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Drawing on the affective events theory, this study examined the detrimental effects of supervisors' emotional expression variability on hospitality employees' emotional experience variability and service performance, and whether employees' emotion management buffers such negative impacts. The research hypotheses were examined using longitudinal data collected from 145 hotel employees of multiple hotel companies who completed surveys in four phases: Time 1 (i.e., daily surveys for seven workdays to assess supervisors' emotional expression variability), Time 2 (i.e., daily surveys for 7 workdays to assess employees' emotional experience variability), Time 3, and Time 4 (i.e., a survey rated by supervisors). The results show that supervisors' emotional expression variability has an indirect effect on employees' service performance through employees' emotional experience variability, and employee emotion management mitigates the related detrimental effects. Theoretical and managerial implications are discussed for hospitality researchers and practitioners. [ABSTRACT FROM AUTHOR]

We explored the mediating role of burnout on the association between EDW and sleep disturbances. Our study included 18,744 Korean workers. Respondents were grouped into four levels (none, low, moderate, and high) based on their exposure to two EDW factors: handling angry clients (HAC) and hiding emotion (HE). Mediation models were used to estimate odds ratios (OR) at a 95% confidence interval (CI). Compared to those not exposed, low, moderate, and high HAC increased odds of sleep disturbance by 1.52 (95% CI 1.30–1.78), 3.20 (95% CI 2.57–3.98), and 3.28 (95% CI 2.77–3.88) times, respectively. The indirect effect via burnout accounted for 29.9%, 24.1%, and 23.6% of the total effect, respectively, with estimates of 1.13 (95% CI 1.11–1.16), 1.32 (95% CI 1.26–1.39), and 1.32 (95% CI 1.27–1.37). Low, moderate, and high HE increased the odds of sleep disturbance by 1.45 (95% CI 0.93–2.28), 2.38 (95% CI 1.57–3.61), and 3.14 (95% CI 2.08–4.71) times, respectively. The indirect effect via burnout accounted for 10.5%, 29.7%, and 33.1% of the total effect, with estimates of 1.04 (95% CI 0.98–1.10), 1.29 (95% CI 1.22–1.37), and 1.46 (95% CI 1.38–1.55), respectively. Effective policies are required to protect the psychological wellbeing of workers who frequently engage in interpersonal tasks. [ABSTRACT FROM AUTHOR]

We experimentally investigate how subordinates' budget reporting in hierarchical organizations is influenced by social distance between subordinates and their direct manager. Although prior research promotes reducing this social distance to improve cooperation and efficiency, we contend that reduced social distance can differentially influence budget reporting, conditional on the manager's stake in the residual claim. As predicted, we find through two studies that the effect of reduced social distance changes from increasing subordinates' honesty to decreasing subordinates' honesty as the manager's stake in the residual claim decreases. We also find that subordinates' concern for the manager's economic well-being and concern about the manager's impression of their reporting behavior mediate these results. The implications of our findings for management accounting theory and practice are discussed. Data Availability: Please contact the authors. JEL Classifications: C91; D91; M41. [ABSTRACT FROM AUTHOR]

In the age of the digital revolution, attracting and retaining the youngest generation of employees, namely Generation Z, has emerged as a critical concern for organizations. The present study theoretically and empirically explores the relationship between workplace expectations and turnover intention mindset using a sample of 308 students as representatives of Generation Z in Romania. Our results indicate that work-life balance, work dynamics, and work rewards - promotions, each explain a significant proportion of variability in turnover intention mindset. Still, these relationships are moderated by work experience and work meaningfulness. Accordingly, we provide new insights into exploring differences in Romanian students as representatives of Generation Z members' turnover intention mindset through workplace expectations. We also provide practical recommendations for business leaders. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to study how individuals assess responsibility during an uncontrollable event requiring collective action, using crises affecting service workers as contexts. Specifically, the authors examine what parties consumers hold responsible for ensuring service worker welfare following an uncontrollable event and determine what factors make customers more open to accepting responsibility for ensuring worker welfare themselves. Design/methodology/approach: The authors surveyed a nationally representative sample of US consumers regarding their attitudes toward protecting service workers during COVID-19 and used regression analysis to identify factors that predict attributions of responsibility to customers. The authors also conducted an experiment (using a new crisis context) to determine whether certain key factors impact customer perceptions of their own responsibility for helping employees during an uncontrollable event. Findings: The survey results show US consumers hold firms most responsible for worker welfare, followed by customers and, finally, government. When examining factors that drive attributions of responsibility for customers, perceptions of how sincere firms are in their efforts to help employees predict higher responsibility attributions, and experimental results confirm that higher perceived firm sincerity increases consumers' own sense of responsibility toward workers. Social implications: This research identifies factors that affect consumer support for efforts to help service employees and collective action problems more generally. Originality/value: This research highlights an under-studied crisis context – uncontrollable events that require collective action – and shows how consumers make assessments about their own responsibility (in addition to the responsibility of the service firm) in these contexts. [ABSTRACT FROM AUTHOR]

Background: Breast cancer is the commonest cancer among women in India, yet the uptake of early detection programs is poor. This leads to late presentation, advanced stage at the time of diagnosis, and high mortality. Poor accessibility and affordability are the most commonly cited barriers to screening: we analyse socio-cultural factors influencing the uptake of early detection programmes in a Universal Health Coverage (UHC) setting in India, where geographical and financial barriers were mitigated. Methods: Two hundred seventy-two women engaging in an awareness-based early detection program were recruited by randomization as the participant (P) group. A further 272 women who did not participate in the early detection programme were recruited as non-participants (NP). None of the groups were previously screened for breast cancer. Interviews were conducted using a 19-point questionnaire, consisting of closed-ended questions regarding demographics and social, cultural, spiritual and trust-related barriers. Results: The overall awareness about breast cancer was high among both groups. None of the groups reported accessibility-related barriers. Participants were more educated (58.09% vs 47.43%, p = 0.02) and belonged to nuclear families (83.59% vs 76.75%, p = 0.05). Although they reported more fear of isolation due to stigma (25% vs 14%, p = 0.001), they had greater knowledge about breast cancer and trust in the health system compared to non-participants. Conclusions: The major socio-cultural barriers identified were joint family setups, lower education and awareness, and lack of trust in healthcare professionals. As more countries progress towards UHC, recognising socio-cultural barriers to seeking breast health services is essential in order to formulate context-specific solutions to increase the uptake of early detection and screening services. [ABSTRACT FROM AUTHOR]

Purpose Considering worker's perspective, the purpose of this study was twofold: (1) to document the meaning of the experience of recognition in the return to work (RTW) process of work after a sick leave due to a common mental disorder (CMD) and (2) to investigate the phenomenon of recognition for workers in the process of RTW after a sick leave due to a CMD, by evaluating the presence or absence of marks of recognition from salient RTW stakeholders stemming from different systems. Methods The Relational Caring Inquiry phenomenological method was used to explore the meaning of recognition during the return-to-work process and marks of recognition in a group of 20 workers who returned to their employment after a sick leave due to a CMD. In depth individual interviews were conducted with each participant. Results The definition of recognition that emerged from workers experiencing the RTW process is related to the behaviours and attitudes of various stakeholders, stemming from the work, health, insurance and social systems that allow them to feel appreciated, valued and respected, throughout the RTW process. Recognition was most often described as showing support, trust, respect for recovery and pace, and providing positive feedback. Conclusion The findings from this study could serve as guidelines in organizations regarding the RTW process, and in particular clarifying the roles and actions that different stakeholders could take in the workplace to stimulate expressions of meaningful recognition. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the difference between attributional style, emotion regulation, health, wellbeing and burnout of public and private sector bank employees. The sample includes 80 employees of public and private sector bank of India from Varanasi District. The sample consisted of managerial employees who volunteered to participate in the study. Five questionnaires namely Organizational Attributional Style Questionnaire, Emotion Regulation Questionnaire, General Health Questionnaire, Scale of Psychological Well-Being and Maslach Burnout Inventory have been administered on the subjects. The data have been analyzed by using descriptive analysis, mean, SD and t-test. The results revealed that public and private bank employees did not differ significantly on the scale of organizational attributional style but they differ significantly on the four scales i.e., emotion regulation, health, psychological well-being and burnout. [ABSTRACT FROM AUTHOR]

This article considers the intersection of sexual harassment and internal hegemonic masculinity in assessing the experiences of men working in the gay tourism industry in Spain. It reports data from 36 interviews with managers and employers in a range of organizations primarily catering for gay, male customers. Consideration of the experiences of men working in the gay tourism industry allows for an understanding of how they navigate the near-constant sexual harassment they experience from customers and how these experiences can be located within contemporary debates about masculinity. The article introduces the concept of 'submissive masculinity' to explain how the sexual harassment suffered by the men working in this context is normalized and accepted, despite being unwanted, contributing to the vulnerability and subordination of men experiencing sexual harassment from other men. [ABSTRACT FROM AUTHOR]

Copyright of Service Industries Journal is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Cyprus Turkish Journal of Psychiatry & Psychology (CTJPP) / Kıbrıs Türk Psikiyatri ve Psikoloji Dergisi is the property of Cyprus Turkish Journal of Psychiatry & Psychology (CTJPP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Over the last four decades, employees' adherence to Islamic rules, even if they do not follow Islam, became necessary in Iran's organizational environment. As a result, Iranian employees, especially women, are required to conform to religious norms and regulations at work, despite their non-Islamic identity. In this study, we extend identity theory and social identity theories to examine the Islamic-based identity threat experienced by Iranian women and its effect on women's authenticity at work, turnover intentions, and job satisfaction. We also predict that accepting external influence, as an individual trait, will moderate the effect of Islamic-based identity threat on authenticity at work. Surveying 177 Iranian women, we examine a moderated mediation model. Our findings show that women's perceptions of Islamic-based identity threat driven by their organizations' religious rules, policies, and norms prevent them from expressing their authentic core values, resulting in increased turnover intentions and decreased job satisfaction. [ABSTRACT FROM AUTHOR]

Objective: There is a need for tailored interventions aimed at promoting the sustainable return to work (RTW) of cancer survivors. As managers have a primary role in supporting cancer survivors to return to work, a better understanding of the "cancer survivor‐manager" dyadic process is much needed. The aim of this paper is to introduce the cancer survivor‐manager dyad in the context of RTW of cancer survivors, and to inform future studies by presenting theoretical, conceptual, and methodological considerations. Conclusions: Different theoretical, conceptual, and methodological aspects are addressed that open new perspectives concerning the cancer survivor‐manager dyad. Among the theoretical and conceptual aspects, we highlight the interest of developing dyadic coping models specific to the cancer survivor‐manager dyad. This would allow the conceptualization of their interpersonal dynamics and to frame interventions aimed at supporting cancer survivors and managers. In addition, we encourage to study in more detail the quality of the relationship between the cancer survivor and manager, including its impact on work‐related outcomes of the cancer survivor. Methodologically, the actor‐partner interdependence model could be relevant to identify any interdependence in the cancer survivor‐manager dyad. We also recommend using longitudinal and prospective studies to investigate the cancer survivor‐manager dyad, as these studies are well suited to identify evolutive and dynamic aspects of the cancer survivor‐manager dyad. Lastly, we propose a recruitment strategy of the dyad by involving a trustworthy third party, to respect the ethical framework, and the privacy and voluntary choice of cancer survivors. Key points: The success of the implementation of managerial actions supporting the cancer survivor's return to work depends on the manager's and cancer survivor's willingness and ability to act as a unit.Studies focusing on the cancer survivor‐manager dyad are needed and a specific conceptual model would be useful to conceptualize the interpersonal dynamics.It is important to identify determinants of the quality of the cancer survivor‐manager relationship, and their effect on the return‐to‐work process.To study the cancer survivor‐manager dyad, the use of the actor‐partner interdependence model and prospective longitudinal studies are recommended.For the recruitment of cancer survivor‐manager dyads, it is recommended to employ a cancer survivor‐focused approach involving a trustworthy third party. [ABSTRACT FROM AUTHOR]

Background: The ability to return to work and remain at work is an important recovery milestone after a cancer diagnosis. With the projected number of colorectal cancer patients of working age likely to increase, it is important to identify when a person is ready to resume work. There are many employment‐related tools available to help people return to work after injury or illness; however, it is unknown which may be suitable for a person with colorectal cancer. Aim: To identify tools related to employment readiness in colorectal cancer survivors and to chart the relevant factors of employment assessed by these tools. Method: Literature searches were performed in PubMed, CINAHL, Embase and Medline, the Cochrane library and PsycINFO using search terms around cancer, survivorship and employment to identify all peer‐reviewed articles published in English up to June 2022. Results: Thirty‐five studies used a total of 77 tools focused on assessing employment issues experienced by people with cancer in general. Four tools were used with colorectal cancer survivors. None considered all relevant employment‐related factors for colorectal cancer survivors. Conclusion: Tools used to identify return‐to‐work and remain‐at‐work were not specific to colorectal cancer. There are a range of existing tools that collate some, but not all, of the domains and outcome criteria required to meet the employment needs of colorectal cancer survivors. To optimize work outcomes for the working colorectal cancer population, a specified tool is warranted. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity. Design/methodology/approach: The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes' Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge. Findings: The analytical findings indicate that an employee's desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB. Originality/value: To the best of the authors' knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace. [ABSTRACT FROM AUTHOR]

Background: Research has documented occupational health disparities, including higher rates of work‐related injuries, among temporary workers compared with workers in standard employment arrangements. According to guidance from the Occupational Safety and Health Administration (OSHA) and the National Institute for Occupational Safety and Health (NIOSH), both staffing companies and host employers are responsible for protecting the occupational safety and health (OSH) of temporary workers. To date, there has been little qualitative research on temporary worker OSH in the United States and a lack of evidence‐based OSH programs designed to meet the needs of temporary workers. The aim of this study was to better understand the barriers to and facilitators of temporary worker OSH from the perspective of US staffing companies. Methods: In‐depth interviews were conducted with a convenience sample of representatives from 15 US staffing companies. Interviews were audio recorded, transcribed verbatim, and analyzed through a three‐step process. Results: Commonly mentioned barriers to temporary worker OSH include differential treatment of temporary workers by host employers; lack of understanding among host employers and staffing companies of joint OSH responsibilities; and workers' fear of job loss or other negative repercussions if they report an injury or illness or voice OSH concerns. Commonly mentioned facilitators of temporary worker OSH include conducting client assessments and site visits and fostering strong communication and relationships with both host employers and temporary workers. Conclusions: These findings can help inform the tailoring of OSH programs to promote health equity in temporary workers. [ABSTRACT FROM AUTHOR]

This study aims to examine the factors that impact accountants' adoption of remote working within Jordanian governmental organizations. Several models have proven to explain the acceptance and usefulness of technology. Therefore, this study provides an integrated model from a set of theories, including the Technology Acceptance Model (TAM), Technology–Organization–Environment (TOE), Social Capital Theory (SCT), and Theory of Reasoned Action (TRA). The data were gathered from 155 accountants working in Jordanian governmental organizations. PLS-SEM was performed on the data using the Smart-PLS 3 software. The study found a positive relationship between organizational culture, management support, policies, perceived ease of use, and subjective norms with perceived usefulness. In addition, the study found a positive supported relationship between perceived ease of use, perceived usefulness, and subjective norms and attitude toward use. Lastly, this study found a positive supported relationship between attitude toward use and behavioural intention and actual use. This study recommends that future research expand the model by adopting the technological context. In addition, further research could implement the study over a new geographical context in developed and developing countries and compare outcomes. [ABSTRACT FROM AUTHOR]

Ensuring that intelligent vehicles do not cause fatal collisions remains a persistent challenge due to pedestrians' unpredictable movements and behavior. The potential for risky situations or collisions arising from even minor misunderstandings in vehicle–pedestrian interactions is a cause for great concern. Considerable research has been dedicated to the advancement of predictive models for pedestrian behavior through trajectory prediction, as well as the exploration of the intricate dynamics of vehicle–pedestrian interactions. However, it is important to note that these studies have certain limitations. In this paper, we propose a novel graph-based trajectory prediction model for vehicle–pedestrian interactions called Holistic Spatio-Temporal Graph Attention (HSTGA) to address these limitations. HSTGA first extracts vehicle–pedestrian interaction spatial features using a multi-layer perceptron (MLP) sub-network and max pooling. Then, the vehicle–pedestrian interaction features are aggregated with the spatial features of pedestrians and vehicles to be fed into the LSTM. The LSTM is modified to learn the vehicle–pedestrian interactions adaptively. Moreover, HSTGA models temporal interactions using an additional LSTM. Then, it models the spatial interactions among pedestrians and between pedestrians and vehicles using graph attention networks (GATs) to combine the hidden states of the LSTMs. We evaluate the performance of HSTGA on three different scenario datasets, including complex unsignalized roundabouts with no crosswalks and unsignalized intersections. The results show that HSTGA outperforms several state-of-the-art methods in predicting linear, curvilinear, and piece-wise linear trajectories of vehicles and pedestrians. Our approach provides a more comprehensive understanding of social interactions, enabling more accurate trajectory prediction for safe vehicle navigation. [ABSTRACT FROM AUTHOR]

Aims and Objectives: To determine the global prevalence of nursing burnout syndrome and time trends for the last 10 years. Background: The prevalence of burnout syndrome varied greatly in different regions in the last 10 years, so the average prevalence and time trends of nursing burnout syndrome for the last 10 years were not completely clear. Design: A meta‐analysis conducted in the PRISMA guidelines. Methods: CINAHL, Web of Science, and PubMed were searched for trials on the prevalence of nursing burnout syndrome from 2012 to 2022 systematically. Hoy's quality assessment tool was used to evaluate the risk of bias. The global prevalence of nursing burnout syndrome was estimated, and subgroup analysis was used to explore what caused heterogeneity. Time trends for the last 10 years were evaluated by meta‐regression using Stata 11.0. Results: Ninety‐four studies reporting the prevalence of nursing burnout were included. The global prevalence of nursing burnout was 30.0% [95% CI: 26.0%–34.0%]. Subgroup analysis indicated that the specialty (p <.001) and the region (p <.001) and the year (p <.001) were sources of the high heterogeneity. Meta‐regression indicated that it tended to increase gradually for the last 10 years (t = 3.71, p =.006). The trends increased in Europe (t = 4.23, p =.006), Africa (t = 3.75, p =.006) and obstetrics (t = 3.66, p =.015). However, no statistical significance was found in ICU (t = −.14, p =.893), oncology (t = −0.44, p =.691) and emergency department (t = −0.30, p =.783). Conclusions: A significant number of nurses were found to have moderate‐high levels of burnout syndrome for the last 10 years. The meta‐analysis also indicated an increased trend over time. Therefore, more attention to the prevalence of nursing burnout syndrome is urgently required. Relevance to Clinical Practice: High prevalence of nursing burnout may attract more attention from the public. This analysis may serve as an impetus for relevant policy to change nurses' working conditions and reduce the occurrence of burnout. [ABSTRACT FROM AUTHOR]

The article presents the discussion on different types of work-related gender-based harassment (GBH), specifically sexual and gender harassment. Topics include wide variety of employment sectors started competitions, giving testimony of the sexist offences endured in their working lives and demanding measures to ensure a safe work environment; and sexual harassment and non-sexualizing, sexist experiences.

Purpose: Although service researchers have long suggested that customer mistreatment adversely impacts service employees' outcomes, statistical integration of current empirical findings has been lacking. This meta-analysis aims to review and statistically synthesize the state of research on the relationship between customer mistreatment and service employees' affective, attitudinal and behavioral outcomes. Design/methodology/approach: The authors included 221 effect sizes of 135 independent samples from 119 primary studies (N = 47,964). The authors used a meta-analytic approach to quantitatively review the relationship between customer mistreatment and service employees' affective, attitudinal and behavioral outcomes. Meta-analysis structural equation modeling was used to explore the mediation mechanism of service employees' affective outcomes on the relationships between customer mistreatment and employees' attitudinal and behavioral outcomes. Meta-regression was applied to explore the impact of contextual-level moderators (i.e. service provider type and service delivery mode) on these relationships. Furthermore, we compared the effects of customer mistreatment with the effects of other organizational-related factors on some commonly measured employee outcomes. Findings: The results show that customer mistreatment has a significant negative impact on service employees' affective outcomes (i.e. negative emotions), attitudinal outcomes (i.e. job satisfaction, organizational commitment, work engagement and turnover intention) and behavioral outcomes (i.e. job performance, surface acting and emotional labor). Additionally, service employees' negative emotions mediate the association between customer mistreatment and employees' job satisfaction, turnover intention, surface acting and emotional labor. Furthermore, the relationships between customer mistreatment and service employees' negative emotions and job performance are influenced by a contextual-level moderator (i.e. service delivery mode). Originality/value: The authors contribute to the literature by providing robust meta-analytic estimates of the effects of customer mistreatment on a variety of service employees' affective, attitudinal and behavioral outcomes, as well as the different magnitudes of the effect sizes between customer mistreatment and other job-related and personality-related factors by quantifying the true variability of the effect sizes. The authors draw on current theories underpinning customer mistreatment to test a theoretical model of the mediation mechanism of service employees' affective outcomes (i.e. service employees' negative emotions) on the relationships between customer mistreatment and employees' attitudinal and behavioral outcomes. The authors explore the effects of two contextual-level factors (i.e. service provider types and service delivery mode) related to the service delivery context that may account for the variability of effect sizes across empirical studies. [ABSTRACT FROM AUTHOR]

Context and background: Cities in developing world are experiencing rapid urbanization characterized by rapid population growth. Tanzania like many other most of urban areas face poor public transport which force city dwellers to use alternative transport including walking. With lack of pedestrian infrastructures like segregated walkways, roads accidents create a great challenge for pedestrian safety. Goal and Objectives: This paper attempts to explore the influence of mixed traffic on occurrence of pedestrian related roads accidents in urban built environments. Methodology: Analysis of road accidents statistics and interview of road users and road traffic police were done in order to generate the link between mixed traffic and roads accidents for pedestrians Results: The results indicates that, the majority of road accidents involve a pedestrian with other traffic such as vehicles, motorcycles, buses, Lorries but not pedestrians themselves. This paper concludes that most of the road's accidents for the pedestrian are the result of conflict or collision with other road users. Road accident statistics indicate that most of the pedestrian road accidents involve cars and pedestrians at 26%, pedestrians and motorcycles at 39%, pedestrians and buses at 26%, pedestrians and bicycles at 4% and pedestrians and three-wheelers at 5.1%. This indicates that the existing traffic mix situation increases the danger of the pedestrian to be involved in road accidents. The paper also concludes that the violation of regulation by different roads users impacted the safety of pedestrian. [ABSTRACT FROM AUTHOR]

Objective General practice receptionists provide an essential function in the healthcare system but routinely encounter acts of incivility and aggression from patients, including hostility, abuse and violence. This study was conducted to summarise what is known about patient-initiated aggression towards general practice receptionists, including impacts on reception staff and existing mitigation strategies. Design Systematic review with convergent integrated synthesis. Eligibility criteria Studies published at any time in English that examine patient aggression experiences of reception staff in primary care settings. Information sources Searches of five major databases were performed (CINAHL Complete, Scopus, PubMed, Healthcare Administration Database and Google Scholar) to August 2022. Results Twenty studies of various designs were included, ranging from the late 1970s to 2022 and originating from five OECD countries. Twelve were assessed as high quality using a validated checklist. Reviewed articles represented 4107 participants; 21.5% were general practice receptionists. All studies reported that displays of aggression towards receptionists by patients were a frequent and routine occurrence in general practice, particularly verbal abuse such as shouting, cursing, accusations of malicious behaviour and use of racist, ablest and sexist insults. Although infrequent, physical violence was widely reported. Inefficient appointment scheduling systems, delayed access to doctors and prescription denial appeared common precipitators. Receptionists adapted their behaviour and demeanour to placate and please patients to avoid escalation of patient frustrations at the cost of their own well-being and clinic productivity. Training in patient aggression management increased receptionist confidence and appeared to decrease negative sequalae. Coordinated support for general practice reception staff who had experienced patient aggression was generally lacking, with a small proportion receiving professional counselling. Conclusions Patient aggression towards reception staff is a serious workplace safety concern for general practices and negatively affects healthcare sector function more broadly. Receptionists in general practice deserve evidence-based measures to improve their working conditions and well-being for their own benefit and that of the community. [ABSTRACT FROM AUTHOR]

Emotional labor is a well-documented work stressor that may have important implications for preschool teachers. Integrating conservation of resources theory and the stressors-detachment model, this study seeks to develop a moderated mediation model in which two forms of surface acting (i.e., faked positive emotions and suppressed negative emotions) would be indirectly associated with poor family functioning via psychological detachment, and the indirect association would be moderated by family-supportive supervisor behaviors. This study was investigated among 411 preschool teachers in Chinese society. Results revealed that both faked positive emotions and suppressed negative emotions led to impaired family functioning, and lack of psychological detachment mediated the detrimental effects. The moderated mediation analyses further showed that the mediated path became weaker for preschool teachers received more family-supportive supervisor behaviors. These findings deepen our practical and theoretical understanding of why and when surface acting impacts preschool teachers' family lives. [ABSTRACT FROM AUTHOR]

Patients with a rare cancer often face delays in their diagnostic and treatment trajectory, which may affect their work. In this study, we explored experiences and needs of: 1) patients with a rare cancer regarding return to work (RTW) and work retention, and 2) (health care) professionals (HCPs) regarding work-related support of patients with a rare cancer, throughout their disease trajectory. Semi-structured, in-depth interviews with working-age patients with a rare cancer (n = 16), and HCPs (n = 9) were conducted. During the interviews, a predefined topic list was used. Interviews were transcribed verbatim and analysed by means of thematic analysis. In total, three themes emerged from the interviews: 1) Awareness in patients and HCPs as a first step towards work, 2) Being/becoming an expert is a tough job, and 3) Enhancing employability through early personalized guidance. Patients with a rare cancer are confronted with uncertainties regarding work, due to an overall lack of knowledge and experience with these types of cancer. Raising awareness among patients, HCPs and employers about rare cancer and its implications, and providing timely individualized, supportive occupational care are required to improve rare cancer patients' ability to work. Recognizing and paying attention to the work-related consequences of a rare cancer diagnosis and its treatment is essential to facilitate rare cancer patients' occupational rehabilitation process. Multidisciplinary collaboration and involvement of HCPs specialized in rare cancer are required to provide suitable work-related support. A personalized approach is necessary to adequately address rare cancer patients' RTW and work retention needs. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this study is to shed light on the talent management practices in the unique context of seasonal work in professional kitchens. Acknowledging that in the context of seasonal work in the hospitality industry it is rather difficult to rely on mainstream strategic talent management practices (e.g. training and development), the authors draw on resource orchestration, an extension of the resource-based view and propose a conceptual model of talent management tactics that could potentially increase seasonal employees' likelihood of returning to the same employer. Design/methodology/approach: Given the uniqueness of the context of this study and the dearth of prior relevant research, this study uses a grounded theory approach. Specifically, this study analyses and draws conclusions from 25 interviews with employees in commercial kitchens. Findings: This study develops a "talent orchestration model", which places emphasis on management of talented employees across three dimensions: structuring, leveraging and developing talent. Research limitations/implications: Extant literature in human capital management focusses mostly on the development of human capital, but the results place more emphasis on using or leveraging human capital. Originality/value: This study moves beyond the well-researched context of hotels and focusses on talent management behind closed doors as in the case of kitchen chefs and, drawing on resource orchestration, this study further examines talent management practices with shorter time frame targeted on seasonal employees. [ABSTRACT FROM AUTHOR]

This study investigates the impact of perceived organizational support (POS), employee empowerment (EE), and organizational commitment (OC) on turnover intention (TI) in the Lebanese small and medium-sized enterprises (SMEs) sector. The study also examines the mediating role of employee engagement (EEG) in this relationship. A sample of 390 employees from SMEs in Lebanon was surveyed using a structured questionnaire. The data were analyzed using structural equation modeling (SEM). The results show that POS, EE, and OC are negatively related to TI in the Lebanese SMEs sector. Moreover, EEG mediates the relationship between POS, EE, and OC and TI. Specifically, the study found that the more employees perceive support from their organization, feel empowered, and are committed to the organization, the more engaged they are, which in turn reduces their intention to leave the organization. These findings have several implications for SMEs in Lebanon. First, the study suggests that SMEs should provide employees with support, empowerment, and opportunities fo organizational commitment to reduce TI. Second, the study highlights the importance of employee engagement in mediating the relationship between these variables and TI. Thus, SMEs should focus on improving employee engagement through various means, such as fostering a positive work environment, providing growth and development opportunities, and recognizing employees' contributions. [ABSTRACT FROM AUTHOR]

Developing a tailor-made centrality measure for a given task requires domain- and network-analysis expertise, as well as time and effort. Thus, automatically learning arbitrary centrality measures for providing ground-truth node scores is an important research direction. We propose a generic deep-learning architecture for centrality learning which relies on two insights: 1. Arbitrary centrality measures can be computed using Routing Betweenness Centrality (RBC); 2. As suggested by spectral graph theory, the sound emitted by nodes within the resonating chamber formed by a graph represents both the structure of the graph and the location of the nodes. Based on these insights and our new differentiable implementation of Routing Betweenness Centrality (RBC), we learn routing policies that approximate arbitrary centrality measures on various network topologies. Results show that the proposed architecture can learn multiple types of centrality indices more accurately than the state of the art. [ABSTRACT FROM AUTHOR]

This study examined the indirect effect and moderators that may explain the link between unfriendly customer behaviors and workers' psychological capital with a sample of 380 employees. We hypothesized that perceived health symptoms would have an indirect effect on the link between unfriendly customer behaviors and psychological capital. We also hypothesized a moderated mediation model, in which positive humor events would moderate the indirect effect. Results show that the negative association between unfriendly customer behaviors with psychological capital was due to an increased level of perceived health symptoms. Moreover, positive humor events moderated the link between unfriendly customer behaviors and perceived health symptoms, such that the link was stronger when the frequency of positive humor events was low to moderate. This study addresses a major gap in the positive psychology literature by attempting to examine why unfriendly customer behaviors relate to decreased psychological capital and what factors influence in this relation. Practical implications are further discussed. [ABSTRACT FROM AUTHOR]

Incorporating spirituality into the workplace positively affects employees' physical, psychological, mental, and spiritual well-being, hence contributing to sustainability. With this background, the objective of this study is to broaden our understanding of workplace spirituality and its association with employee ambidexterity through the theoretical lens of social exchange theory. It also examines the underlying mediational mechanism of employee perception of managerial trustworthiness and the moderating role of psychological distance A total of 384 Information Technology (IT) professionals participated in the study. Data were analyzed using Smart-PLS. It was found that workplace spirituality has a positive association with employee ambidexterity. Further, employee perception of managerial trustworthiness partially mediated the relationship between workplace spirituality and employee ambidexterity. Surprisingly, psychological distance did not moderate the relationship between workplace spirituality and employee perception of managerial trustworthiness. However, psychological distance moderated the relationship between workplace spirituality and employee ambidexterity. This study is an attempt to broaden the frontiers of workplace spirituality research, and it provides critical insights into how workplace spirituality fosters employee ambidexterity via employee perception of managerial trustworthiness. The findings also contribute to the scant research on the moderating role of psychological distance. Although studies have emphasized the need to explore the positive consequences of workplace spirituality, scant attention has been paid to its association with employee ambidexterity. To the best of our knowledge, no prior examination has been done on such a model, making our study unique and novel. [ABSTRACT FROM AUTHOR]

How managers can promote sustainability among their employees has become an important research issue in the field of organizations. Based on the theory of person–environment fit and social learning, the internal mechanism and the conditions of servant leadership on the two dimensions of emotional labor of the epidemic situation were studied through the analysis of the questionnaire data at two time points. The study revealed that the adoption of servant leadership by managers can have a positive impact on employee well-being and deep acting in the context of COVID-19, and this is critically important for the sustainable development of employees. Employee well-being is positively correlated with deep acting and negatively correlated with surface acting. Employee well-being plays a mediating role between servant leadership and the two dimensions of emotional labor. Perceived organizational support plays a moderating role between servant leadership and surface acting. The research findings can serve as a reference for enterprises to take measures in mitigating the adverse impact of COVID-19. Moreover, they provide new insights for managers to facilitate the sustainable development of their employees. [ABSTRACT FROM AUTHOR]

Sexual harassment is pervasive globally within hospitality organizations. This conceptual study identifies organizational climate characteristics that make the restaurant work environment unique as compared to other industries. The work environment is based upon keeping the customer happy, includes gender gaps in power structures, emphasis on appearances, entrepreneurial in nature, the physical work environment, and alcohol is served. A framework for sexual harassment training must consider organizational factors, pre/post training, design, and evaluation. The study also provides a framework for sexual harassment training given these distinctive esthetics. [ABSTRACT FROM AUTHOR]

The article provides argumentation regarding the the essence, composition and structure of the ecosystem of human resources of organizations in the contour of human-centeredness. The factors of paradigm changes in the management of human resources of organizations in the third decade of the XXI century are disclosed. Factual data of asymmetries and contradictions in the current state of the social and labor sphere in the global dimension, that become a threat to national security, are presented. The main drivers of the global economy have been allocated as evidence of the unattainability of social quality standards. The relevance of the ecosystem of human resources of organizations as the main focus of economic activity is substantiated. The understanding of the theoretical construct is revealed and the fundamental foundations of the conceptology of the ecosystem of human resources in the context of human-centeredness are outlined. Within the framework of the genesis, the components and semantic characteristics of the concept of «ecosystem» are highlighted. A comparative parallel is drawn between the ecosystem of human resources of organizations and traditional HR management. The innovations in social and labor relations, also in the in social and labor interaction of economic agents in the ecosystem are defined. The mental model of the ecosystem of human resources as one of the local components of the socioeconomic system and the «product» of economic convergence is disclosed. The actualization of new, non-standard, hybrid forms of relationships and interactions between socioeconomic agents is underlined. Emphasis is placed on the post-industrial type of social and labor convergence. A comprehensive map has been proposed, which clearly reflects the authors? own vision of the structure and component saturation of the ecosystem of human resources of organizations. The primacy and dominance of social policy in a human-oriented society are substantiated. The complex dimension of the humancenteredness model is emphasized and the components of this model are allocated. The authors? assessments of the future of man in the era of digitalization against the background of pessimistic forecasts of the gurus of modern economic thought are presented. The authors express the conviction of the need to establish a new worldview and human-oriented thinking for the sake of a balanced and agnostic perspective of sustainable socioeconomic, including socio-labor, development. [ABSTRACT FROM AUTHOR]

S'appuyant sur une étude qualitative avec des employés de banque, et à travers l'éclairage de la théorie des rôles, cette recherche identifie des rôles déviants du personnel de vente en front-office (PVFO) dans la gestion des réclamations: la rétention, la dénégation-relégation et la désimplication. Ces rôles constituent des stratégies d'ajustement pour gérer des tensions personnelles et sont la manifestation d'un pouvoir d'agir face aux équipes et au client. La recherche, à la frontière du marketing et des ressources humaines, propose des recommandations managériales visant à limiter les rôles déviants du PVFO qui nuit au travail des autres personnels. [ABSTRACT FROM AUTHOR]

Nurses are the closest healthcare providers to patients and emotional labor is the most invisible part of nursing work. However, the management of emotions to promote organizational goals and to ensure patient satisfaction may have both positive and negative impacts on nurses' working life. The purpose of this cross‐sectional, descriptive study was to examine the emotional labor behaviors of nurses and their opinions on emotional labor. Two hundred nineteen nurses working at public hospitals in Ankara between September and December 2018 participated to this study. Data were collected using the sociodemographic characteristics form and "The Scale of Emotional Labor Behavior for Nurses." Nurses had higher scores on the deep and sincere emotional acting subdimensions of the emotional labor scale than the surface acting subdimension. Findings suggest that nurses act deeply and intimately, instead of surface acting. Most of the nurses expressed that nurses were emotionally affected when caring for patients; however, nurses had to control their feelings toward patients and behave professionally to meet the expectations of their managers, which may lead to an implicit emotional dissonance. Based on the results of this study, we suggest to support nurses emotionally and to incorporate the topic of emotional labor into educational programs. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to study the influence of centralization and formalization on the frequency of political tactics (FPT) used by employees. It also examines political will as the underlying variable that mediates the relationship between the focal variables. Design/methodology/approach: The study uses data (n = 234) collected from a large public sector organization in India. The interrelationships are tested empirically using structural equation modeling. Findings: The findings suggest that both centralization and formalization significantly influence the FPT used by employees. Also, political will partially mediate the relationship between centralization, formalization and FPT. Research limitations/implications: The study provides evidence of the influence of centralization and formalization as two organizational realities that lead to employee engagement in political tactics. It also elucidates the importance of political will and the need to develop social astuteness to maneuver through the maze of organizational politics. The study is conducted in a public sector organization in India and uses cross-sectional data. Therefore, generalizations must be made with caution. Originality/value: The study establishes political will as an important mediator between centralization, formalization and political behavior, fostering in-depth research into the structural aspects of public sector organizations. It also establishes political will as an important individual disposition of employees that augments the engagement of employees in political behavior in highly centralized and formalized organizations. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates the mediating role of organizational change capacity (OCC) in the relationship between the perception of extreme contexts and firm product and process innovation, which was not empirically investigated in the literature. In addition, this study explores the moderating role of the perception of extreme contexts-related variables, which were not operationalized in ordinary firms, on the relationship between OCC and firm product and process innovation. Design/methodology/approach: A questionnaire-based research was conducted to test the suggested hypotheses. The data were gathered from 90 firms during the peak period of COVID-19. Findings: This study shows that OCC, which covers contexts, process and learning dimensions, fully mediates the relationship between the perception of extreme contexts and firm product and process innovation. Also, this study discovers that the perception of extreme contexts, including temporal ordering of extremity, the magnitude of consequences, proximity among people and operational deficiencies, positively moderate the relationship between OCC and firm product innovation. Research limitations/implications: This study has constraints inherited in survey design, primarily sampling and country context. Originality/value: This study identifies, conceptualizes and operationalizes the term extreme context, conceptually argued for particular organizations/units in ordinary/mundane organization settings so far. In addition, this study extends the current understanding of how the perception of extreme contexts interacts with a firm's capability to increase innovation efforts. Further, this study shows how OCC mediates the relationship between extreme contexts and firm product and process innovation. [ABSTRACT FROM AUTHOR]

Purpose: Given the growing relationship between Nigeria and the USA, the purpose of this study is to compare conflict communication of Nigerians and Americans. Design/methodology/approach: A total of 186 Nigerians and 214 Americans completed an online survey of Hammer's (2005) Intercultural Conflict Style Inventory as well as items about the effect of conflict on team collaboration. Findings: Contrary to expectations, Nigerians reported using more direct, whereas Americans reported using more indirect, communication when confronting conflict despite the stereotype that Americans are typically direct or more likely to say what is on their minds. However, consistent with expectations, Nigerians reported exercising more emotional restraint, whereas Americans favored the use of emotional expressiveness in conflict. Originality/value: Overall, Nigerians were more concerned than Americans about the negative effect of conflict on team collaboration in the workplace. This concern was associated with the use of directness, indirectness and emotional restraint. Further, an exploratory structural equation model showed that the use of emotional expression was affected, in different ways, by several aspects of work and communication. Implications of these results are discussed along with directions for future research. [ABSTRACT FROM AUTHOR]

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While people across the world value honesty, it is undeniable that it can sometimes pay to be dishonest. This tension leads people to engage in complex behaviors that stretch the boundaries of honesty. Such behaviors include strategically avoiding information, dodging questions, omitting information, and making true but misleading statements. Though not lies per se, these are nonetheless deviations from honesty that have serious interpersonal, organizational, and societal costs. Based on a systematic review of 169 empirical research articles in the fields of management, organizational behavior, applied psychology, and business ethics, we develop a new multidimensional framework of honesty that highlights how honesty encompasses more than the absence of lies—it has relational elements (e.g., fostering an accurate understanding in others through what we disclose and how we communicate) and intellectual elements (e.g., evaluating information for accuracy, searching for accurate information, and updating our beliefs accordingly). By acknowledging that honesty is not limited to the moment when a person utters a clear lie or a full truth, and that there are multiple stages to enacting honesty, we emphasize the shared responsibility that all parties involved in communication have for seeking out and communicating truthful information. [ABSTRACT FROM AUTHOR]

As COVID-19 spread and organisations shut down, many workers continued working through adverse conditions. This study appropriates Stockholm syndrome to highlight privilege and power differentials between essential and non-essential workers during the pandemic. One hundred and twelve U.S. workers (Mage = 35.91, 50.9% female, 49% essential workers, Mhours worked per week = 48.11) completed an online survey during the height of national lockdowns (April to June of 2020). Results of correlations and a one-way multivariate analysis of variance suggest that Stockholm syndrome and sexual harassment are strongly related and that essential workers scored higher on both Stockholm syndrome and sexual harrassment than non-essential workers. The present study supports Stockholm syndrome as a framework for studying workplace injustice and contributes to novel literature regarding how the pandemic has exacerbated social inequities. Practical implications draw from existing literature on sexual harrassment and demonstrate the need for awareness of worker mistreatment during challenging times. The current research is novel such that it is the first to connect Stockholm syndrome to instances of workplace sexual harassment during COVID-19. Our findings support the implementation of employee assistance programs and zero-tolerance harassment policies to protect workers in all occupations, especially those most susceptible to heightened inequalities as a result of the ongoing pandemic. [ABSTRACT FROM AUTHOR]