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    Effects of emotional culture of joy on employee happiness: A moderated-mediation model in hospitality
    (Elsevier, 2026) Alyousef, Muna I.; Khattak, Sajid Rahman; Alwadi, Belal Mahmoud; Bayram, Ali Turan; Dukhaykh, Suad; Al Hakami, Husain Mohammed
    Employee happiness at work is vital for improving performance, engagement, and retention, especially in the hospitality industry. This study explores how an emotional culture of joy (ECJ), a workplace atmosphere that promotes shared feelings of joy and positivity, shapes happiness at work (HaW). Specifically, we examine whether psychological safety (PsySaf) and relational attachment (RA) explain this relationship and whether work autonomy (WA) strengthens these effects. Data were collected from 522 hotel and restaurant employees in Sinop, T & uuml;rkiye, using a three-wave survey to reduce bias. Results from covariance-based structural equation modeling (CB-SEM) show that ECJ has both a direct and indirect positive effect on HaW through PsySaf and RA. Furthermore, WA amplifies these indirect effects, indicating that employees experience greater happiness when they have autonomy. Overall, the findings highlight that fostering a joyful emotional culture and supporting employee autonomy can build psychologically safe and connected workplaces that enhance happiness. This study contributes to the Broaden-and-Build and Conservation of Resources theories and offers practical insights for hospitality managers aiming to create positive, resilient, and engaged teams.
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    Öğe
    Turning benign envy into engagement: the moderating role of inclusive leadership in nursing
    (Bmc, 2025) Lv, Chunjie; Alyousef, Muna I.; Khattak, Sajid Rahman; Moorthy, Usha; Al Hakami, Husain Mohammed; Alharthi, Fawziah B.; Bayram, Gul Erkol
    Purpose This study examines the constructive role of benign professional envy in predicting nurses' work engagement, highlighting the sequential mediating effects of help-seeking and learning behaviors, as well as the moderating influence of inclusive leadership.Design/methodology/approachData were collected from nurses working in Turkish hospitals using a questionnaire. Using structural equation modelling (SEM), this study tested a moderated sequential mediation model grounded in the Conservation of Resources (COR) theory.FindingsThe results revealed that benign professional envy positively and significantly predicted nurse work engagement. Furthermore, help-seeking and learning behaviors sequentially mediate this relationship, indicating that envy motivates nurses to seek advice and engage in active learning, which, in turn, enhances engagement. Importantly, inclusive leadership significantly moderates the indirect effects, such that the positive impact of benign envy on engagement through help-seeking and learning is stronger under conditions of high-inclusiveness leadership.Practical implicationsThe findings suggest that healthcare managers and nurse leaders should reframe benign envy as a potential resource, rather than a liability. By fostering inclusive leadership practices and encouraging help-seeking and learning behaviors, hospitals can transform envy into a driver of engagement, ultimately improving nurses' well-being, reducing turnover, and enhancing patient care outcomes.Theoretical implicationsThis study extends COR theory by demonstrating how benign envy initiates a gain spiral of resources when supported by adaptive behavior and inclusive leadership. It also contributes to the literature on emotions in nursing by clarifying the mechanisms through which envy fosters engagement in high-demand healthcare settings.Originality/valueThis study is among the first to investigate the constructive dynamics of benign envy in the nursing profession, offering a novel model that integrates emotional, behavioral, and leadership perspectives to explain work engagement.Clinical trial numberNot applicable.