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This study aims to investigate the impact of interactivity and perceived humanness on trust toward AI chatbots in the e-commerce setting. Moreover, this study also aims to examine the mediation effect of trust toward AI chatbots in the relationship between interactivity and intention to adopt AI chatbots for e-commerce as well as in the relationship between perceived humanness and intention to adopt chatbots for e-commerce. This study used a time lag approach to collect the data from 343 customers from the southern region of China. The data were collected online through a questionnaire designed in Chinese language using a survey firm. The findings of this study indicated that there is a significant impact of interactivity and humanness on the trust toward chatbots. Moreover, the findings of this study indicated that there is a significant mediating effect of trust toward chatbots in the relationships of interactivity and perceived humanness to adopt chatbots for e-commerce. In addition, this study found a significant moderating influence on the perceived enjoyment of using chatbots in e-commerce settings. This study provides a unique perspective of expectation-confirmation theory for adopting emerging technologies for online shopping and also provides insights for designers and business firms to develop businesses to facilitate the AI chatbot feature for e-commerce.

Background Bootleg innovation differs from traditional innovation in that it involves actions that either contravene established organizational rules and procedures or are conducted autonomously and covertly by individuals, with the aim of benefiting the organization. While prior research has highlighted a strong link between moral factors and bootleg innovation, there remains a paucity of studies exploring the moral foundations underlying such innovation. Drawing on moral licensing theory, this study examines the dual nature of bootleg innovation to elucidate the mechanism through which perceived organizational status influences employee engagement in bootleg innovation. Methods This study constructs and verifies a moderated mediating model of organizational status perception and bootleg innovation, using exploratory factor analysis and hierarchical regression analysis based on 394 survey responses. Results The findings indicate that: (1) Perceived organizational status has a significant positive effect on employee bootleg innovation behavior. (2) Both dimensions of moral licensing (moral credits and moral credentials) mediate the relationship between perceived organizational status and bootleg innovation behavior. (3) Intrinsic motivation positively moderates the impact of perceived organizational status on moral credits and moral credentials. Conclusion This study offers a unique perspective on the moral dilemmas employees face in bootleg innovation, thereby providing a novel lens for understanding their bootleg innovation behavior.

Background – This research examines the role of psychological characteristics (psychological empowerment and psychological ownership) in reducing employees’ workplace procrastination. Further, using organizational commitment theory, this research examines the mediating mechanism of organizational commitment in the relationship between psychological characteristics and employees’ workplace procrastination. Methods – Two studies were conducted to test our hypotheses. In Study 1, we collected online data from 146 working individuals via the crowdsourcing platform Prolific. For Study 2, we gathered data from 384 employees in the banking sector in Pakistan using a paper-and-pencil survey questionnaire. Both studies employed a time-lagged data collection approach to minimize common-method bias. Results – The research findings supported our hypotheses that organizational commitment mediated the positive relationship between psychological characteristics and employees’ workplace procrastination. Conclusion – Previous studies have focused on the factors responsible for employees’ workplace procrastination. This study advances our knowledge by identifying the antecedents of employees’ workplace procrastination and examining the underlying mediating mechanism.

Background In the complex and uncertain environment, employees are expected to proactively take constructive actions to optimize the organizational structure, improve job methods, and enhance work processes. Employees’ taking charge behavior as a typical positive extra-role behavior has generated extensive discussion. Methods Data on 398 knowledge employees of Chinese companies were collected online through convenience sampling. SPSS 26.0, Amos 26.0 and PROCESS v4.1 software was used for data analysis. Results Based on Proactive Motivation Theory, this study explores the impact mechanism of organizational fault tolerance on employees’ taking charge behavior and the moderating effect of growth need. The study findings indicate that flow experience at work plays a mediating role between organizational fault tolerance and employees’ taking charge behaviors. Growth need moderates the relationship between organizational fault tolerance and work-related flow. Specifically, when growth need is higher, the positive impact of organizational fault tolerance on work-related flow is stronger. The moderating role of growth needs is significant in the indirect impact of organizational fault tolerance on employees’ taking charge behavior through work-related flow. Conclusion Organizational fault tolerance can facilitate employees’ taking charge behavior by enhancing their work-related flow. Organizations should encourage employees to keep trying and learn from failure. Especially for individuals with high growth needs, they are more likely to experience work-related flow and demonstrate taking charge behaviors due to organizational fault tolerance.

Background This study, grounded in the Conservation of Resources (COR) theory, presents a framework designed to explore the direct impact of psychological empowerment (PE) on psychological safety (PS) and its indirect influence on customer orientation (CO), all while considering the moderating role of professional commitment (PC). Methods Using a convenience sampling method, this study targeted frontline employees working in star-rated hotels in China. Data were collected in two waves, resulting in a total of 189 valid responses. The collected data were then analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships among PE, PS, CO, and PC. Results The analysis revealed a positive relationship between PE and CO, which is mediated by PS. Furthermore, the moderating effect of PC was supported: the indirect effect of PE on CO via PS is stronger when PC is high, and significantly weaker when PC is low. This finding highlights the importance of PC in enhancing the influence of PE on CO. Conclusion This study not only proposes both theoretical and practical implications based on these findings but also discusses the limitations of the research and suggests potential directions for future studies.

Purpose Services organizations highly value proactive employees. Managers are interested in promoting frontline employees’ proactive behavior because proactivity is crucial for organizational success. The mechanism of negative workplace gossip on workplace prosocial behavior is unclear. This research investigates the factors hindering this valuable behavior, specifically focusing on negative workplace gossip and employee anxiety, through the lens of the conservation of resources theory. Design/methodology/approach Data were collected from a sample of 352 female frontline employees across diverse service organizations using a two-wave design. Statistical analyses were conducted using appropriate software (e.g., SPSS, AMOS) to test the hypothesized relationships. Findings The study’s findings reveal that negative workplace gossip reduces employees’ proactive work behavior, and anxiety mediates the relationship between NWGS and proactive work behavior. Further, Neuroticism strengthens the relationship between NWGS and anxiety. These results offer a novel perspective on the detrimental consequences of gossip in services sector. Practical implications Originality/value While research on negative gossip exists, this study specifically examines its impact on frontline service employees, a crucial but under-studied group in service organizations.

Background This study aims to investigate the impact of a leader’s beliefs in the usefulness of emotions on the emotional competence and relationship conflicts of their teams. Methods The data were collected through an online survey targeting leaders with at least three years of experience in managerial positions in South Korean workplaces, with a total of 326 participants. Latent Profile Analysis (LPA) was conducted to classify leaders into latent groups based on their beliefs regarding the usefulness of positive and negative emotions. Results The latent profile analysis of the leader’s beliefs in the usefulness of positive and negative emotions identified four groups: High Usefulness (HU) Group, High Positive Usefulness (HPU) Group, Reference Group for comparison, and Low Usefulness (LU) Group. It was found that both the HU Group and the HPU Group, who perceive the usefulness of both types of emotions and positive emotions, respectively, showed higher levels of emotional repair and lower levels of relationship conflict within the team compared to the Reference Group and the LU Group. Conclusions This study not only fills a gap in organizational research by establishing a clear link between leaders’ emotional beliefs and team dynamics but also emphasizes the social influence of leaders’ emotions within the team setting. The findings of this research advocate for a strategic update to leadership development programs, suggesting the integration of elements specifically designed to augment leaders’ understanding and management of emotional dynamics within their teams.

Background Existing literature on leader narcissism reveals conflicting evidence due to the paradoxical nature of narcissistic traits- narcissistic admiration and rivalry. Additionally, a bipolar view of self-interest, rooted in the concept of dual behavior may help in clarifying this paradox. Therefore, the study examines how narcissistic admiration and rivalry affect leader narcissism and workplace deviance, with self-interested behavior acting as a mediating factor. Methods A cross-sectional analysis was conducted using a sample of 313 responses from Prolific, an online academic platform. Grounded in self-determination theory and trait activation theory, the framework is tested through the PLS-SEM approach in the U.S. population sample. Results Both narcissistic traits-admiration and rivalry shape leadership narcissism, further shaping deviant behavior. Further, self-interested behavior as a mediator refines the narcissistic tendencies of individuals in leadership roles and shapes deviant behavior. sequential mediation also confirms a strong interplay between grandiose narcissistic traits and deviant outcomes through self-interesting behavior and leader narcissism. Conclusion The study emphasizes that narcissistic traits and extrinsic factors shape self-centered behavior. It further concludes that narcissistic admiration and rivalry both lead individuals to embrace dark aspects of leadership characteristics that spill detrimental effects on the workplace. This contradicts the optimistic perspective of narcissism literature, especially in the case of narcissistic admiration.

Background This study investigated the mechanism through which the Dark Triad traits (Machiavellianism, narcissism, psychopathy) relate to career adaptability. While previous research primarily focused on the role of bright traits in enhancing career adaptability, the potential benefits of dark traits on career adaptability have often been overlooked. By integrating career construction theory (CCT) and conservation of resources theory (COR), this study proposed that adaptive readiness, operationalized in terms of the Dark Triad traits, would be related to career adaptability through political skill, offering a novel perspective on how dark traits, like the Dark Triad, can be related to career adaptability. Design/methodology/approach We conducted a three-wave survey ( N  = 307) with two-week intervals between each wave. In the first wave, we collected demographic information and measured the Dark Triad traits. In the second wave, we assessed political skill, and in the third wave, we measured career adaptability. Structural equation modeling was used to analyze the data. Additionally, a bootstrap test with 10,000 resamples was employed to examine the mediating role of political skill. Results The Dark Triad traits were significantly linked to career adaptability through political skill. Specifically, Machiavellianism and narcissism were positively associated with career adaptability, while psychopathy showed a negative association. Political skill acted as a mediator in the relationships between the Dark Triad traits and career adaptability. Conclusions The relationship between the Dark Triad traits and career adaptability manifests both positively and negatively, with political skill serving as a key mediator. These findings extend CCT by revealing the mechanism connecting career readiness and career adaptability, grounded in COR. Additionally, this study suggests that researchers should not limit themselves to exploring strategies for enhancing career adaptability through positive traits but should also consider the potential of negative traits.

This empirical investigation examines the mediating mechanisms through which unethical leadership influences employee work deviant behavior in the healthcare sector, specifically focusing on psychological empowerment and performance attitudes as potential mediating variables. Furthermore, the research explores the moderating role of financial job dependency in the relationship between unethical leadership and employee work deviant behavior. Utilizing a systematic stratified sampling methodology, data were collected from 384 manager-employee dyads within healthcare organizations in developing countries. The results demonstrate that both psychological empowerment and performance attitudes serve as significant mediating mechanisms in the relationship between unethical leadership and work deviant behavior. Additionally, the findings reveal that financial job dependency moderates the relationship between unethical leadership and psychological empowerment, although no significant moderating effect was observed in the relationship between unethical leadership and employee workplace behaviors. These findings contribute to the existing literature on organizational behavior and healthcare management while offering practical implications for healthcare administrators seeking to mitigate workplace deviance. The results provide empirically-grounded insights that can inform the development of targeted interventions and management strategies within healthcare organizations.