The paper aims to identify the powerful forces of Generation Z's (Gen Z) work motivations, considering four key drivers: recognition, appreciation, well-being, and skills. Four hypotheses were developed, and Gen Z-triggering motivational factors at work were analyzed using a survey approach....

This paper brings into focus the concept of organizational secrecy by senior managers in the context of a major strategic change program. Underpinned by legitimation theory and utilizing a narrative methodology and a longitudinal investigation, we draw upon data from 52 interviews with 13 senior...

Purpose - Based on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees' commitment, as well as the moderating role of the...

Purpose - The study aimed to test the validity and reliability of the Polish version of the identity leadership inventory (ILI) proposed by Steffens, Haslam, Reicher et al. (2014) and to confirm the relationship between identity leadership and various job-related outcomes (i.e., trust in...

This study explores the association between engaging leadership and the strength of an ethical organizational culture (EOC) in leader-follower mentoring dyads. In particular, we use an Actor Partner Interdependence Mediation model to test in a sample of 20 dyads the mediating role of relational...

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...

Self-managing organizations, characterized by flat hierarchies and decentralized power, are expected to empower and engage employees. In contrast, critics argue that a lack of structure could cause confusion and increased stress and burnout. However, neither assumption has been quantitatively...

Many firms may successfully navigate an organizational crisis, but may find themselves entangled in another soon after. Building on a resource-dependence perspective, this study evaluates how certain investor characteristics foster organizational resilience during a crisis by preventing a...

Studies of the association between psychopathic traits and prosocial behavior are limited, with explanatory mechanisms of such dynamics being similarly scant within the empirical literature. Using a large sample of people in leadership roles, we explore the associations between the three facets...

In recent years, a scholarly movement has taken hold that is critical of work and organizational psychology (WOP). Referred to as critical work and organizational psychology (CWOP), this movement problematizes some of the foundational premises of WOP, including its lack of reflexivity on its own...

This study explores epistemic virtue as a new lens to scrutinize organizational behavior. Organizational epistemic virtues are the qualities of organizations that support the creation, sharing, and retaining of knowledge. We study how well organizations handle information and if that can prevent...

We explore how power and justice dynamics influence whistleblowing behaviour in family firms, focusing on the under-explored construct of connection power. Power and justice are two important, interrelated forces strongly affecting moral behaviour. We hypothesise a moderated moderation model and...

Research published about the restaurant industry has experienced consistent growth over the past few decades. Yet, a comprehensive bibliometric review of this research has not been performed. This study aimed to perform such a review by examining peer-reviewed articles (n = 792) focused on...

The Impostor Phenomenon (IP) is a widespread psychological phenomenon impacting the personal and professional experiences of individuals. This study aims to examine the impact of the IP on employee well-being, performance, and job satisfaction within Higher Education Institutions (HEIs) in...