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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 study is to reveal indications of effective climate change communication through presenters holding powerful positions. This study aims to achieve this by examining how people perceive emotional campaigns on climate change and to what extent they ultimately perform actions to achieve adequate responses to environmental hazards and protection.

This study measured environmental behavior directly through donations to environmental charities in two experimental conditions (i.e. top-down vs same-level communication). Environmental emotions were measured via pride and guilt levels about their own country’s environmental actions.

Powerful individuals appeal to those people who are usually less driven to behave sustainably, and thus induce guilt regardless of the participant’s environmental identity. Conversely, powerful speakers did not succeed in addressing low identity participants using positive emotions. In fact, high power results in even lower pride levels, indicating a potentially adverse effect of power.

While this paper successfully used an organizational leader as a powerful individual, it would be a fruitful avenue to use the experimental framework and examine different presenters (such as politicians, non-governmental organization leaders or scientific experts) who embody environmental advocacy.

The results on top-down communication are intended to add to the understanding of emotional power in environmental contexts and help policy-makers to foster environmental advocacy using emotion-inducing campaigns.

The study is among the first to examine and elucidate the circumstances under which powerful individuals can encourage pro-environmental behavior. This study provides evidence that power can be a useful tool to appeal to those people who are usually less driven to behave sustainably. However, this paper also found that power does not increase emotions and behavior per se.

The purpose of this paper is to explore how flourishing is achieved among sport employees working at intercollegiate sport organizations in the USA. To do so, a model is constructed that examines the impact of pride and path-goal leadership on job engagement and then flourishing. The model is grounded in the Human Resource Development (HRD) paradigm to extend the literature on positive performance outcomes in sport organizations.

Quantitative methods were used to analyze the data. Altogether, 282 useable surveys were completed by sport employees working in intercollegiate athletics departments. The hypotheses were examined with structural equation modeling to provide robust calculations of the relationships within the model.

The findings of this study demonstrated that both path-goal leadership and pride enabled job engagement, which in turn supported flourishing among intercollegiate athletics employees (e.g. equipment, marketing or facility/event positions). Job engagement is positioned as an important variable as it linked path-goal leadership and pride with flourishing.

This study examined mechanisms (i.e. path-goal leadership, pride) to enhance intercollegiate athletics employees' personal resources (i.e. job engagement, flourishing) through the HRD paradigm. The HRD framework posits that improved employee functioning leads to a superior organizational performance and has yet to be assessed within intercollegiate athletics. The findings add to the HRD literature by focusing on employees' workplace experiences and generating pathways to improved job engagement and the subsequent influence on intercollegiate athletics employees' ability to flourish, which is also understudied.

Substantial research has examined the pivotal role of supervisor positive humor in generating employee outcomes. To date, though, little is known about the relationship between supervisor humor and newcomers’ adjustment. The purpose of this paper is to contribute to this gap by examining the effect of supervisor positive humor on newcomers’ adjustment. In doing so, the authors highlighted relational identification with the supervisor as a mediating mechanism that explains the aforementioned association.

Data were drawn from 117 newcomers. In order to collect the data the authors used the snowball method. Also, hierarchical regression analysis was conducted.

The results demonstrated that supervisor positive humor affects employees’ relational identification with the supervisor which, in turn, positively relates to newcomers’ adjustment.

Data were collected using a cross-sectional design and, therefore, the authors cannot directly assess causality. Moreover, the authors used self-report measures which may strengthen the causal relationships.

To the best of the knowledge, this is the first study that illustrates the role of supervisor humor in enhancing both newcomers’ relational identification and adjustment.

Describes Poetry in the Branches, a multi‐layered, replicable program model, devised by Poets House, New York, to foster the link between librarians, the public and the living tradition of poetry. Provides a comprehensive list of titles of contemporary poetry collections by single authors and anthologies.

The purpose of this paper is to analyse and discuss how sensory cues are preferred in relation to products, service and store image in a retail context and why retailers should consider the importance of congruence in a retail setting.

Four qualitative focus group discussions were conducted, following a semi-structured interview guide. A total of 24 participants discussed how and why a lighting department in an IKEA store in Sweden could be regarded as more appealing than the traditional layout.

The findings indicate that congruency works as a mediator between a retail setting, sensory cues, products, service and store image. Consumers prefer, compare and categorize sensory cues in relation to the specific product in the department, the service offered by the firm and the store image.

A model is developed that conceptualizes congruency as a mediator in a retail setting, which provides an opportunity to further explore external influences on congruency in retail settings, both conceptually and empirically.

The objective of the study is to analyze the impact of the adoption of the Agile Mindset on the productivity of Agile software development teams in IT enterprises during COVID-19.

A web-based survey is performed with voluntary participants working with the Agile software development professionals with a specific focus on IT enterprises around Pune, India. For this the initial exploratory literature review was performed, to explore the team's behaviors and their response to the crises like the Covid-19 pandemic. Data is collected from the targeted population using the random sampling method. A questionnaire is designed with the help of a five-point Likert scale. All the respondents were analyzed based on their behaviors shown and how adopting to Agile mindset has impacted their productivity during the pandemic. Collected data would be then analyzed using the Smart PLS-SEM methodology.

Findings of the study show that Agile software development teams adopting to Agile mindset are better at responding to crisis and quick to adapt to change as teams adopting the Agile mindset is likely to sustain or even improve their productivity during the crises like Covid-19 pandemic. Adapting to an Agile mindset is important for Agile software development teams during a crisis as a response to changes in the working as well as environmental conditions. This study also shows that by adopting an Agile mindset, development teams are better at responding to the crisis eventually improving productivity.

Research limitations for this study-scope of the study could be extended to the larger population across geographies to have improved insights Productivity Factors like- Efforts Efficiency, Backlog-management Index (BMI), and Weighted Average Productivity (VWP) for team members can be included. More behavioral factors for Agile Mindset can be considered.

Agile software development teams are characterized by collaboration and responsibility. Recent enforcement of pandemic precautionary measures has enforced Agile software development teams to work remotely and maintain social distancing while in the office. It was challenging for most of the working people to adjust to the new working conditions (Yang et al., 2021) However, in IT organizations, adopting the Agile mindset has ensured continuous software deliveries, took ownership, and quickly adapted to the volatile situations, ultimately resulting into the growth in the productivity unlike to that of other sectors of the economy.

In this study, we have analyzed the hypotheses with statistical significance in association with constructs that are in sync with the available literature. Adopting the Agile mindset values has positively impacted the team's behavior resulting in productivity improvement even in the distributed working locations in pandemic situations.

The study highlights that adopting to Agile mindset has positively impacted an Agile software development team's productivity during the Covid-19 pandemic. As environmental conditions during Covid-19 were uncertain and ambiguous and teams were working in distributed and disconnected ways, many researchers have believed that it would have affected the overall productivity. This was turned true for most of the sectors of the economy, however, Agile software development teams have shown positive trends in their productivity, as they have adopted the Agile mindset values and principles, during crises.

360° feedback processes have gained popularity as a performance management and career development tool in contemporary organisations. This monograph explores the nature of 360° feedback, investigates the factors which have influenced its emergence and contrasts it with more traditional performance management processes used by organisations. It specifically identifies the benefits and problems associated with 360° feedback in the context of management of performance and employee career development. The monograph considers the issues surrounding different sources of feedback, i.e. peer, subordinate and self. The monograph concludes with a discussion of the issues pertaining to the use of multi‐rater feedback as a tool for performance improvement and career development.