Impression management (IM) concerns can lead to significant psychological consequences, potentially engendering unethical behavior. Therefore, adopting the stressor–strain–outcome framework, this study explores the effects of IM concerns on unethical behavior through wellbeing, and whether IM on social media (i.e., Instagram) triggers fatigue and results in unethical behavior at work. The findings of two empirical studies (n = 480 and n = 299) in different settings (Kuwait and the UK) suggest that women experience higher effects from IM concerns compared with men in Kuwait, while no gender differences are found in the UK. The results also confirm that impression management on social media platforms triggers fatigue, in turn increasing unethical behavior at work. This study contributes to the IM literature by capturing the effect of Instagram activities on workplace behavior.

Work-life balance has gained increasing popularity among scholars and practitioners since the beginning of the century. Despite significant attempts to consolidate this burgeoning field, the scholarly knowledge on work-life balance research remains fragmented and detached due to extant number of publications in the area and the mostly subjective approaches used to encapsulate the literature. As such, the current study presents an objective overview of work-life balance research between 2000 and 2020. Using bibliometric techniques, the authors examined 1190 articles indexed in Scopus database to identify the conceptual structure and current dynamics in the field. During the critical period between the reconceptualization of word-life balance and the emergence of COVID-19 pandemic, the findings reveal that the field was growing exponentially as a multidisciplinary research area. Most of the scholarly work originated in the US, UK, and Australia with a "locally-centralized-globally-discrete" collaboration pattern among scholars. The most relevant and developed research themes included, in addition to work-life balance, topics related to gender and family life. Furthermore, new emerging research directions had evolved beyond the traditional constructs including job security, flexible working hours, individual productivity, and work-life conflicts. The study contributes to the current knowledge on work-life balance by providing critical insights into the evolution of the field and offers potential avenues for scholars who are interested in this critical research domain and the changes it has experienced post pandemic.

Purpose: The purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approach: The authors conducted a quantitative study in which 239 participants from diverse organisations participated.Findings: Using structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implications: Thus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/value: This study sheds light on the role of leadership credibility and employee commitment during organisational change.

This paper presents a systematic literature review of the works published on stress mindset during the foundational years before it experienced rapid growth, followed by a bibliometric analysis of all works published to date. Specifically, it reviews the temporal development of research on stress mindset, including the most dominant authors, primary scholarly sources, and top-cited works. Second, it lays the groundwork for the intellectual and social structures of stress mindset using co-citation and collaboration network analyses. Third, it employs keyword co-occurrence analysis to identify thematic clusters and topics that have been trending over the past 10 years. Finally, it uses thematic mapping to comment on how the various themes could be categorized based on their relevance and development in this important research domain. Overall, we have found that stress mindset in all its forms—as an antecedent, boundary condition, mechanism, and outcome—constitutes a fertile research area now witnessing exponential growth and rapidly transforming into an interdisciplinary construct. As such, this work promises to guide researchers interested in stress to make judicious choices when allocating their resources and efforts in pursuit of future knowledge.

Maintaining a positive mindset is important for leadership effectiveness and may even be more important in times of a crisis because such a mindset contributes to organizational survival and resilience. In this study, we examined whether leaders’ positive mindset helped to mitigate the harmful effects of the COVID-19 crisis on organizations and if so, how. To address this issue, we conducted an empirical study through LinkedIn with 165 participants working in various organizations in Canada. The results show that leaders’ positive mindset positively impacts leaders’ innovative behavior. However, leaders’ innovative behavior did not attenuate the negative effects of the COVID-19 crisis on organizations, except when we introduce the use of information and communication technology (ICT) and the provision of psychological support to employees as moderators. The implications of these findings for both theory and practice, as well as some future research directions are discussed.

Both academics and practitioners increasingly emphasize employee engagement as a means to generate higher levels of job performance and organizational success. While the employee engagement literature is well established not much is known about employee engagement in the Arab region and engagement of the expatriate’s workforce living in these countries is non-existent despite their importance and disproportionate number compared to the local population. This paper focused on the antecedents of employee engagement of expats residing in Kuwait. It examined the relationship between employee engagement, service climate, co-worker support, and psychological capital. On the second level of analysis, we assessed the relationship between employee engagement and organizational citizenship behavior, employee engagement and quit intention. We also examined the extent to which job satisfaction is impacted by OCB. Results are based on 536 cases. Two software statistical packages (SPSS 25.0 and AMOS 24.0) are used for the analyses. The SEM results revealed that service climate, co-worker support, and psychological capital were positively related to employee engagement. Furthermore, we found that employee engagement has a positive relationship with OCB. However, employee engagement does not have any significant relationship with quit intention. Finally, the results showed that OCB is negatively associated with quit intention. Seven hypotheses were tested and subsequent managerial implications are provided. The theoretical and practical implications of these findings provide detailed and novel insights.