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This study investigates the influence of personality traits on the personal digital hoarding behaviors of college students. Emotional attachment is included as a mediating variable, thereby enhancing the relevant theoretical frameworks associated with such behaviors.

A total of 370 college students were investigated using the Big Five personality scale, the digital hoarding behaviors scale, and a self-compiled emotional attachment scale. The collected data were analyzed using SPSS26.0 software.

Personality traits exerted a significant influence on individual digital hoarding behaviors, among which neuroticism (r = 0.526**), extroversion (r = 0.232**), and agreeableness (r = 0.233**) demonstrated notable effects. However, no significant correlation was found to link conscientiousness and openness with personal digital hoarding behaviors. Emotional attachment (r = 0.665**) significantly impacted personal digital hoarding behaviors. Regression analysis further showed that personality traits also affect personal digital hoarding behaviors through the partial mediating effect of emotional attachment. Dependency security was identified as a partial mediator of the effects of agreeableness and neuroticism on personal digital hoarding behaviors. Possession attachment was observed to be another partial mediator of the relationship between neuroticism and personal digital hoarding behaviors. Furthermore, fear of missing out was observed to partially mediate the effects of agreeableness and neuroticism on personal digital hoarding behaviors.

The generalizability of the self-compiled emotional attachment scale requires further verification in future research, as the selection of participants was relatively simplistic.

Our study showed the distinctive personality traits of individuals and their relationship with personal digital hoarding behaviors, along with the mediating role of emotional attachment. Our findings provide valuable insights for future personal information management and digital hoarding de-cluttering.

This research explores the influence of personality traits on the personal digital hoarding behaviors of college students and examines the mediating role of emotional attachment.

The purpose of this paper is to identify the factors related to entrepreneurs’ emotional intelligence that trigger the choice of venture internationalization after locally suffering the shock of an economic recession in a developing economy.

The primary survey data were collected from 226 Uruguayan entrepreneurs and included their psychological traits and human capital characteristics after the most recent global financial crash of 2008. Personal interviews were conducted, and a “Trait Meta-Mood Scale” instrument (i.e. TMMS-12) was specifically designed for the measurement of emotional intelligence. Logistic regression analyses were conducted to test the hypotheses.

This study demonstrates that in disadvantaged environments, such as developing regions suffering from a severe global crisis, the early internationalization process of a new firm is mainly triggered by entrepreneurs’ emotional intelligence attributes rather than conventional human capital-related attributes. Moreover, social–emotional competences are more significant than personal–emotional competences to explain entrepreneurs’ exporting behaviour in such an adverse context.

The effect of emotional intelligence on venture internationalization is investigated in situations in which entrepreneurs are pressured to pursue risk-bearing strategies, pushed by a disrupting shock that weakens the national economic condition (e.g. an economic recession). While previous findings have highlighted the importance of entrepreneurs’ human capital attributes in their entering foreign markets, few studies have analysed how the emotional intelligence competences of entrepreneurs lead them to internationalize. This study fills this gap in the literature on entrepreneurial behaviour by focussing on the emotional, cognitive and psychological qualities of entrepreneurs to explain their exporting business decisions.

There is dearth of studies in the literature which have discussed the relevance of personal and social resources of employees to protect them from adverse impacts of emotional job demands. However, interaction effect of these two resources on wellbeing of the employees in context to emotional work is inadequate. The present study is aimed to address the existing gap and investigate the relevance of personal and social resources as moderators in the presence of each other between emotional work and employee wellbeing.

The research work has focused on employees working on frontline profiles of civil aviation industry of north India. The responses of 720 frontline employees have been collected through pretested questionnaire. To understand the moderation effect of two variables, model number 3 developed by Hayes (2012) has been applied.

The findings have revealed that moderator role of social support between emotional work and employee wellbeing. However, research has pointed out that at high level of social support personal resources of employees' start to decline which subsequently reduces the wellbeing of employees.

The present research work has analysed the moderated moderation effect of personal and social resources between emotional work and employee wellbeing. Besides, the relative significance of personal resources vis-a vis social resources empirically in context of employee wellbeing in case of emotional work has also been highlighted in the work.

The results of the study have suggested the employees to receive less social support from friends, family and other significant relationships to protect their personal resources in emotional work settings. Moreover, research work has implicated for employers to draw out the various interventions through which personal resources of employees can be enhanced in emotional work settings. Also, the research has assisted in designing the key competencies for different job domains of emotional work setups.

The present study is very substantial in offering various parameters over which wellbeing policies for individuals can be framed. Also, the study has outlined the consequences of receiving different levels of social support which is applicable for that set of population who wants to enhance their personal resources for attaining high wellbeing.

The study has empirically investigated interaction effect of social and personal resources of employees between emotional work and employee wellbeing which is scarce in the literature. Besides, a dark side of social support in emotional work context has also been highlighted which was scarcely discussed in emotional work settings previously.

The purpose of this paper is to examine personal resources as a mediator of the effect of perceived organizational support on emotional exhaustion, extra-role customer service and turnover intentions.

Using data collected from frontline hotel employees with a one-month time lag in Cameroon, the relationships were assessed via structural equation modeling. Positive affectivity, intrinsic motivation and self-efficacy were treated as the indicators of personal resources.

The results suggest that positive affectivity, intrinsic motivation and self-efficacy are significant indicators representing personal resources. As hypothesized, personal resources fully mediate the effect of perceived organizational support on emotional exhaustion, extra-role customer service and turnover intentions. Specifically, frontline employees who receive sufficient support from the organization are high in positive affectivity, intrinsically motivated and self-efficacious at elevated levels. Such employees, in turn, experience low levels of emotional exhaustion and turnover intentions and display high levels of extra-role customer service behaviors.

The current paper contributes to the hospitality management literature by investigating personal resources as a mediator of the impact of perceived organizational support on emotional exhaustion and the aforementioned job outcomes.

This paper aims to examine organisational behaviour as a result of emotional contagion experienced by selected members in direct selling companies. Specifically, it seeks to investigate how members in a group are affected by the happiness of their high achievers, what factors influence the emotional contagion to occur, and what are the effects of emotional contagion on individual, group and organisation work outcomes.

The variables studied were emotional contagion, personal characteristics, group outcomes and organisational outcomes. Emotional contagion was measured by self‐report of impulsive acts; while personal characteristics were measured in terms of social desirability, extraversion, locus of control, live accomplishment, materialistic world, susceptibility to interpersonal influence, and self‐esteem. Organisational outcome variables were measured in terms of organisational commitment and organisational culture. Other variables studied were group behaviour, team player, demographic characteristics, and business organisational characteristics. A total of 276 respondents participated in this study.

It is found that emotional contagion is positively related with personal outcomes. Further findings reveal that emotional contagion has an impact on both the group and the team. The team, as a whole, is influenced not only by the emotional contagion but also by the personal characteristics of the respondents. Emotional contagion is also related to organisational outcomes. Both the group characteristics are positively related with organisational commitment. Emotional contagion is also positively related to organisational culture. Group characteristics are also positively related with organisational culture. It can be postulated that the following relationships exist between emotional contagion, personal outcomes, group outcomes, and organisational outcomes. It is also found that emotional contagion is a very important variable in the light of personal characteristics, group characteristics and organisational characteristics.

The paper focuses on a specific industry in Malaysia – direct selling – where no such study has been conducted in the past.

This study aims to advance the organizational buying literature, by examining buyer burnout and its consequences. Specifically, the sequencing of multi-faceted organizational buyer burnout is established and the impact of each dimension on job satisfaction, job performance, affective organizational commitment and turnover intentions is accessed. The current research is accomplished through the development and examination of competing models and hypothesis testing.

A sample of 125 business-to-business buyers were surveyed using established scale items. The study examines a series of competing models and outcomes of the facets of burnout through the use of covariance-based structural equation modeling. In addition, indirect, direct and total effects were examined.

First, this study supports that researchers should examine burnout, as a multi-faceted construct within the organizational buyer context, using the Lewin and Sager model. Second, findings strongly indicate that gaps exist in the current boundary spanner research, given that the majority of this research stream only examines a single aspect, emotional exhaustion, of burnout and fails to account for the impact of both the personal accomplishment and depersonalization facets of burnout. Further, the impact of personal accomplishment is highlighted, given its total effects on examined outcomes.

This study extends the Lewin and Sager model beyond a sales context and finds that each facet of burnout impacts the outcome variables to varying degrees. The total impact of personal accomplishment is highlighted, given that researchers often omit this facet from their investigations.

This study focuses on the management of job burnout among customer service representatives. The purpose of this study is to investigate whether supervisor support, monetary rewards, and career paths moderate the relationship between job burnout and turnover intentions.

The authors conducted a survey of 287 customer service representatives from seven call centers for the analysis. To validate the research model and test the hypotheses, the authors employed structural equation modeling, and for the moderating effects, the authors conducted a multi‐group analysis after dividing the moderating variables into high and low groups by using each of their means as a split point.

As expected, the results indicate that emotional exhaustion, depersonalization, and reduced personal accomplishment increased turnover intentions. Emotional exhaustion led to a sharp increase in depersonalization. The results for the three moderating variables indicate that not all interventions were always useful for all three components of job burnout. In particular, the application of supervisor support required considerable attention because it exacerbated the adverse effect of depersonalization on turnover intentions. Monetary rewards reduced turnover intentions under depersonalization, whereas they increased turnover intentions under reduced personal accomplishment. Career paths reduced turnover intentions under both depersonalization and reduced personal accomplishment.

This study contributes to the literature by demonstrating the moderating effects of supervisor support, monetary rewards, and career paths on the relationships between three components of job burnout and turnover intentions for customer service representatives from call centers.

It is understood that the personality traits and intelligence levels of the tourist guides directly or indirectly affect their ability to solve the problems they encounter on tours. This study aims to test whether emotional intelligence has an intermediary effect on the problem-solving skills of professional tourist guides with perfectionist personality traits.

Field research was conducted within the study to analyze suggestions on the interaction of variables on an empirical basis, and data were collected using interview, document review and survey technique. Thus, the mixed-methods approach was used in the study. Within the scope of this study in which 410 professional tourist guides were surveyed, a substantial part of the research data was obtained through the application of the survey technique. Besides, interviews were carried out with 12 professional tourist guides. The clues obtained by the qualitative study were transformed into hypotheses within the scope of the quantitative study, and the intermediary effect was tested.

A relationship between the main themes, sub-themes and codes was determined within the framework of the qualitative method. As a result of the mediation test, it has been revealed that emotional intelligence has an intermediary role in the relationship between perfectionism and problem-solving skills. According to the results of bootstrapping, the indirect effect of emotional intelligence on perfectionism and problem-solving skills was found out to be significant.

The study acknowledged that positive perfectionism, high emotional intelligence and problem-solving skills contributed to the professional tourist guides being willing to provide better service. In tune with the assumption that the more the quality of the tours carried out through agencies increases, the more satisfied tourists are; the study implicated that it would be advisable for agencies to prioritize the trainings provided for their tour guides to enhance their positive perfectionist, emotionally intelligent personalities and problem-solving skills. Given that professional tourist guides may create a positive country image with the quality service they provide, the significance of such trainings stretch beyond the benefits of such organizations.

Relevant variables were analyzed with a mixed method and applied on professional tourist guides.

The purpose of this paper is to examine why and how emotional labor influences hotel employee behavior outside the workplace.

Both qualitative and quantitative approaches were used. First, 21 entry-level hotel managers were interviewed, and grounded theory was used for the analysis of the interview data (Study 1). Then, 410 survey responses were collected from hotel employees, and the data were analyzed using a PROCESS model (Study 2).

The results of Study 1 indicated that people relied on social support networks and alcohol to cope with emotional labor. Specific hypotheses were tested in Study 2, which found that emotional labor leads to more partying when life and work responsibilities are in conflict.

This research provides strategic guidance for hotel managers to help employees cope with emotional labor by better managing life-work conflict.

This research represents an early attempt to elucidate the effects of emotional labor on individual behavior outside the workplace. Conditions were found across the two studies that suggest the role of emotional labor in increasing alcohol consumption among hotel employees.

The purpose of this study is to empirically examine the personal/situational and business factors that encourage or discourage pro bono service of professionals based on the theory of institutional logics framework and the extended purchase behavior model.

This paper collected the data using a mixed-method approach: 30 qualitative interviews and 443 cross-sectional surveys from professional service providers across industries. The constructs of interest were measured with the scales compiled from the literature, industry reports and the preliminary interviews.

The results highlight emotional value derived from personal/situational factors (intrinsic motivation, personal recognition, philanthropic disposition and lack of appreciation) drove professionals’ intentions to continue to undertake pro bono work. While employer encouragement motivated professionals to engage in pro bono service, the prospect of gaining business opportunities and time constraints discouraged this important practice.

While there has been considerable empirical study undertaken on charitable behavior, little attention has been given to this form of giving (pro bono work by service professionals). Overall, the results show that personal satisfaction with and feeling good about the study undertaken are required for continuation. Professionals who are intrinsically motivated, philanthropic-natured and properly-acknowledged through positive feedback and recognition tend to experience positive feelings that engender their good intentions to help the underprivileged, those in need and society more generally. The findings thus complement and extend the academic and industry literature on charitable giving.

This research identifies the drivers of service professionals’ continuation of pro bono work that the third sector relies heavily on its sustainability. As the study findings suggesting the importance of personal recognition, nonprofit organizations should demonstrate genuine gratitude and recognition of these professionals so that they continue to give their services pro bono.

The research is the first empirical study to develop a conceptual model that delineates the drivers and/or barriers to professionals continuing pro bono service. Unlike the previous study lacking a theoretical basis, this paper proposed and tested the conceptual model derived from the institutional logics framework and the extended purchase behavior model.