Purpose The COVID-19 pandemic broke out in December 2019 in Wuhan, China. In February 2020, countries responded to the pandemic by issuing guidelines to maintain social distancing, including enforcing lockdowns. Organisations were required to have their employees work from home (WFH), which had both positive and negative outcomes. During this pandemic, employees were embedded/stuck at home in the lockdown, and as people were forced to WFH remotely, a key question emerged: How does working from home - along with job embeddedness, supervisor’ listening perception, turnover intention and motivation-affect together simultaneously on turnover behaviour in such a context. This paper main aim is to examine that. Design/methodology/approach Five hypotheses were formulated for this research. Data were drawn from an online survey of 126 professional IT employees of a global high-tech firm in the first COVID-19 lockdown in Israel. Logistic regression analysis was conducted to test the hypotheses (via PROCESS) along with a sensitivity power analysis. Discriminant and convergent validity through a series of confirmatory factor analyses were conducted to evaluate the model. Findings The main findings indicate that embeddedness (“stuckness”) decreases turnover intention, and that turnover intention mediates the job embeddedness–decision to leave relationships. Intent to leave mediated the embeddedness–actual turnover relationship only for individuals with a low level of job motivation. Finally, a significant moderated–mediating effect of embeddedness on actual turnover through turnover intention for individuals who rated their supervisors’ listening as high but had low motivation was found. These findings offer important insights for managers of high-tech firms aiming to improve employee retention and reduce turnover behaviour. Finally, it was found that WFH strategy that was used during the COVID-19 pandemic (that might create quiet quitting) and is still used in the labour market and the high-tech sector is not significantly related to IT employees’ turnover intention and hence will not prevent intent to leave and probably turnover behaviour in the IT sector. The findings are discussed considering the literature. Originality/value This paper emphasises the findings of full remote work/WHF in the high-tech sector among engineers in lockdown conditions on turnover behaviour. No research examined it under full closure conditions of the COVID-19 when employees were forced to WFH only and work only remotely while they did not work hybrid and cannot do that because of the lockdown. Bloom et al. (2024, p. 1) found that “hybrid work improved reduced quit rates by one-third”. However, in contrast to that research, this study checked the impact of hybrid work and not full WFH and also with a different study population. Thus, it seems that to fully WFH where employees were forced to work entirely remotely and cannot work hybrid, there is a different impact on IT employees’ turnover. Additionally, WFH setup did not moderate or mediate the embeddedness–turnover intention/resigning relationship. Thus, indirectly encouraging embeddedness can assist in retaining IT employees and preventing turnover behaviour. Employees’ motivation level moderates the relationship between embeddedness and intent to leave at varying levels. Finally, listening moderates motivation’s significant moderated mediation effect on the relationship between embeddedness and intent to leave. These results extend the turnover literature.

This study aims to investigate the role of human resource practices (HRP) in enhancing employee engagement (EE), focusing on the mediating effect of self-efficacy (SE) and the moderating influence of supervisory support (SS). Anchored in Social Exchange Theory (SET) and the Job Demands-Resources (JD-R) model, the study seeks to explore the mechanisms through which HRP contribute to a more engaged workforce within the Chinese organisational context. A quantitative research design was adopted using a structured questionnaire distributed to employees working in various Chinese companies. Data were collected from 412 respondents and analysed using SmartPLS 4 to examine the direct, mediating, and moderating relationships among the variables. The results confirm that HRP has a significant positive impact on EE. Furthermore, SE significantly mediates the relationship between HRP and engagement, while SS strengthens the positive association between SE and engagement. Additionally, a moderated mediation effect was observed, indicating that the indirect impact of HRP on engagement through SE is more substantial when SS is high. This study advances the understanding of EE by introducing a moderated mediation framework that highlights the synergistic roles of HRP, psychological empowerment, and leadership support. Practical and theoretical implications are presented for organisations seeking to develop sustainable engagement strategies.

Investigating consumers purchase intention for recycled clothes: a moderated mediation approach integrating the theory of planned behaviour and stimulus organism response model

A multilevel moderated mediation model of developmental human resource management practices in the hotel industry

From consumerism to contentment! The role of minimalism in promoting well-being: a moderated mediation approach

Maternal scaffolding and children's mathematical ability: A longitudinal moderated mediation study

To create a more humane and sustainable workplace that upholds humanistic values alongside economic goals, it is critical to understand how organizations can effectively support employee well-being. Integrating self-determination theory within the psychosocial safety climate (PSC) framework, this study investigates (a) the core mechanism by which PSC supports employee well-being through basic psychological needs and (b) the organizational contexts in which this mechanism operates most effectively. Using a multilevel, cross-lagged panel model with three waves of data from 983 employees across 59 organizations, we decomposed PSC into between- and within-organization components. We investigated (a) within-organization mediation pathways, with need satisfaction and frustration mediating the relationships between individual PSC and work engagement and emotional exhaustion, respectively, and (b) between-organization contextual influences, testing how organizational-level PSC (i.e., PSC level and its interaction with PSC strength) moderates these indirect pathways. At the within-organization level, PSC was positively and indirectly related to work engagement through need satisfaction and negatively and indirectly related to emotional exhaustion via need frustration. At the between-organization level, PSC level and its interaction with PSC strength significantly moderated these relationships. Particularly, higher organizational PSC levels amplified the positive indirect relationship between individual PSC and work engagement, whereas the negative indirect relationship between individual PSC and emotional exhaustion was strongest in organizations characterized by both lower PSC levels and higher PSC strength. This study illustrates the multilevel role of PSC in promoting and sustaining employee well-being by supporting inherent human tendencies toward psychological need fulfillment. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

ABSTRACT As artificial intelligence technologies gain momentum in retail, humanoid service robots are becoming pivotal in transforming customer engagement. This study examines how the anthropomorphic features of these robots influence customer trust (cognitive and emotional), acceptance, and willingness to co-create value, with customer service expertise as a moderating factor. Drawing on the Computers as Social Actors theory and Service-Dominant Logic, the research proposes and tests a dual-pathway trust model, highlighting distinct mechanisms that mediate the relationship between robot anthropomorphism and retail outcomes. Data from a cross-sectional survey of 399 Chinese retail customers were analysed using SmartPLS 4.1. Findings reveal that robot anthropomorphism enhances both cognitive and emotional trust, which in turn drive acceptance and value co-creation. Crucially, customer service expertise asymmetrically moderates these pathways, strengthening the indirect effect through cognitive trust while leaving the emotional trust pathway unmoderated. Theoretically, the study enriches CASA and S-D Logic by disentangling the roles of dual trust mechanisms and identifying expertise as a critical, asymmetric boundary condition that governs the efficacy of cognitive-based social cues. In practice, the findings provide insights for the strategic designing and implementation of humanoid service robots to build trust, improve engagement, and facilitate culturally and expertise-sensitive value co-creation in the AI-enabled retail environments.

Purpose This study aims to examine the relationship between employee creativity and employee-oriented human resource management (EOHRM) in artificial intelligence (AI)-enabled workplaces. It examines the mediating role of AI–employee collaboration (AEC), playful work design (PWD) and the moderating role of AI empathy, based on the resource-based view (RBV) and dynamic capability theory. Design/methodology/approach In total, 302 workers in Vietnam’s aviation sector participated in a quantitative, cross-sectional study. To evaluate a moderated mediation model, data were examined using partial least squares structural equation modeling (PLS-SEM). Findings The results demonstrate that EOHRM significantly enhances employee creativity. This relationship is mediated by AEC and PWD, suggesting that these mechanisms are important pathways by which EOHRM promotes creative outcomes. Furthermore, AI empathy moderates these mediating effects, amplifying the positive influence of EOHRM on creativity when AI systems exhibit empathetic traits. Practical implications Organizations that want to foster innovation in an AI environment should prioritize EOHRM practices that build trust and psychological safety. Managers should design AI systems that facilitate collaboration and incorporate empathy features to support positive human–AI interactions. Encouraging creative job design can further enhance employees’ intrinsic motivation to innovate. Originality/value This study integrates the human resource management and AI literatures by conceptualizing EOHRM as both a strategic resource and a dynamic capability in fostering innovation. This study provides new insights into how sociotechnical systems can be designed to sustain innovation in highly regulated and technology-intensive industries.

This study explores how resilience, optimism, and social support influence learning satisfaction among 372 secondary school students in Islamic Religious Education (IRE) in Bandung, Indonesia. Grounded in Social Cognitive Theory, these psychosocial factors are viewed as interrelated personal and environmental resources shaping affective learning experiences. Using validated Likert-type scales and analyzed through SmartPLS, results show that resilience (? = 0.345, p < 0.001) and social support (? = 0.430, p < 0.001) significantly predict learning satisfaction, while optimism (? = 0.131, p = 0.053) has a positive but non-significant effect. Family religiosity moderates the link between social support and learning satisfaction, whereas resilience remains beneficial across religiosity levels. The findings highlight the contextual interplay between psychological strengths and environmental support in value-oriented education. The study extends Social Cognitive Theory to Islamic settings and recommends pedagogical strategies that foster resilience and social connectedness through reflective and spiritually grounded practices. However, its cross-sectional and single-site design limits causal inference and generalizability. Future research should adopt longitudinal and multi-site designs to validate these findings and further explore optimism’s role through qualitative or moderated mediation models.

Background: This study investigated the association between daily stress, sleep duration, and attention-deficit or hyperactivity problems (ADH) among teenagers and the moderated mediating effect of positive family relationships.Methods: The data of a nationally representative sample of teenagers were analyzed using regression analyses.Results: Daily stress was positively associated with ADH. Sleep duration partially mediated the association between daily stress and ADH. Positive family relationships moderated the mediating effect of sleep duration. Specifically, the mediating effect decreased with increasing levels of positive family relationships.Conclusions: Based on its results, this study discusses ways to intervene in ADH among teenagers.

Purpose Grounded in dynamic capabilities theory and institutional theory, this study investigates how AI capabilities enhance organisational resilience and sustainable competitiveness in the logistics sector. Moreover, it explores the role of government institutional support and government regulatory intervention in shaping these relationships. Design/methodology/approach Data collected from a sample of 296 logistics managers in China were analysed using the PLS-SEM technique to empirically test the proposed hypotheses. Findings AI capabilities play a pivotal role in fostering both resilience and competitiveness, with resilience serving as a crucial mechanism in this process. Additionally, supportive policies strengthen these effects, while excessive intervention can weaken the positive relationship between AI and resilience. Research limitations/implications This study highlights the importance of government support in fostering AI-driven competitiveness, suggesting that further research is needed on these influences within the AI landscape. Practical implications The findings guide logistics managers in leveraging AI capabilities to strengthen resilience and achieve competitiveness. They also show that government support amplifies these benefits, whereas overly restrictive regulations can weaken them. Originality/value The findings significantly enrich the academic discourse by underscoring the critical relevance of dynamic capabilities theory and institutional theory within the distinct institutional and technological environments prevalent in the logistics firms. This research highlights the crucial role that AI capabilities and proactive governmental frameworks play in promoting resilience and ensuring sustainable competitiveness. It offers valuable insights for managers and policymakers aiming to navigate the complexities of this evolving industry.

Type of the article: Research ArticleAbstract Drawing on social exchange theory, this study aims to expand the literature on despotic leadership as a prominent indicator of organizational deviance using a moderate mediation framework. Data were collected from a two-wave study involving 185 randomly chosen full-time administrative staff members in October 2024, in six colleges at the University of Mosul. Hypotheses have been tested by hierarchical multiple regression analysis and an estimated confidence interval for the indirect effect using SPSS 21.0 and Mplus 6.0. The results indicated a positive effect between despotic leadership and between Psychological Contract Breach (PCB) (β = 0.23, p < 0.01), as well as a positive effect between PCB and organizational deviance (β = 0.17, p < 0.01). The results also demonstrated a mediating role for PCB, as its presence rendered the association between despotic leadership and organizational deviance non-significant (β = 0.04, p = n.s.). Furthermore, we demonstrated a moderating role for moral identity, as its interaction with PCB reduced the negative impact on organizational deviance (β -0.15, p < 0.01). The study recommends that organizations should focus on discouraging despotic leadership and addressing subordinates’ perceptions of PCB. Moreover, the results emphasize the importance of ethical identity and its beneficial influence on the reduction of the influence of despotic leadership on the deviance within the organization.AcknowledgmentsWe would also wish to thank the University of Mosul and the colleges, which constituted study population in this work. Their support was significant to facilitate us conduct and complete the study.

ABSTRACT Background Technological creativity contests offer a unique educational setting where junior high school students can apply their technological literacy in team-based, competitive environments. These contests emphasize hands-on practical experiences that align with competency-based education reforms, aiming to cultivate students’ collaborative and problem-solving abilities. Purpose This study examined the relationships among technological literacy, team collaboration, competition motivation, and collective efficacy within the context of technological creativity contests among junior high school students. Specifically, it investigated whether competition motivation moderates the mediating effect of team collaboration between technological literacy and collective efficacy. Sample Participants included 326 junior high school students who participated in the 2023–2024 Technology Education Creative Contest in Taiwan. Design and Method A moderated mediation model was employed to analyze the interrelationships among the four variables. The model tested both direct and indirect effects, focusing on whether team collaboration serves as a mediator and whether competition motivation functions as a moderator. Results Technological literacy positively influenced collective efficacy, with team collaboration serving as a partial mediator. However, competition motivation did not significantly moderate the direct paths between technological literacy and team collaboration or between team collaboration and collective efficacy. Nonetheless, a conditional indirect effect was found: higher levels of competition motivation slightly strengthened the indirect relationship between technological literacy and collective efficacy through team collaboration. Conclusions These findings underscore the value of technological literacy and structured team collaboration in enhancing students’ collective efficacy in competitive learning settings. Educational programs aiming to improve students’ technological competencies and collaborative skills may benefit from integrating thoughtful competition design and motivational structure of competitions. Future research should examine longitudinal effects, diversify participant demographics, and differentiate between intrinsic and extrinsic competition motivation.

Loneliness is a critical mental health issue among university students, yet the mechanisms linking physical activity (PA) to loneliness remain underexplored. This study examines whether core self-evaluation (CSE) mediates the PA-loneliness relationship, and whether only-child status moderates this pathway. Using random cluster sampling from a Chinese university, 558 valid questionnaires were collected. This cross-sectional study collected self-reported data on PA levels, loneliness, and CSE among Chinese university students. The data underwent normality tests. Independent samples t-tests were used to examine differences in these variables by sex, grade, and only-child status. Pearson's correlation analyses were employed to assess the relationships among loneliness, PA, and CSE. We used the PROCESS macro for hierarchical regression analysis to test the mediation effect of CSE and the moderation effect of only-child status. PA was negatively correlated with loneliness (r = -.154, P < .001) and positively with CSE (r = .263, P < .001). CSE fully mediated the PA-loneliness relationship (indirect effect = -0.001, 95% CI [-0.0007, -0.0003]). Only-child status moderated the direct path, the interaction term between PA and only-child status had a significant effect on loneliness (B= -0.0006, P = .016), The model explained 35.5% of the variance in loneliness. CSE serves as a complete mediator between PA and loneliness, and only-child status moderates this association. These findings highlight the importance of tailoring PA-based mental health interventions to students' family backgrounds.

Based on panel data of 281 prefecture-level cities in China from 2006 to 2020, this paper constructs a two-way fixed effects model to explore the impact of dig-ital infrastructure on agricultural total factor productivity (ATFP), and intro-duces a moderated mediation effect model to test the synergistic effect of re-source misallocation and industrial upgrading. The results show that: (1) Digital infrastructure significantly promotes ATFP; (2) Resource misallocation plays a mediating role in this process, and it significantly inhibits ATFP; (3) With in-dustrial structure upgrading, the promoting effect of digital infrastructure on ATFP weakens; (4) Digital infrastructure improves ATFP by suppressing re-source misallocation, and industrial structure upgrading can enhance the inhib-itory effect of digital infrastructure on resource distortion; (5) Spatial effect analysis reveals that digital infrastructure has a positive spatial spillover effect. Based on these findings, this paper puts forward policy suggestions such as in-creasing investment in digital infrastructure, balancing the relationship be-tween industrial structure upgrading and agricultural development, strength-ening policy coordination, and optimizing the regional layout and resource sharing of digital facilities to promote the positive interaction between industri-al structure upgrading and digital infrastructure.

Abstract The study aimed to address a research gap pertaining to establishing the role of personality traits in foreign language learning. Particularly, the aim of this paper was to examine the link between the personality trait of Conscientiousness and the L2 willingness to communicate, when mediated by language anxiety, and moderated by gender. The participants were 590 secondary school students whose responses to a questionnaire allowed to test a moderated mediation model, assessing language anxiety as a mediator, and gender as a moderator in the Conscientiousness-L2 WTC link. The established results suggest that the positive link between Conscientiousness and L2 WTC is slightly weakened with the mediation of language anxiety, being negatively related to language anxiety, that, in turn, negatively predicts L2 WTC. Moreover, the link under consideration is strongly moderated by gender, which proves that conscientious females are more willing to communicate in a foreign language, in spite of the influence of language anxiety. This research can be regarded a significant step towards a better understanding of the direct and indirect effect of personality traits on FL-specific factors.

Purpose Building on social context theory and signaling theory, this study hypothesized positive associations of high-involvement work systems and team job crafting and further examined the mediating effect of initiative climate and the moderating effect of organizational structure. Design/methodology/approach This study primarily conducted multilevel path analysis using Mplus to test the proposed model. Data were collected from 733 employees working at 164 teams across 52 companies. Findings Results showed that high-involvement work systems are directly and indirectly related to approach-oriented team job crafting and avoidance-oriented team job crafting via initiative climate. In addition, organizational structure played the moderating role between high-involvement work systems and initiative climate and moderated the indirect effect of high-involvement work systems on both forms of team job crafting through initiative climate. Originality/value This study reveals the potential antecedents and boundary conditions of team job crafting at the organizational level. Findings provide a new perspective for managing employees through high-involvement work systems.

ABSTRACT Despite rising interest in sustainable fashion in India, little is known about how parental factors shape adolescents’ sustainable purchase intentions—particularly within urban, educated Indian families. This study explores how parental factors influence adolescents' purchase intentions toward sustainable fashion in urban Indian families, focusing on the mediating role of adolescent attitudes and the moderating effect of parenting style. Survey data from 280 participants (144 parent-adolescent pairs) in Tier 1 cities were analyzed using PLS-SEM and PROCESS bootstrapping. Results show that parents’ perceptions and knowledge significantly shape adolescents' intentions, with adolescent attitudes mediating these effects. Parenting style further moderates these relationships—authoritative styles enhance, while controlling styles weaken them. It contributes to theory by extending consumer socialization and parenting influence models. Practically, it suggests that sustainability campaigns should target both parents and adolescents, promoting dialogic, supportive parenting to foster shared sustainability values. This research is among the first to examine how parenting style conditions sustainable consumption of sustainable apparel among Indian youth, providing culturally specific implications for academia and practice.

Purpose This study aims to examine how guest–robot interaction shapes the objectified perception of hotel frontline employees, emphasizing the mediating role of perceived work substitution and the moderating roles of human uniqueness concern and gender. Design/methodology/approach Drawing on role congruity theory, survey data from 374 Chinese hotel guests were analyzed using PROCESS Models 4, 59 and 76 to test mediation, moderation and combined moderated mediation effects. Findings Guest–robot interaction increased both perceived work substitution and objectification, with substitution mediating this relationship. High human uniqueness concern intensified the substitution–objectification link, suggesting a defensive dehumanization process driven by anxiety over human distinctiveness. Low-concern guests adopted an acceptance-oriented, posthuman view that treated humans and robots as complementary. Gender also influenced these patterns: men showed stronger associations across paths, while women’s relational orientation reduced objectifying responses. The combined model confirmed these effects, highlighting psychological and gender-based differences in automation-related dehumanization. Practical implications Hotels should maintain clear distinctions between human and robotic roles to emphasize collaboration rather than replacement. Managers can design interactions that highlight employees’ empathy, adaptability and creativity to preserve the human dimension of service. Communication strategies should portray robots as partners who enhance meaningful human work and be tailored to gendered expectations by appealing to men’s efficiency focus and women’s preference for relational engagement. Originality/value This study advances role congruity theory in human–robot contexts by integrating human uniqueness concern and gender into a moderated mediation framework. It identifies perceived work substitution as the central cognitive mechanism linking guest–robot interaction to objectification and uncovers defensive, acceptance-based and gender-differentiated pathways through which automation reshapes guest perceptions of human labor.