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Given the importance of online social network (OSN) media features, many studies have focused on how different types of OSNs with various media features influence users’ usage and engagement. However, a recent literature review indicates that few empirical studies have considered how different types of OSNs with different information accessibility levels influence users’ beliefs and self-disclosure. By comparing two OSN platforms (OSNs with high-level information accessibility vs OSNs with low-level information accessibility), the purpose of this paper is to address this opportunity by investigating the differential impacts of the two platforms on individuals’ psychological cognition – particularly users’ social exchange beliefs – and explaining how these beliefs translate into OSN self-disclosure.

This study used a factorial design approach in an experimental setting to examine how different levels of information accessibility (high vs low), influence the social exchange beliefs (i.e. perceived social capital bridging, perceived social capital bonding and perceived privacy risks) of OSN users and subsequently influence OSN self-disclosure.

The results show that users on OSNs with high-level information accessibility express significantly higher perceived social capital bridging and perceived privacy risks than users on OSNs with low-level information accessibility. However, users on OSNs with low-level information accessibility express higher social bonding beliefs than users on OSNs with high-level information accessibility, indicating that there are different effect mechanisms toward OSN self-disclosure.

The focus of this research helps unveil the complex relationships between OSN design features (e.g. information accessibility), psychological cognition (e.g. social capital bridging, social capital bonding and privacy risks) and OSN self-disclosure. First, it clarifies the relationship between information accessibility and self-disclosure by examining the mediating effect of three core social exchange beliefs. Second, it uncovers the distinct effects of high-level information-accessible OSNs and low-level information-accessible OSNs on OSN self-disclosure.

In the digital era, business-to-business (B2B) salespersons are encouraged to communicate with buyers on social media platforms and shape customer loyalty. However, the effect of social media usage and its mechanism remain unexplored. The purpose of this paper is to investigate how salespersons’ social media usage influences B2B buyers’ trust beliefs and purchase risk, and therefore, customer loyalty.

The authors conduct an online-survey, use partial least squares structural equation modeling to analyze the data, and adopt SPSS PROCESS macro 2.13 to test mediation effects.

Salespersons’ social media usage can enhance buyers’ trust beliefs on salespersons’ ability, integrity and benevolence, but only the latter two can improve customer loyalty. Social media usage does not directly affect purchase risk, and only benevolence can reduce purchase risk. Serial mediation models reveal that the effect of social media usage on customer loyalty is mediated by buyers’ trust beliefs on salespersons’ integrity/benevolence and purchase risk.

First, the authors confirm the effect of social media usage on customer loyalty in B2B context and refute the fallacy of social media uselessness in B2B practices. Second, the research shows that buyers’ trusting beliefs on salesperson’s ability and integrity do not significantly influence perceived risk. The finding is different from the stereotypical judgment in B2C scenarios. Third, the authors distinguish differently weighted influences of buyers’ trusting beliefs on salesperson’s ability, integrity and benevolence, and highlight the role of salespersons’ altruism attributes in shaping customer loyalty.

Although leadership evidence highlights the importance of cooperative principal-teacher relationships, research has not looked thoroughly at the content behind principal-teacher interactions. The purpose of this paper is to use self-determination theory and organizational conversation to develop principal support for student psychological needs (PSSPN), a concept that represents principal-teacher interactions based on social and psychological factors contributing to student learning. The empirical part of the study tests the relationship between PSSPN and faculty trust in students and student self-regulated learning.

Hypotheses were tested with a non-experimental, correlational research design using ex post facto data. Data were collected from 3,339 students and 633 teachers in 71 schools located in a metropolitan area of a southwestern city in the USA. Hypotheses were tested with a 2-2-1 multi-level mediation model in HLM 7.0 with restricted maximum likelihood estimation.

Principal support for student psychological needs had a positive and statistically significant relationship with faculty trust in students and self-regulated learning. Additionally faculty trust mediated the relationship between principal support for student psychological needs and self-regulated learning.

This is one of the first studies to examine school leadership by the content that is exchanged during principal-teacher interactions. Principal support for student psychological needs establishes a theoretically-based framework to study leadership conversations and to guide administrative practices. Empirical results offer encouraging evidence that the simple act of framing interactions around the science of wellbeing can be an effective resource for school principals.

While existing literature emphasizes the importance of empowerment in construction projects, the working mechanisms of empowering leadership in the project context are unclear. Based on conservation of resources (COR) theory, this study aimed to examine the relationship between empowering leadership and project performance, highlighting the mediation roles of creative self-efficacy and leadermember exchange and the moderation role of perceived overqualification.

The authors collected data from 287 project members in different projects and tested the integrated conceptual model through moderated mediation analysis with bootstrapping strategy.

The results revealed that empowering leadership was positively related to project performance through creative self-efficacy and leader–member exchange. Perceived overqualification served as significant moderator.

The findings contribute to the understanding of empowering leadership in projects by verifying and extending the resource acquisition and investment process in the project context. The results of this study also demonstrated that creative belief and social exchange facilitate the effectiveness of project members' task efforts and outcomes and that perceived overqualification might not exert a detrimental effect on project performance.

Facial recognition payment is an emerging mobile payment method that uses human biometrics for personal identification. The purpose of this study is to examine how users' salient beliefs regarding the technology–organization–environment–individual (TOE–I) dimensions affect their attitudes and how attitudes subsequently influence the intention to use facial recognition payment in offline contactless services.

This study comprehensively investigates customers' decision-making psychological mechanism of using facial recognition payment by integrating the belief–attitude–intention (B–A–I) model and the extended TOE–I framework. Data from 420 valid samples were collected through an online survey and analyzed using partial least squares structural equation modeling.

Research results indicate that convenience and perceived herd exert positive effects on trust and satisfaction. Meanwhile, familiarity has a significantly positive effect only on trust but not on satisfaction. In contrast, perceived privacy risk exhibits a negative effect on both trust and satisfaction. Trust and satisfaction positively influence the intention to use facial recognition payment. Unexpectedly, self-awareness negatively moderates the effect of satisfaction on intention to use, but its effect on the relationship between trust and intention to use is non-significant.

To the best of the authors’ knowledge, this study is one of the early studies that explicate customers' psychological mechanism in facial recognition payment in offline contactless services through an understanding of the B–A–I causal linkages with the identification of users' perceptions from a comprehensive context-specific perspective. This study enriches the literature on facial recognition payment and explores the moderating role of self-awareness in the relationship between users' attitudes and intention to use, thereby revealing a complex psychological process in the usage of offline facial recognition payment systems.

This study aims to identify barriers to social sustainability in the health-care industry in the United Arab Emirates. Furthermore, the impact of these dimensions on social sustainability is examined.

A comprehensive questionnaire has been developed based on semi-structured interviews with different departments of two tertiary hospitals in the first phase. In the second phase, data are collected from ten public and private hospitals situated in the United Arab Emirates. In the third phase, responses are examined using principal component analysis to identify the five major barriers for social sustainability. A measurement model (confirmatory analysis) is developed to examine the relationship among these dimensions. Finally, a structural model is developed to examine the significance of these dimensions to the notion of social sustainability in health care.

The statistical model shows a 61 per cent variance for social sustainability, which is caused by infrastructure, organizational culture, lack of coordination, stakeholder’s disparity and uncertainty, which are positively and highly correlated measurement barriers to social sustainability practices implementation.

Health-care professionals and stakeholders believe that the elimination of obstacles to social sustainability must be multi-dimensional and not limited to specific practices.

This study would enable health-care industry to examine the extent of obstruction for social sustainability. Hospital administrators and medical professionals could use this feedback to assess and benchmark their performance against that of other competitive hospitals.

The contribution of this paper is to advance the understanding of social sustainability in the health-care sector by viewing it from the perspective of the stakeholders and the social exchanges that occur among them.

The novel coronavirus (COVID-19) outbreak thrust a spotlight on organizational leaders and the challenges that employees face during periods of organizational change. The purpose of the current study is to examine the influence of empathetic supervisor communication on employee turnover intention and the mediating role of affective trust toward supervisors and employee–organization relationship (EOR) quality. Informed by the social exchange theory and EOR literature, the authors develop a model in which affective trust toward supervisors and EOR quality mediates the relationship between empathetic supervisor communication and employee turnover intention.

This study recruited 417 employees based in the USA through an online panel operated by a professional survey company. Data collection that followed a quota sampling procedure lasted for about three weeks in October 2020. The authors used structural equation modeling to test the study hypotheses.

The findings of this study indicated that the extent to which supervisors adopted empathetic communication during organizational change had considerable repercussions on their supervisees' affective trust toward supervisors, relationship perception toward their organizations, and ultimately, their turnover intention.

This study is among the first that identifies empathetic communication as a pivotal force in driving employees' positive relational and behavioral reactions, reinforcing the growing expectation of supervisors in fulfilling communication functions during organizational change. Moreover, the authors contribute to understanding change management as an activity rooted in and enacted through communication between supervisors and subordinates. In addition, this study contributes to the organizational research of empathy during change.

Employee position is acknowledged as central in service brand management to achieve competitive advantage. Hence, this study aims to illustrate the importance of brand role clarity (BRC) and employee brand commitment (EBC) by investigating the moderating role of EBC on the relationship between BRC and employee brand equity (EBE) in Islamic banking.

Data is collected from 259 respondents who are involved in Islamic banking. Proportionate stratified random sampling was used to select bank branches for the study, and simple random sampling was adopted to choose respondents within these bank branches.

Building on the insight obtained from data analysis, the results of this study demonstrate that the EBC strengthens the significant relationship between employee BRC and EBE. It indicates that EBC is vital in affecting the employee BRC on EBE.

The importance of BRC and EBC has been widely discussed in the literature that both of these variables are essential sources of EBE. However, empirical studies on the combined effect of EBC and BRC on EBE have not been considered in past studies.

Organizational success in a dynamic environment demands leadership and agility. The extant literature on employee agility needs more empirical evidence and appropriate theoretical explanations. This study aims to contribute to the literature by bringing empirical evidence to understand the intervening mechanisms through which empowering leadership influences employee agility and to suggest alternate theoretical explanations.

The mediating role of knowledge-sharing behavior and psychological safety is examined using quantitative data from a sample of 924 employees working in India's information technology industry.

Findings reveal that empowering leadership contributes to psychological safety at the workplace, promoting employees' knowledge-sharing behavior and leading to employee agility. The findings are globally relevant and theoretically consistent.

The phenomenon is explained in two ways. Firstly, by combining the structural empowerment and motivation perspectives, and secondly, by combining the conservation of resources and social exchange perspectives.

The findings imply that psychological safety and knowledge-sharing behavior can be used as leading indicators to prepare the organization for success in a dynamic and volatile environment.

This study is one of the earliest attempts to explain the mediating mechanism between empowering leadership and employee agility using serial multiple mediations. Further, this study combines different theoretical perspectives to present the findings more logically.

The purpose of this paper is to understand the formation of knowledge management (KM) decisions, including intention for knowledge contribution and knowledge exploration. The authors build on the goal-directed model and a trust-based lens to develop a belief-trust-decision framework. The authors theorize belief as individual factors (one’s virtual skill) and environmental factors (cooperative norms, familiarity), and trust as emotional trust and cognitive trust. Individual factors represent one’s virtual skill to control knowledge exchange, while environmental factors reflect the level of support/control for this exchange by the context.

This study uses a survey method to collect data and partial least squares to analyze them.

The authors found that KM decision is affected by two types of trust, directly or indirectly. They are, in turn, influenced by individual factors and environmental factors.

Generalizability of the findings to virtual communities with different collaboration protocol deserves further investigation. This study contributes to the research on KM and social behavior by providing a comprehensive explanation on KM decision through one’s goal achievement in knowledge exchange behavior, in terms of trust development. Besides, the authors theorize one’s belief on knowledge exchange as skill-control and context-control to represent the drivers for trust.

The results provide suggestion for managers regarding how skill-control and context-control should be managed to improve trust development, which serves as goal achievement for KM decisions.

The authors extend prior work by yielding a new insight into how and why one’s beliefs on skill-control and context-control for knowledge exchange are transferred into KM decision through one’s goal achievement, characterized as trust development at both emotional and cognitive levels.