation theory, this study aims to fill this research gap by investigating how employees’ goal orientation influences their perception of abusive supervision. Design/methodology/approach Two studies were conducted to test the hypotheses. In Study 1, 181 employees in 45 departments participated in the survey, and multilevel confirmatory factor analysis, two-level path model and polynomial regression were used. In Study 2, 108 working adults recruited from a professional online survey platform participated in a two-wave time-lagged survey. Confirmatory factor analysis, hierarchical linear regression and polynomial regression were used. Findings This study found that employees’ learning goal orientation was negatively related to their perception of abusive supervision. In contrast, performance-avoidance goal orientation was positively related to their perception of abusive supervision, whereas performance-approach goal orientation was unrelated to this perception. Moreover, employees’ perception of abusive supervision was greater when learning and performance-approach goal orientation alignment occurred at lower rather than higher levels, and when performance-avoidance and performance-approach goal orientation alignment occurred at higher rather than lower levels. Originality/value This research identified two novel victim traits as antecedents of abusive supervision – employees’ learning goal orientation and performance-avoidance goal orientation. Furthermore, adopting a multiple goal perspective, the authors examined the combined effects of goal orientation on employees’ perception of abusive supervision.
Book
Buku Ini Membahas Pandangan Islam terhadap harta dan sistem ekonomi global, Etos Kerja dan pembinaan kerja, Manajemen produksi islam, Ruang Lingkup Bisnis Syariah, Bisnis Syariah, Etika dalam Bisnis Syariah, Aneka Ragam Bisnis Syariah Kontemporer, Jual Beli dalam Syariah, Tanggung Jawab Sosial dalam Bisnis Syariah, Manajemen Risiko Perbankan Syariah.
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Investment performance has become an inspiring catch-all in the eyes of researchers since the outbreak of coronavirus (COVID-19). Past studies have identified a direct association between between personality traits and investment performance are scant. With this backdrop, this study investigates overconfidence and risk tolerance as two important mediators between personality traits and investment performance during COVID-19. The study collected data from 422 investors of Pakistan Stock Exchange on the basis of convenience between March June 2020. The data were analyzed through AMOS and results generated using structural equation modeling identify overconfidence and risk tolerance mediate the association between personality traits and investment performance. This study extends existing studies in behavioral finance and reinforces the understanding of perspective. This study suggests financial advisors make a behavioral portfolio of their clients and advise them according to their risk tolerance. Further, government is suggested to provide accurate market information to the investors for better decision making about their investments.
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Purpose Managers exert considerable effort to foster employee engagement given its positive organisational consequences. However abusive supervision, not uncommon in the organisational context, is said to damage hard-won gains in this arena. The purpose of this paper is to explore how the deleterious effects of abusive supervision on engagement can be attenuated. Specifically, the paper examines the moderating role of team psychological empowerment (TPE) in the negative relationship between abusive supervision and engagement. Design/methodology/approach The paper employs survey data from a diverse sample of 191 employees. Findings Abusive supervision is negatively associated with employee engagement. TPE moderates the negative relationship between abusive supervision and engagement (vigour and dedication components). Research limitations/implications The use of self-report measures in this cross-sectional study limits the generalisability of the findings and inferences of causality. Future studies should replicate this investigation among intact teams. Practical implications Interventions designed to build team effective team dynamics are accessible and fruitful approaches managers can use to counteract the destructive effects of abusive supervision. Originality/value Managers need to have multiple routes to address the challenges raised by prevalent abusive supervision. The study highlights that working to enhance team dynamics is a cogent strategy to deal with this destructive feature of many organisational contexts.
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Purpose The purpose of this paper is to examine the association between abusive supervision and knowledge hiding behaviors. The authors further investigate how abusive supervision is linked with knowledge hiding behaviors, and why some subordinates, unlike others, tend to engage in more knowledge hiding behaviors in response to abusive supervision. The authors propose that interpersonal justice mediates the relationship between abusive supervision and knowledge hiding behaviors, and that Islamic work ethics (IWE) weaken the hypothesized relationship between abusive supervision and knowledge hiding behaviors. Design/methodology/approach The data were gathered in three time lags from 224 respondents working in the hospitality industry of Pakistan. Findings The results reveal that the abusive supervision is positively associated with a knowledge hiding behaviors. This relationship is mediated by perceptions of interpersonal justice, but the IWE moderated this relationship such that in the presence of high levels of IWE, the impact of abusive supervision on knowledge hiding behaviors is weak. Practical implications Employees’ values and beliefs can serve as a safeguard against reactions to abusive supervision. The impact of abusive supervision on employees’ behaviors may be minimized by building their ethical values around Islamic principles. Originality/value To the best of the knowledge, this is the first study to examine the relationship between abusive supervision and knowledge hiding behaviors. The authors integrate displaced aggression and social exchange theory with the IWE literature to offer new insights in-to the mechanisms and boundary conditions associated with the relationship between abusive supervision and knowledge hiding behaviors.
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Given the importance of knowledge management in this competitive environment, the purpose of the present study is to fill the gap in contemporary literatures of knowledge sharing behavior and abusive supervision by observing the main effect, mechanism, and moderators. Based on social exchange perspective, we propose a theoretical model that links abusive supervision to employee knowledge sharing as mediated by leader-member exchange (LMX) with conditional processes. Employing a sample of 184 supervisor-subordinate dyads, we carried out a survey in large listed companies in South Korea. To test our hypotheses, we conducted multiple regression analyses and used bootstrapping procedures. Our results suggest that LMX mediates the abusive supervision and knowledge sharing relationship. Most significantly, findings show that this mediated relationship is contingent on the level of psychological contract fulfillment and self-enhancement motive. One of the most critical implications of our work is that negative influence of hostile behaviors of supervisors on knowledge sharing via LMX may actually be attenuated by perceptions of employees formed both from the organization (i.e., psychological contract fulfillment) and from oneself (i.e., self-enhancement motive). Moreover, it also provides practical insights for both the management practitioner and the organization. Extending from earlier studies, this research enriches our understanding of organizational behavior research by demonstrating an overall complete picture of a moderated-mediation model between abusive supervision and knowledge sharing by uncovering a mediator explaining the mechanism and moderators buffering the negative effect of abusive supervision.
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Purpose Only 13 percent of the world’s employees are engaged in their work, which has become a challenge for the managers of today. Therefore, the purpose of this paper is to investigate the mediating role of employee engagement between perceived learning environment and extra-role behaviors. Design/methodology/approach This quantitative study collected data from 563 employees using a questionnaire-based survey on a convenience basis. Findings The data were analyzed using structural equation modeling. The results of the study show that employees’ perception of learning environment urges them to perform beyond their formal job descriptions (i.e. extra-role behaviors) regarding proactivity, knowledge sharing and creativity. In addition, employee engagement performs the mediating role between learning environment and extra-role behaviors. Research limitations/implications The data for this study were collected at a single point of time (cross-sectional), which limits the inferences about the causality. Originality/value This study is perhaps the first attempt to empirically investigate the mediating role of employee engagement between the relationship of the learning environment and extra-role behaviors such as knowledge sharing, proactivity and creativity.
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This study focuses on two main arguments about the secularization of Protestant work ethic (PWE) and the uniqueness of Islamic work ethic (IWE). By adopting a linguistic point of view, this study aims to grasp a common understanding of PWE and IWE in the field of work ethic research. For this purpose, 109 articles using the keywords PWE and IWE in their titles were analyzed using content analysis. The findings support the argument that emphasizes universally shared values of PWE. In addition, the findings reveal that IWE provides a unique perspective on how to improve organizational performance, but at the same time differs in work orientation and commitment across cultures.
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Purpose Several studies have investigated the harmful effects of abusive supervision on subordinates’ behavior and performance including their intention to quit. However, there is conspicuous dearth of empirical studies testing the deleterious interpersonal relationship especially in Indian organizations. The study also explores the moderating role of meaningful work as a neutralizer in mitigating the pernicious effect of abusive supervision on subordinates’ turnover intention. Design/methodology/approach Data were collected from software professionals working in several Indian IT companies through self-report questionnaires (n= 227), using a time lagged design on two occasions (Span between T1 & T2 was 3 to 4 weeks). Findings The result confirms that abusive supervision is strongly related to subordinates’ intention to quit. Also, the study finds meaningful work to have significant moderating effect on the relationship between abusive supervision and intention to quit. Originality/value The number of empirical studies exploring the pernicious effect of abusive supervision in Indian organizational context is almost negligible. In addition, the current study is among the few studies that have investigated the moderating effect of meaningful work on the relationship between abusive supervision and intention to quit.
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Islamic work ethics is a concept of ethics that is based on Islamic teaching and principle which rely on faith. Meanwhile, organizational commitment is related to employees’ attachment and behaviour towards organization. A structural model was constructed to test the effects of Islamic work ethics on organizational commitment. 156 respondents from randomly selected SMEs that involved in retail trade textile service located in Selangor, Kuala Lumpur and Johor were given six-point Likert scale questionnaire. The study found that the structural model is acceptable in term of validity and reliability thus can be used to measure the relationship between two variables. The study also found that Islamic work ethics affects organizational commitment and its three dimensions; affective, normative and continuance commitment.
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A review of 2,647 studies of posttraumatic stress disorder (PTSD) yielded 476 potential candidates for a meta-analysis of predictors of PTSD or of its symptoms. From these, 68 studies met criteria for inclusion in a meta-analysis of 7 predictors: (a) prior trauma, (b) prior psychological adjustment, (c) family history of psychopathology, (d) perceived life threat during the trauma, (e) posttrauma social support, (f) peritraumatic emotional responses, and (g) peritraumatic dissociation. All yielded significant effect sizes, with family history, prior trauma, and prior adjustment the smallest (weighted r = .17) and peritraumatic dissociation the largest (weighted r = .35). The results suggest that peritraumatic psychological processes, not prior characteristics, are the strongest predictors of PTSD.
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While a plethora of studies have examined the relationships between abusive supervision and outcomes, there is a lack of a comprehensive and systematic framework that integrates the consequences and moderators of abusive supervision. We fill the void in the abusive supervision literature through conducting a quantitative review. Based on a meta-analysis of 119 independent samples (N = 35,239), we found that abusive supervision was related to subordinates’ attitudes, well-beings, organizational justice perceptions, workplace behaviors, performance, and family-related outcomes. In addition, we found that power distance moderated the relationships of abusive supervision with subordinates’ workplace behaviors and performance in Asia and North America. In addition, the relationships between abusive supervision and its consequences were contingent on subordinates’ age, organizational tenure, and time spent with supervisors, and research design. Theoretical and practical implications are discussed.
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– the purpose of this paper is to investigate the impact of a number of Islamic values on interpersonal relationship conflict management in Egyptian Pharmaceutical Organizations, and to provide useful frameworks for diagnosing and managing conflict.
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Knowledge sharing is essential for achieving sustainable competitive advantages for organizations. Yet, there is a paucity of studies examining how a supervisor’s behavior, particularly, abusive supervision may become a barrier of individuals’ knowledge sharing. Drawing on insights from social exchange theory, this study investigates the influence of abusive supervision on knowledge sharing, moderated by support from organization and coworker. Consistent with our hypotheses, abused employees do not share their knowledge, but the negative effect could be buffered when they perceive high organizational support. Implications and future research directions are discussed.
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This study examines the impact of Islamic Work Ethic (IWE) on organizational citizenship behaviors (OCBs) and knowledge-sharing behaviors (KSBs) among university employees in Pakistan. A total of 215 respon-dents from public sector educational institutions partici-pated in this research. The findings suggest that IWE has a positive effect on OCBs. In other words, individuals with high IWE demonstrate more citizenship behaviors than those with low IWE. The findings also suggest a positive effect of IWE on KSBs. Individuals with high IWE exhibit more KSBs than those with low IWE. The paper also discusses the theoretical and practical implications of these findings.
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This paper reviews studies concerned with abusive supervision and provides a constructive revision of Tepper's 2007 model. As a result of our review of the recent research, we revised the 2007 Tepper model and added additional variables and casual paths to increase its explanatory potential. The model we propose distinguishes between abusive supervisory behavior and abusive supervisory perceptions, suggesting that each of these variables needs to be studied separately until we know more about how they are related. The revised model also explicitly recognizes possibilities for reverse causation and stresses the importance of subordinates' individual differences such as attribution style, negative affectivity, and implicit work theories, which have the potential to account for significant variability in subordinates' perceptions of abuse. Suggestions for future research based on the original relationships identified by the Tepper review as well as the variables and causal paths suggested in the revised model are provided. Copyright © 2013 John Wiley & Sons, Ltd.
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Purpose Based on substitutes for leadership theory, the aim of this study is to examine followers' learning goal orientation as a moderator of relationships among transformational leadership, organizational citizenship behavior (OCB) and sales productivity. Design/methodology/approach Data came from 61 food and beverage attendants of a casino, and were analyzed using regression analyses. Findings Transformational leadership was positively related to both OCB and sales productivity. Learning goal orientation moderated the relationship between transformational leadership and OCB, such that transformational leadership was more strongly related to OCB among followers with a low learning goal orientation than among followers with a high learning goal orientation. Research limitations/implications Limitations of the study include the small sample size and cross‐sectional research design. Practical implications Organizations could train supervisors to practice a transformational leadership style and to take followers' learning goal orientation into account. Originality/value The findings of this study suggest that, with regard to OCB, a high learning goal orientation of followers may act as a “substitute” for low levels of leaders' transformational leadership.
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The present investigation examined social adaptability as a moderator of the relationships between perceptions of abusive supervision and several work outcomes. Specifically, we hypothesized that individuals with lower levels of social adaptability would be more adversely affected by heightened levels of abusive supervision perceptions than employees with greater levels of social adaptability. Data from two samples offered strong support for the hypotheses. Specifically, employees with lower levels of social adaptability reported heightened job tension (i.e., Sample 1) and emotional exhaustion (Samples 1 & 2), as well as diminished job satisfaction (Samples 1 & 2) and work effort (Samples 1 & 2) as perceptions of abusive supervision increased, whereas employees with greater social adaptability skill were less strongly affected by their perceptions of abusive supervision. Contributions of the research to scholarship and practice, strengths and limitations, and directions for future research are discussed.
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An interactive model of social undermining and social support in the workplace was developed and tested among police officers in the Republic of Slovenia. As predicted, social undermining was significantly associated with employee outcomes, in most cases more strongly than was social support. High levels of undermining and support from the same source were associated with negative outcomes. However, support from one source appeared to only modestly attenuate the negative effects of social undermining from another source.
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In this article, we provide guidance for substantive researchers on the use of structural equation modeling in practice for theory testing and development. We present a comprehensive, two-step modeling approach that employs a series of nested models and sequential chi-square difference tests. We discuss the comparative advantages of this approach over a one-step approach. Considerations in specification, assessment of fit, and respecification of measurement models using confirmatory factor analysis are reviewed. As background to the two-step approach, the distinction between exploratory and confirmatory analysis, the distinction between complementary approaches for theory testing versus predictive application, and some developments in estimation methods also are discussed.
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Purpose Around 87 percent of employees are not engaged in their work and 82 percent have withdrawal intentions across the globe. Considering these emerging challenges the purpose of this paper is to investigate the associations between inter-role conflicts, work engagement and turnover intention considering person-job-fit (PJF) as a moderator. Design/methodology/approach The data from 343 Punjab police employees were collected on a convenience basis through a questionnaire-based survey. The study used the second generation data analysis technique (i.e. structural equation modeling) in two stages. Findings The results found work engagement as a mediator between inter-role conflicts and turnover intention. In addition, PJF was found to moderate these relations. Research limitations/implications This study collected data from a single province of the county. The study has implications for the academicians and policymakers. Originality/value Considering the emerging challenges to policing, this study is first of its kind to examine the moderating role of PJF. This theoretical model is developed on the basis of conservation of resource theory and field theory.
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Drawing on social exchange and displaced aggression theories, this study investigates the mediating role of knowledge hiding in the relationship between employees’ exposure to abusive supervision and their creative performance, as well as the invigorating role of their negative reciprocity beliefs in this process. We collected time-lagged data from employees in a sample of Pakistani organizations and found that an important reason abusive supervision decreases employees’ creativity is that employees reciprocate through self-serving knowledge-hiding behaviour. This mechanism, in turn, is more prominent among employees who score high on negative reciprocity beliefs. This study reveals a key factor, i.e., knowledge hiding, by which abusive supervision hinders employees’ creativity, but our findings indicate that this process is more likely to escalate when employees have negative reciprocity beliefs, which cause them to be more vulnerable to experiencing negative social exchanges.
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Purpose Knowledge hiding as an important topic in knowledge management field might be triggered by abusive supervision, but few studies discussed how to alleviate the effect of abusive supervision on knowledge hiding. Drawing on both reactance theory and conservation of resources (COR) theory, this study aims to build a moderated mediation framework to examine effects of abusive supervision on knowledge hiding via job insecurity and under moderation of motivational climate (including mastery climate and performance climate). Design/methodology/approach The paper uses a two-wave survey study among 155 knowledge workers from educational and manufacturing industries. Findings Results show that abusive supervision is not significantly related to knowledge hiding directly but indirectly via job insecurity. Abusive supervision’s interaction with mastery climate is negatively related to knowledge hiding, but its interaction with performance climate is positively related to knowledge hiding. The indirect relation of abusive supervision to knowledge hiding via job insecurity is significantly moderated by mastery climate but not by performance climate. Research limitations/implications Despite contributions, this study also has some limitations. Variables rated from the same source (i.e. employees) may have common method bias although the two-wave design does help alleviate this concern. Practical implications The paper highlights important reasons why people hide knowledge at work (because of abusive supervision and job insecurity) and identifies a boundary condition (mastery climate) which will reduce abusive supervision’s influence on knowledge hiding. Originality/value This paper contributes to knowledge hiding literature which is an important part of knowledge management from the perspective of abusive supervision based on both reactance theory and COR theory.
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Purpose The vast majority of research on traditional leadership focuses on effective and positive leadership behavior. However, scholars have begun to pay attention to the impact of negative leadership behavior on employees and the organization. Hence, the main purpose is to examine the effects of abusive supervision. While the literature does not examine the time future orientation of the effects of abusive supervision, the purpose of this paper is to fill up this gap and examine the moderating role of future orientation. Design/methodology/approach A total of 584 valid questionnaires were collected from respondents aged between 21 and 30 years old and analyzed using the hierarchical regression and structural equation modeling method. Findings The main results show that abusive supervision positively affects counterproductive work behavior and future orientation positively moderates both the relationship between abusive supervision and originality behavior and the relationship between abusive supervision and organizational citizenship behavior (OCB). Originality/value This study demonstrates the moderating roles of future orientation in the effects of abusive supervision, and thus deepens the understanding of the moderating effect. It departs from the prior works and presents a more detailed examination examines the distinct dimensions of personality traits. It makes three main theoretical contributions. First, it introduces uncertainty management theory as a means to interpret the effects of abusive supervision. Second, it contributes to the literature on abusive supervision. Third, it does not lead to discovery as an OCB and originality, conclusions which differ from the results suggested in past literature.
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Purpose The purpose of this study is to explore the relationship between transformational leadership and knowledge sharing behavior in freelancers. Also, the study focuses upon mediation of the relationship by employee engagement and moderation by social support. Design/methodology/approach Confirmatory factor analysis was used to find validity and reliability of the model under study. To study the relation between variables, the Pearson correlation was used. Further, the PROCESS macro of Hayes (2013) was used to test mediation and moderated mediation. Findings Transformational leadership influenced knowledge collecting and knowledge donating behavior in freelancers. The relation was mediated by employee engagement. Social support was found to moderate the mediated path by employee engagement between transformational leadership and knowledge collecting behavior. A similar result was found for knowledge donating behavior as a dependent variable. Research limitations/implications The model under study can be tested in other contexts with extended data. Practical implications The study asserts importance on freelancers in knowledge sharing in client organizations; leaders should take a transformational role to create a culture of free flow of knowledge and information between various types of employees. Originality/value This study is the first to research how transformational leadership, through engagement, motivates freelancers in engaging in knowledge collecting and knowledge donating. The importance of social support is also noted.
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In this article, we examined the relationship between abusive supervision and deviant workplace behavior and the moderating role of an Islamic Work Ethic. Three hundred and thirty‐six employees in different organizations (specializing in software development, medicine, law enforcement, telecommunication, pharmaceutics, and banking) across Pakistan completed our questionnaire. The results revealed that abusive supervision was positively related to deviant workplace behavior. Moreover, the moderation of an Islamic Work Ethic on the relationship between abusive supervision and deviant work behavior was confirmed. The study contributed in many ways. It expanded literature by revealing a weaker relationship between abusive supervision and deviant behavior when Islamic Work Ethic (IWE) was high. It also tested the conservation of resources theory by providing a plausible reasoning of the role of IWE in employee motivation. By integrating IWE as a resource in the workplace, practitioners would learn that the proper use of resources would produce satisfied workers who would not indulge in deviant workplace behaviors.
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Innovation—the implementation of creative ideas—is one of the most important factors of competitive advantage in 21st century organizations. Yet, leaders do not always encourage employee behaviors that are critical for innovation. We integrate existing literature on the critical factors that serve as antecedents of innovation, including employee voice and knowledge sharing, which in turn lead to creativity and innovation. Based on existing empirical research, we offer evidence-based recommendations for managers to become innovation leaders by: (1) developing the right group norms, (2) designing teams strategically, (3) managing interactions with those outside the team, (4) showing support as a leader, (5) displaying organizational support, and (6) using performance management effectively.
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Purpose It is evident that organizations are continuously contributing toward environmental dilapidation. This may be reduced by focusing their employees' involvement in pro-environmental behaviors. Pro-environmental behaviors have ramifications for organizations, employees, leaders and natural environment. Therefore, this study aims at investigating environmental related social responsibility and identification as the predictors of pro-environmental behaviors through the moderating role of empathy in the hospitality sector. Design/methodology/approach This study collected data from 201 pairs (i.e. supervisors and their subordinates) working in the hospitality sector. Findings The study found that employees with high empathy exhibit more pro-environmental behavior and organizational identification when perceiving their organization's involvement in environment-related social responsibilities. Research limitations/implications The data for this study were collected at one point of time and it has implications for organizations and employees. Originality/value This study aims to fill the gap of the underlying mechanism that how perceived CSR affect employee pro-environmental behavior.
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Purpose The purpose of this paper is to propose a moderated mediation model wherein abusive supervision predicts subordinate’s stress and turnover intentions through Psychological Capital (PsyCap). Leader–member exchange (LMX) moderates the abusive supervision-outcome relationship through PsyCap. Design/methodology/approach Two wave data were collected from 1,193 full-time employees across organizations in India. Findings Results suggest that abusive supervision is significantly related to intention to quit and perceive stress, and this relationship is partially mediated by PsyCap. The findings from the moderated mediation analysis revealed that the mediation of PsyCap was moderated by LMX such that at the higher levels of LMX, the mediation effect of PsyCap on workout comes became stronger. Research limitations/implications As the study did not cover all sectors, the results of this study should be interpreted with caution. Originality/value Embedded in the conservation of resources theory, this study adds to the knowledge of how abusive supervision and LMX jointly affect PsyCap, turnover intentions and perceived stress. The results of this study indicate that abusive supervision exerts its influence on work-related outcomes and highlights the importance of taking the quality of relationship (LMX) with supervisor and personal resources into consideration when making sense of the influence of abusive supervision with employee outcomes. The study extends the current research stream of abusive supervision research to one of the underrepresented developing Asian countries, India.
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While abusive supervision is shown to have stress‐related effects on abused subordinates, relatively little is known about the factors capable of mitigating these negative effects and their longer term consequences. Drawing on the 1984 transactional model of stress and coping of Lazarus and Folkman, we predicted that subordinates’ power distance orientation moderates the positive relationship between abusive supervision and subordinates’ interaction avoidance, such that this relationship is attenuated as power distance orientation increases. Because the transactional model suggests that interaction avoidance can increase strain when unresolved stressors accumulate over time, we also predicted that subordinates’ interaction avoidance coping mediates the positive relationship between abusive supervision and subordinates’ emotional exhaustion. To examine these hypotheses, we collected data from 600 employees at three points in time over a 12‐month time period in Japan. The findings supported the predicted moderated and mediated relations, and the overall moderated mediation model. This study contributes to research on avoidance coping reactions to and longer term stress outcomes of abusive supervision. Data were collected from 600 employees at three points in time over a 12‐month time period in Japan. The findings suggest that individual differences (power distance orientation) affect primary cognitive appraisal and that interaction avoidance coping behaviors have negative longer term stress outcomes in terms of emotional exhaustion.
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Based on a sample of 54 Islamic indices over the period 2007–2014, we investigate the effect of Shariah board members' educational background on Islamic indices' risk and return characteristics via the screening criteria. Using a capital asset pricing model benchmark analysis, we assess the sensitivity of Islamic indices to their conventional peers in terms of beta and derive a measure of return (Jensen's alpha). First, we observe that the higher the number of members in common among the boards, the higher the risk–return profile of Islamic indices. Second, commonalities among board members lead to standardization of the screening criteria and to similar Islamic indices' performance. Third, we show that different betas across providers depend on the screening criteria, while the economic educational background of board members affects performance in terms of Jensen's alpha. Our study aims at contributing to the governance literature related to board composition and its importance as a possible driver of performance. In addition, given the impressive growth that Islamic finance has experienced during the last decade, this topic is of great interest to the asset management industry.
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Purpose This study aims to investigate the mechanism between perceived organizational support and transfer of training using self-efficacy and job satisfaction as mediating variables. More specifically, self-efficacy is examined as a mediator between perceived organizational support and job satisfaction, whereas job satisfaction is examined as a mediator between perceived organizational support and transfer of training. Design/methodology/approach This quantitative study is based on data collected from 409 employees of the banking sector on a random basis. Findings Structural equation modeling analysis confirmed the mediating role of job satisfaction between perceived organizational support and transfer of training. In addition, self-efficacy was found to perform the mediating role between perceived organizational support and job satisfaction. Research limitations/implications The data for this study were collected at one point of time, and it has implications for organizations and employees. Originality/value This study highlights the emerging issue of transfer of training and gives a practical model to the organizations to strengthen their human resources. This study is perhaps the first attempt to empirically investigate the mediating role of self-efficacy and job satisfaction.
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Purpose: This paper aims to investigate the influence of transformational leadership (TL) and two aspects of trust (trust in a leader and trust among members, including two versions of each: “disclosure” and “reliance”) on knowledge collecting (KC) and knowledge donating (KD). Design/methodology/approach: Structural equation modelling was used to test the effects of TL and aspects of trust on knowledge sharing (KS) processes using data collected from 336 participants at 35 large service firms. Findings: The results showed that reliance-based trust in a leader (LR), disclosure-based trust in a leader (LD), reliance-based trust among members (MR) and disclosure-based trust among members (MD) act as mediators in the relationship between TL and KS processes. LR and MR have more significant effects on KD, whereas LD, MD and TL have more significant effects on KC. Research limitations/implications: Future research could examine how personal characteristics (e.g. education level and working experiences) moderate the relationships between TL and KS processes. Practical implications: From a practical perspective, the paper provides directors/managers an increased understanding of paths to success in KC and KD. Originality/value: This paper provides theoretical initiatives on building employee trust and improving KS in the field of knowledge management. From a managerial perspective, this study identifies necessary factors for encouraging and promoting KS processes within an organization.
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While workplace bullying is recognised as a serious issue for management concern around the world, the literature on approaches to prevent and manage it in international settings is sparse. This paper advances knowledge on managing workplace bullying by reporting an investigation of how and why ethical leadership may be an effective management style to address this issue across cultures. It draws on Social Learning and Social Exchange Theories to conceptualise interactional justice as a possible mediating mechanism by which workplace bullying can be reduced in the presence of ethical leadership. The researcher surveyed 636 employees working in an equivalent job context in Australia (N = 306) and Pakistan (N = 330) to determine the cross-cultural effectiveness of ethical leadership-based framing. Through the examination of direct and indirect effects (via interactional justice) of ethical leadership on workplace bullying, the findings indicated that employee exposure to such behaviour is significantly reduced because ethical leaders foster justice at work. This study has implications for improving international management practice in regard to workplace bullying.