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The number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of this study is to examine whether challenge and hindrance stressors influence SIEs' intent to remain as well as the possible influence of emotional resilience and cultural novelty upon these relationships.

Data were collected from 249 SIEs working in China.

As hypothesized, hindrance stressors were negatively related to the SIEs' intent to remain. Contrary to expectations, challenge stressors were not associated with intent to remain. Hindrance (challenge) stressors were negatively (positively) related to emotional resilience, and resilience mediated the relationship between stressors and intent to remain. Cultural novelty failed to moderate the relationship between emotional resilience and intent to remain and did not moderate the mediated effects of challenge stressors on intent to remain via emotional resilience. Cultural novelty did moderate the mediated effects of hindrance stressors on intent to remain via emotional resilience, but not in the hypothesized direction.

This study was cross-sectional. It examined SIEs working in China, and its findings may not be generalizable to SIEs working in other countries.

This is the first study to examine how emotional resilience may mediate the relationship between stressors and SIEs' intent to remain and also considered the possible moderating effects of cultural novelty. In addition, unlike most studies that focus only on the negative outcomes of hindrance stressors, this study tested the possible positive effects of challenge stressors.

The purpose of this paper is to investigate the influence of tourists’ sociodemographic characteristics on their perception of destination personality and emotional experience on the example of the city break tourism destination.

To examine this relationship, survey research was conducted on a sample of 203 national and international tourists who visited Novi Sad, the second-largest city in Serbia.

Research results confirmed the role of travelers’ sociodemographic variables in shaping their emotional experience and destination personality perception. The findings pointed out significant divergences in the perception of emotional experience in the case of respondents’ education level, previous visits to the city and travel companion. On the other hand, the analysis showed that repeat visitors significantly differed from first-time visitors regarding destination personality perception. In addition, differences in both destination personality and emotional experience assessment were found between national and international city break travelers.

The current study is first to focus on the role of travelers’ sociodemographic variables in simultaneous modeling of their perception of destination personality and emotional experience within the city break destination context. Besides, results revealed some new influencing factors of both destination personality and emotional experience perception, thus contributing to the existing tourism literature. In addition, this paper offers useful practical implications for city break marketers to adapt promotional activities, more effectively present the desired brand personality of the city to different sociodemographic categories of tourists and sustain repeat tourists’ perception of Positive surprise.

This paper aims to explore the relationship between knowledge sharing factors, emotional intelligence and team conflict on the team performance during the inter-institutionalized collaboration work process.

This study was conducted in South Sulawesi and Central Sulawesi Province’s hospitals. The study lasted for six months in 2017. The sampling was done by using cluster method and stratified random sampling, which was based on Hospital Type, level of Health Officers. These characteristics were considered to have represented quite heterogeneous information about the characteristics of health workers. Data analysis approach used in this study was partial least square (PLS) using WarpPLS software.

Based on the results of data analysis, it can be concluded that there is a significant direct influence between emotional intelligence to knowledge management, emotional intelligence to team conflict, and emotional intelligence to team performance.

Some previous research studies that have been done are by Hasanyl et al. (2015), Othman (2010), Sathitsemakul (2005), Nóra. Obermayer-Kovács (2014), Troth (2009), Leung (2010) and Luca and Tarricone (2001). The novelty of this research is on the effort to see the mediation of knowledge sharing, team conflict and structure mechanism to other variables developed in the research model.

Emotional labour is an important area of research in organizational psychology especially in the context of service industry. Past research in this area has primarily focused on the negative consequences of emotional labour. The present study is carried out to explore whether professors working in higher educational institutes experience emotional labour and how does it impact them.

The study adopted a qualitative approach. Twenty in-depth interviews were conducted.

Three broad themes emerged from the study: (1) work environment leading to emotional labour (2) factors facilitating emotional regulation and (3) consequences of emotional labour. The findings revealed that the consequences of emotional labour are context specific and in the context of educational setting, it has interesting positive outcomes.

The findings of the study provide critical insights regarding how to deal with employees who experience emotional labour at work.

The study adopts an inductive approach to explore the experiences of emotional labour of professors in higher educational institutes.

This paper aims to investigate the importance of knowledge management as a moderator in the relationship between two of the burnout variables, namely, role ambiguity and work overload. In addition, the paper tests a conceptual model where emotional exhaustion is a moderator in the relationship between role ambiguity, work overload and performance.

Using a structured survey instrument, this paper gathered data from 692 respondents from the information technology industry in the southern part of India. The first psychometric properties of the instrument were tested and then hierarchical regression was used as a statistical technique for analyzing the data.

Results show that role conflict is positively related to role ambiguity and work overload, role ambiguity is negatively related to performance, work overload is positively related to performance, knowledge management moderates the relationship between role conflict and role ambiguity and role conflict and work overload. The hierarchical regression results also support that emotional exhaustion moderates the relationship between role ambiguity and performance and work overload and performance.

As the present research is based on self-report measures, the limitations of social desirability bias and common method bias are inherent. However, this study attempts to minimize these limitations by following appropriate statistical techniques and procedures.

This study contributes to both practicing managers and the literature on conflict management. The study suggests that managers use knowledge management practices to mitigate the ill-effects of role conflict and enhance performance. This study also highlights the role of emotional exhaustion in organizations.

This study provides new insights about the importance of knowledge management practices and emotional exhaustion in the relationship between role conflict and performance. To the knowledge, the importance of knowledge management practices is underemphasized in conflict management research. The study also provides insights into the role of one of the burnout variables i.e. emotional exhaustion in its influence on performance. The implications of this relationship for organizational role theory and organizational learning theory and for management practice, are discussed.

The objective of the present study is to measure the well-being of employees who are engaged in frontline roles and actively engrossed in frequent regulation and management of emotions while performing interpersonal interactions. The study has conceptualised the comprehensive model to measure employee well-being with three work-related dimensions, namely work engagement, burnout and job satisfaction in emotional work settings.

The study has been conducted on employees of the civil aviation industry in North India working on various frontline profiles. Data have been collected from 600 employees through a pretested questionnaire, and structural equation modelling (SEM) has been performed to test the hypothesis.

The findings of the study have revealed that all three dimensions, namely work engagement, burnout and job satisfaction are statistically significant measures of employee well-being in emotional work settings. Also, the study has determined that employees are highly satisfied and engaged at work despite having a feeling of burnout.

The study has enriched the literature by presenting and analysing a comprehensive model of employee well-being in emotional work settings of the civil aviation industry.

The study will aid the various service industries in the framing of the intervention and training programs, which would help in promoting the well-being of employees who are specifically engaged in emotional work.

The study is very substantial in offering various parameters over which national well-being policies for individuals can be framed.

Priorly, very few studies have attempted to recognise the role of the aforementioned variables in emotional work settings in a comprehensive manner. Further, the study has emphasised the unrecognised role of job satisfaction and work engagement where burnout is prevailing due to the presence of high emotional job demands.

Satisfaction and loyalty as vital and strategic concepts in the marketing literature are highly important to companies and marketers. The review of the existing literature reveals a gap of the role of emotional constructs that can begin in a regular and rational sequence of satisfaction and ultimately lead to the formation of consumer loyalty. Hence, this study aims to answer the question of whether emotional constructs such as emotional attachment and love play a mediating role in the process of transitioning from satisfaction to loyalty in the correct sequence.

A total of 300 valid questionnaires on smartphone and apparel brands were collected from respondents and analyzed using the partial least squares method.

The results showed that brand love is the strongest antecedent of brand loyalty and is the only variable that directly influences brand loyalty in comparison to satisfaction and emotional brand attachment. Moreover, the examination of indirect effects revealed that our assumption based on that the emotional structures such as emotional attachment and brand love play a mediating role in the process of transitioning from satisfaction to loyalty in a correct sequence is supported.

Generalizability needs to be established with a wider range of consumer groups. The survey was conducted in Iran, and future research should assess the same product categories in other cultural settings as well as consider other product categories to assess the external validity of these results. The insights on consumers’ brand relationships help brand managers devise effective brand management strategies.

The managerial implications can guide managers toward enhancing the consumers’ loyalty to the brand through a better understanding of the consumer loyalty process to a brand as well as better relational marketing practices.

The study validates the mediating role of emotional brand attachment and brand love in the relationship between brand satisfaction and brand loyalty, is one of the first to develop a conceptual model that examines the role of emotional structures in the process of transition from satisfaction to loyalty, is one of few studies to develop the role of emotional structures in the form of a relational chain of brands in the process of transition from satisfaction to loyalty.

The purpose of this study is to investigate how community attachment to an OHC reduces the OHC users' emotional distress and therefore improves their emotional well-being.

A survey study was conducted in one of the largest online health communities (OHC) for people with diabetes.

OHC participants are likely to experience reduced emotional distress when they have developed an attachment to the community. This attachment is, in turn, positively associated with the normative expectations of reciprocity and the affective feeling of gratitude. However, some commonly used behavioral measures of community participation, such as visit frequency and membership tenure, have little to do with either community attachment or reduced emotional distress.

The research highlights the pivotal role of community attachment in appraising the much-debated benefits of OHCs. However, the cross-sectional survey study has its limitations in terms of establishing causality.

OHC managers need to look beyond some of the commonly used metrics, such as monthly visits and number of new postings, and focus on fostering a sense of attachment among existing users in order to fulfill the OHC's potential of emotional support. Our study implies that design features facilitating reciprocation and gratitude expression among users can lead to a strong emotional bond.

This is one of the first studies on the antecedents of community attachment and the relationship between community attachment and emotional distress in the context of OHC.

The leader of the knowledge‐based organization is faced with the continuing dilemma of delivering the highest quality and most technologically innovative products or services at the lowest possible cost in a rapidly changing environment. This paper aims to start with the identification of the complexities of managing the knowledge‐based organization, using emotional intelligence to balance the interests of the individual and organization, and it may also be redefined as an organizational development process rather than an outcome.

In order to be effective the knowledge‐based leader must possess the characteristics most often associated with the description of emotional intelligence and must also be effective at injecting these same characteristics throughout the organization. Utilizing the premises of Stewart's intellectual economy and adapting the work of Buckingham and Coffman to the knowledge‐based organization, a series of questions is outlined to assist leaders, managers and workers in the improvement of emotional intelligence awareness and the utilization of emotional intelligence as an organizational development process.

Knowledge‐based organizations may benefit from the utilization of behaviors most often attributed to emotional intelligence, and emotional intelligence may be redefined as a process rather than an outcome for organizational development.

The knowledge working environment must utilize innovative processes to maintain the engagement and effectiveness of the workforce. Applying emotional intelligence as an organizational development process rather than an outcome, it becomes a strategy for the development of the individual and the organization concurrently rather than treating them as opposing interests.

Prati, Douglas, Ferris, Ammeter, and Buckley (2003) have proposed that emotional intelligence is a critical component in effective team leadership and team outcomes. John Antonakis (2003) questioned whether the first claim in this article, that emotional intelligence is critical for effective team leadership, is justified. He presents six questions that illuminate his reservations. In response, the present authors attempt to answer his reservations by clarifying and explicating the reasoning behind this claim.