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Guided by the cognitive-affective system theory of personality (CAPS), this study aims to investigate the parallel mediating effects of cognitive and affective cynicism on the relationship between illegitimate tasks and employees’ adaptive performance. It also proposes growth need strength as a moderating variable for relationships between illegitimate tasks and employees’ adaptive performance.

Using a time-lagged design, data were gathered from 330 frontline hotel employees in China.

The authors found that the presence of illegitimate tasks is negatively associated with employees’ adaptive performance, this relationship being mediated by cognitive and affective cynicism. Growth need strength weakens the negative impacts of cognitive and affective cynicism on employees’ adaptive performance. In addition, the indirect effect of illegitimate tasks on employees’ adaptive performance via cognitive and affective cynicism is stronger for employees with lower levels of growth need strength.

Hotel managers must heed the negative impact of illegitimate tasks. Furthermore, they should underscore the importance of promoting a harmonious and positive organizational culture and atmosphere. Naturally, hotel managers must also establish effective communication with employees, assisting them in fostering a desire for excellence in their work.

This study provides valuable insights for the hospitality industry by investigating how illegitimate tasks hold sway over hotel employees’ adaptive performance. The study uses a moderated dual-path model to uncover the mechanisms behind this impact and the influence of boundary conditions, thereby expanding the understanding of the topic.

The purpose of this paper is to develop a moderated mediation model to examine the roles that psychological capital (PsyCap) and growth need strength may play in the relationship between humble leader behaviors and follower creativity.

Data were collected from a three-wave survey study with a sample of 165 matched leader-follower questionnaires in China. Multiple regression analyses, moderated regression analysis and bootstrapping analysis were used to test the hypotheses.

The results show that humble leader behaviors positively influence follower creativity, PsyCap mediates this influence and growth need strength not only moderates the relationship between humble leader behaviors and PsyCap, but also amplifies the indirect relationship between humble leader behaviors and follower creativity via PsyCap.

Common method bias may still exit, although the measures of research variables were gathered from different sources and with time separation. Additionally, this study is conducted in a single cultural context, which may raise the question about the generalizability of our findings to other cultural contexts.

The primary contribution is building and examining a conceptual model that focuses on the potential effect of humble leader behaviors on follower creativity. Additionally, by confirming the mediating role of PsyCap, the research further uncovers why followers under humble leader behaviors are more likely to engage in creativity, and the moderating role of growth need strength found in this study also offers additional insight into that followers may differ in the degree to which they are receptive to leader effect.

This paper studied whether boredom at home due to social isolation during the COVID-19 pandemic may motivate individuals to engage in online leisure crafting, thereby contributing to their thriving at home and career self-management. This paper aims to examine whether individuals’ growth need strength influences the impact of home boredom on online leisure crafting.

This paper performed a two-wave longitudinal study involving a group of employees from the hospitality industry (N = 340) in Mainland China. This paper evaluated home boredom, online leisure crafting and growth need strength at Time 1 and thriving at home and career self-management two months later at Time 2.

The respondents’ experience of home boredom had a time-lagged effect on their thriving at home and career self-management via online leisure crafting. Additionally, their growth need strength amplified the positive impact of home boredom on online leisure crafting.

Hospitality managers can motivate employees to engage in crafting online leisure activities at home when they experience home boredom during the outbreak of COVID-19, which may further allow them to experience thriving at home and engage in career self-management. Additionally, managers can develop managerial interventions to improve the growth need strength of employees with low growth needs, which may, in turn, render these employees less likely to tolerate home boredom, thereby increasing the positive impact of home boredom on their online leisure crafting.

This paper offer insights for the boredom literature regarding how individuals’ home boredom caused by social isolation during the COVID-19 pandemic might lead to their thriving at home through online leisure crafting. This paper also provides insights for the leisure crafting literature regarding the role of online leisure crafting in individuals’ thriving at home. This paper reveals the role of growth need strength in the impact of home boredom on thriving at home through online leisure crafting.

Uses the job characteristics theory and additional research to measure the impact of growth needs, group interaction, advanced technology, change acceptance and the motivating potential of jobs in the IS profession. Specifically, IS maintenance professionals were compared with IS development professionals in a large midwestern organization in a study in which 208 IS professionals from four maintenance and development groups participated. Find a significant difference between IS developers and IS maintenance personnel in growth needs, advance technology strength and change acceptance. The motivating potential of jobs and group interaction strength were found not to be significant. The findings suggest that IS developers accept changes more readily than IS maintenance personnel. Thus, subgroups in the IS profession react differently to change. Advance technology will benefit IS developers more than IS maintenance personnel, suggesting that advanced technology should be given to the system developers first. IS developers respond more positively to positions which provide an opportunity to stretch their abilities, providing higher personal growth. This research could be used by practitioners and academics to manage the workforce of the future and to add to the database on motivation.

Educational researchers have long been concerned with role stress among teachers. In education, research on the consequences of such role stress for teachers has largely concerned outcomes valued by individuals such as job satisfaction and reduced stress. Less research has focused on examining the effects of role stress on outcomes valued by the organization, such as employee commitment and employee retention. In examining the role stress‐outcome relationship, research suggests the importance of taking into consideration the work orientations of individuals as possible moderators of the role stress‐outcome relationship. Using a sample of elementary and secondary teachers, this study empirically examined, first whether three role stresses – role ambiguity, role conflict, and role overload – are related to two individually and two organizationally valued states and second, whether teachers’ higher‐order need strength moderates these role stress‐outcome relationships. The study found that role stresses relate to individually‐ and organizationally‐valued outcomes among both elementary and secondary teachers.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Using data from service sector employees in the UAE, this study demonstrates that employee self-efficacy effort, self-efficacy persistence and growth need strength significantly impacts innovation performance.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This paper assesses the reliability and rationale of Hackman and Oldham’s job characteristics model among public and private sector hospital chefs in Australia. It continues by focusing on critical job elements of chefs and their motivational outcomes. The job of chef in private sector hospitals was found to be more challenging with greater motivating potential than that in the public sector. Reliance of hospitality services managers upon technology appears to have resulted in a deskilled production process and, consequently, a demotivated workforce.

Examines two distinctly different reasons for resistance to total quality management (TQM) in US corporations. One of these is that workers will perceive TQM as controlling rather than empowering: in effect, seeing it as a ploy to get them to work harder for fewer rewards. Alternatively, it may be that TQM is seen as empowering but that all individuals do not want enriched, empowered jobs. Asks whether personality characteristics, and especially equity sensitivity, growth need strength, and willingness to engage in organizational citizenship behavior, are related to each other and whether they will influence individuals’ reactions to job characteristics associated with the quality environment. Findings offer support for the second of the possibilities raised, with results suggesting that resistance is not related to perceptions that jobs under TQM are seen as controlling. Finds evidence that personality characteristics, and especially growth needs strength (GNS) and organizational citizenship behavior (OCB), are related to preferences for enriched jobs of the type associated with the quality environment.

The transition of U.S. manufacturing from traditional methods to Japanese kaizen has resulted in dramatic gains in productivity. While kaizen clearly employs scientific management techniques, this conversion also appears to result in enriched jobs and increased motivation. To determine any such effect, the Job Characteristics Model was utilized to study a sample of 236 production employees drawn from three manufacturing facilities. The results suggest that kaizen increases job enrichment and employee motivation, and may move employees to higher levels of growth need strength. Implications for manufacturing management are also discussed.