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As employees face increased turbulence due to uncertain economic and organisational conditions, they are nowadays pushed to be proactive in both their jobs and careers in terms of heightened customisation, adaptability and flexibility. Drawing from the career construction theory, we examine the reciprocal associations of a contemporary career orientation among employees to customise one’s own career (i.e. protean career orientation) vs one’s own job (i.e. job crafting behaviours) as well as the boundary conditions due to the levels of career adaptability.

We conducted a cross-lagged study with three waves using data collected from a sample of Polish employees. The data were analysed using structural equation modelling in AMOS.

Results from a cross-lagged panel study with 168 participants revealed a bidirectional relationship between protean career orientation and job crafting behaviours. The results also confirmed the moderating role of career adaptability between these two variables.

This research is one of the first to examine a reciprocal relationship between protean career orientation and job crafting. Moreover, it examines the moderating role of career adaptability in the aforementioned association.

Technological innovations are rapidly transforming service frontlines, resulting in increasingly complex service touchpoints. These touchpoints place greater demands on frontline employees (FLEs) to deliver a positive customer experience. Despite the considerable extant body of knowledge on FLE competencies, the literature on frameworks for managing the complexity of contemporary frontlines from the FLE’s perspective is sparse. This paper aims to fill this critical gap by developing a framework that enables FLEs to deliver positive moments of truth (MOTs) while ensuring the well-being of all actors involved.

This paper uses a conceptual approach rooted in the organizational mindfulness and individual mindfulness literature as the theoretical lens. This is complemented by a comprehensive review of the FLE skills literature supported by marketplace examples to illustrate the optimal use of the said skills.

This paper proposes a conceptual framework of mindfulness orientation which delineates how FLE competencies underpinned by a set of key skills can deliver positive MOTs and actor well-being.

The research is conceptual in nature and does not contain validation through empirical data.

This comprehensive skill set provides a clear roadmap for firms in both recruitment and developing training for their FLEs, thus contributing to practice.

Firstly, we present a conceptual framework of mindfulness, combining organizational mindfulness and individual mindfulness that will enable employees to help facilitate the creation of positive MOTs. Secondly, we develop a comprehensive set of employee skills that underpin the mindfulness orientation framework.

This study aims to adapt and validate the Job Crafting Scale (JCS), a measure based on the conceptualization of job crafting of the job demands–resources theory, for a sample of Portuguese workers and to test its psychometric properties regarding validity (factor, convergent, discriminant, and criterion) and reliability.

Two subsamples (n1 = 315 and n2 = 329) of Portuguese workers aged 18 years old and over participated in this research. Exploratory factor analysis and confirmatory factor analysis were used to assess the factor structure.

The results indicated that the Portuguese version of the JCS, with 18 items, has a factor structure composed of four-correlated factors. Furthermore, the results demonstrated the existence of factor, discriminant, and criterion validity, as well as reliability.

This study provides a job crafting measure adapted to the Portuguese language that can serve as a diagnostic tool for workers and organizations.

Este estudio tuvo como objetivo adaptar y validar la Job Crafting Scale (JCS), una medida basada en la conceptualización de job crafting de la Teoría de Demandas-Recursos, para una muestra de trabajadores portugueses y probar sus propiedades psicométricas en cuanto a validez (factor, convergente, discriminante y de criterio) y confiabilidad.

En esta investigación participaron dos submuestras (n1 = 315 y n2 = 329) de trabajadores portugueses de 18 años o más. Se utilizó un análisis factorial exploratorio y un análisis factorial confirmatorio para evaluar la estructura factorial.

Los resultados indicaron que la versión portuguesa del JCS, con 18 ítems, tiene una estructura factorial compuesta por cuatro factores correlacionados. Además, los resultados demostraron la existencia de validez factorial, discriminante y de criterio, así como confiabilidad.

Este estudio proporciona una medida de job crafting adaptada a la lengua portuguesa que puede servir como herramienta de diagnóstico para trabajadores y organizaciones.

Este estudo teve como objetivo adaptar e validar a Job Crafting Scale (JCS), uma medida baseada na conceptualização de job crafting da Teoria das Exigências-Recursos, numa amostra de trabalhadores portugueses e testar as suas propriedades psicométricas quanto à validade (fatorial, convergente, discriminante e de critério) e fiabilidade.

Duas subamostras (n1 = 315 e n2 = 329) compostas por trabalhadores portugueses com 18 ou mais anos foram recolhidas. Foram utilizadas uma análise fatorial exploratória e uma análise fatorial confirmatória para analisar a estrutura fatorial.

Os resultados obtidos indicaram que a versão portuguesa da JCS, composta por 18 itens, possui uma estrutura fatorial composta por quatro fatores correlacionados. Além disso, os resultados demonstraram a existência de validade fatorial, discriminante e de critério, bem como de fiabilidade.

Este estudo fornece uma medida de job crafting adaptada para a língua portuguesa que pode servir como ferramenta de diagnóstico para trabalhadores e organizações.

This study aims to investigate the circumstances where the positive influences of leader’s self-confidence are weakened in situations of conflict management (CM) arising due to innovation implementation. Specifically, this study tests the moderating influence of financial slack, internal opposition posturing and performance feedback on the relationship between self-confidence and conflict management styles (CMS). The findings are not complete.

This experimental study was conducted in two stages: In Stage 1, the authors studied moderating effects of financial slack (sound/unsound) and internal opposition posture (encouraging/ discouraging) on the relationship between leader’s self-confidence and CMS, namely, dominating, integrating and avoiding. In Stage 2, the authors studied the moderating effect of performance feedback (success/failure) on the relationship between leader’s self-confidence and three CMS. Data were collected from 268 senior-level Indian managers in Stage 1, out of which 235 managers also responded in Stage 2. These participants assumed the positions of chief executive officers (CEOs) within major Indian manufacturer specializing in electrical components, enabling us to empirically test the proposed model. Furthermore, a qualitative analysis of 10 semistructured interviews with Indian CEOs were conducted to enrich the discussion of the results.

Leader’s self-confidence determined the three CMS with highly self-confident leaders displaying irrational behavior in persisting with innovation through dominating style. Internal opposition posture and performance feedback exerted main effects on dominating style.

This study supports behavioral decision theory of firm and escalation of commitment theory.

This study underscores the need for personality and self-awareness training amongst senior managers to mitigate irrational behavior due to excessive self-confidence and enhanced effective CM.

This study identifies a crucial boundary condition where high self-confidence in innovation implementation may lead to irrational behavior and ineffective CM.

The importance of workplace inclusion continues to gain scholarly acclaim. However, in reality, many employees choose to ostracize their colleagues post workplace relationship strife. With this notion the present study aims to delve into the intricate linkages between workplace relationship conflict (WRC) and employee ostracism behavior (EOB), exploring the serial mediating roles of relational identification (RI) and emotional energy (EE). Additionally, the study examines the potential moderating effect of perceived forgiveness climate (PFC) to understand how forgiveness climate may serve as a boundary condition in shaping these crucial relationships.

The analysis utilized five-wave time-tagged data collected from 228 employees through scenario and survey methods. The Hayes PROCESS Macro was employed to examine the proposed hypotheses.

The results indicate a positive influence of WRC on EOB. Additionally, RI and EE sequentially mediate the relationship between WRC and EOB. Furthermore, PFC moderates the serial mediation process (RI and EE) between WRC and EOB as well as the adverse effects of WRC on RI.

Grounded in the theoretical framework of conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, the present study offers new insights. By establishing the complicated interplay of RI and EE between WRC and EOB along with the moderating role of PFC, the study extends the understanding of the mechanisms involved, providing a more comprehensive perspective. By shedding light on these complicated interconnected links, the study paved the way for positive social dynamics at work.

This paper aims to examine how visual elements used in packaging design relate to diasporic consumer identity and influence aesthetic appreciation.

Drawing on social identity theory, research on aesthetic principles and using a mixed methods approach, two studies are conducted. Study 1 involves a qualitative exploration of the nature of diasporic consumer identity and its relation with visual design in packaging. Study 2 involves quantitative testing and calibration of this relationship and its subsequent influence on aesthetic appreciation.

Diasporic consumers from the Middle East appreciate hybrid visual designs and prefer packaging that strikes an optimum balance of visual elements (colour, shapes, patterns) from the heritage aspects of their ancestral homeland and more contemporary aspects from their culture of living. Preference for balance elicits an overall positive diasporic identity feeling that mediates the relationship with aesthetic appreciation of visual design in packaging.

These findings offer new knowledge about the role of visual design in packaging in delivering symbolic value to diasporic consumers, evidencing how diasporic consumers’ dual identities shape aesthetic appreciation and preferences for hybrid visual designs.

Provides marketing practitioners and packaging designers with a concise and contextual directive for creating visual designs that appeal to a growing segment of diasporic consumers.

This research draws on social identity theory to uncover an aesthetic cultural precept – heritage, yet contemporary – that can inform the development of packaging designs targeting diasporic consumers.

This study aims to analyze Samuel Gompers’ use of innovative management practices involving authority and voluntarism at the American Federation of Labor (AFL) as a way of suggesting a role for a labor leader as a management guru. It is a case study attempt to insert a labor presence into the canon of management leaders whose accomplishments are taught in academic programs and appear in the field’s textbooks.

The methodology involved close reading and dialogue with primary sources on Samuel Gompers and the AFL from the late 19th and early 20th centuries, along with more recent reviews and critiques of the union’s foundation period.

The paper analyzes Gompers’ approach to nonhierarchical decision-making through his doctrine of voluntarism. The paper discusses jurisdictional disputes in the AFL in the early 20th century, exploring internal rebuffs Gompers originally received to his suggestion of voluntary solution building. The narrative recounts his tenacity in pursuing voluntarism and his use of sub-federative departments after 1907 to damp down jurisdictional disputes without fiat from himself or the AFL executive board.

To the best of the author’s knowledge, this paper is one of the first in the management history literature to present a labor leader with blue-collar origins as a management guru, expanding the representativeness of the progenitors of the field.

This study aims to identify specific factors that facilitate engagement and stay intention among Generation Z employees in the Indian banking, financial services and insurance (BFSI) context. Furthermore, using the frequency distribution of the identified factors, this study has ranked them in order of their association with stay intention.

Data were collected from 22 Gen Z employees working in the Indian private BFSI sector using unstructured interviews. Inductive content analysis was applied to identify the factors improving engagement and stay intention. Moreover, quantitative content analysis was applied to calculate the frequency distribution of the identified factors.

The study identified six prominent factors, namely, transformational leadership, employee investment practices, egalitarian practices, work-life balance, job crafting and sustainability, which significantly enhance employee engagement and stay intention among Gen Z employees. Moreover, based on the results of quantitative content analysis, it was found that transformational leadership exhibited the highest frequency in association with employee engagement and stay intention. Following this were employee involvement, egalitarian practices, work-life balance, job crafting and sustainability.

In the coming days, Generation Z will contribute to almost one-third of India’s workforce, of which the BFSI sector will be the major employer. However, the issue with this generation is their retention. Hence, the study identifies factors ensuring engagement and stay intention.

Owing to the paucity of research on stay intention as a variable of interest, this study tries to capture the perceptions of Gen Z towards factors inducing their engagement and stay intention. This study assesses intention to stay (ITS) as compared to intention to leave (ITL) as it is a proactive indicator of turnover. Lastly, this study uses a qualitative approach to identify factors influencing stay intention and engagement based on interactions with employees, which, to the best of the authors’ knowledge, no prior study has attempted.

This paper aims to reconcile conflicting findings about the role of corporate social responsibility (CSR) in counteracting the negative impacts of brands’ ethical transgressions by testing the moderating role of self-brand connection (SBC).

Drawing on motivated reasoning theory, this paper posits that high- and low-SBC consumers’ information processing and moral judgment are driven by distinct goals: to reach desired versus accurate conclusions, respectively. Five experiments were conducted to test whether CSR efforts can mitigate the impact of blatant ethical transgressions.

CSR allows high-SBC consumers to evaluate brand transgressions more favorably, as CSR serves as counterfactual evidence that reinforces their beliefs in the brand’s morality. In contrast, low-SBC consumers view CSR as hypocritical, leading to more negative responses. Increased perceptions of brand morality (hypocrisy) mediate CSR’s buffering (backfiring) effects among high- (low-) SBC consumers.

This paper does not control for the effect of the time gap between CSR and ethical transgressions even if buffering effects of CSR could be faded out as memories recede.

Brand transgressions may be inevitable events, but firms or managers can alleviate the negative impact of transgressions by engaging in CSR activities. In doing so, they need to make clear to whom they will appeal using CSR information considering its backfiring effects among low-SBC consumers.

Few studies have examined when and how CSR attenuates or exacerbates the negativity of brand transgressions with a strong theoretical framework. This paper, grounded in motivated reasoning theory, explains how the same CSR initiative can yield opposing outcomes based on the consumer’s self-brand connection. Rather than solely exploring how strong consumer-brand relationships buffer brand transgressions, this research shows how high-SBC consumers biasedly seize CSR information to justify brand transgressions, even when they are blatant.

This study aims to examine Erving Goffman’s contributions to management, arguing that he is an unrecognized management guru despite being widely regarded as a sociological theorist.

Using citation context analysis, this research analyzes 806 articles citing Goffman’s works across eight major management journals. This method involves coding articles from various perspectives, including the content itself, its temporal dynamics, depth and criticalness.

All 11 of Goffman’s books have been cited in management studies with increasing frequency and depth, supporting theories such as impression management and stigma management. Yet, only 10.8% of these articles provide empirical support, and 1.6% challenge his ideas, indicating a ritualistic reverence rather than rigorous scrutiny of his theories in management scholarship.

This study excludes other high-quality journals and involves subjective judgment in coding. In addition, this study’s insights into Goffman’s selective attention and growing prominence remain speculative. Future research could broaden journal coverage, survey scholars’ citation motivations, and apply a difference-in-differences approach to identify causal factors.

Goffman’s concepts of stigma, impression management and framing are frequently cited by management scholars, reflecting societal concerns for marginalized groups and a quest for authenticity, thus prompting deeper exploration of Goffman’s seminal works.

To the best of the authors’ knowledge, this is the first study to empirically analyze his impact on management, offering new insights into his influence in the field.