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The purpose of this paper is to examine the effect of leader–member exchange quality on creative involvement of teams in creative work through the mediating role of collective energy comprising of affect, cognitive and behavioral energies.

In total, a sample of 298 participants in 71 teams working for manufacturing companies producing different auto parts in the eastern part of Iran was examined. A conceptual model was developed, and the hypotheses were analyzed by using structural equation modeling (SEM). Finally, the direct and indirect effects of variables were acquired by a path analysis technique.

The results revealed that, in teams, leader-members exchange indirectly impacts involvement in creative work via affective, cognitive and behavioral energies. Furthermore, affective energy play the most mediating role and behavioral energy my negatively affect involvement in creative work.

First, this paper makes a significant contribution to the literature of energy through considering a more panoramic view of it at work. This is the first study in which collective energy functions as a mediating factor in teams. Second, it helps to broaden the scope of research on the relationship between leaders and individuals through multi-level analysis.

The aim of this study is to reveal the effects of “safety climate” on “productive organizational energy”, based on the idea that higher energy and productivity will be seen in employees with the improved safety climate in the working environment.

In this study, data were collected using an online questionnaire from 426 employees of small and medium-sized textile enterprises in the Organized Industrial Zone in the Turkish province of Gaziantep. The “easy sampling” method was applied, one of the sampling techniques not based on probability. Multiple linear regression analysis was used to examine the effects of the “Management's perspectives and rules” and “Colleagues and safety trainings” sub-dimensions of the safety climate on the “emotional”, “cognitive” and “behavioral” components of productive energy.

The findings showed that the safety climate in the workplace positively and significantly affects the productive organizational energy of employees. In addition, it was observed that the management's perspective and rules had a higher impact on productive organizational energy in attitudes towards the safety climate and productive energies of these employees compared to safety pieces of training.

First of all, the result of this study and the positive results that the safety climate in organizations might cause have been noted. It has been demonstrated that the productive energies of the employees will increase if the necessary safety climate is established in the enterprises. In addition, despite the importance attached to the safety training of the employees, as a result of the analysis, it has been determined that the management's perspective and rules (ß = 0.61; p < 0.01) have a higher positive effect on the productive energy of the employees. If these situations are considered by the managers, it is expected that the occupational health and safety management strategies created for the employees will contribute to the formation of positive behaviors in the employees.

The driving force of the present study is that, to our knowledge, there has been no research on this issue related to employees who are mentioned as a critical force in solving productivity and whose number is about 26 million in Turkey's population.

This study aims to examine the relationship between four dimensions of organizational justice (distributive, procedural, interpersonal and informational) and the three facets of job engagement (physical, cognitive and emotional).

A cross-sectional approach was used to survey a sample of 281 professionals in information technology who resided in the southern part of India and varied on experience, age and gender. Data was analyzed by employing the partial least squares structural equation modeling (PLS-SEM) approach.

The result emphasizes the individual role of each justice dimension on three job engagement facets, which suggests that all four dimensions of organizational justice have positive effects on physical, cognitive and emotional job engagement.

The current study contributes to the literature by examining all three job engagement dimensions and provides evidence that distributive, procedural, interpersonal and informational justices are significant predictors of physical, cognitive and emotional job engagement.

The purpose of this study is to test the effects of cognitive legitimacy and the assets of newness in the new venture context. The authors wish to provide evidence related to how best to market and manage some of the assets and liabilities of newness.

236 customers of three recently opened retailing businesses were surveyed to investigate the relationships among organizational energy, organizational flexibility, cognitive legitimacy, and customer satisfaction. A mediation model including all four variables is developed and tested in the paper.

Evidence is presented suggesting cognitive legitimacy plays a significant mediating role in both the positive relationship between organizational energy and customer satisfaction, and the positive relationship between organizational flexibility and customer satisfaction.

The paper offers thoughts regarding the theoretical implications of the study, as well as future research opportunities related to future marketing and entrepreneurship studies.

Entrepreneurs are informed how to further market and manage the characteristics that mark their new ventures.

The study is the first to link the assets of newness, cognitive legitimacy, and customer satisfaction. Given the importance of customer perceptions in the new venture context, the manuscript offers insight into how to possibly increase customer satisfaction by managing the perceptions of customers related to newness.

While often used in everyday exchanges, feeling vigorous at work, that is individuals’ feelings that they have physical strength, emotional energy, and cognitive liveliness, has hardly been subjected to any conceptual inquiry or empirical research. In this chapter, I pursue the following objectives: (a) to review the range of behavioral science literature in which vigor has been considered as a distinct affect; (b) based on this review, to present a conceptual framework of vigor at work; (c) to explore the antecedents of vigor and its consequences, including vigor’s possible effects on individuals’ mental and physical health, and job performance; and (d) to describe a proposed measure of vigor at work and the results of an effort to construct validate the new measure. I conclude by pointing out a few open research questions that concern the study of vigor at work.

The energy of employees is recognised as an important factor in their performance and in maximising their overall contribution to the organisation. Organisational energy is dynamic in nature; it is more than just the sum of the energy of its employees. It also includes the interaction and dynamics of teams and the organisation as a whole. This paper aims to provide an investigation of the role and relevance of energy in driving business performance.

This paper explores the relevance of assessing energy within an organisation in order to drive business performance. It examines the sources and dynamics of energy, in order to provide insights into the nature of energetic organisations, and how they can leverage the concept of energy to improve business performance.

Adopting a deductive approach, on the basis of a literature review, the paper proposes an explanatory framework for understanding the relationship between energy and performance – The Energy Performance Chain.

The paper proposes a novel framework and approach for understanding the link between energy and organisational performance that can form the basis for further empirical research.

The paper provides a framework for practicing managers to understand the concept of energy at work and how they can leverage organisational energy to improve their organisational performance.

The paper provides a novel investigation of energy as a driver or organisational performance, providing a framework and approach to leveraging energy in organisations.

From a functionalist perspective, this study aims to examine empirically how positive and negative emotions can exert influence on creativity in the workplace. This study built and tested a theoretical framework that delineates the effect of emotions on employee creativity through different learning mechanisms.

Field surveys were conducted in a Chinese company and data were collected from 340 employee-supervisor dyads.

The results indicate that positive emotions were positively related to task-related learning and interactional learning, both of which promote employee creativity. Task-related learning mediated the association between positive emotions and creativity. Nevertheless, negative emotions hindered employees from interactional learning and were negatively associated with creativity. Interactional learning mediated the association between negative emotions and creativity. Moreover, the interaction between positive and negative emotions was negatively associated with task-related learning.

This study contributes to the literature on emotions and employee learning by demonstrating the value of using a functionalist perspective through different procedural mechanisms for employee outcomes and exploring the mediation effects of different learning behaviors in promoting creativity.

Mindfulness helps improve effectiveness by facilitating the use of emotion as information, which improves learning, adaptation, and performance. When mindful we observe emotions and are curious about them rather than controlled by them, freeing us to explore what the emotion is telling us.

I discuss three forms of mindfulness that combine to create a pattern of behavior called mindful organizing. Mindful organizing has numerous benefits but there are also costs that must be balanced against the benefits. Bringing mindfulness into organizations must be done in a way that reduces costs and increases benefits; practical mindfulness is introduced as a means to do this.

Practical mindfulness begins with what is achievable at the present time and reduces the social and emotional barriers to behaving mindfully through the use of tools. Practical mindfulness recognizes the importance of interaction to task accomplishment by focusing attention on all three phases of interaction: before, during, and after.

To heighten shopper interest, fast moving consumer goods marketers often attach supplementary labels to the package front to promote product benefits. This study aims to use claim credibility as the foundation for investigating how an extra affixed label that addresses product benefits impacts consumer evaluation, as well as identifying important factors that might moderate the resulting responses.

Three between-subjects experiments examine how claim credibility mediates the influence of extra affixed labels on product evaluation (Study 1). They also test whether the impact on consumer responses of extra affixed labels, with emphasis on the same vs different benefits as those printed on the front of a package (Study 2.1) or with a high or low relevance between their claimed benefits and the front-of-package stated ingredients (Study 2.2), is dependent upon individuals’ need for cognition.

Results show the power of extra affixed labels in improving product evaluation. Claim credibility mediated the observed effects of extra affixed labeling. Yet, the favorable effects of extra affixed labels for individuals high in need for cognition is diminished when expressed in a different (vs same) claim from those printed on the package front or the claim about product benefits is low (vs high) relevance to the declared ingredients. The reverse holds true for those low in need for cognition.

This study advances knowledge on the effects of extra affixed label claims on product evaluation.