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This study aims to investigate the impact of empowering leadership (EL) on employee innovative work behavior (IWB), using an interactionist perspective on creativity and conservation of resources theory. Following the premise, the study unravels the mediating role of job crafting (JC) and creative self-efficacy (CSE) as a boundary condition that likely triggers and facilitates this process.

Using a dyadic cross-sectional design, this study focuses on academic staff at four universities in Pakistan. Participants were surveyed, and questionnaires were distributed to collect data pertaining to accomplish the study objectives.

The study results reveal that JC plays a pivotal role as an intervening factor in establishing the connection between EL and employees’ IWB. This implies that EL likely promotes employees’ JC behavior, thus contributing to a greater manifestation of innovative behaviors at work. Furthermore, this interplay is further enhanced by using CSE as a moderator.

This study accentuates the importance of JC in eliciting the mechanism which effectively channelizes and translates the impact of EL on IWB. It also offers the valuable and fresh perspective on the conditions favoring the innovative behaviors at work.

The purpose of this paper is to attempts to better understand the role of ethical leadership in the business-to-business customer value creation process. Drawing on job demands-resources theory (Bakker and Demerouti, 2007; Demerouti et al., 2001), this paper develops and tests a model that examines the relationships among ethical leadership, customer orientation, commitment to providing superior customer value and job stress in the salesforce.

The sample includes 408 business-to-business salespeople. Structural equation modeling is used to test the study’s hypotheses.

Findings suggest that ethical leadership directly and indirectly (via customer orientation) influences commitment to providing superior customer value. Furthermore, both ethical leadership and salesperson commitment to providing value directly influence salesperson job stress.

This paper develops and tests a model that examines the relationships among constructs not previously examined, as they relate to business customer value creation.

Within the emotional labor (EL) literature, the paper's aim is to test for additional scale distinctions in surface acting and deep acting, using a “difficult client” referent.

Working with existing definitions and operationalizations across prior EL studies, an on‐line sample of 1,975 massage therapists and bodywork practitioners (M&Bs) was used to test the hypotheses. Hinkin's recommended three steps for scale development: item development, scale development and scale evaluation were applied. The M&B sample was randomly split to carry out exploratory factor analysis (EFA) and then confirmatory factor analysis (CFA). A smaller validation sample of 203 working adults was also tested using EFA.

Convergent support was found for EFA between the M&B and validation samples, as well as between EFA and CFA for the M&B sample. Two types of surface acting could be distinguished, basic surface acting (BSA) and challenged surface acting (CSA), while three types of deep acting could be distinguished, basic deep acting (BDA), perspective taking deep acting (PTDA) and positive refocus deep acting (PRDA).

This paper studies a unique sample, massage and body therapists, and the “difficult client” stimulus has not been formally tested in prior EL scale work.

Research has consistently demonstrated that psychological capital (PsyCap) is an important predictor of various employee outcomes. Despite this, there is a paucity of knowledge regarding antecedents of PsyCap and the boundary conditions that influence PsyCap relationships. This study aimed to address these gaps by investigating how ethical leadership (EL) influences employee PsyCap, and in turn, predicts a range of desirable and undesirable employee attitudes. Furthermore, the study examined the moderating role of length of the leader-follower relationship (LLR) and organisational identification in these relationships in a novel moderated-mediation model.

Data were collected from 269 full-time employees in Australia via an online survey across two time-points.

The results show that PsyCap mediates the relationship between EL and employee attitudes. The results also indicate that LLR moderates these relationships, whereby these relationships are strengthened as LLR increases.

This study responds to calls for further investigation of antecedent and outcome variables related to PsyCap, as well as moderators of the relationships between PsyCap and antecedent and outcome variables. The findings also extend the application of social exchange theory to the context of EL and PsyCap.

Emotional labour (EL) is a complex phenomenon that has received increasing attention in recent years due to its impact on employee’s well-being and job satisfaction. For a comprehensive understanding of the evolving field of EL, it is important to extract different research trends, new developments and research directions in this domain. The study aims to reveal 13 prominent research topics based on the topic modelling analysis.

Using latent Dirichlet allocation (LDA) method, topic modelling is done on 1,462 journal research papers published between 1999 and 2023, extracted from the Scopus database using the keyword “EL”.

The analysis identifies several emerging trends in EL research, including emotional regulation training and job redesign. Similarly, the topics like EL strategies, cultural differences and EL, EL in hospitality, organizational support and EL, EL and gender and psychological well-being of nursing workers are popular research topics in this domain.

The findings provide valuable insights into the current state of EL research and can provide a direction for future research as well as assist organizations to design practices aimed at improving working conditions for employees in various industries.

Topic modelling on emotional labor is done. The paper identifies specific topics or clusters related to emotional labor, quantifies these topics using topic modeling, adds empirical rigor, and allows for comparisons across different contexts.

Purpose: Work-related emotional exposure is a fundamental job characteristic in all kinds of service jobs from sales to law enforcement and corrections and from human services (nursing, counseling) to legal services. But formalized job descriptions are surprisingly silent about the emotional issues accompanying the jobs and roles service workers perform. This is surprising because formalized job descriptions are the foundation of job design, HR, and leadership practices that positively affect employee, customer, and organizational outcomes. Study Design/Methodology/Approach: This is a theory paper and review. To help clarify the emotional labor issues service employees confront, we explicate a model of emotional labor based on the attributes of jobs, roles, and professionalism. Findings: We define emotional labor as service work that exposes those who do such work to interactions with others that can arouse negative emotions. We propose that, while employing organizations define their jobs and employees craft their larger roles, professional norms and values also are a foundation for their emotional labor. Research Implications: We integrate this work-focused emotional labor model into the larger context in which such work occurs via theory and research on organizational climate. We suggest future research on this approach to understanding the antecedents and consequences of emotional labor work. We summarize the major research ideas of what should be the focus of such research and provide a hint about what an emotional labor climate scale might look like based on these ideas. Practical Implications: This chapter offers practical advice to HR managers about how to improve emotional labor. Social Implications: Better management of emotional labor can reduce employee stress and increase employee well-being. Originality/Value: This chapter develops an original model of emotional labor.

This study aims to examine the impacts of employee wellness programs on employee and organizational outcomes in the hospitality industry.

A survey was distributed on Amazon Mechanical Turk, targeting hospitality employees who have access to employee wellness programs. Descriptive statistics, confirmatory factor analysis and structural equation modeling techniques were used.

Employee perceptions of wellness programs significantly impacted turnover intention, job stress (JS) and perceived organizational support (POS). POS had a significant mediating effect between employee perceptions of wellness programs and JS. Employee perceptions of wellness programs did not have a significant effect on emotional labor.

Employee wellness programs are often recommended to human resource managers, but there is little empirical evidence of their effects, particularly for hospitality industry employees. This study investigates the actual employee outcomes of employer-sponsored wellness programs.

This study aims to examine the concepts of trait emotional intelligence (EI), emotional labour strategies and burnout among internal human resources (HR) service providers. It proposes a model to deepen our understanding of the processes explaining the protective effects of trait EI on employee burnout.

The present study comprises a sample of 143 HR professionals from a large Malaysian financial institution.

Results suggest that trait EI predicted personal- and work-related burnout but not client-related burnout. Trait EI was also found to be partly related to emotional labour (EL), exhibiting a negative relationship with surface acting but not with deep acting. While surface acting exhibited a significant relationship on all three forms of burnout, deep acting was only significantly related to client burnout. Moreover, mediation analyses revealed that surface acting partly mediated the relationship between EI and burnout.

This study examines the relationship between EI, EL and burnout in HR professionals. This study is the first in the literature to examine these relationships in the context of internal service providers and in a non-Western context. Our study enhances our understanding of the processes explaining the protective effects of trait EI on employee burnout in a non-Western context.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

The purpose of this study is to explore the impact of empowering leadership (EL) on work attitudes [job satisfaction (JS) and organizational commitment (OCOM)]. The effects of EL on these work attitudes were also analysed in terms of the mediating effects of psychological empowerment (PE).

A survey research methodology was adopted where responses were collected on relevant measures of the constructs from 431 middle-level executives from 12 Indian organizations.

Results implied that EL enhanced the levels of JS and OCOM of employees. The results further indicated that EL was positively related to PE at the workplace. The findings also revealed that PE was positively related to these positive work attitudes. Moreover, strong indirect effects of EL were observed on these work attitudes through PE, implying that PE partially mediated the impact of between EL on JS and OCOM.

The findings of this study affirm the efficacy of EL and PE in predicting positive work attitudes in a different cultural milieu than the West –the Indian work context. Especially, by establishing a strong positive relationship between empowerment and JS, it contributes to the existing literature underlining inconsistent findings with regard to this relationship.