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The purpose of this paper is to examine how different types of user experience in TikTok impact purchase intention via commitment to the influencer and commitment to the platform, with customer type included to determine moderating effects. Three types of user experience are considered: information experience, entertainment experience and parasocial-relationship-based experience.

This study collected 458 valid questionnaires from TikTok users, employing the structural equation modeling approach to examine the proposed research model.

Information experience, entertainment experience and parasocial-relationship-based experience are found to critically stimulate user commitment to the influencer and commitment to the platform, in turn driving TikTok-based purchase intention. Tests incorporating customer type reveal that commitment to the influencer more strongly influences the purchase intention of repeat customers, with commitment to the platform more likely to stimulate purchase intention among potential customers.

On a theoretical level, the paper is among the first to examine TikTok-based user purchase intention with customer type as a moderator. On a practical level, the results can guide marketers to effectively promote products using TikTok and inspire TikTok managers to develop customized strategies to stimulate initial and repeat sales.

TikTok is moving to the stage of commercialization and monetization by introducing e-commerce features. Although this move should cultivate particularly fertile ground for companies to sell products, TikTok user purchase behavior has yet to receive sufficient research attention, with little currently known about their purchase motivations. The current study uncovers the significant antecedents of users' purchase intention through TikTok, and further reveals the motivational differences among potential and repeat customers.

The literature suggests that increasing the intensity of compensation incentives for corporate venture capital (CVC) managers can contribute to successful exits of direct CVCs. This study explores the impact of compensation incentives on the successful exits of indirect CVCs under different geographical distances between parent companies and indirect CVC managers.

The authors observed the compensation terms of CVC managers through investment announcements made by listed companies and used a probit regression model to test the hypotheses from a sample of 241 investment events with indirect CVCs in China.

The results show that if parent companies are geographically close to the managers of indirect CVCs, increasing the intensity of compensation incentives for managers will help the successful exit of indirect CVCs. However, if parent companies are not geographically close to indirect CVC managers, increasing the intensity of compensation incentives for managers will not promote the successful exit of indirect CVCs.

This study contributes significantly to the CVC literature. First, it sharpens our understanding of the differences in operational mechanisms between direct and indirect CVCs. Second, we find that the threshold returns of indirect CVC managers are non-negligible compensation incentives. Finally, the empirical evidence supports that in indirect CVC investments, the geographical distance between parent companies and managers is concerning because it affects whether compensation incentives contribute to the successful exit of indirect CVCs.

Integrating balance theory and social identify theory, this paper proposes a multilevel model to explain how abusive supervision climate of team impacts the relationship among team members as well as subordinates’ behavior towards their teammates, especially organizational citizenship behavior (OCB).

A survey was conducted to collect two-wave and multi-source data from 398 employees nested in 106 teams from Chinese high-technology companies. Hierarchical linear modeling was conducted to examine the theoretical model.

The results indicate that there is an inverted U-shape association between abusive supervision climate and subordinates’ OCB towards coworker; team member exchange (TMX) mediates their inverted U-shaped link. Furthermore, we confirm that coworker support plays a vitally moderating role upon the curvilinear link of abusive supervision climate (ASC)–TMX; specifically, when employees perceive low coworker support, negative relations between ASC and TMX will be stronger.

This study identifies team members’ advantageous and adverse relational response to shared threat of ASC and examines coworker support as a moderator of ASC, which provides valuable insights into when and why employees tend to cooperate with their teammates to jointly confront their leader’s abuse and highlights the importance of coworkers, thus enabling organizations to deeply understand the wider influences of ASC on interpersonal relationship between team members.

This paper investigates the linkage between work–family conflict, turnover intention (TOI) and job satisfaction (JS) in the context of millennial workers. It also examines the role of burnout as a mediator in this relationship, acknowledging the unique struggles of this generation.

About 352 millennials were recruited for this study. Data were collected using an online survey, and analysis was performed using path analysis and structural equation modeling.

This study found a significant association between work-to-family conflict with TOI and JS but not family-to-work conflict. Burnout is found to be a partial mediator for the relationship between work-to-family conflict and the outcomes. In comparison, it is a full mediator for family-to-work conflict.

Findings from this study reveal that work–family conflict influences millennials’ job satisfaction and turnover intention through their burnout experience. Hence, organizations should focus on strategies aiming to mitigate work-family conflict and burnout.

This study unveils the mechanism of burnout in explaining work–family conflict and the JS and TOI of millennial workers. It outlines suggestions and ways to manage millennials at work through a responsive environment toward both their work and life aspects.

We explored the mechanism underlying the associations between different home stressors and job performance. We investigated whether challenge and hindrance home stressors are related to leisure crafting and thereby to job performance. We also examined whether key resources amplify the positive association between leisure crafting and job performance.

We conducted a three-wave time lag study to investigate a group of employees (n = 534) in Taiwan. We evaluated challenge/hindrance home stressors and key resources at Time 1, leisure crafting one week later, i.e. at Time 2 and manager-rated job performance an additional three months later, i.e. at Time 3.

Challenge home stressors were associated with improved leisure crafting, thereby benefiting job performance; hindrance home stressors had the opposite effect. Additionally, openness to experience strengthened the positive association between leisure crafting and job performance.

Organizations may support employees’ efforts to promote/mitigate challenge/hindrance home stressors. They may also encourage employees to be open to life experiences that can amplify the contributions of leisure crafting to job performance.

The questions of whether and how home stressors are related to individuals’ work remain controversial in the literature. We offer new insights into how these stressors can contribute to or impede job performance, thereby extending our knowledge of the role of home stressors in job performance.

The aim of the study is primarily to ensure the electrical conductivity of the nanocomposite textile surface that is produced. Subsequently, the sensor properties were determined by monitoring the resistance changes under tensile forces.

Thermoplastic polyurethane solution was prepared by adding MWCNT and SDS for the production of a nanocomposite textile surface by the electrospinning method. In the present study, it was aimed to improve the conductivity and sensor properties by increasing the surface area via nanotechnological production methods depending on the MWCNT and SDS ratios.

It was determined that the vertical and horizontal samples taken from the produced nanocomposite surfaces had electrical properties. In the present study, the relation between the SDS and MWCNT incorporation has been proven not only with the viscosity but also with the conductivity values of the solution. On the other hand, enhanced conductivity is obtained for the SDS-incoorporated nanocomposites for which homogeneous distribution is maintained. The findings of the study indicate that there were resistance changes for the produced nanocomposite surfaces under tension forces, and thus sensor properties were obtained.

It has been observed that studies on textile-based sensors have increased in recent years. In these studies, conductive materials are adapted to textile structures by coating and impregnation methods. In the present study, nanocomposite surfaces were obtained by the electrospinning method with the incoorporation of conductive MWCNT and SDS into a thermoplastic polyurethane solution. Owing to the homogeneous distribution of the conductive particles into the composite system, the conductivity of the nanomats was remarkably enhanced. For the obtained nanocomposite mats, resistance change under extension stress is maintained, and thus they can be utilized as strain sensors.

Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.

Quantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.

The findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.

While existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.

By investigating trust in the organization as a mediator and traditionality as a moderator, this study aims to examine the effect perceived organizational exploitation poses on frontline hotel employees’ service performance.

A three-wave survey that targets 219 supervisor–subordinate dyads from four Chinese hotels was conducted to test the hypotheses. The authors used SPSS 20.0 and AMOS 21.0 to analyze the data and verify the theoretical model.

This study found that perceived organizational exploitation exerts a destructive impact on frontline hotel employees’ service performance. Trust in the organization is a full mediator of the link connecting perceived organizational exploitation to service performance. Furthermore, traditionality weakens perceived organizational exploitation’s impact on trust in the organization and subsequent service performance.

The authors’ findings remind hotels to cease exploiting their employees to avoid compromising service performance. Hotels should also endeavor to instill trust among employees toward the hotel and allocate more attention to employees with lower levels of traditionality.

First, to the best of the authors’ knowledge, this study is among the first to explore the impact of perceived organizational exploitation on frontline hotel employees’ service performance. Second, this study reveals a novel mechanism underlying the connection between perceived organizational exploitation and service performance. Finally, this study identifies frontline hotel employees’ traditionality as a vital moderator that mitigates the negative relationships among perceived organizational exploitation, trust in the organization and service performance.

The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect (organizational climate of care and employee caring for the organization). In addition, this study investigates the moderating effect of caring management on the relationship between CHRMP and the organizational climate of care.

The study sample consists of 245 employees from customer service firms in the United States of America. Partial least squares structural equation modeling (PLS-SEM) was used to examine the hypotheses.

The results demonstrate positive direct and indirect relationships between CHRMP and employee engagement through serial mediation of the organizational climate of care and employee caring for the organization, while caring management failed to moderate the relationship between CHRMP and organizational climate of care.

The study contributes to the human resource management (HRM) literature by explaining some of the mechanisms whereby CHRMP influences employee engagement based on the social exchange theory.

This study examines the role of genuine small talk in business-to-business (B2B) communication through the lens of service language. By exploring and distinguishing genuine and mundane small talk, the research elucidates the impact of sincere, empathetic interactions on value co-creation and relational dynamics within the B2B contexts.

Employing an abductive qualitative research strategy, we conducted semi-structured interviews with 25 B2B professionals from Australian and Indonesian multinational corporations. Data analysis involved descriptive coding and thematic analysis, supplemented by network view strategies to visualize interrelations within the dataset.

The study finds that genuine small talk, characterized by sincere and contextually relevant exchanges, enhances relational enrichment, customer satisfaction and long-term loyalty in B2B interactions. Participants highlighted the importance of empathetic communication and personalized conversations in building trust and rapport. Conversely, mundane small talk, marked by superficiality, was found to erode trust and diminish the quality of client relationships. These insights underscore the critical importance of integrating genuine small talk into communication strategies to foster enduring business relationships and enhance overall service effectiveness.

This study contributes to the service literature by exploring the notion of genuine and mundane small talk in B2B communication, grounding them in service language perspective. It provides novel insights into the verbal and non-verbal elements of genuine small talk, offering practical implications for enhancing B2B negotiation strategies.