Do mindfulness and perceived organizational support work? Fear of COVID-19 on restaurant frontline employees' job insecurity and emotional exhaustion

The buffering effects of mindfulness and organizational support on the mental health of hospital pharmacists in high-workload environments

The present research aims to explore the impact of workload on the mental well-being of hospital pharmacists, focusing on the mediating roles of mindfulness and perceived organizational support (POS). Utilizing a cross-sectional design, data were collected from 411 hospital pharmacists in Punjab, Pakistan, during July-September 2023 via stratified sampling. Mental well-being was assessed using the Patient Health Questionnaire (PHQ-9), the workload was assessed by the NASA Task Load Index (NASA-TLX), mindfulness using the Five Facet Mindfulness Questionnaire-Short Form (FFMQ-SF), and POS using a modified version of the Survey of Perceived Organizational Support (SPOS). Confirmatory Factor Analysis (CFA) was performed to validate the measurement model, ensuring the accuracy and reliability of the constructs involved. Further, the study utilized the PROCESS macro within SPSS (v28) to conduct mediation analysis, evaluating both direct and indirect effects of workload on mental well-being through the proposed mediators. The findings revealed a significant negative influence of workload on the participants' mental well-being (β = - 0.472, p < 0.001). Three indirect pathways further affect this association: through mindfulness (β = - 0.208, p < 0.001), POS (β = - 0.135, p < 0.001), and serially through both mindfulness and POS (β = - 0.073, p < 0.001). These indirect effects collectively account for a substantial portion of the overall impact. The findings highlight the importance of implementing strategies to manage workload and enhance mindfulness and organizational support to promote the mental well-being of hospital pharmacists.

The association between burnout, perceived organizational support, and perceived professional benefits among nurses in China

Objective

This study sought to investigate the relationship between burnout, perceived organizational support (POS) and perceived professional benefits (PPB)as well as to explore factors associated with burnout among nurses in Chinese public hospitals.

Methods

The purposive sampling method was used to collect data from May 2023 through August 2023. A total of 1058 nurses from 5 public hospitals in Beijing, China, completed the questionnaires. The study used a cross-sectional survey design with data obtained using the Maslach Burnout Inventory (MBI-GS), Perceived Organizational Support Scale, and Perceived Professional Benefits Scale. Pearson correlation was used to examine the association between burnout and perceived organizational support with perceived professional benefits, while multivariate regression was used to investigate the specific factors related to both perceived organizational support and perceived professional benefits influencing burnout.

Results

Effective response rate was 1058(93.34 %). The total mean score of burnout was (3.024 ± 0.711), range = (1.59-4.50). Pearson correlation showed that the total mean score of burnout was negatively correlated with the total mean score of POS (r = -0.223, p < 0.01. Additionally, the total mean score of burnout showed a negative correlation with the total mean score of PPB. Multiple linear regression analysis showed that affective perceived organizational support (p < 0.01) and superior support (p < 0.01), sub-dimensions of perceived organizational support, were the main factors influencing burnout. There were no demographic disparities in burnout, except that nurses with ≤8 shift hours per week at night had significantly higher burnout scores (3.19 ± 0.72).

Conclusions

The study's participants experienced moderately high level of burnout. the findings highlight perceived organizational support and perceived professional benefit can be critical in alleviating burnout, medical institutions and nursing managers should undertake timely and effective interventions to boost organizational support and improve the degree of benefit from their profession. It is also recommended that adequate organizational support be prioritized, with a primary focus on improving affective organizational support and strengthening supervisor support.

Using the Theory of Perceived Value to Determine the Willingness to Consume Foods from a Healthy Brand: The Role of Health Consciousness

Eating low amounts of healthy foods leads to high rates of diet-related diseases. How can we control and reduce the increase in these diseases? One of the recommendations is to improve nutritional competence, which means greater health consciousness. The objective of the present study is to determine the influence of health consciousness on the dimensions of perceived value and their impact on the willingness to consume foods from a healthy brand. Through a non-experimental, cross-sectional, and explanatory study, the responses of 518 participants (men and women) who confirmed being consumers of the healthy brands of food were analyzed. The study included adults aged from 18 to 58 years recruited using non-probability sampling. Data was collected using a self-report form and statistically analyzed using Smart PLS. The findings support that health awareness positively and significantly influences perceived quality value, perceived financial value, perceived social value, and perceived emotional value; contrary to this, it was detected that the perceived financial value does not influence the willingness to consume foods from healthy brands. This study contributes significantly to health science by showing how the theory of perceived value predicts the intention to consume healthy brands, with health consciousness intervening in this prediction. Therefore, it is concluded that the study population that consumes healthy foods has experienced the positive impact of perceived value and reports that the factors that comprise it influence their intention to consume healthy foods.

An Examination of the Effects of Job Insecurity on Counterproductive Work Behavior Through Organizational Cynicism: Moderating Roles of Perceived Organizational Support and Quality of Leader-Member Exchange

Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed.

Predictors of Depression in Elderly According to Gender during COVID-19: Using the Data of 2020 Community Health Survey

BACKGROUND

This study aimed to examine factors influencing depression according to gender in people during COVID-19.

METHODS

This study was conducted on 61,147 elderly individuals over the age of 65 who participated in the 2020 Community Health Survey (CHS). Data analysis was conducted using SAS 9.4.

RESULTS

Elderly females had a higher perceived fear of COVID-19 than males. The common factors affecting depression in elderly individuals were age, monthly income, economic activity, stress, subjective health status, and social support. Among elderly women, changes in residential areas and daily life due to COVID-19 were identified as factors affecting depression.

CONCLUSIONS

Therefore, during COVID-19, it was necessary to provide customized depression relief programs for the elderly, and it was necessary to find ways for them to positively perceive their health status and increase healthcare efficacy. In the future, it is necessary to pay attention to elderly women living in rural areas and make efforts to ensure that their daily lives are not interrupted by infectious diseases.

The impact of core self-evaluations and person-job fit on work-related outcomes

Introduction

The aim of this study is to explore the mediating effect of emotional exhaustion (EE) between core self-evaluations (CSE), person-job fit (PJ fit) and service recovery performance (SRP). The current research also examines whether organizational dehumanization (OD) moderates the relationship between two antecedents, EE and SRP.

Methods

We collected time-lagged and multi-source data from star-rated hotels in three cities in China. In particular, direct supervisors of frontline employees (FLEs) rated their SRP (N = 32 supervisors and their 212 immediate employees). The hypotheses were gauged via PROCESS (version 3.4).

Results

The results indicate that CSE and PJ fit alleviate FLEs' EE, which subsequently advances their SRP. OD moderates the direct impact of two antecedents on EE and SRP. Moreover, OD moderates the indirect influence of two antecedents on SRP through EE.

Discussion

The hospitality literature currently lacks an in-depth understanding of the underlying mechanism through which CSE and PJ fit affect FLEs' SRP. This study incorporates EE as a mediator of the CSE's and PJ fit's impact on SRP, and to the authors' knowledge, this is the first attempt to evaluate whether OD moderates the direct influence of CSE and PJ fit on SRP and the indirect impact of CSE and PJ fit on the aforementioned outcome via EE.

Fear of COVID-19, workplace phobia, workplace deviance and perceived organizational support: A moderated mediation model

This paper aims to test a moderated-mediation model examining therelationships between Fear of COVID-19, workplace phobia, work deviance behaviourand perceived organizational support among hotel employees. An online questionnaire was administered to collect data, to which 481 responded. Data was collected from full-time frontline employees working in the Maldivian hospitality industry. The moderated-mediation model explained 44% of the variance in workplace deviance behaviourscan be predicted bythe fear of COVID-19, perceived organisational support and workplace phobia. The findingsshowthat perceived organizational support reduces the negative impact of COVID-19 fear on workplace phobia and deviance. Results suggest that to reduce the negative effect of the pandemic, organisations should adopt support measures across different managerial levels at different scales rather than providing one-size-fits-all solutions.

Mapping the family incivility, dissatisfaction and organizational support after the COVID-19 outbreak

BACKGROUND

Stress is a pivotal aspect of organizational psychology. Although an individual's attitude and behaviour at work have received greater investigation, scant attention has been given to family-related dynamics and their impact on work.

OBJECTIVE

This study contributes to understanding work-family dynamics by investigating the connection between family incivility and job dissatisfaction during the pandemic. Based on the conservation of resources theory, the research explores the potential moderating role of perceived organizational support.

METHODS

The investigation uses structural equation modelling (SEM) for data analysis while controlling for age, gender, and experience. Data has been collected with an adapted scale and time-lag technique in which the first wave encompassed independent variables and demographics. The second wave gathered moderator and dependent variables through a non-probability sampling of IT employees.

RESULTS

Findings reveal a significant positive link between family incivility and job dissatisfaction, implying higher family incivility is linked to increased job dissatisfaction. Moreover, the study indicates that organizational support can mitigate the negative impact of family incivility on job dissatisfaction.

CONCLUSION

This research underscores the pivotal role of organizational support in enhancing employee job outcomes. Hence, organizations should prioritize employee well-being, recognizing it as an integral aspect of their functioning.

The relationship between job stress and job burnout of preschool teachers during the COVID-19: The moderation of perceived organizational support

BACKGROUND

COVID-19 poses great challenges for preschool teachers in China, which will increase the level of job stress and job burnout, and have an impact on the relationship between job stress, job burnout, and perceived organizational support (POS). However, few studies have examined trilateral relationships, especially the role of POS concerning job stress and job burnout of preschool teachers.

OBJECTIVE

This study aimed to investigate the relationship among the three variables of job burnout, job stress, and POS, as well as explore the moderating effects of POS between job stress and job burnout.

METHODS

A cross-sectional study was conducted among preschool teachers in six provinces of China. A total of 408 preschool teachers completed a self-report questionnaire, including three scales that measured job burnout, job stress, and POS respectively. The Pearson correlation coefficient and regression analysis were used to examine the relationship among variables.

RESULTS

The results showed that job burnout among Chinese preschool teachers was at a medium level during the COVID-19 pandemic. Job stress was positively related to job burnout, and the POS was negatively related to job burnout. Additionally, POS moderated the relationship between job stress and job burnout and alleviated the adverse effects of job stress on the job burnout of preschool teachers.

CONCLUSION

POS can play a moderating role between job stress and job burnout of Chinese preschool teachers during the COVID-19 pandemic.

An island of sanity during COVID-19 pandemic: Does pet attachment support buffer employees' stress due to job insecurity?

Drawing on the transactional theory of stress, the current study investigates whether employee job insecurity triggers employee behavioral strain reactions (i.e., alcohol use, marijuana use, and cigarette use) and psychological strain reactions (i.e., emotional exhaustion and depression) through stress during the COVID-19 pandemic. In addition, we integrate social support theory and expect the moderating role of pet attachment support in the above relationships. By collecting two-wave data from 187 employees with pets in the United States, we found that during the COVID-19 pandemic, stress mediated the relationships between job insecurity and predicted behavioral and psychological reactions. Moreover, pet attachment support buffered the relationships between stress and these behavioral and psychological strain reactions (all except cigarette use). Pet attachment support also alleviated the conditional indirect effects job insecurity had on the two types of strain reactions via stress. We discuss theoretical and practical implications of this study.

The hidden costs of emotional labor on withdrawal behavior: the mediating role of emotional exhaustion, and the moderating effect of mindfulness

BACKGROUND

Employees' withdrawal behavior concerns organization leaders and policymakers in many countries. However, the specific mechanism which emotional labor affects withdrawal behavior has yet to be thoroughly discussed. There needs to be systematic research on how different emotional labor strategies affect work withdrawal, whether directly or through individual perception, and how to respond.

METHODS

A total of 286 hotel and catering service employees participated in our study. A series of hierarchical moderated regression analyses were performed to test the hypothesis.

RESULTS

The results indicated that surface acting positively affected withdrawal behavior, while deep acting had a negative effect. Emotional exhaustion mediated in this relationship of surface acting with withdrawal behavior and deep acting with withdrawal behavior. Mindfulness showed moderation effects between emotional exhaustion and withdrawal behavior.

CONCLUSIONS

Emotional labor and emotional exhaustion are significant in predicting employees' intentions to withdraw, given that emotional exhaustion partially mediates the effects of emotional labor on withdrawal behavior. Significantly, the relationship between emotional exhaustion and withdrawal behavior is weakened by mindfulness.

Cultivating community-based participatory research (CBPR) to respond to the COVID-19 pandemic: an illustrative example of partnership and topic prioritization in the food services industry

BACKGROUND

As an illustrative example of COVID-19 pandemic community-based participatory research (CBPR), we describe a community-academic partnership to prioritize future research most important to people experiencing high occupational exposure to COVID-19 - food service workers. Food service workers face key challenges surrounding (1) health and safety precautions, (2) stress and mental health, and (3) the long-term pandemic impact.

METHOD

Using CBPR methodologies, academic scientists partnered with community stakeholders to develop the research aims, methods, and measures, and interpret and disseminate results. We conducted a survey, three focus groups, and a rapid qualitative assessment to understand the three areas of concern and prioritize future research.

RESULTS

The survey showed that food service employers mainly supported basic droplet protections (soap, hand sanitizer, gloves), rather than comprehensive airborne protections (high-quality masks, air quality monitoring, air cleaning). Food service workers faced challenging decisions surrounding isolation, quarantine, testing, masking, vaccines, and in-home transmission, described anxiety, depression, and substance use as top mental health concerns, and described long-term physical and financial concerns. Focus groups provided qualitative examples of concerns experienced by food service workers and narrowed topic prioritization. The rapid qualitative assessment identified key needs and opportunities, with help reducing in-home COVID-19 transmission identified as a top priority. COVID-19 mitigation scientists offered recommendations for reducing in-home transmission.

CONCLUSIONS

The COVID-19 pandemic has forced food service workers to experience complex decisions about health and safety, stress and mental health concerns, and longer-term concerns. Challenging health decisions included attempting to avoid an airborne infectious illness when employers were mainly only concerned with droplet precautions and trying to decide protocols for testing and isolation without clear guidance, free tests, or paid sick leave. Key mental health concerns were anxiety, depression, and substance use. Longer-term challenges included Long COVID, lack of mental healthcare access, and financial instability. Food service workers suggest the need for more research aimed at reducing in-home COVID-19 transmission and supporting long-term mental health, physical health, and financial concerns. This research provides an illustrative example of how to cultivate community-based partnerships to respond to immediate and critical issues affecting populations most burdened by public health crises.

Anxiety and Insomnia Mediate the Association of Fear of Infection and Fatigue: A Cross-Sectional Survey of Nurses Deployed to a COVID-19 Epicenter in China

Background

This study aimed to test the mediating role of anxiety and insomnia in the association between fear of infection and fatigue.

Methods

A cross-sectional questionnaire survey was conducted on the nurses deployed to Heihe. A serial multiple mediation model was established to determine the role of anxiety and insomnia in the association between fear of infection and fatigue.

Findings

Over half (53.0%) of the study participants reported experiencing fear of infection despite stringent personal protection measures. The scores of anxiety (11.87±5.19), insomnia (16.33±5.95), and fatigue (45.94±12.93) were moderately correlated, with a Pearson correlation coefficient ranging from 0.501 to 0.579. Anxiety, either alone or in combination with insomnia, mediated the association between fear of infection and fatigue.

Conclusion

The findings suggest that anxiety and insomnia play a mediating role in the relationship between fear of infection and fatigue. These results emphasize the importance of implementing targeted mental health interventions and work arrangements to address the well-being of healthcare professionals.

Unleashing the link between the relaxation of the COVID-19 control policy and residents' mental health in China: the mediating role of family tourism consumption

Objective

COVID-19 has negatively influenced industrial development, family consumption, and residents' mental health. Unfortunately, it has not yet been studied whether this adverse situation can be alleviated after the relaxation of the COVID-19 control policy (RCC). Therefore, this study aimed to analyze the effect of the RCC on the resident's mental health and the mediating effect of family tourism consumption.

Methods

By using the PSM and mediating effetc model to research the panel data of two periods (April 2021 and April 2023) for Shaanxi province, China.

Results

The RCC negatively inhibited the mental health severity of residents, and the mental health severity decreased by 0.602. In particular, the RCC showed the most substantial negative effect on residents' stress, followed by anxiety and depression. Meanwhile, it is found that the impact of the RCC on the mental health of residents is highly heterogeneous. The RCC indicates a linear significant effect on the mental health of residents under 60 years of age, while the results were found insignificant for residents above 60 years of age. Meanwhile, the RCC's improvement effect on urban residents' mental health is greater than that of rural residents. In addition, mechanism analysis showed that tourism consumption plays a mediating role in the influence of the RCC on the mental health of residents, and the mediating effect accounted for 24.58% of the total effect.

Conclusion

Based on the findings, the study proposes that government and policymakers should strengthen mental health intervention, improve access to mental health counseling, stimulate economic development, expand the employment of residents, and track the mutation of the novel coronavirus.

The dualistic model of passion and the service quality of five-star hotel employees during the COVID-19 pandemic

Given the generally stressful job demands of the hospitality industry during the COVID-19 pandemic, understanding the work passion and emotions of hotel employees is particularly important. Based on the conservation of resources theory and the job demands-resources model, this study develops a multiple mediation model to investigate how frontline hotel employees with different types of work passion choose emotional labor strategies under the effects of the COVID-19 pandemic and the impact of different choices on their service quality. A two-stage survey using data from 206 frontline employees of five-star hotels in China explored how work passion influences emotional labor and thereby affects emotional expression as well as service quality. The results showed emotional labor partially mediates the relationship between work passion and emotional expression, which in turn mediates the relationship between emotional labor and service quality during the COVID-19 pandemic. The theoretical and practical implications of this study are discussed.

Relationship between perceived threat of artificial intelligence and turnover intention in luxury hotels

When artificial intelligence technology erodes employees' professional knowledge, they tend to feel highly anxious, and turnover intention is created. This study aimed to test the impact of the perceived threat of artificial intelligence on turnover intention through perceived organizational support and the perceived value of artificial intelligence. The method and procedure were as follow: construct a theoretical framework and propose hypotheses - collect questionnaires through voluntary sampling - use a two-step approach to test the model. This study has some findings. Theoretically, this study proposes a conceptual model of artificial intelligence perception. The combination of technology threat avoidance, organizational support, and perceived value theories applies to the research background of this study. Methodologically, the relationship between the perceived threat of artificial intelligence, perceived organizational support, perceived value of artificial intelligence, and turnover intention variables was studied together for the first time, and the perceived value of artificial intelligence as a new significant mediator between perceived organizational support and turnover intention is discovered. Managementarily, when facing the threats of artificial intelligence to employees, hotel managers should emphasize organizational support, especially in finance, career, and adjustment. This study has important implications for luxury hotel management. First, hotel employees' perceptions of artificial intelligence are dual. Second, luxury hotel managers should consider perceived organizational support to be a key variable.

Fatigue during the COVID-19 pandemic: The experiences of Chinese seafarers

Though the COVID-19 pandemic is drawing to a close, very little is known about the impact of China's zero-COVID policy on Chinese seafarers. This paper examines Chinese seafarers' experiences of fatigue during the pandemic. It adopted a mix-method research design involving two quantitative surveys conducted with seafarers before and during the pandemic and 35 in-depth interviews with both seafarers and managers. All the participants were from two Chinese shipping companies. The comparisons between the two surveys show that Chinese seafarers experienced significantly higher levels of fatigue during the pandemic. The interview data suggest a range of factors underpinning the higher levels of fatigue including fear of being infected, increased workload, wearing of four-piece personal protection equipment (PPE), the deprivation of shore leaves, and the prolonged service time. More importantly, the data indicate that the draconian zero-COVID policy in China and the related policy guidelines for Chinese shipping companies and seafarers reinforce these factors. This research extends previous research by providing an exclusive and comprehensive examination of seafarer fatigue during the pandemic and revealing that the policies adopted by seafarers' home countries can have profound implications for seafarers' experiences of fatigue. Suggestions are provided at the end of the paper.

Effects of the COVID-19 pandemic on mental health, working, and life situation of employees in the Swedish hospitality industry

Introduction

Previous studies reported that the coronavirus disease (COVID-19) pandemic has negatively affected the mental health of employees in the hospitality industry internationally, however, its effect in Sweden has not been studied. Unlike several other countries, Sweden never enforced a lockdown. Restaurants, bars, and hotels could remain open and host a limited number of guests but had to abide by certain restrictions.

Methods

A cross-sectional survey was distributed among hospitality industry employees containing questions regarding the perceived effects of the pandemic on the respondents' working and life situations and their physical and psychological health. The sample consisted of 699 individuals, with a response rate of 47.9%.

Results

Although several respondents had been laid off or furloughed, the majority of the sample remained at the same employer. However, more than half of the respondents reported that their economic situation had deteriorated. Compared to before the pandemic, 38.1% experienced elevated levels of stress, 48.3% experienced elevated levels of worry, and 31.4% reported worsened mood. A deteriorating personal economy and difficulty in following COVID-19-related restrictions at work were associated with the worsening of these three mental health aspects. While the fear of becoming infected with COVID-19 was related to higher levels of stress, the fear of infecting others was related to higher levels of worry.

Conclusion

Although Sweden imposed less strict measures than most other countries, the personal economy and mental health of hospitality workers were negatively affected by the COVID-19 pandemic.

Remote work burnout, professional job stress, and employee emotional exhaustion during the COVID-19 pandemic

Many studies have investigated how organizational support systems, remote work adaptation, and control over scheduling reduced psychological burnout and occupational stress, thus improving employee wellbeing during the COVID-19 pandemic. This systematic literature review has analyzed significant published peer-reviewed evidence concerning how remote employees lacking constant organizational support during the COVID-19 outbreak experienced escalated job demands, professional strain, low satisfaction and performance, and increased burnout. Throughout February 2023, a quantitative literature review covering scholarly databases such as the Web of Science, Scopus, and ProQuest was performed, with the following search terms: "COVID-19" + "remote work burnout," "COVID-19" + "professional job stress," and "COVID-19" + "employee emotional exhaustion." By inspecting research published between 2020 and 2022, a total of 311 articles satisfied the eligibility criteria. Excluding sources in PRISMA terms, 44 empirical sources were finally selected. Methodological quality assessment tools such as Assessing the Methodological Quality of Systematic Reviews (AMSTAR), Appraisal tool for Cross-Sectional Studies (AXIS), Mixed Methods Appraisal Tool (MMAT), and Systematic Review Data Repository (SRDR) were employed. Data visualization tools (VOSviewer and Dimensions), integrating layout algorithms and bibliometric mapping, were harnessed. The scope of this study does not include how taking breaks and time management in a psychologically safe environment prevented remote work burnout and increased productivity during the COVID-19 pandemic. Subsequent analyses should be developed on how remote work time and stress management-by using burnout assessment tools-will result in coherent workplace behaviors and processes, meeting organizational expectations and reducing emotional stress and workplace pressure.

Navigating a Context of Severe Uncertainty: The Effect of Industry Unsafety Signals on Employee Well-being During the COVID-19 Crisis

Complex disaster situations like the 2019 novel coronavirus (COVID-19) create macro-level contexts of severe uncertainty that disrupt industries across the globe in unprecedented ways. While occupational health research has made important advances in understanding the effects of occupational stressors on employee well-being, there is a need to better understand the employee well-being implications of severe uncertainty stemming from macro-level disruption. We draw from the Generalized Unsafety Theory of Stress (GUTS) to explain how a context of severe uncertainty can create signals of economic and health unsafety at the industry level, leading to emotional exhaustion through paths of economic and health anxiety. We integrate recent disaster scholarship that classifies COVID-19 as a transboundary disaster and use this interdisciplinary perspective to explain how COVID-19 created a context of severe uncertainty from which these effects unfold. To test our proposed model, we pair objective industry data with time-lagged quantitative and qualitative survey responses from 212 employees across industries collected during the height of the initial COVID-19 response in the United States. Structural equation modeling results indicate a significant indirect effect of industry COVID-19 unsafety signals on emotional exhaustion through the health, but not economic, unsafety path. Qualitative analyses provide further insights into these dynamics. Theoretical and practical implications for employee well-being in a context of severe uncertainty are discussed.

Service Employees' Mindfulness and Job Crafting amid COVID-19: The Roles of Resilience, Organizational Health Climate, and Health-Oriented Leadership

Due to changes in the work environment resulting from the COVID-19 pandemic, service employees' behavior, that proactively reshapes the content and meaning of work (i.e., job crafting), is increasingly important. We identified mindfulness as a key individual trait contributing to job crafting in the pandemic context. The purpose of our study was to examine the mediating effect of resilience on the relationship between mindfulness and job crafting, and the moderating effects of perceived organizational health climate and health-oriented leadership on the mindfulness-resilience relationship. We administered two-wave online surveys to 301 South Korean service employees after the onset of COVID-19 (January 20, 2020). Data for mindfulness, resilience, perceived organizational health climate, and health-oriented leadership were collected via participants' self-report in March, 2020. One month later (April, 2020), we obtained their self-ratings of job crafting. Results showed that resilience mediated the relationship between mindfulness and job crafting. The positive relationship between these two variables was more pronounced when perceived organizational health climate was high than when it was low. Perceived organizational health climate further moderated the indirect effect of mindfulness on job crafting through resilience.

Fear of COVID-19 and employee mental health in quarantine hotels: The role of self-compassion and psychological resilience at work

The COVID-19 pandemic has had a massive and unprecedented impact on the mental health of individuals worldwide. Quarantine hotel employees not only endured enormous upheavals when providing service to quarantine guests during obligatory quarantine periods, but also experienced the high mental stress that comes with the risk of exposure and contagion of themselves, their friends, and their families. This study investigated the impact of the fear of COVID-19 on mental health problems. The moderating roles of self-compassion and psychological resilience were also examined. Data was collected from 360 employees from thirteen "Alternative State Quarantine" hotels in Thailand. The results suggested that fear of COVID-19 positively influenced mental health problems. Self-compassion and psychological resilience at work buffered the detrimental impact of fear of COVID-19 on mental health. This three-way interaction demonstrated that employees with high self-compassion and high resilience coped better. The theoretical and practical implications for hospitality managers are discussed.

JD-R model on job insecurity and the moderating effect of COVID-19 perceived susceptibility

The present research applied a triangulation approach in order to examine the mediating effect of job insecurity and the moderating effect of perceived susceptibility to COVID-19 (PSC) in the Job demands and resources model (JD-R model). Questionnaire and follow-up interview data were collected at two points in time from 292 hotel front-line employees and 15 hotel senior and department managers in Phuket, Thailand. Quantitative results indicated that job insecurity fully mediated the relationship between job demands and job burnout, as well as the relationship between job demands and work engagement. In addition, PSC partially moderated the research model. More specifically, the impact of job insecurity on work engagement is reduced when PSC is low and increased when PSC is high; the impact of job insecurity on job burnout is reduced when PSC is high and increased when PSC is low. Qualitative results further verified the findings of the quantitative study.

Longitudinal development of well-being among Finnish employees during 2019-2021: Relationships with personality trait profiles

We examined well-being profiles among Finnish employees before and during the COVID-19 pandemic and their links with personality trait profiles. Longitudinal survey data were collected in 2019-2021, and 733 respondents participated in all five surveys. The data were analyzed with a person-centered approach using latent profile analysis (LPA). Measures included burnout, work engagement, psychological distress; and Big Five personality traits. Six well-being profiles: Disengaged, Declined, Engaged, Fluctuated, Stable, and Burned-out, and four personality profiles: Ordinary, Reserved, Resilient, and Overcontrolled were identified. Resilient participants typically belonged to the Engaged well-being profile and Reserved to Burned-out and Fluctuated well-being profiles. Although some separation in developmental well-being profiles existed, overall, well-being was rather stable. Personality trait profiles played a crucial role in maintaining well-being.

The Association between Artificial Intelligence Awareness and Employee Depression: The Mediating Role of Emotional Exhaustion and the Moderating Role of Perceived Organizational Support

The combination of artificial intelligence (AI) technology with the real economy has dramatically improved the efficiency of enterprises. However, the replacement of AI for employment also significantly impacts employees' cognition and psychological state. Based on the Conservation of Resources Theory, the relationship between AI awareness and employee depression is explored in this article while examining the mediating role of emotional exhaustion, as well as the moderating role of perceived organizational support. Based on a sample of 321 respondents, the empirical results show that (1) AI awareness is significantly positively correlated with depression; (2) emotional exhaustion plays a mediating role between AI awareness and depression; (3) perceived organizational support negatively moderates the relationship between emotional exhaustion and depression; (4) perceived organizational support negatively moderates the mediating role of emotional exhaustion between AI awareness and depression. The research conclusions provide a theoretical basis for organizations to take measures to intervene in the negative impact of changes in AI technology on employees' mental health.

Fear of Covid-19 and perceived academic safety: the buffering role of personal resources

Purpose

The study investigates the moderating effect of personal resources, including optimism and resilience, on the link between fear of Covid-19 and perceptions of academic safety among university students in Ghana.

Design/methodology/approach

A total of 618 students took part in the research by completing an online self-reported questionnaire. The respondents were chosen using a simple random sample method. The data was processed and analysed using IBM SPSS version 24 and SEM-PLS, respectively.

Findings

Results reveal fear of Covid-19 positively influence students' perception of academic safety. Furthermore, both resilience and optimism mitigate the impact of fear of Covid-19 on students' perceptions of academic safety.

Originality/value

This is the first study to examine personal resources as a moderator between fear of Covid-19 and students' perceptions of academic safety. Practical and theoretical implications are added to the text.

Losing talent due to COVID-19: The roles of anger and fear on industry turnover intentions

Early in the COVID-19 pandemic, the US hospitality industry workforce experienced significant job loss via furloughs and job eliminations. Over a year later, the American hospitality industry is now facing a labor shortage. However, there is a dearth of literature explaining why the hospitality industry's response due to a mega-event, like the pandemic, can motivate employees to leave the hospitality industry. Instead, theory and research have primarily focused on organizations as the focal point for understanding turnover, while neglecting the industry. Using the affect theory of social exchange, this paper examined how anger and fear related to job status changes (i.e., being furloughed or laid-off) due to the pandemic, influence intentions to leave the industry. Study 1 used a survey of management-level employees, whereas Study 2 used an experiment to test the proposed model. Both studies showed that employees who lost their job due to the pandemic felt more anger and fear than those still employed. However, mediation analyses revealed anger, but not fear, as the primary driver of industry turnover intentions. These results highlight a potentially problematic trend. Should skilled hospitality workers switch industries due to job loss amidst an industry-wide negative event, it may become difficult for hospitality businesses to find qualified employees once the industry recovers and rehiring begins.

The structural relationship between job satisfaction and organizational commitment of beauty industry employees

BACKGROUND

Based on the analysis results that can further enhance organizational satisfaction and response to changes in the employment environment of cosmetic employees and workers through organizational commitment and turnover intention of cosmetic.

OBJECTIVES

This research paper empirically analyzed changes in employment environment due to coronavirus disease-19 (COVID-19) pandemic and 4th industrial revolution and the effect of employees and job satisfaction on turnover intention in the cosmetic industry, and sought measures necessary for conflict management in industrial sites.

METHODS

A self-report questionnaire was conducted on 508 cosmetic implementers. Statistical processing of the data collected by the data analysis method was analyzed using the Statistical Package for Social Science (SPSS) WIN23.0 statistical package program through data coding and data organizing process.

RESULTS

Changes in the employment environment were found to have a significant effect on job satisfaction (t = -11.728, p < 0.05). Changes in the employment environment were found to have a significant effect on organizational commitment, which is a dependent variable (t = -9.476, p < 0.05). Changes in the employment environment and job satisfaction were found to have a significant effect on organizational commitment, and this regression model was found to be statistically significant (F = 67.703, p < 0.05). Job satisfaction showed a significant positive (+) effect on organizational commitment rather than the employment environment (t = 6.235, p < 0.05). As a result, it was found that the organizational commitment and job satisfaction of cosmetic employees and workers affected their turnover intentions due to changes in the employment environment due to the 4th industrial revolution and the COVID-19 pandemic.

CONCLUSION

This study focused on the relationship between employment environment changes in the cosmetic industry due to the recent 4th industrial revolution and the COVID-19 pandemic, and the effects of job satisfaction and organizational commitment of cosmetic employees on turnover intention. Based on the results of the analysis that can further increase the organizational commitment and search for job satisfaction of cosmetic employers and workers, we intend to establish the identity of cosmetic industry organizations nationwide and raise community awareness. This study will help the development and growth of the cosmetic industry by providing basic data that can be reborn as a better cosmetic service organization.

Research and Public Interest in Mindfulness in the COVID-19 and Post-COVID-19 Era: A Bibliometric and Google Trends Analysis

Public and research interest in mindfulness has been growing, and the Coronavirus disease 2019 (COVID-19) pandemic seems to have accelerated this growth. This study was conducted to investigate the public and research interest in mindfulness in the context of COVID-19. The term 'Mindfulness' was searched in Google Trends, and data were collected from December 2004 to November 2022. The relationship between the relative search volume (RSV) of 'Mindfulness' and that of related topics was analyzed, and 'Top related topics and queries' for the search term 'Mindfulness' were investigated. For bibliometric analysis, a search was conducted in the Web of Science database. Keyword co-occurrence analysis was conducted, and a two-dimensional keyword map was constructed using VOSviewer software. Overall, the RSV of 'Mindfulness' increased slightly. The RSVs of 'Mindfulness' and 'Antidepressants' showed an overall significant positive correlation (r = 0.485) but a statistically significant negative correlation during the COVID-19 era (-0.470). Articles on mindfulness in the context of COVID-19 were closely related to depression, anxiety, stress, and mental health. Four clusters of articles were identified, including 'mindfulness', 'COVID-19', 'anxiety and depression', and 'mental health'. These findings may provide insights into potential areas of interest and identify ongoing trends in this field.

Job Insecurity and Company Behavior: Influence of Fear of Job Loss on Individual and Work Environment Factors

The purpose of this research is to analyze to what extent job insecurity is related to different factors related with quality of work life. Specifically, it refers to the individual (work-family balance, job satisfaction, labor and professional development, motivation at work, and well-being at work) and work environment (conditions and environment and safety and health at work) dimensions of the construct. The sample group consisted of 842 workers (375 men and 467 women), aged between 18 and 68 years, from Bahía de Banderas, Mexico. Pearson correlation coefficients between the different variables were carried out, as well as MANOVA and ANOVA analyses and a linear regression analysis. The results showed that workers with low job insecurity obtained higher scores in work-family balance, job satisfaction, labor and professional development, motivation at work, well-being at work, conditions and environment, and safety and health at work, in relation to workers with moderate and high insecurity. The regression analysis confirmed that individual factors explain 24% and environmental factors 15% of job insecurity. This article makes an approximation to the phenomenon of job insecurity in the Mexican context, where the relationship of this variable with quality of work life is verified.

How and when can job-insecure employees prevent psychological distress against the COVID-19 pandemic? The role of cognitive appraisal and reappraisal

The COVID-19 pandemic has greatly affected economies around the world, causing record unemployment rates that have exacerbated the already prevalent job insecurity, thereby leading to psychological distress among many individuals. The present study aims to reveal the underlying mechanisms of psychological distress induced by the COVID-19 pandemic among job-insecure employees and to identify one of the emotion regulation strategies (i.e., cognitive reappraisal) as a protective factor that mitigates psychological distress. Drawing upon transactional theory, we proposed and tested a moderated mediation model, wherein cognitive reappraisal serves as a moderator of the direct and indirect relationship between job insecurity and psychological distress via stress appraisals (i.e., threat appraisal and challenge appraisal) based on data from 922 employees. Results show that threat appraisal and challenge appraisal positively and negatively mediate the relationship between job insecurity and psychological distress, respectively. Furthermore, as an emotion regulation strategy, cognitive reappraisal mitigates psychological distress among job-insecure employees, weakens the positive indirect effect of threat appraisal, but intensifies the negative indirect effect of challenge appraisal. Our findings suggest that cognition plays an important role in individuals' emotional reactions to COVID-19-related stress, and cognition reappraisal is an effective emotion regulation strategy in mitigating psychological distress. Therefore, cognition reappraisal skills should be improved to reduce psychological distress induced by COVID-19 pandemic.

Occupational Burnout in Healthcare Workers, Stress and Other Symptoms of Work Overload during the COVID-19 Pandemic in Poland

This study explored the level and selected determinants of burnout among five groups of healthcare workers (physicians, nurses, paramedics, other medical and nonmedical staff) working during the COVID-19 pandemic in Poland. This cross-sectional study was conducted from February to April 2022, with the use of a self-administered mostly online survey. The BAT-12 scale was used to measure burnout, and the PSS-4 scale was used to measure stress. The sample was limited to 2196 individuals who worked with patients during the COVID-19 pandemic. A series of multivariate logistic regression models with three to nine predictors was estimated. The prevalence of burnout ranged from 27.7% in other nonmedical staff to 36.5% in nurses. Adjusting for age and gender, both physicians (p = 0.011) and nurses (p < 0.001) were at higher risk of burnout. In the final model, elevated stress most likely increased the risk of burnout (OR = 3.88; 95%CI <3.13-3.81>; p < 0,001). Other significant predictors of burnout included traumatic work-related experience (OR =1.91, p < 0.001), mobbing (OR = 1.83, p < 0.001) and higher workload than before the pandemic (OR = 1.41, p = 0.002). Only 7% of the respondents decided to use various forms of psychological support during the pandemic. The presented research can contribute to the effective planning and implementation of measures in the face of crisis when the workload continues to increase.

How surface acting affects turnover intention among family doctors in rural China: the mediating role of emotional exhaustion and the moderating role of occupational commitment

BACKGROUND

Family doctors in rural China are the main force for primary health care, but the workforce has not been well stabilized in recent years. Surface acting is an emotional labor strategy with a disparity between inner feelings and emotional displays, provoking negative effects such as emotional exhaustion, occupational commitment reduction, and, consequently, increasing turnover rate. With the Conservation of Resources theory, this study explores how the surface acting of rural family doctors affects turnover intention through emotional exhaustion and investigates what role occupational commitment plays in this relationship.

METHODS

With a valid response rate of 93.89%, 953 valid data were collected by an anonymous self-administered questionnaire survey in December 2021 in Shandong Province, China. Cronbach's Alpha and confirmatory factor analysis (CFA) were used to estimate reliability and construct validity, respectively. The PROCESS macro in SPSS was performed to analyze the mediating and moderated mediation effects of surface acting, emotional exhaustion, occupational commitment, and turnover intention.

RESULTS

Reliability and validity indicated that the measurement instruments were acceptable. Surface acting had a direct positive effect on turnover intention (β = 0.481, 95% CI [0.420, 0.543]). Emotional exhaustion partially mediated the effect of surface acting on turnover intention (indirect effect: 0.214, 95% CI [0.175, 0.256]). Occupational commitment moderated the effect of emotional exhaustion on turnover intention (β = - 0.065, 95% CI [- 0.111, - 0.019]), and moderated the indirect effect of surface acting on turnover intention via emotional exhaustion (index of moderated mediation: - 0.035).

CONCLUSIONS

Emotional exhaustion partially mediates the relationship between surface acting and turnover intention among family doctors in rural China, and occupational commitment moderates the direct effect of emotional exhaustion on turnover intention and further moderates the mediating effect. Policymakers should pay more attention to the effects of emotional labor and emotional resource depletion on the stability of rural health human resources.

Authentic leadership, perceived organizational support, and psychological capital: Implications for job performance in the education sector

The present study sifts the indirect role of psychological capital (PsyCap) in linking authentic leadership (AL) and job performance (JP). Furthermore, this study investigates the interplay of AL and perceived organizational support (POS) in PsyCap. We tested these assumptions through PROCESS macro with two sources of data collected from 350 employees and their respective colleagues working in education sector organizations in China. The study findings established that AL positively influences employee performance directly and indirectly through PsyCap. POS moderates the effects of AL on PsyCap such that this relationship gets more pronounced in individuals with high levels of POS. All organizations in the education sector can benefit from the current study's practical application. We recommend that firms create and implement these training programs to improve JP since AL is favorably correlated with JP. The organization should pick executives with a vision to encourage e-JP. To promote this behavior, firms can also hold management training seminars, conferences, and programs. Making performance a clear necessity within job criteria will encourage it among personnel. To achieve great results, top management and leadership must inform the workforce about the importance of authentic behavior in the workplace.

Job-demand and family business resources in pandemic context: How they influence burnout and job satisfaction

This research aims to explore how work demands and resource variables affect the burnout and satisfaction of employees of family businesses in the context of the pandemic (COVID-19) and the moderation effect of fear of COVID-19 on this relationship. A sample of 214 Chilean family business employees is used for hypotheses testing. Results indicate that the demands and resources partially explain the burnout and satisfaction of employees of family firms during the pandemic. Employees' fear of COVID-19 moderates the relationship between resources-demands and burnout-job satisfaction in family firms. This work contributes to understanding how these organizations can manage adverse scenarios to survive and continue operations.

How Fear of External Threats Plays Roles: An Examination of Supervisors' Trait Anger, Abusive Supervision, Subordinate Burnout and CCB

In times of uncertainty, such as during COVID-19, many organizations experience profit decline, and employees develop a fear of external threats, such as organizational layoffs. However, most of the literature focuses on how people's fear influences their well-being. Less is known about how employees' fear of external threats influences their workplace behaviors. The current study proposes that supervisors' fear of external threats stimulates those who are high in trait anger to behave in a more abusive way. Simultaneously, subordinates' fear of external threats would strengthen the positive relationship between abusive supervision and their burnout and compulsory citizenship behaviors (CCB), as fear of external threats constrains their response options to abusive supervision. We tested the hypotheses with a multiwave and multisource survey study (N = 322 dyads) in China, and the results showed that supervisors' fear of external threats strengthened the positive effect of trait anger on abusive supervision. Subordinates' fear of external threats strengthens the positive relationships of abusive supervision with CCB and the mediating effect of abusive supervision in the relationship of supervisors' trait anger with subordinates' CCB. Our study enriches people's understanding of how supervisors' and subordinates' fear of external threats may play roles in workplace behaviors.

Hospitality's ethical values and unethical employee behaviour: The mediating roles of work values and the moderating role of perceived organisational support

In recent years, hotels have occasionally engaged in unethical behaviour. This has become an urgent problem that requires a solution. Based on social exchange theory, this study constructs a theoretical model of the relationship between hospitality's ethical values and unethical behaviour. According to 543 questionnaires, the findings indicate that hospitality's ethical values negatively affect the unethical behaviour of employees. Work values played a part in the intermediary role between the two, and perceived organisational support significantly positively moderated the relationship between hospitality's ethical values and unethical behaviour. By exploring the logical relationship between hotels' and employees' morality, this study expands the research content and theoretical framework of unethical employee behaviour and helps to bridge the work values of hotels and individuals. Furthermore, it helps to build a good hotel ethical value system, which can effectively reduce and suppress the emergence of unethical employee behaviour.

The effect of perceived organizational support on the prohibitive voice behavior of knowledgeable talents during the COVID-19 pandemic: Exploring moderating role of the digitalization level

This study focuses on the effect of perceived organizational support on the prohibitive voice of knowledgeable talents and on the factors influencing that voice during the COVID-19 pandemic in China. Grounding our research in social exchange theory and the Chinese sociocultural background, we collected data from 714 questionnaires from universities in Zhejiang Province and analysize by linear regression and found, first, that perceived organizational support significantly increased the prohibitive voice of knowledgeable talents and, second, that in the relationship between perceived organizational support and the prohibitive voice of those talents, the level of digitalization level of an organization has a positive the effect of perceived organizational support on prohibitive voice behavior. This study enriches the theory of voice behavior, helps universities understand the behavioral patterns of knowledgeable talents and guides the cultivation of an atmosphere with prohibitive voice behavior.

The Influence of Health-Promoting Leadership on Employees' Positive Workplace Outcomes: The Mediating Role of Employability and the Moderating Role of Workplace Civility

The COVID-19 pandemic has severely accelerated the transformation and rapid organisational change in the workplace. The impact of the COVID-19 pandemic on the hotel industry will not fade in a short time, and the long-term coexistence with the COVID-19 pandemic pressure is a real dilemma for the hotel industry. The topic of How to create employee positive workplace outcomes (task performance and innovative work behaviour) during the COVID-19 pandemic has garnered increasing interest in both practical and academic fields. Leaders play a critical role in influencing employee workplace outcomes, yet few studies have explored the predicting role of health-promoting leadership. Drawing upon the conservation of resources (COR) theory, this study aims to examine the employability mediator effect and workplace civility as the moderator effect in the relationship between health-promoting leadership and employee-positive workplace outcomes (task performance and innovative work behaviour). We conducted a two-wave survey of 421 participants from the hotel industry in China and formulated a series of hypotheses that were tested with structural equation modelling. The results showed that health-promoting leadership has a significant positive effect on employees' employability (β = 0.479, p < 0.001), task performance (β = 0.250, p < 0.001), and innovative work behaviour (β = 0.446, p < 0.001). Employability has a significant positive effect on task performance (β = 0.438, p < 0.001) and innovative work behaviour (β = 0.296, p < 0.001). This study makes certain contributions to the extant hotel industry employees' positive workplace outcomes literature by attending to the healthy leadership styles that promote employability during the COVID-19 pandemic, and its novel point is to evaluate the workplace civility moderating effect between the above model. It also provides practical insight that mutual transformation in workplace relationships inspire those positive outcomes.

Impact of COVID-19 Risk Perception on Emotional Exhaustion among Chinese Hospitality Employees: The Mediating Effect of Job Insecurity

This study aims to investigate the levels of COVID-19 risk perception (CVRP), job insecurity (JI), and emotional exhaustion (EE) among Chinese hospitality employees to examine the mediating effect of JI on the relationship between CVRP and EE. The moderating role of employee mindfulness (MF) and perceived employability (PE) have also be examined. Data were collected from 652 hospitality employees in Shandong and Jiangsu Province, China. We used structural equation modeling (SEM) to test the hypothesized relationship among the variables. Significant relationships were found between hospitality employees' CVRP and EE (β = 0.103, p < 0.01), CVRP and JI (β = 0.168, p < 0.001), and JI and EE (β = 0.378, p < 0.001). According to the results, the higher level of the CVRP of hospitality employees, the higher level of the EE. In addition, results showed mediating effects of JI on the relationship between CVRP and EE. This study also found that MF buffered the positive relationship between CVRP and EE. Therefore, in the era of COVID-19, an effective support system at the organizational level is necessary to reduce JI and EE of hospitality employees.

Impact of fear of COVID-19 on students' performance, moderating role of mindfulness: HSK students' perception-based view

COVID-19 created difficulties and problems in almost everyone's daily life routine. Educational institutions too had to reschedule their academic activities. This shift caused attitudinal and behavioral changes in students' learning patterns. Using stress theory, the present study tries to determine the association of fear of COVID-19 with students' performance. In addition, the present study also attempts to check the impact of fear of COVID-19 on anxiety. Further, this study tries to find the association of anxiety with students' performance. This study also attempts to determine the mediating role of anxiety and the moderating role of mindfulness. For empirical investigation, the current study collected data from 320 HSK students from different colleges and universities in China. The present study applied partial least square structural equation modeling for the empirical investigation of hypotheses by using Smart-PLS software. The present study's findings confirmed that fear of COVID-19 negatively affects students' performance, and it positively correlates with anxiety. The study's outcomes revealed that anxiety negatively affects students' performance. The outcomes also confirmed that anxiety negatively mediates the relationship between fear of COVID-19 and students' performance. The present study's findings acknowledged that mindfulness does not moderate the relationship between fear of COVID-19 and student performance and has a positive moderation between anxiety and student performance. The present study offers important practical, theoretical, and managerial implications.

Work stress, technological changes, and job insecurity in the retail organization context

The study intends to investigate the relationship between work stress and job insecurity, as well as technological changes and job insecurity, with job satisfaction acting as a mediator. The study was conducted among Pakistani retail industry employees using survey questionnaires distributed online and in stores. The sample was composed of 262 retail workers from the FMCG and shopping mall industries. The responses were screened using the statistical software tool SPSS, and hypotheses were examined through SMART-PLS. The findings show that work stress has a strong relationship with job insecurity; additionally, the relationship appears to be statistically significant (β = 55.7%, p &lt; 0.05), indicating that there is an increased level of job insecurity if work stress is increased. However, technological advancements showed less influence on job insecurity and had statistically insignificant results (β = 5.9%, p &gt; 0.05). This demonstrates that many technological changes cause high levels of job insecurity because employees fear that they will be unable to cope with the changing environment. Furthermore, the mediating mechanism of job satisfaction was found to be significant, as employees with lower levels of satisfaction reported higher levels of insecurity, aiding in the narrowing of the gap in this section of the study. The study also has practical implications because the results show that the retail industry needs to act quickly to make sure workers do not worry about losing their jobs, especially now that COVID-19 is spreading like wildfire.

Role of employee loneliness, job uncertainty and psychological distress in employee-based brand equity: Mediating role of employee exhaustion

Employee-based brand equity plays a crucial role in building organizations' brand equity, and organizations strive to maintain it because of its stimulating effect on competitive achievement. Based on psychological contract and stress theory, this study developed a model that points out the antecedents which can play an adverse role in the EBBE building process. This study explores the role of employee loneliness, job uncertainty, and psychological distress on employee-based brand equity. This study also explores the mediating role of emotional exhaustion in these relationships. For the empirical analyses of the model, this study gathered data based on a 459 sample size under a time-lag approach from the employees of clothing brands in China. This study analyzed the data through partial least square structural equation modeling (PLS-SEM). For this purpose, SmartPLS software was used. The outcomes revealed that employee loneliness has no direct relationship with employee-based brand equity; however, job uncertainty and psychological distress negatively influence employee-based brand equity, such as job uncertainty and psychological distress reduce employee-brand-based equity. Moreover, emotional exhaustion mediates the relationship between employee loneliness and employee-based brand equity and job uncertainty and employee-based brand equity; however, emotional exhaustion does not mediate the relationship between psychological distress and employee-based brand equity. Finally, practical implications, limitations, and future directions are discussed in this study.

Job insecurity, emotional exhaustion, and workplace deviance: The role of corporate social responsibility

Job insecurity is one of top concerns in the contemporary workplace, which significantly affects emotional exhaustion and workplace deviance. Thus, this study seeks to explore the buffering role of employees' corporate social responsibility (CSR) perceptions to against the effect of job insecurity. Based on micro-CSR literature and social identity theory, this study tested the proposition that employees' CSR perceptions moderate the relationship between job insecurity and emotional exhaustion through organizational identification. Using three-wave data collected from 145 employees in one of China's biggest computer equipment providers, we found that employees' CSR perceptions alleviate (exacerbate) the negative relationship between quantitative (qualitative) job insecurity and emotional exhaustion via organization identification. Our findings provided new insights to scholars and managers in dealing with job insecurity.

The influence of pandemic-related workplace safety practices on frontline service employee wellbeing outcomes

The COVID-19 pandemic has exposed the vulnerability of frontline employee (FLEs) to infections and other hazards and highlighted the importance of workplace safety practices (WSP) for service organizations. In response to the critical issue of service safety, we developed and empirically tested a model proposing that WSPs negatively influence FLE perceptions of pandemic related threats and positively influence their perceptions of organizational supportiveness (POS). In turn, these perceptions have time-lagged effects on two aspects of FLE wellbeing-reduced emotional exhaustion and increased work engagement. Utilizing data from a two-wave (separated by a month) survey panel consisting of 310 FLEs across the United States, we found evidence for all hypothesized relationships. We discuss the practical and theoretical implications of our findings and provide suggestions for future research on service safety on the organizational frontlines.

The role of digital readiness innovative teaching methods in music art e-learning students' satisfaction with entrepreneur psychological capital as a mediator: Evidence from music entrepreneur training institutes

The way of our living and working has changed intensely throughout the past half-century. The era we live in is interlinked with rapid technological changes, paving the way for digitalization. The students are considered digital natives and are expected to have e-learning abilities to improve their academic effectiveness. However, digital readiness is an important factor that can play a valuable role in boosting students' e-learning abilities and satisfaction. The previous studies of students' e-learning abilities revealed the lack of students' digital readiness for academic achievements. Therefore, the present study aims to examine the role of digital readiness in the e-learning satisfaction of students. Based on the theory of motivation, the present study attempts to check the association of digital readiness with e-learning satisfaction. The current study also determines the relationship of digital readiness with entrepreneur psychological capital. Further, this study examines the correlation of entrepreneur psychological capital with e-learning satisfaction. The present study also assumes the mediating role entrepreneur of psychological capital and moderating role of mindfulness. For empirical analyses, this study gathered data from 376 music learning students of entrepreneur training institutes in China through a structured questionnaire method using a convenient sampling technique. This study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The present study confirmed that digital readiness positively correlates with e-learning satisfaction and psychological capital. The findings also acknowledged that psychological capital positively enhances e-learning satisfaction. The results also confirmed that psychological capital mediates the association between digital readiness and e-learning satisfaction. However, the outcomes revealed that mindfulness does not moderate the association between digital readiness and e-learning satisfaction. On the other hand, the findings acknowledged that mindfulness moderates the relationship between psychological capital and e-learning satisfaction. In addition, this study's findings also serve the literature by providing important theoretical and practical implications. This study points out that digital readiness is an important antecedent to increasing students' learning satisfaction and performance. The findings also suggest that students' mindfulness could play a bridging role in enhancing their performance.

Safety behaviors and job satisfaction during the pandemic: The mediating roles of uncertainty and managerial commitment

INTRODUCTION

As the Covid-19 pandemic affects the world, disruptions to work routines impose a psychological burden on people, and thus can affect their job performance and well-being. We conducted an empirical study to explore the links between the experience of Covid-19 and workers' safety behaviors and well-being outcome of job satisfaction.

METHOD

Structural equation modelling (SEM) with a sample of 515 safety workers was conducted to simultaneously test the links among these constructs.

RESULTS

Experience of Covid-19 was associated with lower employee job satisfaction, explained by higher psychological uncertainty and decreased perception of managerial commitment to safety. Notably, contrasting pathways from experience of Covid-19 to safety behaviors were found. On the one hand, higher psychological uncertainty caused by the pandemic was associated with lower perceptions of managerial safety commitment; and lower perceived managerial safety commitment was linked to reduced safety compliance and safety participation. On the other hand, experience of Covid-19 in this study showed unexpected positive direct links with safety behaviors, which might be explained by workers' enhanced safety knowledge, motivation, and status of mindfulness due to Covid-19 related safety instructions and communications.

CONCLUSIONS

This exploratory study helps to deepen the understanding of workplace safety and well-being in the context of pandemic and in times of uncertainty.

PRACTICAL APPLICATIONS

The practical insights are useful for applying appropriate strategies for managing the Covid-19 crisis, coping with uncertainties, and building a healthier and safer workplace in the long run.