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Elucidating on the concrete outline of conservation of resource theory, this study aims to explore the links between work-family conflict and workplace thriving. In particular, this study has integrated depersonalization as a mediator and tested the moderated mediation effects of intrinsic motivation in work-family conflict and depersonalization relationships.

Data were collected using a sample of 357 doctors working across various public hospitals in India over two waves (T1 and T2) and was tested using AMOS and Process Macros.

Exploration reveals that work-family conflict is negatively associated with workplace thriving. The mediating role of depersonalization in between work-family conflict and workplace thriving was established. Moreover, the moderating role of intrinsic motivation in work-family conflict and workplace thriving via depersonalization was also established.

The present study makes a theoretical addition to the literature by investigating nuances through which work-family conflict relationships and thriving at the workplace can be affected. To date, such a relationship has not been established. The study also extends the role of depersonalization as an underlying mechanism between work-family conflict and workplace thriving, making an imperative contribution. This study also tested the moderating role of intrinsic motivation. Overall, these relationships are novel and have been seldom reported.

Sharing project information is critical for the success of medical crowdfunding campaigns. However, few users share medical crowdfunding projects on their social networks, and the sharing behavior of medical crowdfunding projects on social networking sites has not been well studied. Therefore, this study explored the factors and potential mechanisms influencing users’ sharing behaviors on networking sites.

A research model was developed based on the attribution-affect model of helping and social capital theory. Data were collected using a longitudinal survey. Partial least squares structural equation modeling was used to analyze the collected data. We conducted post hoc analyses to validate the results of the quantitative analysis.

The analysis results verified the effects of perceived external attribution, perceived uncontrollable attributions, and perceived unstable attributions on sympathy and identified the effect of sympathy and social characteristics of medical crowdfunding users on sharing behavior.

This research provides a comprehensive theoretical understanding of users’ sharing behavior characteristics and provides implications for enhancing the efficiency of medical crowdfunding activities.

The purpose of this study is to examine the relationship between the corporate social responsibility (CSR) performance of job-hopping executives at their former and subsequent firms.

We conduct regression analyses using a sample of firms listed on the Shanghai and Shenzhen Stock Exchanges from 2010 to 2020 to examine whether CSR performance is similar from one firm to the next as executives switch jobs.

We find a positive relationship between the CSR performance of former and subsequent firms under job-hopping executives. This relationship is the strongest in the year of the job switch; it weakens in the second year and eventually disappears in the third year. In addition, we show that this relationship benefits different CSR stakeholder groups and is contingent on executive and subsequent firm attributes and job-hopping characteristics. Furthermore, we demonstrate that firms that hire a new chief executive officer from a firm with a strong track record in CSR, the new firm experiences a significant surge in CSR performance compared with firms that do not experience such a shock.

This study has implications for executive hiring decisions.

This study extends the understanding of CSR determinants through the lens of inter-organisational ties associated with job-hopping executives.

The objective of this study is to explore the level of understanding and actions taken by the people of Gurugram (erstwhile Gurgaon) to mitigate the impact of climate change, given its critical importance as a global issue.

Using a qualitative approach, primary data were collected through in-depth interviews by means of semi-structured interview methods.

The findings indicate that while people are aware of climate change, the information is deficient for them to translate their knowledge into effective action. Some of the major challenges identified are lack of appropriate understanding, resources, education, motivation and government initiatives, as well as the old habits, peer influence, feeling of incapability and limited media exposure. To bridge the intention-action gap, it is recommended that people should be empowered to act desirably. There is a change need for awareness and education on ways to mitigate the effects of climate change. The study has implications for researchers, environmentalists, policymakers, non-government organizations and local residents of Gurugram.

This study provides unique insights into the understanding of climate change by the general public and challenges faced in taking pro-environment actions. It emphasizes the urgent need to create awareness and educate individuals about ways to mitigate the impact of climate change.

Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER).

For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy.

TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER.

The findings suggest some practical implications for TD activities to enhance employees’ positive attitudes and behaviors.

To the best of the authors’ knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees’ positive attitudes and behaviors.

This paper aims to explore advances in indirect personality assessment, with emphasis on the psychology of digital behavior based on the analysis of new technological devices and platforms for interpersonal relationships, identifying – along the way – those findings that may be useful to carry out a reconstructive psychological assessment (RPA) of applicability in the legal context.

Different fields of knowledge are explored, transferring the findings to the field of psychology of digital behavior, analyzing the publications that report findings on the analysis of new technological devices and platforms for interpersonal relationships and identifying – along the way – those findings that may result useful to carry out an RPA of applicability in the legal context.

The application of RPA represents a significant advance in the integration of criminal psychology and forensic technology in legal contexts, opening new fields of action for forensic psychology.

The article has transferred advances in computer science to the field of forensic psychology, with emphasis on the relevance of RPA (from the analysis of digital behavioral residues) in the interpretation of behavioral evidence for the indirect evaluation of the personality and within the judicial context (when the victim and/or accused are not included).

With the great changes brought by information technology, there is also a challenge for the elderly's acceptance. This study aimed to determine the antecedents of elderly people's usage intention of financial artificial intelligent customer service (FAICS) and to examine the relationships between various factors and thus to help them better adapt to the digital age.

A mixed method, including the qualitative and quantitative study, was utilized to explore answers of the research questions. As the qualitative study, the authors used semi-structured interviews and data coding to uncover the influencing factors. As the quantitative study, the authors collected data through questionnaires and tested hypotheses using structural equation modeling.

The results of data analysis from interviews and questionnaires suggested that perceived anthropomorphism and virtual identity of elderly users have a positive impact on their perceived ease of use, and the perceived intelligence of elderly users positively influences their perceived ease of use, satisfaction and perceived usefulness. Additionally, the elderly's cognition age can moderate the effects of perceived usefulness and satisfaction on their usage intention of FAICS.

This study contributes to the literature by taking the elderly group as the research participants and combining those influencing factors with technology acceptance model and information systems success model. The findings provide a basis for accelerating the promotion of FAICS and help address the problem that the elderly have difficulty adapting to a new technology.

This paper presents a new conceptualization of digital service anchored in a coconstitutive ontology of digital “x” phenomena, illuminating the pivotal role of the digital qualifier in the service context. Our objective is to provide a theoretically grounded conceptualization of digital service and its impact on the nature of the value cocreation process that characterizes digital phenomena.

Drawing from scholarly works on digital phenomena and fundamental principles of service-dominant logic, this paper delineates the essence of digital service based on the interplay between digitization and digitalization as well as the operational dynamics of generativity and its constitutive dimensions (architecture, community, governance).

The paper defines digital service as a sociotechnical process of value cocreation, where participants dynamically architect, govern and leverage digital resources. This perspective highlights the organic development of digital service and the prevalence of decentralized control mechanisms. It also underscores how the intersection between generativity’s dimensions—architecture, community and governance—shapes the dynamic evolution and outcomes of digital services.

Our conceptual framework sheds light on our understanding of digital service, offering a foundation to further explore its nature and implications for research and practice, which we illustrate using the case of ChatGPT.

Social networking sites (SNS) have become popular mediums for individuals to interact with others. However, despite the positive impact of SNS on people’s lives, cyberbullying has become prevalent. Due to this prevalence, substantial research has examined cyberbullying from the perspectives of perpetrators, bystanders, and victims, but little is known about SNS users’ confrontations with cyberbullying. The objectives of this study are to examine confrontation as a victim’s coping response, the effect of blockability affordance on victims’ protection motivation, the impact of a victim’s experiences with cyberbullying perpetration, and social desirability (SD) bias in the context of cyberbullying victimization.

This study examines the effect of blockability affordance on SNS users’ protection motivation. It also investigates the relationships among perceived threat, perceived coping efficacy, and use of confrontation. Furthermore, this investigation analyzes the effect of SNS users’ experiences as perpetrators on their decision to confront cyberbullies. Finally, this study assesses and controls SD bias in SNS users’ confrontation behavior. To test the research model, we used an online vignette study to collect 314 data points.

Blockability affordance, perceived threat, perceived coping efficacy, and cyberbullying perpetration experiences are essential factors in explaining use of confrontation. This study also finds SD bias in the context of cyberbullying victimization.

This is one of the first studies in information systems research to empirically examine the effect of blockability affordance in the context of cyberbullying.

Although existing literature emphasizes the significance of diversity and inclusion in management roles for employees, there is a notable absence of a standardized scale to assess employees’ perceptions of an inclusive climate, particularly in relation to practices that encourage acceptance of demographically diverse leaders. This study aims to bridge this gap by developing the perceived inclusion climate for leader diversity (PICLD) scale.

The scale development process was carried out in five phases which included: qualitative component (interviews); test for face validity; check for content validity; construct and criterion-related validity; and nomological network testing.

Following the first three phases of scale development, 12 measurement items were produced. Phase four results indicate that PICLD is distinct from both the intercultural group climate scale and diversity-oriented leadership scale, in which all three scales were found to be positively correlated with job satisfaction. Phase five results show that PICLD positively correlates with organizational justice. Organizational justice also mediates the relationship between PICLD and three employee outcomes (performance, engagement and turnover intention).

Organizations are encouraged to be open to suggestions made by managers from historically marginalized groups that motivate diverse leaders to voice their concerns to foster inclusionary climate perceptions among employees. Welcoming diverse managerial perspectives can dismantle systemic barriers, enabling marginalized leaders to thrive while fostering employees’ perceptions of an inclusionary workplace.

This study introduces the PICLD Scale to enhance comprehension of how policies supporting leader demographic diversity impact employee perceptions of inclusive climate. This research also contributes to the advancement of social exchange theory and literature on organizational justice, performance and engagement.