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We examined the impact of a leadership support training intervention implemented prior to the coronavirus (COVID-19) pandemic on support behaviors specific to COVID-19 during the pandemic. Primary intervention targets (i.e. family-supportive supervisor behaviors and sleep leadership behaviors) were explored as mediators between the intervention and supportive COVID-19 leadership behaviors.

A cluster randomized controlled trial intervention was implemented with service members and their supervisors in the Army and Air National Guard throughout 2017–2019. Follow-up survey data were collected after the intervention, including during the COVID-19 pandemic in 2020. Direct and indirect intervention effects were tested.

A pre-COVID intervention targeting leader support for family and sleep health had a direct effect on leader support specific to the COVID-19 pandemic. Additionally, sleep leadership, but not family-supportive supervisor behaviors, mediated the intervention effects on supportive COVID-19 leadership. These findings suggest that certain leadership training interventions can transfer across knowledge domains and time.

Findings from this study demonstrate that training leaders on support behaviors improves their ability to support employees during the COVID-19 pandemic and may translate to crisis leadership in other contexts.

We examined the long-term effects of an intervention that was implemented approximately 1–2 years prior to the COVID-19 pandemic on leadership support behaviors specific to the pandemic. Our findings contribute to the leadership, training, and organizational intervention literatures, and have implications for how leaders can support employees during crises.

Despite the proliferation of work–family research, a thorough understanding of family role status changes (e.g. the gaining of elder or child caregiving responsibilities) remain under-theorized and under-examined. The purpose of this paper is to conceptualize various forms of family role status changes and examine the ways in which these changes influence various employee outcomes.

Data were collected as part of the work–family health study. Using a longitudinal, three-wave study with two-time lags of 6 months (n = 151 family role status changes; n = 392 individuals with family role stability), this study uses one-way analysis of variance to compare mean differences across groups and multilevel modeling to examine the predictive effects of family role status changes.

Overall, experiences of employees undergoing a family role status change did not differ significantly from employees whose family role status remained stable over the same 12-month period. Separation/divorce predicted higher levels of family-to-work conflict.

The work raises important considerations for organizational science and human resource policy research to better understand the substantive effects of family role status changes on employee well-being.

Consumer adoption of online shopping continues to increase each year. At the same time, online retailers face intense competition and few are profitable. This suggests that businesses and researchers still have much to learn regarding key antecedents of online shopping adoption and success. Based on extensive past research that has focused on the importance of various online shopping antecedents, this work seeks to provide an integrative, comprehensive nomological network.

The authors employ a mixed-methods approach to develop a comprehensive model of consumers online shopping behavior. To that end, in addition to a literature review, qualitative data are collected to identify a broad array of possible antecedents. Then, using a longitudinal survey, the model of consumer shopping intentions and behaviors is validated among 9,992 consumers.

The authors identified antecedents to online shopping related to culture, demographics, economics, technology and personal psychology. Our quantitative analysis showed that the main drivers of online shopping were congruence, impulse buying behavior, value consciousness, risk, local shopping, shopping enjoyment, and browsing enjoyment.

The validated model provides a rich explanation of the phenomenon of online shopping that integrates and extends prior work by incorporating new antecedents.

The purpose of this paper is to evaluate how perceived career channels and career anchors are related to objective internal career success, and how subjective career success mediates the effects of objective success on employer satisfaction.

Data were collected using questionnaires, and hypotheses were tested on a sample of 800 engineers and managers. Of the sample, 35 percent were female and 67 percent worked in the private sector.

The findings show that the more respondents perceive that performance carries weight in promotion decisions, the higher their level of objective career success. In contrast, the importance placed on relations with the hierarchy has no significant influence. Respondents with a strong management anchor report greater objective career success, and those with a strong life style anchor report lesser objective career success, but greater success in life outside work. Finally, the findings indicate that job success is associated with greater satisfaction with employer, whereas life success is related to lesser satisfaction.

This study is based on a sample taken from one profession (engineers), in a specific cultural context. The cross-sectional research design precludes the inference of some causality conclusions.

Organizations may benefit from disseminating promotion attribution criteria and reducing perceptions of favoritism in reward allocation. In addition, this study shows that not only individuals but also the employer can benefit from greater positive interdependence between career success and life success.

This study represents the first comprehensive attempt to examine the role of perceived career channels and career anchors in objective and subjective career success.

The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and some studies have analysed the levels of use. However, it is yet to be explained why some firms offer formal WL benefits, which ultimately are not used by employees.

The hypotheses developed here are tested using data from a sample of 146 Spanish private firms, which is very relevant because findings from research developed in Anglo-Saxon contexts cannot necessarily be extended elsewhere.

The results reveal that availability significantly influences the level of use of WL programmes. Both the proportion of women employees in the organization and the formalization of the WL balance culture moderate the relationship between availability and use.

These findings hold lessons for practitioners and researchers interested in WL balance and its actual diffusion among employees. Practitioners should consider WL balance in an unrestrictive way, thinking about different kinds of employees and not only women with caring responsibilities. The mere provision of benefits to a small part of the workforce does not guarantee any of the positive outcomes related to WL balance.

Aside from exploring the availability-use gap, this research was conducted in a non-Anglo-Saxon context.

The purpose of this paper is to provide a review of the strategic human resources management (HRM) literature from the points of view of both general management and hospitality and tourism.

The paper provides a critical, qualitative and comparative review of the strategic HRM research literature in the fields of general management and hospitality and tourism, providing insights into emerging research trends and pointing to the gaps in the literature.

The results of the review showed six streams of research from the hospitality and tourism literature: human capital and firm performance, high-performance HRM practices and performance, international/global issues and strategic HRM, individual HRM practices and performance, qualitative reviews of the hospitality and tourism HRM literature and country-specific strategic HRM. This review also points to the gaps between the two bodies of literature and gives recommendations for future research.

The current conceptual model provides a useful framework for examining how strategic HRM practices impact firm performance through macro (organizational) and micro (individual) levels. The current review illustrates the important role that frontline managers have in delivering HRM practices.

This review provides a conceptual model for future research and practical implications.

The purpose of this paper is to explore the harmful effects of negative externality at both national and firm level by identifying practices that impact Malaysian Chinese ' s well-being in the form of work-life imbalance.

This paper adopts an emic approach using phenomenological enquiry to investigate what factors influence and shape work-life balance experience of Malaysian Chinese working adults. Emic approach, which takes into account elements that are indigenous to a particular culture, is useful to explore the uniqueness of the Malaysian context. Semi-structured interviews with six Malaysian Chinese working adults were conducted to understand their experience of work-life balance in the Malaysian Chinese context.

The findings highlight how contextual elements in the macro-environment (such as government legislation and policy, societal values, and practices) and the firm environment (owner and leadership values, superiors’ attitude) come together to shape the overall experience of work-life balance among Chinese Malaysians. The findings show that current work-life practices in Malaysia fall short in a number of ways, which ultimately leads to an unsustainable human resource position for Malaysian firms.

From a practical perspective the paper highlights the need to focus on employees’ work-life balance as a means to create sustainable and productive workplaces.

Given that the concept of work-life balance is grounded in western literature, it is important to explore the nature and relevance work-life balance in sustaining human resources in nonwestern, especially less developed business settings. Findings of this study contribute to the work-life literature by exploring the work-life balance experience in Malaysia through emic approach using a phenomenological lens. The findings identify a shortfall in sustainable people management arising through the interplay of unique negative externality multi-level contextual factors.

The purpose of this paper is to provide a review of the literature with respect to traumatic stress in a firefighting context. The goal was to provide a clear and concise review intended for use by both researchers and practitioners. Firefighters are an under-researched group in the academic literature and updated review articles are necessary to advance this body of work.

Searches of the English language literature on firefighters and traumatic stress were completed and supplemented with a review of clinical information related to post-traumatic stress disorder (PTSD). The search was comprehensive but was not guided by systematic review guidelines.

Research regarding firefighters and traumatic stress is limited and inconsistent in outcome. Much of the available literature supports a link between fire service work and increased post-traumatic symptomatology; however, some research has neglected to demonstrate a relationship for these factors. Some efforts such as the training of coping skills and team building may improve firefighters’ resilience to PTSD, while therapeutic and psychopharmacological treatments may be effective in reducing PTSD progression.

To the authors’ knowledge, no previous paper is available that has specifically intended to address firefighters and traumatic stress in a review format for researchers and practitioners. In the authors’ experience, fire service members are eager for literature addressing their profession and presented in a manner accessible for both non-academic and academic audiences.