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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.

Hotel employees’ occupational stigma is often overlooked. Exploration of hotel employees’ occupational stigma representations, perception pathways and destigmatization provides an empirical basis for positive organizational behavior and psychology in the hotel industry. Therefore, this study aims to better understand the mechanism underlying inherent of occupational stigma.

This study adopts a five-factor narrative analysis involving stigma narrative interviews with a purposed sampling of hotel employees (n = 18). Based on occupational stigma and resource conservation theories, this study designed a five-factor narrative analysis structure chart as the basis for data analysis.

Findings indicate the existence of four quadrants of perceived occupational stigma attribute distribution, two paths of perceived occupational stigma formation and a more systematic occupational destigmatization mechanism path.

The occupational destigmatization path and countermeasures proposed in this study can resolve talent drain and eliminate stereotyping in the hotel industry, which promote the industry’s rapid recovery and sustainable healthy development, providing the practical management guidelines for public communication via social media, and offer practical significance for existing hotel human resource management in modules such as organizational culture and training.

This study broadens investigations of occupational stigma in a single, static context and explains the relationship between hotel employees’ stigma perceptions and destigmatization paths. Further, the mechanism of emotional energy distribution on spatial stigma was identified. These results have practical implications for organizational culture, training and employee care in hotel human resource management.

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.

Based on the conservation of resources theory, the authors explore the relationship between humble leadership and employee procrastination by introducing career calling and promotion focus, and constructing a moderated mediation model aiming to reveal the influence of humble leadership on employee procrastination.

A total of 217 valid samples were obtained using a two-time point paired questionnaire. The proposed hypotheses were tested using hierarchical regression.

Hierarchical regression results indicated that humble leadership had a significant negative effect on employee procrastination. Career calling played a fully mediating role in humble leadership and employee procrastination. Promotion focus not only plays a positive moderating role between humble leadership and career calling but also moderates the mediating role of career calling.

Managers should pay attention to the cultivation of their own character of humility in the process of communicating with their subordinates, increase employees' career calling from various aspects to improve employees’ sense of meaning and value for their work and understand employees' situation for personalized management.

This study reveals for the first time the inhibitory effect of humble leadership on employee procrastination through the conservation of resources theory. This helps in expanding research on the antecedents of procrastination behavior and enriching research on the effects of implementing humble leadership. For this reason, the study contributes to the literature on humble leadership, employee procrastination and the conservation of resources theory.

While research on the influence of ethical and unethical behaviour on employee well-being abound, we still know little of how well-being is shaped under the dual positive and negative behavioural influences in the workplace. To address this limitation, this paper aims to investigate the relative effects of ethical behaviour of leadership and unethical bullying behaviour on employee well-being through the application of the conservation of resources theory.

This study was conducted in the context of Pakistan by seeking views of 330 employees in academic work settings.

The data analysis revealed that occurrence of unethical behaviour plays a more potent role than ethical behaviour in shaping employee well-being. These findings lend support to the conservation of resources theoretical perspective by reiterating the salience of resource loss over resource gain in shaping employee well-being.

This study offers a new insight into the management literature by highlighting that combating workplace bullying not only conserves employee well-being, but also allows organisations to capitalise more fully on the positive process enabled by leadership.

The purpose of this study is to look at the attitudes of the employees in terms of sharing knowledge during COVID-19 in an online environment and the various difficulties associated and to analyze knowledge sharing (KS) in a virtual office setting, using the conservation of resources theory.

A qualitative approach was used by conducting face-to-face interviews online through GoogleMeet, Skype and Zoom. A total of 34 interviews from 14 multinational companies (or their subsidiaries), in a supervisory role, were conducted for the study. A thematic analysis was conducted to analyze the responses.

During a crisis, the tendency of employees to share knowledge at the individual, team and organizational level increases and is interlinked. The results of this study suggest that during the initial phases of lockdown, the creativity levels among employees were high; however, as the work from the office got postponed because of extended lockdowns, the creativity level of employees saw a dip. Furthermore, the findings of this study also highlighted that KS in remotely located teams was found to be dependent on the extent to which the team members knew each other, such that known teams were in a better position to share knowledge than a newly formed team with unknown or less known members.

This study has 34 respondents which is an acceptable number for a qualitative inquiry. However, the number of industries could be increased for generalization purposes. Responses were collected from a group of knowledge workers who were willing to correspond digitally, using social media channels of the authors, such as Linkedin. Responses collected personally could provide different results.

This study provides insights into visible change in organizational processes. The conceptual model developed in this study has several implications which will help chief knowledge officers to understand why the various individual, team and organizational factors lead to KS, particularly with respect to COVID-19.

This study has explored a contemporary phenomenon – KS during the ongoing COVID-19 pandemic, in an online environment. This study depicts the extant literature on knowledge management during a pandemic, thus bridging the scholarly gap. This study tried to bring in a broader perspective by selecting respondents across continents, domains and varied age groups. Fourth, most studies analyzing KS/knowledge hiding in the extant literature, especially during the pandemic, have followed a quantitative approach. This study followed a qualitative approach to gain insights into the KS of the firm and the thoughts and practicalities behind it.

The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout.

A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis.

The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy.

This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study.

The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention.

This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.

In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships. Drawing on the conservation of resource (COR) theory, the association between GHRM practices and employee workplace outcomes, namely green commitment and thriving at work, was explored, with a specific focus on the mediating role of organizational pride.

A quantitative research design was adopted, and data was collected through a multistage sampling technique, yielding a sample of 255 employees working in six textile manufacturing organizations in Pakistan, all of which held the ISO 14001 certification. The model was tested using Partial Least Square Structural Equation Modeling (PLS-SEM).

The findings of this study reveal a significant link between GHRM practices and organizational pride. Moreover, organizational pride was found to mediate the relationship between GHRM practices and thriving at work while partially mediating the relationship between GHRM practices and green commitment.

The outcomes of this study have implications for organizations seeking to enhance sustainability and employee well-being by adopting GHRM practices. Specifically, fostering a sense of organizational pride can further enhance thriving at work and green commitment among employees.

The findings contribute to the existing literature by highlighting the positive impact of GHRM practices on employee workplace outcomes and the importance of organizational pride as a mediating mechanism.

Ambidextrous frontline service employees (FSEs), capable of delivering quality services and carrying out sales responsibilities too, are crucial to service firms. This study seeks to extend ambidexterity research by examining how a manager's goal orientation could influence FSEs' ambidextrous conversion. The authors draw on achievement goal theory and conceptualize a link between a manager's achievement goal orientation and employees' service–sales ambidexterity (SSA). The authors then apply conservation of resources theory to complement this high-level conceptualization, hypothesize mediating roles of important resources that can facilitate employees' SSA, and the authors test them empirically.

This study adopts a questionnaire survey design. The empirical test relies on multilevel path analyses of dyadic data from 341 FSEs and 39 managers of a major logistics service company in Taiwan.

Managers with a prominent learning goal orientation can facilitate and foster FSEs' SSA through developmental inducements and change-related self-efficacy, two important resources for their ambidextrous conversion. Managers with a strong performance-avoid goal orientation instead might hinder employees' SSA conversion, due to a negative impact on developmental inducements. Furthermore, SSA enhances FSEs' service delivery value and sales performance.

By analyzing and empirically testing the influence pathways of essential resources perceived by FSEs, which channel the effects of a manager's goal orientation to employees' SSA conversion, this study offers insights about how managers can support and foster FSEs' service–sales ambidextrous conversion.

The purpose of this paper is to consider whether consumers can recover from a service failure by utilizing internal and external energy resources that are available to them at the time of an online complaint. Based on the Conservation of Resources (COR) theory, this research conceptualizes the complainers' act of complaining through internal and external energy resources. By investing (direct utilization of resources) and mobilizing (utilizing resources to change the trajectory of a loss) these resources, this study aims to understand which resources (internal or external) and what strategies (investment or mobilization) are effective in the face of a resource loss.

Study 1 aimed to test the impact of energy resources (motivation and affordance) on consumers' negative emotions and satisfaction with their complaints through an online panel survey. Study 2 was a between-subjects design experiment aimed to overcome the diversity of the circumstances around a service failure, complaint motivation and complaints that were captured in Study 1.

This study provides evidence of the negative and positive effects of internal and external energy resources, respectively, in altering the consumer's emotions and behavioral intentions. The findings of this study underline the role of affordances of features, specifically perceived conversationality of digital features, in improving consumers' relationship with the defaulting firm.

Based on the findings related to the perceived conversationality of digital features, managers are urged to explore the affordances of online features that consumers use for communications, in general, or for complaints, in particular.

To our understanding, this paper is the first study to employ COR theory as a conceptual background, and in turn, the first to conceptualize complaint motivations and online complaint features as internal and external resources, respectively. As such, this study is the first of its kind to examine complaint media systematically.