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The moderating role of rejection sensitivity was also examined.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Design\/methodology\/approach<\/jats:title><jats:p>Data were collected in three time lags from head nurses (<jats:italic>N<\/jats:italic>\u00a0=\u00a0178) working in public and private hospitals. The hypothesized relationships were tested using variance-based structural equation modeling with partial least squares.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Findings<\/jats:title><jats:p>Boss phubbing negatively affected employees' sense of work meaningfulness and had a positive direct and indirect relationship with employee phubbing behavior through self-esteem threat. The hypothesized moderating role of rejection sensitivity was not supported.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Practical implications<\/jats:title><jats:p>The authors recommend that organizations develop policies addressing boss phubbing in the workplace, particularly in contexts in which a high leader\u2013member exchange is desired for organizational effectiveness, such as health-related services. Superiors, such as doctors, should review their mobile phone usage during interactions with subordinates because it is detrimental to employee outcomes.<\/jats:p><\/jats:sec><jats:sec><jats:title content-type=\"abstract-subheading\">Originality\/value<\/jats:title><jats:p>This study is a nascent attempt to test the hypothesized relationships on the emerging phenomenon of phubbing at work in the human\u2013computer interaction domain in Pakistan, a developing country, particularly in hospital settings where a high leader\u2013member exchange is pivotal.<\/jats:p><\/jats:sec>","DOI":"10.1108\/ajim-07-2021-0198","type":"journal-article","created":{"date-parts":[[2021,12,17]],"date-time":"2021-12-17T09:40:51Z","timestamp":1639734051000},"page":"877-900","source":"Crossref","is-referenced-by-count":27,"title":["Examining boss phubbing and employee outcomes through the lens of affective events 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