PurposeThis study aims to investigate the relationship between technology-assisted supplemental work (TASW) fairness and resource investment strategies in the workplace, namely personal initiative and work withdrawal behaviors, with energy as a mediating factor and conscientiousness and neuroticism as moderators.Design/methodology/approachA sample of 728 USA employees was collected to test the proposed model using mediation and moderated-mediation analyses.FindingsThe study finds support for the mediation hypotheses, indicating that when employees perceive TASW as fair (unfair), they report higher (lower) energy levels and are thus likely to engage in personal initiative (work withdrawal) behaviors. Additionally, conscientiousness strengthens the positive relationship between TASW-fairness and personal initiative, while the negative relationship between TASW-fairness and work withdrawal appears consistent across neuroticism levels.Originality/valueThis study introduces the concept of TASW within a fairness framework and relates it to resource investment strategies in the workplace, providing novel insights into the role of fairness perceptions and individual differences in shaping employee behaviors.

This study investigates the causal relationship between paid working hours, perceived health, and wages in South Korea, with a focus on gender disparities. We hypothesize a U-inverted relationship between paid working hours and health, where health improves with longer hours up to a point and then declines. We further hypothesize a reciprocal positive relationship between health and wages, and that women face negative health impacts at lower work-hour thresholds than men. Using 13 years of data from the Korean Labor and Income Panel Study (KLIPS) from 2009 to 2021, we apply cross-lagged panel analysis and instrumental variable estimation. Results show an inverted U-curve relationship, with health inflection points at 41.36 h for men and 28.95 h for women, and a positive bidirectional link between health and wages. The inflection point for women suggests they experience negative health effects sooner than men, likely due to unpaid domestic work. This study provides causal evidence on how paid working hours affect health and wages, emphasizing the need for gender-specific considerations in policy and workplace practices.

Purpose This study aims to investigate the mediating role of trust in management and the moderating role of employee-management congruence in high-performance work system (HPWS) perceptions on the relationship between HPWS and firm performance. Design/methodology/approach Survey data on HPWS practices and employee–manager perceptions from a large sample of South Korean firms were integrated with objective financial performance data. Path analysis using STATA 18.0 with robust standard errors was used to test the hypothesised moderated mediation model. Findings Trust in management partially mediated the relationship between HPWS and firm performance. While employee–management congruence in HPWS perceptions did not moderate the direct effect of HPWS on firm performance, it significantly moderated the indirect effect through trust in management. The positive influence of HPWS on performance via trust was stronger when employee–management congruence was high. Originality/value This study extends the social exchange perspective on the HPWS–performance relationship by incorporating trust in management as a critical mediator and employee–management congruence in HPWS perceptions as a moderator. The findings highlight the importance of fostering shared understandings of human resource practices between employees and managers to optimise the trust-building and performance-enhancing effects of HPWS.

PurposeThe purpose of this study was to explore the effects of cyber incivility on adverse work outcomes of work withdrawal and turnover intention. Specifically, we draw on self-determination theory and conservation of resources theory to examine the mediating roles of basic need satisfaction and burnout in the relationship between cyber incivility and work outcomes.Design/methodology/approachWe used Mplus 7.4 software with a maximum likelihood robust (MLR) estimator to test the structural equation modeling. We followed Anderson and Gerbing's guidelines to test the hypotheses.FindingsThe results based on time-lagged data from 685 full-time workers in the United States provide support for the hypotheses that cyber incivility is indirectly associated with work withdrawal and turnover intention through basic need satisfaction and burnout. We also found that for individuals with high conscientiousness, the negative direct effect of cyber incivility on basic need satisfaction and the positive indirect effects of cyber incivility on work withdrawal and turnover intention through basic need satisfaction and burnout are stronger than for individuals with lower conscientiousness.Originality/valueOur research revealed that when employees experience cyber incivility, they enter a defensive mode to protect their already stretched resources from unfulfilled basic need satisfaction. Specifically, experiencing cyber incivility interferes with meeting basic need satisfaction and leads to burnout, which, in turn, triggers defensive work withdrawal and turnover intention.

Purpose This study aims to address workplace cyber incivility in digital environments by proposing human resource (HR) management strategies derived from a systematic review of the literature. It seeks to clarify the concept of cyber incivility, identify its antecedents and outcomes and provide practical recommendations for HR practices to mitigate its effects. Design/methodology/approach A systematic review following PRISMA guidelines analyzed 31 empirical studies (2006–2024) using Google Scholar, PsycINFO, Business Source Complete and Web of Science databases with keywords, including “cyber incivility,” “digital workplace” and “employee well-being.” Studies were included if they focused on workplace cyber incivility, provided primary data and were published in English, while those on cyber aggression or bullying were excluded. Two authors independently screened studies, resolving discrepancies through discussion. Thematic analysis synthesized findings on definitions, antecedents, outcomes and moderators. Findings The review identifies gaps in the literature, including inconsistent measurement approaches, limited understanding of cyber incivility’s multidimensional nature, insufficient examination of dyadic perspectives between perpetrators and targets and fragmented research across different digital platforms. The included studies (n = 31) examined diverse professional contexts, with sample sizes ranging from 69 to 830 participants. Cyber incivility is shaped by individual factors (e.g. personality traits, demographic characteristics), situational factors (e.g. workload, stress) and technology-driven factors (e.g. misinterpretation in digital communication). Its negative impacts include reduced job satisfaction, heightened stress, burnout and increased turnover intentions. Evidence-based HR recommendations include developing digital communication guidelines, implementing resilience-building programs and offering training on digital etiquette and conflict resolution. Originality/value This study provides a comprehensive framework for understanding cyber incivility in digital work environments and offers evidence-based HR interventions to foster respectful communication and improve employee well-being. It bridges existing research gaps by synthesizing fragmented studies and highlighting actionable strategies for HR professionals.

Work-family policies are meant to support labor force participants, but they often result in lower rewards for those who use them. Based on the ideal worker norm framework and signalling theory, we hypothesise that parental leave duration will result in lower wage growth, above and beyond that of having children. The 1997 National Longitudinal Survey of Youth data from 2000 to 2015 are used to test the hypotheses with a longitudinal sample (14 waves) of individuals in the United States who worked before and after taking parental leave (n = 6723). Discontinuous growth models are used to predict the penalty for parental leave duration for men and women. We find that both men and women suffer from a lower hourly wage growth for taking longer parental leave and that there are more severe penalties for taking paid parental leave than taking unpaid parental leave.

SummaryWe use a meta‐analysis to introduce a framework that integrates research on the relationship between working hours and the work–family interface. Using the work–home resources model, we integrate work–family enrichment and conflict theory, focusing on the positive and negative mediational processes of human energy. We conceptualize working hours, within the framework of the work–home resources model, as the potential to increase vigor and exhaustion in tandem, which, in turn, would lead to increased work–family enrichment and work–family conflict, respectively. Our model suggests, and a meta‐analytic investigation (N = 459 846), supports that the two dimensions of human energy, vigor and exhaustion, mediate the relationship between working hours and work‐to‐family enrichment and conflict, respectively. Taken together, our findings contribute to the literature by integrating the positive and negative energy mechanisms in the relationship between working hours and work‐to‐family enrichment and conflict. Specifically, by showing the parallel paths of vigor and exhaustion that occur when individuals increase working hours, we reconcile mixed findings regarding the effect of working hours on the work–family interface.

Research suggests that workaholism is related to multiple regulatory systems. However, the investigations into the underlying regulatory systems of workaholism have been stymied by a lack of theorizing that can provide a balanced perspective. Based on regulatory focus theory, we examine how different types of workaholism are manifested in response to challenge and hindrance stressors. Also, we investigate the associations between distinct types of workaholism and both positive (i.e., individual-directed citizenship behavior and work-to-family enrichment) and negative social functioning (i.e., personal aggression and work-to-family conflict). Results based on nationally representative data (total n = 706) supported the hypothesized model, suggesting that challenge and hindrance stressors, respectively, play an important role in manifesting distinct types of workaholism; promotion- and prevention-oriented workaholism related to positive and negative aspects of social functioning, respectively. By incorporating a multiple regulatory systems perspective that reveals a dual-type taxonomy of workaholism as a state, our study contributes to a deeper understanding of how different types of workaholism are manifested and related to social functioning outcomes. We discuss the implications and limitations of our research, along with future research directions on the promotion- and prevention-oriented workaholism scale (PPWS).

Based on moral licensing theory, we propose that employees who work with a leader that shows high workaholism are more likely to experience after-hours work-related ICT demands, which would be considered morally praiseworthy under a leader who spends more time on work than on other activities in life. After-hours work-related ICT demands, in turn, activate two psychological mechanisms that ultimately affect work withdrawal. First, after-hours work-related ICT demands are associated with greater psychological entitlement, which increases work withdrawal. Second, after-hours work-related ICT demands are associated with greater emotional exhaustion, which increases work withdrawal. Results show that the serial mediation relationship between leader workaholism and work withdrawal was positive and significant for subordinates with high and low family identity salience, but the effect was stronger for subordinates with high family identity salience. Therefore, this study illustrates that leader workaholism and subordinates' work withdrawal are related through subordinates’ after-hours work-related ICT demands and two psychological mechanisms (psychological entitlement and emotional exhaustion). The strength of this serial mediation relationship varies depending on the family identity salience.

Grounded on the challenge-hindrance stressor framework, this study examines how subordinates appraise work stressors, hence shaping their behaviors toward the organization. We especially argue that leader workaholism is a double-edged sword for employees, such that they may appraise leader workaholism as both a challenge and hindrance, and in turn, leader workaholism will be positively associated with organization-directed organizational citizenship behaviors (OCBO) and negatively related with organization-directed counterproductive work behaviors (CWBO), respectively. Further, we contend that prototypical leader traits, namely trait agency and communion, will moderate the positive relationship between leader workaholism and subordinate challenge appraisal, while moderating the positive association between leader workaholism and subordinate hindrance appraisal. Results suggest that leader workaholism has a positive indirect association with subordinate OCBO via subordinate challenge appraisal, while leader workaholism did not have a significant indirect effect on subordinate CWBO. In addition, the indirect relationship between leader workaholism and subordinate OCBO via challenge appraisals was conditional on both leader agency and communion, while the indirect relationship between leader workaholism and subordinate CWBO via hindrance appraisals was moderated by leader communion.

Written information and communication technologies such as email and online messaging have dominated workplace communication. The purpose of this study was to explore the effects of cyber incivility on adverse work outcomes of work withdrawal and turnover intention. Specifically, we draw on self-determination theory and conversation of resources theory to examine the mediating roles of basic need satisfaction and burnout in the relationship between cyber incivility and work outcomes. Furthermore, we investigated conscientiousness and neuroticism as boundary conditions that influence the effects of cyber incivility on basic need satisfaction, burnout, and work outcomes. The results based on time-lagged data from 685 full-time workers in the United States provide support for the hypotheses that cyber incivility is indirectly associated with work withdrawal and turnover intention through basic need satisfaction and burnout. We also found that for individuals with high conscientiousness, the negative direct effect of cyber incivility on basic need satisfaction and the positive indirect effects of cyber incivility on work withdrawal and turnover intention through basic need satisfaction and burnout are stronger than for individuals with lower conscientiousness. The results and implications on about workplace cyber incivility, basic need satisfaction, burnout, work withdrawal, and turnover intention are discussed.

We conceptualize, develop, and validate a multidimensional measure that can explain the underlying motivations of workaholism. Based on regulatory focus theory (Higgins, 1997), we established the Promotion- and Prevention-oriented Workaholism Scale (PPWS), which consists of three dimensions (i.e., cognitive, emotional, and behavioral dimensions) for each form of workaholism, with five items for each dimension. We tested the psychometric properties and nomological networks of the PPWS in a three-phase study using data from 1,086 participants. First, the multidimensional and hierarchical model of the PPWS shows a better fit to the data than alternative models. The PPWS shows high internal reliability and content validity across samples. Second, our findings support that the PPWS is distinct from conceptually related covariates, such as job involvement, work engagement, burnout, and perfectionism. Finally, the PPWS shows incremental validity as it predicts job involvement, work engagement, and burnout above and beyond the previous workaholism scales (i.e., MWS, WART, DUWAS, WorkBat, and BWAS). We also discuss the implications and limitations of our research, along with future research on the PPWS.

Research has given conflicting results regarding the relationship between the use of information and communication technologies (ICTs) for work-related tasks during non-work time and the outcomes for employees and organizations. In this study, I use self-determination theory to examine the effects of uncompensated-telework fairness on potential positive and negative work behaviors – work withdrawal and personal initiative; and whether human energy mediates these linkages. I argue that when employees perceive uncompensated-telework is unfair, they will subsequently report losing energy when using ICTs to work outside of the work domain. Furthermore, these perceptions of energy loss can initiate undesirable coping strategies in which employees with low level of energy begin to withdraw from work in the work domain. In addition, I demonstrate that perception of energy gain lead to personal initiative in the work domain. Data collected in three phases over six weeks from more than 700 US employees provide support for these hypotheses.

Perceived job insecurity is a critical job stressor that creates the conditions for negative health and performance outcomes for workers while potentially increasing health-related costs for employers. Sleep quality, an important proxy of health, has been understudied in relation to the impact of perceived job insecurity. Using job stress concepts and a perseverative cognition model, this study examines the association between perceived job insecurity and subjective sleep quality while considering negative work spillover as a mediator. We expand our analysis to consider gender as a moderator of the job insecurity-sleep quality relationship, predicting the relationship will be stronger for men than for women. Study 1 uses a nationally representative sample from the Midlife Development in the United States National Survey Refresher study consisting of 1031 working adults and a multi-group path analysis to test our hypotheses. Results show that negative work spillover mediates the relationship between perceived job insecurity and subjective sleep quality. Study 2 uses a sample of 152 working adults who participated in three biweekly surveys. The mediating role of negative work spillover is replicated in Study 2. In both studies, no gender moderation is found. Theoretical and methodological contributions, limitations and future research directions are discussed.

Paternity leave policies are gaining increased recognition from researchers and policymakers for being an instrumental tool that can have a positive impact on individuals, families, and societies. In this study, we estimate the effect of Korean fathers' paternity leave use on mothers' family relationship satisfaction using dyadic longitudinal data. Applying a spillover-crossover theoretical framework, we predict that fathers who use paternity leave (T1) experience a positive spillover manifested in increased life satisfaction (T2) and that this process will be mediated by an increase in their job satisfaction. In turn, this will “crossover” to positively affect mothers' family relationship satisfaction (T3). We further propose that gender role agreement will moderate this relationship. Using nationally representative longitudinal panel data from the Korean Labor and Income Panel Study (KLIPS), which follows individuals and families on an annual basis, we find that fathers' use of paternity leave is positively associated with their life satisfaction and that this is mediated by an increase in father's job satisfaction. Further, fathers' life satisfaction mediates the relationship between the use of paternity leave and mothers' family relationship satisfaction. We also find support for the moderating role of gender role agreement. We do not find any support for a direct link between paternity leave use and mothers' family relationship satisfaction. We conclude that taking paternity leave has a positive association with beneficial outcomes for fathers, mothers, and families as a whole.

Drawing from work-family enrichment theory, the current study introduces a framework that investigates the curvilinear relationship of working hours with the work-family interface. A curvilinear approach allows us to identify beneficial and detrimental effects of working hours on individuals’ work- family interface. In a meta-analytic investigation of x,xxx individuals, we find that working hours are curvilinearly related to work-family conflict and enrichment. Also, we integrate work-family enrichment theory with the work- home resources model, focusing on the mediating role of energy. Our integrated model suggested, and our analysis confirmed, that exhaustion and vigor mediate the relationship between working hours and work-family conflict and enrichment, respectively. Together, our findings contribute to the literature by helping to (a) demonstrate the positive and negative mechanisms in the relationship between working hours with work-family conflict and enrichment and thus resolve mixed findings regarding the effect of working hours on work-family interface, (b) examine the tradeoff between exhaustion and vigor that individuals make when increasing their working hours, and (c) identify the conditions under which working hours elicit optimal outcomes for work-family interface.