Organisations and associated management practices are generally considered responsible for promoting employees' enjoyment of work. Our study, on the other hand, seeks to examine the capacity of individual workers to regulate their own experience of fun. We interviewed eight ‘remarkable’ workers who claimed to always (or nearly always) have fun at work. We utilised a critical realist approach in the analysis that enabled the consideration of both structure and agency in the experience of workplace fun. A key research finding was that participants possessed a strong sense of control over their own happiness at work, demonstrated in four ways: (1) a priority placed on fun, (2) a sense of responsibility for fun, (3) a positive orientation to the world and (4) a sense of mastery and challenge in work tasks. Research findings may inspire both individual workers and organisations to adopt an agentic outlook in the workplace, implementing strategies that enhance employee control.

In the wake of the increasing popularity of tattoos, the present study explored whether tattoos have an adverse impact on employees. Specifically, this research examined the relationship between visible tattoos and unwanted sexual attention, along with perceived sexual harassment climate and perceived inclusion climate as potential moderators of this relationship. With a sample of 417 restaurant and retail employees, the results from logistic regression analyses demonstrated that possessing a visible tattoo was associated with increased odds of experiencing unwanted sexual attention. Perceived inclusion climate attenuated this relationship, whereby individuals with visible tattoos were less likely to experience unwanted sexual attention in a more favorable climate. Although perceived sexual harassment climate was directly related to unwanted sexual attention, it did not moderate the visible tattoo-unwanted sexual attention relationship.

Conservation of resources theory is employed to examine the effect of workplace support on thriving at work and the mediation of thriving at work on the workplace support and life satisfaction relationship using data on white-collar workers in China. We find that workplace support is positively related to thriving at work and thriving at work is positively related to life satisfaction. We also find that thriving at work fully mediates the relationship between life satisfaction and supervisor support, while the relationship between life satisfaction and coworker support is partially mediated by thriving at work. Consistent with the COR caravan and spillover hypothesis, we conclude that thriving at work is a mechanism that transmits the positive effects of workplace support on life satisfaction. The research findings suggest that an increase in workplace support can benefit both individuals and organizations by improving individuals’ thriving at work and life satisfaction.

Networking behaviors toward career and community domains assist individuals in doing their jobs better and advancing their careers. However, few studies investigate and identify how these different types of networking behaviors lead to supervisory promotability evaluations. The current study argues that career- and community-based networking behaviors interact with political skill on promotability. This study surveyed and collected data from 160 financial employees and 103 supervisors working at branches of a large bank in Taiwan. Career-based networking behaviors, particularly maintaining contacts and engaging in professional activities, were found to be positively related to promotability, and political skill strengthened the relationship between community-based networking behaviors and promotability. The implications of these findings are discussed in terms of networking behaviors, political skill, and promotability.

This study addresses the causal linkage between customer incivility and service quality through the lens of self-determination theory, according to which need satisfaction as a potential mechanism mediates this relationship. Additionally, it examines the moderating role of surface acting in the relationship between customer incivility and need satisfaction. Dyadic questionnaires were collected from restaurant employees and their customers in Taiwan. A total of 190 employees and 645 customers participated in this study. Results found that need satisfaction mediates the negative relationship between customer incivility and service quality. Surface acting moderates the relationship between customer incivility and need satisfaction as well as the mediation effect of customer incivility on service quality through need satisfaction. Specifically, the indirect effect of need satisfaction on the relation between customer incivility and service quality creativity was more significantly negative at a high level of surface acting than the effect at a low level.

This study contributes to management scholarship by unpacking the relationship between employees' exposure to workplace incivility and their exhibition of depersonalization towards co-workers, according to the mediating effect of job-related anxiety and the moderating effects of gender and education. Time-lagged data from employees in Pakistani organizations show that an important reason workplace incivility enhances depersonalization towards co-workers is that employees feel anxious about their jobs. This mediating role of job-related anxiety is particularly salient among male and higher-educated employees, possibly because they suffer from resource losses in the form of dignity threats when they are treated with disrespect. For organizations, this study accordingly pinpoints a key mechanism by which disrespectful workplace treatment can escalate into depersonalization towards co-workers (enhanced job-related feelings of anxiety), as well as how the strength of this mechanism might depend on individual factors.

This study examines the impact of employability on turnover intention by differentiating internal and external employability, and considering the possible moderating roles of perceived organizational support (POS) and career orientation. Using a sample of 411 responses to a two-wave questionnaire survey generated from six cities in China, we find that external employability positively influenced turnover intention, but internal employability negatively influenced turnover intention. The results also indicate that POS had a positive moderating effect only on the relationship between external employability and turnover intention. Furthermore, for employees with disengaged career orientation, external employability exerts a strong impact on turnover intention. This study adds to the limited research empirically linking employability and turnover intention, whereas the findings can be used by HRM practitioners to factor in organizational support and career orientation initiatives that improve the retention of employees with high external employability.

Although the characteristics of top managers is an important factor associated with competitive advantage, and managerial resources are recognized as a firm’s major resource, there is limited research concerning the role of top manager’s capabilities in the relationship between entrepreneurial orientation and international performance. Based on the upper echelons perspective and resource-based view, the present study aimed to analyze top manager’s cultural intelligence as an internal contingency of the relationship between entrepreneurial orientation and international performance. The study’s theoretically derived research model was tested using survey data obtained from 206 small- and medium-sized enterprises. The findings suggested that the extent to entrepreneurial orientation was related to a firm’s international performance was contingent on the level of three dimensions of cultural intelligence (metacognitive, cognitive, and motivational). Furthermore, as the level of all four cultural intelligence dimensions of top managers increased, the relationship between entrepreneurial orientation and international performance increased in strength. The implications of the present findings for future research and practice were discussed.