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This paper describes the results of five previously unpublished studies designed to investigate the distinctiveness of consumers' need for uniqueness scale (CNFU) from two competing predictors of differentiating behaviors from the psychological literature - individuation and general need for uniqueness. Consumers' need for uniqueness is defined as the trait of pursuing differentness relative to others through the acquisition, utilization, and disposition of consumer goods for the purpose of developing and enhancing one's self-image and social image. As such, the research offers additional evidence from an extensive program of research regarding the validity of the consumer need for uniqueness scale developed by Tepper, Bearden and Hunter (2000). Specifically, the results of the studies demonstrate that the scale operates distinctively through counterconformity motivation as hypothesized and moderates the effects of situational variables on preferences for differentiating consumer offerings as expected.

This study aims to follow a rigorous approach to identify, critically analyze and synthesize 75 papers published from 2000 to 2022.

The study presents a systematic literature review on identity expressiveness (IE), clarifying and expanding what is currently known about the concept.

To synthesize current knowledge on IE, the study uses the overarching framework of antecedents-phenomenon-consequences, using this same framework to identify gaps and future research directions. The findings show individual and brand-related factors such as the need for uniqueness and anthropomorphism as antecedents of IE, and eWOM/WOM, impulse purchases and upgrading to more exclusive lines as consequences of IE.

The study contributes to theory by synthesizing and mapping current understanding of the state of knowledge on the concept of IE while highlighting gaps in the extant literature and paving future research directions for scholars in the field.

The study offers useful insights for practitioners, broadening marketers’ actionable options in identity-based marketing. Marketers can use insights from this study to inform marketing strategy and communication campaigns for different types of brands.

To the best of the authors’ knowledge, this study is the first of its kind and offers an integrative review of the current literature on IE, thus enhancing understanding of the concept, its antecedents and consequences. The study also contributes to knowledge by highlighting future research priorities for researchers in this field of enquiry.

This study aims to examine the effect of workplace sexual harassment (WSH) on hospitality employees’ workplace deviance and family undermining behaviors by focusing on the mediating effect of depression.

This research uses a three-phase field survey to collect data from hotels in China with a final sample of 266 hospitality employees. Data analysis techniques include descriptive statistics, confirmative factor analysis and hierarchical multiple regression.

This research finds that WSH is positively related to workplace deviance; WSH positively affects family undermining; depression is a mediator in the relationship between WSH and workplace deviance; and depression mediates the relationship between WSH and family undermining.

First, this research goes beyond the existing WSH literature by extending outcome variables to workplace deviance. Second, it is among the first to investigate the relationship between WSH and hospitality employees’ family life. Third, the examination of depression as a mediator advances the literature by unraveling the mediating mechanism underlying the effects of WSH on hospitality employees.

This paper aims to investigate the influence of religiosity on the relationship between abusive supervision and deviant work behavior (DWB). This paper examines whether the desire for revenge mediates the relationship between abusive supervision and DWB and whether the strength of this relationship is moderated by religiosity.

The proposed relationships were examined by collecting primary data from 350 employees using multistage sampling procedures. Hayes’ Process Macro was used to analyze the proposed moderated-mediation model of abusive supervision, DWB, religiosity and desire for revenge.

The analytical findings indicate that an employee’s desire for revenge mediates the relationship between abusive supervision and DWB. However, religiosity moderates the indirect effect of abusive supervision (mediated by the desire for revenge) on DWB.

To the best of the authors’ knowledge, this is the first study that explores the role of individual-level religiosity in mitigating the harmful effects of abusive supervision on deviant behavior and revenge in the workplace.

Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision.

Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data.

Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion).

The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.

Based on the micro role transition theory (MRTT), the present study aims to explore how leader–follower congruence in psychological capital (PsyCap) affects followers' task performance and voice behavior, in which we uncover the mediating role of organizational embeddedness.

A survey was conducted in South China through a three-stage procedure, and finally, a dyad-structured sample of 62 leaders and 218 employees was matched. The polynomial regression method, response surface analysis and structural equation modeling were employed to test the effects of leader–follower PsyCap congruence.

(1) Followers' organizational embeddedness will be higher when leaders' and followers' PsyCap are more aligned; (2) followers' organizational embeddedness will be higher when leaders' and followers' PsyCap are aligned at a high level rather than when they are aligned at a low level; (3) followers' organizational embeddedness will be higher when followers' PsyCap is higher than leaders', compared to when followers' PsyCap is lower than leaders'; (4) organizational embeddedness mediates the relationship between leader–follower PsyCap congruence and followers' (a) task performance and (b) voice behavior.

This study emphasizes leaders' pivotal role in a process where followers' PsyCap affects task performance and voice behavior, and further extends MRTT through introducing organizational embeddedness as a mediator in such a mechanism.

Drawing on conservation of resources theory, this study aims to develop a resource-based model depicting a decreased level of psychological resourcefulness – relational energy, as a novel explanatory mechanism that accounts for the harm of abusive supervision, and we further investigate the role of leader humor as a boundary condition.

We applied multilevel path analysis to test our hypotheses with three-time-point survey data collected from 226 supervisor-employee dyads in a telecommunication company in China across six months.

Our results show that abusive supervision is negatively related to employee relational energy, leading to a subsequent decline in employee job performance. The predictions of the depleting effects get alleviated by leader humor.

This study foregrounds the importance of employee relationship management in the workplace and reveals that some abusive supervisors may manage to sustain employee performance and relational energy by using humor in their interactions, which necessitates immediate intervention.

These findings offer novel insights into the deleterious impact of abusive supervision by demonstrating the critical role of relational energy in dyadic interactions. We also reveal the potential dark side of leader humor in the context of abuse in the workplace.