Organizational scholars have treated emotions mostly as an individual‐level phenomenon,
with limited theorisation of emotions as an important component in social embeddedness. In …

Despite the personal, financial, and social implications of divorce for employees, research
on the intersection of divorce and work has been mainly conducted across disparate …

In recent years, organizations, policy-makers, and researchers have started to promote
bystander intervention as an important tool for combating the problem of interpersonal …

Many researchers have drawn on the term “cognitive flexibility” to denote the explanatory
mechanism underlying a broad array of organizational theories. However, conceptualization …

Employees' responses to diversity initiatives are critical to understand the effectiveness of
such initiatives. However, prior research has largely considered the isolated effects of …

We examine whether having cross‐domain passion (ie, harmonious and obsessive passion
for work and for non‐work activities) during the COVID‐19 pandemic can help individuals …

This study examines the dual-edged sword effect of unethical pro-organizational behavior
(UPB) by considering employees' participation in UPB and its impact on work engagement …

A key challenge in the shared leadership literature has been a limited understanding of how
multiple leadership activities are shared across team members and roles. We address this …

Introduction Emotion regulation (ER) is a complex process that manifests gradually over
time. This study investigated the temporal dynamics of ER in modifying positive emotions in …

Interpersonal trust is one of the most widely studied topics in organizational research. One
notable theoretical controversy that has remained over the decades is the potential …