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The purpose is to understand how affective events employees experience at work, and emotions those events elicit, influence within-person fluctuations in perceived organizational support (POS). The authors explore the possibility of socioemotional needs as a boundary condition of the effects. They integrate affective events theory with organizational support theory to develop their arguments.

Using a diary study method, 55 working adults responded to three surveys per day for ten days (876 total datapoints).

The results suggest POS fluctuates daily. Furthermore, workplace affective events are significantly related to discrete emotions (happiness and anger), which are significantly related to fluctuations in POS. Indirect effects were generally stronger when socioemotional needs were high compared to low, though the moderation was not statistically significant.

The authors extend organizational support theory by integrating affective events theory; they highlight the role of affective events and transient emotion in relation to momentary changes in POS and explore socioemotional needs as a moderator of those relationships.

Organizations can be mindful of employees' daily experiences when considering how to foster POS; minimizing negative affective events and maximizing supportive affective events may enhance POS.

This study is the first to consider predictors of short-term fluctuations in POS. Moreover, the authors integrate affective events and discrete emotions to consider the role of affect in organizational support theory.

The theoretical and practical criticality of self‐talk for leader success receives extensive multidisciplinary discussion, without a great deal of empirical research given the challenge of assessing actual self‐talk. The purpose of this paper is to advance research and theory on self‐leadership by examining leader self‐talk and its relationship to effectiveness and strain.

In total, 189 senior executives' self‐addressed, future‐oriented letters were collected. The executives wrote these letters to themselves for their own personal development; thus, the language used represented a form of naturally occurring self‐talk. Two types of self‐talk were coded: constructive and dysfunctional. Supervisor and direct report ratings of leadership of others and creativity and self‐ratings of job strain were collected.

Extensive variability among leaders in constructive self‐talk was found. Exemplars of constructive and dysfunctional self‐talk are presented. Constructive self‐talk positively related to effective leadership of others and creativity/originality as evaluated by subordinates and superiors and was negatively related to job strain. Dysfunctional self‐talk related negatively to creativity/originality.

In addition to illustrating the types of self‐talk used by leaders, research is extended by providing some of the first empirical evidence of how leaders' free‐flowing thoughts are related to their effectiveness and their overall well‐being, lending direct support to a principal proposition from the self‐leadership framework.

E-learning programs exist in a wide variety of formats. Without a framework for distinguishing between different e-learning programs, it is a challenge for researchers to compare their effectiveness or identify characteristics of e-learning that contribute to learning effectiveness. Based on general theories of learning, we develop a typology that compares e-learning programs in terms of the nature of the learning interactions they provide for learners in three dimensions: degree of interaction, learner control of interactions, and informational value of interactions. The typology dimensions apply to learner–instructor, learner–learner, and learner–instructional material interactions. We also discuss important theoretical implications of the typology. First, we show the utility of the typology for comparing the effectiveness of different e-learning programs. Second, we apply the typology dimensions to develop a theoretical framework for e-learning research that provides a foundation for examining factors that influence learning effectiveness in an e-learning program. The framework identifies e-learning program characteristics, learner characteristics, and contextual factors that impact learning effectiveness in different e-learning environments. It also shows how the typology dimensions align with learning goals to influence learning effectiveness.

The purpose of this paper is to explain how a multi-market firm develops the motivation to forbear from competition.

A two-way fixed effects model with Driscoll and Kraay standard errors investigates the research question with panel data collected from the US scheduled passenger airline industry.

The results demonstrate that although the interaction of multi-market contact with strategic similarity impairs a firm’s forbearance from competition, the same interaction promotes it as firm performance deteriorates, supporting the hypotheses.

Performance explains not only how forbearance emerges out of coincidental multi-market contact but also reconciles the mixed evidence for the impact of the two-way interaction between multi-market contact and strategic similarity on forbearance.

Antitrust authorities should pay more attention to low performing firms than to high performing firms in their investigations. Also, managers of multi-market firms should identify multi-market rivals with low performance as targets for the initiation of forbearance.

This study revises the mutual forbearance theory to align it with the accumulating empirical evidence that otherwise refutes its assumption and thereby improves theory’s descriptive and predictive power.

The purpose of this paper is to understand the impact of real, localized case studies on students’ learning engagement, the learning process and learning experience and the role of such case studies in influencing students’ learning outcomes.

Data were collected from 400 undergraduate students through an online questionnaire immediately after discussion of the case in Business Information Systems classes. Student learning from the case study was measured by two components consisting of case knowledge and case perceptions. The student course engagement questionnaire was used to examine engagement in skills, emotions, participation and performance while the study process questionnaire was administered to assess students’ learning approaches. Additionally, the seven predominant roles of the feedback were used to analyse students’ learning experience. Finally, students’ learning outcomes were assessed both in group performance and individual performance. Structure equation modelling was applied to test the causal model.

The results revealed that the case study had a positive influence on students’ engagement in skills and emotions. Moreover, case perceptions led students to surface approach in their learning. Furthermore, case knowledge had a positive impact on the learning experience.

The study suggests that localized case studies should be designed cautiously. Furthermore the method of instruction regarding the method must be clearly explained for undergraduate students. Future research should consider a way of evaluating academic achievement as a result of using localized cases.

The findings reported in the paper contributed to an area of educational research by emphasizing on the mediating role of learning engagement, the learning process and the learning experience.

Peer-to-Peer Accommodation Service (P2PAS) has emerged as a novel paradigm that enables consumers to book temporary accommodation through P2PAS platforms (online transaction), and then reside in hosts' rooms (offline consumption). Due to potential variance in performance and conflict of interest between hosts and platforms, consumers may differ in their trust perceptions of the two parties, which in turn affects consumers' continuous usage of P2PAS. To this end, the authors endeavor to unravel the effect of consumers' trust incongruence on continuance intention, and to further elucidate the moderating influence of transaction and consumption risks on this relationship. This paper aims to discuss the aforementioned objectives.

This study collected data through an online survey of 408 P2PAS consumers. Polynomial modeling and response surface analysis were conducted to validate the hypothesized relationships.

Response surface analysis reveals that trust incongruence did not significantly affect consumers' continuance intention. However, continuance intention would be greater when TP was higher than TH compared with when TH was higher than TP. Furthermore, the analytical results suggest that trust incongruence exerts greater negative effect on continuance intention when transaction and consumption risks were high.

First, the study marks a paradigm shift in conceptualizing the incongruence between TP and TH as a determinant of consumers' continuance intention toward P2PAS. Second, the authors derive a typology of risks that is contextualized to P2PAS. Finally, the authors establish transaction and consumption risks as boundary conditions influencing the effects of trust incongruence on consumers' continuance intention toward P2PAS.

Knowledge workers live and work in a technology-enabled, push-notification world full of interruptions that create information overload, often requiring these workers to utilize task switching as a mechanism to meet multiple competing tasks' demands. Previous research has examined both the positive and, more often, negative effects from interruptions and task switching on knowledge workers' performance. However, this paper aims to examine knowledge workers' agentic approach to managing interruption signals and consequent task switching to remain dedicated to the task at hand.

Using an inductive grounded theory approach, we analyzed data from semi-structured interviews with knowledge workers regarding their experiences with task management strategies in interruption-heavy environments.

The results indicate the emergence of a new construct that we define as “task adherence.” We identified behavioral and technological mechanisms that knowledge workers employ to adhere to tasks, and we also categorized a host of environmental, personal and task-related factors that influence a knowledge worker's task adherence level.

This study offers a novel conceptualization of key determinants of knowledge workers' task management. Through insights into how knowledge workers purposefully prepare for and address potential interruption signals, as well as manage task switching from subsequent interruptions, managers may be able to design new work processes to improve task performance.

In a world of interruptions, task adherence adds to and clarifies a missing element in the time and task management dilemma that can enhance future efforts in designing strategies that enable knowledge workers to be more productive.

Happiness management is receiving increasing attention in business, and this is reflected in the literature. But any business management option has to be grounded in a true awareness or belief that it will be a suitable and appropriate choice. In this belief the personal values of those who have the power to lead the way to weigh heavily. In this sense, there are personal values that, when used as guidelines in the management of a company, seem to promote the happiness of employees in the work environment. The purpose of this paper is to find the personal values of the entrepreneur. As a secondary objective, the authors also study whether these values are associated with certain entrepreneurs’ socio-demographic factors (gender and age).

The group to be studied is the Spanish business community. An exploratory study is carried out, first, with the definition of value constructs according to Schwartz’s personal values model and, second, with a relational analysis, measuring association effects through logistic regression.

Two higher-order personal values of the entrepreneur are found that seem to contain all the elements that would lead to management styles that would facilitate happiness at work. These values emerge from a dimension model of Schwartz’s theory of basic human values. MVP which, however, does not follow its four adjacent/antagonistic dimensions, but is composed of three dimensions adjacent to each other and, therefore, complementary. Moreover, some stereotypes in the literature on the relationships between personal values and certain socio-demographic factors are broken down and their effects on happiness at work are revealed.

One of the limitations of this work is the relatively small sample size. In this sense, it would be useful to check whether the overall results are repeated in larger samples. Another limitation is that this is a portrait of the group at a given time. Given the experimental nature of this type of work, especially in the case of socio-demographic factors, it would be advisable to carry out a follow-up longitudinal analysis with a time horizon. This would allow a more precise investigation of the effects of the variables mentioned above. In addition, a third limitation is that the authors are studying the collective of Spanish entrepreneurs, and in the study of personal values, culture has a determining influence (Schenck, 2016; Boer and Boehnke, 2016; Perozo and Paz, 2016). It would also be worthwhile considering this study by sector: are the values the same for entrepreneurs in different sectors?; or in some specific sectors, for example, are there differences between entrepreneurs with tech businesses versus non-tech businesses or those who make the circular economy or the green economy a guideline for their organizations? Thus, technology companies must be open to change. Openness and innovation are for their entrepreneurs’ key values to ensure their performance (Tseng, 2010; Van Auken et al., 2008). However, in these organizations, there is a framework of conflicting values between the required flexibility and the values of power and control that the entrepreneur needs, and wants, to have (Albarracín et al., 2014). On the other hand, personal values determine green self-identity and moderate its relationships with ecological care and the moral obligation of the entrepreneur (Blankenberg and Alhusen, 2019; Barbarossa et al., 2017). Therefore, it could be analysed whether these values are maintained in entrepreneurs in these sectors, influencing, as discussed in this paper, greater happiness in the work context; and whether they are conditioned by gender or age (Fotieva, 2021; Li et al., 2020). It would also be helpful to study the socio-demographic influence further, to analyse the possibility of interaction or confounding effects between socio-demographic variables and some other variables not addressed in this paper. For example, does purchasing power or income level, affect personal values? And do the values that give content to F2, power and control, lead the entrepreneur to a higher level of income level or vice versa? Do other factors play a role? In fact, for Hirigoyen (2008), values such as altruism, benevolence and universalism are considered as obstacles to the development of the company. Subsequently, authors such as Salas-Vallina (2018) and Boubakary (2015) conclude that far from that idea, these axiological elements would lead to more significant business development through the satisfaction and happiness they generate in employees and stimulate their productivity, matching with the conclusions. It would be interesting, as a complement to the approach of this work, to carry out a study on the happiness at work of the entrepreneur’s employees, being the group of employees surveyed. Knowing the profile of values of an entrepreneur through the scale proposed in this work, it would be possible to analyse whether this is associated with greater or lesser perceived happiness among his/her employees. As mentioned above, from the methodological point of view, a risk of using the multidimensional scaling modelling for the analysis of personal values is that the respondent reflects more what he/she considers socially desirable than his/her true perception. This bias is one of the main limitations of psychological research. However, the fact that European Statistical Office surveys are guided by experts, both in processing -knowing how to deal with social desirability in personal values research (Danioni and Barni, 2020) – and in data collection, eliminates this limitation.

However, despite the above limitations, this paper makes important contributions. On the one hand, at a theoretical and instrumental level, it shows that the higher-order values graph of Spanish entrepreneurs follows the circumplex essence of the Schwartz value model but does not obey its number of higher-order dimensions. In the case of entrepreneurs, it consists of three elements, three dimensions, adjacent and complementary. None of them contradicts any other. A methodology is created to portray the Spanish entrepreneur in an axiological way and, from this portrait, to reveal his/her tendency towards a leadership style that promotes the happiness of his/her employees, through the importance given to these three factors or dimensions. These dimensions are weighted, in turn, by issues such as gender or age group. For added practical purposes, this information would be beneficial, in the first place, for all those who want to work in and with a particular entrepreneur. The type of leadership or management expected is a factor or reason why a person decides where he/she would like to work (Qing et al., 2020; Lee, 2016). This is not only for the potential employees of that business but also for all those groups or stakeholders, who engage with the company to perform their functions. Individuals make important decisions and choices about their relationships in the work environment based on the alignment of their values with those of the party they want to engage with (Sagiv et al., 2015). On the other hand, it can serve entrepreneurship educators. By knowing the value factors of entrepreneurs, adjusted to the culture of the particular territory, they will be able to pass on this information to their entrepreneurship students (Karimi and Makreet, 2020; Arieli and Tenne-Gazit, 2017) and teach them how they could increase the happiness at work. It also serves to better understand the constructs of management values-employee engagement-workplace happiness in the current environment (Ravina-Ripoll et al., 2020; Salas-Vallina et al., 2017; Wang and Yang, 2016), by introducing the role of personal values on the entrepreneur’s governance style into this construct (Figure 1).

Finally, this study can also have social implications, making its tiny contribution to the SDGs through the study of personal values that guide the behaviour of the entrepreneur. The decision by international institutions for countries to implement the sustainable development goals (SDGs) (UNSDG 2030 Agenda) as cross-cutting strands of their policies has boosted the idea of addressing happiness at work. Thus, SDG 8 talks about Decent Work. In addition to the priority of improving the conditions of groups living in discriminatory working environments (child labour, poverty, precariousness, etc.), taken to its maximum expression, this objective encompasses much more. Workers spend a large part of their lives at work. At the same time, a business needs its employees to be productive. SDG 8 aims to ensure that people have quality employment, increasing their productivity and consumption potential. On the other hand, SDG 3 is about “Health and Well-being”, i.e. ensuring healthy lives and promoting well-being for all ages. It is also about health and well-being in the work environment. Issues such as interpersonal relationships at work, environment and teams, organizational culture, role in the organization, autonomy at work and fostering innovative spirit, can be factors that, if poorly managed, reduce the feeling or perception of happiness at work, especially in today’s digital world (Foncubierta-Rodríguez and Montero-Sánchez, 2019; Leka and Houdmont, 2010; Näswall et al., 2008).

The role of certain higher-order personal values of the entrepreneur is highlighted, which could make him/her tend towards the realization of happiness management practices. Furthermore, through the methodology used, a model of the entrepreneur’s higher-order values has been established, which can be used as a tool to generate reasonable expectations about his/her way of governance and to what extent it is close to a framework conducive to happiness management. This information can be beneficial to all those people and groups that establish relationships with the company, from managers and employees to external stakeholders. In this way, it also helps to anticipate the companýs response to corporate social responsibility.