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This study anchoring on the theory of conservation of resources examines the relationship between family incivility, negative rumination and service delivery. This study also analyses the mediating role of negative rumination in the relationship between family incivility and service delivery. This study also examines psychological capital and perceived organisational support (POS) as boundary conditions influencing the relationships postulated in the study.

To test the relationships among the variables, responses were drawn from 419 frontline hotel employees at two-time points and the hypothesised relationships were tested using structural equation modelling.

The structural equation modelling analysis proved that family incivility is negatively related to service delivery. It was also found that family incivility is positively associated with negative rumination and an inverse relationship between negative rumination and service delivery. This study also found support for the mediating role of negative rumination and the moderating roles of psychological capital and perceived organisational support.

This study findings extend the theory and provide guidelines for managers to mitigate the adverse effect of family incivility on employees and their service delivery. Employees and managers can use psychological capital and POS as strategies to prevent the spill-over effect of family incivility on service delivery.

To the best of the authors’ knowledge, no prior studies have examined the effect of family incivility on service delivery. By establishing the mediating mechanism and boundary conditions, this study adds value to the theory and practice.

The purpose of this paper is to investigate the influence of employees’ trait rumination on the variability of their state rumination and the continuing influence on their negative affect at home.

A time-lagged experience sampling method was used for the data collection from full-time employees in the hotel industry. The hypotheses were tested with multilevel modeling using a random coefficient modeling approach.

Hotel employees who are high in trait rumination generally show high levels of state rumination and greater within-person variability in state rumination over time. Additionally, the negative effects of workplace state rumination can last until employees come home and the next day before going to work. Furthermore, employees who are high in trait rumination are more likely to be influenced by state rumination, as they experience more negative affect after arriving home.

Rumination has been shown to decrease hotel employee overall well-being. The findings of this study provide suggestions for remedial measures that can be taken by hotel organizations to help employees address ruminative thinking.

Drawing on response styles and work/family border theories, this study contributes to the rumination literature by considering both trait rumination and state rumination in a broader context. For a comprehensive understanding of the dynamic temporal characteristics of state rumination, this study considers the net intraindividual variability of state rumination as the outcome of trait rumination.

Vicarious abusive supervision (VAS) has recently garnered the attention of hospitality researchers. VAS is prevalent in hospitality work settings characterized by long production chains and open operating environments. Based on the conservation of resources (CORs) theory, this study aims to examine how VAS influences hospitality employees’ work behaviours (i.e. supervisor-directed deviance, silence and helping behaviour) via affective rumination, with the moderating role of industry tenure as an individual contingency on the relationship between VAS and affective rumination.

The data were gathered from 233 restaurant frontline employees and their supervisors in Turkey. The authors tested the proposed model using partial least squares method through SmartPLS 3.

The results reveal that VAS triggers affective rumination, which, in turn, is positively related to supervisor-directed deviance and silence, and negatively related to helping behaviour. Moreover, industry tenure, as a buffer resource, significantly moderates the relationship between VAS and affective rumination.

To reduce the occurrence of VAS and mitigate its negative effects, managers should establish a work environment that embraces understanding and respect, pay attention to how they communicate with employees, implement appropriate interventions when VAS occurs and conduct stress management training and improve employees’ emotion regulation skills in ways that correspond to the employees’ industry experience.

This study advances research on VAS by offering insight into how VAS impacts employees’ work behaviours via the underlying mechanism of affective rumination through a COR lens. The findings also shed light on the salient buffering effect of industry tenure as an individual contingency.

This study aims to explore the mechanism of abusive supervision differentiation on employee work-family conflict, and examine the chain mediating role of work-related rumination and organizational citizenship behavior/deviant workplace behavior, as well as the moderating role of work-family boundary segmentation preference.

The authors designed two studies: Study 1 was a scenario experiment with 120 Master of Business Administration students. To further explore this finding, the authors conducted a multiwave survey in Study 2 with 345 employees from various organizations.

The results of Study 1 showed that abusive supervision differentiation had a positive effect on work-related rumination, and work-related rumination mediated the relationship between differentiated abusive supervision and organizational citizenship behavior/deviant workplace behavior. The results of Study 2 not only confirmed the conclusions of Study 1 but also revealed that organizational citizenship behavior/deviant workplace behavior significantly affected work-family conflict. Abusive supervision differentiation had a positive effect on work-family conflict through work-related rumination and organizational citizenship behavior/deviant workplace behavior. In addition, work-family boundary segmentation preference negatively moderated the relationship between organizational citizenship behavior and work-family conflict.

First, to the best of the authors’ knowledge, this study is the first paper to test the spillover effect of abusive supervision differentiation on the family domain through a chain mediation model. It extends the research on abusive supervision differentiation from the work domain to the family domain. Second, previous research has highlighted role conflict or role insufficiency as significant factors contributing to work-family conflict. However, this study suggests that abusive supervision differentiation from workplace managers can also trigger work-family conflict, providing a new perspective in the study of precursors to work-family conflict.

This study aims to illustrate the mechanisms underlying the effect of stress on flow states in the context of a multilevel organization, in which case employees' perseverative cognition and reactions to challenge–hindrance stressors are affected by leader mindfulness.

Study 1 employed a three-wave time-lag survey, and study 2 conducted a diary study across 10 workdays to replicate the results of study 1. Multilevel structural equation modeling and Monte Carlo simulation were performed using Mplus 8.0 software to test all hypotheses.

Problem-solving pondering transmits the nonlinear effect of challenge stressors on flow, and affective rumination mediates the negative effect of hindrance stressors on flow. Leader mindfulness amplifies the tendency of followers to ruminate on the positive aspects of challenge stressors, consequently increasing their positive reactions and flow. Although leader mindfulness fails to influence followers to ruminate less on hindrance stressors, it negates the harmful effect of affective rumination on the flow experience.

This study is one of the first to examine the associations between stressor types and flow in the workplace. The authors also develop a new theory that highlights the ability of leader mindfulness to shape subordinates' stress, cognitions and reactions through social modeling and the authors identify the boundaries of its beneficial effects.

This study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.

To test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.

The results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.

The study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.

The study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.

Taking the support of social capital theory and conservation of resource theory, the present study explores the mediating role of rumination and moderating role of mindfulness in the relationship of workplace ostracism (WO) and workplace withdrawal (WW).

The data were collected in two waves from 467 employees working in hotels located in Delhi NCR region of India. The hypothesised relationships were investigated by macro-PROCESS (Hayes, 2013).

The results found a mediating impact of rumination on WO and WW relationship. It further supported the moderating effect of mindfulness in weakening the association between WO and WW via rumination.

This study identified mindfulness as an essential mechanism by which WO may be regulated to control employee's tendency to ruminate. Rumination may initially be prevented in organisations by regulating the primary effect of WO on employees' decisions for WW.

By linking the research model with the social capital theory, the study has contributed to the existing body of knowledge. The study is the first of its kind in India to examine the impact of hypothesised associations on the hotel industry. The findings of the study would help the industry in understanding the role of mindfulness in reducing aberrant behaviours at workplace.

The purpose of this study aims to investigate the independent and combined moderating effects of social sharing and rumination on the relationship between customer aggression and service sabotage.

Two samples of service providers were recruited: a sample of face-to-face service employees from various organizations (N = 481) and a sample of call center employees (N = 122). Data were collected using self-reported questionnaires and the research hypotheses were tested using hierarchical regression analyses.

The impact of customer aggression on service sabotage was exacerbated by rumination in Sample 1 and although failing to reach significance (0.08), the same pattern of interaction was observed in Sample 2. The results lend support to the existence of a three-way interaction effect between customer aggression, social sharing and rumination. Specifically, the positive relationship between customer aggression and service sabotage was stronger for employees who reported high levels of both social sharing and rumination compared to employees who reported high levels of social sharing but low levels of rumination.

Implementing stress-management training intended to help service employees avoid using maladaptive coping strategies when confronted with mistreatment can serve to reduce employees’ engagement in retaliatory behaviors directed against customers.

The study’s findings provide one potential explanation for the mixed findings in the literature on social sharing and suggest that sharing of emotions for coping with customer aggression may become a maladaptive strategy for individuals who tend to engage in ruminative thinking whereas it may be a helpful coping choice for individuals who do not.

Based on social information processing (SIP) theory, this study explores the cross-level effect of high-involvement work practices (HIWPs) on employee innovative behavior by studying the mediating role of self-reflection/rumination and the moderating role of transactive memory system (TMS).

This study collects data from 452 employees and their direct supervisors in 94 work units, and tests a cross-level moderated mediation model using multilevel path analysis.

The results suggest that HIWPs significantly contribute to employee innovative behavior. Both self-reflection and self-rumination mediate the above relationship. TMS not only positively moderates the relationship between HIWPs and self-reflection, but also reinforces the linkage of HIWPs. →self-reflection→employee innovative behavior. Furthermore, TMS negatively moderates the relationship between HIWPs and self-rumination, and attenuates the mediating effect of self-rumination.

The study suggests that enterprises should invest more in promoting HIWPs and TMS in the workplace. Furthermore, managers should provide employees training programs to enhance their self-reflection, as well as lower self-rumination, in order to facilitate employee innovative behavior.

This research identifies self-reflection and self-rumination as key mediators that link HIWPs to employee innovative behavior and reveals the moderating role of TMS in the process.

This study aims to investigate the relationship between employees' exposure to supervisor incivility and their engagement in insubordinate behavior, by detailing a mediating role of ruminations about interpersonal offenses and a moderating role of supervisor task conflict.

The research hypotheses were assessed with three rounds of data, obtained from employees and their peers, working for firms in various industries.

An important reason that employees' sense that their supervisor treats them disrespectfully escalates into defiance of supervisor authority is that the employees cannot stop thinking about how they have been wronged. The mediating role of such ruminations is particularly prominent when employees' viewpoints clash with those of their supervisor.

A critical danger exists for employees who are annoyed with a rude supervisor: They ponder their negative treatment, which prompts them to disobey, a response that likely diminishes the chances that supervisors might change their behaviors. This detrimental process is particularly salient when employee–supervisor interactions are marked by unpleasant task-related fights.

This study unpacks an unexplored link between supervisor incivility and supervisor-directed insubordination by explicating the pertinent roles of two critical factors (rumination and task conflict) in this link.