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Employing conservation of resources (COR) theory, this research examined how emotional labor influences employees' job performance by testing a serial mediation moderation model. We propose job anxiety and quality of work-life (QoWL) as explanatory mechanisms in the emotional labor–job performance relationship, and Islamic work ethic as a coping mechanism between job-related anxiety and quality of work-life. To test our proposed hypotheses, the data was collected from 211 service sector supervisor-subordinate dyads in a three waved time-lagged study. Results elaborate that service employees who suffer from resource depletion due to emotional labor and job-related anxiety can still enjoy a better quality of work-life and deliver well at their workplace when they possess a stronger Islamic work ethic. [ABSTRACT FROM AUTHOR]

Drawing from job demands- resources model (JD-R), we examine how patient incivility (PI) is linked with nurses' unethical behavior (UB) and patient-oriented organizational citizenship behavior (POCB) through surface acting. Further, we introduced receiving help from colleagues as a boundary condition in the surface acting–unethical behavior and surface acting–POCB relationships. Two- wave multi source data gathered from 339 nurses and their colleagues working in various private hospitals of Lahore, Pakistan. We found support for the two contrasting hypotheses that patient incivility (PI) is positively associated with nurses' unethical behavior (UB) and negatively associated with patient-oriented organizational citizenship behavior (POCB) with the mediating role of surface acting. Receiving help from colleagues moderates surface acting–unethical behavior relationship such that it mitigates the negative effects of surface acting on unethical behavior whereas no moderation was found for surface acting–POCB relationship. [ABSTRACT FROM AUTHOR]

An increasing emphasis on morality and ethics in the business environment has called for an enhanced focus on virtue-based phenomenon in organizational research. This study explores a recently conceptualized phenomenon of organizational virtuousness and tests its relationship with organizational citizenship behavior (OCB) directly and through mediating role of perceived organizational support (POS). An empirical study was conducted on a sample of 250 employees in four banks of Pakistan to test the relationship between these constructs through Hierarchical Multiple Regression. Organizational virtuousness has significant positive relationship with organizational citizenship behavior. Further, perceived organizational support is a partial mediator of organizational virtuousness and organizational citizenship behavior. The findings make an important contribution to positivity literature and suggest that organizations should adopt practices and procedures which help in building the climate of virtuousness in organizations. [ABSTRACT FROM AUTHOR]