Lai Catherine Hui Yi’s scientific contributions

Purpose This study examines the impact of socially responsible human resource management on cyberloafing and the mediating effect of felt obligation on the relationship. Job complexity is examined as a moderator of the relationship between socially responsible human resource management (SRHRM) and cyberloafing. The moderating role of organisational commitment on the relationship between felt obligation and cyberloafing is also investigated. Design/methodology/approach Using a survey research design, 262 full-time employees were recruited from Amazon Mechanical Turk (MTurk) to test the proposed research model. Partial least squares structural equation modelling was used to analyse the data. Findings Results show that SRHRM is positively related to cyberloafing. Socially responsible human resource management is positively related to felt obligation, which in turn is negatively related to cyberloafing. Felt obligation significantly mediates the relationship between SRHRM and cyberloafing. Furthermore, results show that job complexity moderates the relationship between SRHRM and cyberloafing. Also, organisational commitment moderates the relationship between felt obligation and cyberloafing. Originality/value To the best of our knowledge, this is the first study to propose and investigate a dual-path model that explains how SRHRM can simultaneously encourage and deter employees from engaging in cyberloafing behaviour. In addition, this study also identifies the mediating role of felt obligation and the moderating role of job complexity and organisational commitment. This study sheds light on the interplay of SRHRM practices, job characteristics, employee attitudes towards their organisation and discretionary behaviours, taking into account the increasingly flexible nature of employees’ work lives.

Purpose: The purpose of this study is to better understand the effect of workplace ostracism on cyberloafing by examining the mediating effect of moral disengagement. The role of organisational commitment as a moderator of the association between workplace ostracism and cyberloafing is also examined. Design/methodology/approach: The proposed hypotheses are tested with survey data collected from 243 employees among public listed companies in Malaysia. Data are analysed using partial least squares structural equation modelling (PLS-SEM). Findings: The results show that workplace ostracism has a significant positive influence on cyberloafing. Furthermore, it is observed that workplace ostracism serves as a mediating factor in the link between workplace ostracism and cyberloafing. Finally, organisational commitment is revealed to have no significant moderating effect on the relationship between workplace ostracism and cyberloafing. Originality/value: This is the first study to build and test a model based on social cognitive theory that examines the fundamental mechanisms through which workplace ostracism influences cyberloafing.