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Based on the role theory and prosocial motivation literature, this research aims to explore the bright and dark side of socially responsible human resource management (SRHRM) on hotel employees' outcomes through the mediation of role conflict. Besides, this study examines the moderating effect of prosocial motivation between role conflict and volunteering and organizational citizenship behavior (OCB).

The authors collected 326 employee-supervisor dyads data in two waves from 12 hotels in the province of Wuhan, China. Besides, structural equation modeling (SEM) analysis was adopted to test the hypothesized model.

As expected, the result shows that SRHRM can increase employees' volunteering and decrease their OCB through the mediation of the role conflict. Further, prosocial motivation strengthens the linkage between role conflict and volunteering, but not the relationship between role conflict and OCB.

This result enables hotel managers to adopt SRHRM as a useful tool of carrying out suitable corporate social responsibility (CSR) activities. Additionally, this study highlights the vital role of employee in successful CSR implementation.

Although the hotel industry contributes a lot to global economic development, CSR research specifically focused on hotel industry has been unexplored. Therefore, this research brings SRHRM into hotel industry and establishes a model specifying both the bright side and dark side effect of SRHRM in the hotel industry.

The purpose of this study is to investigate the impact of family motivation (FM) on promotive voice behavior (VBPm) and knowledge hiding (KH). The study uses moral disengagement (MD) role as a mediator to see how FM shapes moral engagement leading to participate in promotive voice and knowledge sharing.

The hypothesized model was tested using partial least squares structural equation modeling. The authors used convenience sampling and collected data in two phases. The authors have a final sample of 257 faculty members for analysis, with an overall response rate of 42.8%.

Study findings reveal a negative relationship between FM with MD and a positive relationship with VBPm. The relationship between FM and (KHKH results did not show the expected effects. At the same time, mediation of MD between FM and voice behavior and FM and (KHKH show the expected results.

The study finds that family factors have practical consequences for companies in recognizing the value of familial elements in cultivating employee voice and engagement behaviors. Since family is a powerful motivation to work, it provides valuable insights for HRM strategies and organizational studies to encourage employee voice and moral engagement in the workplace. The study is one of the few studies investigating the impact of FM on promotive voice and KH and enhancing the knowledge of mediating role of MD.

The authors intended to find out what motivates employees at the workplace. For this purpose, the authors examined family motivation and intrinsic motivation influences over work attitudes such as organizational citizenship behavior (individual) and affective commitment.

In the current research, the authors adopted time-lagged approach to collect a total of 352 responses from managers in the hospitality sector. This approach was adopted to avoid common method issues related to survey research.

The findings suggest positive association of family motivation with intrinsic motivation, affective commitment and organizational citizenship behavior (individual). The authors also found intrinsic motivation positively related to affective commitment and organizational citizenship behavior (individual). The findings also found statistical support pertaining to the mediating role of intrinsic motivation on family motivation's positive relationship with affective commitment and organizational citizenship behavior (individual).

Considering important role of family motivation, the authors ask managers to think through ways that could help employees feel better about their family's wellbeing. The authors also suggest organizations upsurge intrinsic motivation of their employees by engaging them in decision-making process, allow employees to craft their jobs because through these a higher level of organizational citizenship behavior for individuals and affective commitment could be generated.

The authors extend the core assumption of self-determination theory that work motivation (intrinsic in specific) is autonomously determined, deeply rooted within individuals, and gratifying. It works on the pleasure principle and mirrors a hedonic standpoint. In such a situation, employees work merely based on their interest and joy; they focus and enjoy the process.

Makerspaces, which serve as fertile grounds for makers' innovation activities, are rapidly increasing in emerging markets to help unleash a massive wave of bottom-up innovation and encourage broader participation in entrepreneurial activities. Makers' motivations to innovate are key antecedents of their subsequent innovative behavior. The paper aims to investigate the impact of makers' innovation motivations (both economic and social motivations) on their exploration and exploitation activities in makerspaces and the moderating role of the makerspace climate for innovation.

A survey was conducted for 139 individual makers from five makerspaces in China to test the research hypotheses.

Economic motivation positively affected the degree of exploitative innovation and was negatively related to the degree of exploratory innovation. In contrast, social motivation negatively affected the degree of exploitative innovation and was positively related to the degree of exploratory innovation. The makerspace climate for innovation strengthened the relationship between social motivation and exploratory innovation and exacerbated the negative effect of economic motivation on exploration.

The results offer managers a better understanding of how makers' motivation to participate in makerspaces affects their innovative behavior. Such information can guide makerspaces in designing their incentive policies and recruiting makers in line with their values to amplify makers' creative potential.

The empirical results reveal the impacts of economic and social motivations on makers' exploration and exploitation activities in makerspaces. They thus provide new insights into how different motivations give rise to different innovative behaviors and imply how makers' innovation activities can be managed effectively.

This study examines the relationship between the use of management controls and the perception of meaningful work. Meaningful work is an important driver of individual performance of managers, and employees and can be enabled by sufficient use of management controls. The purpose of this paper is to address this issue.

Based on bibliometric analyses and a structured literature review of academic research studies from the organizational, management and accounting literature, the authors develop a conceptual model of the relationship between the use of management controls and the perception of meaningful work.

First, the authors propose that the use of formal management controls in a system (i.e. the levers of the control framework) is more powerful than using unrelated formal controls only. Second, they suggest that the interaction of a formal control system together with informal controls working as a control package can even stretch the perception of meaningful work. Third, they argue that the intensity of the control use matters to enhance the perception of meaningful work (inverted u-shaped relationship).

This study presents the first conceptual model of the relationship between the use of management controls and the perception of meaningful work. It provides valuable implications for practice and future research in the field of performance management.

Drawing upon the creativity interaction theory and expectation-identity perspective, the purpose of this paper is to construct a chain mediation model of the influence of workplace status on individual creativity from the perspective of expectation identity and to explore the moderating effect of prosocial motivation in this model.

This study reached 529 employees from 35 enterprises as the investigation objects and used structural equation model and hierarchical regression for data analysis. Data on workplace status, prosocial motivation, creativity expectations and creativity role identity were collected at Time Point T1, and individual creativity was collected at time point T2 (one month later).

The results reveal that: workplace status has a significantly positive effect on creativity; creativity performance expectations and creativity role identity have partial mediating effect in the relationship between workplace status and creativity, respectively; creativity performance expectations and creativity role identity play a chain double mediation role in the relationship between workplace status and creativity; and prosocial motivation moderates the relationship between workplace status and creativity and further moderates the chain double mediation effect of creativity performance expectations and creativity role identity.

In existing studies, conclusions about the relationship between workplace status and individual creativity could be divided into three viewpoints: positive, negative and U-shaped. These inconsistent findings on the relationship between workplace status and creativity imply that the relationship is complex and not fully elucidated. This may be attributed to the fact that workplace status is influenced by cultural factors and research objects. This study reinterprets the relationship between workplace status and individual creativity through the lens of creativity interaction theory and demonstrates the significance of employee workplace status in the Chinese context.

Prosocial lending in online crowdfunding has flourished in recent years, and it has become a new way to fundraise for philanthropy. However, there is almost a 70% user attrition rate in crowdfunding. The purpose of this study is to understand what the lender’s lending experience and social connection influence lender retention of online prosocial lending from a self-determination perspective.

Drawing on self-determination theory (SDT), this research utilizes a quantifiable method for factors of the lender's lending experience and social connection. Additionally, the research constructs economic models to explore the impacts of these factors acting as the necessary conditions for basic psychological needs on lender retention, using a large-scale sample of over 380,000 lenders from Kiva.

The results indicate that, from the lender's lending experience aspect, the loan narratives with more profit language in the last lending and the failure of past participation are negatively related to lender retention. Regarding the lender's social connection aspect, their friends or small lending teams are positively related to lender retention, while whether they are invited and lending team size show negative influence. Furthermore, results indicate the moderating effects of the disclosure of lending motivation.

This research explores the mechanism of lender retention of online prosocial lending, providing a self-determination perspective about how previous experience influences long-term lending behavior. The study offers significant implications for the literature on online philanthropy, SDT and user retention of online platforms. At the same time, the study provides an understanding of the effects of different aspects of SDT.

Job characteristics can potentially influence employees’ attitudes and behaviors. However, their impact on employees’ innovative behaviors, particularly in public sector organizations, has received little scholarly attention. Based on relational job design theory and the broaden-and-build theory of positive emotions, this study aims to examine the effect of job contact on public sector employees’ innovative work behavior through the mediator of happiness at work. It also assesses whether prosocial motivation strengthens the influence of job contact on innovative work behavior (via happiness at work).

The model was examined on a sample of 180 employee-supervisor dyads (90 supervisors and 180 employees) recruited from various government departments in the United Arab Emirates.

The findings support the proposed moderated mediation model in which job contact positively and significantly impacts innovative work behavior. The association between job contact and innovative behavior via happiness at work is found to be stronger for employees who are highly prosocially motivated.

The findings offer prescriptive insights into public sector employee happiness and prosocial motivation by illustrating when and how job contact influences innovative work behavior. The authors also present relevant managerial recommendations for promoting public sector employees’ innovative behavior.

This study aims to explore the underlying mechanisms of the less studied relationship between perceived corporate social responsibility (CSR) (both internal and external) and creative deviance (CD). Based on the signalling and social capital (SC) theories, this study proposes that the relationship between CSR and CD is mediated by both the prosocial motivation and SC of the employees.

This study conducted a survey approach to gathering data and implemented a structural equation modelling technique for analysis.

Data collected from telecom employees supported the sequential mediation of both SC and prosocial motivation on the relationship between internally and externally perceived corporate social responsibility and CD.

The in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD.

The in-depth analysis of the similarities and differences in the internal and external dimensions of CSR is valuable for understanding the antecedents of CD. Managers can use this knowledge to improve their performance by following better CSR practices that in turn foster SC and CD. By supporting SC, companies will be able to increase their intellectual capital (IC), which is necessary to compete in today's markets.

The present literature is mostly silent on the differences and similarities between perceived CSR and employee creative behaviour: CD. The present study fills this gap by investigating this important relationship and testing its underlying mechanisms for internally and externally perceived CSR separately. The paper puts forward the key role of SC, which is part of IC, in reinforcing the relationship between CSR and CD.

The purpose of this paper is to explore the influence of a physician’s prosocial behavior on a patient's choices in the online health community (OHC) context. Moreover, the authors explore how such effects differ across different online word-of-mouth (WOM) and professional titles.

Guided by the motivation, opportunity and ability (MOA) framework, this paper develops hypotheses and an econometric model. Then this paper used spline regression to test hypotheses on 6,204 physicians at The Good Doctor (www.Haodf.com), which is one of the largest Chinese OHCs. The authors conducted the propensity score matching and difference-in-difference method (PSM-DID) to address the concern about the bias caused by possible endogeneity concerns.

The authors’ results show that a physician’s prosocial behavior improves a patient's choice only when the strength of a physician’s prosocial behavior is below the tipping point. In addition, the influence of a physician’s prosocial behavior is heterogeneous for physicians with different online WOM and professional titles. For physicians with higher online WOM, the effect of a physician's prosocial behaviors on a patient's choice is positive, while for physicians with lower online WOM, a physician’s prosocial behavior has no impact on a patient’s choice. For physicians with higher professional titles, the quantity of a physician’s prosocial behavior has a positive impact on a patient’s choice, while for physicians with lower professional titles the quality of a physician’s prosocial behavior has a positive impact on a patient’s choice.

This study contributes new knowledge and provides new perspectives to study a patient's choice by addressing the importance of physician's prosocial behavior. With the effort of explicitly explaining the complex mechanisms, this study encourages physicians' engagement in a physician’s prosocial behavior and gives some implications on how to perform the behaviors strategically.