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The purpose of this paper is to use the job demands-resources model to investigate intra-individual engagement-burnout profiles, and demands-resources profiles.

A representative sample of the US workforce was surveyed online. Latent profile analysis (LPA) and configural frequency analysis examined intra-individual profiles and their inter-relations.

A negative inter-individual correlation between engagement and burnout suggested that burnout tends to be lower when engagement is high, but intra-individual analyses identified both aligned engagement-burnout profiles (high, moderate, and low on both variables), and discrepant profiles (high engagement – low burnout; high burnout – low engagement). High engagement and burnout co-occurred in 18.8 percent of workers. These workers reported strong mixed (positive and negative) emotions and intended to leave their organization. Another LPA identified three demands-resources profiles: low demands – low resources, but moderate self-efficacy, low workload and bureaucracy demands but moderate information processing demands – high resources, and high demands – high resources. Workers with high engagement – high burnout profiles often reported high demands – high resources profiles. In contrast, workers with high engagement – low burnout profiles often reported profiles of high resources, moderate information processing demands, and low other demands.

This study examined the intersection of intra-individual engagement-burnout profiles and demands-resources profiles. Previous studies examined only one of these sides or relied on inter-individual analyses. Interestingly, many employees appear to be optimally engaged while they are burned-out and considering to leave their jobs. Demands and resources facets were distinguished in the LPA, revealing that some demands were associated with resources and engagement.

Socially responsible firms are known to improve competitive advantage and create workplaces that protect employees and the society in the long-term. Yet, the transitionary and project-based nature of the construction industry makes it difficult to espouse socially responsible practices. This study aims to adopt a person-centric conceptualisation of social responsibility by drawing on processes of individual sensemaking to gain a deeper understanding of small-business social responsibility (SBSR).

The authors conducted semi-structured interviews with 11 people from the construction industry in Sri Lanka to develop retrospective narratives.

The findings suggest that individuals in small-business construction firms rely on intraindividual, organisational and wider societal considerations to make sense of SBSR. What drives these interviewees to be responsible is determined not so much by profitability or reputation but by their own SBSR sensemaking process.

This study examines how individuals make sense of social responsibility in transitionary project-based small businesses in the construction industry.

As hybrid organisations operating at the intersection of opposing institutional logics, social enterprises (SEs) pursue the creation of social value w hile functioning as businesses, which generates tensions between social and business concerns. Limited knowledge exists, however, of how hybridity is managed at the intra-individual level. Drawing on regulatory focus theory (RFT), this paper investigates the role of self-regulation in managing hybridity tensions in SEs.

A multiple-case design is useful in investigating the situated cognitive mechanisms underlying individual self-regulation in the context of managing tensions in SEs. The authors interviewed 22 managers from Belgian SEs that had been active in the home-care sector for at least five years before the COVID-19 pandemic to understand how managers handle the tensions between social and business concerns through self-regulation.

The authors show that managers in SEs experience three forms of tensioning: tensioning as intertwining, tensioning as competition and tensioning as superseding. Managers respond differently to tensions depending on their self-regulatory focus (promotion versus prevention) on social and business goals, and this is reflected in their hybridity practices (entrepreneurship, commercialisation, corporatisation and managerialisation). Informed by both social and business logics, hybridity practices serve as tactics used as part of managers' self-regulation, enabling them to handle tensions.

By studying the interactions between individual cognition and institutional logics, this study contributes to the micro-foundations of institutional logics by revealing the role of self-regulation mechanisms in managing tensions in hybrid organisations.

This chapter is a general introduction to the field of case study research in tourism, hospitality, and leisure. The chapter presents a brief review of the literature on the intra-individual logic of case study research. The chapter describes the “four horsemen” for doing case study research: accuracy, generality, complexity/coverage, and value/impact. Examples in the chapter that illustrate this perspective for undertaking case study research may impassion the reader to read through the field guide and personally engage in case study research – at least that is the hope of the editors of this field guide.

Purpose — This study proposes an optimal survey design method for multi-day and multi-period panels that maximizes the statistical power of the parameter of interest under the conditions that non-linear changes in response to a policy intervention over time can be expected.

Design/methodology/approach — The proposed method addresses balances among sample size, survey duration for each wave and frequency of observation. Higher-order polynomial changes in the parameter are also addressed, allowing us to calculate optimal sampling designs for non-linear changes in response to a given policy intervention.

Findings — One of the most important findings is that variation structure in the behaviour of interest strongly influences how surveys are designed to maximize statistical power, while the type of policy to be evaluated does not influence it so much. Empirical results done by using German Mobility Panel data indicate that not only are more data collection waves needed, but longer multi-day periods of behavioural observations per wave are needed as well, with the increase in the non-linearity of the changes in response to a policy intervention.

Originality/value — This study extends previous studies on sampling designs for travel diary survey by dealing with statistical relations between sample size, survey duration for each wave, and frequency of observation, and provides the numerical and empirical results to show how the proposed method works.

Though prior research has addressed customer engagement (CE) with a focal object (e.g. a brand), the dynamics characterizing customers' engagement with different objects and the potential spillover from a customer's engagement with one object to that with another remains tenuous, exposing an important literature-based gap. The authors, therefore, develop a model proposing the existence of a spillover effect from customers' brand engagement to their engagement with brand-related content and suggest customers' personality trait of conscientiousness to moderate this effect.

An online survey-based experiment using 380 Danish Facebook users was conducted to test the model.

The results suggest customers' brand engagement as a significant predictor of their engagement with brand-related content, corroborating the proposed spillover effect. A weaker spillover effect is observed for highly (vs less) conscientious customers, substantiating the moderating role of customer conscientiousness. Moreover, customer conscientiousness is found to interact with brand content-related (i.e. commenting/content creation) task type and brand type (i.e. utilitarian/hedonic) (e.g. more conscientious customers are less likely to engage in brand-related content creation vs. commenting tasks), weakening the spillover effect.

This study extends prior research by quantitatively corroborating an intra-individual CE-based spillover effect from customers' brand engagement to their engagement with brand-related content. The authors also unearth a moderating role of customer conscientiousness, which interacts with brand- and brand content-related task type, on the spillover effect, informing the development of digital marketing strategies.

The purpose of this paper is to explore the possible consequences of the intra-individual level-based perceptions of participative, supportive and instrumental leadership styles and the dissonance factors of leadership styles perceptions on employee engagement using the information-processing and connectionist perspectives of leadership perceptions.

Hypotheses relating to direct and moderated effects of perceptions of leadership styles on employee engagement were tested using a two-stage intra-individual level study (n=172 in each stage). Hierarchical regression analysis was used to test the hypotheses.

The findings revealed that perceptions of preferred and experienced supportive leadership styles are individually important predictors of employee engagement. It was also revealed that differentiated leadership styles have stronger (complementary) effect on employee engagement when the perceptions of experienced participative and supportive leadership styles were aligned with perceptions of respective preferred leadership styles. Furthermore, it was also found that the low level compared to the high level of dissonance factor or the difference between preferred and experienced instrumental leadership style acted as a complementer on employee engagement.

This study has made contributions to facilitate scholars to build better information-processing models and implicit theories for differentiated leadership and employee engagement links. Finally, the study provides new information on the consequence of perceptions of leadership style and the dissonance factor of leadership perceptions on followers’ actions such as employee engagement.

This will be the first empirical study examining the relationships between the dissonance factor of leadership perceptions of participative, supportive and instrumental styles and employee engagement.

The purpose of this paper is to present a holistic intra‐individual perspective on leaders, which focuses on four components of the inner person of the leader; Being, Cognition, Spirituality, and Emotion, and on the observable components of Behavior and Relationships.

Existing leadership literature is appraised within the context of the model. Previously‐proposed interrelationships among the components are enumerated. The paper suggests implications of the model regarding research content and methodology as well as leader development.

The model implies that all components should be included in research and that interrelationships among components should be explored. Also implied is the use of methodological pluralism.

Leaders should attend to all components in the model in their self‐development efforts.

The paper takes an unusual approach to understanding leadership: an individual‐level holistic perspective.

The negative consequences of job insecurity on the well-being of individuals are well known. However, the perceptions of job insecurity over time and how some factors such as social support may affect them have received limited attention. This study follows precarious schoolteachers for three weeks before the end of their contract to explore how their perceptions of job insecurity evolve over time.

The participants were 47 precarious schoolteachers who first completed a general questionnaire, then a diary survey on nine occasions over the course of the three weeks. Data was analysed with MPLUS 7.3.

The results suggest intra-individual differences regarding the way job insecurity was perceived over time. An additional discovery was that support provided by the school principal was negatively related to changes in job insecurity over time.

The relatively small sample size, which includes only precarious schoolteachers, and the methodology complexity of the diary are limitations of this study.

This study highlights the subjective nature of the perceptions of job insecurity. It also shows the importance of the school principal's social support towards precarious schoolteachers; therefore, practitioners should propose interventions to enhance the quality of principal–teachers relationships.

This study contributes to the literature by investigating how perceptions of job insecurity evolve over time and the role of social support.

In a socioeconomic context that is undergoing continuous change, career adaptability emerges as a central construct for understanding the employability of graduates. The purpose of this paper is twofold: first, to analyze intra-individual differences in career adaptability among graduates between the end of graduation (time 1) and integration into the labor market 18 months later (time 2); and second, to analyze the effect of career adaptability on graduates’ employment status 18 months after completing graduation.

A sample of 183 graduates in four different study fields (Economics, Engineering, Social Sciences and Humanities and Law) completed the Career Adapt-Abilities Scale at two different points in time: when they graduated and 18 months after graduation. To assess intra-individual differences over time and the effect of career adaptability on graduates’ employment status, a repeated measures design was used.

The obtained results confirmed a positive association of the four dimensions of career adaptability, with higher scores for the group of employed graduates, in the two measurement times. No statistical differences emerged within personal variables.

This study evidences the relation of career adaptability and employability and demonstrates that it is possible to identify those students who are more vulnerable in terms of career adaptability resources before university-to-work transition and, on this basis, to outline specific interventions to promote their employability.

By adopting a design with two repeated measures of career adaptability, this study offers new insights about the specific role of adaptability in a university-to-work transition period.