Search results

This study investigates workplace bullying through a novel conceptualization by focusing on the simultaneous effects of abusive supervision and coworkers’ bullying. It aims to thoroughly understand how these harmful behaviors affect employee creative behavior.

Based on the tenets of social cognitive theory, this study used multilevel structural equation modeling with Mplus to analyze multi-source and multi-wave data collected from the information, communication and technology sector. The sample included 510 participants from 170 teams, comprising 340 subordinates and their 170 supervisors. Responses were collected at three time points, with a gap of approximately two weeks.

The findings indicate significant direct effects of abusive supervision and coworkers’ bullying on employee creative behavior, highlighting the detrimental effects of workplace bullying. Additionally, this study introduced and tested the mediating role of psychological capital, providing valuable insights into the mechanisms through which workplace bullying affects employee creative behavior.

By adopting a social cognitive framework, this multilevel research advances the field and enriches the literature on workplace bullying and employee creative behavior. This study adds depth to existing research by examining how abusive supervision and coworkers’ bullying simultaneously affect employees. It also highlights the vital role of psychological capital in mediating these effects. The findings emphasize the need to tackle workplace bullying to boost employee creative behavior and overall well-being.

This study aims to evaluate and compare the quality of work life (QWL) of nurses, in pre- and post-COVID-19 pandemic situations.

The study adopts a descriptive research design. Data were collected during the pre- and post-pandemic periods. The target sampling unit of the study comprises nurses working in Bangalore city, Karnataka, India. The minimum sample size was determined (Bartlett et al., 2001) as 385. The scale validation is carried out. The factors for the present study were explored using exploratory factor analysis and confirmed by confirmatory factor analysis. Model fitness (proposed measurement model) is ensured by using fit indices. The linear regression method was used to measure the level of QWL of nurses.

The present study noted that key factors that affects the QWL of nursing staff are work condition; work environment; work-life balance; compensation and reward; career development; job satisfaction and security; organization culture; relationship among co-workers and stress. Further, it is noticed that QWL of nurses pre-COVID-19 pandemic is 87.2%, while post-COVID-19 pandemic, it is 67%.

Present study can be extended to address the same research question by considering sampling unit such as therapist, technicians and sanitarians who have equally undergone tremendous pressure during pandemic.

The study outcome provides references for organizations engaged in health services to understand the extreme job conditions posed by pandemic. The constructive inspiration (physio-social and organizational support) reinforces the nurses to continue in their professions by decreasing negative impact.

The research paper extends the contributions of Hwang (2002), Nikeghbal et al. (2021), Howie–Esquivel et al. (2022) and Rania et al. (2023) and add to the existing body of the QWL literature. The outcome of the research records the prevailing conditions of pandemic and its effect on changes in work environment with specific reference to health-care sector.