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This study explores whether expatriation type (assigned expatriates (AEs) versus self-initiated expatriates (SIEs)) is linked to job exhaustion via possible differences in required efforts for their jobs and the rewards they gain from them, and/or the balance between efforts and rewards. Adopting effort–reward imbalance (ERI) and job demands/resources (JD-R) theories, the authors study the possible role of ERI as a mediator between expatriation type and job exhaustion.

An online survey was carried out in co-operation with two Finnish trade unions, providing representative data from 484 assigned and SIEs. The authors test this study’s hypotheses through latent structural equation modelling, and the analysis was conducted with Stata 17.0 software.

The results show that ERI between them are correlated with the job exhaustion of expatriates in general and there are no direct links between expatriation type and job exhaustion. The required effort from AEs was higher than that from SIEs though no difference was found for rewards, and the match between effort demands and rewards is less favourable for AEs than SIEs. AEs experienced higher job exhaustion than SIEs because of the higher effort demands and greater imbalance between efforts and rewards.

The study examines the work well-being of two types of expatriates and explores the underlying mechanisms that may explain why they may differ from each other.

The purpose of the present study is to examine the general and travel-specific job exhaustion of international business travelers (IBTs). The study employs a JD-R model to explain general and travel-specific job exhaustion (IBTExh) through international business travel as demand and leadership (LMX) as a resource buffering the demands of international business travel.

The study was conducted among Finnish service company employees who had taken at least one international business trip during the previous year. The data (N = 569), collected in 2015, were analyzed with path models.

The results suggest that a higher number of international business travel days is related to a higher level of job exhaustion, especially the exhaustion related to international business travel. Moreover, a high-quality LMX was found to be linked to lower levels of both types of exhaustion. Interestingly, for those IBTs' with a low-quality LMX, even a high number of long-haul international business travel days was not connected with IBTExh

The contribution of our study is threefold. First, this study contributes to JD-R theory and the ill-health process by focusing on a job-specific well-being indicator, IBTExh, in addition to general exhaustion. Second, specific job demands related to international business travel, particularly the duration of business travel spent in short-haul and long-haul destinations, contributes to the literature on global mobility. This study sheds light on the potential effects on IBTs of different types of business travel. Third, our study contributes to the leadership literature and the importance of acknowledging the context in which LMX occurs.

The main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).

The authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.

The findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).

The findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.

This study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.

The extant research on emotional labor (EL) has focused on positive and negative outcomes observed in the workplace; however, many fundamental questions remain unanswered. The research has yet to consider what factors buffer the negative outcomes of EL. The purpose of this paper is to investigate the relationship between workload job demand and employee well-being with mediating effects of surface acting (SA) and moderating effects of emotional intelligence (EI) in service organizations.

The authors used two wave data from a sample of 207 emergency medical technicians to test the hypotheses.

By integrating SA, EI and employee well-being with the conservation of resource theory, the authors found evidence of an indirect effect of workload job demand on emotional exhaustion and job satisfaction via SA. The results of moderated mediation show that the negative relationship between SA and job satisfaction was low when EI was high and the positive relationship between SA and emotional exhaustion was low when EI was high.

A major limitation of the present study is that all the participants were male and drawn from a single profession within the same organization. Another limitation is that the data were collected through self-reports.

This research has important theoretical and practical implications for service organizations wishing to buffer the harmful effects of SA on employees. This study presents key theoretical implications for the EL and well-being literatures. An important practical implication is that EI is a good resource for managing SA’s negative outcomes.

The current study contributes to the extant research by showing that workload job demands have negative effects on employee well-being via SA resulting in reduced job satisfaction and increased emotional exhaustion. Further, the negative outcomes of SA on employee well-being can be buffered through EI by taking EI as an emotional resource. High level of EI helps employees to mitigate the harmful effects of SA.

The purpose of this study is to investigate the effects of work‐family conflict, emotional exhaustion, and intrinsic motivation on front‐line employees' job performance, job satisfaction, and affective organizational commitment in Turkish retail banks as its setting.

A total number of 363 usable questionnaires were personally retrieved from front‐line employees in the research location. The relevant writings were canvassed in order to design the survey instrument. The hypothesized relationships were tested using LISREL 8.30 through path analysis.

Results reveal that work‐family conflict increased emotional exhaustion and decreased job satisfaction. Intrinsic motivation was found to exert a significant negative impact on emotional exhaustion. Results demonstrate that high levels of intrinsic motivation resulted in high levels of job performance, job satisfaction, and affective commitment to the organization. The empirical results also indicate that emotional exhaustion exerted a significant negative effect on job satisfaction. As hypothesized, high levels of job performance led to increased job satisfaction. However, work‐family conflict and emotional exhaustion did not have any significant effects on job performance and affective organizational commitment. As expected, the empirical results provided support for the significant positive effects of job performance and job satisfaction on affective organizational commitment.

Job performance was operationalized via self‐report measure. In future research, incorporating non‐work variables such as family, leisure and life satisfaction into the research model would shed further light on one's understanding about the relationships of work‐family conflict and emotional exhaustion with those variables.

Top managements of banks should be committed to establishing and maintaining family‐supportive work environments. By doing so, properly trained bank managers can create a culture that helps front‐line employees balance work requirements with non‐work responsibilities. In addition, these managers should provide ongoing training programs, which aim to teach front‐line employees how to manage time effectively and resolve problems associated with work‐family conflict and emotional exhaustion.

The present study makes useful additions to the current knowledge base by investigating the effects of work‐family conflict and intrinsic motivation on emotional exhaustion and the effects of work‐family conflict and emotional exhaustion on various job outcomes of front‐line bank employees in a developing economy.

The main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction and employee turnover intentions) in the higher education sector.

The authors gathered field data from individuals working in the Higher Education Sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion and job-related outcomes (job stress, job satisfaction and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.

The findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction and employee intention to leave).

The research was undertaken in Jammu and Kashmir's higher education sectors. As a result, the findings may not apply to other sectors because workplace incivility may be regarded differently in different sectors.

The findings of this research study will assist organizations and practitioners in comprehending the significance of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention) and negatively on job satisfaction.

This research study added to the existing Self-Determination Theory model developed by Deci and associates (2017) by incorporating Emotional Exhaustion, and workplace incivility as autonomous intrinsic and workplace context factors respectively into the SDT model to study work behaviors in terms of job outcomes. This study adds to existing knowledge on SDTs by suggesting and testing emotional exhaustion as a mechanism for determining the impact of workplace incivility on employee job outcomes.

Integrating the conservation of resources theory, Hofstede's national culture theory and the cognitive-motivational-relational theory of emotions, the authors propose that power distance (as a moderator) and emotional exhaustion (as a mediator) play a role in the relationship between workplace incivility, emotional exhaustion and job embeddedness.

The data were collected in two stages using an online survey of 404 employees from three sectors, including hospitality, banking and manufacturing, in Indonesia. The authors tested a moderated mediation model using Hayes' macro PROCESS version 3.5.

Workplace incivility contributes to emotional exhaustion, which predicts job embeddedness. Emotional exhaustion also contributes to job embeddedness. In the moderation model, the authors found that the effect of workplace incivility on emotional exhaustion was more substantial for employees with high perceived power distance. Furthermore, power distance also played a moderating role in the relationship between emotional exhaustion and job embeddedness.

Since workplace incivility and job embeddedness differ across cultures, the results of this study contain practical management implications for Indonesian settings, especially the hospitality, manufacturing and banking sectors. The authors provide practical management implications for redesigning organizational culture to help employees avoid uncivil interactions in the workplace. The authors also provide implications concerning strategic managerial directions to improve communication and supervisors' skills at all levels of management.

This study is the first to introduce power distance as a complementary explanation for the relationship between workplace incivility, emotional exhaustion and job embeddedness while focusing on an Asian developing country.

Different studies underline that perceived job insecurity (PJI) has negative consequences at both individual and organisational level. Some authors investigated PJI in temporary agency workers (TAWs) but these studies did not focus on specific countries and did not discuss the relationship with job exhaustion. Other researchers explored gender differences in PJI and found different results; some investigated differences in PJI perception and others its relationship with the outcome of stress or well-being. The purpose of this paper is to inquire about the effects of PJI (as a demanding condition) on job exhaustion, considering the mediation role of workload and exploring differences between male and female TAWs.

This research involved 474 Portuguese TAWs (209 men, 265 women). Data were collected through a self-report questionnaire; data analyses were performed using IBM Spss Statistics 22 for descriptive statistics, correlations and t-test; Mplus7 was used to estimate a multi-group structural equation model and to test the mediation.

The results confirmed that workload is a mediator and indicated gender differences in how PJI relates to workload and job exhaustion in TAWs. In fact, the mediation of workload in the relationship between PJI and job exhaustion was partial in men and total in women: in the women group the direct effect of PJI on job exhaustion is not significant, and the indirect effect mediated by workload is significant; in the men group both direct and indirect effects are significant.

This paper contributes to extend the research on job insecurity of TAWs in a specific national context and highlights gender differences in the relationship between PJI and job exhaustion.

Although workplace bullying has often been considered a significant source of health-related problems, only a handful of studies have deeply examined this relationship. This paper aims to fill this gap by inspecting the direct as well as indirect relationships between bullying and emotional exhaustion. This study also explores the buffering role of religion between job insecurity and emotional exhaustion.

This correlational paper used the quantitative method of data collection (N = 102) from employees in Malaysia and used SmartPLS to analyze the data. To operationalize workplace bullying as the second-order factor, partial least squares was used to estimate the two-stage model through the repeated use of a manifest variable.

The result of the current study showed that workplace bullying has a positive impact on job insecurity as well as emotional exhaustion while also having a positive indirect effect on emotional exhaustion through job insecurity. Moreover, the result of this study reveals that religion has a moderating (buffering) influence on the relationship between job insecurity and emotional exhaustion.

The study merely applied self-report measures, thus potentially involving the common method variance problems.

Human resource professionals must be aware that employees who are exposed to bullying actions may consider emotional exhaustion and job security needs to be restored among targets. For instance, they need to ensure that no unwanted and illegitimate relocation or alternation of work task has occurred. Furthermore, it is significant to encourage employees to regularly attend religious services because religious involvement could foster mental health, in part by lowering the risk of exposure to stressful life events such as job insecurity.

This study could be beneficial for organizations and researchers looking to address emotional exhaustion, security and bullying in a context broader than physical health and may further supplement the discussions around workplace bullying, mental health and religion.

Based on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which results in psychological withdrawal behavior. In addition, job crafting can be viewed as a means to acquire job resources, and it buffers the influence of abusive supervision on employees' emotional exhaustion. Moreover, the present study also proposes the moderating effect of job crafting on abusive supervision and psychological withdrawal behavior will be mediated by emotional exhaustion.

Considering the issue of common method variance, data were not only collected in a multi-temporal research design but also tested by Harman's one-factor test. In addition, a series of confirmatory factor analyses was conducted to ensure the discriminant validity of measures. The moderated mediation hypotheses were tested on a sample of 267 participants.

The process model analysis showed that emotional exhaustion partially mediates the relationship between abusive supervision and psychological withdrawal behavior. Moreover, job crafting buffers the detrimental effect of abusive supervision on emotional exhaustion, and the less exhausted employees exhibit less psychological withdrawal behavior than those exhausted.

This study proposed a moderated mediation model to examine how and when abusive supervision leads to more employees' psychological withdrawal behaviors, and found that emotional exhaustion is one potential mechanism and job crafting is one potential moderator. Specifically, it was revealed that employees view abusive supervision as a kind of social and organizational aspect of job demands which will exacerbate emotional exhaustion, and, in turn, lead to more psychological withdrawal behavior. However, when employees view themselves as job crafter, they can adopt various job crafting behaviors to decrease the emotional exhaustion, and thus less psychological withdrawal behavior.