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A self-regulatory framework to explore the positive effects of negative emotions on proactive outcomes for employees is discussed. The purpose of this paper is to examine how and when employee feedback can facilitate feelings of guilt and result in positive learning behaviors in the workplace.

The authors test the research model using data from field surveys based on a two-wave data collection from 176 employees. Participants completed two paper-based surveys with a time lag of one week.

The results demonstrate that the feelings of guilt work as a mediator in the association between feedback and employee learning. As a specific negative emotion, guilt has a significant and positive impact on employee learning in the workplace. The findings also demonstrate that transformational leadership can make employees aware of the gap between expectations and their performance. Transformational leaders motivate guilty employees to engage in learning activities through the promotion of regulatory focus.

This study contributes to the literature on emotions and employee learning in several ways. First, the study raises the association between feedback and employee learning through guilt in the workplace. Second, the study considers the boundaries for facilitating learning behaviors.

The purpose of this paper is to investigate guilt proneness as a prosocial salesperson trait and its impact on outcomes important to the firm, the customer as well as the salesperson. Specifically, the authors look at how this variable relates to job effort and the indirect effects on customer satisfaction. The corollary purpose is to uncover how managers influence these constructs through positive outcome feedback.

Prosocial motivation theory grounds the conceptual model which the authors test through survey implementation. The final sample consisted of 129 business-to-business (B2B) salespeople working across multiple industries in India. Latent moderated structural equation modeling was utilized to test the proposed model.

The results suggest that guilt proneness positively influences the likelihood that a salesperson adopts a relational orientation, which has a direct effect on individual effort and an indirect effect on customer satisfaction. Supervisors have the ability to amplify this effort through positive outcome feedback, but only when relational orientation is low. Their support had no effect on salespeople with a high relational orientation.

The study is unique in that it combines an overlooked prosocial trait with a B2B Indian dataset. We provide value for firms because our results show that guilt-prone salespeople put more effort into their job – ”something universally desirable among sales managers” – through the development of a relational orientation. The authors also give practical implications on how to support salespeople given their level of relational orientation.

Expands on research which has demonstrated that employment has positive or neutral effects on women’s health. This pilot study examines whether these positive effects could also be found in employed mothers by comparing working mothers with non‐working mothers on measures of mental health, self‐esteem, and mother role satisfaction. Also this study assesses the stress experienced by these mothers and examines the coping strategies used by them. Of the 200 questionnaires distributed, 101 were returned giving a 50.5 per cent return rate of which 78 per cent were working mothers and 22 per cent non‐working mothers. The working mothers had better mental health and reported less depression than the non‐working mothers. The most frequently reported source of stress for working mothers was not having enough time to do everything, whereas for non‐working mothers lack of social life was a major stressor. The findings of this study support the expansion hypothesis, which emphasizes the benefits rather than the costs of multiple role involvement.

The purpose of this paper is to provide a theoretical conceptualisation of guilt and the depoliticization of downsizing practices. The authors begin with a critical review of the relevant management literature aiming to establish the discursive normalization and individualization of (un)employment. The authors then use secondary sources to reflect on the downsizing process. A process that, as the authors argue, is distinguished into three separate but interconnected phases: corporate memos (phase 1), termination scripts (phase 2) and the role of outplacement services (phase 3). By examining this process, the aim is to point to the mechanisms through which downsizing practices are neutralized and depoliticized.

This is a conceptual work that provides a systematic overview of the existing management literature on downsizing and guilt. Use of other secondary sources (corporate memos and termination scripts) is also employed to draw links between the discursive normalization of downsizing as identified in the relevant literature and the specific organizational processes and practices implemented by corporations during downsizing. The authors identify common ideas and themes that cut across the relevant literature and the secondary sources and aim to offer a theoretical conceptualisation of guilt and the depoliticization of downsizing practices.

This paper argues that downsizing discourses and practices contribute to the feelings of personal responsibility and self-blame, reinforcing an individualistic understanding of work and unemployment that excludes more structural ones, and that it helps in reproducing the existing structures of power.

The study recognizes that employees’ reactions are not only unpredictable but also constantly evolving, depending on personal and social circumstances. The authors also recognize that the work is based on secondary sources much of which talk about practices in US companies, and thus the authors are and should be cautious of generalizations. The authors hope, however, that the authors will encourage further empirical research, particularly among organization studies and critical management scholars, on downsizing practices and guilt. For the authors’ part, the authors have tried to offer a critical reflection on how guilt is produced through corporate discourses and practices, and the authors believe that further empirical investigation on the three phases of the downsizing process (as identified in our work) and the lived experience of (un)employment is needed. As corporate downsizing discourses and practices frame (un)employment in strictly individualist and behavioral terms, the authors wish to emphasize the need for further theoretical investigation and political contestation. The authors, therefore, hope that the work will contribute to the relevant literature on downsizing practices and open up the discussions around layoff policies and the structural conditions of (un)employment.

The paper shows that downsizing practices and feelings of guilt are strongly linked to and exemplify the “individualization” of social and political issues such as work and unemployment. The authors suggest that individualization signifies, in some sense, a retreat from organized collective resistance and mobilization based upon class and that the prevalence of the ideology of individualism (and its correlative, meritocracy), over alternative explanations and solutions to such public issues, helps in reproducing existing structures of power and inequity.

Properly conceived, conducted and interpreted, motivation research can be an extremely powerful management tool, designed to help the manufacturer or advertiser to sell more goods. Its aim is to expose the market situation, explain it and suggest courses of action which will lead to desired changes. It is a way of looking at a problem rather than a collection of specialist techniques and is strictly practical. Hence it can be used alongside other market research tools for the solution of marketing problems and can be applied to a wide range of business activities. Much of its development has been in the advertising field but it can also help in the formulation of production policy, solving packaging problems and marketing operations. It is examined here in all these contexts. The idea of motivation research, the reasons for its use and the techniques by which to apply it are discussed, as well as the pitfalls that are likely to occur. New and imaginary case studies are used throughout to illustrate points. A review of the subject literature is included.

This study aims to examine the effect of knowledge hiding (KH) on organizational citizenship behavior toward individuals (OCBI) through the mediation of self-conscious emotions (SCE), namely, shame and guilt. This paper further considers the supervisor’s Islamic work ethics (IWE) as a conditional variable.

In this quantity-based research, this paper collected data from 473 employees working in various service and manufacturing organizations through Google form at two-lags.

The study applied structural equation modeling and identified that employees experience SCE due to KH. More specifically, rationalized hiding was found to have a negative effect, whereas playing dumb and evasive hiding was found to have a positive effect on shame and guilt. The results also revealed SCE (shame and guilt) as mediators between KH and OCBI. Further, the supervisor’s IWE was found to be a conditional variable to strengthen the association between KH and SCE.

The study collected data from a single source. However, the issue of common method variance was tackled through time-lags.

The study suggests that supervisors must communicate with employees about the negative outcomes of KH. They must create such an environment that discourages the engagement of employees in KH and encourages the employees to engage themselves in helping behaviors to maintain a productive and creative work environment.

This study adds to the limited literature on the emotional consequences of KH from knowledge hiders’ perspective and unfolds the behavior-emotion-behavior sequence through the emotional pathway. More specifically, this study examined the negative emotional effect of hiding the knowledge that leads to compensatory strategy (organizational citizenship behavior) through SCE (shame and guilt). Finally, zooming into SCE, this study elucidates the supervisor’s IWE as a conditional variable.

In general, Muslims consider Islamic consumption to be a religious obligation. Previous research, however, suggests that various socio-psychological factors may influence Islamic consumption. Failure to comprehend the true motivations for purchasing Islamic products may lead to marketing myopia. This research investigates the less explored motivational factors of religious compensatory consumption, namely religious hypocrisy, religious social control and religious guilt.

This research relied on an online questionnaire. Purposive sampling yielded a total of 238 Muslim respondents. The authors employed PLS-SEM analysis with the ADANCO software to test the hypotheses.

The results reveal the following: (1) Higher religious hypocrisy leads to higher religious social control. (2) Higher religious hypocrisy leads to higher religious guilt. (3) Higher religious social control leads to higher religious guilt. (4) Higher religious hypocrisy leads to higher religious compensatory consumption. (5) Higher religious social control leads to higher religious compensatory consumption. (6) Religious social control partially mediates the relationship between religious hypocrisy and religious compensatory consumption. (7) Higher religious guilt leads to higher religious compensatory consumption. (8) Religious guilt partially mediates the relationship between religious hypocrisy and religious compensatory consumption.

First, religious compensatory consumption in this research is limited to Muslim consumers. Future research may investigate compensatory consumption in different contexts, such as Judaism and Christianity, which have some common religious tenets. Second, compensatory consumption is a complex concept. The authors’ religious compensatory consumption scale only incorporated a few aspects of compensatory consumption. Future studies may retest the authors’ measurement scale for reliability. Lastly, the samples were dominated by the younger generation of Muslims (e.g. generation Z). Future studies may investigate older Muslim generations.

First, this research illustrates how religiosity, guilt and social control may contribute to Islamic compensatory consumption. Islamic business practitioners and retailers targeting Muslim consumers can benefit from this research by knowing that Islamic consumption may be driven by socio-psychological factors, such as religious hypocrisy and guilt. As a result, businesses targeting Muslim consumers can develop marketing strategies that incorporate these religious elements while also addressing their socio-psychological issues in order to promote Islamic products. Second, Islamic business practitioners and retailers may consider the social environments in which Muslims are raised. The authors’ findings show that religious social control has direct and indirect effects on Muslims' preferences for Islamic products as a form of compensatory strategy. Islamic business practitioners may design marketing programs that revolve around Muslim families and their Islamic values. It is in line with the previous studies that suggest the connections between religions, local cultures and buying behaviours (Ng et al., 2020; Batra et al., 2021). In some ways, Islamic products can be promoted to improve the well-being and cohesion of family members and Muslim society in general. In this research, the authors argue that businesses' failures to understand the socio-psychological motives of Islamic consumption may lead to marketing myopia.

As previously stated, religion (i.e. Islam) may be a source of well-being and a stable relationship among Muslims. Nevertheless, it may also become a source of negative emotions, such as guilt, because of one's inability to fulfil religious values, ideals or standards. According to the authors’ findings, Islamic products can be used to compensate for a perceived lack of religiosity. At the same time, these products may improve Muslims' well-being. The creations of products and services that revolve around Islamic values are expected to improve Muslims' economic conditions and strengthen their faith and love toward Islam in the globalized world. Moreover, Muslims, both as majority and minority groups, face increasing social pressures. On one hand there is the (in-group) pressure to uphold Islamic values and on the other hand there is the (out-group) pressure to preserve the local values and cultures. Indeed, living in the globalized world may require certain compromises. This research calls for various institutions and policymakers to work out solutions that enable all religious groups to work and live in harmony.

To the best of the authors’ knowledge, this research is the first to study religious compensatory consumption quantitatively. This research operationalized variables previously discussed using a qualitative approach, namely religious hypocrisy, social control, guilt and compensatory consumption. The authors designed and adapted their measurement scales to fit this context, paving the way for future research in this field. Second, this research provides new empirical evidence by examining the relationships among less explored variables. For instance, this research has proven that several aspects of religiosity (e.g. hypocrisy, social control and guilt) may influence compensatory consumption in the Islamic context. This research also reveals the mediation roles of religious social control and religious guilt that were less explored in the previous studies. To the best of their knowledge, previous studies had not addressed social control as a predictor of compensatory consumption. Therefore, the theoretical model presented in this research and the empirical findings extend the theory of compensatory consumption. Third, Muslims are underrepresented in the compensatory consumption research; therefore, this research fills the population gap. Finally, this research focuses on Islamic compensatory behaviour as the future direction of Islamic marketing. Previous Islamic marketing research had not addressed the sensitive motives of Islamic consumption, which have now been highlighted in this research.

This paper investigates why and when messages regarding unsustainable luxury products lead to negative word-of-mouth (NWOM) through a focus on the role of guilt, need to warn others and consumers' cultural orientation.

Three experiments test whether messages describing unsustainable versus sustainable luxury manufacturing processes elicit guilt and a need to warn others and whether and how the need to warn others affects consumers' NWOM depending on their cultural orientation.

Consumers experience guilt in response to messages emphasizing the unsustainable (vs sustainable) nature of luxury products. In turn, guilt triggers a need to warn other consumers, which leads to NWOM about the luxury company. Furthermore, the results suggest that two dimensions of Hofstede's model of national culture – namely individualism/collectivism and masculinity/femininity – moderate the effect of the need to warn others on NWOM.

Luxury managers should design appropriate strategies to cope with consumers' different reactions to information regarding luxury brands' unsustainability. Managers should be aware that the risk of NWOM diffusion may be higher in countries characterized by a collectivistic and feminine orientation rather than an individualistic and masculine orientation.

Consumer reaction to unsustainable luxury, especially across different cultural groups, is a neglected area of investigation. This work contributes to this novel area of research by investigating NWOM stemming from unsustainable luxury manufacturing practices in different cultural contexts.

Grounding upon moral cleansing and self-completion theories, this paper examines how workplace deviant behavior motivates employees to engage in subsequent compensatory actions—organizational citizenship behavior and prosocial behavior—triggered by the state of moral emotion – guilt. The article also explores and tests the role of task characteristics—task visibility—as a boundary condition in the guilt-mediated relationship between deviant employee behavior and compensatory behaviors.

A survey study on 396 full-time employees working for organizations operating in various industries is conducted to test the hypothesized mediated moderation model empirically. The authors conducted a structural equation modeling to provide empirical evidence for the proposed hypotheses.

Offering both theoretical and practical implications, the findings of the study revealed that a deviance-triggered state of guilt encourages subsequent reparative actions, such as organizational citizenship behavior and prosocial behaviors. The results also showed that the level of task visibility had a significant role as a boundary condition in the relationships between workplace deviant behavior and reparative behaviors.

Unlike previous research, which mainly found a negative connection between harming actions (i.e. deviant behavior) and helping behaviors (i.e. citizenship and prosocial behavior), this paper investigated and found how the state of guilt could be a mediator to link workplace deviant behavior to organizational citizenship behavior and prosocial behavior through moral cleansing and self-completion processes.

In the 1960s and 1970s working women began to increase significantly and by the 1980s over half of America′s wives worked outside the home. This social revolution has placed a major burden on women and the associated conflicts have been researched, analysed and publicized, generally from the female viewpoint. However, few studies have also included the male viewpoint. Therefore compares how feelings of guilt, resulting from work‐family conflicts, differ or are similar between husbands and wives and can aid in the counselling of employees in the workplace who are troubled with guilt. The effective counselling of the human resource in today′s organization is a must. The effective utilization of individuals in organizations thus requires a better understanding of the effect of guilt on their personal perceptions, motivations, and behaviours.