This study unveils the effects of stressors on employees' task performance through the mediating role of thriving at work (TAW) and a moderating role of resilience (RES) grounding on conservation of resources (COR) theory. The analysis of collected data from 331 supervisor-employee dyads in the hospitality sector of China explicates that the role conflict (RC) and perceived workload have a negative influence on TAW, and thriving has a positive relationship with task performance. The results corroborate the mediating role of TAW between RC, perceived workload, and task performance. Furthermore, the RES suppressed the negative relationship between RC, perceived workload, and TAW. Moreover, our study underscores the theoretical and practical contributions regarding the negative influence of stressors on TAW by exhibiting the importance of the COR mechanism for employees' behavioral outcomes.

Until now the research has mainly examined visible abusive supervision, like aggression and violence, but it’s unclear how subtle forms, such as gaslighting, impact victims. Gaslighting, an emotionally and psychologically manipulative form of abuse, is an increasingly prevalent phenomenon in contemporary times. Based on the conservation of resources theory, we examined how supervisory gaslighting affects job embeddedness directly and indirectly through work motivation. We also explored how coworker support moderates the gaslighting-work motivation link. Structural equation modeling was used to assess the two-wave time-lagged data from 337 Chinese hotel employees. The results show the negative direct and indirect effects of gaslighting, and coworker support moderates the negative link between gaslighting and work motivation. Hotel organizations should exercise caution when hiring supervisors to prevent gaslighting, which can undermine employee motivation and job embeddedness. This study also recommends raising awareness among employees to speak out against supervisors’ gaslighting behavior.

Purpose: This study explores how three-dimensional job autonomy (decision-making, work method and work scheduling) affects employees’ thriving at work and service recovery performance in the hospitality industry during COVID-19. Design/methodology/approach: This study utilized cross-sectional dyadic data from 287 frontline workers in the Chinese hospitality sector and analyzed it with Analysis of Moment Structures (AMOS) and the PROCESS macro. Findings: The findings indicate that three-dimensional autonomy has a direct impact on thriving and an indirect effect on service recovery performance (SRP) through thriving, and the relationship between three-dimensional autonomy and thriving is moderated by SOCV19R. Originality/value: This study addresses the existing gap in research regarding the various aspects of autonomy. It explores how distinct dimensions of autonomy affect employees’ thriving at work and, in turn, influence their ability to excel in service recovery. Furthermore, it sheds light on how the unique circumstances of COVID-19, as represented by SOCV19R, play a role in understanding the dynamics between different forms of autonomy and employees’ thriving.