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The number of people being identified as non-binary and genderqueer (NBGQ) is rapidly increasing, but the literature offers scant guidance for organisations aiming to offer these workers an inclusive environment in which they feel that they belong. This study explores how the positive experiences of NBGQ individuals contribute to their sense of belonging in the workplace.

In-depth, semi-structured interviews were conducted with five participants, exploring their positive experiences of belonging at work and the data were analysed using interpretative phenomenological analysis (IPA).

Three higher-order themes were created: allowing authenticity; social support and creating inclusive culture. Findings from this study suggest that NBGQ authenticity, perceived colleague social support and the proactive creation of inclusive organisational cultures interact to develop a sense of belonging for NBGQ individuals in the workplace.

Empirical studies on the experiences of non-binary people at work are almost non-existent. Existing research predominantly explores the negative experiences of NBGQ individuals as a subset of a transgender demographic. This article focuses specifically on the experiences of NBGQ workers and thus contributes to filling this gap in the literature.

The importance of workplace inclusion continues to gain scholarly acclaim. However, in reality, many employees choose to ostracize their colleagues post workplace relationship strife. With this notion the present study aims to delve into the intricate linkages between workplace relationship conflict (WRC) and employee ostracism behavior (EOB), exploring the serial mediating roles of relational identification (RI) and emotional energy (EE). Additionally, the study examines the potential moderating effect of perceived forgiveness climate (PFC) to understand how forgiveness climate may serve as a boundary condition in shaping these crucial relationships.

The analysis utilized five-wave time-tagged data collected from 228 employees through scenario and survey methods. The Hayes PROCESS Macro was employed to examine the proposed hypotheses.

The results indicate a positive influence of WRC on EOB. Additionally, RI and EE sequentially mediate the relationship between WRC and EOB. Furthermore, PFC moderates the serial mediation process (RI and EE) between WRC and EOB as well as the adverse effects of WRC on RI.

Grounded in the theoretical framework of conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, the present study offers new insights. By establishing the complicated interplay of RI and EE between WRC and EOB along with the moderating role of PFC, the study extends the understanding of the mechanisms involved, providing a more comprehensive perspective. By shedding light on these complicated interconnected links, the study paved the way for positive social dynamics at work.

This study aims to identify and theorize the conditions affecting the formation of librarians’ knowledge-hiding behaviour in academic libraries.

This study is a qualitative research based on the grounded theory approach. The data collection method involved in-depth, semi-structured interviews. The data was analysed using the MAXQDA software in three stages: open, axial and selective coding. The study included 22 faculty members and experienced librarians from academic libraries. The participants were selected using a combination of targeted and snowball sampling techniques.

The study yielded 96 open codes, 24 axial codes and 18 selective general codes related to the axial category of knowledge hiding (KH). The librarians’ KH axial coding paradigm pattern was developed in an academic library setting. The study also highlighted some general consequences of KH in academic libraries, such as lobbying and creating knowledge rents, deterioration of organizational relationships and interactions, reducing the competitive advantage of academic libraries and hindering individual and organizational learning.

This study has made a valuable contribution to the identification and explanation of the factors that affect KH. In addition, it has filled a research gap within the library and information science (LIS) field. The findings of the study may offer managers new strategies for addressing the occurrence of KH in academic libraries, and they also add to the existing literature on knowledge management in LIS.

This article adds to the existing literature by identifying persistent sociocultural norms that influence organizational culture as facilitators of gendered microaggressions experienced by women in the workplace.

Data were obtained from 25 women employees in the Indian banking and finance sector following an unstructured interview. Grounded theory was utilized to establish that organizational culture, which in turn is reinforced by gender microaggressions, contributes to its prevalence.

Gender microaggressions manifest in the form of Alienation, Opportunity Denial, Invisible Restrictions and Sexual Innuendos. The relationship between organizational culture and gender microaggressions is cyclical, reinforcing and strengthening each other.

This is the first study on gender microaggressions to be conducted in the banking and finance sector.

The pandemic has necessitated employees to work virtually due to mandatory work-from-home setup. Since every employee is not comfortable working online owing to their individual differences which impact performance, thus, it is essential to identify individual characteristics governing performance. As per conventional theories, cognition and metacognition have a significant impact on employee performance, and the key to performance in a collaborative online environment also is metacognition. However, this has been scarcely explored in the context of virtual workspace. This study, therefore, empirically investigates the influence of metacognition and its sub-domains on employees' virtual performance given the challenges they face in a virtual work environment.

The cross-sectional study used a purposive sampling technique for data collection. Data collected from 534 professionals with high and low levels of metacognitive ability is analysed using univariate analysis to ascertain whether metacognitive ability helps employees deal with challenges associated with virtual work environments and perform better.

Results confirm a significant relationship between the level of metacognitive ability and virtual performance. Further, the findings also confirm the interaction effect of the level of metacognitive ability and challenge of maintaining work and non-work boundaries and the need for the physical presence of team member/s in predicting virtual performance.

This study is the first empirical attempt to examine the linkage between metacognitive ability and performance among professionals in the context of post-pandemic virtual work environment and challenges.

This paper aims to nuance the understanding of hazing’s negative impact on newcomers.

Data were collected through a qualitative interview study of recently employed nurses’ (n = 19) and nursing students’ (n = 42) hazing experiences and analysed through reflexive thematic coding.

The analysis uncovered two themes relating to hazing’s normative harm on newcomers’ professional self-image: “Being denied a voice” and “Being infantilised.”

This paper challenges the two-dimensional challenge-hindrance framework for elucidating the individual consequences of hazing and suggests adding threat stressors.

This paper aims to identify why hotel employees in the Egyptian context accept the extreme job duties resulting from hosting too many mega sporting events and what outcomes they experience as a result.

The empirical data is based on semi-structured interviews with 36 hotel employees working in reservations, front desk and events management roles in four 4-star hotels located in Cairo, the capital of Egypt. Thematic analysis was subsequently used to determine the main ideas in the interview transcripts.

The findings show that hotel employees accept the extreme job duties resulting from hosting mega sporting events for the following four reasons: linking pay with performance, difficulty finding alternative jobs, proving their occupational identity and being subject to patriotism. Furthermore, this paper highlights that the engagement of hotel employees in extreme work conditions during such mega-sporting events might be detrimental to their mental health, resulting in increased cronyism and gender bias among them.

This paper is a pioneering study to specifically investigate how hosting mega sporting events influences the extremity of work conditions for hospitality sector employees. Prior studies (to the best of the authors’ knowledge) have not theorised and empirically analysed this specific topic, especially in under-researched settings, such as developing countries in the global south.

This study aims to investigate the impact of dissimilarity perceptions, specifically related to religious identity and socioeconomic class, on identity disclosure behavior within the workplace. It also explores the relationship between disclosure behavior and perceptions of workplace ostracism. The study further examines the moderating roles of psychological safety climate and diversity-focused human resource (HR) practices in these dynamics.

Using quantitative methods, this confirmatory study analyzes the relationships between dissimilarity perceptions, identity disclosure behavior, workplace ostracism perceptions, psychological safety climate and diversity-focused HR policies. Hypotheses are tested to understand the effects of these variables in the workplace context.

The findings reveal that subjective dissimilarity perceptions are negatively associated with identity disclosure behavior. In addition, disclosure behavior is positively linked to perceptions of workplace ostracism. Surprisingly, the study finds that the psychological safety climate moderates the relationship between dissimilarity perceptions and identity disclosure behavior, showing a positive relationship when psychological safety climate perceptions are high. Furthermore, perceptions of diversity-focused HR policies moderate the relationship between disclosure behavior and perceptions of workplace ostracism, indicating a weakened relationship when diversity-focused HR practices are perceived as stronger.

This study contributes to the understanding of workplace diversity, inclusion and management by emphasizing the role of subjective dissimilarity perceptions, identity disclosure behavior and workplace ostracism. It explores the moderating influence of psychological safety climate and diversity-focused HR practices, offering valuable insights for both theory and practical strategies in the context of diversity management.

Knowledge-hiding behavior can lead to adverse consequences for individuals and organizations. Therefore, the purpose of this study is to examine the relationship between personality traits, knowledge-hiding behavior and job performance in the banking sector in Vietnam.

This study used a quantitative approach to test the proposed research model using a linear structural modeling method. Data were collected from 291 employees working in commercial banks in Vietnam using a direct survey instrument.

The conscientiousness personality trait exhibits a negative relationship with explicit knowledge-hiding behavior but demonstrates a positive association with tacit knowledge-hiding behavior. Openness to experience is negatively correlated with both explicit and tacit knowledge-hiding behaviors. Explicit knowledge-hiding behavior is negatively related to job performance, whereas tacit knowledge-hiding behavior has a positive relationship with job performance. Knowledge-hiding behavior played an intermediary role in the relationship between conscientiousness and job performance.

The extent to which employees engage in knowledge hiding depends on whether the knowledge is explicit or tacit. The impact of knowledge hiding on job performance is contingent upon the nature of hidden knowledge, whether explicit or tacit, and can either diminish or enhance job performance.

Organisations increasingly rely on professional interim managers (PIMs), i.e. independent contractors who perform managerial work. These managers, who are usually very experienced and skilled, could help organisations drastically improve their performance. However, research has found that they often fail to do so, indicating that PIMs face unique on-the-job challenges that challenge their capability to be effective managers. In the study reported in this paper, I explored PIMs’ on-the-job challenges and how they overcome them. To better understand the various on-the-job challenges, I developed the concept of the liability of outsiderness.

I applied an exploratory approach and conducted 32 interviews with 21 PIMs.

I uncovered three on-the-job challenges common and unique to PIMs – communicating the contract status and contract period, being quick off the mark and attaining power – and the ways they overcome these challenges.

This paper reports findings and theory that provide several valuable guidelines for practitioners involved with interim management.

Interim management has received little scholarly attention despite its increasing relevance. Empirical research, particularly on PIMs in executive positions, is lacking. This leaves us with little evidence to base our theories and guidelines for interim management. The study reported in this paper adds novel insights to an under-researched but important field of management. The study also introduces the liability of outsiderness concept, which holds much promise for future studies of interim management.