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The purpose of this paper is to examine the effect of empowering leadership on contextual ambidexterity. To this end, the authors underscore the underlying mechanism of perceived organizational support (POS). Furthermore, to provide more robust insights into this indirect effect, role ambiguity was examined as a moderator.

The paper is based on a questionnaire survey. Data collected from 219 employees working in three IT small-and-medium enterprises located in Greece.

The findings indicated that empowering leadership is positively related to contextual ambidexterity through POS and, further, this indirect association is contingent on role ambiguity.

The study provides more insights into the important role of leadership in generating contextual ambidexterity. Thus, moderated mediation framework that has empirically tested considers both how and when empowering leadership affects contextual ambidexterity and provides important implications for both theory and practice.

Recent years have seen an increasing interest in leader’s use of humor among organizational scholars. In this regard, leader positive humor has been shown to be related to leader effectiveness. However, to date there is limited theoretical and empirical attention regarding the relationship between self-deprecating humor in particular and leadership effectiveness. As such, the purpose of this paper is to examine the impact of leader’s self-deprecating humor on follower’s perceptions of leader effectiveness. In doing so, the authors also encompassed trust in leader as a mediator.

Data were collected from three different samples. The authors examined the hypotheses using hierarchical regression, bootstrapping analysis and Sobel test.

Results produced consistent evidence that the use of self-deprecating humor by the leader positively affects his/her perceived effectiveness and that this relationship is partially mediated by trust in leader.

A main limitation of the present research relates to its cross-sectional design that cannot infer causality. In addition, data were gathered from a single source. As such, this may raise the possibility of common method bias.

The present paper contributes to the limited theoretical and empirical organizational research regarding the role of leader self-deprecating humor. More specifically, this is the first study, to the best of authors’ knowledge that links this type of humor to his/her effectiveness.

The purpose of the present study was to examine the relationship between empowering leadership and volunteers' service capability in the context of nongovernmental organizations. In doing so, the mediating role of intention to share knowledge was highlighted.

Data were collected from volunteers from two non-governmental organizations (NGOs) operating in Greece through a web-survey tool. To test our hypotheses, we used bootstrapping analysis.

Our study provides support for the positive effect of empowering leadership (EL) on volunteers' service capability. In addition, we highlighted volunteers' intention to share their knowledge as an underlying mechanism that explains the above relationship.

The present study highlights the important role of EL in increasing service capability in the context of NGOs. Even more, the mediating role of intention to share knowledge provided new knowledge into why EL affects employees' extra-role behavior and more specifically, service capability.

Substantial empirical research has addressed the antecedents of students’ academic performance. Building on these insights, the purpose of this paper is to extend the related literature by investigating the impact of students’ exploration on their academic performance. Furthermore, to provide a better understanding of this relationship the authors incorporate two sequential mediators, namely, information seeking and academic self-efficacy.

Quantitative approach using self-report questionnaires. This study was conducted in the Hellenic Open University through a specially designed questionnaire. The authors collected data from 248 students attending a postgraduate course in Healthcare Management.

The results showed that information seeking and in turn academic self-efficacy mediate the positive association between exploration and academic performance. Both theoretical and practical implications are also discussed.

Students’ exploration plays an important role in enhancing both their information seeking and self-efficacy which in turn affects their academic performance.

This paper aims to empirically examine how atmospherics affect word of mouth (WOM) about the brand. The authors focus primarily on uncovering the causal mechanism in which such effect is serially mediated by both perceived positive emotions evoked by atmospherics and attitude toward the brand.

To test the research hypotheses, 314 Greek moviegoers were drafted to participate in a survey. Data were analysed using confirmatory factor analysis (AMOS) and the SPSS macro (PROCESS tool). The model was applied to motion pictures, as they provide a particularly good example of short life-cycle products.

Findings indicate that atmospherics are related to WOM about the brand through perceived emotions evoked by atmospherics and, in turn, attitude toward the brand.

The present study extends the relevant literature by providing both direct and indirect links between atmospherics and WOM about a brand.

The model of the present study could be applied to other short life-cycle products that share key characteristics with motion pictures. Moreover, the present study increases movie producers and exhibitors’ understanding of the effects of theatre atmospherics on WOM about the movie and leads to practical suggestions and implications.

WOM is one of the key variables that can affect the profitability of short life-cycle products. To date, there was no evidence that atmospherics can influence WOM about a short life-cycle product.

Researchers have long recognized that employee expectations play an important role in determining their levels of motivation. However, less is known about the relationship between newcomers’ expectations about their job and intrinsic motivation. Even more, there is limited empirical research on the underlying mechanisms that explain this relationship. Given the recent resurgence of interest concerning the construct of work-related boredom and drawing on several theoretical frameworks, the purpose of this paper is to address this gap by examining the mediating role of work-related boredom in the linkage between newcomers’ expectations and intrinsic motivation.

The current study utilized a snowball approach in order to garner a diverse sample of newcomers. To examine the present hypotheses, bootstrapping analysis and Sobel test were used.

The results showed that unmet expectations enhance work-related boredom which in turn affects intrinsic motivation.

Given the cross-sectional and mono-source design of the study, the results may suffer from causality and common method variance issues.

The present study provides novel insights into the psychological mediating mechanisms that explain the relationship between newcomers’ expectations about their job and their intrinsic motivation.

The detrimental effect of workplace ostracism on core employee and organizational outcomes has received increasing attention. However, very little is known about its impact on group related outcomes. Given that workplace relationships play a salient role in enhancing employee willingness to share information and knowledge, the present paper examines the link between workplace ostracism and information exchange. In doing so, we also highlight the mediating role of a novel construct, namely self-serving behavior.

To test our hypotheses, we conducted two studies using both a scenario paradigm (54 students) and a field study (172 working adults).

Results indicated that self-serving behavior fully mediates the effect of workplace ostracism on employee information exchange.

Both studies have limitations that need to be considered. The scenario paradigm lacks realism whereas the cross-sectional nature of our survey cannot infer causality. As regards the latter, data were collected using a single source and thus common method variance may exist.

The present study provides novel insights into the outcomes of workplace ostracism and the underlying mechanisms that account for its negative effect. Moreover, it adds to limited current knowledge on self-serving behavior.

Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association.

Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted.

The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment.

Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships.

To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

Leader-member exchange (LMX) has been proposed as a core mechanism which accounts for the impact of various antecedents on employee outcomes. As such, the purpose of this paper is to examine the mediating effect of LMX regarding the relationship between leader positive humor and employees’ perceptions of organizational cynicism.

Data were collected from 114 public employees. In order to examine the authors’ hypotheses hierarchical regression analysis was conducted.

As hypothesized, results demonstrated that LMX mediates the relationship between leader positive humor and organizational cynicism.

Data were drawn from public employees and, therefore, this may constrain the generalizability of the results. Also, the cross-sectional analysis of the data cannot directly assess causality.

This is the first empirical study to examine the mediating effect of LMX in the relationship between leader humor and employees’ perceptions of organizational cynicism.

The purpose of this paper is to elucidate the mediating mechanisms of the relationship between supervisor support and pro-environmental behavior. To this end, the quality of the dyadic exchanges between supervisor and subordinates was used.

Data were collected from two different samples. In order to test the present hypotheses hierarchical regression and bootstrapping analysis were conducted.

In congruence with the hypotheses, the results showed that leader-member exchange (LMX) served as a mediator in the relationship between supervisor support and pro-environmental behavior.

Data were drawn using a cross-sectional design. As a result, it is precarious to assess causality among the constructs. Furthermore, both studies collected data from a single source, namely employees, and this may inflate the present relationships due to common method bias.

To the best of author’s knowledge, no prior empirical study has examined the pivotal role of LMX in affecting employees’ pro-environmental behavior.