Sania Arif and Sidrah Al Hassan
Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in…
Abstract
Purpose
Employees of Pakistani public sector organizations feel thwarted toward their goal attainment because of strict adherence to rules and regulations and tall hierarchies existing in this region. Therefore, keeping in view the harmful effects of perceived organizational obstruction, the aim of the current study was to investigate the perceived organizational obstruction as an attribution that triggers job neglect through perceived organizational frustration. Harvey’s expanded attribution-emotion model of workplace aggression and an attributional perspective on workplace aggression provide the theoretical justification. Moreover, the moderating role of self-control was proposed to mitigate the indirect effect of organizational obstruction on job neglect through perceived organizational frustration.
Design/methodology/approach
A three-wave data collection was done by using a close-ended questionnaire distributed to a total of 600 administrative employees of public sector organizations operating in Rawalpindi/Islamabad (Pakistan). However, matching three times and discarding the incomplete questionnaires led to a sample of 375 on which the analysis was done.
Findings
Perceived organizational obstruction positively predicted job neglect. Likewise, organizational frustration mediated the aforementioned link. Moreover, the higher level of self-control weakens this underlying process by suppressing job neglect behavior.
Originality/value
The current study added to the limited literature on public sector organizations that has taken perceived organizational obstruction as a predictor variable. Moreover, this study explains how this phenomenon translates into non-hostile behavior that is difficult to identify and punish in public sector organizations. Moreover, the trait of self-control is added to the literature of non-hostile behaviors that dampen the impulsivity to indulge in job neglect.
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Liu Yao, Arslan Ayub, Mustafa Ishaq, Sania Arif, Tehreem Fatima and Hafiz M. Sohail
Employee silence is a pervasive workplace phenomenon that can cause severe economic losses to service organizations. Drawing on conservation of resource theory, the present…
Abstract
Purpose
Employee silence is a pervasive workplace phenomenon that can cause severe economic losses to service organizations. Drawing on conservation of resource theory, the present research aims to investigate interpersonal antecedents of employee silence, specifically workplace ostracism while considering the moderating role of negative reciprocity beliefs (NRBs).
Design/methodology/approach
Two-wave data collected from 355 employees working in service organizations in Pakistan supported the theorized model. The study used SmartPLS (v 3.2.7) to examine the measurement model and the structural model.
Findings
As projected, the authors found that workplace ostracism was positively related to acquiescence silence and defensive silence, but not related to prosocial silence. Besides, this study’s findings supported two-way interaction involving workplace ostracism and NRB on acquiescence silence and defensive silence, but not on prosocial silence. In particular, the presence of high NRB makes the adverse effects of workplace ostracism even worse.
Originality/value
This study explores the boundary conditions under which employee silence is more likely or less likely to occur. This just makes the current research all the more salient that why and when ostracized employees resort to remain silent in the workplace.
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Lidya Alwina Jokhu, Ahmad Syauqy, Li-Yin Lin, Fillah Fithra Dieny and Ayu Rahadiyanti
Stunting is a major multifactorial health problem in Indonesia that negatively impacts children. Among Southeast Asian countries, Indonesia had the highest prevalence of child…
Abstract
Purpose
Stunting is a major multifactorial health problem in Indonesia that negatively impacts children. Among Southeast Asian countries, Indonesia had the highest prevalence of child stunting (0–59 months old). As Indonesia has also the largest population in Southeast Asia, it is crucial to assess measures to decrease the prevalence of stunting in the country. Therefore, this study aims to examine the prevalence and determinants of stunting among children 6–23 under two years old in Indonesia.
Design/methodology/approach
The study used a cross-sectional design using the national database. A total of 15,641 children aged 6–23 months were included in the study. A multivariate logistic regression was performed to identify the association between the dependent and independent variables.
Findings
The prevalence of stunting was 18% (95% CI = 17.5%–18.7%). This study found that children aged 12–23 months were the dominant factor in stunting (OR = 2.12, 95% CI = 1.92–2.36). Factors associated with stunting include being male (OR = 1.37, 95% CI = 1.26–1.49), low birth weight (LBW) (OR = 1.95, 95% CI = 1.68–2.27), short birth length (SBL) (OR = 1.82, 95% CI = 1.64–2.01), history of infection (OR = 1.15, 95% CI = 1.06–1.26) and lack of dietary diversity (OR = 1.13, 95% CI = 1.04–1.00) consumption of empty calorie drinks (OR = 1.11, 95% CI = 1.01–1.24), unimproved sanitation (OR = 1.16, 95% CI = 1.04–1.30), middle socioeconomic status (OR = 1.34, 95% CI = 1.16–1.55), low maternal education (OR = 1.51, 95% CI = 1.08–2.10) and living in a rural area (OR = 1.15, 95% CI = 1.06–1.26).
Originality/value
To the best of the authors’ knowledge, this is the first study to analyze the prevalence and determinants of stunting among children under two years old in Indonesia using a national which represented a population of interest.