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A traditional view of an ideal workplace is an organization with a justice climate and a supportive atmosphere. Over the past years, justice and support practices in the workplace have received significant scholarly, practical and even political attention. Unfortunately, theoretical underpinnings and literature associated with these themes vary across multiple disciplines, cultural and contextual settings. To fill the void from the Turkish contextual perspective, the present study aims to examine the association among perceived organizational support (POS), organizational justice and cynicism.

The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed withvariance-based structural equation modeling technique.

Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increases, the tendency for organizational cynicism decreases.

In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The originality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational justice and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.

This study aims to propose and test a model explicating the antecedents and consequences of knowledge sabotage.

Data obtained from 330 employees working in the Turkish retail and telecommunication sectors were analyzed by means of the Partial Least Squares Structural Equation Modeling technique.

Co-worker knowledge sabotage is the key factor driving knowledge sabotage behavior of individual employees, followed by co-worker incivility. Interactional justice suppresses individual knowledge sabotage, while supervisor incivility does not affect it. Co-worker knowledge sabotage reduces job satisfaction of other employees, which, in turn, triggers their voluntary turnover intention. Contrary to a popular belief that perpetrators generally benefit from their organizational misbehavior, the findings indicate that knowledge saboteurs suffer from the consequences of their action because they find it mentally difficult to stay in their current organization. Employees understate their own knowledge sabotage engagement and/or overstate that of others.

Managers should realize that interactional justice is an important mechanism that can thwart knowledge sabotage behavior, promote a civil organizational culture, develop proactive approaches to reduce co-worker incivility and strive towards a zero rate of knowledge sabotage incidents in their organizations. Co-worker incivility and co-worker knowledge sabotage in the workplace are possible inhibitors of intraorganizational knowledge flows and are starting points for job dissatisfaction, which may increase workers’ turnover intention.

This study is among the first to further our knowledge on the cognitive mechanisms linking interactional justice and uncivil organizational behavior with knowledge sabotage and employee outcomes.

In today's business environment, big data is viewed as the “new oil,” which is rapidly changing the traditional business models and mode of operations. According to commentaries and scholarly work, big data and its applications have penetrated deeply into the very core of the products, services, and functional areas of many firms. What remains unclear is how using this “new oil” (big data) and “new technique” (data diagnosticity) can result in new “products and processes.” The purpose of this paper is to examine the effects of big data usage on product and process innovation, and the moderating role of data diagnosticity on said associations.

Data were obtained from Turkish firms that utilize big data in their daily operations and analyzed with the partial least squares' structural equation modeling technique.

The findings revealed that big data usage is a predictor for higher product and process innovation. Diagnostic capabilities of the firms did not amplify the link between big data usage and product innovation, big data usage and process innovation.

This paper is among the first study to examine the association of big data usage, data diagnostic capabilities, product, and process innovations in the Turkish context. Implications for theory and practice are discussed.

Little empirical attention has been paid to the effects of electronic word-of-mouth (eWOM), electronic referral (eReferral), familiarity and cultural distance on behavioral outcomes, especially within the context of educational tourism. Based on the social network theory, this paper aims to explore the effects of eReferral, eWOM, familiarity and cultural distance on enrollment intention.

Survey data (n = 931) were obtained from educational tourists using a judgmental sampling technique. Linear modeling and artificial intelligence (i.e. artificial neural network [ANN]) techniques were used for training and testing the proposed associations.

The results suggest that eReferral, eWOM, familiarity and cultural distance predict intention to enroll both symmetrically (linear modeling) and asymmetrically (ANN). The asymmetric modeling possesses greater predictive validity and relevance.

This study contributes theoretically and methodologically to the management literature by validating the proposed relationships and deploying contemporary methods such as the ANN. Implications for practice and theory are discussed.

是否在线推荐, 在线口碑, 熟悉度, 还有文化距离决定参加意图吗？人工智能科技的应用

很少有研究检测过在线口碑（eWOM）, 在线推荐（eReferral）, 熟悉度, 和文化距离对行为结果的影响, 特别是在教育旅游的领域里。本论文基于社交网络理论探索eReferral, eWOM, 熟悉度, 和文化距离对参加意图的作用。

研究样本数据为931位教育旅游的游客, 通过判断抽样技术。本论文通过线性建模和人工智能（即人工神经网络）技术来培训和检测提出的关系。

研究结果表明, eRefferal, eWOM, 熟悉度, 和文化距离对参与意图起到决定作用, 其中包括对称（线性建模）和非对称地（人工神经网络）方式。非对称建模将增加有效性和相关性的决定度。

本论文通过证实提出的关系和采用现代方法, 比如人工神经网络, 对管理文献做出理论和实践的贡献。本论文还讨论了对实践和理论的启示。

Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at the practical and academic juncture.

The linear (structural equation modeling (SEM)) and non-linear (artificial neural network (ANN)) techniques were applied to the survey data from a sample of Nigerian health workers (n=447) to investigate the relationships between the aforementioned variables.

The results from SEM and ANN revealed that work-family conflict (WFC), family-work conflict, supervisor incivility and coworker incivility have positive impacts on psychological distress. A multi-group moderation analysis suggests that women were more likely to experience psychological distress.

The work-family interference and incivility are pervasive and gendered problems in the workplace. This paper strives to enhance the understanding of the nature of the relationship in an African work setting. The implications for making the workplace better and safer are discussed.

Boreout is a psychological state of intense boredom and apathy. Characterized by the absence of mental stimuli (i.e. menial tasks) required to keep employees conscious about their environment, and this incessant decline in mental stimuli may turn employees into “professional zombies.” The diversity in work needs and preferences across generations has become a key organizational factor, generational differences have been studied in Western countries, not much information is available about generational cohorts and satisfaction (i.e. career, life and job satisfaction) in developing countries. The purpose of this paper is to provide more insights on these phenomena.

Drawing upon conservation of resources theory, this paper examines the potential effects of boreout on important job outcomes (i.e. career, life and job satisfaction) conditioned by generation (Gen-Xers and Gen-Yers) in the service industry. Data analyses with Artificial Intelligence technique (i.e. artificial neural network) and structural equation modeling were conducted with data collated from Nigerian service employees.

Results revealed that boreout has a negative impact on career, life and job satisfaction. The hypothesized relationships were significantly moderated by generation cohorts as Gen-Xers and Gen-Yers were found to be distinct cohorts.

This paper advocates that non-western organizations should avoid utmost service standardization and rigid stylization of work processes and procedures.

The authors’ understanding of the Internet of things (IoT) skills and needs satisfaction for IoT devices and generational cohorts' variations remains limited as commentaries are often oversimplified and generalized. This research fills a gap in the literature by highlighting the dynamics between the IoT skills and needs satisfaction for IoT devices and seeks to expound on the variations among generational cohorts using the self-determination theory.

Survey data were obtained from 1,245 residents and IoT device users in Aksaray, Turkey. The obtained data were analyzed with variance-based structural equation modeling and the analysis of variance technique.

The results demonstrate that IoT skills determine the needs satisfaction for IoT devices. Generation Xers, Generation Yers and Generation Zers are distinct cohorts with respect to the IoT skills and needs satisfaction for IoT devices.

Collectively, this study provides empirical evidence that informs the debate about the contributions of IoT skills and generational cohorts on needs satisfaction for IoT devices. The implications and several avenues for future theory-building research are discussed.

The peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-04-2020-0144

On the basis of person–job fit theory and conservation of resource theory, this study aims to develop and test a model to examine the impact of polychronicity on frontline employees’ job performance in hotel industry and simultaneously, investigate the moderating effects of supervisor, coworker and customer incivility as stressors in the relationship between polychronicity and employees’ job performance.

Data are obtained in North Cyprus from 262 frontline employees working in four- and five-star hotels.

The results suggest that polychronicity refers to employees’ performance. Customer incivility negatively and significantly influences job performance, but coworker and supervisor incivilities do not. Unlike coworker incivility, both customer and supervisor incivilities moderate the relationship between polychronicity and job performance; that is, high customer and/or supervisor incivility weaken the positive relationship between polychronicity and job performance.

Regarding the critical role of polychronic frontline employees, hotel management should recruit the right candidates and endeavor to retain such employees by offering monetary and non-monetary incentives, training and empowering. They may implement a zero-tolerance policy that simultaneously supports both parties (customers and employees).

The association between employee quality (i.e. polychronicity), job performance and incivility is often overlooked in the hospitality research. This study is the first attempt to consider the joint moderating effect of important social stressors (customer, coworker and supervisor incivility) in the hotel industry.

Academic success and failure are relevant lifelines for economic success in the knowledge-based economy. The purpose of this paper is to predict the propensity of students’ academic performance using early detection indicators (i.e. age, gender, high school exam scores, region, CGPA) to allow for timely and efficient remediation.

A machine learning approach was used to develop a model based on secondary data obtained from students’ information system in a Nigerian university.

Results revealed that age is not a predictor for academic success (high CGPA); female students are 1.2 times more likely to have high CGPA compared to their male counterparts; students with high JAMB scores are more likely to achieve academic success, high CGPA and vice versa; students from affluent and developed regions are more likely to achieve academic success, high CGPA and vice versa; and students in Years 3 and 4 are more likely to achieve academic success, high CGPA.

This predictive model serves as a classifier and useful strategy to mitigate failure, promote success and better manage resources in tertiary institutions.

Workplace mistreatment and aggression have become pressing issues in today’s multi-generational workplace. Yet, to date, the issue of investigating the impacts of passive and active types of mistreatment simultaneously on different generations has been widely neglected in the management literature. The purpose of this paper is to empirically explore the resultant effects of active (i.e. workplace tolerance to incivility) and passive (i.e. workplace ostracism) mistreatments on negative emotion and intention to sabotage, a generational perspective.

Data were garnered from bank employees in Nigeria (n=320) and analyzed with the aid of a structural equation modeling technique.

The data reveal that active and passive workplace mistreatments are relevant factors inflicting negative emotions and intention to sabotage, and negative emotions inflict the intention to sabotage. Furthermore, the impact of passive workplace mistreatment on negative emotion is higher among Generations X and Y cohorts, and its impact on the intention to sabotage is higher among Baby Boomers cohorts. The impact of active workplace mistreatment on negative emotion is higher among Generation Y and Baby Boomers cohorts, and its impact on the intention to sabotage is higher among Generations X and Y cohorts.

This paper advances our knowledge concerning the reactional response of employees to workplace mistreatment generation wise. Based on the study findings, theoretical and practical implications are identified and discussed.