Randomized trial shows that workplace fear of missing out enhances adaptive performance in new employees, indicating important management implications.
Key Points
This research aims to explore how workplace fear of missing out (WFMO) affects new employees' adaptive performance, focusing on the mechanisms involved.
Survey data was collected from 442 new employees.
A dual-path mediating model was tested based on Conservation of Resources Theory and the Emotion Regulation Process Model.
Hierarchical regression, the Bootstrap method, and fuzzy-set qualitative comparative analysis (fsQCA) were utilized.
WFMO is positively associated with adaptive performance.
Role stress and cognitive reappraisal act as independent mediators of this relationship.
Leader empathy moderates both direct relationships and indirect mediating pathways.