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Building on a stress-related view, this study examines the impact of qualitative job insecurity on three indicators of career sustainability. It also examines the moderating role of employee age in this relationship.

Dutch respondents (N = 398) working in various sectors responded to an online survey. Our hypotheses were tested using path modeling with Mplus.

Qualitative job insecurity was negatively related to job satisfaction, general health, and employability. Moreover, a moderating effect of employee age on the relationship between qualitative job insecurity and job satisfaction was found.

Organizations need to take measures to prevent qualitative job insecurity, as this appears to be an essential hindering factor that might endanger an employee's career sustainability. Especially younger workers (<40 years) seem to suffer from qualitative job insecurity as this decreases their job satisfaction, urging management and HR professionals to protect them against it.

By focusing on qualitative job insecurity, this study helps to close an essential gap in the literature that so far has mainly focused on quantitative job insecurity. Besides, this is the very first empirical work investigating the link between qualitative job insecurity and multiple indicators of career sustainability. Finally, this research adds a developmental approach to sustainable careers by comparing younger and older workers.

There is extensive literature on the determinants of job tenure insecurity. However, very little is known about the individual drivers of labour market insecurity. Additionally, while a piece of literature shows that volunteering improves workers' income, no study considers volunteering as an activity which could help workers to feel more confident about their perception of labour market insecurity if they lost or resigned their jobs. Therefore, purpose of this paper is to study whether workers who volunteer are less likely to perceive labour market insecurity.

The paper employs data from the sixth European working conditions survey which provides a great deal of information on working conditions. For the empirical investigation, probit model as well as robustness analysis have been implemented.

Results show that employees who do voluntary activities have a greater likelihood of declaring perceived labour market insecurity, which is nearly 3 percentage points lower, than employees who do not volunteer. Findings suggest that governments need to improve the relationship between for-profit and non-profit sectors to encourage volunteering.

This is the first study which considers volunteering as an activity which could help workers to feel more confident about their perception of “labour market insecurity”. Most of the studies on “labour market insecurity” do not focus on the workers individual characteristics but mainly on the labour markets institutional characteristics and welfare regimes differences.

Grounded in the cognitive appraisal theory, this paper aims to investigate how employees cognitively evaluate and respond to the introduction of service robots, with a particular focus on generational differences.

Data was collected from hospitality employees across different generations in the USA, and 279 responses were analyzed using partial least squares structural equation modeling.

The results indicate negative service robot awareness and perceived risk significantly contribute to increased turnover intentions, with job insecurity mediating these associations. Notably, Generation Z employees exhibit distinct attitudes toward service robots compared to older generations, indicating a varying response pattern across different generational cohorts.

Organizations operating in the hospitality industry can use these findings to tailor interventions aimed at addressing concerns related to job insecurity and turnover intentions arising from the integration of service robots. Recognizing the diverse perspectives among different generational groups, organizations can implement targeted approaches to ensure a smoother transition and enhance employee acceptance of service robot technologies.

This study contributes to the literature by shedding light on the nuanced interplay between employees’ cognitive evaluations, generational differences and the introduction of service robots in the hospitality sector. The insights generated offer valuable guidance for both academics and industry practitioners, facilitating the development of strategies to foster a mutually beneficial integration of service robots into the workforce.

本研究基于认知评估理论, 探讨员工如何对引入服务机器人进行认知评估和响应, 特别关注世代差异。

采集了来自美国不同世代的酒店员工的数据, 分析了279份回应, 采用了部分最小二乘结构方程建模（PLS-SEM）分析方法。

研究结果显示, 对服务机器人的负面认知和感知风险显著增加了员工的离职意向, 工作不安全感在这些关系中起到了中介作用。值得注意的是, 与老一辈相比, Z世代员工对服务机器人表现出明显不同的态度, 显示出不同世代群体对服务机器人的响应模式各异。

本研究通过揭示员工认知评估、世代差异和服务机器人引入在酒店业中的微妙互动, 对文献做出了贡献。所得的洞见为学术界和行业从业者提供了宝贵指导, 有助于制定策略, 促进服务机器人与工作人员的互利融合。

在酒店业运营的组织可以利用这些发现来定制干预措施, 解决由引入服务机器人引发的工作不安全感和离职意向问题。认识到不同世代群体的多样化观点, 组织可以实施有针对性的方法, 确保服务机器人技术的平稳过渡, 增强员工对其的接受度。

This study explores the concept of “workplace survivor syndrome” (WSS) using bibliometric analysis and literature review, thereby identifying the avenues for future research in business management.

The study adopted a methodological combination of bibliometric analysis and literature review. The methodological order is as follows: using the Scopus database and identifying 118 articles from ABDC listed journals, performance analysis by VOS viewer (citation analysis), science mapping analysis by Biblioshiny (visualisation and graphical presentation), and finally, the content analysis of the best 40 articles with a minimum of 50 citations and without any year restriction.

The bibliometric analysis reveals the most influential authors, articles, journals, countries, publication trends, impactful articles, and impactful authors of workplace survivor syndrome research, along with popular keywords used in this area. The content analysis identified three themes: emotional, cognitive, and behavioural syndrome. The content analysis reported the central mechanism adopted in 40 articles, including theories, methodologies, variables, sample size, etc. Additionally, the study explored the positive reviews on WSS.

The study considered only the articles from the ABDC journal quality list for the review.

The article is persuasively the first research to provide the intellectual structure and comprehensive bibliometric analysis of workplace survivor syndrome.

A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.

The integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).

The mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.

This study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.

Communication with employees during times of crisis has become a crucial aspect of crisis management for building organizational resilience knowledge. Thus, explaining how internal crisis management promotes positive employee behaviour has become imperative. This study aims to investigate the relationship between internal crisis communication, job engagement, Organizational Citizenship Behaviour towards the Environment, Communicative behaviour for sensemaking and sensegiving and organizational resilience.

An online survey was conducted with 483 full-time employees in Pakistan. The structural equation modelling technique was employed to assess the study's hypotheses.

The findings of this study demonstrate that internal crisis communication can boost employee job engagement, organizational citizenship behaviour towards environment, sensemaking and sensegiving, which will also have a downstream effect on organizational resilience.

The findings of this study indicated that effective internal communication can aid managers in making well-informed decisions, coordinating response efforts and disseminating vital information to relevant stakeholders. As a result, this study contributes to the literature on internal crisis management by incorporating employee behavioural intention towards the environment. It provides managers and practitioners with knowledge on managing employees during a crisis.

Surprisingly, the conservation of resource theory (COR) does not explain communicative conduct (sensegiving) and environmental (e.g. organizational citizenship behaviour towards environment) components. This research combines the tenets of COR theory that have yet to be researched with the employees' environmental responses element. The mechanisms of cognition and communication were also ignored in earlier studies. This study sheds light on the process through which higher levels of job engagement, organizational citizenship behaviour towards environment and the capacity for comprehension (e.g. sensemaking) and meaning-transmission (e.g. sensegiving) ultimately help organizations navigate the crisis successfully.

The study’s objective is to assess the impact of employer branding (EB) on person–job fit (PJF), work engagement (WE), internal communication (IC) and employee performance (EP) in tourism businesses. In addition, the study evaluated the mediating roles of PJF, WE and IC between EB and EP.

To gather data, the questionnaire was distributed to 1,024 employees in travel agencies and 746 questionnaires valid for statistical analysis were received.

The findings indicated the positive influence of EB on PJF, WE, IC and EP. These findings also revealed the positive effects of PJF, WE and IC on EP. The partial mediating functions of PJF, WE and IC in the nexus between EB and EP, and the mediating function of PJF in the nexus between EB and WE are highlighted.

General managers should invest in creating a strong EB that highlights the organization's core values, culture and unique features, such as personal development opportunities and a supportive environment.

This study presents and empirically examines an innovative theoretical model that thoroughly evaluates the effects EB, PJF, WE and IC on EP in the lens of Social Exchange Theory (SET).

The study examines the mediating mechanisms of job engagement (JE) and organizational engagement (OE) in the relationship between organizational career development (OCD) and retention of millennial employees.

Data from a total of 422 employees working in information technology organizations in India were collected through a structured questionnaire survey and subjected to analysis using structural equation modelling (SEM) with a confidence level of 95 percent. The convenience sampling technique for collecting data and descriptive research design was used in the study.

Results of SEM indicate that there is a positive relationship between OCD and employee retention (ER), which is mediated by JE and OE partially.

The study contributes by establishing the mediating role played by JE and OE in the relationship between OCD and ER.

This study evaluated the bundled impact of high performance work practices (HPWPs) on Generation Y (Gen Y) employee engagement (EE) while considering empowering leadership (EL) as a mediator.

The data for the study are received from 404 Gen Y frontline service employees from three to five star Indian hotels and examined using structural equation modeling.

Gen Y employees' perception of HPWPs directly explains their engagement, and EL partially mediates the link between HPWPs and Gen Y EE.

This study suggests managers to gain from implementing HPWPs and their impact on Gen Y engagement to boost their organizational performance.

This study suggests managers to gain from implementing HPWPs and their impact on Gen Y EE to boost their employee and hotel's performance.

The present research is one of the few attempts to study how HPWPs can engage the Gen Y cohort in the workplace, especially in developing countries (i.e. India).

Based on self-determination theory, the paper examines the employee’s innovative behaviour in a remote-working context. It explores the relationship between e-skill self-efficacy (ESSE) in developing innovative behaviour (IB) to stay up with the rising rate of change through the mediating mechanism of employee resilience (ER) and considering organisational support (OS) as a potential moderator in these relationships.

The study adopted empirical research tested on 298 remote workers from the Indian IT and Education industry. Structural Equation Modelling (SEM) via Partial Least Squares (PLS) is the statistical methodology used.

The results identified that ER partially mediates the relationship between ESSE and IB. Further, for the direct effects, it was found that ESSE directly impacts ER and IB. Intriguingly, the moderating role adds depth to our understanding of predicting nuanced conditions under which ESSE and ER influence IB.

Due to organisational significance, IB is gaining increasing attention from scholars. There is a dearth of knowledge on how innovative behaviour can be stimulated at the individual level, despite the rising interest of academicians. Hence, this study bridges the gap and intends to analyse the theoretical model linking ESSE and IB mediated by ER and moderated by OS conducive to the future of remote work. Further, the findings add knowledge to the literature on contemporary remote working. It aids in designing, adopting and implementing policies and practices for the organisations that have (or will move) to remote and hybrid work settings.