An island of sanity during COVID-19 pandemic: Does pet attachment support buffer employees' stress due to job insecurity?

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study.

Adjustment of self-initiated and organizational expatriates: The moderating role of cross-cultural training

Globalization and the international labor movement made the ability to work anywhere globally. These individuals are usually organizational expatriates (OEs) deployed to overseas assignments by their employers or self-initiated expatriates (SIEs) who choose to relocate and work in a foreign country. Therefore, this study examines and contrasts the variations in cross-cultural adjustment (CCA) between Chinese SIEs and OEs in Pakistan. Furthermore, it aims to understand how cross-cultural training (CCT) influences the adaptation of Chinese SIEs and OEs. Data were obtained from 35 Chinese expatriates with 17 SIEs and 18 OEs employing a qualitative technique and were analyzed via thematic analysis in MAXQDA 20. According to the study, both SIEs and OEs face distinct hurdles to their CCA in Pakistan, including cultural taboos, language obstacles, and work variations. While numerous aspects that will favorably affect their CCA, including the accessibility of necessities, the friendliness of the Pakistani people, and the brethren relations between Pakistan and China, assist them in making a smooth transition to life in Pakistan. Furthermore, the results indicate that the mediating role of pre-departure CCT and the host country mentors' support and facilitations acquired through online resources contribute to both Chinese SIEs and OEs' CCA in Pakistan.

Perceived Organizational Support and Reduced Job Performance During COVID-19

Current research aims to identify a framework to enhance the performance of employees in government sector healthcare during the COVID-19 pandemic. Perceived organizational support was identified to enhance employees' performance through the intervention of a psychological process containing 3 states, that is, psychological safety, felt obligation and organization-based self-esteem. Job performance is considered as planned behavior, and psychological links are developed on the basis of the theory of planned behavior. This study is quantitative and used an empirical survey. Respondents of the study were nursing staff of government hospitals in Pakistan. The data were collected during the first wave of COVID-19 in Pakistan through online distributed questionnaires, and the data were analyzed using Smart PLS. Results show that perceived organizational support positively affects job performance during the COVID-19 crisis, and all the psychological states mediate the relationship. The study results are helpful for decision-makers of public sector organizations dealing with the most common problem of performance reduction during COVID-19. Results are also helpful for policymakers to address reduced performance in most government hospitals. Future research should consider antecedents of the perception of organizational support in the context of government and private hospitals.

How Servant Leadership Influence Employee Service Quality of Fitness Centers During COVID-19: The Interacting Effects of Self-Efficacy

Purpose

Drawing on conservation of resource theory, social cognitive theory and person-environment fit theory, this study aims to investigate the impact of servant leadership and self-efficacy on service quality in fitness centers.

Patients and Methods

Cross-sectional data came from 771 employees of fitness center. All participants completed the perceived servant leadership scale, self-efficacy scale and service quality scale. The polynomial regression and response surface analysis techniques were used to investigate the mediating influence and boundary conditions of self-efficacy.

Results

Self-efficacy acts as a mediator between servant leadership and employee service quality, with servant leadership having a positive, substantial impact on both. Meanwhile, regarding the relationship, the level of service quality is inversely correlated with the degree to which servant leadership and employee self-efficacy are aligned. The smaller the degree of alignment, the lower the level of employee service quality.

Conclusion

The findings of this study can help fitness centre practitioners better improve the service quality of employees through service-oriented servant leadership during the COVID-19 pandemic, thereby contributing to the development of the sports and service industries.

The flexibility of salespeople and management teams: How they interact and influence performance during the COVID-19 pandemic

This research examines the effect of salespeople's functional flexibility on sales performance during the COVID-19 pandemic. Grounded in the contingency approach to management and the person-environment fit theory, we analyze whether the flexibility of the management team with which salespeople work moderates the effect of their functional flexibility on sales performance. The study collected data from a sample of 227 salespeople in 120 sales organizations in Bangkok, Thailand. Partial least squares structural equation modeling was used in data analysis. Although the results from the model estimation support the significant positive association between salespeople's functional flexibility and sales performance, the moderating effect analysis clarifies that the positive association is present only among salespeople who work with a management team that is highly flexible. When salespeople work with a management team with low flexibility, their functional flexibility is not related positively to sales performance.

Understanding the Link Between Work-Related and Non-Work-Related Supervisor–Subordinate Relationships and Affective Commitment: The Mediating and Moderating Roles of Psychological Safety

Purpose

Based on social information processing (SIP) model and conservation of resources (COR) theory, this paper is to examine the mediating and moderating roles of psychological safety (PS) in the relationship between work-related leader-member exchange (LMX)/non-work-related supervisor-subordinate guanxi (SSG) and employee affective commitment (AC).

Participants and Methods

Cross-sectional data came from 213 enterprise employees in China. The participants completed the LMX scale, SSG scale, PS scale, and AC scale. SPSS PROCESS macro and RWA-Web were used to test the research hypothesis.

Results

Both LMX and SSG were positively related to employee AC. LMX was more strongly associated with AC than SSG. PS partially mediated the influence of LMX/SSG on AC. PS negatively moderated the influence of LMX on AC, whereas it did not moderate the influence of SSG on AC.

Conclusion

Different types of supervisor-subordinate relationships (SSR) were both beneficial to employee AC, and work-related LMX was more closely related to employee AC. Different types of SSR could both affect employee AC through PS. In addition, high PS also reduced the relationship between LMX and employee AC. Therefore, in the context of Chinese culture, enhancing employees’ AC within an enterprise can not only pay attention to the work-related LMX and non-work-related SSG but also the appropriate cultivation of employees’ PS.

A CSR Perspective to Drive Employee Creativity in the Hospitality Sector: A Moderated Mediation Mechanism of Inclusive Leadership and Polychronicity

The hospitality sector, especially the hotel business, is at a crossroads. Dynamic business environments, rivalries, and isomorphisms in service operations are significant challenges for hotel enterprises. Fostering employee creativity is undoubtedly something that can well position a hotel in the face of competition. Research shows that corporate social responsibility (CSR) perceptions of employees for an enterprise can motivate them to be engaged in creativity. At the same time, it has also been mentioned that corporate leaders could significantly influence the behavior of employees. Nevertheless, employee creativity in a CSR framework has not been well-explored in a hospitality context. Moreover, the role of leadership, especially inclusive leadership styles, has been less discussed to spur employee creativity from a CSR perspective. To bridge the above knowledge gaps, this study investigates the relationship between CSR and employee creativity with the mediating effect of inclusive leadership in the hotel industry of a developing economy. Moreover, the conditional indirect effect of employee polychronicity was also tested in the proposed mediated relationship. For data collection, an adapted questionnaire was taken into consideration by employing a paper–pencil method (n = 427). A hypothetical model was refined and validated through structural equation modeling (SEM). The results confirmed that CSR can drive employee creativity significantly, and inclusive leadership partially mediates this relationship. It was also realized that polychronicity has a significant conditional indirect effect on the above-mediated relationship. These outcomes contribute to improvements in the hotel management, as well-designed CSR activities both improve the hotel’s image as an ethical enterprise and increase creativity among employees.

Does an abusive climate promote performance: an investigation of public sector hospitals of Pakistan

Purpose

This study aims to investigate the abusive supervision climate as an antecedent abusive supervision and attempts to uncover underlying mechanisms that affects employees' behavioural outcomes in terms of their performance.

Design/methodology/approach

A framework embedded in social learning theory is developed and empirically tested using a time-lag research design. Data have been collected from 330 functional dyads of supervisors and followers using judgement sampling (from public hospitals in Pakistan) that have been identified and matched for drawing analysis and inferences.

Findings

The results indicate that abusive supervision does occur because of the hypothesized precursor (abusive supervision climate) and that the underlying mechanisms (fear) delineated in this research positively and significantly affect performance of employees. The added significance of the study is its relevance for practitioners with opportunities to manage the factors affecting supervision and its relationship with employees' outcomes through appropriate interventions to improve the behavioural outcomes.

Social implications

The current study holds not only managerial and academic implications but also has economical and social implications. The findings of the study will help the supervisors and organisations understand how they become a source of their abusive behaviour. With the understanding of the root causes, they can encourage employees in developing mindfulness in recommendations which helps them build an internal capability to face external adversities. Policymakers will get insights into the underlying mechanisms of abusive supervision as well as problems they are facing with the employees. This understanding will help employers and employees in building internal control of employees improving their performance as well as mental health ultimately.

Originality/value

The study opens new avenues for further research with regard to the study of contextual, organisational and personal factors to mitigate abusive supervision as well as exploring additional moderators to lessen the relationship between abusive supervision and behavioural outcomes.

Exploring the Determinants of Young Inclusive Leadership in Thailand: Research Taxonomy and Theoretical Framework

Inclusive leadership has recently become an active topic in the literature on leadership and in the field of organizational behavior. However, there is currently a lack of consensus regarding whether the younger generation of inclusive leaders perceive and behave differently from the older generation. This study seeks to determine the traits, characteristics, attitudes, and behaviors of young inclusive Thai leaders who today play an increasingly influential role in various sectors of the Thai economy. The ultimate intent is to develop a theoretical framework for young inclusive leadership. Building on relational leadership theory and adopting the framework of Kouzes and Posner’s Leadership Practices Inventory (LPI) and Hollander’s 4Rs of Inclusive Leadership, the authors use interviews with 12 young Thai leaders to classify the crucial attributes of young inclusive Thai leaders into five categories: role model, luminary, pioneer, motivator, and nurturer. These attributes reflect how young leaders express their inclusiveness in conjunction with relational, entrepreneurial, and transformational leadership and serve as the basis for a holistic framework for young inclusive leadership.

Configurational Paths of Leadership Competency Shortages and 4.0 Leadership Effectiveness: An fs/QCA Study

This study examines various leadership competency shortages, such as shortages in strategic perspective; critical analysis and self-vision; managing resources, communication, and achieving results; empowering and developing teams; self-awareness and intuitiveness; and sensitivity—all of which influence problems with 4.0 leadership effectiveness. The effectiveness of 4.0 leadership was assessed in the article in relation to the effectiveness of the leadership style and its relevance to Industry 4.0. The data sample considered 86 small- and medium-sized manufacturing enterprises in Poland. The analysis used a fuzzy-set qualitative comparative analysis (fs/QCA) methodology, which allows for identifying a configuration of causes that lead to the analysed outcome. The innovativeness of the research carried out lies in the fact that the authors examined the relations of deficiencies (gaps) of certain features attributed to leaders which are dependent on each other and which determine the effectiveness of the leader. The results support the argument that different configurations of leadership competency shortages lead to low 4.0 leadership effectiveness. Almost all configurations had a low leadership competence related to strategic perspective. The position we present regarding the configurations of competency shortages and leadership effectiveness is important for considering the development of the profile of leaders in organizations. The research presented complements the characteristics of leaders in the context of building an Industry 4.0 organization.

The effect of cultural intelligence of top management on pro-diversity work climate and work attitudes of Myanmar migrant workers in Thailand

Purpose

This research examines the effect of cultural intelligence (CQ) of top management on pro-diversity climates and perceived discrimination of the Myanmar migrant workers in Thailand. This research also analyzes the effect of perceived discrimination on job satisfaction and turnover intention of the Myanmar migrant workers.

Design/methodology/approach

The data were collected from 650 Myanmar migrant workers who are employed at two factories in Thailand. Partial least squares structural equation modeling (PLS-SEM) was used as the data analysis method.

Findings

The results significantly support the positive effect of perceived management CQ on pro-diversity climates. Pro-diversity climates are also negatively and significantly associated with perceived discrimination. Moreover, the effect of perceived management CQ on perceived discrimination is fully mediated by pro-diversity climate.

Originality/value

This research clarifies that simply ensuring top management possess CQ may not be a sufficient condition for the company to successfully tackle discrimination in the workplace. Rather, it is crucial for the top management to create an organizational climate that is supportive of the racial diversity of foreign migrant employees.

Benefits of workplace spirituality on real estate agents’ work outcomes: the mediating role of person-Job fit

Purpose

This study aims to apply the person-environment fit theory to examine the effect of workplace spirituality on real estate agents’ person-job (P-J) fit. Moreover, P-J was proposed as a mediator to explain the effect of workplace spirituality on customer-oriented organizational citizenship behavior (CO-OCB) and job performance that real estate agents demonstrate.

Design/methodology/approach

A sample of 398 agents was obtained from 60 brokerage firms in Bangkok, Thailand. The data were collected through an online questionnaire survey. Data analysis was performed using partial least squares structural equation modeling.

Findings

The analysis supported the positive association between workplace spirituality and P-J fit. In addition, the mediating effect analysis showed that P-J fit mediated the association between workplace spirituality and CO-OCB in part, but mediated the association between workplace spirituality and job performance fully.

Originality/value

The findings overall clarify the theoretical mechanism by which workplace spirituality motivates real estate agents to demonstrate positive work behavior and enhanced performance.

How Supervisor-Subordinate Guanxi Influence Employee Innovative Behavior: A Moderated Mediation Model

Purpose

In the practice of inspiring employees’ innovative behavior (IB), managers often pay attention to the role of policies, capitals, incentive measures, equipment and other factors, while ignoring the role of the relationship between leaders and employees. Based on social exchange theory and conservation of resources theory, this paper is to examine the mediating role of job satisfaction (JS) and organizational commitment (OC) in the relationship between supervisor–subordinate guanxi (SSG) and employee IB, and the moderating role of psychological safety (PS) in the series mediation model between SSG and employee IB.

Patients and Methods

Cross-sectional data came from 207 employees of Chinese scientific and technological enterprises. The participants completed the SSG scale, JS scale, OC scale, IB scale, and PS scale. SPSS PROCESS macro was used to test the research hypothesis.

Results

SSG was positively associated with employee IB. SSG can not only influence IB through JS or OC (SSG→JS→IB; SSG→OC→IB) but also influence IB through JS and OC (SSG→JS→OC→IB). PS moderated the joint mediating effects between SSG and IB (SSG→JS→OC→IB).

Conclusion

To stimulate employees’ IB within an enterprise can pay attention to the relationship between leaders and employees, improve employee JS, and strengthen employee OC. The lower the PS, the stronger the joint mediation effects between SSG and employee IB. Therefore, leaders should also pay attention to employees with high PS to avoid the counterproductive effect of cultivating SSG.

Predicting organizational citizenship behavior in a multicultural environment: The role of cultural intelligence and cultural distance

Cross-cultural research in organizational citizenship behavior (OCB) has primarily focused on testing the generalizability of various OCB dimensions in different cultures, while attempting to unearth any culture-specific OCB notions that may arise from the values of a particular culture. But with the contemporary workplace becoming increasingly multicultural, this research attempts to move beyond the study of OCB in culturally homogenous environments and investigates its manifestation in a multicultural context. This study proposes cultural intelligence (CQ) as one of the antecedents of OCB, which enables individuals in foreign cultures to understand the perceptions of OCB in that particular culture, and posits that individuals with high levels of CQ exhibit OCB in multicultural environments. Furthermore, this study investigates the moderating effect of cultural distance (CD) on the relationship between CQ and OCB to test whether culturally similar or different environments strengthen or weaken this relationship. The study draws upon the trait activation theory to test the hypotheses under investigation. Data for this study were collected from 513 expatriates of 31 different nationalities working in a multicultural environment and analyzed using structural equation modeling. The results indicated that CQ had a positive impact on OCB, but CD did not have any impact on the CQ-OCB relationship. The findings of this study have important implications for human resource managers managing a culturally diverse workforce.