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This study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.

A conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.

The findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.

This study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.

This study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.

This appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.

Sweeping changes are underway in the world of work where new work-models such as permanent work-from home mandates are being implemented by many organizations in the aftermath of the COVID-19 pandemic. Although cost benefits for organizations are obvious from such measures, little is known about how emotions of employees are affected by such measures. A recent industry survey reveals that some employees feel that they are being ostracized from their normal workplace while others are being allowed to return to their normal office settings. However, there appears to be dearth of empirical studies on how employees are coping with workplace ostracism (WO), and whether such emotions are related to factors such as their levels of mindfulness and perceived organizational support (POS). Therefore, this study deploys the stress and coping theory to suggest that individuals with high levels of mindfulness are less likely to experience WO, and that such a relationship is further moderated by POS.

The hypotheses developed in this study are tested through survey data collected from 240 employees who work for various large organizations in Oman. Eligible respondents are employees who have been directed by their employers to continue to work from home even after a large portion of their colleagues have returned to their physical offices.

The data is analyzed with R Core Team software. The findings reveal that employees with high levels of mindfulness reported lower levels of WO. Furthermore, POS moderates the inverse relationship between mindfulness and WO at moderate and high levels of POS but not when organizational support is perceived to be at low levels.

This study suffers from several limitations. First, the study is cross-sectional in nature and does not capture how the perceptions of workplace ostracism change over time. Considering that majority of the new directives to employees to permanently work from their remote locations are quite recent. Second, this study posits the effect of mindfulness as a trait on WO and does not consider other constructs. Third, the demographic details of the respondents indicates that bulk of the employees that were asked by their employers to continue to work from home even after the COVID-19 restrictions were lifted were women (68%).

Practically, the relationships between mindfulness, perceived organizational support and workplace ostracism provide useful managerial knowledge. This is particularly important considering the fact that the influence on employee perceptions due to these new work models are yet to be fully realized. As a result, managers can fine-tune their organizational communication and their training programs toward developing awareness of the present among employees to enable them to appraise new organizational policies from a more holistic long-term perspective. Additionally, the management can also emphasize sufficient material and psychological support for employees that are required to remain working from home.

This study appears to be among the first empirical research that provides evidence on the inverse relationship between mindfulness and WO, especially in the context of the new work-models in the post pandemic period. Additionally, the study demonstrates that moderate to high levels of POS can further mitigate WO among individuals with higher levels of mindfulness.

The present study’s aims are twofold: 1) to contribute to theory development by accounting for both personality and trust in the conceptualization of technology acceptance using the technology acceptance model (TAM) as the theoretical framework; and 2) to explore the influence of ChatGPT-integrated chatbots on tourism behavior.

The target population for this study was travelers who previously used technology (website/ app) to plan their holiday abroad. An online survey questionnaire created with Google Forms was distributed via a panel company (iPanel). A screening question was included to filter out respondents who have not previously used technological means to plan their holiday abroad. A panel company (iPanel) was hired to collect data from a convenience sample of 305 Israeli tourists who met the above criterion between August 22 and 27, 2023, and were at least 18.

A significant and positive relationship was observed between trust in ChaptGPT and perceived usefulness. Furthermore, a significant and positive association was observed between perceived ease of use and intentions to use ChatGPT-integrated chatbots to plan future holidays. Post hoc analyses suggest that perceived ease of use mediates the relationship between extraversion and trust, trust mediates the relationship between perceived ease of use and perceived usefulness and age moderates the relationship between perceived ease of use and behavioral intentions.

Data was collected from a convenience sample of Israeli travelers. Hence, generalizations to other countries, nationalities and cultures should be treated carefully; the study is cross-sectional and thus represents respondents’ beliefs and behavioral intentions at a particular time; and the study is based on one of several theoretical frameworks that can be used to conceptualize behaviors associated with using AI by tourists.

The findings of the present study point to the importance of accounting for tourists’ personal factors, such as personality and age, in developing AI products in the tourism industry. chief executive officers and relevant shareholders would benefit from conducting market research to obtain insights into the factors that may enhance or hamper tourists’ adoption of AI-based technology for planning their holidays abroad.

Previous work falls short of accounting for personality traits and trust in a single model using the TAM framework. To the best of the authors’ knowledge, this is the first study empirically investigating tourism behavior related to ChatGPT based chatbots as a tool to plan future holidays abroad. Furthermore, the possible role of age as a moderating variable was overlooked in past research.

本研究的目标有两个：1）采用技术接受模型作为理论框架, 通过考虑技术接受概念化中的个性和信任来促进理论发展; 2）探讨ChatGPT集成的聊天机器人对旅游行为的影响。

本研究的目标人群是以前使用技术（网站/应用程序）计划出国度假的旅行者。使用 Google Forms 创建的在线调查问卷通过小组公司 (iPanel) 分发。其中包含一个筛选问题, 以筛选出之前未使用技术手段计划出国度假的受访者。聘请了一家调查公司（iPanel）来收集 305 名以色列游客的便利样本数据, 这些游客在 2023 年 8 月 22 日至 27 日期间符合上述标准, 且年龄至少为 18 岁。

在 ChaptGPT 的信任度和感知有用性之间观察到显着且积极的关系。此外, 观察到易用性与使用集成 ChatGPT 的聊天机器人来计划未来假期的意向之间存在显着且正相关的关系。事后分析表明, 感知的易用性调节了外向性和信任之间的关系; 信任调节感知易用性和感知有用性之间的关系, 年龄调节感知易用性和行为意愿之间的关系。

以前的工作未能在单个模型中使用技术接受模型框架来解释个性特征和信任。这是第一项实证研究, 调查与 ChatGPT 集成聊天机器人相关的旅游行为, 作为规划未来出国度假的工具。此外, 过去的研究忽视了年龄作为调节变量的可能作用。

1）数据是从以色列旅行者的便利样本中收集的。因此, 应该谨慎对待对其他国家、民族和文化的概括; 2）该研究是横断面的, 因此代表了受访者在特定时间的信念和行为意愿; 3）该研究基于几个理论框架之一, 该框架可用于概念化游客使用 ChatGPT 集成聊天机器人来计划未来出国度假的意向。

本研究的结果表明, 在开发用于旅游业的基于 ChatGPT 的聊天机器人时, 考虑游客的个人因素（例如个性和年龄）的重要性。首席技术官和相关股东将受益于进行市场研究, 以深入了解可能增强或阻碍游客采用基于 ChatGPT 的聊天机器人来规划未来出国度假的因素。

Los objetivos del presente ossib son dos: 1) contribuir al ossibleo de la teoría incorporando la personalidad y confianza en la conceptualización de la aceptación de la tecnología empleando el Modelo de Aceptación de la Tecnología como marco teórico; 2) analizar la influencia de los chatbots integrados en ChatGPT en el comportamiento turístico.

La población objetivo de este ossib fueron los viajeros que anteriormente utilizaban tecnología (página web/aplicación) para planificar sus vacaciones en el extranjero. Se distribuyó un cuestionario online creado con Google Forms a través de una empresa de paneles (iPanel). Se incluyó una pregunta de selección para filtrar a los encuestados que no habían utilizado previamente medios tecnológicos para planificar sus vacaciones en el extranjero. Se contrató a una empresa de paneles (iPanel) para recopilar datos de una muestra de conveniencia de 305 turistas israelíes que cumplieron el criterio anterior entre el 22 y el 27 de ossib de 2023, y con una edad ossib de 18 años.

Se identificó una relación ossibleon y ossible entre la confianza en ChaptGPT y la utilidad percibida. Además, se evidenció una asociación ossibleon y ossible entre la facilidad de uso percibida y la intención de ossible chatbots integrados en ChatGPT para planificar futuras vacaciones. Los análisis post-hoc sugieren que la facilidad de uso percibida media la relación entre la ossibleon y la confianza; la confianza media la relación entre la facilidad de uso percibida y la utilidad percibida, y la edad modera la relación entre la facilidad de uso percibida y las intenciones de comportamiento.

1) los datos se recopilaron de una muestra de conveniencia de viajeros israelíes. Por tanto, las generalizaciones a otros países, nacionalidades y culturas deben tratarse con cuidado; 2) el ossib es transversal y, por tanto, representa las creencias y las intenciones de comportamiento de los encuestados en un momento determinado; 3) el ossib se basa en uno de los diversos marcos teóricos que pueden emplearse para conceptualizar la intención de los turistas de ossible chatbots integrados en ChatGPT para planificar futuras vacaciones en el extranjero.

Los resultados del presente ossib señalan la importancia de tener en cuenta los factores personales de los turistas, como la personalidad y la edad, en el ossibleo de chatbots basados en ChatGPT para su uso en la industria turística. Los directores de tecnología y los stakeholders relevantes se beneficiarían de investigación de mercado para obtener información sobre los factores que pueden mejorar o dificultar la adopción de chatbots basados en ChatGPT por parte de los turistas para planificar futuras vacaciones en el extranjero.

Los trabajos anteriores no tienen en cuenta los rasgos de personalidad y la confianza en un único modelo utilizando ossible TAM. Este es el primer ossib que investiga empíricamente el comportamiento turístico relacionado con los chatbots basados en ChatGPT como herramienta para planificar las futuras vacaciones en el extranjero. Además, en investigaciones anteriores no se ossible el ossible papel de la edad como variable moderadora.