Workplace ostracism and turnover intention: A moderated mediation model of job insecurity and coaching leadership

Workplace ostracism is prevalent and has profound consequences for both organizations and individuals. Based on the conservation of resources and job demands–resources theories, we propose a moderated mediation model to examine when and how workplace ostracism induces employee turnover intentions in China. We collected 214 valid questionnaires from a two-wave survey conducted in 28 Chinese hotels. The results indicate that workplace ostracism is positively associated with employees' turnover intentions. Moreover, this relationship is mediated by job insecurity and is stronger when coaching leadership is low. These findings shed light on the role of job insecurity and coaching leadership in the relationship and the importance of mitigating the destructive effects of workplace ostracism. The theoretical and practical implications are discussed.     

The relationship between laissez-faire leadership and burnout: Mediation through work alienation and the moderating role of political skill

We tested the relationship between laissez-faire leadership and job burnout and the mediating role of work alienation in this relationship. We also examined the moderating role of political skill in the relationship between laissez-faire leadership and burnout. Based on time-lagged (three waves, two months apart) survey data collected from 272 employees in 92 firms operating in China, our results showed that laissez-faire leadership was positively related to burnout both directly and via work alienation. Moreover, the positive relationship between laissez-faire leadership and burnout was contingent on political skill, such that the relationship was weak when political skill was high. The study provides useful suggestions to help managers curb employees' feelings of burnout and work alienation.     

Resentful and religious: How religiosity can mitigate the detrimental effects of workplace embitterment on helping behaviors

This study aims to establish how employees' experiences of workplace embitterment may direct them away from voluntary efforts to help coworkers, mediated by emotional exhaustion and moderated by religiosity. Three rounds of survey data, collected from employees and their supervisors in various Pakistani organizations, reveal that a sense of being emotionally overburdened by work links rancorous feelings due to negative work events with tarnished helping behavior, mitigated by employees' ability to draw on their religious faith. As an original contribution, this research addresses the effect of an actually felt negative emotion (workplace embitterment), instead of a source of emotional hardship, on employees' propensity to halt extra-role work efforts; it also describes how the personal resource of religiosity influences this process.