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The purpose of this paper is to study the influence of cultural intelligence on employee engagement and constructive deviant behavior in the workplace. It also captures the moderating role of organizational support in the relationship between employee engagement and constructive deviance.

Data were collected through a questionnaire (n = 416) from hotel industry employees using a convenience sampling approach. The hypotheses were tested using structural equation modeling.

The results suggest that cultural intelligence has a significant positive relationship with constructive deviance, and employee engagement also mediates this relationship between cultural intelligence and constructive deviance.

Drawing on the findings of this study, we offer several practical implications for practitioners. We suggest that organizations should invest in training programs that may help employees increase their knowledge, skills and attitudes toward different cultures; in doing so, employees may develop a sense of inclusivity and appreciation for diverse cultures.

First, by concentrating on those working in the hotel industry, this study offers a more effective explanatory perspective on the social cognitive theory for future research. Second, this study explored hotel workers' constructive deviations, particularly in non-Western contexts.

The present study aimed to explore the socio-psychological linkages between perceived job insecurity, loneliness, social support, depression, and interpersonal misconduct among hotel workers during a global crisis. The primary motivation behind this research was the significant problem of increased occupational stress resulting from the negative consequences of the pandemic on all hotel employees, including frontline workers and management personnel. This study aimed to investigate the impact of the pandemic on occupational stress within the hotel sector.

This research obtained 269 original survey data from employees in the Indian hotel industry by distributing a questionnaire and employing a convenience sampling method. Subsequently, the data were examined using (SEM).

The research findings suggest that there is a positive correlation between interpersonal deviance and depression. Additionally, this study demonstrated that social support can alleviate loneliness but has no significant association with depression.

This study can help hotel managers create guidelines that address the perceived insecurity and psychological issues faced by employees.

By understanding the psychological position of their employees, hoteliers can implement strategies to mitigate the negative impacts of the pandemic on their workforces.

Over time, there has been a rise in deviant behavior among hotel employees. This scenario motivates researchers and practitioners to address the issue. The study aims to examine the influence of socio-psychological factors (abusive supervision, workplace ostracism, work-family conflict and emotional exhaustion) on workplace deviance (interpersonal and organizational deviation) in the hotel industry with the moderating effect of interpersonal justice and perceived organizational support.

We gathered data from 416 employees in the hotel industry by employing a convenience sampling method and administered structured questionnaires. Subsequently, we conducted data analysis using structural equation modeling (SEM).

Results showed that abusive supervision had a direct impact on work-family conflict, emotional exhaustion and interpersonal and organizational deviation; similarly, workplace ostracism had a positive impact on work-family conflict, interpersonal and organizational deviation, but it did not significantly impact emotional exhaustion. Finally, interpersonal justice had significant moderators between abusive supervision and interpersonal and organizational deviation.

This study contributes to the extent of research on the antecedents of interpersonal and organizational deviance and the mediating roles of work-family conflict and emotional exhaustion. Secondly, this research developed an integrated conceptual framework for categorizing the causes of interpersonal and organizational deviance by checking the mediation effect of work-family conflict (WFC) and emotional exhaustion (EE). Perceived organizational support (POS) and interpersonal justice (IPJ) as moderators, which is an addition to earlier works in this field of research.

The objective of this study was to conduct a bibliometric analysis of the existing literature on organizational deviance to assess how far this concept has progressed since its introduction in the domain of organizational behavior.

This study employs bibliometric methodologies (citation analysis, co-citation analysis and co-occurrence of author keywords) using VOSviewer. The Scopus database was used, as it is the largest database of scholarly literature.

The findings indicate the character and direction of organizational research over the past two decades. Organizational deviance due to psychological contract breach, organizational deviance in the context of organizational cynicism and organizational deviance in the context of psychological capital are the three major themes in the literature on organizational deviance. In addition, the study highlights the most significant authors, journals, institutions and nations in the field of value co-creation research as well as potential future research areas in this area.

The use of a single database and the inability to contextualize the citation structure of papers revealed by the review are limitations of this study.

This study examines the structure of the literature on organizational deviance and charts the field's evolution over time.

The existing hospitality and tourism literature indicates a discrepancy in the findings related to the socio-demographic variables' impact on hotel employees' socio-emotional factors and behavioral outcomes. This study aims to provide a comprehensive understanding of this topic.

Using a questionnaire, primary data were gathered from hotel employees in the Union Territory of Jammu and Kashmir, India from February to June 2022. A total of 416 valid responses collected through offline mode were used in the data analysis. Multiple linear regressions were done using SPSS V.29.

The findings show that the socio-demographic characteristics of respondents significantly affect socio-emotional factors at work as well as interpersonal deviance and organizational deviance.

Policymakers and hotel managers can implement training and development programs that assist hotel employees with diversified socio-demographic attributes in handling stress, developing their emotional intelligence and minimizing workplace deviance. The study also provides hotel managers with actional recommendations to reduce work–family conflict, social disparity among employees and their emotional exhaustion.

The study adds to the literature with a comprehensive framework regarding the role of various socio-demographic traits in fostering interpersonal deviance, organizational deviance and socio-emotional factors at work.

The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-04-2023-0304

By applying displaced aggression and conservation of resource theory, this paper aims to investigate the effect of supervisors’ workplace stress over subordinates' unethical behavior through displaced aggression as an underlying mechanism. Moreover, it tests the moderating effect of despotic leadership between supervisors’ workplace stress and displaced aggression.

The data consists of three hierarchy levels: despotic leadership (top manager), supervisor’s (immediate supervisor/middle manager) workplace stress and displaced aggression and subordinates’ unethical behavior. The data was collected from 80 managers about their workplace stress and displaced aggression besides perceived unethical behavior of their 240 subordinates.

The data analysis of 80 bank managers of Pakistan about their perception of top managers’ despotic behavior and unethical behavior of their 240 subordinates shows the support for all hypothesized relationships. Supervisors’ workplace stress positively affected their displaced aggression over their subordinates, which motivated subordinates to engage in unethical behavior. Moreover, the findings supported the moderating effect of despotic leadership in the relationship between supervisors’ workplace stress and displaced aggression.

This study contributes to the limited studies on the trickledown displaced aggression phenomenon in the service (banking) sector. Moreover, the manager’s despotic leadership role as a higher-level negative supervisory behavior in increasing the supervisors’ displaced aggression shows the critical aspect in such a stressful workplace situation.