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As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.

A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.

The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.

By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.

The purpose of this study is to examine the associations between board size, board independence and triple bottom line (TBL) reporting. The TBL report consists of three components, namely, environmental, social and economic indices.

This study’s sample consists of top 50 listed companies from the year 2017 to 2019 on Tadawul Stock Exchange. Ordinary least squares, quantile least squares and robust least squares are used to investigate the associations between board characteristics and TBL reporting, including its separate components.

The authors find a significant negative association between TBL reporting and board independence. Social bottom line is significantly and negatively related to board size and board independence. Results indicate that board independence negatively influences the TBL disclosure of companies. Therefore, companies are encouraged to embrace TBL reporting. This suggests that businesses should improve the quality of their reporting while ensuring that voluntary disclosures reflect an accurate and fair view in order to preserve a positive relationship with stakeholders.

The present study explains the evidence for the determinants of the TBL in Saudi Arabia.

The usage of social media at the workplace has become an undeniable reality, yet the role of social media use (SMU) in job-related outcomes is still unclear. This study uncovers a chain process through which SMU may strengthen job security perception of employees through social media disorder (SMD) and networking behavior.

This quantitative study used ratings of 197 Emirati students enrolled in a higher education institution located in United Arab Emirates (UAE). The respondents were professionals serving in different public and private organizations in UAE.

The statistical results supported a significant serial mediation of SMD and networking behavior between SMU and job security perceptions of employees.

This study offers implications for employees and their supervisors about the usage of social media for strengthening their perceptions of job security.

This study contributed to the existing stream of research on SMU to explain a chain process through which employees may benefit from social media to strengthen their perceptions of job security.

Measuring research’s policy influence is challenging, given the complexity of the policy process, the gradual nature of policy influence, and the time lag between research investment and impact. This paper assesses measurement approaches and discusses their merits and applications to overcome various hurdles.

Relevant articles and studies were selected and analyzed. First, the research-policy interface was revisited to understand their link and how research influences policy making. Second, the most common approaches for measuring policy influence were reviewed based on their features, strengths, and limitations.

The three approaches reviewed — pyramid, influencing, and results chain — have their respective strengths. Thus, research organizations planning to design a program for monitoring and evaluation (M&E) of policy influence have to adopt the best possible features of each approach and develop a customized method depending on their objectives and overall M&E framework.

This paper fosters a deeper understanding of leveraging the three approaches.

This study aims to examine the effect of human resource management (HRM) in mitigating negative effects of Lean management and Six Sigma (LM&SS) on employee well-being in health care. The authors subdivide well-being into three components: happiness, trust and health.

This is a cross-sectional, multisite survey study in internal service units of hospitals. Data analyzed using multivariate regression come from a sample of 1,886 survey respondents (42 units, N = 218 supervisors, N = 1,668 employees) in eight Dutch academic hospitals that have implemented LM&SS.

The present study findings show no or weak effects of LM&SS on the happiness and health component of employee well-being. In addition, the authors found a significant but weak direct positive effect (ß = 0.07) of the LM&SS bundle on the trusting relationships component of well-being. Therefore, moderating effects of HRM practices on the relationship between LM&SS and employee well-being seem less relevant because an existing relationship between LM&SS and employee well-being is a prerequisite for moderation (Hayes, 2009). There were unexpected side effects. Inspired by research that discusses direct effects of HRM on employee well-being, the authors tested this relationship and found that HRM has a direct positive effect on trust and happiness of employees in health care. For the health component of well-being, the present results show a weak negative effect of HRM.

This study results in a cautiously optimistic view about LM&SS in health care, provided that it is applied in a targeted manner (to improve the performance of their processes) and that HRM is strategically aligned with the goals of LM&SS to improve employees’ happiness and trusting relationships.

Unique features of the study are the focus on the consequences for employees’ well-being related to LM&SS in health care, the role of HRM in regard to this relationship and the participation of all eight Dutch academic hospitals in this research.

The purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a sample of new entrants in the labour market. It is hypothesised that JSSE acts as a mediator between GSE and job search success. Evaluation of the hireability – made by expert interviewers – of new entrants involved in a job interview simulation is proposed as a job search success criterion. Moreover, the moderating role of extraversion on the relationship between JSSE and job search success is explored.

Data were collected on 177 graduates from an Italian university. Participants were involved in a simulation of an interview conducted by experts of the personnel selection process, who gave an evaluation. Macro PROCESS for SPSS was used to test the hypotheses.

GSE has an indirect effect on job search success via JSSE. Moreover, extraversion has a moderating effect on the JSSE–job search success relationship for more extraverted job seekers.

Job search and counselling practitioners should consider extraversion and personal differences to improve the effectiveness of interventions aimed at fostering new entrants' self-regulatory resources and behaviours during the job search.

This study contributes to the existing research about the job search process by testing a new and important job search success criterion, showing that GSE could help new graduates in establishing a specific self-efficacy, such as JSSE, and demonstrating that extraversion interacts with JSSE.

This study examines the theoretical and empirical relationships between LM&SS, human resource management (HRM), climate for LM&SS and outcomes (employee well-being and performance) in hospitals. As part of this research, the authors examine the interplay between “hard” and “soft” practices for LM&SS and “soft” HR practices.

A cross-sectional, multisite survey study covering all internal service units at all eight Dutch university hospitals was conducted (42 units, N = 218 supervisors, N = 1,668 employees), and multivariate multilevel regression analyses were performed.

A systems approach involving “soft” LM&SS practices that are specifically HR-related has a positive effect (β is 0.46) on a climate for LM&SS. A climate for LM&SS is not related to perceived performance or employee health. It is, however, positively related to employee happiness and trusting relationships (both βs are 0.33). We did not find that a climate for LM&SS had a mediating effect.

This study shows that a balanced approach involving both “hard” and “soft” factors is crucial to achieving the desired breadth and depth of LM&SS adoption at the macro, meso, and micro levels. The authors found that a climate for LM&SS positively affects employee well-being in hospitals.

In their attempt to create mutual gains for both their organization and their employees, hospitals that adopt LM&SS should foster a climate for LM&SS by embracing a balanced approach consisting of both “hard” and “soft” practices, thereby internalizing LM&SS at the macro, meso, and micro levels.

This is one of the first studies to examine in-depth the impact of “hard” and “soft” LM&SS on both employee well-being (subdivided into different components) and performance in healthcare, as well as the role of “soft” HRM in this relationship. Linking LM&SS, HRM and outcomes to a climate for LM&SS is relatively a new approach and has led to a deeper understanding of the mechanisms underpinning the internalization of LM&SS in healthcare.

Applying traditional grounded theory techniques, the present research reanalyzed secondary data from four previously conducted studies to explore how generativity is manifested in young adults.

A new conceptual model of generativity was developed to depict how generativity manifests among this age group.

This study's findings provide leadership educators with a refined approach to interacting with this construct while simultaneously increasing young adults’ potential ability to experience the benefits available to them through generativity at an earlier stage in their lives.

This study advances the field of leadership education by establishing foundational insight into the uniqueness of generativity’s development in young adulthood.