Search results

The study aims to explore and test the relationship between abusive supervision, emotional exhaustion, work–family conflict and divorce intentions among employees in the hospitality industry. Specifically, it investigates how abusive supervision leads to emotional exhaustion, which in turn intensifies work–family conflict and ultimately influences divorce intentions.

The study used a mixed-methods design with an exploratory sequential approach. In the first phase, qualitative interviews with hotel employees explored the effects of abusive supervision on work and family life. Findings from these interviews informed the development of a framework for the second phase, which quantitatively tested the relationships between abusive supervision, emotional exhaustion, work–family conflict and intention to divorce.

Our findings revealed that abusive supervision causes emotional exhaustion, which in turn leads to work–family conflict. However, we did not find any significant link between work–family conflict and the intention to divorce.

To the best of our knowledge, this study is among the first studies to explore the outcomes of abusive supervision using the mixed method approach, specifically the exploratory sequential design, to comprehensively examine the associations among abusive supervision, emotional exhaustion, work–family conflict and marital problems. This research contributes to leadership literature by providing empirical findings on the long-term impacts of abusive supervision.

Religion is a system of beliefs that plays a vital role in an individual's personal and work life. Surprisingly, management researchers have not studied this area in a meaningful way. To address this gap in the existing literature, the purpose of this study is to investigate the impact of religiosity on intrapreneurial behaviors of employees.

A quantitative methodology was adopted in this study. A total of 306 responses are collected through a structured questionnaire.

Results showed a positive association between religiosity and intrapreneurial behaviors of employees and a significant mediating effect of perceived organizational support on religiosity-IB linkages

The study presents several implications for researchers and practitioners.

After completion of this case, students will be able to: define and understand the external and internal components of the strategic management process; define and explain various alternative strategies that help companies create a sustainable competitive advantage; understand and explain the five main choices of entry mode that are available to organisations when considering entry into a foreign market, suggest an entry mode that is relevant to Standard Bank and explain the pros and cons of each entry mode; and understand how a company can offer or phase in its service offerings.

This case situates Sola David-Borha, CEO for the Africa Region at the Standard Bank Group, in April 2018, considering whether and how to expand into personal and business banking in Cote d’Ivoire – a country that Standard Bank had just re-entered, having exited there in 2003 because of the civil war. The bank has operations in 20 sub-Saharan African countries and its growth strategy is focussed on Africa. This strategy is reflected in its slogan: “Africa is our home. We drive her growth”. David-Borha has a number of questions on her mind. These include: can the bank offer financial services that will meet the needs of the Ivorian people, how can the bank expand into personal a business banking – indeed is rapid expansion into this sector the right decision for now?

Advanced/graduate courses in strategic management and international business.

Teaching Notes are available for educators only.

CSS 5: International business.

The study aims to analyze the evolution of intrapreneurship in terms of its productivity and impact while identifying major themes in the literature. It also seeks to suggest future research directions.

This study employs bibliometric analysis utilizing the Scopus database. The study used the number of publications and citations to measure the productivity and impact. In addition, bibliographic coupling was used to map intellectual networking. A content analysis was also performed to identify the antecedents and outcomes of intrapreneurship.

The study identifies the trends and trajectories of intrapreneurship research in terms of performance and impact. Based on the content analysis of intrapreneurship literature, the study finds outcomes and major domains of antecedents.

This research contributes to the evolving intrapreneurship field by comprehensively analyzing its changing landscape. It offers valuable insights and recommendations for future research, highlighting potential areas for further exploration and deepening the understanding of intrapreneurship within the organizational context.

This paper aims to examine the effects of perceived external prestige (PEP) on deviant workplace behavior (DWB) and the mediating role of job satisfaction (JS).

The relationship was tested via hierarchical regression analyses. The study used data drawn from 401 employees of five-star hotels located in the Turkish cities of Ankara and Antalya.

The study findings suggest that there is a negative correlation between JS and organizational deviant work behaviors. Employees’ satisfaction leads to workplace harmony and brings employees closer to the purpose of the organization. Additionally, the study shows that positive PEP reflects positively on JS and vice versa. JS plays a mediating role between PEP and DWB.

The first limitation of the study is that the sample involves a specific area and, therefore, may not be generalizable. Additionally, the study contains only five-star hotels. Therefore, future researchers could replicate the findings with a heterogeneous population sample comprising employees of various hotels’ levels.

The external reputation of an organization (image) is an important subject for researchers, as it fosters organizational members’ JS, and higher PEP decreases members’ deviant work behavior. This empirical study focuses on hospitality employees because this group has not received attention from researchers, despite their importance as the top contributors to the high-level service industry.

The research aims to test the links amongst Meyer and Allen's three levels of organisational commitment and the commitment's effect on reducing turnover intentions for Islamic bank (IB) employees during the lockdown caused by coronavirus disease (COVID-19).

The research follows a variable-centred approach. Primary data are collected through a survey of 324 respondents comprising IB employees from three Arab countries, notably the United Arab Emirates (UAE), Lebanon and Oman. Exploratory factor analysis (EFA) and Cronbach's alpha test are conducted to test the construct validity, reliability and internal consistency of collected data. Descriptive statistics are used to interpret the data. Zero-order correlations, multiple regression analysis and Fisher's Z-test are applied to assess the interrelations of the various groups of variables and the determinants of turnover intentions.

Results show that there is a high level of significant intercorrelation amongst affective, normative and continuance commitments as well as amongst organisational commitment, individual differences and turnover intentions for IB employees from the three studied Arab countries. The results confirmed that turnover intentions are minimised in the presence of all three organisational commitment subscales and that individual differences amongst IB employees and organisational efficiency moderate the relationship between organisational commitment and turnover intentions.

There is no empirical work that has been done on the determinants of turnover intentions amongst IB employees during the lockdown. This is valuable to organisational behaviour scholars and practitioners who are interested in the role that organisational commitment plays in IB's employment behaviour.