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This study aims to explore how coping strategies (CS) mediate the relationship between job insecurity (JI) and subjective well-being (SWB) leading to presenteeism among millennials. This study has been tested based on the conservation of resources theory (Hobfoll, 2001) and the transactional theory of stress and coping (Lazarus and Folkman, 1984). In India, employees in the information technology (IT) and business process management sectors have been facing increased job insecurity over the last couple of years. The advent of technology has increased job insecurity among millennials, specifically in the IT sector. The Indian IT and information technology–enabled service (ITES) sector witnessed mass retrenchments by companies in 2016–2017. Instead of reskilling, the companies decided to lay off their employees. During the pandemic, the IT and ITES industries witnessed a massive culture shift in terms of technology and work engagement. Postpandemic, the recession is looming large on these industries. In 2022, tech layoffs have witnessed 135,000 employees impacted globally and many may lose their job in the coming year. This study chose Indian millennials because they form a large part of the Indian workforce, especially in the IT and ITES sector.

In this study, cross-sectional design is used where different individuals are part of the study at the same point in time. A sequential mixed method of research is adopted for this study, owing to the kind of research questions and the requirement to include critical realism. A qualitative study was carried out post the quantitative study, to corroborate the results from the quantitative study. Quantitative methodologies address questions about causality, generalizability or magnitude of outcome, whereas qualitative research methodologies explore why or how a phenomenon occurs, describe the nature of an individual’s experience during the study relevant to the context and/or develop a theory (Fetters et al., 2013). Because the study is about the millennial workforce in IT and the ITES sectors, the sample population comprised employees in Delhi and the national capital region (NCR) of Delhi in northern India. Out of a total of 374 ITES companies listed in the national association of software and service companies (2018), 103 are based out of Delhi/NCR; hence, companies from Delhi/NCR were chosen for the study. The other reason for opting for companies based in Delhi/NCR was that many millennials from second- and third-tier cities also are employed in these companies bringing in varied cultural perspectives. This study included 588 employees working in ITES organizations based in the National Capital Region of India. Mediation analysis for statistical verification was carried out with regression-based analysis in SPSS macro process (version 4).

The impact of job insecurity on the positive and negative affects of the subjective well-being of millennials was found to be substantial. Coping strategies moderated the relationship and it was seen that both engaged and disengaged strategies of coping had an impact on the positive affect of subjective well-being but did not have any impact on the negative affect of subjective well-being. The positive affect of subjective well-being was negatively related to presenteeism, and the negative affect of subjective well-being was positively related to presenteeism.

This study is carried out only in the ITES industry and on millennials. With the advent of technology, other industries are going through challenges concerning layoffs even though the severity of the same might be less. In times to come, for strategizing employee engagement, it is necessary to understand how the workforce copes with various work-related stress factors. The positive affects and negative affects of well-being and responses have been studied from an employee perspective only. Further research should be conducted to explore responses from both employers and employees to establish presenteeism and the antecedents of presenteeism in conjunction with positive and negative affects of well-being. There is further scope to study the impact of job insecurity on adaptive presenteeism in older generations and various industries given the current job scenario and talent-reskilling issues.

This study brings forth original insights into the impact of constant job threats on millennials employed in the IT and/or IT service sectors. The key findings contribute to literature knowledge and help managers recognize the unfavorable consequences of continuous job threats on the well-being of employees. There is an immediate need for managers to recognize the problem and devise various policies and communication strategies to enable millennial employees to cope with the constant changes in the organization, owing to various technological, political and environmental factors. Organizations should be mindful of this impact, which can subsequently have serious consequences on the productivity of the employees, resulting in decreased overall performance and health of the organization.

This study of job insecurity as a job stressor, triggering coping strategies in Indian millennials working in the ITES and IT industry, presents original insights. This study explores and presents how the impact of job insecurity may increase presenteeism as a result of coping. This study brings value to practitioners and this study may help organizations improve the overall well-being of their employees, thus improving productivity. On the contrary, it also opens opportunities for exploring the impact of job insecurity as a challenge stressor.

This study aims to examine the impact of artificial intelligence (AI) adoption on job insecurity and its subsequent effect on turnover intentions within the hotel industry. It investigated how AI-induced job insecurity affects the likelihood of employees considering leaving their current hotel jobs for other hotels or for opportunities outside the hotel sector, mediated by feelings of job stress and insecurity.

Quantitative data analysis used 259 responses from frontline hotel employees. Confirmatory factor analysis was used to explore the factor structure and assess model fit indices. Structural equation modeling was then applied to test the hypotheses.

Findings reveal that AI awareness has a positive impact on job stress and insecurity. Moreover, job insecurity is found to positively affect turnover intentions, with a notably stronger effect observed for turnover intentions toward non-hotel companies. Additionally, the influence of social capital as a moderator on the relationship between job insecurity and turnover intention varies depending on the specific dimensions of turnover intention.

This study contributes to enhancing both theoretical frameworks and empirical insights into turnover dynamics within the hotel sector. However, future research should take into account employees’ positions, roles, organizations and career levels by examining these factors in relation to technology awareness, job stress, job insecurity and turnover intention.

This study initially focuses on the phenomenon of dynamic turnover issues within the hospitality sector, offering empirical and practical perspectives on effectively integrating new technologies and managing human resources amidst the automation and AI era.

本研究探讨了人工智能（AI）应用对酒店业工作不安全感的影响, 以及其对员工流失意向的后续影响。研究调查了AI引发的工作不安全感如何通过工作压力和不安全感的感受影响员工考虑离开当前酒店工作、转投其他酒店或者寻求酒店行业外的机会。

本研究采用了259名一线酒店员工的定量数据分析。采用验证性因子分析（CFA）探索因子结构并评估模型拟合指标。随后, 应用结构方程模型（SEM）来检验假设。

研究结果显示, AI意识对工作压力和不安全感有积极影响。此外, 工作不安全感被发现对员工流失意向产生正向影响, 尤其是对转投非酒店公司的流失意向影响更为显著。此外, 社会资本作为调节变量对工作不安全感与流失意向之间的关系的影响取决于流失意向的具体维度。

本研究有助于加强酒店业人才流失动态的理论框架和实证见解。然而, 未来研究应考虑员工的职位、角色、组织和职业水平, 通过研究这些因素与技术意识、工作压力、工作不安全感和流失意向之间的关系。

本研究首次聚焦于酒店业中动态人才流失问题的现象, 提供了在自动化和人工智能时代有效整合新技术并管理人力资源的实证和实践观点。

This paper investigates the consequences of job insecurity among hotel employees during the COVID-19 pandemic.

Data were obtained from the employees of two five-star chain hotels in Turkey. The study hypotheses were tested via structural equation modeling.

The research findings demonstrate that job insecurity exacerbates job tension. Job tension erodes employees’ trust in organization and aggravates their propensity to leave work early and be late for work. As hypothesized, job tension mediates the effect of job insecurity on organizational trust and the abovementioned outcomes.

This study adds to the hospitality literature by assessing the interrelationships of job insecurity, job tension, organizational trust and nonattendance intentions.

This study aims to examine how corporate social responsibility (CSR) affected the attitudes and behaviors of employees in the European aviation industry amidst the COVID-19 pandemic and to explore any moderating effect of empathetic leadership.

Based on the social identity and social exchange theories, a research model was developed and tested against empirical data collected from employees of the European aviation industry, in 2021. Structural equation modeling and regression analyses were used for testing the hypothesized causal relationships.

Perceived CSR is directly related to work engagement and indirectly associated with work engagement and job insecurity via organizational pride. The presence of an empathetic leader does not intensify the effects of perceptions of CSR on organizational pride. Work engagement, in turn, impacts organizational citizenship behavior, while no such effect of job insecurity is supported.

This study provides insight into the underlying mechanisms via which CSR affects employees during a crisis. It, also, has significant implications on human resources management within the industries severely affected by the pandemic.

This study aims to examine the multifaceted connection between perceived socially responsible human resource management (PSR-HRM), job insecurity (JI), psychological availability (PA) and employee voice behavior (VB). Furthermore, it delves into the mediating roles of PA, and JI in the linkage between PSR-HRM and VB and the moderating role of PA in the connection between JI and VB.

The empirical data for this study were collected from a sample of 385 full-time employees in Vietnam. To analyze the data and explore the relationships among the constructs, partial least squares structural equation modeling (PLS-SEM) was used.

The study reveals positive relationships between PSR-HRM, PA and VB. Furthermore, it demonstrates that PA serves as a partial mediator in the nexus between PSR-HRM and VB, while JI similarly partially mediates this association. In addition, the research identifies a positive moderating effect of PA on the linkage between JI and VB.

Grounded in social exchange theory and social cognitive theory, this study uncovers significant relationships, providing nuanced insights into the intricate interplay among PSR-HRM, JI, PA and VB. It represents one of the initial investigations into the moderating influence of PA on the connection between JI and VB.

Drawing on conservation of resources theory, this study aims to examine how employees’ experiences of excessive workloads may direct them away from efforts to share knowledge with other organizational members, as well as the circumstances in which this process is more or less likely. To untangle the process, the authors predict a mediating role of job dissatisfaction and moderating roles of two complementary resources that help employees cope with failure: resilience as a personal resource and organizational forgiveness as an organizational resource.

Survey data were gathered from employees of an organization that operates in the construction retail sector. The Process macro provides an empirical test of the moderated mediation dynamic that underpins the proposed conceptual framework.

The statistical findings affirm that an important channel through which employees’ perceptions that their work demands are unreasonable escalate into a diminished propensity to share knowledge is their lack of enthusiasm about their jobs. Their ability to recover from challenging work situations and their beliefs that the organization does not hold grudges against people who commit mistakes both mitigate this harmful effect.

For organizational practitioners, this research shows that when employees feel frustrated about extreme work pressures, the resource-draining situation may escalate into diminished knowledge sharing, which might inadvertently undermine their ability to receive valuable feedback for dealing with the challenges. From a positive perspective, individual resilience and organizational forgiveness represent resources that can protect employees against this negative spiral.

This study explicates an unexplored harmful effect of strenuous workloads on knowledge sharing, which is explained by employees’ beliefs that their organization fails to provide satisfactory job experiences. This effect also is mitigated to the extent that employees can draw from valuable personal and organizational resources.

The study aims to explore and validate the revised psychological contract scale in this new normal era.

To serve the purpose, four studies were conducted. Study 1 was conducted for item generation through the extant literature review and phenomenological study. Study 2 highlighted the expert review. Study 3 explained the confirmatory factor analysis. At the end of study 3, the new psychological contract content had 14 items along with 15 traditional psychological contract content items. The nomological study validated the scale with the help of antecedent, i.e. supervisor's support, and outcomes, i.e. well-being and innovative behavior.

The revised psychological contract was bifurcated into two categories: new and traditional. Further, the revised psychological contract scale was having two dimensions: content and breach/fulfillment. The new content was the outcome of changes in perceived obligations due to pandemic. The nomological study found that supervisor support had a positive impact on the content of the psychological contract and fulfillment/breach of the psychological contract. Further, it was found that the new content of psychological contract was impacting more on well-being and innovative behavior than the traditional psychological contract.

In the new normal era, the working style and patterns have changed. Thus, it was important to capture changes in perceived obligations and employees' perception regarding to which extent their organizations were able to meet these altered perceived obligations. The study has direct implications for the practitioners as the revised psychological contract scale enlisted the perceived obligations of the employee and the extent to which these obligations were fulfilled by the employer. The study is also helpful in developing new normal HR policies and practices in the organization.

The study is original as it creates a new scale to measure the content of psychological contract and fulfillment/breach of psychological contract during new normal.

This research sought to examine the potential association between workers’ financial worry and counterproductive work behavior. Based on the basic psychological need theory, we propose that psychological need satisfaction explains this relationship and we position this volitional pathway as an alternative to a cognitive capacity pathway based on the cognitive load theory.

We conducted a two-week interval-lagged survey study with three measurement points among 180 US workers. The mediation models were tested using structural equation modeling.

The results support the conclusion that, while cognitive capacity could have an impact on counterproductive work behavior, its mediating effect is less strong than that of need satisfaction.

Based on the results, we recommend that organizations design their compensation and benefits system to shield employees from financial worries. At the same time, we advise offering the employees who do experience financial worries assistance in managing their budgets and offering other forms of financial coaching.

This study is innovative because we show that the negative effects of financial worry extend much further than initially thought and affect not only employees' cognition but also their motivation.

This study aims to assess extant research streams to delineate new research directions for tourism stakeholders’ mental health and well-being.

A comprehensive review of the literature on various topics related to mental health, well-being, memorable experiences, emotions, community well-being, wellness tourism and sustainable development was conducted.

Several research directions for different research subjects were identified: tourists employees, and the community. For tourists, the research topics included mental health, well-being, memorable experiences and wellness tourism. For research on employees, the focus included their mental health, psychological well-being and negative emotions. In studying the role of tourism in community mental health and well-being, research has explored community well-being and emotional solidarity and used a capital approach. This study discusses several new research directions based on past research trends, global trends and other relevant factors.

This conceptual study can help understand the new holistic research landscape of mental health and well-being.

本研究的目标是评估当前的研究现状, 为旅游相关的心理健康和幸福感确定新的研究方向。

对关于心理健康、幸福感、难忘体验、情绪、社区幸福感、健康旅游和可持续发展等多个主题的文献进行了全面审阅。

确定了针对不同研究对象的若干研究方向：游客、员工和社区。对于游客, 研究主题包括心理健康、幸福感、难忘体验和健康旅游。对于员工的研究, 重点包括他们的心理健康、心理幸福感和负面情绪。在研究旅游对社区心理健康和幸福感的影响时, 探讨了社区幸福感、情感团结以及资本方法的运用。本研究根据过去的研究趋势、全球动态和其他相关因素, 提出了若干新的研究方向。

这项概念性研究有助于全面理解心理健康和幸福感的新研究格局。

Este estudio tuvo como objetivo evaluar las corrientes de investigación existentes para delinear nuevas direcciones de investigación para la salud mental y el bienestar de los actores turísticos.

Se realizó una revisión exhaustiva de la literatura sobre diversos temas relacionados con la salud mental, el bienestar, las experiencias memorables, las emociones, el bienestar comunitario, el turismo de bienestar y el desarrollo sostenible.

Se identificaron varias direcciones de investigación para diferentes sujetos de investigación: turistas, empleados y la comunidad. Para los turistas, los temas de investigación incluyeron la salud mental, el bienestar, las experiencias memorables y el turismo de bienestar. Para la investigación sobre los empleados, el enfoque incluyó su salud mental, bienestar psicológico y emociones negativas. Al estudiar el papel del turismo en la salud mental y el bienestar comunitario, la investigación ha explorado el bienestar comunitario y la solidaridad emocional, y ha utilizado un enfoque de capital. Este estudio discute varias nuevas direcciones de investigación basadas en tendencias de investigación pasadas, tendencias globales y otros factores relevantes.

Este estudio conceptual puede ayudar a comprender el nuevo panorama holístico de investigación en salud mental y bienestar.

This study aims to explore the associations linking employees’ challenge-hindrance appraisals toward artificial intelligence (AI) to service performance while considering the dual mediating roles of job crafting and job insecurity, as well as the moderating role of AI knowledge.

A survey was administered to a sample of 297 service industry employees. This study examined all the hypotheses with Mplus 8.0.

This study confirms that challenge appraisal toward AI has an indirect positive influence on service performance via job crafting (motivation process), whereas hindrance appraisal toward AI has an indirect negative influence on service performance via job insecurity (strain process). Meanwhile, AI knowledge, serving as a key personal resource, could strengthen the positive impacts of challenge appraisal toward AI on job crafting and of hindrance appraisal toward AI on job insecurity.

Organizational decision-makers should first survey employees’ appraisals toward AI and then adopt targeted managerial strategies. From the perspective of service industry employees, employees should adopt proactive coping strategies and enrich their knowledge of AI to meet the challenges brought by this technology.

The primary contribution of this study is that we enrich the literature on AI by exploring the dual mediators (i.e. job crafting and job insecurity) through which AI awareness affects service performance. Moreover, this study advances our understanding of when appraisals toward AI influence job outcomes by identifying the moderating role of AI knowledge.