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According to extensive analysis, employee agility is influenced by teamwork, coordination and the organizational environment. However, less consideration has been given to the role of work stressors (challenge, hindrance) in influencing employee agility. To address this research gap, this study sheds light on how the use of enterprise social media (ESM) for social and work purposes influences employee agility through work stressors.

This research also explores how ESM visibility enhances the interaction between work stressors and employee agility by using primary data obtained from Chinese workers. A total of 377 entries were analyzed using AMOS 24.10 tools. All the hypotheses were tested using structural equation modeling (SEM).

The findings revealed that ESM use (social and work) negatively impacts challenge and hindrance work stressors. The results also reflect that challenge stressors have a significant impact on employee agility, whereas hindrance stressors are negatively related to it. Furthermore, the outcome also indicated that increased ESM visibility reinforces the connection between challenge stressors and employee agility. However, ESM visibility did not indicate a significant moderating impact on the link between hindrance stressors and employee agility.

This study describes how ESM usage effects agility of stressed employees. This research also explores how ESM visibility improves the interaction between work stressors and employee agility. The study results contribute to growing research on social media and employee agility and suggest several points of guidance for managers.

In this study, we investigated the positive and negative effects of stress that is driven by responsible artificial intelligence (RAI) principles on employee job outcomes by adapting the challenge–hindrance stressors model.

The study design involved empirically validating the proposed model on 299 respondents who use AI for work-related tasks.

The results revealed several RAI-driven challenge and hindrance stressors related to employees’ positive and negative psychological responses and task performance in a digital workplace. Practitioners could use the RAI characteristics to improve employees’ RAI-driven task performance.

This study contributes to the ongoing discussion on technostress and awareness in the context of RAI in the AI literature. By extending the C-HS model to the RAI context, it complements the context-specific technostress literature by conceptualizing different characteristics of RAI as RAI-driven stressors.

Adoption and use of technologies like RAI are not automatically translated into expected job outcomes. Instead, practitioners and academicians also need to know whether the RAI characteristics actually help employees show positive or negative behavior. Furthermore, relying on the challenge–hindrance stressor (C-HS) model, we try to reveal the beneficial and detrimental effects of different RAI characteristics on employees’ job outcomes.

Shifting to OLSL classes during the pandemic can bring learners ambivalent experiences: negative, positive or both appraisals toward the technologies. However, few studies have examined how ambivalent experiences can influence students' learning behaviors, specifically cyberslacking and active participation. Using the challenge-hindrance stressor framework, this study investigates the impact of challenge and hindrance appraisals on these learning behaviors.

This study uses a mixed methods approach to answer research questions. An interview was conducted to identify the key components of ambivalent appraisals, and a survey was conducted to empirically examine the impact of challenge and hindrance appraisals on learners' behaviors in online live streaming learning (OLSL) contexts. The data of 675 university students were analyzed using structural equation modeling.

This study found that hindrance appraisal leads to cyberslacking while challenge appraisal leads to active participation, but it can also cause cyberslacking. Social presence has a double-edged effect, acting as both a facilitator and inhibitor, strengthening the effect of hindrance appraisal on cyberslacking and the impact of challenge appraisal on active participation.

Prior studies have primarily focused on the negative side (techno-distress) of technology appraisals. This study simultaneously examines the positive side, techno-eustress, on learners' behaviors in OLSL contexts, and explores the moderating effects of social presence. This study contributes to the technostress and technology adaptation literature by revealing how technology-induced ambivalent appraisals impact behavioral responses. It offers important theoretical and practical implications for education tool designers.

While the phenomenon of technostress has received significant attention from researchers in recent years, empirical findings concerning the consequences of specific forms of techno-stressors have remained scattered and contradictory. The authors aim to integrate the conclusions of previous studies to understand the effects of specific techno-stressors on strain and job performance.

This study employs meta-analytic techniques to calibrate the findings of 67 studies investigating more than 63,100 employees.

In general, not all techno-stressors have adverse effects. In particular, techno-uncertainty does not impact job performance. In addition, relative weight analyses reveal the relative importance of techno-complexity and techno-insecurity as predictors of both strain and job performance. Finally, this study finds that the effects of specific techno-stressors on job performance vary depending on research participants' gender, educational attainment and employment status.

First, this study provides a more nuanced view of the effects of specific techno-stressors. Second, this research clarifies the relative importance of specific techno-stressors as predictors of strain and job performance. Finally, this study reveals the moderating effects of demographic variables on the relationships between specific techno-stressors and job performance.

The proliferation of Smart Technologies, Artificial Intelligence, Robotics, and Algorithms (STARA) in the tourism and hospitality (T&H) industry has been shown to trigger negative employee behaviour associated with awareness of these technologies. This study expands the existing literature on technology and organisational behaviour from the perspective of hospitality employees based on a dual appraisal of STARA awareness.

The sample included 324 Turkish hotel employees, and the analysis was conducted through partial least squares structural equation modelling (PLS-SEM).

Results revealed the negative impact of STARA awareness on job outcomes among hotel employees. STARA awareness negatively affected the psychological relationship between individuals and organisations. Despite these findings, when perceived as a companion that could support employees' career development, STARA technologies increased employees’ work engagement.

Organisational support plays a critical role in decreasing employees’ fear of technological unemployment. Hotel managers can increase employees' commitment to the organisation by helping them feel valued and supported. However, the support they give to employees will not always work. While more optimistic employees are warmer toward the organisation, depressed employees may not recognise the value the organisation gives them. Hence, managers should strive to offer personalised assistance that addresses the distinct requirements and worries of individual employees.

The research provides a two-sided assessment, extending the one-sided negative perceptions of employees towards STARA technologies. The research is grounded in the Transactional Stress Theory and provides significant implications for the Job Demands-Resources Theory, Person-Organisation Fit Theory, and Self-Determination Theory.

This paper aims to nuance the understanding of hazing’s negative impact on newcomers.

Data were collected through a qualitative interview study of recently employed nurses’ (n = 19) and nursing students’ (n = 42) hazing experiences and analysed through reflexive thematic coding.

The analysis uncovered two themes relating to hazing’s normative harm on newcomers’ professional self-image: “Being denied a voice” and “Being infantilised.”

This paper challenges the two-dimensional challenge-hindrance framework for elucidating the individual consequences of hazing and suggests adding threat stressors.

This paper develops and tests a theoretical framework to explain the effect of guanxi human resource management (HRM), a unique Chinese cultural phenomenon, on employee innovative behavior.

We draw from a sample of 398 employees in 81 teams and test the moderated mediation model using multi-level modeling.

The results show that guanxi HRM can be perceived by employees as being simultaneously an unethical hindrance that stifles innovative behavior and a strategic challenge that is beneficial for innovative behavior. In addition, the results show that these indirect effects are contingent upon the strength of guanxi HRM.

The study advances our understanding of the mechanism and boundary condition underlying the double-edged nature of guanxi HRM practices.

This paper aims to investigate how perceived working conditions affect employee performance, including safety compliance and task performance, through employee well-being (i.e. job satisfaction) in the context of the coal mining sector in China.

This paper uses the job demands-resources model to test the relationships between working conditions, including job demands (work pressure as a challenge demand and perceived risks and hazards in the workplace and ineffectiveness of the safety system as hindrance demands), job resources (interpersonal harmony), job satisfaction and performance. This study adopts a two-wave design with a three-month lag to reduce possible common method bias.

Employees who experienced high level of challenge demands, e.g. time pressure workload, reported higher levels of task performance, and this positive relationship seemed to be robust. There is a direct effect of perceived ineffectiveness of the safety system on task performance, while the relationship between perceived risks and hazards and task performance was fully mediated by job satisfaction. Challenge demands, i.e. work pressure, did not impact much on employees’ well-being, and thus job satisfaction did not mediate the relationship between work pressure and performance. Perceived ineffectiveness of the safety system was negatively associated with safety compliance. This result is not surprising since a lack of effective safety system reflects management’s ignorance of workplace safety, which demotivates employees to enact safe behaviors. In contrast, the presence and implementation of an effective safety system would be interpreted by employees as management exhibiting a high level of commitment. Work pressure was positively not negatively related to safety compliance. One possible explanation for this finding is that the effects of work pressure on safety compliance behaviors might be dependent on contextual factors such as safety climate. Interpersonal harmony moderated the relationships between work pressure and employee performance (both safety compliance and task performance) and the relationship between perceived risks and hazards and task performance, but the role of interpersonal harmony appeared more complex. There was no significant correlation between challenging job demands and individual employee performance when there were higher levels of interpersonal harmony. The relationship between perceived risks and hazards, a hindrance job demand and task performance became positive as interpersonal harmony increased but negative as interpersonal harmony decreased.

This paper provides a robust integrative theoretical framework that better explains the various types of job demands and job resources in the working environment of coal mining sector in China and their relationships to employee performance. The findings also offer valuable guidance for managers trying to identify effective ways to enhance employee performance and safety in the workplace.

This study examines how leaders’ narcissistic rivalry (LNR) affects the in-role performance (IRP) and proactive customer service performance (PCSP) of employees in the hospitality industry. Specifically, this study investigates the mediating role of psychological distress and the moderating role of locus of control (LOC) in the aforementioned relationships.

This study administered a multi-wave, multi-source questionnaire survey with 323 employees working in 11 full-service hotels in China. Statistical analyses were performed using the PROCESS macro in SPSS 26 software and structural equation modeling using Mplus 8.3 software.

The authors' results suggest that LNR can negatively affect hospitality employees’ IRP and PCSP and that these relationships are mediated by psychological distress. Additionally, the impact of LNR on psychological distress can be lessened by internal LOC.

This study contributes to the literature on leader narcissism by investigating how LNR affects IRP and PCSP among hospitality employees. Drawing on conservation of resources theory, this study also identifies a novel mediating mechanism (psychological distress) connecting LNR to hospitality employees’ service outcomes. Furthermore, this study reveals the moderating role of LOC in the relationship between LNR and psychological distress.

Work interruptions (WIs) due to social media are becoming more and more common in the daily lives of organizations. However, the relationship between WI and work performance of employees is still unclear. This study aims to investigate the effects of WIs due to social media on employees' work performance in terms of different mechanisms; it also considers the moderating role of social media usage.

Using the jobs demands-resource (JD-R) model, this paper proposes a research model to investigate the effects of WIs on employee work performance from the perspective of the enabling mechanism and burden mechanism. Structural equation modeling (SEM) was used to analyze the data of 444 employees.

The results show that (1) with regard to the enabling mechanism path, WI has a positive effect on employees' sense of belonging, which further has a positive effect on employees' work performance; (2) with regard to the burden mechanism path, WI has a positive effect on employees' interruption overload; however, the effect of employee interruption overload on employees' work performance is not significant, and (3) social media used for either work or social purposes can strengthen the relationship between WI and interruption overload, while social media used for work-related purposes can reduce the relationship between WI and a sense of belonging.

First, this paper contributes to the WI literature by clarifying how WI affects employees' work performance through different mechanisms, namely the enabling mechanism and the burden mechanism. Second, this paper contributes to the WI literature by revealing a boundary condition, namely social media use, between WI and a sense of belonging and between WI and employees' interruption overload.