Iqbal Javed, Hashmi Zarqa Farooq, Asghar Muhammad Zaheer, Rehman Attiq Ur, Järvenoja Hanna
School of English Studies, Zhejiang International Studies University, Hangzhou 310058, China.
School of Education, Huazhong University of Science and Technology, 1037, Luoyu Road, Wuhan 430070, China.
Behav Sci (Basel). 2024 Dec 18;14(12):1218. doi: 10.3390/bs14121218.
Based on social exchange theory, social psychology theories, and despotic leadership theory, this study explored the impact of petty tyranny on employee turnover intentions. Specifically, the authors examined the mediating effect of toxic workplace environments through emotional exhaustion on this relationship among academicians. The authors surveyed 421 employees using a five-point Likert scale across six universities in Lahore, Pakistan and employed a time-lag research design. Partial least squares structural equation modeling (PLS-SEM) and artificial neural network (ANN) analyses, including performance comparisons of various algorithms, were used to test the relationships among the variables. The analysis results of the study suggested that petty tyranny does not significantly and directly contribute to employee turnover intentions; however, this relationship is positively and significantly mediated by toxic workplace environments and emotional exhaustion. The results indicated that toxic workplace environments and emotional exhaustion also have a direct effect on employee turnover intentions. A serial full mediation was found between petty tyranny and turnover intentions, mediated through a toxic workplace environment and emotional exhaustion. Similarly, results from the performance comparison of various algorithms reveal trade-offs between precision, recall, and processing time, with ZeroR and Stacking REP Tree emerging as the most effective in terms of overall model accuracy. This study contributes to the literature by examining petty tyranny, workplace environment, and emotional exhaustion, highlighting the need to address tyrannical behavior to improve employee retention in academic organizations. Our study offers valuable practical implications, emphasizing addressing these issues to reduce turnover in academic organizations. Our study also provides recommendations for future research directions.
基于社会交换理论、社会心理学理论和专制领导理论，本研究探讨了微暴政对员工离职意愿的影响。具体而言，作者通过情感耗竭考察了恶劣工作环境在学者群体中对这种关系的中介作用。作者在巴基斯坦拉合尔的六所大学对421名员工进行了调查，采用五点李克特量表，并采用了时间滞后研究设计。使用偏最小二乘结构方程模型（PLS-SEM）和人工神经网络（ANN）分析，包括各种算法的性能比较，来检验变量之间的关系。研究分析结果表明，微暴政对员工离职意愿没有显著的直接影响；然而，这种关系通过恶劣工作环境和情感耗竭产生正向且显著的中介作用。结果表明，恶劣工作环境和情感耗竭对员工离职意愿也有直接影响。发现微暴政与离职意愿之间存在通过恶劣工作环境和情感耗竭介导的连续完全中介作用。同样，各种算法性能比较的结果揭示了精度、召回率和处理时间之间的权衡，就整体模型准确性而言，ZeroR和Stacking REP Tree最为有效。本研究通过考察微暴政、工作环境和情感耗竭为文献做出了贡献，强调了解决专制行为以提高学术组织中员工留任率的必要性。我们的研究提供了有价值的实践意义，强调解决这些问题以减少学术组织中的人员流动。我们的研究还为未来的研究方向提供了建议。
