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Purpose: Coworker relationships are important in every organization and especially in higher educational institutions (HEIs); however, ostracism is one of the factors that deteriorate these relationships. This study aims to analyse the impact of coworker ostracism on coworker directed knowledge hiding through the mediating role of relational identification and the moderating role of perceived harming intention. Design/methodology/approach: A total of 241 teaching faculty members working in HEIs of Lahore were surveyed. By using the bootstrapping technique, mediation and moderated mediation analysis was conducted via PROCESS models 4 and 7. Findings: The results concluded that perceived harming intention moderates the indirect relationship between coworker ostracism and coworker-directed knowledge hiding through relational identification with coworkers. Such that when more harmful intention is perceived the impact of coworker ostracism on coworker-directed knowledge hiding through reduced relational identification would be stronger. Practical implications: This study offers managerial implications for HEIs management and faculty for reducing coworker ostracism, improving relational identification and training about attribution techniques to minimize the impact of ostracism on knowledge hiding. Originality/value: This study has complimented and augmented the research strand of ostracism and knowledge hiding research from emphasizing lateral workplace relationships. Intertwining the Conservation of Resources Theory with Attribution theory a novel insight into the above-stated association is illuminated through the mediating role of relational capital and moderating role of perceived harming intention.

Background: The potential of learning analytics dashboards in virtual reality simulation‐based training environments to influence occupational self‐efficacy via self‐reflection phase processes in the Chemical industry is still not fully understood. Learning analytics dashboards provide feedback on learner performance and offer points of comparison (i.e., comparison with one's own past performance or comparison with peer performance) to help learners make sense of their feedback. Objectives: We present a theoretical framework for describing learning analytics reference frames and investigate the impact of feedback delivered through dashboards with different reference frames on occupational self‐efficacy, while controlling for workplace self‐reflection. Methods: This experimental study engaged 42 chemical operator employees, aged between 18 and 55 years, each with at least one year of experience. We utilised a two‐group design to ask two research question each with three competing hypotheses related to changes in occupational self‐efficacy, employing Bayesian informative hypothesis evaluation. Results and Conclusions: Results for the primary research question suggest that dashboards with progress reference frames do not elicit greater change to self‐efficacy than those with social reference frames, however, they may elicit equal change. Furthermore, dashboards with social reference frames may elicit greater change to self‐efficacy than those with progress reference frames. Exploratory results found that dashboards with progress reference frames may elicit greater positive directional change than those with social reference frames and that they may elicit equal directional change. These findings contribute to the understanding of self‐efficacy beliefs within the Chemical industry, with potential impacts on skill development. The research may inform the design of targeted interventions and training programs to influence self‐efficacy. From a practical perspective, this research suggests that careful consideration is needed when choosing reference frames in learning analytics dashboards due to their potential consequences on the formation of learner self‐efficacy. Lay Description: What is already known about this topic?: Learning analytics dashboards often aim to stimulate self‐regulated learning by providing feedback.Feedback plays a crucial role in simulation‐based learning and learning analytics dashboards can be a valuable tool to deliver feedback and facilitate the learning process by providing learners with insights into their performance and progress.Previous research has highlighted the importance of reference frames as critical design features of learning analytics dashboards, as they assist learners in making sense of learning analytics feedback.Self‐efficacy is a powerful determine factor of workplace performance and is influenced by mastery experiences and social modelling information. What the paper adds?: A theoretical framework describes the mediating role self‐reflection phase processes of the self‐regulated learning cycle plays in the formation of occupational self‐efficacy.This paper introduces the concept of three learning analytics reference frame components which include the performance outcome component, point of comparison component and score delta component.The paper indicates that learning analytics dashboards designed with a progress reference frame does not elicit greater change to occupational self‐efficacy than the social reference frame.Exploratory results suggest dashboards with progress reference frames might produce greater positive directional change compared to social reference frames or elicit equal change. Implications for practice?: Learning analytics system designers who use reference frames to help learners make sense of their feedback should carefully consider which reference frames they use as these decisions likely have consequences on the formation of learner self‐efficacy beliefs.For LAD designers and stakeholders, recognising the absolute change and directional shift in self‐efficacy is crucial, as LAD designs significantly influence these dynamics and guide the tailoring of effective tools.In industries like the chemical sector, where overconfidence can result in severe consequences, understanding the nuance of self‐efficacy changes is especially pertinent. [ABSTRACT FROM AUTHOR]

Drawing on the self-control perspective, this study investigated the buffering effect of emotional suppression in reducing the harmful influence of workplace ostracism on employee performance. The research also studied the mediating role of employee silence and voice behaviors based on social exchange theory. We performed moderated mediation analysis on responses received from 159 employees working in the financial industry of the Southern Punjab region of Pakistan. The results showed that workplace ostracism harms employee performance via employee silence and voice behaviors. Furthermore, emotional suppression moderated the mediated relationship between workplace ostracism and employee performance. The results indicated that if ostracized employees adopt voice behavior, emotional suppression cannot aid them in performing better as compared to those who remain silent and regain their self-esteem. Our findings highlight the importance of emotional suppression capability in reducing the damaging outcomes of ostracism in organizational settings. [ABSTRACT FROM AUTHOR]

Purpose: Employee silence is a pervasive workplace phenomenon that can cause severe economic losses to service organizations. Drawing on conservation of resource theory, the present research aims to investigate interpersonal antecedents of employee silence, specifically workplace ostracism while considering the moderating role of negative reciprocity beliefs (NRBs). Design/methodology/approach: Two-wave data collected from 355 employees working in service organizations in Pakistan supported the theorized model. The study used SmartPLS (v 3.2.7) to examine the measurement model and the structural model. Findings: As projected, the authors found that workplace ostracism was positively related to acquiescence silence and defensive silence, but not related to prosocial silence. Besides, this study's findings supported two-way interaction involving workplace ostracism and NRB on acquiescence silence and defensive silence, but not on prosocial silence. In particular, the presence of high NRB makes the adverse effects of workplace ostracism even worse. Originality/value: This study explores the boundary conditions under which employee silence is more likely or less likely to occur. This just makes the current research all the more salient that why and when ostracized employees resort to remain silent in the workplace. [ABSTRACT FROM AUTHOR]

Background: Work schedules and conditions have a significant impact on the physical, mental, and social well-being of physicians. The purpose of this study is to determine the workload of physicians working in various departments of a tertiary healthcare centre, as well as the link between physician job load and specialty. Methods: This Cross-Sectional study was carried out from October 2020 to November 2020 at KRL Hospital Islamabad. Hospital records were used to gather information about the number of patients. Four parameters, such as mental demand, physical demand, time and effort demands were evaluated. Results: Gynecology had the highest patient load (23 percent), followed by pediatrics (21%) and surgery (14 %). Physically and mentally taxing specialties were urology and maxillofacial surgery. Psychiatry had the lowest demands in terms of mental, physical, time, and effort. Conclusion: Our study shows that Urology and Internal Medicine are more time-consuming and stressful for the physician to perform. Physicians need better working conditions and less work, so we should focus on stress management and reduction for them. [ABSTRACT FROM AUTHOR]

The present qualitative inquiry sheds light on the psychological ramifications and behavioral responses of workplace ostracism in Higher Educational Institutes of Pakistan. The data was collected from 20 ostracized teaching faculty members from public and private sector universities through semi-structured interviews. The interviews were recorded, transcribed, and thematic analysis was carried out by NVIVO 11 Plus software. This was supplemented by content analysis to find the strength of each theme in the form of relative frequencies. The findings revealed three major themes; (1) psychological ramifications manifested in threatened needs and negative emotional reactions, (2) behavioral responses (pro-social, antisocial, and avoidant), (3) the underlying causes of diverse behavioral responses. It was found that negative psychological impacts of ostracism were inevitable, but behavioral responses were primarily pro-social due to ostracized faculty's futureorientation, high importance of maintaining relationships, absence of alternative relations, less exposure to ostracism, and reinclusion expectations. [ABSTRACT FROM AUTHOR]

The concept of workplace ostracism and employee silence has achieved considerable attention in field of organizational psychology in recent years. This research examined the relationship of workplace ostracism with facets of employee silence i.e. acquiescent, defensive and diffident silence with mediating role of perceived self-esteem and meaningful existence in teachers of Public sector universities in Punjab. Data were collected by 200 questionnaires distributed to university teachers serving in Public sector universities in Punjab selected by cluster sampling, out of which 159 usable responses were received. Regression analysis and Preacher and Hayes (2008) mediation test were used to analyze data by SPSS 20 Software. Results revealed a positive association between workplace ostracism and employee silence whereby meaningful existence and self-esteem partially mediate the relationship between workplace ostracism and employee silence. [ABSTRACT FROM AUTHOR]