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The purpose of this paper is to investigate how workplace ostracism influences employee work engagement. It further examines the mediating role of workplace belongingness and moderating role of intrinsic work motivation.

Data was collected from 402 hotel employees from Thailand. A second stage moderated-mediation is used to test the relationship between workplace ostracism and employee work engagement.

Workplace ostracism negatively impacts employee work engagement and workplace belongingness mediates this relationship. The negative effect of workplace ostracism on employee work engagement through workplace belongingness is stronger for employees high on intrinsic motivation.

Hotel firms should make social connection an organization-wide strategic priority. They can include workplace ostracism as workplace harassment in their policy.

Besides contributing to the nascent literature on workplace ostracism in the hospitality industry, the present study extends research on workplace ostracism by empirically testing the relationship between workplace ostracism and employee work engagement. By using workplace belongingness as a mediator, a better understanding is provided regarding “why” workplace ostracism relates to employee work engagement. By introducing intrinsic work motivation as a moderator, scholars can gain a better understanding in regard to “whom” workplace ostracism negatively relates to employee work engagement.

The purpose of this paper is to examine the effects of workplace bullying on employee silence (defensive, relational, and ineffectual silence), and to test the mediating role of psychological contract violation (PCV) in this relationship and the extent to which the mediation is moderated by workplace friendship.

Data were collected from 835 full-time Indian managerial employees working in different Indian organizations.

Results revealed that workplace bullying positively correlated with silence (defensive, relational, and ineffectual silence). The hypothesized moderated mediation condition was supported as results suggest that PCV mediated the bullying-silence relationship and workplace friendship moderated this mediating pathway, i.e. indirect effects of workplace bullying on employee silence via PCV were weaker for employees with high workplace friendship.

A cross-sectional design, use of self-reported questionnaires, and gender-blind perspective to examine bullying are few limitations of this study.

This is the first study examining employee silence in response to workplace bullying and one of the few attempts to examine employees’ passive coping strategies in response to workplace mistreatment. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

A well-formulated and effectively implemented anti-bullying policy and management support may encourage employees to combat bullying by raising their voices against it.

This is the first study examining employee silence in response to workplace bullying. This study is also one of the rare attempts to examine bullying-outcomes relationship in the Indian context.

The impact of specific investments to performance has mixed arguments. This paper aims to clarify how and under what conditions specific investments made by manufacturer tailored to supplier affect the new product development (NPD) performance of the manufacturer itself.

This study develops a moderated mediation model, testing the roles of supplier involvement and information technology (IT) implementation by regression and bootstrap analyses from 378 NPD projects.

The results show both physical and human specific investments positively affect NPD performance. IT implementation strengthens the mediated role of supplier involvement, i.e. the mediator role of supplier involvement between specific investments and NPD performance link is significantly weaker while IT implementation is lower.

The findings contribute to identify IT implementation and supplier involvement as two important constructs, together demonstrating how and when specific investments affect NPD performance.

As ethical leadership has advanced as a construct, the degree to which healthy relational systems explain its effect on employee outcomes has been understudied. With this manuscript we conceptualize and test a model based on a Relational Systems approach to ethical leadership and its relationship with conflict and turnover intentions.

Two studies were conducted to test our hypothesized first- and second-stage moderated mediation model. In Study 1, online surveys were completed by 168 working adults across two different time points. Study 2 extended Study 1 by surveying 115 working adults across three time points using the Mechanical Turk platform.

The indirect relationship between ethical leadership and turnover intentions via relationship conflict was conditional based on follower moral identity. The negative influence of ethical leadership on relationship conflict and, in turn, turnover intentions was stronger for followers who had higher moral identities. In addition, our findings suggest that leader holding behaviors strengthen the negative indirect effects of ethical leadership on turnover intentions.

This paper demonstrates the usefulness of a Relational Systems theoretical approach to understanding ethical leadership. Specifically, ethical leaders, through their desire and ability to help employees feel known and not alone at work, are better able to reduce relationship conflict and, in turn, reduce employees' desire to leave the organization.

This article seeks to theorize and empirically examine the conditional mechanisms through which entrepreneurial legitimacy determines the success or failure of new ventures by building upon Zimmerman and Zeitz's (2002) causal process model of legitimacy.

We gathered cross-sectional data from 266 Japanese new venture owners running their businesses across a variety of sectors and empirically examined whether, how and when legitimacy positively affects new ventures' performance by employing the SPSS PROCESS macro for moderated mediation analysis.

The results indicate that rich access to a pool of valuable resources fully mediates the positive effects of legitimacy on new venture growth. Furthermore, this study offers robust empirical evidence that prior entrepreneurial experience and competitive intensity as the internal and external contingency factors significantly moderate the indirect effect of legitimacy on new venture growth through resource accessibility.

Although our analysis provides clear support for the view that important resources for new venture performance are gained through legitimacy, it does not offer precise clarifications for the type and sources of legitimacy and for the strategies that could be deployed to achieve legitimacy. Future studies should clearly distinguish tangible assets (e.g. financial resources) from intangible assets (e.g. tacit knowledge, networks and reputation) in terms of resource accessibility. Therefore, it should be worth scrutinizing the multiple dimensions of resources as potential mediators of the legitimacy-new venture growth relationship in greater depth.

From a policy perspective, this study suggests that a special emphasis needs to be placed on designing and carrying out policies aimed at increasing the visibility and credibility of entrepreneurship as a positive career path since public acceptance of entrepreneurship is essential to new venture growth. Furthermore, it is logical to conclude that achieving greater legitimacy is a pivotal strategic tool not only to overcome resource barriers but also to maximize a probability of survival, specifically for those entrepreneurs without prior experience and those operating in a fiercely competitive market environment.

Unlike previous studies that have mostly presented the direct effect of entrepreneurial legitimacy on venture outcomes (Capelleras et al., 2019; Kibler and Kautonen, 2016; Pindado and Sánchez, 2017), our research empirically identified the potential complexities inherent in this relationship by performing a conditional indirect effect analysis.

This study investigates why and when leader favorable feedback inhibits employees’ withdrawal behaviors. The authors propose that leader favorable feedback reduces employees’ withdrawal behaviors via employees’ gratitude toward the leader. The authors further posit that this mediation is contingent on leader-member exchange, arguing that as the quality of leader-member exchange increases, employees are more likely to feel grateful and are less likely to withdraw from work.

Two-wave, multisource field data collected from 662 employees were used to test our hypotheses.

Employees’ feelings of gratitude mediated the negative relationship between leader favorable feedback and employees’ withdrawal behavior. The negative effect of gratitude on withdrawal behavior was stronger under higher levels of leader-member exchange, as was the indirect effect of leader favorable feedback on withdrawal behavior via employees’ gratitude.

These results contribute to a social exchange-based understanding of gratitude as an emotional mechanism underlying the feedback and withdrawal relationship and provide important practical implications for managers.

Until recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher.

The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations.

Results show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low.

Formalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure.

This study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.

Previous studies have vague views about whether employees who are required to complete large amounts of work (i.e. role overload) would proactively create a change in their job characteristics (i.e. job crafting), because the cognitive mechanism underlying the nexus between role overload and job crafting is unclear. The aim of this study is to identify why and when role overload has an impact on job crafting.

This study builds a second-stage moderated mediation model. Using a two-wave panel field study of 213 employee–supervisor matched data, this study examines the proposed hypotheses.

Results show that role overload decreases construal level, which can determine the tendency of employees to focus on the feasibility (low level of construal) or desirability (high level of construal) of behaviors. Goal self-concordance is the degree to which employees pursue their personal goals based on feelings of personal interests and values. The authors find that goal self-concordance guides employees who have higher levels of construal to exert more effort in job crafting. The authors further find that goal self-concordance moderates the mediating role of construal level. Specifically, for employees in pursuit of self-concordant goals, role overload reduces their construal level, resulting in less effort in job crafting. For employees who do not pursue self-concordant goals, role overload decreases their construal level, thereby improving job crafting.

The findings of this study enrich the literature on role overload and job crafting by revealing the mechanism and boundary conditions of the relationship between role overload and job crafting.

The purpose of this paper is to test the brand elongation effect which is defined as the impacts of the aspect ratio of logo on consumers’ temporal property assessment and brand evaluation.

This paper provides a theory with experiments.

The brand elongation effect that strip-shaped logos can make consumers perceive temporal property longer than square-shaped logos has been testified with three pairs fictional logos and one pair real-life one. The valence of temporal property moderates the effect on evaluation of temporal property. The perceived temporal length mediated the shape effect on brand evaluation only when the temporal property is important (vs unimportant) for the product.

This study only deals with the elongation effect of logos’ aspect ratio, without discussing the impact of color, angle/roundness or other graphic properties of logos on consumer attitudes.

This study not only provides empirical supports to update brand logos but also further illustrates that some subtle properties of logos can result in influences that are both significant and substantial.

This research enriches the literature of branding and metaphorical cognition. The findings of this study provide direct implications for brand managers to design logos and manage multi-shape brand logos.

Drawing on image theory, the authors investigate how and when cross-cultural experience cultivates two core entrepreneurial sensing capabilities: opportunity recognition and creative behavior.

The authors develop and test a second-stage moderated mediation model across two studies. Study 1 consists of a sample of prospective entrepreneurs from the UK using perceptual scale measures (n = 153). Building on this, core findings are replicated using task-based measures on a sample of US participants (n = 342).

Results show that cross-cultural experience is positively related to both entrepreneurial sensing capabilities through the mediating role of self-image fluidity. No support is found for the moderating role of regulatory focus orientations.

These findings contribute to the burgeoning literature on multicultural experience and initiating skills in nascent venturing by providing insight on the mechanisms and boundary conditions relevant for entrepreneurial capabilities to emerge.

The results reinforce the need for educators, policymakers, and entrepreneurs to facilitate and encourage opportunities for cross-cultural and overseas experiences as they are influential for stimulating entrepreneurial skills.

Positive linkages between international mobility and entrepreneurial activity are of continued interest, yet individual-level mechanisms that explain this have been limited. The authors find that exposure to foreign cultures is potent for entrepreneurship as it can stimulate flexibility and exploration of the self-image and break frames of reference. This fosters greater tendencies for opportunity recognition and creative behaviors.