Purpose Drawing on social information processing theory, this study aims to examine how the effects of leader forgiveness on employees' taking charge vary contingent upon employees' perceived overqualification, operating through both positive (state gratitude) and negative (psychological entitlement) pathways that create a double-edged sword effect. Design/methodology/approach Using a two-wave time-lagged design, we collected data from 356 leader-employee dyads and tested hypotheses through multi-level path analysis and the Monte Carlo method. Findings For highly overqualified employees, leader forgiveness increases psychological entitlement, subsequently reducing their taking charge. Among employees with low perceived overqualification, leader forgiveness fosters state gratitude, thereby enhancing taking charge. Practical implications Organizations should apply leader forgiveness within structured frameworks with clear accountability standards. They should cultivate appreciation cultures to promote state gratitude, foster collectivist atmospheres to minimize psychological entitlement and optimize person-job fit through comprehensive recruitment and job redesign to effectively manage perceived overqualification. Originality/value This study advances the literature by revealing the dual effects of leader forgiveness on employees' taking charge through both cognitive and emotional mechanisms. It integrates social information processing theory to highlight these pathways and identifies perceived overqualification as a key moderator, offering insights into when leader forgiveness produces positive or negative outcomes.

Key factors of depression in middle-aged and older adults based on social-ecological systems theory: an interpretable machine learning approach.

"Nobody is talking about it, so maybe it is not that important." a qualitative study examining Canadian adults' perceptions and experiences with dietary sodium.

Towards ritual intervention in meat consumption practices: The case of meat in Dutch Christmas meals.

Integrating agent-based modeling and environmental psychology to investigate agricultural land use change and prevent agroecosystem services degradation.

Demographic Fault Lines and Social Exchange Theory: Mapping the Landscape of Faculty Engagement and Creativity

Perspectives of nursing doctoral students on the impact of doctoral education on their professional and career development: A qualitative study.

Building a HBCU/PBI Pharmacy Collaborative as an Approach to Sharing Successful Practices and Resources.

Studies on teachers’ emotions and identity have progressed from focusing on one-way relationships to exploring reciprocal process among a variety of constructs. Based on the available research, few studies have considered the dynamic relationship between emotions and identity from an integrative approach, particularly among EFL teachers within the context of teaching young learners. Expanding on these previous studies, the current study adopted a case study approach to explore the dynamic process involving urban primary school EFL teachers in Northern China based on the social psychological identity theory (Burke & Stets, 2009) and control-value theory (Pekrun, 2024; Pekrun et al., 2007). Semi-structured interviews, classroom observations, and stimulated recall interviews were conducted. The results highlighted the influence of emotions on identity verification through authority resources and the influence of teachers’ cognitive ability and emotional competence on identity change. Such identity dynamics were found to affect teachers’ emotional experience, emotion regulation, and emotional labor through their appraisal of value and control, as well as their commitment to emotional rules, forming a cyclical process. Practical implications for teachers, administrators, and policymakers were proposed.

Purpose This study aims to investigate the mediating role of organizational justice in the relationship between employees’ perceptions of corporate social responsibility (CSR), encompassing economic, legal, ethical and philanthropic dimensions, and their well-being and quality of work life (QWL) within luxury hotels in China. Grounded in social identity theory and justice theory, this study aims to elucidate how CSR perceptions influence employees through the lens of organizational justice. Design/methodology/approach A quantitative research design was adopted, employing a survey method to collect data from employees across eight luxury hotels in China, yielding a final sample of 558 respondents. Partial least squares structural equation modeling was applied to analyze the data and test the hypothesized relationships among perceived CSR, organizational justice, QWL and employee well-being. Findings The results revealed that perceived CSR does not directly affect employees’ well-being and QWL. However, it indirectly influences these outcomes through organizational justice, highlighting the mediating role of perceived fairness within the organization. Additionally, a positive association was found between QWL and employee well-being, underscoring the importance of QWL in enhancing overall employee welfare. Practical implications For hotel managers, the findings emphasize the importance of fostering organizational justice as a conduit through which CSR initiatives can positively impact employee well-being and QWL. Implementing fair policies and practices may amplify the benefits of CSR efforts, leading to a more satisfied and productive workforce. Originality/value This study contributes to the existing literature by examining the interplay between CSR and organizational justice from the employees’ perspective in the context of luxury hotels, a sector where such internal stakeholder-focused research is limited. By integrating social identity and justice theories, this research provides a nuanced understanding of the mechanisms through which CSR perceptions affect employees, offering valuable insights for both academic inquiry and practical application in the hospitality industry.

Does too much or too little entrepreneurial experience benefit crowdfunding performance? A social learning theory perspective

Influencing factors of self-regulation fatigue in older adults with chronic heart failure: A structural equation model.

Enhancing patient value co-creation via AI-enabled cases disclosure: The role of uncertainty reduction, patient empowerment and risk aversion.

This research paper analyzes the impact of folk children's play songs on the Psychological Development of children, specifically within the multi-ethnic social background of the Matara District in Sri Lanka. These songs are categorized using the theoretical frameworks of Vygotsky's Social Development Theory, Piaget's Theory of Cognitive Development, and Gardner's Theory of Multiple Intelligences. The study explains in detail how the rhythm, rhyme, alliteration, and repetitive lines embedded in play songs enhance children's Memory, and how group activities foster Social Harmony. Based on the findings, it is concluded that these songs serve as a "Psychological Treasure" in early childhood education and personality formation.

The role of oxytocin and cultural tightness in model-based learning of social Incongruency.

Social context affects observers' weighting of facial and verbal cues in estimating another's pain.

Idea rejection and subsequent innovation intention in Chinese small and medium-sized enterprises: A social cognitive theory perspective

Purpose Scholars have conducted extensive research on how information sharing affects work performance, but its impact – positive or negative – remains inconclusive, especially in the context of multi-team cooperation. Drawing on social exchange theory and the norm of reciprocity, this study aims to examine how and when the sharing of valueless information between teams undermines interteam cooperative performance (ICP). Specifically, the authors test whether interteam trust and relationship strength mediate this effect and whether interteam proactive information feedback moderates it. Design/methodology/approach This research comprises two studies: Study 1 is a multi-wave, multi-source survey of 297 team supervisors and 91 team managers, and Study 2 is an experiment. Findings The authors find interteam valueless information sharing (IVIS) exerts detrimental impact on ICP mainly through reducing interteam trust and interteam relationship strength. These negative influences of IVIS on interteam trust and ICP and the indirect effect of IVIS on ICP via interteam trust and interteam relationship strength, however, can be mitigated by interteam proactive information feedback. Originality/value This research challenges the conventional and prevalent conclusion that information sharing greatly facilitates high work performance obtaining through revealing that valueless information sharing is apt to undermine cooperative performance. In addition, this research fixes literature gaps by highlighting IVIS undermines ICP mainly through reducing interteam trust and interteam relationship strength. Meanwhile, this research makes contributions to feedback literature by proposing a new construct and empirically examining its boundary effects.

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.

From Inclusion to Impact: a Social Cognitive Theory Approach with Serial Mediation of Self-Efficacy and Engagement