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The purpose of this paper was to examine the two-factor theory (Herzberg et al., 1959), determining whether millennials experience similar job satisfaction and dissatisfaction with Herzberg et al.’s motivation/hygiene descriptors as they relate to job enrichment.

This paper analyzed the historical relevancy of Herzberg et al.’s controversial motivation theory to 21st-century workers. Extensive research of scholarly journal articles included historical studies and recent studies from 1919 to 2024.

In the late 1950s, Herzberg, Mausner and Snyderman identified, from two simple reflective questions to participants, 14 work factors, which vary in the degree of motivational effect across two independent continuums of satisfaction and dissatisfaction. Given the seminal work by Herzberg et al. in this area of motivation and hygiene factors, as well as subsequent contributors in the field, the authors of this study explored the role of generational motivational changes as they relate to job enrichment.

The authors offer a reassessment of the Herzberg motivation theory to account for the generational differences that might influence its practice in the current historical context. The authors laid a foundation for further inquiry into how future workplace motivational choices compare with past generations, potentially increasing performance, and higher levels of personal achievement.

The societal, economic and personal costs of aggression are indisputable. Impulsivity and childhood trauma (CT) play a role in aggression but less is known about the potential mechanisms underlying these associations. This study aimed to investigate the influence of CTs and impulsivity on aggression in the general population.

A total of 178 participants (aged 18–86, M = 30.93, SD = 14.50) including 65 men (36.5%), 110 women (61.8%), 3 participants self-identified (1.7%)(n = 2 nonbinary, n = 1 gender fluid) of the UK adult population completed an online survey. Questionnaires measured impulsivity (Short UPPS-P), adverse childhood experiences (CT Questionnaire) and aggression (Buss and Perry Aggression Questionnaire).

Emotional neglect and abuse were the most endorsed CTs (abuse and neglect). As predicted, results showed the impulsivity facet “negative urgency” was associated with the behaviour, emotions and cognitions of aggression. Findings showed a distinct effect of both impulsivity and emotional abuse on physical aggression, which may reflect a pathway in which impulsivity influences adverse childhood experiences and future violence. Types of aggression may have potentially distinct pathways. This study discusses the reasons for these observed results and future research.

The originality/value of the paper lies in the acknowledgement of the role of negative and positive urgency in behaviours related to emotional dysregulation. It also highlighted the importance of examining different types of aggression. There was a distinct effect of both impulsivity and CTs on physical aggression and hostility. Further research in larger samples should examine pathways in which impulsivity mediates the effects of adverse childhood experiences and adulthood aggression. These collective insights can help further our understanding of the role adverse and traumatic events in childhood and impulsivity has on aggression and may be relevant to tailored support and intervention strategies for individuals expressing aggressive behaviours.

Employee emotional exhaustion is widely recognized as a hidden cost associated with high-performance work systems (HPWS). To delve deeper into the pathway from HPWS to emotional exhaustion and explore the boundary conditions capable of mitigating these hidden costs, this study, building upon the job demands-resources (JD-R) model, proposes that psychological strain serves as a mediator and theorizes that leader-member exchange (LMX) operates as a job resource serving to buffer the adverse effect of HPWS-induced psychological strain on emotional exhaustion.

This study adopts a time-lagged research design with a four-week interval to test the proposed hypotheses. Two waves of survey data were collected from 398 respondents in the Chinese state-owned banking sector.

The findings largely supported our hypotheses. Specifically, the results indicated that psychological strain mediated the relationship between HPWS and emotional exhaustion. In addition, LMX, as a job resource, moderated the indirect relationship between HPWS and emotional exhaustion. High-quality LMX reduced the likelihood of employees experiencing psychological strain caused by HPWS, thereby buffering the manifestation of emotional exhaustion.

By innovatively introducing the LMX as a job resource, this study demonstrates that the hidden costs of HPWS are not inevitable. This finding relieves organizational researchers and practitioners from the dilemma of choosing between enhancing performance and alleviating employee emotional exhaustion when implementing HPWS.

Social media has played a pivotal role in polarizing views on Russia–Ukraine conflict. The effects of polarization in online interactions have been extensively studied in many contexts. This research aims to examine how multiple social media sources may act as an integrator of information and act as a platform for depolarizing behaviors.

This study analyzes the communications of 6,662 tweets related to the sanctions imposed on Russia by using textual analytics and predictive modeling.

The research findings reveal that the tweeting behavior of netizens was depolarized because of information from multiple social media sources. However, the influx of information from non-organizational sources such as trending topics and discussions has a depolarizing impact on the user’s pre-established attitude.

For policymakers, conflict mediators and observers, and members of society in general, there is a need for (1) continuous and consistent communication throughout the crisis, (2) transparency in the information being communicated and (3) public awareness of the polarized and conflicting information being provided from multiple actors that may be biased in the claims being made about the conflict crisis.

While previous research has examined Russia–Ukraine conflict from a variety of perspectives, this is the first study to examine how social media might be used to reduce attitude polarization during times of conflict.

This study aims to enhance the current framework for decision-making regarding foreign direct investment (FDI) in developing countries, with consideration of the trend toward decentralized power.

The study uses static and dynamic panel data regression covering a period of 13 years (2010–2022) related to regencies and municipalities. The period includes the evolution of all 18 Indonesian Special Economic Zones (SEZs). This study integrates regional competitiveness factors such as local government capital expenditure, democratic, social welfare and economic fundamentals.

This paper argues that the level of government involvement should be decided according to the phase of SEZ development, the type of policy being implemented (countercyclical or procyclical), and the complexity of the FDI policy. These factors will determine the degree of interference, whether extensive or modest.

The paper analyses the application of New Keynesian and public expenditure theory to address the complex variables involved in local-level FDI decisions, which have been insufficiently studied in emerging countries.

The paper does not include a comprehensive explanation of the complex processes that lead to improvements in wages.

This study investigates the relationship between perceived organizational support (POS), employee resilience and workload on burnout in the consulting sector, which is characterized by long working hours and high pressure.

The proposed hypotheses were tested using data collected from a sample of 169 management consultants. The key constructs were examined using the PROCESS statistical package.

The findings indicate that POS has a positive effect on exhaustion, cynicism and professional inefficacy. This effect is partially mediated by employee resilience for all three dimensions. A significant moderation between workload and POS has been found for the cynicism dimension of burnout, suggesting that the positive effect of high POS is especially useful for consultants with high workloads (exceeding 60 working hours per week).

These findings highlight the importance of making employees feel supported in high-pressure work environments, as this has both a direct effect on employees' mental health and an indirect effect by increasing resilience, which in turn reduces the risk of burnout.

The study addresses the paucity of research on the workloads of management consultants and how they navigate burnout. The findings show that both personal resources (in this case, resilience) and organizational resources (POS) have a favorable impact on preventing burnout.