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Employees behaviour is an important factor need to be reviewed while considering the implementation of green practices in the organisations. Green employee behaviour is widely discussed area both in research and practice, as organisations look for more green practices and environment friendly approaches. This study aims to understand the association of green values, green attitude and green behaviour of information technology (IT) employees in India.

Data were collected from 334 employees who works in IT/ITES (Information Technology Enabled Services) organisations in India. For analysing the data, structural equation modelling was used.

The significant positive relationships were revealed in the associations of green values, green attitude and green behaviour. Green attitude found to be mediating the relationship between the green values and green behaviour. The study also explored the moderating roles of green culture and green HRM practices.

The study stands among the pioneers that discuss green perspectives of IT employees in an emerging economy context. The study can give remarkable inputs for organisations that try for environment friendly practices and its successful implementation.

This study aims to explore the scientific research progress in the field of “Rural Livelihood” from 1991 to 2022.

A total of 2,122 documents were extracted from the Web of Science Core Collection using the key terms “Rural Livelihood” OR “Rural Livelihoods” in the “Title-Abstract-Keyword” field. The statistical analysis was performed through VOSviewer, Bibliometrix, Biblioshiney open-source package of R language environment, and MS Office software.

The results show that the first research article related to the field of rural livelihood was published in 1991, and the rapid growth in the publications of rural livelihood was observed since 2000, with a positive annual growth rate of 14.87%. Shackleton CM (n = 30 articles) and Belcher B (n = 1235 citations) are the most productive and highly cited authors in the field of rural livelihood, respectively. World Development is the most prolific and dominant journal, followed by Sustainability and Land Use Policy. The citation analysis disclosed that “Capitals and capabilities: a framework for analysing peasant viability, rural livelihoods and poverty” is the most cited research paper published in the field of rural livelihood by Anthony Bebbington. University of Copenhagen, Wageningen University and Rhodes University emerged as the topmost organizations engaged in rural livelihood research. The USA and the UK are the most productive and cited countries in rural livelihood. The keyword analysis revealed that most of the research published in the field of rural livelihood has focussed on rural livelihoods, management, conservation, poverty, strategies, climate change, etc.; however, the least emphasis is given on the subjects like food security, income diversification, biodiversity, deforestation, soil fertility management, bio-economy and environmental intervention. The thematic evolution reflects that the field of rural livelihood has been extensively researched and has undergone many dimensions, such as agriculture, management, conservation, climate change, households, policy and biodiversity.

The study’s findings provide an insight into global research trends, latest advances, hot issues, leading topics, and the thematic evolution of rural livelihood research over the last 31 years approximately. This study is quite useful to researchers and stakeholders to obtain rigorous bibliographic knowledge on literature related to the topic and work accordingly for R&D activities.

This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers’ support functions as a buffer in mitigating the effects of ego depletion on incivility.

The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays.

The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers’ support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers’ support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated.

By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision.

High-tech enterprises, as the national innovation powerhouses, have garnered considerable interest, particularly regarding their technological innovation capabilities. Nevertheless, prevalent research tends to spotlight the impact of individual factors on innovative behavior, with only a fraction adopting a comprehensive viewpoint, scrutinizing the causal amalgamations of precursor conditions influencing the overall innovation proficiency of high-tech enterprises.

This paper employs a hybrid approach integrating necessary condition analysis (NCA) and fuzzy-set qualitative comparative analysis (fsQCA) to examine the combinatorial effects of antecedent factors on high-tech enterprises' innovation output. Our analysis draws upon data from 46 listed Chinese high-tech enterprises. To promote technological innovation within high-tech enterprises, we introduce a novel perspective that emphasizes technological innovation networks, grounded in a network agents-structure-environment framework. These antecedents are government subsidy, tax benefits, customer concentration, purchase concentration rate, market-oriented index and innovation environment.

The findings delineate four configurational pathways leading to high innovative output and three pathways resulting in low production.

This study thereby enriches the body of knowledge around technological innovation and provides actionable policy recommendations.

Introduction: Amidst Volatility, Uncertainty, Complexity, and Ambiguity (VUCA), turbulence is a vital component of an entrepreneurial landscape. VUCA world has set a new dynamic in the business environment and organisation’s settings. In such an environment, it is pertinent for entrepreneurs to exhibit creativity, innovative service behaviour, and performance.

Purpose: The study investigates whether creativity, innovative service behaviour, and performance of entrepreneurs are fostered through employee engagement practices in a highly volatile, uncertain, complex, and ambiguous environment.

Methodology: The methodology involves a systematic review and meta-synthesis. By identifying the major topics, a systematic literature review helped critically analyse and synthesise the literature.

Findings: According to the study, corporate entrepreneurial factors like (management reinforcement, reward/reinforcement, job autonomy/discretion, time attainability, and organisational boundaries) entrepreneurial potential, entrepreneurial orientation, human capital, self-efficacy beliefs lead to employee engagement, which, in turn, fosters creativity, innovative service behaviour, and performance among entrepreneurs in the VUCA world.

In line with the theory of planned behavior, this study aims to examine the mediating effect of cultural identity and role identity between relational capital and adaptive behavior, and the moderating effect of willingness to learn.

Data were collected from 241 Chinese expatriates in Latin America through a two-wave survey.

The findings indicate that expatriates’ perceived relational capital can promote adaptive behaviors by enhancing their cultural identity and role identity. Willingness to learn positively moderates the indirect effects of relational capital on adaptive behaviors through cultural identity and role identity. For expatriates with a high willingness to learn, the impact of relational capital on their adaptive behaviors through cultural identity and role identity is stronger.

This study extends empirical research on expatriate adaptation. Organizations should promote the accumulation of expatriates’ relational capital while they are working abroad. Meanwhile, willingness to learn should be considered as a criterion when selecting expatriates.

This research investigates the dark sides of virtual work climate by examining how blurred work-nonwork boundaries serve as a turning point leading to amotivation at work.

This quantitative study involved 487 employees from small and medium-sized enterprises in China who completed a self-administered questionnaire. Data were analyzed using the partial least squares structural equation modeling (PLS-SEM) method.

The study found that virtual work climate positively influences workplace flexibility. However, blurred work-nonwork boundaries mediate the relationship between workplace flexibility and psychological demands, transforming the positive effects of virtual work climate in terms of flexibility into negative outcomes. Psychological demands from both work and nonwork domains contribute to amotivation at work.

The study provides practical insights for managers on satisfying employees’ needs for flexible working arrangements within a virtual work climate by advocating for clear policies that establish distinct work-nonwork boundaries, thereby ensuring employee motivation is not compromised.

This research unveils the dark sides of the virtual work climate, extending the self-determination through the lens of the “too-much-of-a-good-thing” theory. The findings suggest that blurred work-nonwork boundaries may be the turning point where the virtual work climate leads to amotivation at work.

The purpose of this study is to investigate the predictive influence of transactional leadership on employee green creative behaviour (GCB) and the mediating role of workplace learning and green knowledge management (GKM) in this relationship. Based on the leader–member exchange (LMX) theory. This study also uses moderated mediation analysis to investigate social networking sites (SNS) use as a moderator to better understand the indirect relationship between transactional leadership and employee GCB.

The data for this quantitative study were collected using a time-lag technique, with two time waves apart by two months. The final sample for the study included 294 employee–supervisor dyads from small and medium-sized tourism enterprises in the north eastern part of China.

Findings supported the study's proposed hypotheses, indicating that transactional leadership has a significant impact on workplace learning and GKM, as well as a significant role of mediators (workplace learning and GKM) in the relationship between transactional leadership and employee GCB. Furthermore, SNS use significantly moderated the impact of both mediators in establishing a link between transactional leadership and employee GCB.

This study offers new perspectives and insights for entrepreneurs, decision-makers, academics and tourism sector experts by identifying and putting into practise the predictive role of transactional leadership in innovative behaviours. This study also suggests that small and mid-sized travel agencies should focus on workplace learning, GKM and SNS use to promote environment-friendly creative employee behaviour.

The purpose of this study is to assess how Sustainable food consumption (SFC) can improve the quality of life for consumers and encourage green food production. Sustainable consumption is an important factor in achieving the sustainable development goals (SDGs) proposed by the United Nations. However, achieving SFC requires government policies, consumer environmental values and accessible channels.

This paper investigates how to promote SFC intentions using a sample of 386 students from Chinese universities. By using SPSS Process software, this study developed and tested a theoretical model grounded in the stimulus-organism-response (SOR) framework.

The findings indicate that environmental emotions mediate the relationship between sustainability knowledge and SFC intentions. Contextual factors such as green self-efficacy (GSE) moderate both the direct relationship between environmental emotions and SFC intentions and the indirect relationship between sustainability knowledge and SFC intentions via environmental emotions. The paper continues with a discussion of the findings and their practical implications.

This paper applied the SOR model to the context of students’ sustainability knowledge and SFC intentions. This also presents environmental emotions as a mediation variable, and green self-efficacy as a moderating factor, and constructs the moderated mediation model. This is one of the novel contributions to the literature on SFC intentions and sustainability knowledge.

The colleague-oriented deviant behavior greatly affects the sustainable development of enterprises. Research on how colleague-oriented deviant behavior occurs and its consequences is limited. This empirical study will explore what factors lead to colleague-directed deviant behavior and what consequences will occur when colleague-directed deviant behavior occurs from three aspects: organizational management model, workplace deviant behavior and employee psychology.

The paired data of 283 employees and supervisors were collected using a seven-point scale to assess important concepts such as abusive supervision, negative colleague-directed behaviors, emotional exhaustion and negative affective traits. Structural relationships among these factors were analyzed using principal component analysis and exploratory factor analysis, employing a simultaneous equation model.

The findings suggest that abusive supervision (external factor) and negative emotional traits (internal factor) produce negative colleague-oriented deviant behavior, and when negative colleague-oriented behavior is produced, employees experience emotional exhaustion. In addition, there was a significant negative correlation between employees’ emotional exhaustion and employees’ working years, with the more the employees’ working years, the less likely they were to be emotionally exhausted by negative colleague-oriented deviant behavior.

This study is the first to show that the colleague-oriented deviant behavior can lead to emotional exhaustion among employees, especially those with fewer years of experience. Organizations should improve business ethics by reducing abusive supervision, increasing the proportion of employees with longer working experience and opening professional psychological counseling services to mitigate the generation and influence of colleague-oriented deviant behavior.