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The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.

A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations.

A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands.

This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.

Though prior research has addressed customer engagement (CE) with a focal object (e.g. a brand), the dynamics characterizing customers' engagement with different objects and the potential spillover from a customer's engagement with one object to that with another remains tenuous, exposing an important literature-based gap. The authors, therefore, develop a model proposing the existence of a spillover effect from customers' brand engagement to their engagement with brand-related content and suggest customers' personality trait of conscientiousness to moderate this effect.

An online survey-based experiment using 380 Danish Facebook users was conducted to test the model.

The results suggest customers' brand engagement as a significant predictor of their engagement with brand-related content, corroborating the proposed spillover effect. A weaker spillover effect is observed for highly (vs less) conscientious customers, substantiating the moderating role of customer conscientiousness. Moreover, customer conscientiousness is found to interact with brand content-related (i.e. commenting/content creation) task type and brand type (i.e. utilitarian/hedonic) (e.g. more conscientious customers are less likely to engage in brand-related content creation vs. commenting tasks), weakening the spillover effect.

This study extends prior research by quantitatively corroborating an intra-individual CE-based spillover effect from customers' brand engagement to their engagement with brand-related content. The authors also unearth a moderating role of customer conscientiousness, which interacts with brand- and brand content-related task type, on the spillover effect, informing the development of digital marketing strategies.

The purpose of this paper is to explore the possible consequences of the intra-individual level-based perceptions of participative, supportive and instrumental leadership styles and the dissonance factors of leadership styles perceptions on employee engagement using the information-processing and connectionist perspectives of leadership perceptions.

Hypotheses relating to direct and moderated effects of perceptions of leadership styles on employee engagement were tested using a two-stage intra-individual level study (n=172 in each stage). Hierarchical regression analysis was used to test the hypotheses.

The findings revealed that perceptions of preferred and experienced supportive leadership styles are individually important predictors of employee engagement. It was also revealed that differentiated leadership styles have stronger (complementary) effect on employee engagement when the perceptions of experienced participative and supportive leadership styles were aligned with perceptions of respective preferred leadership styles. Furthermore, it was also found that the low level compared to the high level of dissonance factor or the difference between preferred and experienced instrumental leadership style acted as a complementer on employee engagement.

This study has made contributions to facilitate scholars to build better information-processing models and implicit theories for differentiated leadership and employee engagement links. Finally, the study provides new information on the consequence of perceptions of leadership style and the dissonance factor of leadership perceptions on followers’ actions such as employee engagement.

This will be the first empirical study examining the relationships between the dissonance factor of leadership perceptions of participative, supportive and instrumental styles and employee engagement.

Through the overview of studies on social representations of forced migrants (socio-cultural level of analysis), the purpose of this paper is to highlight how the variables implicated at the macro levels of analysis may affect the way social and health workers relate to and care for forced migrants (inter-personal level of analysis), as well as the settlement process of forced migrants and their identity reconstruction during the post-migration period.

The narrative review analyses empirical studies from peer-reviewed journals in the field of social psychology that address forced migration. Indeed, the framework used for analysing this literature is the interplay within different levels of analysis, as proposed by Willem Doise’s (1982) using the socio-psychological approach.

Psychosocial factors play influential roles on structuring the way natives health and social professionals relate with forced migrants: among others, needs related to possible traumatising processes are attributed to forced migrants by natives providers. Therefore, identity negotiation process in the forced migration shows a tendency of migrants to reshape the definition of the self within those narrative boundaries that would ensure the protection by the law and that reinforce the social representation of the “medicalised” victim.

The review would represent a possibility to reflect around dynamics created by the complex interplay within different social actors that contact during the settlement process of forced migrants inside host societies.

This study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and discretionary workplace behaviors.

A total of 668 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. The hypothesized model was tested using a latent growth curve modeling via EQS 6.4 for Windows.

This study finds the following results. First, benevolent employees who experience higher initial work-related boredom report positive inequity. Second, entitled employees who experience higher initial work-related boredom and a perceived lack of external stimulation report negative inequity. Third, increases in work-related boredom and a perceived lack of external stimulation result in a faster increase in entitled employees' perceived negative inequity. Fourth, entitled employees who perceive higher negative inequity at the initial measurement period report higher interpersonal deviance. Finally, increases in entitled employees' perceived negative inequity result in a faster increase in interpersonal deviance.

This study highlights how employees may assess their effort and rewards when experiencing boredom. This study also offers some practical recommendations that help human resource managers manage boredom in the organization effectively.

Aims to examine effective and ineffective leader behaviors from direct participant observations in several cases of a large multiyear cross‐industry international research project to prove the hypothesis that effective team performance management requires strong transformational leadership.

Transformational and charismatic leadership theories are briefly discussed from management science to explain how their principles can apply to and be analyzed in the project domain and other fields. Several popular and proven group leader behavior measurement constructs are discussed to show how they can be applied for assessing group leader behavior in any field. Two flexible taxonomies are built for assisting in quantitatively and qualitatively explaining stakeholder perceptions of group leader behaviors and team performance. Four theoretically sampled case studies are analyzed. The taxonomies are analyzed quantitatively and the results are qualitatively evaluated.

The structured research illuminated that both effective and absent transformational leadership behaviors were practiced (idealized influence, inspirational motivation, individualized consideration, intellectual stimulation), which can go unnoticed and un‐reflected in the everyday pandemonium of busy project schedules, competing values, and organizational crises, yet in retrospect, these results show that passive or absent leadership is noticed by the team members and sponsors; moreover it negatively impacts on both project effectiveness and stakeholder satisfaction!

Leaders, team members, stakeholders, and managers benefit from understanding transformational leadership, since it supports better human relations and organizational change. These cases show that effective team performance can result in minimal application of transformational leadership behaviors as long as they are not absent when required, and positive (not negative such as micro‐management).

This research suggests that leader behavior is complex since it is situational, supported by multiple and concurrent leadership and trait theories, as well as partly driven by dominant personality.

The purpose of this study is to find whether undergraduate students in the first discipline-based class can attain flow state while researching. Despite its widespread acceptance and application, flow theory has not been applied to the research process. Moreover, it can further librarians’ knowledge of the importance of affect in information seeking behavior.

Flow is a phenomenological state achieved when skill level is equal to challenge level. Flow experience was operationalized using Z-score analysis as one standard deviation above individuals’ averages. The study used mixed methods including event contingent experience sampling method, Bostick’s library anxiety scale and reflection papers. Following library instruction sessions, undergraduate participants scheduled research consultations with a librarian.

Individual research sessions grew more positive as reflected by Z scores over the semester, with one case of flow. Overall, participants’ library anxiety decreased minimally. Reflection papers reiterated the value of approachability and interest of the librarian, with those who had consultations feeling both increased confidence in their skills and in knowing they had an ally in their research.

The original collaborator and pedagogy were not utilized, thereby limiting the scope and sample size. The author was able to collaborate with other faculty. Future research would benefit from a larger sample size and more collaboration.

Using flow theory as a model can emphasize the positive aspects of research as interesting and enjoyable, even in the imposed query setting of the classroom, and it can encourage librarians’ display of interest during research consultations.

This research aims to investigate how digital academic entrepreneurship (AE) develops, exploring its evolution from a micro to a macro perspective and highlighting the role of intellectual capital along the process. This paper contributes to the Special Issue on digital AE, providing research and practical implications.

This study adopts a grounded theory approach which allows exploring the “How” question of digital AE. It focuses on the case of “Strategy Innovation,” the Ca' Foscari University of Venice (Italy) spin-off.

Digital AE develops and regenerates through a virtuous cycle that, while supported by digital technologies, starts from single individuals and their networks, reaches a broader ecosystem, and ends once back to individuals. This study offers insights about the social impact of academic venturing activities and provides practitioners with useful insights for the understanding of academic spin-offs activities and related opportunities.

This study focuses on the specific research context of “Strategy Innovation,” Ca' Foscari University of Venice (Italy) spin-off. Future research should address in-depth analyses in the exploration of how digital AE emerges and evolves in different contexts and forms.

This study investigates digital AE's development over time, broadly illustrating the phenomenon from a micro to a macro perspective and presenting an explicative and analytical model.

This paper aims to examine whether being shown a testimony alleging that the perpetrator of a crime was influenced by an accomplice has an impact on the severity of the sentence given to this accomplice.

A total of 119 participants read the summary of a case of armed robbery. Two experimental conditions were adopted: the presence of a testimony suggesting the accomplice’s influence on the perpetrator in committing the crime (versus no testimony). The participants were then asked what sentence they would give the accomplice and what sentence they would have given the perpetrator of the crime, who had in fact already been sentenced. The participants rated items relating to the explanation for the crime (perception that the perpetrator had been manipulated by the presumed accomplice) and to the presumed accomplice’s intent to commit the crime.

The participants showed themselves to be harsher towards the presumed accomplice when they were shown the testimony about his influence, which reduced the disparity with the sentence they would have given to the perpetrator of the crime. Analyses of mediation show that the participants shown the testimony (as opposed to those who were not) were more likely to say that the presumed accomplice manipulated the perpetrator of the crime, leading them to be more likely to attribute to the accomplice the intent to commit the crime and to be harsher towards him.

The results of this research are discussed with a focus on naïve interpretations of influence in the very specific context of legal adjudication.

Employee improvisation is valuable in seizing opportunities, creating radically new ideas and dealing with unexpected events. It is increasingly important for new ventures in unpredictable environments. However, as an important organizational factor, the mechanism of leadership style on employee improvisation has not been fully explored. Against this background, the purpose of this study is to examine the impact of entrepreneurial leadership on employee improvisation. Specifically, drawing on cognitive-affective processing system framework and regulatory focus theory, the study investigates the dual mediating role of workplace spirituality and positive affect between entrepreneurial leadership and employee improvisation and the moderating role of promotion focus in such relationships.

Using time-lagged data from 327 leader–employee dyads from new ventures in China, the study tests all hypotheses using hierarchical multiple regression and bootstrapping analysis in IBM SPSS 26.0.

The results reveal that entrepreneurial leadership is positively related to employee improvisation, and this link is mediated by workplace spirituality and positive affect. Additionally, moderated path analysis indicates that promotion focus strengthens the direct effect of workplace spirituality and positive affect on employee improvisation and the indirect impact of entrepreneurial leadership on employee improvisation.

The findings also provide some practical suggestions for managers on how to promote employee improvisation. Managers can promote employee improvisation by cultivating their entrepreneurial leadership. The results also constitute valuable information for new ventures in terms of suggesting steps that can be taken to promote employee improvisation in the workplace, particularly in regard to employees' cognition and affect. In addition, personality traits such as promotion focus should also be considered in recruitment.

The study makes an original contribution by showcasing the complex cognitive and affective mechanism of entrepreneurial leadership on employee improvisation. Through the dual mediating role of workplace spirituality and positive affect, the study expands the research results on employee improvisation and enriches the application of cognitive-affective processing system framework in the entrepreneurship field. The study also provides deeper insights into promotion focus research by exploring the boundary conditions of employee improvisation.