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This study aims to investigate the effect of servant leadership on employee organizational identification and career satisfaction through the mediating lens of leader-member-exchange (LMX). Furthermore, this study also examines whether perceived organizational support (POS) strengthens the positive effect of servant leadership on LMX and subsequently, on employee organizational identification and career satisfaction.

Survey data were collected from 314 respondents working in hotels in United States of America (USA). Structural equation modeling (SEM), hierarchical moderation analysis and bootstrapping were used to test the study hypotheses.

Servant leadership was found to positively influence employee organizational identification and career satisfaction. Further, analysis revealed that LMX partially mediated the positive relationship between servant leadership and employee career satisfaction and fully mediated the positive relationship between servant leadership and organizational identification. However, although POS moderated the indirect relationship between servant leadership and employee’ career satisfaction, it did not moderate the indirect relationships between servant leadership and organizational identification.

This study provides insight into the nexus of servant leadership and organizational support in hospitality industry to foster the employee organizational identification and career satisfaction which are extremely needed for competitive advantage in hotel industry.

This study addresses recent calls for future researchers to investigate the important of servant leadership in the hospitality industry.

Research has started exploring how brand heritage perceptions affect people. However, little attention has been paid to the underlying mechanisms and the link between brand heritage and relational outcomes. This study aims to integrate research on brand heritage with the stereotype-content model (SCM) to offer a novel explanation of why and when consumers identify with heritage brands.

Two quasi-experimental studies with consumers in Germany (N = 312 and N = 300) focus on multiple real brands to test the mediating roles of warmth and competence. Given the central role of anthropomorphism in brand applications of the SCM, two corresponding variables are examined as moderators, one relating to the brand (brand anthropomorphism) and the other relating to the individual (a person’s feeling of loneliness). Category involvement, state anxiety, brand familiarity, past orientation and consumer age are included as controls.

The findings indicate that warmth and competence mediate the brand heritage consumer–brand identification relationship. In addition, they highlight the moderating role of brand anthropomorphism and loneliness.

This study offers a novel process explanation for how brand heritage perceptions influence consumer–brand relationships, contingent upon loneliness and anthropomorphism.

The findings help marketers better understand how and when warmth and competence transmit positive brand heritage effects, resulting in more favorable responses.

To the best of the authors’ knowledge, this work is among the first to adopt a stereotype-content and anthropomorphic perspective on consumer responses to brand heritage perceptions.

This paper aims to compare the wear behavior, surface roughness, friction coefficient and volume loss of high-velocity oxy-fuel (HVOF) sprayed WC–Co and WC–Cr₃C₂–Ni coatings on AISI 1095 steel with spraying times of 10 and 15 s.

In this study, the pin-on-disc testing technique was used to evaluate the wear characteristics at a speed of 0.24 m/s, load of 40 N and test time of 60 min under dry conditions at room temperature. The wear characteristics were examined and analyzed by scanning electron microscopy and energy dispersive X-ray spectroscopy. The surface roughness of a coated surface was measured, and microhardness measurements were performed on the cross-sectioned and polished surfaces of the coating.

Spraying time and powder material affected the hardness of HVOF coatings due to differences in the porosity of the coated layers. The average hardness of the WC–Cr₃C₂–Ni coating with a spaying time of 15 s was approximately 14% higher than that of the WC–Cr₃C₂–Ni coating with a spraying time of 10 s. Under an applied load of 40 N, the WC–Co coating with a spraying time of 15 s had the lowest variation in the friction coefficient compared with the other coatings. The WC–Co coating with a spraying time of 10 s had the lowest average and variation in volume loss compared to the other coatings. The WC–Cr₃C₂–Ni coating with a spraying time of 10 s exhibited the highest average volume loss. The wear features changed slightly with the spraying time owing to variations in the hardness and friction coefficient.

This study investigated tribological performance of WC–Co; WC-Cr₃C₂-Ni coatings with spraying times of 10 and 15 s using pin-on-disc tribometer by rotating the relatively soft pin (C45 steel) against hard coated substrate (disc).

This study aims to assess the effect of job insecurity, customer incivility and work–life imbalance on Lebanese bank employee workplace well-being (EWW), while investigating the moderating role that positive and negative affect might have.

Quantitative data was collected from 202 respondents and analyzed using structural equation modeling system through IBM SPSS and AMOS.

Results revealed that each of the independent variables has a negative, statistically significant effect on Lebanese bank EWW. The positive affect and the negative one are shown to have a moderating effect that lessens and boosts, respectively, these negative effects.

The study adds to the literature on EWW while highlighting the high-power distance and collectivist society that the research took place in.

Limitations include the sample size that was hoped to be larger, in addition to the self-reporting issue and what it entails in the data collection process.

The study has many practical implications, including the validation of a questionnaire in a developing Arab country, hence providing a reliable tool for researchers. HR specialists should lean toward applicants with positive affect, ensuring that their workplace is occupied by members with enhanced resilience. Furthermore, employers should support their employees’ professional growth, thus, boosting their employability during turmoil and consequently making them less vulnerable in times of economic recession.

The study’s unique context, depicted in the harsh economic and financial crisis, makes the findings on EWW of a high value.