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This study aims to integrate extant research on eWallet adoption to better understand the key antecedents to eWallet use intention and examine whether the relationships differ across multiple moderators.

To integrate eWallet adoption findings, the unified theory of acceptance and use of technology (UTAUT) and its extensions were utilized. Meta-analyses estimated the relationships between eWallet use intention and seven antecedents and the intercorrelations between antecedents. A total of 28 effects were calculated, utilizing 48 studies and 444 individual effect sizes, using 14,802 subjects. Using meta-analytically derived values, regression and relative weight analysis then determined each antecedent's relative utility. Furthermore, moderator analyses examined whether eight theoretically based moderators influenced the relationships between the antecedents and eWallet use intention.

Price value, hedonic motivation, facilitating conditions and social influence had the strongest relationships with the intention to use eWallets, accounting for virtually all the unique variance. The three weakest antecedents, however, still explained a large percentage of variance. No relationships were significantly moderated.

Due to the lack of data in primary studies, some UTAUT moderators could not be analyzed. Also, common method variance may impact the findings because the primary studies used cross-sectional surveys.

This study provides guidance regarding how companies can increase eWallet adoption rates, which have lagged in certain countries. These recommendations include specific techniques for tailoring messages and emphasizing features and benefits.

To the best of the authors’ knowledge, this is the first integrative meta-analysis conducted on eWallet use. Combining meta-analysis, regression and relative weight analysis, this study provides an integration of what is currently known about eWallet use intentions.

The purpose of this paper is first, to assess the generalizability of the Integrative Model of organizational trust to the development of workplace trust in upward, downward, and lateral relationships. Second, it examines the relative importance of ability, benevolence, and integrity in predicting trust in supervisor, subordinate, and peer. Design/methodology/approach – Human resource professionals (n=187) from two sources (a human resource professionals’ organization and a large Canadian corporation) responded to an online survey.

The results indicate that the integrative model of organizational trust was applicable to trust in supervisor, subordinate, and peer. The results also suggest that the relative importance of ability, benevolence, and integrity in predicting trust differed according to the trustor‐trustee dyad.

A potential limitation of this study is that data regarding trust in each of the three referents (supervisor, subordinate, and peer) were obtained from the same raters. These findings need to be replicated with multi‐source data.

Given the necessity of trust for positive cooperative relationships, a better understanding of how to foster trustworthiness among individuals would be a benefit to society.

The findings provide valuable information for the development of effective and efficient trust‐building strategies for upward, downward, and lateral workplace relationships.

The paper describes a study which simultaneously examined trust in supervisor, trust in subordinate, and trust in peer. It also assessed the relative importance of the antecedents of trustworthiness across referent dyads using the relative weight analysis procedure strategy.

This study examines antecedents to fintech use intention to determine which antecedents can provide a parsimonious, yet accurate explanation.

Meta-analyses based on 42 samples estimate how seven antecedents are associated with fintech use intentions. Subsequent analyses utilize meta-analyses to estimate a regression analysis to simultaneously estimate the relationship between the antecedents and fintech use intention. Relative weight analysis then determined each antecedent's utility.

Hedonic motivation, price value, performance expectations and social influence had the strongest relationships with intention to use fintech. Further analyses found a parsimonious model with only three antecedents was nearly as predictive as the full seven antecedent model. Four moderating variables were examined but played minor roles.

Common method variance may impact the findings because all primary studies used cross-sectional surveys.

Very few measures (i.e. three) can robustly explain fintech use intention. When these measures cannot be readily influenced, alternatives are also presented.

This is the first integrative review of fintech use intentions. The authors integrate what is currently known about fintech use intentions and then provide a robust model for fintech use intentions that both researchers and practitioners can utilize.

The purpose of this paper is to explore individual and contextual predictors of emotional support potential in training.

Relative weight analysis was used to assess the importance of individual (trainee regulatory focus) and contextual (trainer competence) predictors of emotional support potential in training.

Individual differences in self‐regulation including promotion and prevention focus explained emotional support potential to a greater extent than did trainer competence.

For future research, further testing the current propositions can emphasize broader contextual predictors (e.g. support from trainees' social context).

A number of studies have indicated that social aspects of training are important; however, no one has yet examined predictors of emotional support. Consequently, understanding an individual's regulatory focus and personality can be an important way to improve emotional support potential.

This is the first study to examine predictors of emotional support potential in a training context and links trainee regulatory focus to this outcome.

The purpose of this paper is to examine the relative importance of four managerial skill dimensions (technical skill, administrative skill, human skill, and citizenship behavior) for predicting managerial effectiveness. In addition, it aims to explore whether the relative importance of these skill dimensions varies as a function of gender or organizational level.

Participants were 733 managers enrolled in a nationally recognized leadership development program. Ratings of managerial skill were obtained from peers using a well‐validated 360‐degree assessment instrument, while manager effectiveness ratings were provided by supervisors. Moderated multiple regression and relative weight analysis were used to test the study's hypotheses.

Using ratings provided by multiple sources, these results show that all four of the managerial skill dimensions were significantly important predictors of manager effectiveness. Human skills were significantly more important than technical skill and citizenship behavior, while administrative skills were most important overall. Gender was not a significant moderator of the skill‐effectiveness relationship, but organizational level was.

Individuals tasked with selecting, developing, or placing managers should take all four skill dimensions into account. Moreover, special consideration should be given to administrative skill, and this emphasis should increase for managers higher up in the organizational hierarchy.

Although prior research has speculated about the importance of different managerial skills, this study is the first to provide empirical support for this skill typology in predicting actual managerial effectiveness using appropriate statistical analyses for examining the relative importance of these skill dimensions.

The purpose of this paper is to assess the relative influence of personality (locus of control) and situational control (job autonomy) on the experience of work‐to‐family conflict (WFC), family‐to‐work conflict (FWC), and positive work‐family spillover (PS).

Using data from the 2002 National Study of the Changing Workforce (n=3,504) and from O*Net, an independent database of occupational characteristic ratings, regression analysis was used to test direct effects, relative weights analysis was used to determine the relative influence of locus of control and job autonomy on work‐family outcomes, and mediation analysis was used to examine the mediating influence of perceived job autonomy.

Dispositional control (i.e. internal locus of control) was more strongly associated with the outcome variables than was situational control (i.e. objective job autonomy). As expected, internal locus of control was negatively related to WFC and FWC, and positively related to PS. Job autonomy, however, was unexpectedly related to higher levels of FWC and was unrelated to WFC and PS. Relative weights analysis revealed that situational vs dispositional control were differentially related to the outcome variables. Perceived job autonomy mediated the relationship between locus of control and WFC and PS.

The correlational design prevents conclusions about causality.

Knowing that both personality and job autonomy are important in understanding work‐family outcomes enables managers to intervene appropriately.

This study increases our understanding of the role of personality in relation to work‐family outcomes. In addition, it used a novel technique to partial the effects of situational and dispositional control, and used an objective measure of job autonomy.

Increases in deaths of despair in the USA have been associated with economic conditions and drug availability. In the state of Illinois, deaths of despair represent a significant public health issue. This study aims to examine the relationship between county-level economic distress, drug availability and mortality from deaths of despair collectively and for each contributing cause of death individually in the state of Illinois to better understand drivers of mortality locally.

Two cross-sectional analyses were conducted for 2010–2014 and 2015–2019. Correlations, regression analyses and relative weight analyses were applied to assess the relationship between deaths of despair mortality rate and the individual variables.

Deaths of despair mortality collectively and for each cause of death individually increased significantly from 2010–2014 to 2015–2019 in Illinois. Suicide mortality was higher in rural counties and was related to economic distress, while drug poisoning and alcohol-related deaths were higher in urban counties and were related to drug availability indicators.

While all three causes of death increased in the state, suicide mortality was inversely related to deaths of despair mortality. This may be because of different individual risk factors in rural versus urban areas or issues with coding cause of death. The findings of this study point to a rising public health challenge of deaths of despair mortality, particularly from substance use, in urban counties and from suicide in rural counties.

While the phenomenon of technostress has received significant attention from researchers in recent years, empirical findings concerning the consequences of specific forms of techno-stressors have remained scattered and contradictory. The authors aim to integrate the conclusions of previous studies to understand the effects of specific techno-stressors on strain and job performance.

This study employs meta-analytic techniques to calibrate the findings of 67 studies investigating more than 63,100 employees.

In general, not all techno-stressors have adverse effects. In particular, techno-uncertainty does not impact job performance. In addition, relative weight analyses reveal the relative importance of techno-complexity and techno-insecurity as predictors of both strain and job performance. Finally, this study finds that the effects of specific techno-stressors on job performance vary depending on research participants' gender, educational attainment and employment status.

First, this study provides a more nuanced view of the effects of specific techno-stressors. Second, this research clarifies the relative importance of specific techno-stressors as predictors of strain and job performance. Finally, this study reveals the moderating effects of demographic variables on the relationships between specific techno-stressors and job performance.

This paper aims to examine the predictors of whistleblowing behaviors by comparing the importance of a negative perception – fear of whistleblowing – relative to positive perceptions such as ethical orientation, professional identity and supervisor trust.

The proposed hypotheses were tested using relative regression analysis with data collected from 471 banking employees in nine Chinese organizations.

The findings conclude that fear of retaliation was dominant in predicting external, but not internal, whistleblowing, and the beneficial effects of positive perceptions on internal whistleblowing are contingent on employees’ fear of retaliation. Therefore, organizations should survey employees’ perceptions of whistleblowing and their company retaliation policies to accomplish the goal of promoting ethical behaviors while discouraging unethical behaviors.

The findings suggest that efforts to promote whistleblowing in organizations may be most successful if the focus is placed on deterring retaliation and highlighting for employees that they will be protected from retaliation.

The relative weights analyses suggest that fear of retaliation from whistleblowing is the dominant predictor of external whistleblowing; as fear of retaliation increases, so does the desire to blow the whistle externally.

This work contributes to the literature on career adaptability by examining the criterion validity of the Cooperation dimension, supporting the inclusion of cooperation into the career adaptability construct and informing the nomological network of career adaptability (Nye et al., 2018; Savickas and Porfeli, 2012). The authors also evaluate the improvements in cross-cultural generalizability argued for by Nye et al. (2018) by conducting a criterion validity study of the CAAS including cooperation using a non-Western sample.

Survey responses from a Chinese adult working sample (N = 208, 53.4% male) were analyzed via relative weights analysis, facilitating the comparison of the Cooperation dimension to other career adaptability dimensions and general adaptability.

Results demonstrate the added value of the Cooperation dimension across several work outcomes (i.e. work engagement, career commitment, occupational well-being, occupational stress) and highlight Cooperation in predicting interpersonal outcomes (i.e. supervisor and coworker satisfaction).

The inclusion of Cooperation, a dimension originally conceptualized as a career adaptability factor but only recently subjected to additional psychometric evaluation, within the career adaptability paradigm should promote both predictive validity and cross-cultural generalizability.