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This study aims to investigate the effect of supervisor bottom-line mentality (SBLM) on subordinate work well-being using self-determination theory. Furthermore, it examines the mediating role of subordinate harmonious work passion (HWP) and obsessive work passion (OWP), as well as the moderating role of subordinate family motivation on the indirect effect of SBLM on subordinate work well-being.

The authors conducted two studies, an experiment and a field study, to test the hypotheses. In Study 1, the authors conducted an experimental study using a sample of 127 undergraduate students to examine how family motivation moderates the relationship between SBLM and subordinate work passion. Concurrently, in Study 2, the authors conducted a time-lagged field study involving 261 corporate employees in China to validate the findings derived from Study 1, as well as test the entire conceptual model.

The authors find in Study 1 that family motivation moderates the effects of SBLM on subordinate HWP and OWP. Nevertheless, Study 2 uncovers a negative association between SBLM and subordinate work well-being, with HWP and OWP mediating this relationship. Besides, family motivation moderates the mediating effect of HWP on the relationship between SBLM and subordinate work well-being.

The main contribution of this study is that the negative effect of SBLM impacts subordinate work well-being, thereby building an accurate and fine-grained knowledge base of the detrimental effects of bottom-line mentality (BLM). Additionally, this study expands the frontiers of knowledge in this area by investigating the mediating mechanisms and boundary conditions of SBLM on subordinate work well-being, effectively addressing a theoretical gap in BLM research.

The authors intended to find out what motivates employees at the workplace. For this purpose, the authors examined family motivation and intrinsic motivation influences over work attitudes such as organizational citizenship behavior (individual) and affective commitment.

In the current research, the authors adopted time-lagged approach to collect a total of 352 responses from managers in the hospitality sector. This approach was adopted to avoid common method issues related to survey research.

The findings suggest positive association of family motivation with intrinsic motivation, affective commitment and organizational citizenship behavior (individual). The authors also found intrinsic motivation positively related to affective commitment and organizational citizenship behavior (individual). The findings also found statistical support pertaining to the mediating role of intrinsic motivation on family motivation's positive relationship with affective commitment and organizational citizenship behavior (individual).

Considering important role of family motivation, the authors ask managers to think through ways that could help employees feel better about their family's wellbeing. The authors also suggest organizations upsurge intrinsic motivation of their employees by engaging them in decision-making process, allow employees to craft their jobs because through these a higher level of organizational citizenship behavior for individuals and affective commitment could be generated.

The authors extend the core assumption of self-determination theory that work motivation (intrinsic in specific) is autonomously determined, deeply rooted within individuals, and gratifying. It works on the pleasure principle and mirrors a hedonic standpoint. In such a situation, employees work merely based on their interest and joy; they focus and enjoy the process.

Synthesizing theories of prosocial motivation and action identification, the purpose of this paper is to test several hypotheses associating abusive supervisory behavior with employees’ work behaviors via intervening variables, i.e., intrinsic motivation and family motivation.

The two-study examination of outcomes of abusive supervision stands in contrast to prior research, which has primarily focused on family motivation that influences supervisor-subordinate relationship. A lagged survey study at a Fortune 500 company and an experience sampling study at multi-organizations located in Anhui province of People’s Republic of China (PRC) support the moderated-mediation motivational model.

In the first study, designed as a lagged survey study, the authors found that abusive supervision is negatively associated with employees’ job performance and positively associated with employees’ turnover intentions. As anticipated, the results also found that family motivation moderates the direct relationship between abusive supervision and employees’ work behaviors. Furthermore, these results were then replicated and expanded in an experience sampling study. Consistent with the predictions, the authors found that intrinsic motivation acts as a mediator between abusive supervision and employees’ work behaviors and family motivation has the capacity to compensate for the absence of intrinsic motivation.

Although the paper contributes to leadership and motivation literature, there are several noteworthy limitations to be discussed in the future. The subjective measurement, the validity of abusive supervision in the Chinese context and generalizing of the study in western countries are the key limitations of the study. Moreover, the authors measure abusive supervision only on high/low frequency based rather than high/low intensity. Hence, there is a possibility that intensity and frequency have dissimilar effects.

The study with meaningful implications on motivation and leadership research concludes that family as a powerful source of motivation encourages subordinates’ job performance and discourages employees’ turnover intentions at the workplace, even under abusive supervision.

This study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC).

Using multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points.

Results show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS.

For employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management.

While existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.

The purpose of this paper is to investigate the perceptions of faculty members about the influence of family motivation on their self-efficacy and organizational citizenship behavior-individual (OCBI).

The proposed model was tested on a sample of 353 faculty members from different public and private universities of Pakistan. Partial least squares structural equation modeling was used to analyze data.

Surprisingly, results reveal that family motivation was not positively related to faculty members’ OCBI; instead, this relationship is fully mediated by self-efficacy. The findings suggest that it is employees’ self-efficacy belief through which their family motivation translates to their increased OCBI. This study also finds that supporting the family is a powerful source of motivation to work, offering meaningful practical and theoretical implications for policy-makers, leaders, managers and researchers on the new dynamics of work and family engagements.

The study contributes to human resource management (HRM) and organizational behavior (OB) literatures by providing some useful practical implications for managers and HRM and OB consultants who are interested in understanding the underlying psychological mechanisms (i.e. self-efficacy) through which employees’ family motivation results in the increased OCBI.

This study explores the relationship between family motivation and employee creativity. It examines the way family motivation shapes employees' job perceptions, specifically examining the mediating roles of job instrumentality and job meaningfulness detachment. Additionally, the study explores the moderating effect of family financial pressure.

The data were collected in three waves over six months from 382 employees in the Turkish hospitality industry. The Warp PLS 7.0 software was utilized for data analysis using partial least squares structural equation modeling (PLS-SEM).

The results indicate that family motivation significantly influences job instrumentality and job meaningfulness detachment, which subsequently reduce employee creativity. Moreover, family financial pressure moderates the relationship between family motivation and job perception, thereby amplifying its effects.

This study highlights that organizations should minimize ambiguity and complexity, create a psychologically safe environment, align incentives with creativity, address conflicts between short-term gains and long-term projects and support work-life balance in the hospitality industry. This can enhance employee creativity, satisfaction and retention.

This study is an early attempt to investigate when and how family motivation (re)shapes hospitality workers’ job perceptions and influences their propensity to engage in creative endeavors.

This paper aims to investigate the socio-demographic variables that affect the motivation of Muslim tourists in Malaysia, and to examine the travel characteristics factors that affect the motivation in decision making of Muslim tourists travelling to Malaysia.

The study surveys questionnaires for data collection. Convenience sampling technique was used on the selected sample. The study was conducted in Malaysia, where the target respondents included Muslim family tourists with ages ranging from 18 to 64 years.

The findings show that motivation differs significantly among different levels of the socio-demographic characteristics except for gender and income. The result also reported that a majority of tourists’ travel behaviour was significantly different unless when it comes to seeking accommodation. Results also revealed a tendency for long holiday stays among Muslim tourists in Malaysia.

In this study, the examination of motivation on the Muslim family tourists has provided significant influence in managing the family tourist experience. On the other hand, most previous studies have shown that motivation is positively guided by general “push and pull” factors. However, this research demonstrates that components such family financial income and age of respondents has an effect on Muslim family tourists’ motivation, thus justifying the experience effect.

It is crucial for the service provider and destination management organizations to differentiate their products and services so that the packages and experience will be more meaningful.

Destination packages should be appropriately designed and positioned in the target markets to meet the needs and wants of different Muslim family groups. Communication should emphasize not only the most distinctive characteristics but also the most suitable holiday packages that the family tourist can afford to pay. This would assist the family in the decision-making process and choice processes and facilitate the family’s expectation.

This research paper related to Islamic tourism marketing which can be used to formulate appropriate marketing strategies, build a viable market segment and design practical marketing strategies to attract potential Muslims travellers.

This study examines the impact of inclusive leadership on two important work outcomes, i.e., employee performance and well-being. In order to better understand the above relationships, this study theorizes that employee psychological capital is a mediating mechanism and family motivation is a moderating mechanism.

The authors collected 370 responses in three different time waves with an interval of one week. All the constructs of the study were rated by employees except for the supervisor’s family motivation, which was rated by their supervisors. Given the predictive nature of the study, partial least squares structural equation modeling (PLS-SEM) was used for data analysis.

The authors' findings confirm the mediating role of employee psychological capital in the relationship between inclusive leadership and employee performance and in the relationship between inclusive leadership and employee well-being. The moderating effects of supervisor family motivation in the relationship between inclusive leadership and employee performance were also significant; however, the authors did not find empirical support for the moderating effects of family motivation in the relationship between inclusive leadership and employee well-being.

Drawing on the conservation of resources (COR) theory, the present study extends the authors' understanding of the unique ways in which inclusive leadership improves employee performance and benefits their well-being.

The purpose of this paper is to perform an analysis of how pets in general and dogs in particular condition the planning and realisation of people’s trips. Similarly, the motivations that lead families to travel with their pets in Spain are analysed.

The methodology used in this research consisted of carrying out fieldwork based on surveys of 1,696 dog owners in Spain. The data analysis was carried out using a Partial Least Squares methodology (PLS-SEM) to test the relationship of the families with their pets, the motivations they have for travelling with their pets and the assessment of the destination by both the family and the pet itself.

The main results of this research focus on analysing how and when a family plans a trip with their pet, except for their second home, there are several motivations for both families themselves and their pets, which condition this trip and that must be considered by tourist destinations. Similarly, it is also concluded that the motivations are closely related to the attachment that the family has to the pet.

The originality of this research focuses on including the relationship of the family with their dog and the adequacy of the destination to the needs of their pet as motivation to make a certain trip or choose a certain destination.

Stewardship behavior is an important embodiment of the spirit of employee ownership, which is critical to the sustainability of companies, especially under the influence of the COVID-19 epidemic. Most previous studies have focused on how to motivate employees’ stewardship behavior, but little is known about how stewardship behavior affects employees themselves. The purpose of this study is to explore how employee stewardship behavior affects their work-family interface based on the conservation of resources (COR) theory.

In this study, structural equation modeling was conducted using two-wave survey data from 323 employees through three internet companies in Southern China.

Results reveal that engaging in stewardship behavior is positively correlated with both positive emotion and emotional exhaustion. Positive emotion and emotional exhaustion, in turn, mediate the effects of stewardship behavior on work–home interface. Family motivation influences the strength of the relationships between positive emotion or emotional exhaustion and work–family interface, that is, high family motivation strengthens the positive association between positive emotion and work–family enrichment and weakens the positive association between emotional exhaustion and work–family conflict.

This study suggests that managers should give employees more support and care to ease the worries of engaging in stewardship behavior. Also, organizations should recruit employees with high family motivation, which can reduce the negative effects of stewardship behavior on work–-family interface.

Based on an actor’s perspective, this study examines both the positive and negative effects of stewardship behavior on employees themselves, thereby increasing understanding of the dual effect of stewardship behavior. In addition, this study further elucidates the mechanisms that moderate the positive and negative effects of individual family motivation on their engagement in stewardship behavior within the COR theory.