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Unethical pro-organizational behavior (UPB) harms organizations’ long-term development; hence, all sectors of society view it as highly concerning. Optimizing leadership and curbing this behavior is a key managerial challenge. This study takes the relationship between temporal leadership and UPB as its object and examines the direct and indirect paths of temporal leadership’s influence on UPB based on the conservation of resources theory. It further dissects the mediating mechanism of emotional exhaustion and the regulating mechanism of job complexity and constructs the mechanism through which temporal leadership affects UPB.

Data gathered from a sample of 380 employees in 24 provinces and cities were employed for empirical testing using validated factor analysis, hierarchical regression analysis, and a bootstrap method.

The results show that temporal leadership inhibits UPB, while emotional exhaustion partially mediates the relationship between temporal leadership and UPB. That is, temporal leadership inhibits pro-organizational unethical behavior by alleviating emotional exhaustion. In addition, job complexity negatively moderates the relationship between emotional exhaustion and UPB and positively moderates the mediating role of emotional exhaustion between temporal leadership and UPB.

First, although the data used in the study were collected at two different times, they were obtained through self-assessment; therefore, the subjective component and the potential problem of common method bias is evident. Second, the study’s sample size and types of respondents are limited.

1. This study found that temporal leadership can inhibit UPB by reducing employee emotional exhaustion. Therefore, organizations should place greater emphasis on the time factor. 2. In terms of emotional factors, organizations should actively focus on the impact of emotional exhaustion on employees' UPBs. 3. In management practice, managers should adjust their leadership modeling behaviors according to the different degrees of job complexity to replace UPBs with conscious and rational behaviors.

The study reveals how temporal leadership affects UPB and provides a theoretical basis for organizations to mitigate employees' UPB by optimizing their leadership style.

Current research on temporal leadership primarily focuses on the positive predictive effects on individual behaviors and attitudes (Zhang and Ling, 2016), but neglects its effects on negative behaviors. This study’s results complement research on the relationship between temporal leadership and employees' negative behaviors and responds to the call by Zhang and Ling (2015) to conduct research related to temporal leadership in China. On the other hand, current research on employees’ UPB largely focuses on its causative factors, while less research has been conducted on the disincentives for UPB, which to some extent limits systematic and sound research on UPB.

This study uses the Conservation of Resource theory to examine the influence of abusive supervision on organizational citizenship behavior (OCB) via emotional exhaustion, using a moderated mediation framework.

A questionnaire was adapted to collect data from 212 full-time employees in 22 private health centers in Nineveh governorate in Iraq in two waves. Hypotheses were tested using hierarchical regression and bootstrapping analyses.

This study suggests that workplace friendship reduces the positive relationship between abusive supervision and emotional exhaustion of employees and reduces the negative indirect effect of abusive supervision on OCB.

First, this study provides academicians with a better understanding of the moderating effect of workplace friendship on the relationship between abusive supervision and emotional exhaustion and then its impact on OCB. Second, the paper is one of the few studies that dealt with the abusive supervision in the health sector using data from the Middle East in Iraq, while most leadership research is conducted in the western part of the world.

Recently, physical crafting has been found to positively affect emotional exhaustion through workload. However, the role of cognitive crafting in this process remains unexamined. To address this research gap, this study examined the relationship between cognitive crafting and emotional exhaustion, as well as whether cognitive crafting moderates the positive indirect effects of physical crafting on emotional exhaustion through workload.

The data were collected through an Internet survey conducted with 2,143 Japanese employees, and path regression analysis was conducted to analyze the data.

The results show that cognitive crafting was negatively correlated with emotional exhaustion, weakened the relationship between workload and emotional exhaustion and weakened the indirect effects of physical crafting on emotional exhaustion.

The practical implications of these findings suggest that practitioners should encourage the improvement of cognitive crafting. Implementation of job crafting interventions and customer participation could be effective in enhancing cognitive crafting.

The study provides a deeper understanding of how cognitive crafting influences emotional exhaustion and how it influences the process through which physical crafting influences emotional exhaustion, aligning with the transactional model. The results reiterate the importance of cognitive crafting, an aspect that has received little attention since the introduction of the job demands-resources (JD-R) model of job crafting.

The purpose of the present study is to extend the body of research on healthcare management by examining the effect of workplace stressors, including abusive supervision, customer incivility and the perceived threat of COVID-19 (PCT), on turnover intention. The study also contributes to healthcare management research by examining the mediating role of emotional exhaustion, the moderating role of employee resilience and constituent attachment.

The study developed and tested a model explaining the relationship between abusive supervision, customer incivility, PCT, emotional exhaustion, turnover intention, employee resilience and constituent attachment. Data were collected from a sample of 375 frontline employees who work in private hospitals in Mashhad, the second-most populous city in Iran.

The findings indicate that abusive supervision and customer incivility, directly and indirectly, affect turnover intention through emotional exhaustion. Furthermore, employee resilience was found to mitigate the relationship between stressors excluding the PCT and emotional exhaustion. Moreover, constituent attachment decreased the likelihood of turnover intention among employees who experienced abusive supervision. The findings suggest that controlling abusive supervision, customer incivility and PCT can lead to less emotionally exhausted employees with lower turnover intention. Furthermore, enhancing employee resilience and constituent attachment can decrease emotional exhaustion and turnover intention.

Despite the large body of research on the relationship between the variables mentioned above, few studies have presented a conceptual model based on the relationship between them. This article presents a conceptual model that has not been previously discussed in any other publication to examine the moderating effect of organizational and individual factors in the relationship between workplace stressors and their consequences, which have not been widely covered in existing literature. Drawing upon conservation of resources theory, job embeddedness theory and attachment theory, the present study aims to fill this gap in the literature.

This study aims to investigate the impact of perceived subtle and overt discrimination on employees’ emotional exhaustion, along with potential mitigating factors such as social support, organizational inclusion and religiosity.

The research is based on a sample of 359 Muslim employees working in US restaurants. The data are analyzed using fuzzy-set Qualitative Comparative Techniques.

The results reveal that high/low emotional exhaustion in tourism and hospitality sector is triggered by multiple combinations of high/low levels of subtle and overt discrimination, family and friends support and religiosity. Such findings hold important implications to both theory and practice.

By using fuzzy-set Qualitative Comparative Analysis, this research stands out from studies on discrimination that use conventional statistical methods. It proposes several solutions leading to a single outcome (high/low emotional exhaustion). This new approach contributes to the advancement of theory in this context.

This study shows that there is no single best solution for high/low emotional exhaustion. Stated differently, multiple solutions provide several ways for firms to mitigate employees’ emotional exhaustion.

Religious discrimination in workplaces is increasing at an alarming rate, particularly in customer facing roles, such as the tourism and hospitality industry. This is having detrimental effects on employees from minority groups, often leading to excessive levels of emotional exhaustion. Nonetheless, the extant literature has somewhat understated the consequences of this issue, creating a void that needs to be fulfilled. This study addresses this gap.

Public police professionals must deal with complex and disruptive social, political and organizational environments. This fact highlights the key role that leadership can play in effectively managing their work, while also ensuring their well-being. The aim of this research is to analyze the influence of laissez-faire versus authentic leadership on the work engagement of police professionals, considering the mediating role of emotional exhaustion and the moderating role of resilience and self-efficacy.

Structural equation modeling and hierarchical multiple regression analysis were used in a sample of 184 public police professionals.

The results show that emotional exhaustion partially mediates the relationship between authentic leadership and work engagement, and fully mediates the relationship between laissez-faire leadership and work engagement. Moreover, resilience moderates the relationships between authentic leadership, emotional exhaustion and work engagement; and self-efficacy moderates the relationships between laissez-faire leadership and emotional exhaustion and between laissez-faire leadership and work engagement.

This study highlights that constructive leadership is an important driver of positive experiences at work; it is necessary to change from passive to constructive leadership; and it is important for the combination of psychological resources and positive leadership to improve police professionals’ well-being.

Based on the resource conservation theory, this research paper aims to evaluate the positive impact of customer orientation on frontline employees' emotional exhaustion and the moderating effects of customer incivility and supervisor monitoring.

Two-wave data from 484 frontline employees in power supply business halls were analyzed. This study used AMOS 23.0, SPSS22.0 and PROCESS macro for data statistics and analysis.

Our empirical research demonstrates that customer orientation has a significant positive impact on frontline employees' emotional exhaustion. At the same time, supervisor monitoring moderates the relationship between customer orientation and emotional exhaustion. The higher the interactional or observational monitoring, the stronger customer orientation's effect on frontline employees' emotional exhaustion. Moreover, a three-way interaction model exists between customer orientation, customer incivility and supervisor monitoring.

This study yields practical implications for helping the frontline employees of service-oriented organizations alleviate multiple interpersonal workplace pressures.

Based on resource conservation theory, this paper used a novel approach to focus on customer orientation, customer incivility and supervisor monitoring as interpersonal stressors.

The study aims to examine the dark side of teleworking and tests the various factors which lead to employee exhaustion while teleworking. The study examines two key variables, i.e. initiated interdependence and professional isolation, as antecedents of emotional exhaustion amongst employees who are teleworking. The study further investigates the mediating role of psychological detachment in these relationships.

Survey data were collected from 307 employees who were teleworking for more than three months. Structural equation modeling (SEM) was used to test the proposed hypothesis.

The study found that initiated interdependence and professional isolation positively impact emotional exhaustion. These findings suggest that employees whose work is designed such that others depend on them will experience high emotional exhaustion while teleworking. Also, employees who experience professional isolation because of a lack of connection while teleworking will experience emotional exhaustion. The study also revealed the mediating role of psychological detachment in these relationships.

The study has insights for policy-making concerning telework practices.

It is one of the first studies examining the impact of teleworking in a context when it is not a choice exercised by the employees but has been imposed upon them. This study is particularly relevant in the context of the decision made by some organizations to move to telework as a permanent work format.

This study aims to investigate the work experience of women in hospitality with the job demands-resources (JD-R) theory. By focusing on job resources, job demands (emotional and physical), work engagement, emotional exhaustion and turnover intention, this study examines (1) female workers’ perceptions of these variables; (2) how race, age and job positions affect perceptions and (3) structural relationships among these variables.

The study collected 412 responses from American female hospitality workers via an online survey. Descriptive statistics and independent T-tests were conducted using SPSS to analyze professional experiences and differences based on individual characteristics. Path analysis was conducted using Amos 28 to assess the structural relationships among variables.

Female hospitality workers generally feel engaged, experience low emotional exhaustion and have low turnover intention. Younger or front-line women reported higher emotional exhaustion, lower engagement and greater likelihood to quit. Unexpectedly, emotional resources do not significantly affect work engagement, but physical resources increase it.

The study provides directions to establish specific well-being and organizational support initiatives to retain female hospitality workers.

This study offers fresh insights into the JD-R theory by examining the experiences of American female hospitality employees using a non-comparative lens. Although existing literature highlights women’s unfavorable positions relative to male counterparts, this study reveals rather positive perspectives. Additionally, it presents a dual psychological process of how job resources and demands affect women’s work experience and the varying impacts of job demands on work engagement.

This study investigate the correlation between authoritarian leadership and organizational deviance. Furthermore, it seeks to explore the mediating role of emotional exhaustion in this relationship.

The data were obtained from 398 frontline service employees and their immediate supervisors at 25 five-star hotels. Data were collected on different occasions.

The results indicate that authoritarian leadership has a positive and significant relationship with organizational deviance. We also conclude that emotional exhaustion mediates the relationship between authoritarian leadership and organizational deviance.

The present research suggests that managers can decrease emotional exhaustion and, consequently, organizational deviance, by avoiding an authoritarian leadership style. Additionally, the theoretical and managerial implications of the present study can be utilized to reduce organizational deviance.

The present study adds to the existing literature on authoritarian leadership, emotional exhaustion and organizational deviance by offering a possible explanation for how emotional exhaustion mediates the relationship between authoritarian leadership and organizational deviance.