Shalini Srivastava

Purpose: The main aim of this study was to explore how coworker competitiveness shapes knowledge-hiding behaviour in knowledge-intensive sectors, focusing on the mediating roles of being envied at work and perceived negative workplace gossip and the moderating influence of authentic leadership. Design/methodology/approach: Data were gathered from a 2-wave survey of 228 professionals in India's information technology (IT) and banking sectors and analysed through the lens of social comparison theory and conservation of resources theory. Findings: The analysis revealed that coworker competitiveness did not directly predict knowledge hiding or envy, but it significantly reduced negative workplace gossip. Gossip, rather than envy, emerged as the key relational mechanism driving knowledge hiding. Authentic leadership does not moderate these dynamics, suggesting that leadership interventions alone may not neutralise competitive tensions. Originality/value: This research advances theory by demonstrating that competitiveness in structured, high-pressure environments can coexist with cooperation and may even suppress gossip. It reframes gossip as the critical link between rivalry and knowledge withholding in organisational behaviour literature. Practically, the findings underscore the need for team-level and cultural interventions beyond leadership training to foster open knowledge exchange.

This study investigates the associations between employees perceived corporate social responsibility (CSR) and innovative work behaviour and examines the mediating role of organizational identification in the context of Indian hospitality and tourism industry. It also tests the moderating role of inclusive leadership in this mediated association. Using the social exchange theory (SET) framework, the study tested a moderated mediation model based on two‐wave survey data gathered from 263 employees and 24 supervisors. A significant association was found between CSR initiatives, employees' organizational identification and innovative work behavior. Inclusive leadership moderated the indirect effect of perceived CSR on employees' innovative work behavior via organizational identification. Social responsibility initiatives hold significant value from the standpoint of an employee motivation and engagement in a service‐driven context wherein organizations heavily rely on employees' attitudes, behaviors and performance for business sustainability and growth. Additionally, inclusive leaders are critical in building a supportive environment to facilitate employees' innovative work behavior. Organizations must therefore take holistic measures to educate employees about their social responsibility philosophy and encourage active communication regarding such initiatives. By examining the potential underlying mechanisms and boundary conditions, this paper has made a novel attempt to assert the role of organizational identification as a mediator and inclusive leadership as a moderator in the above‐mentioned association.

This article focuses on cross-border e-commerce and observes the effect of greenwash and green e-WOM (word of mouth) on consumers’ mindful consumption. The mediating role of brand attitude between greenwash and e-WOM on mindful consumption is tested. The moderating role of return policy leniency is also tested. The survey method was employed to conduct this research, and data were collected in two waves from 543 respondents. The proposed hypotheses were tested using structural equation modeling through SmartPLS. The results show that green e-WOM has a definite impact on mindful consumption. The mediating role of brand attitude is empirically evident.

Purpose: This study examines the impact of toxic leadership on employees' fear-based silence (FBS) and counterproductive behavior (CWB) and examines threat appraisal as a mediating mechanism. It also investigates the influence of employees’ resilience in moderating the relationship between toxic leadership and threat appraisal.Design/methodology/approach: To test the proposed model, data were collected in two waves from 275 employees working in the Indian services sector. Variance-based structural equation modeling was employed to analyze the proposed relationships.Findings: The results demonstrate the direct influence of threat appraisal on FBS and CWB. The study also illustrates the mediating effect of threat appraisal in the association between toxic leadership and FBS and CWB. The moderating effect of resilience was not significant.Originality/value: The present study contributes to the existing body of knowledge on toxic leadership by investigating employees’ aggressive (CWB) and defensive (FBS) reactions within a single research framework. Further, it also suggests a mediating mechanism linking toxic leadership and employees’ reactions.

Purpose: Little is established about the mechanism through which employee voice is connected to employee mental health. Drawing from social exchange theory, this study examines how employee engagement practices are associated with employee voice, which further influences employee mental health. In addition, the study includes parallel mediation and examines whether perceived interpersonal justice (PIJ) and empathetic leadership (EL) mediate the relationship between employee engagement practices and employee voice. Design/methodology/approach: Three time-lagged surveys of 457 employees in the Indian information technology (IT) sector were accomplished. Findings: As hypothesised, employee engagement practices have a positive influence on employee voice. Secondly, employee voice has a positive influence on the employee’s mental health. PIJ and EL were also found to be significant parallel mediators for the relationship among employee engagement practices and employee voice. Practical implications: This study displays the positive influence of employee engagement practices on employee voice. Further, the employee’s voice influences the employee’s mental health. Therefore, it suggests means for improving its pervasiveness in an organisation. Originality/value: This research paper is an important contribution as it is one of the few studies examining the role of PIJ and EL as parallel mediators of employee engagement practices and employee voice. It also answers repeated calls for more research on employee mental health in the IT sector.

Purpose: The reasons for employees’ multiple jobholding have often been explored from economic and aspirational standpoints, and the role of workplace conditions that may encourage employees’ multiple jobholding remains largely overlooked. We examine the linkage between workplace favoritism and employees’ multiple jobholding motivations. Utilizing the conservation of resources as our theoretical framework, we also explored the underlying role of job insecurity and psychological contract violation.Design/methodology/approach: We collected data using qualitative and quantitative methods. To gauge multiple jobholding motivations, we collected data from employees in Indian organizations using both qualitative (N = 44) and quantitative (N = 180, N = 205, N = 251) methods. A mediation model was tested using two-wave data gathered from 251 employees working with varied organizations located in North India. Variance-based SmartPLS was used to test the hypothesized relationships.Findings: A positive and significant association was found between workplace favoritism and employees’ multiple jobholding motivations. Job insecurity and psychological contract violation emerged as significant mediators in this process.Originality/value: Through qualitative and quantitative studies, we developed and tested a measure of employees’ motivations to hold multiple jobs. The study uncovers the role of adverse workplace conditions in encouraging these motivations and sheds light on how workplace favoritism translates into employees’ holding multiple jobs.

Drawing support from social identity theory (SIT), the present study examines green corporate social responsibility (GCSR) initiatives, green organizational identity (GOI), and green service‐oriented behavior (GSOB) as antecedents of green employee engagement in the hotel sector. In addition to the direct association between the study constructs, the study assessed the mediating effects of GOI and GSOB on GCSR and green engagement association. Data collected from hotel employees in India utilizing a three‐wave time lag was analyzed through PROCESS macro. The finding confirmed the direct as well as the serial mediating effects of GOI and GSOB for the relationship between green CSR and green engagement. The study is insightful in understanding how GCSR activities can build a green reputation for a company that in turn will enhance the identification of the employees. The uniqueness of this study is evident in studying the constructs that have a strong alignment with the nature of the tourism and hospitality sectors. Conceptualizing the serial mediating effects of GOI and GSOB for the relationship between GCSR and green engagement in the tourism and hospitality sector is also a novel addition to the existing literature.

Purpose: This paper aims to investigate the associations between organizational justice dimensions and employees' knowledge sharing (KS) while studying the mediating role of psychological empowerment (PE) in context of the Indian hospitality industry. It is also aimed to investigate the association between KS and innovative work behavior (IWB). Design/methodology/approach: A mediation model was verified utilizing three-wave survey data from 293 employees working in hotels situated in northern India. Hypotheses were tested using AMOS and PROCESS Model 4. Findings: There are significant associations between justice dimensions and KS, and PE mediates these relationships. Additionally, employees' KS has a positive effect on their IWB. Practical implications: Organizations must promote justice and psychologically empower their employees to facilitate KS. Our study also highlights the significance of employees' KS in encouraging their IWBs. HR leaders and managers have an important role in facilitating the right work environment, in which employees experience fairness and empowerment. Originality/value: This paper is the first to investigate linkages between justice dimensions, PE, KS and IWB in context of the Indian hospitality industry. Furthermore, this study has made the maiden attempt of asserting the mediating role of PE in the relationship between justice dimensions and KS.

‘Atithi Devo Bhav’, implying that guests must be treated as Gods, is the philosophical belief of Indian society indicating the importance of treating the customers with utmost respect and courtesy. The current study examines service sabotage behaviours by utilizing time-lagged method to collect data in three waves from 332 employees from Indian hotel industry. The study highlights the effects of abusive supervision on the employees who perceive disrespect, public humiliation or rude supervisory behaviours towards them as breach of psychological contract, and they retaliate by displaying deviant workplace behaviour such as service sabotage. The unique proposition of the research is to investigate the sequential mediating role of psychological contract violation and retaliation intention on the relationship between abusive supervision and service sabotage. The research utilizes psychological contract theory and frustration–aggression theory to draw logical inferences from the findings. Findings indicate that when employees perceive mistreatment or injustice, they experience psychological contract violation that instigates an urge to retaliate against the unfair treatment by engaging in negative service behaviours, for example, sabotage. Therefore, the hospitality organizations must implement practices and processes to take care of any unjust, unfair or hostile behaviour at play in the organization, as the success of the industry is dependent on the service quality and frontline employees’ encounters with the customer. The study provides some interesting and useful managerial and theoretical implications.

Purpose: This study based on the conservation of resources (COR) theory examines the role of employees’ voice behavior in the form of a mediator, linking abusive supervision (AS) and turnover intention. It also investigates the moderating role of workplace friendship in the mediated AS–turnover intention relationship through voice behavior.Design/methodology/approach: A two-wave data collection method was used to collect data from the 324 respondents employed in various companies with a geographical spread across northern India. The study used PROCESS macro to test the hypothesized model.Findings: The findings of the study supported the meditated moderation hypothesis suggesting workplace friendship reduces the mediating effect of AS on employees’ intention to exit employment relationships.Practical implications: The study yields important implications for organizations with respect to developing a disciplinary framework for AS. It focuses on the need for promoting and implementing psychological well-being-related interventions at the workplace for subordinates as well as supervisors, which in turn can help them apply healthy coping strategies in stressful situations and prevent them from indulging in counterproductive work behaviors.Originality/value: The utilization of COR as a framework to explain the role of voice behavior and workplace friendships with respect to AS is thus far scant.