Search Results (512)

The wake of artificial intelligence (AI) tools has witnessed a lot of changes at workplaces. Job crafting (JC) has also embraced the predictive quality of using AI tools such as ChatGPT. Drawing on Conservation of Resources theory, this study was conducted as an effort to understand the role that ChatGPT plays in job crafting by enhancing work engagement (WE) in the presence of work-related curiosity (WRC). Time-lagged data from 314 employees from the information technology (IT) sector was used to test the relationship by using partial least square structural equation modeling. The results showed that ChatGPT and job crafting are linked to each other in the presence of work engagement. The results further showed that WE mediated and work-related curiosity moderated the relationship between ChatGPT and job crafting. These results are instrumental in understanding the significance of AI adoption in business and can be used as a potential tool for crafting jobs toward other work-related outcomes. The research holds significance for mangers and policymakers of the IT sector in terms of establishing AI adoption to Predict positive behaviors in employees, and it also highlights future avenues. Full article

Despite the rapid penetration of digital technologies into the workplace, many enterprises are undergoing digital transformation, making safeguarding employees’ occupational health increasingly important. Drawing on social cognition and the conservation of resources theories, this study developed a moderated mediation model to explore the relationship between digital leadership and employee resilience, as well as the mediating roles of work gamification and workplace mindfulness and the moderating role of AI anxiety. Survey data from 293 employees revealed that digital leadership significantly and positively predicted employee resilience. Both work gamification and workplace mindfulness mediate the relationship between digital leadership and employee resilience. AI anxiety positively regulated the positive relationship between workplace mindfulness and employee resilience but did not significantly moderate the indirect pathway through work gamification. In addition, AI anxiety negatively regulates the direct positive effect of digital leadership on employee resilience. These findings clarify the mechanisms and boundary conditions through which digital leadership promotes employee resilience in digitally transformed workplaces. This study also offers practical implications for organizations seeking to protect employee well-being and reduce burnout during digital transformation. Full article

Water scarcity is a global phenomenon, and Pakistan is no exception to it. This study aims to assess the techno-economic efficiency of the irrigation system for guava orchard and melon crop in the Hafizabad District of Punjab province in Pakistan. The study has employed efficiency theory for a comparative analysis of modern and high-efficiency irrigation methods in contrast to old traditional methods of irrigation to estimate differentiating impacts on technical efficiency (TE), economic efficiency (EE), water productiveness, and crop yield. The mixed method approach is exercised on data collected from 108 stratified farmers (large, medium and smallholders) using structured surveys and qualitative insights. Beta-regression models using Cauchit link function are applied to translate determinants of TE/EE by taking into account predictor factors such as farming experience, operational costs and water productivity. Results show that solar irrigation systems have significantly better performance than the conventional system by having better TE and EE scores than conventional system performance. Farming experience and water productivity also have positive effects on efficiencies. Results also show that solar systems increase water productivity, lower costs and increase guava and melon productivity to a significant extent, which in turns aid in reducing the effects of salinity and evaporation in arid conditions. The overall finding supports and emphasizes solar’s supremacy for sustainable horticulture. Findings highlight the importance of incentivizing solar adaptation and agrivoltaic integration in Pakistan to ensure sustainable agriculture in water-stressed areas such as Punjab for food security and resource conservation for the production of guava and melons. Full article

The conservation of traditional villages has shifted from isolated site-by-site protection to regional collaboration, and exploring pathways for their sustainable development has become a key focus of research. Existing research still falls short in areas such as the integration of heritage value into decision-making mechanisms and the establishment of systematic conservation frameworks, leading to prominent issues of isolated conservation and homogeneous development. Taking traditional villages in Yanchuan County, China, as a case study, this research aims to establish a clustered conservation system and achieve a transition towards networked collaborative governance. The study utilised field surveys and literature review to establish a database and systematically catalogue heritage resources; it combined the Analytic Hierarchy Process (AHP) and the Delphi method to construct a value evaluation system and identify distinctive features; and it integrated cluster theory with GIS spatial analysis to construct a clustered conservation framework across three dimensions: classification and grading, symbiotic models, and the overall spatial pattern. The results indicate that: (1) the spatial distribution of villages in Yanchuan County is uneven, and the villages themselves exhibit significant homogeneity in their characteristics; (2) core characteristics include Loess culture, cave dwellings and revolutionary heritage sites, with comprehensive scores ranging from 0.4437 to 0.9116; these are classified into three protection levels, identifying five categories of villages of value. (3) Five major cluster zones were delineated based on resource and spatial characteristics. By integrating river basins and transport corridors, a comprehensive protection framework of ‘one belt, two wings, two centers and five zones’ was established, alongside three types of cluster symbiosis models, thereby achieving regional resource integration and enhancing collaborative efficiency. The cluster-based protection system proposed in this study can effectively address the challenges facing the conservation and development of traditional villages, providing a feasible solution for regional collaborative protection, and holds practical significance for cultural heritage management and sustainable development. Full article

In August 2022, the Pearl River flooded portions of Jackson, Mississippi and temporarily closed the city’s water treatment plant, leaving most citizens without access to safe drinking and potable water for more than a month. This event punctuated an ongoing water crisis that had lingered for decades in this predominately African American city. We employ a social production of disaster approach to reveal aspects of slow violence perpetrated against disadvantaged peoples that increased their collective vulnerability to flood risks and limited their access to safe water. Using survey data collected one year after the flood, we examine event-related psychosocial stress as measured by the Impact of Event Scale and associated risk factors related to Conservation of Resources Theory. Multivariate analysis indicates that resource losses from the flood, health concerns about water quality, and trust in government were significantly related to elevated levels of psychosocial stress. Although the 2022 Pearl River flood can be treated as a discrete event, a social production of disaster perspective situates the flood in terms of its cascading effects and cumulative impacts on the city’s water infrastructure and citizens who depend on it. Full article

Teacher well-being and performance represent critical challenges for educational systems worldwide. While organizational compassion has been identified as a protective resource, it remains unclear for whom compassion is most beneficial. Drawing on Job Demands–Resources (JD-R) theory and Conservation of Resources (COR) theory, we examined whether teachers’ self-efficacy moderates the relationship between workplace compassion and performance perceptions, testing differential patterns for individual versus organizational performance evaluations. Italian public-school teachers (N = 218; 82% female; M teaching experience = 11.6 years) completed an online survey measuring compassion at work, self-efficacy, and perceptions of individual and organizational performance. We employed a two-stage approach, first validating the measurement model through Confirmatory Factor Analysis (CFA), then testing moderation hypotheses using path analysis with mean-centered variables. Bootstrap confidence intervals (5000 iterations) verified the reliability of interaction effects. Self-efficacy significantly moderated the effect of compassion on individual performance perceptions (β = −0.006, p = 0.006; bootstrap 95% CI: [−0.010, −0.002]), revealing a compensatory pattern. Teachers with lower self-efficacy benefited substantially from workplace compassion (simple slope β = 0.31, p < 0.001), whereas teachers with high self-efficacy showed no significant benefit (β = 0.06, ns). The hypothesized synergistic effect on organizational performance perceptions was not supported (β = 0.006, p = 0.027; bootstrap CI included zero). Organizational compassion functions as a compensatory resource, most powerfully supporting teachers who lack personal resources. This challenges assumptions that organizational interventions uniformly benefit all employees and suggests that compassion-based interventions should be strategically targeted toward teachers experiencing lower self-efficacy. The study advances theoretical understanding of resource substitution mechanisms and provides actionable guidance for optimizing limited organizational resources in educational settings. Full article

As generative artificial intelligence (AI) becomes increasingly involved in creative processes, designers encounter a fundamental tension regarding creative control—the degree to which they dominate design direction and iterative decision-making when collaborating with AI. Existing theories offer contradictory predictions: self-determination and psychological ownership theories emphasize the benefits of control, whereas cognitive load theory highlights its cognitive costs. This tension remains empirically unresolved, particularly regarding how designer characteristics shape these competing effects. This study examines the dual-pathway mechanism linking creative control to design creativity and investigates the moderating role of design experience. A scenario-based between-subjects experiment was conducted with 226 designers and design students. Creative control exerted a positive indirect effect on design creativity through psychological ownership (effect = 0.16, 95% CI [0.09, 0.24]) and a negative indirect effect through cognitive load (effect = −0.07, 95% CI [−0.14, −0.02]), confirming the double-edged sword effect. Design experience strengthened the positive pathway while buffering the negative pathway. Creative control thus functions as a double-edged sword in designer-AI co-creation, with its net effect contingent on designer expertise. The results extend Conservation of Resources theory to human-AI collaboration contexts and inform the design of experience-adaptive AI-assisted systems. Full article

The expansion of digital connectivity has reshaped contemporary work environments, increasing flexibility while simultaneously blurring the boundaries between work and personal life. In such contexts, employees may experience difficulties in psychologically detaching from work during off-job time. Drawing on the Effort–Recovery model and Conservation of Resources theory, this study examined whether affective work-related rumination indirectly explained the association between Fear of Missing Out (FoMO) and psychological detachment. A cross-sectional survey was conducted with 228 employees from diverse occupational sectors who completed validated measures of FoMO, affective rumination, and psychological detachment. Indirect effect analyses using bootstrapping procedures indicated that FoMO was positively associated with affective rumination, and affective rumination was negatively associated with psychological detachment. The indirect effect was significant, whereas the direct association between FoMO and detachment was not. These findings are consistent with an indirect association pattern whereby FoMO is related to lower psychological detachment through higher levels of affective rumination. However, given the cross-sectional design, the results should be interpreted as correlational evidence rather than as demonstrating a causal mediation process. The model accounted for approximately 10% of the variance in psychological detachment. Overall, the findings suggest that FoMO may be indirectly related to reduced recovery experiences via emotionally charged repetitive thinking that sustains cognitive activation beyond working hours. Addressing rumination and supporting healthier digital boundary management may therefore represent promising avenues for supporting occupational mental health in increasingly connected work environments. Full article

Migrant workers are a unique group under China’s urban–rural dual system, and improving their well-being is an intrinsic requirement for achieving common prosperity. In recent years, human–robot collaboration has come forth as a novel work paradigm. Comprehending the influence of human–robot collaboration on the well-being of migrant workers is a vital yet insufficiently investigated matter. With the conservation of resources theory as an analytical framework, this study empirically analyzes data from a two-stage survey of 382 migrant workers in Chinese manufacturing enterprises. The findings suggest that perceived human–robot collaboration can positively influence migrant workers’ well-being by facilitating perceived decent work, while also negatively affecting their well-being by increasing job replacement anxiety. Perceived organizational support plays a positive moderating role in two distinct aspects: on the one hand, the relationship between perceived human–robot collaboration and perceived decent work; on the other hand, the mediating effect through which perceived decent work connects perceived human–robot collaboration with the well-being of migrant workers. Conversely, perceived organizational support exerts a negative moderating effect on the association between perceived human–robot collaboration and job replacement anxiety, while job replacement anxiety functions as a mediator in the relationship linking perceived human–robot collaboration to migrant workers’ well-being. This study helps understand how human–robot collaboration in manufacturing enterprises affects the well-being of migrant workers. Full article

Artificial intelligence (AI) technologies, such as service robots, substantially influence frontline employees in the hospitality sector. This study highlights that conversational AI (CAI) may function as a viable outlet for hospitality workers to vent negative work-related issues. This function is particularly relevant because employees in this industry frequently experience customer mistreatment. Grounded in conservation of resources theory, we conceptualize venting to CAI as a resource-replenishing coping strategy triggered by customer mistreatment. Further, we theorize that this relationship is mediated by emotional exhaustion and moderated by trust in CAI, thereby strengthening the indirect effect. We collected and analyzed two-wave data from 394 frontline employees with CAI experience in the hospitality industry. The results indicate that customer mistreatment indirectly impacted frontline employees’ venting behaviors towards CAI, with emotional exhaustion functioning as the mediating mechanism. This indirect effect is particularly pronounced when employees exhibit high levels of trust in CAI. These findings offer practical insights for hospitality organizations aiming to leverage CAI as an accessible, low-risk tool for supporting employee emotional well-being and mitigating the negative consequences of customer mistreatment. Full article

This study examines how abusive leadership influences non-green behavior among employees in five-star hotels in Egypt, drawing on Conservation of Resources (COR) theory and the Job Demands–Resources (JD–R) model. Using survey data collected from 400 full-time hotel employees, the study investigates the mediating roles of emotional exhaustion and presenteeism, as well as the moderating role of perceived co-worker support. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test the proposed relationships. The results indicate that abusive leadership increases emotional exhaustion and presenteeism, both of which contribute to higher levels of non-green behavior. Emotional exhaustion mediates the relationship between abusive leadership and non-green behavior, while presenteeism partially mediates the link between abusive leadership and emotional exhaustion. Additionally, perceived co-worker support buffers the negative effect of presenteeism on emotional exhaustion. By integrating COR and JD–R perspectives, this study advances understanding of the psychological mechanisms through which abusive leadership undermines environmentally responsible behavior. The findings offer practical insights for hospitality managers seeking to promote employee well-being and sustainability in high-pressure service environments. Full article

While prior research shows that subordinates’ attributions can amplify or buffer the negative effects of abusive supervision on performance outcomes, it remains unclear whether similar moderating effects extend to subordinate well-being. Drawing on attribution theory and conservation of resources (COR) theory, this study investigates whether performance-promotion and injury-initiation attributions moderate the relationship between abusive supervision and emotional exhaustion. Applying a time-lagged research design, we surveyed full-time employees (N = 224) within a single Chinese transportation company and tested the proposed hypotheses using structural equation modeling (SEM). Contrary to the expectations and prior evidence, the moderating effect of injury-initiation attribution between abusive supervision and emotional exhaustion is nonsignificant. Moreover, performance-promotion attribution significantly moderates this relationship, in the opposite direction to the expectations: It exacerbates (rather than buffers) the positive association between abusive supervision and emotional exhaustion. These findings complicate the assumption that performance-promotion attributions are protective whereas injury-initiation attributions are destructive, instead suggesting a different pattern of attributional effects. The study advances the understanding of abusive supervision attributions and provides implications for management practice. Full article

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 body of knowledge, provides a rigorous assessment of the TPB’s validity in organizational contexts, and clarifies standards for theory-consistent refinement and extension. Seventeen peer-reviewed articles published since 2011 were retained after independent screening. Findings indicate a marked increase in TPB-based research since 2020, predominantly in Asian contexts, and a strong reliance on extended models—most frequently including personal norm and seldom organizational factors—while relatively few studies implemented the traditional framework with measures of salient beliefs. Most investigations focused on resource-conservation behaviors defined at a high level of generality and relied on convenience samples of employees from heterogeneous organizational and industrial settings. Across studies, belief-based constructs were positively associated with intentions, with attitudes as the strongest antecedent, and intentions consistently predicted behavior. At the same time, many investigations relied on cross-sectional self-reports and assessments of either intention or behavior. Finally, most studies fail to provide theoretical and empirical justifications for including additional relationships. Implications for advancing TPB-based research on employee green behavior are discussed. Full article

In the tourism and hospitality industry, abusive supervision is a common social stressor, yet how it relates to employees’ behavioral adjustment remains underexplored, particularly when considering recovery processes outside of work. Drawing on Conservation of Resources (COR) theory, this study conceptualizes sleep deprivation as an indicator of impaired recovery that may help explain time-ordered associations between abusive supervision and quiet quitting. Based on three-wave, time-lagged data collected from employees in the tourism and hospitality industry, the findings show that abusive supervision is positively associated with sleep deprivation and quiet quitting, and that sleep deprivation carries a significant indirect association between abusive supervision and quiet quitting. In addition, personality strengthens the association between abusive supervision and sleep deprivation and, in turn, strengthens the indirect association with quiet quitting. By integrating leadership behavior, recovery-related processes, and individual differences, this study reframes quiet quitting as a form of resource regulation and offers behavioral science implications for understanding employees’ work investment adjustment across work and non-work contexts. Full article

Organizations increasingly rely on environmental, social, and governance (ESG) practices as a core element of sustainable management, yet little is known about how ESG affects employees during periods of crisis. Despite the growing ESG literature, limited research has examined how firm-level ESG performance influences employee psychological mechanisms and innovative behavior under crisis conditions through multi-level pathways. Drawing on corporate reputation theory and conservation of resources (COR) theory, this study examines how corporate ESG performance shapes employee experiences and behaviors under crisis conditions. This study conceptualizes ESG performance as a reputation-based organizational resource that buffers employees against psychological stress, thereby enabling innovative behavior that is critical for business sustainability. In addition, team cohesion as a contextual social resource was proposed to strengthen the stress-buffering effect of ESG. Using multi-level data from 980 employees nested within 51 large Korean firms, combined with objective ESG ratings collected prior to the crisis, this study tests the proposed model through multi-level structural equation modeling. The results show that higher corporate ESG performance is associated with lower employee psychological stress, which in turn promotes innovative behavior. Moreover, team cohesion amplifies the negative relationship between ESG performance and employee stress. By revealing a micro-level pathway through which ESG enhances employee well-being and innovation during crises, this study advances research on the economic and business aspects of sustainability. Full article