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In innovation management, the complexity inherited in the supply network may be necessary for success. This study aims to holistically examine innovation complexities and system attractors within a hierarchically nested supply network and explore how they dynamically interact and influence adaptive innovation processes.

Taking a complexity theory perspective, we employed a methodological bricolage approach using a single case study with multiple embedded units of analysis – namely, a supply network encompassing 36 firms. We drew upon primary data obtained from 42 interviewees and rich secondary data, and we employed a temporal exponential random graph model to examine the micro-foundations of the evolution of the sampled supply network over a decade.

This study presents a comprehensive overview of the innovation complexities—relational, temporal, dynamic, operational and structural – and how they manifest within a supply network. It also identifies three systemic attractors – point, periodic and strange – and elucidates their relationships with the complexities and their impact on innovative supply network dynamics. The resulting conceptual framework and working propositions provide a detailed perspective on the complex interplay between balanced order and chaos and the potentially unbalanced innovation states within a supply network.

This research offers an in-depth perspective on the innovation complexities and dynamic attractors within a supply network from a holistic, multilevel perspective. It advances complexity theory and deepens the understanding of supply networks as complex adaptive systems.

This study investigates the relationship between leaders’ collectivist orientation and employees’ innovative behavior, as well as the mediating effects of employees’ collectivist orientation and servant leadership.

Based on a survey of 40 leaders and 219 employees in 12 technologically innovative enterprises in Jiangsu Province, China, a hierarchical linear modeling is used.

The results show that leaders’ collectivist orientation significantly positively affects employees’ innovative behavior. Moreover, leaders’ collectivist orientation significantly positively affects employees’ collectivist orientation/servant leadership, employees’ collectivist orientation/servant leadership significantly positively affects employees’ innovative behavior, and employees’ collectivist orientation/servant leadership partially mediates the relationship between leaders’ collectivist orientation and employees’ innovative behavior.

In response to the lack of research on the relationship between leadership cultural orientation and employees’ innovative behavior, this study sheds light on the effectiveness and mechanism of the influence of leaders’ collectivist orientation on employees’ innovative behavior, thus expanding and deepening the boundaries of theoretical research on leadership, culture and innovation management.

This study aims to examine the impact of directors’ green experience on the disclosure of environmental information by firms. Furthermore, it investigates the mediating role of firm green culture and the moderating effect of Confucianism in this mediation process.

The selected sample for this study comprises the A-share listed firms from 2010 to 2020. The data on “directors’ green experiences,” “Confucianism” and “green culture” were manually collected and organized, while other data were obtained from China Stock Market & Accounting Research Database. After eliminating corporations with ST, *ST and missing data, a total of 29,419 samples were obtained. The hypotheses were tested using a multiple linear regression model, and statistical analysis was performed using Stata 16.0.

The findings of this study reveal that directors’ green experience positively influences firm environmental information disclosure, and firm green culture mediates this relationship. Moreover, Confucianism moderates the impact of directors’ green experience on firm environmental information disclosure, as well as the mediating role of green culture in the relationship between directors’ green experience and firm environmental information disclosure.

The disclosure of environmental information plays a significant role in promoting a firm’s environmental performance as well as its competitive advantage. While previous studies examine various factors leading to firms’ environmental information disclosure, the influence of managerial characteristics on firm environmental information disclosure has not received adequate research attention. The present study investigates the effect of directors’ green experience on environmental information disclosure, contributing to the existing literature on firms’ environmental information disclosure and managerial features. Meanwhile, it enriches the literature on firm governance and imprinting theory.

The efficiency of each of an organization’s individual workers determines its effectiveness. The study aims to explore the relationship between human resource management (HRM) practices and organizational effectiveness with employee performance as a mediating variable.

Data were collected from 800 police officers in the Greater Accra and Tema regions. The data were supported by the hypothesized relationship. Construct reliability and validity was established through confirmatory factor analysis. The proposed model and hypotheses were evaluated using structural equation modeling.

The results show that career planning and employee performance were significantly related. Self-managed teams and employee performance were shown to be nonsignificantly related. Similarly, performance management and employee performance were shown to be nonsignificantly related. Employee performance significantly influenced organizational effectiveness. The results further indicate that employee performance mediates the relationship between HRM practices and organizational effectiveness.

The generalizability of the findings will be constrained due to the research’s police service focus and cross-sectional data.

The study’s findings will serve as valuable pointers for the police administration in the adoption, design and implementation of well-articulated and proactive HRM practices to improve the abilities, skills, knowledge and motivation of officer’s to inordinately enhance the effectiveness of the service.

By evidencing empirically that employee performance mediates the relationship between HRM practice and organizational effectiveness, the study extends the literature.

Quality of life is dependent on a healthy lifestyle and the self-care behavior of individuals. The study's purpose is to find out the determinants of individuals' self-care behavior. As such, self-care behavior is influenced by several factors that include individual knowledge, available information sources and their use, information-seeking related skills and cognitive state.

A quantitative research design followed using a questionnaire-based survey method. A total of 384 responses from the Pakistani public were collected using the convenience sampling technique. Structural equation modeling (SEM) was performed for examining the possible link between the variables.

Health literacy, Internet and social media use, and health information-seeking behavior had a direct/indirect positive impact on self-care behavior, but health anxiety had a negative impact. Health literacy and health information-seeking behavior positively mediated the relationship among Internet and social media use health anxiety and self-care.

Improving health literacy appears to be key to supporting better self-care, but it is an exploratory study, more research is required to confirm these findings. Policymakers, health professionals and information professionals should work together to improve health literacy and support informed self-care among the population.

Thus far, no previous study has examined the collective role of social media exposure, health anxiety, health literacy and health information-seeking behavior as predictors of self-care behavior. Although self-care behavior among the general population might be different compared to chronic patients, only few studies have examined the former as a unit of analysis.

Islamic banking is a financial institution that is concerned with the regulation of the Shariah guidelines. Several full-fledged and Windows-based Islamic banks in Pakistan have reported non-Shariah-compliant income (NSCI) due to various operational investment activities. Hence, this issue has attracted this study to examine the impact of NSCI, especially from the perspective of Islamic bank (IB) customers’ trust and commitment.

This study used trust-commitment theory as the underlying theory to examine customers’ trust and commitment. A total of 341 questionnaires have been distributed, and the data is analysed using the structural equation modelling (SEM) method.

The results show the commitment of IB customers has a significant relationship with the benevolence, trust and shared values of the top management of IBs. Meanwhile, the other two constructs, the ability and integrity of the top management, are found to be insignificant.

The gender diversity among banks’ customers in Pakistan is the main limitation in this study. There were difficulties in selecting a more representative sample due to gender domination issues in the country. Thus the data revealed that 62.8% were male respondents, which confirms the prior research on the gender disparity.

This study provides interesting insights into the context of Pakistan’s Islamic banking sector as it examines top management’s ability, integrity, benevolence and shared values to affect trust and commitment, and the role of trust as a mediator.

Despite the significant interest from researchers and practitioners, the literature on project value measurement from the perspective of the customer is non-existent. This study aims to address this gap by developing and validating a scale to measure project value through a customer lens called the customer perception of project value scale.

A list of items was initially generated based on 762 sample responses through a systematic review of the literature and with the participation of specialists. Exploratory and confirmatory factorial analyses and structural equation modelling were used to develop and validate the scale.

The authors formulated a four-dimension scale. The dimensions used to measure the second-order construct are customer centrality, process, delivery and cost-benefit. This was validated using a nomological structure.

The non-consensual nature of what is value in projects restricts the results of this study to the context of a specific group of stakeholders only, that is, the consumers of the projects. The authors also see limitations in the absence of competing scales, which do not allow the comparison of the instrument with alternative measures.

This study allows project managers and other professionals to measure a project’s perceived value from the customer’s point of view and manage the improvement of this perception.

To the best of the authors’ knowledge, this is the first study to propose a scale to measure project value, which advances the literature on project management and value and contributes to academic knowledge and practice by measuring project value from the customer standpoint.

Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit and person-job fit) and organizational commitment in the hospitality industry. The secondary aim is to investigate the moderated mediation effect of hospitality employees’ calling on these associations.

The authors collected data from 248 hotel employees in China at three different time points. A moderated mediation model was examined by using the bias-corrected bootstrapping method.

Results revealed that person-organization fit and person-job fit indirectly influenced organizational commitment via positive affect. Calling was found to moderate the indirect influences of person-organization and person-job fit on organizational commitment via positive affect.

Managing employees’ affective experiences in the hospitality industry and promoting their organizational commitment are key strategies for hospitality organizations to promote service quality and retain their employees. This study suggests that hospitality organizations should actively attempt to improve employees’ fit perceptions and promote their sense of calling.

By theorizing and investigating the mediating role of positive affect and the moderating role of calling in the association between fit and employee commitment, this research extends existing knowledge on the association between fit–job attitudes and makes notable contributions to the hospitality literature on fit, affect, calling and job attitudes.

This study is designed to investigate a critical association between social media addiction and employee sleep while considering its implications for employee well-being and performance in the hospitality industry.

Based on adapted measures for the study variables, an electronic questionnaire was designed and used for the survey administered in the chain-restaurants of Pakistan. Through a non-probability convenient sampling survey, a total of 347 usable responses were obtained and analyzed for testing the hypothesized research model.

Results reveal negative associations between social media addiction, sleep quality, employee performance and well-being. The results have further shown sleep quality as an underlying mediating reason that explains the associations between social media addiction, employee performance and well-being.

The study addresses a gap in the literature by examining rarely explored factors such as social media addiction and sleep quality at the same time investigating its impact on performance and well-being of service employees. Significant implications for scholars and practitioners of the hospitality industry have been discussed while highlighting limitations and directions for future research.

The inclusion of LGBTQ + persons (lesbian, gay, bisexual, transgender, queer and having other sexual orientations and gender identities) is a crucial step in improving gender diversity in the workplace; however, till date, it remains a significant challenge for human resource management professionals. The current study critically examines this issue of an inclusive workplace for LGBTQ + people through a systematic review of the existing research that has empirically studied their experiences at the workplace. It also examines the resistance and challenges organizations face in LGBTQ + diversity training and provides future research avenues.

For systematically reviewing the literature, Preferred Reporting Items for Systematic reviews and Meta-Analyses (PRISMA) model has been used. A total of 101 empirical studies have been reviewed.

The result shows that LGBTQ + people encounter multiple negative workplace experiences, including proximal (hiring discrimination and housing discrimination) and distal workplace discrimination (unsafe work climate, microaggressions and harassment). These aversive experiences lead to work stress while also mandating that people manage their sexual identity and style of dressing. This stress, in turn, impacts their work–family outcomes, job satisfaction and decision-making with regard to their careers.

The paper provides a holistic understanding of the aversive workplace experiences encountered by sexual minorities.