The aim of this research is to investigate the influence of sales managers’ aggressiveness on ethical sales leadership and salesperson performance in B2B context, taking into consideration the sequential mediation of emotional labor and adaptive selling behavior. Sales managers spend most of their time in solving salesforce-related issues, while empirical studies have largely neglected such factors that can have negative consequences on salesforce-related tasks. In order to overcome this gap in the literature, we draw from conservation of resources (COR) theory to introduce and establish an advanced theoretical paradigm. The authors tested the model through 336 responses from B2B salesperson-manager dyads. The findings of the study reveal that sales managers’ aggressiveness has a negative association with ethical sales leadership. Also, sales managers’ aggressiveness is positively related to emotional exhaustion and negatively related to salesperson performance. Consequently, we found significant serial mediation of ethical sales leadership and adaptive selling behavior between the relationship of sales managers’ aggressiveness and salesperson performance. In last, manager decisiveness is playing as a significant moderator in the study. Theoretical contributions and practical implications are also discussed.

Pandemic moments have generated mental and emotional problems in students at all levels. These have been affected by the format of virtual classes, the mandatory confinement and the little physical relationship due to the existing restrictions, generating academic burnout and anxiety in university students. In this context, the objective was to know the existing relationship between burnout and anxiety in students of the FIS-UNCP, the 15-question Maslach Burnout Inventory Student Questionnaire (MBI-SS) was used with the dimensions: Emotional Exhaustion, Cynicism and Loss of Academic Efficacy and 5 questions to know the level of technological anxiety or technostress, with a population of 328 university students of 10 semesters, through the questionnaire in Office Forms. The research design was non-experimental, transectional, with a qualitative-quantitative approach and descriptive-explanatory levels. The descriptive data analysis was made based on the scale, allowing the identification of students with burnout and the structural equation modeling facilitated the establishment of the relationship between the variables. The study showed that 26 students (7.93%) suffer from academic burnout. At the same time, it has been demonstrated that there is a positive and significant relationship between emotional exhaustion and lack of academic efficacy, with technological anxiety with path values of 0.701 and 0.345 respectively, the p-values allowed demonstrating hypotheses 1 and 3 formulated. At the level of the structural model, it allows anticipating future results, since the coefficient of determination (R2) calculated was 0.838.

This research aims to determine the effect of the adoption of teleworking on the development of job exhaustion of the higher education administrative staff in Junín during the crisis of COVID-19. The applied and correlational research was carried out with the participation of 300 administrative workers of higher education by applying a questionnaire of 40 questions. The results obtained show that having teleworking skills reduces emotional fatigue and depersonalization since the collaborator can self-regulate his behavior when faced with stressors. Likewise, these skills generate a positive effect on personal fulfillment, allowing the teleworker to achieve a satisfactory personal fulfillment of having said skills. On the other hand, telework conditions generate a hidden effect on emotional exhaustion, depersonalization and personal fulfillment; therefore, this dimension does not contribute to the reduction or increase of the mentioned dimensions. The work-life balance dimension does not generate any effect on any of the factors. It is concluded that the development of skills for teleworking is a relevant factor to achieve personal fulfillment in teleworkers, while teleworking conditions do not reduce job burnout.