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We examined how Conservation of Resources (COR) theory has been applied to work and stress in organizational settings. COR theory has drawn increasing interest in the organizational literature. It is both a stress and motivational theory that outlines how individuals and organizations are likely to be impacted by stressful circumstances, what those stressful circumstances are likely to be, and how individuals and organizations act in order to garner and protect their resources. To date, individual studies and meta-analyses have found COR theory to be a major explanatory model for understanding the stress process at work. Applications of COR theory to burnout, respite, and preventive intervention were detailed. Studies have shown that resource loss is a critical component of the stress process in organizations and that limiting resource loss is a key to successful prevention and post-stress intervention. Applications for future work, moving COR theory to the study of the acquisition, maintenance, fostering, and protection of key resources was discussed.

The purpose of this paper is to provide an exhaustive review of emotional labor research from the hospitality and tourism literature by outlining the theories, the antecedents and the outcomes of emotional labor, as well as the underlying mechanisms (i.e. mediators and moderators) of emotional labor.

This study provides a qualitative and critical review of emotional labor research from the hospitality and tourism literature, providing insights into the trends and gaps in the literature.

The conservation of resources theory and affective event theory are the two most common theories in the reviewed literature. Emotional intelligence and personality are the most commonly investigated antecedents while burnout and job satisfaction are the most investigated outcomes of emotional labor. Stress and burnout are the most examined mediators of emotional labor and subsequent outcomes, such as commitment, turnover intentions and well-being. Moderators include leader-member exchange, job position, gender and climate of authenticity.

Four major gaps for research and practice are identified as follows: the lack of an overarching theoretical framework; inconsistency in how emotional labor is defined and measured; the vast majority of emotional labor studies are cross-sectional studies; and no research examines potential interventions to help service employees engage in effective emotional labor strategies.

This review offers a model providing a comprehensive framework that outlines the various antecedents, outcomes, mediators and moderators of emotional labor and corresponding theories for future research.

This chapter presents an investigation of the relationship between psychological entitlement and stress. Empirical and conceptual evidence is considered suggesting that Conservation of Resources (COR) theory may apply differently to employees with a heightened sense of entitlement. Using attribution and COR theory, a conceptual framework is offered predicting that entitlement is positively associated with subjective stress, based on the logic that psychologically entitled employees develop unjustifiably inflated levels of self-evaluative internal coping resources such as self-esteem and self-efficacy that promote unmet expectations. It is also proposed that political skill and the ability to manage perceptions of competency may attenuate this relationship. The chapter concludes with a discussion of the challenges associated with managing psychologically entitled employees.

This study aims to explore residents’ emotional responses to tourism development and how the anticipated loss or gain of resources from it affects their attitudes and actions. The study extends the conservation of resources (COR) theory by using the cognitive appraisal (CA) theory to explain why the residents of Al-Juhfa village in Saudi Arabia become stressed and experience negative emotions due to tourism development and how they respond and cope with it.

This study uses qualitative methods by applying purposive interviews to engage informants. Data were gathered from 38 residents of Al-Juhfa village, Saudi Arabia. A content analysis of the data collected was used.

Findings indicate that residents who perceived they might lose resources (land, houses, heritage, sociocultural and Islamic values and job and investment opportunities) due to tourism development had negative emotions and attitudes towards tourism development. This led a group of residents to resist development and not allow tourists to enter the village. Without tourism knowledge and skills, the residents are worried they may lose control of their resources. Religiosity was a factor that helped to cope with the negative emotions, and other coping actions included accepting displacement with compensation, allowing foreign workers to enter the village with conditions and accepting development with their involvement.

The limitations of the current study are that the data were gathered for the duration of the COVID-19 outbreak when residents were highly anxious and still feeling fear; these feelings could have influenced the responses. Secondly, the data were collected through hardcopy surveys using close- and open-ended questions. Therefore, these data might be limited, as the topic and questions were politicaly sensitive, and the informants might not have completely expressed their feelings, giving diplomatic answers instead. Therefore, the research should be repeated in different contexts with qualitative data using face-to-face techniques.

Firstly, the residents are concerned about losing their resources, such as land, houses and heritage. The development cannot be fully successful without the involvement and support of the local community. Therefore, the government should help them remain in their village by offering them official permission (sukuk) to retain their land and houses. Secondly, the government can open new residential areas and build homes for the residents within the current village, especially as the village has only a few people. Residential areas, such as a compound with complete services, can be designed as part of the tourist attractions in Al-Juhfa.

The two theories of COR and CA were developed in the western context and used in tourism studies separately in other contexts, especially CA. However, as far as the authors’ concern, this is the first study to use the two theories in one study to explore residents’ emotions towards tourism development. Both theories explained the process of residents’ emotions towards tourism impact and the negative emotional reactions to perceived threats and resultant stress and how residents cope with these emotions. Nevertheless, in the context of Al-Juhfa as a conservative community, these two theories are not the only factors that explain the residents’ emotional response and attitude, instated that the residents’ religiosity and their belief in Allah is also an important determinant that explains their emotions and attitude towards tourism’s impact on their village and community.

本研究通过目的性访谈采用了定性研究方法。数据来自沙特阿拉伯 Al-Juhfa 村的 38 位居民。对收集的数据进行了内容分析。

这项研究探讨了居民对旅游发展的情感反应, 以及旅游资源的预期损失或收益如何影响他们的态度和行动。该研究扩展了资源保护（COR）理论, 通过使用认知评估（CA）理论来解释为什么沙特这个村庄的居民会因旅游业发展而感到有压力和体验负面情绪, 以及他们如何反应和应对。

研究结果表明, 那些认为可能因旅游业发展而失去资源（土地、房屋、遗产、社会文化和伊斯兰价值观以及工作和投资机会）的居民对旅游业发展有负面情绪和态度。这导致一群居民抵制发展, 不允许游客进入村庄。没有旅游相关的知识和技能, 居民担心他们可能会失去对资源的控制。宗教信仰是帮助应对负面情绪的一个因素, 其他应对措施包括接受搬迁补偿, 允许外国工人有条件进入村庄, 以及接受他们参与旅游业的发展。

本研究的局限性在于, 数据是在新冠肺炎疫情爆发期间收集的, 当时居民高度焦虑, 仍然感到恐惧; 这些感觉可能会影响调研反应。其次, 数据是通过使用封闭式和开放式问题的纸质调查收集的。因此, 这些数据可能有局限性。此外, 由于话题和问题带有政治敏感性, 而被访人可能没有完全表达自己的感受, 而是给出了外交答案, 因此, 今后应使用面对面技术在不同的背景下使用定性数据来重复研究。

首先, 居民担心失去土地、房屋和遗产等资源。如果没有当地社区的参与和支持, 旅游发展就不可能完全成功。因此, 政府应该通过向他们提供保留土地和房屋的官方许可（sukuk）来帮助他们留在村里。第二, 政府可以在现有村庄内开辟新的住宅区, 为居民建造住房, 特别是因为该村庄只有少数人。可以将住宅区, 例如服务功能完善的建筑物, 设计为 Al Juhfa 旅游景点的一部分。

COR和CA的两个理论是在西方背景下发展起来的, 并分别用于其他背景下的旅游研究, 尤其是CA。然而, 对我们而言, 这是首次将两个理论用于一项研究中, 以探讨居民对旅游发展的情绪。这两种理论都解释了居民对旅游影响的情绪过程, 以及对感知到的威胁和由此产生的压力的负面情绪反应, 以及居民如何应对这些情绪。尽管如此, 在 Al Juhfa 作为一个保守社区的背景下, 这两种理论并不是解释居民情绪反应和态度的唯一因素, 居民的宗教信仰和对真主的信仰也是解释他们对旅游业对村庄和社区影响的情绪和态度的重要决定因素。

Este estudio utiliza métodos cualitativos a partir de entrevistas dirigidas a residentes. Se recogieron datos de 38 individuos del municipio de Al-Juhfa (Arabia Saudí). Se utilizó un análisis de contenido de los datos recogidos.

Esta investigación explora las respuestas emocionales de los residentes ante el desarrollo del turismo y cómo la pérdida o ganancia de recursos prevista afecta a sus actitudes y acciones. El estudio amplía la teoría de la conservación de recursos (COR) utilizando la teoría de la valoración cognitiva (CA) para explicar por qué los residentes de este municipio de Arabia Saudí se estresan y experimentan emociones negativas debido al desarrollo turístico y cómo responden y lo afrontan.

Los resultados indican que los residentes que percibían que podían perder recursos (tierras, casas, patrimonio, valores socioculturales e islámicos y oportunidades de empleo e inversión) debido al desarrollo turístico tenían emociones y actitudes negativas hacia el desarrollo turístico. Esto llevó a un grupo de residentes a resistirse al desarrollo y a no permitir la entrada de turistas en el pueblo. Sin conocimientos y habilidades turísticas, los residentes temen perder el control de sus recursos. La religiosidad fue un factor que ayudó a sobrellevar las emociones negativas, y otras acciones de afrontamiento incluyeron aceptar el desplazamiento con compensación, permitir la entrada de trabajadores extranjeros al pueblo con condiciones y aceptar el desarrollo con su participación.

Las limitaciones del presente estudio son que los datos se recopilaron durante el brote de COVID-19, cuando los residentes estaban muy ansiosos y seguían sintiendo miedo; estos sentimientos podrían haber influido en las respuestas. En segundo lugar, los datos se recopilaron mediante encuestas impresas con preguntas cerradas y abiertas. Por tanto, estos datos podrían ser limitados, ya que el tema y las preguntas eran políticamente sensibles y los informantes podrían no haber expresado completamente sus sentimientos, dando en su lugar respuestas diplomáticas. En consecuencia, la investigación debería repetirse en contextos diferentes con datos cualitativos utilizando técnicas cara a cara.

En primer lugar, a los residentes les preocupa perder sus recursos, como terrenos, viviendas y patrimonio. El desarrollo no puede tener éxito sin la participación y el apoyo de la comunidad local. Por ello, el gobierno debe ayudarles a permanecer en su pueblo ofreciéndoles un permiso oficial (sukuk) para conservar sus tierras y casas. En segundo lugar, el gobierno puede abrir nuevas zonas residenciales y construir viviendas para los residentes dentro de la aldea actual, sobre todo teniendo en cuenta que la aldea tiene pocos habitantes. Las zonas residenciales, como un complejo con servicios completos, pueden diseñarse como parte de las atracciones turísticas de Al-Juhfa.

Las dos teorías de COR y CA se desarrollaron en el contexto occidental y se utilizaron en estudios turísticos por separado en otros contextos, especialmente en CA. Sin embargo, en esta investigación, éste es el primer estudio que utiliza las dos teorías en un estudio para explorar las emociones de los residentes hacia el desarrollo turístico. Ambas teorías explican el proceso de las emociones de los residentes hacia el impacto del turismo y las reacciones emocionales negativas a las amenazas percibidas y el estrés resultante y cómo los residentes hacen frente a estas emociones. Sin embargo, en el contexto de Al-Juhfa como comunidad conservadora, estas dos teorías no son los únicos factores que explican la respuesta emocional y la actitud de los residentes, ya que la religiosidad de los residentes y su creencia en Alá es también un determinante importante que explica sus emociones y actitud hacia el impacto del turismo en su pueblo y comunidad.

Drawing upon the conservation of resources (COR) theory, this paper investigates the moderated mediation model linking benevolent leadership to organizational citizenship behaviors towards the organization (OCBO) and towards individuals (OCBI) in the context of higher education. The mediating roles of leader-member exchange and affective commitment as well as the moderating roles of the two attachment styles—attachment anxiety and attachment avoidance—are also examined.

Data were collected from a sample of 333 university lecturers and analyzed using partial least square structural equation modeling (PLS-SEM).

The results demonstrate that leader-member exchange and affective commitment are mediating resources that help benevolent leaders motivate university lecturers to engage in two types of OCBs. Moreover, attachment anxiety and attachment avoidance act as the respective enhancer and inhibitor for the indirect effects of benevolent leadership on both OCBs through leader-member exchange. In contrast, the relationships between benevolent leadership and two types of OCBs through the mediating role of affective commitment are not contingent on the attachment styles of lecturers.

The findings suggest that university leaders who aim at promoting OCBs among lecturers should deploy benevolent leadership style to facilitate a positive social exchange relationship as well as foster their affective commitment. Such leadership style is especially effective in influencing lecturers who possess attachment anxiety personality traits.

This pioneer research develops and empirically tests a COR theory-grounded moderated mediation model pertaining to benevolent leadership and lecturers' OCBs. The findings contribute to the educational management literature by demonstrating that benevolent leadership, a crucial organizational resource, significantly motivates lecturers' voluntary and extra-role behaviors in a dynamic and contingent manner. Leader-member exchange and affective commitment are important mediating resources in the process of transforming benevolent leadership into beneficial behaviors. Further, the effectiveness of benevolent leadership largely depends on lecturers' personality traits of attachment anxiety and avoidance. These novel mediating and moderating findings demonstrate the sequential and interaction effects of various organizational and individual resources on lecturers' OCBs; thus, adding value to the COR theory's core principles, including resource caravans and resource investment behaviors.

The goals of this review are to identify key theories, constructs and themes in the international business travel (IBT) literature and to propose a model based on findings, theories and constructs drawn from adjacent research literature.

The authors reviewed the business travel (BT) literature to identify conceptual and empirical articles on IBT published from 1990 to 2022. Only 53 publications were suitable for review. The authors reviewed them using an open coding system.

The IBT literature is dispersed across several disciplines that use different methods, focus on different aspects of travel and emphasize different positive and negative outcomes that IBT engenders. The publications employed a diverse range of methods, including review and conceptual (11), quantitative (28) and qualitative methods (14). The samples were diverse in country, age, marital status and tenure. Many publications were descriptive and exploratory. The few that based their research on theory focused on two stress theories: Job Demands-Resources (JD-R) theory and conservation of resources (COR) theory.

Experimental and longitudinal designs are needed to reduce the causal ambiguity of this body of mostly correlational and cross-sectional research. The authors discuss the impact of emerging advances in virtual global communication technology on the future of IBT.

More research is needed on positive aspects of IBT. Human resource (HR) people should be aware of these issues and are encouraged to decrease the deleterious aspects of the international trips and increase the positive ones.

Increasing well-being of international business travelers is important for the travelers, their families and the organization.

This is the first IBT review focused on the theoretical underpinnings of research in the field. The authors offer a model for IBT and introduce adjustment and performance as important constructs in IBT research. The authors encompass crossover theory to add the reciprocal impact of travelers and spouses and label IBT a “double-edge sword” because it arouses both positive and negative outcomes.

Drawing upon conservation of resources (COR) and attribution theories, prior research in helping behavior has mainly focused on an independent view of the helper’s personal resources. This perspective, however, falls short of capturing the comparative nature of personal resources and attributions in a helping context. The purpose of this paper is, therefore, to develop a theoretical model that helps predict employees’ decisions to help or not to help.

A theoretical model was developed by integrating social comparison, COR and attribution theories.

The theoretical model proposes the following. First, when employees perceive that they have fewer personal resources than a coworker who needs help, they are less likely to help. Second, when employees perceive that they have more personal resources than a coworker who needs help, they make causal attributions as to why the coworker failed to deploy personal resources. Finally, when employees have more personal resources than a coworker who needs help, they are more likely to help if they make situational, unstable and uncontrollable attributions to the coworker’s failure to deploy personal resources.

This paper extends the literature by offering a theoretical model that emphasizes comparisons and attributions of personal resources in a helping context. Additionally, this paper offers several managerial implications that help managers manage helping behavior effectively.

The present study aims to explore the linkages among transformational leadership, workplace spirituality and frontline employee (FLE) service recovery performance in the aviation service industry. The resilience of individuals was taken as a mediator for the associations between transformational leadership as well as workplace spirituality and frontline employee's service recovery performance. The hypothesized research model was examined by integrating the principles of COR theory and the SDT perspective on psychological needs.

The research model was evaluated via partial least squares (PLS). In particular, SmartPLS 3.0 software was utilized to examine anticipated correlations through a poll of 371 air service provider frontline employees.

Results demonstrated that transformational leadership had a positive impact on both service recovery performance and spirituality in the workplace. The positive connection between workplace spirituality and service recovery performance was also supported. Further, the mediating role of an employee's resilience in these relationships was established. The paper provides a significant contribution with both theoretical and practical implications.

The present research also provides some practical implications for the aviation industry. Since the aviation industry is a high-contact service industry, aviation frontline employees play a crucial role in service recovery strategies. Thus, air service providers need to provide these employees with ample resources to effectively handle service failures. Moreover, the service recovery performance of air service providers may benefit from the hiring of managers with strong transformational leadership styles. Therefore, these providers should take leadership style into account when recruiting, promoting and training supervisors. Managers should, among other activities, implement transformational leadership approaches, such as inspiring and motivating, establishing a supportive organizational climate, paying attention to employees' needs and engaging in active listening.

The current study contributes to the stream of research on SRP and the role of transformational leadership, workplace spirituality and resilience in service recovery in particular. Furthermore, by integrating the COR and SDT theories, the current study gives more real-world proof of the importance of leadership for organizations.

Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision.

Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data.

Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion).

The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.

This study aims to investigate which resources and sources of support are related to employee adaptability to work-related change during the COVID-19 pandemic, with implications for human resource management (HRM).

The authors analysed a survey of 1,619 employees working in architectural practice and allied fields in Australia in 2020.

Drawing on conservation of resources (COR) theory, the authors asked whether workers would be more adaptable to change during COVID-19 if they were able to draw on a combination or bundle of supports, known as resource caravans. Hierarchical multiple regression and relative importance analysis showed that confidence in personal support networks during the pandemic was the most important predictor assisting workers to adapt to change, followed by concrete (practical, technical) organizational support for remote work. No evidence was found to corroborate this study's hypotheses that these resources provide support in bundles, challenging the notion of resource caravans in this research context.

The authors argue that COR theory has been too broadly applied to the workplace and that boundary conditions should apply to its emphasis on resource caravans. In practical terms, HRM supports to promote employee adaptability should be carefully targeted in extreme circumstances such as the COVID-19 pandemic.