Front-line employees' perceived COVID-19 event strength and emotional labor in the service industry: A moderated mediation model.

COVID-19 pandemic has brought enormous challenges to employees worldwide, and thus, it is important to understand whether, how, and when perceived COVID-19 event strength can influence employees' work-related outcomes. Drawing on event system theory and affective events theory, this study examined the effect of perceived COVID-19 event strength on front-line service employees' emotional labor, namely, surface acting and deep acting, through the mediating role of anxiety. In addition, it explored job insecurity as a moderator in the relationship between perceived COVID-19 event strength and anxiety. This study analyzed two-wave data (N = 191) collected from front-line employees in the service industry and found that anxiety mediated the relationship between perceived COVID-19 event strength and surface acting but not deep acting, and that job insecurity moderated the relationship between perceived COVID-19 event strength and anxiety and the indirect effect of perceived COVID-19 event strength on surface acting but not on deep acting via anxiety. Implications and directions for future research are also discussed.

Abusive supervision and newcomers' turnover intention: a perceived workplace ostracism perspective.

The relationship between abusive supervision and newcomers' turnover intention was explored from the perspective of perceived workplace ostracism. Findings from three-wave data (n = 300) showed that (1) abusive supervision was positively associated with newcomers' perceived coworker ostracism, perceived supervisor ostracism, and turnover intention; (2) rather than perceived coworker ostracism, perceived supervisor ostracism was positively associated with newcomers' turnover intention; and (3) the relationship between abusive supervision and newcomers' turnover intention was mediated by perceived supervisor ostracism but not by perceived coworker ostracism. Thus, the hypotheses were partially confirmed. Results underscore the importance of perceived supervisor ostracism in accounting for the relationship between abusive supervision and newcomers' turnover intention. Implications and directions for future research are also discussed.

Job stress and suicidal ideation among Chinese clinicians: The moderating role of social support.

In recent years, suicidal behavior among doctors has gained increasing research attention. The main effects of job stress and social support on suicidal ideation (SI) have been publicly documented, but their interactive effects on SI have not been well studied, particularly among clinicians of county hospitals in China. A cross-sectional study with a sample of 352 clinicians of county hospitals in Guangxi was thus conducted, measuring their SI, job stress, and social support. Results indicated that 56 (15.9%) individuals reported SI during the previous week, with males accounting for 6.8% and females 9.1%. Job stress was positively correlated with SI, whereas family, friend, and colleague supports were negatively correlated with SI. Multiple hierarchical regression analysis showed that colleague support was a significant moderator on the relationship between job stress and SI among clinicians, but family and friend supports were not. In conclusion, SI among clinicians of county hospitals is common and should become a target of prevention. Perceived support from colleagues is more important than that from family and friends in alleviating the influence of job stress on SI. The results also suggested that social support programs encouraging the participation of superiors and colleagues may be greatly effective in the prevention of clinicians' stress and SI.