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To deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory.

The hypotheses of this study were statistically tested using a survey of working professionals from Taiwan’s high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent.

The test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness.

This study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).

To deepen our understanding about the development of team performance, the purpose of this paper is to develop a model that explains how ambidexterity and ethical leadership affect knowledge sharing and team performance through within-team competition.

This study demonstrates the applicability of ambidexterity and within-team competition by surveying 78 teams from the high-tech and banking industries. This study further presents a three-way interaction among ambidexterity, politics and job complexity.

This study finds that both ambidexterity and ethical leadership are positively related to knowledge sharing and team performance through the mediation of team development competition.

This study confirms that ambidexterity and ethical leadership play critical factors for improving knowledge sharing and team performance through the mediation of team development competition. Furthermore, the moderating effects of politics and job complexity are also confirmed in the research.

To complement previous research on team performance, the purpose of this paper is to analyze the development of team performance and top management approval at the team level. In the proposed model, team performance and top management approval are influenced by the team leader’s charisma, teamwork exhaustion, and goal clarity via the full mediation of team planning. The effects of the leader’s charisma and goal clarity on team planning are moderated by teamwork exhaustion.

Empirical testing of this model based on hierarchical regression modeling, by investigating team personnel in high-tech firms, confirms the applicability of team planning among these firms’ work teams.

A team leader’s charisma and goal clarity positively relate to team planning, while teamwork exhaustion is not associated with team planning. Team planning further positively relates to team performance and top management approval, respectively. A team leader’s charisma negatively moderates the relationship between teamwork exhaustion and team planning, while goal clarity positively moderates the relationship between teamwork exhaustion and team planning.

While previous literature has focused in depth on team planning and its antecedents and outcomes, there still exists an important gap regarding potential moderation in the formation of team planning. This study provides some important findings that complement previous literature by examining three fresh exogenous determinants for explaining team planning, their interaction effects, and how they indirectly relate to team performance and top management approval via the full mediation of team planning.

Technostress and information overload are serious challenges of the information age. An alarming number of people exhibit dangerously intensive media consumption, while Internet and mobile phone addictions are a widespread phenomenon. At the same time, new media overexposure among young people is understudied, even more so when social network sites are concerned.

This study explores how feelings of overexposure and stress relate to the self-expressive needs of teenagers. It presents and discusses the results of a large-scale survey conducted during an exhibition on media overload in Switzerland. A total of 6,989 adolescents provided answers on their media overload and stress. Descriptive statistics and logistic regression were used to quantify the influence of demographic characteristics on social network site related stress.

While only a minority of 13 percent of respondents feels stressed by social network sites, more than one third has the feeling of spending too much time on such platforms. Age, gender, and language background (French vs. German speaking) shape the overload propensity, with older, male and French-speaking teenagers most at risk for social network site stress.

The study proposes that social divides exist in teenagers’ ability to cope with a specific affordance of social network sites, namely their constant status updates and potential of overexposure. Furthermore, it reflects upon the relation between identity performance and stress.

The chapter is one of the first to investigate social network site overload with a broad sample approach, quantifying antecedents of the phenomenon.

Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought to begin an investigation of the myriad of ways that social media impacts organizations. To date, research evidence on a range of HR-related topics are just beginning to emerge, but are scattered across a range of diverse literatures. The principal aim of this chapter is to review the current literature on the study of social media in HRM and to integrate these disparate emerging literatures. During our review, we discuss the existent research, describe the theoretical foundations of such work, and summarize key research findings and themes into a coherent social media framework relevant to HRM. Finally, we offer recommendations for future work that can enhance knowledge of social media’s impact in organizations.

The proliferation of social networking sites (SNSs) has drawn attention to different parties in realising their goals. Advertisers utilise SNSs to promote new products and services; politics optimise SNSs to gather support from the public, while ordinary users use SNSs as a unique platform to practice self-disclosure, develop networks, and sustain relationships. This study explores how social anxiety affects self-disclosure on SNSs and well-being. It also examines the moderating effects of two contextual factors, namely, online disinhibition and psychological stress. Two hundred and thirty-four valid responses were collected via an online survey. A positive relationship between social anxiety and self-disclosure, and self-disclosure and well-being was found. Furthermore, a positive moderation effect among social anxiety, online disinhibition, and self-disclosure was revealed. This research contributes to the development of social networking literature. It also enhances the understanding of disclosure patterns on SNSs among socially anxious individuals, thereby providing important insights for practitioners, educators, and clinicians.

This study uses a phenomenology method to investigate the experiences of married Muslim women while having romantic conversations via online dating sites during the COVID-19 pandemic. Sixteen participants were selected via purposive sampling, and the data were gathered through semi-structured interviews. The results confirm that resistance to Islamic marriage limitations is the underlying reason accounting for Muslim women's romantic chat. However, “premarital experiences in virtual space” and “chat as a remedy for loneliness” create the causal conditions of romantic chat, and “experience of family restrictions” and a “sense of freedom” provides the foundation for an online romantic chat. It is worth noting that those who voice a sense of “unhappy marriage” and “husband's sexual coldness” are more likely to turn to sex chat during the COVID-19 pandemic. The consequences of digital romantic conversations for married Muslim women are “chat addiction” and “feeling a sense of betrayal.”

This paper addresses the lack of conceptual and theoretical consensus around cyber-bullying and problems associated with over-reliance on mainstream criminological thinking to explain this phenomenon.

The paper offers a critical criminological perspective on cyber-bullying encouraging scholars to engage with fundamental complications associated with the relationship between late-modernity, neo-liberalism and cyber-bullying. It argues for an approach that contextualizes cyber-bullying within the realities and consequences of late-modernity and neo-liberalism.

The paper argues that a robust understanding of cyber-bullying entails contextualization of the problem in terms of the realities of consumption, individualism, youth identity formation and incivility in late modern society.

In addition to challenging extant theoretical approaches to cyber-bullying, the paper has important implications for intervention that surpass the limitations of law and order policies which tend to focus on criminalizing poorly understood bad behaviour or indicting internet technologies themselves.

The rise of artificial intelligence (AI) applications has driven enterprises to provide many intelligent services to consumers. For instance, customers can use chatbots to make relevant inquiries and seek solutions to their problems. Despite the development of customer service chatbots years ago, they require significant improvements for market recognition. Many customers have reported negative experiences with customer service chatbots, contributing to resistance toward their use. Therefore, this study adopts the innovation resistance theory (IRT) perspective to understand customers’ resistance to using chatbots. It aims to integrate customers’ negative emotions into a predictive behavior model and examine users’ functional and psychological barriers.

In this study, we collected data from 419 valid individuals and used structural equation modeling to analyze the relationships between resistance factors and negative emotions.

The results confirmed that barrier factors affect negative emotions and amplify chatbot resistance influence. We discovered that value and risk barriers directly influence consumer use. Moreover, both functional and psychological barriers positively impact negative emotions.

This study adopts the innovation resistance theory perspective to understand customer resistance to using chatbots, integrates customer negative emotions to construct a predictive behavior model and explores users’ functional and psychological barriers. It can help in developing online customer service chatbots for e-commerce.