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In addition to business stresses, small business owners (SBOs) face moral conflict and moral identity challenges when providing services during a crisis, such as a natural disaster, war or global health issues. This netnography study explores SBOs as they leverage online service communities to modify practices, sustain services and manage the resulting moral conflict.

We employ a netnographic approach, including engagement with a global forum, online surveys and interviews. Data were collected from virtual reality photographers working in residential real estate at the height of the pandemic crisis.

The netnographic data reveal that the crisis threatened their businesses and caused these SBOs to question whether their services were essential or merely capitalizing on the crisis, creating moral tension and role conflict. We find that online service communities offer a social alliance and verification that can promote a co-creative process, leading to creative business practices. Additionally, the community interactions inspire SBOs to adopt a moral identity, which assists in bringing normalcy to the delivery of their service while keeping others safe.

This study utilized netnography innovatively, including incorporating open-ended surveys and broad-reaching member checks. This yielded insights during a time-bound crisis context within an online service community. Additionally, using social identity and organizational identity theories, we introduce the concept of SBO identity and investigate the owners’ journey through early crisis management.

The aim of this study was to conduct a scoping review of a global body of scholarly and industry (grey) literature for evidence of implemented and evaluated interventions to identify best practice workforce retention strategies for organisations providing health services in rural and remote areas.

A scoping review was conducted of the scholarly and grey literature by two independent researchers. This comprised a search of four scholarly databases, and a Google and website search for grey literature. Quality checks were conducted, and a total of 15 documents were included in the literature review. Using the World Health Organisation’s categories of workforce intervention (regulatory, education, financial incentives, personal and professional support), the documents were analysed to identify effective workforce interventions.

The literature review found evidence of regulatory impacts as well as organisation-level evaluated workforce interventions for education-to-employment pathways (education), remuneration programs (financial incentives) and working and living conditions (personal and professional support) but seldom provided insight into how successful interventions were implemented or evaluated at the organisational level. Further, there was an absence of scholarship contributing to the development of empirical evidence to inform organisations about designing, implementing and evaluating workforce strategies to improve health workforce retention in rural and remote communities.

Few studies have focused on evidence-based organisation-level interventions to improve rural and remote workforce sustainability. This article offers insights to shape future intervention implementation and evaluation research for rural and remote health workforce sustainability.

This paper introduces and develops a conceptual model, “organizational job crafting,” to extend and apply job crafting theory to precarious workers.

This conceptual model incorporates the perspectives of organizational justice theory into job crafting theory to identify precarious workers’ unique job crafting motivation and processes in their work environment. The theory is developed by integrating and adjusting aspects of these two approaches.

This model invokes five propositions specifying (1) the impacts of organizational justice on individual motivations for job crafting, (2) the conditions for developing a shared perception of organizational justice, (3) the forms of organizational job crafting and (4) the individual and organizational effects of job crafting. Moderating conditions are identified, such as the level of connection to labor/community organizations.

This study extends established job crafting theory, enriching it by incorporating the precarious worker perspective. By connecting job crafting to organizational justice theories, this model opens the possibility that workers’ job crafting can produce not only personal enrichment or work efficiency but also contribute to organizational changes. The theoretical development handles issues blocked or hidden by the original constituent theoretical ingredients.

This study seeks to assess how a humane leadership style affects customer service orientation among casual employees of financial service institutions in Ghana. Using job satisfaction as a moderator, this study predicts that a humane leadership style influences casual employees’ customer service orientation.

Survey data were obtained from 328 frontline casual employees of financial service firms. The structural equation modelling technique of partial least squares was used to test the hypothesised relationships.

The study found that a humane leadership style positively and significantly drives customer service behaviour. Job satisfaction also had a positive effect on customer service orientation among casual employees.

The study appears to be the first of its kind to explore the moderating role of job satisfaction in the connection between humane leadership and customer service orientation from the perspective of casual employees. The study highlights insightful practical implications for corporate managers, HR practitioners and marketing academics.

This study aims to assess how envy, both directly and indirectly, through negative behaviors such as ostracism, negative word-of-mouth and alignment with the negative behaviors of superiors, influences innovative behavior based on the cultural dimension of individualism versus collectivism.

The data was collected using a survey applied to 305 individuals between October 2022 and June 2023. The model developed was analyzed and validated using partial least squares estimation with structural equation modeling (PLS-SEM) and PLS-SEM multigroup analysis techniques.

The results suggest that for individualistic individuals, negative word-of-mouth exerts a greater positive mediating influence on the relationship between envy and ostracism, and that envy exerts a greater positive influence on both alignment with the negative behaviors of superiors and on ostracism. In addition, the results indicate that negative word-of-mouth and ostracism together negatively influence the relationship between envy and innovative behavior.

This research provides empirical evidence that envy triggers negative behavior in both individualistic and collectivist individuals. Thus, in practical terms, envy can be considered as something more primitive that goes beyond the accepted values of sociability, especially in the organizational environment.

The main contribution of this research is to understand the effects of envy on innovative behavior, based on a conceptual model that considers the mental programs that differentiate one group of individuals from another. In addition, it presents theoretical and empirical implications that provide descriptive evidence of behaviors, making it possible to broaden the psychological understanding of them. In this specific sense, this research differs from other organizational studies, whose objectives are to standardize behavior.

The purpose of this study is to review the overall trends in diversity, equity and inclusion (DEI) research in the management field.

We performed a scoping review to comprehensively understand how DEI research has been conducted and to inform future research and practices in the management field. We reviewed 725 articles published from 1976 to 2022 in SSCI-indexed management journals. We examined publication profiles (number of articles and research focus), publication tendency (journals and years), chronological publication trends, work environments (traditional vs remote/virtual work settings) and dimensions of DEI, including age, gender, race and culture.

We identified six common DEI research themes: (1) DEI management and practice, (2) perspectives on DEI, (3) team/group diversity, (4) DEI conceptualization, (5) leadership for DEI and (6) DEI climate. Finally, discussion, implications and recommendations for future research are presented.

Our research provides a comprehensive outline of the DEI research and suggests future directions to contribute to and advance knowledge on DEI in the management field.

Drawing from social contagion theory, this study aims to clarify whether consumers become motivated to help a brand and its community when observing other members contributing to society. The authors also analyzed the boundary conditions and mechanisms of this process.

A mixed-method approach was used to test hypotheses. Study 1 collected survey data from Chinese automobile brand communities, which were analyzed by using partial least squares structural equation modeling. Study 2 conducted an experiment with a fictional Chinese smartphone brand community.

Results showed that brand community social responsibility influenced brand community citizenship behavior but did not directly influence brand citizenship behavior. Collective self-esteem respectively mediated the relationships between brand community social responsibility and both brand community citizenship behavior and brand citizenship behavior. Additionally, a sequential mediation mechanism was identified, where collective self-esteem and brand community citizenship behavior functioned as the first and second mediators. Furthermore, membership duration positively moderated the relationship between brand community social responsibility and collective self-esteem and moderated the mediation effects.

Brand community managers should conduct various social responsibility activities to elicit community and brand citizenship behaviors by cultivating ethical awareness. These activities should be tailored to the membership duration.

To the best of the authors’ knowledge, this study is the first to explore how brand community social responsibility cultivates community and brand citizenship behavior. It is also based on social contagion theory to demonstrate the sequential mediation mechanism.

Integrating self-determination theory with work-family boundary theory, this study delves into the mechanism (i.e. workplace anxiety) and boundary (i.e. intrinsic motivation) by which family motivation can inadvertently escalate work interference with family.

We conducted two three-wave field survey studies of 468 employees and 298 employees in China to test the theoretical model.

When intrinsic motivation is weak, employees with high family motivation feel anxious at work and thus experience more work interference with family.

The motivation to support one’s family through work increases the possibility of workplace anxiety and work interference with family. To alleviate this impact, cultivating intrinsic motivation is important. Thus, we encourage employees to be compassionate toward their internal feelings and needs while performing their jobs. Moreover, organizations are encouraged to improve employees’ intrinsic motivation by implementing practices that support their basic psychological needs.

This study casts new light on the potential adverse effects that family motivation may have on the work-family interface, challenging the prevalent belief that working for the family invariably improves the work-family interface. Moreover, it provides a new lens to understand how valuing the family inadvertently increases work interference with family.