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One of the most important challenges confronting enterprise managers is that of controlling employees' social cyberloafing. The use of enterprise social media entails opportunities for cyberloafing. However, previous research on how enterprise social media use affects cyberloafing is rather limited. Using the job demands-resources (JD-R) model, this paper proposes a research model to investigate the relationship between enterprise social media usage and employees' social cyberloafing behavior.

Structural equation modeling was performed to test the research model and hypotheses. Surveys were conducted in an online platform in China, generating 510 employees' data for analysis.

First, both public social media and private social media used for work-related and social-related purposes have a positive effect on employees' job engagement. Further, job engagement has a negative effect on employees' social cyberloafing. Second, the use of public social media for work-related and social-related purposes has no effect on employees' emotional exhaustion. However, work-related private social media usage has a negative effect on employees' emotional exhaustion, and social-related private social media usage has a positive effect on employees' emotional exhaustion. Further, employees' emotional exhaustion has a positive effect on employees' social cyberloafing. Third, there are significant differences in the effects of enterprise social media on employees' social cyberloafing between male and female employees.

First, this paper contributes to the social cyberloafing literature by establishing a relationship between enterprise social media usage and social cyberloafing in relation to the dual influence mechanism. Second, it contributes to the JD-R model by clarifying how the use of enterprise social media with different motivations affects social cyberloafing through a mediation mechanism, namely, an enabling mechanism and a burden mechanism. Third, this paper also contributes to the social cyberloafing literature by revealing the boundary condition, namely gender, between enterprise social media use and employees' social cyberloafing.

This study explored the relationship between employees' cognitive capabilities and firm performance by exploring the moderating role of decision-making style and the mediating effect of knowledge creation. Understanding the role of cognitive capabilities in value creation is crucial for human resource management to achieve the anticipated organizational performance.

Structural equation modeling, cognitive skills theory, cognitive skills acquisition theory and a knowledge creation framework were applied.

The first finding suggests that only A-shaped skills predict higher knowledge creation, while T-shaped skills do not. Second, knowledge creation predicts higher financial performance and a lower level of financial uncertainty. Third, T-shaped skills have no indirect effect on financial performance or financial uncertainty. Fourth, A-shaped skills exerted significant indirect effects on financial performance and uncertainty. Fifth, the rational decision-making style did not moderate the link between knowledge creation and financial performance, as opposed to the intuitive decision-making style.

A review of existing research indicates a lack of studies examining the effect of cognitive skills on organizational outcomes and contingencies under which cognitive skills lead to superior outcomes. This study advances research on T-shaped and A-shaped skills and knowledge creation by empirically exploring their interrelationships with financial performance. Managerial implications and suggestions for future research are also highlighted.

The study aims to drive conceptual clarity around resistance to information technology projects, integrating multiple facets of the phenomenon from earlier studies.

The study conducts a meta-synthesis of qualitative studies on resistance to technology projects; it analyzes those studies at a case-specific level, compares and contrasts emergent concepts against each other, and “translates” those to the rest of the studies. The study uses the seven-step meta-ethnography method by Noblit and Hare to reciprocally translate emergent concepts to construct the conceptual model.

Through meta-synthesis, the study derives a new conceptual model for resistance to information technology projects, exemplifying how the identified antecedents create user resistance and how the phenomenon progresses within organizations.

This study enriches the observations and conclusions of past individual studies while explicating various facets of the mechanisms that generate and progress technology resistance within organizations. It offers fresh insights into the equivocal nature of the phenomenon and the distinctive ways it progresses from individual to group level.

Many ambitious and costly digital transformation efforts do not succeed due to user resistance. Understanding the mechanisms that create user resistance can help organizations manage technology projects better, thereby reducing the technology assimilation gap and protecting returns on related investments.

There have been extensive studies on technology acceptance (enablers) within organizations, while those relating to technology inhibitors are somewhat limited. However, the symmetry of understanding between enablers and inhibitors is vital for organizations to assimilate promising technologies and transform their business models. This model uses a new lens of sensemaking theory to explain how the antecedents trigger perceived threats and resistance behavior; it highlights the nuances around the development of resistance within individuals and its progression to groups. The resultant model offers better generalizability in organizational contexts.

The current digital work environment promoting a “constant-on” culture is a hotbed for cyber incivility. Thus, there is a pressing need to understand its mechanisms. This study aims to shed light on the triggers, sources and impact of rude behaviours in cyberspace. The authors also present the boundary conditions that exacerbate or alleviate the effects of such negative experiences.

Through a systematic literature review based on predefined search protocols, the authors synthesised the current knowledge on cyber incivility and identified 21 peer-reviewed research articles.

The findings reveal the different sources of cyber incivility, its personal, relational and organisational antecedents and consequences, and its personal and situational boundary conditions that curb or enhance the negative impact.

The authors unravel the main future research avenues based on the review findings by systemising knowledge on cyber incivility. Managerial efforts in the form of interventions and mitigation are also discussed to help combat this grieving issue in the workplace.

This paper presents the first systematic review of the cyber incivility literature and identifies new avenues for future research. Scholars can expand upon the findings of this study to fill gaps and move the incivility in cyberspace forward. It also offers practical insights on mitigating the advancement of such behaviours in organisations.

This study aims to investigate the negative interpersonal antecedents, emotional mediators and boundary conditions of knowledge sabotage behavior.

The authors collected data from 275 Chinese employees using convenience sampling and snowball sampling across three stages. Subsequently, the authors used both hierarchical regression and bootstrap methods to test the proposed hypotheses.

The results confirmed that workplace ostracism has positive effects on employee knowledge sabotage behavior both directly and via employee anger. In addition, the authors found that employee bottom-line mentality (BLM) moderates not only the direct effect of workplace ostracism on employee anger but also the indirect effect of employee anger in this context. Employee conscientiousness moderates only the direct effect of workplace ostracism on employee anger and does not moderate the indirect effect.

To the best of the authors’ knowledge, this study not only explores the influence of workplace ostracism on employee knowledge sabotage behavior for the first time but also elucidates the underlying emotional mechanisms (anger) and boundary conditions (employee BLM and conscientiousness) by which workplace ostracism influences employee knowledge sabotage behavior, thus deepening the understanding of how knowledge sabotage emerges in organizations.

This study aims to investigate the effect of supervisor bottom-line mentality (SBLM) on subordinate work well-being using self-determination theory. Furthermore, it examines the mediating role of subordinate harmonious work passion (HWP) and obsessive work passion (OWP), as well as the moderating role of subordinate family motivation on the indirect effect of SBLM on subordinate work well-being.

The authors conducted two studies, an experiment and a field study, to test the hypotheses. In Study 1, the authors conducted an experimental study using a sample of 127 undergraduate students to examine how family motivation moderates the relationship between SBLM and subordinate work passion. Concurrently, in Study 2, the authors conducted a time-lagged field study involving 261 corporate employees in China to validate the findings derived from Study 1, as well as test the entire conceptual model.

The authors find in Study 1 that family motivation moderates the effects of SBLM on subordinate HWP and OWP. Nevertheless, Study 2 uncovers a negative association between SBLM and subordinate work well-being, with HWP and OWP mediating this relationship. Besides, family motivation moderates the mediating effect of HWP on the relationship between SBLM and subordinate work well-being.

The main contribution of this study is that the negative effect of SBLM impacts subordinate work well-being, thereby building an accurate and fine-grained knowledge base of the detrimental effects of bottom-line mentality (BLM). Additionally, this study expands the frontiers of knowledge in this area by investigating the mediating mechanisms and boundary conditions of SBLM on subordinate work well-being, effectively addressing a theoretical gap in BLM research.

In response to the COVID-19 pandemic, many employees had to switch to remote work. While some adjusted successfully to this transition, others have struggled. Leveraging information systems (IS) to adjust to major exogenous shocks is called digital resilience. The purpose of this paper is to understand what we can learn about employees' digital resilience from externally enforced transitions to remote work.

As digital resilience is challenging to measure, this study uses an embedded mixed methods approach. The authors conducted a qualitative analysis of 40 employees' statements on their remote work experience during the first six months of the pandemic and complemented these findings with scale-based digital resilience scores.

The authors find that employees' digital resilience largely depends on the amount of technical equipment and support they receive from their organizations as well as their ability and willingness to learn how to adequately use and communicate through information and communication technologies. Being self-disciplined and self-responsible positively affects digital resilience, while social isolation threatens it. Organizations can foster digital resilience building by encouraging digital networking, building a digital culture and netiquette, and treating digital resilience as a sociotechnical phenomenon.

This is one of the first empirical studies of digital resilience on a human level. It sheds light on the missing link between IS-enabled resilience and transitions to remote work. Specifically, it provides original insights into its development and manifestation in a remote work context during the COVID-19 pandemic. For researchers, it provides novel guidance on choosing appropriate measurement instruments to capture digital resilience.

Employees' personal Internet usage (PIU) has become increasingly common at work. It is important for both researchers and managers to understand how PIU affects employee creative performance. This study aims to examine what kind of PIU is likely to increase or decrease employee creative performance and why. The authors also examine a potential boundary condition for the effect of PIU on employee creative performance.

Based on conservation of resource (COR) theory and broaden and build theory, the authors investigated the impact of two types of PIU, namely within-task PIU and between-task PIU, on the creative performance of knowledge workers. The authors conducted a daily diary study and surveyed 107 knowledge workers in China over 10 consecutive working days (n = 1,070) to test the model.

The authors find that within-task PIU reduces knowledge workers' creative performance by decreasing the workers' positive emotion, whereas between-task PIU promotes the performance by increasing positive emotion. The above relationships become stronger when knowledge workers perceive a higher level of organisational support.

The authors' study makes theoretical contributions by advancing researchers' understanding of the situations in which PIU may decrease or increase employee creative performance. The findings are also useful for developing organisational policies to take advantage of the positive side of PIU whilst avoiding PIU's negative side.

This study's objective is to give a thorough overview of the literature in the field of “quiet quitting.” This paper presents literature review on quiet quitting, analyzing its conceptual framework, antecedents, outcomes, and potential strategies for addressing this pervasive issue.

Using the keywords “quiet quitting” and “silent quitting” from the Scopus database, a systematic review of the literature was conducted, applying the Antecedents-Behaviour-Consequences (ABC) approach, popularized by B.F Skinner, to get a conceptual clarity of this topic. There were just twenty articles discovered in the search until October 15, 2023. This review was undertaken after full-text screening of relevant studies, which are duly cited. The literature review also revealed some themes that are discussed in the study.

The study identifies relevant “quiet quitting” definitions as well as potential individual and organizational-level causes using a descriptive and thematic review of the literature. Additionally, critical insights and research gaps that could be used for empirical studies are identified.

This study provides as a roadmap for organizations to proactively recognize and address concerns, resulting in enhanced workforce well-being and productivity.

The study could spur further research and serve as a resource for scholars interested in the concept of “quiet quitting,” as well as benefiting human resource managers who prefer evidence-based management.

Prior studies have shown various mediating and moderating mechanisms regarding the effect of employees' perceived overqualification on intention to leave (ITL). Nonetheless, only a few empirical studies have shed light on the negative underlying processes that explain this relationship. Furthermore, less is known about the role of high-performance work systems (HPWSs) in the overqualification literature. Drawing upon relative deprivation theory (RDT), this research attempts to fill these gaps by examining the mediating role of work-related boredom and the moderating role of perceived HPWSs in the association between perceived overqualification and ITL.

Data from a sample of 188 employees working in a Greek manufacturing company were analyzed using the PROCESS macros for SPSS.

The results indicated that work-related boredom mediates the association between perceived overqualification and ITL. Moreover, HPWSs attenuated the relationship of perceived overqualification with both work-related boredom and ITL, such that their association was positive only when employees' perceptions of HPWSs were low.

This study adds to the existing literature regarding why and how perceived overqualification affects ITL. Even more, this is one of the first studies that examine the role of HPWSs in the literature of overqualification. Theoretical and practical implications were also considered.