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Drawing on response style theory and conservation of resources theory, this study aims to examine how neuroticism indirectly influences negative affect via rumination, and whether this mediating effect is moderated directly by individual resources (i.e. emotion regulation) and indirectly by social resources (i.e. perceived organizational support [POS]).

A total of 181 valid responses were collected using two-wave self-reported questionnaires in Taiwan, and the research hypotheses were tested using partial least squares regression.

The results showed that when both emotion regulation and POS are low, neuroticism has a positive indirect effect on negative affect via rumination. However, this effect weakens or becomes insignificant under other conditions.

The findings of this study offer a more in-depth examination of the relationships among the traits, rumination, negative affect and both internal and external resources of frontline employees in the service industries. Neuroticism, as a personality trait, is not easily changed. Therefore, helping frontline employees at service sites improve their rumination, training them to regulate their emotions and enhancing the POS can be useful strategies for managers and human resource departments to pursue.

The study aims to explore the negative relationship between workplace bullying and job performance by considering the mediating role of affect-based trust and the moderating role of moral disengagement, drawing on the attribution theory and social cognitive theory.

A data set of 196 samples was collected from office workers who witnessed workplace bullying in Vietnamese enterprises by administering a structured questionnaire. The collected data was analyzed using partial least square-structural equation modeling analysis and the process module generated by SmartPLS4 to test the conditional indirect effect.

The findings confirm the negative relationship between workplace bullying and job performance, and this negative relationship is partially mediated by employees’ perceived affect-based trust. In addition, moral disengagement moderates the indirect effect of workplace bullying on job performance through affect-based trust in such a way that the negative indirect effect is weaker when moral disengagement is lower.

The research has limitations because of the small sample size, cross-sectional design and omission of cultural factors.

The research findings provide valuable insights into establishing workplace bullying prevention policies and practical implementations to increase job performance by enhancing employees’ trust in organizations. The paper also suggests practices to promote employees’ awareness of moral values and introduce interventions or training to reduce the tendency to disengage morally.

This study is part of a limited number of research efforts delving into the underlying mechanism and contextual factors surrounding the detrimental effects of workplace bullying on job performance in a developing country. The findings have confirmed the conditional indirect effect, demonstrating that the influence of workplace bullying on job performance through affect-based trust hinges on the degree of moral disengagement present.

Visual sustainability has gained significant relevance for both firms and consumers. While the importance of perceived sustainability in package design is well researched, there is a research gap regarding divergent responses of consumers to perceived visual sustainability. This research aims to close this gap by providing deeper insights into the underlying mechanisms of perceived visual sustainability in package design. As a boundary condition, this work also investigates gender differences in response to a design’s visual sustainability.

To explore the mediating influences of cognitive (i.e. a product’s gentleness and power) versus emotional (i.e. moral satisfaction) attributes as well as the role of consumer gender in the perceived visual sustainability–purchase intention relationship, the authors extend previous research through three experiments.

Study 1 provides initial evidence supporting the main effect of perceived visual sustainability on purchase intention. Findings of Study 2 show that moral satisfaction serves as a significant driver of purchase intention for females, while power-related attributes are more influential for males. Study 3 provides additional evidence for the main effect, the interaction effect with consumer gender and underlying mechanisms.

These findings have important implications for marketers and designers aiming to design packages that appeal to different consumer groups based on their (gender-specific) values regarding visual sustainability.

This work extends the literature on green behavior by highlighting the importance of perceived visual sustainability as a factor that influences purchase intention and the role of cognitive versus affective mechanisms in shaping consumer responses to design sustainability.

Workplace bullying is a serious problem among nurses, which results in negative workplace behavior. Therefore, this study aims to understand how workplace bullying affects employees’ knowledge hiding behavior. Specifically, this study explored psychological contract breach as an underlying mechanism between workplace bullying and knowledge hiding; and learning goal orientation as a boundary condition between psychological contract breach and knowledge hiding.

The study collected data from 343 nurses working in the health-care sector of Pakistan on convenience basis using a questionnaire-based survey between December 2021 to March 2022. The data were analyzed through structural equation modeling.

The results revealed the adverse effect of workplace bullying on knowledge hiding behaviors among nurses, and psychological contract breach was noted to mediate this association. Further, learning goal orientation was noted to buffer the relationship between psychological contract breach and knowledge hiding.

The cross-section design may restrict causality; however, the findings suggest health-care administration take appropriate measures to reduce the adverse effects of workplace bullying. In addition, the administration is suggested to implement training programs to make nurses capable of dealing with workplace stressors (bullying and psychological contract breach).

This research provides a novel perspective to consider psychological contract breach as a mechanism between workplace bullying and knowledge hiding in the health-care sector from the conservation of resources perspective. It further explored learning goal orientation as a buffer to mitigate the effect of psychological contract breach on knowledge hiding.

The growth of last-mile delivery presents challenges like environmental impact, operational inefficiencies and risks of theft or damage. This study explores parcel locker adoption as a potential solution, focusing on the roles of information framing and consumer characteristics in influencing consumer adoption. It offers insights into prioritizing benefits (environmental, security, convenience) in information framing and which consumer traits, such as regulatory focus and gender, to consider in designing and promoting parcel locker networks.

We test our hypotheses with three scenario-based experiments. The first focuses on the key parcel locker benefit of environmental sustainability framing, the second on security framing and the third on convenience framing.

Our results show that consumers are more likely to use parcel locker delivery when exposed to loss-framed environmental or security information, particularly when they are male. Additionally, promotion-focused individuals, particularly males, are the most likely users when presented with loss-framed messages emphasizing the inconvenience and insecurity of home delivery.

Our findings produce a middle range theory of gender and regulatory focus in the context of consumer participation in parcel locker delivery. Specifically, we find that gender and regulatory focus influence consumer reactions to information disclosure, with loss-framed information more strongly influencing consumer intent for promotion-focused individuals.

Managers seeking to introduce parcel lockers or expand existing parcel locker networks should incorporate security and convenience into their locker network decisions. Initial locker bays should be located in or near sites that experience high consumer traffic from promotion-focused males. Additionally, information disclosed should highlight these security and convenience benefits compared to the relative inconvenience and risk associated with home delivery.

While information disclosures often emphasize the environmental benefits associated with parcel locker use, likely users find other benefits more convincing. Highlighting these alternative factors and incorporating them into parcel locker network design will still allow for environmental benefits, including carrier CO2 reduction, to emerge from increased parcel locker use. As locker networks become more established, expanding the network to cater to additional consumers may allow service providers to focus information on environmental benefits.

Prior research assumes an existing parcel locker network or consumer base when studying network design and adoption. This study highlights the importance of tailoring information to consumer characteristics, emphasizing network features that best align with potential parcel locker users. Specifically, we found gender and regulatory focus to influence consumer reaction to information disclosure, where loss-framed information is the most influential particularly for promotion-focus individuals.

With the launch of the Feminist International Assistance Policy (FIAP), the Canadian government named solidarity as a shared value and a driving motivation behind the FIAP. This paper explores how development workers understand and apply solidarity to their work, uncovering the opportunities and constraints they face.

In-depth, semi-structured interviews were conducted with 42 development workers from Canada’s federal development agency between 2019 and 2020. Transcribed data were coded by the author to identify how workers made sense of solidarity within the development industry.

The majority of workers were unsure of how to define or operationalize solidarity, demonstrating confusion. Commonality was routinely mentioned as a facet of solidarity, but workers understood this term in diverse ways, with some considering commonality as a precondition that inhibited a sense of solidarity with development partners in the global South due to differences in living conditions. About a quarter identified power and privilege as necessary considerations in the process of building solidarity, showing potential for bonds across the inequalities that define development. About 40% of workers identified the institutional structure of the organization as an obstacle to solidarity.

This paper presents original data from Canadian development workers, providing the first study of their understanding of solidarity as a development ethic. It shows the gaps between rhetoric and practice while recommending ways for development organizations to meaningfully engage with solidarity in their work.

The present study was designed to explore the major challenges being faced by the Indian nurses' pre-post pandemic period affecting their well-being (WB) and identify factors that motivated them to perform their service wholeheartedly during the pandemic. The study also tries to bridge the gap in the study area by providing various ways that can help maintain the WB of health care professionals.

A descriptive exploratory qualitative design involving semi-structured interviews was conducted during December–January 2021 with 30 nurses from hospitals in Punjab Qualitative and thematic data analysis technique were adopted. In addition, a literature review was also conducted to study the various factors that affect the WB of health care professionals.

There are various themes and subthemes that were identified by the health care professionals, such as (1) psychological WB, (2) social WB and (3) workplace WB and (4) key motivators. This research work has identified various managerial implications that can play a huge rolein strengthening the healthcare sector of the entire world economy, paving the way toward the better WB of healthcare professionals (HCPs).

Firstly, it is probably the only study that is performed on nursing staff to evaluate their personal experiences during crucial times. It has successfully compared the factors affecting WB pre- and post-pandemic, leading to the emergence of many new factors that have originated due to the pandemic and are the cause of the poor WB of HCPs (Figures 2, 4). Secondly, it is the only study that targeted only those nurses who have provided their services in both scenarios. Finally, the study has been a pioneer in identifying the importance of maintaining the WB of HCPs at hospitals.

Political factors play a crucial role in China's initial public offering (IPO) market due to its distinctive institutional context (i.e. “economic decentralization” and “political centralization”). Given the significant level of IPO underpricing in China, we examine the impact of local political uncertainty (measured by prefecture-level city official turnover rate) on IPO underpricing.

Using 2,259 IPOs of A-share listed companies from 2001 to 2019, we employ a structural equation model (SEM) to examine the channel (voluntarily lower the issuance price vs aftermarket trading) through which political uncertainty affects IPO underpricing. We check the robustness of the results using bootstrap tests, adopting alternative proxies for political uncertainty and IPO underpricing and employing subsample analysis.

Local official turnover-induced political uncertainty increases IPO underpricing by IPO firms voluntarily reducing the issuance price rather than by affecting investor sentiment in aftermarket trading. These relations are stronger in firms with pre-IPO political connections. The effect of political uncertainty on IPO underpricing is also contingent upon the industry and the growth phase of an IPO firm, more pronounced in politically sensitive industries and firms listed on the growth enterprise market board.

Local government officials in China usually have a short tenure and Chinese firms witness significantly severe IPO underpricing. By introducing the SEM model in studying China IPO underpricing, this study identifies the channel through which local government official turnover to political uncertainty on IPO underpricing.

This study aims to explore how to structure an energy organization to be more agile in the context of digitalization and find the common success factors and challenges the organizations face to transform.

A qualitative multiple-case study of an energy company and an online market company, both from the Nordic countries, was conducted in 2023. Data were collected through in-depth individual interviews with 16 participants.

This research provides valuable insights into the challenges and critical success factors crucial for a successful digital transformation. The study illuminates the interplay between technological advancements and organizational shifts, the adoption of agile methodologies, the importance of inclusive leadership and the integration of autonomous teams in realizing digital transformation goals. The research emphasizes the profound impact of these factors on the transformational journey within organizations. In particular, the adoption of agile methodologies takes on heightened significance in the swiftly evolving business landscape of today, calling for a transition from project-centric approaches to more adaptive and sustainable product-centric models.

The study contributes to the practice and enhanced understanding of organizing business and technology teams in energy companies to achieve fast flow. The analysis and discussion of various empirical findings shed light on the success factors and challenges of digital transformation – issues that many organizations are currently or will likely soon be grappling with. The impact of different organizational structures on agility in an organization has yet to be thoroughly studied.

This study examines antecedents and impacts of HR competence and effective HR practices in organizations. People are an essential asset in organizations, but their potential is reduced without robust HR practices and competent HR professionals. Few studies have investigated causes of low HR professional competence and poor HRM practices.

This explanatory mixed-method study used survey data (N = 322), interviews and online statements. Data was collected in Vietnam, a country well suited to this study as it has considerable variation in institutional arrangements. It has legacies of Chinese, French and Soviet influence and more recently has adopted international reform models, such as new public management.

Agency accountability, autonomy and servant leadership promote HR competence, and consequently effective HR practices, and employee and employer outcomes (public service motivation, organizational commitment and organizational performance). Interviews triangulate findings from the survey data and explain barriers (rules, incentives, nepotism, corruption) to these quantitatively examined processes occurring. Strategic solutions for improving HR practices and professional competence are identified.

Practical implications of this research include a greater understanding of the importance of individual accountability and autonomy for executives, with the promotion of servant leaders through better screening and leadership development. Selection criteria should hinge on achievement, merit and the desire to serve the public interest. Competent HRM units should be developed and supported. Such units should focus on managing performance through ensuring line managers do basics such as setting clear goals, giving feedback, training and developing staff. Developing succinct appraisal criteria that reward good performers and sanction poor performers needs to be prioritized.

This study provides useful guidance on how to reform public administration systems so that reforms are more effective.

This study identifies both institutional and leadership antecedents to both HR competence and HR practices and their subsequent impacts. Its institutional and developing country orientation complements past studies that have been psychologically oriented and in the global north.