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This paper investigates the relationship between workplace incivility (WI) and nurses’ job and vocational turnover intentions. We introduce two moderators, organizational efficacy (OE) and calling and investigate their influence on the relationship between WI and turnover intentions.

We surveyed 187 nurses in the Southwest US, currently employed in a clinical setting. We tested the hypothesized model using PLS-SEM for data analysis.

The results show that WI influences job turnover intentions but not vocational turnover intentions. OE and Calling both uniquely moderate the relationship between specific sources of WI and nurses’ turnover intentions.

We offer insights into the effect various sources of WI have on nurses’ turnover intentions. Our findings imply that WI is less impactful on vocational turnover than job turnover. Also, OE and calling can be utilized to moderate the negative effects of WI.

Healthcare organizations should implement strategies that promote a positive work environment for all employees, particularly nurses. They should also strive to build a workplace culture that fosters calling among nurses.

The paper examines the differential impact of various sources of WI on two forms of turnover intentions, prominent and relevant in the nursing work environment. In addition, we introduce two new moderators – OE and calling – that significantly influence the relationship between WI and turnover intentions.

This study explores working mothers’ perceptions of fairness in work and home environments through real-world social media discussions. It examines how these perceptions shifted due to the COVID-19 pandemic.

Using a naturalistic approach, we analyzed 13,560 comments from 4,076 unique users on Reddit to convert qualitative data into quantitative variables. A nonparametric factorial ANOVA was employed to assess the relationship between fairness perceptions and the impact of the COVID-19 pandemic on these perceptions in both work and home settings.

The analysis revealed that working mothers predominantly express negative perceptions of fairness in both environments. Contrary to initial expectations, the pandemic did not exacerbate these perceptions. However, conversations involving both work and home contexts showed a more positive tone, suggesting the benefits of remote work scenarios introduced by the pandemic.

This study uniquely applies sentiment analysis to naturalistic social media data, offering real-time insights into how working mothers discuss fairness. Unlike traditional survey methods, this approach captures daily lived experiences, particularly in a crisis context, revealing new aspects of the work–family conflict.

This manuscript explores the value of mission statement emotional content in the relationship between money raised by a nonprofit organization through fundraising efforts and the money spent. It proposes the emotional content of a mission statement moderates money spent and earned to ultimately to impact how much revenue a nonprofit makes through fundraising.

The manuscript evaluates the qualitative turned quantitative data (via text mining [TM]) in mission statements from 200 nonprofits serving the homeless sector via a moderation analysis. After segmenting the sampled nonprofits by gross revenue, the authors analyze the impact of the positive and negative emotional tone in each group to determine how the content of a mission statement impacts organizational revenue.

The paper provides empirical insights about how the emotional polarity of a mission statement influences money earned through fundraising. However, the positive and negative tone of a mission statement impacts organizations differently based on size. For nonprofits that report an annual revenue of less than $1 million, a positive tone in the mission statement results in higher revenue. Conversely, nonprofits that report over $1 million earn less revenue with a positive tone in their mission statement.

Owing to the specialized group sampled, the findings possibly only apply to the sampled group. Therefore, researchers are encouraged to test the relationships found in other areas of nonprofits. However, the implications of mission statement polarity influencing financial performance in any population should be of keen interest to practitioners when crafting mission statements.

The finding that mission statement emotional tone influences the financial performance of a nonprofit has direct implications for the effective delivery of services in the nonprofit realm. Leaders of nonprofits can use the study’s findings to position their organizations to capture potential needed revenue in the crafting of their mission statements.

This paper uniquely exposes the moderating impact of the emotional tone in mission statements in relationship with financial performance.

The main data used to develop this case were remote, synchronous interviews with the three characters in the case. The authors conducted two interviews with the main character in the case, Geoff Brown, specifically: (1) an initial 30 min interview to determine the fit and focus of the case and to help create the interview protocol for the full case interview (this initial interview was conducted on March 12, 2024); and (2) an hour-long interview to ask targeted questions to fully develop the case narrative (this interview was conducted on March 28, 2024). Geoff Brown was also involved in reviewing drafts of the case, approving the final version of the case and reviewing the assignment questions in this instructors’ manual (IM).

This case focuses on Geoff Brown, Executive Director at Alberta Chicken Producers (ACP), which is a not-for-profit organization in Alberta, Canada, that is responsible for representing 250 regulated chicken producers. Brown is grappling with what to do with the remote/hybrid work policy at ACP. Part of the impetus for reconsidering this policy was the comments from ACP’s long-tenured Office Manager and Executive Assistant, who had been asking Brown to bring this policy forward to a staff meeting for discussion throughout the past year. Brown now feels ready to move these discussions forward but is unsure of how to proceed and what the best practices would be to ensure that the policy in place for remote work is beneficial for work engagement, individual and organizational work performance, work–life balance, employee relationships and fairness perceptions.

The target audience for this case is undergraduate and graduate students taking a course in the disciplines of human resources management or organizational behavior. This case will be especially relevant for a human resources management course when studying the topics of employee benefits (e.g. work–life balance), health and safety (e.g. stress) and work design (e.g. telecommuting), and this case will be especially relevant for an organizational behavior course when studying the topics of motivation (e.g. fairness), communication, organizational culture and decision-making.