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Scholars argue that supervisor’s job insecurity may affect subordinates’ work engagement. Moreover, this relationship may be mediated by subordinates’ pro-social voice and the relationship between the supervisor’s job insecurity and subordinates’ pro-social voice may be moderated by organizational culture. Therefore, the purpose of this paper is twofold. First, to examine the mediating role of the subordinate’s pro-social voice between supervisor’s job insecurity and subordinates’ work engagement. Second, to test the moderating role of organizational culture between supervisor’s job insecurity and the subordinates’ pro-social voice.

Data were gathered from employees of a large hospital in India using face-to-face data cross-sectional survey method. To test the proposed hypotheses, ordinary least squares regression analysis was performed on the data obtained.

The results indicated support for the proposed model in two ways. First, the subordinate’s pro-social voice mediated the relationship between supervisor’s job insecurity and the subordinate’s work engagement. Second, organizational culture acted as a moderator between supervisor’s job insecurity and the subordinate’s pro-social voice.

The results augment social exchange theory by identifying the crucial role that voicing concerns plays in reducing the negative impact of supervisor’s job insecurity on the subordinates’ work engagement.

The study findings encourage managers to create an organizational culture that allows the subordinates to challenge their supervisor’s decisions.

To the best of the researchers’ knowledge, this is the first study to test job insecurity of the supervisors instead of the same respondents as a predictor of pro-social voice.

Based on the conservation of resources theory, this study aims to investigate if the fear of career harm influences employees’ knowledge-hoarding behavior. The study further examines felt violation as the predictor of employees’ fear of career harm. The study also explores leader-member exchange as a boundary factor influencing the effect of felt violation on employees’ fear of career harm.

The data were collected in three waves from 402 professionals working in the information technology industry in Bengaluru, popularly known as the Silicon Valley of India.

The findings indicate fear of career harm as a critical predictor of employees’ knowledge-hoarding behavior. Moreover, felt violation indirectly impacts knowledge-hoarding behavior by enhancing employees’ fear of career harm. The adverse effect of felt violation was found to be stronger for employees with poor-quality relationships with their leaders.

The study carries important managerial implications as it uncovers the antecedents of knowledge hoarding. First, the human resource department can devise specific guidelines to ensure that the employees are treated the way they were promised. They can also organize training opportunities and mentoring so that the employees’ performance and growth do not get hampered, even if there is a violation. Moreover, such cases should be addressed in an adequate and expedited manner. More significantly, leaders can compensate for the failure of organizational-level levers by developing quality relationships with their subordinates.

The study advances the existing literature on knowledge hoarding by establishing a novel antecedent. Furthermore, it identifies how the employee-leader relationship’s quality can mitigate the adverse effect of felt violation.

Teleworking, working from home and flexible work have gained popularity over the last few years. A shift in policies and practices in the workplace is required owing to the COVID-19 pandemic accelerating current trends in work-from-everywhere (WFE) research. This article presents a systematic literature review of WFE research from 1990 to early 2023 to understand the transformation of the field.

The Web of Science database was used to conduct this review based on rigorous bibliometric and network analysis techniques. The prominence of the research studied using SPAR-4-SLR and a collection of bibliometric techniques on selected journal articles, reviews and early access articles. Performance and keyword co-occurrence analysis form the premise of cluster analysis. The content analysis of recently published papers revealed the driving and restraining forces that help define and operationalize the concept of WFE.

The major findings indicate that the five established and accelerated trends from cluster analysis are COVID-19 and the pandemic, telework(ing), remote working, work from home and well-being and productivity. Driving and restraining forces identified through content analysis include technological breakthroughs, work–life integration challenges, inequality in the distribution of jobs, gender, shifts in industry and sector preferences, upskilling and reskilling and many more have been published post-COVID in the restraining forces category of WFE.

A key contribution of this pioneering study of “work from everywhere” is the linking of the bibliometric trends of the past three decades to the influencing and restraining factors during the pandemic. This study illustrates how WFE could be perceived differently post-COVID, which is of great concern to practitioners and future researchers.

A wide range of publications on WFE and multiple synonyms can create confusion if a systematic and effective system does not classify and associate them. This study uses both bibliometric and scientometric analyses in the context of WFE using systematic literature review (SLR) methods.

The aim of this study is to identify the relationship between employee-generated content (EGC) and firm-generated content (FGC) in the form of LinkedIn posts, employer brand perception, and the effect of employer's attractiveness and corporate reputation on this relationship.

This study comprises two phases. In phase 1, the focus was on stimuli selection through an online questionnaire on favourability. In phase 2, for the main study, data were gathered through an online survey from 214 information technology (IT) employees via a survey. Multiple linear regression and mediation analyses were conducted.

The results show that EGC and FGC have a positive influence on employer brand perception, and the relationship is positively mediated by employer attractiveness and corporate reputation. These findings suggest that organizations can strategically use their own as well as employees' LinkedIn accounts, and encourage employee advocacy initiatives to attract new talent, enhance attractiveness and corporate reputation.

The study covers two different categories of content – employer and employee-generated – and examines both content types' influence on employer brand perception. It adds to the body of literature regarding employee branding and paves the way for further research in employee advocacy.

Despite the growing use of Fourth Industrial Revolution (4IR) technologies in construction, the reasons behind adopting social media in this context and its real benefits for sustainable construction and productivity remain unclear. This study aims to examine how construction professionals perceive the impact of social media on sustainable construction and productivity in the industry.

This research used a mixed-methods research approach (qualitative and quantitative), resulting in the formulation of a well-structured questionnaire which was distributed to construction professionals. Ordinal regression and multinomial logistic regression were carried out to assess the impact of social media use on sustainable construction and productivity enhancement, as well as the extent of social media utilization in construction projects.

Through exploratory factor analysis, five distinct clusters of social media consequences were identified, namely: information and knowledge sharing, community engagement and morale, environmental and resource management, disruptive and stressful effects and communication and collaboration. Furthermore, the extent of social media usage is closely related to three key factors: community engagement and morale, environmental and resource management and communication and collaboration.

This study represents one of the pioneering research efforts in Nigeria to investigate the implications of social media usage in the construction industry. Thus, future studies can build upon this research to further contribute to the multifaceted dimensions of social media’s impact on the construction industry.

Taking the subordinates’ perspective, this paper aims to explore the supervisor-subordinate relationships and how daily interactions, personal ties and connections with the supervisors contribute more significantly, positively or negatively, to the subordinates’ well-being.

This exploratory study is based on the thematic analysis of data collected from two rounds of in-depth semi-structured interviews with 21 participants in a Portuguese utility company.

The subordinates’ perceptions of the nature and quality of their relationships with supervisors were found to have considerable effects on well-being. Positive effects were identified when subordinates feel emotionally supported and believe that supervisors truly care about them and are genuinely willing to listen to their concerns, but the most significant effects on the subordinates’ well-being are produced when the perceived authenticity of the supervisor allows the relationship to evolve into a state of relational closeness, and the subordinates connect with the person-as-real, the human being behind the mask who is playing the supervisory role. These findings reflect features of the cultural setting where the study was conducted.

The study provides evidence to support the argument that a better understanding of supervisor-subordinate relationships and their effects on well-being requires an integrated approach that considers the valuable contributions of different literatures and theoretical frameworks and the multiple dimensions of that relationship, including personal and non-work dimensions. This approach is particularly relevant in cultural contexts where these dimensions might play a critical role in work relations.

Tomando la perspectiva de los subordinados, el artículo explora las relaciones supervisor-subordinado y cómo las interacciones diarias, los vínculos personales y las conexiones con los supervisores contribuyen de manera más significativa, positiva o negativamente, al bienestar de los subordinados.

Este estudio exploratorio se basa en el análisis temático de los datos recopilados en dos rondas de entrevistas semiestructuradas en profundidad con veintiún participantes en una empresa de servicios públicos portuguesa.

Se encontró que las percepciones de los subordinados sobre la naturaleza y calidad de sus relaciones con los supervisores tienen efectos considerables en el bienestar. Se identificaron efectos positivos cuando los subordinados se sienten apoyados emocionalmente por los supervisores y creen que realmente se preocupan con elles y están genuinamente dispuestos a escuchar sus preocupaciones. Los efectos más significativos en el bienestar de los subordinados se producen cuando la autenticidad percibida de los supervisores permite que la relación evolucione hacia un estado de cercanía relacional, y los subordinados se conectan con la persona real, el ser humano detrás de la máscara, que es el supervisor.

Este estudio proporciona evidencia que respalda la idea de que una mejor comprensión de las relaciones supervisor-subordinado y sus efectos en el bienestar requiere un enfoque integrado que tenga en cuenta las valiosas contribuciones de diferentes literaturas y marcos teóricos y las múltiples dimensiones de esa relación, incluidas las dimensiones personales y no laborales, para dar sentido a las relaciones supervisor-subordinado en contextos culturales donde podrían desempeñar un papel fundamental.

A partir da perspectiva dos subordinados, o artigo explora as relações supervisor-subordinado e como as interações diárias, os laços pessoais e as ligações com os supervisores contribuem de forma mais significativa, positiva ou negativamente, para o bem-estar dos subordinados.

Este estudo exploratório baseia-se na aplicação da análise temática aos dados recolhidos em duas rondas de entrevistas semiestruturadas e em profundidade a vinte e um participantes, em exercício de funções em empresa portuguesa de serviços públicos.

Os dados recolhidos permitem concluir que as percepções dos subordinados sobre a natureza e a qualidade das suas relações com os supervisores têm efeitos consideráveis no bem-estar. Foram identificados efeitos positivos quando os subordinados sentem que os supervisores os apoiam emocionalmente e realmente se preocupam com os subordinados e estão genuinamente dispostos a ouvir as suas preocupações. Os efeitos mais significativos no bem-estar são obtidos quando dos subordinados percepcionam a autenticidade do supervisor, permitindo que o relacionamento evolua para um estado de proximidade relacional, e os subordinados se conectam com a pessoa real, o ser humano por detrás da máscara: o supervisor.

O estudo fornece evidência que permite sustentar o argumento segundo o qual uma melhor compreensão das relações supervisor-subordinado e dos seus efeitos no bem-estar exige uma abordagem integrada que tenha em conta as contribuições valiosas de diferentes literaturas e quadros teóricos e as múltiplas dimensões da relação supervisor-subordinado, incluindo a dimensão pessoal e não profissional, particularmente relevantes em contextos culturais em que estas podem desempenhar um papel crítico.

The study was initiated to test the relationship of social media site addiction on librarians' performance. Furthermore, the study also tested the mediating role of task distraction and moderating role of effective self-control in aforesaid relationship.

This was an empirical study, and data for the research were collected through a standardized questionnaire from 503 librarians who were having Facebook accounts and are questionnaire developed through “Google Forms” and the link of the questionnaire was distributed using Facebook groups. Data was analyzed using descriptive analysis, correlation, Baron and Kenny's approach, and Normal Test Theory.

Results indicate that social media addiction is an important factor for that is reducing librarians' performance. At the same time task distraction also adds to negative impact of social media addiction on librarians' performance. However, effective self-control can reduce the negative impact of social media addiction on their performance.

This research has some important theoretical as well as practical implications for librarians, library management, and well as for policy makers and government.

Social media is commonly used for communication but when it becomes addiction, it can reduce the employees' performance. Most of existing researched focused on positive aspects of social media; only few researches explored the negative impacts of social media. The proposed relationship was never tested on librarians. This study filled this literature gap and proposed as well as empirically tested a model for evaluating negative impact of social media on librarians' performance.

The purpose of this paper is to investigate the perceptions of faculty members about the influence of family motivation on their self-efficacy and organizational citizenship behavior-individual (OCBI).

The proposed model was tested on a sample of 353 faculty members from different public and private universities of Pakistan. Partial least squares structural equation modeling was used to analyze data.

Surprisingly, results reveal that family motivation was not positively related to faculty members’ OCBI; instead, this relationship is fully mediated by self-efficacy. The findings suggest that it is employees’ self-efficacy belief through which their family motivation translates to their increased OCBI. This study also finds that supporting the family is a powerful source of motivation to work, offering meaningful practical and theoretical implications for policy-makers, leaders, managers and researchers on the new dynamics of work and family engagements.

The study contributes to human resource management (HRM) and organizational behavior (OB) literatures by providing some useful practical implications for managers and HRM and OB consultants who are interested in understanding the underlying psychological mechanisms (i.e. self-efficacy) through which employees’ family motivation results in the increased OCBI.

The purpose of this paper is to examine the effect of human resource development (HRD) practices on perceived operational and market performances in the software companies in India, and also the mediating effect of operational performance in the relationship between HRD practices and market performance.

Data were collected from 516 professionals working in 37 software companies in India. Partial least square (PLS) was used to test the proposed structural equation model.

The findings reveal that the HRD practices significantly affect market performance. However, operational performance, as a mediator, was found to have a crucial role in transferring the effects of HRD practices to market performance.

The findings of this study are in line with the theory of HRD which suggests a positive relationship between HRD and organizational performance.

The results suggest that to enhance the market performance, organizations need to enhance operational performance by meticulously designing and implementing the series of HRD practices.

This study is one of its kind to overcome the limitations of earlier studies to examine the effect of comprehensive dimensions of HRD on operational and market performance.

The purpose of this paper is to examine the mediating role of work engagement (WE) between psychological capital (PsyCap) and the two facets of organizational citizenship behavior (OCB) which involves both individual and organization. It also examines the moderating role of perceived organizational support (POS) between PsyCap and WE, and WE and the two facets of OCB.

A total of 293 responses gathered from employees working in diverse service sector industries in India were assessed using structural equation modeling.

Overall, the results support the mediating role of WE in the PsyCap-OCB relationship, and the moderation of POS between WE and the two facets of OCB.

This study helps in understanding how WE-OCB relationship can be negatively affected in the presence of high POS.

The results encourage organizations to establish systems for enhancing the engagement levels of their employees, which according to this study may be achieved by creating and maintaining vibrant work environment.

This study helps in understanding the role of POS among PsyCap, WE, \and the two factors of OCB.