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Guided by the conservation of resources theory, this study aims to present a comprehensive framework examining leadership, Guanxi, work-family conflict and work engagement. It specifically explores how group-level transformational leadership influences individual-level Guanxi and work-family conflict and how these factors, in turn, impact work engagement.

The study surveyed 473 teachers in the Klang Valley, Malaysia, and used hierarchical linear modelling.

The results reveal that transformational leadership directly enhances non-work relationships, reduces work-family conflict and indirectly predicts increased work engagement. This indirect influence occurs through the mediation of Guanxi and the work-family conflict. Notably, while stronger Guanxi is associated with greater work engagement in the professional sphere, it does not necessarily mitigate the work-family conflict in the personal domain.

These findings provide valuable insights into maintaining and enhancing work engagement by implementing transformational leadership through more effective channels, such as Guanxi and work-family conflict management.

Workaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and address employee motivators towards behavioral outcomes. Using conservation of resource theory, this study explores the influence of these workaholism dimensions, as resource-consuming elements, on positive organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Further, work–family conflict (WFC) and family–work conflict (FWC) are included as mediators, and time-control as a moderator, and ultimately, a moderated mediation model is tested.

Survey data were collected using a time-lagged data from 306 New Zealand employee respondents. Data were analysed for moderated mediation using the PROCESS macro.

Both dimensions of workaholism positively relate to OCBs but only excessiveness to CWBs. We find significant indirect effects of excessiveness and compulsiveness on CWBs through FWC, where time control acts as a boundary condition, showing moderated mediation effects.

Fundamentally, the unique effects found encourage workaholism researchers to undertake more complex models to provide new insights.

This is a unique study examining time control as a boundary condition. The findings of moderated mediation provide unique insights and show that workaholism effects depend on other factors.

The purpose of this study is to examine processes in the relationship between WFP and work-family conflict in addition to work related attitudes of women returning to work after maternity leave who hold management positions.

Data is gathered from the responses of 238 female managers working for companies throughout Italy who have recently returned to work after maternity leave, to a self-report questionnaire.

The results show that the availability of WFP is directly or indirectly related to work attitudes among female managers. Work-family conflict is shown to partially mediate the relationship between the availability of WFPs and work engagement and the availability of WFPs moderates the relationship between work engagement and work-family conflict.

Therefore provision of communication and psychological support and flexible time-management policies would provide the organizational structure to produce a healthy work-life balance.

This paper has an original approach by examining the psychological mechanisms underlying the availability WFP on attitudes of women managers returning to work after maternity leave.

This study explores the differences and similarities of work value profiles in samples of business students from four countries with markedly different cultures and labor markets.

We used multiple-group latent profile analysis (LPA) to explore the differences and similarities in work value profiles across cultures (n = 317 from Switzerland, n = 313 from Spain, n = 326 from the United States and n = 327 from China).

The latent profiles mostly show similarities across countries: the largest profiles are a want it all and a humble profile with overall high and intermediate levels in all work values. An overall low work value levels profile and one stressing high security and pay emerged in all countries except Switzerland. In the Swiss sample, two unique profiles emerged: the no status and freelancers profiles.

This study has implications for employee attraction, relations and career counseling with culturally diverse populations.

Studies on work values across cultures most often make direct comparisons between samples, which can lead to excessive emphasis on sometimes small differences. By first studying within-culture differences before comparing the results across cultures, we find that there may be more similarities than differences in work values across cultures and that cross-cultural differences may have often been overstated.

This paper aims to explore the impact of remote work on organizational culture, focusing on redefining workplace presence during the COVID-19 pandemic. It examines changes in communication patterns, employee engagement and leadership practices, offering insights into how organizations can adapt their cultural frameworks for a remote or hybrid workforce.

Using a conceptual approach, this paper draws on existing literature, theories and case studies to analyze the implications of remote work for organizational culture. It examines the practical applications of theoretical frameworks such as Kotter's 8-Step Change Model, the Competing Values Framework, Social Exchange Theory, Role Theory, Self-Determination Theory and Equity Theory.

The findings indicate that the transition to remote work necessitates changes in communication patterns, collaboration, employee engagement and the sense of belonging. It also highlights the critical role of leadership in fostering a positive remote work culture, requiring organizations to adapt to a paradigm where presence is measured by engagement and productivity rather than physical visibility.

This paper contributes to understanding the impact of remote work on organizational culture by integrating various theoretical frameworks and providing practical implications for managing remote work environments. It comprehensively analyzes the challenges and opportunities the shift to remote work presents and provides recommendations for organizations to navigate this transition successfully.

This article aims to investigate teleworking in public institutions, specifically focussing on the perspectives of technical-administrative employees at a Brazilian federal educational institution.

The research methodology involved the use of guided semi-structured interviews with public servants. The analysis applied a prior set of categories derived from the advantages and disadvantages of teleworking, as well as the favourable and unfavourable aspects of the interaction between teleworking and family relationships.

The findings reveal a range of benefits associated with teleworking, primarily an improved quality of life for workers. However, the study also identified significant challenges, including excessive workload, social isolation and difficulties in separating personal and professional life, corroborating with previous studies.

It is crucial to note that the majority of participants in the study have children or dependants, which could potentially influence their teleworking strategies and experiences. This demographic factor may play a significant role in how participants navigate their work-from-home routines and manage their responsibilities, especially during the COVID-19 pandemic.

Working from home presents two sides of the same coin according to the vision of those involved in this type of work. Public organisations should know in depth the challenges faced by their workers to prioritise planning that monitors their workforce and achieve success with teleworking.

The insights from this study provide valuable guidance for the development of evidence-based teleworking policies and practices in public educational institutions.

The adaptive performance of architects as a key professional in project delivery teams has become important for developing strategies, skills and cognitive behaviours for sustainability of working systems. However, the understanding and knowledge of adaptive performance of architects is lacking in the current literature. Thus, this study fills this gap by primarily assessing the adaptive performance of architects in project teams in project delivery.

By adopting the widely used eight-dimension attributes of adaptive performance, a questionnaire survey was conducted among team participants and stakeholders who directly or indirectly work on projects with architects in the public and private sectors project delivery supply chain in Ghana. A total of 42 responses were subsequently used in a fuzzy set theory analysis being facilitated by a set of linguistic terms.

From the assessment, the overall adaptive performance of architects from the eight-dimension attributes emerged to be fairly high. Additionally, the architects’ performance in the individual eight-dimensions showed varied results. High performance was registered in architects’ ability to handling work stress and cultural adaptability. Also, architects demonstrated a fairly high performance in dealing with uncertain or unpredictable work situations. However, in the cases of learning work tasks, technologies and procedures, interpersonal adaptability and handling crisis and emergency situations, architects were deemed to have low and fairly low adaptive performance among project teams.

Given the vagueness and complexities in understanding adaptability among teams and its assessment, through the use of fuzzy set theory based on a suitable set of linguistics terms, the study presents a novel understanding of the level of architects’ adaptive performance in project teams in project delivery. The findings are extremely useful in helping architects adapt and cope with changing competitive work environment by developing the right cognitive behaviours for task functions and organizational roles, disruptions and aiding their ability to self-regulate.

This paper aims to present a research framework examining how hotel ratings can be affected by travel purposes (business vs leisure). It explores theoretical foundations, introduces hypotheses and outlines the methodology used in six studies to investigate connections between trip types, work-related factors, hotel ratings and other variables. The goal is to enhance understanding of factors influencing consumer hotel evaluations, with implications for hospitality industry service design and marketing strategies.

The study uses a multi-method approach to investigate the impact of trip type (business vs leisure) on hotel ratings. The theoretical framework is rooted in perceptual frameworks that shape the evaluation of travel experiences. The research proposes and tests several hypotheses through six studies, using diverse data sources and methods for enhanced reliability.

This study shows that business travelers consistently give lower hotel ratings than leisure travelers, with work-related concerns playing a crucial role. Consumers’ perceived lack of hospitality during a business trip diminishes work-related concerns and hotel ratings. Similarly, low empathy from hotel workers leads to reduced work concerns and lower ratings. The research provides actionable insights for hotel management to enhance services for business and leisure travelers, emphasizing the importance of addressing work-related considerations to improve overall satisfaction.

This study uniquely explores the contrasting influences of business and leisure travel on hotel evaluations, focusing on how work-related concerns mediate these relationships. By employing a comprehensive approach that includes secondary data, experiments, and sentiment analysis, it uncovers how business travelers' stressors lead to lower hotel ratings compared to leisure travelers who prioritize relaxation. The research introduces novel insights into how factors like extended stays and staff empathy can mitigate these negative effects, offering actionable recommendations for hotel management. This work enriches the hospitality literature by providing a deeper understanding of how trip types impact guest satisfaction and proposes targeted strategies to enhance service quality for different traveler segments.

本文提出了一个研究框架, 探讨酒店评分如何受旅行目的（商务与休闲）的影响。研究探讨了理论基础, 提出了假设, 并概述了六项研究中使用的方法, 以调查旅行类型、与工作相关的因素、酒店评分及其他变量之间的联系。本研究目标是加深对影响消费者酒店评价因素的理解, 对酒店行业的服务设计和营销策略具有重要意义。

研究采用多方法的路径, 探讨旅行类型（商务与休闲）对酒店评分的影响。理论框架基于感知框架, 以塑造了对旅行体验的评价。研究通过六项研究提出并测试了多个假设, 利用多种数据来源和方法以增强可靠性。

本研究表明, 商务旅客给出的酒店评分一贯低于休闲旅客, 工作相关的忧虑起着关键作用。消费者在商务旅行期间感受到的缺乏热情的款待会加重工作相关的忧虑, 降低酒店评分。同样, 酒店员工的低同理心会加剧工作忧虑, 导致评分降低。研究为酒店管理提供了可操作的见解, 以提升针对商务和休闲旅客的服务, 强调了解决工作相关考虑因素以提高整体满意度的重要性。

研究的优势在于方法多样性和样本量庞大, 增强了研究结果的可靠性和普遍性。多项研究的方法全面探讨了研究问题, 为学术界和酒店行业提供了宝贵的见解。

Objetivo-Este documento presenta un marco de investigación en el que se examina cómo las valoraciones de los hoteles pueden verse afectadas por el tipo de viaje (negocios vs. ocio). Explora los fundamentos teóricos, introduce hipótesis y esboza la metodología utilizada en seis estudios para investigar las conexiones entre los tipos de viaje, los factores relacionados con el trabajo, las valoraciones de los hoteles y otras variables. El objetivo es mejorar la comprensión de los factores que influyen en las evaluaciones hoteleras de los consumidores, con implicaciones para el diseño de servicios y las estrategias de marketing de la hostelería.

El estudio emplea un enfoque multimétodo para investigar el impacto del tipo de viaje (negocios vs. ocio) en las valoraciones de los hoteles. El marco teórico se fundamenta en los marcos de referencia sobre la percepción que conforman la evaluación de las experiencias de viaje. La investigación propone y prueba varias hipótesis a través de seis estudios, utilizando diversas fuentes de datos y métodos para mejorar la fiabilidad.

Este estudio demuestra que los viajeros de negocios dan sistemáticamente valoraciones más bajas a los hoteles que los viajeros de ocio, y que las preocupaciones relacionadas con el trabajo desempeñan un papel crucial. La falta de hospitalidad percibida por los consumidores durante un viaje de negocios disminuye las preocupaciones relacionadas con el trabajo y las valoraciones de los hoteles. Del mismo modo, la escasa empatía de los trabajadores de los hoteles hace que disminuyan las preocupaciones laborales y las valoraciones. La investigación ofrece ideas prácticas para que la dirección de los hoteles mejore los servicios a los viajeros de negocios y de ocio, haciendo hincapié en la importancia de abordar las consideraciones relacionadas con el trabajo para mejorar la satisfacción general.

La importancia de esta investigación reside en la diversidad metodológica y el amplio tamaño de la muestra, que aumentan la fiabilidad y generalizabilidad de los Resultados. El enfoque multiestudio explora de forma exhaustiva las preguntas de la investigación, proporcionando valiosas perspectivas para el mundo académico y la industria de la hostelería.

Job dissatisfaction is a prevalent, yet understudied phenomenon. This study aims to examine the determinants of job dissatisfaction among information technology (IT) professionals. Based on the relative deprivation theory and the social exchange theory, this study examines the complex linkage between work-related boredom, felt deprivation, leader–member exchange and job dissatisfaction.

The questionnaire-based survey data were collected from IT professionals working in Bangalore, India. Regression with process macro was used for data analysis.

This study found the predictors of job dissatisfaction and felt deprivation. It also found the path through which work-related boredom impacts job dissatisfaction (through felt deprivation). Furthermore, it found that the direct effect of boredom on felt deprivation is greater for employees in close relationships with the leader.

Job dissatisfaction is one of the critical factors that has several adverse consequences for individuals and the organization. This study provides the antecedents, explains the path and suggests a boundary condition leading to job dissatisfaction. It further highlights the adverse consequences of work-related boredom on felt deprivation for employees having strong leader–member exchange relationships.

This study contributes to the literature on job dissatisfaction, boredom, felt deprivation and leader–member exchange in the IT sector in an emerging economy. To the best of the author’s knowledge, this is one of the early studies that explain the mechanism and the conditions leading to felt deprivation and job dissatisfaction.