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The Australian retail industry is facing skills shortages while mature and old-age workers are experiencing high unemployment rates. This study focuses on understanding organizational inclusion and turnover intentions in the context of employee age.

Survey data were collected from 502 retail supervisors and employees.

Drawing on socioemotional selectivity theory and social exchange theory, the findings indicate: no difference in inclusive supervisory behaviors perceptions for different age groups; a significantly higher workplace social inclusion perceptions among employees aged 55 plus than among employees aged 35–44; a significantly lower turnover intention among employees aged 55 plus and 45–54 years than other age groups; a positive relationship between inclusive supervisory behaviors and workplace social inclusion and a negative relationship between workplace social inclusion and turnover intention which was stronger for older employees than for younger employees.

The findings present a business case for hiring older employees and indicate that managers need to prioritize inclusion.

This study addresses the underexplored area of employee age differences in inclusion and turnover perceptions among retail employees. It links inclusive supervisory behaviors, social inclusion and turnover intention.

To avoid indecisiveness and a lack of direction in making a successful career transition, it may be necessary to modify the career transition process through career mentorship (CM). The study aims to investigate career adaptability as pathways through which CM is related to trainees’ career transition.

A three times cross-sectional data were collected from 480 national industrial skills development program (NISDP) trainees among five industrial training fund (ITF) trainees in Southeastern Nigeria.

The analysis revealed that CM positively associated with the trainees’ career transition behaviors. CM is also positively associated with the trainees’ career adaptability. Also, career adaptability is positively associated with trainees’ career transition behaviors. Likewise, career adaptability mediated the link between CM and career transition behaviors.

Conducting the study in a previously neglected context extended our understanding of the indirect relationship between CM and trainees’ career transition behavior.

This study aims to examine how individual differences and contextual factors affect audience responses to sponsored video content. Specifically, this study tests whether executive function (EF, both hot and cool) skills in young adults influence persuasion knowledge and advertising responses. The study further tests the moderating role of disclosure presence and country of participants (US vs The Netherlands).

An online experiment (N = 368) with a 2 (disclosure: present versus absent) × 2 (country: US versus The Netherlands) between subjects design featuring young adults (M age = 21.06; SDage = 3.06) is conducted.

Participants with more advanced cool EF showed a better understanding of the persuasive intent of the video, and hot EF was associated with higher brand recall. In addition, disclosures only enhance the understanding of persuasive intent of the video for people with less advanced levels of hot EF. Lastly, Dutch participants were more responsive toward the disclosure.

This study provides key insights regarding how young adults process sponsored content and the role that cognition plays in shaping responses.

Evaluating emergency preparedness exercises is crucial for assessing enhanced knowledge, facilitating learning and implementing knowledge in organizations. The cognitive process of motivation for action is a precursor for action, coping behavior and individual learning. This study aims to focus on how guided evaluation of emergency preparedness exercises can enhance cognitive motivation and influence the mental readiness of exercise participants.

This is a conceptual paper with a model approach design. The main conceptual contribution is suggesting a model for guided evaluation in emergency preparedness exercises. We present a theoretical background for understanding the increase in motivation based on social cognitive learning theory. In particular, this study discusses how different evaluation steps contribute to enhanced motivation and learning for exercise participants.

Increased motivation and enhanced personal performance standards could be achieved through using processes that lead to self-efficacy in guided exercise evaluation. Specifically, sources of enhanced motivation, such as repeated coping experiences, self-regulation processes, mastery motivation and performance motivation, would proliferate the readiness of individual crisis managers and teams.

This article suggests an evaluation model for use in emergency preparedness exercises. This approach combines bottom-up and top-down processes for debriefing, reflection and feedback, both individually and in teams. This approach aims to enhance exercise participants’ motivation and utilize exercise evaluation for organizational learning.

The conceptual discussion leads to developing implications for evaluation practice, suggesting how to structure evaluation and why. This study is novel for its explanation of how to use evaluation in the learning process.

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.

This study aims to address the challenge of encouraging customers to join hotels’ green loyalty programmes (LPs) by examining the impact on customers’ decisions of their trait reactance, anticipated guilt and the physical attractiveness of service employees.

The authors conducted three preliminary studies and one main study using scenario-based online surveys targeting Chinese hotel customers. The first two preliminary studies (N1A = 100, N1B = 158) explored the negative emotions (guilt vs. shame) linked to non-participation in green LPs, while the third study (N1C = 110) examined gender’s role in perceived physical attractiveness. The main study (n = 836) tested the three-way interaction effect.

This analysis confirms that guilt, rather than shame, plays a significant role in the decision-making process for participating in green LPs. The results reveal that trait reactance strongly deters participation intention when customers anticipate low guilt and perceive service employees as less attractive. Notably, higher anticipated guilt renders trait reactance ineffective in influencing intentions, regardless of employees’ attractiveness.

The results reveal that a high level of anticipated guilt is the key to boosting customers’ intention to participate in a hotel’s green LP, which can mitigate the negative impact of customers’ trait reactance.

To the best of the authors’ knowledge, this is the first study to demonstrate how anticipated guilt can lessen the negative effects of customers’ trait reactance on their intention to participate in green LPs. In addition, the findings reveal that guilt not only narrows customers’ attentional focus but also influences how the attractiveness of service employees affects their decision-making processes. the work introduces a new angle on how emotional responses (anticipated guilt) interact with physical cues (employee attractiveness) in shaping customer decisions concerning the hotel’s green initiatives.

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.

This study examines the decision-making processes and coping mechanisms of mumpreneurs (entrepreneurs who are mothers) as they navigate complex environments characterized by uncertainty and competing goals that are heightened by their circumstances and marginalization.

In-depth interviews were conducted with 26 female entrepreneurs in the United Kingdom who are raising young children.

The research develops a new framework based on regulatory focus theory. It uncovers multiple layers of uncertainty facing mumpreneurs, including traditional business-focused uncertainties such as global crises, market volatility and financial risks, but including uncertainties derived from the challenge of balancing business growth with family responsibilities. Despite these complexities, mumpreneurs pursue multiple competing goals related to their businesses, families and societal contributions. The study identifies four key coping and decision-making mechanisms employed by mumpreneurs in complex environments: intuition, adaptability, confidence and a dynamic interplay between promotion and prevention regulatory focus.

This study contributes to entrepreneurship literature by providing a nuanced understanding of how mumpreneurs are required to navigate uncertainty and competing demands and the key coping and decision-making mechanisms they use to achieve this. It challenges the binary view of regulatory focus theory and offers insights into the unique stress dynamics experienced by mother entrepreneurs. The findings underscore the need for tailored support systems, including coaching and mentoring programs for mumpreneurs with young children. Moreover, the research highlights the importance of policy interventions, such as increased childcare subsidies, to support parental entrepreneurship and advance gender equality goals.

Previous research on agility has focused on investigating agile practices as external structures (e.g. Scrum, Kanban) that make people do agile. A new line of research is increasingly examining internal structures (e.g. mindsets, attitudes) that cause people to be agile. The purpose of this study is to critically evaluate the agile mindset as a new construct in psychological research.

This two-wave study (N = 411) examined the agile mindset’s factorial, discriminant, and incremental validity. The authors tested whether the agile mindset adds predictive value for occupational behavior (performance and innovative work behavior) and well-being at work (vigor and emotional exhaustion), above well-established internal dispositions, namely core self-evaluation, proactive personality, and prevention vs promotion focus.

The results indicate that the agile mindset positively predicts performance and innovative work behavior beyond core self-evaluation, proactive personality, and prevention vs promotion focus. Concerning well-being, only positive effects for vigor were found in comparison with prevention vs promotion focus.

The findings are useful for organizations looking to improve their agility to increase competitiveness in complex environments.

This study underscores the importance of further exploration into the agile mindset, emphasizing its significance in organizational psychology.

This study aims to investigate the association between narcissistic tendencies, gender and funding success in high-growth start-ups. It aims to bridge a critical research gap by exploring the combined effect of gender and narcissism on start-up funding success.

The authors surveyed 540 founders of high-growth start-ups in Germany, Austria and Switzerland, using the NPI-16 questionnaire to assess narcissistic tendencies. By focusing on high-growth start-ups as opposed to small firms, the authors enhanced the validity of the sample. This study isolates and analyses the effects of gender and narcissism, providing insights into their individual and combined contributions to start-up funding success.

The findings reveal that gender is associated with lower start-up funding and lower narcissistic tendencies. This highlights the intricate relationship between gender, narcissism and funding success within the context of high-growth start-ups.

These findings have important implications for investors, policymakers and entrepreneurial educators, suggesting that a nuanced understanding of founders’ psychological traits could enhance funding strategies and start-up support mechanisms.

This research addresses the critical gap in the literature by examining the joint influence of gender and narcissism on funding success in high-growth start-ups. The study contributes to a nuanced understanding of the factors shaping founder psychology and performance dynamics, offering valuable insights for future research in gender, narcissism and start-up success.