Publications by Aisha Sarwar
Journal of Nursing Management, 2020
Aim(s):
The present study tested a moderated mediation model in the Hospital industry of Pakistan... more Aim(s):
The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's Deviant Work Behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation.
Background:
Although the direct effects of bullying on deviant work behaviors were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown.
Method:
Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals.
Results:
Results were consistent with our hypothesized mod‐med framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support.
Conclusion:
Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed.
Implications for Nursing Management:
The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.
Papers by Aisha Sarwar
Journal of Hospitality and Tourism Management
Journal of Nursing Management
AIM(S) This paper investigated the impact of organizational dehumanization on nurses' deviant... more AIM(S) This paper investigated the impact of organizational dehumanization on nurses' deviant behaviors in the Pakistani health sector directly and indirectly through job stress. The study also examined the moderation role of occupational self-efficacy on the relationship between organizational dehumanization and job stress. BACKGROUND While the attitudinal outcomes of organizational dehumanization have been a focus of research, its behavioral outcomes are a relatively ignored research area. METHOD Data were collected from 295 nurses working in hospitals across Pakistan via self-administered questionnaires with two measurement points to test the direct and indirect effects of organizational dehumanization. RESULTS The hypothesized relationships were tested with SPSS 25 and the Process Macro Model 7. The results showed that organizational dehumanization increased deviant behaviors among nurses directly and indirectly via job stress. Moreover, occupational self-efficacy play moderation role and weaker the relationship between organizational dehumanization and job stress. CONCLUSION This study contributes to the existing literature by concentrating on predictors that trigger deviant behavior among nurses. It also assessed the mediating impact of job stress, an essential endeavor for researchers and practitioners. IMPLICATIONS FOR NURSING MANAGEMENT The study outcomes can help the health sector improve their strategies to address organizational dehumanization and deviant behavior amongst nurses.
International Journal of Contemporary Hospitality Management, 2021
Purpose The study adopts the conservation of resources (COR) theory for providing a better theore... more Purpose The study adopts the conservation of resources (COR) theory for providing a better theoretical understanding of punitive supervision as an antecedent of employees’ minor deviant behaviors (namely, employee time theft and knowledge hiding) via creating cognitive mechanisms (employees’ perceived incivility). The purpose of this paper is to examine the moderating role of employees’ RESILIENCY on employees’ ability to buffer the impacts of punitive supervision. Design/methodology/approach Data was gathered from 265 frontline hospitality employees in Pakistan. A survey was administered in person to establish trust and rapport with employees and so, collect reliable data. Findings The findings confirmed a direct and mediated impact of punitive supervision on employee minor deviant behaviors via creating perceived incivility. The moderating role of employees’ resiliency was also confirmed, as the employees’ resiliency helped them mitigate the impact of punitive supervision on perce...
International Journal of Contemporary Hospitality Management, 2020
Purpose The purpose of this paper is to investigate the factors that can hinder employee performa... more Purpose The purpose of this paper is to investigate the factors that can hinder employee performance. Thereof, this study also investigates the mediating role of perceived incivility and the moderating role of psychological capital (PsyCap) to address “why” and “when” employee performance is undermined. Design/methodology/approach Data from 485 employees of hotel industry were gathered in two-time intervals (T1 and T2) by conducting a survey. The time interval gap between Time 1 and Time 2 was 15 days. The data of the respondents were analyzed by using Smart PLS3. Findings The results revealed that injustice perceptions led to perceived incivility, while organizational dehumanization and perceived incivility decreased employee performance. Perceived incivility mediated the relationship between interactional injustice and employee performance. Moreover, PsyCap played the moderating role in curbing the effect of stressor. Practical implications This study offers hotel managers a valua...
Journal of Nursing Management, 2020
AIM(S) This study tested a moderated mediation model based on the hospital industry in Pakistan. ... more AIM(S) This study tested a moderated mediation model based on the hospital industry in Pakistan. Adopting the spillover theory, we examined whether negative emotions could mediate the association linking social undermining in families (i.e., negative judgments that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviors (i.e., behaviors that disrupt the normal functioning of organizations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions. BACKGROUND Negative familial stressors can disrupt work-related behaviors, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship. METHOD Temporally segregated survey data was collected from nurses (n = 325 dyads) working in the hospitals of Pakistan. RESULTS Findings showed that social undermining in families triggered deviant workplace behaviors in Pakistani nurses through the mediating effect of negative emotions. High levels of neuroticism strengthened the association linking social undermining in families to negative emotions. CONCLUSION Our moderated mediated model showed that family-related stressors can "spill over" to the workplace and disrupt employee behaviors under the mediating effect of negative emotions. The perception of family-related negative emotions can also be increased among individuals with high levels of neuroticism. IMPLICATIONS FOR NURSING MANAGEMENT We recommend the establishment of social support networks and workshops for nurses to cope with the negative emotions they experienced from family and non-work domains.
Frontiers in Psychology, 2021
In this study, we considered the reverse causality of the technology acceptance model, specifical... more In this study, we considered the reverse causality of the technology acceptance model, specifically in the post-COVID-19 scenario. We propose a theoretical model that considers the impact of technology acceptance behaviors after COVID-19 over the beliefs of a user in terms of perceived ease of using technology and its usefulness. More specifically, we suggested that acceptance of technology post-COVID-19 may have influenced many technology-related individual factors such as computer efficacy, mastery experience, and self-regulated learning of users, while using technology that in turn may have affected beliefs of users about ease of using technology. Such an effect is ultimately reflected in the belief of technology usefulness and favorable post-COVID-19 attitude of users toward using technology. We further extend our model to identify mastery orientation of individuals that may moderate the relationship between technology acceptance behaviors and favorable attitude toward using tec...
International Journal of Hospitality Management, 2021
Abstract This study investigates when and why organizational dehumanization leads to deviant work... more Abstract This study investigates when and why organizational dehumanization leads to deviant work behavior. Accordingly, aims to investigate the impacts of organizational dehumanization on perceived incivility and deviant work behavior. In addition to this, also investigates the psychological capital as moderator between organizational dehumanization and perceived incivility, while perceived incivility as a mediator between organizational dehumanization and deviant work behaviors (employee time theft and knowledge hiding). A time lag approach: with three-time intervals T1, T2 and T3 respectively was used to collect the data from hotel employees. Results indicate that organizational dehumanization leads to perceived incivility and thereof, perceived incivility propels deviant work behaviors amongst employees. Moreover, employee’s psychological capital played a protective role of reducing the detrimental effects of organizational dehumanization on perceived incivility. This research contributes to literature by considering behavioral outcomes of organizational dehumanization. For managers this study provides insights to minimize organizational stressors to buffer employee deviant behaviors. This study also provides new research avenues in hospitality industry.
International Journal of Human Resource Studies, 2021
The health emergency and pandemic at the global level was announced in the early months of 2020 d... more The health emergency and pandemic at the global level was announced in the early months of 2020 due to the Covid-19 corona virus, and healthcare workers have had to perform their duties in risky circumstances. Consequently, the healthcare professionals are more vulnerable to being infected with the Covid-19 coronavirus. Hence, through the lens of the spillover theory, this study investigates the effect of perceptions of Covid-19 related risks on partner (spouse) “social undermining” via emotional exhaustion. Data was collected in two periods with one-week time lag from 237 healthcare professionals and their partners.Results revealed that perceptions of Covid-19 related risks increased partner undermining via employee emotional exhaustion. This study contributes to the literature of the current pandemic by investigating the impact of perceptions of Covid-19 related risks on healthcare workers’ close relatives. Hospital administrators and policymakers need to develop timely interventi...
Journal of Nursing Management, 2021
AIM This paper examined the impact of workplace bullying (WPB) on mild aggressive deviant behavio... more AIM This paper examined the impact of workplace bullying (WPB) on mild aggressive deviant behavior, such as knowledge hiding and employee time theft, in Pakistani healthcare institutions. Additionally, this study investigated the mediating role of negative emotions on the relationship between WPB and its outcomes. BACKGROUND Although mild deviant behavior has been proven to affect the healthcare sector, its antecedents are still untapped. METHOD Data were collected from 233 nurses working in hospitals located across Pakistan via self-administered questionnaires in three time lags to test both the direct and indirect effects of WPB. The hypothesized correlations were tested using structural equation modeling (SEM). RESULTS The results revealed that WPB increased knowledge hiding and employee time theft among nurses. The indirect effect of negative emotions was established on the aforementioned relationships. CONCLUSION This study contributes to the existing literature by concentrating on predictors that trigger deviant behavior among nurses. It also assessed the mediating impact of emotions, wherein such endeavor is essential for researchers and practitioners. IMPLICATIONS FOR NURSING MANAGEMENT The study outcomes are significant for the hospital sector to improve their strategies, such as implementing resilience during stressful events to address WPB and deviant behavior amongst nurses.
International Journal of Human Resource Studies, 2020
This study examines when and why job insecurity due to COVID-19 leads to decreased well-being in ... more This study examines when and why job insecurity due to COVID-19 leads to decreased well-being in hotel (restaurant) delivery personnel. It also examines resiliency as a moderator between job insecurity and employee anxiety. Data was collected in time lags from 253 respondents of food delivery personnel in hotel restaurants. The findings suggest that job insecurity due to COVID-19 decreased an employee’s well-being via financial stress. Moreover, resiliency played a buffering role in mitigating the damaging impact of job insecurity on fanatical stress. Theoretical and practical implications are included in this paper. COVID-19 is considered as most devastating and fatal diseases of this century since it is negatively impacting many industries, including hotels and restaurants. While some researchers have reflected upon the nature of this disease, the arrival of possible vaccine and economic outcomes, the employees’ psychological outcomes are largely ignored areas of research. Hence, ...
Journal of Nursing Management, 2019
AIM(S) The present study tested a moderated mediation model in the Hospital industry of Pakistan.... more AIM(S) The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's Deviant Work Behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation. BACKGROUND Although the direct effects of bullying on deviant work behaviors is well established but the mechanisms and the boundary conditions through which bullying triggers deviant behaviors is still not known. METHOD Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals. RESULTS Results were consistent with our hypothesized mod-med framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support. CONCLUSION Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed. IMPLICATIONS FOR NURSING MANAGEMENT The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.
International Journal of Contemporary Hospitality Management, 2019
Purpose This paper aims to investigate the impact of injustice, discrimination and incivility on ... more Purpose This paper aims to investigate the impact of injustice, discrimination and incivility on organizational performance in the hotel industry. In addition to this, the study also investigates the mediating effects of discrimination and incivility between distributive injustice, procedural injustice and organizational performance. Design/methodology/approach A survey was conducted to collect the data from hotel industry employees on a structured questionnaire by using convenience sampling approach. PLS-SEM was used to analyze the useable data of 285 respondents. In addition to this, to evaluate the predictive performance of exogenous constructs newly suggested hold out sample approach in PLS-SEM was also considered. Findings Results indicate that incivility and procedural injustice has a negative and significant effect on organizational performance, while the impact of distributive injustice and discrimination on organizational performance was insignificant. Further, incivility w...
Journal of Interpersonal Violence, 2019
Utilizing temporally segregated field data from a sample of nurses ( n = 251), the present study ... more Utilizing temporally segregated field data from a sample of nurses ( n = 251), the present study examined the relationship between workplace bullying and family incivility. We drew on spillover theory and the emotions literature to answer our research questions. We hypothesized that emotions would serve as an explanatory mechanism for the relationship between workplace bullying and family incivility. We further tested the moderating role of neuroticism on the relationship between emotions and family incivility. Our results indicated that workplace bullying triggered negative emotions, which in turn caused family incivility. Moreover, neuroticism moderated the positive relationship between emotions and family incivility.
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Publications by Aisha Sarwar
The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's Deviant Work Behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation.
Background:
Although the direct effects of bullying on deviant work behaviors were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown.
Method:
Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals.
Results:
Results were consistent with our hypothesized mod‐med framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support.
Conclusion:
Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed.
Implications for Nursing Management:
The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.
Papers by Aisha Sarwar
The present study tested a moderated mediation model in the Hospital industry of Pakistan. Extending the Conservation of Resources theory, we conducted a joint investigation of the mediating role of (a) Job Insecurity in linking Workplace Bullying with victim's Deviant Work Behaviors and (b) the moderating roles of Resilience and Perceived Supervisor Support in influencing the mediation.
Background:
Although the direct effects of bullying on deviant work behaviors were well established, the mechanisms and the boundary conditions through which bullying triggers deviant behaviors are still unknown.
Method:
Utilizing temporally segregated field data from a sample of nurses and their fellow colleagues (n = 251 dyads), a quantitative study was conducted in Pakistani hospitals.
Results:
Results were consistent with our hypothesized mod‐med framework in which workplace bullying led to deviant work behaviors in nurses via job insecurity. Moreover, this indirect effect was salient under nurses' low resilience and perceptions of supervisor support.
Conclusion:
Based on these findings, the relationship between workplace bullying and deviant work behaviors appears to be more complex than what is commonly believed.
Implications for Nursing Management:
The findings of the present study emphasize how and why bullying at workplace (particularly nurses) generates deviant work behavior.