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Drawing on self-determination theory, a person-centered approach was used to investigate how the satisfaction and frustration of the basic psychological needs of autonomy and competence produce adaptive vs maladaptive consumer behavior during the online shopping experience.

We collected questionnaire data from 1,399 respondents engaged in online shopping, including 65% females with an average age of 29.9. Latent profile analysis tested the hypotheses, using Mplus 8.3.

The online shopping experience sometimes satisfies and sometimes frustrates consumers’ basic psychological needs for autonomy and competence. This research used latent profile analysis to identify two profiles of the online shopping experience: “satisfied-dominant” and “moderately satisfied/frustrated.” Online shoppers who experienced only need satisfaction showed adaptive consumer behavior in terms of positive word-of-mouth and high loyalty, while online shoppers who experienced both moderate need satisfaction and frustration showed maladaptive consumer behavior.

An online shopping experience of need satisfaction vs frustration explains consumers’ adaptive vs maladaptive behavior. Specifically, when online shoppers experience only autonomy and competence need satisfaction, they engage in positive word-of-mouth and show high loyalty.

Programming education is being rapidly transformed by generative AI tools and educators must determine how best to support students in this context. This study aims to explore the experiences of programming educators and students to inform future education provision.

Twelve students and six members of faculty in a small technology-focused university were interviewed. Thematic analysis of the interview data was combined with data collected from a survey of 44 students at the same university. Self-determination theory was applied as an analytical framework.

Three themes were identified – bespoke learning, affect and support – that significantly impact motivation and learning outcomes in programming education. It was also found that students are already making extensive use of large language models (LLMs). LLMs can significantly improve learner autonomy and sense of competence by improving the options for bespoke learning; fostering emotions that are conducive to engendering and maintaining motivation; and inhibiting the negative affective states that discourage learning. However, current LLMs cannot adequately provide or replace social support, which is still a key factor in learner motivation.

Integrating the use of LLMs into curricula can improve learning motivation and outcomes. It can also free educators from certain tasks, leaving them with more time and capacity to focus their attention on developing social learning opportunities to further enhance learner motivation.

To the best of the authors’ knowledge, this is the first attempt to explore the relationship between motivation and LLM use in programming education.

Drawing upon the needs–supplies fit theory, this study aims to examine how the expected and perceived algorithmic autonomy support (AAS) influences platform workers’ work stress and incivility, with a focus on the moderating role of self-direction.

Using data collected from 422 platform workers in China through multiple waves, the model is tested through polynomial regression and response surface analysis.

The results indicate that a mismatch between expected and perceived AAS is associated with higher levels of incivility among platform workers, and this relationship is mediated by work stress. These findings are particularly salient when self-direction is emphasized.

This study suggests that a universally high level of AAS may not necessarily reduce workers’ stress and incivility. Instead, it is important for platforms to ensure that their workers’ expectations of autonomy support are met and for workers to be given the space to exercise self-direction.

Previous studies have highlighted the need to pay attention to workers in mobile and ambiguous environments, and this study adds to this literature by focusing specifically on platform organizations and workplaces. This study provides valuable insights into the relationship between AAS, work stress and platform workers’ incivility.

To investigate the mediating role of work engagement (WE) between job autonomy and cyberloafing and the moderating effect of mindfulness on the linkage between work engagement and cyberloafing.

This study was conducted using an online questionnaire survey. Data were gathered from 266 full-time working professionals in India. Hierarchical regression analysis and, SPSS PROCESS version 4.0 (model 14) were employed to analyze the mediated moderation effect.

Results showed that job autonomy reduced cyberloafing of employees through WE and the mediation effect was stronger when employees were high on mindfulness.

Results indicate that job autonomy and mindfulness have a considerable impact on employee cyberloafing behavior. Organizations seeking to reduce employee cyberloafing behavior could benefit by considering job autonomy as well as supporting employee mindfulness.

This study adds to the understanding of cyberloafing antecedents particularly, the role of job autonomy and WE. Additionally, it examines how mindfulness self-regulates with regard to cyberloafing and contributes to the growing body of mindfulness research and its impact on counterproductive behavior at work.

This study synthesises the self-determination theory (SDT), expectation-confirmation model (ECM), and protection motivation theory (PMT) to formulate an integrated theoretical framework that elucidates the process of shaping the intention to continue using facial recognition payment (FRP) under the conditional impact of perceived technology security.

Data from 667 Beijing Winter Olympics visitors with FRP experience were collected through an online survey and analysed using variance based-structural equation modelling (VB-SEM).

This study reveals that the intention to continue using FRP evolves through three key stages. Initially, in the expectation stage, the multidimensional concept of artificial autonomy (sensing, thought, and action), which is underpinned by self-determination, is pivotal, strongly influencing perceptions of service enhancement and fostering trust in FRP. Subsequently, the confirmation stage underscores the importance of perceived service enhancement and trust as vital drivers in maintaining FRP usage, while also contributing to subjective well-being. Crucially, perceived technology security emerges as a key moderating factor, enhancing positive perceptions and intentions towards FRP, thus influencing its sustained adoption.

This study stands out by revealing the nuanced interplay between artificial autonomy and user perceptions, particularly concerning service enhancement, technology security, and trust, as they influence well-being and the continued adoption of FRP. Robustly grounded in the integrated theoretical framework of SDT, ECM, and PMT, the study’s findings are critical for comprehending the core elements and specific drivers that promote sustained FRP use, especially as we consider its potential widespread implementation. Therefore, this study not only advances theoretical understanding but also offers practical guidance for optimising FRP deployment strategies in a rapidly evolving technological landscape.

The paper aims to explore the sided challenges facing the accounting profession in an advanced digitalised future where humans and robots will collaborate in working teams.

Employing a qualitative approach, the paper conducts a reflexive thematic analysis to identify challenges and associated socio-ethical risks of digitalisation; it then introduces an ethical decision-making model aimed at addressing these challenges.

Key professional accountants’ (PAs) sided challenges refer to autonomy, privacy, balance of power, security, human dignity, non-maleficence and justice, each of them possessing multifaceted dimensions that are interconnected dynamically to create a complex web of socio-ethical risks.

The ethical decision-making pathways corresponding to each detected challenges provide a useful reference and guideline for PAs in the digitalised future of the profession.

Using an anthropocentric perspective, the research addresses the sided challenges of accounting profession’s accelerated digitalisation; it contributes to fostering accountability and legitimacy of the accounting profession which serves the public interest.

By innovatively intertwining ethical positions with decision-making pathways, the paper offers a potential solution to address digitalisation’s sided challenges that might interfere with practitioners’ professional judgement and identity.

Warehouses are under pressure to operate as efficiently as possible. In pursuit of attaining high efficiency in the order picking process, the warehouse manager must take several planning decisions, typically supported by a central planning system. However, highly centralised work erodes the autonomy of warehouse workers, interfering with worker well-being and productivity. This study holistically explores the impact of a work system with more decision autonomy for order pickers.

We conduct a unique field experiment in a real-world warehouse and use a within-subjects design to compare two work systems, one with worker autonomy and one without. 18 permanent employees participate in our study, in which we measure both psychosocial and physical well-being as well as productivity. Post-experimental interviews are conducted to delve deeper into the observed effects.

Our study illustrates that involving order pickers in operational decisions can benefit their job satisfaction and motivation without compromising productivity. Although we fail to find significance at the conventional level (α = 0.05), we do find marginally significant effects of our treatment on physical well-being aspects. Furthermore, our intervention invoked a highly positive user experience.

We show that slightly loosening tight process control results in organisational and individual benefits without endangering smooth operational flows. The warehouse in this paper acknowledged this and decided to permanently work according to this philosophy.

This study is the first to holistically explore the effects of a participatory work setting in a real-world warehouse.

This paper seeks to understand users' perceptions of their experiences in mobile applications (apps) with gamified loyalty programs (GLPs) that use rewards as the primary engagement vehicle. The research focuses particularly on the motivations to further interact with GLPs and the motivational changes occurring after successive interactions.

The authors conducted weekly open qualitative interviews over a month (four rounds of interviews) with five Portuguese active users of the mobile app Yorn Shake It, from Vodafone, which is a relevant case study to illustrate GLPs in mobile apps.

Participants' motivations to interact with the mentioned GLP are shaped by the reward incentive and users' perceptions of the gamified interactive experience. Motivational changes occur regardless of the presence of external contingencies and depend on contextual changes or perceived results of the gamified experience. This means that rewards also satisfy intrinsic needs, but users may remain connected to the system as long as fun experiences are provided without exhausting perceptions. Also, motivation may turn to reward contingencies when the challenge becomes boring.

This is the first qualitative study explaining the perceptions of gamified experiences after continued participation, extending knowledge about the importance of a fair balance between the value and achievement of rewards and the entertainment of the challenge provided after continued exposure. The findings provide insights to GLP marketing managers and developers to better engage target audiences according to their needs and past experience, creating levels of challenges and fair rewards to maintain motivation and prevent abandonment after continued exposure.

This study aims to explore the impact of psychosocial entitlement on workplace deviance, particularly in contexts marked by increased job autonomy. Additionally, this study delves into the organizational factors, including perceived support and justice, which play a crucial role in this dynamic.

Applying social exchange theory (SET), this study contends that fostering a fair and supportive workplace can deter entitled employees from workplace deviance. This study used time-lagged, multi-source data to analyse the interplay between psychological entitlement and workplace deviance in the presence of job autonomy and to assess the influence of perceived organizational justice and support. This study’s analysis uses SmartPLS for partial least square-structural equation modelling.

The study’s results indicate an elevated sense of entitlement among employees working autonomously and a heightened propensity for deviant behaviour when psychological entitlement increases. Yet, the data revealed moderating effects of perceived organizational support on the relationship between psychological entitlement and workplace deviance. A post hoc analysis found full mediation effects by psychological entitlement on the relationship between perceived organizational justice and workplace deviance.

To enhance organizational dynamics, management should prioritize promoting employee perceptions of organizational justice and support through impartial human resource policies, consistent policy implementation, initiatives such as virtual learning, improved mental health benefits and measurement tools for feedback on justice and support measures.

An essential theoretical contribution of this research resides in its extension beyond the conventional application of SET, traditionally associated with reciprocity in the workplace. This study showcases its effectiveness in elucidating the impact of psychosocial factors on reciprocity in organizational dynamics.

This study is aimed at decoding the impact of supportive leadership behavior (leader–member exchange [LMX]) on job satisfaction (JS) through the mediating role of the work–nonwork interface (work-to-nonwork conflict [WNC] and work-to-nonwork enrichment [WNE]), within the work-from-home context in India.

Multiphased data collected from 232 full-time working Indian dual-working parents (with one or more children) were analyzed using structural equation modeling.

Overall, the hypothesized model receives empirical support from the data. LMX positively influenced WNE and simultaneously negatively influenced WNC. WNE, in turn, positively impacted JS, and WNC negatively influenced JS. Results supported only the mediating role of WNE between LMX and JS but not WNC. Women reported greater JS than men, and respondents staying in a joint family reported decreased WNC.

The current study takes a multiphased, multidomain approach to understand the underlying mechanisms of leadership’s impact while working from home.

By adopting a tailored approach, organizations can ensure better alignment between employee goals and the desired outcomes of the organization. This entails considering extended family requirements and designing HR interventions and strategies that accommodate the specific challenges faced by dual-working parents.

This study helps to shed light on the sparsely researched arena of the role of leadership in the work-from-home context, more so for Indian dual-working households. Hence, it makes significant contributions to theory and practice.