Filza Hameed, Sadia Shaheen, Bashir Ahmad, Muhammad Mudassar Anwar and Muhammad Ahmad-ur-Rehman
The successful performance of organizations depends on the smooth working relations between their leaders and employees. Considering the importance of the behaviors of…
Abstract
Purpose
The successful performance of organizations depends on the smooth working relations between their leaders and employees. Considering the importance of the behaviors of leaders/supervisors, this study intends to explore the bright side of abusive supervision on the performance of trainees in different police colleges in Pakistan.
Design/methodology/approach
The data for this study were collected from police colleges and supervisors in Pakistan, and the sample comprised police trainees and their instructors (N = 254 responses from 50 instructors and 254 police trainees). The data were analyzed using structural equation modeling via Amos to test the hypothesized relationships.
Findings
Results reveal a positive connection between abusive supervision and the performance of trainees. Moreover, the moderating role of passion for a cause in the relationship between abusive supervision and trainee performance is supported.
Research limitations/implications
Despite its relevance, this study has certain limitations. First, this study was conducted in a specific occupational and cultural context. A comprehensive understanding of the diverse occupational and cultural context considerations can increase this study's value. Second, this study used cross-sectional data for analysis, which hindered us from making causal inferences. For a clear and improved understanding, longitudinal studies can help facilitate the process.
Originality/value
This study intends to explore the bright side of abusive supervision on the performance of trainees in different police colleges in Pakistan. The literature demonstrated the “dark side” of abusive supervision on work-related attitudes and behaviors. However, few studies investigated or explored the “bright side” of abusive supervision.
Details
Keywords
Filza Hameed, Sadia Shaheen and Amjad Younas
Considering the significance of knowledge with respect to the current economic era, this study exclusively focuses on perceived negative workplace gossips (NWG) and…
Abstract
Purpose
Considering the significance of knowledge with respect to the current economic era, this study exclusively focuses on perceived negative workplace gossips (NWG) and knowledge-hiding behavior through a self-evaluation perspective. Further, this study also aims to explore the mediating role of workplace ostracism and moderating role of neuroticism in the relationship between perceived NWGs and knowledge hiding behavior (KHB).
Design/methodology/approach
Relying on the self-verification theory, data were collected from 323 employees working in the largest public sector universities of Punjab, Pakistan. Data were collected in three-time lags to overcome common method bias and social desirability issues. PROCESS macro bootstrap method were used to confirm the proposed model and hypothesis investigation.
Findings
The findings of the study revealed that perceived NWGs increase KHB. Additionally, workplace ostracism mediates the relationship between perceived NWGs and KHB. The findings of the study also suggest neuroticism moderates the relationship between workplace ostracism and KHBs.
Originality/value
Based on the self-evaluation concept, this research provides new insight by linking NWGs and KHB, especially from gossipee’s (target’s) perspective in the Pakistani cultural context. By examining the mediating role of workplace ostracism and the moderating role of neuroticism, this research responds to a recent call to explore more mechanisms between NWG and KHB. Finally, this research offers significant implications to managers and organizations that how and when their work environment can limit the impact of NWG.