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Drawing upon the theoretical underpinning of knowledge worker productivity, this study aims to examine the relationship between abusive supervision and knowledge management (KM) process (creation, application and sharing of knowledge) and its impact on the knowledge worker productivity in knowledge-intensive organizations.

Hypothesis were tested through PROCESS Macro in IBM SPSS v.26 on a sample of 204 employees working in banking sector of Pakistan. Confirmatory factor analysis was conducted to test the model fitness through AMOS v. 26.

The results showed that the relationship between abusive supervision and KM process (creation, application and sharing of knowledge) is negative and highly significant, i.e. greater the abusive supervision in the banking sector, the lower is the engagement in KM processes. Furthermore, there is a positive and highly significant relationship between the KM process and knowledge worker productivity. Finally, the study indicates the negative impact of abusive supervision on the knowledge worker productivity through the mediating mechanism of knowledge management processes.

A key limitation is that the study is cross-sectional, and the findings may only be generalizable to developing countries context.

Previous studies have focused on supervisor–employee relationship but not in the context of knowledge worker productivity. This article fulfills this gap through understanding the impact of abusive supervision on the knowledge worker productivity in relation to KM processes (knowledge creation, sharing and application) by drawing upon the theoretical underpinning of knowledge worker productivity.

Although scholars have suggested that employees often carefully consider social contexts before enacting voice, few studies have explored whether firms foster employee voice behavior by adopting a set of systematic HR practices, namely, high-commitment work systems (HCWS). By integrating the literature on HCWS and voice, the purpose of this paper is to explore the mechanisms of how HCWS utilization influences employee voice.

The authors adopted multilevel analyses with HLM software to examine the research hypotheses. The authors collected data from a sample of 290 employees and 58 line managers from 11 software design and development firms in China.

HCWS utilization positively affected employee-experienced HCWS which enhanced psychological safety and perceived organizational support, and in turn employee voice behavior. In addition, HCWS utilization positively influenced employee-experienced HCWS, and subsequently increased voice efficacy. However, contrary to the expectations, voice efficacy was not related to employee voice.

The study is the first to integrate research on HCWS and voice. By building on the theory of planned behavior, the authors provide new insights into the relationship between HCWS utilization and employee voice and inspire researchers to elucidate other explanatory mechanisms in this link.

The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.

The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.

The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.

A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.

From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.

The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.

The study aims to understand the challenges of effective employee utilization in construction projects during the coronavirus disease 2019 (COVID-19) pandemic in a developing country and to develop mitigation strategies for post-pandemic workforce management.

We used a qualitative research design to conduct semi-structured interviews with elite informants of various construction firms and analyze the data using thematic analysis.

The results showed that numerous factors, including supply chain issues, inadequate worker healthcare, ineffective knowledge management and job losses, have negatively impacted the construction industry. The prominent outcomes of the study are a conceptual framework for effective workforce management post-pandemic and beyond, including recommendations for managers and executives and future research.

The workforce management framework with knowledge management developed in this study provides a new theoretical view of post-pandemic mitigation strategies through the theoretical lens of dynamics capabilities and knowledge management. The findings cover industrial insights, particularly from the stakeholders’ perspective, and provide a solid foundation for future research in this domain.

Drawing from cognitive and emotional perspectives, the purpose of this paper is to theorize and test a dual-pathway model in which moral disengagement and anger toward organization act as two explanatory mechanisms of the association between perceived overqualification and employee cyberloafing. The authors further proposed that the strengths of these two mediating mechanisms depend on employee moral identity.

The authors used hierarchical linear modeling to examine the hypotheses by analyzing a sample of 294 employees working in 71 departments in China.

Results revealed that moral disengagement and anger toward organization mediated the positive link between perceived overqualification and cyberloafing beyond the influence of social exchange. Furthermore, moral identity attenuated the association between the mediators (i.e. moral disengagement and anger) and cyberloafing and the indirect relationship between perceived overqualification and cyberloafing.

Extant studies have examined the effects of perceived overqualification on employee behaviors in terms of task performance, organizational citizenship behavior, proactive behavior, as well as withdrawal behavior. The study expands this line of research by empirically investigating whether and how perceived overqualification influences cyberloafing.

Drawing upon the conservation of resources (COR) theory, this study aims to examine whether ego depletion mediates the relationship between negative workplace gossip and employees’ service sabotage behavior and whether psychological resilience moderates the relationship between negative workplace gossip and service sabotage behavior through the mediator of ego depletion among hotel frontline employees and their colleagues.

A paired sample was collected at three-time points from employees and their colleagues working in hotels in Guizhou province, China. The PROCESS macro for SPSS was applied to examine the moderated mediation model.

The results showed that negative workplace gossip has a positive effect on employee service sabotage behavior, and that ego depletion mediates the relationship between negative workplace gossip and employee service sabotage behavior. Psychological resilience weakens the relationship between negative workplace gossip and ego depletion, as well as the indirect effect of negative workplace gossip on employee service sabotage behavior through ego depletion.

The present research provides a thorough understanding of when and how negative workplace gossip influences employee service sabotage behavior in the hospitality industry. The findings of this moderated mediation relationship expanded the boundary conditions of negative workplace gossip and employee service sabotage behavior.

Recent gender-related research has focused on how gender affects work–life balance (WLB), particularly whether men and women have similar difficulties balancing work and family demands. However, to broaden WLB research beyond its concentration on employees to a different population, this study investigates the WLB experiences of single student-working mothers.

This article uses a qualitative study using three focus groups to compare Nigerian and British single student-working mothers' WLB experiences and coping strategies or mechanisms adopted in these two contexts.

The findings indicate that, regardless of nationality, single student-working mothers are affected by inter-role conflict, role ambiguity, role strain, role overload and external role pressures, which make achieving WLB a herculean task. Nevertheless, given the different political, economic and socio-cultural landscapes of the two countries, the extent to which the aforementioned factors impact single student-working mothers varies and influences the range of coping mechanisms adopted in the two contexts.

The insights gleaned from this study suggest that there are huge challenges for single student-working mothers in terms of achieving WLB due to their status as students, workers and mothers. Combining these roles negatively affect their WLB and level of productivity and effectiveness, at home, at work and at university. This poses significant implications for human resource structures, policies and practices. The authors suggest that single student-mothers should learn from their counterparts' experiences and coping mechanisms, and that organisations and government should also provide adequate support to help them combine their challenging roles. This would ease the tension associated with combining multiple roles and enhance their well-being and WLB.

The study calls for a re-examination of WLB policies and practices at organisational and national levels to ensure that single student-working mothers are well supported to enhance their productivity and WLB.

While cyberloafing has emerged as a prevalent issue in numerous workplaces, research on its consequences is still underdeveloped, highlighting a need for further exploration and analysis. Drawing upon the cognitive appraisal theory of emotion, this study investigates the influence of coworkers' cyberloafing on employees' workplace incivility, mediated by negative emotions and moderated by task interdependence.

In Study 1, the hypothesized research model was tested utilizing three-wave time-lagged survey data collected from 333 employees and their coworkers. In Study 2, an additional sample of 274 employees was surveyed. Data were analyzed using hierarchical regression analysis and the bootstrap method.

The results indicated that coworkers' cyberloafing positively influenced employees' workplace incivility, with this relationship mediated by negative emotions. Additionally, task interdependence was found to positively moderate both the direct relationship between coworkers' cyberloafing and negative emotions and the indirect path from coworkers' cyberloafing to employees' workplace incivility through negative emotions.

This study helps managers gain a deeper understanding of cyberloafing's effects, enabling them to manage and curb it more effectively.

Prior research has predominantly explored the effects of cyberloafing on its implementers. However, this study innovatively shifts focus to the observer perspective, empirically demonstrating whether and how coworkers' cyberloafing affects employees' workplace incivility, enriching and expanding the existing literature.

Drawing upon the cognitive-affective processing system (CAPS) framework, the current study proposes a dual-pathway model that suggests self-serving leadership has a positive influence on employee knowledge hiding. The study also examines the mediating effects of relative deprivation and emotional exhaustion, as well as the moderating effect of political skill, to provide a comprehensive understanding of these relationships.

This study employed two-wave time-lagged survey data collected from 644 employees in 118 teams within a company based in Shenzhen, China. Moreover, hierarchical linear modeling (HLM) was used to test the hypothesized relationships.

The results indicated that self-serving leadership positively influenced employee knowledge hiding, and this relationship was mediated by relative deprivation and emotional exhaustion. Additionally, political skill was found to negatively moderate both the direct relationship between self-serving leadership and relative deprivation and emotional exhaustion, and the indirect path from self-serving leadership to employee knowledge hiding through relative deprivation and emotional exhaustion.

This study makes a unique contribution to the knowledge management literature in several ways. First, it introduces self-serving leadership as a predictor of employee knowledge hiding, expanding the current understanding of this phenomenon. Second, it offers a novel conceptualization, suggesting that employees coping with self-serving leadership may experience relative deprivation and emotional exhaustion, and these factors can predict their engagement in knowledge hiding. Third, the research findings on the moderating role of political skill push the boundaries of the knowledge-hiding literature, providing new insights into the conditions under which this behavior occurs.

The purpose of this paper is to examine how frequency of change (FC) in organizations and impact of change (IC) influence the employee behaviors, i.e. exit, voice, loyalty, and neglect (EVLN) through psychological contract fulfillment (PCF) as a mediator. The moderating role of successful past changes (SPC) is also assessed with direct and indirect relations of FC, and IC alongside employees’ behaviors.

Hypotheses were tested among a sample of 398 financial services-oriented non-managerial-level employees in Pakistan. Bootstrapped moderated mediation analyses (using PROCESS macro) were conducted to test the main and moderated mediation effects. The authors ran series of confirmatory factor analyses to validate the distinctiveness of variables and their items in this study.

The results largely supported the hypotheses. Findings showed that FC is negatively related to loyalty but positively related to exit, voice, and neglect behaviors via contract fulfillment. IC is also found to have negatively related to loyalty but positively related to exit, voice, and neglect via PCF. SPC was found to moderate the relation between FC, IC, and contract fulfillment, as well as the indirect relationship with exit, voice, and neglect through contract fulfillment and negatively between FC, IC, and loyalty through contract fulfillment. The authors found direct interaction effects of FC via SPC in relation to exit and loyalty and also found direct interaction effects of IC via SPC to exit, voice, and loyalty.

The use of cross-sectional research design does not allow conclusions with respect to causality. The most important implication of the study is that employee behaviors following organizational change can best be understood via a psychological contract framework. A future suggestion is to include more organizations based on longitudinal research design with focus on both employee and employer perspective.

This study highlights the importance of employees’ behavioral responses and their sensemaking of PCF in a post-organizational change period.

This study empirically investigated the effects of FC, and IC on fulfillment of psychological contract and behavioral responses of employees using a sample of non-managerial employees, and provides new insights into employee behaviors following organizational changes.