Workplace ostracism and organizational deviance: A self-regulatory perspective.

Grounded in self-regulation theory, this research assesses the relationship between employees' experiences of workplace ostracism and organizational deviance, further exploring the mediating function of procrastination and the buffering role of psychological flexibility. Results based on longitudinal (three-wave) data collected from employees in North American organizations illustrate that workplace ostracism elicits organizational deviance because employees suffer from impaired self-regulation, shown through procrastination. Accordingly, this study identifies procrastination as a way by which workplace ostracism facilitates organizational deviance but highlights that the association between procrastination and deviant behavior is mitigated when employees can actively engage in psychological flexibility.

Dispositional causes of burnout, satisfaction, and performance through the fear of COVID-19 during times of pandemic.

Rooted in research into personality, we propose that the Big Five traits would be related to fear of COVID-19 (FOC), which in turn would lead to heightened job burnout, reduced job satisfaction, and decreased performance. Utilizing a three-wave time-lagged design, we collected our data from employees working in the United States and Canada ( = 300 × 3). We found good support for our hypotheses.

Impressing for popularity and influence among peers: The connection between employees' upward impression management and peer-rated organizational influence.

To investigate how employees' impression management behavior, targeted upward at organizational leaders, relates to their peer-rated organizational influence, this study considers both a mediating role of peer-rated workplace popularity and a moderating role of self-rated social dominance orientation. Multisource, three-wave data from employees and their peers in the power-distant, collectivistic country of Pakistan reveal that upward impression management behavior, despite raising some potential organizational concerns, is associated with peer-rated workplace popularity for employees, who in turn can wield greater influence over colleagues. The mediating role of peer-rated workplace popularity also is more prominent to the extent that employees accept social hierarchies, because this orientation makes their use of upward impression management tactics to advance their own and their peers' personal interests more purposeful.

Bridging the Breach: Using Positive Affectivity to Overcome Knowledge Hiding after Contract Breaches.

With a basis in conservation of resources theory, this study investigates the relationship between employees' exposure to perceived contract breaches and their job performance, while also considering the mediating role of knowledge hiding and the moderating role of positive affectivity. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that breaches in the psychological contract hinder job performance, because employees respond with an unwillingness to contribute valuable knowledge to execute their job tasks. This mediating role of knowledge hiding is mitigated if employees can draw from their own positive affectivity trait.

Can mindfulness overcome the effects of workplace ostracism on job performance?

With a basis in the transactional theory of stress and coping, this study investigates the relationship between employees' exposure to workplace ostracism and their job performance, while also considering the mediating role of acquiescence silence and the moderating role of mindfulness. Multisource, three-wave data from employees and their peers in Pakistani organizations reveal that ostracism in the workplace hinders job performance because employees passively withhold relevant ideas about their work due to feelings of acquiescence. The mediating role of acquiescence silence is mitigated if employees can draw from their mindfulness trait.

Growth Factors Release From Concentrated Growth Factors: Effect of β-Tricalcium Phosphate Addition.

Background: Platelet concentrates represent a new approach to improve tissue regeneration and can be used alone or together with autogenous bone, recombinant human growth factors, and/or other biomaterials, to enhance tissue regeneration. Among platelet concentrates, concentrated growth factors (CGFs) exhibit an interesting clinical and biotechnological application potential.

Objective: The aim of this study was to evaluate the in vitro release of 4 growth factors (bone morphogenetic proteins [BMP] -2, BMP-7, transforming growth factor [TGF] -β1, and insulin-like growth factor [IGF] -1) by the enzyme-linked immunosorbent assay (ELISA) technique, in CGFs mixed or not with β-tricalcium phosphate (β-TCP), using or not the Round-up device, at different times.