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Prior studies have mainly attributed customer incivility to dispositional characteristics, whereas little attention has been paid to exploring service employees' role in triggering or reducing customer incivility. The purpose of the present study is to propose and test a model in which service employees' emotional labor strategies affect customer incivility via influencing customers' self-esteem threat, as well as examine the moderating role of customer's perception of service climate.

Based on a matched sample consisting of 317 employee-customer dyads in China, multiple regression analysis and indirect effect tests were employed to test our model.

The study shows that employee surface acting is positively related to customer incivility, whereas deep acting is negatively associated with customer incivility. Moreover, customer self-esteem threat mediates the relationship between both types of emotional labor and customer incivility. Customer perception of service climate moderates the relationship between deep acting and customer self-esteem threat.

The current research broadens the antecedents of customer incivility from the employee perspective and sheds more light on the role of customer self-esteem in the interactions between employees and customers. It also demonstrates a complementary relationship between service climate and individual employees' emotional labor strategies, thereby expanding the existing understanding of the management of employees' emotional labor.

In this study, the impact of boss phubbing, or using a phone during interaction with subordinates, on important employee outcomes — work meaningfulness and employee phubbing behavior — through the mediating role of self-esteem threat was investigated using affective events theory. The moderating role of rejection sensitivity was also examined.

Data were collected in three time lags from head nurses (N = 178) working in public and private hospitals. The hypothesized relationships were tested using variance-based structural equation modeling with partial least squares.

Boss phubbing negatively affected employees' sense of work meaningfulness and had a positive direct and indirect relationship with employee phubbing behavior through self-esteem threat. The hypothesized moderating role of rejection sensitivity was not supported.

The authors recommend that organizations develop policies addressing boss phubbing in the workplace, particularly in contexts in which a high leader–member exchange is desired for organizational effectiveness, such as health-related services. Superiors, such as doctors, should review their mobile phone usage during interactions with subordinates because it is detrimental to employee outcomes.

This study is a nascent attempt to test the hypothesized relationships on the emerging phenomenon of phubbing at work in the human–computer interaction domain in Pakistan, a developing country, particularly in hospital settings where a high leader–member exchange is pivotal.

Based on the conservation of resources (COR) theory, this paper aims to explore the potential influence of perceived subordinates’ negative workplace gossip on abusive supervision in China. Moreover, the COR theory helps in examining the mediating role of self-esteem threat and psychological distress and the moderating role of mindfulness on the effects of perceived subordinates’ negative workplace gossip on abusive supervision.

Data was collected from 305 supervisor-subordinate dyads in China using the time-lagged and multi-source methods and hierarchical regression analysis was used to analyze the data.

Results reveal that perceived subordinates’ negative workplace gossip is positively related to abusive supervision and the relationship is moderated by the supervisor’s traits of mindfulness. In addition, perceived subordinates’ negative workplace gossip has an indirect effect on abusive supervision via self-esteem threat (cognition) and psychological distress (emotion).

The study helps to understand the influence of perceived subordinates’ negative workplace gossip on abusive supervision based on the COR theory. At the same time, it also enriches the understanding of the internal mechanism between perceived subordinates’ negative workplace gossip and abusive supervision.

This study established and examined a moderated mediation model connecting workplace ostracism with job performance. Drawing from the viewpoint of self-esteem threat, the model posits that the effect of workplace ostracism on job performance is mediated by levels of organization-based self-esteem, while the relationship between workplace ostracism and organization-based self-esteem is moderated by performance goal orientation.

Multisource data were collected from 160 employees and their immediate supervisors in Taiwan.

As predicted in the research model, workplace ostracism was found to decrease organization-based self-esteem and, therefore, hinder employees' job performance. Performance goal orientation was found to buffer the negative effect of workplace ostracism on job performance via organization-based self-esteem.

To eliminate the negative impact of workplace ostracism, supervisors can help ostracized employees to self-regulate by aligning their performance goal orientation to reduce the perception of self-esteem threat.

This study provides evidence of boundary conditions for the relationship between workplace ostracism and job performance and explores the impact of self-regulation on ostracized employees' organization-based self-esteem and subsequent job performance.

The purpose of this paper is to examine associations between work‐family conflicts, threat appraisals, self‐efficacy, and emotional exhaustion. Threat appraisal was hypothesized to mediate relations between work‐family conflicts (work‐to‐family and family‐to‐work) and emotional exhaustion. Self‐efficacy was hypothesized to moderate relations between work‐family conflicts and threat appraisal, with relations expected to be weaker for individuals high in self‐efficacy.

University employees (n=159; 67 percent female) participated in this non‐experimental study. Data were gathered via questionnaire. Two‐thirds of participants completed measures of work‐family conflicts and threat‐appraisal a few weeks prior to completing measures of self‐efficacy and emotional exhaustion; remaining participants completed one cross‐sectional survey.

Observed relations were consistent with predicted mediation hypotheses. Contrary to predictions, self‐efficacy did not moderate relations between work‐to‐family conflict and threat‐appraisal and the relation between family‐to‐work conflict and threat‐appraisal was stronger for those with higher self‐efficacy. Self‐efficacy was negatively related to emotional exhaustion.

Organizations should foster positive work‐family climates to help alleviate work‐family conflicts. Managers should demonstrate compassion when dealing with employees who have serious family concerns, as even efficacious individuals may find such situations threatening.

This research integrates stress theories with research on the work‐family interface. The relevance of threat appraisal and the role of self‐efficacy are highlighted.

The purpose of this paper is to examine women’s reactions to celebrity endorsers holding positive and negative public images and the consequences for purchase intentions of the endorsed product.

The paper draws on the social comparison literature and applies the theory of upward and downward comparisons to the celebrity endorsement context.

Study 1 shows that exposure to celebrities holding a positive public image decrease consumers’ temporal self-esteem, while celebrities holding a negative public image increase temporal self-esteem. Study 2 suggests that this change in self-esteem transfers to the product depending upon the type of social comparison focus (similarity vs dissimilarity) which people have. Study 3 shows that for consumers low in true self-esteem, i.e. self-esteem based upon a stable foundation, celebrities holding a positive public image decrease purchase intentions. For consumers high in true self-esteem, there was no difference between exposure to celebrities holding a positive and a negative public image for purchase intentions. Study 4 focused on replicating the results found in Studies 1-3 in the context of an achievement celebrity (as opposed to a regular celebrity). The findings in Study 4 provide further support for the results of Studies 1 and 3, and identify expert celebrities as a boundary condition for the effects found in Study 2.

The results provide evidence suggesting that celebrities holding a negative public image can be used as celebrity endorsers in product categories in which it can be considered helpful to protect women’s self-esteem, such as beauty products or self-expressive products.

This research contributes to the literature on celebrity endorsement by adding a boundary condition for the effectiveness of celebrity endorsement. According to the results, choosing a positive celebrity can, for some groups, have negative effects on purchase intensions and that a negative celebrity might be the safer choice.

This research aims to examine the cognitive appraisals of frontline employees (FLEs) when dealing with aggressive customers and the impact on their well-being, as well as several moderator effects, in a collectivist, Eastern culture.

A critical incident technique reveals the cognitive appraisal of FLEs who had recently experienced customer aggression. Data were collected through qualitative, in-depth interviews with 35 FLEs in customer-facing roles in Thailand.

The FLEs perceived threats to self-esteem, physical well-being, goal completion at work, fairness or equity and sense of control when dealing with customer aggression. These cognitive appraisals affected their psychological well-being in the form of negative affectivity, anxiety, depression and stress. Importantly, factors that moderate (exacerbate or weaken) the impact of customer aggression on cognitive appraisal, and cognitive appraisal on psychological well-being were revealed, including “customer is always right” philosophy, social status, public versus private context and social support.

Organisations should pay more attention to FLEs’ psychological well-being and how they interpret and deal with customers’ misbehaviour and aggression. The research identifies factors that moderate the impact of customer aggression on psychological well-being.

This is the first empirical paper that has examined how FLEs cope with customer aggression in a collectivist, south-east Asian context where social norms calibrate FLEs’ responses to customer aggression. It is also the first research that adopts a contingency approach to understanding how FLEs cope with customer aggression – i.e. when faced with customer aggression, under what contingency conditions do FLEs cognitive appraisals have a stronger or weaker impact on their psychological well-being?

In social networking services gift giving, the decision to send a gift is often initiated by spontaneous news about others, who may have recently experienced fortune or misfortune. The purpose of this paper is to show that the valence of the other’s event can affect the empathy experienced by the giver and that the level of empathy affects gift selection behavior.

Study 1 investigated the relationship between empathy and valence of other’s event and the underlying mechanism of changes in self-esteem. Study 2 explored how different levels of empathies lead to different gift selection behavior. Study 3 replicated the results of Study 2 using a different measurement approach.

Across the three studies, findings consistently suggest that the empathy arising from unexpected news of the others’ fortune was lower compared to that of the others’ misfortune because of threats to self-esteem. In addition, greater empathy prompted gift givers to spend more time and effort in gift selection.

Understanding how valence of event experienced by others might motivate givers to engage in selecting a gift online can help retailers increase predictive insights for recommendations.

While past research focused on ritual gift giving, this research examined spontaneous gift giving. The study is also unique in that the empathy gap between the giver and the receiver is a result of the changes in the psychological state of the giver.

The purpose of the present paper is to develop and validate a scale of romantic brand jealousy and to examine the role played by the brand love-jealousy framework on consumers' active engagement.

In order to develop and validate the romantic brand jealousy scale the present study has employed Churchill's methodology. The study has used common factor analysis and structural equation modeling using LISREL 8.72.

This research provides empirical evidence for a three-item romantic brand jealousy scale. The study results indicate that the romantic jealousy scale developed is valid and reliable. It also shows that in contrast to previous literature, wherein authors found that brand love would create customer engagement, the brand love-jealousy framework would act as a better mediator to create customer engagement and also to motivate the customer to purchase the brand.

This research was conducted in a specific country (India). It would be more robust if the scale developed by this study could be examined in the context of other countries.

This study is expected to help managers to formulate a better marketing strategy to increase customer engagement using the proposed brand love-jealousy framework.

This research adds value to the domain of consumer psychology research by proposing that brand jealousy needs to be created along with brand love in customer's mind to augment the level of active engagement.

We explore how marketers can manage brand meaning through the use of celebrity endorsements. We theorize that consumers look to celebrity endorsements for brand symbolism, which they appropriate to construct and communicate their self-concepts by forming self-brand connections (SBC).

This research employs an experimental paradigm, with two empirical studies examining whether marketers can create meaning for their brands through the use of celebrity endorsements.

Study 1 finds that celebrity endorsement enhances SBC when consumers aspire to be like the celebrity, but harms them when consumers do not; furthermore, this effect is more pronounced when the brand image is congruent with the celebrity’s image. The effect is further moderated by the degree to which a brand communicates something about the user, with more symbolic brands having stronger effects than less symbolic brands. Study 2 finds that the effect of celebrity endorsement on SBC is augmented when consumers’ self-esteem is threatened. Consumers self-enhance by building connections to celebrities with favorable images or distancing themselves from those with unfavorable images.

These findings can help marketers’ decisions regarding when and whom to use as a celebrity endorsers by taking into account how consumers use meaning appropriated from celebrities when constructing the self.