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This paper aims to explore how the context in a dynamically developing country affects employee silence in India.

Qualitative design involving semi-structured interviews with employees and managers from different sectors in the Mumbai and Delhi areas. An abductive approach was used to analyze the data.

Two types of social mobility concerns – advancement aspiration and fear of social decline – emerged as salient drivers of silence and can be attributed to a volatile job market, social status markers, transferability of qualification, someone’s socio-economic situation and the overall economic situation. Pathways were specified from social mobility concerns to silence tendencies that are motivated by both low approach and high avoidance.

Social mobility as a specific factor in the Indian distal context and as a characteristic of emerging markets can motivate silence while organization-related concepts like job satisfaction or commitment may have less predictive value. Propositions that were derived from the interview study need to be validated by deductive research. Generalizability of Indian findings across other emergent markets needs to be shown.

To the organizational behavior (OB) scholarship on silence, this research contributes by identifying antecedents of silence that are situated beyond the organizational boundaries challenging the dominant role of established factors at the team- and organizational level. To the human resource management/employment relations (HRM/ER) scholarship, this research contributes by theorizing psychological processes that link environmental factors to silence behaviors.

We aim to advance our understanding by examining voices related to employees’ own interests and associated outcomes for employees and healthcare organizations. Patient safety reviews do not explore contextual factors such as organizational or professional cultures and regulatory environments in depth, and arguments for overcoming barriers to voice in health are underdeveloped. The research has largely developed in separate literature (various subdisciplines of management and the health field), and we outline the divergent emphases and opportunities for integration with the aim of investigating all relevant contextual factors and providing guidance on best practice informed by multiple disciplines.

A systematic approach was taken to gathering and reviewing articles, and coding and reporting are in line with the most recent Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement (Rethlefsen et al., 2021).

We identified a range of facilitators, barriers and outcomes of employee interest voice at different levels (organizational, leadership, team or individual) in a healthcare context. We identify various theoretical, methodological and knowledge gaps, and we suggest several ways in which these can be addressed in future research efforts.

We make multiple contributions to both theory and practice, including highlighting the importance and implications of integrating disciplinary approaches, broadening context, improving research design and exploring under-researched samples and topics. This information is essential in providing a more comprehensive model of healthcare voice and to shifting management focus to include all forms of employee voice in healthcare for the benefit of staff and patients.

We make multiple contributions to both theory and practice including highlighting the importance of integrating disciplinary approaches, broadening context to include employee interest issues, improving research design and exploring under-researched samples and topics. This information is essential in providing a more comprehensive model of health care voice and to shifting management focus to take a more inclusive view of employee voice in healthcare for the benefit of staff as well as patients.

We introduce the notion of dilemmatic commitments to psychological contract theory and research – where breach lowers affective commitment while raising continuance commitment – and present its contrasting implications for explaining outcomes.

We draw on longitudinal survey data, along with objective data on actual employee turnover from organizational records.

We find opposing mediating pathways between psychological contract breach and employee turnover, via dilemmatic commitments where the effect of breach on employee turnover is positive via affective commitment and negative via continuance commitment.

The dual opposing commitment pathways following breach may explain why previous research finds small associations between breach and employee turnover. While dilemmatic commitment suggests that continuance commitment can offset the affective commitment pathway in limiting actual employee turnover, it represents a “mixed blessing” as both pathways reduced employee engagement in organizational citizenship behaviours.

This paper aims to examine the structure and content of religious tourism destination image through the reviews of visitors to Makkah and Medina, two of the world’s most popular Muslim pilgrimage sites.

This is an exploratory netnographic study of the 913 reviews posted on TripAdvisor from 2018 to 2022. The structure (dimensions and attributes) and content (variables) comprising the construct of religious tourism destination image emerge through manual thematic analysis and confirmed through content analysis.

Religious tourism destination image is a three-dimensional – cognitive, affective and conative – construct comprising both religion-specific, generally sacred and secular variables in a single, indivisible crystallization of experience.

Destination marketing organizations and marketers of tourism enterprises should regularly analyze visitor reviews posted on social media and carefully manage all variables of the religious tourism destination image, specifically stressing the religious aspect.

To the best of the authors’ knowledge, this is the first systematic analysis of the structure and content of religious tourism destination image based on detailed consumer evaluations and unprompted storytelling.

The aim of this study is to examine the relationships between taking charge, bootlegging innovation and innovative job performance, and to explore the moderating roles of felt responsibility for constructive change (FRCC) and creative self-efficacy (CSE).

Data for this research was collected from 503 employees working in a chain company. Through a longitudinal study design, a three-wave survey with 397 valid data provided support for the proposed theoretical model.

The results maintain a positive association between taking charge, bootlegging innovation and innovative job performance, indicating the mediating effect of bootlegging innovation. Additionally, both the FRCC and CSE facilitate the indirect effect of taking charge on innovative job performance through bootlegging innovation. Furthermore, the integrated moderated mediation model analysis suggested that FRCC is more vital in improving employees' innovative job performance.

This research aims to break the black box between taking charge and innovative job performance, which has been relatively unexplored. Drawing from self-determination theory (SDT) and the proactive motivation model, the authors verify the bridge-building role of bootlegging innovation and the dual-facilitating effects of FRCC and CSE while employees conduct taking charge. This study’s results provide new insight for managers to foster, encourage and support employees' proactive behavior.

This study aims to develop a comprehensive insolvency model tailored to Islamic banks, ensuring alignment with Shariah principles throughout pre-insolvency, bankruptcy and post-bankruptcy stages.

The research adopts a qualitative research method, using a desktop research approach. Primary sources and secondary sources are examined to gather information and draw conclusions.

This study presents a comprehensive insolvency model designed for Islamic banks, rooted in Shariah principles. The model covers pre-insolvency, bankruptcy (taflis) and post-bankruptcy stages, incorporating key Shariah parameters to ensure adherence to Islamic finance principles. It addresses challenges such as adapting to dynamic financial landscapes and varying interpretations of Shariah principles. Notably, the model recognizes the separate legal personality of Islamic banks and emphasizes transparency, fairness and compliance with religious obligations. In the post-bankruptcy stage, directors are urged to voluntarily settle remaining debts, aligning with ethical and Shariah-compliant standards.

The study contributes to the stability and growth of Shariah-compliant financial systems by extending insolvency principles to Islamic banks, providing a foundation for future research and policymaking specific to this context.

This study aims to establish an understanding of commonsense, a valuable mechanism for navigating disruptive, volatile, uncertain, complex and ambiguous (DVUCA) environments.

This study conducts a scientometric (bibliometric) analysis of commonsense through the lens of tacit knowledge, practical intelligence and sensemaking to unpack is nomological network.

This study reveals that tacit knowledge, practical intelligence and sensemaking are pivotal to the conceptualization of commonsense, crucial for navigating DVUCA environments. These elements interact within organizational contexts, influencing knowledge dynamics, decision-making processes and ethical leadership. The findings not only affirm the foundational role of these components in commonsense but also highlight their interplay in fostering organizational resilience, adaptability and strategic agility. This synergy underlines commonsense as a multifaceted and dynamic capability essential for effective management and leadership in complex settings.

This study significantly enriches the theoretical landscape of commonsense by mapping its components within a scientometric-established nomological network. By identifying the interconnected roles of tacit knowledge, practical intelligence and sensemaking in organizational settings, it invites future scholarly endeavors to further dissect these relationships. It also encourages the exploration of additional elements such as emotional intelligence and cultural factors that may influence commonsense. This research opens new avenues for examining how these foundational aspects can be systematically nurtured and developed within diverse organizational environments.

This study provides actionable insights for organizational leaders and policymakers. Understanding the critical roles that tacit knowledge, practical intelligence and sensemaking play in navigating complex environments can guide the enhancement of training and development programs to strengthen these capacities. The importance of fostering a culture that supports continuous learning and ethical leadership is emphasized, as these elements are essential for sustaining competitive advantage and ensuring responsible governance. Managers are encouraged to integrate structured sensemaking processes and practical intelligence into strategic decision-making to improve adaptability and resilience when facing DVUCA challenges and opportunities.

This study offers a pioneering exploration of commonsense through the integration of tacit knowledge, practical intelligence and sensemaking into a cohesive framework. Employing scientometric analysis, the study provides a comprehensive understanding of how these cognitive processes interact to facilitate decision-making and problem-solving in complex environments. The study enriches knowledge management by presenting a refined perspective on the interplay between these elements, deepening the understanding of how commonsense is generated and applied within organizational settings. This contribution significantly enhances theoretical discourse on adaptability, decision-making and resilience in DVUCA environments.

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

We tested the model using survey data collected at two time points from 217 employees.

Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).

We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.

This study problematizes the prevailing normative and managerial-dominated view of self-initiated employee ambassadorship on social media from a power perspective. The aim is to provide a more nuanced and critical understanding of the negative aspects of this phenomenon.

The empirical material encompasses qualitative interviews with employees from 14 organizations and Foucault’s concept of disciplinary discursive power to analyze which and how discourses exert power over employee communication on social media and what role visibility plays in it.

This study indicates that employee ambassadors’ social media communication is governed by two discourses that create complex tensions, where ambassadors constantly must negotiate between self-branding requirements and an authenticity paradox. These tensions intensify through visibility on social media, where employees strategize and situationally silence their communication through self-monitoring and self-surveillance practices. Conclusively, the findings also outline the need for further critical research to offer a deeper understanding of power relations that influence the communication practices of organizational members.

The paper contributes to a more nuanced understanding of self-initiated employee ambassadorship on social media and highlights disciplinary power relations that go beyond organizational borders.

The findings underscore that organizations need to address the critical aspects of self-initiated employee ambassadorship and act as facilitators to support employees in their navigation process.

This paper contributes a new critical power perspective on employee ambassadorship on social media.

Integrating social comparison and social identity theories, this study aims to examine students’ emotional and behavioral responses to the use of ChatGPT in academic settings, focusing on intrinsic motivation, dissonance, envy, schadenfreude and artificial intelligence (AI) usage intentions.

The research design consisted of two sequential survey-based studies with undergraduate business students. Study 1, analyzed with SmartPLS, measured students’ intrinsic motivation, cognitive engagement, dispositional envy, emotional dissonance and schadenfreude experienced in response to academic dishonesty related to ChatGPT. Study 2 explored the motivations behind students’ future use of AI tools, examining ethical considerations and emotional responses.

Study 1 determined that higher levels of cognitive engagement reduce dissonance and envy among highly motivated students. Nevertheless, driven by cognitive engagement, dissonance and envy, it was established that highly motivated students experience schadenfreude when others are caught misusing ChatGPT. In contrast, low-motivated students only feel schadenfreude as a product of dissonance and envy. The focus of Study 2 was on the adoption of ChatGPT. Results indicate that future usage is driven by ethical considerations for highly motivated students, whereas less dissonance is key for low-motivated students.

The study’s originality lies in its exploration of schadenfreude in the context of AI use among students, highlighting how cognitive engagement and motivation influence emotional responses. Drawing on social comparison and social identity theories, it sheds new light on the dynamics of academic integrity and the emotional landscape surrounding AI tools like ChatGPT, thus filling a research gap in understanding student behavior and perceptions in higher education.