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This study aims to clarify the psychological mechanism of international contractors' fraud by linking performance pressure to fraudulent intention through the displacement of responsibility and addressing the moderating role of moral intensity.

Based on moral disengagement theory, performance pressure was hypothesized to be positively associated with fraudulent intention by mediating the displacement of responsibility. Drawing on the issue-contingent theory, moral intensity was hypothesized to inhibit the relationship between performance pressure and displacement of responsibility in three aspects: magnitude of consequences (MC), probability of effect (PE) and social consensus (SC). The scenario-based questionnaire was conducted to collect information from contractors spread across 50 countries. The partial least squares structural equation modeling was employed to assess the proposed model.

The results demonstrated that performance pressure was positively associated with the fraudulent intention, and displacement of responsibility exerted a positive partial mediating impact between performance pressure and fraudulent intention. Regarding moral intensity in the moderating analysis, the negative moderating role of MC and PE was significant, while that of SC was insignificant.

This study provides international construction practitioners with a deep understanding of the formation mechanism of fraud at the psychological level.

It clarifies the psychological mechanism from performance pressure to fraudulent intention by integrating a mediation impact from the displacement of responsibility and a moderation effect from MC and PE. It contributes to the sparse research on how situational factors shape individuals' fraudulent intentions in the international context. It provides a fresh perspective on fraud by constructing a formation model from moral psychological theories.

The present study seeks to examine the impact of ethical leadership on employees’ voice behavior and internal whistleblowing in organizations. Specifically, the study investigates the mediating role of moral emotions in the link between ethical leadership and employees’ reporting behaviors such as voice behavior and internal whistleblowing.

This research utilized a sample of 200 employees from various private companies in Pakistan, gathering data via questionnaires to validate the hypotheses. We employed Structural Equation Modeling (SEM) to evaluate the model and conducted a mediation analysis using 5,000 bootstrap samples.

This research found that ethical leadership positively impacts employees' moral emotions, encouraging them to voice concerns and report misdeeds. Additionally, the study affirms a direct and positive connection between ethical leadership and employees' reporting behaviors, including voice behavior and internal whistleblowing.

The findings of the study emphasized the development of ethical leadership in organizations by highlighting the critical role of ethical leadership in enhancing moral emotions, voice behavior, and whistleblowing in organizations. It highlights the necessity of promoting moral behavior to enhance organizational effectiveness and the need for ethical leaders to foster an open environment in organizations that encourages whistle bellowing and reporting of unethical practices in organizations.

The current paper extends knowledge of ethical leadership based on the social cognitive theory of morality by considering that moral emotions serve as a strong motivational cognition between ethical leadership and reporting behaviors. Particularly, by examining the mediating role of moral emotion, this study provides a deeper understanding of the underlying mechanism through which ethical leadership influences reporting behaviors of employees at workplace.

This study focuses on organizational performance in Malaysia’s private higher education sector by investigating whether it can be affected by traits possessed by the leaders of these institutions.

A cross-sectional research design was used, and the data were collected from a sample of 206 higher education institutions using the survey questionnaire approach. Hypotheses were tested using the partial least square (PLS-SEM) technique.

The findings revealed that decision-making skills, implementation skills, networking skills and resourcefulness affected organizational performance. However, novelty-seeking capability and empathic skills did not impact the organizational performance of educational institutions. In addition, the findings indicated that firm age (or maturity) did not moderate the relationship between leader traits and organization.

It is suggested that organizations, especially educational institutions, incorporate the identified traits in their leadership development programs for better outcomes. Using these traits in hiring, assessing and promotion processes can enhance effective leadership and quality education and help achieve the institution’s mission and vision.

This study advances knowledge and valuable insights into the effect of leader traits and their impact on organizational performance, particularly in private Malaysian higher education institutions.

This study examines the impact of urbanization on growth and the role of international financial flows in the urbanization-growth nexus.

The study applies the panel least square estimation to examine the impact of urbanization on growth using panel data from 50 developing countries from 1980 to 2016. Further, addressing the endogeneity issues in panel estimations, the study applies the dynamic System-GMM approach to investigate the role of financial flows in urbanization and their impact on economic growth in developing countries.

Contrary to the conventional literature, we found a non-linear (U-shaped) relationship between urbanization and growth. Our findings demonstrate that growth is reduced at a lower level of urbanization due to less availability, concentration, and synchronization of production factors. The concentration of physical and human capital and technological advancement in urban areas help developing countries achieve economic growth at a higher level of urbanization. Robust estimations divulged that foreign aid spent on infrastructure development and expanding urban regions helps promote economic growth. Nevertheless, as a resilient factor, remittances buffer the rapid pace of urbanization and reduce growth by resisting the migration of labor and capital from rural to urban areas.

The paper's findings suggest policymakers promote urban infrastructure and development using local and international funds since its increased level spurs economic growth. Further, the results advise policymakers to reduce aid dependency, attract FDI, and facilitate the easy and low-cost transfer of money to promote remittance inflows since both FDI and remittances positively contribute to economic growth.

The paper contributes significantly to the literature by determining the U-shaped relationship between urbanization and growth and highlighting the role of international flows in the urbanization-growth nexus.

This paper aims to build upon the accountability pyramid model by presenting two studies that examine the dimensionality of individual accountability among Amazon Mechanical Turk (MTurk) gig workers.

For the first study, aimed at investigating the dimensionality of individual accountability of gig workers, the authors collected data from MTurkers by administering two surveys in the English and Mandarin Chinese languages with 185 respondents. The authors implemented principal component analysis and confirmatory factor analysis to analyse the data. For the second study, aimed at establishing validation of the dimensionality found in the first study, the authors collected data from an additional 148 respondents.

The results indicated that the intensity and salience dimensions merged into one factor that the authors labelled Accountability Significance, while the process and outcome dimensions merged into one factor labelled Accountability Focus. Additionally, the authors found that individual accountability is a second-order construct encompassing Accountability Significance and Accountability Focus as first-order factors. The authors validated the findings in the second study.

To the best of the authors’ knowledge, this research is the first quantitative study investigating the individual accountability of gig workers. The validation of individual accountability in MTurkers offers valuable insights into MTurkers’s Hybrid Accountability Focus and Accountability Significance.

This paper aims to examine Frederick W. Taylor’s role in institutionalising scientific management through the lens of institutional entrepreneurship. By analysing Taylor’s efforts in disrupting existing management norms and introducing new practices, this study provides insights into how his actions catalysed institutional change and the broader implications for management practices.

This research uses a socio-historical narrative analysis integrating historical research and the Institutional Entrepreneurship framework to explore Taylor’s role as an institutional entrepreneur, focusing on how he challenged and transformed the dominant management practices of his time.

This study reveals that Taylor successfully acted as an institutional entrepreneur by leveraging his social status and navigating field-level conditions like technological disruptions and labour demands. He strategically gathered allies, mobilised resources and overcame opposition from other stakeholders to legitimise scientific management. His actions also transformed work environments, including increasing the female workforce and mechanising clerical operations.

This paper opens avenues for further research into the role of institutional entrepreneurs in management history and the broader implications of their actions. It calls for more studies on the intersection of agency and institutional structures in shaping organisational practices.

Understanding Taylor’s role as an institutional entrepreneur provides modern managers with insights into how innovative management practices can be successfully implemented in the face of resistance.

This research provides a unique perspective on scientific management by integrating historical research with the Institutional Entrepreneurship framework, which has been largely underused in studies of Taylor’s work. It offers a fresh analysis of Taylor’s influence on management practices and highlights his role in institutionalising divergent change.

This paper aims to map the antecedents and precursory contexts regarding the four principles of management. Moreover, a description of its codification and coalescence as a unified teaching framework is provided, critically reviewing key theoretical underpinnings of management principles in academic research and management textbooks.

A historiographic approach reviewed seminal works for theory origins of the four principles of management, by analyzing 260 management textbooks from 1935 to 2013 to document their adoption in management education. This study used critical hermeneutics (Prasad, 2002) to explore the framework’s progression by providing the context of cultural, political and economic influences.

This research study tracked and mapped the creation of the four principles of management, as it became the commonly accepted teaching framework in management education. Today, every predominant management principles textbook uses the four principles of management – plan, lead, organize and control – as the basis for teaching students.

There is limited research on the application of the four principles of management in contemporary management, despite its ubiquity in management education. The study’s historical account of its formation provides insights into its adoption and utilization in modern education context. The study’s primary limitation stems from the generalization of the representative sample of textbooks used in the study (1917–2013). However, data saturation was achieved for the scale of textbooks and writings which was reviewed.

Through a critical analysis into the formation of the four principles of management, this research not only provides a historical account of its construction but, as importantly, the influencing factors that led to its development. This research fills a gap in critical literature, as a post mortem exegesis has never been conducted on the four principles of management in the afteryears of its amalgamation.