Paideia

PurposeWork–family balance has become one of the primary job considerations in recent years. For enterprises, the psychological behavior of employees has also received greater attention. This research aims to reveal how work–family balanced human resource practices (WFB-HRP) influence employees’ performance through psychological capital and how such influence was moderated by differentiated leader–member exchange (DLMX).Design/methodology/approachData were collected through a structured survey of 2,197 employees. The relationships among WFB-HRP, psychological capital, DLMX and employee performance were analyzed to understand the direct and indirect effects.FindingsThe findings reveal a positive association between WFB-HRP and employee performance, mediated by psychological capital. Moreover, DLMX moderates both the direct influence of WFB-HRP on employee performance and its indirect effect through psychological capital. Specifically, greater DLMX strengthens the impact of WFB-HRP on employee performance via psychological capital.Research limitations/implicationsThe research seeks to contribute to understanding how organizational practices influence employee performance in the context of work–family balance, with particular attention to the interplay of psychological factors and leadership dynamics.Practical implicationsThis research underscores the importance of implementing work-family balanced HR practices for enhancing employee performance. Moreover, it highlights the significance of fostering positive psychological capital among employees and cultivating differentiated leader–member exchange to maximize the effectiveness of WFB-HRP initiatives.Originality/valueThis study contributes to the literature by elucidating the mechanisms through which WFB-HRP influences employee performance, emphasizing the pivotal roles of psychological capital and DLMX. The findings offer practical insights for organizations seeking to optimize their HR practices and leadership strategies to unlock high performance in the workplace.

PurposeThe purpose of this study is to investigate the influence of positive leadership (PL), a theory originating from positive psychology, on affective commitment (AC), an important outcome in times of skilled labor shortages. This study also examines psychological need satisfaction (PNS) and well-being as serial mediators between PL and AC.Design/methodology/approachA 2-wave-study with 282 employees of a German company in the finance and insurance sector was conducted. The data were analyzed using covariance analytic structural equation modeling with RStudio.FindingsThe results suggest that PL improves AC. Additionally, PNS and well-being mediate this relationship individually and serially.Originality/valueOur study is one of the few to examine PL as a leadership style in its own right and not a synonym for various leadership styles (e.g. transformational leadership) and one of the first to emphasize its importance for employee retention. Moreover, we make a unique contribution by combining work design theory and self-determination theory to examine the underlying mechanisms of the influence of PL on AC. Therefore, this research is the first to investigate a serial mediation between PL, PNS, well-being and AC.

PurposeAs businesses are going on around the clock and the prevalence of remote work arrangements is on the rise, the boundary between work and nonwork contexts is blurring. As a result, workers often find themselves interrupted by their supervisors or colleagues during nonwork hours. However, there is still much to reveal about the impact of boundary-crossing activities on work–life balance as well as how a remote worker’s boundary management capacity may influence this impact. This paper aims to answer these unaddressed questions.Design/methodology/approachA longitudinal survey was administered using a quantitative method, with 336 US workers providing valid responses. The data were analyzed using regression-based path analysis.FindingsThe findings provide evidence that boundary-crossing activities impact remote workers’ work–life balance, and individual differences in boundary management ability, such as nonwork role re-engagement (NWRR), help employees take advantage of remote work flexibility and enhance work–life balance.Research limitations/implicationsDrawn from boundary management theory, this study reveals a process effect, through which remote work experience influences work-related interruption during nonwork hours, which impacts work–life balance and well-being. Meanwhile, this study demonstrates that individual differences in NWRR help employees take advantage of remote work flexibility and enhance work–life balance.Originality/valueThis research offers valuable insights into the intricate relationships between remote work experiences, boundary-crossing activities, work–life balance and employee well-being. By investigating the mechanisms and individual differences involved, this study contributes to both theoretical understanding and practical strategies for navigating the challenges of the evolving work landscape with remote work blended.

PurposeThis study, which utilizes the job demands-resources (JD-R) theory, aims to explicate the relationship between responsible leadership (RL), green behavior (GB) and the mediating role of voice behavior (VB).Design/methodology/approachThis study used a quantitative research design. The research sample consists of 260 participants who work in five-star hotels in Izmir. The research data were collected through face-to-face and online survey methods. Confirmatory factor analysis (CFA) in AMOS was performed to assess the measurement model. The research hypotheses were tested with structural equation modeling (SEM).FindingsThe results determined that RL affects GB and VB positively and significantly. In addition, VB has a significant positive link with GB. Furthermore, this study discovered that VB acts as a mediator in the relationship between RL and GB, indicating that RL indirectly promotes GB through implementing VB.Research limitations/implicationsThis study has limitations, such as its dependence on self-reported data, cross-sectional design and exclusive emphasis on participants from a single nation. When RL encourages employees to take GB, they are more likely to engage in GB. This study contributes to the field by evaluating the structures discussed with the JD-R theory. In the management practice of organizations, RL should be strengthened, and training should be provided to enhance RL.Originality/valueThe literature analysis revealed that, while studies have been undertaken using RL, the idea has not been tested using VB or has it been investigated in the hotel business, which has grown vital to the global economy. With these aspects, the work stands apart and serves as a source of motivation for researchers.

PurposeThe current study explores the linking mechanisms and conditional processes underlying the relationship between proactive work behavior (PWB) and work-life conflict (WLC), and the mediating role of rumination. Based on the conservation of resources theory, we hypothesized that PWB is a resource-consuming activity that increases emotional and cognitive strain by making one ruminate (demarcated as reflection/reflective pondering and brooding), which in turn, results in work-to-life conflict.Design/methodology/approachMulti-phased data was obtained from 244 working Indian adults who were working full-time in organization across India. Data was analyzed using structural equation modelling, using SPSS (v.26) and AMOS (v.23).FindingsOverall, empirical data supported our model. Our finding indicates that PWB impact WLC, mediated through rumination (reflection and brooding) differentially. Brooding mediated between PWB and WLC (p < 0.001). Reflective pondering had a negative influence on WLC, and also had a negative indirect impact between PWB and WLC (p = 0.022).Originality/valueOur study adds on to the research on the negative outcome of proactive work behavior (i.e., causing work-to-life conflict). Additionally, our study also explores the indirect pathway of proactive work behavior that impacts work-life conflict, through rumination. We further demarcated between the two types of rumination, viz., reflective pondering and brooding, and established that they have different influences on this relationship between PWB and WLC.

PurposeThis study aimed to investigate the primary factors driving human resource analytics adoption in small and medium-sized organizations. The research seeks to confirm and expand the UTAUT model using direct predictors and a unique moderator to understand contextual complexities in a developing country.Design/methodology/approachThis study employed convenience sampling to survey 308 HR experts with an 88% response rate, uncovering valuable insights into technology integration. SPSS and AMOS 21.0 were used for analysis.FindingsThe influencing elements for adopting human resource analytics in these firms were performance expectancy, effort expectancy, facilitating conditions and social influence. Moreover, personal innovativeness, fear appeal and perceived trust were highlighted as additional significant determinants. Finally, perceived supervisor support was reported as a significant moderator in driving human resource analytics adoption.Originality/valueThe study comprehensively models the elements that influence the adoption of human resource analytics in SMEs of a developing economy. The research validates and expands upon the unified theory of acceptance and use of technology, analyzing key contributors and a unique context-specific moderator using robust statistical methods.

PurposeThis paper aimed at investigating the relationship between organizational climate for initiative, job autonomy, climate for innovation and innovative work behavior (IWB) in a developing economy context.Design/methodology/approachThe study surveyed 444 manufacturing businesses in Morocco, collecting data from three sources: CEOs, middle managers and non-managerial employees in the production department. The data were analyzed using structural equation modelling, the Bayesian estimation approach and the bootstrapped moderated mediation technique.FindingsThis study revealed that middle managers’ job autonomy mediates the positive link between climate for initiative and middle managers’ IWB when climate for innovation is strong.Practical implicationsThis study provides practical information for organizations intending to make their middle managers willing to be innovative in their job by granting them job autonomy and building favorable climates for initiative and innovation.Originality/valueThis research expands the human resource management and innovation literature by examining features of the work context (i.e. climates for initiative and for innovation, and job autonomy) as previous research has mainly focused on the context approach to work design (i.e. social environment of work design). The study highlights the role of middle managers as essential contributors to fostering innovations within their firms.

PurposeManagers are continuously worried about the engagement of employees in the organization. This research aimed to investigate the employees’ perceptions regarding leadership attributes, which enhance the workers’ psychological empowerment and engagement.Design/methodology/approachA sample of 296 employees from three pharmaceutical companies based in Karachi was selected. For hypothesis testing, IBM SPSS AMOS version 24 was used to perform a confirmatory factor analysis and structural equation modelling.FindingsThe outcomes of multiple regression analysis expressed that the attributes of a leader positively influence psychological empowerment and employee engagement. The study found that psychological empowerment partially mediates the relationship between leadership attributes (feedback and delegation) and employee retention. Furthermore, psychological empowerment has no mediation between leadership attributes (empathy) and employee retention.Originality/valueThis study offers a unique contribution by focusing on the relationship between leadership attributes (empathy, delegation and feedback) and employee engagement within the pharmaceutical industry in Karachi, a relatively underexplored context. Psychological empowerment as a partial mediator between leadership attributes and employee retention adds a novel perspective, particularly by revealing that it mediates the impact of delegation and feedback but not empathy. Moreover, this research provides actionable insights for policymakers and operational managers in industries beyond pharmaceuticals, making it valuable for enhancing employee engagement across sectors. Advanced statistical techniques like structural equation modelling and confirmatory factor analysis further reinforce the study’s methodological rigour.

PurposeTo study the mediating effect of resilience and the moderating effect of gender on the association between satisfaction with life and self-efficacy.Design/methodology/approachParticipants were 211 HR professionals; mediation and moderation hypotheses were tested using PROCESS macro.FindingsResults revealed a significant association between satisfaction with life, self-efficacy and dimensions of resilience. The mediating effect was significant for three dimensions of resilience: positive acceptance, personal competence and trust in one’s instincts. Gender moderated the relationship between satisfaction with life and self-efficacy through positive acceptance and positive competence but not trust in one’s instincts.Originality/valueMost literature examines satisfaction with life as an outcome measure despite existing calls and alternate theoretical frameworks. This study considers satisfaction with life as a predictor of self-efficacy and resilience. Linkages with theoretical frameworks and implications are discussed.

PurposeThis research sheds light on how workplace gossip may affect employees' emotional well-being via self-esteem. Further, the study examines the moderating role of cyberloafing in the examined relationship.Design/methodology/approachThe study employs a moderated mediation model to examine the linkage among workplace gossip, self-esteem, and emotional exhaustion, incorporating cyberloafing as a moderator. Data were gathered from 249 employees working in various industries from the US.FindingsWorkplace gossip substantially diminishes self-esteem, which is inversely related to emotional exhaustion. Notably, cyberloafing positively moderates the relationship between self-esteem and emotional exhaustion, heightening the adverse effects of gossip.Practical implicationsThe findings have critical implications for human resource management strategies. To mitigate the impact of gossip, HR managers should foster positive work environments, promote emotional well-being, and implement policies to curb cyberloafing.Originality/valueThis study expands the discussion on workplace gossip while probing the role of self-esteem and cyberloafing. It contributes to the application of the conservation of resource theory to analyze emotional well-being in organizational settings.

PurposeThis study examines the impact of workplace bullying on workers’ innovative behavior, organizational citizenship behavior (OCB) and affective commitment while taking burnout into account as a potential mediator.Design/methodology/approachWe hypothesize that workplace bullying will have a detrimental effect on employees’ capacity for innovative behavior and OCB, as well as impair their affective commitment to the company, based on the Conservation of Resource theory. We used cluster sampling to gather data from 249 bank employees, using structural equation modeling to evaluate our assumptions.FindingsAccording to our research, there is a strong negative correlation between workplace bullying and innovative behavior, OCB and a reduction in affective commitment. Additionally, burnout was found to be a key mediator between these outcomes and workplace bullying, indicating a critical role for burnout in spreading the negative impacts of bullying on employees’ attitudes and behaviors.Originality/valueThe results of this study show how bullying at work harms employees’ innovative behavior, OCB and affective commitment, which might eventually lower organizational productivity and performance. It is important to develop a culture of creativity, increase employee engagement and strengthen organizational commitment by building a friendly and courteous work environment. Collectively addressing burnout and workplace bullying will increase employee well-being, job happiness and overall organizational success.

PurposeDrawing upon social exchange theory, this study aims to assess whether paternalistic leadership style (authoritarianism, benevolence and morality) influences employee in-role service behaviour and extra-role service behaviour, particularly patient-oriented organisational citizenship behaviour via a dual mediation mechanism, i.e. perceived supervisor support and perceived organisational support.Design/methodology/approachThe data were gathered from doctors and nurses working in Pakistan’s public, private and semi-government hospitals. We used SPSS and AMOS 27 to run structural equation modelling.FindingsResults revealed that authoritarianism was negatively associated with in-role service behaviour and patient-oriented organisational citizenship behaviour through perceived supervisor support and perceived organisational support. In contrast, benevolent and moral behaviours of leaders were positively associated with in-role service behaviour via perceived supervisor support and perceived organisational support. However, perceived supervisor support did not mediate the relations between paternalistic leadership dimensions and patient-oriented organisational citizenship behaviour.Originality/valueOur research advances the paternalistic leadership literature concerning paternalistic leadership and employees’ service behaviours through dual mediation mechanisms and in a relatively understudied sector and national context.

PurposeThis study explores how three-dimensional job autonomy (decision-making, work method and work scheduling) affects employees’ thriving at work and service recovery performance in the hospitality industry during COVID-19.Design/methodology/approachThis study utilized cross-sectional dyadic data from 287 frontline workers in the Chinese hospitality sector and analyzed it with Analysis of Moment Structures (AMOS) and the PROCESS macro.FindingsThe findings indicate that three-dimensional autonomy has a direct impact on thriving and an indirect effect on service recovery performance (SRP) through thriving, and the relationship between three-dimensional autonomy and thriving is moderated by SOCV19R.Originality/valueThis study addresses the existing gap in research regarding the various aspects of autonomy. It explores how distinct dimensions of autonomy affect employees’ thriving at work and, in turn, influence their ability to excel in service recovery. Furthermore, it sheds light on how the unique circumstances of COVID-19, as represented by SOCV19R, play a role in understanding the dynamics between different forms of autonomy and employees’ thriving.

PurposeDrawing on ability-motivation-opportunity (AMO) framework, this study investigates the direct effect of innovation-oriented HRM on SMEs’ innovation performance, both directly and through intrapreneurial behavior. Besides, the study assesses the moderating role of innovation-oriented leadership in the relationship between innovation-oriented HRM and intrapreneurial behavior.Design/methodology/approachA two-wave dataset collected from 183 SMEs was used to test the proposed hypotheses by partial least squares structural equation modeling (PLS-SEM).FindingsFindings suggest that innovation-oriented HRM positively impacts SMEs’ innovation performance directly and through intrapreneurial behavior. Evidence also confirms that innovation-oriented leadership positively moderates the effect of innovation-oriented HRM on intrapreneurial behavior.Research limitations/implicationsThrough the AMO framework, this study advances our understanding of how the interaction between innovation-oriented HRM and leadership fosters intrapreneurial behavior, ultimately contributing to superior innovation performance in SMEs.Practical implicationsThe study recommends that SMEs implement innovation-oriented HRM practices to encourage intrapreneurial behavior and achieve superior innovation performance in SMEs.Originality/valueLimited research has addressed the contributions of innovation-oriented HRM and leadership toward realizing strategic innovation objectives. Our study offers valuable insights into the functions of innovation-oriented HRM and leadership in stimulating intrapreneurial behavior, thereby enhancing the innovation performance of SMEs.

PurposeThis study investigates the influence of supervisor incivility on two important employee health-related outcomes–somatic complaints and emotional exhaustion. Similarly, the study examines the role of affective rumination as a mediator between the supervisor incivility–somatic complaints and emotional exhaustion relationship.Design/methodology/approachWe collected data in three phases, separated by an interval of four weeks. The final sample comprised 154 employees from diverse occupations and professions. Partial least squares–structural equation modelling was used to examine the research model.FindingsEmployees’ perceptions of supervisor incivility increased somatic complaints and emotional exhaustion experiences. Moreover, drawing on the conservation of resources and the effort-recovery theories, we found support for the mediating role of affective rumination for somatic complaints but not for emotional exhaustion.Practical implicationsTo help protect organizations from financial and productivity losses related to supervisor incivility, we encouraged organizations to be aware of supervisors’ uncivil behaviours and provide training on how to deal with such behaviours. We further advise organizations to coach supervisors on uncivil prevention and the importance of modelling proper behaviours.Originality/valueThis study expands the limited knowledge of supervisor incivility and health outcomes. Specifically, using a time-lagged design, the findings show that affective rumination is an essential mechanism for understanding the impact of supervisor incivility on health outcomes. Moreover, understanding how supervisor incivility impacts employee health outcomes is vital for advancing theory and designing interventions to mitigate adverse effects.