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The advent of information and communication technologies in workplace settings has broadened the range of bullying behaviours that can manifest in the digital realm. However, there is a lack of knowledge concerning the impact of situational factors on employees' perceived cyberbullying within the workplace framework. Broadly, this study aims to investigate the effects of workplace cyberbullying on employees' wellbeing at work and their intention to stay with the organization, across two groups of employees: those who work in a fully remote mode and those employed in hybrid work arrangements.

The current descriptive and time-lagged study was conducted among a sample of 373 employees who work in the information technology sector in India, in either fully-remote or hybrid mode. The study utilized self-report questionnaires, which employed previously validated questionnaires. The hypotheses were tested using structural equation modelling and multi-group analysis using IBM SPSS, AMOS, and STATs Tools Package.

The results demonstrate that cyberbullying negatively affects wellbeing at work and employees' intentions to stay with the organization. Remote-work employees experienced higher effects of workplace cyberbullying on their wellbeing at work. Also, the indirect effect of wellbeing at work was more pronounced and influential among remote work employees than hybrid work employees, suggesting the need for tailored support and resources for remote workers. Multi-group analysis across employees working in remote and hybrid work arrangements revealed that the relationship between workplace cyber-bullying and wellbeing at work is statistically stronger for remote-work employees.

This study represents a novel approach to developing and evaluating a theoretical model that explores the relationship between workplace cyberbullying, wellbeing at work, and the intention to stay with the organization within the context of remote/hybrid work arrangements. The findings offer theoretical and practical implications regarding the impact of workplace cyberbullying on job outcomes and aim to bridge a gap in current research. Particularly, the study highlights the positive outcomes of hybrid work over remote work and offers recommendations to mitigate the negative experiences among employees who work remotely.

Hybrid work arrangements became the new norm post-pandemic, introducing challenges to workplace well-being, with implications for burnout and organizational commitment. This study reviews existing research on well-being in the hybrid work context and offers directions for future research and practical implications for managers.

Using Scientometric analysis and the Theory-Characteristics-Context-Methods (TCCM) framework, this study reviews literature from Scopus and proposes future research directions.

Hybrid work, remote work and well-being have emerged as core themes, while the prominence of the COVID-19 pandemic as a theme has declined. The job demands-resources model was the most frequently applied theory, with variables such as well-being, work engagement and leadership effectiveness commonly explored. Higher education and Information Technology (IT) sectors were prominent contexts, and methods included grounded theory, surveys and interviews.

Future studies should examine the impact of hybrid work on employee engagement, employee thriving, workplace ostracism and workplace bullying in industries such as IT and healthcare. Theoretical exploration should integrate Organizational Support Theory and Self-Determination Theory.

Managers should support hybrid models with personalized well-being programs, flexible work schedules and mental health initiatives. Financial support for ergonomic home offices and research on Return on Investment (ROI) from hybrid models will be essential.

Framing hybrid work and well-being within the Triple Bottom Line (TBL) framework underscores its social, environmental and financial dimensions. This approach highlights the potential of hybrid work to reduce commuting-related emissions and enhance societal well-being.

The current study, being the first to employ scientometric analysis and the TCCM approach to examine well-being in hybrid work, addresses key gaps in the literature. It provides a comprehensive discussion of relevant theories. Further, it offers novel insights into employee well-being and sustainability, and valuable directions for future research.

This study examines whether customer-perceived employee competence (CPEC) furthers customer loyalty through justice perception and affection, and whether gender and service failure moderate these relationships.

Data were collected from 535 customers of five Indian rural banks administering the questionnaire. The questionnaire gathered information on sociodemographics and measured constructs using standard inventories. The data were analyzed using structural equation modeling.

The results reveal that when the effects of age are controlled for, CPEC enhances attitudinal and behavioral loyalty. The effects of CPEC partially influence attitudinal and behavioral loyalty through justice perception and customer affection. Attitudinal loyalty also promotes behavioral loyalty. With a few exceptions, stronger (weaker) effects are observed for female (male) gender and low (high) service failure, including CPEC influencing loyalty and justice perception, justice perception impacting customer loyalty and affection, customer affection promoting loyalty and attitudinal loyalty furthering behavioral loyalty.

Customers need competent employees to address bank service failure. CPEC fosters justice perception and affection, which in turn increases customer loyalty to the bank.

Numerous studies have examined effective or positive leadership styles and their effects on employees and organizational outcomes. In recent years, toxic leadership has drawn the attention of several organizations, and toxic managers undoubtedly harm an organization’s social, economic and individual quality of life. This study aims to examine academicians’ perceptions of toxic leadership behavior exhibited by their immediate leaders in the higher education sector.

A qualitative interpretive phenomenological research design was used, and data was analyzed using Clarke & Braun’s thematic analysis method. Data were collected through individual semi-structured interviews with 26 teachers from the technical education sector within higher education who had five years or more of experience in the higher education sector.

Five themes emerged from the teacher's narratives based on the research questions that were framed with the help of expert opinions and a thorough literature review (“frequency of occurrences,” “outward behavior,” “repercussions,” “coping strategies” and “support mechanisms”). Using the NVIVO 14.0 software, auto-coded themes were generated and corroborated with the findings. The triangulation of outcomes reveals toxic behaviors exhibited by the leaders in universities and colleges, which conforms with the toxic leadership literature.

This study advances the understanding of the harmful or toxic side of leadership, specifically in the higher education sector. This work advances earlier studies in the field by examining teachers’ perceptions of toxic leadership behavior exhibited by their leaders in the higher education sector. The study continues by highlighting areas of toxic leadership research that are yet to be explored in academic literature and are still to be studied.