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This article examines the experiences of women leaders and their challenges in Brunei Darussalam. Globally, women are underrepresented in leadership positions. Though the Brunei government does not discriminate against any gender in delivering free education, medical facilities and healthcare, women in leadership positions are as well underrepresented. I try to understand the factors that challenge as well as motivate women to become leaders in Brunei. For this research, I conducted qualitative interviews with some respondents selected purposively. The study results show that women leaders in Brunei face challenges in obtaining financial support and accessing resources. Despite the challenges, there are some women who have been assuming and excelling in their leadership roles. The study identified that personal strengths have also been critical in contributing to their successful leadership.

In the backdrop of job demands-resources model, the purpose of this paper is to investigate the effect of selected job resources (job autonomy and rewards and recognition) and job demands (problem with work) on innovative work behaviour through the mediation of employee engagement in the higher education sector of India.

The sample consists of randomly selected 275 teachers from higher education institutions from a city in India. This study used PLS-SEM for data analysis.

The results suggest that employee engagement associates closely with innovative work behaviour. Job autonomy, one of the resources, affects innovative work behaviour directly and its effect does not move via employee engagement. Further, reward and recognition does not impact innovative work behaviour directly, rather, its effect moves through employee engagement. Finally, the work suggests that employee engagement mediates between selected job resources and job demands and innovative work behaviour.

This study can be extended to include more demands and resources which are unique to academic institutions. For example, a transparent career path to all teachers or a high-octane research culture can serve as a boon. Additionally, their interaction effect can also be studied. The present study being a cross-sectional study, at best, offers a snap-shot view of relationship among the variables.

This study shall help organizations to use job resources and job demands to enhance teachers’ engagement and innovative work behaviour. Specifically, results of this study offer a reason to academic institutions to give more autonomy and rewards to their teachers to eke out innovative work behaviour.

Firstly, this study will have a positive outcome for students who will be the prime beneficiaries of innovative work behaviour of teachers. Secondly, broadly the society and its constituents will get benefited by improvement in research outcomes.

The outcome of this study proposes that job autonomy and reward and recognition do not connect with employee engagement and innovative work behaviour in a known way.

The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables of the resourceful environment (effective organizational communication and involvement), conserved resources (perceived employability and emotional exhaustion) and resource loss (job insecurity) by drawing on the Conservation of Resources (COR) theory for predicting the work-related well-being adding the moderating role of boundaryless career orientation.

A sample of 306 salespersons of pharmaceutical companies working in Pakistan was obtained. The hypothesized relationships were tested through structural equation modeling in SmartPLS.

The results confirmed showed that the organizational communication, employee involvement and perceived employability reduce the perceived job insecurity; however, the emotional exhaustion was positively related. It also confirmed the moderating effect of boundaryless career orientation on relationship of job insecurity and well-being.

To make employees engaged, the organizations are required to involve employees by sharing knowledge, information and power to make decisions, value their opinion and ensuring the employability. Further, salespersons having a preference of a boundaryless career proved to mitigate negative impact of job insecurity on work-related well-being.

Many empirical studies have identified that the perceived job insecurity is one of the major concerns affecting employee's well-being. However, few studies simultaneously have sought to prevent the perceived job insecurity among employees. The findings are important in developing the understanding that how salespersons perceive their capabilities and the work environment of the organization, this perception; resultantly, can influence their behaviors particularly the work engagement dimension of well-being.

本研究的焦點為探討導致僱員感到缺乏職業安全的成因, 對防止該感覺的產生扮演著什麼角色，並研究導致缺乏職業安全感的成因，就減少缺乏職業安全感給和工作有關的幸福感所帶來的負面影響方面扮演著什麼角色。研究應用了可預測與工作相關的幸福感的資源保留理論 (COR) ，來探討資源豐富的環境 (有效的機構溝通及參與) 、節約資源 (感知的受僱能力與情緒耗竭) 及資源耗損 (缺乏職業安全) 這些變數，並加入了無邊界職業生涯定向的調節角色。

研究樣本為在巴基斯坦工作的306名製藥公司營業員。研究人員透過SmartPLS的結構方程模型來測試各假設的關係。

研究結果確認了組織溝通、僱員參與及感知的受僱能力均會減輕職業不安全的感覺；唯情緒耗竭則成正相關。研究結果亦確認了無邊界職業生涯定向在缺乏職業安全與幸福感之間的相互關係上起著調節效應。

過去許多實證研究均已證實缺乏職業安全感是影響僱員幸福感的一個主要因素，唯很少研究會同時透過探討資源豐富的環境 (有效的機構溝通及參與) 和節約資源 (感知的受僱能力和情緒耗竭) 等變數，來嘗試防止僱員產生職業不安全的感覺。本研究的結果至為重要、因它使我們更了解營業員對自己的能力及機構的工作環境的看法、最終會影響他們的工作行為，特別是幸福感的工作投入層面。

缺乏職業安全感、營業員、工作投入、與工作相關的幸福感、無邊界職業生涯定向

研究論文

Organizational change is usually stressful and destabilizing for employees, for whom coping with the induced stress is primordial to commit to the change. This paper aims to unravel how and when change recipients can enact different coping strategies and, ultimately, manifest different forms of commitment to change.

We propose a theoretical model that identifies challenge appraisal and hindrance appraisal as two primary appraisals of organizational change that fuel, respectively, proactive and preventive coping strategies and, indirectly, affective and normative forms of commitment to change. Moreover, this framework suggests that coping strategies and commitment are influenced by the secondary appraisal of two vital resources – resilience and POS – allowing individuals to react effectively to primary change-related appraisals. Finally, the relationship between coping strategies and the components of commitment to change is proposed to be moderated by employees' regulatory focus.

Using appraisal theory and conservation of resources theory as guiding frameworks, our integrated model describes the antecedents, processes and boundary conditions associated with coping with the stress of organizational change and how they ultimately influence commitment to it.

This is the first theoretical paper to identify a conditional dual path to disclose the different reactions that change recipients can manifest in response to the stressful aspects of organizational change.

This exploratory paper examined consumers' use of information sources and intentions to book future travel in the early stages of the COVID-19 pandemic. Authors expected that general news and travel information accessed on the Internet would impact travel intentions.

Data were collected from 547 US online consumer panelists when all states were under “stay-at-home orders” in April 2020.

Differences existed in the impact of three stressors (health, personal and financial) on the use of information sources (general news and travel sources) and ultimately on booking intentions.

The lack of influence health stressors had on travel research activity raises a question for the travel industry as to critical choice of messages to be imparted during pandemic environments.

A three-factor model was used to assess the determinants of booking intentions during uncertain times. Authors applied the stimulus-organism-response (S-O-R) framework to explore information searching for travel during the pandemic.