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The purpose of this paper is to explore multiple perspectives on managerial coaching: why and how managers engage, employees and human resource development (HRD) professionals’ perspectives on the use and how HRD and managers can better support each other with it.

This study used secondary analysis of empirical data already collected through a transnational study from 20 different medium-size to large organisations in the Netherlands, the UK and the USA. For this study, 58 interviews referring to coaching were analysed from 18 of these organisations, from these 3 different countries and from 3 stakeholder groups: managers, employees and HRD professionals.

Findings show that managers perform a variety of “on the job” informal coaching roles and that HRD professionals lead the more formal aspects. Managers felt that HRD support was limited and hoped for more. A limited number of employees mentioned coaching, but those that did highlighted the different types of coaching they received in the workplace, referring to managers but with little recognition of HRD’s role. HRD professionals shared how they support managers through both informal and formal coaching approaches, but this was not fully acknowledged by neither managers nor employees.

The findings of this study contribute to the literature on devolved HRD practices, highlighting that managers are engaging more in managerial coaching with their teams, that potentially employees are not that aware of this and that managers and employees are not fully aware of HRD’s contribution to supporting coaching and feel they could do more. As a result, this study suggests that HRD professionals have a clear role to play in creating and leading the supportive organisational culture for coaching to thrive, not only in setting the “coaching scene” for managers to work within but also through offering support for long-term capacity building for all employees.

Through the diffusion of key HRD activities into managerial roles, and while internal coaching is gaining more momentum, managers now step up when coaching their teams. This study extends the limited prior research on managers’ and others’ (employees and HRD) beliefs about the coaching role in the workplace. This study highlights the changing role of the manager, the need for HRD to offer more support for the joint role that managers are taking (manager and coach) and the partnership potential for HRD professionals to include all stakeholders including employees.

Considering the significance of knowledge with respect to the current economic era, this study exclusively focuses on perceived negative workplace gossips (NWG) and knowledge-hiding behavior through a self-evaluation perspective. Further, this study also aims to explore the mediating role of workplace ostracism and moderating role of neuroticism in the relationship between perceived NWGs and knowledge hiding behavior (KHB).

Relying on the self-verification theory, data were collected from 323 employees working in the largest public sector universities of Punjab, Pakistan. Data were collected in three-time lags to overcome common method bias and social desirability issues. PROCESS macro bootstrap method were used to confirm the proposed model and hypothesis investigation.

The findings of the study revealed that perceived NWGs increase KHB. Additionally, workplace ostracism mediates the relationship between perceived NWGs and KHB. The findings of the study also suggest neuroticism moderates the relationship between workplace ostracism and KHBs.

Based on the self-evaluation concept, this research provides new insight by linking NWGs and KHB, especially from gossipee’s (target’s) perspective in the Pakistani cultural context. By examining the mediating role of workplace ostracism and the moderating role of neuroticism, this research responds to a recent call to explore more mechanisms between NWG and KHB. Finally, this research offers significant implications to managers and organizations that how and when their work environment can limit the impact of NWG.

Despite the knowledge transfer between projects has received increasing attention from scholars, few scholars still conduct comprehensive research on inter-project knowledge transfer from both horizontal and vertical perspectives. Besides, knowledge transfer is affected by multiple antecedent conditions, and these factors should be combined for analysis. Therefore, this paper aims to explore the key factors influencing knowledge transfer between projects using the fuzzy-set qualitative comparative analysis (fsQCA) method from both horizontal and vertical perspectives and how these factors combine to improve the effectiveness of knowledge transfer (EKT) between projects.

First, nine factors affecting knowledge transfer between projects were identified, which were from the four dimensions of subject, relationship, channel, and context, namely temporary nature (TN), time urgency (TU), transmit willingness (TW), receive willingness (RW), trust (TR), project-project transfer channels (PPC), project-enterprise transfer channels (PEC), organizational atmosphere (OA), and motivation system (MS). Then, the source of the samples was determined and the data from the respondents was collected for analysis. Following the operation steps of the fsQCA method, variable calibration, single condition necessity analysis, and configuration analysis were carried out. After that, the configurations of influencing factors were obtained and the robustness test was conducted.

The results of the fsQCA method show that there are five configurations that can obtain better EKT between projects. Configuration 3 (∼TN * ∼TU * TW * RW * TR * ∼PPC * PEC * MS) has the highest consistency, indicating that it has the highest degree of the explanatory variable subset. Configuration 1 (∼TN * ∼TU * TW * RW * PEC * OA * MS) has the highest coverage, meaning that this configuration can explain most cases. Also, the five configurations were divided into three types: vertical transfer, horizontal-vertical transfer, and channel-free transfer category.

Firstly, this study explores the key factors influencing knowledge transfer between projects from four dimensions, which presents the logical chain of influencing factors more clearly. Then, this study divided the five configurations obtained into three categories according to the transfer direction: vertical, horizontal-vertical, and channel-free transfer, which gives implications to focus on both horizontal knowledge transfer (HKT) and (VKT) when studying knowledge transfer between projects. Lastly, this study helps to realize the exploration of combined improvement strategies for EKT, thereby providing meaningful recommendations for enterprises and project teams to facilitate knowledge transfer between projects.

Based on the theory of identity, this paper aims to examine the centrality role of entrepreneurs’ identity in the prevalence of the entrepreneurial process in online platforms. Identity is a kind of internal energy that stimulates the neurons of entrepreneurs. Thus, leveraging identity effectively in the digital business cycle is a global challenge of paramount importance.

This study uses a quantitative approach, specifically the covariance-based structural equation modeling method, to examine data collected from a sample of 153 entrepreneurs operating on social media platforms.

The findings highlight the positive impact of social media on entrepreneurs’ identities, revealing three distinct identity types: digital identity, social identity and entrepreneurial identity. However, only entrepreneurial and social identities emerge as significant factors in sustaining the entrepreneurial process. Entrepreneurs operating on online platforms strive for recognition as entrepreneurs while also cultivating trust-based relationships with social media users. This recognition and trust contribute to the overall success of their entrepreneurial endeavors.

Identity centrality in the entrepreneurial process presents itself as a highly sophisticated tool to help young entrepreneurs on social media platforms to identify, construct and even harmonize the different identities they may adopt to adapt to the challenges and opportunities of entrepreneurship. In fact, social media provide several opportunities that foster entrepreneurial aspirations and provide a fertile ground for shaping entrepreneurs’ identities, ensuring the success of their entrepreneurial ventures. The emerging generation of entrepreneurs should prioritize cultivating their entrepreneurial and social identities while maintaining an acute awareness of the importance of having a coherent and relevant online presence.

The results of this study significantly elucidate the mechanisms governing identity formation and its dynamics’ influence on the development of entrepreneurship on social media.

The purpose of this study is to analyze the effect of corporate social responsibility (CSR) practices and corporate ethical behavior on implicit cost of equity (COE) using integrated reporting quality (IRQ) as a mediating variable in European companies belonging to the environmental, social and governance (ESG) index.

The authors use a panel data set of 540 European firms from the ESG index from 2013 to 2022. The data were collected from I/B/E/S and Thomson Reuters ASSET4 database and analyzed using the structural equation model to test hypotheses.

In the instance of ESG European firms, the findings indicate that CSR practices and corporate ethical behavior are negatively related to the COE. From the result of the Sobel test, this study indicated that IRQ has only indirect mediation on the relationship between CSR, ethical behavior of the company and implicit COE.

The findings have some policy and practical implications that may help regulators and managers in improving the COE and helping companies envision their future growth opportunities in a context where responsibility, ethics and disclosure are central to corporate valuation. Using the implicit COE is a better estimate of shareholder requirements in the context of ESG companies.

This research concentrates on ESG companies since they are more likely to contribute to environmental protection, which attracts responsible investors. Furthermore, the findings may be useful to worldwide managers and investors who use responsible practices as a criterion in their decision-making.

Although listed firms in Africa are increasingly establishing board sustainability committees, their impact on corporate outcomes in the region remains relatively understudied. This study investigates the effect of executive compensation (EC) and board sustainability committee initiatives (BSCIs) on both self-reported greenhouse gas emission reduction initiatives (SRGI) and actual greenhouse gas emissions (GHGE).

Through the lens of resource-based view and legitimacy and stakeholder theoretical perspectives, the study conducts a fixed-effects model over a dataset of 2,310 firm-year observations from African countries between 2002 and 2022.

The findings show that while EC has a negative impact on SRGI, it does not have a similar effect on outcome-based GHGE reduction. The study observes that SRGI has no effect on actual GHG emissions. We add a fresh dimension to the literature by documenting that BSCIs are associated with greater outcome-based GHGE but do not seem to improve symbolic SRGI. The evidence shows that BSCIs have no moderating impact on the association between symbolic SRGI and outcome-based GHGE. Finally, the study establishes that the predicted associations vary across different periods.

This study helps unpack the role of the board sustainability committee, which Orazalin et al. (2024) show has key economic implications. The findings help stakeholders including corporate boards, executives and regulators to understand how board sustainability committee characteristics and EC are associated with GHG emissions. The results are particularly essential as this study demonstrates the need for specific standards for disclosing GHG emission-related information, notably in the non-existence of mandatory GHG reporting.

This paper investigates the impact of strategic alliance network centrality and structural holes on firm innovation efficiency. In addition, the paper aims to explore the moderating effects of government R&D subsidies and firm technology standardization.

Based upon the literature on strategic alliance networks, this paper proposes a conceptual model with several hypotheses. The empirical analysis is based on a sample of 736 observations from 92 mechanical manufacturing firms in China from 2010 to 2017. We measured firm innovation efficiency via the DEA model and performed quantitative analysis with GMM estimation.

The results indicate that strategic alliance network centrality is positively related to firm innovation efficiency, and structural holes have a U-shaped relationship with firm innovation efficiency. Government R&D subsidies positively moderate the relationship between centrality and firm innovation efficiency. Firm technology standardization positively moderates the relationship between centrality and firm innovation efficiency and the U-shaped relationship between structural holes and firm innovation efficiency.

Firms should focus on improving innovation efficiency and maximizing innovation output under limited resources. Furthermore, managers ought to strengthen cooperation between firms and external alliances while promoting the utilization of strategic alliance network position resources to benefit innovation efficiency.

This paper considers that innovation efficiency, including input and output processes, is more representative than innovation performance, and few studies have focused on the relationship between strategic alliance networks and innovation efficiency. To fill this research gap, this paper explores the impact of strategic alliance network position embedding on innovation efficiency.

The study investigates the intention of adopting solar panels and incorporating renewable energy sources into the electrical mix, providing insightful information on the nuances of this critical topic.

The study used online and offline surveys to gather information on rooftop solar panels from Indian homes. To get reliable findings, the collected responses were analyzed using structural equation modeling using Smart PLS version 3.5 and SPSS version 23.0.

The research examines sustainability difficulties, psychological issues and demographic considerations, yielding a variety of conclusions. Low compatibility and high perceived cost have a detrimental influence on adoption intentions, emphasizing the importance of integrating consumer perceptions with technology while addressing cost concerns. Conversely, relative advantage, awareness, environmental concern, facilitating conditions and observability positively influenced the adoption.

The study underscores the importance of highlighting benefits, raising awareness, providing necessary resources and showcasing visible instances of technology use. By revealing the connection between different factors, the study offers a roadmap for policymakers and stakeholders to accelerate the transition toward sustainable energy practices.

To the best of the authors' knowledge, this study is one of the first to propose an integration of the Theory of Planned Behavior (TPB), the Diffusion of Innovations Theory (DOI) and the Unified Theory of Acceptance and Use of Technology (UTAUT), alongside various independent variables. The research offers a comprehensive perspective on factors that facilitate and obstruct the usage of solar energy.

This study aims to investigate the impact of environmental, social and corporate governance (ESG) factors on job satisfaction within the context of small and medium-sized enterprises (SMEs), addressing a notable gap in understanding these relationships.

Data were collected from 97 full-time and part-time employees using a tailored survey instrument. Control variables included demographic factors, such as gender, age, marital status and hierarchical position. The study postulated four moderation hypotheses, conducted rigorous significance tests and demonstrated strong model reliability and validity, along with highly satisfactory fit parameters.

The findings confirm a positive association between the E, S and G factors and job satisfaction perceptions. Marital status was identified as a moderator in the relationship between social dimensions and job satisfaction. In addition, the multigroup analysis revealed variations in the associations between ESG dimensions and job satisfaction across different age groups, marital statuses and hierarchical positions.

The main contribution of this research lies in filling a significant gap in the understanding of how sociodemographic variables influence the relationship between employees and socially responsible behavior in SMEs.

Este estudio empírico tuvo como objetivo investigar el impacto de los factores ESG (ambientales, sociales y de gobierno corporativo) en la satisfacción laboral en el contexto de las pequeñas y medianas empresas (PYME), abordando una brecha notable en la comprensión de estas relaciones.

Se recopilaron datos de 97 empleados a tiempo completo y parcial utilizando un instrumento de encuesta personalizado. Las variables de control incluyeron factores demográficos, como género, edad, estado civil y posición jerárquica. El estudio postuló cuatro hipótesis de moderación, realizó pruebas de significación rigurosas y demostró una sólida confiabilidad y validez del modelo, junto con parámetros de ajuste altamente satisfactorios.

Los hallazgos confirman una asociación positiva entre los factores E, S y G y las percepciones de satisfacción laboral. El estado civil se identificó como un moderador en la relación entre las dimensiones sociales y la satisfacción laboral. Además, el análisis multigrupo reveló variaciones en las asociaciones entre las dimensiones ESG y la satisfacción laboral en diferentes grupos de edad, estados civiles y posiciones jerárquicas.

La principal contribución de esta investigación radica en llenar un vacío importante en nuestra comprensión de cómo las variables sociodemográficas influyen en la relación entre los empleados y el comportamiento socialmente responsable en las PYME.

Este estudo empírico teve como objetivo investigar o impacto dos fatores ESG (ambientais, sociais e de governança corporativa) na satisfação no trabalho no contexto de pequenas e médias empresas (PMEs), abordando uma lacuna notável na compreensão dessas relações.

Os dados foram coletados de 97 funcionários de período integral e parcial usando um instrumento de pesquisa personalizado. As variáveis de controle incluíram fatores demográficos, como gênero, idade, estado civil e posição hierárquica. O estudo postulou quatro hipóteses de moderação, conduziu testes de significância rigorosos e demonstrou forte confiabilidade e validade do modelo, juntamente com parâmetros de ajuste altamente satisfatórios.

Os resultados confirmam uma associação positiva entre os fatores E, S e G e as percepções de satisfação no trabalho. O estado civil foi identificado como moderador na relação entre dimensões sociais e satisfação no trabalho. Além disso, a análise multigrupo revelou variações nas associações entre dimensões ESG e satisfação no trabalho em diferentes faixas etárias, estados civis e posições hierárquicas.

A principal contribuição desta pesquisa está em preencher uma lacuna significativa em nossa compreensão de como as variáveis sociodemográficas influenciam o relacionamento entre funcionários e comportamento socialmente responsável em PMEs.

This study investigated consumer perceptions of AI chatbots focusing on sentiment analysis across Twitter (X) and Reddit during ChatGPT3 through ChatGPT4 launches. It identifies user sentiments: positive, negative, or neutral and explores their impact on chatbot deployment in interactive marketing. The goal was to understand consumer engagement dynamics and provide insights for enhancing marketing strategies and consumer interactions with chatbots.

Using sentiment analysis, this research examined the nature and scope of discussions surrounding AI chatbots. This methodological approach allowed for a nuanced understanding of the predominant sentiments: positive, negative, or neutral, expressed by users providing insights into consumer engagement and interaction patterns.

The findings reveal a diverse range of consumer sentiments toward ChatGPT 3, reflecting varying degrees of acceptance and skepticism. These varied sentiments are crucial for organizations in shaping their interactive marketing strategies, particularly in how they deploy chatbots for consumer engagement and brand interaction.

Trust and positive sentiment toward ChatGPT, particularly on platforms like Twitter and Reddit, suggest it is becoming part of everyday life. However, concerns about its impact on human jobs and the lack of emotional intelligence persist. Users still weigh the benefits and drawbacks of ChatGPT, with negative and neutral sentiments reflecting these worries. For interactive marketers, this presents an opportunity to differentiate through human interaction in customer-facing roles. Addressing the risks and ethical concerns of AI, marketers can better engage consumers and refine strategies for future chatbot deployments, ensuring AI enhances rather than detracts from the customer experience.

This paper makes a unique contribution to the existing literature by demonstrating how consumer perceptions, rather than mere acceptance, directly influence the strategic use of AI chatbots in interactive marketing. By focusing on perceptions, this study offers deeper insights from social media sentiment analysis that can refine marketing campaigns and enhance consumer engagement with emerging technologies in the digital landscape.