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This paper aims to determine the impact of perceived virtuality on team dynamics and outcomes by adopting the Input-Mediators-Outcome (IMO) framework. Further, it also investigates the mediating role of team processes and emergent states.

The authors collected survey data from 315 individuals working in virtual teams (VTs) in the information technology sector in India using both offline and online questionnaires. They performed the analysis using Partial Least Squares Structural Equation Modelling (PLS-SEM).

The authors investigated two sets of hypotheses – both direct and indirect (or mediation interactions). Results show that psychological empowerment and conflict management are significant in managing VTs. Also, perceived virtuality impacts team outcomes, i.e. perceived team performance, team satisfaction and subjective well-being.

The interplay between the behavioural team process (conflict management) and the emergent state (psychological empowerment) was examined. The study also helps broaden our understanding of the various psychological variables associated with teamwork in the context of VTs.

Findings from this study will aid in assessing the consequences of virtual teamwork at both individual and organisational levels, such as guiding the design and sustainability of VT arrangements, achieving higher productivity in VTs, and designing effective and interactive solutions in the virtual space.

The study examined the interplay between behavioural team processes (such as conflict management) and emergent states (such as psychological empowerment). The study also theorises and empirically tests the relationships between perceived virtuality and team outcomes (i.e. both affective and effectiveness). It may serve as a guide to understanding team dynamics in VTs better.

This exploratory study attempts to enhance the current understanding of the research and practice of VTs within a developing economy.

The study aims to explore and validate the revised psychological contract scale in this new normal era.

To serve the purpose, four studies were conducted. Study 1 was conducted for item generation through the extant literature review and phenomenological study. Study 2 highlighted the expert review. Study 3 explained the confirmatory factor analysis. At the end of study 3, the new psychological contract content had 14 items along with 15 traditional psychological contract content items. The nomological study validated the scale with the help of antecedent, i.e. supervisor's support, and outcomes, i.e. well-being and innovative behavior.

The revised psychological contract was bifurcated into two categories: new and traditional. Further, the revised psychological contract scale was having two dimensions: content and breach/fulfillment. The new content was the outcome of changes in perceived obligations due to pandemic. The nomological study found that supervisor support had a positive impact on the content of the psychological contract and fulfillment/breach of the psychological contract. Further, it was found that the new content of psychological contract was impacting more on well-being and innovative behavior than the traditional psychological contract.

In the new normal era, the working style and patterns have changed. Thus, it was important to capture changes in perceived obligations and employees' perception regarding to which extent their organizations were able to meet these altered perceived obligations. The study has direct implications for the practitioners as the revised psychological contract scale enlisted the perceived obligations of the employee and the extent to which these obligations were fulfilled by the employer. The study is also helpful in developing new normal HR policies and practices in the organization.

The study is original as it creates a new scale to measure the content of psychological contract and fulfillment/breach of psychological contract during new normal.

The work-from-home scheme (WFH) is increasingly being adopted in service firms. However, the blurred border between employees’ work and life can create work–life conflict (WLC) that negatively affects their well-being. Therefore, identifying factors that help employees overcome WLC and nurture their well-being is imperative. From a transformative service research (TSR) and personal psychology perspective, this study aims to explore the roles of service employee state of mindfulness and resilience in reducing WLC, alleviating its negative effects and ultimately nurturing their happiness.

A structural model was proposed. Data were collected from 339 WFH employees in various knowledge-based services such as professional services, information, education and training, financial consulting and marketing. Direct, indirect, mediating and moderating effects were estimated using the CB-SEM method.

Mindfulness is the overarching capability that helps reduce WLC and raise resilience. It nurtures WFH employee happiness not only directly but also via the mediation of resilience and WLC. Resilience, on the other hand, mediates the effect of mindfulness on happiness and moderates the negative impact of WLC on happiness.

Firms are recommended to organize mindfulness and resilience training programs, and encourage organizational- and job-related facilitators. WFH employees should actively participate in such programs and add them to their to-do-list practices.

To the best of the authors’ knowledge, this study is among the first empirical studies of employee mindfulness and resilience in the WFH context. It contributes to the TSR research stream and enriches the concepts of mindfulness and resilience by elucidating different mechanisms in which each of these personal qualities operates to help employees nurture happiness in this specific working condition.

This study relied on the job demands and resource model to understand employees’ turnover intentions. Recent studies have consistently lent support for the significant association between role ambiguity and turnover intentions; however, only a handful of studies focused on examining the potential mediators in this association. The authors argued that role ambiguity positively influences turnover intentions through affective mechanisms: job involvement and satisfaction.

To test the model, a large sample of working adults participated (N = 505).

Structural equation modeling results showed that role ambiguity, job involvement and job satisfaction were significantly associated with turnover intentions. Moreover, a serial mediation was found among the variables: employees with low levels of role ambiguity tended to report higher job involvement, which further increased their satisfaction with the job and subsequently decreased their turnover intentions.

The cross-sectional design is a limitation.

Practical suggestions regarding how organizations can reduce employee turnover are discussed.

The findings provide support for theory-driven interventions to address developing the intention to stay at work among working adults.

The world of work is constantly changing. The COVID-19 pandemic has reinforced working from home, and there is an increasing demand for flexibility regarding the workplace. There is little empirical evidence on the mechanisms and factors that influence employee outcomes, such as productivity and turnover intention, at the workplace and at home. In addition, it is unclear whether the workplace characteristics that influence employee outcomes vary between different nations due to country-specific circumstances. The paper aims to address these two issues.

The research model applied in this study is based on the job demands-resources (JD-R) and environmental demands-resources models using German (n = 429) and USA (n = 507) survey samples. Partial least squares structural equation modelling is used to analyse the influence of workplace characteristics (isolation, family–work interference, equipment/facilities and skill variety) on employee outcomes (satisfaction, burnout, productivity and turnover intention). Additionally, a multi-group analysis is used to explore group differences in the factors influencing satisfaction, burnout, productivity and turnover intention between employees in Germany and the USA.

The results reveal that significant determinants of productivity and turnover intention include isolation, family–work interference, equipment/facilities and skill variety. Isolation and equipment/facilities are identified as the most important demands and resources of the home workplace. Some significant differences are found between Germany and the USA. The positive effect of isolation on burnout is significantly stronger in the USA than in Germany, whereas the positive effect of family–work inference on burnout is stronger in Germany than in the USA. The negative effects visible for the relations between burnout and satisfaction, and satisfaction and turnover intention are stronger in Germany than in the USA. The positive effect of burnout on turnover intention is stronger in the USA compared to Germany.

The study adds empirical evidence to the JD-R theory by analysing the influence of the home workplace characteristics on employee outcomes in different countries for the first time using a multi-group analysis. In addition, the study reveals new insights into the differences between the knowledge workforces in Germany and the USA by uncovering how key factors influence employee outcomes such as productivity and turnover intention, partially carried by varying length of experience in work from home between both of these countries. Insights from this study can support corporate real estate managers to make better decisions on the design of employees’ home workplaces and the integration of work from home into the company’s workspace concept.

The purpose of this study is to estimate the effects of gender composition in the workplace on employee job satisfaction and commitment.

The data were collected on both the organizational and employee levels at three different points in time in organizations with more than 70 employees. Multi-level mixed-effects ordered logistics regressions were used to account for the multi-level nature of the data and the ordered nature of the dependent variables.

Employees in gender-balanced workplaces show higher levels of job satisfaction and commitment than those in female-dominated or male-dominated workplaces. The relationship is also based on the gender of the individual, as men show a significantly lower level of both job satisfaction and commitment when working in male-dominated workplaces than others, while for women, the effect is only significant for commitment.

Aiming for a balance in the gender composition of the workplace may improve employee attitudes, especially for men. The results also indicate that further research is warranted into why job satisfaction and commitment are significantly lower among men in male-dominated workplaces.

The relationship between gender and job satisfaction and commitment is well established, but less is known about the effects of gender composition on job satisfaction and commitment. Previous papers have focused on job satisfaction. This paper extends prior studies by estimating the effects of gender composition on both job satisfaction and commitment using multi-level regressions on a rich dataset.

This study aims to provide insight into the determinants of wellness tourism satisfaction, thereby taking a nonlinear approach regarding the relationships between attribute-level performance of wellness facility attributes, on the one hand, and wellness destination attributes, on the other hand, and global wellness tourist satisfaction. In addition, scores of impact range are calculated to reveal the potentially most determinant wellness facility and destination attributes.

This study uses data from a survey-based study conducted among 1,331 wellness tourists who have engaged in wellness tourism activities at one of 28 hotels with wellness offerings and 10 spas in Croatia. Impact-asymmetry analysis and impact-range analysis are used to quantify the potential of individual wellness attributes to generate satisfaction and dissatisfaction among wellness tourists and to perform a classification of wellness attributes according to the three-factor theory of customer satisfaction.

Operators of wellness tourism facilities, as well as managers of wellness destinations, must not make any compromises in quality levels because most wellness attributes have significantly higher potential to frustrate than please tourists. Basic factors such as cleanliness, punctuality or safety turned out to have the strongest influence on global satisfaction levels. Moreover, in line with previous research, wellness tourists have large expectations from destinations to have a preserved and beautiful nature, which is by far the most influential destination attribute. In addition to a safe environment and high-quality accommodation, wellness tourists further prefer rich cultural offerings.

To the best of the authors' knowledge, this is the first study to apply a nonlinear analysis approach to the quality–satisfaction relationship in a wellness tourism setting. Moreover, to the knowledge of the authors, this is the only study that used separate attribute models for wellness facilities, on the one hand, and wellness destinations, on the other hand, based on a nation-wide sample that covers multiple cases (i.e. multiple facilities and destinations).

本研究旨在深入了解养生旅游满意度的决定因素, 从而采用非线性方法来研究（i）养生设施属性和 （ii）养生目的地属性对国际养生游客满意度的关系。此外, 本文还计算了影响范围的分数, 以揭示潜在的最具决定性的养生设施和目的地属性。

本研究使用了基于对 1,331 名养生游客进行调查问卷的数据, 这些游客曾在克罗地亚 28 的酒店以及10个水疗中心进行了养生旅游活动。本文采用影响不对称分析（IAA）和影响范围分析（IRA）来量化个体养生属性在健康游客中产生满意度和不满意的潜力, 并根据顾客三因素满意度理论对健康属性进行分类。

养生旅游设施的运营商以及养生目的地的管理者不能在质量水平上做出任何妥协, 因为大多数养生属性很可能使游客感到沮丧, 而不是取悦游客。事实证明, 清洁、准时及安全等基本因素对全球满意度影响最大。此外, 根据之前的研究, 健康游客对目的地抱有很大的期望, 希望拥有保存完好且美丽的自然风光, 这是最具影响力的目的地属性。除了安全的环境和高品质的住宿外, 养生游客更看重丰富的文化产品。

这是第一项将非线性分析方法应用于养生旅游环境中的质量与满意度关系的研究。此外, 据作者所知, 这是唯一一项基于涵盖多个案例（即多个设施及目的地）的国家样本, 一方面对养生设施使用单独的属性模型, 另一方面对养生目的地使用单独的属性模型的研究。

Este estudio tiene como objetivo proporcionar información sobre los determinantes de la satisfacción del turismo de bienestar, adoptando así un enfoque no lineal con respecto a las relaciones entre el rendimiento a nivel de atributos de (i) atributos de instalaciones de bienestar, por un lado, y (ii) atributos de destino de bienestar, por otro lado, y la satisfacción del turista de bienestar global. Además, se calculan puntajes de rango de impacto para revelar las instalaciones de bienestar y los atributos de destino potencialmente más determinantes.

este estudio utiliza datos de un estudio basado en encuestas realizado entre 1,331 turistas de bienestar que participaron en actividades de turismo de bienestar en uno de los 28 hoteles con ofertas de bienestar y diez spas en Croacia. El análisis de asimetría de impacto (IAA) y el análisis de rango de impacto (IRA) se utilizan para cuantificar el potencial de los atributos de bienestar individuales para generar satisfacción e insatisfacción entre los turistas de bienestar y para realizar una clasificación de los atributos de bienestar de acuerdo con la teoría de los tres factores del cliente. satisfacción.

Los operadores de instalaciones de turismo de bienestar, así como los administradores de destinos de bienestar, no deben comprometer los niveles de calidad porque la mayoría de los atributos de bienestar tienen un potencial significativamente mayor para frustrar que para complacer a los turistas. Los factores básicos, como la limpieza, la puntualidad o la seguridad, resultaron ser los que más influyeron en los niveles de satisfacción global. En consecuencia, estos atributos no deben verse como fuentes potenciales de satisfacción y deleite del cliente, sino que deben otorgarse altos niveles de desempeño para evitar una fuerte insatisfacción. Además, en línea con investigaciones anteriores, los turistas de bienestar tienen grandes expectativas de que los destinos tengan una naturaleza preservada y hermosa, que es, con mucho, el atributo de destino más influyente. Además de un entorno seguro y un alojamiento de alta calidad, los turistas de bienestar prefieren una rica oferta cultural. Aplicando la teoría de los tres factores, una visión más matizada de la formación de la satisfacción del turista de bienestar mostró que estos atributos del destino tienen un potencial mucho mayor para crear una fuerte insatisfacción que satisfacción.

Este es el primer estudio que aplica un enfoque de análisis no lineal a la relación calidad-satisfacción en un entorno de turismo de bienestar. Además, según el conocimiento de los autores, este es el único estudio que utilizó modelos de atributos separados para instalaciones de bienestar, por un lado, y destinos de bienestar, por el otro, en base a una muestra nacional que cubre múltiples casos (es decir, múltiples instalaciones y destinos).

The purpose of this study is to investigate the impact of Inclusive Leadership (IL) and Organizational Justice (OJ) on employees’ Happiness at Work (HAW). Utilizing a mediation mechanism, the study additionally uncovers the mediating impact of Workplace Inclusion (WI).

The research involved a cross-sectional study with a quantitative methodology, collecting data from 311 employees working in IT sector firms in India by administering standardized questionnaires. Statistical analyses, including Partial Least Square Structural Equation Modelling using SmartPLS4.0, were conducted to examine the relationship between constructs.

The hypothesized mediation model was supported. WI mediated the relationship partially between OJ and HAW, whereas there is a full mediating effect of WI on the IL–HAW relationship. Overall, the study shows that by providing fair treatment, inclusive leaders promote inclusivity among employees, further enhancing HAW.

The study’s implications suggest that leaders, with their inclusive behaviour and fair practices, can have a significant positive impact on employees’ workplace happiness when accompanied by a sense of inclusivity among employees.

Organizations and leaders can utilize this study’s findings to promote inclusiveness and HAW, which can be a key to organizational growth and development in a post-pandemic era.

This study contributes to the research literature by addressing the unexplored relationship between IL, OJ and HAW. The exclusive as well as inclusive focus on the mediating role of WI adds new insights and enriches the understanding of the intricate conceptualization of the variables under study.

The purpose of this study is to examine the impact of experience dimensions on the engagement in pro-environmental behaviour (PEB) within nature-based tourism in China. The focus was on sustainable/responsible consumer behaviour by the Chinese Gen Z (18–26 years).

Firstly, a conceptual model was suggested, drawn on experiential marketing approach. Secondly, an empirical study (online survey) with a sample of 580 young persons was conducted and data were analysed using structural equation modeling (SEM).

It was revealed that the act and feel dimensions significantly influence experiential value (EV), and EV positively affects satisfaction, significantly impacting arousal and memory. Positive outcomes of experience impact Gen Z members’ engagement in PEBs. Furthermore, arousal and memory play a similar and partial mediating role between satisfaction and engagement in PEB.

The insights gained give support and guidance to tourism destinations and suppliers to promote environmentally friendly behaviour among tourists. This understanding is valuable and useful to industry practitioners in elaborating and implementing the appropriate strategies to stimulate, motivate and promote tourists’ PEB.

This study elaborates an integrative framework, drawn on a marketing approach and establishing a relationship between experiential dimensions and engagement in PEB through the mediating factors of perceived EV, satisfaction, memory and arousal. It provides tourism researchers with new perspective and insights on tourism experience and consumption behaviour.

本研究证实了体验维度对于中国自然旅游地游客的亲环境旅游行为(PEB)的影响。研究对象聚焦于中国Z世代(18 至26 岁)游客的亲环境行为。

本研究基于体验营销, 提出了一个概念模型, 对580名Z世代游客进行了实证研究(在线调查), 并采用结构方程模型（SEM）对数据进行分析。

结果表明, 行动维度和情感维度显著影响体验价值, 体验价值正向影响满意度, 满意度显著影响唤醒度和记忆。体验后的积极结果会影响Z世代游客的亲环境行为的参与。此外, 唤醒度和记忆在满意度和亲环境行为参与之间起平行的部分中介作用。

研究结果可为旅游目的地的管理者和从业者提供借鉴和参考, 以促进游客的环保行为。这对于旅游业从业者制定和采取恰当的策略来促进和激励游客的亲环境行为也具有重要意义。

本研究基于营销方法, 构建了一个整合框架, 并通过体验价值、满意度, 记忆和唤醒度等中介, 建构了体验维度和参与亲环境行为之间的关系, 拓展了旅游体验及消费行为的研究视角。

El propósito de este estudio fue examinar el impacto de las dimensiones de la experiencia en el comportamiento turístico proambiental (CTP) en el turismo de naturaleza en China, centrándose en el comportamiento sostenible y responsable de la Generación Z china (entre 18 y 26 años).

Se propuso un modelo conceptual basado en el enfoque del marketing experiencial. Posteriormente, se llevó a cabo un estudio empírico mediante una encuesta en línea a 580 jóvenes, y los datos obtenidos se analizaron utilizando SEM (Modelado de Ecuaciones Estructurales).

Se encontró que las dimensiones “actuar” y “sentir” tienen una influencia significativa en el valor experiencial, y este último impacta positivamente en la satisfacción, lo cual a su vez influye en la excitación y la memoria. Los resultados positivos de la experiencia turística tienen un efecto en el compromiso de los miembros de la Generación Z con el comportamiento turístico proambiental. Además, tanto la excitación como la memoria desempeñan un papel parcialmente mediador entre la satisfacción y el compromiso en el CTP.

Los conocimientos obtenidos en este estudio brindan apoyo y orientación a los actores del sector turístico para fomentar un comportamiento respetuoso con el medio ambiente entre los turistas y visitantes. Esta comprensión es valiosa y útil para los profesionales del sector al diseñar e implementar estrategias adecuadas que estimulen, motiven y promuevan el comportamiento turístico proambiental.

Este estudio presenta un marco integrador basado en el enfoque del marketing experiencial, estableciendo una relación entre las dimensiones experienciales y el compromiso en el CTP a través de factores mediadores como el valor experiencial percibido, la satisfacción, la memoria y la excitación. Proporciona a los investigadores del turismo una nueva perspectiva y conocimientos sobre la experiencia turística y el comportamiento de consumo.

This study aims to explore the underlying mechanism of human–pet interaction in pet tourism affecting tourism experiences and daily lives of tourists. The research investigates the moderating role of pet attachment in this mechanism as well.

Based on the social exchange theory and value co-creation theory, this research develops and empirically tests a theoretical framework of human–pet interaction. Data were collected through an online survey of US tourists who have pet travel experiences. The data were analyzed by partial least squares structural equation modeling.

The results show that emotional value partially mediated the relationship between human–pet interaction and travel intention/quality of life, while social value partially mediated the relationship between human–pet interaction and quality of life. The findings of multi-group analysis suggest that the travel experience of tourists with low (vs high) levels of pet attachment is strengthened by human–pet interaction, leading to favorable outcomes.

This study enriches the empirical evidence on pet tourism experience. This study extends the existing literature by demonstrating the heterogeneity of the relationship between human–pet interaction, co-creation value, quality of life and travel intention of tourists with different pet attachment levels.

本研究旨在探索宠物旅游中人与宠物互动影响游客旅游体验和日常生活的潜在机制。本研究还考察了宠物依恋在这一机制中的调节作用。

基于社会交换理论和价值共创理论, 本研究开发并实证检验了人-宠物互动的理论框架。通过对有宠物旅游经历的美国游客进行在线调查收集数据。采用偏最小二乘法-结构方程模型(PLS-SEM)对数据进行分析。

情感价值部分中介了人宠互动与旅游意向/生活质量的关系, 社交价值部分中介了人宠互动与生活质量的关系。多群组分析的结果表明, 低(vs .高)宠物依恋水平的游客的旅游体验因人-宠物互动而得到加强, 从而导致良好的结果。

本研究丰富了宠物旅游体验的实证证据。本研究通过论证具有不同宠物依恋水平游客的人-宠互动、共创价值、生活质量和旅游意向之间关系的异质性, 拓展了现有文献。

El objetivo de este estudio es explorar el mecanismo subyacente de la interacción humano-mascota en el turismo con mascotas que afecta a las experiencias turísticas y a la vida cotidiana de los turistas. El estudio también examina el papel moderador del apego a las mascotas en este mecanismo.

Basada en la teoría del intercambio social y la teoría de la cocreación de valor, esta Investigación desarrolla y prueba empíricamente un marco teórico de la interacción entre humanos y mascotas. Los datos se recopilaron a través de una encuesta en línea a turistas estadounidenses que han tenido experiencias de viaje con mascotas. Los datos fueron analizados mediante un modelo de ecuaciones estructurales basado en mínimos cuadrados parciales (PLS-SEM).

Los resultados muestran que el valor emocional medió parcialmente la relación entre la interacción humano-mascota y la intención de viajar/calidad de vida, mientras que el valor social medió parcialmente la relación entre la interacción humano-mascota y la calidad de vida. Los resultados del análisis multigrupo sugieren que la experiencia de viaje de los turistas con niveles bajos (vs altos) de apego a las mascotas se ve reforzada por la interacción humano-mascota, lo que conduce a resultados favorables.

Este estudio enriquece la evidencia empírica sobre la experiencia del turismo con mascotas. Este estudio amplía la literatura existente al demostrar la heterogeneidad de la relación entre la interacción humano-mascota, el valor de cocreación, la calidad de vida y la intención de viaje de turistas con diferentes niveles de apego a las mascotas.