The coronavirus disease 2019 (COVID-19) pandemic continues to create tremendous uncertainty in workplaces. Building on a social identity perspective, this study develops and tests a model of how and why COVID-19-associated uncertainty affects employee work outcomes. The model differentiates uncertainty as either internal (job insecurity) or external (perceived environmental uncertainty) to the organization and reveals their different effects on employee organizational identification, which positively affects employee work outcomes (work effort, organizational citizenship behavior, and performance). With a latent change score to model intraindividual changes, we found that increases (or decreases) in job insecurity before versus during the pandemic related to subsequent decreases (or increases) in organizational identification, whereas increases (or decreases) in perceived environmental uncertainty before versus during the pandemic related to subsequent increases (or decreases) in organizational identification; increases (or decreases) in organizational identification then related to increases (or decreases) in positive work outcomes. These findings complement existing theoretical views that uncertainty typically leads to poor performance by inducing anxiety, and that organizational identification suffers during a crisis such as COVID-19. In turn, this research offers practical implications to help organizations avoid discouraging and even encourage greater organizational identification and performance during crises. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Crowd logistics platforms play an important role in value creation, but the extant literature has not clarified how platforms create value. Consequently, this multiple case study identifies three main types of value creation capabilities for crowd logistics platforms: resource matching, operations management, and risk control. Additionally, the study demonstrates that these crowd logistics platform capabilities create value by providing the most accurate matches between resources and requests while also enhancing driver agility and compliance. Based on these findings, we present four propositions that extend our understanding of crowd logistics platforms’ value creation capabilities and the process through which these capabilities lead to value creation. The study also provides valuable insights for crowd logistics companies to improve their value creation capabilities.

Using the organization information processing theory, we explored the process through which the informative support of crowd logistics platforms affects logistics performance. After collecting data from 321 respondents from two crowd logistics companies in China, we proposed and tested the theoretical framework empirically using SEM. To conduct the empirical study, we developed scales for platform’s informative support and the degree of logistics resources-demand match, respectively. The results indicate that a platform’s informative support improves logistics performance via two mediators, i.e., logistics resources-demand match and logistics agility. Moreover, a platform’s ease of use moderates the indirect process through which its informative support promotes logistics performance via logistics resources-demand match. However, a platform’s ease of use has no significant effect on the indirect process of its informative support affecting logistics performance via logistics agility. This paper extends our understanding on how the informative support of crowd logistics platforms predicts logistics performance.

Purpose: The purpose of this study is to explore the relationship between supervisor and coworkers’ workplace incivility and newcomer proactive behaviors. Drawing on conservation of resources (COR) theory, the authors examined resource depletion as a mediator and newcomer proactive personality, as well as their current organizational tenure as moderators of the relationship between workplace incivility toward newcomers and their proactive behaviors.Design/methodology/approach: A time-lagged research design was used to test hypotheses with data covering 322 newcomers and their immediate supervisors in two subsidiaries of a large food processing company in China. Regression analysis using the PROCESS macro in SPSS is used to test the hypotheses.Findings: The results show that workplace incivility toward newcomers is negatively related to their proactive behaviors. This relationship is mediated by resource depletion. Furthermore, newcomers’ proactive personality moderates the relationship between workplace incivility and resource depletion. Moreover, both the direct effect of workplace incivility on resource depletion and its indirect effect on newcomer proactive behaviors are moderated by the combination of newcomer proactive personality and their current organizational tenure.Originality/value: Drawing on COR theory, a theoretical framework is constructed that specifies the process through which workplace incivility affects proactive behaviors to expand collective understandings of workplace incivility in the newcomer context. Furthermore, the boundary conditions of the underlying process are investigated, which further enhances the contribution of this paper to the extant literature on workplace incivility.