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The study aims to explore antecedents and consequences of customer experience (CE) by positing a comprehensive framework taking cognizance of customer loyalty (CL), customer advocacy (CA), customer value dimensions, and subjective norms (SN).

The study adopted a mixed-method sequential explanatory design where data were collected in two stages. In the initial stage (quantitative study), data were collected using a structured questionnaire from 395 respondents at two different periods and the data were analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. These results were further verified in the second stage (qualitative study) by conducting semi-structured interviews of 37 respondents for which the data were analyzed using NVivo.

The results suggested a positive and significant relationship between utilitarian value (UV) and CA, hedonic value (HV) and CA as well as with CE. Further, the relationship between UV and CA is sequentially mediated by CE and CL; and the relationship between HV and CA is sequentially mediated by CE and CL. SN was also found to moderate the relationship between CE and CL. The qualitative analysis of the transcripts indicated major themes including HV (enjoyment), UV (usefulness and convenience), recommending mobile payment (M-payment) services, advocating for M-payment services and talking positively about the service provider.

The current study uses the mixed-method approach and comprehensively explores key dimensions of customer value associated with CE and CA, formalizes a relationship between all the facets, delivering valuable takeaways for academics and practitioners (for designing effective CE programs). The current study's uniqueness lies in the fact that the study is one of the first studies to explore the mediating roles of CE and CL using a serial-mediation approach, between UV, HV, SV, and CA. The moderating role of SN between CE and CL is also a novel contribution to the existing body of literature.

The study, grounded on the social cognitive career theory, seeks to analyze the upshot of psychological empowerment on career satisfaction via affective commitment. The study also aims to examine the impact of the interplay among affective commitment and resilience on the career satisfaction of Indian service industry professionals.

In this study, the data has been collected from 277 employees using standardized measures from the North Indian service industry. To test the proposed model, Analysis of Moment Structures (AMOS) (Hayes, 2013) was utilized.

The outcomes of the study offered substantial support for the theorized link between psychological empowerment, affective commitment, resilience and career satisfaction. The outcomes confirmed an affirmative association concerning psychological empowerment and career satisfaction through affective commitment as a mediator and resilience as a moderator. The study concludes that the workforce with extraordinary resilience will perceive a stronger influence of psychological empowerment on career satisfaction.

The study offers a few pertinent inputs for the organizations operating in high-power distance culture to comprehend the role of psychological empowerment and “resilient attributes” of personality in developing a sense of career satisfaction amongst Indian service sector employees.

The present research examines the association between psychological empowerment, affective commitment, resilience and career satisfaction for the first time as mediated moderation model and the same has neither been examined theoretically or empirically.

This study aims to explore the dynamics of workplace ostracism and dehumanization behavior and its impact on employees’ psychological contract violation, their revenge intention and psychological well-being.

The study has collected data from 329 IT sector employees working in the northern part of India using standard measures for various constructs utilized in the study. For the purpose of testing the proposed hypothesis, partial least square structural equation modeling is used.

The results show that all the hypotheses were supported, meaning employees experiencing ostracism and dehumanization at the workplace feel stressed and anxious and develop feelings of revenge, leading them to experience irrational feelings.

In the presence of workplace dehumanization and workplace ostracism, employees may experience stress, anxiety and depression. Managers must ensure a psychologically safe environment because if individuals experience ostracism or dehumanization at the workplace, they are going to affect their well-being through revenge intention behavior. Hence, it is important that managers should provide adequate resources to the employees so that they can feel psychologically safe in the workplace and hence can enhance psychological well-being.

This study is unique in terms of its contribution to the existing literature by understanding the nuances of workplace ostracism and dehumanization on employee’s well-being. The study also contributes to highlighting the advantages of using tools to establish psychological safety.

The purpose of this study is to examine the relationship between mentoring, managerial effectiveness and demographic variables. Being in a mentoring relationship offers a low-cost experiential learning, encourages diversity and inclusion, helps in expanding professional associations and boosts engagement. The use of mentoring programs can achieve this to a larger extent by making managers effective.

The study was administered on 350 middle-level managers, representatives of five private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive statistics, t-test, correlation and hierarchical regression were used for data analysis.

The study depicts that mentoring has a positive and significant impact on managerial effectiveness. The research contributed in establishing that the demographic variables (gender and marital status) positively moderate the relationship between mentoring and managerial effectiveness.

Although the knowledge base and skillfulness of the young mangers are taken care by the way of organizational training, mentoring relationships complement it with added focus on personal directions to deal with minutiae of organizational processes. Mentors provide a critical linkage to an organization’s competitive advantage by helping expanding connections and networks of employees, and thereby, enhancing productivity which directly affects profitability. Managers and policymakers should chart out the mentoring plans, keeping in perspective the demographic variables, specially the gender of the mentee and the marital status.

This is a pioneer study contributing to the present reserve of knowledge and understanding of the subject by contextualizing the impact of demographic variables on mentoring and managerial effectiveness in Indian private sector banks.

Drawing on the frustration-aggression-displacement (FAD) hypothesis, this study investigates the link between supervisor incivility and workplace deviant behavior through the mediating pathways of supervisor-targeted aggression and emotional exhaustion. Additionally, it examines the moderating role of psychopathy in the relationships between supervisor incivility and supervisor-targeted aggression and supervisor incivility and emotional exhaustion.

Data were collected from hotel employees through a three-wave study, and variance-based partial least square structural equation modeling (VB-SEM) was employed to analyze the hypothesized associations.

Results indicate that supervisor-targeted aggression and emotional exhaustion mediate the relationships between supervisor incivility and workplace deviant behavior. However, psychopathy did not show any significant moderating effect.

The findings provide valuable insights for managers to develop effective strategies for reducing organizational incivility and deviant behaviors.

This study identifies two mediating mechanisms linking supervisor incivility to workplace deviant behavior and adds to the limited understanding of how supervisor incivility can lead to negative employee behaviors.

The reasons for employees’ multiple jobholding have often been explored from economic and aspirational standpoints, and the role of workplace conditions that may encourage employees’ multiple jobholding remains largely overlooked. We examine the linkage between workplace favoritism and employees’ multiple jobholding motivations. Utilizing the conservation of resources as our theoretical framework, we also explored the underlying role of job insecurity and psychological contract violation.

We collected data using qualitative and quantitative methods. To gauge multiple jobholding motivations, we collected data from employees in Indian organizations using both qualitative (N = 44) and quantitative (N = 180, N = 205, N = 251) methods. A mediation model was tested using two-wave data gathered from 251 employees working with varied organizations located in North India. Variance-based SmartPLS was used to test the hypothesized relationships.

A positive and significant association was found between workplace favoritism and employees’ multiple jobholding motivations. Job insecurity and psychological contract violation emerged as significant mediators in this process.

Through qualitative and quantitative studies, we developed and tested a measure of employees’ motivations to hold multiple jobs. The study uncovers the role of adverse workplace conditions in encouraging these motivations and sheds light on how workplace favoritism translates into employees’ holding multiple jobs.

The purpose of this paper is to assess impact of destination brand experience (DBE) on destination advocacy (DA) and to assess the role of trust and loyalty as moderators in the relationship.

Data was collected from a sample of 595 tourists from destinations in India. This study used structural equation modeling and moderated regression analysis to test the hypotheses.

Results confirm the impact of all four dimensions of DBE (sensory, behavioral, affective and intellectual) on DA. Furthermore, the moderating role of loyalty and trust is established.

The study sample is drawn from only few Indian destinations. India boasts of several different types of destinations (wildlife, adventure, heritage, etc.). Future studies may do a comparative analysis of the influence of DBE dimensions across diverse destination types.

Although past studies have examined the association between DBE and outcomes such as visit intentions, intention to recommend a destination, there is paucity of research that explores the direct association between DBE and DA. The uniqueness of the study lies in associating loyalty and trust as moderators in the relationship of DBE and DA.

Based on the stimulus-organism-response (SOR) model and Transactional Model of Stress and Coping, the current study aims to investigate the direct effects of workplace bullying (WPB) on internal whistleblowing (IW) and workplace withdrawal (WW), as well as the indirect effects, including the mediating role of moral injury (MI) and moderating role of inclusive leadership (IL) in the hospitality sector.

Three-waves approach was used to collect data from 266 hotel employees in India. AMOS 21 and Macro-PROCESS were used to analyse the hypothesised relationships.

WPB has a direct effect on IW and workplace withdrawal. MI mediated the relationship between WPB and IW and WPB and WW. Further, IL moderated the relationship between WPB and MI.

The results of the current study have significant policy-related, academic and practical implications. Executives must be aware of WPB incidents and take prompt action to completely stop them.

The study contributes to the literature by analysing the role of MI as a mediator for the relationship between WPB and WPB's coping strategies like IW and workplace withdrawal. This study also answers repeated calls for more research on MI and MI's consequences.

The present paper intends to study the relationship between Machiavellianism and effectiveness. It investigates the parallel mediating effects of self-esteem and ethical leadership on Machiavellianism and leader effectiveness.

The study was administered to 260 managers from the banking sector. Statistical tools, like descriptive statistics, Pearson product moment correlation, reliability analysis, validity analysis and parallel-mediated regression analysis, were used to analyze the data. Drawing from the conservation of resource (COR) theory, a parallel mediation model was empirically tested.

The study found a negative association between Machiavellianism and leader effectiveness, and the parallel mediating impact of self-esteem and ethical leadership reduced the impact of Machiavellianism on leader effectiveness.

The work suggests that the banking sector leaders can adapt ethical behaviors to create positive leader–member relations contributing to increased organizational efficiency and productivity.

The unique contribution of the study includes determining the mediating roles of self-esteem and ethical leadership, especially in the Indian context. Despite the availability of past studies on the constructs, the studies on the parallel mediating relationship between Machiavellianism and effectiveness was limited.

This paper aims to investigate the associations between organizational justice dimensions and employees' knowledge sharing (KS) while studying the mediating role of psychological empowerment (PE) in context of the Indian hospitality industry. It is also aimed to investigate the association between KS and innovative work behavior (IWB).

A mediation model was verified utilizing three-wave survey data from 293 employees working in hotels situated in northern India. Hypotheses were tested using AMOS and PROCESS Model 4.

There are significant associations between justice dimensions and KS, and PE mediates these relationships. Additionally, employees' KS has a positive effect on their IWB.

Organizations must promote justice and psychologically empower their employees to facilitate KS. Our study also highlights the significance of employees' KS in encouraging their IWBs. HR leaders and managers have an important role in facilitating the right work environment, in which employees experience fairness and empowerment.

This paper is the first to investigate linkages between justice dimensions, PE, KS and IWB in context of the Indian hospitality industry. Furthermore, this study has made the maiden attempt of asserting the mediating role of PE in the relationship between justice dimensions and KS.