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This study primarily aims at assessing Faculty Competences Development Components (FCDCs) that help in the development of educational leaders. The study further formulates a model using seven latent constructs that explain the development of the mechanism of development of educational leaders and extend the benefits of their development to different stakeholders including faculty, educational institutions and society at large.

A systematic review of the literature was conducted to identify various FCDCs to construct a conceptual framework. Later, this conceptual framework was tested through empirical research using the structural equation modeling (SEM) technique carried out with respect to technical institutions of Punjab (India).

The study identified that organizational roles are of the highest importance for the competences development of educational leaders followed by teachers’ attributes and teachers’ roles. The study’s findings also revealed that FCDCs significantly impact beneficiaries by developing competent educational leaders as mediators between the FCDCs and beneficiaries link. The biggest beneficiaries of development are faculty members of these institutes in terms of their performance enhancements.

The study is unique in terms of developing a model for the competences development of educational leaders and helpful in understanding various benefits of the educational leaders to various educational stakeholders.

Cyclic voltametry and potentiodynamic single sweep techniques are used to study the electrochemical behaviour of lead in Na₂CO₃ solutions containing various concentrations of ClO₄^‐ as aggressive anion. The effects of different concentrations, in terms of destruction of passivity and initiation of pitting corrosion, were monitored with reference to the change in integrated anodic charge. It was found that Δq_a (taken as a measure of the extent of pitting) varies linearly with log C_ClO4‐. The pitting corrosion potential, E_pitting, varies with log C_ClO4‐ according to sigmoidal curves. These curves are explained on the basis of formation of passive, active and continuously propagating pits. Additions of aliphatic amines shift the pitting corrosion potential, E_pitting, into the noble (positive) direction, indicating the inhibition action of the added amines on the pitting attack. E_pitting varies with the logarithm of the inhibitor concentration according to: E_pitting = a + b log C_inh. The inhibition of pitting corrosion by the aliphatic amines is assumed to be due to either competitive adsorption between the CO₃^2– with ClO₄^‐ anions, and/or the chemisorption of the amine on the metal with the formation of a metal‐nitrogen coordination bond. The efficiency of these compounds as pitting corrosion inhibitors increases with the increase in the chain length of the alkyl group.

Es bien conocido el hecho de que el turismo favorece de modo especial el desarrollo de grandes regiones y aun de todo un país cuando puede contar con recursos potenciales suficientes.

Cada día resulta más evidente la necesidad de promover el desarrollo económico de aquellos países que ofrecen bajos niveles de renta. Como consecuenciä de esta toma de conciencia universal ante los problemas de los países en desarrollo, las naciones más adelantadas tienen la obligación inexcusable de ayudar y facilitar el crecimiento de los rendimientos de los países menos dotados de medios productivos.

This study aims to analyze the relationship of mass versus niche brand coolness on consumers’ brand loyalty, mediated by attitude toward the brand and moderated by conspicuous consumption; test the moderating role of conspicuous consumption and the mediating role of attitude between mass versus niche cool brand and brand love; and analyze whether results are stable when categorizing the luxury brands as niche versus mass cool brand.

Study 1 uses a panel sample to establish the mediating role of attitude toward the brand between perceptions of brand coolness and brand loyalty. Study 2 is an experimental survey study to describe the moderating role of conspicuous consumption on the relationship between mass/niche brand coolness and brand love and between mass/niche coolness and attitude toward the brand. Study 3 is a conjoint analysis that delineates the distinct factors that consumers attribute to mass versus niche cool brands in the luxury fashion arena.

This study demonstrates that attitudes mediate the relationship between brand coolness and brand loyalty. Conspicuous consumption only moderates the relationship between brand coolness and attitudes in the case of niche cool brands. In a realistic field experiment, the authors confirm the mediating impact of attitude and the moderating influence of conspicuous consumption. The authors also attempt to provide coolness dimensions that tend to be more associated with mass luxury brands and those more related to niche luxury brands.

These studies provide a fresh look at the concept of brand coolness, mass and niche cool brands in the context of luxury fashion brands.

Esta investigación pretende (1) analizar la relación entre el atractivo de las marcas de nicho y de masas y la lealtad a la marca de los consumidores, mediada por la actitud hacia la marca y moderada por el consumo conspicuo, (2) comprobar el papel moderador del consumo conspicuo y el papel mediador de la actitud entre el atractivo de las marcas de nicho y de masas y el amor por la marca y (3) analizar si los resultados son estables al categorizar las marcas de lujo como de nicho o de masas.

Demostramos que las actitudes median en la relación entre el “coolness” y la fidelidad a una marca. El consumo ostentoso sólo modera la relación entre el “coolness” de la marca y las actitudes en el caso de las marcas “cool” de nicho. En un experimento de campo realista, confirmamos el efecto mediador de la actitud y la influencia moderadora del consumo ostentoso. También intentamos proporcionar las dimensiones del coolness que tienden a asociarse más con las marcas de lujo de masas y las que están más relacionadas con las marcas de lujo de nicho.

El primer estudio utiliza una muestra de panel para establecer el papel mediador de la actitud hacia la marca entre las percepciones del atractivo de la marca y la fidelidad a la misma. El segundo es un estudio experimental que describe el papel moderador del consumo ostentoso en la relación entre el atractivo de las marcas de masas/nicho y el amor por la marca, y entre el atractivo de las marcas de masas/nicho y la actitud hacia la marca. El último estudio es un análisis conjunto que delinea los distintos factores que los consumidores atribuyen a las marcas de moda de masas frente a las de nicho en el ámbito de la moda de lujo.

Estos estudios aportan una nueva mirada al concepto de “coolness” de marca, marcas “cool” de masas y marcas “cool” de nicho en el contexto de las marcas de moda de lujo.

本研究旨在：（1）分析大众品牌酷与小众品牌酷对消费者品牌忠诚度的关系, 以对品牌的态度为中介, 以显性消费为调节; （2）检验显性消费的调节作用以及态度在大众品牌酷与小众品牌酷与品牌喜爱之间的中介作用; （3）分析将奢侈品牌分为小众品牌酷与大众品牌酷时, 结果是否稳定。

第一项研究使用小组样本, 以确定对品牌的态度在品牌酷感和品牌忠诚度之间的中介作用。第二项研究是一项实验性调查研究, 目的是描述显性消费对大众/小众品牌酷感与品牌喜爱之间以及大众/小众品牌酷感与品牌态度之间关系的调节作用。最后一项研究是一项联合分析, 旨在界定消费者对奢侈时尚领域中大众与小众酷品牌的不同评价因素。

研究结果 我们证明, 态度是品牌酷感与品牌忠诚度之间关系的中介。只有在小众酷品牌的情况下, 显性消费才会调节品牌酷度与态度之间的关系。在一个真实的现场实验中, 我们证实了态度的中介作用和显性消费的调节作用。我们还试图提供与大众奢侈品牌更相关的酷感维度, 以及与小众奢侈品牌更相关的酷感维度。

这些研究以奢侈时尚品牌为背景, 重新审视了品牌酷度、大众和小众酷度品牌的概念。

The main objectives of this study were to examine the congruent/incongruent effects of ethical leadership–abusive supervision (EL-AS) on employees' job performance (JP), mediated by employees' workplace emotions.

In this study, multiphase data were collected from 276 frontline employees at a large automobile manufacturing company in southwest China. The hypotheses were tested performing polynomial regression and response surface analysis.

The results revealed that employees in “high–high” and “high–low” EL-AS experienced more positive emotions (PE), while “low–high” EL-AS triggered more negative emotions. Furthermore, employees' workplace emotions mediate the effect of EL-AS's congruence/incongruence on employees' JP.

Leaders should notice the paradoxical effects of EL and AS and adopt ambidextrous thinking to enhance subordinates' PE.

This study enriches the literature on paradoxical leadership by exploring the complex consequences that may result from the incongruent practice of two leadership behaviors that are often considered paradoxical in nature. Furthermore, it shifts from the previous leader-centered perspective to a subordinate-centered perspective, complementing the theoretical perspectives of EL and AS research. And it deepens the understanding of the relationship between paradoxical leadership and employees' work outcomes by exploring the intrinsic affective mechanism.

The study aims to investigate hotel employees’ intentions to stay in industry with the mediating role of psychological contract fulfilment (PCF) and moderating role of positive emotions and position held (frontline employees vs managers) in post-lockdown era.

The study has followed quantitative approach following the cross-sectional design. 414 respondents of hotel industry were contacted via online and offline method. The data was analysed using partial least square method using SmartPLS 3.0.

The findings suggest that perceived organizational support and supervisor trust had a good impact on psychological contract fulfilment and contributed positively to psychological empowerment. Additionally, psychological empowerment positively impacted psychological well-being and psychological well-being positively impacted intention to stay in hotel industry. PCF positively mediated the relationship between organizational support, trust in supervisor and psychological empowerment. Positive emotions positively moderated the relationship between PCF and psychological empowerment. Multi-group analysis revealed that the managers and frontline employees perceived the PCF and psychological well-being differently.

To the best of the authors’ knowledge, this study is one of the few to explore the intention to stay in hotel industry by integrating social exchange theory, organization support theory and broaden-and-build theory post lockdown circumstances.

本研究旨在探讨后封锁时代心理契约履行的中介作用与积极情绪和职位(一线员工vs管理者)的调节作用影响下酒店员工留任意向。

采用定量方法的横断面设计。通过线上和线下的方式联系了414位酒店行业的受访者。使用Smartpls 3.0软件对数据进行偏最小二乘法分析。

组织支持感和上级信任感对心理契约履行有显著影响, 对心理赋能有正向影响。此外, 心理赋能正向影响心理幸福感, 心理幸福感正向影响酒店业留任意愿。心理契约履行正向中介组织支持、主管信任与心理赋能之间的关系。积极情绪正向调节心理契约履行与心理赋能的关系。多群体分析显示, 管理者和一线员工对心理契约履行和心理幸福感的感知存在差异。

本文结合社会交换理论、组织支持理论和扩宽构建理论, 是为数不多探讨后封锁环境下酒店业留任意愿的研究。

El estudio tiene como objetivo investigar la intención de los empleados de hotel de permanecer en la industria con el papel mediador del cumplimiento del contrato psicológico y el papel moderador de las emociones positivas y la posición ocupada (empleados de primera línea v/s directivos) en la era post-cierre patronal.

El estudio ha seguido un enfoque cuantitativo con un diseño transversal. Se contactó con 414 encuestados del sector hotelero a través de métodos online y offline. Los datos se analizaron mediante el método de mínimos cuadrados parciales con Smartpls 3.0.

Los resultados sugieren que el apoyo organizativo percibido y la confianza del supervisor tuvieron un buen impacto en el cumplimiento del contrato psicológico y contribuyeron positivamente a la capacitación psicológica. Además, el empoderamiento psicológico influyó positivamente en el bienestar psicológico y el bienestar psicológico influyó positivamente en la intención de permanecer en la industria hotelera. El cumplimiento del contrato psicológico medió positivamente en la relación entre el apoyo organizativo, la confianza en el supervisor y el empoderamiento psicológico. Las emociones positivas moderaron positivamente la relación entre el cumplimiento del contrato psicológico y la capacitación psicológica. El análisis multigrupo reveló que los directivos y los empleados de primera línea percibían de forma diferente el cumplimiento del contrato psicológico y el bienestar psicológico.

El estudio es uno de los pocos que exploran la intención de permanecer en la industria hotelera integrando la teoría del intercambio social, la teoría del apoyo organizativo y la teoría de ampliar y construir en circunstancias posteriores al cierre.

This study aims to investigate the indirect effects of workplace ostracism on service performance and on employees’ procrastination behaviour via job insecurity and the intention to sabotage. It further examines the moderating effect of intrinsic motivation between ostracism and job insecurity and ostracism and intention to sabotage.

The empirical data were collected from 256 employees of the hotel industry in metropolitan cities in Uttar Pradesh, India, and for hypothesis testing, SmartPLS was used.

Based on the conservation of resources theory, the findings disclose that job insecurity mediates the link concerning ostracism and service performance to some extent, whereas job insecurity and sabotage intent both partially mediate the affirmative linkages between workplace ostracism and procrastinating behaviour. Furthermore, the study also confirms that intrinsic motivation dampens the positive relationship between ostracism and job insecurity and the intention to sabotage.

To deal with negative work behaviour at the workplace due to ostracism, hospitality establishments may incorporate interpersonal score-based assessment, acknowledge and appreciate intrinsically motivated employees for developing a positive work environment. Apart from this, the learning and development department of the tourism and hospitality industries may introduce “buddy learning” and the “smart buddy” concept to develop a culture of appreciating and accepting colleagues rather than bullying them.

This study investigated the mediating effect of job insecurity and sabotage intention on the association between ostracism and service performance and ostracism and workplace procrastination behaviour for the first time in the tourism and hospitality literature. Furthermore, it is a unique study that investigated the buffering effect of intrinsic motivation on the linkage concerning ostracism, job insecurity and employees’ sabotage intentions.

实证数据收集自印度北方邦大都市的酒店行业的256名员工, 并采用SmartPLS模型进行假设检验。

本研究探讨了工作场所排斥经由工作不安全感和破坏意图对服务绩效及员工拖延行为的间接影响。进一步检验了排斥和工作不安全感与排斥和破坏意图之间的内在动机的调节作用。

基于资源保存理论, 研究发现揭示了工作不安全感在一定程度上中介了排斥与服务绩效之间的关系, 而工作不安全感和破坏意图在部分地中介了工作场所排斥与拖延行为之间的正向联系。进一步地, 该研究证明了内在动机抑制了排斥、工作不安全感和破坏意图之间的正相关关系。

为了处理工作中由于排斥而导致的消极工作行为, 酒店机构可以采用基于人际关系得分的评估, 承认和鼓励受内在激励的员工创造积极的工作环境。此外, 旅游及酒店业的学习及发展(L&D)部门可引入“伙伴学习”和“聪明伙伴”的概念, 建立一种欣赏和接纳同事的文化, 而不是霸凌他们。

本研究在旅游与酒店文献中首次研究了工作不安全感和破坏意图在排斥和服务绩效、排斥与工作拖延行为之间的中介作用。此外, 本研究是一个考察内在动机在排斥、工作不安全感和员工破坏意图之间的缓冲作用的独特的研究。

Los datos empíricos se recogieron de 256 empleados de la industria hotelera de ciudades metropolitanas de Uttar Pradesh, India, y para la comprobación de hipótesis se empleó SmartPLS.

Este estudio analiza los efectos indirectos del ostracismo laboral en el rendimiento del servicio y en el comportamiento de procrastinación de los empleados a través de la inseguridad laboral y la intención de sabotaje. Asimismo, examina el efecto moderador de la motivación intrínseca entre el ostracismo y la inseguridad laboral y el ostracismo y la intención de sabotaje.

Basándose en la teoría de la conservación de los recursos (COR), los resultados revelan que la inseguridad laboral media en cierta medida el vínculo relativo al ostracismo y el rendimiento en el servicio, mientras que tanto la inseguridad laboral como la intención de sabotaje median parcialmente los vínculos afirmativos entre el ostracismo laboral y el comportamiento procrastinador. Adicionalmente, el estudio también confirma que la motivación intrínseca modera la relación positiva entre el ostracismo y la inseguridad laboral y la intención de sabotaje.

Para hacer frente a los comportamientos laborales negativos en el lugar de trabajo debidos al ostracismo, los establecimientos hosteleros pueden incorporar una evaluación basada en la puntuación interpersonal, reconocer y apreciar a los empleados intrínsecamente motivados para desarrollar un entorno laboral positivo. Además, el departamento de Aprendizaje y Desarrollo (L&D) del sector turístico y hotelero puede introducir el concepto de “Aprendizaje de compañero/as” y el de “Compañero/a inteligente” para desarrollar una cultura de aprecio y aceptación de los compañero/as en lugar de intimidarlos.

Este estudio investiga por primera vez en la literatura del turismo y la hostelería el efecto mediador de la inseguridad laboral y la intención de sabotaje en la asociación entre el ostracismo y el rendimiento del servicio, y el ostracismo y el comportamiento de procrastinación en el lugar de trabajo. Además, se trata de un estudio único que investiga el efecto moderador de la motivación intrínseca en la relación entre el ostracismo, la inseguridad laboral y las intenciones de sabotaje de los empleados.

This study aims to propose a model to examine the relationship between authentic leadership (AL), civility and burnout among health-care employees. This model proposes that civility mediates the relationship between AL and burnout.

Data were collected from 360 (72% response rate) registered health-care employees working in two large public hospital centers in Lisbon, Portugal. The sample was predominantly female (79.4%). The instruments used to measure the variables were the AL inventory, workplace civility scale and Maslach Burnout Inventory-General Survey. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model.

The results suggest that AL has a positive direct effect on civility, adding to the negative effect of the aforementioned variables on burnout. Furthermore, civility was found to have a mediating effect on AL and burnout.

This study may be useful for hospital management and the health-care sector as a whole, underlining the importance of AL and civility in preventing detrimental effects of burnout among health-care employees.

Considering that mainstream literature on AL mainly focuses on nurses, there is a scarcity of literature integrating the relationship between AL, civility and burnout among a wide range of occupational groups in the health-care sector. Furthermore, the research model has not been previously introduced when considering the mediating role of civility in the relationship between AL and burnout.

Este estudio propone un modelo para examinar la relación entre el liderazgo auténtico, la civilidad y el burnout entre los trabajadores de la salud. Este modelo plantea que la civilidad media la relación entre el liderazgo auténtico y el burnout.

Se recopilaron datos de 360 trabajadores de salud registrados (tasa de respuesta del 72%) que trabajan en dos grandes centros hospitalarios públicos en Lisboa, Portugal. La muestra fue predominantemente femenina (79,4%). Los instrumentos utilizados para medir las variables fueron el Inventario de Liderazgo Auténtico, la Escala de Civilidad de Trabajo y el Inventario de Burnout de Maslach. Se utilizó el macroproceso de Hayes para el análisis de mediación en SPSS para probar el modelo hipotetizado.

Los resultados sugieren que el liderazgo auténtico tiene un efecto directo positivo en la civilidad, sumándose al efecto negativo de las variables mencionadas anteriormente en el burnout. Además, se encontró que la civilidad tiene un efecto mediador en el liderazgo auténtico y el burnout.

Este estudio puede ser útil para la gestión hospitalaria y el sector de la salud en su conjunto, destacando la importancia del liderazgo auténtico y la civilidad para prevenir los efectos perjudiciales del burnout entre los trabajadores de la salud.

Dado que la literatura predominante sobre el liderazgo auténtico se centra principalmente en las enfermeras, existe una escasez de literatura que integre la relación entre el liderazgo auténtico, civilidad y el burnout en una amplia gama de grupos ocupacionales en el sector de la salud. Además, el modelo de investigación no se ha presentado previamente al considerar el papel mediador de la civilidad en la relación entre el liderazgo auténtico y el burnout.

O presente estudo propõe um modelo para análise da relação entre liderança autêntica, civilidade e burnout entre profissionais de saúde. O modelo propõe civilidade como mediadora na relação entre liderança autêntica e burnout.

Os dados foram recolhidos de 360 (com taxa de resposta de 72%) funcionários registados do sistema de saúde em dois centros hospitalares de Lisboa, Portugal. A amostra foi predominantemente feminina (79,4%). Os instrumentos usados para medir as variáveis foram Authentic Leadership Inventory, Escala de Civilidade no Trabalho e Maslach Burnout Inventory-General Survey. O modelo proposto foi testado fazendo uso da macro Hayes PROCESS para análise de mediação no SPSS.

Os resultados sugerem que a liderança autêntica tem um efeito positivo direto na civilidade, além do efeito negativo no burnout. Adicionalmente, verificou-se um efeito mediador da variável civilidade nas variáveis liderança autêntica e burnout.

Este estudo pode ser útil a administradores hospitalares e gestores no sector da saúde em geral, sublinhando a importância da liderança autêntica e civilidade na prevenção dos efeitos prejudiciais do burnout em profissionais de saúde.

Considerando que a literatura prevalente sobre liderança autêntica foca maioritariamente enfermeiros, existe uma escassez de estudos que integram liderança autêntica, civilidade e burnout num amplo espetro de grupos profissionais no setor da saúde. Adicionalmente, o modelo de investigação considerando o papel mediador da civilidade na relação entre liderança autêntica e burnout não foi introduzido.

The aim of this study is to determine the effect of ethical leadership (EL) on individual ambidexterity (IA). Equity sensitivity (ES) was proposed as an underlying mechanism between EL and ambidexterity. Openness to experience (OTE) was hypothesized to strengthen the effect of EL on IA.

Data were collected, using a cross-sectional survey design, from employees working in Software Houses in Pakistan using multistage sampling. A usable sample of 255 was subjected to analysis in a two-step structural equation modelling.

The empirical findings revealed that EL has a positive effect on IA. ES partially mediated between EL and IA. OTE strengthens the impact of EL on IA.

This study carries some implications for practitioners, and in particular it provides a clear direction to the management who exhibits EL characteristics. Ethical leaders encourage their followers to explore new things, to behave more innovatively at work and to take the risk in implementing and introducing new ideas.

This study highlights that EL should establish a positive work environment in which employees have a comfortable feeling when applying their explorative and exploitative activities to their work.

This study investigates critical linkages between EL and IA. Given the importance of IA, results provide novel guidance regarding EL style and the significance of equity in workplace. Recruitment decisions will also be guided by choosing those who have an open personality orientation in the workplace.