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Recent studies have suggested that the workplace fear of missing out (Workplace FoMO) harms employees' health and performance. Thus, the present study examines the impact of workplace FoMO and organisational support (OSP) on innovative work performance (IP) using dual theoretical lenses based on the conservation of resource theory (COR) and self-determination theory (SDT). Furthermore, this study investigates the mediating role of enterprise social media (ESM) use and psychological well-being (PW).

The present study uses a rigorous methodology using structural equation modelling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA). The author has conducted a cross-sectional survey to collect data on working professionals in India’s service industries (i.e. IT & ITeS; information technology enables services). Moreover, SEM was employed to analyse the data based on (n = 240) responses. Furthermore, fsQCA was used to reveal configurational models.

The SEM results revealed that workplace FoMO harms PW and stimulates ESM use. OSP has a positive impact on ESM use and PW. Furthermore, ESM use is positively associated with PW and enriches IP. The ESM use partially and significantly mediates (a) workplace FoMO and PW, and (b) OSP and PW. The fsQCA results revealed that two configurational models, (a) “ESM” and (b) “OSP*PW”, are vital in enhancing IP.

The present study utilises symmetric and asymmetric modelling approaches considering a separate prediction-oriented pioneer method. This study provides a novel perspective and adds new insights to the literature on ESM use, workplace FoMO and employee-related outcomes.

Employee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.

A questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.

The results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.

This is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.

Loading the work on social capital theory, we have tried to check the influence of social currency (SC) on social media usage (SMU) and its subsequent impact on the brand experience (BE). The study attempted to ascertain the mediation of loyalty (LT) between the SC and SMU as well as the moderation of perceived ease of use (PEU) in the SMU and BE relationship.

The data were collected from 384 respondents employing snowball sampling technique by administering a questionnaire on seven-point Likert scale. The respondents were the active internet users, who devote the significant part of their daily routine to social media activities. Structural equation modelling was used to study the path of the considered variables.

The result of the study strengthened the findings of earlier studies on SC dimensions. This study elaborated about the positive impact of SC on SMU, SC on LT, LT on SMU, SMU on BE. The study also found the mediating effect of LT in the SC and BE relationship. The study did not identify a moderating role of PEU in the SMU and BE relationship.

By taking into account SC, SMU, LT, PEU and BE, the study adds the knowledge to the social capital theory.

This study aids marketers in adjusting social media strategies for the effective use of SC aimed to deliver enhanced BE. Additionally, it demonstrates the value of customer LT in the context of SC and SMU by customers.

This study is among the few research on the SC of the Indian user and its impact on SMU and BE. Checking the mediation of LT and the moderation of PEU in the SC context makes this study novel and different from any study conducted earlier.

Employees may adopt deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands. Drawing from the conservation of resources (COR) theory, this study aims to develop and test a model of deceptive knowledge hiding (DKH) due to nonworking time information and communication technology (ICT) demands.

In total, 300 service employees have joined the three-wave surveys. Path analysis and bootstrapping methods were used to test the theoretical model.

Results suggest that knowledge requests during nonworking time could deplete employees’ resources and increase their tendency to engage in DKH, whereas work recovery and emotional exhaustion mediate this relationship. In addition, employees’ work–family segmentation preferences (WFSP) were found to moderate the direct effects of nonworking time ICT demands on employees’ work recovery and emotional exhaustion and the indirect effects of knowledge requests after working hours on DKH through employees’ work recovery and emotional exhaustion.

First, the findings of this study shed light on the relationship between knowledge requests during employees’ nonworking time and knowledge hiding, suggesting that knowledge hiding could occur beyond working hours. Second, drawing on COR theory, this study explored two joint processes of resource replenishment failure and depletion and how nonworking time ICT demands trigger knowledge hiding. Third, the interaction effect of individuals’ WFSP and nonworking time factors on knowledge hiding deepens the understanding of when nonworking time ICT demands may induce knowledge hiding through various processes.

The rapid growth of social media has changed how people interact and connect with one another while also giving rise to new social-media associated psychological experiences, such as the well-known fear of missing out (FoMO) and the somewhat new phenomena, the joy of missing out (JoMO). This study aims to develop a new scale for measuring JoMO and explore its independent nature and relationships with well-being, social comparison and demographic variables.

A sample of 230 participants filled out an online survey, including questions about demographic details, well-being, social media engagement, social comparison, FoMO and a new JoMO scale. The data was analyzed using exploratory factor analysis, hierarchical regression and structural equation modeling.

The study confirmed the validity and reliability of the new JoMO scale in three sub-categories: active JoMO, passive JoMO and coping with disconnection. Younger individuals and those who were single, with weaker psychological well-being, higher engagement in social media and greater social comparison inclinations tended to experience higher levels of FoMO. Conversely, older individuals, women and those who enjoyed stronger psychological well-being and reduced social media engagement demonstrated higher levels of JoMO. The findings also suggest a complex relationship between FoMO and JoMO.

The creation of an innovative JoMO measurement tool could transform both scholarly research and practical approaches to digital media interactions. This tool offers a deeper understanding of the intricate links between JoMO and factors such as social comparison and FoMO, paving the way for targeted interventions. By utilizing this, experts can foster healthier online behaviors and better psychological health through increased JoMO consciousness, reduced social media engagement and social comparisons, and FoMO management. Therefore, this fresh instrument assists in clarifying and improving how individuals engage with digital technology.

This research validates the JoMO scale, enhancing our understanding of JoMO and its potential effects on well-being, as well as its associations with other variables. In addition, this research provides valuable insights for future studies on social media use and JoMO, and for developing effective strategies for managing healthier online experiences.

Enterprises use social media for their daily work. The use of social media in the workplace is crucial for social connections, the growth and evolution of the enterprise, and it opens up new avenues for voice behavior. Employee voice involves the expression of ideas or opinions towards enterprise and is beneficial for employee work and enterprise development. Extant studies of voice behavior usually focus on the leadership and employee factors. However, the internal mechanism of voice behavior, especially the interrelationship between different kinds of social media use and voice behavior has not been well investigated. To fill that research gap, this study analyzes the internal mechanism of voice behavior, taking the effects of social media use and social capital into consideration.

Using structural equation model, this study collected data from employees using social media and analyzed the data using the software of Smartpls 3.0, SPSS and AMOS, in order to analyze the internal mechanism of voice behavior among employees.

Based on social capital theory, this study investigates the relationship between social media use, social capital and voice behavior, and provides some insights into the mechanism of voice behavior. The social media use, social capital and voice behavior are divided into several kinds in order to clarify the internal mechanism of voice behavior more comprehensively. The empirical results show that: (1) Social media use for both work and social-related purposes could positively affect employees’ promotive and prohibitive voice behaviors. (2) Social capital mediates the relationship between social media use and voice behavior. (3) In the process of social media use influencing employees’ voice behavior, employees of different genders and ages show significant differences in social capital and voice behavior.

This study explored the internal mechanism of voice behavior, which could help to elicit the relationship between social media use and voice behavior. By integrating the roles of social capital, individual differences, this study could uncover the deep internal mechanism of employee voice behavior more comprehensively, broadening social capital theory and enriching the researches of voice behavior among employees.

This study explores the structure of founders’ hybrid personal identities and their relationship to social venture performance. The authors hypothesize that founders experience the tension between the social and commercial goals of their venture as a paradox rooted in their personal values.

The authors surveyed 112 social enterprise founders in Chile and used structural equation modeling to test hypotheses about the relationship between self-transcendent values (i.e. promotion of others’ welfare and care for nature) and self-enhancement values (i.e. pursuing own interests and power over others) on a multidimensional scale of social venture performance.

Self-transcendence and self-enhancement are distinct yet interrelated values that coexist within social venture founders (i.e. they constitute a paradox). Self-transcendence values negatively moderate the positive relationship between self-enhancement values and social venture performance.

Mere benevolence is insufficient for effective social venturing; success depends on the founder’s self-enhancement values or their “drive” to succeed. Founder values can thus inform organizational design choices (e.g. tasks, team composition, structures and processes) and guide public and private investment decisions.

This research empirically assesses the structure of hybrid personal identities, uncovering how the concurrent action of self-transcendence and self-enhancement values influences social venture performance. The authors challenge the belief that balancing social and commercial goals benefits social venture performance. Best-performing ventures are those whose founder’s exhibit high self-enhancement and low self-transcendence values.

The purpose of this paper is to analyze the effect and mechanism of platform incentives on users’ knowledge collaboration performance (KCP) and the configuration leading to high KCP in online knowledge communities (OKCs) in the post-COVID-19 pandemic era from a cross-culture perspective.

A survey method and a standard questionnaire were applied. The data was analyzed using multiple regression and fuzzy set qualitative comparative analysis.

The results indicate that, for both kinds of users, self-enhancement and communication positively affect the KCP. User engagement significantly mediates the relationship between communication and KCP and knowledge absorptive capacity moderates the relationship between user engagement and KCP. In contrast, material incentive positively affects the KCP of Chinese users, while hurting the cross-cultural sample. And the promotion of KCP for cross-cultural samples does not require a higher engagement and knowledge absorptive capacity, while paying more attention to short-term interests, such as communication and self-enhancement.

The study only divides users into Chinese and cross-cultural foreign users, without a distinction between foreign users in different countries. In addition, the research is based on cross-sectional data and failed to try to explore the long-term effects of these incentives from the time dimension.

This study explores the incentive mechanism and configuration of OKC platforms to achieve high KCP for different users from a cross-cultural perspective. It provides new ideas and solutions for precise incentives for users of OKC platforms.

Social media has the potential to enable exchange of diverse opinions, foster dialogue on important social issues and exert positive influence on stakeholders and society. However, evidence is contradictory as to whether this is the case; it is possible that millennials' behaviors on social media are mainly driven by conservation (conformity and safety) or self-enhancement (power and achievement). In this research, the authors examine the extent to which different human values (self-transcendence, conservation, self-enhancement and openness to change) influence millennials' activities and behaviors on social media.

The authors conduct three separate surveys on Facebook, Twitter and Instagram with 491 millennials (18–34 years of age) in the USA, examining the influence of four higher-order values of the Schwartz human values model (open self-transcendence, conservation, self-enhancement and openness to change) on specific social media activities (consumption, self-focused and sharing nonpersonal content activities).

First, the authors find that for millennial users, human values significantly influence social media activities. Second, conservation values, followed by self-enhancement values, overshadow the expression of open self-transcendence values on social media. Thus, social media platforms may function more as agents of conservation and self-enhancement than agents of personal growth.

This is among the first studies to examine the influence of human values on social media and to find that human values such as conservation and self-enhancement have a strong influence on users' social media activities, while open self-transcendence values, which lead to expansion and growth, do not find genuine expression on social media.

This study synthesises the self-determination theory (SDT), expectation-confirmation model (ECM), and protection motivation theory (PMT) to formulate an integrated theoretical framework that elucidates the process of shaping the intention to continue using facial recognition payment (FRP) under the conditional impact of perceived technology security.

Data from 667 Beijing Winter Olympics visitors with FRP experience were collected through an online survey and analysed using variance based-structural equation modelling (VB-SEM).

This study reveals that the intention to continue using FRP evolves through three key stages. Initially, in the expectation stage, the multidimensional concept of artificial autonomy (sensing, thought, and action), which is underpinned by self-determination, is pivotal, strongly influencing perceptions of service enhancement and fostering trust in FRP. Subsequently, the confirmation stage underscores the importance of perceived service enhancement and trust as vital drivers in maintaining FRP usage, while also contributing to subjective well-being. Crucially, perceived technology security emerges as a key moderating factor, enhancing positive perceptions and intentions towards FRP, thus influencing its sustained adoption.

This study stands out by revealing the nuanced interplay between artificial autonomy and user perceptions, particularly concerning service enhancement, technology security, and trust, as they influence well-being and the continued adoption of FRP. Robustly grounded in the integrated theoretical framework of SDT, ECM, and PMT, the study’s findings are critical for comprehending the core elements and specific drivers that promote sustained FRP use, especially as we consider its potential widespread implementation. Therefore, this study not only advances theoretical understanding but also offers practical guidance for optimising FRP deployment strategies in a rapidly evolving technological landscape.