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Research on artificial intelligence (AI) and its potential effects on the workplace is increasing. How AI and the futures of work are framed in traditional media has been examined in prior studies, but current research has not gone far enough in examining how AI is framed on social media. This paper aims to fill this gap by examining how people frame the futures of work and intelligent machines when they post on social media.

We investigate public interpretations, assumptions and expectations, referring to framing expressed in social media conversations. We also coded the emotions and attitudes expressed in the text data. A corpus consisting of 998 unique Reddit post titles and their corresponding 16,611 comments was analyzed using computer-aided textual analysis comprising a BERTopic model and two BERT text classification models, one for emotion and the other for sentiment analysis, supported by human judgment.

Different interpretations, assumptions and expectations were found in the conversations. Three subframes were analyzed in detail under the overarching frame of the New World of Work: (1) general impacts of intelligent machines on society, (2) undertaking of tasks (augmentation and substitution) and (3) loss of jobs. The general attitude observed in conversations was slightly positive, and the most common emotion category was curiosity.

Findings from this research can uncover public needs and expectations regarding the future of work with intelligent machines. The findings may also help shape research directions about futures of work. Furthermore, firms, organizations or industries may employ framing methods to analyze customers’ or workers’ responses or even influence the responses. Another contribution of this work is the application of framing theory to interpreting how people conceptualize the future of work with intelligent machines.

This interview study examines Hungarian journalists' and copywriters' expectations of generative AI’s impact on their professions and factors influencing these views during a period of hype.

While acknowledging the specialized knowledge of journalists and copywriters relative to the general public, the study employs the sociology of expectations framework to interpret their anticipations not as objective forecasts of the future, but rather as phenomena shaped by diverse influences. The research comprises 30 semi-structured interviews conducted in spring 2023 to explore these expectations and their contributing factors.

Results reveal ChatGPT’s media coverage as pivotal, encouraging the professionals interviewed to experiment with AI, reassess their roles, and cause a shift in their job expectations. At the same time, this shift was limited. Skepticism about hyperbolic media formulations, their own experiences with ChatGPT and projecting its constraints into the future, contextual factors, and optimism bias contributed to moderating their expectations. They perceived AI as an enhancer of efficiency and quality, not as a radical disruptor. Copywriters were more open to integrating AI in their work, than journalists.

The results underscore the importance of further research to explore subjective experiences associated with technological change, particularly considering their complex social, psychological, and cultural influences.

The study uniquely contributes to the sociology of expectations by highlighting how a complex interplay of factors can shape professionals' anticipation of the impact of AI on their careers, including optimism bias and media hype.

High-performance work system (HPWS) is considered a solid predictor of both organizational and individual outcomes. The current study examines the impact of employees' perception of HPWS and supervisor-rated employee creativity (EC). Critical reflection is hypothesized as a mediator of the above relationship. Human resource management (HRM) attribution moderates the indirect relationship between HPWS and EC and completes a moderated mediation model.

A quantitative research design is adopted with data collected from 531 employees and their direct supervisors from 12 firms in Vietnam. Partial least square structural equation modelling is used to test the hypotheses.

Employees' perception of HPWS is significantly associated with supervisor-rated creativity. Critical reflection has been found to partially mediate the above relationship. In addition, employees' exploiting attribution of HPWS intensifies the positive relationship between HPWS and critical reflection.

The research suggests that HPWS can be viewed from both the bright and dark sides. The resource offered by HPWS goes hand in hand with pressure from high-performance expectations. Employees may need to engage in a resource investment decision to avoid net resource loss. In addition, attention should be paid to employees' perception of the justification for HPWS implementation.

This study offers an alternative way to explain the association between HPWS and employee creativity. Based on the Conservation of Resource Theory, employee creativity is viewed as a stress coping strategy with HPWS conceptualized as a stressor. In addition, the mediating role of critical reflection represents a novelty. Furthermore, the role of HRM attributions is explained.

This study was conducted to fill gaps in the literature based on institution type, career level, and gender identity.

Faculty often struggle with achieving work-life balance. This struggle is exacerbated for faculty parents. Most academic parent research has been conducted on early-career women and at research-intensive universities. Although these groups are important, it is also important to understand experiences of academic parents at different career levels and types of institutions. The authors conducted a qualitative thematic analysis from focus groups with faculty from a mid-sized master's level university about work-life balance expectations and experiences in their roles as academics and parents. These four groups included early-career mothers (n = 5), early-career fathers (n = 4), mid-career mothers (n = 4), and mid-career fathers (n = 7).

Faculty expressed having a high workload based on an intersection of high work expectations, unclear work expectations, and lack of equity. Consequences of the high workload included lower work-life balance, dissatisfaction at not doing more, the loss of flexibility as an advantage, and lower organizational commitment.

Although results are limited in generalizability, it is useful to examine one institution, with all participants sharing the same culture and policies, in-depth. The authors discuss recommendations for educational administrators for assisting academic parents and suggest institutions work to examine informal expectations and formal policies at their institutions. Working together, faculty and staff can help enhance alignment of expectations and perceptions of work-life balance, hopefully leading to happier, more satisfied employees.

As young individuals transition from educational settings to embark on their career paths, their expectations for their future careers become of paramount importance. Ng et al. (2010) examined the expectations of young people in post-secondary education in 2007; those colloquially referred to as “Millennials” or “GenY”. The present study replicates Ng et al.'s (2010) study among a sample of post-secondary students in 2019 (referred to as Generation Z or GenZ) and compares the expectations of young adults in GenY and GenZ.

This study employs a time-lag comparison of GenY and GenZ young career entrants based on data collected in 2007 (n = 23,413) and 2019 (n = 16,146).

Today's youth seem to have realistic expectations for their first jobs and the analyses suggest that young people continue to seek positive, healthy work environments which make room for work–life balance. Further, young people today are prioritizing job security and are not necessarily mobile due to preference, restlessness or disloyalty, but rather leave employers that are not meeting their current needs or expectations.

Understanding the career expectations of young people allows educators, employers and policymakers to provide vocational guidance that aligns those expectations with the realities of the labor market and the contemporary career context.

While GenY was characterized as optimistic with great expectations, GenZ can be described as cautious and pragmatic. The results suggest a shift away from opportunity, towards security, stability, an employer that reflects one's values and a job that is satisfying in the present.

This research focuses on exploring a psychological mechanism between abusive supervision and job engagement via job insecurity and job alternative to understand how frontline construction workers' perceived abusive supervision impacts on their work engagement.

This study draws on the conservation of resources theory (COR) to postulate that workers' job insecurity acts as a mediation between abusive supervision and work engagement, and the perception of job alternative moderates the impact of abusive supervision on job insecurity. This study empirically tests survey data from 357 frontline construction workers and adopts partial least square structural equation modeling (PLS-SEM) to test the proposed model.

This paper proved the dark-side of abusive supervision, dual character of job insecurity and moderating role of job alternative. The game-changing mediation effects of job insecurity were examined, which suggested that work engagement would be higher when abusive supervision stimulates stronger job insecurity. Furthermore, the result indicated that the relationship between abusive supervision and job insecurity should be weaker when job alternative is high.

This research suggests construction project managers (CPMs) must take steps such as enhancing supervisors' emotional management skills to control frequency of abuse and thus lessen compromising engagement. Moreover, overall understanding frontline workers' job insecurity is meaningful for better construction performance management.

This research contributes to the disputed leadership style (abusive supervision) and positive psychology knowledge (work engagement) in construction projects by unveiling the psychosocial mechanism (game-changing effects of job insecurity) of construction frontline workers positive engaged feeling. This study highlights the function of personal and job resources in process of resource conservation.

Using the lenses of social exchange and reactance theories, this study examines the relationships between abusive supervision and both turnover intentions and job satisfaction. The moderating role of employee depression in the relationship between abusive supervision and these specific work outcomes is also investigated, by incorporating the conservation of resources theory.

Quantitative data were collected from a sample of 221 frontline retail employees, across shopping malls in the Caribbean nation of Trinidad. A 3-step multiple hierarchical regression analysis was performed to test the relationships.

The findings provided support for the propositions that abusive supervision predicts job satisfaction and turnover intentions, respectively. Employee depression moderated the relationship between abusive supervision and job satisfaction but did not moderate the relationship between abusive supervision and turnover intentions.

While existing research has explored the relationships between abusive supervision, job satisfaction and turnover intentions, limited studies have investigated the moderating role of employee depression. This study contributes to understanding this pervasive workplace issue by investigating a relatively unexplored moderating effect.

This paper expects to analyze the connection between occupational stigma and job meaningfulness among Chinese takeaway riders, the mediating role of occupational identity and relative deprivation, and the moderating effect of job stress based on resource conservation theory.

The sample was derived from 371 takeaway riders across China. PLS-SEM was mainly utilized for the data analysis.

The findings of the study indicated a significant negative correlation between occupational stigma and job meaningfulness. Furthermore, it is worth noting that relative deprivation and occupational identity served as mediators and masks, respectively, in the relationship between occupational stigma and job meaningfulness. Furthermore, job stress amplifies the association between occupational stigma and occupational identity. Additionally, job stress diminishes the connection between occupational stigma and relative deprivation.

This study proposes a positive correlation between occupational stigma and occupational identity in the Chinese context. It also enriches the empirical research based on resource conservation theory. Furthermore, it holds practical implications for takeaway riders in China, offering insights to bolster their job meaningfulness.

This study aims to explore the relationship between experience layoffs and employees’ work engagement. Drawing on the psychological contract theory, we examine the parallel mediating role of cognitive and affective job insecurity, along with the moderating role of perceived organisational support.

The hypotheses were tested based on data collected from 737 employees of companies in various industries in China in an online survey.

The results showed the significant effect of experiencing layoffs on employees’ work engagement through cognitive and affective job insecurity, and the effect was stronger when perceived organisational support was lower. The moderated mediation effect mainly occurred through affective job insecurity but not cognitive job insecurity.

This study deepens the understanding of the mechanism of the negative effect of experiencing layoffs and the boundaries of its impact from a psychological contract breach perspective. By analysing the mediating role of cognitive and affective job insecurity, we have enhanced our understanding of the exchange-based mechanism of employees after experiencing layoffs. By examining the moderating role of perceived organisational support, we reveal the important role of supportive behaviours of organisations in mitigating the negative effects of experiencing layoffs.

Drawing on the transactional theory of stress and coping, this paper aims to identify the relationship between workplace ostracism and job productivity by analyzing the mediating role of emotional exhaustion and lack of motivation.

We collected data from a sample of 396 employees from 20 manufacturing companies in Jordan using a survey-based, two-tiered approach. The partial least squares structural equation modeling method was used to test the direct and indirect effects of ostracism on productivity.

The findings show that workplace ostracism increases emotional exhaustion and motivation, and indirectly decreases job productivity through the mediating role of emotional exhaustion and lack of motivation.

The study provides a theoretical foundation on which various companies can base their understanding of workplace ostracism and its relationship to job productivity. By focusing on increased exhaustion and lack of motivation, this study analyzes current literature to establish the impacts on areas of interest and identify expectations in the context of productivity, as well as enhance comprehension of the detrimental effects of workplace ostracism on productivity.