Few studies have investigated how remote work influences personality trait-performance linkages over time in heterogeneous work populations. Hence, the aim of this study was twofold: (1) to explore the predictive validity personality traits have on work behaviour (work engagement and innovative...

This document provides clarifications and guidance for researchers seeking to replicate the analyses in our paper. This is important as we identified some items in the published text and the code where additional clarity would be helpful. While none of these affect our substantive conclusions,...

The growth of generative artificial intelligence (GAI), remarkably, Large Language Models (LLMs) such as ChatGPT, converts the educational environment by empowering intelligent, data-driven education and curriculum design innovation. This study aimed to assess the integration of LLMs into higher...

Employee innovative behavior is an important source of organizational competitiveness and sustainable development. Accordingly, increasing scholarly attention has been directed toward how leadership behaviors are associated with employees' innovative actions. Drawing on Affective Events Theory...

Global employee work engagement remains critically low, with only 21% of employees engaged worldwide in 2024 and Switzerland ranking near the bottom in Europe at 8%. Existing theories and models that explain employee engagement (Reinforcement Theory, Herzberg's Two-Factor Theory, Equity Theory,...

Gen Z is an emerging talent entering the world of work with distinct characteristics, expectations, preferences, and aspirations compared to previous generations. Therefore, there is growing interest in understanding Gen Z's entry-level experiences, particularly the psychosocial experiences of...

Background: Boundary-spanning bank employees experience continuous customer interactions that can generate negative emotions and influence how they perceive interpersonal treatment at work. Although emotions are known to shape fairness judgments, little is understood about how negative emotions...

This study examines the direct and indirect effects of green human resource management (GHRM) on job satisfaction, with organizational pride as a mediator and ethical leadership and psychological empowerment as moderators. Data were collected in three waves from 308 respondents in Pakistan's...

The importance of CSR is undeniable-it serves as a powerful driver that boosts both employee performance and overall organizational success. Extensive research is found in literature on CSR and its several dynamics related to the performance. Therefore, the objective of the study is to...

In recent decades, profound transformations in work organization, employment conditions, and organizational change processes have intensified workers' exposure to psychosocial risks, with significant consequences for occupational health and well-being. Despite the growing relevance of these...

This systematic review synthesizes empirical applications of the theory of planned behavior to employee green behavior, including only studies that are consistent with the theory's assumptions and methodological requirements. In doing so, the review reconciles a fragmented, discipline-specific...

Through systematic literature synthesis (2000-2024) integrating Foucault's disciplinary power theory, Nissenbaum's contextual integrity framework, and job design theory, this paper develops the Autonomy-Surveillance Conceptual Framework to explain differential psychological impacts of digital...

Knowledge-hiding (KH) behaviors undermine innovation and collaboration, making it critical to understand their antecedents and identify effective countermeasures. Drawing on social information processing theory and social identity theory, this study develops and empirically tests a dual...

This study examines the impact of perceived overqualification (POQ) on employee negative megaphoning behaviours, focusing on the mediating roles of work-related stress and job embeddedness. A mixed-methods design was employed across two complementary studies. Study 1 analysed two-wave survey...

The research elaborates on and empirically verifies an integrative model that describes how the combination of various workplace resources results in the improvement of employee and organizational outcomes. It is based on the Job Demands-Resources model and the Resource-Based View to...

Previous studies on innovative work behavior (GIWB) have mainly focused on exploring its favorable sustainable consequences and its unseen potential harmful outcomes. To address this gap, this study sought to explore the associations between GIWB and perceived greenwashing, work exhaustion, and...

Background: This study examines how an organization's climate for innovation influences employees' affective workplace outcomes through the behavioral mechanism of the innovation process and the quality of Leader-Member Exchange relationships. Methods: Survey data were collected from 567...

In an increasingly digitalized work environment, the expectation of perpetual work availability-constant connectivity (CC)-has become central to employees' daily experiences, influencing productivity, well-being, and work-life balance. This study validates the Constant Connectivity Scale in the...

This study examined the relationship between employees' personal work values, their alignment with organizational values, and their effects on employee engagement and turnover intention, with a focus on generational differences. Drawing on the Person-Environment Fit framework, the Job...

While algorithmic decision-making technology can greatly improve efficiency at work, it has the potential to promote unethical decision making in humans who work with the technology. In this paper, we test how the moral disengagement mechanism, displacement of responsibility arises, as an...

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...

NATO members have been coping with low motivation and morale. Such environments typically have high turnover intentions and neglect behavior. However, safety behavior is paramount for military organizations and neglect behavior can have serious consequences. Social exchanges are often cited as...