Here is a remarkable book. Every man who is planning to go into a career of science or medicine and would like to live a rich and interesting and useful life ought to be reading this volume, filled as it is with much wisdom that Selye has picked up along the way and a remarkable amount of wisdom which he has gathered from the scientific and philosophic literature of the world. His quotations from the literature are many, delightful, and very helpful. For instance, how true is Dr. Selye's quotation from Epictetus who said ages ago, "It is impossible for anyone to begin to learn what he thinks he already knows." How often I have thought of this as I have read the writings of the students of Freud. The fact that so many of them have been so sure that they knew everything from the start has kept them

From Dream to Discovery.

The paper has two purposes – first, to examine the dimensionality of employee satisfaction and, second, to identify the impact of the groups of factors on employee satisfaction. The measurement of satisfaction of all employees in the Slovenian Police based on the comprehensive on-line questionnaire. Factor analysis was used to formulate the facets of satisfaction. Multiple linear regression analysis was performed to identify the predictors of three facets of employee satisfaction. Three facets of employee satisfaction were determined and the influence of three types of factors (demographic, job-related and organizational-support-related factors) on them was investigated. The results show that worst assessed facet was (1) salary and security, whereas no significant differences were found between two other facets, namely (2) relationships and leadership and (3) tasks and working conditions. The three factors influenced employee satisfaction with different levels of intensity.

Factors Influencing Employee Satisfaction in the Police Service: The Case of Slovenia

In recent years, knowledge hiding has become a hot topic in the field of organizational behavior because of its great harm. However, relevant studies have focused only on the negative interpersonal antecedents of knowledge hiding but neglected the inhibition effect of positive informal relationships on the behavior. To fill this gap, the current study develops a moderated mediation model to investigate how and when workplace friendship has a negative impact on knowledge hiding. Drawing on social exchange theory (SET), we propose that workplace friendship inhibits knowledge hiding through the mediating role of employee well-being, with the Perception of Chaxu climate acting as a boundary condition. Using data from a two-wave time-lagged survey of 279 employees in China, the results show that workplace friendship has a negative impact on knowledge hiding behavior. Specifically, workplace friendship inhibits knowledge hiding by satisfied employee well-being, i.e., workplace friendship has a positive impact on employee well-being, while employee well-being has a negative impact on knowledge hiding. Perception of Chaxu Climate moderates the indirect effect, as the level of employee’s Perception of Chaxu climate rises, the direct effect of workplace friendship on employee well-being is stronger, so as the indirect effect of workplace friendship on knowledge hiding. This article explores the mechanisms affecting employee knowledge hiding from a new interpersonal perspective of workplace friendship. It is enlightened that firms should pay attention to the management of workplace friendship, provide employee with opportunities to establish workplace friendship while providing proper guidance on the direction of workplace friendship and improving the quality of it, in order to promote employees’ happiness perception and organizational knowledge management ability.

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Workplace friendship, employee well-being and knowledge hiding: The moderating role of the perception of Chaxu climate

Drawing on the social exchange theory (SET) and research on leadership influences, we developed and inspected a multilevel model to test the conditions and mechanisms through which a leader’s behavioral integrity (LBI) deters workplace ostracism (WO). We used trust as a mediator and the narcissistic personality of a leader as a boundary condition in the connection between a LBI and WO. Data were collected from 249 employees working in different five- and four-star hotels in Pakistan over three time lags. The statistical results revealed that a LBI reduces WO. Additionally, a LBI has an indirect effect on WO through interpersonal trust. We did not find statistical support for the moderating role of the narcissistic personality of a leader in the relationship between a LBI and WO. Implications, along with limitations and future research directions, are also discussed.

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Linking Leader’s Behavioral Integrity With Workplace Ostracism: A Mediated-Moderated Model

Ethical conflicts arise when there is no unity between the team members and shared ethical priorities. This study aimed to identify the relationship between ethical value unity, team knowledge hiding, the relationship between the lack of shared ethical priorities and the team knowledge hiding. Workplace friendship was taken as a moderating variable to check its regulating role between the ethical conflicts and the team knowledge hiding. Data of this study were collected from the staff working in different colleges and universities. There are a total of 480 responses collected through convenience sampling technique and analyzed under a five-point Likert scale. The partial least squares-structural equation modeling (PLS-SEM) technique is used in this study. The key reason was that this approach has the fewest requirements for data normality and is a better tool for evaluating exploratory connections empirically. The output of the measurement model assessment confirms that all measurement scales are reliable. The result indicates that there was a significant and positive relationship between ethical value congruence and knowledge hiding. It was also established that there was a relationship between lack of shared ethical priorities and knowledge hiding. Workplace friendship moderated the relationship between ethical conflicts and team knowledge hiding. This study extends the literature on ethical conflict and knowledge hiding behavior. This study highlights that one of the main reasons for knowledge hiding behavior at the team level in the organization is which helps the business practicians for a design of an effective strategy to mitigate the knowledge hiding behavior in the organization.

Ethical Conflict and Knowledge Hiding in Teams: Moderating Role of Workplace Friendship in Education Sector

Purpose Workplace friendships are typically complicated, serving various goals, imposing varying levels of expectation on the members, and representing the interaction among employees. Recent research has highlighted the multifaceted nature of friendship; however, the purpose of this study is to quantify the benefits of friendship at work. The study investigates the impact of supervisor behavioral integrity on employee proactive behavior. Moreover, it constructed a moderated mediation model based on attachment theory to examine the function of affective commitment as a mediator and workplace friendship as a moderator. Methods In three stages, 266 employee data from 20 Pakistani service industries were gathered (including seven banks, four educational institutes, five travel firms, and four telecom providers). Data on supervisor behavioral integrity, workplace friendship, affective commitment, employee proactive behavior, and demographics were collected between March and September 2020. Findings The findings indicated that supervisor behavioral integrity had a beneficial impact on employee proactive behavior. Affective commitment mediates the relation between supervisor behavioral integrity and employee proactive behavior. Furthermore, workplace friendship moderates the relationship between supervisor behavioral integrity and affective commitment and the indirect impact of supervisor behavioral integrity on employee proactive behavior through affective commitment. Conclusion According to the findings of this study, workplace friendship is an essential informal aspect in any organization. Leadership as a formal organizational component would be greatly agitated even when employees have a low level of workplace friendship. Friendship in the workplace inspires employees to take action in order to succeed.

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Workplace Friendship is a Blessing in the Exploration of Supervisor Behavioral Integrity, Affective Commitment, and Employee Proactive Behavior - An Empirical Research from Service Industries of Pakistan.

Purpose On the basis of previous research results, the opinion that compulsory citizenship behavior (CCB) leads to negative impacts over employees and organizations prevails. However, the latest researches negate the absence of rewards and favorable evaluation from organizational system for CCB. Instead, CCB is likely to be awarded by incentive allocation and recognitive affirmation. In the case of the resource compensation based on CCB, will the expected utility of CCB still show the consistence with the traditional CCB researches, imposing negative effects over employees and organizations? Methods This research explored the mechanism and boundary condition based on self-determination theory (SDT) and relative deprivation theory (RDT) to avert the negative effects of CCB, hoping to explain the above question. Time-lagged survey data from 227 employees tested the moderated mediation model, and the results verified the hypotheses. Results With resource compensation after the delivery of CCB, employees will not feel relative deprivation caused by reluctant false citizenship behaviors. In addition, relative deprivation expresses the gap between expectation and reality, low psychological discrepancy will not deeply undermine employees’ work well-being.

Does Compulsory Citizenship Behavior Necessarily Reduce Employee’s Work Well-Being? The Role of Relative Deprivation and Resource Compensation Based on Compulsory Citizenship Behavior

The study aimed to explore the mediating role of work environment with employee job satisfaction, job stress and benefits and salary, to investigate the moderating effects of leadership between work environment and employee job satisfaction. The quantitative and inductive approach was used to collect data for 515 employees. The data was collected through a field survey with a closed-ended questionnaire methodology. The Smart-Partial Least Square (PLS-3.0) was used to analyze structural equation modeling (SEM) for studied variables. Furthermore, findings proved that there is a positive relationship between benefits and salary with employee job satisfaction. The work environment mediates the relationship between Benefits & salary and employee job satisfaction. Here, leadership moderates between work environment and employees' job satisfaction. The job stress has a relationship between employee job satisfaction, whereas, the work environment has a positive effect on job stress. This study assists the executive bodies of the telecommunication sector, how to reduce job stress and raise the level of job satisfaction among employees.

Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based on Mediating and Moderating Role of Work Environment and Leadership: Evidence from Telecom Sector

You are “insisting”, or you want to “withdraw”? Research on the negative effect of ethical leadership on leaders themselves

Exerting motivation towards employees in any workplace plays a vital role in securing organizational goals. Various motivational factors were apprised in business literature and came through knowledge. Among them, work environment, job security, job inspiration and happiness at work are critical when dealing with employees’ job satisfaction. To test the retrospective statement in a structural equation modeling, Pakistan's telecommunication sector aimedat 515 respondents answered. These respondents were given closed-ended questionnaires and emerged in longitudinal information (data) with a six-month lag time. Commonly, most of the time researchers are apprehended with biased problems when dealing with longitudinal data, but luckily, a six months gap is enough to avoid such biased mistakes. Toevaluate the validity and reliability of the respect constructs is nevertheless the partial least square (PLS-SEM). Toward the amazement of a reader, the performed work provides a direct relationship of the work environment, job security and job inspiration with happiness at work. In the same fashion, an indirect relationship is observed with employees’ job satisfaction when dealing with the same analysis. To avoid further complications, the study directly provides a solid path for executives to recognize and appreciate the pleasant work environment, job security, and job intensity to maintain a successful business. It is the sole discretion to implement such policies by business experts, directors, and entrepreneurs in their respective organizations to maintain and achieve their goals for both short and long-term purposes.

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Sabeeh Pervaiz

Papers

Workplace Friendship is a Blessing in the Exploration of Supervisor Behavioral Integrity, Affective Commitment, and Employee Proactive Behavior - An Empirical Research from Service Industries of Pakistan.

Does Compulsory Citizenship Behavior Necessarily Reduce Employee’s Work Well-Being? The Role of Relative Deprivation and Resource Compensation Based on Compulsory Citizenship Behavior

Effect of Job Stress, Benefits and Salary on Employee Job Satisfaction Based on Mediating and Moderating Role of Work Environment and Leadership: Evidence from Telecom Sector

You are “insisting”, or you want to “withdraw”? Research on the negative effect of ethical leadership on leaders themselves

Motivational Factors of Employees Job Satisfaction and Mediated Model of Happiness at Work: Evidence from the Telecom Sector of Pakistan