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We draw on job demands‐resources theory to develop and test a model that explores the direct and indirect (through relational energy) impact of inclusive leadership on workplace avoidance behaviors for neurodivergent employees. We also examine the moderating role of personal self‐control demands in the relationship between relational energy and workplace avoidance. We tested our model using partial least square ‐ structural equation modeling analysis with data collected using a time‐lagged data collection in a sample of 215 neurodiverse employees working in multinational companies across the Gulf Cooperation Council region (i.e., Saudi Arabia, United Arab Emirates, Oman). The findings demonstrate that inclusive leaders mitigate workplace avoidance behavior in neurodivergent employees. That is, inclusive leaders create an environment that contributes to the cultivation of employees' personal relational energy resources. Then, high levels of relational energy interact with employees' level of personal demands (i.e., impulse control, resisting distractions) to reduce workplace avoidance behaviors. Our work speaks to the integrated role of demands and resources in workplaces that can thwart avoidance behaviors for neurodivergent employees. [ABSTRACT FROM AUTHOR]

In many countries, social care workers suffer from mistreatment from social care recipients. Such mistreatment poses a significant challenge from the human resource management (HRM) perspective as finding and retaining competent social care workers is a global challenge. However, only a few studies focus on the relationship between such mistreatment and social care workers' job and psychological resources. Drawing on the conservation of resources (COR) theory, our study sheds light on the relationship between social care recipients' incivility and the resilience of social care workers. Specifically, our study examines the mediating role of work meaningfulness on the care recipient incivility–care worker resilience link, and the moderating role of servant leadership on this mediated relationship. To test the proposed moderated mediation model, two studies were conducted in social care organizations in England (n = 248) and Romania (n = 296). Our results revealed that perceived care recipient incivility is indirectly and negatively related to care workers' resilience by undermining their perceptions of work meaningfulness. Moreover, when social care workers work under a servant leader, this indirect relationship becomes weaker. The discussion elaborates on the findings of our model as well as the theoretical and practical implications for the management of human resources in social care organizations. [ABSTRACT FROM AUTHOR]

Thriving is believed to occur when employees feel a sense of progress and momentum in the organization. This conceptual basis for thriving is inherently temporal—implying an underlying individual change process—which sets thriving apart from other well‐being criteria in the Human Resource Management literature. However, surprisingly little research has demonstrated and unpacked the change and development processes that lead to thriving. In this article, we develop and test a theoretical model of the dynamic origins of thriving in a socially important context: the aging workforce. Specifically, we propose that older workers thrive when they experience relational spirals: a deepening of the employee‐organization relationship as psychological contracts and role expansion drive each other in a mutually reinforcing spiral. Results from a large‐scale nationally representative longitudinal study of 3370 Australian older workers—spanning 1.5 years and three time points—support the proposed model. Older workers' relational psychological contracts and role expansion formed a mutually reinforcing spiral process over time which ultimately led to higher levels of thriving. These results held even after imposing autoregressive control of lagged variables at earlier time points, and after accounting for the contributions of transactional psychological contracts to the spiral process. Our theorizing and empirical approach brings dynamic processes to the forefront of HR research on thriving, and points to implications for the role of HR in successful aging. [ABSTRACT FROM AUTHOR]

Control beliefs are adaptive for athletes coping with significant obstacles to sport. Our study tested whether the effects of setback-related primary (PC) and secondary control (SC) on adaptive sport-related outcomes were mediated via setback rumination in collegiate athletes. We recruited 200 collegiate athletes using Prolific, from both Canada and the United States of America (Mage = 22.3 years; 125 women, 69 men, five nonbinary individuals, and one nonresponse). We used structural equation modelling to test direct paths from Time 1 PC and SC and rumination to Time 2 competition anxiety and sport commitment and test indirect paths of PC and SC to the outcomes through rumination. Findings revealed PC directly increased sport commitment, and through higher rumination, PC predicted higher competition anxiety. Athletes' SC predicted lower competition anxiety via lower rumination. We discuss the implications of these findings for athletes managing significant sport setbacks and for sport personnel supporting athletes. [ABSTRACT FROM AUTHOR]

To encourage young generations to consume sustainably and engage in protein transition, this article investigates the mechanisms for entomophagy acceptance among adolescents. It applies social distinctiveness theory to propose a mediated model in which consumers' need for uniqueness (CNFU), susceptibility to the normative influence of peers (SNI) and anti-consumption beliefs affect adolescents' attitudes towards entomophagy, which in turn determine their intentions to try eating insects. Tests of the proposed model using structural equation modelling (SEM), with 918 French adolescents, affirm the hypothesised relationships and also reveal a moderating effect of gender, such that CNFU and anti-consumption beliefs are instrumental for boys, whereas SNI is key for girls. These differences emphasise the need for different public policy, and educational and retailing approaches for adolescents, to help improve their attitudes towards sustainable food options. [ABSTRACT FROM AUTHOR]

Work passion—a motive that contains affective and cognitive components—is highly desirable and has positive consequences for individuals and organizations. We propose work passion as the missing piece that can explain unique variance in job satisfaction above and beyond the established predictor of dispositional affect. Taking a motivational approach based on the Dualistic Model of Passion and self‐determination theory, we tested how two types of work passion (harmonious and obsessive) and two types of dispositional affect (positive and negative) predicted overall job satisfaction and nine job satisfaction facets (satisfaction with pay, promotion, supervision, fringe benefits, contingent rewards, operating conditions, coworkers, the nature of work, and communication). In a two‐wave study of working adults, structural equation modeling and regression‐based relative weights analysis showed that harmonious passion predicted the largest proportion of variance in job satisfaction overall and in all nine of its facets. Together, our findings highlight the importance of harmonious passion and the utility of a motivational theoretical perspective on job satisfaction for HR scholars and practitioners. [ABSTRACT FROM AUTHOR]

Adopting both a self-determination theory perspective and a proactive, asset-oriented approach to coping with stressors, we propose a hypothesized model to explain physical education students' year-long development of course-specific grit-perseverance (Study 1) and mental toughness (Study 2). In both studies, we used a randomized controlled trial research design with longitudinally assessed dependent measures (four waves) to test a hypothesized model in which teacher participation in an autonomy-supportive teaching workshop (experimental condition) would increase students' T2 perceived autonomy-supportive teaching and T2 perceived autonomy-supportive classmates, both of which would increase T3 need satisfaction, which would then explain longitudinal gains in students' T4 grit-perseverance (Study 1) and mental toughness (Study 2). In both Study 1 (57 teachers, 3,147 students) and Study 2 (38 teachers, 2,057 students), a multilevel structural equation modeling analysis showed that the hypothesized model fit the data very well. We conclude that the developmental roots of grit-perseverance and mental toughness can emerge proactively out of the asset-oriented experiences of interpersonal support and psychological need satisfaction that are central to self-determination theory. [ABSTRACT FROM AUTHOR]

Attitudes toward students with disabilities play a crucial role in creating an inclusive and supportive campus environment. This study investigated college students' attitudes toward peers with disabilities and explored the factors that influence these attitudes. Data from 457 students were analyzed using structural equation modeling. Results indicated that students' attitudes toward peers with disabilities were moderately positive overall, with room for improvement. Specifically, the findings highlighted several key factors that positively influenced attitudes including presence of a family member or friend with a disability and students' involvement in disability-related programming. However, the study also identified areas that require attention including limited exposure to disability-related coursework among students, and low involvement in disability-related programming on campus. Implications highlight the significance of creating a supportive and inclusive campus climate for students with disabilities. Recommendations include various academic focused strategies, but focus on one social opportunity, namely intercollegiate adaptive sports. [ABSTRACT FROM AUTHOR]

We present two studies examining the relationship between athlete leadership quality and team resilience and explored the mediating effect of team identification. In Study 1, 194 soccer players (Mage = 18.50, SD = 4.49) from eight national teams participated. Structural equation modeling showed cross-sectionally that the four types of athlete leadership qualities were positively related to the characteristics of resilience and negatively to vulnerability under pressure. Team identification was shown to be a mediator of these relationships. Study 2, with four different time-points, involved 208 young soccer players (Mage = 16.05, SD = 3.39) from two professional clubs (i.e., La Liga). Cross-lagged panel models revealed that task leadership quality (Times 1–2) was positively related to the characteristics of resilience (Times 3–4) and negatively to vulnerability under pressure (Times 3–4). However, team identification did not mediate these relationships. Therefore, practitioners should consider the perceptions of leader quality to achieve benefits during competition. [ABSTRACT FROM AUTHOR]

Brand authenticity is a crucial concept in determining a continuing relationship between a team and its fans. To better understand brand authenticity in the sport industry, this study explored how professional sport teams' brand authenticity can be enhanced by its antecedents and what is the role of brand authenticity on fan loyalty, ultimately enhancing receptivity to environmental sustainability messaging. A total of 349 fans of the National Football League participated in an online survey. This research employed structural equation modeling to examine the relationships among the eight main constructs in the hypothesized research model. The results indicated that the five predictors positively influenced the team's brand authenticity. Furthermore, enhanced brand authenticity impacted fan loyalty, while receptivity to environmental sustainability messaging was affected by fan loyalty and environmental sustainability attitude. The findings demonstrate how sport organizations can increase fans' receptivity to environmental sustainability messaging through fans' perceived brand authenticity and loyalty. [ABSTRACT FROM AUTHOR]

Buyer-supplier negotiations play a central role in supply chain networks regulating the conditions for the exchange of goods. This paper investigates the relationships between influencing factors and their impact on bargaining power. In a multiple case study, we triangulate secondary data from 12 German automotive suppliers. Following a structural equation modelling approach, bargaining power and the effects of those influencing variables are analysed. Four relationships can be found. (1) The availability of internal resources and the existence of strong buyer-supplier relationships have a positive effect on bargaining power. (2) A positive influence of buyer-supplier relationships on gaining access to internal resources can be identified. (3) External market conditions have a small negative effect on bargaining power. (4) No significant effect can be found looking at the impact of external market conditions on internal resources or buyer-supplier relationships. The findings support theory by showing that internal resources and strong buyer-supplier relationships positively influence bargaining power. Based on these results, managers are advised to prioritise strategic resource allocation, implement win-win strategies, and employ benchmarking techniques to enhance competitiveness and strengthen bargaining positions. [ABSTRACT FROM AUTHOR]