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The fear of the pandemic, confinement at home and the need to work created a unique situation. The pandemic catalyzed work-from-anywhere practice by adopting information and communication technologies (ICT) across all industries. While ICT saved organizations, it increased technostress among the workforce. A better understanding of the adverse effects of ICT usage might enable organizations to manage the mental well-being of the workforce. While technostress is gaining increasing interest, scholarly work investigating the dimensions of technostress and its impact on creating stress across various employee demographics and industry types is missing. Contrary to the prevalent assumptions, the authors theorized and tested the adverse moderation effect of the home-work interface on the linkage between technostress dimensions and stress. This paper aims to discuss the aforementioned objective.

The study captures dimensions of technostress and the resulting stress at work using a survey-based analysis of 881 working employees in India, representing multiple industries and functions.

The study indicates that techno-overload, techno-complexity and techno-invasion significantly impact employees during the pandemic. The authors further found that the home-work-interface is a powerful factor in understanding the complex linkage between dimensions of technostress and its outcomes.

Based on the Conservation of Resources Theory and the Job-Demand-Resources model, this study highlights the adverse impact of this trend on employee well-being. However, the study suffers from a cross-sectional research design. The technostress research has focused primarily on static, at-premise environments and mostly on high ICT usage industries. Due to the pandemic, it has neglected the impact of various technostress dimensions across employee cohorts subjected to rapid technology-enabled working. Further, most studies focus on the voluntary choice of remote work. Employees struggle with the unexpected and involuntary shift to technology-enabled remote work. This study contributes to the literature by examining the consequences of technostress in the context of non-voluntary remote work. Contrary to prevailing assumptions, this study highlights the adverse effect of organizational home-work interface in influencing ICT-created stress.

The increasing use of ICT enables telecommuting across the workforce while increasing organizational productivity. Due to the pandemic, these trends will likely change the future of work permanently. To minimize employee stress, practitioners need to reconsider the dimensions of technostress. Further, the study cautions against the prevalent interventions used by practitioners. While practitioners facilitate a home-work interface, it could have adverse consequences. Practitioners may consider the adverse consequences of home-work interface while designing organizational policies.

This study during the pandemic is crucial as research forecasts the likelihood of other cataclysmic events, such as future pandemics and political or climate change events, which may sustain technology-driven remote work practices and remain a feature of the future workplace. Hence understanding the implications of the dimensions of technostress would help organizations and policymakers to implement necessary interventions to minimize employee stress.

The present study examines the dimensions of technostress across multiple industries and job functions in an emerging market marked by a high economic growth rate and an Eastern cultural context. This study presents the dark side of excessive ICT adoption and indicates how organizations and HRM practices can help mitigate some of these effects.

This study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.

To test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.

The results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.

The study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.

The study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.

The present study examines the effect of supervisor incivility on service employee creativity and the mediating mechanism of negative affect state on the said relationship with the aid of Affective Events Theory (AET) and Social Power Theory. Additionally, the study explores the mitigating role of core self-evaluation in the dual stage of the moderated mediation model.

Survey data were collected from 420 frontline employees working in four-star and five-star hotels across India and PROCESS macro in SPSS 23.0 was employed to test the hypotheses proposed in the study.

The study findings observe that frontline employees experiencing supervisor incivility face a negative affect state and it further diminishes service employee creativity. Also, the indirect effect gets attenuated at dual stages when frontline employees are equipped with a high level of core self-evaluation.

The study findings provide various insights to the managers to understand the deleterious effect of supervisor incivility at work and to develop interventions to manage supervisor incivility and the negative affect state among frontline hotel employees.

The present study is the first and unique attempt to investigate the role of supervisor incivility experienced by frontline hotel employees in India with reference to their creativity towards customers and mediating mechanism of negative affect state. The study adds value to the literature by establishing the role of core self-evaluation in the moderated mediation model. Further, the study also provides a unique contribution to the management of frontline hospitality employees.

This study aims to test the market anomaly of herding behavior driven by the response to supply chain disruptions in extreme market conditions such as those observed during COVID-19. The authors empirically test the response of the capital market participants for B2B firms, resulting in herding behavior.

Using the event study approach based on the market model, the authors test the impact of supply chain disruptions and resultant herding behavior across six sectors and among different B2B firms. The authors used cumulative average abnormal returns (CAAR) and cross-sectional absolute deviation (CSAD) to examine the significance of herding behavior across sectors.

The event study results show a significant effect of COVID-19 due to supply chain disruptions across specific sectors. Herding was detected across the automotive and pharmaceutical sectors. The authors also provide evidence of sector-specific disruption impact and herding behavior based on the black swan event and social learning theory.

The authors examine the impact of COVID-19 on herding in the stock market of an emerging economy due to extreme market conditions. This is one of the first studies analyzing lockdown-driven supply chain disruptions and subsequent sector-specific herding behavior. Investors and regulators should take sector-specific responses that are sophisticated during extreme market conditions, such as a pandemic, and update their responses as the situation unfolds.

Pregnant employees experience considerable interpersonal discrimination. This study explores the range of possible reactions of observers to pregnancy self-disclosure, interpersonal discrimination and various allyship interventions, and the attentional processes that lead to those reactions. Consequently, it uncovers socio-cognitive processes underlying support for and backlash toward pregnancy in the workplace.

This study used a thought-listing technique to explore observers’ spontaneous thoughts related to pregnancy. Working adults were randomly assigned to read through one of the six scenarios depicting pregnancy self-disclosure, interpersonal discrimination and male allyship interventions (i.e. stating the organization’s anti-discrimination policy, confronting the transgressor by calling out sexism, pivoting the conversation to highlight the strengths of the pregnant employee and a hybrid intervention combining highlighting strengths and confrontation) after which participants listed the top three thoughts that came to their mind (1,668 responses). Responses were thematically analyzed to explore spontaneous reactions toward the pregnant employee, transgressor and ally in the scenario.

Surprisingly, across all scenarios, the most sexist thoughts emerged during pregnancy self-disclosure, even in the absence of any transgression. After a transgression occurred, any allyship intervention was better than none in eliciting lesser sexist backlash against the pregnant employee. Stating the organization’s anti-discrimination policy was most beneficial for the pregnant employee in eliciting the least sexist backlash but at the cost of generating unfavorable impressions of the ally. Calling out the transgressor’s bias elicited the most sexist backlash toward the pregnant employee, yet it created favorable impressions of the ally. In contrast, highlighting the strengths of the pregnant employee created the most favorable impression of the ally while eliciting a few sexist thoughts about the pregnant employee. Overall, the hybrid intervention was the most effective at balancing the competing goals of generating support for the pregnant employee, creating favorable impressions of the ally, as well as holding the transgressor accountable.

This study demonstrates that the type of allyship intervention critically redirects the attentional focus of observers to certain aspects of a discrimination episode and relevant schemas which can generate support or backlash toward targets, transgressors and allies, thereby advancing or obstructing equity and inclusion in organizations.

This study aims to highlight the moderating role of perceived organizational, supervisory and coworker’s support in weakening the negative relationship between fear of pandemic (FOP) and employee’s engagement in the Asian organizations. Furthermore, this study also aims to explore the role of employees’ engagement as an intervening mechanism, which mediates the relationship between FOP and employee’s performance in an Asian postpandemic context.

Based on extensive review of recent literature and sound theoretical reasoning, the authors have developed a comprehensive conceptual framework (with related theoretical propositions) which provides clear guidelines as to how Asian Business Managers/organizations can minimize the adverse effect of the employee’s fear triggered by the pandemic at the workplace and how provision of effective and timely organizational/interpersonal support (i.e. organizational, managerial and coworkers level support) can help Asian Managers address various workplace challenges created by the pandemic moving forward. This study has further validated the proposed conceptual framework and related theoretical propositions by conducting an in-depth bibliometric analysis and by developing clusters of the co-occurrences based on most recent/ relevant literature published in the area.

This study advances the knowledge in the areas of FOP and organizational support in particular. A comprehensive review of the literature clearly indicates how effective organizational, supervisory and peer support mechanism can help Asian Business Managers in alleviating the negative impact of the FOP on various employee level outcomes such as employees “engagement and performance” and how it can help Asian firms in addressing the associated challenges while working in a postpandemic context. Later on, an in-depth bibliometric analysis of the literature has revealed emerging knowledge patterns in the field and has indicated several key gaps in the existing literature which further confirms the theoretical framework and the propositions related thereto.

Though several researchers have previously examined the fear created by COVID-19 at workplace, relatively fewer researchers have tried to link it up with employees’ level of involvement/ engagement at workplace. Even fewer researchers have tried to examine the vital role that organizational, managerial and peers support can play in minimizing the adverse effects created by pandemic-induced fears for employees’ productivity and performance in an Asian workplace context. Furthermore, hardly any efforts have been made to look at this popular notion of employees’ engagement as an intervening mechanism which carries a significant potential to mediate the relationship between FOP and employees’ job performance. This study aims to bridge all these gaps by integrating the two main streams of knowledge together, i.e. Four Horsemen of Fear and Organizational Support theory. Based on strong theoretical reasoning, an in-depth review and a bibliometric analysis of the relevant literature, the authors have developed a comprehensive conceptual framework which explains how various levels of support may interact with FOP to predict different levels of employees’ engagement in a contemporary Asian workplace and how this in turn may impact employees’ job performance while at work.

This study acknowledges the existing digital divide in India, particularly for marginalised populations, and highlights the need for exceptional attention to address their unique needs, challenges and demands. Although previous research and policies have primarily focused on physical access and internet skills, this study shifts the focus to the outcomes of internet use. By understanding how older adults in marginalised communities incorporate the internet into their daily routines, this study aims to contribute to the development of an operational framework that charts the disadvantages of the digital divide.

The study draws from Helsper’s (2015) internet outcomes framework to identify the outcomes that older adults can derive from being online. By using a qualitative approach, the study seeks to understand how educational and economic backgrounds influence internet usage among older adults and how this can promote advantageous internet use.

The findings indicate that highly educated individuals are more likely to experience positive outcomes across various societal domains than their less educated counterparts. However, it was observed that the highly educated participants also try to limit the impact of internet use on their personal lives by intentionally disconnecting from the internet whenever possible.

By offering programmes and interventions to encourage internet use and improve digital skills, as well as by enhancing digital accessibility and incentive systems, the government should go forward with its plan to close the outcomes gap in internet use among older adults. For policymakers, it turns the spotlight on creating an environment conducive to the digital inclusion of older adults, consistent with sociocultural structures.

This study contributes to understanding the nuanced dynamics of internet use among older adults, shedding light on the role of educational background and sociocultural factors in shaping internet outcomes. It highlights the need to consider qualitative approaches in digital inequality research to capture the complexities underlying the digital divide.

COVID-19 has had various effects on women’s labour supply worldwide. This study investigates how women’s labour market outcomes in the MENA region have been affected by the stringency of governments’ COVID-19 responses and school closures. We examine whether women, particularly those with children at young age, reduced their labour supply to take care of their families during the pandemic.

To investigate whether having a family results in an extra penalty to women’s labour market outcomes, we compare single women to married women and mothers. Using the ERF COVID-19 MENA Monitor Household Surveys, we analyse the key conditions underlying women’s labour market outcomes: (1) wage earnings and labour market status including remaining formally employed, informally, unpaid or self-employed, unemployed or out of the labour force and (2) becoming permanently terminated, being suspended, seeing a reduction in the hours worked or wages, or seeing a delay in one’s wage payments because of COVID-19. Ordered probit and multinomial logit are employed in the case of categorical outcomes, and linear models for wage earnings.

Women, regardless of whether they have children or not, appear to join the labour market out of necessity to help their families in the times of crisis. Child-caring women who are economically inactive are also more likely to enter the labour market. There is little difference between the negative experiences of women with children and child-free women in regard to their monthly pay reduction or delay, or contract termination, but women with children were more likely to experience reduction in hours worked throughout the pandemic.

These findings may not have causal interpretation facilitating accurate inference. This is because of potential omitted variables such as endogenous motivation of women in different circumstances, latent changes in the division of domestic work between care-giving and other household members, or selective sample attrition.

Our analysis explores the multiple channels in which the pandemic has affected the labour outcomes of MENA-region women. Our findings highlight the challenges that hamper the labour market participation of women, and suggest that public policy should strive to balance the share of unpaid care work between men and women and increase men’s involvement, through measures that support child-bearing age women’s engagement in the private sector during crises, invest in childcare services and support decent job creation for all.

Although event industry employees are predominantly female, there is a critical scarcity of women in leadership roles. Like other industries worldwide, women in the events industry experience several barriers to leadership roles. The unique characteristics of the events industry exacerbate these barriers and have led to more women leaving the company or even the industry. This study aims to investigate the impact of leadership barriers, including the perception of a glass ceiling and the importance of leadership skills in promotion decisions on career satisfaction, work-family conflict and turnover intention of employees in the events industry.

Data was collected from members of an international event association, and 427 responses were analyzed using partial least squares structural equation modeling.

Findings suggested the perception of a glass ceiling and the importance of leadership skills in promotion can impact career satisfaction, work-family conflict and turnover intention of employees in the events industry.

This study extends the scope of research on leadership barriers beyond assessing their causes by analyzing their outcomes in the event industry. To the best of the authors’ knowledge, this study is one of the first in event research and the broader hospitality industry to consider the perceptions of male and female employees regarding leadership barriers by using a foundation of the social role theory.

This study examines how potentially irresponsible banking operations affect organisational reputation. A moderated mediation model is applied to explain how major aspects of social irresponsibility affect the relationship between consumer awareness of allegedly irresponsible operations, blame and bank reputation. The empirical context is the Swiss franc mortgage crisis that affected the banking industry in most Central and Eastern European countries.

The research study uses data collected from a large survey (N = 1,000) conducted among Polish bank consumers, including those with mortgage loans in Swiss francs. To test the proposed model, the authors use Hayes' process macro.

The findings show that blame fully mediates the effects of corporate social irresponsibility (CSI) awareness on organisational reputation. Three facets of social irresponsibility moderate this relationship. Specifically, the perceived harm and intentionality of corporate culprits cause people to be more likely to blame a bank for the difficulties posed by indebted consumers. At the same time, the perceived complicity of consumers in misselling a mortgage reduces the level of blame and its subsequent adverse effects on bank reputation.

Although a strong reputation is crucial in the financial industry, few studies have attempted to address reputational risk from a consumer perspective. This study helps to understand how potentially irresponsible selling of a financial product can adversely affect a bank's reputation.