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Drawing on social learning and social cognitive theories, this study aims to examine a multi-level moderated mediation model that tests the mediating effect of moral disengagement (MD: Level 1) between perceived organisational politics (POP: Level 1) and employee knowledge hiding from coworkers (EKHC: Level 1). The authors further propose that supervisor knowledge hiding from employees (SKHE: Level 2) moderates this mediation effect.

The authors obtained multi-sourced, multi-timed and multi-level data regarding 294 employees, working under 80 supervisors, from multiple organisations operating in Pakistan. The authors analysed these data using multi-level structural equation modelling via Mplus.

The results show that employee MD significantly mediates the direct relationship between POP and EKHC. The mediation effect is further positively moderated by SKHE, which amplifies the mediation effect.

To the best of the authors’ knowledge, this is the first empirical study that examines both EKHC and SKHE together in a single research model and provides a thorough understanding of why, how and when POP leads to EKHC.

This paper aims to examine the consequences for innovative work behavior (IWB) of top-down knowledge hiding – that is, supervisors’ knowledge hiding from supervisees (SKHS). Drawing on social learning theory, the authors test the three-way moderated-mediation model in which the direct effect of SKHS on IWB is first mediated by self-efficacy and then further moderated by supervisor and supervisee nationality (locals versus foreigners).

The authors collected multi-sourced data from 446 matched supervisor-supervisee pairs working in a diverse range of organizations operating in the Kingdom of Saudi Arabia. After initial data screening, confirmatory factor analysis was conducted to test for the factorial validity of the used measures with AMOS. The hypothesized relationships were tested in regression analysis with SPSS.

Results showed that SKHS had both direct and mediation effects, via the self-efficacy mediator, on supervisee IWB. The mediation effect was further moderated by supervisor and supervisee nationality (local versus foreigners), which highlighted that the effect was stronger for supervisor–supervisee pairs that were local-local or foreigner-foreigner than for pairs that were local-foreigner or foreigner-local.

This study contributes to both knowledge hiding and IWB literature and discusses the useful theoretical and practical implications of the findings.

Drawing on the self-consistency theory, this study aims to test a model where employees' supervisor-based self-esteem (SBSE) is positively related to their promotive and prohibitive voice and mediate the positive relationship between leader–member exchange social comparison (LMXSC) of an employee's promotive and prohibitive voice, but only for local rather than migrant workers.

To test the study hypotheses, multi-source data were collected from 341 matched supervisor–supervisee dyads working in a diverse range of organizations in the Kingdom of Saudi Arabia.

As predicted, employees' SBSE is positively related to their promotive and prohibitive voice and mediates a positive relationship between their LMXSC and their promotive and prohibitive voice, but only for local workers. The study findings support the self-consistency theory perspective on LMX and provide new insight into the “dark side” of migrant working – a lack of voice.

This study responds to calls for more research that explores the roles played by macro-environmental factors on employees' voice. Implications for theory and practice are discussed.

Studies show that supervisor incivility can have detrimental consequences for subordinates. However, little is known about the job and personal resources that can reduce the effect of supervisor incivility on subordinates' counterproductive work behavior (CWB). Based on the Job Demand-Resources (JD-R) model, we investigate social job crafting (job resource) and internal locus of control (LOC; personal resource) as buffers on the relationship between supervisor incivility and subordinates' CWB toward the organization.

Two field studies to test our proposed hypotheses were conducted. A two-wave time-lagged design was used and data was collected from 115 supervisors and 318 subordinates from a large electricity provider company (study 1) and 121 employee–coworker dyads from a large insurance company (study 2).

Across the two studies it was found that supervisor incivility positively relates to subordinates' CWB toward the organization. Further, this relationship was weaker for individuals with high internal LOC and those who engaged in social job crafting.

The findings are helpful for HR managers to figure out how to stop supervisor incivility through civility training and motivating employees to social job crafting behavior.

This study implies that social job crafting (job resource) and internal LOC (personal resource) are essential factors that can reduce the effects of supervisor incivility on subordinates' CWB toward the organization.

This study aims to examine the effect of psychological contract breach on organizational disidentification through the “affect-based” mediating mechanisms of trust and distrust.

Using a convenient sampling technique, cross-sectional data were collected from 281 doctors working in public sector health-care organizations in Pakistan. After initial data screening, a confirmatory factor analysis (CFA) was conducted to test the measurement models’ validity and reliability. The hypothesized relationships were tested using structural equation modeling (SEM) with AMOS.

The results of this study showed that psychological contract breach had significant direct and indirect positive effects through the mediating mechanism of distrust on organizational identification. However, trust was not supported as a mediator in that relationship.

This study uses cross-sectional data. Other researchers should use longitudinal design with two or three time lags. This study uses a sample of doctors from different cities of Pakistan, as this is a global era, so results cannot be generalized; this opens the future avenue for other scholars to select a broad sample from multiple organizations like businesses and NGOs from different countries or to use it in different context. The authors have used single source (questionnaires) and quantitative method to collect data for this study, so there is a probability of self-report bias. As future is of mixed method, so future researchers should use mixed method for deep and thorough understanding of different selected phenomena.

Due to the experiences of breach of psychological contract, the doctors may either lose trust or may experience distrust which may further reduce their level of identification in an organization. Their contribution toward best interest of hospital decreases and their willingness to identify with their working place declines. Practically, the authors have compared that it is either the trust or distrust which can lead to organizational disidentification among doctors.

The findings will help employers and hospital authorities to understand that doctors are the most important strategic element of every hospital. Having sound financial, physical and informational capital is incomplete and worthless if there is no “doctor”. Because they have to deal directly with patients, so in this case, they are most important and crucial. A doctor’s identification and their loyalty with high level of trust directly on employer and indirectly on hospital all contributes toward an organization’s long-term success, and ultimately for the success of society.

This study contributes to the existing literature on the consequences of employees’ psychological contract breach by simultaneously testing trust and distrust as the two competing affect-based mediating mechanisms between psychological contract breach and organizational disidentification.

Drawing on the dual process model of ideology and prejudice, the purpose of this paper is to examine whether, how and when a supervisor's Machiavellianism leads to subordinates' perceptions of abusive supervision. In doing so, the authors also explore the mediating role of the supervisor's competitive world views and the moderating role of subordinates' performance on this relationship.

The theoretical model was tested using three sources of data from supervisors, their subordinates and the organization. Hierarchical linear model analysis was run on supervisor and subordinate dyadic data for testing whether subordinates' performance moderated the mediated relationships or not.

The results suggest that the supervisors' competitive worldviews explain the positive link between their Machiavellianism and subordinates' perceptions of abusive supervision. The results highlight that the mediation effect of supervisors' competitive worldviews on the link between their Machiavellianism and their subordinates' perceptions of abusive supervision is more pronounced when subordinates' performance is low than when it is high.

This research contributes to the authors’ knowledge of the link between supervisors' Machiavellianism and abusive supervision, and how the toxic influence of their Machiavellianism is mediated by supervisors' competitive worldviews.

The study contributes to the literature on abusive supervision and personality by studying the role of personality as an antecedent of abusive supervision. Further, this study used subordinates' performance as a contextual variable for understanding abusive supervision.

The purpose of this paper is to investigate the perceptions of faculty members about the influence of family motivation on their self-efficacy and organizational citizenship behavior-individual (OCBI).

The proposed model was tested on a sample of 353 faculty members from different public and private universities of Pakistan. Partial least squares structural equation modeling was used to analyze data.

Surprisingly, results reveal that family motivation was not positively related to faculty members’ OCBI; instead, this relationship is fully mediated by self-efficacy. The findings suggest that it is employees’ self-efficacy belief through which their family motivation translates to their increased OCBI. This study also finds that supporting the family is a powerful source of motivation to work, offering meaningful practical and theoretical implications for policy-makers, leaders, managers and researchers on the new dynamics of work and family engagements.

The study contributes to human resource management (HRM) and organizational behavior (OB) literatures by providing some useful practical implications for managers and HRM and OB consultants who are interested in understanding the underlying psychological mechanisms (i.e. self-efficacy) through which employees’ family motivation results in the increased OCBI.

The purpose of this paper is to examine the direct and conditional indirect effects of employees’ perception of psychological contract fulfillment on their positive voice, i.e., promotive voice and prohibitive voice, through the integrated framework of the social exchange theory and the group value model.

Using a two-source data collection from the employee and supervisor, cross-sectional data were collected from 234 participants working in one of the leading non-profit organizations in Pakistan. After initial data screening, a confirmatory factor analysis was conducted to test for the factorial validity of the employed measures with AMOS. The hypothesized relationships were tested in regression analysis with Statistical Package for the Social Sciences.

The results of this study supported the integration of the social exchange theory with the group value model in explaining the direct and indirect positive effects of employees’ perception of psychological contract fulfillment on their promotive and prohibitive voices through the mediation of organizational identification (OID). Furthermore, it was also recorded that the indirect effect was conditional on the employees’ perception of the relative psychological contract fulfillment which significantly moderated the direct relationship between psychological contract fulfillment and OID. However, no such effect was recorded for the moderating effect of power distance orientation between OID and the both voices.

In addressing the recently published research calls, this study broadens the horizon of existing research on psychological contract and employee positive voice by investigating the mediating and the moderating factors that influence this relationship.

The purpose of this paper is to determine the mediating role of “moral clarity” and the moderating role of “hypocrisy” in the relationship between sense of power and punishment severity.

The data were collected using purposive sampling from 250 government officials serving at a responsible and authoritative position in different public sector organizations operating in Pakistan.

The study has found a significant indirect effect of sense of power on punishment severity through moral clarity. This study has also found that this indirect effect is significant at higher levels of hypocrisy but insignificant at lower or moderate level of hypocrisy.

The study offers serious practical implications by highlighting the role of hypocrisy in powerful individuals’ moral judgements and their decisions to exercise power and administer punishments.

The study is the first to develop and test a mediated-moderation model of the relationship between sense of power, moral clarity, hypocrisy and punishment severity.

Drawing on social identity theory and prosocial behaviour research, this study explores how people's integration of their offline and online social activities through Facebook cultivates their Facebook citizenship behaviour (FCB). It also offers further insight into the underlying mechanism of offline and online social activity integration - FCB relation by investigating people's social identification with their offline and online social groups as possible mediators.

Based on social identity theory (SIT) literature, community citizenship behaviour and offline-online social activity integration through Facebook, we developed a conceptual model, which was empirically tested using data from 308 Facebook users

The results confirm that the participants' offline-online social activity integration via Facebook is positively linked to their FCB. Further, the integration of offline and online social activity through Facebook positively affects how a person identifies with their offline and online social groups, which in turn causes them to display FCB. In addition, offline/online social identification mediates the integration – FCB relation.

In practice, it is interesting to see people's tendency towards altruistic behaviours within groups they like to associate themselves with. Those who share their Facebook network with their offline friends can use such network to seek help and support.

From a theoretical perspective, unlike past research, this study examines how individuals' offline-online social activity integration via Facebook helps them associate with groups. In addition, this study investigates social identification from an offline and online perspective.