Purpose This person-centered investigation seeks to further understand the nature of deviant work behaviors profiles, including presenteeism, abuse against others, soldiering and cyberslacking. We also aimed to investigate the longitudinal stability of these profiles and of their relations with a series of predictors (i.e. availability expectations through information and communication technology, challenge demands and hindrance demands). Design/methodology/approach A sample of 415 employees completed the same set of measures twice across a three-month period. Findings Our results revealed four profiles: Involved, High Presenteeism, Low Presenteeism and Problematic. These profiles were highly stable over time. Availability expectations through information and communication technology, challenge demands and hindrance demands displayed distinctive patterns of association with profile membership. Originality/value The person-centered approach adopted in this study highlights the importance of this joint consideration of various deviant work behaviors to better understand the combinations of these behaviors and thus provide a more realistic reflection of the reality.

Purpose This study investigates the impact of COVID-19 and public support programs on gig workers in the culture- and creative sector (CCS) to understand the pre-pandemic features of work, the nature of responses to the pandemic countermeasures that restricted work and the job crafting behaviors that emerged during the gradual easing of countermeasures. Design/methodology/approach The study conducted semi-structured in-depth interviews of 11 musicians in the Norwegian music business. The interviews were analyzed with systematic text condensation to arrive at relevant themes and concepts that were interconnected in a model based on the job demands model (JDM). Findings The results showed key features of gig work in a normal work situation, and how these were central to the experience work-related stress during the COVID-19 crisis. Furthermore, public support stimulated job-crafting behaviors aligned to the JDM framework. The results strengthen the case for using JDM to understand the dynamics of gig work in CCS and to inform on the role of public support to gig work sectors. Research limitations/implications The main limitation of this study is related to the sample containing an exclusive Norwegian sample of gig workers in the CCS. The generalizations must therefore be done with caution as the public supports system might vary across countries. Further, data related to the COVID-19 crisis with global impact. Generalization to other crisis events should also be cautious. Practical implications Gig workers can better build a robust understanding of their current work situation and improve their resilience in response to emerging crisis. Governmental decisions-makers can better understand the impact of support programs targeting the emerging gig work sector in CCS. Social implications The findings reveal significant social implications for how societies can support vulnerable gig workers during crises. The study demonstrates that public support systems function as crucial stabilizers that extend beyond individual financial security to strengthen family relationships and social networks. When gig workers face income instability, the resulting stress fragments family structures and community bonds. The research also highlights how work identity and personal identity intertwine more deeply for creative gig workers than traditional employees, making job loss particularly psychologically devastating. These findings suggest that effective social policy must recognize gig work's unique vulnerabilities and develop targeted interventions that address both economic precarity and the social-psychological dimensions of non-standard employment arrangements. Originality/value The study uses qualitative data to substantiate the use of JDM in gig work, and particularly connects key JDM concepts to crisis management.

Purpose This study examines the self-regulatory mechanisms underlying servant leadership. Grounded in the resource allocation perspective (Kanfer et al., 1994) and the cognitive appraisal theory of emotions (Lazarus, 1991), we propose that goal orientation influences servant leadership through its impact on affect spin, a measure of intraindividual affect variability. Design/methodology/approach The study employs a matched-sample design involving 89 supervisors and 259 subordinates. Supervisors reported their goal orientation and daily affect states using the Day Reconstruction Method (Kahneman et al., 2004) over three non-consecutive days, while subordinates provided ratings of their supervisors’ servant leadership. Findings Results indicate that learning goal orientation (LGO) is positively associated with servant leadership. Furthermore, affect spin mediates this relationship, suggesting that leaders with higher LGO experience have lower affect spin, thereby conserving self-regulatory resources necessary to sustain servant behaviors. In contrast, both performance-prove and performance-avoid goal orientations exhibited only marginal or nonsignificant relationships with affect spin and servant leadership. Originality/value This study contributes to the servant leadership literature by shifting the focus from static individual characteristics to dynamic self-regulatory processes. In doing so, it provides a more nuanced understanding of how servant leadership emerges and is sustained over time.

Purpose Drawing upon conservation of resources theory, this study investigates a dual-pathway model that leader reward omission (LRO) influences cyberloafing and examines the mediating effects of organization-based self-esteem (OBSE) and vitality at work (VAW) and the moderating effect of justice sensitivity (JS). Design/methodology/approach Three-wave time-lagged survey data was collected from 390 employees and their leaders. The hypotheses were tested by hierarchical regression analysis and the bootstrap method. Findings The results indicated that LRO has a significant positive effect on cyberloafing, with this relationship being mediated by both OBSE and VAW. JS positively moderated the direct links between LRO and these mediators and the indirect effects of LRO on cyberloafing via these mediators. Originality/value Prior research has paid less attention to the negative consequences of LRO. However, this study empirically verifies the impact of LRO on cyberloafing, thus providing a new perspective and in-depth analysis of the existing literature.

Purpose When flexibility is viewed as a core resource that attracts workers to engage in gig work, algorithmic observational monitoring increasingly introduces blur and uncertainty for gig work flexibility, forming the algorithm-based job flexibility paradox. Based on conservation of resources (COR) theory, we investigate how algorithmic observational monitoring, platform job flexibility and their interplay in this paradox impact workers’ platform job insecurity by the mediation of work-family conflict. Design/methodology/approach We collected two-wave time-lagged surveys from 314 gig workers in China. Then, we employed the partial least squares structural equation modeling (PLS-SEM) to examine the moderated-mediation model. Findings Via the full mediation of work-family conflict, platform job flexibility and algorithmic observational monitoring decrease and increase platform job insecurity, respectively. When maximizing the usage of platform job flexibility, the above indirect negative relationship is weakened. Practical implications Digital labor platforms should help workers reduce job insecurity by redesigning algorithmic observational monitoring mechanisms that balance the conflict between work and family. Originality/value From the COR perspective, we systematically incorporated the respective and interplay dynamics of resource gain (platform job flexibility) and resource loss (algorithmic observational monitoring) into the internal resource conflict between work and family, revealing the formation, impact and mitigation process of the algorithm-based job flexibility paradox in the gig economy.

Purpose Given the substantial differences between newer generation employees and their predecessors, it is not surprising that leaders often face challenges in establishing high-quality relationships with them. This study integrates literature of generational differences and inclusive leadership to examine whether and why inclusive leadership fosters greater trust among newer generation employees. Design/methodology/approach We employed a time-lagged, two-source survey design in a Chineses engineering company. Findings In the Chinese context, compared to previous generations, newer generation employees (i.e. the post-reform generation) exhibit greater trust in more inclusive leaders and lower trust in less inclusive ones. This relationship is partially explained by their work values, and has important implications for task performance. Originality/value This study enhances our understanding of the intergenerational applicability of inclusive leadership theory and its underlying psychological mechanisms.

Purpose Drawing on self-determination theory, this paper examines whether daily need-supportive versus need-thwarting behaviours from leaders and colleagues independently predict employees’ work effort through daily need satisfaction and frustration. Design/methodology/approach In total, 68 South African employees completed daily diaries for 10 days (557 days-level observations). The data were analysed using multilevel structural equation modelling. Findings The results revealed a dual-process model in which daily need-supportive behaviours of the leader and colleagues independently boosted work effort via need satisfaction. Daily need-thwarting behaviours were negatively related to work effort via need frustration. Both sources of interpersonal behaviours mattered for need-based experiences, but daily need satisfaction showed a stronger association with work effort than daily need frustration. Practical implications Organisations should prioritise interventions to enhance daily need-supportive interactions for colleagues and leaders. Originality/value This study is among the first to isolate the within-person impacts of vertical and horizontal need-related behaviours – capturing both the “bright” (supportive) and “dark” (thwarting) sides – in the South African context.

PurposeDrawing upon a circular model proposition, Kantian ethics is employed to explore how ethical considerations within AI translate into concrete actions that prioritize transparency, privacy, inclusivity and equality. Additionally, agency theory is applied to understand the relevance of fairness in the interactions between agents, principals and algorithmic systems, particularly in the creation of value through digital platforms.Design/methodology/approachA review of literature on ethical concerns within the AI ecosystem is conducted, proposing a unifying ethical principle and standards. The circular model for ethics in action is then developed, emphasising the responsible use of AI and its role in capturing and creating social value, ultimately contributing to sustainable organizational outcomes. The model also highlights key drivers that shape the ethical framing of AI, as well as the influence of the institutional context on its adoption and effectiveness.FindingsResponsible use of AI positively affects organizational performance and the digital ecosystem via the psychological mechanism of ethical identity. Ethical standards and regulations are the global requirements for the AI ecosystem that are required for achieving a sustainable digital society.Research limitations/implicationsThis study contributes to a comprehensive understanding of the responsible use of AI’s and its practical and theoretical implications for organizations in the current digital ecosystem. Lack of global understanding, awareness and implementation of ethical practice in the AI ecosystem is not yet developed and practice. Future researchers can design a cross-border ethical framework to overcome these limitations. Organizations targeting to increase responsible digital interactions can benefit from maintaining ethical principles through responsible labourers, leaders and all stakeholders involved in the ecosystem.Practical implicationsThis study offers practical guidance for businesses, policymakers and AI practitioners on the ethical use of AI. It emphasizes the need for robust data governance, a “human-first” approach focusing on privacy and accountability and alignment with ethical standards. Given AI’s global reach, international cooperation and standard-setting are essential to navigate diverse regulatory and cultural contexts. The paper also highlights the importance of ethics education for AI developers and practitioners. Investing in training that integrates technical skills with ethical awareness will help build a responsible AI workforce capable of addressing societal impacts and maintaining public trust.Social implicationsThis study underscores the urgent need for responsible AI adoption, highlighting risks such as bias, lack of transparency and privacy concerns. As AI reshapes work, decision-making and governance, its social impact grows – potentially deepening inequalities if left unchecked. The study calls for explainable, fair and inclusive AI systems guided by ethical frameworks that respect human dignity. A “human-first” approach ensures AI supports-not replaces-human agency. By fostering transparency, accountability and cultural sensitivity, organizations can build public trust, empower diverse communities and contribute to a more equitable digital future. Ethical leadership and inclusive design are essential to avoid reinforcing systemic harms.Originality/valueThis study presents an original approach to integrating ethical considerations into the development and deployment of artificial intelligence, by conceptualizing how transparency, accountability and inclusivity can be embedded throughout the AI ecosystem, fostering trust and responsible innovation. Through a comprehensive examination of ethical principles and requirements, we recommend a set of tools and strategies needed to promote ethical AI practices, mitigate risks and maximize societal benefit. Furthermore, this study serves as a roadmap for building AI systems that prioritize human collaboration and uphold fundamental values in the digital age.

Purpose This study examines the potential drawbacks of work flexibility ability, defined as the ability of individuals to move between work and home domains. Drawing from job demands-resources theory, we test a model that demonstrates how flexibility can increase strain rather than mitigate it. Design/methodology/approach We utilized a three-wave panel of 266 employees from diverse occupations. Findings We find that work flexibility ability can increase telepressure – defined as a sense of preoccupation with work-related messages – but only among individuals with a high future focus. Furthermore, a greater sense of telepressure was linked to both exhaustion and work interference with family (WIF). Indirect effects revealed that for individuals with a high future focus, flexibility increased exhaustion and WIF via greater telepressure. Practical implications Employees utilizing flexible work policies can mitigate stress by setting clear boundaries with communication technology to avoid experiencing a chronic preoccupation with work. Originality/value This study highlights the paradoxical role of resources, such as flexibility in work arrangements, in facilitating both motivation and strain outcomes. It reveals that resources such as flexibility, when combined with a future temporal focus, can lead to exhaustion and WIF.

Purpose Although the benefits of work passion are well documented, the role of obsessive work passion (OWP) in coping and functioning at work remains unclear. To enhance this understanding, we propose that OWP can facilitate employee responses to job characteristics (job demands and resources) and prevent psychological distress and turnover intention by reducing the frustration of basic psychological needs (autonomy, competence and relatedness). Design/methodology/approach Data were collected at two time points over a 12-month period from nurses working in the public healthcare sector (Québec, Canada). Findings Results support the main hypothesis and highlight the distinct contributions of psychological needs to these relationships. The indirect effects of frustrated needs for competence and autonomy appear particularly salient. Practical implications Although OWP is typically considered as an undesirable motivational force that impairs functioning and well-being, our results show that OWP can help individuals adapt to job demands and resources and reduce the associated individual (psychological distress) and organizational (turnover) costs. Originality/value By providing novel insights into the adaptability of employees driven by obsessive passion, our study has theoretical implications for the dualistic model of passion, the job demands-resources model and self-determination theory, as well as managerial implications for organizations.