Technology Acceptance Behavior and Feedback Loop: Exploring Reverse Causality of TAM in Post-COVID-19 Scenario.

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 technology in the post-COVID-19 scenario. Both practical and theoretical implications of this perspective are discussed.

Relationship between organisational dehumanization and nurses' deviant behaviours: A moderated mediation model.

AIM(S): This paper investigated the impact of organisational dehumanization on nurses' deviant behaviours 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 organisational dehumanization and job stress. BACKGROUND: While the attitudinal outcomes of organisational dehumanization have been a focus of research, its behavioural 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 organisational dehumanization. RESULTS: The hypothesized relationships were tested with SPSS 25 and the Process Macro Model 7. The results showed that organisational dehumanization increased deviant behaviours among nurses directly and indirectly via job stress. Moreover, occupational self-efficacy plays moderation role and weakens the relationship between organisational dehumanization and job stress. CONCLUSION: This study contributes to the existing literature by concentrating on predictors that trigger deviant behaviour among nurses. It also assessed the mediating impact of job stress, an essential endeavour for researchers and practitioners. IMPLICATIONS FOR NURSING MANAGEMENT: The study outcomes can help the health sector improve their strategies to address organisational dehumanization and deviant behaviour among nurses.

Spillover of Workplace Bullying Into Family Incivility: Testing a Mediated Moderation Model in a Time-Lagged Study.

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.

Workplace bullying, knowledge hiding and time theft: Evidence from the health care institutions in Pakistan.

AIM(S): This paper examined the impact of workplace bullying (WPB) on mild aggressive deviant behaviour, such as knowledge hiding and employee time theft, in Pakistani health care institutions. Additionally, this study investigated the mediating role of negative emotions on the relationship between WPB and its outcomes. BACKGROUND: Although mild deviant behaviour has been proven to affect the health care 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 modelling (SEM). RESULTS: The results revealed that WPB increased knowledge hiding and employee time theft amongst 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 behaviour amongst nurses. It also assessed the mediating impact of emotions, wherein such endeavour 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 behaviour amongst nurses.

Effects of social undermining in families on deviant workplace behaviours in Pakistani nurses.

AIMS: To examine whether negative emotions could mediate the association linking social undermining in families (i.e. negative judgements that prevent the maintenance of positive familial ties) to nurses' deviant workplace behaviours (i.e. behaviours that disrupt the normal functioning of organisations), and whether neuroticism could moderate the association linking social undermining in families to negative emotions by adopting the spillover theory. BACKGROUND: This study tested a moderated mediation model based on the hospital industry in Pakistan. Negative familial stressors can disrupt work-related behaviours, but it remains unknown as to how negative emotions and personality traits can affect this family-to-work relationship. METHOD: Temporally segregated survey data were collected from nurses (n = 325 dyads) working in the hospitals of Pakistan. RESULTS: Findings showed that social undermining in families triggered deviant workplace behaviours 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 behaviours 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.

Effects of bullying on job insecurity and deviant behaviors in nurses: Roles of resilience and support.

AIM: 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 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 moderated mediation (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.