A. Mohammed Abubakar, Taraneh Foroutan Yazdian and Elaheh Behravesh
Workplace mistreatment and aggression have become pressing issues in today’s multi-generational workplace. Yet, to date, the issue of investigating the impacts of passive and…
Abstract
Purpose
Workplace mistreatment and aggression have become pressing issues in today’s multi-generational workplace. Yet, to date, the issue of investigating the impacts of passive and active types of mistreatment simultaneously on different generations has been widely neglected in the management literature. The purpose of this paper is to empirically explore the resultant effects of active (i.e. workplace tolerance to incivility) and passive (i.e. workplace ostracism) mistreatments on negative emotion and intention to sabotage, a generational perspective.
Design/methodology/approach
Data were garnered from bank employees in Nigeria (n=320) and analyzed with the aid of a structural equation modeling technique.
Findings
The data reveal that active and passive workplace mistreatments are relevant factors inflicting negative emotions and intention to sabotage, and negative emotions inflict the intention to sabotage. Furthermore, the impact of passive workplace mistreatment on negative emotion is higher among Generations X and Y cohorts, and its impact on the intention to sabotage is higher among Baby Boomers cohorts. The impact of active workplace mistreatment on negative emotion is higher among Generation Y and Baby Boomers cohorts, and its impact on the intention to sabotage is higher among Generations X and Y cohorts.
Originality/value
This paper advances our knowledge concerning the reactional response of employees to workplace mistreatment generation wise. Based on the study findings, theoretical and practical implications are identified and discussed.
Details
Keywords
A. Mohammed Abubakar, Taraneh Foroutan and Khaled Jamal Megdadi
Psychological capital (PsyCap) and future time perspective (FTP) are ambassadors of positivity among incumbent employees in organisations. However, remarkably little is known…
Abstract
Purpose
Psychological capital (PsyCap) and future time perspective (FTP) are ambassadors of positivity among incumbent employees in organisations. However, remarkably little is known regarding the effectiveness of high-performance work systems (HPWS) in nurturing these constructs. The purpose of this study is to contribute and provide a complete frame of reference linking HPWS to PsyCap and FTP.
Design/methodology/approach
A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions.
Findings
Drawing on the conservation of resources theory, affective events theory and Job Demands-Resources (JD-R) model, the present study proposes a research framework that links HPWS, FTP and PsyCap, with possible mediation effect of FTP in HPWS–PsyCap relationship and PsyCap in HPWS–FTP relationship.
Practical implications
Although this paper did not test the model empirically, it offers important practical implications in terms of PsyCap and FTP perception development through HPWS practices.
Originality/value
A set of propositions that explain the relationships between the study variables is presented to enrich the understanding with organisation’s HRM practices and its possible impact on employees.