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Employees increasingly conduct work outside of traditional work hours via information communication technologies (ICTs). There is a need to understand how after‐hours ICT use relates to well‐being, given that such connectivity has become unavoidable. We implement an episodic, event‐contingent design to evaluate the association between different ICT media (i.e., e‐mail, phone call, chat app, short message service) and the within‐person outcomes of psychological detachment as partially mediated by task productivity. A daily diary survey was collected over three consecutive workdays to capture after‐hours ICT use. Daily surveys were completed by 498 individuals, with a total of 1494 episodes being captured of after‐hours work ICT engagement. Our results indicate that while engagement with any form of ICT after hours reduces psychological detachment, email and chat apps are associated with the lowest levels of psychological detachment. Moreover, whereas the use of asynchronous ICT has positive main effects on episode‐related task productivity, the use of synchronous ICT (e.g., phone) only enhances episode‐related task productivity when there are high organizational expectations for employees' responsiveness after hours. [ABSTRACT FROM AUTHOR]

Research interest in thriving at work has burgeoned over the past decades, but little is known about how human resource (HR) practices affect employees' thriving at work. Drawing upon self‐determination theory and person‐organization fit theory, we developed and tested a moderated mediation model to explain how fun HR practices influence employees' thriving at work. The results of two studies, a scenario experiment (N = 164) and a time‐lagged survey (N = 253), supported our hypotheses. Specifically, the findings revealed that fun HR practices relates positively to employees' thriving at work. Autonomous motivation partially mediates the abovementioned relationship. Furthermore, fun HR practices translate into higher autonomous motivation and subsequent thriving at work for employees with higher preference for workplace fun. Our research contributes to the existing literature by identifying fun HR practices as an antecedent of thriving at work and revealing the psychological mechanisms through which fun HR practices affect employees' thriving at work. The practical implications, limitations, and future research avenues are also discussed. [ABSTRACT FROM AUTHOR]

It has been claimed that the HR "profession" suffers from a chronic shortage of social legitimacy. In this article, we advance the idea that HR is also to some extent subject to public stigmatization for being immoral. In other words, we maintain that certain aspects of contemporary HR work can be conceptualized as morally dirty work. We provide empirical support for this contention by analyzing a set of 28 films portraying HR practitioners at work. The research results comprise both task‐related and method‐related filmic representations of HR work as immoral, thus furnishing a comprehensive and nuanced picture of the moral issues that can affect the HR profession. Furthermore, the results show that some of the HR characters analyzed—typically those who hold a role as (co‐)protagonists in the story—realize the immorality affecting their work and decide to distance themselves from it by either exiting the role, trying to reform it, or openly raising resistance against their employer. These research results suggest the need to integrate dirty work scholarship into study of the HR profession, while they provide important indications in terms of future HR research, practice and education. [ABSTRACT FROM AUTHOR]

Negative performance feedback is vital for stimulating employees to enhance their performance despite resulting in stress and adverse work outcomes. Fortunately, artificial intelligence (AI)‐enabled automated agents have gradually assumed certain functions led by human leaders, such as providing feedback. Drawing from regulatory focus theory, we propose that AI‐based feedback systems can serve as a "remediation" tool, effectively mitigating employees' apprehensions about receiving negative feedback. In two studies, we found that for employees who fear losing face, AI‐based negative feedback motivates promotion‐focused cognition—motivation to learn—representing a learning mechanism to promote job performance and impedes their prevention‐focused cognition—interpersonal rumination—reducing the depletion needed for job performance. These findings present novel perspectives on using AI in performance feedback. [ABSTRACT FROM AUTHOR]

This article argues that corporate financial frictions can have an adverse effect on employee mental health, an important determinant of employee productivity. To identify the causal effects of financial frictions, we exploit variation in firms' need to refinance their long-term debt in 2008, a period when refinancing became more difficult due to the credit crunch. Using administrative microdata, we find that antidepressant use grows significantly more among employees of firms in higher need of debt refinancing. Much of this effect occurs at employees keeping their jobs, pointing to decreased perceptions of job security as a transmission channel. [ABSTRACT FROM AUTHOR]

In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive managers of 129 Chinese hotels experiencing a financial crisis caused by coronavirus disease 2019 (COVID‐19), we find a positive relationship between delayed pay and the voluntary turnover rate at the organizational level. In addition, this relationship becomes weaker when delayed pay consists of a larger proportion of pay‐for‐performance (PFP). We then conduct an experiment (Study 2) to extend our theoretical framework to the individual level, establish causality, and examine the underlying mechanism. The results show that the perceived negative instrumentality of stay (i.e., expected economic losses associated with staying in an organization) explains why individuals intend to leave organizations adopting delayed base pay but not delayed PFP. We further replicate these findings in a critical incident technique study (Study 3). We also discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

Intrinsic motivation has received widespread attention as a predictor of positive work outcomes, including employees' prosocial behavior. We offer a more nuanced view by proposing that intrinsic motivation does not uniformly increase prosocial behavior toward all others. Specifically, we argue that employees with higher intrinsic motivation are more likely to value intrinsic motivation and associate it with having higher morality (i.e., they moralize it). When employees moralize intrinsic motivation, they perceive others with higher intrinsic motivation as being more moral and thus engage in more prosocial behavior toward those others, and judge others who are less intrinsically motivated as less moral and thereby engage in less prosocial behaviors toward them. We provide empirical support for our theoretical model across a large-scale, team-level field study in a Latin American financial institution (n = 784, k = 185) and a set of three online studies, including a preregistered experiment (n = 245, 243, and 1,245), where we develop a measure of the moralization of intrinsic motivation and provide both causal and mediating evidence. This research complicates our understanding of intrinsic motivation by revealing how its moralization may at times dim the positive light of intrinsic motivation itself. [ABSTRACT FROM AUTHOR]

Integrating the theory of workplace deviance with person–environment fit theory, we propose a two‐pathway model to explain why and how employees who feel overqualified engage in time theft behavior. Specifically, we anticipate that feeling overqualified will negatively influence focal employees' experienced authority fairness and erode their work meaningfulness, which in turn will lead to increased time theft behavior. Further, we argue that voice endorsement serves as a key boundary condition mitigating the negative effects of perceived overqualification. We conducted two multi‐waved and multi‐sourced field studies to test our proposed hypotheses. Study 1 (247 employees and 47 supervisors) revealed that perceived overqualification is associated with time theft behavior through the mediators of experienced authority fairness and meaningfulness. Study 2 (405 employees and 73 supervisors) replicated the findings of Study 1 and tested our full model. We discuss the theoretical and practical implications of our findings. [ABSTRACT FROM AUTHOR]

Contributing to the literature on positive effects of overqualification, this research examines when and why perceived overqualification predicts affiliative and proactive performance at work. Integrating optimal distinctiveness theory with self‐construal theory, we propose that depending on the nature of an employee's self‐construal (i.e., independent, or interdependent), perceived overqualification will be associated with two opposing motivational processes—namely, differentiation and assimilation. We expect perceived overqualification to have a positive relationship with a motive for assimilation when an employee has a strong interdependent self‐construal. Conversely, we expect perceived overqualification to have a positive relationship with a motive for differentiation when an employee has a strong independent self‐construal. We further argue that assimilation‐seeking and differentiation‐seeking motives will be positively related to affiliative and proactive performance, respectively. We conducted two multi‐waved and multisourced studies to test our hypotheses. In a pilot study (N = 249), we first tested our moderation hypothesis. In our main study (N = 496), we tested our overall moderated mediation model. Results from both studies reveal that perceived overqualification can trigger a need for differentiation or assimilation in employees depending on the nature of their self‐construal. The differentiation‐seeking motive was positively related to proactive performance, while the assimilation‐seeking motive was positively related to affiliative performance. Our findings advance overqualification and motivation literatures and provide insights into talent acquisition and management. [ABSTRACT FROM AUTHOR]

Employee awards programs are prevalent in organizations. This research examines a group of employees who have received relatively less attention in the employee awards literature: those who are nominated for but fail to receive an award. Integrating social comparison theory with the functional theory of counterfactual thinking, we argue that nonwinner nominees go through complex motivational states and affective experiences, which influence their collaboration responsiveness to colleagues. We conducted a field quasi-experiment using 160,830 collaboration records of 494 employees over eight months (Study 1) and a multisource study using survey data and 34,911 collaborative records of 598 employees over two months (Study 2). The results revealed that, compared to non-nominees, nonwinner nominees have lower collaboration responsiveness to winners following the award announcement, especially when they have a higher structural proximity to winners. However, in the long run, nonwinner nominees have higher collaboration responsiveness to others in general. Furthermore, being nominated for but failing to receive an award simultaneously induces nonwinner nominees to experience higher causal-inference counterfactual thinking and negative affect, which exert opposing impacts on nonwinner nominees' collaboration responsiveness. This research advances the understanding of the impact, influencing mechanisms, boundary conditions, and temporal dynamics of employee awards on workplace collaboration. [ABSTRACT FROM AUTHOR]

The global COVID-19 pandemic made vulnerable work environments, and campus recreation departments could not avoid its influence. Previous studies focused on strategies and policies for reopening campus recreation facilities and the impacts of recreation programs on students and participants during the pandemic. Relatively little research has explored employees' perceptions about campus recreation departments' challenges and solutions, and employees' work experience during the pandemic has not been fully explored. This study explored employees' work experience related to burnout during the pandemic through semi-structured interviews with campus recreation employees (N = 10). The findings revealed stressors, including extra workload, and lack of interaction, and burnout symptoms, including exhaustion, and cynicism. The findings also revealed that employees utilized individual strategies to manage stressors, and the department made efforts to reduce employees' stress. The findings of this study will provide campus recreation practitioners with a better understanding of employees' experience related to burnout. [ABSTRACT FROM AUTHOR]

Intimate partner violence (IPV) is a global public health issue that negatively impacts organizations and their employees. Research suggests that organizations can play a supportive role to lessen this negative impact. However, it has been relatively silent on the conditions under which organizations choose to play such a role. Integrating social role and critical mass perspectives, we examine the extent to which organizations adopt human resource (HR) practices to support employees affected by IPV. Specifically, we argue that organizations are more likely to adopt IPV‐related HR practices when they are led by female Chief Executive Officers (CEOs) and Top Management Teams (TMTs) with more female members. Furthermore, we argue that when women's representation reaches a critical mass plateau, appointing more women in TMTs has no incremental impact, and this non‐linear relationship moderates the CEO gender effect. Overall, we found support for our hypotheses based on a survey study of HR professionals from 414 Australian organizations (Study 1) and an archival study using 2 years of the Workplace Gender Equality Agency data from 4186 Australian organizations (Study 2). Theoretical and practical implications on the influence of gender configurations in leadership positions on the adoption of diversity, equity, and inclusion‐related HR practices are discussed. [ABSTRACT FROM AUTHOR]

This article identifies the health of the worker as a third source of labour power indeterminacy to be added to the indeterminacy of labour effort and the indeterminacy of labour mobility. The paper clearly differentiates worker health from effort as a distinct source of labour power indeterminacy—something that cannot be guaranteed and that varies for an individual over time. It considers the relationship between worker health as a new source of indeterminacy and the two extant sources of labour power indeterminacy, focussing on the way in which health moderates the relationship between effort and output. The paper also considers the way in which worker health investment moderates the indeterminacy of labour effort and labour mobility, independently of its impact on the health of the worker. The paper documents the potential value of worker health investment to the organisation and also considers the boundary conditions for investment in worker health. [ABSTRACT FROM AUTHOR]

Wisdom is often recognized as a great resource in resolving complex problems, including challenges in one's career. However, current conversations on handling ambiguity in career development are disconnected from the wisdom literature, and a psychometrically sound measure of career wisdom is lacking. This article presents two studies that aimed to develop such a tool and evaluate its psychometric performance. Study 1 utilized a sample of workers (n = 349) from the United States to create and explore the factor structure of a measure called the Career Wisdom Scale. In Study 2, a sample of U.S. workers (n = 387) was tracked over 8 months to validate the Career Wisdom Scale by assessing its structural, convergent, predictive, and incremental validities. The results supported the psychometric soundness of the newly developed Career Wisdom Scale. Structurally, the results revealed a three-factor structure of career wisdom, which encompasses embracing ignorance, embracing intuition, and embracing vulnerability. Furthermore, the results indicated that career wisdom predicted various outcomes, including career satisfaction, life satisfaction, organizational career growth, psychological well-being, career adaptability, and work–life balance over and beyond personality traits and career decision anxiety. In conclusion, the present studies offer a valuable measure of career wisdom for both future research and practical application. Additionally, it underscores the importance of career wisdom in effectively managing career challenges that may lack clear solutions. Public Significance Statement: The present study develops and initially validates the Career Wisdom Scale and supports its psychometric performance, including predictions for well-being and adjustment. Thus, the study offers a sound measurement tool for research on career wisdom and adds theoretical and empirical insights to conversations about handling ambiguity in career development. [ABSTRACT FROM AUTHOR]

This study develops and tests a model based on affective events theory. It specifies that engaging in unethical pro-organizational behaviors (UPB) decreases employee task performance through depression. Specifically, employees engaged in UPB are more likely to be depressed for those with a high rather than a low level of self-reflection, which in turn decreases task performance. Based on a sample of 205 sales employees in an insurance company located in mainland of China, we found that UPB had a significant indirect effect on task performance through depression; additionally, this effect was stronger for employees with high rather than low levels of self-reflection. [ABSTRACT FROM AUTHOR]

Previous research on employment outcomes of autistic adults mainly assessed if they work and under what terms, with mostly anecdotal descriptions of where they work. This study aimed to identify the employment sector distribution of autistic employees compared to the general workforce in the Netherlands and to explore possible background predictors. Participants were 1115 employed autistic adults (476 male; 627 female; 12 other; mean age: 40.75) who completed a cross-sectional survey assessing employment sector, gender, age, age at diagnosis, educational level, degree of autistic traits, and presence of focused interests. Dutch workforce data were retrieved from the Central Bureau of Statistics. Results indicated significant differences in sector distribution across the two populations. Autistic adults were over-represented in the sectors healthcare & welfare, information technology, and public–army–charity, which were the three most-common sectors for this group. In economics & finances, and industry & construction, higher proportions were found in the general workforce. Most autistic employees in the healthcare & welfare sector were females while having a higher educational degree and being male predicted placement in information technology. The broad distribution of autistic employees beyond the information technology sector was notable, supporting the need for an individual approach to employment integration. Studies on employment of autistic individuals mainly assessed if they work and what their working conditions are (e.g. weekly hours, salary) while less is known about where they work. We explore this issue in our study, by examining which employment sectors do autistic adults work in, and comparing them to the general workforce in the Netherlands. We also explored the possibility that gender, age, age at diagnosis, level of education, degree of autistic traits and presence of focused interests could lead to a higher likelihood of working in specific sectors. We assessed data from a survey filled in by 1115 employed autistic adults (476 male; 627 female; 12 other; mean age: 40.75). Dutch workforce information was based on data form the Central Bureau of Statistics. Results showed that a higher proportion of autistic employees worked in healthcare & welfare, information technology, and the public–army–charity sectors. These were the three most-common sectors for this group. A lower proportion of autistic employees worked in economics & finances, and industry & construction, compared to the general workforce. Most autistic employees in the healthcare & welfare sector were females while having a higher educational degree and being male increased the chance of working in information technology. In addition to the common impression that most autistic individuals have interests or abilities that align with employment in information technology and technology sectors, we found that autistic employees worked in various sectors. It is important to address individual characteristics and needs of autistic individuals, while encouraging diverse employment opportunities. [ABSTRACT FROM AUTHOR]

Usually, work beyond retirement is seen as part of the active and healthy aging paradigm. However, during the work-to-retirement transition, some people can experience activity and value re-prioritization, which might align more closely with the theory of gerotranscendence. The aim of the present cross-sectional study was to explore the concept of gerotranscendence in a group of retirement-aged workers (n = 219) and determine the relationship between gerotranscendence and motivation for work beyond retirement. To collect data, the Slovenian version of a 4-point Gerotranscendence Scale with 10 items (GTS-10) was used for the first time. Principal component analysis of the GTS-10 suggested that the internal structure of the Slovenian version of the GTS-10 corresponded to the original scale. Gerotranscendence was predicted by the presence of meaningful activities in a person's life (β = 0.184, p =.006) and uninterrupted pattern of life (β = 0.343, p <.001). The workers' motivation for prolonged work activity was influenced by a sense of autonomy and mastery engagement in work provided (β = 0.214, p =.008) as well as by Cosmic transcendence (β = 0.192, p =.005). Workers' social relations were characterized by enjoying being with others and meeting new people, which is contrary to the theory of gerotranscendence. The study suggests that gerotranscendence can be relevant in understanding workers' motivation for prolonged work activity. However, there might be nuances of the concept specific to the studied population and cultural context. [ABSTRACT FROM AUTHOR]

Although financial trust has been modeled as a critical predictor of retirement financial planning activities, insufficient understanding has been developed concerning the relationship between financial trust and the effectiveness of the model of retirement financial planning. This current research creatively evaluated the moderating role of financial trust in the model of retirement financial planning in a sample of young working adults in Shanghai and Shenzhen, China (N = 422). Results presented evidence to support financial trust strengthened the pathways in the model of retirement financial planning. For example, social support was positively and significantly linked to retirement financial behaviors in the subsample reporting high financial trust but not among those with low trust; Risk tolerance was positively and significantly associated with retirement financial planning behaviors in the high-trust subsample but not in the low-trust subsample; Future time perspectives positively and significantly connected to retirement goal clarity in the high-trust but not low-trust respondents. Our findings improve the understanding of the model of retirement financial planning by increasing its complexity and providing new entry points to enhance retirement financial planning, namely promoting financial trust among the public. The results also propose a potential mechanism that can be used to explain how manipulation of financial trust will lead to better retirement financial planning. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the effects of sponsorship on organizational identification among employees of companies that sponsor individual athletes from the perspective of internal marketing. Design/methodology/approach: An online survey was conducted in July 2021 targeting employees of Company A. Specifically, employees were invited to participate via email notifications sent through the company's intranet. To clarify the impact of company sponsorships for individual athletes on employee organizational identification, this study focused on the relationship between Company A and an athlete they support. Psychometric scales were used to measure the factors of the hypothetical model, such as sponsor fit and attitudes toward sponsorship. The analysis was conducted using IBM SPSS 28.0 and AMOS 25 Graphics, and the hypotheses were tested using structural equation modeling. Findings: We collected a total of 365 survey responses in two weeks. All the hypotheses in this study were supported, indicating that athlete identification and brand knowledge had a significant positive effect on perceived sponsor fit. In addition, attitudes toward the employer significantly have positive relationships with brand commitment and organizational identification. This study showed that perceived sponsor fit plays an important role in employee perceptions of sponsorship. Athlete endorsement is effective from an internal marketing perspective. Research limitations/implications: The limitation of this study is the selection of the research subject. Conducting the same survey targeting individual athletes with different characteristics may lead to discoveries about the impact of corporate sponsorship on employee organizational identification. Practical implications: The practical implication of this study is that business executives should also use sponsorship for individual athletes as a means to unify and motivate their employees. In selecting athletes for sponsorship, it is necessary to select individuals who fit the company image. In this process, listening to employees' opinions may help select the most suitable athlete who matches the company's image. Originality/value: Many studies conducted on sports sponsorship have focused on the impact on potential customers, from external marketing. Even in studies examining the effects of sports sponsorship on employees, the sponsored subjects are typically teams or events. Therefore, the originality of this study lies in examining the impact of athlete endorsement on the company's employees from the perspective of internal marketing. [ABSTRACT FROM AUTHOR]

Customer satisfaction is essential to a hotel's revenue, including Muslim-friendly hotels (MFHs). Amidst a plethora of studies that investigated customer satisfaction based on just customer perceptions, this study approaches the topic from a different angle. It examines both employee and customer perceptions of MFHs, particularly the relationship between service climate, service behaviour, and service quality on customer satisfaction. The integration of two theories known as the Social Exchange Theory (SET) and the extended Service Performance (SERVPERF) model resulted in 55 questionnaire items. Two sets of surveys were designed to gather data from employees working at MFHs (organisational service climate and service behaviour) and customers who visited MFHs (service quality and customer satisfaction). A hierarchical linear modeling (HLM) software was used to analyse the collected data from 120 employees and 120 customers at 24 MFHs. The study found that most employees feel that they work in a favourable service climate in MFHs. In addition, customers rated service quality in MFHs positively and a significant relationship between sevice quality and customer satisfaction was established. These findings offer new insights into MFH management, based on responses obtained from two critical parties involved in service delivery. [ABSTRACT FROM AUTHOR]

Background: There are increasing mental health concerns in the construction industry workforce, with stress being a primary concern. This qualitative study investigates stress experiences and the management of stress in office-based and on-site workers in the UK building construction sector. This study can provide key insights for construction, but also potentially other industries which struggle with high stress levels among their employees. Methods: A total of 40 semi-structured interviews (20 on-site/20 office-based) were conducted at large-scale building construction projects in the southeast UK. Framework method analysis was used to derive an understanding of stress in the workplace and coping strategies. Results: The study identified two major themes: the negative influence of work stress on personal and professional wellbeing, and the management of stress through proactive and reactive coping strategies. Results indicated that on-site workers frequently cited high workloads, tight deadlines, and safety concerns, whereas office-based workers tended to highlight job complexity and organisational pressures. Both population sub-groups reported stress affecting their work performance, with site-workers having the added concern of physical health and safety. Coping strategies among workers tended to rely on support networks, outside-the-workplace hobbies, and boundary-setting, among others. Conclusions: Stress remains a significant problem in the workplace and affects wellbeing; however, there are ways to mitigate the stress. Our findings could provide a foundation for intervention development. [ABSTRACT FROM AUTHOR]

This study examines the relationship between flexicurity policies and work–life balance, addressing the research question 'How do higher flexicurity efforts in a country relate to employee perceptions of work–life balance?' The European Commission adopted flexicurity in 2007 and proposed employment quality as an expected outcome. Work–life balance, a dimension monitored as part of employment quality, has so far been assumed as an implicit outcome of flexicurity, but no empirical research is dedicated to the topic per se. In this article the authors construct a composite indicator to proxy for national flexicurity efforts following the European Commission's guidelines. For work–life balance and other individual characteristics, the authors employ data on about 74,000 EU27 employees from the three latest waves of the European Working Conditions Survey. First, findings show that the between-country differences in work–life balance were narrower in 2015 compared to 2005. Second, the multilevel analysis suggests that the higher a country scores as regards its flexicurity policies, the likelier its citizens are to report having a work–life balance. [ABSTRACT FROM AUTHOR]

Corporate greenwashing and pro‐environmental behavior of employees have attracted a significant amount of research attention in journals related to corporate governance, green and sustainable development. However, limited research has currently investigated the relationship between the two, especially in today's globalized business environment. To fill this research gap, this study conducts a cross‐cultural validation of connection between the two, covering four countries: China, United Kingdom, Republic of Korea, and Japan. The study uses structural equation model and fsQCA methods for empirical analysis. The empirical results reveal that in China, United Kingdom, Republic of Korea, and Japan: (1) corporate greenwashing suppresses employees' pro‐environmental behavior; (2) corporate greenwashing leads to employees developing perceptions of corporate hypocrisy, negative pro‐environmental attitudes, and organizational cynicism; (3) corporate hypocrisy perception, negative pro‐environmental attitude, and organizational cynicism lead to employees displaying negative pro‐environmental behaviors; (4) corporate hypocrisy perception, negative pro‐environmental attitude, and organizational cynicism significantly mediate the influence of corporate greenwashing on employees' pro‐environmental behavior; (5) the mediating effects of these three variables do not significantly differ across the four countries; (6) the analysis results from the fsQCA method show that in China, there are 6 configurations leading to employees displaying significant (strong) negative pro‐environmental behaviors, while in the United Kingdom there are 5, and in the Republic of Korea and Japan there are 3 and 5, respectively. This cross‐cultural study offers insights for corporate management, aiding in understanding and mitigating the effects of greenwashing on employee pro‐environmental behavior. It also bolsters the creation of efficacious corporate environmental practices policies and serves as a resource for future cross‐cultural environmental preservation and corporate governance research. [ABSTRACT FROM AUTHOR]

Drawing upon deonance theory and expectancy violation theory, we investigate how employees react when their companies engage in corporate social irresponsibility (CSiR) that harms external stakeholders who are not employees themselves. Furthermore, we introduce the concept of perceived internal corporate social responsibility (CSR), which refers to employees' perceptions of how organizational actions and policies benefit them personally. We developed a conceptual model that illustrates the joint influence of external CSiR and internal CSR on employees' perceptual, relational, and behavioral outcomes. An online survey with 417 full‐time US employees revealed that employees tend to evaluate unethical corporate practices holistically, in the context of other factors, such as the company's moral character and internal CSR, rather than based on external immorality. Our study contributes to a deeper understanding of employee reactions to both CSR and CSiR, emphasizing the importance of organizations evaluating the broader ramifications of their unethical actions. [ABSTRACT FROM AUTHOR]

The sharing economy is primarily a socio‐economic concept that is built upon organizations sharing resources between each other. It includes sharing a single platform by multiple organizations. These organizations can be rivals competing in the same marketplace. Often, organizations can share their employees, data, and other resources. Although there are multiple benefits in a platform‐based sharing economy business model, there are some ethical concerns, too. Limited studies have extensively investigated how adopting a platform‐based sharing economy business model could provide both opportunities and challenges impacting the intention of the organizations to adopt this model. From such a perspective, this study aims at an in‐depth investigation of employees' perceptions regarding the intention of adopting sharing economy models through which organizations could enjoy various benefits that overcome the risks. With the help of a resource‐based view with other theories and the extant literature, a conceptual model has been developed, which later has been validated using the PLS–SEM technique considering 376 responses from different organizations in India. This study has demonstrated how the benefits derived from adopting a platform‐based sharing economy business model overcome the risks involved and could motivate organizations to intend to adopt such a business model. [ABSTRACT FROM AUTHOR]

BACKGROUND: This scoping review aimed to identify the barriers, facilitators and benefits of returning to work following burn injury, outcome measures used, management strategies, and models of care. OBJECTIVE: To provide a comprehensive overview about working-aged adults returning to their preinjury employment after burn injury METHODS: We followed a pre-determined scoping review protocol to search MEDLINE, CINAHL, Embase, PsycINFO, PubMed, Scopus, CCRCT and CDSR databases between 2000 to December 2023. Papers reporting primary data from previously employed adults with cutaneous burn injuries were included. RESULTS: In all, 90 articles met the review criteria. Return-to-work was both an outcome goal and process of recovery from burn injury. Physical and psychological impairments were identified barriers. Job accommodations and modifications were important for supporting the transition from hospital to workplace. Employment status and quality of life sub-scales were used to measure return-to-work. CONCLUSIONS: Consistent definitions of work and measurements of return-to-employment after burn injury are priorities for future research. Longitudinal studies are more likely to capture the complexity of the return-to-employment process, its impact on work participation and changes in employment over time. The social context of work may assist or hinder return-to-work more than physical environmental constraints. Equitable vocational support systems would help address disparities in vocational rehabilitation services available after burn injury. [ABSTRACT FROM AUTHOR]

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress. [ABSTRACT FROM AUTHOR]

Background/Objectives: Information and Communications Technology (ICT) advancements and high customer expectations are boosting the use of digital transformation and tech tools in business processes in a competitive environment. This trend enhances business effectiveness and efficiency but also introduces technostress as a new workplace stress factor. Technostress, defined as stress induced by using ICT in the workplace, has become increasingly prevalent in modern work environments, especially in sectors such as banking, due to digital transformation. As technology use intensifies, it raises concerns about potential adverse psychological and physiological effects on employees, particularly in relation to burnout. From a physiological perspective, musculoskeletal disorders (MSDs) are quite common among employees who use ICT for extended periods. MSDs can play a significant moderating role in the relationship between technostress and burnout. In this context, this study aimed to examine the moderating role of MSDs in the effect of technostress on burnout. Methods: This quantitative study surveyed a convenience sample of 220 bank employees, drawing on COR theory, the JD-R model, the P-E fit approach, and transactional stress theory. Data were analyzed using Structural Equation Modeling with SmartPLS 4.0 software, enabling examination of relationships between variables derived from these frameworks. Results: The results reveal that technostress increases bank employees' burnout experience. Additionally, bank employees with MSDs experience higher burnout levels than those without MSDs. Conclusions: The study's findings provide valuable insights into managing workplace stress, addressing mental health problems, and promoting employee well-being in the digital age. These results have potential implications for academic understanding and practical applications in sustainable management. [ABSTRACT FROM AUTHOR]

Organizations have increasingly relied on team-based reward systems to boost productivity and foster collaboration. Drawing on the literature on ethics and justice as well as appraisal theories of emotion, we examine how team-based reward systems can have an insidious side effect: They increase the likelihood that employees remain silent when observing a team member engage in unethical behavior. Across four studies adopting different methods, measures, and samples, we found consistent evidence that people are less likely to report (i.e., speak up or provide anonymous feedback about) a team member's unethical behavior in team-based than in individual-based reward systems. Furthermore, our research reveals that this effect is primarily driven by a decrease in the experience of moral anger, which subsequently leads to a decreased likelihood of reporting unethical behavior when it benefits the team rather than the individual. We do not find support for perceived indirect benefit or envy as alternative explanations, suggesting that the decision to report a team member's unethical behavior is not driven by calculative and selfish motives, but by moral motives. Finally, we establish that the effect is contingent on the observer and the perpetrator being members of the same team; it dissipates when the observer and the perpetrator are part of different teams. Our work contributes to research on reward systems and business ethics and provides practical implications for human resource practices. [ABSTRACT FROM AUTHOR]

Objective: We estimated, for women and men (1) the associations between psychological distress and the prevalences of presenteeism and absenteeism, (2) average hours lost annually per person, and (3) costs from the employers' economic perspective. Methods: Participants were 1292 Canadian white-collar workers. Psychological distress, presenteeism, and absenteeism were assessed with validated questionnaires. The average annual hours of productivity loss and related costs were estimated using generalized linear models with a negative binomial distribution and a log link. Results: High psychological distress in women and men was associated with presenteeism costs ($6944 and $8432) and absenteeism costs ($2337 and $2796 per person). The association between psychological distress and annual hours lost to presenteeism was twice stronger for men than women. Conclusions: Productivity losses associated with psychological distress are high in women and men older workers. [ABSTRACT FROM AUTHOR]

Objectives: We investigated the impact of engaging in side jobs on turnover and its interaction with psychological distress among Japanese employees. Methods: A prospective cohort study was conducted using a questionnairebased survey. We investigated 2783 full-time employees in companies permitting side jobs. Multiple logistic regression analyses were used to examine the relationship between side jobs and turnover, and its relationship stratified by psychological distress. Results: Employees engaging in side jobs had higher odds ratios (ORs) for turnover after adjusting for covariates, including psychological distress (OR, 1.54; 95%confidence interval, 1.22 to 1.93). Among those under psychological distress, ORs for turnover were significantly higher (OR, 1.96; 95% confidence interval, 1.39 to 2.76). Conversely, in employees without distress, no significant difference was observed. Conclusions: Side job engagement correlates with higher turnover, particularly among employees under psychological distress. [ABSTRACT FROM AUTHOR]

Objective: We hypothesized that telecommuting's impact on sleep varied based on preference-frequency mismatch. Here, we evaluated this relationship in a large cohort of Japanese workers. Methods: We collected data from 33,302 Japanese workers through an online survey and analyzed participant preferences and frequency of telecommuting in 9425 individuals who responded to a follow-up survey. We evaluated sleep using the Athens Insomnia Scale and estimated odds ratios of insomnia using multilevel logistic regression. Results: Workers preferring telecommuting had a higher risk of insomnia as telecommuting frequency decreased. OR for insomnia was 1.87 (P < 0.001) in those who telecommuted less than once per week. Conclusion: Telecommuting's impact on workers' sleep depends on preference mismatch, with a higher risk of insomnia among those who prefer telecommuting but are unable to utilize it. [ABSTRACT FROM AUTHOR]

Objective: Problematic debt poses a considerable challenge in the Netherlands, impacting health and work-related outcomes. Occupational physicians play a vital role in guiding absent employees and identifyingwork-related risk factors for illness. This study investigates how occupational physicians address financial issues among employees and proposes improvements. Methods: Semistructured interviewswere conducted with a diverse group of 12 occupational physicians and residents. Results: Thematic content analysis revealed that while physicians do not routinely inquire about financial problems, they approach socioeconomic concerns cautiously and consider multiple (structural and individual) risk factors. Current interventions include budget coaching and lifestyle enhancements. Conclusions: Despite awareness, current interventions focus on immediate advice targeting downstream factors (ie, social determinants at the individual level), thereby overlooking structural, upstream factors (ie, social determinants on a societal and systemic level) of employees' financial problems. Exploring systems approaches, targeting both individual and structural factors, and more attention for this subject in occupational physicians education, are considered crucial for future effective approaches. [ABSTRACT FROM AUTHOR]

We surveyed workers in the performing arts sector to explore the role of positive mindsets in facilitating work‐related resilience, engagement and reduced stress using retrospective reporting surveys during the Covid‐19 work shut down period. Integrating conservation of resources theory with research on metacognitive self‐regulation, we controlled for the severity of the Covid‐19 impact and negative affect and found that hope (but not mindfulness) predicted professional engagement, resiliency and reduced tension and distress over time. Further, the relationships between hope and outcomes were mediated by positive affect (PA). Mindfulness was not indirectly (via PA) related to outcomes (i.e., engagement, resiliency, job tension, distress) but was directly and negatively related to job tension and distress. These findings suggest that in times of intense stress or adversity, future‐oriented thinking such as hope may be more effective than mindfulness in sustaining positive mindsets and action‐oriented outcomes such as engagement. Implications for practice and future research are discussed. [ABSTRACT FROM AUTHOR]

Against the background of Job Demands‐Resources and Conservation of Resources theory and research on organizational communication, this prospective study among n = 312 employees explores the significant role of perceived information process quality (PIPQ) in enhancing employees' optimism during the COVID‐19 pandemic. It thereby contributes to a deeper understanding of the factors influencing employee optimism in challenging contexts. In this study, PIPQ is defined by the availability of timely information, clarity, and consistency in the information provided. Results from latent change score modelling revealed that employees who experienced high PIPQ, particularly consistent information, reported feeling more optimistic about work‐related aspects and also experienced spillover effects into their private lives. Notably, both consistency in information prior to the pandemic and increases in consistent information during the pandemic demonstrated this beneficial effect. Moreover, timely available information also positively influenced optimism, especially regarding work‐related aspects. However, the study did not find evidence that clarity in information significantly affected optimism. In summary, the findings underscore the importance of accessible and consistent information as a vital resource for employees' ability to navigate crises. [ABSTRACT FROM AUTHOR]

For decades, psychologists have explored dynamics within the realm of human‐animal interaction. Organizational psychologists are no different; research has found that exchanges with pets and other animals have the potential to influence important work outcomes, such as performance, well‐being, and satisfaction. Relatively little is understood, however, regarding the potential spillover effects of human‐animal interaction from the non‐work to work context. To address this gap in the literature, the present research—synthesising Broaden and Build Theory and Conservation of Resources Theory—explores the daily spillover effects of morning quality time with pets on affective, behavioural, and cognitive outcomes for employees, both during and after the workday. It is also suggested that openness to experience may act as a cross‐level moderator for these daily relationships. An occupationally heterogenous daily diary sample of employed pet owners from the United Kingdom (NLevel 1 = 405, NLevel 2 = 81) was used to test these relationships. Using a mixed effects modelling approach, it was revealed that morning quality time with pets was associated with reduced Negative Affect (NA) during the workday, and reduced incivility and withdrawal upon returning home from work. Moreover, higher levels of trait openness to experience strengthened the negative relationships between daily morning quality time with pets and daily workday NA and afterwork incivility. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

This study compared the stress, anxiety and depression levels in employees working in the health, education and security sectors. The study also investigated the effect of psychological resilience on stress, anxiety, and depression levels and whether the stress, anxiety, depression and psychological resilience levels of employees differ according to occupational and demographic variables. In this cross‐sectional study, 1222 employees participated, comprising 50.8% from the health sector, 37.7% from education, and 11.5% from security. Data were collected using the Stress, Anxiety, and Depression Scale‐21 and the Brief Resilience Scale. The study revealed varying rates of severe stress (49.1%), anxiety (74.0%), and depression (53.2%) among participants. Health employees experienced higher stress (52.1%), anxiety (77.0%), and depression (58%) rates compared to those in education (46.4%, 72.4%, and 48.4%) and security sectors (44.3%, 66.4%, and 48.5%). Health employees exhibited higher stress, anxiety, and depression levels, signifying a significant difference. Furthermore, the research identified psychological resilience as a crucial predictor of stress, anxiety, and depression. Additionally, these mental health issues were more prevalent among younger individuals with less work experience, females, private sector employees, singles, and those without children. The findings of the study showed that the level of stress, anxiety and depression was high in employees working in all three sectors (health, education and security), but mental problems were more common in health employees. The fact that psychological resilience is a significant predictor of stress, anxiety and depression levels indicates that this factor should be taken into account. [ABSTRACT FROM AUTHOR]

This study uses a resource perspective that combines theories used commonly to explore recovery experiences as a theoretical framework and investigate the effects of recovery at the beginning of the workday on exhaustion and vigour at the end of the workday, with workflow in the morning as a mediator. An experience sampling method was used to collect data from 84 fulltime employees. Participants received three survey links each workday over a 2‐week period, resulting in 837 days‐level and 2517 data points. Hierarchical linear regression was used to test hypotheses, with results suggesting that greater recovery at the beginning of the workday correlated negatively with exhaustion and positively with vigour at the end of the workday. Recovery at the beginning correlated positively with flow state in the morning, and flow state correlated positively with vigour at the end of the workday. Flow state in the morning mediated the relationship between recovery level at the beginning and vigour at the end of the workday. These findings suggest the importance of recovery and the effects of flow state on employees' vigour. [ABSTRACT FROM AUTHOR]

Instrumental help and support in the workplace are mostly associated with outcomes that are considered desirable for organisations and their employees. In this study, we seek to shed light on a specific type of help at work that may entail negative consequences: being offered help that is not wanted by the recipient. Drawing on basic psychological needs theory and on theory of ruminative thoughts, we propose that offering unwanted help frustrates the recipient's psychological needs for autonomy and competence, which in turn affects after‐work recovery processes in the form of increased rumination and decreased psychological detachment. Supporting our hypotheses, a cross‐sectional survey study (Study 1, N = 279) revealed that employees who were offered unwanted help from coworkers or supervisors experienced higher frustration in need for competence and autonomy, which in turn was associated with higher rumination after work and less psychological detachment from work. Results from a time‐lagged survey with two measurement points 2 weeks apart (Study 2, N = 165) showed that being offered unwanted help was concurrently related to increased competence and autonomy frustration, of which only autonomy frustration later translated into higher after‐work rumination and ultimately lower psychological detachment from work. Our findings suggest that needs frustration provides a promising approach to investigate and explain potentially detrimental effects of unwanted help at work on after‐work recovery processes. [ABSTRACT FROM AUTHOR]

Although grief can have a profound effect on the workplace, the long-term lived experience of working after bereavement remains under researched. But how is grief experienced at work? And to what extent does this experience vary according to type of loss and form of work? Drawing on data collected through a qualitative online survey (n = 220), this article provides a sociological exploration of experiences of work after bereavement. The article will argue that while grief can be silenced in the workplace, work can also provide an important source of relational connection for bereaved individuals. It concludes by reflecting on the need to move beyond linear approaches to grief and work, highlighting the important intersection of social relations and place. By analysing experiences through a relational lens, this article seeks to offer an original contribution to the sociology of work, and to grief theory as applied in the workplace. [ABSTRACT FROM AUTHOR]

In recent decades, many European governments have passed pension reforms to incentivise participation in private pension plans. However, we still have minimal understanding of whether participation in such plans is concentrated in certain groups or spread uniformly across society, or what their stability over time is. To illuminate the social selectivity of these plans and potential changes in that selectivity over time, we analyse six waves of the Survey of Health, Ageing and Retirement in Europe (SHARE) in ten European countries: Austria, Belgium, Czech Republic, Denmark, France, Germany, Italy, Spain, Sweden and Switzerland. Specifically, we focus on participation gaps in individual and occupational plans of workers across six dimensions: gender, education, age, social class, income, and risk preference. The results indicate large and persistent social divides in participation rates. As expected, rates are significantly higher among workers who are not close to retirement, those with an upper service occupation and those with high income. Importantly, these divides did not shrink significantly over the period considered – 2006 to 2021. Social selectivity is not consistently smaller in contexts of more mature private pension provision, whereas it is consistently smaller in countries with more generous public pensions. [ABSTRACT FROM AUTHOR]

Organisations seeking to enhance their reputation increasingly depend on social network messages—for instance, from employees—instead of being able to control this through their formal communications. The present research aimed to examine how employees' willingness to share positive messages about their organisation on their social network sites (SNS) relates to organisational features and activities. Specifically, we examined whether employee ambassadorship on SNS relates to two key dimensions of social evaluation: perceived organisational morality and competence. Results of three studies suggest that organisational features can motivate employees to support their organisation online. Across different samples and measures, employee evaluations of organisational morality were a stronger statistical predictor of online ambassadorship than their evaluations of organisational competence. Organisational identification, not external prestige, mediated the effect of organisational morality on online ambassadorship. This suggests that perceived organisational morality relates to intrinsic motives of employees to support their organisation on SNS. [ABSTRACT FROM AUTHOR]

Healthcare professionals tend to assign a lower human status to patients. We hypothesized that two mindsets are responsible for this attribution: burnout (emotional exhaustion) and work engagement (vigor, dedication, and absorption in one's work). We predicted that exhaustion is negatively related to patient humanizing perceptions (Hypothesis 1), whereas engagement is positively related to them (Hypothesis 2). In addition, we formulated hypotheses on the relationship between job characteristics and humanity perceptions. Based on the Job Demands‐Resources theory, we predicted that resources (e.g., performance feedback) are positively related to humanizing perceptions being positively linked to work engagement (Hypothesis 3a) and negatively linked to exhaustion (Hypothesis 3b). For demands (e.g., work overload), in contrast, they should be negatively related to humanizing perceptions, being positively linked to exhaustion (Hypothesis 4a) and negatively linked to work engagement (Hypothesis 4b). To test the hypotheses, we conducted an online survey. Participants were physicians and nurses (N = 302); a questionnaire was used. The mediation model was estimated by applying path analysis with observed variables. Findings supported the prediction that reduced humanizing perceptions are associated with care providers' exhaustion (Hypothesis 1). No association was found between humanity perceptions and work engagement. For job aspects, resources were linked to higher humanizing perceptions through the mediation of lower exhaustion (Hypothesis 3b), whereas demands were linked to lower humanizing perceptions through the mediation of higher exhaustion (Hypothesis 4a). Findings suggest that appropriate manipulations of demands and resources may increase patient humanization and improve the therapeutic relationship. [ABSTRACT FROM AUTHOR]

Introduction: Distal radius fracture (DRF) is one of the most common upper extremity fractures treated by hand therapists and can lead to chronic physical impairment and reduced occupational performance. This scoping review aimed to reveal what is currently known about occupational performance following DRF and to explore if and how occupational performance is defined and considered in the research. Methods: This review was guided by the PRISMA‐Scoping review and the Joanna Briggs Institute (JBI) guidelines. Relevant databases were searched, and studies that addressed occupation performance in adult participants following DRF were included. The findings were summarised according to the components of occupational performance (person, occupation, and environment), and quality was measured using the Mixed Methods Appraisal Tool. Results: Forty‐three articles met the eligibility criteria for inclusion. All of the studies discussed at least two components of occupational performance, while 25 recognised all three. The consideration of occupational performance was dominated by biomechanical issues associated with the person component (i.e. range of motion, strength). There was some acknowledgement of the psychosocial aspects of the person and, to a lesser extent, the environment, as well as the impact of both on return to occupational performance. Conclusion: Despite occupational performance being at the core of occupational therapy theory, its consideration within the context of research on DRF appears to be focussed on the person component of occupational performance and on biomechanical issues. Further research is recommended to determine how much this reflects current clinical practice and if a more comprehensive consideration of occupational performance will improve rates of recovery following DRF. Consumer and community involvement: As part of the protocol development for this review, consumers and stakeholders were consulted. They provided feedback on clarity and importance of the research questions. Plain language summary: A distal radius fracture happens when you break the bone on the thumb side of your wrist. This type of injury often occurs when you fall and land on an outstretched hand. It is one of the more common injuries that hand therapists see in their practice. For some people, recovering from this fracture can take a long time and come with a lot of pain, difficulty moving, and emotional stress. These problems can make it hard to do everyday things like driving, cooking, or getting dressed. It can also affect both paid and unpaid work as well as leisure and social activities, making life more difficult for everyone involved. The findings from this review suggest that the current research usually focuses on how the body physically heals from this type of injury, but it does not pay as much attention to the emotional and social impact on healing. Also, it does not always discuss the activities that are important to the person, or the environment where they live, work, and socialise. This may show a gap in the research regarding our full comprehension of recovery from distal radius fractures. Taking a broader view and approach to recovery, considering a person's emotions, social life, environment, and daily activities, could help people recover fully and get back to their previous life routines and roles after this type of injury. [ABSTRACT FROM AUTHOR]

Instagram may be a novel context in which vocational identity construction occurs by posting content about one's profession. Yet, the content of such posts is unclear. Therefore, we performed a content analysis of 1,260 Instagram public feed posts that included a hashtag referring to gender-stereotypical professions (i.e. stereotypically male/female, gender-neutral) at multiple status levels (low, medium, high). We examined the posters' sex and ethnicity in relation to the profession in which they portrayed themselves and whether individual differences (i.e. sex, ethnicity, gender typicality/status of the job) were reflected in references to work values (i.e. qualities a job can offer). No differences were observed in the types of jobs in which individuals portrayed themselves according to sex and ethnicity. Differences in work value portrayals were exhibited for users' sex, ethnicity, gender typicality, and status of the job. Differences according to sex, gender typicality, and status of the job emerged with respect to the extent to which individuals' posts referred to work values being (dis)satisfied. Our findings highlighted that work value posts of certain social groups (i.e. sex, ethnicity) reflect work value differences in the real-world. [ABSTRACT FROM AUTHOR]

This study categorises mobile technology use into four types, taking into account two dimensions: the nature of the matters (work-related and non-work-related) and the boundaries (work and nonwork time). Furthermore, this study focuses on mobile technology use across boundaries. Drawing upon SDT, this study refines mobile technology use across work-nonwork boundaries into 2*2 categories based on the different ways in which it crosses the work-nonwork boundary, namely, work invading nonwork time (work-to-nonwork time), nonwork intruding on the realm of work time (nonwork-to-work time) as well as individual's willingness of behaviour (active and passive). Moreover, relying on COR theory, we introduce the mediating role of thriving at work (learning and vitality) in the relationship between across-boundary mobile technology use and job performance. This study shows that work-to-nonwork time active use and nonwork-to-work time active use have positive and inverted U-shaped effects on job performance separately, and both nonwork-to-work time and work-to-nonwork time passive use have negative effects on job performance. In addition, learning mediates the positive relationship between work-to-nonwork time active use and job performance, while vitality mediates the relationship between nonwork-to-work time active use and job performance, as well as between work-to-nonwork time passive use and job performance. [ABSTRACT FROM AUTHOR]

Objective: Job strain has been implicated in a variety of adverse health outcomes, particularly cardiometabolic and inflammatory diseases. However, the mechanisms underlying these effects remain largely unknown. One possibility is that the maladaptive coping response to stress, (perseverative cognition (PC); the cognitive representation of past stressful events (rumination) or feared future events (worry)), either in work or more generally, mediates the relationship between job strain and physical disease. The aim of this study was thus to test the potential role of both general, and work- related PC as a mediating, or potentially moderating, mechanism between job strain and ill- health outcomes. Design & Measures: Using an online cross- sectional design, 650 full- time employees completed measures of job strain, general and work- related PC (rumination & worry) and health outcomes (burnout, somatization, health behaviours & sleep quality). Results: General and work- related worry and rumination significantly mediated, often independently, the relationship between job strain and burnout, somatization, and sleep quality. No significant mediation effects were observed for health behaviours and no type of PC (general or work- related) moderated job strain- health outcome relations. Conclusion: Both general and work- related worry and rumination are likely to play important, and partly independent, roles in understanding the adverse relationships between job strain and various health outcomes. [ABSTRACT FROM AUTHOR]

Disability employment has an impact on the emotions and work perception of hotel employees. This study examined their perceptions and understanding toward disability employment by comparing the varied perceptions on different work levels. It further analyzed employee perception of disability employment on organizational commitment and job satisfaction and the mediating role of emotions. A field study was conducted with 142 participants who worked in international hotels in Hong Kong. The results revealed that employee perception toward disability employment partially differs among various hotel work-level positions, and is partially related to their organizational commitment and overall job satisfaction through four specific emotions. [ABSTRACT FROM AUTHOR]

The study explores the relationship between hotel employees' perceptions of human resources practices (HRP), employee satisfaction, and engagement, as well as the mediating role of satisfaction. It also examines whether the relationship between these variables is different for different employee groups (city-resort hotel and frontline-backline employees). The results showed that HRP positively affect employee satisfaction and job engagement and employee satisfaction mediated the relationship between these two variables. However, the relationship between HRP and employee satisfaction differs for city and resort hotel employees. Implications of these findings are discussed. [ABSTRACT FROM AUTHOR]