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This study aims to propose and examine a research model that explores how income level can moderate the mediating relationship between organizational tolerance workplace incivility and job search behavior through employee cynicism within the hotel industry. As such, the theoretical framework and non-western study context are each a novel consideration. Data were collected from 331 employees of 5-star hotels within Jordan, whereby structural equation modeling was adopted to test the relationships between constructs. The analysis revealed that when employees perceive a high level of organizational tolerance for workplace incivility, they reinforce cynical beliefs and increase their job search behavior. Results provide empirical support for income moderating the indirect relationships (via employee cynicism) between organization workplace incivility and job search behavior. This relationship is stronger among employees with lower levels of income. Practical implications concerning ways to improve managers' knowledge of workplace incivility and more operational ways of handling conflict are discussed.

This is the Author’s Original Manuscript of an article published by Taylor & Francis in the Journal of Sustainable Tourism on 16 March 2020, available online at https://doi.org/10.1080/09669582.2020.1738444. In light of the recent conflicts in Carthage over land use, cultural heritage preservation, and sustainable tourism, this work utilized a value-belief-norm (VBN) theoretical framework to consider psychological antecedents of residents’ behavioral intentions to support cultural heritage tourism. As such, personal values, cultural worldview, awareness of consequences, ascription of responsibility, and subjective norms were considered antecedents of intentions to support cultural heritage tourism. Data were collected from 475 Carthage residents in nine neighborhoods adjacent to UNESCO World Heritage Sites using an on-site self-administered questionnaire. The proposed model was assessed through confirmatory factor analysis (to demonstrate sound psychometric properties across all 11 factors within the model), followed by structural equation modelling. Overall, 15 of the 19 proposed hypotheses were supported, ultimately contributing to 28% of the variance explained in residents’ behavioral intentions to support cultural heritage tourism. This work not only provides support for the utilization of the VBN model within the context of cultural heritage tourism, it also deepens our understanding of the theoretical framework through the inclusion of the multi-dimensional construct cultural worldview.

WOS: 000430948200006, Workplace incivility is a source of predominant stress in organizations, and a vital cause for job search behavior (JSB). Drawing upon conservation resource theory, this paper examines the relationship between tolerance for workplace incivility (TWI), JSB and cynicism among employed individuals. Utilizing data obtain from n=331 hotel employees in Jordan, a structural equation modeling was applied. The data revealed that (1) TWI has a positive impact on JSB; (2) that cynicism has a positive impact on JSB and (3) and that cynicism does not moderate the relationship between TWI and JSB. Theoretical and practical implications are discussed.

WOS: 000431017900003, The recent theoretical advances in positive organisational variables like authentic leadership and collective psychological capital (PsyCap) provide the credo to test the possible moderating effect of collective psychological capital in the form of team PsyCap. The purpose of this study is to test a model linking authentic leadership with employee cynicism, tolerance to workplace incivility and job search behaviour at the group level. A sample of 331 employees (45 teams) from the hospitality industry in the Arab Middle Eastern context was utilised (Jordan). The findings indicated that authentic leadership was significantly related to the aforementioned variables; and team psychological capital moderated the relationship between authentic leadership and tolerance to workplace incivility. Implications for practice and theory are discussed.