Inam Ul Haq

@article{azeem_3175,

title = {When and how is abusive supervision enacted toward competent subordinates? The role of supervisors' power loss concern and downward envy},

author = {Muhammad Umer Azeem and Inam Ul Haq and Ghulam Murtaza and Rahman Khan},

url = {https://iaap-journals.onlinelibrary.wiley.com/doi/abs/10.1111/apps.12559},

year  = {2025},

date = {2025-02-01},

journal = {Applied Psychology-An International Review-Psychologie Appliquee-Revue Internationale},

volume = {74},

number = {1},

pages = {e12559},

abstract = {In general, supervisor abuse is directed toward lowperforming subordinates. Similarly, envy is typically felt by professionals in lower ranks toward those in higher positions. By contrast, this study investigates the counterintuitive relationship between the abusive

behavior of envious leaders toward their competent subordinates. Specifically, we argue that supervisors become envious of competent employees when they

are anxious about losing power. Multisource, timelagged data collected from dyads (198 supervisors and 198 subordinates) in Pakistan-based organizations support the proposed hypotheses. The findings show a positive

relationship between perceptions of subordinate competence, supervisors' downward envy, and abusive supervision. In addition, the relationship between

perceived subordinates' competence and supervisors' envy is strong when supervisors' power loss concerns

are high. This study provides useful theoretical and Practical insights for human resource managers dealing with unethical workplace behavior.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_2900,

title = {How and when do perceptions of supervisor evasive knowledge hiding escalate into diminished job performance?},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://onlinelibrary.wiley.com/doi/10.1002/cjas.1745},

year  = {2024},

date = {2024-12-01},

journal = {Canadian Journal Of Administrative Sciences-Revue Canadienne Des Sciences De L Administration},

volume = {41},

number = {4},

pages = {558-576},

abstract = {Drawing from social exchange theory, this study investigates how and when supervisor evasive knowledge hiding might lead to lower job performance by employees. The hypotheses were tested with three-round survey data, collected among employees and peers in various industries. Employees' perceptions that their supervisor engages in deceptive knowledge hiding undermine their own performance-enhancing efforts because they develop career plateau beliefs; this explanatory role is particularly salient among employees exposed to despotic leadership. This study pinpoints a notable risk for employees who feel upset when they believe a despotic supervisor is intentionally concealing knowledge: They grow disappointed with their career situation, which prompts them to adopt complacent behavioral responses that likely render it even more challenging to access valuable supervisor knowledge.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{azeem_2762,

title = {Why and When Do Employees Feel Guilty About Observing Supervisor Ostracism? The Critical Roles of Observers' Silence Behavior and Leader-Member Exchange Quality},

author = {Muhammad Umer Azeem and Inam Ul Haq and Dirk De Clercq and Cong Liu},

url = {https://link.springer.com/article/10.1007/s10551-023-05610-x},

year  = {2024},

date = {2024-10-01},

journal = {Journal Of Business Ethics},

volume = {194},

pages = {317-334},

abstract = {This study investigates why and when employees' observations of supervisors' ostracism of coworkers elicit their own feelings of guilt. In this connection, observers' silence might function as a mediator, and leader-member exchange quality could moderate the process. The tests of these predictions rely on two studies, undertaken in Pakistan: a temporally separated field study using three-wave data (N = 219) and a scenario-based experiment (N = 118). The combined results indicate that employees feel guilty for remaining silent when they witness supervisor ostracism of other colleagues. The positive relationship between such observations of supervisor ostracism and silence behavior is more pronounced among employees who enjoy high-quality relationships with their supervisor. In addition to establishing key theoretical insights, this article alerts organizations to a critical mechanism (silence to avoid upsetting supervisors) by which employees' observations of how supervisors ostracize others can escalate into their own sense of guilt.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{azeem_3249,

title = {When do challenge?hindrance stressors differentially effect employees' ability to meet work deadlines?},

author = {Muhammad Umer Azeem and Iqbal Mahmood and Inam Ul Haq and Elda Nasho Ah-Pine},

url = {http://dx.doi.org/10.1002/cjas.1769},

year  = {2024},

date = {2024-10-01},

journal = {Canadian Journal Of Administrative Sciences-Revue Canadienne Des Sciences De L Administration},

abstract = {This study adds to the extant research by investigating the differential effects

of challenge?hindrance stressors on employees' ability to meet work?related deadlines. We also examine the mediating role of emotional exhaustion and moderating role of core self?evaluation (CSE) in this process. Using multisource,

time?lagged data (N = 203) collected from employee?supervisor

dyads, this study pinpoints an important reason why employees experience of challenge and hindrance stressor invoke differential effects on their ability to meet work?related deadlines is that they feel emotionally exhaustion when faced with stressful work demands. However, employees with high CSE can control themselves in these uncertain situations such that the indirect effects of challenge?hindrance stressors on timely completion of work tasks, via

exhaustion, are less salient for them. The study implications suggest that HR managers and decision makers need to openly communicate the risks and challenges associated with the work demands so that employees can appraise these tasks as either challenging or hindrance. Moreover, involving employees with high levels of CSE would further increase the chances that employees will complete their work tasks on time.},

keywords = {},

pubstate = {online},

tppubtype = {article}

}

@article{ul_haq_3205,

title = {Combined effects of abusive supervision, willpower and waypower on employees' task performance and helping behavior, through quality of work},

author = {Inam Ul Haq and Usman Raja and Muhammad Umer Azeem and Naeem Bajwa Bajwa},

url = {https://www.emerald.com/insight/content/doi/10.1108/joepp-08-2023-0333/full/html?skipTracking=true},

year  = {2024},

date = {2024-08-01},

journal = {Journal of Organizational Effectiveness: People and Performance},

abstract = {Abstract

Purpose - Extending the efforts of previous scholars, this study examines how abusive supervision

undermines employees' ability to meet performance expectations and propensity to engage in helping

behavior. Specifically, we investigate a hitherto unexplored mediating role of quality of work life (QWL) in this

relationship. We further suggest that employees' psychological resources, namely willpower and waypower,

act as protective shields against this harmful process.

Design/methodology/approach - We tested the proposed hypotheses using multisource (self- and

supervisor-rated) three-wave time-lagged data (N 5 185) collected from employees and their supervisors in

eight organizations that operate in the service sector of Pakistan.

Findings -The findings corroborate our predicted hypotheses. The results indicate that employees' exposure

to abusive supervision deteriorates their quality of work life (QWL), hindering their ability to deliver expected

performance and tendency to help other colleagues. However, this negative process is less pronounced for

employees who possess sufficient psychological resources of willpower and waypower.

Practical implications - This study provides valuable insights to organizations by explicating the process

that undermines employees' ability to channel their energies into performance-enhancing activities when

faced with humiliation from their supervisors.

Originality/value - This study details three previously unexplored factors that explain how and when

abusive behavior steers service sector employees away from meeting performance expectations and assisting

colleagues, via thwarting their quality of work life.},

keywords = {},

pubstate = {online},

tppubtype = {article}

}

@article{ul_haq_3015,

title = {How does witnessing coworker ostracism differentially elicit victim-directed help and enacted ostracism: The mediating roles of compassion and schadenfreude, moderated by dispositional envy},

author = {Inam Ul Haq and Muhammad Umer Azeem and Maria Rasheed and Farooq Anwar},

url = {https://www.sciencedirect.com/science/article/abs/pii/S0148296324002121?dgcid=rss_sd_all},

year  = {2024},

date = {2024-05-01},

journal = {Journal Of Business Research},

volume = {179},

pages = {114708},

abstract = {This study examines the differential effects of observed ostracism on observers' victim-directed helping behaviors

and their own enactment of ostracism, as informed by their dispositional envy. In particular, we examined two

distinctive paths that explain the observers' congruent (compassion) and incongruent (schadenfreude) emotional

responses toward victims. Utilizing a four-wave, multi-source survey dataset comprising 306 employees from

various organizations in Pakistan, our findings reveal that observed ostracism elicits feelings of compassion in

employees with a low dispositional envy, who then exhibit greater victim-directed helping behaviors. By

contrast, employees with a high dispositional envy experience schadenfreude when observing ostracism,

prompting them to engage in further victim-directed ostracism themselves. Our findings provide important insights

into the catalytic role of dispositional envy in determining emotions that explains why the observation of a

coworker's social exclusion prompts a differential behavioral response.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{noor_2582,

title = {When does knowledge hiding hinder employees' job performance? The roles of emotional exhaustion and emotional intelligence},

author = {ul Ain Noor and Muhammad Umer Azeem and Inam Ul Haq and Iqbal Mahmood},

url = {https://www.tandfonline.com/doi/abs/10.1080/14778238.2023.2297972},

year  = {2024},

date = {2024-02-01},

journal = {Knowledge Management Research & Practice},

volume = {22},

number = {2},

pages = {210-222},

abstract = {As an emerging novelty, knowledge hiding has received considerable attention in management

literature. Extending this research stream, we draw from conservation of resources (COR) theory

and social information processing (SIP) theory to investigate the mediating role of emotional

exhaustion between employees' exposure to knowledge hiding and their job performance.

Moreover, we examine the buffering role of emotional intelligence, investigating whether

employees with higher emotional intelligence can mitigate the harmful effects of resourcedepleting

episodes of knowledge hiding. The study employed paper-and-pencil surveys to

collect multi-source, time-lagged data from 319 employees and their respective supervisors in

various service sector organisations. The findings indicate that persistent exposure to knowledge

hiding diminishes employees' job performance through emotional exhaustion. However, this

negative relationship is less salient for employees with higher levels of emotional intelligence.

This study informs important insights for organisations on why and when employees' experiences of knowledge hiding curtail their performance-enhancing efforts.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{murtaza_1981,

title = {Effects of perceived organisational politics and effort-reward imbalance on work outcomes - the moderating role of mindfulness},

author = {Ghulam Murtaza and Olivier Roques and Qurat-ul-ain Talpur and Rahman Khan and Inam Ul Haq},

url = {https://www.emerald.com/insight/content/doi/10.1108/PR-09-2020-0706/full/html},

year  = {2024},

date = {2024-01-01},

journal = {Personnel Review},

volume = {53},

number = {1},

pages = {76-98},

abstract = {Abstract

Purpose

The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and effort-reward imbalance [ERI]) and work outcomes (job burnout [JBO] and job satisfaction [JS]).



Design/methodology/approach

Time-lagged data were collected from public sector employees in France and Pakistan. The final samples (France, N = 204; Pakistan, N = 217) were tested using multiple moderating regression.



Findings

Mindfulness moderates the relationship between work stressors and work outcomes. Mindfulness serves as a personal resource for employees: it mitigates the negative influence that POP and ERI have on JBO and JS.



Originality/value

This study extends current knowledge on the relationships between work stressors and work outcomes across cultures by testing mindfulness as a valuable personal resource.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ohana_2118,

title = {Why and When can CSR toward Employees Lead to Cyberloafing? The Role of Workplace Boredom and Moral Disengagement},

author = {Marc Ohana and Ghulam Murtaza and Inam Ul Haq and Esraa Al-Shatti and Zhang Chi},

url = {https://link.springer.com/article/10.1007/s10551-023-05358-4},

year  = {2024},

date = {2024-01-01},

journal = {Journal Of Business Ethics},

volume = {189},

pages = {133-148},

abstract = {Researchers have recently indicated that employee perceptions of their firm's corporate social responsibility (CSR) may shape their work behaviors. However, why and when CSR perceptions lead to counterproductive work behavior, such as cyberloafing, remains unclear. In this article, we first investigate the mediating role of workplace boredom in explaining the effect of perceived CSR toward employees on cyberloafing behaviors. We further examine the moderating role of moral disengagement in this process. Overall, the results of our cross-sectional, experimental, and three-wave studies provide strong evidence for our hypothesized relationships. Our research suggests that moral disengagement weakens the effect of internal CSR on workplace boredom, such that for employees high in moral disengagement, the level of internal CSR has a weaker effect on workplace boredom.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2370,

title = {Supervisor incivility, ruminations and insubordination: catalytic effects of supervisor task conflict},

author = {Dirk De Clercq and Muhammad Umer Azeem and Inam Ul Haq},

url = {https://www.emerald.com/insight/content/doi/10.1108/MD-11-2022-1522/full/html},

year  = {2023},

date = {2023-11-01},

journal = {Management Decision},

volume = {61},

number = {11},

pages = {3385-3407},

abstract = {Purpose

This study aims to investigate the relationship between employees' exposure to supervisor incivility and their engagement in insubordinate behavior, by detailing a mediating role of ruminations about interpersonal offenses and a moderating role of supervisor task conflict.



Design/methodology/approach

The research hypotheses were assessed with three rounds of data, obtained from employees and their peers, working for firms in various industries.



Findings

An important reason that employees' sense that their supervisor treats them disrespectfully escalates into defiance of supervisor authority is that the employees cannot stop thinking about how they have been wronged. The mediating role of such ruminations is particularly prominent when employees' viewpoints clash with those of their supervisor.



Practical implications

A critical danger exists for employees who are annoyed with a rude supervisor: They ponder their negative treatment, which prompts them to disobey, a response that likely diminishes the chances that supervisors might change their behaviors. This detrimental process is particularly salient when employee-supervisor interactions are marked by unpleasant task-related fights.



Originality/value

This study unpacks an unexplored link between supervisor incivility and supervisor-directed insubordination by explicating the pertinent roles of two critical factors (rumination and task conflict) in this link.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2075,

title = {How contemptuous leaders might harm their organization by putting high-performing followers in their place},

author = {Dirk De Clercq and Muhammad Umer Azeem and Inam Ul Haq},

url = {https://www.emerald.com/insight/content/doi/10.1108/JOEPP-07-2022-0215/full/html},

year  = {2023},

date = {2023-08-01},

journal = {Journal of Organizational Effectiveness: People and Performance},

volume = {10},

number = {3},

pages = {437-454},

abstract = {AbstractPurposeThis study investigates how leaders react when they perceive a threat to their hierarchical position, such as by engaging in abusive supervision in ways that diminish followers organizational citizenship behavior. It also tests for a dual harmful role of leaders dispositional contempt in this process.Design/methodology/approachThree-wave survey data were collected among 231 leaderfollower dyads across different industry sectors.FindingsLeaders beliefs that their authority is being threatened by high-performing followers can lead followers to halt their voluntary work behaviors, because leaders engage in verbal abuse. The harmful role of leaders dispositional contempt in this process is twofold: It enhances abusive supervision directly, and it operates as an indirect catalyst of the mediating role of abusive supervision.Practical implicationsOrganizations would be better placed to decrease the risk that disruptions of the hierarchical order, as perceived by leaders, escalate into diminished work-related voluntarism among employee bases by promoting leadership approaches that consider employees deserving of respect instead of disdain.Originality/valueThis study details how and when leaders who fear they may lose authority, evoked by the strong performance of their followers, actually discourage followers from doing anything more than their formal job duties.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ali_2289,

title = {How does environmental corporate social responsibility contribute to the development of a green corporate image? The sequential mediating roles of employees' environmental passion and pro-environmental behavior},

author = {Muhammad Asghar Ali and Abdul Zahid Khan and Muhammad Umer Azeem and Inam Ul Haq},

url = {https://onlinelibrary.wiley.com/doi/10.1111/beer.12539},

year  = {2023},

date = {2023-07-01},

journal = {Business Ethics, the Environment and Responsibility},

volume = {32},

number = {3},

pages = {896-909},

abstract = {Drawing on social cognitive theory and social information processing theory, this

study investigated how organizations' efforts to embody environmental corporate

social responsibility (ECSR) shape consumer perception of a green corporate image

through employees' environmental passion and pro-environmental behavior (PEB). To

test our hypotheses, we collected multisource time-lagged data from 214 employee-

customer dyads from hotel and banking sector organizations in Pakistan. The findings

show that organizations' green corporate image is a function of their efforts to engage

in ECSR activities as demonstrated through employees' environmental passion and

PEB. These findings have important implications in the environment and management

domains because it can help organizations draft useful strategies to counter environmental degradation and generate a green corporate image in customers' minds

through employees' green behavior.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_1950,

title = {Challenge-Hindrance Stressors, Helping Behavior and Job Performance: Double-Edged Sword of Religiousness},

author = {Inam Ul Haq and Muhammad Umer Azeem and Hina Jaffery and Ghulam Murtaza},

url = {https://link.springer.com/article/10.1007/s10551-022-05129-7},

year  = {2023},

date = {2023-05-01},

journal = {Journal Of Business Ethics},

volume = {184},

pages = {687-699},

abstract = {Building on conservation of resource (COR) theory, this study adds to the business ethics literature by examining how employees' religiousness might help them cope with a stressful work environment. In doing so, this study examines the differential effects of challenge and hindrance stressors on employees' job performance and their helping behaviors; and the moderating role of religiousness in this process. Findings from a multisource and three-wave survey data, collected from dyads of employees and their supervisors in Pakistan-based organizations, indicate that challenge stressors positively predict employees' job performance; however, the link between challenge stressors and helping behavior was not significant. Religiousness invigorates both these relationships such that the employees with high religiousness exhibit higher job performance and helping behavior when confronted with challenging stressors. In contrast, hindrance stressors had a negative effect on employees' job performance and their propensity to engage in helping behaviors. Religiousness mitigates this negative effect of hindrance stressors such that the effect is weaker for employees who can draw strength from their religiousness. Finally, this paper discusses the theoretical and practical implications of the study's findings and offers directions for future research.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_1986,

title = {The link between fear about COVID-19 and insomnia: mediated by economic concerns and psychological distress, moderated by mindfulness},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem and Samia Khalid},

url = {https://psycnet.apa.org/record/2021-20068-001},

year  = {2023},

date = {2023-05-01},

journal = {Journal Of Management & Organization},

volume = {29},

number = {3},

pages = {445 - 463},

abstract = {This paper adds to extant research by examining the relationship between employees' fear of coronavirus disease 2019 and their suffering from insomnia. It specifically proposes mediating roles of employees' economic concerns and psychological distress and a moderating role of mindfulness in this process. The research hypotheses are tested with survey data collected through two studies among Pakistani-based professionals: 316 in study 1 and 421 in study 2. The results pinpoint a salient risk for employees who experience fear during a pandemic crisis, in that the associated economic and psychological hardships make the situation worse by undermining their sleep quality, which eventually could diminish the quality of their lives even further. It also reveals how organizations can mitigate this risk if employees can leverage pertinent personal resources, such as mindfulness.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{azeem_2071,

title = {?Things have to change!? How and when change-oriented leaders and idea championing employees can address organizational underperformance through performance pressures},

author = {Muhammad Umer Azeem and Dirk De Clercq and Inam Ul Haq},

url = {https://www.emerald.com/insight/content/doi/10.1108/MD-03-2022-0307/full/html?skipTracking=true},

year  = {2023},

date = {2023-04-01},

journal = {Management Decision},

volume = {61},

number = {5},

pages = {1395-1412},

abstract = {Abstract

Purpose

This study investigates how and when employees' exposure to organizational leaders who propose major changes might direct those employees toward efforts to mobilize support for innovative ideas. It specifically theorizes a mediating role of performance pressure beliefs and a moderating role of perceived organizational underperformance in this process.



Design/methodology/approach

Three-wave, multi-rater survey data were collected among employees and their supervisors across various industries.



Findings

A critical explanatory mechanism that links change-oriented leadership with enhanced championing efforts is that employees experience performance-related hardships. The extent to which employees perceive that their organization is unable to meet its own performance targets triggers this process.



Practical implications

For organizational decision makers, the findings identify results-driven pressures as key mechanisms by which employees' exposures to change-oriented leadership can be leveraged to promote novel ideas. This translation is more likely among employees who are convinced that there is significant room for organizational improvement.



Originality/value

This study unravels the previously unexplored link between change-oriented leadership and idea championing, pinpointing the influences of two performance-related aspects: beliefs about strenuous organization-induced performance expectations and perceptions of an underperforming employer.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_1987,

title = {Perceived organizational politics and turnover intentions: critical roles of social adaptive behavior and emotional regulation skills},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Arshad Khan},

url = {https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/abs/perceived-organizational-politics-and-turnover-intentions-critical-roles-of-social-adaptive-behavior-and-emotional-regulation-skills/E1DB9EA796F730180C5140337CCD5B2B#},

year  = {2023},

date = {2023-03-01},

journal = {Journal Of Management & Organization},

volume = {29},

number = {2},

pages = {247-265},

abstract = {With a basis in conservation of resources theory, this study investigates how social adaptive behavior might mediate the relationship between employees' perceptions of organizational politics and their turnover intentions, as well as a buffering role of their emotional regulation skills as a critical personal resource. Data collected from employees in the food sector reveal that beliefs about dysfunctional political games spur turnover intentions, driven by employees' unwillingness to adjust themselves to the actions of their organizational colleagues. This mediating role of social adaptive behavior, or its lack, is less salient when employees have a greater ability to control their own emotions though. For organizations, this study accordingly pinpoints a key mechanism?a reluctance to accommodate other members' preferences?by which perceived organizational politics can escalate into a desire to leave the organization. It also reveals how this mechanism can be better contained by employees' ability to remain calm, even in difficult situations.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_1953,

title = {The danger of feeling sorry for oneself: How coworker incivility diminishes job performance through perceived organizational isolation among self-pitying employees},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://journals.sagepub.com/doi/full/10.1177/03128962221092088},

year  = {2023},

date = {2023-02-01},

journal = {Australian Journal Of Management},

volume = {48},

number = {1},

pages = {130-146},

abstract = {The study examined how employees' experience of resource-draining coworker incivility might undermine their job performance, with a focus on how this harmful process might be explained by perceptions of organizational isolation and moderated by susceptibility to self-pity. Three-wave survey data, collected among employees and their supervisors in various industries, indicated that an important reason that employees' exposure to rude coworker treatment escalated into diminished performance outcomes was a belief that the employing organization was the source of their sense of abandonment. As a mediator, perceived organizational isolation exerted an especially prominent effect among employees who had a general tendency to pity themselves in difficult circumstances. Organizations accordingly can contain the risk that disrespectful coworker relationships translate into tarnished performance by discouraging employees to feel bad for themselves in the face of work-related hardships.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_1951,

title = {Ignoring Leaders who Break Promises or Following God: How Depersonalization and Religious Faith Inform Employees' Timely Work Efforts},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://onlinelibrary.wiley.com/doi/abs/10.1111/1467-8551.12573},

year  = {2023},

date = {2023-01-01},

journal = {British Journal Of Management},

volume = {30},

number = {1},

pages = {16-36},

abstract = {This study investigates the relationship between employees' perceptions of psychological contract breaches and their failure to meet work-related deadlines, with a particular focus on the mediating role of the depersonalization they assign to organizational authorities and the moderating role of their religious faith. Results based on multisource data, collected among employees and their supervisors in Pakistani organizations, show that an important factor that underpins the connection between beliefs about broken organizational promises and a diminished propensity to finish work on time is that employees depersonalize organizational leaders. This mediating effect is mitigated by employees' religious faith. For organizations, this study thus identifies a key mechanism - exhibiting indifference to the people in charge - by which employees' frustrations about resource-depleting contract breaches may inadvertently escalate into ineffective time management, and it identifies some workers among whom this counterproductive dynamic is less likely, namely, employees who can draw from their religious faith.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_1956,

title = {Instigated Incivility, Guilt Expression, and Performance: Moderating Role of Religiosity},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://www.ingentaconnect.com/content/jmsr/rmsr20/pre-prints/content-jmsr_ft0006},

year  = {2023},

date = {2023-01-01},

journal = {Journal of Management, Spirituality and Religion},

volume = {20},

number = {1},

pages = {87-109},

abstract = {With a theoretical grounding in conservation of resources theory, this study examines how instigated incivility may boost instigators' job performance, in a process that might be explained by the instigators' expressions of guilt and moderated by their religious faith. The hypotheses tests rely on multisource, three-wave data collected from employees and their supervisors in Pakistani organizations. The findings, generated with the Process macro, affirm that (1) an important reason that instigated incivility translates into enhanced in-role and extra-role job performance is the instigators' desire to express guilty feelings and (2) this mediating role is especially prominent among employees who hold strong religious beliefs. For management scholars, this study's focus on incivility perpetrators provides an important complement to traditional considerations of incivility victims. For practitioners, it reveals how employees' own uncivil behaviors, somewhat counterintuitively, lead to enhanced performance outcomes and how religious faith serves as a catalyst of this process.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_1954,

title = {You're draining me! When politically inept employees view organization-linked emotional exhaustion and unforgiveness as reasons for diminished job performance},

author = {Dirk De Clercq and Muhammad Umer Azeem and Inam Ul Haq},

url = {https://www.emerald.com/insight/content/doi/10.1108/MD-04-2021-0484/full/html},

year  = {2022},

date = {2022-08-01},

journal = {Management Decision},

volume = {60},

number = {8},

pages = {2272-2293.},

abstract = {Abstract

Purpose

This study seeks to unpack the negative relationship between employees' political ineptness and their job performance, by proposing a mediating role of organization-induced emotional exhaustion and a moderating role of perceived organizational unforgiveness.



Design/methodology/approach

The research hypotheses were tested with three-round survey data collected among employees and their supervisors across multiple industry sectors.



Findings

Political ineptness diminishes the likelihood that employees undertake performance-enhancing work behaviors because they perceive that their employer is draining their emotional resources. This mediating role of organization-induced emotional exhaustion is particularly salient when they perceive that organizational authorities do not forgive mistakes.



Practical implications

This study reveals a critical risk for employees who find it difficult to exert influence on others: They become complacent in their job duties, which then might further compromise their ability to leave a positive impression on others. This counterproductive process is especially prominent if organizational leaders appear unforgiving.



Originality/value

This study contributes to extant research by explicating an unexplored mechanism (organization-induced emotional exhaustion) and catalyst (organizational unforgiveness) related to the escalation of political ineptness into diminished job performance},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_1973,

title = {Job insecurity, work-induced mental health deprivation, and timely completion of work tasks},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://onlinelibrary.wiley.com/doi/epdf/10.1111/1744-7941.12291},

year  = {2022},

date = {2022-04-01},

journal = {Asia Pacific Journal Of Human Resources},

volume = {60},

number = {2},

pages = {405-428},

abstract = {To unpack the relationship between employees' job insecurity and their timely completion of work tasks, this study proposes a mediating role of beliefs about work-induced mental health deprivation and a moderating role of religious faith. Three-wave survey data from Pakistan-based workers and supervisors in the banking industry indicate a critical reason that an unstable job situation diminishes the chances that employees finish work activities on time: their convictions that the employer compromises their mental health. Religious faith mitigates this harmful effect, through diminished work-induced mental health deprivation, such that the impact on work activities is weaker among employees who can draw from their religious beliefs. For human resource managers, this study highlights a salient risk for employees who worry about their future in the organization and make the situation worse by failing to meet deadlines; it also reveals some options to mitigate this risk by leveraging employees' pertinent personal resources.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_1988,

title = {Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate},

author = {Inam Ul Haq and Usman Raja and Imtiaz Alam and Dirk De Clercq and Sharjeel Saleem},

url = {https://www.emerald.com/insight/content/doi/10.1108/PR-04-2019-0172/full/html},

year  = {2022},

date = {2022-04-01},

journal = {Personnel Review},

volume = {51},

number = {3},

pages = {1061-1084.},

abstract = {Abstract

Purpose

With a foundation in social exchange theory, this study examines the relationship between servant leadership and three types of workplace mistreatment - bullying, incivility and ostracism - while also considering a mediating role of trust in the leader and a moderating role of the ethical climate.



Design/methodology/approach

Three time-lagged sets of data (N = 431) were collected among employees working in various sectors.



Findings

Servant leadership relates significantly to trust in the leader, as well as to workplace bullying, incivility and ostracism. In turn, trust in the leader mediates the relationship between servant leadership and all three types of workplace mistreatment. The results also indicate the presence of moderated mediation, in that the indirect effect of servant leadership on workplace mistreatment is moderated by the ethical climate.



Originality/value

This study adds to extant research by examining the mediating mechanism of trust in leaders with servant leadership and workplace mistreatment, along with interactive effects of ethical climate.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{azeem_1998,

title = {Suffering doubly: How victims of coworker incivility risk poor performance ratings by responding with organizational deviance, unless they leverage ingratiation skills},

author = {Muhammad Umer Azeem and Dirk De Clercq and Inam Ul Haq},

url = {https://www.tandfonline.com/doi/abs/10.1080/00224545.2020.1778617},

year  = {2021},

date = {2021-01-01},

journal = {Journal Of Social Psychology},

volume = {161},

number = {1},

pages = {86-102},

abstract = {Building on conservation of resources theory, this study investigates the relationship between employees' exposure to coworker incivility and their job performance ratings, while also considering the mediating role of their deviant work behaviors and the moderating role of their ingratiation skills. Results based on multisource, three-wave data from employees and their supervisors in Pakistani organizations show that disrespectful coworker treatment diminishes employees' performance evaluations, because they seek purposefully to cause harm to their employing organization, as a way to vent their frustrations. This mediating role of organizational deviance is mitigated to the extent that employees have a greater ability to ingratiate with others though. This study accordingly identifies a key mechanism - deviant work behaviors that undermine organizational well-being - through which coworker incivility leads to negative performance consequences, and it reveals how organizations can subdue this process by honing pertinent personal resources within their ranks.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_1999,

title = {Experiencing conflict, feeling satisfied, being engaged: Limiting the detrimental effects of work-family conflict on job performance},

author = {Dirk De Clercq and Inam Ul Haq and Affan Ahmad Butt},

url = {https://www.cambridge.org/core/journals/journal-of-management-and-organization/article/abs/experiencing-conflict-feeling-satisfied-being-engaged-limiting-the-detrimental-effects-of-workfamily-conflict-on-job-performance/664017DB9C8FB33F51F6700B5DDF52CF},

year  = {2020},

date = {2020-09-01},

journal = {Journal Of Management & Organization},

pages = {1 - 18},

abstract = {This paper investigates the mediating role of work engagement in the relationship between employees' perceptions of work-family conflict - defined as the extent to which the quality of their family life suffers due to work obligations - and their job performance. It also notes a buffering role of the satisfaction that employees feel about how their career has progressed since they joined the employing organization. Three-wave, time-lagged data reveal that an important reason work-family conflict diminishes job performance is that employees become less engaged with their work. Yet, this mediating role of work engagement is less salient to the extent that employees are satisfied with how their organization has supported their career goals over the course of their employment. This study accordingly pinpoints a prominent risk for employees who suffer from negative spillovers of work stress into the family domain, then make this situation worse by failing to meet organization-set performance expectations, which can generate even more stress. Employers can mitigate this risk though, by ensuring that their employees feel satisfied with how their career has progressed.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_2004,

title = {The Interactive Effect of Religiosity and Perceived Organizational Adversity on Change-Oriented Citizenship Behavior},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem and Aamir Suhail},

url = {https://link.springer.com/article/10.1007/s10551-018-4076-y},

year  = {2020},

date = {2020-08-01},

journal = {Journal Of Business Ethics},

volume = {165},

pages = {161-175},

abstract = {This study adds to business ethics research by examining how employees' religiosity might enhance their propensity to engage in change-oriented citizenship behavior, as well as how this effect may be invigorated in adverse organizational climates with respect to voluntarism. Two-wave survey data collected from employees in Pakistan show that change-oriented citizenship activities increase to the extent that employees can draw on their personal resource of religiosity and perceive little adversity, measured in this study with respect to whether voluntarism is encouraged. Further, the relative usefulness of religiosity for spurring change-oriented citizenship behavior is particularly strong when employees experience high levels of this organizational adversity, because employees with high religiosity tend to believe that such behavior is more needed in these organizational contexts. For organizations, these results demonstrate that the energy derived from religiosity may stimulate voluntary efforts that invoke organizational change, and the perceived value of such energy allocation is greater when employees perceive organizational environments that provide little encouragement to go beyond formal job duties},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2013,

title = {Threatened but Involved: Key Conditions for Stimulating Employee Helping Behavior},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://journals.sagepub.com/doi/10.1177/1548051819857741},

year  = {2020},

date = {2020-08-01},

journal = {Journal Of Leadership & Organizational Studies},

volume = {27},

number = {3},

pages = {271-285},

abstract = {This article examines the relationship between employees' job involvement and helping behavior directed toward coworkers, as well as how this relationship might be augmented when employees encounter adversity, whether due to malicious leadership (abusive supervision) or threats to their physical integrity (workplace hazards, fear of terrorism). Drawing on a two-wave survey research design that collected data from employees and their supervisors in Pakistan, the results reveal that job involvement increases the likelihood that employees go out of their way to help their coworkers, and this relationship is strongest when they have to deal with the hardships of malicious leadership or threats to their physical safety. For organizations, these findings indicate that employees perceive their own allocation of positive work energy, derived from their job involvement, to helping behaviors that assist other members as particularly useful when they also experience significant adversity, inside or outside the workplace.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{raja_2014,

title = {When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance, job satisfaction, and psychological well-being},

author = {Usman Raja and Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://psycnet.apa.org/record/2020-50485-005},

year  = {2020},

date = {2020-06-01},

journal = {International Journal Of Psychology},

volume = {55},

number = {3},

pages = {332-341},

abstract = {This study applies social exchange and person-environment fit theories to predict that despotic leaders tend to

hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic

work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of

employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate

significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there

is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships

of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2005,

title = {When does job dissatisfaction lead to deviant behaviour? The critical roles of abusive supervision and adaptive humour},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://journals.sagepub.com/doi/10.1177/0312896219877679},

year  = {2020},

date = {2020-05-01},

journal = {Australian Journal Of Management},

volume = {45},

number = {2},

pages = {294-316},

abstract = {With a basis in conservation of resources theory, this study investigates the relationship between employees' sense of job dissatisfaction and their engagement in deviant behaviour, as well as the moderating roles that their exposure to abusive leadership and possession of adaptive humour skills can play in this process. Based on two-way survey data collected from employees in Pakistan, the findings show that employees' unhappy feelings about their job situations enhance the likelihood that they undertake negative behaviours that can harm their organization, especially when they suffer from abusive leadership or lack adaptive humour skills. The buffering effect of their adaptive humour on the positive relationship between job dissatisfaction and deviant behaviour is also particularly salient in the presence of abusive leadership.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2003,

title = {The stress-reducing effect of coworker support on turnover intentions: Moderation by political ineptness and despotic leadership},

author = {Dirk De Clercq and Muhammad Umer Azeem and Inam Ul Haq and Dave Bouckenooghe},

url = {https://www.sciencedirect.com/science/article/pii/S014829632030076X},

year  = {2020},

date = {2020-04-01},

journal = {Journal Of Business Research},

volume = {111},

number = {April},

pages = {12-24},

abstract = {Grounded in conservation of resources theory, this study investigates the mediating role of job stress in the relationship between coworker support and employees' turnover intentions, as well as the moderating roles of political ineptness and despotic leadership in this process. Time-lagged data collected from employees in Pakistan reveal that an important reason coworker support diminishes turnover intentions is the lower stress that employees experience while undertaking their job tasks. This influence of stress reduction is particularly salient to the extent that employees are equipped with less political skill and, contrary to expectations, are less exposed to despotic leadership. For organizations, this study accordingly pinpoints a key mechanism by which coworker support can diminish the tendency to leave the organization (stress containment), and it reveals that this mechanism varies according to both personal and leadership factors.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{raja_2002,

title = {Perceived threat of terrorism and employee outcomes: The moderating role of negative affectivity and psychological capital},

author = {Usman Raja and Muhammad Umer Azeem and Inam Ul Haq and Saima Naseer},

url = {https://www.sciencedirect.com/science/article/abs/pii/S0148296320300400},

year  = {2020},

date = {2020-03-01},

journal = {Journal Of Business Research},

volume = {110},

number = {March},

pages = {316-326},

abstract = {Using the conservation of resources theory and the terror management theory, we proposed that the perceived threat of terrorism would hurt employees' well-being, performance and individually directed citizenship behaviors (OCBI) and increase employee stress and emotional exhaustion. We tested our hypotheses in two studies using time-lagged data with independent measures for behaviors. In study 1, two-wave data comprised of 160 peer-employee dyads supported the proposed relationships of fear of terrorism with well-being and performance and the moderating role of negative affectivity. In study 2, two-wave data from 350 employee-supervisor dyads supported the proposed relationships of perceived threat of terrorism with stress, emotional exhaustion, performance, and OCBI. Results supported a moderating role of psychological capital in these relationships. We believe that our research adds meaningfully to the limited research on the effects of terrorism on employees' well-being and behaviors. We discuss the implications of our findings for managers and the future research.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{ul_haq_2000,

title = {Can employees perform well if they fear for their lives? Yes - if they have a passion for work},

author = {Inam Ul Haq and Dirk De Clercq and Muhammad Umer Azeem},

url = {https://www.emerald.com/insight/content/doi/10.1108/PR-01-2019-0030/full/html},

year  = {2020},

date = {2020-02-01},

journal = {Personnel Review},

volume = {49},

number = {2},

pages = {469-490},

abstract = {Abstract

Purpose

With a basis in conservation of resources theory, the purpose of this paper is to investigate the mediating role of championing behaviour in the relationship between employees' fear of terror and their job performance, as well as the buffering role of their passion for work, as a personal resource, in this process.



Design/methodology/approach

The tests of the hypotheses rely on three-wave, time-lagged data collected from employees and their supervisors in Pakistan.



Findings

An important reason that concerns about terrorist attacks diminish performance is that employees refrain from championing their own entrepreneurial ideas. This mediating role of idea championing is less salient, however, to the extent that employees feel a strong passion for their work.



Practical implications

For human resource managers, this study pinpoints a key mechanism - a reluctance to mobilize active support for entrepreneurial ideas - by which fears about terrorism attacks can spill over into the workplace and undermine employees' ability to meet their performance requirements. It also reveals how this mechanism can be better contained by the presence of adequate personal resources.



Originality/value

This study adds to burgeoning research on the interplay between terrorism and organizational life by specifying how and when employees' ruminations about terrorism threats might escalate into diminished performance outcomes at work.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2007,

title = {Time-related work stress and counterproductive work behavior: Invigorating roles of deviant personality traits},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.emerald.com/insight/content/doi/10.1108/PR-07-2018-0241/full/html},

year  = {2019},

date = {2019-09-01},

journal = {Personnel Review},

volume = {48},

number = {7},

pages = {1756-1781.},

abstract = {Abstract

Purpose

With a basis in the conservation of resources theory, the purpose of this paper is to investigate the relationship between employees' experience of time-related work stress and their engagement in counterproductive work behavior (CWB), as well as the invigorating roles that different deviant personality traits might play in this process.



Design/methodology/approach

Two-wave survey data with a time lag of three weeks were collected from 127 employees in Pakistani organizations.



Findings

Employees' sense that they have insufficient time to do their job tasks spurs their CWB, and this effect is particularly strong if they have strong Machiavellian, narcissistic or psychopathic tendencies.



Originality/value

This study adds to extant research by identifying employees' time-related work stress as an understudied driver of their CWB and the three personality traits that constitute the dark triad as triggers of the translation of time-related work stress into CWB.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2015,

title = {Explaining Helping Behavior in the Workplace: The Interactive Effect of Family-to-Work Conflict and Islamic Work Ethic},

author = {Dirk De Clercq and Inam Ul Haq and Zahid Rehman},

url = {https://link.springer.com/article/10.1007/s10551-017-3541-3},

year  = {2019},

date = {2019-04-01},

journal = {Journal Of Business Ethics},

volume = {155},

pages = {1167-1177},

abstract = {Drawing from conservation of resources theory, this study investigates the interactive effect of employees' family-to-work conflict and Islamic work ethic on their helping behavior, theorizing that the negative relationship between family-to-work conflict and helping behavior is buffered by Islamic ethical values. Data from Pakistan reveal empirical support for this effect. Organizations whose employees suffer resource depletion at work because of family obligations can still enjoy productive helping behaviors within their ranks, to the extent that they support relevant work ethics.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2024,

title = {The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem and Ahmad Haq Nawaz},

url = {https://www.tandfonline.com/doi/abs/10.1080/00223980.2019.1567453},

year  = {2019},

date = {2019-03-01},

journal = {Journal Of Psychology},

volume = {153},

number = {5},

pages = {507-527},

abstract = {This article investigates the mediating role of job dissatisfaction in the relationship between employees' perceptions of workplace incivility and their helping behavior, as well as the buffering role of political skill in this process. Three-wave, time-lagged data collected from employees and their supervisors revealed that employees' exposure to workplace incivility diminished their helping behavior through their sense of job dissatisfaction. This mediating role of job dissatisfaction was less salient, however, to the extent that employees were equipped with political skill. For organizations, this study accordingly pinpoints a key mechanism?namely, unhappiness about their job situation?through which rude coworker treatment links to lower voluntary workplace behaviors among employees, and it reveals how this mechanism can be better contained in the presence of political skill.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2022,

title = {Workplace ostracism and job performance: roles of self-efficacy and job level},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.emerald.com/insight/content/doi/10.1108/PR-02-2017-0039/full/html},

year  = {2019},

date = {2019-01-01},

journal = {Personnel Review},

volume = {48},

number = {1},

pages = {184-203},

abstract = {Abstract

Purpose

The purpose of this paper is to investigate how employees' perceptions of workplace ostracism might reduce their job performance, as well as how the negative workplace ostracism-job performance relationship might be buffered by their self-efficacy. It also considers how this buffering role of self-efficacy might vary according to employees' job level.



Design/methodology/approach

Quantitative data came from a survey of employees and their supervisors in Pakistani organizations.



Findings

Workplace ostracism relates negatively to job performance, but this relationship is weaker at higher levels of self-efficacy. The buffering role of self-efficacy is particularly strong among employees at higher job levels.



Practical implications

Organizations that cannot prevent some of their employees from feeling excluded by other members can counter the related threat of underperformance by promoting employees' confidence in their own skills and competencies. This measure is particularly useful among higher-ranking employees.



Originality/value

This study provides a more complete understanding of the circumstances in which workplace ostracism is less likely to diminish employees' job performance, by specifying the concurrent influences of workplace ostracism, self-efficacy and job level.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2020,

title = {Family incivility, emotional exhaustion at work, and being a good soldier: The buffering roles of waypower and willpower},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.sciencedirect.com/science/article/abs/pii/S0148296318301723},

year  = {2018},

date = {2018-08-01},

journal = {Journal Of Business Research},

volume = {89},

pages = {27-36},

abstract = {This study unpacks the relationship between family incivility and organizational citizenship behavior (OCB), suggesting a mediating role of emotional exhaustion and moderating roles of waypower and willpower, two critical dimensions of hope. Three-wave data from employees and their peers in Pakistani organizations show that an important reason that family incivility diminishes OCB is that employees become emotionally overextended by their work. Employees' waypower and willpower buffer this harmful effect of family incivility on emotional exhaustion though, such that this effect is mitigated when the two personal resources are high. The study also reveals the presence of moderated mediation, such that the indirect effect of family incivility on OCB through emotional exhaustion is weaker for employees high in waypower and willpower. For organizations, this study accordingly identifies a key mechanism by which family adversity can undermine voluntary behaviors; this mechanism is less forceful among employees who are more hopeful though.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2018,

title = {Self-efficacy to spur job performance: Roles of job-related anxiety and perceived workplace incivility},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.emerald.com/insight/content/doi/10.1108/MD-03-2017-0187/full/html},

year  = {2018},

date = {2018-03-01},

journal = {Management Decision},

volume = {56},

number = {4},

pages = {891-907},

abstract = {Purpose

With a foundation in conservation of resources theory, the purpose of this paper is to unpack the relationship between employees' self-efficacy and job performance, investigating the mediating role of job-related anxiety and the moderating role of perceived workplace incivility.



Design/methodology/approach

Survey data were collected from employees and their supervisors in Pakistani organizations.



Findings

An important reason that employees' self-efficacy enhances their job performance is that they experience less anxiety while undertaking their daily job tasks. This mediating role of job-related anxiety is particularly salient to the extent that employees believe that they are the victims of uncivil behaviors.



Practical implications

Organizations should note that the anxiety-mitigating effect of self-efficacy is particularly strong for generating adequate performance to the extent that rude and discourteous behaviors cannot be completely avoided in the workplace.



Originality/value

This study establishes a more complete understanding of the benefits of employees' self-efficacy by revealing how reduced worries about their organizational functioning represent critical mechanisms that connect this personal resource to higher job performance, as well as by showing how employees' perceptions of workplace incivility invigorate this process.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2017,

title = {The roles of informational unfairness and political climate in the relationship between dispositional envy and job performance in Pakistani organizations},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.sciencedirect.com/science/article/pii/S0148296317303132?casa_token=BcmlShz-ciMAAAAA:Q8AFtgE0zuRhKrdieA1XpNX1ZCs6NQVsoCuBidr66nAZhk-rrC36r2R0IZaT-Tou6MvO7w-sfKs},

year  = {2018},

date = {2018-01-01},

journal = {Journal Of Business Research},

volume = {82},

pages = {117-126},

abstract = {Drawing from conservation of resources and trait activation theory, this study unpacks the relationship between employees' dispositional envy and job performance, considering the mediating effect of informational unfairness and the moderating effect of political climate. Multisource, time-lagged data from employees and their supervisors in Pakistani organizations show that an important reason that dispositional envy may diminish job performance is that employees develop beliefs that their organization is unfair in its information provision. This mediating role of informational unfairness is particularly salient to the extent that employees perceive that the organizational decision-making climate is marked by dysfunctional politics. The study informs organizations how they can mitigate the risk that persistent feelings of envy lead to negative performance outcomes?that is, by avoiding work climates that are highly political in nature.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}

@article{de_clercq_2023,

title = {Perceived threats of terrorism and job performance: The roles of job-related anxiety and religiousness},

author = {Dirk De Clercq and Inam Ul Haq and Muhammad Umer Azeem},

url = {https://www.sciencedirect.com/science/article/abs/pii/S0148296317301352},

year  = {2017},

date = {2017-09-01},

journal = {Journal Of Business Research},

volume = {78},

pages = {23-32},

abstract = {Abstract

This study investigates the relationship between employees' perceptions of the threat of terrorism and job performance, as well as a potential mediating effect of job-related anxiety and a moderating effect of religiousness on this relationship. Multisource, time-lagged data from employees and their supervisors in Pakistan reveal that an important reason that perceived threats of terrorism diminish job performance is the anxiety that employees experience at work. Employees' religiousness buffers the negative effect of perceived threats of terrorism on job-related anxiety though, such that the relationship is mitigated when their religiousness is high. Finally, the results indicate the presence of moderated mediation: the indirect effect of perceived threats of terrorism on job performance is not as strong at higher levels of religiousness. In external environments in which terrorism presents a credible threat, organizations can therefore consider the religiousness of their employees as a resource for countering their anxiety.},

keywords = {},

pubstate = {published},

tppubtype = {article}

}