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The article focuses on a study related to the management of employees by employers affected by cancer and mentions about return to work (RTW) following treatment can be problematic for cancer survivors. It reports the outcome from a review of the published literature on factors related to the current employer management of employed cancer survivors.

The issue of whether there is a 'prima facie obligation to obey the law' has intrigued human society since the days of Socrates. However, most of the writings in this field have dealt with theoretical aspects of the issue, such as the boundaries of legal obedience and frameworks defining the circumstances under which a citizen is not obliged to obey the law. Very few studies have investigated the phenomenon of legal disobedience empirically. The current study is based on a survey of Israeli citizens belonging to three sectors of the population (Jews in the general population, Israeli Arabs, and orthodox Jewish students enrolled in religious yeshiva seminaries). Respondents' attitudes towards the judicial system, the rule of law, and the duty to obey state laws were examined by means of a questionnaire especially designed for the study. The findings point to gaps between the three groups: Compared to the Arab population and the yeshiva students, support for state laws and the rule of law was stronger among Jews in the general population and, conversely, belief in the supremacy of other laws (i.e. religious laws) over state laws and readiness to take the law into one's own hands were stronger among the Arabs and the yeshiva students, compared to the general Jewish population. [ABSTRACT FROM AUTHOR]

Workplace sexual harassment, particularly in hospitality, is a significant issue with many implications. For decades, assessing its scope and impact has drawn the attention of scholars, but some gaps still exist. Based on Rational Choice Theory, this paper explored employee conformance behavior to sexual harassment in relation to organization strategic commitment and employee wellbeing in the global south context. A total of 712 completed questionnaires were collected from Nigeria and Ghana. WarpPLS version 8.0 partial least squares structural equation structural modeling was employed to assess the research model. Results revealed that hotel workers' behaviors toward awareness and management of sexual harassment are nonlinear and complex. Conformance behavior, despite conceived by employees as an economic coping strategy, proved to be a temporary measure and is disadvantageous to wellbeing. An important managerial implication of this study is the need for education about what sexual harassment is and how it impacts employees' wellbeing. [ABSTRACT FROM AUTHOR]

This research presents a comprehensive review and meta-analysis of literature to examine the impact of various leadership styles on organizational adaptive performance (AP). AP is essential for job performance, especially in environments undergoing rapid changes. Previous reviews on AP found that transformational and self-leadership had had a positive influence on job adaptivity, while the relationship between other leadership styles and AP had not been clear. First, authors outlined the theoretical framework of AP and leadership, clarifying how job adaptivity and the different leadership styles are defined and discussed in the scientific literature. Subsequently four scientific databases were explored to identify studies that investigate the Leadership and AP' relationship. 32 scientific articles and 2 conference papers were investigated for review, of which 31 were used to conduct a meta-analysis; 52 different effect sizes from 32 samples were identified for a total sample size of 11.640 people. Qualitative synthesis revealed that the influence of different leadership styles on AP depended on contextual variables and on aspects related to the nature of the work. Moreover, it was found that leadership supported AP through motivational and relational aspects. Through this meta-analysis, it was found that a significant positive relationship between leadership and AP existed (Zr =.39, SE =.04, p <.001. 95%CI [.32,.47], r =.37). However, no differences emerged from the different leadership styles examined in the studies. This review deepens the importance of leadership as organizational factor that affect the employees' likelihood of dealing with continuously emergent changes at work, extended the search to emerging leadership approaches to highlight the value of collective contributions, ethics, and moral and sustainable elements that could positively affect AP. [ABSTRACT FROM AUTHOR]

Background: Registered nurses (RNs) in oncology must cope with the suffering of patients, the inevitability of death and their own transience. This poses a possible risk for the development of burnout, which can result in low job satisfaction and ultimately an increased intention to leave the job. Our aim was to assess psychological distress in registered nurses working in oncology. Objective and method: A cross-sectional survey with the Oldenburger Burnout Inventory was presented to nurses within the German Cancer Society. It collected data on psychological distress via two subscales, exhaustion and disengagement. Socio-demographic data were assessed. Results: Among 83 participating nurses, we found a prevalence of high disengagement in 17 oncology nurses (20.48%) and high exhaustion (MExh>2.5 = burnout) in 44 (53.00%). Looking at the highest values of both scales, 18.08% of respondents were at high risk for psychological distress. There was a low correlation between disengagement and age (r = 0.331, p < 0.01). The risk of high disengagement among nurses older than 50 (n = 9, 52.94%) was three times higher than for those who were 50 or younger (n = 8, 47.06%) (RR = 8.642, 95% CI: 1.475–5.749, p < 0,01). Conclusion: This survey highlights a high rate of burnout among German oncology nurses. Interventions should be developed, implemented, and delivered in an age-appropriate manner. To ensure high-quality care and patient safety, oncology nurses should be offered preventive mental healthcare services later in their careers. Clinical trial registration number: The study was registered with the German Clinical Trials Register (DRKS500018851). [ABSTRACT FROM AUTHOR]

In recent years, with the increase in work intensity and the more complex working environment in the construction industry, the problem of job burnout among construction workers has become increasingly prominent. Job burnout not only affects workers' physical health and work efficiency, leading to more serious safety hazards, but also deeply affects the well-being of construction workers. This study adopts an alternative perspective to explore the impact of professional sports event attendance on construction workers' job burnout and to analyze the mediating role of leisure spillover in this process. Through a questionnaire survey of construction workers, 641 data points were collected for empirical statistical analysis. The results of the study show that the attention of construction workers' sports career events can effectively reduce job burnout, and that leisure spillover plays a partial mediating role in this process. This study verifies the positive role of sports career events in promoting construction workers' mental health through empirical analysis and provides practical references for occupational health management and the mental health development of construction worker groups. [ABSTRACT FROM AUTHOR]

Burnout, characterized by emotional and physical exhaustion, poses a significant challenge to adolescent athletes, particularly in high-intensity sports like basketball. Emotional Intelligence (EI) is the ability to manage emotions, which is negatively associated with burnout. Emotional labor, including strategies of surface acting (SA), deep acting (DA), and genuine expression (GE), plays a potentially key role in emotion management between EI and burnout for athletes. This study aims to investigate the relationship between EI and burnout, as well as the mediating role of emotional labor strategies among adolescent basketball players. Our cross-sectional study, conducted in youth sports schools in four different places in China, involved 260 basketball players. Results indicate a negative association between EI and burnout, with SA and GE emerging as significant mediators. SA was positively linked to burnout, while GE showed a negative association. These findings suggest that enhancing EI and managing emotional labor strategies are crucial for mitigating burnout and improving the well-being and performance of young athletes. [ABSTRACT FROM AUTHOR]

Despite comprehensive insights on favourable outcomes of authentic leadership for followers, there is a limited understanding about boundary conditions of authentic leadership. Leaders' decreased well-being (i.e. high trait emotional irritation and low trait work engagement) or inconsistency in authentic leadership may attenuate the relation between authentic leadership and follower well-being (i.e. emotional irritation and work engagement). We tested these assumptions using a daily diary study design over five consecutive working days with a sample of 64 leaders and 162 followers. We found partial support for the cross-level moderation of authentic leadership inconsistency across these five days, as daily authentic leadership was related to daily work engagement (but not emotional irritation) of followers, when authentic leadership inconsistency was low. Contrary to our predictions, neither high leader trait emotional irritation nor low leader trait work engagement attenuated the relation between daily authentic leadership and daily follower well-being. The results point out to the importance of consistency in authentic leadership behaviour. However, leaders do not need to be overly concerned about negative consequences for followers when they lead authentically while having a reduced trait well-being. [ABSTRACT FROM AUTHOR]

Background: The term end-stage renal disease (ESRD) refers to the final stage of chronic kidney disease. Not all ESRD patients are suitable for dialysis treatment, which despite its advantages, is not without risks. Shared nephrologist-patient decision-making could be beneficial at this stage, yet little is known about such practices in Israel. This study aimed at examining the practice of shared decision-making (SDM) between nephrologists and ESRD patients in Israel, while exploring related conflicts, ethical dilemmas, and considerations. Methods: The descriptive-quantitative approach applied in this study included a validated questionnaire for nephrologists, based on Emanual and Emanual (1992). The survey, which was distributed via social-media platforms and snowball sampling, was completed by 169 nephrologists. Data analysis included t-tests for independent samples, f-tests for analysis of variance, and t-tests and f-tests for independence. Descriptive analysis examined attitudes towards SDM in end-of-life care for ESRD patients. Results: The findings show that the research sample did not include nephrologists who typically act according to the paternalistic decision-making style. Rather, 53% of the respondents were found to act in line with the informative decision-making style, while 47% act according to the interpretive decision-making style. Almost 70% of all respondents reported their discussing quality-of-life with patients; 63.4% provide prognostic assessments; 61.5% inquire about the patient's desired place of death; 58.6% ask about advance directives or power-of-attorney; and 57.4% inquire about cultural and religious beliefs in end-of-life treatment. Additionally, informative nephrologists tend to promote the patients' autonomy over their health (P < 0.001); they are also in favor of conservative treatment, compared to paternalistic and interpretive nephrologists, and use less invasive methods than other nephrologists (P = 0.02). Conclusions: Nephrologists in Israel only partially pursue an SDM model, which has the potential to improve quality-of-care for ESRD patients and their families. SDM programs should be developed and implemented for increasing such practices among nephrologists, thereby expanding the possibilities for providing conservative care at end-of-life. [ABSTRACT FROM AUTHOR]

Integrating autonomous vehicles (AVs) into public roads presents profound implications for pedestrian safety and the broader acceptance of this emerging technology. This work examines the complex interactions between AVs and pedestrians, a dynamic influenced by the variability of pedestrian behaviors and the absence of traditional communication mechanisms, such as eye contact and gestures, commonly relied upon in human-driven scenarios. Given the nascent stage of AV deployment, this research addresses the challenges of evaluating AV−pedestrian interactions amid safety concerns and technological limitations. We review and synthesize global research on pedestrian behavior in the context of AV technology to track changes in pedestrians' acceptance over time and identify the factors driving these shifts. Additionally, this review incorporates insights from transportation authorities to highlight potential safety issues and the need for innovative communication strategies that ensure safe interactions between pedestrians and AVs. By analyzing these factors, the research aims to contribute to the development of guidelines and communication protocols that enhance pedestrian safety and facilitate the integration of AVs into urban environments. [ABSTRACT FROM AUTHOR]

This article explores the future of work and the importance of studying it from a human perspective. It suggests that management scholars should focus on conceptualizing the future of work, understanding human reactions to new technologies, examining how technology affects human values and attributes, and identifying the factors that influence human reactions to technology-driven changes. The article emphasizes the need for scholars to embrace human diversity and take an active role in shaping the future of work. It also discusses the methodological challenges of studying the future and suggests using empirical methods to gain insight into potential future scenarios. The article encourages management scholars to consider how human actions and qualities can shape the future of work in a way that prioritizes humanity. Additionally, it highlights the importance of considering societal, economic, and geopolitical forces in addition to technological advancements when studying work practices and employment relationships. The article suggests that research should focus on understanding how people envision their work in the future, the changing nature of leadership and organizational culture, the role of diversity and inclusion, and the development of social and emotional skills. It also discusses the practical implications of a human-centered future of work and emphasizes the role of management scholars in shaping the future through their research and ideas. Overall, the article encourages a comprehensive and inclusive approach to studying the evolving nature of work and its impact on individuals, organizations, and society. [Extracted from the article]

The present research focused on an interim evaluation of a new nursing curriculum made by first- and second-year undergraduates. Study 1 examined the assessments made by 90 students of the new, actual programme of their studies, as well as an ideal one, on 21 bipolar criteria reflecting the developing changes in health care practices and higher educational processes in western society. The results of study 1 indicated that students perceived the actual programme as compatible with health care changes, but lacking in terms of the learning process. Study 2 investigated the same assessments among 105 registered nurses who evaluated the traditional nursing programme under which they were trained as well as an ideal one. The results of study 2 showed that registered nurses perceived past curricula as lower than the ideal on both health care and process of learning. The results of this interim evaluation imply that the new nursing curriculum follows health care trends, but a shift in the educational process is required. [ABSTRACT FROM AUTHOR]

Conversational Agents (CAs) are becoming part of our everyday lives. About 10 percent of users display aggressive behavior toward CAs, such as swearing at them when they produce errors. We conducted two online experiments to understand user aggression toward CAs better. In the first experiment, 175 participants used either a humanlike CA or a non-humanlike CA. Both CAs worked without errors, and we observed no increased frustration or user aggression. The second experiment (with 201 participants) was the focus of this study; in it, both CAs produce a series of errors. The results show that frustration with errors drives aggression, and users with higher impulsivity are more likely to become aggressive when frustrated. The results also suggest that there are three pathways by which perceived humanness influences users' aggression to CAs. First, perceived humanness directly increases the frustration with the CA when it produces errors. Second, perceived humanness increases service satisfaction which in turn reduces frustration. Third, perceived humanness influences the nature of aggression when users become frustrated (i.e., users are less likely to use highly offensive words with a more humanlike CA). Our research contributes to our theoretical understanding of the role of anthropomorphism in the interaction with machines, showing that designing a CA to be more humanlike is a double-edged sword—both increasing and decreasing the frustration that leads to aggression—and also a means to reduce the most severe aggression. [ABSTRACT FROM AUTHOR]

Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call "person–skill fit." I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model. [ABSTRACT FROM AUTHOR]

Due to the repeated changes in the COVID-19 pandemic, we live in an era of various uncertainties that raise future anxiety and behavioral addiction problems. According to the Protection Motivation Theory (PMT), the present study attempted to explore the impact of COVID-19 intolerance of uncertainty (COVID-19 IU) on internet addiction (IA) among college students and the mediating role of future anxiety (FA) by constructing a mediating model. A questionnaire survey was conducted on 679 Chinese college students and PROCESS 3.5 was utilized to test the hypotheses. The results indicated that the COVID-19 IU was significantly positively correlated with IA and FA, and FA was significantly positively correlated with IA. COVID-19 IU had a significant positive predictive effect on IA; FA played a complementary partial mediating role between COVID-19 IU and IA. The results supported the PMT, which not only enriched our understanding of FA under uncertain life circumstances, but also deepened our understanding of the potential mechanisms of the effects of IA. Finally, discussions and suggestions were presented based on the results. [ABSTRACT FROM AUTHOR]

Since a considerable number of traffic fatalities are crossing pedestrians all over the world, understanding the characteristics of the pedestrian's decision to cross unsignalized crosswalks is important for applying proper countermeasures. This study aims to clarify the quantitative impact of approaching vehicle maneuvers and road geometry on pedestrian crossing decision probability and its timing. A virtual reality experiment was designed to collect pedestrian crossing behaviors at mid-block crosswalks under various conditions, including yielding and non-yielding vehicles to pedestrians. A binary logistic regression model was developed to describe the crossing decision probability at each time. This model can be helpful in designing the motion planning of AVs to improve their reliability on the road. [ABSTRACT FROM AUTHOR]

Ingratiation is an impression management tactic used by those who seek to obtain the favor of others. Previous studies mainly examine the role of ingratiation from the initiator's perspective, ignoring observers' reactions when they are confronted with their peers' ingratiating behaviors. Drawing on social comparison theory, this study employs a third-party framework to explain the pathways between observed ingratiation and ostracism and analyzes data from a time-lagged survey and two scenario-based experiments in the Chinese context. Observed ingratiation triggers third-party employees' ostracism of flatterers by arousing a sense of future status threats. Moreover, when observers' goals are competitive with those of ingratiators, the adverse effects of observed ingratiation are exacerbated, whereas their leader–member exchange social comparison (LMXSC) buffers its unfavorable effects. These findings advance ingratiation studies by extending the research perspective from that of initiator–target dyads to third-party employees and unveiling a vital mediator (future status threats) and two essential opposite moderators (competitive goals and LMXSC) in the internal mechanism underlying the observed ingratiation–ostracism link. Further, although ingratiation may induce benefits for ingratiators, managers must recognize that it can be destructive for third-party employees. [ABSTRACT FROM AUTHOR]

Background: Individuals with cardiac disease (CD) who are self-employed may experience ability limitations and especially intensive challenges and uncertainties. These challenges may cause demoralization and impaired wellbeing. Objectives: To examine: (a) whether work ability limitations are related to demoralization and well-being among self-employed people with CD; (b) rates of demoralization; and (c) how demoralization and intolerance of uncertainty (IU) are associated with well-being. Methods: The study involved 120 self-employed individuals with CD. The PROCESS macro was used to analyze mediation and moderation processes. Results: The prevalence of demoralization syndrome was 37.4%. Work abilitylimitations were associated with higher demoralization levels. Demoralization was associated with well-being only among participants with high IU. Further, demoralization mediated the relationship between work ability limitations and well-being only for individuals with high IU. Conclusion: Encountering limitations among self-employed was associated with demoralization and lower levels of well-being, especially among those with high IU. In addition, demoralization syndrome is prevalent among individuals with CD in general. Early recognition and treatment of demoralization as a treatable psychological syndrome are essential for preventing its degeneration into more complex forms. In addition to uncertainty related to health, it is important to pay special attention to other sources of uncertainty. [ABSTRACT FROM AUTHOR]

Copyright of Revista de Ciencias Sociales (13159518) is the property of Revista de Ciencias Sociales de la Universidad del Zulia Venezuela 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.)

Purpose: The purpose of this study was to explore the effects of cyber incivility on adverse work outcomes of work withdrawal and turnover intention. Specifically, we draw on self-determination theory and conservation of resources theory to examine the mediating roles of basic need satisfaction and burnout in the relationship between cyber incivility and work outcomes. Design/methodology/approach: We used Mplus 7.4 software with a maximum likelihood robust (MLR) estimator to test the structural equation modeling. We followed Anderson and Gerbing's guidelines to test the hypotheses. Findings: The results based on time-lagged data from 685 full-time workers in the United States provide support for the hypotheses that cyber incivility is indirectly associated with work withdrawal and turnover intention through basic need satisfaction and burnout. We also found that for individuals with high conscientiousness, the negative direct effect of cyber incivility on basic need satisfaction and the positive indirect effects of cyber incivility on work withdrawal and turnover intention through basic need satisfaction and burnout are stronger than for individuals with lower conscientiousness. Originality/value: Our research revealed that when employees experience cyber incivility, they enter a defensive mode to protect their already stretched resources from unfulfilled basic need satisfaction. Specifically, experiencing cyber incivility interferes with meeting basic need satisfaction and leads to burnout, which, in turn, triggers defensive work withdrawal and turnover intention. [ABSTRACT FROM AUTHOR]

Purpose: Based on affective event theory (AET), this study aims to unpack the association between team relationship conflict and employees' subjective career success by examining the mediating role of negative emotions and the moderating role of emotional intelligence. Design/methodology/approach: Using Mplus 8.1, the study analyzes multi-level, multi-wave data collected from 288 employees in 51 teams across Pakistan. Findings: The results indicate that team relationship conflict is negatively associated with employees' subjective career success, both in terms of career satisfaction and job satisfaction. While employees' negative emotions partially mediate this negative relationship, emotional intelligence moderates the association between team relationship conflict and negative emotions, such that individuals with higher emotional intelligence experience less negative emotions. Originality/value: This study advances career research by demonstrating how and when team relationship conflict is related to employees' subjective career success. It also extends current understanding of the mediating and moderating mechanisms behind the association between team relationship conflict and employees' subjective career success. [ABSTRACT FROM AUTHOR]

Copyright of Paliatia: Journal of Palliative Care is the property of HOSPICE Casa Sperantei Foundation 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.)

Purpose: This paper seeks to deepen and improve our understanding of business ethics in services by developing a typology that reconciles and integrates disparate and often conflicting ideas and viewpoints while providing practical guidance for ethical decision-making. Design/methodology/approach: The paper examines current theoretical approaches in ethics to provide an understanding of the ethical theories, how they have been applied and how they have evolved in businesses and marketing. It discusses conceptual issues related to ethical dilemmas and the available typologies. Findings: Based on the axioms of the Triple-A Framework for Ethical Service Research, the Typology of Ethical Dilemmas in Services (TEDS) is proposed. The typology identifies three types of dilemmas based on four dimensions considering all service interactions guided by normative ethics (virtue, deontological and consequentialism). Practical implications: The proposed DILEMMAS process illustrates the practical application of TEDS. Originality/value: This paper extends the ethics and services literature by offering a novel theoretical and practical approach to addressing ethical dilemmas. TEDS is authentic, advances our knowledge and applies to all service organizations that aim to manage ethical dilemmas effectively. [ABSTRACT FROM AUTHOR]

Introduction: Sexual harassment is a significant problem in workplaces all over the world. Women’s reactions to sexual harassment are influenced by various factors. The aim of the current study was to investigate how women respond sexual harassment in the retail clothing industry. Methods: In-depth face-to-face interviews were conducted with 16 women aged 23–44 years (mean 29.18 years) employed for at least 3 years in clothes shops in Shiraz, Iran. A grounded theory approach was used to analysis the data and raise hypotheses. Results: The main perpetrators of sexual harassment for female saleswomen were male customers. The women experienced conflict-induced stimulation (core phenomenon) when they were faced with sexual harassing behaviors (causal conditions). Such stimulation prompted three types of coping strategies: silence, avoidance, or confrontation. Intervening factors like the characteristics of the Iranian society (including family mores, state-imposed hijab regulations, patriarchal culture, educational system, and regulatory monitoring) and contextual factors (including individual and environmental factors and particularly employer expectations) were found to influence the selection of strategies used as well as their potential consequences in challenging situations. Conclusion: The current study used a grounded theory approach to produce an explanatory storyline that can be tested. Sexual harassment induces conflict-induced stimulation and responses are influenced by intervening conditions, contextual factors, selected strategies, and the perceived consequences of the response. The findings of the grounded theory study suggest that there are negative consequences, particularly in terms of lack of employer support and losing one’s job, shame, and family disapproval which act as barriers for female saleswomen to counteracting sexual harassment from male customers. Such an understanding can also be applied to develop educational policies to support women as well as ameliorate the prevalence of this essentially illegal problem. [ABSTRACT FROM AUTHOR]

This study examined the impact of informational attributes of team membership change on affective emergent states and team effectiveness, and how members' emotional intelligence (EI) shapes this impact. Results from two laboratory studies showed that change predictability and rationality affected team potency and identification. These emergent states had unique effects on team effectiveness over and above the effects of team process. Results also showed that members' EI moderated the effects of change predictability and rationality. These findings emphasize the importance of membership change attributes, affective emergent states, and team composition in determining team effectiveness after a membership change. [ABSTRACT FROM AUTHOR]

This study has established a conceptual model regarding the impacts of brand image, which consists of two subdimensions, "corporate social responsibility (CSR) image" and "personnel image," and brand trust on brand forgiveness and consumer complaining behavior in retail banking. Through a quantitative analysis, the findings showed that favorable CSR image and personnel image positively influence brand forgiveness, reducing negative word-of-mouth in cases of service failures. However, brand forgiveness does not stop consumers from voicing their complaints directly to the firm. Consumers with lower brand trust, brand forgiveness, and brand image are more likely to voice their complaints to third parties. [ABSTRACT FROM AUTHOR]

Copyright of Occupational Health & Emergency Rescue is the property of Occupational Health & Emergency Rescue Editorial Office 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.)

Purpose: Leaders' behavior has a critical impact on workers' safety behavior. However, previous studies have shown contradictive views on the effect of different leadership styles on safety behavior. One reason may be that the effectiveness of leaders' behavior varies according to diverse contexts. This study examines the effect of transformational and transactional leadership (TsL) on the safety behavior of on-site workers under different levels of social capital in construction projects. Design/methodology/approach: Safety behavior is divided into three types: safety compliance (SC), organizational-oriented safety participation and individual-oriented safety participation (ISP). Questionnaire survey data were collected from 302 construction workers in the Chinese construction industry. Findings: The results indicate that the positive effect of transformational leadership (TfL) of frontline supervisors on the two types of construction workers' safety participation is enhanced when social capital is high, although TfL has no significant effect on SC behavior. In contrast, TsL can promote construction workers' SC behavior and organizational-oriented safety participation and social capital positively moderating these relationships. TsL has no significant effect on ISP, but its interaction with safety behavior is positively related to ISP. Research limitations/implications: This study explains the inconsistent findings of previous research related to the role of leadership in safety behavior by introducing the social capitaltheory and distinguishing safety participation into two typesThis study is confined to one specific country, future research may benefit from investigating whether the conclusions of this study will be different in other nations with diverse cultures. Practical implications: The findings of the study provide frontline supervisors with new insights into improving workers' safety and the efficiency of leadership in safety management. Originality/value: This study explains the inconsistent findings of previous research related to the role of leadership in safety behavior by introducing the social capital theory and distinguishing safety participation into two types. [ABSTRACT FROM AUTHOR]

In conditional autonomous driving, drivers are prone to experiencing incidental emotions during non-driving tasks, which are unrelated to driving decisions but may have negative effects on drivers' takeover performance. Voice assistants have been shown to regulate incidental emotions. Therefore, this study endowed the in-vehicle assistant with emotional voice capability, matching the emotional state of the driver in conditional autonomous driving, in order to explore the effect of regulating incidental emotions. Forty participants were enrolled in a driving simulation experiment. During the autonomous driving process, participants were induced with two incidental emotions (happy or sad) and underwent experiments combining two emotional states of the driver and two emotional states of the in-vehicle assistant. The purpose was to examine the participants' takeover performance in autonomous driving, eye-tracking data, situation awareness, and to reveal the preferences of participants in different groups regarding the in-vehicle emotional voice assistant and their trust in the automated system. The results showed that in-vehicle emotional voice assistants that matched drivers' incidental emotions exhibited better effects on emotional regulation, as evidenced by shorter takeover response time, smaller standard deviation of lane position, smaller maximum lateral acceleration, and better situation awareness capabilities. Drivers also prefer in-vehicle emotional voice assistants that have similar incidental emotions to theirs. Interestingly, the regression model revealed that drivers' incidental emotions and the in-vehicle emotional voice assistant affected the takeover response time in the takeover performance indices, which was mediated by situation awareness. The results of this study are expected to provide some inspiration for the design of current in-vehicle voice assistants. [ABSTRACT FROM AUTHOR]

Organizations are increasingly depending on their employees to contribute suggestions aimed at enhancing organizational processes, boosting overall efficiency, and fostering innovation. However, some factors might hinder employees from expressing their thoughts. While there is evidence suggesting an effect of supervisor social undermining behavior on employee voice, the impact on innovative types of voice, specifically promotive voice, remains uncertain. This study aims to explore the association between supervisor social undermining and employee promotive voice. Moreover, this research investigates how employee perceptions of procedural justice moderate this relationship, utilizing the Conservation of Resources theory. Data were collected from 115 highly skilled employees, and hierarchical regression analysis was employed to assess the proposed hypotheses. The findings suggest that when individuals encounter social undermining behavior from their supervisor, they are less inclined to engage in promotive voice behavior. Interestingly, the results indicate that this relationship becomes stronger when individuals possess higher perceptions of procedural justice. To the best of our knowledge, this study is the first to investigate the impact of supervisor social undermining on promotive voice while considering procedural justice as a moderator in this relationship. The findings of this study suggest several theoretical and practical implications and provide directions for future research. [ABSTRACT FROM AUTHOR]

Hosting conversational responses on the official websites of products and services companies is an essential marketing aspect. With Artificial Intelligence's help to make conversational interactivity more intuitive to existing and potential customers visiting the websites, managers can notch up the return on marketing investments. This motivated us to study empirically and develop the MarkBot framework, a chatter robot on the management design principles. The framework uses an Artificial Intelligence application to respond to a website visitor's browse through the product catalog. Neural network (NN) architectures are known to achieve remarkable performances in synthetic text predictions. We use a long short-term memory recurrent neural network (LSTM) to predict the user's responses through a chatbot in the current work. The proposed framework reduces the lead time for the firms to adopt MarkBot. We empirically prove using user-generated content on social media platforms like Twitter in responses and queries to digital campaigns on the same product. With new businesses failing to venture into the space of hosting a chatbot owing to no historical data or existing firms yet to host a chatbot, the proposed MarkBot fuelled by user-generated content can have a substantial managerial implication. The management frameworks used to theorize the MarkBot also make it a theoretical contribution for future Information Systems scholars to conceptualize in the marketing field. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to assess the effect of job insecurity, customer incivility and work–life imbalance on Lebanese bank employee workplace well-being (EWW), while investigating the moderating role that positive and negative affect might have. Design/methodology/approach: Quantitative data was collected from 202 respondents and analyzed using structural equation modeling system through IBM SPSS and AMOS. Findings: Results revealed that each of the independent variables has a negative, statistically significant effect on Lebanese bank EWW. The positive affect and the negative one are shown to have a moderating effect that lessens and boosts, respectively, these negative effects. Theoretical implications: The study adds to the literature on EWW while highlighting the high-power distance and collectivist society that the research took place in. Research limitations/implications: Limitations include the sample size that was hoped to be larger, in addition to the self-reporting issue and what it entails in the data collection process. Practical implications: The study has many practical implications, including the validation of a questionnaire in a developing Arab country, hence providing a reliable tool for researchers. HR specialists should lean toward applicants with positive affect, ensuring that their workplace is occupied by members with enhanced resilience. Furthermore, employers should support their employees' professional growth, thus, boosting their employability during turmoil and consequently making them less vulnerable in times of economic recession. Originality/value: The study's unique context, depicted in the harsh economic and financial crisis, makes the findings on EWW of a high value. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine how construction project managers' conflict management styles (CMSs) affect project team resilience from the perspective of social identity theory. Design/methodology/approach: This study adopted a cross-sectional survey design and collected paired data from 110 construction project managers and 474 employees in China. Based on the data collected, the authors tested the proposed hypotheses using hierarchical regression analysis. Findings: The results show that a project manager's cooperative CMS positively affects team resilience, and a project manager's competitive and avoidant CMS negatively affects team resilience. Team followership plays a mediating role in this relationship. The team power distance moderates the effects of a project manager's cooperative and avoidant CMSs on team followership. Originality/value: This paper enriches the existing literature on conflict management in construction projects and have potential guiding significance and application value for team resilience management practices. [ABSTRACT FROM AUTHOR]

Purpose: Based on the trait activation theory, the current study systematically integrates how autonomy interacts with proactivity to influence the relationship between ethical leadership style and employee creativity. Design/methodology/approach: Using simple random sampling and questionnaires, a sample of 475 engineering employees of 3 leading telecommunication companies in Ghana were obtained. The analysis was done using structured equation modeling (SEM), using SmartPLS. Findings: The results showed that ethical leadership style provides employees with job autonomy which facilitates individual creativity. Employee proactivity also moderates a positive relationship between autonomy and creativity such that high-proactive employees are well placed to produce more creative outcomes when given autonomy. At the individual level, personal characteristics determine the degree of creativity. Practical implications: The current study implies that telecommunication companies should put in more efforts to train and encourage leaders to be ethical in leaders' dealings with employees and employees must be rewarded for taking initiative. Originality/value: With a focus on the integrative approach from a developing economy, this work is novel in exploring how contextual and personal features impact creativity. [ABSTRACT FROM AUTHOR]

Purpose: The study aims to describe the impact of supervisor's and co-worker's ostracism on the employee's responses (emotional, psychological and behavioral) through the mediation of employees' efficacy needs and relational needs. Moreover, psychological capital is treated as a moderator to handle the adverse responses of ostracized employees. Design/methodology/approach: The study employed a three-wave quantitative research design to gather data from employees and their respective supervisors who belonged to various healthcare units (N = 510) using self-administered close-ended questionnaires. After that, SmartPLS software was used to analyze the data through a structured equation modeling (SEM) technique. Findings: The empirical results of the study endorsed that ostracism adversely (negatively) affects employees' responses (comprised of emotional, behavioral and psychological). Moreover, the results revealed that employees' needs (efficacy and relational) mediate the relationship between ostracism experienced by employees (supervisor' and co-workers' ostracism) and their emotional, behavioral and psychological responses. In addition, it is also evidenced that employees' psychological capital improves the negative association between employees' needs and responses. Originality/value: The literature in this domain is scarce, and the theoretical stance is weak due to the traditional approaches that are more concerned with the outcomes rather than analyzing the employee's conditional what they are going through. The present study enhances the knowledge of the transactional mode of coping and its application to ostracism in the workplace. The results of the current study may also support the practitioners in formulating interventions to foster a favorable workplace environment. [ABSTRACT FROM AUTHOR]