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In an era where home and work domains have become inseparable, it is surprising that extant research has placed less emphasis on examining the boundary conditions and mechanisms to understand the home‐to‐work crossover and spillover process. Building on the work–home resources theory and the crossover‐spillover perspectives, we test a resource‐based crossover‐spillover model of how one partner's work–family spousal support provision relates to the other partner's creativity at work. We propose that "phubbing" at home affects the crossover process of resource exchange between partners. Regarding the spillover from home to work, we propose that job crafting mediates the association between work–family spousal support and employee creativity. Daily diary data were collected from 65 dual‐earner couples, over 15 working days in the United States. Results from the multilevel actor–partner interdependence model show that work–family support enhances employee creativity by prompting the employee's relational job crafting and cognitive job crafting at work. Moreover, our results reveal that the high level of phubbing at home weakens the work–family support crossover between partners. We contribute to the literature by adding evidence regarding the mechanisms that enable social support at home to turn into employee creativity at work. [ABSTRACT FROM AUTHOR]

Purpose: To explore the intensity and variation of workers' worries, pain, psychosocial factors, and margin of manoeuvre before and after a return-to-work program, and identified the psychosocial factors associated with non-return to work at the end of the rehabilitation program. Methods: A pre-post study design was used. A convenience sample of 80 workers starting a return-to-work program and having a compensated musculoskeletal injury that caused an absence of more than three months from their regular work was recruited. Data were collected at baseline and at the end of the rehabilitation program on the nature of the worries and maintenance factors defined in Dugas' generalized anxiety and worry model, using validated questionnaires. The margin of manoeuvre was assessed by the treating occupational therapist. A series of descriptive analyses were performed, as well as Generalized Estimating Equations analyses. Results: Workers' worries were work-related or disability-related 83% of the time at baseline. These worries were essentially based on the situation then occurring at work 90% of the time. For the Generalized Estimating Equations analyses on work status, the final model was significant, explaining 54% of the variance in non-return to work (Pseudo R2 = 0.54; p = 0.0001). Workers were 8.52 times less likely to return to work when the margin of manoeuvre was insufficient, and twice as likely not to return to work in the presence of intense worry. Worries were significantly associated with insufficient margin of manoeuvre. Conclusion: A strong association between workers' lack of margin of manoeuvre at work and their worries about their return to work, and poor work outcomes, supports the importance of the worker-environment interaction in rehabilitation programs. [ABSTRACT FROM AUTHOR]

Despite the great emphasis organizations and human resource management (HRM) research place on turnover issues, one turnover phenomenon has received only limited attention so far: joint leader–member turnover. This research examines supervisor‐initiated turnover (SIT) (i.e., employees' decision to quit their employer to follow a former supervisor to a new organization) and develops a comprehensive model of the SIT decision process, grounded on conservation of resources (COR) theory, that delineates the resource evaluation, conservation and investment deliberations of employees. We take a relational perspective and particularly focus on the leader–member relationship as an important antecedent of SIT and thereby respond to the call for more critical investigations of leader–member exchange (LMX) and corresponding HRM implications. Our three studies (survey, scenario experiment, and dyadic interview study) demonstrate that LMX positively affects SIT intentions (SITI) and that supervisor commitment represents an important mediating mechanism of the LMX–SITI relationship. Our interview study with 46 leader–member dyads identifies relational factors that promote or hinder SIT beyond the leader–member relationship. We discuss the theoretical contributions and practical implications for HRM. [ABSTRACT FROM AUTHOR]

Career inaction, or failing to act adequately for a period of time to make a desired change in one's career, is quite common in the workplace. Despite this, research regarding how it affects employees at work is very limited. Using attribution theory and stress research, we propose an integrated view of how employees interpret and respond to career inaction differently. Specifically, we establish the idea of blame attributions for career inaction (i.e., self‐ and other‐directed blame attribution) and investigate how they relate to employees' emotional and behavioural responses to career inaction. We conducted three studies to address the research questions: a scenario‐based experiment with 315 workers, a three‐wave survey with 302 full‐time employees and a daily diary study of 123 hospital nurses across five consecutive working days. The findings revealed that when faced with career inaction, employees who blame themselves are more likely to experience anxiety, while those who blame others tend to experience anger. Anxiety and anger are further linked to work withdrawal and interpersonal deviance respectively. Overall, we contribute to the advancement of career inaction theory and career management practices. [ABSTRACT FROM AUTHOR]

This conceptual article aims to explore how self-determination theory can be utilized in integrating workplace spirituality in social work administration to help address issues such as those related to employee well-being, job satisfaction, and motivation. The paper examines the interconnection between self-determination theory, workplace spirituality, and social work administration through a review of pertinent literature on these interrelated concepts. The complementation of self-determination theory and workplace spirituality in the realm of administration hopes to create a spiritually sensitive environment that boosts self-determination and promotes the well-being of social workers for them to become healthy and productive members of human service organizations. [ABSTRACT FROM AUTHOR]

Customer mistreatment as a common workplace stressor in the service industry has detrimental effects on service employees. Drawing on cognitive theories of rumination, the current study examined the effect of daily customer mistreatment experience on employee recovery outcomes (sleep quality and next‐morning vigor) through affective rumination. Further, we investigated the moderating role of trait mindfulness on the relationship between customer mistreatment and employee affective rumination. With 390 matched time‐lagged daily observations collected from 107 fulltime in‐patient nurses across five working days, our multilevel analyses revealed that daily customer mistreatment experience at work was negatively related to employee sleep quality on the same night and vigor in the next morning via affective rumination and that employee's affective rumination at the end of work and sleep quality at night sequentially mediated the relationship between daily experience of customer mistreatment and morning vigor. Besides, trait mindfulness buffered the relationship between daily customer mistreatment and affective rumination. These findings shed light on the understanding of the mechanisms between customer mistreatment and employee recovery states and potentially malleable individual characteristics that might mitigate the negative effects of customer mistreatment. [ABSTRACT FROM AUTHOR]

We investigated how satisfaction of the basic psychological needs at work was associated with the psychological and physical wellbeing of Indigenous and non-Indigenous employees both within and outside of the workplace. Participants included 1,146 Indigenous (n = 559) and non-Indigenous Australians (60.9% female), aged 18 to 81 years (Mage = 43.54) who were recruited through their employer or online advertisements. Structural equation modelling (SEM) was used to analyse the data, and Indigenous status and occupation type were investigated as moderators. Results revealed that independent of income, autonomy satisfaction was related to better physical and psychological health, satisfaction of the need for relatedness was associated with increased family and community thriving, and competence satisfaction was linked to decreased psychological distress. Results also showed that autonomy, competence, and relatedness need satisfaction was lower among Indigenous employees compared to non-Indigenous employees. Moderation analyses suggested that relatedness at work was especially important for non-Indigenous employees' connection with their community, as were high levels of competence satisfaction for Indigenous employees. These findings are discussed in the context of self-determination theory and the implications for organizations wanting to improve the wellbeing of their Indigenous and non-Indigenous workforce. [ABSTRACT FROM AUTHOR]

Recent research has introduced the concept of leader‐member exchange (LMX) ambivalence and has shown that it can be detrimental to employee task performance. Drawing on self‐determination theory and models of LMX development, this research investigates whether LMX ambivalence may also negatively influence employee well‐being. In a two‐wave field study with 278 employees in a large police organisation, we found that LMX ambivalence was significantly associated with two focal measures of work‐related well‐being: work engagement and emotional exhaustion, through its influence on psychological need fulfilment. Perceived positive meaning in work was found to buffer the negative effects of LMX ambivalence on psychological need fulfilment and well‐being. Overall, these results contribute to the occupational health literature by demonstrating that psychological need fulfilment helps explain why LMX ambivalence negatively affects work related well‐being outcomes and underscores the important role of positive meaning in work as a buffer for these relationships. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine how divine struggles moderate the association between interpersonal workplace conflict and worker well-being in Singapore. Using data from the Work, Religion, and Health survey (2021), the analyses show that interpersonal workplace conflict is positively associated with psychological distress and negatively associated with job satisfaction. Although divine struggles fail to function as a moderator in the former, these moderate its association in the latter. Specifically, the negative association between interpersonal conflict at work and job satisfaction is stronger for those with higher levels of divine struggles. These findings support the idea of stress amplification, indicating that troubled relationships with God may exacerbate the deleterious psychological effects of antagonistic interpersonal relationships at work. Ramifications of this aspect of religion, job stressor, and worker well-being will be discussed. [ABSTRACT FROM AUTHOR]

When race‐related injustices occur in society, organizations can respond by sending supportive signals to prospective and current employees. Using signaling theory (Spence, 1973), the current study examines the outcomes associated with organizations' public declarations of support for the Black community following race‐related mega‐threats (Leigh & Melwani, 2019). In Study 1, prospective employees evaluated a specific organization (Ben & Jerry's) that publicly supported the Black community following race‐related mega‐threats. Those who perceived higher levels of organizational support for diversity and inclusion (POSDI) reported higher organizational attraction (OA). Study 2 described a fictitious organization that responded to race‐related mega‐threats by messaging support for either Black Lives Matter (BLM), Blue Lives Matter, All Lives Matter, or no social movement. Prospective employees perceived higher levels of POSDI when the company issued a statement in support of BLM (relative to the other movements), which in turn was associated with higher OA. Study 3 focused on current employees and examined how POSDI influences financial outcomes in real Fortune 500 companies. Organizations that issued statements publicly supporting the Black community following a race‐related mega‐threat received higher POSDI ratings by employees, which predicted increased organizational revenue, even after controlling for revenue prior to making the statements. In sum, organizations that signal public support for the Black community in the wake of a race‐related mega‐threat not only increase prospective employees' POSDI, but may also boost OA and, ultimately, financial revenue. [ABSTRACT FROM AUTHOR]

Introduction: The need to have customer complaint handling systems in universities can be a step towards improving and developing the establishment of comprehensive quality management in the products and services of universities, and this will make job satisfaction among university employees better and more. Aim: The purpose of this research was to develop a psychological model of customer complaint management on the quality management of job satisfaction evaluation. Method: The current research is applied and in terms of the descriptive implementation method - a correlation survey, the statistical population of the present researcher was all the employees of the sports departments of Islamic Azad Universities in the northwest of the country (320 people) in 1401, 180 people were randomly selected as a sample. and participated in the present research. The measurement tool in this research is the complaint management questionnaire. Statistical software and SPSS version-23 were used to download and design the model. Results: The findings of the research showed that comprehensive quality management directly affects the management of customer complaints, but the effect of comprehensive quality management through the mediating variable of job satisfaction was not effective on the management of customer complaints. Also, the results indicated the effect of comprehensive quality management on job satisfaction. Conclusion: Based on the results of this attention to the factors affecting the job satisfaction of employees, such as improving the organizational climate, improving the payment system, motivational and participation-oriented leadership style, and physical conditions can also affect the way employees respond to customers. In fact, comprehensive quality management by focusing on empowering employees, improving the accountability system, speed in dealing with customers' demands, respect for the prevailing values in the society and the organization, as well as having the necessary flexibility in front of customers and their demands can make the organization in Better management of customer complaints and their satisfaction is helpful. [ABSTRACT FROM AUTHOR]

A lack of recovery like psychologically detaching from work can be detrimental to health. High cognitive demands may jeopardise detachment from work. Longitudinal studies concerning the long-term effects of cognitive demands on health and work ability via psychological detachment are understudied. Research has shown that social support may buffer the relationship between job demands and psychological detachment. However, the role of supervisor support was not examined specifically. We hypothesise psychological detachment to mediate the relationship between cognitive demands, general health, and work ability. Supportive or inconsiderate behaviours of a supervisor can further moderate the relationship between cognitive demands and psychological detachment. Statistical analyses were carried out with three-wave panel data from the German Federal Institute for Occupational Safety and Health with lags of two years (2015–2019) from 3,867 employees who took part in the survey. The results conveyed that mediation by psychological detachment was significant, while supervisor (non)support moderated the relationship between cognitive demands and psychological detachment only cross-sectionally. This study emphasises the role of supervisor in the stressor-detachment model and the positive effect of recovery experience on health. Therefore, in practice, the role of supervisor behaviour for employees' psychological detachment should be addressed in management training courses. [ABSTRACT FROM AUTHOR]

Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee‐level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta‐analysis of 42 studies (comprising 65 samples and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, sampling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed. [ABSTRACT FROM AUTHOR]

Voice highlights important issues in the workplace, but it may be malfunctional if recipients do not possess the adequate mastery to act on the feedback received. Our research draws on the control value theory of emotions to explain how appraisals and affective processes shape employees' adaptive or maladaptive responses to challenge‐oriented voices from their coworkers. We contend that constructive (destructive) coworker voice activates a positive (negative) affective state more strongly in recipients who perceive higher (vs. lower) behavioral control because they will attribute greater personal responsibility over the voice content. We also expect the affective states to predict interpersonal citizenship behavior and work withdrawal behavior more strongly in recipients with lower (vs. higher) emotional control due to their greater susceptibility to the influences of affective states. The results from three‐wave, multi‐source data collected from 307 insurance sales representatives support most of our hypotheses, except that perceived behavioral control does not moderate the link between destructive coworker voice and employee negative affective state. The findings extend voice literature by taking a recipient perspective on how and why they react differently to constructive or destructive coworker voice, and offer practical suggestions for facilitating optimal behavioral responses to coworker voice in an applied setting. [ABSTRACT FROM AUTHOR]

The work–life conflict literature describes how employees manage conflict experiences, but little work has focused on experiences beyond work and family (or work and school) conflict to examine more broadly work, family, and professional development (e.g., when employees enter a graduate degree program). This study uses qualitative data to explore the work–life conflict experiences of employees undergoing professional career development in the form of gaining a graduate degree. We contribute to the literature on employees' work–life conflicts. To explore work–life conflicts, 41 semi‐structured interviews were conducted, and revealed that employees report three types of work–life conflict experiences—energizing, depleting and maintaining. Utilizing the conservation of resources theory, we link work–life conflict experiences with resource management and self‐leadership strategies enacted. We demonstrate that when employees report energizing experiences, they utilize behavioural strategies of self‐goal setting and self‐observation to acquire more resources. When employees report depleting experiences, they utilize constructive thought strategies for the evaluation of dysfunctional beliefs and self‐talk to recover from resource loss. Finally, when employees report maintaining experiences, they utilize natural rewards strategies to protect their stock of resources. The link between self‐leadership strategies and work–life conflicts plays a crucial role in understanding how conflict can be resolved. [ABSTRACT FROM AUTHOR]

This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes. [ABSTRACT FROM AUTHOR]

This paper investigates dynamic changes in instrumental (i.e., work‐related) tie‐seeking patterns and the structure of a communication network following a downsizing event—whereby many employees are simultaneously eliminated from a network. Our analysis spans a two‐year period and applies a resource‐ and network‐change approach to examine how survivors develop revised resource‐acquisition strategies while repositioning themselves after a downsizing. Our results demonstrate that two temporary logics of tie formation—a suspension of within‐unit homophily and a preference for seeking ties with long‐tenured employees—help employees acquire betweenness centrality during the disruption period. Specifically, we find that disruption initiates a transitional period after downsizing in which new tie‐making logics are employed, including seeking out ties with long‐tenured employees and employees outside of one's department. We observed post‐disruption, during the stabilization period after downsizing, where logics used for tie‐making in the disruption period were abandoned, pre‐disruption tie‐making logics were resumed, and betweenness centrality remained relatively constant. We discuss the theoretical and managerial implications of these results and suggest future research directions. [ABSTRACT FROM AUTHOR]

BACKGROUND: Previous research has demonstrated that the personal use of social media, i.e., social cyberloafing, is associated with employee mental health. However, the underlying mechanism through which social cyberloafing is related to mental health has received limited attention. OBJECTIVE: Drawing on conservation of resource theory and work/nonwork enhancement literatures, we developed and tested a model that examines health effect of social cyberloafing. As such, employees' social cyberloafing is posited as positively related to psychological detachment and personal life enhancement of work, which in turn would act as mediators that explain why social cyberloafing improves mental health. METHODS: Data from 375 Chinese employees were analyzed to test research hypotheses using the structural equation modeling and bias-corrected bootstrap method with Mplus 7.4. RESULTS: The results found that social cyberloafing is positively related to psychological detachment, but not with personal life enhancement of work. Social cyberloafing was positively related to employees' mental health through both psychological detachment and through psychological detachment and personal life enhancement of work serially. CONCLUSION: Psychological detachment alone and alongside personal life enhancement of work form part of the mechanisms explaining how and why engaging in social cyberloafing is positively associated with employees' mental health. These mechanisms offer insights to organizations into how the mental health of employees can be improved in the digital workplace. [ABSTRACT FROM AUTHOR]

Despite the increased use of seasonal employees by organizations, few studies have been completed on the attitudes and service quality of seasonal office workers. Using Lautsch's classification model, we analyzed the organizational context in which the standard and seasonal workers in this study were employed. Hypotheses were developed based upon the organizational analysis and social exchange theory. Results from archival data obtained from a web‐based organizational survey of 205 clerical and professional workers indicated contrary to expectations, standard and seasonal employees did not significantly differ in terms of perceptions of overall job conditions, perceived organizational support (POS), or job engagement. However, seasonal employees did report significantly fewer opportunities to work on challenging tasks, less comfortable physical working conditions, and less job security than the standard workers. As predicted, standard employees reported significantly higher levels of service quality performance than seasonal employees. Additionally, job engagement mediated the relationship between POS and service quality for both the standard and seasonal employees. Implications for managing seasonal employees are discussed. [ABSTRACT FROM AUTHOR]

Background & Aims: According to the learning approach, adaptation is a set of learned behaviors, and incompatibility occurs when a person has not learned the necessary skills to cope with daily life problems. At the same time, there is no perfect compatibility, but optimal compatibility probably occurs when there is a reasonable agreement between what a person thinks about himself and what others think about him. Therefore, it can be said that behavioral compatibility with new processes or new ways of doing work and tasks that result from using the Internet of Things in the organization is a fundamental issue in today's organizations (13). In other words, successfully dealing with new phenomena is called adaptation. Creating a logical connection between the new ways of doing things and tasks, which can be called processes modified by the Internet of Things, with the behavior of employees and how they deal with these processes is of great importance and is considered one of the important issues of the organization a problem caused by technological changes in the organization's environment (14). One of the companies providing services to people and citizens is the Electricity Distribution Company. In recent years, this company has been able to update many internal processes through the use of administrative automation, and subscribers do not need to visit in person to solve their problems or follow up on their requests. The use of the Internet of Things in the electricity distribution company is one of the new topics in the organization, which has improved the quality of providing services to subscribers both in terms of the speed of service delivery and the access of all people to services at any place and time (15). But the point that should be checked and evaluated is how the employees of this company deal with these changes. The behavioral adaptation of the employees of the electricity distribution company with the new way of providing services to the subscribers and also the changes made in the duties of the employees are among the issues that have arisen due to these changes. During the past few years, the managers of the Mazandaran and Golestan Regional Electric Company have made many changes within the company and also want to make extensive changes in the coming years, so it is important and necessary for the company managers to know that the employees are facing the changes that are going to be made. How will they react? The critical issue for company managers is to see these behavior patterns so that they can implement a system that fits these behavior patterns for employees to adapt to changes in their organization and deal with each behavior pattern accordingly. Therefore, if organizations want to survive, continue to live, improve, develop, and increase effectiveness, they must be sensitive to the different behaviors of employees and show appropriate reactions. Therefore, the current research seeks to answer the following central question: What is the pattern of adaptation of employees' behavior with an emphasis on the Internet of Things? Methods: In this research, a combination of qualitative and quantitative methods has been done. The statistical population of the qualitative research includes organizational experts. These people included university professors (scientific experts) and senior managers, assistants, middle managers, and senior experts of the specialized mother company of Tavanir (practical experts) who had expertise (scientific experts) and sufficient experience (practical experts) in the field of research. Their opinions were used during Delphi and AHP hierarchical analysis. Criteria for selecting experts: People who have a master's degree or higher in the fields of human resource management or organizational behavior are included in this list. Also, have work experience in the management department of the electricity company (Tavanir specialized mother company) for 5 years or work experience for 10 years in the electricity company (Tavanir specialized mother company). Also, university professors in related fields as scientific experts are on this list. The time frame of data collection and implementation of the interview technique was carried out in the winter of 1400 and for one month. In the quantitative part of the questionnaire, the pairwise comparison of the dimensions and indicators of the model was provided to the statistical community, which included senior managers, assistant managers, middle managers, and senior experts in the field of human resources in the specialized mother company of Tavanir. To determine the sample in this section, the purposeful, non-probability sampling method was used until reaching theoretical saturation. The data collection tool was a semi-structured interview (Delphi questionnaire) and a researcher-made quantitative questionnaire. Data analysis was done using the Delphi technique, structural equation method with the help of SMART PLS software, and AHP hierarchical analysis method. Results: The results show that the proposed model of employee behavior adaptation consists of 5 main dimensions, including attitude toward behavior, subjective norms, usage experience, cognitive processes, and behavioral motivation. In the hierarchical analysis section, the results show that the dimension of behavioral inspiration with a weight of 1.563 ranks first, and the dimension of mental norms with a weight of 0.602 ranks next in terms of importance in adapting the behavior of employees in the fourth industrial revolution with an emphasis on the Internet. Objects are located. Conclusion: In general, according to the results of the study, it can be said that the technology factor played an important role in the behavioral adaptation of the employees, therefore, the acceptance of technology and the behavioral adaptation of the employees with its, technological capabilities are needed in the field of improving the conditions of performing tasks for Describe the staff. The limitations of the research are those factors that create obstacles in the way of collecting information, analyzing, and obtaining desirable results. Limitations are inherent in any research. This research is not exempted from this principle and limitations include the problems of determining the index and converting qualitative categories into quantitative values such as attitude to behavior and the involvement of factors such as boredom, stress, lack of time and lack of sufficient knowledge of the respondents causing inaccuracy of people in Answering questions has had. Considering that behavioral motivation was recognized as the most important dimension of the behavioral adaptation model of the employees, it is suggested to improve the behavioral adaptation of the employees, to identify the expectations of the employees from the changes made, and to fulfill them or provide a logical justification for it. To accept the technology and adapt the behavior of the employees to it, it is suggested to explain the capabilities of the technology in the field of improving the working conditions for the employees. [ABSTRACT FROM AUTHOR]

How does sleep affect employee effectiveness and what can employees do to remain effective on days with a lack of sleep? Drawing on the conservation of resources theory, our research expands on the cognitive (regulatory resources), affective (positive affect), and motivational (subjective vitality) mechanisms that link sleep and employee effectiveness. Furthermore, considering the crucial role of individuals' beliefs in the spillover of sleep to work, we examine implicit theories about willpower – a mindset about the resource-draining nature of self-regulation – as a moderator of the positive relationship between sleep duration and employee effectiveness through regulatory resources availability. Two daily diary studies with a combined sample of N total = 214 employees (N total = 1317 workdays) demonstrate the predominant role of cognitive- and affective resources in the day-specific relations between sleep at home to engagement, in-role, and extra-role performance at work. Moreover, the spillover of sleep to employee effectiveness via cognitive resources is stronger for individuals holding a limited as compared with a non-limited resource theory. This research not only expands our theoretical understanding of the psychological mechanisms that link sleep to employee effectiveness but also offers practical implications by highlighting the protective role of holding a non-limited resource theory on days with a lack of sleep. [ABSTRACT FROM AUTHOR]

In this registered report, we examined the effect of transgressions committed by leaders working at different group levels within an organization on employee outcomes. Based on social identity theorizing, we argued that organizational leader transgressions would affect organizational members' experiences only at the organizational level, but that workgroup leader transgressions would impact organizational members' experiences at both workgroup and organizational levels. To test these ideas, we developed a 2 (leader group affiliation: workgroup vs. organizational) × 2 (leader behaviour: normative vs. transgressive) between‐subjects experimental paradigm. As hypothesized, both workgroup and organizational leader transgressions resulted in decreased organizational identification and perceived organizational leader effectiveness. Contrary to our prediction, transgressions of both workgroup and organizational leaders were similarly detrimental to workers' workgroup identification. However, as predicted, a transgressive workgroup leader had a greater negative impact on perceived workgroup leader effectiveness than a transgressive organizational leader. When outliers were excluded, a workgroup leader's transgression was found to be more detrimental to work performance than an organizational leader's transgression. Overall, this study demonstrates that the transgressions of lower‐level workgroup leaders can be as detrimental – and in some cases more detrimental – to workers than the transgressions of higher‐level organizational leaders. [ABSTRACT FROM AUTHOR]

Little is known about the role of perfectionism in employees' daily work. Our study aimed to provide a fine‐grained view on perfectionism in work life by examining daily work‐related perfectionism in terms of perfectionistic strivings and concerns. Drawing on whole trait theory and the principle of trait activation, we investigated experienced time pressure and criticism at work as antecedents of daily work‐related perfectionism and in turn its implications for vigour and negative affect. In the course of two working weeks, 72 employees completed surveys three times per day, resulting in a total of 461 days of data. Multilevel path modelling showed that daily time pressure was positively related to both perfectionistic strivings and concerns, and that criticism was positively related to perfectionistic concerns. Daily work‐related perfectionistic strivings were positively indirectly related to vigour at bedtime via vigour at the end of the workday. Daily work‐related perfectionistic concerns were positively indirectly related to bedtime negative affect via end‐of‐workday negative affect. Our study shows that employees' daily experiences at work relate to within‐person fluctuations in work‐related perfectionism, which in turn matter for well‐being both at work and at home. We conclude that a dynamic view broadens the understanding of perfectionism at work. [ABSTRACT FROM AUTHOR]

Following a long period during which scholarly attention was paid predominantly to the role of change agents in organizational change, change recipients and their experiences have finally begun to take center stage. Yet the typical view of recipients has been as passive reactors to change. In this article we take steps toward highlighting the central, active roles change recipients play in organizational change events. We discuss and distinguish between dimensions of valence and activation and introduce a circumplex of recipients' affective and behavioral responses to change events. We describe the primary and secondary appraisal processes through which each response type emerges and discuss outcomes of each response type. We use our model to explain how change context and process variables affect recipients' responses to change. Finally, we discuss implications of our model for theory, research, and practice. [ABSTRACT FROM AUTHOR]

Although people often value work identities, events sometimes threaten these identities, creating situations where individuals struggle to overcome the identity threat. Building on the theories of identity and escape from self, we develop a "rock bottom" model of generating a new positive work identity. Specifically, individuals who eventually hit rock bottom come to realize that the identity has been lost, which can lead to a path to recovery or to a path to dysfunction. The path to recovery involves escape through identity play and the oscillation between disciplined identity play and identity refinement/validation. The path to dysfunction involves escape though cognitive deconstruction. Regulatory focus is important in distinguishing between those who engage in identity play to generate possible new positive identities (i.e., promotion focus) and those who engage in cognitive dysfunction (i.e., prevention focus). A deeper understanding of why some recover and others languish provides an opportunity to develop interventions that facilitate recovery from work identity loss. [ABSTRACT FROM AUTHOR]

Emerging research shows that moral emotions can promote individual prosocial behaviors and adaptation during adversity. Integrating Affective Events Theory (AET) with two functionalist theories of emotions (social functions of emotions and broaden-and-build theory of positive emotions), we extend this line of research by focusing on other-oriented moral emotions as facilitators of individuals' adaptive behavior of voice during a major crisis. We conducted a four-wave survey study with 111 U.S. working adults during the early (acute) stage of the COVID-19 pandemic. Our path analyses in AMOS, coupled with PROCESS-aided analyses in SPSS, indicated that supervisors' companionate love expression elicited gratitude in subordinates, particularly when subordinates perceived high uncertainty of the crisis, which, in turn, broadened subordinates' in-role perceptions of, and promoted engagement in, voice behaviors. Our findings extend AET in meaningful ways and contribute to research on the moral emotions of companionate love and gratitude, stressing their value in managerial practice. [ABSTRACT FROM AUTHOR]

Given the centrality of sleep and work in most individuals' lives, it is interesting to note that an empirical understanding of the association between what happens in the workplace and how well people sleep is in an early stage of development, at least relative to other topics that are of interest in the literature on stress and health. Using self‐determination theory, the current study examined how maladaptive motivational processes at work relate to sleep disturbance and mental ill health. In line with hypotheses, the results of a cross‐sectional analysis and analyses using data from two time points over 15 months revealed that employees are more likely to report sleep disturbance, anxiety, and depressive symptoms when they experience frustration of the basic psychological needs for autonomy, competence, and relatedness in the workplace. Additional results revealed an indirect effect of change in basic psychological need frustration on change in anxiety—but not on change in depressive symptoms—through change in sleep disturbance. Taken together, these findings add to the burgeoning literature on the maladaptive motivational origins of ill health and dysfunction in the workplace. [ABSTRACT FROM AUTHOR]

In this paper, we present the Integrated Training Transfer and Effectiveness Model (ITTEM), a dynamic model integrating dominant training transfer and training effectiveness models that can be used to evaluate whether mental health and wellbeing training interventions are transferred to the workplace and result in changes in emotions, cognitions and behaviours post-training. Through the integration of training transfer and training effectiveness literatures, the ITTEM aims to further our understanding of how we may enhance the effectiveness of training through optimising training transfer. We employ realist evaluation as our theoretical framework and argue that developing our understanding of what works for whom in which circumstances will enable us to improve how we design, implement, and evaluate training. We propose that pre- and post-training contextual factors influence the extent to which training mechanisms are triggered and bring about intended outcomes, in terms of emotions, cognitions, behaviours and improved employee mental health and wellbeing. The ITTEM can be used to develop our understanding of how and when training succeeds or fails. The ITTEM provides valuable insights in to how organisations may design future training to maximise the impact of transfer thus achieving the aims of protecting and promoting mental health and wellbeing. [ABSTRACT FROM AUTHOR]

Despite the well‐documented deleterious effects of poor sleep quality on procrastination, limited efforts have been devoted to examining whether procrastination can hurt sleep quality. To address this theoretical gap, this study aims to reveal how and when individuals' procrastination at work influences their subsequent sleep quality. Building upon cognitive appraisal theory, the current research employs experience‐sampling methodology to investigate mediators of rumination (as a cognitive pathway) and negative affect (as an affective pathway), explaining within‐person fluctuations in sleep quality resulting from daily procrastination. Furthermore, job autonomy is proposed to be a cross‐level moderator in the relationship between daily procrastination and rumination/negative affect. The results of 2026 daily data records from 213 employees across 10 consecutive workdays supported the mediation effect of rumination and moderation effects of job autonomy but did not support the mediation effect of negative affect. Specifically, daily procrastination was negatively related to subsequent sleep quality through the cognitive pathway of rumination. Our results also reveal that the positive relationships between daily procrastination and rumination/negative affect were stronger for employees with higher levels of job autonomy. Finally, we discuss the implications and limitations of this paper as well as future directions. [ABSTRACT FROM AUTHOR]

In this study, we adopt the experience sampling method to investigate the within‐person consequences of workplace envy. Specifically, we investigate the influences of daily workplace envy on employees' daily self‐regulatory resource depletion and subsequent organizational deviance. Drawing on self‐regulatory resource theory, we argue that daily workplace envy diminishes employees' daily self‐regulatory resources, driving them to behave in ways that deviate from organizational norms on the same day. In addition, we propose that ethical leadership prevents daily depleted employees from engaging in daily organizational deviance. The results of a two‐week daily study support the hypotheses. Insights into literature, practice, and future research are discussed. [ABSTRACT FROM AUTHOR]

This interdisciplinary study integrates economics- and psychology-based explanations to promote a clearer understanding of how employees respond to the pay-for-performance (PFP) system. By examining the combined performance predictions in the common, but rarely studied, situation in which employees do not meet expectations, we can more clearly view how economic rationality and psychological factors combine to explain employee behaviors in response to PFP. We test our hypotheses using unique longitudinal data from the health care industry. The theoretical insights contribute to a PFP theory that explains how and why PFP functions, and in doing so reconciles prior research inconsistencies. [ABSTRACT FROM AUTHOR]

Objectives : To examine the association between work-related stress (job lock and job stress appraisal) and insomnia symptoms among older Black workers, as well as the extent to which psychosocial resources (mastery, social support, and religious involvement) mediate or moderate this association. Methods : This study uses Ordinary Least Squares regression analysis and data from the Health and Retirement Study (HRS) on Black workers aged 51 and older (N = 924). Results : Job lock due to financial reasons and job stress appraisal are associated with increased insomnia symptoms among older Black workers. Religious attendance buffers the harmful effects of financial job lock on sleep quality, while religiosity exacerbates the effects of job stress on insomnia symptoms. Discussion: Taken together, findings underscore the utility of the Stress Process Model for understanding diverse stress and sleep experiences in later life. Furthermore, findings have the potential to inform efficacious policies for reducing work-related stress and mitigating its harmful consequences. [ABSTRACT FROM AUTHOR]

In recent years, the banking industry has witnessed several cases of excessive risk-taking that frequently have been attributed to problematic professional norms.We conduct experiments with employees from several banks in which we manipulate the saliency of their professional identity and subsequently measure their risk aversion in a real stakes investment task. If bank employees are exposed to professional norms that favor risk-taking, they should become more willing to take risks when their professional identity is salient. We find, however, that subjects take significantly less risk, challenging the view that the professional norms generally increase bank employee's willingness to take risks. [ABSTRACT FROM AUTHOR]

Gratitude is a valuable emotion with an array of functional outcomes. Nonetheless, research on gratitude in organizations is limited. In this article we develop a multilevel model of gratitude composed of episodic gratitude at the event level, persistent gratitude at the individual level, and collective gratitude at the organizational level. We then consider the types of human resource initiatives that organizations can develop to cultivate employee gratitude and the contingencies of gratitude’s emergence at the individual and organizational levels of analysis. Finally, we elucidate the benefits of gratitude for organizations and their employees. The result is a deeper understanding of how gratitude unfolds in organizations and the role that organizations themselves can play in influencing emotions at multiple levels in the workplace. [ABSTRACT FROM AUTHOR]

Responding to the paucity of institutional literature meaningfully distinguishing between emotional displays and the experience of emotions, I describe the process by which display rules are codified into the logics governing an institutional regime. I then theorize the role of feigning behaviors—emotional displays that are decoupled from the physiological experience of emotion either in intensity or valence (positive/negative)—in the higher-order dynamics of institutional logics. Specifically, I suggest that the two categories of feigning behavior (valence congruous feigning and diametric feigning) can play different roles in catalyzing the coexistence, blending, and contestation of logics. This research aids institutional theorists in understanding the local affairs and “on-the-ground” lived experiences of logics by highlighting the role of feigned emotional display as the ubiquitous mechanism through which persons navigate and cope with institutional mandates. [ABSTRACT FROM AUTHOR]

With empirical research on abusive supervision flourishing, there is an increasing need for an integrative framework that accounts for how and why individuals vary in their perceptions, experiences, and responses to abuse over time. To address this need, we integrate theories of emotions to present a multiphase, episodic process model explaining how initial attributions and appraisals combine to give rise to three distinct emotions—anger, fear, and sadness—that, in turn, drive a range of behavioral responses. We build on this foundation to offer new propositions on how various person and situational factors combine at each phase to produce different emotional and behavioral pathways, and we further conceptualize how feedback loops linking the behavioral responses in one episode to the next can result in emotional modulations and increasing (or decreasing) trajectories of adaptation to abuse. We advance the abusive supervision literature by providing a dynamic framework that integrates and organizes existing research, offering new emotions-based explanations for why people exhibit a range of responses to abuse over time, and highlighting areas in need of future research that have the potential to provide a more complete understanding of abusive supervision and its implications for organizations. [ABSTRACT FROM AUTHOR]

Employees' positive affective displays have been widely used as a strategic tool to enhance service experience and strengthen customer relationships. Companies have primarily focused their employee training programs on two dimensions of display: intensity and authenticity. Yet there is limited research on when, how, and why these two dimensions affect customer reactions. Drawing on the emotions as social information (EASI) framework (Van Kleef, 2009), we develop a conceptual model in which display intensity and display authenticity differentially influence customer loyalty by changing customers' affective reactions and cognitive appraisals. Further, we propose that the relative impact of either dimension depends on customers' motivation to understand the environment deeply and accurately (i.e., their epistemic motivation). We tested our model in one field study and one laboratory study. Results across these two studies provide consistent support for the proposed model and advance our understanding about how different dimensions of employees' positive affective displays enhance customer reactions. Thus, findings of this research contribute to knowledge on the interpersonal effects of emotions in customer-employee interactions. [ABSTRACT FROM AUTHOR]

Although researchers have argued that employees often carefully examine social contexts before speaking up to leaders, the role of leaders' affective states has received little attention. The current research addresses this important issue from an emotion-as-social-information perspective by exploring whether, why, and when leaders' affect influences employees' voice behavior. By collecting data of 640 daily interactions from both sides of 85 leader-employee dyads using the experience sampling method through mobile surveys, we found that leaders' positive affect was positively related to employees' voice behavior. Furthermore, such a relationship could be accounted for through employees' psychological safety directly via the emotional contagion mechanism (through employees' own positive affect) but not directly via the signaling mechanism (through employees' assessment of leaders' positive affect); and the effects of both employees' own positive affect and their assessments of leaders' positive affect on psychological safety were stronger when the leader-member exchange relationship was weak. Interestingly, we also found that leaders' negative affect was positively related to employees' voice, but neither emotional contagion nor signaling mechanisms explained this effect. These findings highlight the important role of leaders' affect in the voice process and also provide insights for when employees would choose to speak up to their leaders. [ABSTRACT FROM AUTHOR]

Background: The desire to contribute to sustainable development was translated into a search for the broadest possible consensus, at the international level, on the means of integrating responsible behavior into the company, by providing operational guidelines on dialogue with stakeholders. In spite of the complexity of challenges of environmental and societal standards effect on workers psychology, there has been limited research which explains this relationship. Therefore, the goal of this article is to explore the ripple effect generated by employment of environmental management criteria (ISO 14000) combined with social responsibility standard (ISO 26000) as integrated system designed to cope with cognitive analytics management (CAM) on employees psychology and behavior. Method: The study is based on survey instrument and it was targeted a sample of 300 companies from Tunisian industrial sector. The quantitative and qualitative exploratory research design was adopted through the structural equation model (PLS-SEM). Results: The findings showed that there is an indirect relationship between organizational effectiveness as a determinant of ISO standards and intention, sense of self-efficacy as a workers psychology criteria. The causality path of different constructs has been approved via CAM which played the mediator role and ensured the establishment of ISO practices and its effects to employees' behavior by extracting tacit knowledge to explicit. Conclusion: The organizational effectiveness induced through the coding of knowledge towards the decoding of employee behavior through loyalty, commitment, pride, trust, belief in personal effectiveness, promote the role gives by the manager to his employees in achieving the strategic ambitions of the organization, and more specifically in their confidence ability to coordinate voluntarily in the interests of the company. [ABSTRACT FROM AUTHOR]

Corporate employees across the world come from diversified cultural backgrounds with different personalities and work together. Is it easy to work in such an environment? This diversification comes up with two aspects: one in which the environment can affect humanity and society at large; and on the other hand, it can bring a major positive change in the personality of individuals. However, what matters is the mindset of an individual, as an employee’s psychology could make the organization successful. This study focuses on the physiological aspects of human resources which would help in building the organizational culture. It describes how the important problems can be addressed by adopting the tenets of fantastic psychology to align HR with the adaptations which are taking place in jobs and the economic arena. The paper shows a fundamental reconsideration of HRM problems and gives the utility of fantastic psychology as a possible solution. [ABSTRACT FROM AUTHOR]

Research on knowledge hiding, the intentional attempt to withhold knowledge that others have requested, strikingly shows its detrimental consequences. But, if it has only negative effects, why do employees hide knowledge in their everyday work at all? With this diary study, we address this question, shedding light on the instrumentality of knowledge hiding. Specifically, placing it within the transactional stress model, we argue that deceptive knowledge hiding (playing dumb and evasive hiding) may function as coping, relating negatively to psychological strain responses to experienced interpersonal conflict. Accordingly, we tested evasive hiding and playing dumb as mediators of the day-specific relationship between conflict and end-of-work exhaustion and negative affect. Based on data of 101 employees who reported on 615 workdays, results of multilevel path analyses showed relationship conflict positively related to evasive hiding and playing dumb. Playing dumb was negatively related to end-of-work psychological strain responses, resulting in inconsistent mediation. Evasive hiding was unrelated to psychological strain. Showing the potential intrapersonal benefits of playing dumb, this article helps to better understand the occurrence of enacted 'negative' interpersonal work behaviors, yielding important implications for research and practice. [ABSTRACT FROM AUTHOR]

Mental illness is a highly prevalent problem that affects millions of individuals. Like many other previous natural disasters and terrorist attacks, the recent Covid-19 pandemic has placed an enormous stress on the world and its workforce. In many ways the pandemic revealed gaps in the quality and availability of mental health resources, and, by magnifying the intense demand, it also spurred innovation. Telemedicine and virtual trauma-related services became examples of ways in which evaluation, treatment and counselling services could be delivered directly and efficiently to people who were confined to their dwellings and hospital beds. For many, the workplace has been a source of stress but also a vital component of one's self-worth, day-to-day purpose, and a resource for wellness programs and brief counselling services, not to mention, at least in many countries like the United States, a source for health insurance. The employee assistance program (EAP) is an example of a workplace-counselling and triage service that has enormous potential to meet the growing needs of individuals both in 'normal' times and during disasters. By better understanding the EAP's current structure alongside the advent of new technologies, it may be possible to develop a new and improved EAP model to meet a changing global landscape. For EAP to succeed and ultimately be scalable in an increasingly competitive and value-conscious marketplace, its processes of care will first require a bottom-up review with meaningful outcomes data. This will be necessary to drive continuous quality improvement and to demonstrate EAP 2.0's value to both employer and employee alike. [ABSTRACT FROM AUTHOR]

The role of coworkers' customer orientation (CO) in influencing an employee's CO has received sparse attention in the literature. This research serves two purposes. First, the study draws on person-group fit theory to develop and test a model of a frontline employee's CO relative to that of his or her coworkers as well as the effects of CO (mis)fit on job satisfaction and service performance through coworker relationship quality. Second, the authors propose three workgroup characteristics--group size, service climate strength, and leader-member exchange differentiation--that they expect to mitigate the (negative) positive effect of employee-coworker CO (mis)fit on coworker relationship quality. Data collected in a multirespondent (i.e., frontline employees and supervisors) longitudinal research design indicate that as group size increases, service climate becomes stronger, and group leaders develop different exchange relationships with employees, the inherently (negative) positive role of employee-coworker CO (mis)fit in influencing coworker relationship quality diminishes. Furthermore, coworker relationship quality fully mediates the associations of employee-coworker CO (mis)fit with job satisfaction and service performance. The authors close with a discussion of the theoretical and practical implications of the boundary conditions of CO (mis)fit. [ABSTRACT FROM AUTHOR]

Most employees personalize their workspaces with photos, memorabilia, and other items--even in the face of constraints such as rules prohibiting personalization. This prevalent use of objects likely reveals much about intrapersonal and interpersonal processes at work. By analyzing employee interviews and workspace inventories and observations, we discover that the objects with which employees personalize their workspaces (and even the absence of such objects) symbolize who they are and who they want to be. Through their symbolic representations of self, they find common ground (often through shared nonwork experiences), establish a common understanding of employees' work roles, and share personalistic information about the self--all of which contribute to relationship development among employees and their coworkers, customers, and clients. With symbolic representations of self that offer an optimal amount of stimulation, they focus their attention on their goals and values and establish a desired boundary or integration between work and nonwork--both of which contribute to employees' self-regulation. Our findings support the importance of examining micro-level processes related to the physical work environment, as we find that employees shape their work environment in ways that affect both their relationships at work and their self-regulatory functions. [ABSTRACT FROM AUTHOR]

BACKGROUND: A just culture is one in which the reporting of errors and near misses is supported without fear of retribution. The relationship of just culture and psychosocial factors at work has not been explored sufficiently in the literature. OBJECTIVE: To investigate the perception of just culture and its association with socio-demographic and work-related psychosocial factors among 302 employees in an industrial setting in Iran. METHODS: Just culture was assessed using the Just Culture Assessment Tool, and the Copenhagen Psychosocial Questionnaire was used for evaluation of psychosocial work factors (including influence at work, meaning of work, commitment to the workplace, predictability, rewards, quality of leadership, social support from supervisors, trust, and justice and respect). Data were analysed using t test, analysis of variance (ANOVA), and general linear regression analysis. RESULTS: The results indicated that the employees had a fairly positive view on their organisation's just culture, though there were some areas such as trust and balance that needed further attention. The psychosocial issues (particularly commitment to the workplace, meaning of work, social support from supervisors, and rewards) were not adequate from the employees' perspective. Predictability, rewards, and quality of leadership, were the significant psychosocial predictors of just culture in a multivariate regression model. CONCLUSIONS: The findings highlight the areas that need to be considered to improve the experience of organisational just culture, which is important from the point of view of prevention of safety errors and incidents. [ABSTRACT FROM AUTHOR]

The aim of this study was to examine whether the association between psychological capital (PsyCap; which is comprised of hope, self‐efficacy, resilience, and optimism) and optimal engagement is mediated by positive emotions. Three studies were conducted across different cultural contexts (Hong Kong SAR, Mainland China, and the Philippines), domains (academic and work), and age groups (adult employees and school‐aged adolescents). Study 1 was a cross‐sectional study conducted among 162 employees in Mainland China. Study 2 was a cross‐sectional study conducted among 71 secondary school students in Hong Kong SAR. Study 3 was a prospective study conducted among 404 secondary school students in the Philippines. Across the three studies, the positive effect of PsyCap on engagement (academic and work) was partially mediated by positive emotions. This study enriches the understanding of the processes through which PsyCap is associated with optimal outcomes. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Most stress research focuses on the effect of workplace stressors on frontline employees. However, less research has focused on how employees affect leaders' stress. The purpose of this study is to highlight an important yet neglected type of stressor crossover: from employees to their leader. The current study used multisource data (i.e., subordinate and leader) from 588 employees working in 164 groups in Italy. Results indicated that subordinates' workloads were associated with their leaders' workload both directly and indirectly via subordinates' physical strain. The leaders' workload then related to their own physical strain. This study has implications for understanding the stressful role of managing subordinates and can inform practitioners interested in improving leaders' well-being. This is one of the first studies to address how subordinates' stressors contributes to their leaders' stressors, and the use of a multisource multilevel design helps overcome concerns of common method bias and increases our confidence in the results. [ABSTRACT FROM AUTHOR]