Drawing on conservation of resources (COR) theory, this study examined the underlying mechanism through which workplace bullying (WB) affects employees’ life satisfaction via job-related anxiety and insomnia. Time-lagged data were collected at two points in time from 211 doctor interns working in various hospitals in Pakistan. Our results fully supported a proposed serial multiple-mediator model. Workplace bullying was indirectly related to life satisfaction via job-related anxiety and insomnia. This study provides evidence of a spillover effect as to how workplace bullying increases employees’ job-related anxiety which in turn leads to insomnia resulting in reduced employees’ life satisfaction. The present study extends research on workplace bullying to display its theoretical as well as empirical effects on life satisfaction. It demonstrates that workplace bullying as an occupational and psychological stressor has multiple effects on employees’ life satisfaction through a serial mediation model in the context of a developing country. It further explains that workplace bullying not only affects an employee’s workplace behaviors but also extends to the employee’s overall life satisfaction.

There is growing acceptability in redesigning jobs to achieve goals and objectives nowadays. Employees who indulge in exploiting and exploring opportunities for the business tend to craft their jobs, which can help to enhance business performance. This study aims to examine that how ambidextrous managers in small and medium enterprises (SMEs) craft their tasks as a strategy for open innovation to enhance business performance. This study also attempts to assess the moderating role of gender in evaluating the relationship. Simple random sampling is used to administer a structured questionnaire to 650 operations managers employed in service-sector SMEs. The findings reveal that, when male managers involve in explorative and exploitative activities, they tend to craft their jobs more as compared to females. In turn, when jobs are redesigned, it brings a positive impact on business performance as perceived by the managers. The study provides implications for the policy makers with regard to device measures to enhance the job crafting capacity of managers with specific attention to female managers in the case of small and medium enterprises. The present study provides a novel explanation of the relationship between manager ambidextrous behavior and business performance through the mediation of job crafting among top managers working in small and medium organizations, with an overarching view of gender.

The literature on destructive styles of leadership usually suggests the negative consequences at the individual and firm level, whereas the combined effect of dark dyads with susceptible followers lacks attention. Drawing on the cognitive appraisal theory, we examined the underlying psychological mechanism through which tyrannical leadership undermines employees’ task performance via work withdrawal behaviors in construction projects. Moreover, the moderating effect of subordinates’ Machiavellian personality trait on the relationship between tyrannical leadership and supervisor-rated subordinates’ task performance was investigated. We collected data using questionnaires from 215 leader-subordinate dyads working in the construction industry. The results supported the negative effect of tyrannical leadership on task performance as well as the mediating effect of work withdrawal. This study provides evidence that tyrannical leadership induces work withdrawal behaviors, which in turn reduces subordinates’ task performance. Moreover, the interactive effect of subordinates’ Machiavellian personality trait with tyrannical leadership style positively impacts the subordinate’s task performance, confirming the effectiveness of leaders-follower dark dyads in construction projects. The study expands theoretical as well as empirical evidence on destructive leadership in construction projects and demonstrates the relationship among psychological variables and their effects on task performance through the unique dynamics of the follower’s personality trait in the construction industry.

Maintaining employees’ commitment to their workplace is a major challenge faced by many organizations. This study examines the impact of perceived organizational support (POS) on different dimensions of organizational commitment among medical doctors working in healthcare organizations in Pakistan. It also compares the level of POS and organizational commitment between doctors working in the public and private sectors. Based on a 32-item questionnaire administered to a sample of 160 respondents working at two private and two public hospitals, we find a significant, positive relationship between POS and affective as well as normative commitment, and an insignificant relationship between POS and continuance commitment. This suggests that the management should take measures to increase organizational support among employees in order to raise their level of organizational commitment.