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Drawing upon social exchange theory, this study investigates how witnessed incivility is related to psychological distress for employees. In addition, scholars dug deep into the potential moderating effect of self-esteem that links witnessed incivility, employee silence and psychological distress.

In data were obtained from 292 bankers at family-owned banks. In this work, data analysis was performed using Smart-PLS covariance-based SEM version 4.

The study results indicate that employee silence mediates witnessed incivility and psychological distress. Findings also suggest that high self-esteem can mitigate the harmful effects of witnessed incivility, indirectly causing silence and psychological distress among employees.

Family-owned bank management should encourage employees to speak up, demonstrate self-esteem and share their concerns. Thus, reducing witnessed incivility increases well-being, stress, and mental health in Pakistani family-owned enterprises which operate in diverse industries.

In the context of family-owned banks, our study adds context and theory to the existing body of knowledge by illuminating the underlying process that relates incivility with psychological distress By exploring the use of social exchange theory.

This study aims to explore the global issues of impulse buying, compulsive purchasing and materialism. It examines how materialism relates to self-esteem and the tendencies for impulsive and compulsive buying. In addition, the study delves into the impact of religiosity on self-esteem and materialistic values in an Islamic country.

Enumerators visited universities, distributing 415 questionnaires and receiving 397 in return. Due to the unavailability of a sample frame for the target population, the study used nonprobability sampling for statistical analysis, which included assessments of normality, reliability, validity and bootstrapping for the structural model, the researchers used Smart PLS.

The study confirmed 13 hypotheses while rejecting four. The unsupported hypotheses are: (i) materialism negatively impacts impulsive purchasing behavior, (ii) impulsive purchasing does not mediate the relationship between materialism and compulsive purchasing, (iii) materialism does not mediate the relationship between religiosity and impulsive purchasing and (iv) in an Islamic country, neither materialism nor impulsive purchasing significantly mediates the relationship between religiosity and compulsive purchasing.

This study was conducted in a city within a developing Islamic nation, focusing on college students. It suggests that future research could include more cities, a diverse population segments and multicultural perspectives. The research primarily examined the direct relationships between religiosity and factors such as self-esteem, materialism and impulsive purchasing. Future studies could explore religiosity as a mediating factor. This study highlights that materialism (M), impulsive buying (IB) and compulsive buying (CB) are not only closely interconnected but also adversely affect individual, family and societal well-being, raising global concerns. While occasional impulsive behavior is common among individuals in Islamic nations, repeated indulgences in the same behavior could lead to an obsession with excessive purchasing.

This study holds significant implications for consumers and retailers. Excessive and unnecessary spending can increase financial burden and adversely affect family welfare. Often, families and acquaintances inadvertently teach children to engage in extreme purchasing behaviors. To combat this, families and religious leaders should educate individuals about the detrimental effects of impulsive and compulsive purchasing. In addition, colleges and other institutions should organize seminars and workshops to address these issues. Retailers, whose sales largely depend on impulsive and compulsive consumers, should employ interpersonal influencers and brand advocates to connect with this customer segment effectively.

This study examined the relationship between religiosity, materialism, self-esteem and impulsive and compulsive purchasing behaviors. This study thoroughly tested 17 hypotheses, encompassing direct, mediating and multimediating relationships. The findings reveal that materialism’s impact on impulsive behavior is negligible compared to previous research, corroborating the findings presented in the cited literature.

Organizations increasingly promote the health and well-being of their employees. There is a growing need for organizations to develop a long-term humanistic approach towards their workforce. This study aims to examine how self-esteem influences the organization, the employee and society within the context of higher education institutions.

The research has been carried out among the teaching and research staff of a higher education institution in Spain. For this, a structured questionnaire was used. Data analysis was conducted using 272 valid questionnaires. A linear regression analysis was used to examine the relationship between self-esteem and the variables of the model.

We identified a positive correlation between self-esteem and productivity, job satisfaction and altruism, where significant differences were observed according to gender, age, seniority and professional category of the teaching staff. The results revealed that teachers with high self-esteem are more productive, satisfied and participate in more altruistic activities than their counterparts with low self-esteem.

This study reveals the importance that worker self-esteem has on their behavior in the work environment and in society as a whole, to improve the overall results of the organization. We identified self-esteem as an attribute that improves productivity, job satisfaction and altruism, that can be used to reduce job turnover intention and improve job retention levels, positively affecting the organization. We also contribute to the achievement of some Sustainable Development Goals. This study offers a theoretical contribution by extending the application of social learning theory to the context of self-esteem within higher education institutions.

This study aims to examine the impact of knowledge and skills acquisition from youth leadership programs on the extent of training transfer. Additionally, it explores the role of self-esteem as a potential intervening mechanism in linking the acquired knowledge and skills to the transfer of training.

Using a non-probability purposive sampling, data were gathered from participants of youth leadership programs in Brunei. The study hypotheses were validated using multiple linear regression analysis and Hayes PROCESS macro.

The findings revealed that knowledge and skills acquisition positively affect the extent of training transfer among youth leadership program participants. Moreover, self-esteem is found to be a crucial mediator in the relationship between knowledge and skills acquired from youth leadership programs and the extent of training transfer.

The study suggests that to optimize the transfer of training in the youth leadership programs, relevant stakeholders – training providers, and practitioners – must prioritize not only the knowledge and skills acquisition but also the cultivation of participants’ self-esteem. To achieve this, a primary focus should be placed on the criticality of designing such programs to address these factors. Policymakers, particularly in Brunei, can enhance the leadership pipeline among the youth population and expedite progress toward achieving the national vision by aligning leadership development initiatives with the broader national development agenda.

Collectively, this study enhances understanding of training transfer in youth leadership development, an often-overlooked area in the literature.

This study longitudinally investigated the predictors and mediators of adolescent smartphone addiction by examining the impact of parental smartphone addiction at T1 on adolescent smartphone addiction at T3, as well as the separate and sequential role of adolescent self-esteem and depression at T2 as mediating factors.

This study used a hierarchical regression and the PROCESS macro (Model 6) to investigate research model by collecting 3,904 parent-adolescent pairs. Panel data were collected from three waves of the Korean Children and Youth Panel Survey (KCYPS).

First, the result showed that parental smartphone addiction at T1 significantly and positively predicted adolescent smartphone addiction at T3. Second, the serial mediation analysis revealed that the impact of parental smartphone addiction at T1 on adolescent smartphone addiction at T3 was mediated by adolescent self-esteem and depression at T2 independently and serially.

The findings enhance our comprehension of the impact of parental smartphone addiction, adolescent self-esteem and depression, on adolescent smartphone addiction.

This study aims to examine differences in regret between individuals with high vs low self-esteem that follows from negative appraisals for unsuccessful consumer decisions that are either congruent or not with perceived norms. This study also tested the mediating role of decision responsibility and the ability of psychological repair work in regulating regret.

Hypotheses were tested through four experimental studies using student and international panel samples across different consumer decision scenarios to generalize the findings of the study.

This study shows that high self-esteem individuals regret less a bad decision when it is congruent (normal) than when it is incongruent (abnormal) with the prevalent norms, while lower self-esteem individuals tend to regret equally both normal and abnormal decisions. This study further shows that this effect is driven by internal responsibility attributions. Finally, the results also suggest that high self-esteem people are more efficient than low self-esteem people in regulating regret, but only when the decision is abnormal.

The present research has important contributions to both regret and self-esteem literature. First, this study explored the role of self-esteem on regret, an individual variable that has been studied relatively little in regret literature. Second, this study has shown, consistent with recent findings, that decision congruence with the norms is a more suitable predictor of regret than whether the decision involves action or inaction. Finally, this study showed that stimulating individuals to self-enhance by engaging in psychological repair work led individuals to regulate regret, consistent with regret regulation theory.

Supervisor phubbing is an increasingly common behavior depicted by supervisors despite the significance of supervisor–subordinate interactions. This study explores the impact of this behavior on workplace incivility and workplace presenteeism and analyzes the mediating role of self-esteem and the moderating role of power distance.

Data were collected from employees belonging to IT sector. The research was cross-sectional in nature and the data were collected using a structured questionnaire.

The findings indicate a significant impact of supervisor phubbing on self-esteem, workplace incivility and workplace presenteeism. Additionally, results reveal the mediating role of self-esteem between supervisor phubbing and workplace presenteeism. However, the moderating effect of power distance on the relationship between supervisor phubbing and self-esteem was not supported.

The research contributes to the existing literature and theory, especially in the area of supervisor phubbing and communications management. The study suggests a need for comprehensive approach that involves both organizational policies and individual behavior change.

This study aims to investigate the role of self-esteem in mediating the relationship between passive social networking usage (PSNU) and life satisfaction, as well as whether the relationships between PSNU and self-esteem/life satisfaction as well as self-esteem and life satisfaction vary by gender.

This research is conducted in compliance with the ethical standards of the American Psychological Association’s study on a subject of 304 students. Study participants are invited to participate in the survey by completing the anonymous questionnaire regarding passive social network usage, self-esteem and life satisfaction.

The findings indicate that self-esteem mediated the relationship between PSNU and life satisfaction. Furthermore, gender moderated the self-esteem and life satisfaction relationship, and such an effect was stronger for females than males.

This study, adopting a cross-sectional design and self-report scale, examined the relationship between PSNU and life satisfaction. However, the short study duration hindered establishing a cause-and-effect relationship. Credibility concerns arose from participant-induced noise variables in the self-report scale. Future research should use diverse methods to validate underlying mechanisms. Despite limitations, the study revealed self-esteem as a mediating factor, alleviating the negative impact of PSNU on life satisfaction. Both male and female users are encouraged to engage in self-education, valuing their self-esteem for heightened life satisfaction.

These findings contribute to the understanding of how passive social network usage predicts life satisfaction (mediating effect of self-esteem) based on social comparison theory and when self-esteem increases life satisfaction (moderating effect of gender) based on social role theory of gender differences.

This study examines whether the auditor's self-esteem and narcissism affect sharing their knowledge with their colleagues and, if practical, increase or decrease knowledge sharing.

This study uses a questionnaire to measure the employed variables: self-esteem, narcissism and knowledge-sharing. The study's statistical population includes auditors membered in the Association of Iranian Certified Public Accountants (AICPA), through which the statistical sample is 153 auditors chosen to analyze the collected information. Finally, the survey-based approach is employed to test the association between variables.

The results showed a positive and significant relationship between the positive dimension of self-esteem and knowledge sharing of auditors. In contrast, the effect of the negative dimension of self-esteem and narcissism on knowledge sharing is negative and significant.

According to the importance of particular personality traits in audit staff and their impact on improving the efficiency and performance of auditors, audit firms are recommended to employ audit staff suitable for their organizational objectives by taking some psychological tests during recruitment.

The findings expand knowledge sharing and create a new perspective in related research since this is among the pioneer studies investigating the impact of personality traits of individual auditors, particularly narcissism and self-esteem, on encouraging them to share knowledge.

Current events such as the #metoo and #timesup movements have ushered in an era of heightened awareness of sexist organizational climate. Increasingly, supporters have called for top-down changes, demanding that organizations embrace a culture of accountability. Accordingly, the current study proposed and investigated the concept of benevolently sexist organizational climate and explored the impact on women's state self-esteem, while testing for the potential moderating effects of power and gender.

The current experimental study utilized a video video-based manipulation to introduce benevolently sexist organizational climate with a 2 (content of communication) x 2 (gender of communicator) x 2 (status of communicator) between-subjects design. The hypotheses were tested using an analysis of variance moderation model, based on a sample of 652 women.

Results indicated a significant two-way interaction between benevolently sexist organizational climate and power on self-esteem. Specifically, results suggested that benevolently sexist organizational climates have a greater negative impact on women's self-esteem when a supervisor communicates the information on the climate as opposed to a coworker.

Benevolently sexist climate had a deleterious impact on women's organizational outcomes especially when communicated by a supervisor. These findings can be used for guidance on the development of training and interventions targeted at mitigating the prevalence of benevolently sexist workplace climate.

This study was the first to propose the concept of a benevolently sexist organizational climate. Additionally, the study demonstrated the negative impact of a benevolently sexist organizational climate on women's state self-esteem providing important implications for organizations. Further theoretical and practical implications are discussed.