Social Distance with Tourists in U.S. Counties with the Highest Historical Numbers of Reported COVID-19 Cases

With destinations steadily ‘opening back up for business' (while COVID-19 cases are still high in many areas), there is an increasing need to consider residents. Integrating the cognitive appraisal theory and the affect theory of exchange, this work tests a structural model examining the degree to which residents' perceptions of COVID-19 precautionary measures explain emotions directed toward visitors, and ultimately their willingness to engage in shared behaviors with tourists. Data were collected from 530 residents in 25 U.S. counties with the highest percentages of historical COVID-19 cases per population. A total of 10 of the 12 tested hypotheses were significant, contributing to 60% and 85% of the variance explained in contending and accommodating emotions, and 53% and 50% of the variance explained in engaging in less intimate–distal and more intimate–proximal behaviors with tourists. The implications highlight the complementary use of the two frameworks in explaining residents' preference for engagement in less intimate–distal interactions with tourists.

A psychological contract perspective to managing the employment relationship during the covid-19 pandemic in the aviation industry

Although the literature on psychological contracts is rich, researchers have so far paid limited attention to psychological contracts in times of crisis. To investigate how employees assess their psychological contracts during a crisis, we conducted 32 semistructured interviews during the third wave of the COVID-19 pandemic in Europe. The interviewees worked in the airline industry, which the pandemic severely affected. Our qualitative approach allowed us to gain novel insights into the mechanisms by which contracts are managed when the typical parameters of contract assessment are not possible, thereby allowing us to expand psychological contract theory. In addition to illustrating the key employer obligations that employees perceived during a crisis, we introduce two novel theoretical concepts -psychological contract credit and psychological contract inactivation - that explain how employees managed their contracts during the crisis. The practical findings of this study are of relevance to HR managers in managing future crises and addressing the aftermath of the COVID-19 pandemic. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Hybrid and virtual work settings, the interaction between technostress, perceived organisational support, work-family conflict and the impact on work engagement

PurposeThe study assessed the impact of technostress creators, work–family conflict and perceived organisational support (POS) on work engagement for employees operating within the virtual and hybrid work settings. The idea is to redefine the antecedents of work engagement in work settings that are characterised by excessive technology and work–family conflict.Design/methodology/approachData gathered from 302 academics and support staff employees at a selected university in South Africa were utilised to assess the abovementioned relationships via variance-based structural equation modelling.FindingsThe combined effect of technostress, work–family conflict and POS on work engagement indicates that work–family conflict is a critical component in the relationship between technostress and work engagement. Although POS is seen as a job resource that lessens stress, the study found that the influence of work–family conflict is stronger than that of POS;hence, a negative influence is reported on work engagement. Despite the presence of support, overwhelming technostress creators and work–family conflict issues increase demands and influence work engagement negatively.Research limitations/implicationsThe results noted that, in hybrid and virtual work settings, managers can drive employee engagement by focussing on designing more favourable work–life balance (WLB) policies, providing adequate information communication technology (ICT) support, fostering aspects of positive technology and defining the boundaries between work life and family time.Practical implicationsThe managers need to realise the detrimental effects of both technostress and work–family conflict on work engagement in virtual and hybrid work settings. Expanding the personal and job resources of individuals in hybrid and virtual settings is critical to enable them to meet the additional work demands and to manage the strain imposed by technostress. Instituting relevant organisation support has proved to be inadequate to address the challenges relating to technostress and work–family conflict. Therefore, introducing WLB policies that assist employees to set clear boundaries between work and family time to avoid burn out and spillover is critical. This is especially important when dealing with technostress creators in the remote work setting. Additionally, providing adequate ICT support as well as training related to use of different devices and software should be part of the organisational culture.Social implicationsA manageable and reasonable workload should be maintained bearing in mind the complexity and ambiguity associated with the hybrid work setting. Managers should make allowances for employees to adjust managers' schedules to accommodate personal obligations, as well as adjust employees' workloads to accommodate family responsibilities. As for the coping strategy of technostress and work–family conflict, considering the positive effects of the supportive work environment is important.Originality/valueThis study provides a model on the interaction of the redefined antecedents (technostress and work–family conflict) of work engagement in high-tech environments such as virtual and hybrid work settings.

Building Strong Employer Brand via Electronics Word-of- Mouth in the New Normal

As the world comes to terms with the changes in work and workplace in the COVID-19 period and beyond, benefits offered to the employees and electronics word-of-mouth (eWOM) play a critical role in building a strong employer brand image. The global pandemic has forced us to adopt various digital practices to meet the challenge of social distancing at work. This paper argues that eWOM will play a mediating role between employment work experience (EWE) and employer brand image. This relationship is viewed through the lens of Social Exchange Theory. The paper presents a conceptual framework with stated propositions combining the resource based view with employer branding using eWOM as an influencer to achieve competitive advantage.

The impact of fear of external threats on unethical pro-organizational behavior

Within the context of the current global economic crisis, employees generally have a high level of fear that may lead them to use unethical pro-organizational behavior (UPB) to increase their sense of control. We used self-control theory to explore the mechanisms and boundary conditions of employees' fear of external threats and how this affects their levels of UPB. We conducted a twowave survey of 544 finance personnel in China. The results indicated that fear of external threats was positively correlated with UPB and that sense of control mediated this relationship. Perceived ethical climate reinforced the negative relationship between sense of control and UPB, which, in turn, weakened the positive effect of participants' sense of control, whereas fear of external threats increased the incidence of UPB. Implications are discussed.

Does workplace digitalization matter in linking transformational leadership and innovative culture to employee engagement?

PurposeEngaged employees are an organization's competitive advantage because the employees are willing to strive for organizational excellence. This paper examines employee engagement (EE), taking workplace digitalization as the mediator. The authors developed an integrated framework introducing transformational leadership and innovative culture as EE antecedents in workplace digitalization settings. Specifically, the authors argue that transformational leadership and innovative culture influence EE directly and indirectly through workplace digitalization.Design/methodology/approachA total of 256 valid online-survey samples were used in the structural equation modeling (SEM) tests. The respondents were the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.FindingsThe authors' findings support that workplace digitalization positively influences EE. Unlike transformational leadership, innovative culture positively influences workplace digitalization. Further, innovative culture directly affects EE and indirectly through workplace digitalization, albeit partially. Transformational leadership directly influences EE but is insignificant through workplace digitalization.Practical implicationsThe findings suggest that organizations that wish to fast-track EE can cultivate an innovative culture to facilitate employees' acceptance of workplace digitalization and enhance EE.Originality/valueThe authors' research expands the interdisciplinary theoretical foundation on how employees' perception and acceptance of workplace digitalization add to EE by highlighting the roles of transformational leaders and innovative culture. The authors' research is among the first few investigating how transformational leadership and innovative culture affect EE in the presence of workplace digitalization. The authors also discussed workplace digitalization as a mediator to innovative culture–EE relationships.

Lonely@Work@Home? The impact of work/home demands and support on workplace loneliness during remote work

Workplace loneliness is becoming increasingly prevalent in the fast-growing remote work environment. Remote work exposes employees to different demands and support not only at work but also at home—yet, the influences of demands and support from both work and home have not yet been investigated simultaneously in the workplace loneliness literature. In this study, we examine the role of job and home demands as antecedents of workplace loneliness. Based on employee wellbeing theories and social exchange theory, we predict that work/home demands will create work and home interference, with both mediators then increasing workplace loneliness. Moreover, we assume that both job and home support act as potential moderators to mitigate the negative effects of workplace loneliness. Using a two-wave survey of 232 remote-working employees during the coronavirus disease 2019 pandemic, we found that job demands increased workplace loneliness through heightened work-to-home interference and that this relationship was buffered by job support. Home demands increased workplace loneliness through heightened home-to-work interference, but this relationship was not buffered by home support. Our findings contribute to research and practice by identifying important drivers and remedies for loneliness in the remote workplace during the pandemic and beyond.

Surviving the unprecedented: family firms under COVID-19

Purpose: The purpose of this study is to examine factors contributing to family firms' survival in the ongoing COVID-19 crisis;in this endeavour, the study espouses the underpinnings of social exchange theory and entrepreneurial resilience. Design/methodology/approach: The views of 128 Italian family micro and small-sized firm owners/managers operating in different industries were gathered through an online questionnaire. Findings: The analysis uncovers 12 fundamental factors contributing to firms' survival;these are encapsulated in three dimensions and presented in two theoretical frameworks. The "beneficiary” dimension stresses the support from various internal and external stakeholders, while the "benefactor” dimension illustrates the commitment to extend the family tradition and be responsive to stakeholders. Finally, the "immersion/embeddedness” dimension denotes firms' entrepreneurial behaviour, agility, decision-making and drive. Originality/value: Firstly, and from a practitioner perspective, this study addresses recognised knowledge and research gaps in contemporary family business research, including how family firms are confronting the current unprecedented crisis. This response to current extant gaps provides first-hand empirical findings that could be primarily considered by industry stakeholders. Secondly, and from a theoretical angle, the aforementioned dimensions revealed through the analysis, coupled with the development of a theoretical framework, contribute to conceptual rigour and, therefore, a deeper understanding of family firms' journey through an unprecedented event. © 2023, Emerald Publishing Limited.

Risk or benefit? Economic and sociocultural impact of P2P accommodation on community resilience, consumer perception and behavioral intention

PurposeDrawing on the social exchange theory, stakeholder theory and extended theory of reasoned action, this study aims to investigate how consumers view the economic and sociocultural impacts (benefits/costs) of peer-to-peer (P2P) accommodations on the local community's resilience and how consumers form behavioral intentions toward P2P accommodation as a part of sustainable tourism behavior.Design/methodology/approachWith data from a survey of 300 consumers who have previously used P2P accommodation, the authors performed partial least squares-structural equation modeling to test the proposed model and hypotheses.FindingsThe current study reveals the significant impact of the sociocultural benefits of P2P accommodations on consumers' perceived community resilience, while economic benefits have a non-significant impact on perceived community resilience. Moreover, neither the sociocultural nor economic costs of P2P accommodation significantly reduce consumers' perceived community resilience. Furthermore, the authors found significant positive relationships among perceived community resilience, attitude, subjective norm, personal norm and behavioral intentions.Practical implicationsP2P accommodation platforms can leverage these research findings and contribute to the community resilience and help community residents by establishing strategic collaboration with various stakeholders (e.g. governments, destination marketing organizations and non-profit organizations) for the community's sustainable development.Originality/valueThis study systematically investigates the role of P2P accommodation in achieving community resilience by categorizing the impacts of P2P accommodation into economic and sociocultural benefits/costs.

Effects of internal and external corporate social responsibility on employee job satisfaction during a pandemic: A medical device industry perspective.

The outbreak of the COVID-19 pandemic has dramatically changed human lifestyles and contributed to the creation of a new normal in the business environment. This study examines the direct and indirect impacts of internal and external corporate social responsibility (CSR) practices on employee job satisfaction through organisational identification, conditional on employee age. A total of 236 valid responses were received from eight multinational medical device manufacturers in Malaysia. Partial least squares and PROCESS algorithms were employed to assess the hypothesised interactions between the predictors and criterion variables. The empirical results showed that internal CSR (i.e., CSR to employee) could significantly drive a greater sense of belonging and work satisfaction. Surprisingly, however, external CSR (i.e., CSR to community) negatively affects job fulfilment in the medical devices industry during the pandemic. Nevertheless, the findings also showed that ongoing CSR activities in the community could build organisational identification and subsequently improve job satisfaction. Conversely, CSR to environment did not statistically influence job satisfaction, either directly or indirectly. The mediating effects of organisational identification were not associated with employee age. This study provides a practical framework for effective CSR strategies amid the pandemic that can help organisations align with social responsibility, enhance their reputation, and contribute to society.

Epistemological Approach to Knowledge Sharing Issues at Universities in the COVID-19 Pandemic: Altruism and Social Exchange Theory Context

Professionals and researchers in the literature widely discuss the concept of knowledge sharing. This article aims to provide a theoretical framework for knowledge sharing from the perspective of selected factors such as altruism and social exchange theory (SET) and also discusses an epistemological approach to knowledge management and knowledge sharing. The main aim of this paper is to theoretically and empirically contribute to knowledge sharing in the University context. The paper also discusses the altruism and knowledge sharing of students as individuals who may expect some recognition for sharing their tacit and explicit knowledge. Data confirm that there is often an altruistic approach among students. If they expect recognition, it is mainly on a group level. Groups of student respondents also gave a unique perspective on the influence of the COVID-19 Pandemic on the attitude toward sharing knowledge. © 2023, Lithuanian Academy of Sciences Publishers. All rights reserved.

Impact of psychological contract breach on innovative behaviour and well-being amongst academicians during COVID-19

PurposeThe study aimed at understanding the relationship between psychological contract breach, well-being indicators, i.e. subjective well-being and mental well-being and innovative behaviour.Design/methodology/approachData were collected via a structured questionnaire through Google docs from 238 academicians working at different capacity in Indian academic industries. The hypotheses were tested using structural equation modelling.FindingsPsychological contract breach was positively impacting occupational stress and occupational stress was negatively impacting work engagement. Work engagement positively impacted innovative behaviour and well-being indicators. Occupational stress and work engagement mediated the relationship between psychological contract breach and well-being and innovative behaviour.Research limitations/implicationsThe data for the study were collected from the employees working in education industry during the unlock COVID-19 pandemic situation.Originality/valueThe study contributes by integrating social exchange theory (SET) and job-demands resources (JD-R) theory in the pandemic situation. In the current COVID-19 pandemic circumstance, the results showed precise factual evidence that answers the question of how unfulfilled expectations have a negative impact on academicians and educational institutions.

Transitioning to virtual work environments during the COVID-19 pandemic: A case study of the credit union industry

The transition to remote working in the credit union industry escalated due to the requirements of social distancing required by the Center for Disease Control and Prevention (CDC) during the 2020 pandemic resulting in more individuals working from home while maintaining daily operations within their credit union. However, there is a deficiency in the literature that focuses on the guidance, resources, and strategic and cultural structure to understand the skills, behaviors, and experiences needed to work remotely in the credit union industry to grow relationships. This qualitative case study aimed to explore how lived experiences of working remotely in the credit union industry utilized skills and behavior to grow relationships while maintaining a prosperous work environment and the health and well-being of individuals working in the industry. The population comprised 13 credit union employees who transitioned to remote working during the pandemic from a traditional work environment. Self-Efficacy Theory and Social Exchange Theory were used as the conceptual framework for the study. Virtual interviews were completed using semi-structured interview questions. Data collected were transcribed, coded, and analyzed through thematic coding using the NVivo software. Findings confirmed that existing skills, behavior, and relationships with individuals influenced the participants' lived experiences to successfully transitioned to work remotely. The practical implications of the results include the possible increase in the acceptance of remote workers in the credit union industry. Future researchers should replicate this study with larger sample sizes, use mixed methods, and explore other factors that affect the lived experiences of individuals working remotely. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Relationship among leadership styles, employee's well-being and employee's safety behavior: an empirical evidence of COVID-19 from the frontline healthcare workers

The study investigates the association among leadership styles, employee well-being and employee's safety behavior of healthcare workers. The study used social learning theory (SLT) for examining the relationship between leadership styles and employee safety behavior. Moreover, social exchange theory (SET) has been incorporated to narrate the moderating effect of employee well-being on the relationship between leadership styles and employee safety behavior. Data have been collected with the help of questionnaires from 515 healthcare workers working in the public hospitals of Punjab, Pakistan. Structural equation modeling has been utilized to test the study hypothesis. Findings indicate that both transactional and transformational leaderships have significant and positive relationship with employee safety behavior. Interestingly, employee well-being negatively moderates the relationship between transformational leadership and employee safety behavior. Furthermore, no moderation was found on the relationship between transactional leadership and employee safety behavior. The findings propose that healthcare management should invest to aware employees regarding their well-being. The findings also suggest that leaders should influence their followers to adopt safety measures at workplace. Furthermore, leaders must be role models in order to attain a competitive advantage and make a balance between management and workers. © 2023 The Author(s). Published by Informa UK Limited, trading as Taylor & Francis Group.

Antecedents of Mental Disorder among Physically Inactive Employees Study of Jordanian Higher Education Institutions: Mediated Moderation of Perceived Threat of Covid-19 and Psychological Capital

This study aimed at identifying the antecedents and explaining the unexplored path of mental disorder among the physically inactive individuals. Grounded in social cognitive theory and social exchange theory, this cross sectional field study with convenient sampling examines stress, anxiety, depression, and mental disorder in 377 survey respondents from Jordanian higher education institutions. Additionally, moderating effect of psychological capital and the mediating effect of perceived COVID-19 threat was assessed. Results from Structural Equation Modelling (SEM) indicate that the direct links between stress, anxiety, depression on mental disorder were significant. Further using PLS mediated moderation analysis the moderating effect of psychological capital and mediating effect of perceived COVID-19 threat was proved in Jordanian sample. The study is incremental to suggest future research directions and policy insights for developing countries and specifically these findings are vital for clinical psychologists and practitioners working in Jordanian setting. © 2023,Pakistan Journal of Life and Social Sciences.All Rights Reserved.

From the Editor

Continuous quality improvement applies there too, and as of the first of this year, we have incorporated the IBAM Leadership Team to serve as members of the JBAM Editorial Board, thereby enhancing the IBAM/JBAM connection and a sense of mutual ownership in both processes and outcomes. Factors such as leadership style, organizational culture, social culture, and experiences with change in an organization influence how employees perceive and respond to the organizations dynamics. The Mediating Effect of Trust on Psychological Safety and Job Satisfaction by Dennis M. Mitterer and Heather E. Mitterer uses social exchange theory to illustrate positive influences that the quality of dyadic relationships and trust have on contagious effects.

Residents' participation in rural tourism and interpersonal trust in tourists: The mediating role of residents' perceptions of tourism impacts

Interpersonal trust is a critical psychological factor that reveals the quality of resident-tourist relationship in tourism destinations. However, residents' positive attitudes toward tourists are gradually taken for granted, with research on residents' psychological tendency (i.e., interpersonal trust) in providing tourism services and creating mutually beneficial resident-tourist interaction lagging behind. Based on interpersonal relationship theory and social exchange theory, this study employed a sequential mixed-methods design to examine the formation of interpersonal trust in tourists during resident participation in rural tourism. The dimensions of resident participation (i.e., decision-making, economic, and social participation) and the conceptual model were first identified through qualitative analysis. Subsequently, through the PLS-based structural equation modeling using a sample of 469 residents from Jiuzhai Valley, China, the study suggested that economic and social participation were instrumental in shaping residents' cognitive and affective trust in tourists both directly and indirectly through residents' perceived benefits of tourism. This study offers implications for academia and destination management to promote sustainable tourism development and social harmony against the crisis of trust between residents and tourists caused by the COVID-19 pandemic.

Solidarity during times of crisis through co-creation

Solidarity tourism provides tourists with the opportunity to help others who are suffering dur-ing crisis by offering shared resources and a sense of community. Although solidarity in times of crisis promises attention to tourists' desires and wellbeing, there is limited evidence of this. This paper aims to understand how solidarity occurs in times of crisis by applying value co -creation. A total of 21,719 traveller posts were thematically analysed to reveal that solidarity can be achieved in various contexts through tourists' co-created care practices, which have emotional and cognitive value. Practices include co-producing, connecting, co-advocating, co -suffering and consuming collaboratively. This paper conceptualises and illustrates solidarity as a relational practice, which is an effective means of support during crises.(c) 2022 The Author(s). Published by Elsevier Ltd. This is an open access article under the CC BY license (http://creativecommons.org/licenses/by/4.0/).

Transitioning to virtual work environments during the COVID-19 pandemic: A case study of the credit union industry

The transition to remote working in the credit union industry escalated due to the requirements of social distancing required by the Center for Disease Control and Prevention (CDC) during the 2020 pandemic resulting in more individuals working from home while maintaining daily operations within their credit union. However, there is a deficiency in the literature that focuses on the guidance, resources, and strategic and cultural structure to understand the skills, behaviors, and experiences needed to work remotely in the credit union industry to grow relationships. This qualitative case study aimed to explore how lived experiences of working remotely in the credit union industry utilized skills and behavior to grow relationships while maintaining a prosperous work environment and the health and well-being of individuals working in the industry. The population comprised 13 credit union employees who transitioned to remote working during the pandemic from a traditional work environment. Self-Efficacy Theory and Social Exchange Theory were used as the conceptual framework for the study. Virtual interviews were completed using semi-structured interview questions. Data collected were transcribed, coded, and analyzed through thematic coding using the NVivo software. Findings confirmed that existing skills, behavior, and relationships with individuals influenced the participants' lived experiences to successfully transitioned to work remotely. The practical implications of the results include the possible increase in the acceptance of remote workers in the credit union industry. Future researchers should replicate this study with larger sample sizes, use mixed methods, and explore other factors that affect the lived experiences of individuals working remotely. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Were Employee Welfare and Work Commitment Impacted by the High Performance Work System?

The High Performance Work System (HPWS) serves as a decisive tool that enables organizations to prioritize quality work. Despite this, instructors in both public and private higher education do not have a strong enough collective voice to influence its policies at the state and federal levels. This study focuses in particular on the instructors of Higher Education Institutions in Pakistan, to investigate the influence of the HPWS on Employee Welfare and Work Commitment in the context of COVID-19. Nineteen items on a 5.0-point Likert scale, with "1” denoting "Strongly Disagree" and "5” indicating "Strongly Agree" was included in a survey for this study that covers its three latent variables, i.e., HPWS, Work Commitment, and Employee's Welfare. 204 teaching professionals/instructors from higher educational institutions, both public and private, made up the study's participant pool. SmartPLS was used in the measurement and structural model analyzes with Confirmatory Factor Analysis and inter-construct correlation of this study. The study concluded that the HPWS has an implicit and substantial impact on Employee Welfare and determined that Work Commitment significantly mediates the association between HPWS and Employee Welfare. This study includes earlier research on HPWS with effective collaboration and opposing viewpoints. This study contributed to the existing literature novel by concentrating on the complexity of Employees' performance and their workplace environment. This study significantly implicates the HR strategists and managers that to enhance employee engagement with their jobs and duties and to improve employee welfare, academic and corporate institutions should have efficient HPWS implemented within their organizations. © 2022 Authors. All rights reserved.