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This paper aims to explore the relationships between emotional intelligence (EI), conflict management styles and job performance in a Chinese cultural context.

The present paper uses a cross-sectional research design. Paper-based questionnaires were distributed to employees working in the R & D department of a science and technology institute in Taiwan. In total, 300 questionnaires were distributed and 248 valid questionnaires were analyzed, with a return rate of 81.4 per cent.

The results show that EI has a positive impact on job performance. Furthermore, agreeable conflict style positively moderated between EI and job performance, whereas active conflict style has negative moderating effect.

Due to the research design, sample and data collection method, the research results may lack representativeness. Therefore, researchers are encouraged to use a different approach in the future.

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policy on recruitment, selection and training.

Organizations should strengthen employees’ EI and conflict management abilities to improve job performance. Organizations can apply the results of this study in accordance with their policies on recruitment, selection and training.

This article aims to examine the boundary conditions of the relationship between career planning and turnover intention and the joint moderating effects of career plateau and risk-taking propensity on the relationships between career plateau and turnover intention.

The data of this paper is collected from 231 employees from Taiwanese organizations with more than four years of work experience.

The results indicate that career plateau significantly moderates the relationships between career planning and turnover intention. The relationships between career planning and turnover intention are weaker when career plateau and risk-taking propensity are low in the three-way interaction effect.

The article examined the moderated moderation model of career planning and turnover intention using career plateau and risk-taking propensity as moderators.

The importance and benefit of work meaningfulness has been recognized from many previous studies. The purpose of this study aimed at how employees in Taiwan sense their work as meaningful by introducing prosocial motivation along with two organizational-related factors – task significance and external prestige.

In total, 451 questionnaires were used to analyze the relationships among task significance, external prestige, prosocial motivation and work meaningfulness.

The results confirm the research hypotheses. This study advanced our understanding of how work meaningfulness arises through an integration of an individual’s psychological state with work contexts. The implications for managerial practices and future research are discussed.

This research represented an initial empirical test for measuring these constructs in Taiwanese society. While all the measurements have good reliabilities, it is only a good start. The examination of these constructs using these measurements needs additional research, preferably, in different cultural and industrial contexts.

In drawing on the conservation of resources theory and the broaden-and-build theory, the present research investigates the dynamic of social resources (i.e. servant leadership) and personal resources (i.e. psychological empowerment and positive affect) in the determination of the nurses' optimal performance (i.e. deep acting).

The research involved collecting three waves of data on 481 frontline nurses at a large hospital in Taiwan, each a month apart. The hypotheses were tested using PROCESS mediation and moderated mediation regression models.

The results supported the indirect relationship between servant leadership and deep acting through psychological empowerment as well as the moderating effect of positive affect on the mediation model.

The findings shed new light on the interplay of different resources and also provide practical implications for the development of frontline supervisors and nursing staff to be compatible with a serious orientation toward the quality of their professional functioning.

Based on the theory of reasoned action, this study aims to illustrate how employees’ safety behavior can be enhanced in the workplace by specifically examining how anticipated regret leads to workplace safety behavior and the contextual factor of organizational ethical climate.

The authors adopted a quantitative approach and designed their survey from validated scales in prior studies. Data were obtained from two different sources, including 149 employees and 31 immediate supervisors. Hierarchical linear modeling techniques were applied to test the hypotheses.

The results showed that anticipated regret was significantly related to safety compliance and safety participation; egoistic ethical climate was negatively correlated with safety compliance and safety participation, while benevolent ethical climate was only positively correlated with safety participation. For cross-level moderating effects, both benevolent and principle ethical climate moderate the relationship between anticipated regret and safety participation, whereas all three ethical climates did not moderate the relationship between anticipated regret and safety compliance.

It contributes to current literature by identifying critical determinants of employees’ safety behavior, which would enable practitioners to manage safety in the workplace and foster a safe working environment. Specifically, fostering benevolent ethical climate can better promote employees’ perceptions of the importance of discretionary safety behavior.

This study suggests that organizational practitioners could use the salience of anticipated regret to promote the safety behavioral intentions of employees in the workplace. Further, the authors examined a multilevel framework, which elaborates individual- and organizational-level antecedents of employee safety behavior as well as the impact of cross-level interactions on employee safety behavior.

The purpose of this paper is to propose that self‐leadership has a complementary relationship with charismatic leadership, thus not substituting for the influence of charismatic leadership in the contexts of internalization and identification.

Data were collected from 991 employees of 20 organizations. The research hypotheses were tested using regression analysis.

The results demonstrated that many self‐leadership skills acted as supplement/enhancer of charismatic leadership behaviors, except for self‐talk. The authors' interpretation was that self‐talk had a very different functional quality from the other self‐leadership skills, such as visualizing successful performance and evaluating beliefs and assumptions.

The authors recommend that the self‐talk scale should be modified by specifying a constructive content to make it compatible with the other self‐leadership subscales. Finally, more research should be devoted to determining whether leaders' unconventional behavior becomes dysfunctional in the presence of employees' self‐leadership, especially in Confucian countries that place emphasis on tradition and harmony.

The neutralizing effects of self‐talk point to the fact that past bad experience counts. Thus, the authors suggest that management takes responsibility for explaining change failure and seeking employees' feedback to prevent employees from developing negative self‐talk.

Based on self‐concept theory, the paper parallels self‐leadership to charismatic leadership in terms of their influence on the individual's value and identity and proposes and tests for a complementary relationship between both leadership capabilities.

This paper examines the growth trajectory, documents, journals, worldwide distribution authors, scientific production and thematic focus in the field of sustainable HRM.

A total of 765 publications (between 1982 and 2023) were chosen from the Scopus database that were diligently examined to reach insightful results. To aid the investigation, the Biblioshiny tool was used.

Through thematic mapping, the study finds that sustainable HRM is still an emerging and contemporary concept. Moreover, the themes of sustainable HRM are underdeveloped and need conceptual clarity. Additionally, these themes have evolved internally which have made a modest contribution to the advancement of the discipline. Furthermore, topic trending, word frequency and document citations indicate that a growing body of literature on sustainable HRM focuses extensively on environmental issues, demonstrating that HRM should be given greater attention to roles related to sustainability in the workplace.

Sustainable HRM should be a top priority for businesses, with an emphasis on environmental and sustainability concerns. To be in line with global sustainability standards, HR training needs to be updated. Companies should develop HR policies that put sustainability first and spend money on analytical tools. Academic and industrial cooperation can improve the field more quickly. Best practices can be standardized by participation in forums. It is crucial to take a holistic approach that balances environmental, social and economic factors.

This study distinguishes itself by adding highlights on bibliometric insights and thematic emphasis on sustainable HRM, adding to the progress of the field's knowledge and offering insightful pathways for future research.

This study aims to investigate the relationship between person-role conflict, psychological capital and emotional exhaustion. Specifically, the research explores how person-role conflict magnified due to daily contact with COVID-19 carriers leads doctors and nurses to experience emotional exhaustion. Moreover, psychological capital function as an explanatory mechanism between stressor strain relationships has also been tested.

The study results are based on three months of lagged data conducted from the sample of 347 frontline physicians and nurses who provide treatment and care to infected people. To test direct, indirect and total effect, the author's used PROCESS Macro.

The results suggested that person-role conflict reduces state-like psychological capital and increases emotional exhaustion through reduced psychological capital. Results aligned with the model's expectations in that psychological capital mediated the relationship between person-role conflict and emotional exhaustion, and the mediation was partial.

This paper is the first one that tested the link between person-role conflict and emotional exhaustion. Moreover, up till now, no study has examined the mediating role of psychological capital in the relationship between person-role conflict and emotional exhaustion. Finally, in the context of the contagion outbreak, this is the preliminary effort that validated the resource loss cycle principle of conservation of resource theory.