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This study investigated how and when corporate social responsibility (CSR) fosters job seekers' application intention using a mediated moderation model. Specifically, the study explored the positive effect of CSR on job seekers' intention to apply, the moderating role of applicants' calling and the mediating role of value congruence in the relationship between the person and organization.

The study sample consisted of 259 college students in South Korea. A quasi-experimental design and survey were used. Data were analyzed using a regression-based path analysis to test a mediated moderation model.

The results showed that CSR significantly increased job seekers' application intention, which was moderated by their calling. Furthermore, the interaction between CSR and calling on application intention was fully mediated by the value congruence between person and organization.

The results suggest that engaging in active CSR can effectively attract job applicants, especially those with a high calling, who are known as qualified workers needed for the organization. The findings can provide a competitive advantage to organizations in this highly competitive environment.

This study contributes to the understanding of the micro-effect of CSR by showing the positive influence of CSR on job seekers' application intention. Further, by evaluating a mediated moderation model, this study advances the field's understanding of the underlying mechanisms of CSR, especially in terms of calling and value congruence.

The purpose of this paper is to explore the influence of PRINCE2 (PRoject IN Controlled Environments 2) standard on customer satisfaction jointly with vendor relationship management capability in the information technology outsourcing (ITO) context. This paper further tries to explore the above underlying mechanism by studying the mediating effect of deliverable quality.

This paper develops a mediated moderation model to explain the underlying influence processes of PRINCE2 standard, vendor relationship management capability and deliverable quality on ITO customer satisfaction. By conducting a pair-wise survey of 260 project managers in seven Iranian firms, the model and hypotheses are empirically tested with the partial least squares method.

Our results suggest that firms benefit more in terms of IT costs reduction when they have a higher level of complementary investment in an external standard, especially through an interplay effect of the external standard and internal relational aspect. Firms can make business processes more amenable to outsourcing and facilitate monitoring of vendor performance and effective coordination with vendors. More interestingly, we find that this interactive effect is fully mediated by deliverable quality, which, in turn, directly increases ITO customer satisfaction.

This study adds some new knowledge and provides new views to study ITO customer satisfaction by addressing the importance of PRINCE2 standard. This study further enhances our understanding in terms of the underlying pathway through which the PRINCE2 standard jointly affects customer satisfaction with vendor relationship management capability and deliverable quality. With the effort of explicitly explaining the complex mechanisms, this study helps ITO managers proactively escort outsourcing activities and projects.

Wine sales are at the highest volumes ever and warrant a robust understanding of consumption behavior. Consequently, this study aims to examine intrinsic motivational factors (e.g. personal attributes) – those that push the consumer toward wine products – and the extrinsic motivational product attributes (e.g. situational attributes) those that draw – or pull – the consumer toward wine products.

A model has been tested in which intrinsic and extrinsic motivations interacted to predict personal involvement (PI) with wine, which in turn predicted wine consumption, forming a mediated moderation model.

Support has been found for a mediated moderation model of wine consumption. Thus, this study improves the understanding of how interactive motivations are mediated by PI in their influence on wine consumption.

The sample is limited to participants in the National Restaurant Show, and thus the results may be limited to the sample investigated.

The findings suggest using intrinsic and extrinsic motivational factors and PI with wine to influence marketing strategies.

This study has helped to expand the understanding of interactive and mediating forces that drive wine consumption.

Although previous research proposed that motivational factors interact to predict wine consumption, this interaction has not been tested empirically prior to the current study. Therefore, this study adds new insights into wine consumption by demonstrating that intrinsic and extrinsic motivators interact to predict PI with wine, which subsequently predicts wine consumption in a holistic, mediated moderation model.

The purpose of this paper is to preliminary explain the possibly complicated moderating effects of job resources. The paper specifies the missing link between job demand and burnout by focusing on the coping strategy argument.

The paper preliminary supports the mediated moderation model of the missing link by a large sample cross‐sectional survey.

The two coping strategies as mediators for the relationship between emotional demands and exhaustion are supported. Strong supports for the moderation effect of emotional intelligence on the relationship between emotional demands and the two coping strategies are found. Some support for the moderation of supervisor support on the relationship between deep acting and exhaustion are found.

The paper contributes to the job demands‐control‐support and job demands‐resources models, as the proposed model helps to explain the inconsistent results for the buffering effect of job resources found in the literature. It also contributes to the literature of emotional intelligence, as it provides clear evidence of its importance in handling emotional demands.

Deep acting is important. An organization may take more efforts in training employees to equip them with it. Emotional intelligence is also a vital resource and so organizations may benefit if they engage in relevant selection and training practices.

Emotional intelligence, an individual ability, is empirically demonstrated to be an important type of job resources that can buffer the negative effect of job demands on employee well‐being.

The purpose of this paper is to explore the effect that training and development have on employee burnout during episodic organizational changes. Moreover, it investigates the mediating role of overall job satisfaction (OJS) in conjunction with the moderating role of personal computer (PC) literacy.

The study took place in Greece, in four branches of a public organization which adopted a new information technology (IT) system. Statistical analyses include exploratory and confirmatory factor analysis for instrument testing and multiple regressions for mediated moderation.

The findings provide partial support to the hypotheses. It appears that employee training and development are significant predictors of burnout, indeed. However, OJS mediates the effect of one dimension of each, namely training effectiveness and support. Concerning PC literacy, a full-mediated moderation was revealed in the case of training effectiveness and a partial-mediated moderation in the case of support.

As with most studies examining change initiatives, the main limitations of this study are the cross-sectional design, the possible self-selection bias, and the limited sample size.

The findings are important for preventing burnout during IT-related episodic changes, facilitating the successful implementation of change.

To the best of knowledge, this study is the first to examine burnout in a changing public setting. Additionally, no previous direct evidence exists regarding the relationship between training and development and burnout while the evidence on the impact of organizational resources on burnout is scarce.

The study investigates the mediated moderation impact of Memorable Religious Experience (MRE) and Religiosity (REL) on the relationship between Memorable Tourism Experience (MTE) and Attitude towards Pilgrimage (ATT) finally driving Recommend Intention (RCI) of visitors to a religious site. It suggests visitors' incentive variable religiosity can influence their decision to recommend visiting a religious destination.

The research uses a quantitative cross-sectional approach wherein a self-administered survey was used for data collection from 223 pilgrims who visited a popular pilgrimage site. Partial least squares-structural equation modeling (PLS-SEM) was employed for analysis.

The results showed that MTE has a significant influence on ATT which further influences RCI (a dimension of behavioral intention-BI) of visitors towards a religious destination. Further, MRE mediates the relationship between MTE and ATT. Nevertheless, REL illustrated a significant moderation influence on the relationship between MRE and ATT, further verifying the mediated moderation impact of MRE and REL in the model.

Recommendation of existing customers is one of the most powerful indicators of customer loyalty and usually leads to revisit. The research provides destination managers/tourism planners of pilgrimage sites to formulate appropriate marketing strategies to develop RCI and sustainable branding.

This study adds to the empirical studies conducted on REL by constructing a composite picture of the memorable tourism experience within a pilgrimage tourism context. The uniqueness lies in the attempt to investigate the mediated moderation impact of MRE and REL using a symmetric (PLS-SEM) approach.

As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.

A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.

The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.

By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.

How do dark personality traits impact workplace bullying (WB)? How can organizations mitigate it? This study aims to explore the relationship between the Dark Tetrad (DT) (narcissism, psychopathy [PY], Machiavellianism and sadism [SM]) and WB, proposing the mediation role of moral disengagement (MD) and the moderation role of emotional stability (ES).

The proposed mediated-moderation model was tested on 404 employees working in the hospitality sector in Pakistan. Data have been analyzed through regression analysis and PROCESS macros to test the study’s hypotheses.

PY, Machiavellianism and SM positively relate to WB and MD mediates this relationship. A high level of ES reduces the intensity of the mediated influence of PY, Machiavellianism and SM on WB.

Developing targeted policies and practices (e.g. personality tests to build a good psychological architecture of the firm) and reviewing processes that support the moral justification of antisocial conduct can be beneficial for limiting WB. In addition, meditation, mindfulness training and supporting trust and cooperation within organizations can increase the mitigating effect of ES and, in turn, reduce WB.

To the best of the authors’ knowledge, this is the first study that explicitly verifies a mediated-moderation model on DT-WB while proposing a further explanation (i.e. mediation of MD) and a novel solution (i.e., moderation by ES).

The purpose of this study is to examine how supply chain strategy affects a firm's sustainability performance and how the strength of that relationship is influenced by managerial authentic leadership (AL) and its associated impact on interorganizational citizenship behavior (ICB).

Building on the intersection of three theories: organizational ambidexterity, AL and ICB, a mediated moderation model is developed and tested using structural equation modeling based on the responses from a cross-sectional survey administered by the authors.

The results reveal that an ambidextrous supply chain strategy is positively related to firm sustainability performance and this relationship is strengthened by AL. Furthermore, this study finds that this moderating relationship is partially mediated by ICB.

To the best of the authors’ knowledge, this paper is among the first to empirically test the effect of supply chain ambidexterity on sustainability performance by explicitly considering how leadership characteristics can both directly and indirectly affect the efficacy of this relationship. The findings complement existing literature by providing novel insights into the ability of firm supply chain strategy to affect sustainability performance.

The study aims to investigate the influence of leader mindfulness on employee innovative work behaviour mediated by work engagement and moderated by employee learning orientation.

That data set of 337 was collected from full-time working professionals from IT industry in India through survey design. The proposed mediated moderation model was tested through Process Macro.

The findings highlighted the positive role of leader mindfulness in enhancing employee innovative work behaviour. Furthermore, the authors found that this relationship was partly mediated by work engagement and moderated by employee learning orientation. Results suggested that the relationship between work engagement and innovative work behaviour was stronger for employees who score high on learning orientation.

The main contribution of the study lies in delineating the interpersonal lens of mindfulness at workplace, particularly the leader–employee interface. It offers a more nuanced delineation of the process through which leader mindfulness encourages employee innovative work behaviour.