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The rapid evolution of digital innovation has significantly revolutionized the business landscape for entrepreneurs. Embracing digital innovation is crucial for all stakeholders to achieve sustainable development goals (SDGs) and promote sustainability. However, there is little understanding of how entrepreneurial leadership in developing nations has proactively responded to the challenge of digital innovation. Based on Drucker’s productivity theory, this study examines the relationship between entrepreneurial leadership (EL), digital orientation (DO) and digital capability (DC) as predictors of digital innovation (DI). The proposed model aims to establish the causal connections between variables and elucidate the complex interplay between digital innovation and the resulting outcome of sustainable performance (SP).

Two research studies were carried out in the Chinese IT industry to assess the efficacy of the theoretical framework among IT workers. Study 1 utilized a three-week, two-week time-lagged design (N = 299), while Study 2 used a two-week, four-week survey design (N = 341). The study used Smart-PLS 4.0 for data analysis.

The results showed that entrepreneurial leadership significantly impacts employee digital orientation and digital capabilities, fostering digital innovation. Moreover, digital innovation has a significant impact on sustainable performance.

The study’s findings allow authors to contribute to the existing scholarship on employee digital orientation, digital capabilities, digital innovation and sustainable performance in an emerging economy.

The purpose of this study is to examine the link between knowledge-oriented leadership (KOL) and organizational performance (OP) at Higher Education Institutions (HEIs) both directly and indirectly through service innovation and knowledge-sharing quality.

This research used Smart PLS 4.0 to model structural equations using a sample comprising 237 academic staff from HEIs in China.

According to the study data, KOL has a negligible direct influence on organizational performance. The link between KOL and OP, on the other hand, is entirely mediated by the quality of knowledge sharing quality and service innovation.

The study results validate universities' experience with KOL and propose ways for academics at higher education institutions to prioritize the quality of knowledge sharing and service innovation, which in turn helps organizations function better in a volatile environment.

Despite the growing relevance of knowledge-oriented leadership in higher education, little research has been conducted to examine the mediating impact of numerous factors in the link between KOL and OP. The present research examines the link between knowledge-oriented leadership, the quality of knowledge sharing, service innovation and the performance of higher education institutions. The current study scientifically investigates the link between KOL and OP and offers insight into the existing literature by examining the mediating role of KSQ and SI.

This study examines direct effect of leader-member exchange (LMEX) and learning orientation (LEOR) on workplace innovation (WPIN) and indirect effect between underline relationships in presence of mediators such as creative self-efficacy (CRSE), thrive at work (THAW), task interdependence (TAIN) work significance (WOSI) and creative performance (CRPE). Moreover, this study investigates the serial mediating effect of CRSE, WOSI, THAW, TAIN and CRPE between LMEX, LEOR and WPIN in entrepreneurial small and medium-sized enterprises (SMEs).

This study collected a total of 286 usable responses from entrepreneurial SMEs in three major business cities in Pakistan. In this cross-sectional study, data were gathered through self-administered surveys using purposive sampling approach and tested hypotheses using structural equation modeling (SEM).

The findings suggested insignificant direct effect of LMEX and LEOR on WPIN in the presence of mediators. Interestingly, CRSE, THAW, TAIN and CRPE were identified as significant mediators between LMEX, LEOR and WPIN. However, WOSI was found to be an insignificant mediator in the observed context. Moreover, the results revealed significant serial mediating effect of CRSE and CRPE with work context elements such as THAW and TAIN between LMEX, LEOR and WPIN, while serial mediating effect of WOSI in underline relationships found insignificant.

The study emphasizes that chief executive officers (CEOs) of entrepreneurial SMEs should prioritize individual, team and organizational factors to improve WPIN for competitiveness. Entrepreneurial management should focus on building strong relationships with employees to foster creativity and create a learning-oriented work environment that improves motivation and collaboration, thereby boosting employees' CRSE and CRPE, leading to enhanced WPIN.

This research offered a novel research framework and identified critical mediators and serial mediators between LMEX, LEOR and WPIN for entrepreneurial SMEs in developing countries, a domain grossly underrepresented in the literature.

This study aims to investigate the potential positive correlation between inclusive leadership and hotel frontline employees’ (FLEs) customer stewardship (CS) behavior, using the conservation of resource theory as its foundation. It hypothesizes that role breadth self-efficacy (RBSE) acts as a mediating factor in this relationship, with employee conscientiousness serving as a significant moderating variable.

A time-lagged survey design was used, spanning over three rounds to collect data from 348 hotel FLEs and 42 managers. The analysis was conducted using structural equation modeling in Mplus version 8.6.

The study revealed a positive association between inclusive leadership and FLE CS, both directly and indirectly through RBSE. The results also showed that FLE conscientiousness moderated the direct link between inclusive leadership and RBSE, as well as the indirect link between inclusive leadership and FLE CS.

The evidence suggests that inclusive leadership behaviors among hospitality managers may elevate FLE CS behaviors, implying significant benefits for the success of hospitality organizations. Managers should focus on enhancing FLEs’ RBSE to further improve CS behaviors. In addition, by considering FLE conscientiousness, managers can craft targeted strategies to maximize the impact of inclusive leadership on CS behaviors.

This research contributes to the limited body of knowledge on the precursors of CS behavior by explaining both direct and indirect connections with inclusive leadership. Furthermore, it broadens the understanding of the conditions under which leadership most effectively shapes such behaviors.