
Purpose
Adapting a positive business ethics framework, the purpose of this paper is to offer a new perspective to manage bullying at work. Specifically, this paper reports an empirical study which examines how the good work of servant leadership may lower employees’ exposure to workplace bullying, with compassion as a mediator and social cynicism beliefs (SCBs) as a moderator.


Design/methodology/approach
Survey data were gathered from 337 essential health professionals working in various public and private health-care organisations in Pakistan. Structural equation modelling was used to test the research model.


Findings
This study found that perceived servant leadership helps in lessening employee exposure to workplace bullying by strengthening their compassion. However, SCBs moderate the mediating role of compassion in employees’ perceptions of the servant leadership–bullying relationship.


Research limitations/implications
This study has implications in developing models of leadership to build employees’ empathetic resources to combat workplace bullying. The authors found that servant leadership and workplace compassion, embodying positive, ethical and sustainable attributes, play a crucial role in managing bullying at work by promoting relational dignity.


Originality/value
To the best of the authors’ knowledge, this is the first study that examines the relationships between employee perceptions of servant leadership, workplace bullying and employee compassion while considering SCBs as a boundary condition.


Caring for those in your charge: the role of servant leadership and compassion in managing bullying in the workplace

From Fear to Courage: Indian Lesbians’ and Gays’ Quest for Inclusive Ethical Organizations

This study aimed to determine the effect of competence, work discipline and placement on job satisfaction and their impact on the performance of Information and Communication Technology Security Service institutions. This research uses quantitative research with a descriptive analysis approach. The variables in this study are divided into three types: 1) Independent Variables, 2) Intervening Variables, and 3) Bound Variable. The data in this study are divided into primary data and secondary data. The sample in this study is several 230 employees who have worked at the Information and Communication Technology Security Service Institute for at least one year in January 2021 and are spread over the work unit of the Information and Communication Technology Security Service Institute. Analysis of the data in this study using validity test, reliability test, direct effect test, indirect effect test and hypothesis testing. Based on the results of data analysis, it can be concluded that: 1) Competence, work discipline, job placement directly have a positive and significant effect on job satisfaction; 2) Competence and job placement have no positive and significant effect on performance; 3) Work Discipline directly affects performance; 4) Placement through job satisfaction has a positive and significant effect on performance; and 5) Job satisfaction directly has a positive and significant effect on performance.

The Influence of Competence, Work Discipline and Placement on Job Satisfaction and their Impact on the Performance of Information and Communication Technology Security Service Institutions

The paper investigates experiences of employees and middle managers in relation to the transition from working from office to working from home in the context of COVID-19 pandemic in Romania. Three online focus groups were conducted to explore working experience in the new mode of work. The conclusions are multifaceted, covering four dimensions: time, spatial, social and technical, and point out how employees and middle managers understand the transition and what impact telework had on their job satisfaction and work productivity.

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Transition from Office to Home Office: Lessons from Romania during COVID-19 Pandemic

Industry 4.0 is moving towards Industry 5.0 and now has the challenge of placing the human factor at the center of technological innovation, in order to promote sustainable human resource management. For this, encouraging a happy and engaged employee within the organization is essential. It is known that tools that promote happier and more engaged people are enablers of more productive practices and more innovative actions, leading to more competitive companies. In line with these concerns, this study proposes a concept of a technological tool, named BoosToRaise, to promote and monitor workforce engagement. To achieve this goal, a mix-method that includes a systematic literature review and applications benchmarking was used. Thus, the concept of the tool emerged with a set of features in line with the engagement predictors found in the literature—Employee Role, Employee Skills and Career Management, Supervision Support, and Social Relationships—complemented with some use-cases already present in applications currently on the market. Furthermore, this concept presents itself as a differentiating Industry 5.0 accelerator that brings together functionalities that integrate Coaching and Gamification. Thus, in terms of contributions, this paper expands the existing discussion on people in Industry 4.0, not only by providing a systematization of the findings present in the literature and practical applications on this topic, but also by creating a new concept that will culminate in an applicational and practical tool to boost human resources through engagement and happiness at work.

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Happy and Engaged Workforce in Industry 4.0: A New Concept of Digital Tool for HR Based on Theoretical and Practical Trends

Enhanced job satisfaction under tighter technological control: The paradoxical outcomes of digitalisation

Shared stressors and core self-evaluations: A trait activation perspective on employee performance

Though workplace bullying is consistently seen as a violation of workplace dignity, this link, to date, has not been explored and substantiated. Moreover, while the field of workplace bullying increasingly recognizes its entwinement with identity-based harassment, the social category of sexual orientation has received limited attention. Further, Indian academic literature, so far, has not systematically researched lesbians, gays and bisexuals at work. Studying lesbians in Indian workplaces through phenomenological case studies subjected to ideographic within-case analyses and nomothetic cross-case analysis, this chapter addresses the three aforementioned gaps by speaking to the interface between workplace bullying and sexual identity through the lens of workplace dignity. Facing internal interpersonal bullying in real and cyber forms due to the hegemony of heteronormativity in workplaces which espoused anti-homosexuality sentiments, participants experienced relational/subjective indignity ‘in work’ and objectivity indignity ‘at work’ though inherent dignity remained intact. Authenticity, however, was a contentious and complex issue. Apart from furthering knowledge vis-a-vis the three aforementioned gaps, the chapter makes a pioneering contribution by propounding a theoretical model linking workplace bullying and workplace dignity, underscoring why dignity serves as the ideal foundational meta-frame for the field of workplace bullying going forwards and highlighting how attention to both relational/subjective and objective dignity makes workplace bullying intervention endeavours more holistic, nuanced, accurate and responsible and, therefore, potentially more effective.

Nidhi S. Bisht

Papers

Enhanced job satisfaction under tighter technological control: The paradoxical outcomes of digitalisation

Shared stressors and core self-evaluations: A trait activation perspective on employee performance

Theorizing the Workplace Bullying–Workplace Dignity Link: Evidence from Lesbians in Indian Workplaces