Precarious Job Makes Me Withdraw? The Role of Job Insecurity and Negative Affect.

An expanding "gig" economy has changed the nature of employment; thus, researchers have recently focused on exploring the role of job precariousness in the workplace. However, little research attention has been given to understanding why, how and when job precariousness leads to employees' negative behavioral outcomes in the service-oriented industry. In the current study, we examined job insecurity as a mediator and employees' negative affect as a moderator in the relationship between job precariousness and employees' withdrawal behavior. Using a sample of 472 employees working in Chinese hotels, we found that job precariousness is positively related to employees' withdrawal behavior by increasing their job insecurity. Moreover, this mediating relationship is conditional on the moderator variable of employees' negative affect for the path from job insecurity to withdrawal behavior. The importance of these findings for understanding the undesirable behavior outcomes of job precariousness is discussed.

How Can Hotel Employees Produce Workplace Environmentally Friendly Behavior? The Role of Leader, Corporate and Coworkers.

Although previous studies have acknowledged that leaders' such environmental behaviors and environmental issues are becoming critical for long-term development, little research has focused on why, how and when perceived environmentally specific servant leadership contributes to employees' workplace environmentally friendly behavior in the hotel industry. This paper aims to fill this research gap by using social identity theory to test employees' green role identity as a mediator and their perceived corporate environmental responsibility and perceived coworkers' work group green advocacy as moderators in the relationship between perceived environmentally-specific servant leadership and workplace environmentally friendly behavior. Using a sample of 527 leader-follower dyads from six hotels in mainland China at two points in time, we found that employees' green role identity mediates the positive relationship between perceived environmentally specific servant leadership and employees' workplace environmentally friendly behavior. Moreover, employees' perceived corporate environmental responsibility and perceived coworkers' work group green advocacy were found to positively moderate the relationship between perceived environmentally-specific servant leadership and green role identity and between green role identity and workplace environmentally friendly behavior, respectively. Theoretical and practical implications are discussed.