Usman Raja | Brock University (original) (raw)

Papers by Usman Raja

Research paper thumbnail of Impact of Peer Unethical Behaviors on Employee Silence: The Role of Organizational Identification and Emotions

Journal of Business Ethics

Research paper thumbnail of Dark personality in dark times: How Dark Triad personality interacts with injustice and politics to influence detachment and discretionary behaviours

Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration

Using two‐wave time‐lagged multi‐source data in two studies, we examine how Dark Triad personalit... more Using two‐wave time‐lagged multi‐source data in two studies, we examine how Dark Triad personality (DTP) interacts with contextual variables to influence psychological detachment and discretionary behaviours. In Study 1 (N = 288), we examine the combined effects of DTP and perceived injustice on psychological detachment and organizational citizenship behaviours (OCBs). In Study 2 (N = 461), we examine the combined effects of DTP and perceived organizational politics (POP) on counterproductive work behaviours (CWB) and psychological detachment. We found that Dark Triad personality was positively related to psychological detachment and CWBs and negatively related to OCBs. The effects of the DTP on psychological detachment, OCBs, and CWBs were stronger when perceived injustice and POP was high.

Research paper thumbnail of A Moderated Mediation Model of Ostracism, Psychological Capital, Need Frustration and Deviance

Academy of Management Proceedings, 2017

The study proposed and tested a moderated mediation model of the combined effects of ostracism an... more The study proposed and tested a moderated mediation model of the combined effects of ostracism and PsyCap on deviant behaviors and job stress through need frustrations. It is suggested that workpla...

Research paper thumbnail of Leaders' trait signaling effect on followers' psychological contract dynamics

Personnel Review, 2021

PurposeUsing signaling theory and the literature on psychological contracts, the authors investig... more PurposeUsing signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach.Design/methodology/approachData were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses.FindingsThe leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers&...

Research paper thumbnail of Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate

Personnel Review, 2021

PurposeWith a foundation in social exchange theory, this study examines the relationship between ... more PurposeWith 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/approachThree time-lagged sets of data (N = 431) were collected among employees working in various sectors.FindingsServant 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/valueThis study adds to extant research by examining the mediating mechanism of trust in leaders with servant leaders...

Research paper thumbnail of COVID-19 Pandemic and Work-Life Balance, Work-Family Conflict, Employee Burnout

Academy of Management Proceedings

Research paper thumbnail of POS & Emotional Dissonance as resource depletion mechanisms in Workplace Bullying and Job Strains

Academy of Management Proceedings

This study examines the emotional and support resource depletion mechanisms through which workpla... more This study examines the emotional and support resource depletion mechanisms through which workplace bullying as a stressor manifests into Burnout and Psychological strain. Using the Conservation of...

Research paper thumbnail of Interpersonal Mistreatments at Workplace: The Buffering Role of Psychological Capital

Academy of Management Proceedings, 2021

Research paper thumbnail of When and why organizational cynicism leads to CWBs

Personnel Review, 2020

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cyn... more PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/va...

Research paper thumbnail of Leader–member exchange quality and employees job outcomes: a parallel mediation model

Eurasian Business Review, 2020

The study proposed a parallel mediation model where the perceived organizational politics (POP) a... more The study proposed a parallel mediation model where the perceived organizational politics (POP) and perceived leader integrity (PLI) were underlying mechanisms through which leader–member exchange (LMX) quality translated into employee job outcomes. The proposed theoretical framework was based on relational attribution theory. We proposed that subordinates form their perceptions about organizational politics and the leader’s integrity based on their relationship quality with the leaders, which in turn leads to affective commitment, creativity, and job performance. We tested the hypothesized model using three-wave, time-lagged multi-sourced (self and peer-reported) data (N = 310) from employees of service sector organizations in Pakistan. After establishing the reliability and validity of measures, the parallel mediation model was tested. Results of regression analyses using Bootstrap confidence interval method indicated significant results showing that both POP and PLI mediate the relationship between LMX quality and all outcome variables with one exception. Limitations, implications and future research directions were discussed at the end.

Research paper thumbnail of Combined Effects of Organizational Cynicism and Psychological Capital on CWBs: A Mod-Med Model

Academy of Management Proceedings, 2017

Using a time-lagged independent source sample (N=181) consisting employee – peer dyads, we examin... more Using a time-lagged independent source sample (N=181) consisting employee – peer dyads, we examined the combined effects of cynicism and psychological capital on counterproductive work behavior med...

Research paper thumbnail of Impact of Big Five personality traits on authentic leadership

Leadership & Organization Development Journal, 2020

PurposeThe bulk of the current research on authentic leadership focuses on the examination of its... more PurposeThe bulk of the current research on authentic leadership focuses on the examination of its consequences. Little attention has been paid to the predictors of authentic leadership. We examined how the Big Five personality traits can predict an authentic leadership style.Design/methodology/approachUsing multisource time-lagged data from 305 leader–subordinate dyads, we examined how the Big Five traits (extraversion, agreeableness, consciousness, openness to experience and neuroticism) are related to authentic leadership. While leader personality was measured through self-reports, we measured authentic leadership style through subordinate reported data.FindingsWe found good support for the proposed hypotheses. While extraversion, agreeableness, conscientiousness and openness to experience were positively related to authentic leadership style, neuroticism was negatively related to it.Practical implicationsThe findings support the trait view of leadership, suggesting that the perso...

Research paper thumbnail of Interplay between P-O fit, transformational leadership and organizational social capital

Personnel Review, 2018

PurposeUsing social identity theory, the authors hypothesize that transformational leadership (TL... more PurposeUsing social identity theory, the authors hypothesize that transformational leadership (TL) leads to better person-organization fit (P-O fit), which in turn contributes to the emergence of organizational social capital (i.e. OSC). Furthermore, the authors suggest that the relationship between P-O fit and OSC is contingent upon the level of TL. The paper aims to discuss these issues.Design/methodology/approachField study data were used to test the hypotheses. In total, 336 employees from eight different service sector organizations in Pakistan participated in this study. Hierarchical linear modeling was used to analyze the data.FindingsIn support of the hypotheses, the authors found that TL was positively related to both P-O fit and OSC. Also, P-O fit mediated the TL-OSC relationship. Finally, TL moderated the relationship between P-O fit and OSC.Research limitations/implicationsCross-sectional data were collected through self-reports, which raises concerns of reporting bias.P...

Research paper thumbnail of Job demand and employee well-being

Personnel Review, 2019

Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes... more Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes observed in the workplace; however, many fundamental questions remain unanswered. The research has yet to consider what factors buffer the negative outcomes of EL. The purpose of this paper is to investigate the relationship between workload job demand and employee well-being with mediating effects of surface acting (SA) and moderating effects of emotional intelligence (EI) in service organizations. Design/methodology/approach The authors used two wave data from a sample of 207 emergency medical technicians to test the hypotheses. Findings By integrating SA, EI and employee well-being with the conservation of resource theory, the authors found evidence of an indirect effect of workload job demand on emotional exhaustion and job satisfaction via SA. The results of moderated mediation show that the negative relationship between SA and job satisfaction was low when EI was high and the posi...

Research paper thumbnail of Getting credit for OCBs: potential costs of being a good actor vs. a good soldier

European Journal of Work and Organizational Psychology, 2017

ABSTRACT Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attit... more ABSTRACT Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed.

Research paper thumbnail of Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

Journal of Management & Organization, 2016

This study explores the relationships of negative affectivity with two frequently studied outcome... more This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivit...

Research paper thumbnail of A time-lagged study on the moderating role of overall satisfaction in perceived politics: Job outcomes relationships

Journal of Management & Organization, 2016

In a time-lagged study with independent measures (N=115, paired responses), we examined the inter... more In a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.

Research paper thumbnail of Impact of Perceived Organizational Politics on Supervisory-Rated Innovative Performance and Job Stress: Evidence from Pakistan

Journal of Advanced Management Science, 2014

Perceived organizational politics, as an organizational stressor, is considered as detrimental fo... more Perceived organizational politics, as an organizational stressor, is considered as detrimental for the effective functioning of organizational members. However, previous studies have shown some mixed evidence for the effect of perceived politics on a variety of job outcomes. The current investigation examines the impact of organizational politics on job stress and innovative job performance. To test our hypotheses, we collected data from a diverse sample of employees and their supervisors (237 paired-responses) in Pakistan. Consistent with our hypothesis we found that perceived organizational politics had detrimental effects on supervisory-rated innovative job performance. Employees, who perceived high politics in their work environment, demonstrated low levels of innovative behaviors. In contrast to the findings of previous studies conducted in North America, we found that perceived politics had no effect on job stress in Pakistani environment. Based on our findings, we discuss implications for managerial practice and directions for future research.

Research paper thumbnail of Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance

Journal of Management, 2012

With a diverse sample (N = 231 paired responses) of employees from various organizations in Pakis... more With a diverse sample (N = 231 paired responses) of employees from various organizations in Pakistan, the authors tested for the main effects of perceived organizational politics and psychological capital on turnover intentions, job satisfaction, and supervisor-rated job performance. They also examined the moderating influence of psychological capital in the politics–outcomes relationships. Results provided good support for the proposed hypotheses. While perceived organizational politics was associated with all outcomes, psychological capital had a significant relationship with job satisfaction and supervisor-rated performance only. As hypothesized, the negative relationship of perceived organizational politics with job satisfaction and supervisor-rated performance was weaker when psychological capital was high. However, the result for turnover intentions was counter to expectations where the politics–turnover intention relationship was stronger when psychological capital was high.

Research paper thumbnail of Differential Effects of Hindrance and Challenge Stressors on Innovative Performance

... _____ Usman Raja, PhD, Faculty of Business (OBHREE), Brock University, 500 Glenridge Ave. ...... more ... _____ Usman Raja, PhD, Faculty of Business (OBHREE), Brock University, 500 Glenridge Ave. ... Responding to the call of Wallace, Edwards, Arnold, Frazier, and Finch (2009), the current study attempts to address these issues by exploring the differential ...

Research paper thumbnail of Impact of Peer Unethical Behaviors on Employee Silence: The Role of Organizational Identification and Emotions

Journal of Business Ethics

Research paper thumbnail of Dark personality in dark times: How Dark Triad personality interacts with injustice and politics to influence detachment and discretionary behaviours

Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration

Using two‐wave time‐lagged multi‐source data in two studies, we examine how Dark Triad personalit... more Using two‐wave time‐lagged multi‐source data in two studies, we examine how Dark Triad personality (DTP) interacts with contextual variables to influence psychological detachment and discretionary behaviours. In Study 1 (N = 288), we examine the combined effects of DTP and perceived injustice on psychological detachment and organizational citizenship behaviours (OCBs). In Study 2 (N = 461), we examine the combined effects of DTP and perceived organizational politics (POP) on counterproductive work behaviours (CWB) and psychological detachment. We found that Dark Triad personality was positively related to psychological detachment and CWBs and negatively related to OCBs. The effects of the DTP on psychological detachment, OCBs, and CWBs were stronger when perceived injustice and POP was high.

Research paper thumbnail of A Moderated Mediation Model of Ostracism, Psychological Capital, Need Frustration and Deviance

Academy of Management Proceedings, 2017

The study proposed and tested a moderated mediation model of the combined effects of ostracism an... more The study proposed and tested a moderated mediation model of the combined effects of ostracism and PsyCap on deviant behaviors and job stress through need frustrations. It is suggested that workpla...

Research paper thumbnail of Leaders' trait signaling effect on followers' psychological contract dynamics

Personnel Review, 2021

PurposeUsing signaling theory and the literature on psychological contracts, the authors investig... more PurposeUsing signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach.Design/methodology/approachData were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses.FindingsThe leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers&...

Research paper thumbnail of Servant leadership and mistreatment at the workplace: mediation of trust and moderation of ethical climate

Personnel Review, 2021

PurposeWith a foundation in social exchange theory, this study examines the relationship between ... more PurposeWith 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/approachThree time-lagged sets of data (N = 431) were collected among employees working in various sectors.FindingsServant 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/valueThis study adds to extant research by examining the mediating mechanism of trust in leaders with servant leaders...

Research paper thumbnail of COVID-19 Pandemic and Work-Life Balance, Work-Family Conflict, Employee Burnout

Academy of Management Proceedings

Research paper thumbnail of POS & Emotional Dissonance as resource depletion mechanisms in Workplace Bullying and Job Strains

Academy of Management Proceedings

This study examines the emotional and support resource depletion mechanisms through which workpla... more This study examines the emotional and support resource depletion mechanisms through which workplace bullying as a stressor manifests into Burnout and Psychological strain. Using the Conservation of...

Research paper thumbnail of Interpersonal Mistreatments at Workplace: The Buffering Role of Psychological Capital

Academy of Management Proceedings, 2021

Research paper thumbnail of When and why organizational cynicism leads to CWBs

Personnel Review, 2020

PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cyn... more PurposeUsing conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs) mediated through emotional exhaustion.Design/methodology/approachThe authors use a time-lagged independent source sample (N = 181) consisting of employee–peer dyads from service industry in Pakistan.FindingsModerated mediated regression analyses indicated that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors. Psychological capital moderates the relationship between organizational cynicism and emotional exhaustion such that organizational cynicism is positively related to exhaustion when psychological capital is low. Furthermore, conditional indirect effects show that emotional exhaustion mediates the relationship between organizational cynicism and counterproductive work behaviors only when employees' psychological capital is low.Originality/va...

Research paper thumbnail of Leader–member exchange quality and employees job outcomes: a parallel mediation model

Eurasian Business Review, 2020

The study proposed a parallel mediation model where the perceived organizational politics (POP) a... more The study proposed a parallel mediation model where the perceived organizational politics (POP) and perceived leader integrity (PLI) were underlying mechanisms through which leader–member exchange (LMX) quality translated into employee job outcomes. The proposed theoretical framework was based on relational attribution theory. We proposed that subordinates form their perceptions about organizational politics and the leader’s integrity based on their relationship quality with the leaders, which in turn leads to affective commitment, creativity, and job performance. We tested the hypothesized model using three-wave, time-lagged multi-sourced (self and peer-reported) data (N = 310) from employees of service sector organizations in Pakistan. After establishing the reliability and validity of measures, the parallel mediation model was tested. Results of regression analyses using Bootstrap confidence interval method indicated significant results showing that both POP and PLI mediate the relationship between LMX quality and all outcome variables with one exception. Limitations, implications and future research directions were discussed at the end.

Research paper thumbnail of Combined Effects of Organizational Cynicism and Psychological Capital on CWBs: A Mod-Med Model

Academy of Management Proceedings, 2017

Using a time-lagged independent source sample (N=181) consisting employee – peer dyads, we examin... more Using a time-lagged independent source sample (N=181) consisting employee – peer dyads, we examined the combined effects of cynicism and psychological capital on counterproductive work behavior med...

Research paper thumbnail of Impact of Big Five personality traits on authentic leadership

Leadership & Organization Development Journal, 2020

PurposeThe bulk of the current research on authentic leadership focuses on the examination of its... more PurposeThe bulk of the current research on authentic leadership focuses on the examination of its consequences. Little attention has been paid to the predictors of authentic leadership. We examined how the Big Five personality traits can predict an authentic leadership style.Design/methodology/approachUsing multisource time-lagged data from 305 leader–subordinate dyads, we examined how the Big Five traits (extraversion, agreeableness, consciousness, openness to experience and neuroticism) are related to authentic leadership. While leader personality was measured through self-reports, we measured authentic leadership style through subordinate reported data.FindingsWe found good support for the proposed hypotheses. While extraversion, agreeableness, conscientiousness and openness to experience were positively related to authentic leadership style, neuroticism was negatively related to it.Practical implicationsThe findings support the trait view of leadership, suggesting that the perso...

Research paper thumbnail of Interplay between P-O fit, transformational leadership and organizational social capital

Personnel Review, 2018

PurposeUsing social identity theory, the authors hypothesize that transformational leadership (TL... more PurposeUsing social identity theory, the authors hypothesize that transformational leadership (TL) leads to better person-organization fit (P-O fit), which in turn contributes to the emergence of organizational social capital (i.e. OSC). Furthermore, the authors suggest that the relationship between P-O fit and OSC is contingent upon the level of TL. The paper aims to discuss these issues.Design/methodology/approachField study data were used to test the hypotheses. In total, 336 employees from eight different service sector organizations in Pakistan participated in this study. Hierarchical linear modeling was used to analyze the data.FindingsIn support of the hypotheses, the authors found that TL was positively related to both P-O fit and OSC. Also, P-O fit mediated the TL-OSC relationship. Finally, TL moderated the relationship between P-O fit and OSC.Research limitations/implicationsCross-sectional data were collected through self-reports, which raises concerns of reporting bias.P...

Research paper thumbnail of Job demand and employee well-being

Personnel Review, 2019

Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes... more Purpose The extant research on emotional labor (EL) has focused on positive and negative outcomes observed in the workplace; however, many fundamental questions remain unanswered. The research has yet to consider what factors buffer the negative outcomes of EL. The purpose of this paper is to investigate the relationship between workload job demand and employee well-being with mediating effects of surface acting (SA) and moderating effects of emotional intelligence (EI) in service organizations. Design/methodology/approach The authors used two wave data from a sample of 207 emergency medical technicians to test the hypotheses. Findings By integrating SA, EI and employee well-being with the conservation of resource theory, the authors found evidence of an indirect effect of workload job demand on emotional exhaustion and job satisfaction via SA. The results of moderated mediation show that the negative relationship between SA and job satisfaction was low when EI was high and the posi...

Research paper thumbnail of Getting credit for OCBs: potential costs of being a good actor vs. a good soldier

European Journal of Work and Organizational Psychology, 2017

ABSTRACT Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attit... more ABSTRACT Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed.

Research paper thumbnail of Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

Journal of Management & Organization, 2016

This study explores the relationships of negative affectivity with two frequently studied outcome... more This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivit...

Research paper thumbnail of A time-lagged study on the moderating role of overall satisfaction in perceived politics: Job outcomes relationships

Journal of Management & Organization, 2016

In a time-lagged study with independent measures (N=115, paired responses), we examined the inter... more In a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.

Research paper thumbnail of Impact of Perceived Organizational Politics on Supervisory-Rated Innovative Performance and Job Stress: Evidence from Pakistan

Journal of Advanced Management Science, 2014

Perceived organizational politics, as an organizational stressor, is considered as detrimental fo... more Perceived organizational politics, as an organizational stressor, is considered as detrimental for the effective functioning of organizational members. However, previous studies have shown some mixed evidence for the effect of perceived politics on a variety of job outcomes. The current investigation examines the impact of organizational politics on job stress and innovative job performance. To test our hypotheses, we collected data from a diverse sample of employees and their supervisors (237 paired-responses) in Pakistan. Consistent with our hypothesis we found that perceived organizational politics had detrimental effects on supervisory-rated innovative job performance. Employees, who perceived high politics in their work environment, demonstrated low levels of innovative behaviors. In contrast to the findings of previous studies conducted in North America, we found that perceived politics had no effect on job stress in Pakistani environment. Based on our findings, we discuss implications for managerial practice and directions for future research.

Research paper thumbnail of Combined Effects of Perceived Politics and Psychological Capital on Job Satisfaction, Turnover Intentions, and Performance

Journal of Management, 2012

With a diverse sample (N = 231 paired responses) of employees from various organizations in Pakis... more With a diverse sample (N = 231 paired responses) of employees from various organizations in Pakistan, the authors tested for the main effects of perceived organizational politics and psychological capital on turnover intentions, job satisfaction, and supervisor-rated job performance. They also examined the moderating influence of psychological capital in the politics–outcomes relationships. Results provided good support for the proposed hypotheses. While perceived organizational politics was associated with all outcomes, psychological capital had a significant relationship with job satisfaction and supervisor-rated performance only. As hypothesized, the negative relationship of perceived organizational politics with job satisfaction and supervisor-rated performance was weaker when psychological capital was high. However, the result for turnover intentions was counter to expectations where the politics–turnover intention relationship was stronger when psychological capital was high.

Research paper thumbnail of Differential Effects of Hindrance and Challenge Stressors on Innovative Performance

... _____ Usman Raja, PhD, Faculty of Business (OBHREE), Brock University, 500 Glenridge Ave. ...... more ... _____ Usman Raja, PhD, Faculty of Business (OBHREE), Brock University, 500 Glenridge Ave. ... Responding to the call of Wallace, Edwards, Arnold, Frazier, and Finch (2009), the current study attempts to address these issues by exploring the differential ...