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The purpose of this study is to determine the effect of optimistic expectations on job satisfaction at work and whether job crafting behaviour plays a mediating role in this effect. At the same time, this model presents the need for “expectation management” in the context of work psychology to the attention of all academics and practitioners.

To test the hypotheses of the study, data were obtained from 475 health-care workers in a public hospital. Hypotheses were tested using Process Macro Model of Hayes (2018).

The result of the analyses determined that the optimistic expectations for the organization as a whole have a positive effect on job satisfaction, both directly and indirectly, and that job crafting behaviour has a partial mediating role in this effect.

The first limitation is that the data were obtained only by a cross-sectional method. The second is that among the various workplace behaviours and workplace psychologies job crafting and job satisfaction were examined in the study. The partial mediation effect between the research variables reveals the existence of many other variables and constitutes the third limitation. The fourth is that only optimistic expectations effects on positive behaviours and positive psychological states were evaluated in this study. Finally, a fifth limitation of this study is that the sample is limited to those working in the health sector and public hospitals.

First, the data were obtained only by a cross-sectional method, and the longitudinal method was not implemented in how the study was designed. Second, among the workplace behaviours, only job crafting behaviour and only job satisfaction as a workplace psychology were analysed. Third, partial mediation effect was found to be among the other variables might indicate the role of additional variables that could be uncovered by further research. Fourth, only optimistic expectations and their effects on positive behaviours and positive psychological states at the workplace were evaluated. Fifth, the sample is limited to those working in the health sector and public hospitals.

This study draws attention to “Expectation Management” as a management activity worth exploring and its potential in terms of social and working relations.

This study provides versatile answers to the question of why individuals perform differently despite working under the same conditions. The model suggested in the study takes the conventional way of thinking in the literature one step further by offering an alternative answer to this critical question, whose answers we have been discovering step by step since the Hawthorne studies. In addition, the proposed model draws attention to the need for “expectation management” in the context of business psychology in theory and practice.

Education policies in the United States reinforce social stratification by prioritizing and normalizing middle-class whiteness in schools (Leonardo, 2007; Picower, 2009). The teacher labor market has also become more feminized, making white middle-class women paragons of exemplary educators (Rury, 1989; Tolley & Beadie, 2006). These sociopolitical and historical factors continue to play out in the current U.S. education workforce where 80% teachers are white and 76% of teachers are female (Hussar et al., 2020). Meanwhile, student demographics are shifting with students of color comprising over 50% of the public student population (de Brey et al., 2019). Diversifying the educator pipeline is a well-documented strategy to improve educational outcomes for all students, specifically students of color, and to achieve greater equity and inclusion in public education. However, the retention and promotion of educators of color remains a critical and complex issue.

Thus, looking at the intersection of race and gender in the education workplace, the purpose of this chapter is to highlight the experiences and expertise of women K-12 educators of color to identify best practices for career development. Applying Psychology of Working Theory (PWT) and utilizing modified meta-synthesis methodology, the chapter highlights the experiences of Black, Latinx, Asian American, and Indigenous/Native American women K-12 principals and superintendents to (1) thematize and conceptualize how women of color define their work in education spaces through a PWT lens and (2) understand how PWT themes can illuminate ways to build more diverse and inclusive career pathways for women of color leaders.

The current study aims to propose a novel three-way interaction of work motivation (intrinsic/extrinsic) and work environment (organizational justice), in a Romanian context. Moreover, as managers and employees do not have the same needs, workloads and performance assessments, so the research model is tested in four groups: employees, office managers, department managers and executives. Additionally, a minor goal is to replicate known relationships in the literature in a non-Western country.

To this end, a total sample of N = 3,287 Romanian participants was obtained, using established, valid and known measures. Statistical analyses included common-method bias analysis, zero-order Pearson correlations and linear regressions with bootstrapping.

Results support the hypothesized three-way interaction, such that only when both motivations are high does the work environment have a profound effect on organizational outcomes, but when both are low, the employee becomes indifferent to the work.

Workplace fairness and work motivation are topics concerning employees and managers alike. While their roles in contributing to reduce work misbehaviors and increase extra role behaviors have been outlined in the past as, they may interact in surprising ways, and differently in every managerial level. On one hand, the current article replicates established associations but, on the other hand, it does so from a non-Western perspective and with the not-yet-researched addition of a three-way interaction between work environment (i.e. perceptions of organizational justice) and the individual's motivational dispositions (i.e. intrinsic and extrinsic work motivations).

There is evidence that spirituality at the workplace has positive effects on work outcomes, and there are different models conceptualizing the construct. To date, there is no discussion highlighting how digitalization is affecting workplace spirituality and vice versa. The present review tries to close this gap by discussing the psychological dynamics in light of digitalization and spirituality in the context of work.

This is a conceptual discussion based on an extensive narrative review. The conceptual design is further tested with a real-life case study.

The result is a model that may guide future research, which consists of the four highly interdependent domains, namely psychology (with the dimensions of emotion, cognition and behavior), digitalization (with the dimensions of platforms, data and algorithms), spirituality (with the dimensions of meaning, self-transcendation and belonging), as well as the workplace (with the dimensions of work tasks, location, community and culture and values). The discussion includes implications for the future of work, suggestions for management decisions and potential future research directions.

To date, there are many discussions about digital transformation and a limited amount of them have invested in analyzing psychological dimensions. The application to spirituality and the workplace – especially when the two are combined – is almost wholly absent, which makes the present discussion both innovative and original.

This study aims to present the evolution of decent work studies. Findings point to several directions for future research efforts, including conceptualizing decent work and the pandemic’s associated impact. Results will help to guide government authorities to promote decent work by delivering fair income, increasing the stability and security of employment and monitoring employees’ work-life balance.

This review consists of knowledge mapping based on keywords from multidisciplinary studies on decent work and the preferred reporting items for systematic reviews and meta-analyses (PRISMA) model on tourism and hospitality studies. First, keyword knowledge mapping was conducted in VOSviewer, resulting in 667 papers. Then, a PRISMA model generated a systematic review of the literature in tourism and hospitality based on 41 papers.

Knowledge mapping revealed six thematic clusters, namely, Labor Rights and Gender Equality, Sustainability and Health, Psychology of Working Theory, Conceptualization of Decent Work, Marginalized Groups and Unemployment and Job Quality. According to the PRISMA model, the conceptual evolution of decent work in tourism and hospitality can be divided into three stages: initial (1999–2008), emerging (2009–2018) and development (2019–present).

Based on the findings, further interdisciplinary research into decent work is recommended. Scholars in the tourism and hospitality sector can incorporate other fields of decent work, such as psychology, to broaden the lens of studies to discover the role of meaning and purpose in the workplace and to promote the concept to its fullest extent. Furthermore, employees’ assessments of decent work might help businesses improve human resources management via corporate social responsibility measures.

To the best of the authors’ knowledge, this study is the first systematic review of decent work in tourism and hospitality. It shows that this notion is in its infancy, as most studies on the topic thus far have been empirical and descriptive. Nonetheless, most findings contribute to knowledge and practice by clarifying industry employment conditions.

Building on the emerging literature on the psychology of working theory, this study aims to examine the impact of decent work on employees’ mental health as well as the association between the dimensions of decent work on employees’ mental health.

Quantitative data were collected from 260 employees working in the Ghanaian mining industry.

Data analysis showed a positive significant relationship between decent work and employee mental health. Furthermore, access to health care, adequate compensation and hours that allow for free time and rest related positively and significantly with employee mental health. However, the relationships between physical and interpersonal safe working conditions, organizational values that complement family and social values and employee mental health were not significant.

The findings extend the emerging literature relative to the influence of decent work on mental health in developing country context, specifically, sub-Saharan Africa where concerns for decent work have become extremely relevant because of the experience of extreme poverty and unemployment that characterize the region.

The purpose of the study was to specify the perceived outdated nature and lack of definitional clarity associated with the concept of work and further to outline that the nature of work has dramatically changed in the 21st century, while definitions of work referenced in research remain those that were dominant in the previous century. Lastly, the study aimed to propose an updated conceptualisation and definition of work to aid future research.

A scoping literature review was adopted as the methodology guiding the study. A scoping review is particularly suited to identifying the conceptual boundaries on a given multi-disciplinary topic and is used to map the key concepts underpinning a research area as well as to clarify working definitions.

Nine main themes underpinning the concept of work were extracted from the extant literature. These were assimilated with contemporary literature across multiple disciplines. Contexts of work as they relate to dimensions of work and workspace are developed and visualised. A proposed contemporary definition of work is presented.

The aim of the study was to address the problem with current and future research continuing to refer to traditional conceptualisations of work, while the nature of work has dramatically changed. The findings are preliminary and intended to stimulate further discourse towards a greater consensus of a definition. The implications of proposing an updated definition of work is that it is intended to better inform future research reflective of its multi-disciplinary and significantly changed nature.

The implications to practice are the main impetus of this study. The authors found that research associated with work was being confounded by traditional and outdated interpretations, excluding alternative forms of work or not recognising its multi-dimensionality. It is proposed by the paper that an updated conceptualisation of the nature of work in this era, as it is reflected across disciplines and practice, would positively contribute to the understanding, management and conceptualisation of work in practice.

A systematic literature review across disciplines of the definition of work will reveal the outdated nature and disparate interpretation of the concept of work. An inclusive, multi-disciplinary and contemporary definition of work has not been suggested. This scoping review was conducted to address this problem and gap in the literature. Further, this paper presents a multi-dimensional and spatial conceptualisation of work that is proposed to better inform future research and practice associated with work.

The purpose of this paper, intended primarily for practitioners, is to demonstrate how features of psychological capital (PsyCap) may be combined with manager efforts to collaborate with an employee on an action learning project. In reciprocal action learning, manager and employee create a partnership to learn, achieve work-focused goals and advance their relationship. Initiatives aimed at positively stimulating employee assets and psychological or behavioral attributes can overlay the action learning process.

A narrative synthesis was used to examine three sources of empirical research from organizational psychology and human resource management: reciprocity, action learning and PsyCap. Information was integrated to create a guide, a model for managers for use in considering options about how to structure employee and self-learning, as well as options for use in stimulating employee assets and PsyCap.

The approach presented may serve as a practical guide for manager consideration. Research identifies several types of behaviors and activities intended to positively stimulate and reinforce the learning of both participants. The literature on PsyCap offers many initiatives for a manager to consider in assisting an employee to develop talent and positive attitudes. Such efforts have to be carefully tailored to the individual employee, the tasks at hand and the manager’s own learning needs.

The value of action learning is supported by a relatively large research base. The significance of PsyCap also has substantial support. Innovatively, this paper offers guidance to a manager in consideration of combining the attributes of both concepts to maximize positive effects on learning, personal growth, skill development and work achievement.

This chapter offers a comprehensive review the literature on authentic leadership (AL). The authors employ a bibliometric approach to identify, classify, visualise and synthesise relevant scholarly publications and the work of a core group of interdisciplinary scholars who are key contributors to the research on AL. They review 264 journal articles, adopting a clustering technique to assess the central themes of AL scholarship. They identify five distinct thematic clusters: authenticity in the context of leadership; structure of AL; social perspectives on AL; dynamism of AL; and value perceptions of AL. Velt and Sinkovics assert that these clusters will help scholars of AL to understand the dominant streams in the literature and provide a foundation for future research.