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The aim of this study is to empirically test the relationship between caring human resource management practices (CHRMP) and employee engagement through a serial mediation effect (organizational climate of care and employee caring for the organization). In addition, this study investigates the moderating effect of caring management on the relationship between CHRMP and the organizational climate of care.

The study sample consists of 245 employees from customer service firms in the United States of America. Partial least squares structural equation modeling (PLS-SEM) was used to examine the hypotheses.

The results demonstrate positive direct and indirect relationships between CHRMP and employee engagement through serial mediation of the organizational climate of care and employee caring for the organization, while caring management failed to moderate the relationship between CHRMP and organizational climate of care.

The study contributes to the human resource management (HRM) literature by explaining some of the mechanisms whereby CHRMP influences employee engagement based on the social exchange theory.

This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined.

The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships.

The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation.

Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time.

Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work.

This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed.

This study aims to examine the relationship between global renewable energy consumption and economic growth in Gulf Cooperation Council (GCC) countries from 2001 to 2019.

This paper used a panel regression model to study the six GCC countries over the period from 2001 to 2019.

As expected, the findings indicated a significant and negative relationship between global renewable energy consumption and GCC economic growth. Additionally, there was a positive and significant relationship between GCC economic growth and the control variables, specifically labor, capital, CO₂ emissions and non-renewable energy production.

The results are of great importance to policymakers in GCC oil-exporting countries, as expected growth in renewable energy consumption will lower their economic growth in the future. Hence, they should first diversify their economy and lower their dependence on oil. Second, these countries can invest in solar energy through international joint ventures, especially with North African countries in close proximity to Europe, to become leaders in solar energy production.

How global energy consumption is related to GCC countries’ economic growth remains unclear, not only in GCC countries but also in many oil-exporting countries around the world, so future studies are needed. Furthermore, GCC governments will be able to create appropriate policies for the green economy and achieve their objectives if they have a comprehensive understanding of how global growth in renewable energy demand affects GCC economies.

This study aims to explore the dynamic interplay between employee resilience (ER) and learning organisations, specifically examining the mediating influence of psychological empowerment (PE).

Drawing on responses from 208 participants working in the United Arab Emirates, we used regression analysis with bootstrapping to scrutinise the data.

The results unveil a positive correlation between ER and learning organisation. Furthermore, PE is found to mediate this relationship.

In practical terms, organisations are urged to prioritise the cultivation of ER and the establishment of an environment fostering PE. Such initiatives contribute to a culture of continuous learning within the organisation and equip it with the adaptability needed to navigate new challenges.

This research contributes to a deeper comprehension of the importance of ER highlighting its positive effect on both organisational learning and PE.

This study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support (POS) for women’s work contributions on the relationship between networks perceptions and job satisfaction.

The participants are female employees working in Scotland (n = 247). The data were collected using a survey questionnaire. PROCESS macro (model 4, Hayes, 2018) was used to test the proposed model.

The results revealed that (controlling for work time, age and sector) there is a significant relationship between women’s networks perceptions and job satisfaction. In addition, POS for women’s work contribution mediates the relationship between networks perceptions and job satisfaction. These findings show the significant effects of networks perceptions on employees’ job, satisfaction directly and through POS for women’s work contributions. Therefore, understanding the networks perceptions of employees and organizational factors will assist in improving job satisfaction.

This study is unique for examining the role of POS for women’s work contribution in the relationship between employees’ networks perceptions and job satisfaction. It addresses gender inequality in the workplace in terms of women’s career advancement and job satisfaction. In addition, this research offers insight into the development of a seven-item measurement scale related to networks perceptions.

Responding to the need for exploration of psychological predictors influencing innovation, this study aims to examine the impact of psychological ownership (PO) in employee innovation behavior (EIB) with a focus on psychological empowerment (PE) and employee resilience (ER) as mediators.

Data was collected from full-time employees working in travel agencies and five-star hotels in Egypt. A Partial Least Squares Structural Equation Modeling analysis was performed on 409 valid responses.

The findings of this study revealed PO has a positive effect on EIB. Such relationship is partially mediated by PE and ER.

Theoretically, this study offers valuable insights into the underlying mechanisms that elucidate how PO influences employees' innovation behavior and resilience, while aligning with the principles of self-determination theory.