This study investigated the moderating role of psychological contract breach on the relationship between psychological empowerment and work engagement among employees in the tourism and hospitality industries in Galicia, northwest Spain. Employing a quantitative approach, the research gathered...

Using a National Bureau of Economic Research dataset of employees of 14 United States companies with shared capitalism practices, we compare two prominent explanations of employee ownership's influence on pro-organizational behaviors - psychological ownership and alignment of financial interests...

A growing body of research in economics shows that workers care about more than just pay, often seeking social status, career mobility, or meaningful work. This chapter introduces the work orientations framework-a concept from psychology - as a unifying lens for understanding these motivations....

Using the Job Demands-Resources theory, this study examines how organisational politics and self-concept affect women employees' voice and workplace well-being (WWB). It employs an explanatory-sequential design, with study 1 (quantitative research, n = 463) using experimental vignettes and scale...

Drawing on the job demands and resources theory and the spillover effect theory, we test an empirical model examining the association of job crafting dimensions with life satisfaction. The mediating role of person-job fit (PJF) is considered in the relationship. Data were sourced...

Drawing from the theoretical foundations of the conservation of resources theory (Hobfoll, 1989, 2002), work-family enrichment theory (Greenhaus & Powell, 2006), and the work-home resources model (ten Brummelhuis & Bakker, 2012), we investigate the interplay of role engagement and work passion...

One of the most significant challenges facing leaders today is the need to position and enable organisations and people to adapt to an increasingly dynamic and demanding environment. This study examined and analysed the role of servant leadership in affective commitment to change in the higher...

Research on generational differences in the workplace is important as it leads to more effective recruitment, retention, and employee wellbeing in terms of human resource management. This study investigates whether there are differences in perceptions of turnover intention, pay level, and...

Drawing on the theory of threatened egotism, this study hypothesized that organization-based self-esteem moderates the negative relationship between abusive supervision and affective organizational commitment, as well as the positive relationships between abusive supervision and intentions to...

Entrepreneurial leadership has emerged as a key driver of innovation, yet the underlying mechanisms remain less understood. The current study, grounded in social cognitive theory and social learning theory, examines the role of entrepreneurial leadership in fostering innovative behavior among...

Upon entering an organization, newcomers aim to reduce uncertainty, and often do so by adjusting to the organizational status quo. In this paper, we argue that these efforts to adjust and fit in can, paradoxically, enable newcomers to stand out. We focus on a specific way in which newcomers can...

The relation between distance and perceived proximity within multilocational work has been subject to mixed empirical support. The massive shift toward remote work and technology-mediated communication gives renewed urgency to the need to understand the association between distance and...