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The present study is based on two samples from two occupational groups (one among medical representatives in pharmaceutical industry and other among frontline employees in hospitality industry). The study found support for the moderation effect of perceived organizational support (POS) on the emotional dissonance-emotional exhaustion as well as the emotional exhaustion-turnover intention relationships. In addition, the purpose of this paper is to examine the mediation of emotional exhaustion on the emotional dissonance-turnover intention relationship. The study concludes with the contributions to the literature and to the practice.

Following the survey research method the study collected the data from two occupational groups.

The study found support for the moderation effect of POS on the emotional dissonance-emotional exhaustion as well as the emotional exhaustion-turnover intention relationships.

The study argued the negative effects of dissonance can be minimized if the organization can take actions to ensure employees perceive the organization as supportive.

Intensified job demands (IJDs; work intensification, intensified job- and career-related planning and decision-making demands, and intensified learning demands) illustrate the intensification of working life. This study examined relationships between IJDs and work engagement.

Nine diverse samples (n = 7,786) were analyzed separately via regression analysis by estimating linear and curvilinear relationships between IJDs and engagement.

The results showed that certain subdimensions of IJDs, i.e. intensified learning demands, related positively to engagement across several subsamples. Moreover, learning demands showed a curvilinear relationship with engagement in several subsamples; engagement was highest in a moderate level of learning demands whereas low and high levels of learning demands were associated with lower engagement. We also found that other subdimensions of IJDs did not show consistent positive relationships with engagement, and some of them were negatively associated with engagement.

Cross-sectional design.

Organizations should consider what would be the optimal level of learning demands as excessive learning demands can be detrimental to employees’ engagement.

This is a first study focusing on different manifestations of the intensification of working life, operationalized via IJDs, and their curvilinear relationships with engagement by applying a multi-sample design.

Retirement adjustment is the process by which aged workers become accustomed to the changed facts of life in the transition from work to retirement and develop psychological well-being in their post-working life. The purpose of this paper is to explore the psychosocial factors that significantly explain retirement intentions and retirement adjustment, using two separate empirical studies.

Retirement self-efficacy, low work involvement, older worker identity and relative deprivation significantly explained retirement intentions (bridge employment engagement, part-time retirement, late retirement and full retirement) of workers over 60 years (Study 1, n=157). Retirement adjustment indices (retirement satisfaction, feelings of anxiety and depression) were associated with psychosocial factors for retirees (Study 2, n=218).

The findings highlight that retirement self-efficacy and older worker identity positively and significantly explained both full retirement of aged workers and retirement satisfaction of retirees. Relative deprivation negatively significantly explained partial and late retirement intentions and retirement satisfaction of retirees.

The implications of these studies are discussed for understanding retirement planning and counselling practice.

Retirement adjustment conceptualized as a process has important implications for retirement planning, and consequently can influence the project of the life course, as well as career’s decisions.

Social contexts should consider all factors that can negatively affect self-efficacy, work involvement and identity of employees in the mid and late-career stages, and thus contribute to reinforce and strengthen personal and psychosocial resources involved in planning and adaptation to retirement, and to increase the insight into the planning and decisions older workers make to face retirement.

This work had two goals, pursued by two empirical studies with two samples: workers over 60 years, and retirees. The authors contend that the availability of two different sets of data increases the generalizability of the findings.

The main objective of the current work is to analyse the importance of the moderating effect of industry type on technological firms' behaviour and on the acceptance of online business management applications.

The conceptual model, based on a technology acceptance model (TAM), has been tested across structural equation modelling techniques. Thus, a multi‐sample analysis has been developed to study the significance of the effect on industry. Data were collected using e‐mail and post‐mail survey.

The findings show that there are several factors influencing the acceptance process, such as ease of use and usefulness, but their effect depends on the industry in which the organisation operates. Likewise, greater experience in technology – which is the case for some sectors – facilitates the acceptance of IT.

Managers should be aware that the synergies gained through their economic activity must be applied to adopt more new online business management applications, as this will help them to improve their competitiveness.

In contrast to other studies which analyse employee behaviour, this paper describes the technology acceptance process establishing the perceptions of the manager decision maker in the company, a perspective which increases the explanatory power of the models, and permits some of its weaknesses to be resolved. Moreover, the moderating effect of the industry has been empirically tested for a group of firms and variables which have rarely been analysed previously.

Based on the Theory of Planned Behaviour, the purpose of this paper is to analyse the influence of the advantages and disadvantages of entrepreneurship surrounding the entrepreneurial intention on a university context.

To test the hypothesis it is used a quantitative research. With a structural equations approach, it is explored the psychological mechanisms that could affect to the entrepreneurial intentions of university students.

The results obtained show that the advantages related to entrepreneurship, in particular personal rewards, influence positively on the entrepreneurial attitude. However, the disadvantages, in particular economic aspects, have a negative effect. Additionally, the authors test that the gender and the academic training have a moderate effect on the variables which influence on the entrepreneurial intention.

This paper contributes to the literature on entrepreneurship in two important aspects. First, it goes into detail about the influence that perceived advantages and disadvantages of starting a new business has on entrepreneurial intentions. Second, the authors examine relevant and special collective, university students that try to decide their professional future and, hence, it is a critical period to decide the startup of a new business.

Con la Teoría de Comportamiento Planificado como marco de referencia este trabajo analiza la influencia de las ventajas e inconvenientes asociados al emprendimiento sobre la intención emprendedora en un contexto universitario.

Para la contrastación empírica de las hipótesis planteadas se realiza una investigación de naturaleza cuantitativa mediante la cual se exploran los mecanismos psicológicos que podrían guiar las intenciones de emprendimiento de los estudiantes universitarios.

Los resultados obtenidos ponen de manifiesto que las ventajas asociadas al emprendimiento, en especial las recompensas personales, influyen positivamente en la actitud emprendedora, mientras que los inconvenientes asociados al emprendimiento, y en particular los aspectos económicos, ejercen un efecto negativo. Asimismo, se constata que el sexo y los estudios cursados tienen un efecto moderador en las variables que afectan a la intención emprendedora.

El presente trabajo aporta dos contribuciones fundamentales a la literatura sobre emprendimiento. Por un lado, profundiza en la comprensión de la influencia que tienen en la decisión de emprender las percepciones de los individuos respecto a las ventajas e inconvenientes de crear un negocio propio. Por otro lado, se examina un colectivo de especial relevancia en el ámbito del emprendimiento, como son los estudiantes universitarios, que se encuentran en situación de encaminar su futuro profesional y, por tanto, en un momento crítico para la decisión de crear una empresa propia.

Purpose – The purpose of this chapter is to examine the frequency of multi-study research packages in the organizational sciences and advocate for their use by detailing strengths and recognizing limitations.

Methodology/approach – Philosophy of science research, focusing on multi-study research packages, is discussed followed by a 20-year review of incidence of these packages in top organizational sciences journals.

Findings – The publication of multi-study research packages have increased over the past 10 years, most notably in micro-level journals.

Social implications – For reasons of validity and generalizability, society benefits if scholars adopt multi-study approaches to knowledge generation and disseminate.

Originality/value of the chapter – This chapter provides the most comprehensive review of multiple-study research packages in the organizational sciences to date, examining publication trends in eight leading micro-and macro-level journals. We also summarize the use of multi-study packages in our own research and offer recommendations for improving the science of replication.

Previous research has demonstrated the positive impact of relocation mobility on career success. Based on conservation‐of‐resources theory and knowledge about resistance to change, this study aims to explore the role of personality dispositions and social orientations in explaining job‐related relocation readiness.

A total of 380 German employees (study 1), unemployed individuals (study 2), and apprentices (study 3) were surveyed on their relocation readiness, personality dispositions (neuroticism, openness to experience, uncertainty tolerance), and social orientations (individualism, collectivism, social norms –i.e. the perceived social endorsement of relocation mobility) in three cross‐sectional studies and one longitudinal study (study 4).

Findings show that high levels of neuroticism (study 1) and collectivism (studies 1‐3) made individuals less ready to relocate, whereas high levels of openness to experience (study 2), uncertainty tolerance (studies 1‐2), and individualism (study 3) were positively associated with relocation readiness, as was the perceived social endorsement of relocation mobility (studies 1‐4).

Personality dispositions and social orientations should be considered when relocation decisions are at stake. The research focused on relocation readiness and did not investigate actual relocation mobility.

Human resources management and career counseling aiming to foster relocation readiness should take account of the social environment. Moreover, uncertainty‐intolerant individuals should be offered systematic, step‐by‐step guidance on how best to deal with relocation.

The study is the first to show that personality dispositions and social orientations by far outweigh socio‐demographic factors in explaining relocation readiness.

Intangibility plays a critical role in the field of services and brings great managerial problems to services firms, particularly for cross‐national firms that operate in unfamiliar host markets. This study attempts to explore how to raise the tangibility of services in foreign markets by marketing‐based activities, rather than the conventional perspective based on operational activities.

Based on the literature, this study builds a six‐element model to circumscribe and define the managerial problems caused by intangibility. Moreover, this study proposes six strategies to raise consumers’ sense of tangibility toward services, namely: quantitation, ranking, factualization, substantialization, word‐of‐mouth effect, and information frequency. Following that, this study samples US‐, Japan‐, and Europe‐owned firms operating in China and Taiwan to examine the proposed model.

The results indicate that the six strategies can improve the tangibility of services sufficiently, especially quantitation, ranking, and substantialization. This study also builds a three‐construct, nine‐item services tangibility scale to measure consumers’ perceptions of tangibility toward a particular service. Statistical evidence confirms the reliability, discriminant, and convergent validity of the scale.

This study not only conducts an academic model construction on the service tangibility issue, but also provides a new insight on the services practices cross‐nationally. This study constructs the model by reviewing the literature primarily, while seeming to neglect opinions from the practical world. Future studies could solidify the model by involving more practical viewpoints with deep expert interviews and observations.

Some indirect evidence indicates that leadership may affect work-related flow, a core concept in positive psychology. However, the exact process of how this relationship takes place is still unknown. Based on the nature of leader-member exchange (LMX), the purpose of this paper is to hypothesize a moderated mediation model of the LMX-flow relationship in which psychological empowerment is the mediator while emotional intelligence (EI) is the moderator.

Two samples are utilized in the study. One sample (n=219) is from the service industry representing a high emotional labor job, and the other sample (n=208) is from the manufacturing industry representing a low emotional labor job.

In both the samples, psychological empowerment mediates the positive relationship between LMX and work-related flow. However, the moderated mediation effect of EI is supported only in the service sample but not in the manufacturing sample.

Leader plays an important role in facilitating subordinates’ flow experience by enhancing psychological empowerment. For the high emotional labor job, employees with high EI are better able to transfer leader’s support into flow experience.

The paper, as the first study to connect LMX with flow concept, advances the study of positive psychology in workplace context, especially the leadership field. By proposing a mediating mechanism and outlining EI as a moderator, the study explains how LMX relates to flow experience at work.

In the context of Brexit, this study aims to analyse whether the worsening of the UK’s image might have triggered: worse feelings towards the tourism workers and a decrease in the final intention to travel to the UK. This paper compares responses from high and low-context tourists to identify at which target the reactions are more intense.

Hypotheses were formulated in a general model based on the theory of reasoned action applied to Country Image in the tourism sector, comparing the model in high (150 responses) versus low-context (406 responses) scenarios. Structural equation modelling methodology was used.

The intention to travel to the UK worsens when two out of the three dimensions of country image worsen (aesthetical and functional) and also when feelings towards workers in this country worsen. Related to cross-cultural differences, the main effect on feelings towards workers comes from the normative dimension of the UK’s image, together with the aesthetic perception. Moreover, travellers’ intentions are influenced by functional and aesthetic perceptions of the country as well as feelings towards workers. High-context cultures showed a significantly stronger effect of the aesthetic dimension of the country on feelings towards workers.

This paper tries to advance the understanding of how feelings towards employees in the UK can determine future visits to this destination. In addition, some cultural differences may explain why low-context cultures are more affected by the worsening of the UK’s image after Brexit.