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This research objective is to (1) examine the effect of organizational factors on quality performance, (2) examine the effect of quality performance on competitive advantage and (3) examine the mediating role of quality performance between organizational factors and competitive advantage.

The research sample includes 140 employees in the Windusari village-owned enterprise, in Magelang, Indonesia. Data are collected using 5-Likert scale questionnaires which follow Ferdousi et al. (2019). The dependent variable is a competitive advantage. The Independent variable is organizational factors which are top management support, employee empowerment, employee involvement, reward and recognition, training and customer focus. The mediating variable is quality performance. Data analysis uses path analysis provided by structural equation modeling.

Based on path analysis, organizational factors have a positive effect on quality performance, quality performance has a positive effect on competitive advantage and quality performance mediates the effect of organizational factors on competitive advantage. The results confirm the concept of quality management where continuous improvement of products and services can meet customer expectations and bring the organization to a better position in the industry to face other competitors.

This research extends the previous studies of the relationship between organizational factors and organizational outcomes by considering the effectiveness of the organizational process. This research also contributes to giving new evidence about the relationship between organizational factors, quality management and competitive advantage in the village-owned enterprise in Magelang, Indonesia. This research also contributes to updating the literature on the theory of quality management.

Cyberattacks have become a major threat to small and medium-sized enterprises. Their prevention efforts often prioritize technical solutions over human factors, despite humans posing the greatest risk. This article highlights the importance of developing tailored behavioral interventions. Through qualitative interviews, we identified three persona types with different psychological biases that increase the risk of cyberattacks. These psychological biases are a basis for creating behavioral interventions to strengthen the human factor and, thus, prevent cyberattacks.

We conducted structured, in-depth interviews with 44 employees, decision makers and IT service providers from small and medium-sized Swiss enterprises to understand insecure cyber behavior.

A thematic analysis revealed that, while knowledge about cyber risks is available, no one assumes responsibility for employees’ and decision makers’ behavior. The interview results suggest three personas for employees and decision makers: experts, deportees and repressors. We have derived corresponding biases from these three persona types that help explain the interviewees’ insecure cyber behavior.

This study provides evidence that employees differ in their cognitive biases. This implies that tailored interventions are more effective than one-size-fits7-all interventions. It is inherent in the idea of tailored interventions that they depend on multiple factors, such as cultural, organizational or individual factors. However, even if the segments change somewhat, it is still very likely that there are subgroups of employees that differ in terms of their misleading cognitive biases and risk behavior.

This article discusses behavior directed recommendations for tailored interventions in small and medium-sized enterprises to minimize cyber risks.

The contribution of this study is that it is the first to use personas and cognitive biases to understand insecure cyber behavior, and to explain why small and medium-sized enterprises do not implement behavior-based cybersecurity best practices. The personas and biases provide starting points for future research and interventions in practice.

This study aims to investigate the impact of perceived subtle and overt discrimination on employees’ emotional exhaustion, along with potential mitigating factors such as social support, organizational inclusion and religiosity.

The research is based on a sample of 359 Muslim employees working in US restaurants. The data are analyzed using fuzzy-set Qualitative Comparative Techniques.

The results reveal that high/low emotional exhaustion in tourism and hospitality sector is triggered by multiple combinations of high/low levels of subtle and overt discrimination, family and friends support and religiosity. Such findings hold important implications to both theory and practice.

By using fuzzy-set Qualitative Comparative Analysis, this research stands out from studies on discrimination that use conventional statistical methods. It proposes several solutions leading to a single outcome (high/low emotional exhaustion). This new approach contributes to the advancement of theory in this context.

This study shows that there is no single best solution for high/low emotional exhaustion. Stated differently, multiple solutions provide several ways for firms to mitigate employees’ emotional exhaustion.

Religious discrimination in workplaces is increasing at an alarming rate, particularly in customer facing roles, such as the tourism and hospitality industry. This is having detrimental effects on employees from minority groups, often leading to excessive levels of emotional exhaustion. Nonetheless, the extant literature has somewhat understated the consequences of this issue, creating a void that needs to be fulfilled. This study addresses this gap.

This study aims to discover the complex relationships between individual factors (IF), organizational culture (OC) and leadership styles that impact employee mental health (MH) in the post-pandemic age. Considering the changing nature of the workforce, which has been made worse by the COVID-19 epidemic, the research attempts to clarify the complex interactions between these components.

This research uses the structural equation modeling (SEM) methodology. The authors collected data from 383 information technology sector employees and used the partial least squares SEM tool to analyze. The SEM analysis models the relationships between IF, OC and organizational leadership (OL), examining how these factors collectively influence employee MH. In addition, the study explores the mediating effects of organizational interventions (OI) to assess the pathways through which these interventions impact the observed relationships.

OL and OC significantly impact employees’ MH. Also, OI plays a role in mediating variables in fortifying this relationship; one of the viable explanations for this may be that unlike IF, OL and OC are more comprehensive in coverage and influence the overall organization.

The present study suggests the crucial role of OL and the OC in ensuring better employee MH, emphasizing how organizations navigate these transformative shifts, which are critical for realizing their full potential professionally and personally.

Drawing on the Job Demands-Resource (JD-R) model, this paper examines innovative culture as the antecedent to employee engagement (EE), taking workplace digitalisation as the mediator and group diversity as the moderator on the workplace digitalisation–EE relationship.

The research model is tested using structural equation modelling, based on 256 online survey data representing the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.

Our findings support that innovative culture directly affects EE and indirectly through workplace digitalisation. Besides, group diversity moderates the workplace digitalisation–EE relationship.

The findings suggest that organisations can enhance EE in a diversity-oriented digital setting by cultivating an innovative culture to facilitate employees’ perception and acceptance of workplace digitalisation.

Our findings enrich the interdisciplinary literature on how innovative culture, employees’ perception and acceptance of workplace digitalisation and group diversity intersect in reshaping EE.

This study investigates how compulsory citizenship behaviors (CCB) affect employees’ energy and motivation to engage in other voluntary behaviors, such as service-oriented citizenship behavior and creativity. Specifically, we explore how employees’ perceptions of job overload mediate this relationship, based on their generational differences.

This study employed a time-lagged survey design to collect data from 265 frontline employees and their supervisors in Pakistani-based organizations. The data was collected in three rounds, with a three-week gap between each round.

The findings suggest that role overload, resulting from compulsory citizenship pressure, undermines millennial employees' service-oriented organizational citizenship behavior (OCB) and creativity. However, these negative effects are less salient among non-millennials.

The findings of this study provide valuable insights for managers, emphasizing the importance of exercising caution when imposing excessive citizenship pressures on employees against their will. In addition, organizations and human resource (HR) managers should consider devising policies for formal recognition of voluntary behaviors that contribute to organizational effectiveness.

This study contributes to existing CCB research by unraveling the previously unexplored mediating role of role overload and the contingency role of generational difference in explaining how and when coerced citizenship demands hinder employees’ propensity to engage in service-oriented OCB and creativity.

Criticality cognitions regarding the same workplace event often differ between leaders and employees. Nevertheless, its consequences on employee work outcomes remain unknown. In this study, we draw on cognitive dissonance theory to examine how and why leader–employee differences in cognitions of workplace event criticality impact employee job-related outcomes.

Wu used multilevel polynomial regression analyses from a time-lagged, multi-source field study with 145 leader–employee dyads to test our proposed model.

Leader–employee differences in cognitions of workplace event criticality can bring both benefits and perils to employees. Specifically, such differences can cause employee rumination, which in turn leads to an increase in both employee voice and fatigue.

This study contributes to the event and cognitive discrepancy literature in four ways. First, prior event studies largely adopted a singular employee perspective for investigation (e.g. Chen et al., 2021; Lin et al., 2021). By examining the impacts of event criticality from the dual perspective of leaders and employees, we attain a more comprehensive understanding of the implications of workplace events in organizational life. Second, extant studies have predominantly focused on the dark side of cognitive discrepancy (e.g. Bashshur et al., 2011; Erdogan et al., 2004; Grandey et al., 2013). Our study reveals that leader–employee differences in criticality cognitions can have both a bright and a dark side on employee outcomes, offering a more balanced and dialectical view of the consequences of cognitive discrepancy. Third, drawing on cognitive dissonance theory, we introduce employee rumination as an underlying mechanism to explain the impacts of leader–employee differences in criticality cognitions on employee voice and fatigue. Finally, while prior cognitive dissonance research has primarily employed an intrapersonal perspective (e.g. Sivanathan et al., 2008; Pugh et al., 2011; Grandey et al., 2013), our study adopts an interpersonal lens and underscores that interpersonal differences in cognitions can also serve as an example of cognitive discrepancy to instigate internal dissonance processes. By doing so, we enrich our understanding of cognitive dissonance theory.

This paper aims to identify why hotel employees in the Egyptian context accept the extreme job duties resulting from hosting too many mega sporting events and what outcomes they experience as a result.

The empirical data is based on semi-structured interviews with 36 hotel employees working in reservations, front desk and events management roles in four 4-star hotels located in Cairo, the capital of Egypt. Thematic analysis was subsequently used to determine the main ideas in the interview transcripts.

The findings show that hotel employees accept the extreme job duties resulting from hosting mega sporting events for the following four reasons: linking pay with performance, difficulty finding alternative jobs, proving their occupational identity and being subject to patriotism. Furthermore, this paper highlights that the engagement of hotel employees in extreme work conditions during such mega-sporting events might be detrimental to their mental health, resulting in increased cronyism and gender bias among them.

This paper is a pioneering study to specifically investigate how hosting mega sporting events influences the extremity of work conditions for hospitality sector employees. Prior studies (to the best of the authors’ knowledge) have not theorised and empirically analysed this specific topic, especially in under-researched settings, such as developing countries in the global south.

Based on theory Z of leadership, this research aims to investigate the direct relationship between participative leadership (PL) and creative idea validation (CIV) fostering both radical (RC) and incremental creativity (IC). Additionally, by utilizing attribution theory, it explores the moderating effect of coworkers’ knowledge-sharing behavior (KSB) on both the direct and indirect relationships.

Data were collected through a descriptive approach and convenient sampling from three sources – leaders, subordinates and coworkers – in R&D departments at multi-levels within 97 high-tech firms in China. Data comprised 446 employees (subordinates and coworkers) and 94 leaders, and multilevel path analysis was conducted using Mplus software.

The results indicate that PL exhibits both a direct and indirect positive association with RC and IC through the CIV. Moreover, the relationship is enhanced by coworkers’ high-KSB.

Our study offers implications that managers can leverage to foster employee creativity. Leaders are encouraged to embrace a PL style for collective idea validation. However, to overcome coworkers’ reciprocal behavior, they may facilitate trust and team-building exercises, enabling employees to strengthen relationships and share critical information and knowledge resources for the development and validation.

This study is the first to empirically extend the relationship between PL and CIV, utilizing a multilevel approach to assess its impact on distinctive types of creativity – namely, radical and incremental. Further, it testifies the significance of coworkers’ knowledge as an attribution effect influencing the relationships.

Grounded in social cognitive career theory, this study investigates how employees' perceptions of job security and well-being affected their performance during the COVID-19 pandemic. It also examines the moderating effects of perceived organizational support and psychological capital on well-being and performance.

Using a two-wave time-lagged design, data were collected from 279 frontline employees in public service organizations in Saudi Arabia.

The study’s results show that perceived job security significantly affects job performance. Employee well-being significantly and positively influences job performance and partially mediates the relationship between perceived job security and job performance. Additionally, perceived organizational support and psychological capital positively moderated the relationship between employee well-being and job performance during the pandemic.

This study suggests that policymakers and practitioners need to prioritize addressing the job security concerns and well-being of frontline employees during a pandemic to enhance employee performance.

Our findings present significant implications for policymakers in the context of job security and performance within public organizations in emerging countries.

本研究以社會認知生涯理論為基礎,去探討在2019冠狀病毒病疫情期間,僱員對職業保障和福祉的看法如何影響他們的工作績效; 研究亦擬探討感知組織支持和心理資本對福祉和工作績效所起的調節作用。

研究人員使用雙波時間遞延設計收集數據; 數據取自於沙特阿拉伯的公共服務組織內工作的279名一線員工。

研究結果顯示,僱員的感知職業保障會對他們的工作績效有顯著的影響; 另外,僱員的福祉會正面和顯著地影響他們的工作績效; 而且,僱員的福祉也會局部地調節感知職業保障與工作績效之間的關係。再者,研究人員發現,在大流行期間,感知組織支持和心理資本正面調節了僱員福祉與工作績效之間的關係。

研究結果建議政策制定者和從業人員必須於大流行肆虐期間,優先處理有關職業保障的關注和一線員工的福祉,俾能提升僱員的工作績效。

本研究的結果為政策制定者提供了重要的啟示,幫助他們於公共組織的環境內,能更有效地處理關於職業保障和僱員工作績效的事宜。