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This study aims to explore the relationship between proactive socialization behaviors (PSBs) and work engagement, with a specific focus on the mediating role of social capital resources (SCRs). Additionally, it investigates how proactive personality and perceived organizational support (POS) moderate the organizational assimilation of newcomers in Punjab, Pakistan, through the lens of self-determination theory.

A cross-sectional survey design was employed, with data collected from diverse organizations across cities in Punjab, Pakistan, including Bhimber, Gujrat, Gujranwala, Lahore, Jhelum, Kharian, Kotla, Mandi Bahauddin, and Sialkot. A total of 1,000 questionnaires were distributed, resulting in 619 valid responses. The sample primarily consisted of individuals with varying levels of work experience, contributing to the diversity of the data. SEM was utilized to analyze the relationships between the studied variables.

Results indicated a significant positive association between PSBs and work engagement among newcomers. SCRs were found to mediate this relationship, suggesting that proactive behaviors help newcomers accumulate social capital, which enhances work engagement. Moreover, the study reveals that proactive personality and POS significantly moderate the relationship between PSBs and work engagement, with stronger positive associations observed among proactive individuals and those perceiving higher organizational support.

The study underscores the importance of encouraging proactive socialization behaviors and strengthening organizational support systems to foster newcomer engagement and facilitate successful assimilation.

Understanding these dynamics can lead to the creation of more inclusive and supportive organizational environments, enhancing both individual well-being and organizational effectiveness.

This research offers new insights into the mechanisms through which PSBs impact work engagement, particularly through the accumulation of SCRs, and highlights the importance of proactive personality and organizational support as moderators.

The purpose of this study is to investigate how social capital resources (SCRs), proactive personality and perceived organizational support (POS) influence work engagement during the organizational socialization process through the lens of self-determination theory (SDT).

Drawing upon a sample of newly hired employees from diverse industries, data was collected using self-report measures. A total of 619 respondents’ data were qualified for analysis. Regression analysis and structural equation modeling with the bootstrap method were used for hypothesis testing.

Results indicate that newcomers who used effective organizational socialization tactics (OSTs) experienced higher levels of work engagement. Moreover, SCRs were crucial in shaping the relationship between OSTs and work engagement. Specifically, newcomers with greater SCRs exhibited increased work engagement, enhancing effective OSTs’ positive impact. Furthermore, proactive personality and POS traits moderate the relationship between SCRs and work engagement. Newcomers with a proactive personality were more likely to leverage their SCRs, leading to higher work engagement effectively.

This study underscores the importance of promoting social connections, organizational support, proactivity and positive relationships to enhance employee work engagement and overall well-being in the Pakistani context.

This study examines how SCRs, proactive personality and POS influence work engagement during organizational socialization, a novel area in newcomer adjustment. It highlights the importance of strategic socialization and targeted onboarding programs that enhance SCRs and proactive personalities. By integrating SDT with the cultural context of Pakistani organizations, it offers unique insights for improving newcomer adjustment and engagement.

We conducted a content analysis on nine historical fiction books representing Chinese history to examine character traits in relation to the historical events and genders.

We employed content analysis as the research approach to analyze the verbal texts and visual displays of the selected historical fiction.

Our findings revealed that (1) characters from the similar historical context shared certain common traits and (2) character traits were portrayed in gender-specific ways but were also influenced by familial, social and historical contexts. These findings illustrate the interconnectedness of historical contexts and gender in the development of character traits in historical fiction.

Our study extends the scope of content analysis of historical fiction by examining characters situated in social, cultural and historical contexts and providing a comprehensive understanding of gender portrayal in historical narratives.

The purpose of this study is to understand the leadership humour style and the mechanism through which leadership humour style transforms into follower’s workplace positive and negative outcomes such as thriving at work and burnout. It uses comprehensive elaboration theory and relational process theory to explore self-disclosure and perceived similarity as two new constructs to assess their relation to intrapsychic (self-enhancing and self-defeating) and interpersonal (affiliative and aggressive) leader’s humour style, respectively.

An exploratory qualitative study through semi-structured interviews was conducted with 10 leaders to understand the different aspects of leadership humour and their outcomes. Based on these dimensions, a questionnaire was created and sent to 200 respondents, and 158 responses were received. The empirical analysis of data was done by building structural equation modeling using smart partial least square.

The empirical study has shown that self-enhancing leadership humour is related to self-disclosure, and both affiliative and aggressive leadership humour styles are related to perceived similarity. When looking at the two critical outcomes of leadership humour, both perceived similarity and self-disclosure were related to social intimacy and thriving at work. The mediation effect showed that self-enhancing humour leads to self-disclosure which increases social intimacy leading to improving thriving at work and aggressive humour leads to norm violation which further leads to burnout.

The study has used the mixed methodology to understand leadership humour and its outcomes by conducting in-depth interviews with leaders and also provides empirical evidence related to leadership humour style by using the survey to collect data from the followers capturing their perceptions. And very critically, it has explored self-disclosure and perceived similarity as two new constructs to see their relation to leadership humour style and positive and negative outcomes at the workplace.

The study aims to reveal the relative importance of each characteristic of a proactive prosumer and determine the role of each characteristic in improving technological innovation.

Our data were collected via emails using a final sample of 280 technical managers from Egypt’s information technology (IT) firms who have some software development expertise. The data were analyzed using the iterative dichotomiser 3 (ID3) algorithm.

The results indicate that proactive prosumer characteristics (initiative and creativity) positively affect technological innovation. Furthermore, there is no technological innovation without initiative.

This study uses ID3 decision tree analysis to analyze the role of proactive prosumers in technological innovation. It greatly advances the area by addressing the need for quantitative studies in administrative sciences. The study highlights initiative and creativity as essential innovation drivers, contributing to consumer and prosumption theories and the changing consumer-firm connection. The ID3 algorithm distinguishes the study from earlier statistical studies. The study’s limitations advise increasing prosumer literature, studying psychological aspects and comparing cultures. Use various algorithms and moderator and mediator factors to improve methodology. Technical managers' opinions must also be understood.

This research contributes to the existing knowledge base by examining the intricate relationship between proactive prosumers and technological innovation. It offers a novel approach by employing the ID3 decision tree algorithm within the administrative sciences, a domain that needs to be explored in prosumer research. By bridging the methodological gap, this study addresses the need for more quantitative investigations into prosumers in the management field. Furthermore, it pioneers the application of artificial intelligence techniques to analyze the prosumer phenomenon quantitatively. The paper concludes by outlining potential avenues for future research.

The significant role of universities in generating and diffusing new knowledge in the interest of society has positioned faculty as knowledge creators. The present study contributes to the domain of positive psychology by heeding the happiness call in academia. The research intends to develop and validate a scale for measuring happiness at work (HAW) for knowledge creators.

The study is systematically designed across a series of four independent studies: (1) Dimensionality and item analysis, (2) scale purification, (3) scale refinement and nomological validation and (4) generalizability. Additionally, common method bias (CMB) was checked utilizing the marker variable technique.

HAW has been established as a second-order reflective-reflective construct with six factors, namely work satisfaction, self-directedness, self-love, positive thinking, positive social relationships and work-family balance. The nomological validity and generalizability of the scale have also been established.

The study is an attempt to address an important topic of HAW among knowledge creators. By conceptualizing HAW as a combination of intraindividual and organizational factors, this study offers a comprehensive measure of HAW that was previously absent in the literature. The results of the study will assist management in making strategic decisions to ensure the HAW of knowledge creators.

Knowledge creators’ happiness is a major concern in academia and has received little attention till date. The primary contribution of this study is the conceptualization and development of a validated scale for measuring knowledge creators’ HAW. A valid and reliable scale for measuring HAW would enable researchers to gain fresh perspectives on the essence, attributes and quantification of this particularly noteworthy construct.

Fear of Missing Out (FOMO) is characterized by anxiety over potentially missed experiences, while Joy of Missing Out (JOMO) embraces contentment in opting out of social engagements. Drawing on cognitive appraisal theory, this study aims to investigate how FOMO and JOMO appeals influence pride, gratitude and purchase intention while considering the impacts of age and social comparison orientation.

Three experiments examined the impact of FOMO (Study 1), JOMO (Study 2), and comparison between FOMO and JOMO (Study 3) on pride, gratitude and purchase intention. Moderated-moderated mediation models were also tested to assess the roles of age and social comparison orientation (SCO).

FOMO appeals tend to boost feelings of pride, while JOMO appeals promote gratitude, both of which result in a higher likelihood of making a purchase. The effect of FOMO appeal on purchase intention via pride is stronger among younger consumers with high SCO. In contrast, the impact of JOMO appeal on purchase intention via gratitude is higher among older consumers with low SCO.

Understanding the nuances of different advertising appeals and their effect on consumer emotions (e.g. pride and gratitude) and purchase intention can inform marketers and advertising agencies in crafting more targeted and effective advertising campaigns that resonate with diverse consumer segments.

This study adds to the consumer emotion literature and generational research by emphasizing the role of emotions and age in shaping consumer responses to advertisements.

Even after establishing their business successfully, many business owners get demotivated, and it leads to unwillingness to grow. This study aims to propose a comprehensive model that represents interrelationships among various personal factors affecting “unwillingness to grow.”

The personal factors for unwillingness to grow were identified by extant literature, and expert interviews were conducted to establish the contextual relationships among these factors. The interrelationships among the filtered variables have been done using interpretive structural modeling (ISM) and MICMAC analysis was done to determine the importance of each factor in influencing “unwillingness to grow.”

In total, 30 personal attributes were identified from previous literature, out of which 15 were selected for the final study. The result identifies 7 variables having a strong impact on “unwillingness to grow.” These attributes are “absence of strong network,” “lack of vision,” “lack of proactiveness,” “reluctance to involve external consultants,” “absence of/small founding team,” “lack of ambition” and “improper attitude.”

The research attempts to create a bricolage of all the important personal factors affecting “unwillingness to grow.” Previous researches have used few attributes, but with the help of ISM, a graphical modeling technique, it became possible to draw interrelationship between 15 attributes. Further, with the help of MICMAC, the importance of each attribute was determined.

This study aims to examine the interplay between person–environment fit (PE fit), empowerment and leader–member exchange (LMX) in the United Arab Emirates (UAE).

The final sample consisted of 733 respondents collected randomly from various business sectors in the UAE. Data was analysed and tested for moderation using Smart-PLS.

This study’s results show LMX to be a negative moderator. They reveal that LMX plays a crucial role in the relationship between PE Fit and job satisfaction, particularly when the fit is poor. Moreover, LMX was found to be a significant negative moderator between empowerment and satisfaction, highlighting its importance when empowerment is lacking.

It is important to note that the current study is cross-sectional, which means it cannot establish causation. Only a pure experimental design can provide such conclusive evidence. This limitation should be considered when interpreting the findings.

This research highlights a significant finding in turbulent times when PE fit and empowering practices are often lacking: LMX can play a compensatory role. This insight can be invaluable for human resources managers, offering a practical solution to maintaining employee satisfaction in challenging times.

The positive impact of enhanced job satisfaction and improved work relationships extends beyond the organization to stakeholders and society at large.

This research fills a gap in the existing literature by investigating the interaction between the PE fit variable and other variables, such as LMX. This novel approach offers a new perspective for HR managers, potentially enabling them to enhance their strategies for improving employee satisfaction.

The purpose of this paper is to conduct a thorough study of the current research status and trends of Artificial Intelligence-Generated Content (AIGC), which is thriving and exerting significant influences on society, the economy and technology. This study will encompass both the ample opportunities and the array of emerging risks and challenges associated with AIGC. Furthermore, this paper seeks to propose practical optimization strategies to facilitate its continued development.

A total of 12,702 documents in Scopus, CNKI and Altmetric.com databases are analyzed in this paper. The visualization tools of CiteSpace and Netdraw are used to systematically analyze AIGC from macro, meso and micro perspectives based on bibliometric indicators. The analysis is combined with altmetrics indicators to identify hotspots in AIGC-related research and predict future development trends. Finally, substantive optimization suggestions for the development of AIGC are put forward.

Research has found that firstly, both domestic and international research in the field of AIGC is actively catching up with the pace of the era. Institutions and authors recognize the indispensability of collaboration, leading to the emergence of interdisciplinary cooperation trends. Secondly, at the thematic research level, both domestic and international studies cover the overall trends of AIGC, including technology, applications, challenges and coping strategies. However, international scholars tend to focus more on technological breakthroughs, while domestic researchers emphasize the formulation of national laws and regulations. Finally, through the analysis of hotspots and trends, it is predicted that future research will focus more on addressing the legal issues regarding the originality of AIGC, enhancing its interactivity, optimizing its applications, emphasizing ethical considerations and efficiently addressing major social issues such as pandemics using AIGC technology. Corresponding optimization strategies are proposed to ensure the development of AIGC is consistent with global consensus and values, creating a beneficial environment for its sustainable development.

Firstly, this paper integrates data from three databases and uses multiple software tools to conduct a comparative analysis of the research trends in AIGC from both domestic and international perspectives. Secondly, this paper not only analyzes the academic influence of AIGC-related research through bibliometric indicators but also combines altmetrics indicators to explore the public’s attitude toward AIGC. This method systematically reveals the overall development trends, leading institutions and researchers, thematic research areas, hotspot evolution and future development trends of AIGC-related research, providing theoretical references for subsequent scholars in AIGC research. Additionally, this paper helps governments, institutions and organizations to precisely and wisely formulate policies and investments, as well as to effectively comprehend the development trends of AIGC and promote the advancement of AIGC technology and applications.