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This study investigates how rational, coercive and emotional influence tactics affect key factors in managing relationships between marketing channel members, i.e. knowledge transfer, relational capital and channel conflict management.

A three-way time-lagged sample data were obtained from purchase managers of 559 firms across industries in Vietnam. Structural equation modeling was adopted to analyze the data and test hypotheses in the research model.

The results indicate that rational tactics positively affect knowledge transfer, relational capital and channel conflict management. However, coercive tactics have a contrasting effect and emotional tactics have a mixed impact on these three factors. Moreover, knowledge transfer and relational capital mediate the link between influence tactics and channel conflict management.

This study contributes to the extant literature by clarifying the mechanism through which different types of influence tactics affect the key factors in marketing channel relationship management. The findings highlight various tactics managers can use to foster knowledge transfer, relational capital and channel conflict management.

This study aims to provide a comprehensive overview of pro-environmental behavior (PEB) research within higher education institutions (HEIs), highlighting current trends and future challenges.

Using 198 journal articles from the Web of Science, the study conducts co-citation, bibliographic coupling and co-word analyses to map influential publications and forecast trends.

The co-citation analysis revealed three distinct clusters: value-driven environmental behavior, intention-based environmental behavior and green organizational practices and employee PEB. The bibliographic coupling and the co-word analysis revealed more nuanced clusters, holistically identifying academic activities towards PEB. The authors conclude that more strategic and PEB-oriented HEI’s actions are crucial due to the social responsibility of the universities for sustainable development.

This paper provides valuable insights into the expanding area of PEB research and climate leadership empowerment within HEIs. The practical implications of this research are significant for HEIs. It guides the creation of effective policies and interventions to foster sustainable behavior and reduce environmental harm. The study shows the development of educational programs and campaigns promoting sustainable practices among individuals and communities, emphasizing the role of HEIs in cultivating a sustainability-conscious generation.

This study aims to investigate the impact of entrepreneurial education (EE), financial support (FS) and role models (RMs) on one’s attitude towards entrepreneurship (ATE) and on entrepreneurial intention (EI) based on the theory of planned behaviour.

In this study, quantitative research design, a deductive approach and purposive sampling have been used to collect data from 352 individuals from various Malaysian higher education institutions. The data were analysed using partial least squares structural equation modelling.

The findings have provided interesting insights into how EE, FS and RMs have a significant impact on one’s ATE and their EI. Surprisingly, RMs did not emerge as a significant predictor of EI. However, it is worth noting that mediating relationships were of significance, indicating that one’s ATE plays a substantial mediating role between EE, FS, RMs and EIs.

To the best of the authors’ knowledge, this study is among the few that investigate the relationships between RMs, FS and EE in relation to enhancing EIs through the mediating role of one’s ATE in Malaysia. Based on the findings of this study, stakeholders in Malaysia’s education sector are being urged to develop policy guidelines for the designing and teaching of entrepreneurship education as well as to develop FS mechanisms for business start-ups. They are also being encouraged to expose students to entrepreneurial RMs to improve their ATE and their EIs.

The main purpose of this review was to synthesize pre-service teachers' digital self-efficacy in the context of education 5.0 and to identify the elements that affect pre-service teacher's digital self-efficacy and preparedness for future technologies. A systematic review approach was employed to analyze the 22 articles about the pre-service teachers' digital self-efficacy of in the paradigm of education 5.0. The review was conducted from 2012 to 2022 following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. In this study, PICO model was used in framing research questions. The findings of the review revealed that limited study has been carried out in the context of digital self-efficacy in the context of education 5.0. It was found that previous studies were only focusing general digital self-efficacy through traditional ways. Moreover, findings revealed there is lack of research on digital self-efficacy pre-service teachers in the realm of education 5.0 paradigm in the literature. More specifically, the results revealed that implementation of education 5.0 into teacher preparation programmes faces numerous challenges, including a lack of technological approach, poor digital infrastructure, the digital divide, a paucity of professional training opportunities for teachers and a lack of importance in policies. This synthesis of the literature review has practical implications for pre-service teachers along with policymakers. Pre-service teachers are required to increase their digital skills for the reason that they could teach the advanced generation. The policymakers can revisit and update the curriculum to incorporate education 5.0 principles in the teacher education programmes. This comprehensive review helps to better understand the pre-service teachers' digital self-efficacy towards education 5.0 and contributes to the body of existing knowledge on digital self-efficacy. Moreover, this study gives valuable insights on the incorporation of education 5.0.

The purpose of this study is to find out the role of positive personality traits such as honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness to experience (HEXACO) in the development of empowering leadership, and also determine the impact that mastery goal orientation and work engagement play in linking the effects of an empowering leader on the creative performance of their followers.

The quantitative research design is used along with a deductive approach to achieve the objectives of the study. Data from 337 employees in the telecom sector was collected through self-administered questionnaires using the purposive sampling method. SEM-AMOS methods were used to conduct the analysis, and regression analysis was used to test the formulated hypotheses.

The study’s findings indicated that each component of HEXACO (honesty-humility beta values = 0.086, p < 0.05, emotionality values as β = 0.275, p < 0.001, extroverts β = 0.217, p < 0.001, consciousness β = 0.277, p < 0.001 and agreeableness β = 0.063) played a significant role in fostering empowered leadership. The results also suggested that there is a sequential mediation of mastery goal orientation and work engagement in the relationship between empowering leadership and creative performance.

This study is unique since it covers the antecedents and outcomes of empowering leadership. For antecedents, the study used the HEXACO personality model with all its elements to identify its role in the development of empowering leadership. Moreover, the study also used mastery goal orientation and work engagement as sequential mediators to check the impact of empowering leadership on the creative performance of employees.

This study aims to examine how employees’ perception of the ethical conduct of their leaders affects their level of green innovation and environmental performance. Therefore, this study investigated green innovation as a mediator between ethical leadership and environmental performance, specifically within the context of Pakistani restaurants.

Data was collected from the frontline employees using a convenience sampling method having a sample size of 213 respondents. The hypothesized model was analyzed through structural equation modeling using SmartPLS v3 software.

This study shows a (i) positive relationship between ethical leadership and environmental performance, (ii) positive association between ethical leadership and green innovation, (iii) positive relationship between green innovation and environmental performance and (iv) green innovation mediates between ethical leadership and environmental performance.

This research suggests that top management of the restaurants needs to focus on exhibiting ethical leadership behavior, thereby fostering green innovation practices that will improve the environmental performance of Pakistani restaurants.

The current study is novel as it investigates the association between ethical leadership, green innovation and environmental performance, specifically within the context of Pakistani restaurants.

Abusive supervision (AS) provides insights into the darker aspects of leadership behavior and its effects on employees. Understanding and addressing AS can contribute to creating healthier work environments and promoting employee well-being. The effect of abusive leadership (AS) on counterproductive work behaviors (CWB) in nursing staff is examined through the theoretical lens of the social exchange theory.

Data were collected from 302 nursing staff working at public and private hospitals through a self-administered questionnaire. Measurement scales were adapted from the literature and the data were tested for validity and reliability before performing hypotheses testing through structural equation modeling in SmartPLS 4.0.

AS positively affects CWB, and psychological contract breach mediates this relationship. However, employees with high Islamic work ethics (IWE) are less concerned with supervisors' dysfunctional behaviors and pay less attention to them; thus, IWE buffers the effect of AS on CWBs.

A positive and supportive organizational climate is crucial for attracting and retaining skilled healthcare professionals. When healthcare professionals are subjected to abusive behaviors, their ability to share knowledge, adopt safety protocols and provide the best patient care may be hampered. Therefore, addressing AS in hospitals is vital to promoting a positive work environment, enhancing employee well-being and improving patient care.

The goal of this paper is to investigate the antecedent of employee performance (EP) through perceived organizational support (POS), as well as the moderating role of job satisfaction (JS) on the connection between POS and EP among employees of small and medium enterprises (SMEs) in Northwest Nigeria, using social exchange theory (SET) and organizational support theory (OST).

This research employed a survey design, using SMEs employees in Northwest Nigeria as the research unit of analysis. Purposive sampling was used in this research, with standardized questionnaires used to obtain data from 1750 employees of the targeted SMEs within the region. This study’s hypotheses were tested using partial least square–structural equation modeling (PLS-SEM).

The findings of this research stated that POS has a substantial effect on EP, while JS moderates the association between POS and EP.

The study offers practical insights for SMEs in Northwest Nigeria, aiding in resolving employee issues and providing actionable strategies for management. Understanding the dynamics of perceived organizational support, job satisfaction and employee performance enables proactive measures to improve organizational effectiveness, fostering a positive work environment and enhancing competitive edge.

This study innovates existing literature by exploring how perceived organizational support affects employee performance in small and medium-sized enterprises in an emerging economy. It introduces PLS-SEM, emphasizing job satisfaction’s pivotal role as a moderator. This provides valuable guidance for SMEs to boost employee performance and formulate effective HR strategies, advancing organizational behavior and management research.

The boundary layer flow of immiscible fluids plays a crucial role across various industries, influencing advancements in industrial processes, environmental systems, healthcare and more. This study explores the thermally radiative boundary layer flow of a shear-driven Ree–Eyring fluid over a nanofluid. The investigation offers valuable insights into the intricate dynamics and heat transfer behavior that arise when a nanofluid, affected by thermal radiation, interacts with a non-Newtonian Ree–Eyring fluid. This analysis contributes to a deeper understanding of the complex interactions governing such systems, which is essential for enhancing efficiency and innovation in multiple applications.

The simulation investigates the convergence of boundary layers under varying shear strengths. A comparative analysis is conducted using γAl2O3 and Al₂O₃ nanoparticles, with water as the base fluid. The model’s numerical outcomes are derived using the bvp4c method through the application of appropriate similarity transformations. The resulting numerical data are then used to produce graphical representations, offering valuable insights into the influence of key parameters on flow behavior and patterns.

The temperature of the Al₂O₃ nanoparticles is always higher than the γAl2O3 nanoparticles, and hence, Al₂O₃ nanoparticles become more significant in the cooling process then γAl2O3 nanoparticles. It is also observed that the fluid velocity for both regions is enhanced by increasing values of the Ree–Eyring fluid parameter.

The results stated are original and new with the thermal radiative boundary layer flow of two immiscible Ree–Eyring fluid and Al₂O₃/γAl2O3 nanofluid.

This paper aims to investigate the role-play of Protean Career Attitude (PCA) and Career Success (CS) in Affective Organizational Commitment (AOC).

A cross-sectional study on 376 employees from 55 hotels in Malaysia were conducted. The co-variance-based structural equation modeling was employed to analyze the data to test the direct and indirect relationships of PCA and CS with AOC.

The findings reveal that self-directed career attitude (SDCA) has a positive direct influence on AOC as well as indirect influence through the mediation of OCS and SCS. However, the value-driven career attitude (VDCA) neither influences AOC nor the OCS.

This is a first paper to body of knowledge in Asian context which identify mediating role of career success (SCA and OCS) to PCA and AOC. The findings of this research are the workplace learning in hospitality management. The authors argue that hotels should not assume spontaneously PCA with diminishing AOC, but rather hotels' attention is required to identify the most important preferences of these butterfly career attitudes such as OCS and SCS. Most importantly the research negates many negative labels of PCA and adds new perception to the contemporary career literature. Higher education institutions, government, and primary, secondary, and post-secondary education departments can play a significant role in developing PCA dispositions like SDCA and VDCA toward career success. Therefore, further study should examine PCA and their relevance to career outcome like job searching and employability of students in Malaysia. The paper is the first, to one's knowledge, to assess organizational commitment with specific measures of PCA. While the results are simple, they refute many stereotypes of the new career and, in that sense, add an important perspective to the career literature.