Few studies have investigated how remote work influences personality trait–performance linkages over time in heterogeneous work populations. Hence, the aim of this study was twofold: (1) to explore the predictive validity personality traits have on work behaviour (work engagement and innovative work behaviour) and occupational health outcomes (general health and sick leave); (2) to explore how remote work potentially moderates the trait–performance linkage. Panel survey data from a Norwegian work–life barometer panel research project was employed, and the time lag was one year. The results indicated that the Big Five was consistently related to work behaviour and occupational health outcomes. Extraversion had the strongest positive association with work engagement (0.25), innovative work behaviour (0.26) and general health (0.17), while neuroticism had strongest associations with work engagement (−0.16), general health (−0.21), and sick leave (0.23). Agreeableness increases the risk of sick leave (0.11), while intellect/imagination increases innovative work behaviour (0.13). Remote work reduces the influence extraversion has on work engagement, while remote work five days a week also reduces the effect conscientiousness has on general health. Remote work did not moderate trait–performance linkages associated with intellect/imagination, agreeableness or neuroticism. This study provides updated knowledge on trait–performance linkages post-COVID-19 and demonstrates that remote work can reduce the positive influence of extraversion and conscientiousness.

Purpose: The aim of this study is to test for a moderating role of employee participation in volunteering in links between employees' relationships with peers and supervisors, work meaningfulness (WM) and affective commitment (AC).Design/methodology/approach: The study is based on a survey conducted on a sample of 711 employees, both those involved and those non-involved in corporate volunteering (CV).Findings: The results suggest that employee participation in CV strengthens the effects that employees' perceptions of positive relationships with peers and perceived supervisor support (PSS) have on employees' AC. Contrary to expectations, although participation in CV strengthens employees' sense of WM, it does not affect its links with other phenomena analyzed in this study.Originality/value: CV is a fast-growing practice in corporate social responsibility. The reasons companies implement CV include the benefits they gain from it, such as positive effects on employee attitudes and behaviors. The paper contributes to the understanding of CV effects on employee attitudes and behaviors and builds a better business case for this CSR practice.

Purpose: Employee green behavior is a crucial factor in the successful implementation of pro-environmental policies and practices within businesses. It is essential that employee initiative and creativity manifest as green behaviors that extend beyond recycling, reducing and reusing (3R). This paper aims to investigate the antecedents of these advanced green behaviors, focusing on the influences of corporate entrepreneurship climate and green human resource management. Design/methodology/approach: The proposed conceptual model links green human resource management and employee green behaviors beyond 3R, while corporate entrepreneurship climate mediates the link. The model was tested in Poland in a quantitative study on a sample of 1,228 employees. Findings: The relationship between green human resources management and employee green behaviors beyond 3R is both direct and mediated through three dimensions of corporate entrepreneurship climate: environmental proactiveness and transparency, stakeholder salience and rewards/reinforcement – the rewards/reinforcement dimension having a negative effect. Originality/value: The study sheds new light on the role of green human resource management and corporate entrepreneurship climate in encouraging employee green behaviors. It also provides new insights into categories and antecedents of employee green behavior.

Purpose: The aim of this study is to test for moderating role of corporate volunteering in relationships between perceived supervisor support, positive relationships at work, work meaningfulness, and work engagement. Methodology/approach: The study is based on a survey conducted on a sample of 724 Polish employees, both involved and non-involved in corporate volunteering. Findings: Results of the study suggest that employee participation in corporate volunteering moderates the link between positive relationships at work and work engagement, and the link between perceived supervisor support and work engagement mediated by positive relationships at work. Implications: Results of the study are consistent with previous studies, which have been proved theoretically by the conservation of resources theory (COR) and self determination theory (SDT). Besides, the findings deliver practical implications. Companies are recommended to design employee-friendly volunteering activities to meet employee needs, and attract those employees who have never participated in volunteering. Originality/value: The study explains the effects of corporate volunteering. It also contributes to the field of organizational behaviors by arguing for the direct and indirect positive relationships between perceived supervisor support and work engagement. Keywords: corporate volunteering, affective commitment, work engagement, positive relationships at work Paper type: Research paper

Digital disconnection (DD) is typically framed as an individual response to technostress and overload. This article reframes DD as a socio-technical practice through which employees manage digitally saturated work and sustain the relational basis of organisational life. Drawing on Conservation of Resources theory and the High-Quality Connections perspective, the study develops and tests a model linking DD to affective commitment and work engagement through high-quality interpersonal relationships (HQIR). Survey data from 2,042 employees in four European countries (Finland, Germany, Italy, and Poland) were analysed using structural equation modelling. In the total sample, DD was positively associated with HQIR, affective commitment, and work engagement; HQIR also mediated both attitudinal outcomes. Multi-group analysis revealed cross-country variation in direct and indirect effects, but HQIR remained a stable positive predictor of affective commitment and work engagement across all four contexts. These findings extend digital disconnection research beyond technostress, overload, and recovery by demonstrating that DD is also implicated in the relational foundations of organisational life. The article theorises DD as a socially embedded resource-preserving practice that restores relational quality and sustains favourable work attitudes. Drawing on comparative evidence from four European countries, the article positions DD as a socio-technical, resource-preserving practice relevant to digital wellbeing, organisational governance, and debates on the right to disconnect. Implications for management and avenues for longitudinal research are discussed.