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This study aims to examine escapism as the explanatory mechanism that can account for distinct outcomes of harmonious and obsessive sports fan passion among US and Chinese fans.

The study uses cross-cultural data collected among sports fans in the USA and China. Using structural equation modeling and PROCESS model, the authors test the mediating role of escapism and the moderating role of indulgence on the relationships between sports fan passion and procrastination.

The authors found that positive escapism mediates the relationship between harmonious sports fan passion and procrastination, whereas negative escapism mediates the relationship between obsessive sports fan passion and procrastination. While individual-level indulgence was not a significant moderator, post hoc analyses revealed that the interaction of indulgence and uncertainty avoidance played a moderating role.

The use of sports fan samples from both the USA and China enables a cross-cultural comparison of the proposed model, thereby extending the model’s generalizability. By advancing the dual model of escapism, the authors hope to stimulate a research dialogue that identifies more nuanced (both positive and negative) predictors and outcomes of passion for an activity and escapism in the broader context of other passion-inducing activities (e.g., Internet use, work, etc.).

Marketers promoting sports events can use this study's results to highlight the benefits of harmonious sports fan passion in terms of positive escapism and reduced procrastination. Organizations promoting sports fandom need to also be aware that sports fans can have obsessive passion for sports that can lead to procrastination. Therefore, it is important to be vigilant and distinguish between “healthy” and “unhealthy” passion early to avoid “unhealthy” passion turning into negative escapism and by extension, procrastination.

Socially responsible marketers should understand a potential negative effect that obsessive sports fan passion may entail and prevent or minimize its negative consequences.

To the best of the authors’ knowledge, this is the first study that explains why sports fan passion can(not) be associated with procrastination. It does so by using the dual escapism as the explanatory mechanism linking harmonious and obsessive sports fan passion and procrastination.

The aim of this study is to explore the relationships between actual (ASC) and ideal self-congruence (ISC) and harmonious (HBP) and obsessive brand passion (OBP).

Study 1 uses a sample collected via Amazon’s Mechanical Turk to test a baseline conceptual model which links ASC and ISC to HBP and OBP. Study 2 employs a sample outsourced through Qualtrics. Study 2 had dual objectives: to replicate Study 1 using a larger and more diverse sample and to test whether hedonic brand characteristics may affect the hypothesized relationships between two types of self-congruence and two types of brand passion.

The findings suggest that different types of self-congruity influence different types of consumer passion for the brand. Specifically, a fit between brand personality and one’s true self (ASC) helps develop a passion for the brand that is self-affirming and in harmony with other facets of the consumer’s life. Fit between brand personality and one’s ideal self (ISC) leads to OBP. The results suggest that hedonic benefits of a brand do not moderate the relationship between ASC and HBP.

This research examines the duality of brand passion (harmonious and obsessive) and the relationships with consumers’ ASC and ISC. It provides insight into how a product-related context variable (hedonic nature of the product) can moderate these relationships and further augments the nomological network of the dual brand passion concept in the brand consumer context.

The purpose of this paper is to examine the role of time affluence (TA) and material affluence (MA) in work and extra-work experiences of a sample of professional women working in Russia.

Data were collected form 168 women using anonymously completed questionnaires. Measures included personal demographic and work situation characteristics, work outcomes, indicators of work investment and extra-work outcomes.

TA and MA were significantly and positively correlated (r=0.22), with women indicating similar levels of TA and MA. Women reporting higher levels of MA generally indicated more favorable work outcomes (higher job satisfaction, lower intent to quit). Women reporting lower levels of TA generally indicated higher levels of work investment. However, neither TA nor MA predicted family satisfaction.

This study highlights the importance to take steps to increase TA and MA of Russian women to positively influence their work and extra-work experiences.

These findings replicate and extend earlier USA, Egyptian and Turkish results to Russia. Unlike previous studies, the authors simultaneously included TA and MA constructs, thus providing important comparisons of their relationships with different outcomes. The authors also respond to the call to study TA and MA in different cultural contexts.

The purpose of this paper is to apply a biopsychosocial model to develop an integrated typology of heavy work investment (HWI) behaviors.

The paper follows an inductive approach to theory building in which we review relevant constructs, categorize those constructs, and outline the relationships among them.

The paper provides a theoretically grounded typology of HWI that distinguishes three general types of HWI (workaholic HWI, situational HWI, and pseudo HWI) and nine corresponding HWI manifestations. It is suggested that various forms of HWI differ in nature according to the joint interplay of varying strengths of biological, psychological, and social influences. The paper also demonstrates how the typology can be applied to predict unique individual and organizational outcomes associated with each HWI sub-type.

The paper offers a unified strong foundation for developing HWI measures. It offers a direction for future research that will examine antecedents and outcomes of the nine sub-types. It provokes the examination of the “stability” of each HWI manifestation over time by including a temporal component into the biopsychosocial framework.

This research will help practitioners differentiate among HWI manifestations to effectively sustain positive outcomes and proactively evade negative outcomes associated with HWI.

To date, various manifestations of HWI and workaholism have been discussed in the literature with little unification across studies. In this paper, the authors respond to the call for a theoretically grounded approach that will provide unifying explanations to why and how HWI manifests.

The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee’s reports of service quality provided to clients by their hotels.

Data were collected from 221 frontline employees, a 37 per cent response rate, working in four- and five-star hotels in Cappadocia, Turkey. Previously developed and validated measures of servant leadership (Liden et al., 2008) and service quality (Parasuraman et al., 1988) were used and both were found to be highly reliable in this study.

Respondents were generally young, had relatively short organizational tenure and had high school educations. Respondents having longer organizational tenures and those working in five-star hotels reported lower levels of servant leadership. Longer tenured employees, and males, rated some dimensions of service quality lower as well. Service employees reporting higher levels of servant leadership from their supervisors/managers generally indicated higher levels of service quality.

Some limitations should be noted. First, all data were collected using respondent self-reports, raising the limited possibility of response set tendencies. Second, the sample, while reasonably large, may not be representative of all hotel employees in Turkey. Third, all properties were located in one region of Turkey and may not be representative of hotel employees in other regions of the country.

First, organizations could select individuals exhibiting higher levels of servant leadership potential based on indications that these individuals are interested in developing long-term relationships with staff and co-workers and in helping them become more skilled in doing their jobs. Selection can also be augmented by servant leadership training (Fulmer and Conger, 2004). Supervisors/managers could be coached to help them develop their staff and help them meet their unique goals (Raelin, 2003). Finally, workplace cultural value supportive of both servant leadership and service quality can be identified, modeled by senior level managers, supported and rewarded.

Most studies focus on defining and measuring servant leadership or service quality. This study investigates the relationship between servant leadership and service quality.

The study aimed at understanding the relationship between psychological contract breach, well-being indicators, i.e. subjective well-being and mental well-being and innovative behaviour.

Data were collected via a structured questionnaire through Google docs from 238 academicians working at different capacity in Indian academic industries. The hypotheses were tested using structural equation modelling.

Psychological contract breach was positively impacting occupational stress and occupational stress was negatively impacting work engagement. Work engagement positively impacted innovative behaviour and well-being indicators. Occupational stress and work engagement mediated the relationship between psychological contract breach and well-being and innovative behaviour.

The data for the study were collected from the employees working in education industry during the unlock COVID-19 pandemic situation.

The study contributes by integrating social exchange theory (SET) and job-demands resources (JD-R) theory in the pandemic situation. In the current COVID-19 pandemic circumstance, the results showed precise factual evidence that answers the question of how unfulfilled expectations have a negative impact on academicians and educational institutions.