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This study examined the dual roles of supervisor-directed surface acting (SDSA) and unfairness talk emerging from low overall justice judgments and the impact of these variables on subordinates' job satisfaction and emotional exhaustion.

Working professionals (n = 203) were sampled from online panel services in a time-separated data collection design.

SDSA was found to mediate the relationships of overall justice with emotional exhaustion and job satisfaction. Additionally, unfairness talk reduced the debilitating effect of SDSA on emotional exhaustion, not job satisfaction.

The paper highlights the importance of supervisors understanding the problematic nature of ongoing interactions with subordinates after unjust events occur.

This study helps to better explain why overall justice assessments influence subordinates' job satisfaction and emotional exhaustion. Additionally, the findings show that unfairness talk may not be as detrimental as suggested in recent studies, and it acts as a coping mechanism when contending with high SDSA, especially when emotional exhaustion is considered.

This paper aims to study followers' proactive personality (PP) as a personal resource in moderating the hindering impact of exploitative leadership (EL) on followers' job strain (JS).

Self-report data on EL, JS and PP were obtained from 113 working students in the USA, and a cross-sectional design was used. The data was analyzed using SPSS 27 through hierarchal multiple regression and the PROCESS macro.

The findings support the buffering role of PP on the hindering impact of EL on JS, such that followers with higher PP tend to buffer the positive relationship between EL and followers' JS.

This study recommends practitioners to hire proactive individuals and/or enable existing employees to engage in proactivity in the presence of exploitative leaders to better cope with their self-serving behaviors.

Using the conservation of resources (COR) theory, this study is the first to use PP as a personal resource that protects against and mitigates the negative impact of EL.

The purpose of this paper is to examine how authentic leadership influences employees’ workplace behavior through three intermediate mechanisms.

The cross-sectional surveys were conducted at a large health organization with over 500 employees. Multi-source data were drawn from 124 employees and 16 supervisors.

This study provides empirical evidence that authentic leadership is positively related to subordinates’ proactive behavior and negatively related to subordinates’ workplace deviance behavior through mediation effects of three psychological factors, including supervisor identification, psychological safety, and job engagement.

Due to the selected survey approach, the data are correlational. The small sample size of the study may reduce the ability to find statistically significant results. The current study would have benefited from organizational data on individual performance and proactive behavior, such as archival annual performance appraisals.

To practitioners, this study provides evidence that authentic leadership is sufficient in creating a positive work climate within which the employees feel safe to contribute their effort on their jobs. Based on the current findings, the practitioners can be more confident to hire or to promote authentic persons to be leaders in the organization.

This study is among those few empirical studies which help to validate the authentic leadership theory and provide a clear understanding of the mechanisms by which authentic leadership influences outcomes.

This paper examines entry barriers to involvement in public procurement of small and medium-sized enterprises and the role of training in dismantling those barriers. We find that firms' perceptions of barriers are of five main types. Regression analysis shows that a lack of ongoing training is associated with SMEs' perceptions of resource constraints and practical skills that hinder their participation in public procurement. We also observe a positive connection between a positive attitude toward training and SMEs' participation rates in public procurement. As a managerial implication, the value of training should be appraised at the firm level, and organizing training and providing information concerning public procurement could be a recommended policy to improve the SME participation rate in public procurement.

This paper aims to provide insight into communication strategies that may enable service ecosystem actors to co-create economic, social and/or environmental value.

To achieve this end, the authors rely upon the literature on value propositions, which represent strategic tools for communicating about the value package (i.e. the benefits that actors can offer to one another along with its costs). This literature stream – in combination with the communication literature – allows the authors to unravel five dilemmas that service ecosystem actors face when communicating about the value package with one another.

To co-create value in service ecosystems with the help of value propositions, actors need to reflect upon (1) whether to involve third parties when sending messages about their value package (cf. sender), (2) what information to share about their value package (cf. message), (3) whether to invest resources in face-to-face communication when conveying messages about the value package (cf. channel), (4) whether to reach out to a broad audience with value package messages (cf. receiver) and (5) whether to engage in institutional work through communication in response to various interpretations of messages about the value package (cf. effect).

This research advances the literature on value co-creation in service ecosystems by relying upon communication theory to unravel the dilemmas that come along with using and/or creating value propositions as strategic tools for communication.

This paper reports on an action research study that aimed to collaboratively develop a complementary therapy care intervention to augment palliative care choices available to nursing home residents with advanced dementia.

An action research design was adopted that consisted of a series of action cycles involving collaborative exploration, problem-solving planning, development and evidence gathering. A combination of mixed methods was used when gaining data at the different stages, including face to face delivered questionnaires, observational notes, focus groups, and the objective measure of the Neuropsychiatric Inventory adapted for Nursing Homes (NPI-NH).

Care home staff and relatives considered the use of Complementary Therapy to be a helpful intervention promoting that it can reduce a sense of loneliness and provide companionship for residents experiencing distress. Analysis of NPI-NH scores showed a reduction in presenting neuropsychiatric behaviours associated with stress and distress.

Differing levels of participant group engagement may affect this study’s findings as it was noted that care home staff provided a fuller contribution to the project in comparison to relatives.

Implementation guidance is needed when implementing complementary therapy within the nursing home practice to promote consistency and successful integration of an intervention that is not provided as routine care.

The findings of this study are encouraging and demonstrate the acceptability of complementary therapies to residents with advanced dementia, where positive impacts on otherwise difficult to address dementia symptoms related to stress and distress are highlighted.

Bryan Otte, Chief Human Resources Officer at MGAC, examines the shifting dynamics of remote and hybrid work models. Addressing challenges in workplace connections, mentorship and trust, Otte advocates a human-centric approach for HR leaders. This study aims to deliver insights and practical strategies, guiding HR professionals in adapting strategies to facilitate meaningful connections, robust mentorship programs and sustained professional growth within the evolving work environment.

Bryan Otte uses a qualitative approach, leveraging his role as Chief Human Resources Officer at MGAC. The methodology involves a thorough examination of the impacts of remote and hybrid work models on workplace dynamics. Otte integrates real-world examples and insights, offering practical strategies for HR leaders with a focus on a human-centric perspective. This approach combines professional expertise with a nuanced understanding of the evolving workforce, providing concise and valuable guidance for adapting HR strategies to the changing landscape of work.

Otte’s findings reveal challenges in remote and hybrid work, including potential disengagement and trust issues. The absence of a central workplace hub may contribute to feelings of isolation, particularly among younger associates who often derive relationship modeling from the workplace. The study advocates for a human-centric approach, emphasizing the enduring value of intentional team building, mentorship programs and fostering relational bonds. The research underscores the need for HR leaders to adapt strategies, ensuring positive workplace engagement, professional growth and overall well-being in the evolving work landscape.

Bryan Otte’s article brings originality through his role as Chief Human Resources Officer at MGAC, providing unique insights into challenges posed by remote and hybrid work. The practical strategies proposed, emphasizing a human-centric approach, offer innovative solutions to address issues such as disengagement and trust. The article’s value lies in shaping HR strategies for the evolving workforce, stressing the enduring importance of intentional team building and mentorship programs. Otte's blend of professional expertise and nuanced understanding contributes significantly, offering actionable guidance for HR leaders navigating the changing dynamics of work.

Responds to “A note on ‘The initial yield revealed: explicit valuations and the future of property investment’” published in an earlier issue of the Journal of Property Valuation & Investment. Addresses issues raised and develops and extends the organizations of the original paper, in particular: definitions of certain concepts; the determination of value; the need for explicit valuations; price formation in the property market; and the influence of valuation on price. Reiterates the purposes of the original worked example of valuations; produces a corrected version; and in an appendix presents extended solutions and a fuller discussion of the central issues.

The purpose of this study is to explore under-addressed issues of collaborative participation, decision-making, representation and inclusion in tourism governance in the twin cities of Bryan-College Station in Texas, USA. The study demonstrated that improved tourism governance has the potential to address underrepresented issues and contribute to sustainable community-based tourism (SCBT) success.

Semi-structured, face-to-face interviews were conducted with 40 tourism business owners/managers, key persons in cultural/community organizations, tourism associations, government officials and backstage staff (mainly ethnic minorities) to explore key issues relating to governance, collaborative participation and responsiveness relating to tourism development.

It was found that a collaborative decision-making process existed with significant opportunities for listening to various stakeholders with the majority being happy with how the governing agencies responded to them. However, some expressed concerns regarding participation in decision-making processes, the inclusion of their voices and issues of low job representation. These suggest the need for enhancing collaborative participation, representation and decision-making. Guided by the theory and results of the study, recommendations for more collaborative, responsive and inclusive governance have been suggested.

As one of the few studies exploring the under-addressed issues in tourism governance in SCBT operations, the study is believed to hold significance from the perspectives of sustainable tourism development.

This study aims to examine whether earnings autocorrelation affects the risk of an accounting restatement.

This paper uses logistic regression and identifies restatements between 2004 and 2016. Following prior research, (Dao et al., 2012; Francis and Michas, 2013; Francis et al., 2013; Lennox and Li, 2014; Lobo and Zhao, 2013; Paterson and Valencia, 2011), this study allows time between the end of our sample period and the date that this study obtained the restatement data because it takes time for material misstatements to be identified.

Bryan et al. (2018) report a negative association between autocorrelation and audit fees, suggesting that auditors view lower autocorrelation as increasing inherent risk. This study finds that autocorrelation is negatively related to accounting restatements, implying that although auditors react to lower autocorrelation by increasing their risk assessments (Bryan et al., 2018), their risk response is not sufficient. This study finds that autocorrelation has a fairly large effect: a shift from the 75th to the 25th percentile of autocorrelation is associated with a 9.38% increase in the likelihood of a restatement.

This study contributes to the stream of research that investigates the determinants of restatements. Not only do this study identifies autocorrelation as a factor that contributes to restatements, but importantly, this study’s results reveal a fairly substantial effect size: a shift from the 75th to the 25th percentile of autocorrelation is associated with a 9.38% increase in the likelihood of a restatement. While Bryan et al. (2018) find that autocorrelation affects audit fees, this study links autocorrelation to a more drastic consequence: accounting restatements.