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Recently, physical crafting has been found to positively affect emotional exhaustion through workload. However, the role of cognitive crafting in this process remains unexamined. To address this research gap, this study examined the relationship between cognitive crafting and emotional exhaustion, as well as whether cognitive crafting moderates the positive indirect effects of physical crafting on emotional exhaustion through workload.

The data were collected through an Internet survey conducted with 2,143 Japanese employees, and path regression analysis was conducted to analyze the data.

The results show that cognitive crafting was negatively correlated with emotional exhaustion, weakened the relationship between workload and emotional exhaustion and weakened the indirect effects of physical crafting on emotional exhaustion.

The practical implications of these findings suggest that practitioners should encourage the improvement of cognitive crafting. Implementation of job crafting interventions and customer participation could be effective in enhancing cognitive crafting.

The study provides a deeper understanding of how cognitive crafting influences emotional exhaustion and how it influences the process through which physical crafting influences emotional exhaustion, aligning with the transactional model. The results reiterate the importance of cognitive crafting, an aspect that has received little attention since the introduction of the job demands-resources (JD-R) model of job crafting.

The purpose of the present study is to extend the body of research on healthcare management by examining the effect of workplace stressors, including abusive supervision, customer incivility and the perceived threat of COVID-19 (PCT), on turnover intention. The study also contributes to healthcare management research by examining the mediating role of emotional exhaustion, the moderating role of employee resilience and constituent attachment.

The study developed and tested a model explaining the relationship between abusive supervision, customer incivility, PCT, emotional exhaustion, turnover intention, employee resilience and constituent attachment. Data were collected from a sample of 375 frontline employees who work in private hospitals in Mashhad, the second-most populous city in Iran.

The findings indicate that abusive supervision and customer incivility, directly and indirectly, affect turnover intention through emotional exhaustion. Furthermore, employee resilience was found to mitigate the relationship between stressors excluding the PCT and emotional exhaustion. Moreover, constituent attachment decreased the likelihood of turnover intention among employees who experienced abusive supervision. The findings suggest that controlling abusive supervision, customer incivility and PCT can lead to less emotionally exhausted employees with lower turnover intention. Furthermore, enhancing employee resilience and constituent attachment can decrease emotional exhaustion and turnover intention.

Despite the large body of research on the relationship between the variables mentioned above, few studies have presented a conceptual model based on the relationship between them. This article presents a conceptual model that has not been previously discussed in any other publication to examine the moderating effect of organizational and individual factors in the relationship between workplace stressors and their consequences, which have not been widely covered in existing literature. Drawing upon conservation of resources theory, job embeddedness theory and attachment theory, the present study aims to fill this gap in the literature.

The main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction and employee turnover intentions) in the higher education sector.

The authors gathered field data from individuals working in the Higher Education Sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion and job-related outcomes (job stress, job satisfaction and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.

The findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction and employee intention to leave).

The research was undertaken in Jammu and Kashmir's higher education sectors. As a result, the findings may not apply to other sectors because workplace incivility may be regarded differently in different sectors.

The findings of this research study will assist organizations and practitioners in comprehending the significance of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention) and negatively on job satisfaction.

This research study added to the existing Self-Determination Theory model developed by Deci and associates (2017) by incorporating Emotional Exhaustion, and workplace incivility as autonomous intrinsic and workplace context factors respectively into the SDT model to study work behaviors in terms of job outcomes. This study adds to existing knowledge on SDTs by suggesting and testing emotional exhaustion as a mechanism for determining the impact of workplace incivility on employee job outcomes.

The main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).

The authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.

The findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).

The findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.

This study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.

Through the lens of conservation of resource theory and the model of ability, motivation and opportunity (AMO), this study tests the relationship between high performance work practices (HPWP), emotional exhaustion and service recovery performance (SRP). It examines the direct effect of AMO bundles on emotional exhaustion and the indirect effect of these bundles on SRP via emotional exhaustion.

In a sample of 1,664 flight attendants from Canada, Germany and France, this study uses a quantitative method. Using AMOS V.24, CFA was used to test quality of scales, model fit as well as the direct effects. The method of Monte Carlo (parametric bootstrap) and more precisely bias corrected percentile method were used to test the mediation mechanism, based on 5,000 bootstrapping and 95% confidence intervals.

Results show that all AMO bundles can be considered as a resource caravan passageway protecting employees against resources loss and allowing them to perform well and to recover service after a failure. They reveal that each bundle has a direct, negative link with emotional exhaustion, a health-related well-being and an indirect effect on SRP via emotional exhaustion.

The finding further highlights the need to distinguish between AMO dimensions in strategic HRM research and practice. The cross-sectional nature of this study limits the establishment of causal links between variables. The author encourages future researchers to adopt a research design enabling to collect data at two or three-time periods and involving multi-source data.

Companies should be aware of the mechanisms through which HPWP influence the occupational health and performance of flight attendants and consider that “different bundles can have different effects” as important when they would redesign their HRM practices. In turn, it is rather opportunity enhancing HPWP (e.g. empowerment, work teams) that will be the most efficient in improving SRP. In a customer service context, and for flight attendants who work for prolonged hours with sometimes demanding passengers, it seems very important that airlines empower their flight attendants to use their skills and abilities to respond to problems arising onboard, either from service failures or any complaint a passenger may have. Employers should aim to create pools of practices designed to enrich and protect the resources of their employees allowing them to reduce emotional exhaustion.

This research study contributes therefore to the HRM-well-being-individual and/or organizational performance debate in a very particular context, by using the AMO framework to test the proposed relationship. In doing so, this study advances the theoretical and empirical evidence on how HR systems and AMO framework can be applied in this setting. The findings allow distinguishing which bundle of HRM is the most influential on emotional exhaustion, which can advance the literature in strategic human resource management. The paper adds to the literature by addressing the role of emotional exhaustion rather than happiness-related measures of well-being. Thus, our results stress the importance of health-related well-being, and emotional exhaustion, as an important pathway through which AMO-bundles influence performance outcomes and confirm that there are different well-being pathways to consider in the HRM-performance relationship. By using different bundles of AMO, the study advances the literature by showing that each bundle could have a different effect as the findings show that only opportunity enhancing HPWPs still directly impacted SRP after introducing the mediator (emotional exhaustion).

The study examines the effects of behavior-based and outcome-based control systems on service-sales ambidexterity, role conflict, emotional exhaustion and job performance in salespeople.

Data are collected from 704 salespeople in Ghana. The proposed hypotheses are tested through the structural equations modeling technique.

The study finds that both behavior-based and outcome-based controls have positive and significant effects on service-sales ambidexterity in salespeople. Similarly, the study discovers that service-sales ambidexterity has a positive and significant impact on both role conflict and emotional exhaustion in salespeople. The study also finds that role conflict and emotional exhaustion both have a negative impact on job performance. Finally, the study finds that salespeople's grit moderates the negative relationship between emotional exhaustion and job performance.

The results imply that while salespeople's service-sales ambidexterity may be beneficial to their individual and firm performance, it may also lead to role conflict and emotional exhaustion.

The current study demonstrates how control mechanisms can lead to service-sales ambidexterity in salespeople and how this can lead to role conflict and emotional exhaustion.

The fear of COVID-19, being an emerging research variable and a parcel of the ongoing pandemic, has not yet been fully studied with respect to leadership and employee family life. Based on the conservation of resources theory, the current study aims to investigate the relationship between despotic leadership and work-family conflict under the context of fear prevailing due to COVID-19. The paper also highlights the mediating role of emotional exhaustion between the two variables.

Data were collected in two waves by using a time-lagged design from 225 nurses from hospitals in the Central Punjab region in Pakistan. Analysis was done through process macro in SPSS.

Results showed that despotic leadership is positively related to work-family conflict directly and through emotional exhaustion indirectly. Furthermore, the moderation of fear of COVID-19 has also been noted such that its increase strengthened the direct as well as the indirect relationship between despotic leadership and work-family conflict.

During the days of COVID-19, the pandemic posed a strong threat to employees' family lives, especially in the presence of despotic leaders at the workplace. Amidst the widespread fear and harmful effects of COVID-19 on economies and organizations, this study provides novel implications for policymakers, researchers and practitioners for mitigating the impact of despotic leadership on employees' family lives.

This paper's aim is to study a neglected relationship: testing the impact of emotional labor on the work exhaustion for samples of emergency medical service (EMS) professionals.

Three distinct samples of EMS professionals, i.e. emergency medical technician (EMT) – basic, EMT – intermediate, and paramedic, were surveyed to test the impact of three variable sets, personal (e.g. gender, age, health), work‐related (e.g. years of service, job satisfaction), and emotional labor (i.e. surface acting, deep acting) on work exhaustion.

Results across the three samples consistently showed that surface acting had a significantly stronger positive impact than deep acting on work exhaustion. In addition it was found that surface acting had a significantly stronger negative relationship to job satisfaction than deep acting. Surface acting also had a significant negative relationship to perceived health. Years of service were positively related to work exhaustion across all samples, while job satisfaction was negatively related.

Work exhaustion is an occupational risk for EMS professionals. Individuals considering EMS as a career must have realistic expectations and information about the rewards as well as challenges facing them. To help buffer the impact of emotional labor on work exhaustion and related outcomes, EMS stakeholders should consider facilitating mentor and/or peer support group programs to enhance the development of stronger camaraderie in different EMS‐based organizations (e.g. hospitals, fire services).

Prior research has not tested for the impact of emotional labor on work exhaustion for EMS professionals. Even after controlling for personal and work‐related variables, surface acting maintained a stronger positive impact than deep acting on work exhaustion. Key demographics for each of the three samples (type of work, community size, gender) indicate representativeness to previous cohort samples of nationally certified EMS professionals.

The objective of the present study is to investigate the relationship between emotional exhaustion and performance. During the present coronavirus disease (COVID-19) global pandemic, as the world has come to a standstill and more than 200 countries have been seriously affected, the level of emotional exhaustion experienced by people worldwide is beyond one's imagination. But how organizations were coping with emotional exhaustion and maintaining performance has remained an important question. To address this, the authors developed a conceptual model suggesting that organizational citizenship behavior (OCB) can act as a mediator, and leadership style and emotional intelligence (EI) can act as moderators in alleviating the dysfunctional consequences of emotional exhaustion.

Using a structured survey instrument, data were collected from 384 respondents from the faculty and administrative personnel in the Mangalore Diocese educational institutions. The authors used stratified sampling and tested the psychometric properties of the instrument using Lisrel software. To test the hypotheses involving two-way and three-way interactions, the authors used Hayes (2018) PROCESS as a statistical technique.

The results revealed that OCB mediated the relationship between emotional exhaustion and performance. To alleviate the dysfunctional consequences of emotional exhaustion, EI and transformational leadership interact to influence OCBs. The authors found that at lower and higher levels of EI, employees exhibited OCBs when leaders exhibited a greater level of transformational leadership. Furthermore, the transactional leadership style interacted with emotional exhaustion to reduce the adverse effects of later on performance.

As with any research based on self-report measures, the present study has inherent limitations of social desirability and common method bias. However, the authors have sufficient care to minimize, if not eliminate, these limitations. The research highlights the importance of EI, a contingency leadership style in organizations, to reduce the adverse effects of emotional exhaustion caused by the global pandemic.

This study contributes to both organizations and literature on personnel psychology and organizational behavior. The study suggests that individuals need to invest resources in developing the skills of controlling and regulating their emotions and engaging in extra-role behaviors. In addition, leaders in organizations need to exercise transformational and transactional leadership styles to combat the present COVID-19 global pandemic situation.

This study provides new insights into the importance of EI, leadership style, and OCBs in restoring the loss of resources because of emotional exhaustion. The conceptual model developed and tested is the first of its kind in India, to our knowledge, and contributes to both theory and practice.

Navigating the physical and emotional conditions of patients on daily basis can be emotionally exhaustive, requiring health professional to regulate their emotions in order to provide quality healthcare. The present study set out to examine the consequential effect of emotional intelligence and perceived organizational support (POS) on emotional exhaustion of nurses and midwives in the Ghanaian context. The study also examined the effects of age and cadres of nursing and midwifery on emotional exhaustion.

The study was quantitative in nature and employed the cross-sectional design in sampling respondents. The study was conducted in four public hospitals and two quasi-public hospitals in three main districts in the Greater Accra Region of Ghana. A sample of 342 nurses and midwives were proportionately sampled from various health facilities. The sample constituted of staff nurses and midwives.

The study revealed that while age, cadres of nursing and midwifery and POS had consequential effects on emotional exhaustion, emotional intelligence failed to predict emotional exhaustion.

Findings of the study draw the attention to the importance of organizational support in attenuating the emotional exhaustion associated with the nursing profession.