Abdul Karim Khan

This study aims to identify a trigger that activates dormant demographic faultlines into activated faultlines and the downward mechanism that links the activated faultlines to diminished group performance. We theorize that intragroup entitlement beliefs are a key trigger that transforms dormant demographic faultlines into activated faultlines and that once activated, the downstream mechanism is an intragroup power struggle that undermines group performance. The study tests hypotheses through an experiment involving 74 negotiation groups and a field study of 175 organizational work groups. The data support the hypotheses. Beyond the hypothesized relationships, post hoc analyses examine a potential positive pathway whereby activated faultlines enhance intragroup communication and, in turn, improve group performance, with intragroup justice climate acting as a boundary condition. These analyses provide conditional support for this pathway.

Purpose: The study contributes to efforts to retain physicians and improve workplace dynamics in the healthcare industry, particularly in the context of the global physician shortage. We explored how physicians’ experiences of bullying impact their job satisfaction, work mood, and inclination to leave their current positions, as well as the possible role of psychological safety in mitigating these effects. Design/methodology/approach: The study used a time-lagged design with 169 practicing physicians in the Southern USA. The three time lags were spaced three weeks apart. Findings: The findings revealed that the levels of bullying experienced by physicians align with those in other professions. We also found that psychological safety plays a “safeguarding” role, as elevated levels of bullying did not negatively affect physicians’ outcomes when they felt psychologically safe to take interpersonal risks at work. Conversely, doctors with lower psychological safety reported lower job satisfaction and higher levels of work-related depression in high-bullying environments. Originality/value: This study helps inform efforts to address the global shortage of doctors and supports initiatives to retain physicians in critical healthcare roles. Given the rising doctor shortage crisis, we explored outcomes of physician bullying – a major interpersonal stressor that contributes to physician shortage and physicians’ mental and physical health concerns. The study makes a significant contribution to the bullying literature, as prior bullying literature has focused on auxiliary occupations. Redirecting attention to high-status occupations helps us understand bullying more broadly, given the distinct set of occupational pressures inherent to these roles.

Purpose: Because of the nature of nurses’ daily jobs, their work passion is critical for their quality performance and well-being. However, more research must examine the antecedents of nurses' work passion. Against this backdrop, in the present study, we draw on the conservation of resources (COR) theory to hypothesize that the negative relationship between nurses’ depressed mood at work and work passion is moderated by their enactment such that a relatively high level of personal enactment weakens the negative effect of depressed mood at work on their work passion.Design/methodology/approach: We examine our hypothesis using a three-wave time-lagged design involving 147 nurses (RN or LPN) working at a medium-sized healthcare facility in the rural Southern USA.Findings: Results support our hypothesis that nurses’ personal enactment moderates the relationship between their depressed mood at work and work passion.Research limitations/implications: Nurses' depressed mood at work can be less harmful to their work passion, particularly when they demonstrate a relatively higher level of personal enactment.Originality/value: This study demonstrates that personal enactment attenuates the adverse effects of depressed mood at work when nurses possess elevated work passion levels.

Constant connectivity is prevalent in modern workplaces, aided by smartphones and email. Supervisors may further pressure their subordinates to remain connected to work through their after-hours communications. We develop the concept of supervisor off-work boundary infringements (SBI) or supervisor intrusions during subordinates’ nonwork hours, which are becoming widespread due to expectations of immediate accessibility. Through the conservation of resources theory lens, we explore whether these unnecessary intrusions by supervisors increase subordinate strain outcomes (i.e. job tension and depressed mood at work). We also examine the role of perspective-taking, a cognitive resource deployed as a coping strategy that allows individuals to understand the viewpoint of others, which in turn facilitates changes in one’s attitudes and behaviours. Specifically, we propose that employee perspective-taking can lessen the adverse effects of SBI. Across a four-study constructive replication, we find evidence that SBI positively relates to job tension and a depressed mood at work. Heightened levels of perspective-taking attenuated this relationship. Our study presents evidence that individuals who engage in perspective-taking can protect themselves by buffering the adverse effects of SBI. Importantly, we advocate for corporate policies and laws that protect workers from SBI and encourage supervisors to cease such infringements on their employees.

Over the past two decades, knowledge hiding has rapidly emerged as an important research stream in organizational behavior and knowledge management literature. However, our understanding of this phenomenon is limited, because of a lack of synthesis across the nomological network of knowledge hiding and its related constructs. Therefore, we present the first comprehensive meta‐analysis (k = 104 studies, representing N = 31,822 employees) of the nomological network of knowledge hiding. We examined twenty‐five antecedents and seven outcomes of knowledge hiding along with its three dimensions (i.e., evasive hiding, playing dumb, and rationalized hiding). We also examined the distinctiveness between knowledge hiding and knowledge sharing as well as among evasive hiding, playing dumb, and rationalized hiding dimensions of knowledge hiding to establish their relative contribution to the nomological network of knowledge hiding. Additionally, we conducted exploratory analyses considering the association between demographics and knowledge hiding and the moderating effects of demographic, methodological, and industrial settings. Overall, we present the first meta‐analytic study that not only summarizes the extensive body of empirical knowledge hiding literature but also follows contemporary meta‐analytic methods and best practices to produce scientific findings that are transparent and reproducible. Our results likewise contribute to theorizing on knowledge hiding and offer practical implications and actionable directions for future research on knowledge hiding.

Purpose: The authors investigated a psychological process that links characteristics of events related to the coronavirus disease (2019) COVID-19 pandemic (i.e. perceived novelty, disruptiveness and criticality) to compassion fatigue [(CF), a form of caregiver burnout] and subsequent post-traumatic stress disorder (PTSD) in nurses.Design/methodology/approach: Administering two online surveys (October and November 2020) resulted in matched data from 175 nurses responsible for patient care during the COVID-19 pandemic.Findings: Perceived disruptiveness and criticality of COVID-19 events were positively associated with nurses' CF, which also mediated those characteristics' effects on PTSD instigated by COVID-19. Contrary to the authors' hypothesis, the perceived novelty of COVID-19 events was not significantly associated with CF nor was the indirect effect of perceived novelty on PTSD mediated by CF.Originality/value: The authors extend event system theory by investigating the psychological processes linking event features and resultant outcomes while providing practical implications on preparations for future unexpected and potentially life-altering events.

This study examines the effect of psychological entitlement on employees’ knowledge-hiding behaviours. Furthermore, we investigate the mediating role of job stress and the moderating effect of living a job calling by focusing on the relationship between psychological entitlement and employees’ knowledge-hiding behaviours. Using the time-lag design, data has been gathered from 513 respondents working in Pakistan’s service sector organisations. The results highlight how psychological entitlement is positively related to employees’ knowledge-hiding behaviours, together with how job stress is a mediator of this relationship. Our results further suggest that living a job calling mitigates the positive impact of job stress on knowledge-hiding behaviours. Moreover, the indirect effects of psychological entitlement on knowledge-hiding behaviours via job stress are stronger for employees with lower levels of living a job calling than those with higher levels.